Exhibit 10.55
 Con-way Inc.
Executive Incentive Compensation Plan
 Amended and Restated December 2008




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Con-way Inc.
 Executive Incentive Compensation Plan
 Amended and Restated December 2008
 Table of Contents
 Page1.
    
    Purpose; EIP; Administration; Claims
    
    
    12.
    
    Definitions
    
    
    13.
    
    Eligibility
    
    
    44.
    
    Establishment of Awards
    
    
    45.
    
    Vesting
    
    
    76.
    
    Amount of Award Payout
    
    
    77.
    
    Payment of Award
    
    
    88.
    
    Amendment; Termination
    
    
    9
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1. Purpose; EIP; Administration; Claims.
 (a)
    
    Purpose. This Con-way Inc. Executive Incentive Compensation Plan (the EICP)
is established and maintained to motivate Executives effectively and efficiently. For
each calendar year through 2006, Con-way Inc. (f/k/a CNF Inc.) (the Company) and its
Affiliates adopted several incentive compensation plans applicable to Executives for
different Business Units. For 2007 and future calendar years, the Company and its
Affiliates have instead adopted this EICP which applies to and covers all Executives of
the Company and its Business Units. The EICP was originally effective January 1, 2007.
The Plan was subsequently amended in 2007 to make certain administrative changes, and
the Plan is hereby amended and restated in 2008 to specifically incorporate the
previous amendment and to make other clarifying changes.(b)
    
    The EIP. Section 12 of the EIP (defined below) authorizes the Committee to
grant Awards pursuant to the Annual Incentive Compensation Program in the form of Other
Cash-Based Awards, as deemed by the Committee to be consistent with the purposes of the
EIP. The EICP applies to Executives and, for Executives, the EICP implements Section
12 of the EIP. The EICP is subject to the applicable terms and provisions of the EIP,
as amended from time to time, including without limitation (i) Section 3
(Administration), (ii) Section 4 (Eligibility), (iii) Section 12 (Annual Incentive
Compensation Program), (iv) Section 13 (Other Stock-Based or Cash-Based Awards), (v)
Section 15 (Claims Procedures), and (vi) Section 16 (General Provisions), but excluding
Section 14 (Change in Control Provisions).(c)
    
    Administration. The EICP is administered by the Committee, pursuant to
authority specified in Section 3 of the EIP.(d)
    
    Claims. In the event that any person believes that she or he is not receiving
the full benefits to which she or he is entitled under the EICP, such person may make a
claim to the Plan Administrator, and the claims procedures set forth in Section 15 of
the EIP shall apply, with the Plan Administrator treated as the Committee for purposes
of applying such Section 15.
 2. Definitions.
  Affiliate
 Annual Compensation
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Award
 Award Payout
 Board
 Business Unit
 Committee
 Company
 EICP
 EIP
 Employer
 Executive
 ICP Pool
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Incentive Performance Goal
 Incentive Profit
 Incentive Profit Goal
 Maximum Payment Goal
 Participant
 Participation Factor
 Plan Administrator
 Section 16 Officer
 Target Payment Goal
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Threshold Payment Goal
 3. Eligibility.
 (a)
    
    Designation. The Committee shall designate the Executives eligible to
participate for a calendar year with respect to the Company and each Business Unit or
Affiliate, pursuant to Section 4 of the EIP, and may designate all Executives who are
otherwise eligible as of the beginning of the calendar year. The Committee may
delegate to the Companys Chief Executive Officer (the CEO) the authority to
designate as Participants Executive-level employees who first become Executives,
through hire or promotion, during a calendar year, as provided herein. The Company
shall maintain in its records a list of Participants designated by the Committee, or by
the CEO, for each Business Unit for each calendar year.(b)
    
