The CNA 401(k) Plus Plan

Summary Plan Description

Effective January 1, 2018

The CNA 401(k) Plus Plan

Important Note: This document is the Summary Plan Description (SPD) of the CNA 401(k) Plus Plan (formerly known as the CNA Savings and Capital Accumulation Plan) under the Employee Retirement Income Security Act of 1974 (ERISA). It generally describes the benefits provided under the Plan. It does not attempt to cover every detail concerning the Plan. The terms of the Plan are contained in the applicable Plan document. In the event that a provision in this SPD conflicts with the terms and provisions of the official Plan document, the terms of the Plan document will govern. You may obtain a copy of the Plan document by writing to the Plan Administrator at CNA, 333 S. Wabash Ave., 31st Floor, Chicago, IL 60604. The Plan Administrator may make a reasonable charge for the copies. Nothing in this SPD is intended to be interpreted as a promise or guarantee of future or continued employment or as stating provisions and terms of employment. Continental Casualty Company (the “Company”) and its employees recognize their mutual right to end their employment relationship at any time and acknowledge that such relationship is one of employment at will. Except with respect to employment at will, the Company reserves the right to change (including, but not limited to, the right to amend, suspend, or terminate) its personnel policies, procedures, and benefits, including this Plan. It also reserves the right to make exceptions to its Human Resources policies and procedures, at its discretion, at any time without notice. The policies and benefits described in this SPD may vary by affiliate, employee groups, or business segments, as well as from location to location. No representative of the Company has authority to make any agreement contrary to the provisions of any CNA employee benefit plan. Other important information about the Plan is included in the Benefits at CNA chapter entitled “General Information.” If you have access to the CNA intranet, you may print this SPD directly by logging on to the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits (or www.mybenefitsdirectory.com/cna). You may request a paper copy at no charge by contacting the Plan Administrator. See “Statement of ERISA Rights” on page 42.

Contents

Topic Page

Introduction .................................................................................................................................................... 1 Your 401(k) Plus Plan, at a Glance ............................................................................................................... 2

CNA 401(k) Plus Plan 2 Participation.................................................................................................................................................... 3

Eligibility 3 How to Enroll 3 Naming a Beneficiary 4 If You Are Rehired 5 If You Transfer to an Affiliate of the Company or Loews 6 Situations That May Affect Your Account 6 Your Employee Contributions 7 Before-Tax Contributions 9 Roth Contributions 9 Catch-Up Contributions 10 After-Tax Contributions 10 Contribution Limits 10 Making Up Contributions After Military Service 11 How to Stop, Start, or Change Contributions 11 Rollover Contributions 12 Company Contributions 12 Basic Contributions 13 Company Matching Contributions 13 Performance Contributions 14 Company Contributions After Military Service 15

Vesting ..........................................................................................................................................................16 Vesting Service 16 Other Vesting Features 17 Reinstating Your Vesting Service 17 Forfeitures 17

Your Investment Options ..............................................................................................................................18 Investment Fund Pricing Information 19 Making Your Investment Choices 19 Changing Your Investment Allocation 19 What Is Investment Risk? 20 Aon Hewitt Financial Advisors 20

Borrowing From Your Accounts ...................................................................................................................22 Loan Repayments 22 Loan Default/Deemed Distribution 23 Applying for a Loan 24

Withdrawals From Your Account…………………………………………………………………………...25 After-Tax/Rollover Contributions—“In-Service Non-Hardship Withdrawal” 27 Age 59½ Withdrawals—“In-Service Age 59½ Withdrawal” 27 Company Matching Contributions 28 Before-Tax and Roth 401(k) Contributions—“Hardship Withdrawal” 28 Before-Tax and Roth 401(k) Contributions—“Active Military Duty” 29 Tax Considerations 29

Requesting a Withdrawal 30 How a Withdrawal Reduces Future Growth 30 Distribution of Your Account 30 How Distributions Are Taxed 31 Rollovers 32 Age 70½ Distributions 32

Special Rules for Former Participants in the CNA Surety 401(k) Plan .........................................................34 Additional Important Information .................................................................................................................36

Plan Name, Type, and Number 36 Plan Trustee 36 Plan Administrator 36 Plan Sponsor and Employers 36 Agent for Service of Legal Process 36 How the Plan Is Funded 37 Right of Recovery 37 Plan Records 37 Plan Fees 37 Plan Amendment and Termination 37 Nondiscrimination Rules 38 Top-Heavy Rules 38 The Pension Benefit Guaranty Corporation 39 Assigning Your Benefits 39 Effect on Other Company Plans 39

Requesting a Review of a Denied Claim .......................................................................................................40 Statement of ERISA Rights ...........................................................................................................................42

Receive Information About Your Plan and Benefits 42 Prudent Actions by Plan Fiduciaries 42 Enforce Your Rights 42 Assistance With Your Questions 43

Appendix A - Summary of Investment Fund Options as of January 1, 2018 .................................................. i Appendix B – 401(k) Plus Plan Transfer Restrictions .................................................................................... ii

Introduction No matter how far off retirement is for you, it’s important to start thinking about it now.

When you’re thinking about retirement, consider these facts:

• Living 25 or 30 years after retirement is no longer unusual.

• What a dollar buys today will probably be reduced in 10, 20, or 50 years due to inflation.

• Health care costs continue to rise, and the future of government programs that contribute to the support of senior citizens is uncertain.

• As a rule of thumb, financial experts say you will need an annual income equal to about 60% to 80% of your pre-retirement annual income.

• The U.S. Treasury estimates that Social Security may provide only about 20% of a retiree’s annual income.

Therefore, to have the financial independence to enjoy your retirement to the fullest, you will need to supplement your retirement income through personal savings.

For most people, tax-deferred plans like the CNA 401(k) Plus Plan (“401(k) Plus Plan” or the “Plan”), may be the best way to accumulate personal savings. The 401(k) Plus Plan is sponsored by Continental Casualty Company for the benefit of its eligible employees. The Plan is designed to make saving for your future easy and convenient. You choose how much to contribute and how to invest your money among the Plan’s investment funds. Although the Plan is designed for long-term savings, loans and limited withdrawal options are available. Best of all, when you save through the Plan, the Company contributes extra money to your account.

The time to begin planning your financial future is now. Although it is never too late to start saving, the earlier you begin, the longer your money has to grow—and that means a greater opportunity for future income.

1

Your 401(k) Plus Plan, at a Glance Here is a quick look at all the ways that the Plan makes it easier to save for your future!

CNA 401(k) Plus Plan

Basic Contributions

Employee Contributions

Company Matching Contributions

Performance Contributions

Company contributes 3% of Total Pay each pay period (5% when you are age 45 or older) whether or not you are contributing to the Plan.

You may contribute from 1% to 50% of Base Pay on a before-tax, Roth 401(k), or after- tax basis.

Company matches $0.70 on every dollar you save each pay period, up to 6% of Base Pay. 1

Company contributes 0%–2% of Total Pay to your account annually, whether or not you are contributing to the Plan.

Not dependent upon the Company’s financial performance.

Contributions made on a before-tax basis reduce your current taxes.

Additional match of $0 to $0.80 annually, based on the Company’s business performance. 1

Based on the Company’s business performance.

Contributions vest at the rate of 20% for each year of service.

Employees over age 50 by the end of the year may also make “catch-up” contributions any time during the year.

Contributions vest at the rate of 20% for each year of service.

Contributions vest at the rate of 20% for each year of service.

For purposes of the 401(k) Plus Plan:

• “Base Pay” for employee contributions and Company Matching contributions includes regular base salary, overtime, any paid sales incentives, and tax-deferred contributions made to the Plan. It also includes other before-tax contributions such as health, spending account, and transit account contributions. It does not include any bonuses, commissions, other forms of incentive compensation, short term disability pay, purchased paid-time off (PTO Buy), any lump-sum payments of unused paid time off (PTO) days, or severance payments, and after April 1, 2013, all payments made pursuant to the Supplemental Unemployment Benefit Plan.

• “Total Pay” for the Company’s Basic and Performance contributions includes the same items listed above for employee and Company Matching contributions plus eligible annual or other short-term incentive and performance bonuses (but not long term incentive or equity grants).

1 During your first year of employment, you receive 50% of any match.

2

Participation

All full-time employees are automatically enrolled in the Plan following 31 days of eligibility. (Part-time employees may be eligible to enroll after one year of service, if they have worked 1,000 hours in that year.)

Eligibility You are eligible to participate in the 401(k) Plus Plan if you are:

• A full-time employee of the Company.

• A part-time employee of the Company (including interns, temporary employees or other employees hired for a specified period of time) on the first day of the first pay cycle after completing 12 months of service if you have worked 1,000 hours within those 12 months. If you do not work 1,000 hours in your first 12 months of service, you become a participant at the end of any calendar year that you work at least 1,000 hours. If you worked for any other member of the “Controlled Group of Corporations” (described on page 6 and hereafter referred to as the “Controlled Group”) within five years before being hired by Continental Casualty Company, that service may count toward your Year of Service requirement, provided that you notify the CNA Benefits Center of your prior Controlled Group service.

You are not eligible to participate if you are:

• Employed by a separate division, unit, or operation that has not adopted the Plan;

• Classified by the Company as a leased employee or independent contractor (even if it is determined later that you were an employee for tax or other legal purposes); or

• Employed in Puerto Rico, due to the differences between US and Puerto Rico tax laws.

How to Enroll You may enroll and begin contributing as early as the first payroll cycle after you satisfy the eligibility criteria above by logging on to the Your Benefits Resources link via single sign-on through Inside CNA > Human Resources > Benefits and Wellness > General Benefits (or www.mybenefitsdirectory.com/cna) or by calling the CNA Benefits Center at 877-262-5894. As a full-time new hire or rehire, you will be automatically enrolled in the 401(k) Plus Plan if you do not contact the CNA Benefits Center during the first 31 days from your date of hire. As a part-time new hire, you will be automatically enrolled at the time you become eligible. When automatically enrolled, the Plan will deduct 3% of your Base Pay on a before-tax basis as employee contributions and these contributions will be invested into a Qualified Default Investment Alternative (“QDIA”), which is the LifePath Index Target Date Fund that corresponds to your age. A copy of the Plan’s QDIA notice is available through the Your Benefits Resources link.

3

These contributions will be eligible for Company match contributions. You will receive a notice in the mail informing you of your automatic enrollment.

If you do not want to automatically be enrolled in the Plan, or want to contribute more or less than 3% of Base Pay, you must notify the CNA Benefits Center within 31 days of your hire date. However, you can always change your contribution percentage, or stop contributing entirely, after you have been automatically enrolled.

If you have been automatically enrolled in the 401(k) Plus Plan your before tax contribution rate will begin at 3%, and will then be automatically increased by 1% each year until you are contributing 10% of your Base Pay, unless you make a different contribution election. These automatic increases will be effective the first payroll in April that is at least 90 days after your automatic enrollment, and will continue each April until you are contributing at the current target contribution rate of 10% or you make a contribution election change.

While enrollment is automatic, you may still use the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits (or www.mybenefitsdirectory.com/cna) or call the CNA Benefits Center at 877-262-5894 to:

• Elect not to contribute;

• Select a higher or lower contribution rate;

• Make after-tax or Roth contributions;

• Choose how to invest your contributions among the Plan’s investment funds; and

• Designate a beneficiary for your account in the event of your death.

