Resideo Technologies, Inc. Pension Plan SUMMARY PLAN

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Resideo Technologies, Inc. Pension Plan

SUMMARY PLAN DESCRIPTION

Provisions Relating to Participants in the Retirement Earnings Plan Formula

Effective October 29, 2018

TABLE OF CONTENTS

Page

-i-

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Section 1 — Introduction ........................................................................................................................... 2

Section 2 — How to Participate ................................................................................................................ 3

Section 3 — How Your Benefit Is Determined ...................................................................................... 5

Section 4 — When You Can Begin Receiving Benefits ......................................................................... 9

Section 5 — How Your Benefits Are Paid ............................................................................................ 11

Section 6 — Survivor Benefits ................................................................................................................ 17

Section 7 — Situations Affecting Your Benefits .................................................................................. 19

Section 8 — Definitions ........................................................................................................................... 21

Section 9 — Other Plan Facts ................................................................................................................. 25

Section 10 — ERISA .................................................................................................................................. 30

Section 11 — Special Rules For Participants Who Made A Choice Election .................................... 32

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The Retirement Earnings Plan (REP) Formula

Summary Plan Description

Resideo Technologies, Inc. (the “Company”) established the Resideo Technologies, Inc. Pension Plan

(the “Plan”) effective October 29, 2018 to provide pension benefits to eligible employees and former

employees who previously earned benefits under the Honeywell Retirement Earnings Plan (the

“Honeywell Plan”).

The Plan has multiple benefit formulas and calculates benefits differently for different groups of

employees. This Summary Plan Description (SPD) describes the basic features of the Plan formula

known as the Retirement Earnings Plan (REP) Formula. You are eligible for the benefits described

in this SPD if your REP Formula benefit under the Honeywell Plan was transferred to the Plan.

If you think you may be covered by a Plan formula other than the REP Formula and want to request

the SPD that applies to you, call the Resideo Benefits Service Center at 833-277-8057 (say: Pension).

This SPD describes the REP Formula as in effect on October 29, 2018. If you terminated employment

with Honeywell before October 29, 2018, changes made to the Honeywell Plan or the Plan after your

termination date will only apply to you if required by law or an amendment.

In the event of any inconsistency or conflict between this SPD and the Plan document, or any

omission from or ambiguity in the terms of the SPD, the Plan document will control.

Terms starting with capital letters throughout this SPD are defined in the appropriate section or in

“Section 8 - Definitions.”

The Company intends to continue the Plan. However, it reserves the right to modify, change,

revise, amend or terminate the Plan at any time, for any reason.

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Section 1 — Introduction

Highlights of the REP Formula

The REP Formula works with Social Security and the Resideo Technologies, Inc. 401(k) Plan (the Savings Plan) to

help you build a financially secure retirement.

Here are some of the special features of the REP Formula:

• You’ll know exactly what your benefit is. Just as you know exactly how much money

is in your Savings Plan account, you’ll know how much your total pension benefit is worth.

You’ll know what your pension amount is and be able to plan accordingly.

• Your benefit is based on an average of your earnings toward the end of your career.

Most people have their highest earnings at the end of their careers. By basing your benefit

on the average of your pay towards the end of your career, your benefit keeps pace with

inflation.

• It’s understandable and valuable. The REP Formula is straightforward and easy to

understand. It pays a lump sum benefit (6% or 3%, as applicable) of your average highest

earnings times your years of Credited Service.

• You choose how your benefit is paid. With the REP Formula, you can choose a

monthly payment like most traditional pension plans or you can choose a lump sum –

your entire benefit in one payment – when your service ends.

• You can take it with you, if you leave. You don’t have to wait until age 65 to receive

your benefit – you can take it with you when you leave the Company and its affiliates if

you have three years of service (five years of service if your termination of employment

with Honeywell occurred before January 1, 2008). If you take your money, you can use it

then or roll it over to another retirement plan or an IRA. (Consider the tax implications

of these options first.)

The REP Formula is one of several tools the Company provides to help you manage your financial

well-being and your future. But, like any tool, it’s only available if used properly. Knowing what your

benefits provide is the first step in using them well. This summary can help.

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Section 2 — How to Participate

A. Eligibility

You are currently eligible to participate in, and earn benefits under, the REP Formula if you

(1) were earning benefits under the retirement earnings plan formula in the Honeywell Plan

on October 28, 2018, (2) became an employee of the Employer on October 29, 2018, (3) had

your retirement earnings plan formula benefit under the Honeywell Plan transferred to the

Plan, and (4) are not

• Employed by a location, division, company or other affiliate of the Employer that does

not participate in the Plan;

• covered by a collective bargaining agreement, unless such agreement specifically

provides for your participation in the REP Formula; or

• classified by an Employer as a project employee (that is, is designated as a project

employee or similar designation because you are employed to work on a specific

project or projects), a student, co-op student, or summer intern; or

• a citizen or resident of a country other than the United States who is employed by a

company, division, or business unit that is predominantly involved in international

operations unless the Plan Administrator determines that you are eligible to participate

in the REP Formula; or

• retained under a contract or agreement specifying that you are not eligible to

participate in the Plan or the REP Formula (including, but not limited to, an employee

hired in connection with a government or other contract that does not permit

participation in the Plan or the REP Formula); or

• a leased employee; or

• classified as something other than a “common law employee” (e.g., an independent

contractor, a consultant or a non-employee director), and any reclassification as an

employee shall not entitle you to participate in the Plan or the REP Formula.

In addition, you will not be eligible to earn benefits under the REP Formula if you are hired

by an Employer or an affiliate on or after October 29, 2018.

For more information, call the Resideo Benefits Service Center at 833-277-8057 (say: Pension).

B. Rehired Employees

If your employment is terminated and you are rehired by the Employer, you will continue to

earn Vesting Service after your rehire date, but will not earn additional benefits, under the

REP Formula.

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C. Transferred Employees

If you transfer to a location or an employment classification that is not covered by the REP

Formula, you will continue to earn Vesting Service, but will not earn additional benefits, under

the REP Formula.

D. Inactive Participants

If you were not earning benefits under the retirement earnings plan formula in the Honeywell

Plan on October 28, 2018, but your retirement earnings plan formula benefit was transferred

from the Honeywell Plan to the Plan:

• You will earn Vesting Service under the Plan for your employment with an Employer

or an affiliate; and

• You will not earn additional benefits under the Plan’s REP Formula.

The benefit you earned under the Honeywell Plan will be paid by the Plan. If you terminated

employment with Honeywell before October 29, 2018, your benefit will generally be calculated

and paid in accordance with the provisions of the Honeywell Plan in effect on the date of your

termination. Changes made to the Honeywell Plan or the Plan after your termination date will

not apply to you unless required by law or an amendment.

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Section 3 — How Your Benefit Is Determined

Your benefit is determined using a formula that takes into account your Final Average Earnings and your Credited

Service.