    Other Eligibility Requirements.Unless otherwise determined by the Plan
Administrator, Participants must be active full-time Executive-level employees. Such
Executives who are not designated as eligible as of the beginning of the calendar year
shall become eligible to commence participation at the beginning of the first full
calendar quarter following the date on which they become Executives. Calendar quarters
begin January 1, April 1, July 1, and October 1. An Executive who commences
participation during a calendar year, who participates less than four full quarters,
and who is otherwise eligible to receive a payment pursuant to Section 5 of this Plan,
will receive a pro-rata payment based on the number of full calendar quarters of
participation.
 4. Establishment of Awards.
 (a)
    
    Incentive Performance Goals. For each calendar year, not later than ninety (90)
days following the commencement of that year, the Plan Administrator shall determine
which Incentive Performance Goals shall be used to fund the ICP Pool for Award Payouts
to all Participants, pursuant to Section 7, and shall establish one or more Incentive
Performance Goals for the Companys CEO and each of the CEOs direct reports, and a
percentage goal weight for each assigned Incentive Performance Goal. The Companys CEO
shall establish such goals and goal weights for all other Participants, whose Award
Payouts, if any, will also be subject to the Incentive Performance Goals determined by
the Plan Administrator as applicable for funding the ICP Pool, pursuant to Section 7.
Possible Incentive Performance Goals may include:
 
    
    Incentive Profit
 
    
    other profit measures
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
    
    sales or revenues
    
    return on equity, assets, capital or investment
    
    earnings or book value per share
    
    operating or administrative expense in the absolute or as a percent of
revenue
    
    working capital
    
    accounts receivable goal
    
    days sales outstanding
    
    (gross) contribution margin
    
    safety (accidents)
    
    operational efficiency factors (e.g., shipments per paid claim, dollars per
paid claim, reship percentage, trailer efficiency, fuel efficiency, etc.)
  (b)
    
    Participation Factor. Unless otherwise determined by the Plan Administrator,
each Participants Participation Factor for each calendar year shall be the
Participation Factor applicable to Executives in the executive level salary grade to
which the Participant is assigned at the time the Plan Administrator establishes
Incentive Performance Goals for the calendar year. For Participants who are promoted
during a calendar year to a salary grade which has been assigned a higher Participation
Factor, such Participants Award Payout shall be prorated based on the number of weeks
the relevant Participation Factor was applicable to such Participant.(c)
    
    Percentage Achievement. For each calendar year, for each Business Unit, for
each Incentive Performance Goal, the Plan Administrator shall set a Threshold Payment
Goal, a Target Payment Goal, and a Maximum Payment Goal and may set intermediate levels
and assign intermediate percentage factors to such levels, with the Plan Administrator
setting the levels for the Incentive Profit Goal for all Participants. If the
achievement is at or below the Threshold Payment Goal, the percentage achievement
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shall be zero. If the achievement is between levels, the percentage achievement
shall be earned ratably, determined by straight line interpolation, for
accomplishment between the next lower level and the next higher level. If the
achievement is above the Maximum Payment Goal, the percentage achievement shall
equal 200%. In no event shall any Participants Award Payout exceed an amount equal
to 200% of the product of the Participants Annual Compensation times the
Participants Participation Factor. No Participant shall earn or be entitled to any
portion of her or his Individual Performance Portion unless the Business Unit(s) on
which her or his Award Payout is based first exceed the Threshold Payment Goal.(d)
    
    Business Unit. The Plan Administrator shall designate the Business Units that
will participate in the EICP for each calendar year. Business Units may include (i)
the Company, (ii) an Affiliate, and (iii) a division of the Company or an Affiliate.
The Plan Administrator shall also designate, for the Companys CEO and each of the
CEOs direct reports, and for each calendar year, whether such Participants Award
Payout is to be based in whole or in part upon the performance of the Business Unit in
which the Participant is employed or another Business Unit, and the Companys CEO shall
make such designations for all other Participants; provided, however, that unless
otherwise determined by the Committee at or prior to the time the Award Payout would be
made, no Award Payout in excess of the amount that would comply with Section 162(m) of
the Internal Revenue Code shall be made to any Participant, but may be delayed as
provided in Section 7(f). The terms and conditions applicable to Participants for a
calendar year need not be identical, even within Business Units.(e)
    