A participant who affirmatively elects to contribute to the 401(k) Plus Plan can also elect to have the contribution rate be automatically increased on an annual basis. The annual increase will continue until your contribution rate reaches the target contribution rate that you elect.

If you do not have an investment election on file, the contributions will be posted to the Plan’s “default fund” – the BlackRock LifePath Index Fund that most closely matches your assumed retirement age of 65 – as described above. Naming a Beneficiary At the time you enroll, you should name one or more beneficiaries to receive your Plan benefits in the event of your death. You may change your beneficiary at any time. If you are married, your spouse will automatically be your sole primary beneficiary unless your spouse gives notarized written consent to the naming of someone else as your primary beneficiary.

If you get married after you have named a beneficiary for your Plan account and you want to keep your old beneficiary designation, you need to get a notarized consent from

4

your spouse. Otherwise, after you have been married for one year, your old beneficiary designation is invalid and your spouse automatically becomes your sole primary beneficiary.

Your designation must be received by the CNA Benefits Center in order to be valid. If you do not designate a beneficiary and you die while you have a Plan balance, payment of your account will be made to your spouse (if applicable), or otherwise to your estate.

If You Are Rehired If you were a participant in the Plan and are rehired by the Company before incurring a one-year break in service, you may participate in the Plan on the first payroll cycle after you are rehired (or as soon as administratively possible), whether you are rehired on a full-time or part-time basis. If you have incurred a one-year break in service, and are rehired as a full-time employee, you may also participate in the first payroll cycle.

If you are rehired as a part-time employee after a one-year break in service, you generally need to meet the eligibility requirements shown on page 3. However, if you already completed a Year of Service before you left the Company, you may begin participating on the first payroll cycle after your rehire as a part-time employee if:

• You had a vested balance in any of your accounts (other than after-tax contributions or Rollovers); or

• You are rehired within five years of your termination date.

If you are fully vested when you leave the Company and are rehired, your service will be reinstated and you will be fully vested in Company contributions made upon rehire.

If you were partially vested when you left the Company, did not receive a distribution that included Company contributions, and are later rehired within five years of your termination date, all forfeited Company contributions will automatically be restored in your account. Your restored amount will not be adjusted for gains or losses that may have occurred during your absence.

If you were partially vested when you left the Company, took a distribution that included vested Company contributions and are later rehired within five years of your termination date, all forfeited Company contributions will be restored to your account as long as you return the value of the vested Company contributions you received. This restoration will include any forfeiture from Basic contributions, Company Matching contributions, and/or Performance contributions. Again, your restored amount will not be adjusted for gains or losses that may have occurred during your absence.

If you received a distribution that included vested Company contributions but do not return the value of the Company contributions, the amount forfeited from your accounts will not be restored. In order for forfeitures to be restored, all paybacks must be made within five years of your rehire date.

5

Even if your forfeited accounts are not restored after you are rehired, any Vesting Service you completed before your termination will count toward the vesting of your new contributions if:

• You had a vested balance in any of your accounts other than after-tax contributions or Rollover contributions when you left the Company; or

• You are rehired within five years of your termination date.

The rules regarding the restoration of forfeited accounts and Vesting Service also apply if you are hired by any member of the Controlled Group, even if your new employer doesn’t participate in the Plan. It is your responsibility to notify the CNA Benefits Center of your rehire by a Controlled Group company.

The Controlled Group: All companies in which CNA Financial Corp. or Loews Corporation owns at least an 80% interest, including other subsidiaries of Loews. However, it does not include any company of which CNA Financial Corp. or Loews owns less than 80%. If you worked for any company that is within the Controlled Group within five years before you came to work for the Company, or if you go to work for any of them within five years after you leave the Company, it is important that you notify the CNA Benefits Center. Otherwise, the Company will not be aware that you may be entitled to additional Vesting Service.

If You Transfer to an Affiliate of the Company or Loews • If you transfer to a member of the Controlled Group that does not participate in

the Plan: You will continue to be credited with Vesting Service; however, you are no longer eligible to make contributions to the Plan. If there is a discretionary contribution awarded for the year in which you leave, you will receive a proportionate share of performance and variable match contributions. Your current account will continue to be held and administered under the Plan, subject to all provisions pertaining to active participants, with the exception of contributing to the Plan and receiving Company contributions.

• If you transfer from a member of the Controlled Group: All the years you worked for the non-participating affiliate are credited for purposes of Vesting Service.

Situations That May Affect Your Account Disability Leave of Absence When you go on short term disability (STD), no contributions will be deducted from your STD benefits. In addition, your STD pay will not be considered part of your compensation for purposes of Company Basic or Performance contributions. Your loan payments will be automatically deducted from your STD benefits, if possible. If loan payments cannot be deducted, you will need to contact the CNA Benefits Center to make payment arrangements. (See “Borrowing From Your Accounts,” page 22.) If you have exhausted your STD benefits and your employment is terminated, see “Distribution of Your Account,” page 30, for more information.

6

Total and Permanent Disability For purposes of the 401(k) Plus Plan, if you are enrolled in the Company’s LTD Plan, you are considered totally and permanently disabled as of the date you are entitled to receive long term disability income under the LTD Plan. If you are not a participant in the Company’s LTD Plan, you are considered totally and permanently disabled for purposes of the 401(k) Plus Plan if you would be entitled to receive a disability benefit if you were a participant in the Company’s LTD Plan. If you are determined to be totally and permanently disabled and exhaust your STD benefits, your Plan account will become immediately 100% vested. This 100% vesting is provided by the Plan, whether or not you elected the Company’s long term disability coverage. If you become totally and permanently disabled, and have exhausted your STD benefits, you will be administratively terminated and the full value of your Plan account will be eligible for distribution. Depending on your account balance, one of the following distribution options will apply to you: • If your total vested account balance is under $1,000, you will receive an automatic cash

payment mailed to your home address, unless you elect a direct rollover to an IRA or another qualified plan;

• If your vested account balance is more than $1,000, you have the option to take a total

lump-sum payment at any time or defer your payment until Normal Retirement Age. Note: Notwithstanding the foregoing provisions, certain employees may not be terminated even though they have exhausted their STD and have begun to receive long term disability under the Company’s disability policies. This may occur, for example, if the employee is also on Workers’ Compensation and state law prohibits the termination of an employee on Workers’ Compensation, or the employee is designated as out on Interim LTD or Part-time LTD because it is anticipated that the employee will be able to return to full-time employment. An employee whose STD benefits have been exhausted, but who has not been terminated, will not be eligible for immediate full vesting and distribution of his or her 401(k) Plus Plan account balance until his or her employment is actually terminated even if he or she is (or would be) eligible for long term disability benefits.

Your Employee Contributions You may make contributions to the Plan, through the convenience of automatic payroll deductions, on: • A before-tax basis;

• A Roth 401(k) basis;

• An after-tax basis; or

• Any combination of the above.

7

Contributions will be credited to your account as soon as administratively possible after they are deducted from your Base Pay.

As an eligible employee, you may contribute—in whole percentages only—from 1% to 50% of your eligible Base Pay to the Plan. The maximum you may contribute is 50%, whether you make before-tax contributions, Roth 401(k) contributions, after-tax contributions, or a combination of any of these. Note: Certain highly compensated employees may be restricted to contributions of less than 50% of Base Pay. See “Nondiscrimination Rules,” page 38. You may also elect to have your contributions automatically increased each year.

The first 6% of Base Pay you contribute—whether before-tax, Roth 401(k), after-tax, or a combination of any of these—will be matched by the Company’s Matching contributions.

You are always 100% vested in your contributions to the Plan.

To help you meet your retirement goals, you have the option to automatically increase your contribution percentage each year. The increase occurs every year in the first pay period of April. You can elect how much you want your contributions to increase each year and the ending contribution rate at which you’d like the increases to stop.

SPECIAL 2017 Auto-Increase Campaign In 2017, an Auto-Increase Campaign was conducted during which all employees contributing less than 10% were notified that, (i) their contributions would be automatically increased by 1% of their base pay effective the first payroll period following April 5, 2017 and(ii) that if they were contributing less than 10% and did not have an auto-increase election on file, their contribution rate would automatically be increased by 1% each April until their total employee contribution rate reached 10% - unless they made a different election. (NOTE: If an employee’s contributions were suspended due to Hardship Withdrawal on April 5, 2017, the auto-increase was not applied until the first pay period after the completion of the six month suspension period.) Specific to this automatic increase, if an employee was contributing to multiple sources, the automatic increase would be applied to one of the employee’s contribution rates, in the following order – before-tax, after-tax and Roth 401(k). For example, assume that prior to April 5, 2017 the employee was contributing 6% in before-tax, 1% in after-tax and 1% in Roth 401(k) contributions, for a total contribution rate of 8%. His before-tax contribution rate would be increased to 7%, increasing his total contribution rate to 9%.

8

Before-Tax Contributions You do not pay current income taxes on your before-tax contributions to the Plan. That’s because your contributions are deducted from your paycheck before federal and most state and local income taxes are withheld. (Your before-tax contributions are, however, subject to Social Security taxes and are included in your gross earnings for purposes of figuring your Social Security and Medicare benefits.)

When you make before-tax contributions to the Plan, you reduce your current taxable income by the amount of your contribution. Your contributions and the investment earnings grow tax deferred until the money is withdrawn.

Roth Contributions The 401(k) Plus Plan allows participants to make Roth 401(k) contributions in lieu of part or all of their before-tax contributions. The features of Roth 401(k) contributions that make them different from before-tax contributions are: • Roth 401(k) contributions are made on an after-tax basis, so they will not reduce your

current taxable income or tax withholding.

• Distribution of Roth 401(k) contributions are entirely tax free, including the accumulated income that is distributed, provided that you meet both of the following requirements:

The distribution is made after you reach age 59½ or have become disabled, or is made to your beneficiary after your death; and

The distribution is made at least five years after the first year in which you made a Roth 401(k) contribution. In other words, if you make a Roth 401(k) contribution in any amount in 2017, then all Roth 401(k) distributions made beginning in 2022 (including distributions of amounts contributed after 2017) may be eligible for tax-free treatment.

The income included in amounts that are distributed for any other reason (e.g., upon termination of employment before age 59½), or before the end of the five-year holding period, is not tax free. Distributions may be rolled over to a Roth IRA (or a Roth 401(k) account in another employer’s plan) whether or not they qualify for tax-free treatment.

Even though Roth 401(k) contributions are made on an after-tax basis, they are treated as before-tax contributions for all other purposes of the 401(k) Plus Plan. This means that:

• Roth 401(k) contributions are subject to the same limits that apply to before-tax contributions.

• You cannot withdraw any part of your Roth 401(k) contributions while you are employed before age 59½, unless you have a hardship.

• Roth 401(k) contributions are eligible for loans and hardship withdrawals and subject to similar rules as before-tax contributions.

9

• Roth 401(k) contributions are matched by Company contributions in the same way as before-tax contributions.

• Roth 401(k) contributions are fully vested.