The following rules apply to determine which REP Formula you participate in under the Plan:

IF….

AND….

THEN….

You satisfy the Plan’s eligibility

requirements described above

You were first hired by

Honeywell or a participating

affiliate before January 1, 2009

You chose to be covered by the

REP Formula as part of

Honeywell’s Pension Choice

You participate in the 6% REP

Formula, subject to the rehire

and transfer rules of the

Honeywell Plan before

October 29, 2018 and the

rehire and transfer rules of the

Plan on and after October 29,

2018

You satisfy the Plan’s eligibility

requirements described above

You were first hired by

Honeywell or a participating

affiliate between January 1,

2009 and December 31, 2012,

inclusive

You participate in the 3% REP

Formula, subject to the rehire

and transfer rules of the

Honeywell Plan before

October 29, 2018 and the

rehire and transfer rules of the

Plan on and after October 29,

2018

THE PLAN FORMULAS

If you participate in the 6% REP Formula your benefit is determined using the formula below:

Final

Earnings

Average

Credited

Service

Lump

Amount

Sum

If you participate in the 3% REP Formula, your benefit is determined using the formula below:

Final

Earnings

Average

Credited

Service

Lump

Amount

Sum

Your Accrued Benefit under the REP Formula is your lump sum amount payable as an actuarially

equivalent single life annuity starting at your Normal Retirement Date. The interest rate used to

determine actuarial equivalence between the lump sum and the single life annuity will be the lesser of

the rate required by the IRS or 5%. After you have a Termination of Service, you can take your benefit

as an annuity or as a lump sum (subject to written, notarized spousal consent if you are married).

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Example:

Chris is age 45, has 15 years of Credited Service, Final Average Earnings of $50,000 and he participates

in the 6% REP Formula. Here’s how Chris’ lump sum amount would be calculated:

$50,000 x 6% x 15 = $45,000

Chris could also elect to immediately take the $45,000 as a lump sum or to take an actuarially equivalent

immediate annuity at age 45.

FINAL AVERAGE EARNINGS

The REP Formula uses Final Average Earnings to determine your retirement benefit. Final Average

Earnings is your highest five (5) years of eligible Earnings during the last ten (10) calendar years you

work for an Employer. Final Average Earnings is determined on a calendar-year basis and includes

each calendar year even if you did not work the full twelve months. The years of eligible Earnings

included for Final Average Earnings do not have to be consecutive. If you have less than five (5)

years of eligible Earnings on the determination date, the average of all years will be used to determine

your Final Average Earnings.

For purposes of calculating your Final Average Earnings, your eligible earnings under the retirement

earnings plan formula of the Honeywell Plan will be included.

ABOUT SERVICE

There are two types of service in the Plan: Vesting Service and Credited Service.

Vesting Service

Vesting Service is used to determine whether you are eligible for a benefit under the Plan and is usually

measured by your period of employment with the Company and its affiliates. You are vested in—that

is, earn a permanent right to—your retirement benefit after you complete three (3) years of Vesting

Service with the Company and its affiliates (five (5) years of Vesting Service if your last Hour of Service

was before January 1, 2008 under the Honeywell Plan).

Vesting Service is credited according to the following rules:

• For employment with an Employer and its affiliates on and after October 29, 2018,

you will be credited with Vesting Service beginning on October 29, 2018 and ending

on your Severance from Service Date.

• For employment with Honeywell and its affiliates before October 29, 2018, you will

be credited with the vesting service you had under the Honeywell Plan for purposes

of the retirement earnings plan formula as of October 28, 2018.

• Vesting Service is expressed in completed years and days.

• The Company may grant Vesting Service for periods of employment with a prior

employer in connection with an acquisition. You will be notified if this applies to you.

• If you have a Severance from Service Date because of a quit, discharge or retirement

and you are reemployed by the Company or an affiliate before you have a One-Year

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Period of Severance, you will be credited with Vesting Service (not in excess of 12

months) for the period of absence.

• If you are absent from service for a reason other than a quit, discharge or retirement,

you have a Termination of Service during the absence, and you are reemployed by the

Company or an affiliate before the first anniversary of the original absence, you will

be credited with Vesting Service (not in excess of 12 months) for the period of

absence.

• Your Vesting Service will not be less than your Credited Service for purposes of the

REP Formula.

Credited Service

Credited Service is used to calculate the amount of your benefit.

Credited Service is credited according to the following rules for purposes of the REP Formula:

• For employment with an Employer and its affiliates on and after October 29, 2018,

your Credited Service is equal to your Vesting Service reduced by (a) Vesting Service

for any period before you became a Participant, and (b) Vesting Service for any period

in which you are an Inactive Participant.

• For employment with Honeywell and its affiliates before October 29, 2018, you will

be credited with the credited service you had under the Honeywell Plan for purposes

of the retirement earnings plan formula as of October 28, 2018.

• If you have a Termination of Service for any reason and you are later reemployed by

the Company or an affiliate, you will not be credited with Credited Service for the

period of absence and you will not participate in the REP Formula or the Plan for the

period after your rehire date.

• If you are an Expatriate Employee, Credited Service includes all periods of

employment with nonparticipating affiliates.

• If you are receiving periodic separation pay, you will receive Credited Service for your

severance period to a maximum of twelve (12) months.

• Your Credited Service will not include employment while you were earning benefits,

if any, under the Pittway Corporation Retirement Plan or the Pittway Formula under

the Honeywell Plan.

• If you received a lump sum distribution of your REP Formula benefit, your Credited

Service will generally be canceled.

IF YOU ARE RE-EMPLOYED AFTER BENEFITS BEGIN

If you are re-employed before your Normal Retirement Date, and you are already receiving your

retirement benefits as an annuity, your retirement benefits will be suspended while you are working.

If you are re-employed after your Normal Retirement Date, annuity benefits will be suspended only if

you’re scheduled to work at least 40 hours per month.

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When you retire again, your REP Formula benefit will not be reduced to reflect payments you received

before your benefit was suspended and you may elect a different form of payment.

If you are re-employed after taking your retirement benefit as a lump sum, these suspension rules do

not apply since you have received your full benefit. You will not earn additional benefits under the

REP Formula after you are re-employed.

SECTION DEFINITIONS

For purposes of this service crediting section, the following definitions apply:

Hour of Service

Each hour for which you are directly or indirectly paid or entitled to payment by the Company

or an affiliate for the performance of duties or for a period of approved absence. For purposes

of crediting Hours of Service, the Plan Administrator shall follow Department of Labor

Regulation Sections 2530.200b 2(b) and (c).

Inactive Participant

An employee who was a participant in the REP Formula, but who ceased to be an eligible

employee or incurred a Termination of Service and has not taken a complete distribution of

his REP Formula benefit.

