exv10w41



 







EXHIBIT 10.41




Irwin Union Bank




Amended and Restated Performance Unit Plan




1. Purpose




The purpose of the Irwin Union Bank Performance Unit Plan is to encourage employee retention and
motivation to increase the long-term value of the Company through grants of performance units.



2. Effective Date




The Performance Unit Plan was adopted by the Board on April 25, 2005. The Plan was amended and
restated on December 20, 2005 to account for changes in the law. The initial Plan Cycle is January
1, 2005 – December 31, 2007. Adoption of the restated Plan is subject to shareholder approval.



3. Definitions





	a)	 	AWARD means a payment made pursuant to the Plan at the end of a Plan Cycle.
	 
	b)	 	BOARD means the Board of Directors of Irwin Union Bank.
	 
	c)	 	CODE means the Internal Revenue Code of 1986, as amended.
	 
	d)	 	COMMITTEE means the committee appointed by the Board to administer the Plan, which shall
consist solely of the Chairman until such time as the Plan is amended in accordance with
Section 7(a) hereof.
	 
	e)	 	COMPANY means the Irwin Union Bank.
	 
	f)	 	COVERED OFFICER means any individual who, on the last day of the taxable year of IFC, is the
chief executive officer of IFC and any other officer of the Company who is, for such taxable
year, determined to be among IFC’s four “highest compensated officers (other than the chief
executive officer of IFC) as defined under Code Section 162(m)(3).
	 
	g)	 	DISABILITY means the participant is unable to engage in any substantial gainful activity by
reason of any medically determinable physical or mental impairment which can be expected to
result in death or can be expected to last for a continuous period of not less than 12 months,
or is, by reason of any medically determinable physical or mental impairment which can be
expected to result in death or can be expected to last for a continuous period of not less
than 12 months, receiving income replacement benefits for a period of not less than 3 months
under an accident and health plan covering the Company’s employees.
	 
	h)	 	EXCHANGE ACT means the Securities Exchange Act of 1934, as amended.




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	i)	 	IFC COMMITTEE means the committee appointed by the board of directors of IFC to administer
such long-term incentive plans as may be adopted by such board from time to time or, in the
absence of such a committee, the standing compensation committee of IFC’s board of directors
as constituted from time to time; provided, that any such IFC Committee shall be comprised
solely of at least two members of the IFC board of directors who qualify as an “outside
director” under Code Section 162(m) and the regulations promulgated thereunder and as a
“non-employee director” within the meaning of Rule 16b-3(b)(3) (or any successor rule) under
the Exchange Act.
	 
	j)	 	PERFORMANCE UNIT means a component used to represent the incremental cash value of the
Company that is awarded to participants in the Plan at the beginning of each Plan Cycle.
	 
	k)	 	PLAN means the Irwin Union Bank Performance Unit Plan.
	 
	l)	 	PLAN CYCLE means the three-year period in which the Plan will run.
	 
	m)	 	P/E means a valuation ration of the current share price compared to per-share earnings unit.
	 
	n)	 	ROE means return on equity.





4.  Eligibility




Key employees, as recommended and approved by the Company President and Board, are eligible to
participate in the Plan. Key employees include those full-time employees whose compensation market
data supports granting long-term incentive opportunities and who are officers at the Vice President
level or above.



Selection of an employee for participation in the Plan does not guarantee being selected for
participation in the Plan for any subsequent Plan Cycle. Selection of an employee for
participation in the Plan does not give the participant any right to continue in the employ of the
Company. The Company reserves the right, which may be exercised at any time, to terminate a Plan
participant’s employment or adjust the compensation of a Plan participant with or without cause.



5. Administration




The Board will be requested to approve each Performance Unit Plan at the beginning of the Plan
Cycle. The Committee will then carry out the daily administration of the Plan.



6. Plan Specifications





	a)	 	Plan Cycles. Each Plan Cycle is three years in length with the first cycle starting
January 1st, 2005 and ending December 31st, 2007. All subsequent Plan Cycles will start
January 1st and end December 31st three years later. A new Plan Cycle
will start at the beginning of each calendar year.