Catch-Up Contributions If you will be age 50 or older by the end of the year, you can also make additional before-tax or Roth 401(k) contributions known as “catch-up” contributions starting at any time during the year. The maximum amount of catch-up contributions is $6,000 in 2018. You can make catch-up contributions even if you have exceeded the other limits on before-tax and Roth 401(k) contributions under the Plan. Catch-up contributions will be withheld from your eligible Total Pay. For more information on how to make catch-up contributions, visit the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits (or www.mybenefitsdirectory.com/cna) or call the CNA Benefits Center at 877-262-5894.

After-Tax Contributions When you make after-tax contributions to the Plan, the money is deducted from your paycheck after payroll taxes are calculated. The earnings in your after-tax contributions, however, continue to grow tax free until withdrawn. While after-tax contributions are not taxable when withdrawn, the investment earnings on these contributions are subject to taxes at withdrawal.

Contribution Limits The Internal Revenue Code (“Code”) places a limit on the amount of before-tax and Roth 401(k) contributions combined you may make in a year. These limits are outlined in Section 402(g) of the Code. For the 2018 Plan year, Section 402(g) limits Plan participants’ before-tax and Roth 401(k) contributions to $18,500. Plan participants who are age 50 or older by the end of the year may also make additional catch-up contributions of up to $6,000. Failure to limit contributions to this amount may subject you to serious tax penalties.

Note: If an employee’s before-tax and Roth 401(k) contribution elections cause the employee contributions during the year to reach the 402(g) limit, the employee’s contribution elections will remain in place but subsequent contributions for the remainder of the year will be deducted as after-tax contributions, unless the employee is eligible for, and has elected to contribute to, the CNA Non-Qualified Savings Plan. Catch-up contributions are not included in the 402(g) limit.

The 402(g) limit applies to all 401(k) plans in which you participate during a year, including those maintained by employers other than CNA. It also applies to other types of plans, such as SEP-IRA’s and 403(b) annuity plans, which allow you to make voluntary before-tax and/or Roth 401(k) contributions. If you begin making before-tax or Roth 401(k) contributions to the 401(k) Plus Plan in the same year in which you participated in another employer’s plan or another type of plan, it is your responsibility to make sure that your total contributions to all the plans do not exceed this limit. If you do exceed this limit in any year, you can notify the Plan Administrator not later than March 1 of the

10

following year and have the excess contribution distributed to you without any penalties. Failure to correct an excess contribution may subject you to serious tax consequences. The Code also places a limit on the total annual contributions that can be made to your 401(k) Plus Plan account. This limit includes all before-tax, Roth 401(k), after-tax, and Company contributions, but does not include catch-up contributions. For Plan year 2018, the maximum annual contribution limit is $55,000. If contributions to an employee’s account reach this limit, all contributions under the 401(k) Plus Plan must be suspended for the remainder of the year. Any additional Basic and Performance Contributions that you are entitled to will be made to an account in your name under the CNA Non-Qualified Savings Plan, even if you are not otherwise eligible to contribute to the CNA Non-Qualified Savings Plan. Making Up Contributions After Military Service If you are on leave from the Company to serve in the armed forces of the United States and you return to work during the period that your re-employment is protected by federal law, you have the right to make up any before-tax, Roth 401(k), or after-tax contributions that you could have contributed during your military service leave. In order to do so, you may increase the rate of your before-tax, Roth 401(k), or after-tax contributions above the rate normally permitted over a period of up to three times the length of your military service (up to five years) until you have made up the contributions. Any amount that you make up will be treated, for purposes of the various limits on contributions, as if you had made the contributions during your military service. However, you cannot make up any earnings that you would have received. You may make up the missed contributions even if it requires you to increase your contribution rate to more than 50%.

In order to take advantage of these make-up contributions, you must contact the CNA Benefits Center at 877-262-5894 and let them know you would like to begin make-up contributions.

How to Stop, Start, or Change Contributions You may stop, start, or change your contributions on a daily basis using the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits or by calling the CNA Resources Line at 877-262-5894. CNA Benefits Center representatives are available between 8:00 a.m. and 6:00 p.m. Central Time, Monday through Friday.

If you have elected to defer any portion of your compensation under the CNA Non-Qualified Savings Plan for a year, you may not make any changes to your before-tax or Roth 401(k) elections during the year. However, you may elect to make Catch-Up Contributions, or change your Catch-Up Contribution election, during the year, as long as it does not affect your CNA Non-Qualified Savings Plan deferral.

All changes will be made as soon as administratively possible. After making a change, always check the amount withheld from your next full paycheck following the change to ensure that the change was made properly. If the change was not made, immediately

11

notify the CNA Benefits Center. The Company is not responsible for any contribution errors if you fail to notify the CNA Benefits Center of the error in a timely manner.

Important: The Your Benefits Resources link on the Inside CNA> Human Resources > Benefits and Wellness > General Benefits and CNA Benefits Center are resources available to you as a convenience so you can manage and monitor your account more efficiently. If you direct a change in your contribution election, it is your responsibility to make sure that all your elections are implemented after using one of these systems. You should print a written confirmation and check your paycheck to make sure the change was properly implemented. There may be periods when one or both of these systems are not available due to technical difficulties, system overloads, or routine maintenance, updating, or any other reason. Under no circumstances will the Company have any responsibility or liability whatsoever for 1) the failure of any elections, given through either the Web site or CNA Benefits Center, to be implemented for any reason, 2) the inability of any participant to make elections through either the CNA Benefits Center or the Your Benefits Resources Web site due to technical difficulty, systems overload, maintenance, or updating.

Rollover Contributions You may transfer—or roll over—money from another employer’s qualified plan or IRA into the 401(k) Plus Plan, except to the extent that the distribution from the qualified plan or the IRA represents non-deductible or after-tax contributions. If you have a distribution that meets the rollover qualifications specified by the IRS and the Plan, the distribution may be deposited into your rollover account in the Plan. By taking advantage of this option, you can postpone paying income taxes on the rollover amount while continuing to build your savings for retirement.

Before requesting a distribution from your previous employer’s plan or an IRA, you must request a Rollover Contribution Form either from the website or by contacting the CNA Benefits Center. This form will provide you with information on what documentation is required by the Plan to initiate a rollover without incurring unwanted withholding taxes or delays in crediting to your account. If you have any questions after reviewing this material contact the CNA Benefits Center for additional clarification. Please note that no after-tax dollars may be rolled into the Plan unless they are rolled over from a Roth 401(k) account of another qualified plan.

You are always 100% vested in your rollover account. You can invest your rollover funds in any of the Plan’s investment options. If you do not have any investment election on file, all contributions will be invested into a Qualified Default Investment Alternative (“QDIA”), which is the BlackRock LifePath Index Fund that most closely matches your assumed retirement age of 65, unless you make a different investment election.

Company Contributions The Company may help you increase the value of your 401(k) Plus Plan account through Basic contributions, Company Matching contributions, and Performance contributions.

12

Basic Contributions Each pay period, the Company contributes 3% of your eligible Total Pay (5% when you’re age 45 or older) to the Plan. Basic contributions do not depend on Company performance or whether you are already contributing to the Plan.

Company Matching Contributions The Company will match a percentage of the first 6% of eligible Base Pay you contribute to the Plan. The extra catch-up contributions that participants age 50 or older are eligible to make are not eligible for Company Matching contributions.

Fixed Matching Contributions Each employee who contributes to the Plan receives a Fixed Matching contribution of $0.70 for every before-tax, Roth 401(k), or after-tax dollar contributed to the Plan, up to the first 6% of eligible Base Pay. Fixed Matching contributions are deposited into your Company Matching account each pay period.

Note: During your first year of employment, your Fixed Matching contribution will be $0.35 for every before-tax, Roth 401(k), or after-tax dollar contributed to the Plan.

Variable Matching Contributions Variable Matching contributions can increase your match up to an additional $0.80 for every before-tax, Roth 401(k), or after-tax dollar you contribute to the Plan, up to the first 6% of eligible Base Pay. When combined with the Fixed Matching contribution, you can receive up to a $1.50 match on every dollar you contribute (up to 6% of eligible Base Pay).

The Company will determine the amount of Variable Matching contributions each year in its sole discretion. The Company is never obligated to make Variable Matching contributions, regardless of its business performance. However, when a Variable Matching contribution is made, it is deposited into your Company Matching account during the first quarter following year-end.

In order to be eligible for Variable Matching contributions, you must:

• Be an active employee on the last business day of the Plan year; or

• Have terminated your employment during the year due to death, disability or retirement (retirement is defined as an employee whose age plus years of service is equal to or greater than 65 at termination); or

• Have been employed by the Company during the Plan year, are transferred to a Controlled Group member, and are employed by the Controlled Group member at December 31st of the Plan Year for which the award is being made.

13

During your first year of employment with the Company, the Matching contribution rate will be one-half of the rates described earlier. The increase in the rate for Fixed Matching contributions will take effect beginning with the first payroll cycle after you have been employed for one year (even if you didn’t enroll in the Plan right away). The increase in the Variable Matching contribution rate will be prorated for the year in which you complete your first year of employment.

Let’s assume you were hired on October 1, 2016, but declined the automatic enrollment and chose not to make employee contributions immediately to the Plan. Later, on February 1, 2017, you elected to begin making contributions.

• For all payroll periods up to the period that ended on or before September 30, 2017 (your one year anniversary), you would have received Fixed Matching contributions equal to $0.35 for each dollar that you contributed (up to 6% of Base Pay for each payroll period).

• Beginning with the first payroll period after September 30, 2017 you would have received, the Fixed Matching contribution rate of $0.70 for each dollar contributed (up to 6% of Base Pay for each payroll period).

• The 2017 year-end Variable Matching award was $0.40. Therefore, your 2017 year end discretionary contributions would have been an additional $0.20 on all contributions made prior to September 30, 2017, and $0.40 on all contributions made after September 30, 2017.

Your first year of employment is measured from the first day you are hired (either as a full-time or part-time employee) by the Company, or by a non-participating affiliate of the Company if you are transferred directly to the Company.

If you terminate and are rehired, you may be eligible for an immediate match of $0.70 if you had at least one year of Vesting Service when you left the service of the Company or another member of the Controlled Group. However, you must notify the CNA Benefits Center of your prior service within 90 days of being rehired. (See “If You Transfer to an Affiliate of the Company or Loews,” page 6.)

Performance Contributions You may be eligible for Performance contributions—up to 2% of Total Pay—based entirely on the Company’s business performance. The Company will determine the amount of Performance contributions each year in its sole discretion. The Company is never obligated to make Performance contributions, regardless of its business performance.

14

Any Performance contributions are deposited into your account during the first quarter following year-end. In order to be eligible for Performance contributions, you must:

• Be an active employee on the last business day of the Plan year; or

• Have terminated your employment during the year due to death, disability or retirement (retirement is defined as an employee whose age plus years of service is equal to or greater than 65 at termination); or

• Have been employed by the Company during the Plan year, are transferred to a Controlled Group member, and are employed by the Controlled Group member on the last business day of the Plan Year for which the award is being made.

Company Contributions after Military Service

If you are on leave from the Company in order to serve in the armed forces of the United States and you return to work during the period in which your right to re-employment is protected by federal law, you have the right to make up your missed before-tax, Roth 401(k), or after-tax contributions. (See “Making Up Contributions After Military Service,” page 11.)