    Transfers. If a Participant transfers from one Business Unit to another during
a calendar year, the Participants Award Payout shall be based on the pro-rated
performance of the relevant Business Units, based on the amount of time the Participant
was working for each Business Unit during the calendar year; provided, however, that
unless otherwise determined by the Committee at or prior to the time the Award Payout
would be made, no Award Payout in excess of the amount that would comply with Section
162(m) of the Internal Revenue Code shall be made to any Participant, but may be
delayed as provided in Section 7(f). A transfer shall be considered to occur in the
week the transfer is effective in the relevant payroll records.(f)
    
    Personal Data Sheets. As soon as practicable after the beginning of each year,
a personal data sheet will be prepared and delivered to each Participant, providing the
Participant relevant information concerning the Participants opportunity to earn an
Award Payout under the EICP for such calendar year. Following the conclusion of the
calendar year, but no later than the time the Award Payment is made, a supplemental
Personal Data
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Sheet will be provided to each Participant, showing the Award Payout, if any, for
the applicable calendar year.
 5. Vesting.
  (a)
    
    Exception 1. A Participant who is employed by the Company or an Affiliate
through December 31 of a calendar year but leaves that employment or otherwise becomes
ineligible after December 31 but before the sole or final payment is made relating to
that calendar year, as provided in Section 7, shall be entitled to receive an Award
Payout with respect to such calendar year, unless the Participant is terminated for
cause or cause is found to exist before payment is made; provided, however, that the
acts or omissions that formed the basis for such cause occurred prior to December 31 of
the calendar year in which the Award Payout otherwise became vested.(b)
    
    Exception 2. A pro rata payment based on the number of weeks a Participant was
eligible to participate in the calendar year will be made, as provided in Section 7, to
(i) a Participant who retires during the calendar year pursuant to the Con-way Pension
Plan or the provisions of the Social Security Act and who, at the time of retirement,
was a Participant, (ii) the heirs, legatees, administrators or executors of a
Participant who dies during the calendar year and who, at the time of death, was a
Participant, (iii) a Participant who is placed on an approved leave during the calendar
year, in each case unless the Participant is terminated for cause or cause is found to
exist before payment; provided, however, that the acts or omissions that formed the
basis for such cause occurred prior to December 31 of the calendar year in which the
Award Payout otherwise became vested.
  6. Amount of Award Payout
 (a)
    
    Award Payouts. Subject to the annual ICP Pool, as provided in sub-section (b)
below, a Participants Award Payout for a calendar year shall be equal to the product
of, for each assigned Incentive Performance Goal:
 (i)
    
    the Participants Annual Compensation, times
 (ii)
    
    the Participants Participation Factor, times
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(iii)
    
    the percentage achievement of the Incentive Performance Goals,
times(iv)
    
    the percentage goal weight for each Incentive Performance Goal.
 (b)
    
    ICP Pool.For each calendar year, the Plan Administrator will establish an
Incentive Profit Goal (and any other Incentive Performance Goals that may be used) to
fund an ICP Pool for each Business Unit, the purpose of which shall be to establish the
maximum dollars that will be available for Award Payouts for all Participants subject
to each applicable ICP Pool, regardless of any increase in the number of Participants
during the calendar year, including for purposes of this Section all employees eligible
to participate in any other annual incentive compensation plan(s) adopted by such
Business Unit, but excluding sales commission plans. For purposes of establishing ICP
Pools under this Section, Business Unit shall not include the Company or Con-way
Enterprise Services, Inc. Unless otherwise determined by the Plan Administrator, if
the total Award Payouts for all Participants in a Business Unit, including award
payouts for all participants in any other annual incentive compensation plans
established for the calendar year by the Business Unit, would otherwise exceed the ICP
Pool for that Business Unit, the Award Payouts for Participants shall be reduced pro
rata so that such Award Payouts will not exceed the ICP Pool for that Business Unit. No
Award Payouts shall be earned or paid to a Participant until the Business Unit that
employs the Participant (or another Business Unit, if the Participants Award Payout is
based on more than one Business Unit pursuant to Section 4(d)) has achieved its
aggregate Threshold Payment Goal.
 7. Payment of Award.
 (a)
    