One-Year Period of Severance

A 12-consecutive-month period beginning on your Severance from Service Date and ending

on each anniversary of such date if you do not perform an Hour of Service for the Company

or its affiliate during that period.

Severance from Service Date

The earlier of (a) the date you quit, are discharged, retire or die (provided that you are not

deemed to be discharged before your Termination of Service), and (b) the later of (i) the first

anniversary of the first day of your absence from employment with the Company or an

affiliate, with or without pay, for any reason not described in clause (a) or (b)(ii) (such as

vacation, holiday, disability (excluding periods where you continue to accrue Credited Service

because you are Disabled), maternity and paternity leave, layoff or military service, and (ii) the

date next following the expiration of an authorized leave of absence.

Termination of Service

Defined in Section 8-Definitions.

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Section 4 — When You Can Begin Receiving Benefits

Under the REP Formula, you can receive your benefits immediately or wait until a later date.

WHEN YOU ARE VESTED

If you have a Termination of Service before you retire, you will still be eligible to receive a benefit if

you are vested when your employment ends. You are vested when you have at least three years of

Vesting Service (five years of Vesting Service if your last Hour of Service occurred before January 1,

2008).

Generally, your vested benefit is determined using the formula described in “Section 3 – How Your

Benefit is Determined”, based on your:

• Credited Service as of your Termination of Service; and

• Final Average Earnings as of your Termination of Service.

Pension payments may begin as early as the first day of the month after your Termination of Service

if you file a timely application for benefits. If you elect to receive annuity benefits before your Normal

Retirement Date, your annuity payments will be reduced to reflect the longer payment period.

NORMAL RETIREMENT

You can take “normal retirement” if you are employed by the Company or an affiliate on your Normal

Retirement Date. Your normal retirement benefit is calculated under the formula described in

“Section 3 – How Your Benefit is Determined”.

As long as you have a Termination of Service and file an application for retirement benefits within 90

days of your Normal Retirement Date, pension payments will begin on the first day of the month on

or after your Normal Retirement Date.

IF YOU DEFER YOUR BENEFIT

Your normal retirement benefit is determined when your participation in the REP Formula ends. But

you can defer your benefit—that is, delay receiving it—if you wish. If you do defer your benefit, the

normal retirement benefit amount will not change. But the lump sum value will typically increase.

RETIREMENT AFTER NORMAL RETIREMENT DATE

If you continue to work for the Company or an affiliate past your Normal Retirement Date, you will

continue to earn Vesting Service and Credited Service until you retire. Your monthly retirement

benefit will be based on the same formula that is used to calculate your normal retirement benefit

(see “Section 3 – How Your Benefit is Determined”). You can begin receiving benefits as of the

first day of any month after your Termination of Service, as long as you file a timely application for

benefits. Keep in mind that if you are no longer working for the Company or an affiliate, you must

begin receiving your retirement benefit by April 1 of the year following the year in which you reach

age 70½.

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IF YOU BECOME DISABLED

If you become Disabled, you can choose whether to continue participation or end participation and

take your benefit.

You Can Continue to Participate in the Plan

If your first day of absence for medical reasons is on or after January 1, 2007, you will continue to

earn Vesting Service and Credited Service until your Termination of Service.

If your first day of absence for medical reasons was before January 1, 2007, you will continue to earn

Vesting Service and Credited Service while you are Disabled. You will stop earning Vesting Service

and Credited Service at the earliest of the date you are no longer Disabled; the date you attain age 65;

or the date you elect to start receiving benefits.

For this purpose, your Final Average Earnings will be determined as of your last day of active

employment, no matter how many additional years of Credited Service you earn as a Disabled

employee.

You Can End Participation and Take a Distribution

If you end participation when you initially become Disabled and have three years of Vesting Service

(five years if your last Hour of Service occurred before January 1, 2008 under the Honeywell Plan),

you can begin receiving benefits based on your Credited Service as of your last day of active

employment. Disability benefit payments will begin on the first of the month following your timely

application for benefits.

If you recover and are receiving an annuity, the annuity benefits being paid to you will stop if you

return to work. See “IF YOU ARE RE-EMPLOYED AFTER BENEFITS BEGIN” above.

In all cases, the Plan Administrator may require you to submit to a medical examination at any time,

but no frequently than once every six months. If you refuse to submit to the examination, no further

Credited Service will be granted.

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Section 5 — How Your Benefits Are Paid

You can choose the form in which your benefit is paid: a lump sum or monthly payments for life.

NORMAL FORM OF PAYMENT

Your normal form of pension payment depends on your marital status when pension payments begin.

• If you are single, your benefits will be paid as a single life annuity. You will receive a

monthly benefit for your lifetime; no pension payments are made after your death.

• If you are married, your benefits will be paid as a qualified 100% joint and survivor

annuity. The qualified 100% joint and survivor annuity is not available if you are

single.Under this form of distribution, you will receive monthly benefits for your

lifetime, and after your death your Spouse will receive a benefit - equal to 100% of the

benefit you receive - for the rest of his or her life. Because these benefits are payable

for two lifetimes, your benefits will be reduced as follows:

If your Spouse is younger than you….

If your Spouse is older than you….

Your benefits are reduced by 19% plus 0.5%

for each full year over three years that your age

exceeds your Spouse’s (up to a maximum 29%

reduction)

Your benefits are reduced by 19% minus 0.5%

for each full year over three years that your

Spouse’s age exceeds yours (with the lowest

possible reduction of 14%)

If you are married and want to select a lump sum option instead of the qualified 100% joint and

survivor annuity, your Spouse must provide his or her written, notarized consent.

OPTIONAL FORMS OF PAYMENT

You may elect one of these optional forms of pension payment instead of your normal form of

pension payment:

• Lump Sum: You or your survivor has the option of taking the pension benefit in a

single lump sum (as long as spousal approval is provided where required). The lump

sum value of a benefit is based on certain assumptions about life expectancy and

interest rates, as required by law. If you receive a single lump sum payment under the

REP Formula, such payment will fully satisfy all benefits due from the Plan. (If you

chose to be covered by the REP Formula during Honeywell’s Choice Election, you

can only elect to take a lump sum if you elect the lump sum with respect to your entire

Accrued Benefit, including your Guaranteed Earned Benefit if that applies.)

If you defer payment of your benefit by more than 90 days after your Termination of

Service, and later decide to take a lump sum, it may increase in value due to the interest

rates and increased age that are used when converting the benefit to a lump sum.

• Single Life Annuity: Under this form of pension payment, you will receive a monthly

benefit for as long as you live. No benefits are payable after your death.

• 50% Joint and Survivor Annuity: This form of annuity pays you a reduced monthly

benefit. When you die, 50% of your monthly benefit will be paid to your surviving

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Spouse. (Your benefits are reduced to reflect the fact that benefits are payable for two

lifetimes.) This option is not available if you are single. The amount of reduction for

the 50% joint and survivor annuity depends on the difference between your age and

your spouse’s age, as follows:

If you choose this

option….