If you make up these contributions, you will receive the same Company Matching contributions (both Fixed and Variable) you would have received if you had made contributions during your period of military service. However, any earnings that you would have received will not be made up. Regardless of whether you elect to make up your employee contributions, if you return to work from military service while your re-employment rights are protected, you will receive the same Basic and Performance contributions you would have received had you been actively employed. If you die while performing qualified military service, your beneficiary will receive Basic and Performance contributions as if you had been employed through the date of your death, and your account will be fully vested.

15

Vesting Vesting is the extent of your ownership of the contributions made to your account.

You are always 100% vested in (that is, you always have a non-forfeitable right to) the value of the following:

• Before-tax contributions:

• Roth 401(k) contributions:

• After-tax contributions:

• Rollover contributions from other tax-qualified retirement plans: and

• Any earnings on all of the above amounts.

Effective January 1, 2007, Company contributions made to the Plan, including Basic, Company match, and Performance contributions, and the earnings on those contributions, vest according to your Years of Service.

If You Have

Company Contributions

Are Vested At:

Less than 1 Year of Service 0% 1 year, but less than 2 20% 2 years, but less than 3 40% 3 years, but less than 4 60% 4 years, but less than 5 80% 5 or more Years of Service 100%

If your employment terminated prior to January 1, 2007, your Matching contributions were vested according to this table, but your Basic and Performance contributions were not vested until you had completed five Years of Service. Vesting Service You earn Vesting Service from your date of hire to your termination date under the following methods:

The Plan calculates Vesting Service using the “Elapsed Time” method. Under this method, your Vesting Service is measured from your date of hire to your date of termination, regardless of how many Hours of Service you work, and you may also be entitled to Vesting Service for certain periods that you are not employed by the Company, as described below. (Note that prior to July 1, 1999, the Plan used a different method of calculating Vesting Service. If you are not fully vested, but worked for the Company prior to July 1, 1999, check with the CNA Benefits Center to see if you are entitled to any additional Vesting Service.)

16

Other Vesting Features As an active participant, you also become fully vested upon:

• Being terminated by reason of becoming totally and permanently disabled; or

• Death.

Reinstating Your Vesting Service Under the Elapsed Time method, if you are rehired within 12 months of your termination date, your Vesting Service will be reinstated and you will receive vesting credit for the period of time between your termination date and your rehire date. However, if your employment terminates while you are on a leave of absence (including short term disability), you must be rehired within 12 months of the first day of the leave for this rule to apply.

If you are rehired after 12 months from your termination date (or the first day of your leave of absence), your Vesting Service will be reinstated on your rehire date if:

• You had made before-tax or Roth 401(k) contributions or had a vested balance in any of your Matching Contributions, Basic Contributions or Performance Contributions when you left the Company; or

• You are rehired within five years of your termination date.

If your employment absence was because of the birth or adoption of your child, or to care for your child after his or her birth or adoption, your service may be restored if you are re-employed within 24 months (rather than 12 months) of the first day you went on leave. However, only the first 12 months of your leave is counted toward Vesting Service.

In addition, time spent in military service can count as part of your Vesting Service, even if it exceeds 12 months, provided that you either return to the Company during the period that federal law protects your right of re-employment, or die while performing military service.

Keep in mind, service with other affiliates of Loews Corporation can count as part of your Vesting Service, but only if you inform the CNA Benefits Center of that service.

Forfeitures If you leave the Company before you are 100% vested, you lose the portion of the Company contributions that are not vested. The portion that is not vested is called the “forfeiture.” The non-vested portion of your account will be forfeited three months after you leave the Company unless you become an employee again prior to that date. You may be able to regain the forfeiture if you are re-employed within five years. (See “If You Are Rehired,” page 5.)

17

Your Investment Options The Plan offers a variety of investment funds to help your money grow.

You decide how to invest your contributions and the Company contributions. The investment funds you select will depend on your personal investment strategy. If you fail to elect any investment option, you will be treated as having elected to invest your entire account in the LifePath Index Target Date Fund that corresponds to your age, the Plan’s “default fund.” This fund is a Qualified Default Investment Alternative (“QDIA”). The Plan Administrator may change this fund from time to time.

You can invest in one or more investment funds in multiples of 1% as long as the total adds up to 100%. You can also transfer part of your 401(k) Plus Plan balance from one fund to another at any time. However, most of the investment funds have restrictions on how often you can make transfers in and out of the fund, as described in Appendix B. In addition, some of the funds may impose further restrictions and/or fees based on how often funds can be transferred in or out in order to limit or prevent “day trading,” “market timing,” and other practices that may impose excessive costs on the fund.

The Plan is intended to constitute a plan described in Section 404(c) of the Employee Retirement Income Security Act of 1974 (ERISA), and Title 29 of the Code of Federal Regulations Section 2550.404c-1. This means that the fiduciaries of the Plan may be relieved of liability for any losses that are the direct and necessary results of your investment choices. Under these regulations, you have the right to receive additional information regarding the investment options provided under the Plan. The Plan Administrator is the Plan fiduciary responsible for providing this information, and has made the information available at the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits (or www.mybenefitsdirectory.com/cna) or by contacting the CNA Benefits Center. The additional information includes:

• A description of the annual operating expenses of each investment fund and the amount of expenses expressed as a percentage of the fund’s average net assets.

• A copy of prospectuses, financial statements and reports, and other materials relating to the investment funds, to the extent such information is provided to the Plan.

• Information concerning the value of shares or units in each available investment fund, as well as the past and current investment performance of such funds, net of expenses.

• Information concerning the value of shares or units of each fund held in your account. This information is contained in your regular account statements. If you need further information, go to the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits (or www.mybenefitsdirectory.com/cna) or contact the CNA Benefits Center.

18

Each mutual fund whose shares are registered with the U.S. Securities and Exchange Commission must periodically publish a document called a “prospectus,” which is a description of the fund, its management and investment philosophy, and certain risk factors involved in investing in the fund. The prospectus will also contain information about the prior investment performance and management expenses of the fund. The PIMCO All Asset Fund, Vanguard Windsor II Fund, Vanguard International Growth Fund and T. Rowe Price Institutional Emerging Markets Equity Fund are required to issue a prospectus, and you should receive and review the current prospectus before investing any part of your account in the fund. You can request a prospectus through the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits (or www.mybenefitsdirectory.com/cna) or by contacting the CNA Benefits Center. Investment Fund Pricing Information The 401(k) Plus Plan uses a Trust Portfolio accounting approach. Within this approach, the trust calculates what is often called a Plan Specific Net Asset Value or Synthetic Net Asset Value (SNAV). This will differ from the Net Asset Value (NAV) published daily within the open market. The Trustee calculates the SNAV by taking several factors into consideration: • the fund’s performance for the day • the fund manager expenses as outlined in the fund prospectus • any dividends paid to the fund • any interest accrued by the fund (if applicable) Making Your Investment Choices Each investment fund has different investment objectives and levels of risk. The funds you select should fit your savings objectives and your comfort level with risk.

The investment funds currently offered by the 401(k) Plus Plan are listed, and briefly described, in Appendix A to this SPD. Please keep in mind that the investment fund options listed on Appendix A may change from time to time. For the latest fund information, check the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits (or www.mybenefitsdirectory.com/cna).

A detailed description of each of the Plan’s investment options, including information on the fees and expenses associated with each option, as well as each fund’s historical performance data is available through the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits (or www.mybenefitsdirectory.com/cna) or by contacting the CNA Benefits Center. The Annual Fee Disclosure Notice is provided to all Plan Participants annually and is also available through the Your Benefits Resources link.

19

Changing Your Investment Allocation

When your personal and financial circumstances change, it’s easy to change your investment choices in the Plan. You have daily access to your account. If you want to transfer money between funds, or change how your future contributions are invested, simply:

• Visit the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits or at www.mybenefitsdirectory.com/cna; or

• Call the CNA Benefits Center toll free at 877-262-5894.

Important: The Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits and CNA Benefits Center are resources available to you as a convenience so you can manage and monitor your account more efficiently. If you direct a change in your investment options, it is your responsibility to make sure that all your elections are implemented after using one of these systems. You should print a written confirmation and check your account to make sure the change was properly implemented. There may be periods when one or both of these systems are not available due to technical difficulties, system overloads, routine maintenance, updating, or any other reason. Under no circumstances will the Company have any responsibility or liability whatsoever for 1) the failure of any elections, given through either the Web site or CNA Benefits Center, to be implemented for any reason, 2) the inability of any participant to make elections through either the CNA Benefits Center or the Your Benefits Resources Web site due to technical difficulties, system overloads, maintenance, or updating.

What Is Investment Risk? Risk means that the value of your investment could decline. This is based on many factors, including the current economy, interest rate changes, and fluctuations in the market. Equity funds have a higher risk because they invest in stocks, which tend to have greater price fluctuations. Certain funds tend to minimize risk by investing in several different stocks and/or stocks and bonds. If one goes down, another may go up.

On the other hand, if you invest only in cash or fixed income investments, you run the risk that your savings won’t keep pace with inflation. To offset inflation, you need to achieve an investment return greater than the rate of inflation.

Of course, only you can determine how much risk you’re willing to assume, based on your short and long term investment goals and your risk tolerance.

Aon Hewitt Financial Advisors The Company has retained Aon Hewitt Financial Advisors (AFA), an investment adviser that is not affiliated with the Company, to help you in making your investment decisions, if you choose to make use of its services. AFA provides an Online Advice service through its web site, which is available to all participants in the 401(k) Plus Plan. In addition, AFA also offers a Professional Management service, under which, for an additional fee, participants may delegate to AFA the authority to make investment

20

decisions for them. You may have received mailings from AFA describing this service, and may receive additional mailings in the future.

You should review the materials from AFA carefully before you decide whether you wish to make use of Professional Management. There is an additional fee for the Professional Management service, and it will require you to give AFA the authority to make investment changes in your account. If you have questions you will need to call the CNA Benefits Center at 877-262-5894 and ask to speak to an AFA Advisor. Of course, you always have the right to continue to make your own investment decisions, or to use the services of an investment adviser other than AFA.

Although the Company believes that the services provided by AFA may be helpful to those participants who choose to make use of the services, it is important that you realize that AFA is not affiliated with the Company, and the Company does not review any of the investment advice provided to participants. Under no circumstances will the Company have any liability or responsibility for the investment advice provided by AFA. Even though some materials may be provided to you with a cover letter from the Company, the materials are prepared by AFA and the Company is not responsible for them.

21

Borrowing From Your Accounts If you need to access your money before retirement, you may be eligible to take a loan from your 401(k) Plus Plan account and repay the interest to yourself. Participants who have terminated employment with the Company and all Controlled Group members (including for this purpose any company in which either the Company or Loews owns a 50% interest) but still have an account in the Plan may not initiate new loans. How Much You Can Borrow You can borrow against your own employee contributions, including all before-tax, Roth 401(k), after-tax, and rollover contributions, and the vested portion of your Company Match. The loan request cannot be less than $500 and cannot exceed the lesser of:

• $50,000 minus the greater of the highest loan balance in the previous 12 months and the total unpaid balance of all loans as of the date of the loan; or

• 50% of your total vested account value excluding your Basic and Performance account), reduced by any other outstanding loans.

