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Exhibit 10.2 2015 ANNUAL INCENTIVE PLAN Purpose The purpose of the 2015 Annual
Incentive Plan (the “Plan”) is to attract, retain, motivate, and reward salaried
employees for successful Company, Business Unit and individual performance with
awards that are commensurate with the level of performance attained. Eligibility
Each salaried employee employed by U. S. Concrete and its 100% owned subsidiary
companies will be considered an eligible participant in the Plan. In order to
receive any award under this Plan, the employee must be an active employee or on
an approved leave of absence at the time of the payment of any bonus award.
Employees who leave the Company, either voluntarily or involuntarily, prior to
the payment of the bonus award will be ineligible for an award. Salaried
employees hired prior to November 1, 2015 will receive a pro-rata share for any
award they are eligible to receive under the provisions of the Plan. Employees
hired on or after November 1 are ineligible for a 2015 bonus award. In order to
receive an award, an Individual Performance Review must be completed by the
salaried employee’s supervisor and submitted to Human Resources on or before
January 31, 2016. Threshold Performance Level In order for a bonus to be
awarded, the overall Company EBITDA performance must be equal to or greater than
80% of budget. The EBITDA performance to budget can be adjusted at the
discretion of the Compensation Committee to reflect non-recurring items, and/or
the impact of acquisitions and divestitures. In the event that the overall
Company EBITDA performance to budget does not exceed 80%, the Compensation
Committee may approve the creation of a reduced bonus pool for award to specific
individuals and/or Business Units with superior performance. As the Company and
Business Unit EBITDA increases, so does the bonus pool dollars and the percent
of target bonus payout (Exhibit I). Award Calculation The percent of a target
bonus available is determined first by the size of the bonus pool created by the
Company’s EBITDA performance to budget, and then by (i) the Company’s EBITDA
performance, (ii) the Business Unit’s EBITDA performance, and (iii) the
individual’s performance relative to specific goals and objectives.

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2015 ANNUAL INCENTIVE PLAN Page 2 The weighting for each of these three
performance criteria is as follows: Employees Grade 16 and Above: Criteria
Weighting Range U.S. Concrete EBITDA 20-30%* Business Unit EBITDA 45% Individual
Individual Goal Performance 25-35% Total 100% The criteria weighting established
by the Chief Executive Officer for the Vice President/General Manager of each
Business Unit must be applied to all plan participants Grade 16 and higher
within that Business Unit. Employees Grade 15 and Below: Criteria Weighting
Range U.S. Concrete EBITDA 20-25%* Business Unit EBITDA 50% Individual
Individual Goal Performance 25-30% Total 100% The Vice President/General Manager
of each Business Unit has the discretion to determine the appropriate criteria
weighting, within the above listed ranges, for individual participants in Grade
15 and below. *The bonus award for eligible employees in the Corporate Office
will be based 75% on the total U.S. Concrete EBITDA performance. Individual
Performance Each employee’s individual performance target bonus is based on
their salary grade level and is expressed as a percentage of their annual base
pay (see Exhibit II). Starting with the 2015 Plan, the Business Unit Regional
Vice Presidents/General Managers will have their individual performance targets
increased from 40% to 50% of their annual base pay. Employees who are promoted
into a higher grade level position prior to June 1, 2015 will have their bonus
calculated on the higher target bonus percentage (and base salary if
appropriate). The target bonus percentage for employees promoted on or after
June 1 will be prorated to reflect the mid-year grade level and salary increase.
An employee’s personal performance relative to their annual goals and objectives
will be evaluated and based upon the Individual Performance Scale (see Exhibit
I.) This scale allows employees with superior goal performance to receive a
larger percentage of their target bonus.