And your Spouse is younger

than you….

And your Spouse is older

than you….

50% Joint and Survivor

Annuity

Your benefits are reduced by

11% plus 0.25% for each full

year over three years that your

age exceeds your Spouse’s (up

to a maximum 16% reduction)

Your benefits are reduced by

11% minus 0.25% for each full

year over three years that your

Spouse’s age exceeds yours

(with the lowest possible

reduction of 8.5%)

Example

Let’s look at how Chris’ retirement benefit might be paid under each of the payment options under

the REP Formula. In these examples, let’s assume:

• Chris leaves the Company at age 50;

• Chris’ Spouse is 48 years old and is Chris’ designated beneficiary; and

• Chris’ single life annuity at age 65 is $1,000 per month.

In reviewing the following examples, keep in mind that the benefit calculations are based on the single

life annuity amount, and for joint and survivor options, benefits are reduced to reflect the fact that

they are payable for two lifetimes.

Payment Method

Retirement Benefit

Survivor’s Monthly

Retirement Benefit

Lump Sum

One payment of $61,187

None

Single Life Annuity (Starting at

age 50)

$330 per month

None

50% Joint and Survivor

Annuity

$293 per month

50% of reduced retirement

benefit, or $147 per month

100% Joint and Survivor

Annuity

$267 per month

100% of reduced retirement

benefit, or $267 per month

AUTOMATIC LUMP SUM PAYMENTS

If the lump sum value of your pension benefit is $5,000 or less, your benefit will be paid as follows:

• If the lump sum value of your pension benefit is $1,000 or less, you will receive a lump

sum payment as soon as administratively practicable after you terminate employment.

• If the lump sum value of your pension exceeds $1,000, but does not exceed $5,000,

your REP Formula benefit will be rolled over to an IRA in your name unless you

timely elect to have the lump sum value of your pension benefit rolled over to IRA or

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paid to you. You can keep the funds in this IRA, take a distribution, or transfer them

to another IRA in your name.

The determination of whether the lump sum value is $5,000 or less is made in the year in which your

Termination of Service or death occurs.For these purposes, the Plan Administrator may redetermine

the lump sum value in any subsequent year if payment has not yet begun.

If you receive a single lump sum payment from the Plan, such payment will fully satisfy all benefits

due from the Plan.

If you are re-employed by the Company or an affiliate after you have received a lump sum of your

entire REP Formula benefit, you shall have all Vesting Service restored (but not Credited Service or

eligible Earnings).

Applying for Benefits

To receive any type of payment under the Plan, call the Resideo Benefits Service Center at 833-277-

8057 (say: Pension). You must apply for your benefits not more than 90 nor less than 45 days before

you want pension payments to begin.

Once the Plan Administrator receives your retirement application, your right to a retirement benefit

under the Plan will be verified, and the Plan Administrator will grant or deny your application. If your

application is granted, you will be sent—in a timely manner but not less than 30 days before your

retirement date—a detailed pension package containing your preliminary pension calculation and all

the election forms necessary to start your pension payments.

Your rights to waive your normal pension payment method and the financial implications. If you do

not make an election within 90 days after we send the pension package to you, you will need to reapply

for benefits by calling the Resideo Benefits Service Center at 833-277-8057 (say: Pension). You will

need to choose a later Benefit Commencement Date (BCD).

Please refer to the following guidelines for deadlines you must meet to receive your benefit payment

on your desired BCD.

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If you want your BCD to

be...

You must apply between...

And make your elections

by*…

January 1

February 1

March 1

April 1

May 1

June 1

July 1

August 1

September 1

October 1

November 1

December 1

October 1 and November 15

November 1 and December 15

December 1 and January 15

January 1 and February 15

February 1 and March 15

March 1 and April 15

April 1 and May 15

May 1 and June 15

June 1 and July 15

July 1 and August 15

August 1 and September 15

September 1 and October 15

December 31

January 31

February 28

March 31

April 30

May 31

June 30

July 31

August 31

September 30

October 31

November 30

*To receive your benefit payment on your BCD, your properly completed elections must be received

by the 5th of the month prior to your BCD. If your elections are submitted after the 5th of the month

but prior to your desired BCD, your BCD will remain the same but your first month’s payment will

be delayed. For example, if your elections for a BCD of January 1 are received on December 23, you

will receive your January payment in early February along with your February payment.

To help you make your elections, the Plan Administrator will provide you with information explaining:

• The terms and conditions of your normal pension payment method;

• Your right to waive your normal pension payment method and the financial

implications of making this choice;

• Your spouse’s rights concerning waiving the normal pension payment method; and

• Your rights to change a previous choice to waive your normal pension payment

method.

If you submit a valid election (see the “

Applying for Benefits

” in Section 5) of a Joint and

Survivor Annuity and you die before pension payments begin, retirement benefits will be paid

according to that election. If you elected the Level Income Feature in conjunction with the

Joint and Survivor Annuity and you die before pension payments begin, the Level Income

Feature is canceled and your retirement benefits will be paid according only to the Joint and

Survivor Annuity option.

If you submit a valid election (see the “

Applying for Benefits

” in Section 5) of any other

pension payment method and you die before pension payments begin, that election

automatically is canceled, and retirement benefits are paid as described in “

Section 6 – If You

Die Before Retirement

.”

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You may change your pension payment election at any time before the first day of the month in which

pension payments begin; you will not be allowed to change your pension payment method after that

date.

Claims and Appeals

If you disagree with a decision that is made with respect to your Plan benefits, you may file a written

claim. Your written claim, along with any supporting documentation, should be sent to:

Plan Administrator

Vice President, Total Rewards

c/o Resideo Technologies, Inc.

2 Corporate Center Dr.

Melville, NY 11747-2712

[email protected]

A. Claims

Once your claim has been documented and you have submitted any relevant information, the

Plan Administrator must process it within 90 days after receiving it. However, in some cases,

additional time may be needed. If so, you will be notified that an additional 90-day processing

period is required.

If your claim is denied, you will be notified in writing. This written notice will tell you the

reason for the denial and the specific Plan provisions on which the denial is based. It will also

point out what additional information is needed, if any, that could change the decision to deny

the claim. Finally, the notice will tell you that you can have the decision reviewed by the

Resideo Pension and Savings Appeals Committee (“Committee”) and explain the procedures

for such review.

B. Appeals

If your claim has been denied, in whole or in part, you can appeal the denial and have your

claim reviewed. You have 60 days to appeal from the time you are notified of the denial. Your

written appeal should be sent to:

Resideo Pension and Savings Appeals Committee

c/o Resideo Technologies, Inc.

2 Corporate Center Dr.

Melville, NY 11747-2712

[email protected]

Besides having the right to appeal, you or your authorized representative can examine any Plan

documents related to your claim. You can also submit, in writing, reasons why you think the

claim should not be denied.