You cannot borrow any part of the Basic or Performance contributions. You cannot initiate a loan while out on an unpaid Leave of Absence.

Loans must be requested in whole dollar increments with a $500 minimum. Only two loans can be outstanding at any time.

The loan term may not be for less than six months nor more than five years (unless you have a loan outstanding at the time you go out on Military Leave). The interest rate on your loan is the prime rate, set on the first business day of the quarter in which you initiate the loan. Loan checks are generally mailed within two business days from the date your loan request processes.

Loan Repayments Loans are repaid through payroll deductions to the extent practical. Both principal and interest are deducted after taxes each pay period and deposited to your 401(k) Plus Plan account.

You can repay a portion or 100% of your loan balance, including principal and interest outstanding prior to the time a payment is due, without penalty. Early loan payoffs must be made with a certified check or money order for the amount owed. To determine the full Early Loan Payoff amount, you can contact the CNA Benefits Center to request an Early Loan Payoff (ELP) invoice.

If you are transferred to a Controlled Group company, you will need to continue your loan payments via a check—directly to the CNA Benefits Center—as payroll deductions will not be possible.

22

Loan Default/Deemed Distribution It is your responsibility to make sure your loan deductions start and that you do not miss any payments. You must contact the CNA Benefits Center within 30 days if a scheduled deduction is not made from your paycheck. If you fail to make a loan repayment your loan will be delinquent. Default will occur if you fail to correct your loan delinquency by repaying your missed loan repayments by the end of the “cure period.” The cure period is the 90 day period after you miss a loan repayment.

A defaulted loan will be considered a deemed distribution and result in your outstanding loan balance plus applicable interest in being reported on a Form 1099R as taxable income. The taxable distribution resulting from this type of default will not be eligible to roll over. You may also be subject to the additional 10% excise tax on premature distributions, depending on your age and other circumstances.

A deemed distribution does not result in your account balance being reduced by the unpaid loan. The loan continues to remain an outstanding obligation until you leave the Company or you repay the loan in full, whichever is earlier. In addition, the loan continues to accrue interest, and to count against:

• The maximum number of loans that you may have outstanding under the Plan; and

• The maximum amount available for a new loan,

If you are on a paid leave, your loan payments will continue to be deducted from your Total Pay. If your Total Pay is not sufficient to cover the loan repayment, you are responsible for making the loan repayments manually to the CNA Benefits Center. If you wish, you may contact the CNA Benefits Center to arrange for direct manual loan repayments while you are on an unpaid leave. If scheduled payments are not made by the end of the 90 day cure period, your entire loan will be considered in default.

If you are on an unpaid leave of absence, your loan payments will be suspended for up to 52 weeks. If you return at the end of your leave, your outstanding loan will be reamortized over a period not to exceed 5 years from your original loan date. If your leave extends beyond the 5 years from your original loan date, you must pay back the loan manually at the 5 year date.

If you are on leave for military service, your payments will be suspended even if the leave is for more than 52 weeks. The term of your loan will be extended by the length of the period of your military service.

If you terminate employment, you may continue to make loan payments. If you don’t, the loan will be considered a distribution and you will incur federal taxes on the unpaid balance of your loan, plus an additional 10% excise tax if you have not reached age 55 by the end of the year in which you terminate. If you have an outstanding loan at the time you leave the Company and you request a distribution from the Plan, your loan balance will be considered taxable unless the loan is repaid prior to the distribution.

23

Applying for a Loan If you want to apply for a loan, you may apply online via the Your Benefits Resources

link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits or call the CNA Benefits Center at 877-262-5894. There is a loan initiation fee of $50 that will be charged to your account at the time you request the loan.

You will receive a Promissory Note around the same time your loan request is processed that will show the loan amount, the duration of the loan, the interest rates, and the repayment amount. Your endorsement of the loan check will constitute your acceptance of the terms and conditions contained within your Promissory Note.

The Plan Administrator has the right to change the rules governing loans from time to time, including placing further restrictions on the number or frequency of loans or increasing the loan fee. However, in general, any changes will generally be applied only to new loans taken out after the rules are changed, unless a change to existing loans is required by law.

For more detailed information specific to loans, see the CNA 401(k) Plus Plan Loan Policy by going to the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits (or www.mybenefitsdirectory.com/cna) and click on Retirement and Savings > Plan Information > 401(k) Plus Plan Loan Policy.

24

Withdrawals from Your Account While the money in your 401(k) Plus Plan account is intended for retirement, in some cases you can make a withdrawal from your account when you are still employed by the Company. This is called an “in-service withdrawal.” However, before you decide to make an in-service withdrawal, you should consider the tax effect of the withdrawal and the impact on your retirement savings.

The following chart sets out the order in which the contribution sources will come out of the Plan when you take an in-service withdrawal from your 401(k) Plus Plan account. Withdrawals will be taken in the order shown in this chart, and all the assets that are available in one category must be depleted before going on to the next. Some types of withdrawals may result in a suspension period.

In general, you may not make more than one in-service withdrawal in any six-month period (even if you are eligible under more than one category). This limit does not apply to Hardship or Age 59 ½ withdrawals. The minimum amount of any withdrawal is $1,000.

The Plan Administrator also has the right to change the rules governing in-service withdrawals from time to time.

25

Type of Withdrawal

Type of Contribution Sources

When Withdrawals Can Be Made1

Suspension of Contributions

In-Service Non-Hardship - No Suspension 2

• Rollover,

• After-tax not matched by the Company,

• Vested Company Match

• Predecessor Employer

• Any portion at any time

• Any portion at any time

• Any portion of your balance when you are age 59½. Any portion of your vested balance if you have 5 years of participation. If you have less than 5 years of participation, you are restricted from withdrawing any portion that has not been in the Plan for two or more years.

None

In-Service Non-Hardship – Roth 401(k) Rollover - No Suspension 2

• Roth 401(k) Rollover Any portion at any time None

In-Service Non-Hardship - with Suspension 2

• After-tax matched by the Company

after the sources indicated above are depleted.

Any portion at any time All after-tax contributions are suspended for six months

Hardship – with suspension

• Roth 401(k)

• Before-tax

after the sources indicated above are depleted.

The portion of your balance for which you provide documentation of a financial hardship if before age 59½ (not to include any income earned after 1988).

6-month suspension of all contributions for a hardship withdrawal.

1 Subject to $1,000 minimum 2 subject to plan limit of one non-hardship withdrawal allowed in any 6 month period

26

Type of Withdrawal

Type of Contribution Sources

When Withdrawals Can Be Made1

Suspension of Contributions

In-Service Non-Hardship Age 59½ - No suspension

• Rollover,

• After-tax not matched

• Vested Company Match

• Predecessor Employer

• After-tax matched

• Before-tax

• Basic

• Performance

Any portion of your vested balance after age 59½

Not applicable.

In-Service Non-Hardship Age 59½ Roth 401(k) - No suspension

• Roth 401(k)

• Roth 401(k) Rollover

Any portion of your vested balance after age 59½

Not applicable.

Active Military Duty

Before-tax (including Roth)

Any portion of your before-tax and Roth contributions if you are on active military duty for at least 30 days but have not terminated employment.

6-month suspension of before-tax and Roth contributions

After-Tax/Rollover Contributions—“In-Service Non-Hardship Withdrawal” You may withdraw all or a portion of the value of your after-tax unmatched and/or rollover contributions at any time, subject to the general restrictions on withdrawals. Payment will be made to you as soon as administratively feasible.

Your after-tax contributions are not taxed when you withdraw them. However, the earnings on your after-tax contributions are taxable when withdrawn. Under IRS regulations, a portion of your after-tax withdrawal request will include earnings and these earnings will be treated as taxable income.

If you withdraw the matched portion of your after-tax contributions, you will be suspended from making after-tax contributions to the Plan for six months (although you may continue your before-tax contributions).

Age 59½ Withdrawals—“In-Service Age 59½ Withdrawal” If you have reached age 59½, you may withdraw 100% of the value of your vested Plan accounts.

27

Company Matching Contributions You can withdraw any portion of your vested Company Matching contributions:

• After you are a participant in the Plan for five years; or

• After you reach age 59½; or

• Two years after contributions are deposited to your account; or

• If needed for a financial hardship.

Before-Tax and Roth 401(k) Contributions—“Hardship Withdrawal” If you have withdrawn the maximum amount available under the “Non-Hardship Withdrawal” and are under age 59½ , you may be able to withdraw all or a portion of the value of your before-tax and Roth 401(k) contributions and the vested value of Company Matching contributions if you have a financial hardship, as defined by the Internal Revenue Service. Before your hardship withdrawal can be approved, you must send acceptable supporting documentation to the CNA Benefits Center. It is important to keep in mind that you cannot withdraw any earnings on your before-tax contributions earned after 1988.

A financial hardship is currently defined by the Internal Revenue Service as a withdrawal in order to:

• Pay unreimbursed medical expenses for you, your spouse, your dependents (as defined in Section 152 of the Internal Revenue Code), or your primary beneficiaries under the 401(k) Plus Plan.

• Purchase your primary home, stop your eviction from your primary residence, or stop foreclosure on such home.

• Pay tuition and related educational fees for the next 12 months of college for you or your spouse, child, dependent, or primary beneficiaries under the 401(k) Plus Plan.

• Pay the cost of repairing casualty damage to your principal residence. This generally requires a loss caused by a fire, storm, flood, or other sudden casualty. The repair of other types of damage to your home does not qualify.

• Pay funeral expenses for your parents, spouse, child, dependents, or primary beneficiaries under the 401(k) Plus Plan.

• Cover any federal, state, and local income taxes estimated to be payable due to the financial hardship withdrawal.

28

The money must not be reasonably available from another source, which means that before making a hardship withdrawal, you must take any other form of distribution available under this Plan, including a loan if it’s available. Also, you may only withdraw the amount necessary to meet the immediate financial need.

A financial hardship withdrawal will be taken first from your Company Matching contributions, and then from your Roth 401(k) contributions, if any, and then from your before-tax contributions.

If any portion of the hardship withdrawal comes from your before-tax or Roth 401(k) contributions, then all employee contributions to the Plan (and the CNA Non-Qualified Savings Plan) will be suspended for a period of six months. This means that for six months, you will not be eligible to make either before-tax, Roth 401(k), or after-tax contributions, and you will not receive any Fixed Matching contributions during this period.

Before-Tax and Roth 401(k) Contributions—“Active Military Duty” If you are on active military duty for at least 30 days, but your employment has not terminated, you may withdraw your before-tax and Roth 401(k) contributions in the same manner as if you had terminated employment. If you make a withdrawal under this provision, your ability to make before-tax or Roth 401(k) contributions is suspended for six months.

Tax Considerations Your before-tax contributions, Company contributions, rollover contributions, and any earnings on contributions become taxable as income in the year the money is distributed. After-tax contributions are not taxed when withdrawn, but the portion of any earnings on your after-tax contributions will be subject to tax when they are withdrawn. In addition to regular income tax, any taxable amount included in a withdrawal may also be subject to a 10% early withdrawal penalty tax unless you are age 59½. (As described on page 9, distributions of Roth contributions may be entirely tax-free if certain requirements are met).