    No Partial Payment. No payment of an Award Payout or any portion thereof shall
be made to any Participant prior to completion of the annual audit of the Companys
financial statements for that calendar year by the Companys outside auditors.(b)
    
    Final Payment. The final payment of the Award Payout with respect to a calendar
year, less any partial payment, if any, will be made as soon as practicable following
completion of the annual audit of the Companys financial statements for that calendar
year by the Companys outside auditors, but in no event later than March 15 of the
following calendar year.(c)
    
    Death. In the event of a Participants death, the Award Payout payable to the
Participant for a calendar year shall be paid to the Participants Beneficiary.
Beneficiary means the person or persons designated by the Participant pursuant to a
beneficiary designation form properly completed and delivered to the Vice President of
Human Resources of the Company.
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If no such beneficiary designation form is in effect, then the Beneficiary shall be
the Participants estate.(d)
    
    Adjustments. In the event that the Committee determines that (i) the Award
Payout payable to one or more Participants for a calendar year has been or is likely to
be materially affected as a result of events or circumstances that were unanticipated
at the beginning of the calendar year and/or extraordinary in nature and (ii) the goals
of the EICP would be frustrated if adjustments were not made to such Award Payouts,
then the Committee, in its sole discretion, may make such adjustments applicable to the
Performance Goals or to such Award Payouts as it deems appropriate, which adjustments
may have the effect of increasing or decreasing the amount of the Award Payouts
otherwise payable pursuant to the EICP (subject to the prohibition of increases with
respect to Covered Employees imposed by Section 12 of the EIP).(e)
    
    Clawback Provision.In the event that the financial statements of the Company
or a Business Unit are restated following the payment of an Award and that restatement
would have changed the Award Payout, the following repayment terms apply to those
officers who were Section 16 Officers at the time the payment was made:
 (i)
    
    In the event a financial statement restatement is required
within one year following a payment as a result of errors or omissions,
executives will be required to repay any amounts that are deemed to have been
overpaid based on that restatement.(ii)
    
    In the event a financial statement restatement is required at
any time as a result of fraudulent activities, executives will be required to
repay any amounts that are deemed to have been overpaid based on that
restatement for an unlimited period of time.
 (f)
    
    Section162(m).If the Company anticipates that the deduction of a payment
made under the EICP would be limited or eliminated by application of Section 162(m) of
the Code, payment will be delayed under the Companys 2005 Deferred Compensation Plan
for Executives, or any successor plan, until the earliest date at which the Company
reasonably anticipates that the deduction will not be so limited or eliminated, or, if
later, the date otherwise elected by the Participant pursuant to the terms of such
Deferred Compensation Plan. It is the Companys intent that this subsection will defer
only the minimum amount required to avoid any limitation on the deduction.
 8. Amendment; Termination.
 (a)
    
    Amendment. The Committee may amend the EICP at any time by notice to the
Participants, except that no amendment shall reduce the award
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determined for a calendar year or portion thereof that has ended before the date of
the amendment.
 (b)
    
    Termination. The EICP will automatically terminate when the EIP expires or is
terminated, and the Committee may terminate the EICP at any earlier time.
Notwithstanding the termination of the EICP, the Award Payouts for each calendar year
then in progress shall be calculated, and be payable, following the completion of each
such calendar year, in accordance with the provisions of Sections 5 and 6.
 Con-way Inc.By:Jennifer W. PileggiSenior Vice President, General Counsel and Secretary
Con-way Inc. Executive Incentive Compensation Plan
Executed: December 1, 2008 10