Your appeal will be considered at the next Committee meeting following the date your written

appeal is received, unless your written appeal is received within 30 days of that meeting. In

that case, your appeal will be considered at the second Committee meeting following the date

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your written appeal is received. If special circumstances cause the Committee to need

additional time to resolve your appeal, you will be notified in writing before the extension

period begins, and your appeal will be decided at the third Committee meeting following the

date your written appeal was received. The Committee’s final decision will be sent to you in

writing as soon as possible, but no later than five days following the date the Committee

resolved your appeal.

The Committee’s written decision will provide you the reason for the denial, the specific Plan

provisions on which the denial is based, a statement that you may receive free of charge all

documents relevant to your claim, and a statement of your right under ERISA to bring legal

action against the Plan in federal court.

The Committee’s decision will be binding on all parties. If you challenge the decision made by

the Committee, a review by a court of law will be limited to the facts, evidence and issues

presented during the claims procedure set forth above. Facts and evidence that become

known to you after having exhausted the appeals procedure may be submitted for

reconsideration of the appeal in accordance with the time limits established above. Issues not

raised during the initial appeal will be deemed waived.

You must exhaust the claims and appeals process before you can bring legal action against the

Plan in federal court.

C. Time for Filing Claims and Appeals

Failure to follow the Plan’s claims and appeal process in a timely manner may cause you to

lose your right to bring legal action against the Plan and the Plan Administrator.

Deadline to file claim: To be considered timely under the Plan’s claim and review procedure,

a claim must be filed with the Plan Administrator within one year after the claimant knew or reasonably

should have known of the principal facts upon which the claim is based.

Deadline to file legal action: You must exhaust the claims and appeals process before you

can bring legal action against the Plan in federal court. All legal actions against the Plan or the

Plan Administrator must be filed in court within the six-month period that begins on the date your

claim and appeal rights are exhausted. Any legal action involving the Plan must be filed in the U.S. District

Court for the Western District of Texas.

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Section 6 — Survivor Benefits

If you die, the REP Formula pays benefits to the person you name as beneficiary.

The benefits and choices available to your beneficiary depend on when you die—that is, before or

after your Termination of Service occurs - and whether your REP Formula payments have already

begun. One advantage of the REP Formula that many other pension plans don’t offer is that it pays

a benefit not only to the surviving Spouse of a married employee, but also to the beneficiary of any

participant - married or single.

NAMING A BENEFICIARY

To make sure the benefits from the REP Formula are paid to the person whom you want to receive

them, you must name a beneficiary. If you are single, you can name anyone as your beneficiary. If

you are married, your Spouse is automatically your beneficiary. You can name someone other than

your Spouse, but only if your Spouse consents to the designation in writing, and your Spouse’s consent

is witnessed by a notary public. If you are married and designate a non-Spouse beneficiary before

January 1 of the year in which you reach age 35, your designation will become invalid on January 1 of

the year in which you reach age 35. Your Spouse will automatically become your beneficiary on that

date and you will be required to provide a new beneficiary designation if you wish to designate a

different beneficiary.

If you are not married and either have not named a beneficiary or your beneficiary has died before

you, benefits are paid to your estate.

You can change your beneficiary at any time by requesting the necessary forms by calling the Resideo

Benefits Service Center at 833-277-8057 (say: Pension).

IF YOU DIE BEFORE BENEFIT PAYMENTS BEGIN

Your surviving Spouse or other beneficiary will be eligible for benefits under the REP Formula if you

have a vested Accrued Benefit and you have not yet begun to receive payments.

If You Are Married When You Die

If you are married and have not named an alternate beneficiary, your surviving Spouse is entitled to a

single life annuity for the rest of his or her life, beginning as of the first day of the month following

the date of your death. The survivor annuity will be the actuarial equivalent of your Accrued Benefit

paid over the life of your Spouse. If your Spouse defers payment, the benefit would be adjusted to

reflect the later start date. Your Spouse must begin payment no later than April 1 of the year following

the year in which you would have reached age 70½.

If the lump sum value of your survivor annuity is $5,000 or less, however, the benefit will be paid as

follows:

• If the lump sum value of the survivor annuity is $1,000 or less, your Spouse will receive

a lump sum payment as soon as administratively practicable after your death.

• If the lump sum value of the survivor annuity exceeds $1,000, but does not exceed

$5,000, the survivor annuity will be rolled over to an IRA in your Spouse’s name unless

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your Spouse timely elects to have the lump sum value of the survivor annuity rolled

over to IRA or paid to him or her. Your Spouse can keep the funds in this IRA, take

a distribution, or transfer them to another IRA in your Spouse’s name.

If the lump sum value of the survivor annuity exceeds $5,000, your Spouse can choose to take a lump

sum instead of the single life annuity.

If You Are Not Married When You Die or You Named an Alternate Beneficiary

If you are not married when you die, or you are married and named an alternate beneficiary with your

Spouse’s consent, the lump sum value of your Accrued Benefit will be paid to your designated

beneficiary. If you are not married and do not have a designated beneficiary, the lump sum will be

paid to your estate.

IF YOU DIE AFTER BENEFIT PAYMENTS BEGIN

If you die after benefit payments begin and you are receiving a 50% joint and survivor annuity or a

qualified 100% joint and survivor annuity, your Spouse will be entitled to the survivor annuity

percentage you elected for the rest of his or her life. If you were receiving a single life annuity when

you died or you received a lump sum, no further payments will be made to anyone after your death.

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Section 7 — Situations Affecting Your Benefits

Some situations could cause a loss or delay of your benefits under the REP Formula. Your benefits

may be affected by the following situations:

• If you leave the Company before you have three years of Vesting Service (five years

of Vesting Service if your last Hour of Service under the Honeywell Plan occurred

before January 1, 2008), no benefit under the REP Formula is payable.

• No pension payment will be made for any month in which you are receiving Company-

paid sickness and accident benefit payments.

• If you are Disabled, you may stop earning Credited Service if you recover, elect to

receive a distribution from the Plan or refuse to submit proof of your continuing

disability when requested.

• If you were previously covered by a benefit formula that provided an offset for

benefits earned under another qualified retirement plan or formula, an adjusted

Credited Service date may be used to calculate your REP Formula benefit or your

Guaranteed Earned Benefit may be reduced by the benefit you earned under the other

qualified retirement plan or formula.

• If you are unable to care for your own affairs, any pension payments due can be paid

to someone who is authorized to conduct your affairs. This may be a relative or a

court-appointed guardian.

• If you don’t notify the Plan Administrator of your intent to commence benefits,

pension payments begin only after your application for benefits is received and

processed.

• Payments may be delayed if you fail to make proper application for benefits or fail to

provide necessary information.

• If you or your spouse can’t be located, benefits under the REP Formula will begin

once you or your Spouse file a valid, timely application. Be sure to let the Plan

Administrator know if your address changes.