The IRS requires that 20% be withheld for income taxes from any taxable portion of your non-hardship withdrawal. This 20% withholding tax may be more or less than you actually owe the federal government. Any overpayment or underpayment will be offset on your federal tax return. If you determine this 20% is less than what you will need to have withheld, you may elect to increase your regular paycheck withholding, or make estimated tax payments, to avoid possible penalties.

The IRS requires that the entire taxable portion of your hardship withdrawal is subject to 10% withholding, but you have the right to waive this amount. It is important to note that while the withholding is not required at the time of distribution, any taxable income included in the withdrawal is subject in the year it is distributed, including the 10% early withdrawal penalty tax, if applicable.

Hardship withdrawals are not eligible to be rolled over.

29

Requesting a Withdrawal To request a withdrawal, use the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits or call the CNA Benefits Center at 877-262-5894.

How a Withdrawal Reduces Future Growth When you make a withdrawal, your account loses more than just the money withdrawn. That’s because you also lose the value of compounded earnings (i.e., earnings on the earnings from your investments).

Take a look at this example to see how much money you could lose by taking a $5,000 withdrawal, assuming a growth rate of 8.5%.

Amount Withdrawn

Amount of Time Until Retirement

Lost Principal and Compounded Earnings

$5,000 10 years $11,595 $5,000 20 years $26,887 $5,000 30 years $62,347

By making a $5,000 withdrawal today, you could have $26,887 less in your account when you retire in 20 years … $62,347 less in 30 years! Your actual lost earnings will depend upon your investment return. Investment returns are not guaranteed.

Distribution of Your Account The vested value of your account may be paid to you (or your beneficiary) under these circumstances:

You Leave the Company: If you leave the Company for any reason, you may request the vested value of your account be paid to you as a lump sum, rolled over into an individual retirement account, rolled over into another qualified plan, or left in the Plan until a later date. Depending on your account balance, one of the following distribution options will apply to you if you do not make an election:

• If the total vested portion of your account balance including any outstanding loan balance is equal to $1,000 or less, you will automatically receive the balance of your account in a single lump-sum distribution mailed to your home address;

• If the vested portion of your account balance including any outstanding loan balance is more than $1,000, you have the option to take a total lump-sum distribution, roll over your account, or defer your payment until a later date.

Note: Upon your termination, any request to have your account distributed will not be processed until two payroll cycles after the payroll your termination status is received by the CNA Benefits Center.

If you elect to leave your account balance in the Plan, the Plan requires that you begin taking distribution of your account no later than the April 1st following the later of the

30

calendar year in which you attain age 70 ½ or the year in which you terminate your employment.

The vested value of your account will not be distributed if you transfer to a company within the Controlled Group of Corporations. However, you may request a distribution if you terminate from the Controlled Group of Corporations, or your employer is no longer a member of the Controlled Group.1 Companies that are at least 80% owned by Loews or CNA Financial are in the Controlled Group of Corporations.

You Die Prior to Terminating Your Employment: The value of your account will be 100% vested and paid to your designated beneficiary as soon as administratively feasible. See “Naming a Beneficiary,” page 4, for more information.

How Distributions Are Taxed The IRS requires an automatic 20% income tax withholding at the time of distribution on all taxable income distributed from the Plan (except for any after-tax contributions, hardship withdrawals, and minimum required distributions after age 70½), unless the money is rolled directly into an IRA or another employer’s qualified plan. This 20% withholding tax may be more or less than you actually owe the federal government.

Based upon your age when leaving the Company and your age at the time you receive a distribution, your distribution will be subject to the following taxes:

• You separate from the Company prior to the year you attain age 55. Distributions received are subject to ordinary income taxes, plus a 10% early withdrawal penalty tax for an early distribution.

• You separate from the Company and are at least age 55 by the end of the calendar year in which you terminate. Distributions received after you leave the Company are subject to ordinary income taxes, but the 10% early withdrawal penalty tax does not apply.

• You receive a hardship or an in-service withdrawal while still employed by the Company on or after age 59½. Distributions are subject to ordinary income taxes, but no early withdrawal penalty tax.

• You become disabled while employed. All distributions received after becoming disabled are subject to ordinary income tax only—there is no early withdrawal penalty tax.

• You die. All distributions received by your beneficiary are subject to ordinary income tax only—there is no early withdrawal penalty tax.

Remember, if you have an outstanding loan from your account when you request a distribution, the unpaid loan balance will be considered part of your taxable distribution.

1 In some cases involving the sale of a business unit, the accounts of the employees involved may be transferred directly to a plan maintained by the buyer, in which case distributions may not be available until you terminate employment with the buyer.

31

Only the accumulated income on after-tax contributions is taxed, and distributions of Roth contributions may be entirely tax-free if certain requirements are met.

Tax laws and regulations are complex and subject to change. That’s why it’s a good idea to consult a professional tax advisor before taking a withdrawal from the Plan.

Rollovers You may request a direct rollover of your distribution to an IRA or to another employer’s qualified plan that accepts rollovers. The amount rolled over will not be taxed until you withdraw it from the IRA or another employer’s qualified plan. If you elect to have your distribution paid as a direct rollover, the check will be made payable to the financial institution you choose, but mailed to your home.

If you elect to have your distribution paid directly to you, federal law requires 20% ordinary income tax be automatically withheld on the taxable portion of your distribution. You may initiate an indirect rollover by rolling over the portion of the distribution that has been paid directly to you. Your rollover must be completed within 60 days of receiving the payment. If you roll over only the 80% you received, you will be taxed on the 20% portion that was withheld and not rolled over. However, you may still roll over 100% of the payment. To do so, add the 20% withheld to your rollover deposit (via personal funds) and report the transaction on your income tax return. Any withholding overpayments or underpayments will be offset on your income tax return.

You may not roll over hardship withdrawals or minimum required distributions after age 70½. You may be able to roll over your after-tax contributions, depending on where you choose to roll-over your account. Check with the other plan or IRA to see if it will accept an after-tax rollover. If you have a Roth 401(k) balance, it can only be rolled over to a Roth IRA or an employer-sponsored plan that accepts Roth 401(k) rollovers.

Age 70½ Distributions The IRS requires you to begin taking distribution of your account no later than April 1 of the year following the later of the year in which you terminate employment or the year you attain age 70½. If you terminate employment before age 70½ and do not take a distribution of your account, the Plan will normally make your initial Required Minimum Distribution in the December prior to the April 1 following your attainment of age 70½. Your account will be paid out in annual installment payments and be equal to the Required Minimum Distribution as defined by the Internal Revenue Code. All subsequent annual minimum distributions will be paid December 31st. However, it is your responsibility to insure that you begin receiving your distribution before the April 1 deadline.

You can elect at any time to receive the remaining balance as a lump sum after you have commenced your Required Minimum Distributions.

If you die after you begin receiving Required Minimum Distributions, your entire remaining account balance will be paid to your beneficiary in a lump sum 90 days after the account is moved to their name unless your beneficiary elects to roll it over. Any required minimum distribution amounts will be ineligible for rollover.

32

If you, or your beneficiary, fail to receive the Required Minimum Distribution in any year, a penalty tax equal to 50% of the amount of the Required Minimum Distribution is imposed for each year until the Required Minimum Distribution is paid. This tax is imposed on the participant individually and is not the responsibility of the Company.

33

Special Rules for Former Participants in the CNA Surety 401(k) Plan In June 2011, all of the stock of CNA Surety Corporation and its wholly owned subsidiary Western Surety Company (collectively “CNA Surety”) was acquired by the Company, and CNA Surety became a wholly owned subsidiary of the Company. As a result of this transaction, the employees of CNA Surety were transferred to the payroll of the Company on December 25, 2011, and immediately began participating in the Plan (except for CNA Surety employees working in Puerto Rico, and employees of CNA Surety’s SUR Insurance Agency subsidiary).

The CNA Surety Corporation 401(k) Plan (the “CNA Surety Plan”) was merged into the Plan in early 2012. If you had an account in the CNA Surety Plan (unless you were an employee of the SUR Insurance Agency), your account was transferred to the Plan. You will have received information regarding how your investments in your CNA Surety Plan account will have been transferred to investments in the Plan’s available funds.

Although the Plan may treat the person who was your beneficiary under the CNA Surety Plan as your beneficiary under this Plan, we recommend that you use the Your Benefits Resources link on Inside CNA > Inside HR or call the CNA Benefits Center to make sure that the right person is designated as your beneficiary.

If you were an employee of CNA Surety, whether or not you were also participating in the CNA Surety Plan, you should be aware of these special rules:

• If you had an election in place to make pre-tax contributions to the CNA Surety Plan, that election automatically transferred to the Plan. However, if you were contributing more than the maximum amount permitted under the Plan in 2012 (20% of compensation, or 9% if you were a highly compensated employee), your contribution was cut back. In addition, you must make an affirmative election to make Catch-Up Contributions, Roth 401(k) contributions, or After-Tax Contributions.

• Your service with CNA Surety will count under the Plan for purposes of determining when your account vests, and when you become eligible to receive the full amount of Matching Contributions.

• The vesting rules that were in place under the CNA Surety Plan will continue to be used to determine when your Plan account vests, both with respect to amounts transferred from the CNA Surety Plan and amounts contributed after the transfer. Under the CNA Surety Plan rules, all of your accounts are fully vested at all times except for your Basic Contributions Account, which will vest when you have completed three years of Vesting Service.

• You immediately became eligible to receive all Employer Contributions under the Plan when you transferred to the Company’s payroll, except that you were not eligible to receive Variable Matching Contributions or Performance Contributions based on the Company’s 2011 performance. You were eligible to receive a Surety Performance Contribution for 2011 calculated under the rules contained in

34

the CNA Surety Plan. Beginning in 2012, you will participate in all Employer Contributions on the same basis as any other participant.

• Unlike the CNA Surety Plan, the Plan does not count long-term incentive payments as part of your compensation for purposes of Basic or Performance Contributions. Because of this difference, any payouts you receive from the CNA Surety long-term incentive plan in 2012, 2013, or 2014 will be counted as part of your compensation for purposes of Basic and Performance Contributions, but after 2014 long-term incentive payments will no longer be counted.

• You are not entitled to make non-hardship in-service withdrawals from your Matching Contributions Account until you attain age 59½. This includes both amounts transferred from your Matching Contributions Account in the CNA Surety Plan, and Matching Contributions that you earn after you become a participant in the 401(k) Plus Plan.

• If there is a balance in your Before-Tax Contributions Account that represents funds transferred from the Plan to the CNA Surety Plan when CNA Surety was originally spun off as a separate company from CNA in 1997, that amount is not eligible for hardship withdrawals.

• The Plan does not permit hardship withdrawals or loans from Performance Contributions, including amounts that were transferred from your CNA Surety Plan Performance Account. However, if you had a loan outstanding from your Performance Account when the CNA Surety Plan was merged into the Plan, that loan may remain outstanding until it is repaid in accordance with its terms.

• If you had a “CNA Deferral Account” in the CNA Surety Plan, which represented funds transferred to the CNA Surety Plan from the 401(k) Plus Plan when CNA Surety was spun-off as a separate company in 1997, that balance was transferred to your Before Tax Account in the 401(k) Plus Plan, but is not eligible for hardship withdrawals.

