**Michael O’Brien**Thirty seven and a half percent (37.5%) will be based on achievement of key performance criteriaduring the Performance Period, thirty seven and a half percent (37.5%) will be based on theachievement of the three Company performance measures specified below during the Performance Period(the “O’Brien Corporate Performance Component”) and twenty five percent (25%) will be based on theBoard’s discretion (the “ O’Brien Discretionary Component”), as follows:     **Performance Measure** **Weighting** Key Performance Criteria  37.5%Revenue Growth  12.5%Gross Profit Growth  12.5%Combined Case Sales of New Products  12.5%Discretionary  25%The key performance criteria for Mr. O’Brien will be developed by the Company’s Chief ExecutiveOfficer and approved by the Compensation and Governance Committee of the Board. Payout under thiscomponent will be determined by the Board, in consultation with the Chief Executive Officer. Thereis no minimum or maximum payout applicable to this component.The specific targets for each of the measures under the O’Brien Corporate Performance Componentwill be as determined by the Board in its sole discretion. Achievement of 100% of the target for ameasure under the O’Brien Corporate Performance Component will result in 100% payout for thatmeasure. Achievement in excess of 100% of the target for a measure under the O’Brien CorporatePerformance Component will result in a payout equal to the percentage achievement for that measure,up to a maximum of 150%. Achievement below 100% of the target for a measure under the O’BrienCorporate Performance Component will result in a reduction of the payout for that measure by 2% foreach percentage point of underachievement.Payout under the O’Brien Discretionary Component will be at the Board’s discretion, based on anycriteria that the Board determines to be appropriate in its sole discretion. There is no minimum ormaximum payout applicable to the O’Brien Discretionary Component.**General**The Board shall approve all payouts under the Plan. The Board may, in its sole discretion, makeadjustments to the payouts under the Plan as a result of extraordinary events and/or conditionsthat either positively or negatively impact the Company’s performance.Unless specifically provided otherwise in a written agreement between the Company and aparticipant, a participant must be continuously employed by the Company from January 1, 2011through December 31, 2011 to be eligible for payment under the Plan. A participant who meets theseeligibility requirements will be eligible to receive a bonus, even if the participant is notemployed by the Company on the date the bonus payment is made. Payment of each bonus will be madeas soon as practicable after the end of the
 

 
Performance Period, but in any event will be made byMarch 15, 2012. Bonuses will be paid in cash in a single lump sum, subject to payroll taxes andtax withholding.Each bonus that may become payable under the Plan will be paid solely from the general assets ofthe Company. Nothing in the Plan should be construed to create a trust or to establish or evidenceany participant’s claim of any right to payment of a bonus other than as an unsecured generalcreditor with respect to any payment to which a participant may be entitled.No participant will have any claim to a bonus under the Plan, and the Board will have no obligationfor uniformity of treatment of participants under the Plan. Furthermore, nothing in the Plan willbe deemed to limit in any way the Board’s full discretion to determine whether to grant any bonuseshereunder.The Board reserves the right to unilaterally amend, modify or terminate the Plan at any time,including amending the Plan as it deems necessary or desirable to avoid adverse tax consequencesunder Section 409A of the Internal Revenue Code of 1986, as amended.