• You may lose your right to file a claim with, or against the Plan, if you fail to files a

timely claim for benefits.

• Pension payments are reduced by any taxes the Plan is required to withhold under

federal and state laws.

• The Plan must comply with tax laws and rules of the Internal Revenue Service (IRS).

As laws and regulations change, the REP Formula may change. If any provisions or

changes materially affect your benefits, you’ll be notified.

• The Plan Administrator makes every effort to ensure that pension payments are

correct. However, if any errors are made or discovered, the Plan Administrator

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reserves the right to correct them. In the event of an overpayment, you are required

to return the overpayment with interest to the Plan. In the event you fail to return the

overpayment, the Plan has the authority to recoup any overpayments, plus interest, by

taking legal action against you or offsetting the overpayment against other Plan

benefits to which you are entitled.

• If the Plan is terminated, benefits payable under the Plan are limited to those that can

be provided by the assets of the trust fund and those that are guaranteed by the

Pension Benefit Guaranty Corporation (PBGC).

• Benefits may be suspended due to periods of reemployment after benefits have

commenced.

• You die and are not eligible for the death benefits described above.

• Your benefit may also be reduced to reflect lump sum payments made to you by the

Plan.

• Under the qualified 100% joint and survivor annuity or the 50% joint and survivor

annuity, your benefits will be reduced.

• If the funded status of the Plan falls below certain statutory levels, you may cease to

earn additional benefits, certain distributions may be restricted and certain changes to

the Plan may be prohibited.

• Benefits may also be reduced or lost due to limitations under the Internal Revenue

Code of 1986, as amended, the imposition of income, penalty and excise taxes or a tax

lien, the application of a domestic relations order or a judgment or settlement

agreement that requires you to make payments to the Plan.

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Section 8 — Definitions

A. Accrued Benefit

A single life annuity expressed as a monthly benefit beginning at your Normal Retirement

Date. (Under a single life annuity, you will receive a monthly benefit for your lifetime, and no

pension payments will be made after your death.)

B. Choice Election

A one-time irrevocable election extended to Honeywell employees covered by certain pension

plans or formulas to elect to be covered by the Honeywell Plan retirement earnings formula.

C. Company

Resideo Technologies, Inc.

D. Credited Service

Credited Service is used to calculate the dollar amount of your benefit.

E. Disabled

If your first day of absence for medical reasons is on or after January 1, 2007, you are Disabled

if (i) you receive LTD Plan benefits from an Employer-sponsored plan for any month before

your Termination of Service, or (ii) if you are not eligible for LTD Plan benefits from an

Employer-sponsored plan, you receive Social Security disability benefits for any month before

your Termination of Service. This definition does not apply if your leave of absence is the

result of an injury covered by workers’ compensation or you are covered by a collective

bargaining agreement unless the collective bargaining agreement specifically adopts this

definition.

If your first day of absence for medical reasons was before January 1, 2007, you are considered

Disabled if the Social Security Administration awards you Social Security disability benefits.

F. Earnings

Eligible Earnings is:

-- Fixed, basic, straight-time pay;

-- Tax-deferred contributions to the qualified savings plan;

-- Before-tax medical premiums, dependent care and health care spending account payments;

-- Variable pay;

-- Lump sum wage increases;

-- Shift differential;

-- Overtime;

-- Sales commissions or payments;

-- Lump sum incentive payments paid for the plan year;

-- Performance awards paid through payroll;

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-- Periodic separation pay limited to twelve (12) months; and

-- Short-term executive incentive compensation as approved by the Board of Directors for the

year in which it is paid.

Eligible Earnings does not include special payments. Examples of special payments include,

but are not limited to:

-- Retainer payments, inducement payments, completion bonuses, non-executive incentive

bonuses, differential payments for overseas or on-location employment;

-- Relocation reimbursement;

-- Educational assistance;

-- Lump sum severance payments;

-- Lump sum vacation pay;

-- Hardship or overseas premiums;

-- Insurance benefits or Company-paid premiums;

-- Long-term disability pay;

-- Profit-sharing distributions and public or private retirement contributions or retirement

benefits;

-- Payments from any stock option plan (including payments associated with growth plan units

or similar remuneration) and any savings and stock purchase plan;

-- Deferrals made to a non-qualified pension plan including the Honeywell Supplemental

Savings Plan;

-- Short-term disability benefits paid by a third party vendor;

-- Gain sharing; or

-- Per diem allowances and all other allowances or special remuneration.

Your eligible Earnings will not include amounts used to calculate your benefit, if any, under

the Pittway Corporation Retirement Plan or the Pittway Formula under the Honeywell Plan.

The Internal Revenue Service limits the amount of Earnings the Plan can take into account

when calculating benefits. For 2019, this limit is $280,000.

G. Employer

Resideo Technologies, Inc. and the locations, business units, divisions and companies of the

Company and its U.S. affiliates that participate in the REP Formula for the benefit of their

eligible employees.

H. Expatriate Employee

Any individual who is a citizen or resident of the United States, who is employed by a foreign

affiliate of the Company or an affiliate designated by the Company, and who is covered by an

agreement under Section 3121(l) of the Code, provided such individual: (a) is hired by or

transferred to the foreign affiliate while in the United States; (b) is employed outside the United

States; and (c) is expected to transfer back to the United States before his or her Termination

of Service.

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I. Guaranteed Earned Benefit

If you made a Choice Election, your benefit under the REP Formula will never be less than

what you had earned under the other defined benefit pension plan or formula that covered

you through September 30, 2000.

Your Guaranteed Earned Benefit is the benefit you are entitled to under the terms of the

defined benefit plan or formula that covered you as of September 30, 2000, adjusted to reflect

Vesting Service earned after that date and your increase in age after that date. Your

Guaranteed Earned Benefit will not take into account any Earnings paid to you by Honeywell

or an Employer after that date and any Credited Service earned after that date.

J. Honeywell Plan

The Honeywell Retirement Earnings Plan

K. Normal Retirement Age

The later of your sixty-fifth (65th) birthday or the fifth (5th) anniversary of the date you

became a participant in the Honeywell Plan. If you became a participant in the Honeywell

Plan or a predecessor plan before January 1, 1988, your Normal Retirement Age is your sixty-

fifth (65th) birthday.

L. Normal Retirement Date

Your Normal Retirement Date is the first day of the month coincident with or next following

the date you have a Termination of Service on or after reaching your Normal Retirement Age.

M. Plan

The Plan is the Resideo Technologies, Inc. Pension Plan.

N. Plan Administrator

The Plan Administrator is the Vice President, Total Rewards of the Company (or, if there is

no Vice President, Total Rewards, the employee with similar responsibilities and title).

O. REP Formula

The portion of the Plan that is described in the main document and named the “Retirement

Earnings Formula.”