• If you transferred from CNA Surety to the Company before December 25, 2011, you may have begun participating in the 401(k) Plus Plan at that time. During the remainder of 2011 you would have been treated in the same manner as any other participant in the 401(k) Plus Plan. Once the plans were merged, your accounts (including amounts contributed during 2011) will be treated in the same manner as the accounts of other former participants in the CNA Surety Plan as described above, including the special restrictions on withdrawals and loans.

35

Additional Important Information Plan Name, Type, and Number The official name of the Plan is the CNA 401(k) Plus Plan. It is a defined contribution profit-sharing plan with a 401(k) feature. The “plan number” used for filings with the Department of Labor and IRS is 005. Plan Trustee The Trustee for the CNA 401(k) Plus Plan is:

The Northern Trust Company 50 S. LaSalle Street Chicago, IL 60675

Plan Administrator For legal purposes, Continental Casualty Company is the Plan Administrator of the 401(k) Plus Plan. An individual known as the Plan Administrator has been appointed to administer the Plan. The address of the Plan Administrator is as follows:

Plan Administrator – CNA 401(k) Plus Plan CNA 333 S. Wabash Avenue, 31st Floor Chicago, IL 60604 312-822-5000

Any correspondence to the Plan Administrator should clearly indicate the correspondence refers to the CNA 401(k) Plus Plan. The Plan Administrator has the discretionary authority to determine eligibility for benefits and to interpret the terms of the Plan. The Plan Administrator is assisted by various agents, attorneys, and clerical assistants, as needed, to effectively administer the Plan. Plan Sponsor and Employers The 401(k) Plus Plan is sponsored by Continental Casualty Company (FEIN: 36-2114545). Agent for Service of Legal Process If any legal action is necessary concerning the 401(k) Plus Plan, legal process may be served on:

Stathy Darcy Senior Vice President, Corporate Secretary & Deputy General Counsel CNA 333 S. Wabash Avenue, 43rd Floor Chicago, IL 60604

Legal process also may be served on the Plan Administrator or the Plan Trustee. 36

How the Plan Is Funded The CNA 401(k) Plus Plan is a defined contribution plan. The Plan is funded both by employee and Company contributions. Each participant may elect to make contributions to his or her own account, and the Company also contributes money based on the formulas described earlier. Right of Recovery If, for some reason, a benefit is paid that is larger than the amount allowed by the Plan, the Plan has a right to recover the excess amount from the person who received the overpayment. Plan Records The records for the Plan are maintained on a calendar-year basis, from January 1 through December 31. The Plan maintains financial records on the basis of a fiscal year that ends each December 31. The financial report for the fiscal year is included in the annual report for the Plan that is filed with the federal government. Plan Fees All active plan participants with a balance of greater than $1,000 and all terminated participants with any balance are charged a monthly administrative fee. This fee amount is $4.08 per month for 2018. You will continue to incur this fee on a monthly basis as long as you keep your balance in the Plan. For a copy of the Annual Fee Disclosure, go to the Your Benefits Resources link on Inside CNA > Human Resources > Benefits and Wellness > General Benefits > Savings & Retirement > 401(k) Plus Plan Annual Fee Disclosure or www.mybenefitsdirectory.com/cna. All active eligible Plan participants who have Plan account balances will be charged an annual fee of $6.75 (applied quarterly) for access to Aon Hewitt Financial Advisors (“AFA”) on-line advice services, unless they elect to use AFA’s Professional Management service. Participants who elect to use AFA’s Professional Management service will be charged a fee equal to a percentage of their account balance determined by AFA from time to time.

There is a loan initiation fee of $50 charged to the participant’s account at the time a loan is requested.

These fees are subject to change from time to time by the Plan Administrator.

Plan Amendment and Termination While the Company intends to maintain this Plan, it reserves the right to end, modify, suspend, or amend the Plan at any time, in whole or in part. You will be notified of any changes that are made. Any amendment, modification, or termination of the Plan must be done by a resolution of the Board of Directors of the Company or by persons authorized by the Board.

37

If a total or partial Plan termination should occur, or if the Company completely discontinues its contributions to the Plan, the amounts allocated to all accounts of each affected employee will become fully vested and non-forfeitable.

If, upon Plan termination, the Company decides to terminate the trust, the trust fund and accounts of participants will be valued as if the termination date and the account balances will be distributed. However, if the Company decides to continue the trust, no further contributions will be made by the Company or its employees, the employees’ accounts will be fully vested, and the trust will be administered as if the Plan remained in force. If the trust is subsequently terminated, the trust fund and accounts of the employees will be valued as if the trust termination date and the account balance will be distributed.

Nondiscrimination Rules Federal laws limit the amount some employees (defined as “highly compensated” by the Internal Revenue Code) may contribute to plans like the 401(k) Plus Plan. Whether you are a highly compensated employee depends on your total compensation (including both before-tax and Roth 401(k) contributions to this Plan and welfare benefit plans) received in the preceding year. In 2018, you are considered highly compensated if your total compensation from the Company for 2017 was at least $120,000.

The Internal Revenue Code also limits the amount of compensation that may be utilized under the 401(k) Plus Plan for any given Plan year. For the 2018 Plan year, this compensation limit is $275,000. This means that only your compensation up to $275,000 will be considered by the 401(k) Plus Plan in determining contributions to the Plan. NOTE: There are two definitions of compensation used under the 401(k) Plus Plan: (i) base salary for purposes of determining employee contributions (and the corresponding fixed match and variable match contributions) and (ii) base salary plus bonus for the determination of Basic and Performance contributions.

The Plan must pass IRS nondiscrimination tests annually. These tests ensure that the Plan does not discriminate in favor of highly compensated employees. You will be advised of any additional limitations imposed upon you as a result of any nondiscrimination tests. It is possible that either a portion of the before-tax or Roth 401(k) contributions of highly compensated employees will have to be treated as after-tax contributions, or that a portion of the after-tax contributions will need to be distributed to highly compensated employees in order to satisfy the tests.

Top-Heavy Rules The Plan is required by government regulations to include provisions that will apply if a majority of the benefits are being paid to employees in higher-paid positions. If this were to happen, even for only a period of time, the Plan would be required to provide certain minimum benefits and an accelerated vesting schedule thereafter for all employees.

Because of the way the Plan is structured, we do not believe that these provisions will ever apply. However, if it were to become “top-heavy,” you will be sent full information on the accelerated vesting provisions.

38

The Pension Benefit Guaranty Corporation The Pension Benefit Guaranty Corporation (PBGC) does not insure benefits under the Plan because the insurance provisions under ERISA are not applicable to this type of plan. Any benefits payable by the Plan are based on amounts contributed and investment results that cannot be determined in advance. The assets under the Plan are held in trust for the exclusive benefit of the participants and their beneficiaries. Assigning Your Benefits Benefits under the Plan cannot be assigned, transferred, or pledged to someone else. As required by law, the Plan does make an exception for certain Qualified Domestic Relations Orders that provide for alimony payments or marital property rights to a spouse or former spouse or a lien placed on the account by the Internal Revenue Service. The Plan Administrator has adopted procedures for determining whether a court order is a Qualified Domestic Relations Order and for administering orders that are found to be qualified. A copy of these procedures is available without charge from the CNA Benefits Center.

Effect on Other Company Plans Making before-tax contributions to the Plan will have no effect on your other Company benefits that are salary-related.

39

Requesting a Review of a Denied Claim If a claim for benefits (or a claim by your beneficiary or other family member after your death) is denied, there is a process for appealing your claim.

If your claim for benefits is denied, in whole or in part, by the CNA Benefits Center, you may appeal the denial of your claim1 and have the Plan Administrator reconsider the decision within 90 days after the claim has been denied by sending the claim to:

Plan Administrator - CNA 401(k) Plus Plan CNA 333 S. Wabash Avenue, 31st Floor Chicago, IL 60604

When requesting a review, please state the reason(s) you believe the claim was improperly denied and submit any additional information you think is appropriate. The Plan Administrator will review your claim and its denial under the Plan provisions, and you will be informed of the Plan Administrator’s decision within 90 days (180 days if you are notified in writing of the need for additional time). The written notice will include:

• The specific reasons for the denial;

• The specific references to the Plan provisions on which the denial is based;

• A description of any additional information you must provide in order to support your claim and why such additional information is necessary; and

• An explanation of the Plan’s appeal procedures.

If the Plan Administrator upholds the denial, you may appeal the denial of the claim further and have the CNA Employee Benefits Committee review the decision. If you wish to file an appeal with the Employee Benefits Committee, you have the right to:

• Submit a written request to the Employee Benefits Committee for review of the claim no later than 60 days after receipt of the written claim denial of the Plan Administrator;

• Review pertinent Plan documents; and

1 For purposes of §503 of ERISA, this first-level appeal to the Plan Administrator is considered the “claim.”

40

• Submit a written statement of issues regarding the claim and any other documents supporting your appeal to the Employee Benefits Committee at the following address:

Employee Benefits Committee - CNA 401(k) Plus Plan CNA 333 S. Wabash Avenue, 31st Floor Chicago, IL 60604

The Employee Benefits Committee will advise you of its decision in writing within 60 days after receiving your request for review. If special circumstances arise that require an extension of time, a decision will be rendered as soon as possible, but not later than 120 days after receipt of your request. The notice will include the specific reasons for the decision and references for the Plan provisions on which the decision is based. Decisions of the Employee Benefits Committee are final.

No action at law or in equity may be brought to recover benefits under this Plan until your claim and appeal rights have been exercised and the Plan benefits requested in such claim and appeal have been denied in whole or in part. If your appeal is denied, you have the right to bring a civil action pursuant to Section 502(a) of ERISA within 120 days of receiving a final Adverse Benefit Determination, notwithstanding any other statute of limitations. Any such action must be filed only in the United States District Court for the Northern District of Illinois (Eastern Division) in Chicago, Illinois. Such legal action shall be governed by ERISA and the procedural and substantive laws of the State of Illinois to the extent such laws are not preempted by ERISA, notwithstanding any conflict of laws principles. Note: If the basis for your claim is that you were improperly determined not to be totally and permanently disabled, the claims and appeals procedures of the CNA LTD Plan (the “LTD Plan”) will apply. If you are not a participant in the LTD Plan, you should still submit your claim to the 401(k) Plus Plan Administrator as described above, but the LTD Plan procedures will govern. You may review the LTD Plan claims procedures by consulting the LTD Plan SPD.

41

Statement of ERISA Rights As a participant in the CNA 401(k) Plus Plan, you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all Plan participants shall be entitled to: Receive Information About Your Plan and Benefits • Examine, without charge, at the Plan Administrator’s office and at other specified

locations, such as work sites, all documents governing the Plan, and a copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration (formerly the Pension and Welfare Benefits Administration).

• Obtain, upon written request to the Plan Administrator, copies of documents governing the operation of the Plan, and copies of the latest annual report (Form 5500 Series) and updated Summary Plan Description. The Plan Administrator may make a reasonable charge for the copies.

• Receive a summary of the Plan’s annual financial report. The Plan Administrator is required by law to furnish each participant with a copy of this summary annual report.

• Obtain a statement telling you whether you have a right to receive a retirement benefit at Normal Retirement Age (later of age 65 or five years of service) and if so, what your benefit would be at Normal Retirement age if you stop working under the Plan now. If you do not have a right to a retirement benefit, the statement will tell you how many more years you have to work to get a right to a benefit. This statement will be provided once per quarter. The Plan must provide the statement free of charge.