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	b)	 	Plan Operation. Participants are awarded Performance Units at the beginning of each
Plan Cycle. Performance Units vest in accordance with Section 6(f) below. At the end of each
Plan Cycle, the vested Performance Units are cashed out based on the value of the Performance
Units at the end of the Plan Cycle to the extent the participant is employed by the Company at
the end of the Plan Cycle.
	 
	c)	 	Performance Units. Performance Units are components used to represent the
incremental cash value of the Company. The beginning value of the Company is divided by the
number of units in order to make the beginning value for a Performance Unit in the first Plan
Cycle equal to $100. Subsequent valuations will use the calculated number of units in order
to determine the per unit value.
	 
	d)	 	Valuation. Valuations are done by an outside appraiser in conformity with the
Uniform Standards of Professional Appraisal Practice. Valuations are performed annually
unless the Board determines that significant volatility suggests the need for more frequent
valuations. The standard value is fair market value. The outside appraiser will recommend a
valuation approach or approaches, such as the combination of a market approach, income
approach and net asset approach. The valuation should be adjusted for any capital
contributions.
	 
	e)	 	Award Opportunities. Award opportunities are based on a median competitive expected
value divided by the starting value of a Performance Unit for each Plan Cycle.
	 
	f)	 	Vesting. For the Plan Cycle beginning January 1, 2005 and ending December 31, 2007.
Performance Units will cliff vest based on continued employment over the Plan Cycle and
cumulative ROE performance, as follows:






(i) No Performance Units will be vested if cumulative ROE over the Plan Cycle is less than
or equal to the average of threshold ROEs stated in the annual Short-Term Incentive Plan for
each of the years of the Plan Cycle.




(ii) All of the Performance Units will vest at the end of the Plan Cycle if cumulative ROE
performance at least equals the average of the target ROEs level in the annual Short-Term
Incentive Plan for each of the years of the Plan Cycle.




(iii) A prorated portion of Performance Units will vest at the end of the Plan Cycle if
average ROE is between the average of the threshold ROEs stated in the annual Short-Term
Incentive Plan for each of the years of the Plan Cycle and the average of the target ROEs in
the annual Short-Term Incentive Plan for each of the years of the Plan Cycle.




For the Plan Cycle beginning January 1, 2006 and each Plan Cycle thereafter, Performance
Units will cliff vest based on continued employment over the Plan Cycle and average ROE
performance, as follows:




(iv) No Performance Units will be vested if average ROE over the Plan Cycle is less than or
equal to the average of threshold ROEs stated in the annual Short-Term Incentive Plan for
each of the years of the Plan Cycle.



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(v) All of the Performance Units will vest at the end of the Plan Cycle if average ROE
performance at least equals the average of the target ROEs level in the annual Short-Term
Incentive Plan for each of the years of the Plan Cycle.




(vi) A prorated portion of Performance Units will vest at the end of the Plan Cycle if
average ROE is between the average of the threshold ROEs stated in the annual Short-Term
Incentive Plan for each of the years of the Plan Cycle and the average of the target ROEs in
the annual Short-Term Incentive Plan for each of the years of the Plan Cycle.




The Right to receive the value of vested Performance Units shall be contingent upon
employment with the Company on the last day of the Plan Cycle.




	g)	 	Rights Upon Separation from Service. In the event of separation from service, as
such phrase is defined in Section 409A of the Code, for reasons other than death, Disability,
retirement, transfer pursuant to Section 6(h) below, or Company-initiated separation from
service unrelated to the participant’s job performance, the Participant forfeits all
Performance Units in effect on the date of separation. In the event of separation from
service by reason of death, Disability, retirement, transfer pursuant to Section 6(h) below,
or Company-initiated separation from service unrelated to the participant’s job performance, a
pro-rated portion of the Performance Units for each Plan Cycle in effect will be paid at the
same time as set forth in Section 6(i) based on full months completed in the Plan at the date
of termination, provided that the performance goals and performance criteria were met during
the applicable Plan Cycle.
	 
	h)	 	Transfer to a Non-eligible Position. If a Participant transfers to a
non-Plan-eligible position during the Plan Cycle, the Participant will receive a pro-rated
portion of the Performance Units equal to the Performance Units in effect on the date of the
transfer; provided that the performance goals and performance criteria were met during the
applicable Plan Cycle; provided, further, that the Participant is employed by the Company or
other Irwin Financial Corporation company at the end of the Plan Cycle. Payout will occur at
the same time as it does for other Participants in those Plan Cycles.
	 
	i)	 	Payment of Awards. The value of a participant’s vested Performance Units will be
paid out in a cash lump sum payment based on the most recent valuation as soon as
administratively practicable after such valuation is approved by the Board, but no later than
March 14th of the first year immediately following the end of the Plan Cycle. If
for any reason it is administratively impracticable to pay the value of the Performance Units
by that deadline, such payments shall be made as soon as administratively practicable in the
first calendar year immediately after the Plan Cycle ends. The value of the Award is
determined by the most recent valuation based on the final year financials of that Plan Cycle.
In order to receive the award, the Participant must be employed in a Plan-eligible position
at the time the Award is paid, subject to Section 6(h) above. The award is subject to all
required tax deductions. No Award shall be payable if the participant and/or Company does not
meet the performance goals set forth in the Plan Cycle Schedule. Awards payable to Covered
Officers are subject to Section 6(l) below.