P. Spouse

Your legal spouse at the earlier of your BCD or your death. If a government contracting law

or regulation that applies to you requires you have the right to name your domestic partner as

a beneficiary or joint annuitant at your BCD, you will have that right. However, only a legal

spouse can receive pre-retirement surviving spouse benefits.

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Q. Termination of Service

The later of (i) the date your service with the Company and its affiliates ends in connection

with your death, retirement, resignation, or discharge, or (ii) the date on which your periodic

severance payments end (to a maximum of twelve (12) months).

R. Vesting Service

Vesting Service is used to determine your eligibility for a benefit under the Plan.

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Section 9 — Other Plan Facts

A. Plan Cost and Trust Fund

The Company pays the entire cost of the Plan. It makes annual contributions, if necessary, in

amounts sufficient to meet the standards prescribed by the Employee Retirement Income

Security Act of 1974 (ERISA). The contributions are kept in a Trust Fund held by The

Northern Trust Bank (the Trustee); 50 South LaSalle Street; Chicago, Illinois 60675. The Trust

Fund is known as the Resideo Master Retirement Trust.

Certain administrative expenses relating to the Plan are paid by the Trust Fund.

No Employer has a right to, or interest in, the contributions made to the Plan. However:

• if a contribution is made by a mistake of fact, the contribution may be returned within

one year after payment of the contribution.

• to the extent that part or all of a contribution is disallowed as a deduction under

Internal Revenue Code Section 404, it may be returned within one year after the

disallowance.

• if the Internal Revenue Service makes an initial determination that the Plan is not a

qualified plan, Employer contributions may be returned to the Employer within one

year of Internal Revenue Service’s determination.

B. Plan Sponsor and Administrator

The Plan is a defined benefit plan sponsored by Resideo Technologies, Inc.

The Plan Administrator has the full discretionary authority and power to control and manage

all aspects of the Plan, to determine eligibility for Plan retirement benefits, to interpret and

construe the terms and provisions of the Plan, to determine questions of fact and law, to direct

disbursements, and to adopt rules for the administration of the Plan as may be deemed

appropriate in accordance with the terms of the Plan and all applicable laws.

The Plan Administrator may allocate or delegate its responsibilities for the administration of

the Plan to others and employ others to carry out or render advice with respect to its

responsibilities under the Plan, including discretionary authority to interpret and construe the

terms of the Plan, to direct disbursements, and to determine eligibility for Plan benefits.

Questions should be directed to the Plan Administrator. The address is:

Resideo Technologies, Inc. Pension Plan

Plan Administrator

c/o Resideo Technologies, Inc.

2 Corporate Center Dr.

Melville, NY 11747-2712

[email protected]

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The entity designated as the agent for service of legal process is the Plan Sponsor.

The Employer Identification Number for Resideo Technologies, Inc. is 82-5318796. The plan

number for the Plan is 002. Please use these identifying numbers when inquiring about your

retirement plan benefits.

C. Plan Year

The records of the Plan are kept on a calendar-year basis. However, the first Plan Year began

on October 29, 2018 and ended on December 31, 2018.

D. D. Limitations on Benefits

Nothing in this SPD is intended to imply that participation in this Plan is a guarantee of

continued employment with an Employer, nor is it a guarantee that benefit levels will remain

unchanged in future years.

Your vested benefit belongs to you and you cannot sell, transfer or assign it. However, under

certain circumstances, a court may award all or part of your benefit under the Plan to a present

or former spouse, child or other dependent through a qualified domestic relations order, or

QDRO.

A QDRO is a court order, judgment or decree that:

• Is made under a state domestic relations law (including community property laws);

• Relates to child support, alimony payments or marital property rights; and

• Creates or recognizes an alternate payee’s right to receive all or part of your benefits

under the Plan.

If you are affected by a QDRO, you or your attorney should contact the Company’s QDRO

administrator at the address below to make sure the appropriate paperwork is filed.

Alight Solutions

Attn: Qualified Order Team

P.O. Box 7144

Rantoul, IL 61866-7140

Overnight Address:

Alight Solutions

Attn: Qualified Order Team

1000 S Perimeter Road

Rantoul, IL 61866

Fax:+1.847.883.9313

Telephone: Parties should call the Benefits Center and ask to be transferred to the

Qualified Order Team

Email: [email protected]

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Website: www.QOCenter.com

If the QDRO so provides, your pension plan benefit as of a specific date may be divided. In

this instance, the alternate payee may be set up with a separate benefit in the Plan (as

applicable). The alternate payee will then be able to elect to begin receiving benefits, but no

sooner than the date on which you would be able to start receiving benefits if you had a

Termination of Service.

QDROs that do not specify immediate allocation of benefits at the date of divorce usually

include a formula for allocating benefits when you either have a Termination of Service or

reach retirement age. If this is the case, your account will be flagged to indicate that a portion

of the total benefit earned will be paid at a later date to your alternate payee.

You and your beneficiaries can obtain, at no charge, a copy of the procedures governing

QDROs. Contact the Resideo QDRO Processing Group for details.

E. Plan Amendment or Termination

The Company hopes to continue the Plan indefinitely, but reserves the right to amend or

terminate it. Also, the Company’s Board of Directors or a properly authorized designee has

the power to amend or terminate the Plan. If the Plan is terminated, retirement benefits will

be paid in accordance with the requirements of the Pension Benefit Guaranty Corporation

(PBGC) and to the extent provided by the Trust Fund. No money in the Trust Fund can be

returned to the Company until all retirement benefit obligations are met.

F. Pension Insurance

Your pension benefits under the Plan are insured by the PBGC, a federal insurance agency. If

the Plan terminates (ends) without enough money to pay all benefits, the PBGC will step in

to pay pension benefits. Most people receive all of the pension benefits they would have

received under their Plan, but some people may lose certain benefits.

The PBGC guarantee generally covers:

• Normal and early retirement benefits;

• Disability benefits if you become Disabled before the Plan terminates; and

• Certain benefits for your survivors.

The PBGC guarantee generally does not cover:

• Benefits greater than the maximum guaranteed amount set by law for the year in which

the Plan terminates;

• Some or all of the benefit increases and new benefits based on Plan provisions that

have been in place for less than five years at the time the Plan terminates;

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• Benefits that are not vested because you have not worked long enough for an

Employer and its affiliates;

• Benefits for which you have not met all of the requirements at the time the Plan

terminates;

• Certain early retirement payments (such as supplemental benefits that stop when you

become eligible for Social Security) that result in an early retirement monthly benefit

greater than your monthly benefit at the Plan’s normal retirement age; or

• Non-pension benefits, such as health insurance, life insurance, certain death benefits,

vacation pay and severance pay.

Even if certain of your benefits are not guaranteed, you may still receive some of those benefits

from the PBGC, depending on how much money your Plan has and on how much the PBGC

collects from employers.