Prudent Actions by Plan Fiduciaries In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are responsible for the operation of the Plan. The people who operate your Plan, called “fiduciaries” of the Plan, have a duty to do so prudently and in the interest of all Plan participants and beneficiaries. No one, including your employer or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a retirement benefit or exercising your rights under ERISA.

Enforce Your Rights If your claim for a Plan benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules, which are described in “Requesting a Review of a Denied Claim” on page 40.

Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of Plan documents or the latest annual report from the Plan and do not receive them within 30 days, you may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the administrator. If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or federal court, provided that

42

you have first complied with the Plan’s benefit claim and appeal process. In addition, if you disagree with the Plan’s decision or lack thereof concerning the qualified status of a domestic relations order, you may file suit in federal court. If it should happen that Plan fiduciaries misuse the Plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous.

Assistance with Your Questions If you have any questions about the Plan, you should contact the Plan Administrator. If you have any questions about this document or about your rights under ERISA, or if you need assistance in obtaining documents from the Plan Administrator, you should contact the nearest office of the Employee Benefits Security Administration (formerly the Pension and Welfare Benefits Administration), U.S. Department of Labor, listed in your telephone directory, or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration.

43

Appendix A – Summary of Investment Fund Options at January 1, 2018 Fund Objective and Investments

Invesco Stable Value Fund (CIT)

Objective: This Fund seeks to preserve capital. Investments: The Fund is managed by Invesco. Invesco will invest primarily in a diversified portfolio of fixed income securities along with investment contracts by insurance companies, banks or other financial institutions. The objectives of the Invesco portfolio are preservation of principal, liquidity for plan participant withdrawals and transfers, and attractive returns. Index: BofA 91-Day T-Bills + 1.00%

Northern Trust Aggregate Bond Index Fund (CIT)

Objective: This Fund seeks total return consistent with preservation of capital by striving to replicate the risk and total return characteristics of the Bloomberg Barclays US Aggregate Bond Index. Investments: The Fund provides broad exposure to the U.S. Treasury, government agency, investment-grade corporate, and agency-backed mortgage pass-through sectors of the fixed-income markets. The majority of the securities held in the fund have maturities between one and 30 years. Index: Bloomberg Barclays U.S. Aggregate Index

Prudential Core Plus Bond Fund (CIT)

Objective: The Fund seeks total return through a mix of current income and capital appreciation. Investments: The Fund invests, under normal circumstances, at least 80% of the Fund's investable assets in bonds. The Fund allocates assets among different debt securities, including (but not limited to) US Government securities, mortgage-related and asset-backed securities, corporate debt securities, and foreign securities. The Fund may invest up to 30% of its investable assets in high risk, below investment-grade securities having a rating of CCC or above. The Fund may invest up to 30% of its investable assets in foreign debt securities. Index: Bloomberg Barclays U.S. Aggregate Index

PIMCO All Asset Fund (PAAIX)

Objective: The Fund seeks to outperform inflation. Investments: The Fund invests across a broad spectrum of PIMCO-managed underlying strategies, which include global bonds, global equities, real estate and commodities. The percentage allocation to each underlying strategy is actively managed and changes over time based on changing relative value, subject to certain investment guidelines and in a manner consistent with the long-term volatility level of the strategy. Index: Bloomberg Barclays TIPS 1-10 Yr Index and CPI + 5%

1

BlackRock LifePath Funds (CIT)

Objective: Each Fund’s investment strategy is based on a particular time horizon and level of risk that investors on average would deem appropriate for that time frame. The most important feature of target date funds is that they are constructed so their investment mix evolves as the target retirement year is approached. Investments: The Fund can invest in any or all of seven major asset classes to ensure that the fund is properly diversified. Index: Custom Index based on underlying asset classes

Northern Trust S&P 500 Index Fund (CIT)

Objective: The Fund seeks long-term growth of capital by striving to replicate the risk and total return characteristics of the Standard & Poor‘s 500 Index. Investments: The Fund attempts to replicate the Index by investing all, or substantially all, of its assets in the stocks that make up the Standard & Poor‘s 500 Index, by holding each stock in approximately the same proportion as its weighting in the Index. Index: S&P 500 Index

Vanguard Windsor II Fund (VWNAX)

Objective: The Fund seeks long-term growth of capital and income from dividends. Investments: The Fund invests in a broadly diversified group of large and mid-capitalization value stocks. It is managed by five subadvisors, each of whom runs its portion of the fund independently. The stocks selected are, as a group, selling at prices below the overall market average compared with their dividend income and future return potential. Index: Russell 1000 Value Index

Winslow Large Cap Growth Fund (CIT)

Objective: The Fund seeks long-term growth of capital. Investments: The Fund invests in a diversified group of large and mid-capitalization growth stocks. Under normal market conditions, the fund invests at least 80% of its net assets in companies with market capitalizations in excess of $4 billion at the time of purchase. The fund may invest up to 20% of its assets in companies outside the U.S. Index: Russell 1000 Growth Index.

Northern Trust S&P 400 Index Fund (CIT)

Objective: The Fund seeks long-term growth of capital by striving to replicate the risk and total return characteristics of the Standard & Poor’s 400 Index. Investments: The Fund attempts to replicate the Index by investing all, or substantially all, of its assets in the stocks that make up the Standard & Poor‘s 400 Index, by holding each stock in approximately the same proportion as its weighting in the Index. Index: S&P 400 Mid Cap Index

2

Atlanta Capital SMID-Cap Fund (Separate Account)

Objective: The Fund seeks long-term growth of capital. Investments: The Fund invests in small and mid-capitalization domestic stocks and is benchmarked to the Russell 2500 Index. The team selects stocks for the portfolio based on a favorable combination of attractive valuation and stable earnings and dividend growth metrics. The portfolio is diversified across sectors and industries. Index: Russell 2500 Index

Northern Trust Russell 2000 Index Fund (CIT)

Objective: The Fund seeks long-term growth of capital by striving to replicate the risk and total return characteristics of the Russell 2000 Index. Investments: The Fund attempts to replicate the Index by investing all, or substantially all, of its assets in the stocks that make up the Russell 2000 Index, by holding each stock in approximately the same proportion as its weighting in the Index. Index: Russell 2000 Index

Northern Trust All Country World Index ex-U.S. IMI Fund (CIT)

Objective: The Fund seeks long-term growth of capital by striving to replicate the risk and total return characteristics of the Morgan Stanley Capital International (MSCI) All Country World (ex-US) Investable Market Index. The Index tracks stocks issued by companies located in developed and emerging markets, excluding the United States. Investments: The Fund attempts to replicate the Index by investing all, or substantially all, of its assets in the common stocks included in the Index. The Index includes more than 6,000 stocks of companies located in 44 countries (the United States is not one of those countries). Index: MSCI All Country World (ex-U.S.) Investable Market Index

Vanguard International Growth Fund (VWILX)

Objective: The Fund seeks long-term growth of capital. Investments: The Fund invests in stocks of high-quality, seasoned non-U.S. companies diversified across countries in the MSCI Europe, Australia and Far-East Index. The fund invests 60% to 70% of its assets in companies with sustainable competitive advantages and strong prospects for long-term growth. It supplements these core holdings with large stocks in markets that are expected to have particularly strong near-term returns. Index: MSCI All Country World (ex-U.S.) Index

3

Northern Trust Emerging Markets Index Fund (CIT)

Objective: The Fund seeks long-term growth of capital by striving to replicate the risk and total return characteristics of the MSCI Emerging Markets Equity Index. Investments: The Fund invests substantially all of its assets in the common stocks included in the MSCI Emerging Markets Index. The Index includes approximately 750 stocks of companies located in various emerging markets around the world. Index: MSCI Emerging Markets Index

T. Rowe Price Institutional Emerging Markets Equity Fund (IEMFX)

Objective: The Fund seeks long-term growth of capital. Investments: The Fund invests in companies located in developing countries. The fund’s investments are expected to be diversified geographically across Latin America, Asia, Europe, Africa and the Middle East. Index: MSCI Emerging Markets Index

4

Appendix B – 401(k) Plus Plan Transfer Restrictions The 401(k) Plus Plan has transfer restrictions for the plan’s investment funds. In some circumstances, you may be subject to restrictions on moving money in and out of certain investment options. These rules apply to the frequency and timing of transferring money among funds. Please be aware of the transfer restrictions and redemption fees listed below for the current investment funds offered in the 401(k) Plus Plan when making your investment decisions. You will be notified of these transfer restrictions each time a transfer or reallocation is requested.

Fund Name Transfer Restrictions 1 Redemption Fees

Invesco Stable Value Fund N/A N/A

Northern Trust Aggregate Bond

Index Fund

There is a 60 day purchase block restriction on this fund. After moving money out of this fund you must wait 60 days before

moving money back into the fund.

N/A

Prudential Core Plus Bond Fund N/A N/A

PIMCO All Asset Fund N/A N/A

BlackRock LifePath Index Funds N/A N/A

Northern Trust S&P 500 Index Fund

There is a 60 day purchase block restriction on this fund. After moving money out of this fund you must wait 60 days before

moving money back into the fund.

N/A

Vanguard Windsor II Fund

There is a 30 day purchase block restriction on this fund. After moving money out of this fund you must wait 30 days before

moving money back into the fund.

N/A

Winslow Large Cap Growth Fund (CIT –

Class I) N/A N/A

Northern Trust S&P 400 Index Fund

There is a 60 day purchase block restriction on this fund. After moving money out of this fund you must wait 60 days before

moving money back into the fund.

N/A

Northern Trust Russell 2000 Index

Fund

There is a 60 day purchase block restriction on this fund. After moving money out of this fund you must wait 60 days before

moving money back into the fund.

N/A

1

Fund Name Transfer Restrictions 1 Redemption Fees

Northern Trust All Country World ex-

US Investable Market Index Fund

There is a 60 day purchase block restriction on this fund. After moving money out of this fund you must wait 60 days before

moving money back into the fund.

N/A

Vanguard International Growth

Fund

There is a 30 day purchase block restriction on this fund. After moving money out of this fund you must wait 30 days before

moving money back into the fund.

N/A

Northern Trust Emerging Markets

Index Fund

There is a 60 day purchase block restriction on this fund. After moving money out of this fund you must wait 60 days before

moving money back into the fund.

N/A

Atlanta Capital SMID Cap Fund N/A

N/A

T. Rowe Price Institutional

Emerging Markets Equity Fund

There is a 30 day purchase block restriction on this fund. After moving money out of this fund you must wait 30 days before

moving money back into the fund.

There is a 2% redemption fee for money transferred out within 30 days

of being transferred in.

1 Some fund managers have implemented a Market Timing Trading policy to address excessive trading. Excessive trading can be defined as making frequent fund purchases or trades in order to capture short-term gains. Excessive trading in funds occurs at the expense of long-term investors, diluting the value of their shares. It can disrupt the management of a fund’s portfolio and raise the fund’s transaction costs because the fund manager either must hold extra cash or sell investments more frequently resulting in additional costs. For more specific information on the Market Timing Trading policies for each fund, see the fund’s website.

2