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	j)	 	Delay in Payment. The timing of a payment will be delayed to a date after the designated
payment date where the Company reasonably anticipates that the Company’s deduction with
respect to such payment otherwise would be limited or eliminated by the application of Code
Section 162(m); provided, however, that the payment shall be made either at the earliest date
at which the Company reasonably anticipates that the deduction of the payment amount will not
be limited or eliminated by application of Code Section 162(m) or the calendar year in which
the participant Separates from Service, as that term is defined by Code Section 409A and
regulations issued thereunder.
	 
	k)	 	No Acceleration of Payment. The timing of payments under this Plan shall not be
accelerated for any reason that is not permitted by Code Section 409A and regulations issued
thereunder.
	 
	l)	 	Compliance with Code Section 162(m). The Company intends that Awards made to Covered
Officers under the Plan shall satisfy the requirements for “performance-based compensation”
under Code Section 162(m) and 409A and the Treasury Regulations promulgated thereunder.
Therefore, Awards to Covered Officers and interpretation of the Plan shall be guided by such
provisions, as appropriate. If a provision of the Plan would cause a payment to a Covered
Officer to fail to satisfy these requirements, it shall be interpreted and applied in a manner
such that said payment will satisfy Code Sections 162(m) and 409A. Notwithstanding the
foregoing, the Company shall request that IFC obtain IFC shareholder approval for any
amendment of the Plan as may be required under Code Section 162(m) to ensure the Plan’s
qualification under Code Section 162(m).






For Covered Officers, within 90 days after the beginning of a Plan Cycle and before it has
become substantially certain that the performance level will be met (or such other time as
is consistent with the requirements of Code Sections 162(m) and Section 409A of the Code),
the IFC Committee, in its sole discretion, shall take the following action:




	 	1)	 	establish a target Award opportunity in writing for each Plan participant for
the Plan Cycle, expressed in Performance Units; and
	 
	 	2)	 	establish objective performance-based goals for an Award for which the outcome
is substantially uncertain at the time such goals are established and that (i) specify
a threshold, a target, a maximum and any other performance levels deemed by the
Committee to be necessary or appropriate to establish an accurate and effective
pay-for-performance schedule and (ii) base performance on one or more of the following
financial indicators of the Company’s success: earnings per share, net earnings, net
income, operating earnings, customer satisfaction, revenues, net sales, financial
return ratios such as return on equity, return on assets, return on capital, and return
on investment, ratio of debt to earnings or shareholders’ equity, market performance,
market share, balance sheet measurements, economic profit, cash flow, shareholder
return, margins, productivity improvement, distribution expense, inventory turnover,
delivery reliability, cost control or operational efficiency measures, and working
capital, any of which may be measured in absolute terms, growth or improvement during a
Performance Period or as compared to another company or companies. Performance goals
may be absolute 




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	 	 	 	in their terms or measured against or in relationship to other
companies comparably, similarly or otherwise situated or other external or internal
measure and may include or exclude extraordinary charges, losses from discontinued
operations, restatements and accounting changes and other unplanned special charges
such as restructuring expenses, acquisitions, acquisition expenses, including expenses
related to goodwill and other intangible assets, stock offerings, stock repurchases and
strategic loan loss provisions. Such performance goals may be particular to a line of
business, subsidiary or other unit or the Company generally, and may, but need not, be
based upon a change or an increase or positive result.






Notwithstanding anything in the foregoing to the contrary, in the case of a person who was a
Covered Officer as of the close of the immediately preceding fiscal year, the target Award
opportunity, performance levels and performance criteria pertaining to such Covered Officer
shall also be approved by the IFC Committee within 90 days after the beginning of the Plan
Cycle but in no event after 25 percent of such Plan Cycle has elapsed (or such other time as
is consistent with the requirements of Code Sections 162(m) and 409A). All such target and
maximum Award opportunities, performance levels and performance criteria pertaining to any
Covered Officer shall be objective and shall otherwise meet the requirements of Code
Sections 162(m) and Section 409A.