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2015 ANNUAL INCENTIVE PLAN Page 3 Bonus Awards All bonus awards are contingent
on the approval of the Compensation Committee and Board of Directors. All
payments will be paid as soon as administratively feasible after the previous
year’s financial results are finalized. An individual (other than the CEO who
may not receive more than 200% of his target bonus) may not receive more than
150% of their target bonus. Plan Administration The Plan shall be administered
by the Chief Executive Officer, the Chief Financial Officer, and the Vice
President of Human Resources, referred to collectively hereafter as the “Plan
Administrators.” The Plan Administrators shall have sole authority to construe
and interpret the Plan, to establish, amend, and rescind rules and regulations
relating to the Plan, to exercise discretion in interpolating performance levels
and award payouts outside of or within designated ranges, and to take all such
steps and make all such determinations in connection with the Plan and Bonus
Payments granted hereunder as it may deem necessary or advisable, which
determination shall be final and binding upon all Participants. Plan
Communication A copy of the Plan (including Exhibits) and the performance review
form should be distributed to each eligible employee. Retirement, Termination,
Death and Disability The Plan Administrators may, but are not required to, grant
a pro-rated bonus award as it deems advisable to an eligible employee (or
beneficiary in the event of death) who terminates employment during 2015 due to
retirement, involuntary termination not for cause, or disability. Payment of
this pro-rated bonus will be made at the same time payment is made to other
participants in accordance with the terms and conditions of this Plan, and may
require the participants to sign a waiver and release with the Company. No Right
to Continued Employment The Plan shall not create any contractual or other right
to receive a bonus award or other benefits in the future. All determinations
with respect to any such payments shall be made at the sole discretion of the
Plan Administrators. An employee’s participation in the Plan shall not create a
right to further employment nor interfere with the ability of the Company to
terminate their employment with or without cause. Termination The Plan is in
effect for the 2015 calendar year. The Plan Administrators may at any time
suspend the operation of or terminate the Plan. /s/ William J. Sandbrook William
J. Sandbrook President and CEO U.S. Concrete, Inc.