For more information about the PBGC and the benefits it guarantees, ask your Plan

Administrator or the PBGC. Inquiries to the PBGC should be addressed to:

PBGC

Technical Assistance

Division 1200 K

Street, N.W., Suite

930 Washington, D.C.

20005 – 4026

The PBGC can also be reached by calling 1-202-326-4000 (not a toll-free number). TTY/TDD

users may call the federal relay service toll-free at 1-800-877-8339 and ask to be connected to

202-326-4000. Additional information about the PBGC’s pension insurance program is

available through the PBGC’s website on the Internet at: http://www.pbgc.gov.

G. Mergers, Consolidations or Transfers

If this Plan is merged or consolidated with another plan or the assets and liabilities attributable

to your accrued retirement benefit are transferred to another plan, your benefit under this Plan

would be equal to at least the amount to which you would be entitled if this Plan had been

terminated just before the merger, consolidation or transfer.

H. If the Plan Becomes Top-Heavy

A pension plan is considered top-heavy when 60% or more of the retirement benefits from

the Plan are payable to highly paid employees.

It is unlikely that this Plan will become top-heavy. If the Plan does become top-heavy, you’ll

be notified. Special rules apply for any period of time a plan is top-heavy.

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I. Maximum Retirement Benefits

The Internal Revenue Code limits the retirement benefits payable and the Compensation that

may be considered under defined benefit plans for highly compensated employees. If these

maximums affect you, you’ll be notified.

J. Rollover Rules Applicable to Lump Sum Payments

Any lump sum pension payment made from the Plan to you or your surviving spouse is eligible

for a direct rollover to another qualified pension plan or to an Individual Retirement Account

(IRA). However, for direct rollovers, a $200.00 minimum applies. For partial rollovers, a

$500.00 minimum applies. If you do not elect a rollover, federal tax law requires that the Plan

withhold 20% of the payment as an advance estimated payment for federal income taxes.

(State withholding taxes may also apply.) You will receive further information on rollovers and

tax rules applicable to your payment when you elect to commence benefits.

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Section 10 — ERISA

The following statement is required by federal law and regulation to be included in this Summary Plan

Description (SPD):

A. Statement of ERISA Rights

As a participant in the Resideo Technologies, Inc. Pension Plan, you are entitled to certain

rights and protections under the Employment Retirement Income Security Act of 1974

(ERISA). ERISA provides that all Plan participants shall be entitled to:

• Examine, without charge, at the Plan Administrator’s office and your local Human

Resources office, all Plan documents, including insurance contracts, collective

bargaining agreements and copies 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.

• Obtain, upon written request to the Plan Administrator, copies of documents

governing the operation of the Plan, including insurance contracts, collective

bargaining agreements 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 an annual funding notice containing detailed financial information on the

Plan. The Plan Administrator is required by law to furnish you with a copy of this

annual funding notice each year.

• Obtain a statement telling you whether you have a right to receive a retirement benefit

at Normal Retirement Age and, if so, what your retirement benefit would be at Normal

Retirement Age if you stop working under the Plan now. If you do not have a vested

right to a pension, the statement will tell you how many more years you have to work

to get a vested right to a pension. This statement must be requested in writing to

Resideo Technologies, Inc.; Resideo Technologies, Inc. Pension Plan; c/o Resideo

Technologies, Inc.; 2 Corporate Center Dr.; Melville, NY 11747-2712 and is not

required to be given more than once a year. The Plan must provide the statement free

of charge.

In addition to giving rights to 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 you and other

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.

If your claim for a Plan benefit is denied 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.

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Under ERISA, there are steps you can take to enforce the above rights. For instance, if you

request materials from the Plan Administrator and do not receive them within 30 days, you

may file suit in a federal court. In such case, the court may require the Plan Administrator to

provide the materials and pay you up to $110.00 a day until you receive the materials, unless

the materials were not sent because of reasons beyond the control of the Plan Administrator.

If you have a claim for benefits that is denied or ignored, in whole or in part, you may file suit

in a state or federal court. In addition, if you disagree with the Plan’s decision or lack thereof

concerning the qualified status of a domestic relations order, you can file suit in a 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).

You are required to exhaust the Plan’s claims review

procedures (described above) before filing suit in a federal or state court for any reason.

You will lose your right to file suit if you (a) do not exhaust the claims review

procedures or (b) fail to meet the deadlines described in those procedures.

If you have any questions about this Plan, you should contact the Resideo Benefits Service

Center at 833-277-8057 (say: Pension).If you have questions about this statement or about

your rights under ERISA, you should contact the nearest office of the Employee Benefits

Security 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

also may obtain certain publications about your rights and responsibilities under ERISA by

calling the publications hotline of the Employee Benefits Security Administration.

This booklet contains a summary of the provisions of the REP Formula under the Plan in

easy-to-understand terms. Complete details and a description of all Plan provisions are

included in the official Plan document. If there is ever a conflict or inconsistency between this

Summary Plan Description (SPD) and the official Plan document, any omission from the

terms of this Summary or any ambiguity in the terms used in this Summary, the Plan

document always will govern.

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Section 11 — Special Rules For Participants Who Made A Choice Election

If you made a “Choice Election” under a Honeywell defined benefit pension plan or formula in 2000,

you chose to cease participating in the plan or formula that covered you as of September 30, 2000,

and instead became covered by the retirement earnings plan formula in the Honeywell Plan as of

October 1, 2000. Your prior service and eligible earnings will generally be taken into account under

the REP Formula. Your Choice Election was irrevocable.

If you made a Choice Election, the Accrued Benefit determined under the REP Formula will never

be less than the benefit you were entitled to under the terms of the Honeywell defined benefit plan or

formula that covered you as of September 30, 2000 (your “Guaranteed Earned Benefit”). The amount

payable as a Guaranteed Earned Benefit may increase as a result of Vesting Service you earn after

September 30, 2000 and your increased age after September 30, 2000, but will not increase as a result

of additional eligible Earnings paid to you by Honeywell or the Company after that date or Credited

Service you earn after that date.

Optional Forms of Payment of Guaranteed Earned Benefit:

If you have a Guaranteed Earned Benefit, you may be entitled to elect other forms of payment with

respect to the Guaranteed Earned Benefit. You should review the applicable Summary Plan

Description or consult the Resideo Benefits Center to determine what other options are available to

you.

Impact of Guaranteed Earned Benefit on Vested Pension

If you are entitled to a Guaranteed Earned Benefit and you decide to take that amount in a different

form or at a different date than the benefit you have earned under the REP Formula, special rules will

apply. If you make a separate election regarding the payment of the Guaranteed Earned Benefit, that

amount will not be available for distribution until the early retirement date specified under the terms

of the defined benefit plan or Supplement that govern that benefit. A separate election will also reduce

the amount of the benefit immediately payable to you because the Guaranteed Earned Benefit payable

at age 65 must be subtracted from your Accrued Benefit payable at age 65.