Upon being established by the Committee (and approved by the IFC Committee, as necessary),
the target and maximum Award opportunities, performance levels and performance criteria for
each participant for a given Plan Cycle shall be set forth in writing and communicated to
each such participant (the “Plan Cycle Schedule”); provided, however, that
the rights of a Covered Officer to receive payment pursuant to any such Award shall be
expressly conditioned on obtaining the approval of the Plan by a majority of the
shareholders of the Company in the manner provided under Code Section 162(m) prior to such
payment.




After the establishment of a performance goal for a Covered Officer, the Committee shall not
revise such performance goal (unless such revision will not disqualify compensation
attributable to the Award as “performance-based compensation” under Section 162(m) of the
Code) or increase the amount of compensation payable with respect to such Award upon the
attainment of such performance goal.




As required by Treasury Regulation Section 1.162-27(e)(vi), the material terms of
performance goals as described in this Section 6 shall be disclosed to and reapproved by
IFC’s shareholders no later than the first shareholder meeting that occurs in the 5th year
following the year in which IFC’s shareholders previously approved such performance goals.




The maximum dollar amount for a cash Award that may be earned under the Plan with respect to
any Plan Cycle shall be $2,000,000. Any amount earned with respect to a cash Award with
respect to which performance is measured over a period greater than one



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year shall be deemed
to be earned ratably over the number of full and partial years in the Plan Cycle.




For Awards payable to Covered Officers, the IFC Committee shall certify in writing prior to
any such payment the extent to which the performance goal or goals (and any other material
terms) applicable to such Plan Cycle have been satisfied and the amounts to be paid, vested,
or delivered as a result thereof.




The Committee reserves the right to adjust the Award of any participant (other than a
Covered Officer) to reflect individual performance and/or extraordinary circumstances. The
Award of any Covered Officer shall be subject to the right of the IFC Committee to reduce in
a manner consistent with Code Section 162(m), but not increase, such Covered Officer’s Award
to reflect individual performance and/or extraordinary circumstances.



7. Miscellaneous





	a)	 	Amendment, Suspension or Termination of this Plan. Subject to the requirements of
Code Section 409A and Code Section 162(m), the Board may, at any time and from time to time,
amend, suspend or terminate the Plan or any part of the Plan as it may deem proper and in the
best interest of the Company; provided, that, subject to the right of the Board to adjust
Awards, no such action may cause any participant to be deprived of any Award previously
awarded but not yet paid, or be effective in the fiscal year in which such action is taken
unless it is taken within the first three months of the fiscal year.
	 
	b)	 	No Assignment. No portion of any Award under the Plan may be pledged, assigned or
transferred otherwise than by will or the laws of descent and distribution prior to its
payment.
	 
	c)	 	Limitation on Liabilities. In any matter related to the Plan, no director or
employee of Irwin Financial Corporation, or any affiliate of Irwin Financial Corporation shall
be liable for the action, or the failure to act, on the part of any other such person.
	 
	d)	 	Limitation on Vested Interest. Awarding a bonus is within the sole discretion of the
Board. No participant has a vested interest in an award under the Plan prior to the end of
the Plan Cycle for which the Award is granted.
	 
	e)	 	Employment Rights. Participation in this Plan shall not be construed to grant any
employee the right to be retained in the employ of the Company.
	 
	f)	 	Unsecured General Creditors. Participants shall have no right, title, or interest
whatsoever in or to any investments which the Company may make to aid it in meeting its
obligations under the Plan. Nothing contained in the Plan, and no action taken pursuant to
its provisions, shall create or be construed to create a trust of any kind, or a fiduciary
relationship between the Company and any participant, beneficiary, legal representative or any
other person. To the extent that any person acquires a right to receive payments from the
Company under the Plan, such right shall be no greater than the right of an unsecured general
creditor of the Company. All payments to be made




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	 	 	hereunder shall be paid from the general
funds of the Company and no special or separate fund shall be established and no segregation
of assets shall be made to assure payment of such amounts except as expressly set forth in the
Plan. The Plan is not intended to be subject to the Employee Retirement Income Security Act
of 1974, as amended.
	 
	g)	 	Governing Law. The validity and construction of the Plan and any rules relating to
the Plan shall be determined and governed by the laws of the State of Indiana without
reference to principles of conflict of laws, except as superseded by applicable federal law.
This Plan is not intended to create any deferral of income that would be subject to Internal
Revenue Code Section 409A. In the event that any deferral of income results under this Plan,
the terms of this Plan shall be interpreted to comply with the requirements of 409A.






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