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2015 ANNUAL INCENTIVE PLAN Page 4 Exhibit I With respect to the CEO’s annual
bonus award, the above USC Consolidated EBITDA and Individual Performance Scales
may be extrapolated for an award of up to 200% of target. USC Consolidated
EBITDA (pre bonus) EBITDA Achieve as % of Budget Bonus % of EBITDA Max Bonus
Payout % of Employee Target BU EBITDA Achieve as % of Budget % of Employee
Target % of Goal Achieved % of Employee Target Maximum Payout 166,829 150.0%
7.2% 12,000 150.0% 150.0% 150.0% 150.0% 150.0% 164,604 148.0% 7.2% 11,840 148.0%
148.0% 148.0% 148.0% 148.0% 162,380 146.0% 7.2% 11,680 146.0% 146.0% 146.0%
146.0% 146.0% 160,155 144.0% 7.2% 11,520 144.0% 144.0% 144.0% 144.0% 144.0%
157,931 142.0% 7.2% 11,360 142.0% 142.0% 142.0% 142.0% 142.0% 155,707 140.0%
7.2% 11,200 140.0% 140.0% 140.0% 140.0% 140.0% 153,482 138.0% 7.2% 11,040 138.0%
138.0% 138.0% 138.0% 138.0% 151,258 136.0% 7.2% 10,880 136.0% 136.0% 136.0%
136.0% 136.0% 149,033 134.0% 7.2% 10,720 134.0% 134.0% 134.0% 134.0% 134.0%
146,809 132.0% 7.2% 10,560 132.0% 132.0% 132.0% 132.0% 132.0% 144,585 130.0%
7.2% 10,400 130.0% 130.0% 130.0% 130.0% 130.0% 142,360 128.0% 7.2% 10,240 128.0%
128.0% 128.0% 128.0% 128.0% 140,136 126.0% 7.2% 10,080 126.0% 126.0% 126.0%
126.0% 126.0% 137,912 124.0% 7.2% 9,920 124.0% 124.0% 124.0% 124.0% 124.0%
135,687 122.0% 7.2% 9,760 122.0% 122.0% 122.0% 122.0% 122.0% 133,463 120.0% 7.2%
9,600 120.0% 120.0% 120.0% 120.0% 120.0% 131,238 118.0% 7.2% 9,440 118.0% 118.0%
118.0% 118.0% 118.0% 129,014 116.0% 7.2% 9,280 116.0% 116.0% 116.0% 116.0%
116.0% 126,790 114.0% 7.2% 9,120 114.0% 114.0% 114.0% 114.0% 114.0% 124,565
112.0% 7.2% 8,960 112.0% 112.0% 112.0% 112.0% 112.0% 122,341 110.0% 7.2% 8,800
110.0% 110.0% 110.0% 110.0% 110.0% 120,117 108.0% 7.2% 8,640 108.0% 108.0%
108.0% 108.0% 108.0% 117,892 106.0% 7.2% 8,480 106.0% 106.0% 106.0% 106.0%
106.0% 115,668 104.0% 7.2% 8,320 104.0% 104.0% 104.0% 104.0% 104.0% 113,443
102.0% 7.2% 8,160 102.0% 102.0% 102.0% 102.0% 102.0% 2015 Budget 111,219 100.0%
7.2% 8,000 100.0% 100.0% 100.0% 100.0% 100.0% 110,107 99.0% 7.0% 7,720 96.5%
99.0% 96.5% 99.0% 96.5% 108,995 98.0% 6.8% 7,440 93.0% 98.0% 93.0% 98.0% 93.0%
107,882 97.0% 6.6% 7,160 89.5% 97.0% 89.5% 97.0% 89.5% 106,770 96.0% 6.4% 6,880
86.0% 96.0% 86.0% 96.0% 86.0% 105,658 95.0% 6.2% 6,600 82.5% 95.0% 82.5% 95.0%
82.5% 104,546 94.0% 6.0% 6,320 79.0% 94.0% 79.0% 94.0% 79.0% 103,434 93.0% 5.8%
6,040 75.5% 93.0% 75.5% 93.0% 75.5% 102,321 92.0% 5.6% 5,760 72.0% 92.0% 72.0%
92.0% 72.0% 101,209 91.0% 5.4% 5,480 68.5% 91.0% 68.5% 91.0% 68.5% 100,097 90.0%
5.2% 5,200 65.0% 90.0% 65.0% 90.0% 65.0% 98,985 89.0% 5.0% 4,920 61.5% 89.0%
61.5% 89.0% 61.5% 97,873 88.0% 4.7% 4,640 58.0% 88.0% 58.0% 88.0% 58.0% 96,761
87.0% 4.5% 4,360 54.5% 87.0% 54.5% 87.0% 54.5% 95,648 86.0% 4.3% 4,080 51.0%
86.0% 51.0% 86.0% 51.0% 94,536 85.0% 4.0% 3,800 47.5% 85.0% 47.5% 85.0% 47.5%
93,424 84.0% 3.8% 3,520 44.0% 84.0% 44.0% 84.0% 44.0% 92,312 83.0% 3.5% 3,240
40.5% 83.0% 40.5% 83.0% 40.5% 91,200 82.0% 3.2% 2,960 37.0% 82.0% 37.0% 82.0%
37.0% 90,087 81.0% 3.0% 2,680 33.5% 81.0% 33.5% 81.0% 33.5% 80% of Budget 88,975
80.0% 2.7% 2,400 30.0% 80.0% 30.0% 80.0% 30.0% 2015 Bonus Scale - Overall
Company Performance Business Unit Scale 2015 budget excludes API, includes a
$3.0 million contingency and is before bonus expense of $8.4 million. Individual
Performance Scale

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2015 ANNUAL INCENTIVE PLAN Page 5 Exhibit II 2015 Individual Target Bonus
Percentage Chart * Effective with the 2015 Annual Incentive Plan, all Regional
Vice President/General Managers of a Business Unit have a target bonus incentive
of 50% Grade Level Target 21 100% 20 60% 19 50%* 19 40% 18 35% 17 30% 16 25% 15
20% 14 15% 13 12.50% 12 10% 11 5% 10 5% 9 and below 3%

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