Company: JLL
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001037976-25-000014
Chunk: 62

Company: JONES LANG LASALLE INC
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 62
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 |          — |        |     |            |         |     |     — |     |                                                               |      — |           |     |      — |        |     | 18,264 |         |                                                         | $4,557,233 |     |                                       |   |

(1) Represents threshold, target and maximum payouts under our 2024 AIP. The AIP awards 50% of the target bonus amount for threshold performance, 100% for target performance and 200% for maximum performance. Applying the Leadership Multiplier, the initial calculated award can be adjusted in a range between a minimum of 80% and a maximum of 120% of the calculated award subject to an overall maximum award value of 200% of target.

(2) The GEB LTIP awards 50% of the target number of PSUs for threshold performance, 100% for target performance, 200% for maximum performance, and are forfeited for performance below threshold. The PSUs vest after the three-year performance period based on JLL’s performance against the defined metric(s). Treatment of PSUs granted prior to December 2024 at different exit scenarios is as follows: death or disability — fully vest at target and are settled within 60 days; voluntarily resign or are involuntarily terminated with or without cause — forfeited; retirement (as defined under the SAIP) — continue to vest based on actual performance at the end of the performance period, subject to a signed restrictive covenant agreement. Treatment of PSUs granted on or after December 2024 at different exit scenarios is as follows: death or disability — fully vest at target and are settled within 60 days; voluntarily resign or involuntarily terminated for cause— forfeited; involuntarily terminated without cause — portion of unvested award will continue to vest on a prorated basis subject to a signed general release and waiver of claims to be provided by the Company, except where prohibited by law; retirement (as defined under the SAIP) — continue to vest based on actual performance at the end of the performance period, subject to a signed restrictive covenant agreement.

(3) RSUs are treated as follows at different exit scenarios: Treatment of RSUs granted prior to December 2024 at different exit scenarios is as follows: death or disability — fully vest and are settled within 60 days; voluntarily resign or are involuntarily terminated with or without cause — forfeited; retirement (as defined under the SAIP) — continue to vest subject to a