Exhibit 10.12.3  CHASE CORPORATION  Long Term Incentive Plan Award Design and Grant Process Fiscal Year Ending August 31, 2012  Key Provisions  1.There are three reward vehicles:  1) Performance-based restricted stock, 2) Time-vested restricted stock and 3) Stock Options.  At least two will be used each year.  For FY 2012, performance shares will be 50%, time-vested restricted stock will be 25% and stock options will be 25%.  2.Time-vested restricted stock is fixed and not subject to performance measures and will vest 3 years after the grant date, subject to grant date, pricing, and termination provisions listed below.  3.Stock options will be fixed based on a Black-Scholes calculation, will vest over 3 years and be exercisable for 10 years.  4.Performance shares will be in the form of restricted stock subject to performance and other criteria as follows. ·Performance measures:  Target is earnings per share (EPS) based on current years budget determined by dividing net income by the number of diluted shares outstanding at September 1, 2011 (the beginning of the fiscal year). Actual is net income for the measurement period divided by the number of diluted shares outstanding at the beginning of the fiscal year. ·Performance measurement period:  September 1, 2011 through August 31, 2012 ·Vesting:  2 years after performance measurement period (August 31, 2014) ·Grant date:  first day of measurement period ·Stock price for award:  closing price for last trading day prior to grant date ·Threshold:  the point at which an award is earned (90% of target).  Between threshold and target the award increases on a linear basis. ·Stretch area:  performance in excess of target awarded at a higher rate (200% for 120% achievement) with a cap of 200%.  Between target and cap award increases on a linear basis.  Example: ·Individual opportunity is $50,000 at target; performance share opportunity (50%) is $25,000 at target ·Stock price (8/31/2011) is $10.00 ·Threshold is 90% of target  Performance

Payout % of Target

Vesting Shares

Reward ValueThreshold 90%

50
%
1250

$
12,500Target

100
%
2500

$
25,000Stretch at 120%

200
%
5000

$
50,000  Plan metrics:  standard performance measures are 90% threshold, 100% target and 120% maximum.  Standard award measures are 50% at threshold, 100% at target and 200% at maximum.


5.Termination provisions:  Termination Event

Year

Payment in SharesRetirement

Pro-rated

Paid   as scheduledVoluntary

All   shares forfeit

No   paymentWithout   cause

Pro-rated

Paid   as scheduledWith   cause

All   shares forfeit

No   paymentUpon   change of control

Acceleration   at target

Paid   at change of controlDeath   or disability

Pro-rated

Paid   as scheduled  6.Eligibility:  key executives and others  Participant

Target % of Base SalaryPeter R. Chase

100
%Adam P. Chase

80
%Kenneth L. Dumas

60
%  Award opportunities are set annually and the plan is subject to the approval of the Compensation and Management Development (C&MD) Committee and may be modified from time to time.  SCHEDULE FOR FY12 LTIP AWARD ·Q4 FY11Board approves continuance of plan and sets grant date ·Q4 FY11Goals and awards proposed by management for FY12 ·Q4 FY11C&MD Committee reviews and approves the FY12 LTIP ·Q1 FY12FY12 LTIP award agreements formalized ·Q1 FY13Management presents assessment of FY12 goal achievement ·Q1 FY13C&MD Committee approves FY12 results ·Q4 FY14Final vesting of FY12 LTIP awards  2