| 1. | Section      3.7 of the Agreement is hereby amended in its entirety, effective January      1, 2010, to read as follows: |
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| 3.7   | Notwithstanding      any provision of Section 3 to the contrary, neither the value of the      Three-Times Severance Payment that may become payable to Executive under      the terms of subsection 3.4 nor the value of the Five-Times Severance      Payment that may become payable to Executive under the terms of subsection      3.6 shall exceed 2.99 times the sum of: (a) Executive’s annual base salary      as in effect at any time within one year and ninety (90) days prior to      Closing or, if higher, immediately prior to a circumstance constituting      Good Reason plus (b) the higher of: (i) the Annual Incentive Award      actually awarded to Executive under the EAIP for the fiscal year of      Company immediately preceding the fiscal year in which Executive’s      termination of employment occurs; or (ii) the Executive’s Target      Award.  For purposes of this subsection 3.7, the following      definitions shall apply: |
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| A.   | “Annual      Incentive Award” shall mean the total annual incentive awarded to      Executive for a fiscal year of his System Company employer, determined      without regard to whether such amount is currently payable or is deferred      and without regard to the form ofpayment. |
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| B.   |  “Target      Award” shall mean the average annual EAIP award amount derived under the      EAIP for the two (2) calendar years immediately preceding the calendar      year in which Executive’s Date of Termination occurs and through      application of the target percentage established by the Personnel      Committee for each such calendar year with respect to      Executive. |
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| 2. | Section      16 of the Plan is hereby amended, effective January 1, 2010, by redefining      in their entirey the terms “EAIP Bonus Award,” “Five-Times Severance      Payment,” “Maximum LTIP Award” and “Three-Times Severance Payment,” and by      adding the definition of “Target LTIP Award”, to read as      follows: |
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|   | 16.14 | EAIP Bonus      Award shall mean the product of (1) the average of the maximum      annual bonus opportunity under the EAIP for the two calendar years      immediately preceding the calendar year in which the Date of Termination      occurs and (2) a fraction, the numerator of which is the number of days in      the fiscal year that includes the Date of Termination and that are prior      to the Date of Termination, and the denominator of which is      365. |
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| 16.19   | Five-Times Severance      Payment shall mean the payment of a lump sum retention payment, in      cash, equal to five times the sum of (i) Executive's Annual Base Salary      and (ii) Executive's highest maxi­mum annual bonus opportunity under      the EAIP for any fiscal year (other than the fiscal year in which the Date      of Termination occurs) ending after the date hereof, which Five-Times      Severance Payment shall in no event be less      than  $10,200,000.00.  The Five-Times Severance      Payment shall be in lieu of any further salary payments to Executive for      periods subsequent to the Date of Termination (if any) and in lieu of any      retention, severance, termination or similar benefit otherwise payable to      Executive under any plan, program, arrangement or agreement of or with any      System Company. |
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|   | 16.23 | Maximum LTIP      Award shall mean the average annual number of performance shares or      performance share units, as applicable, that Executive is entitled to      receive under the LTIP with respect to the two most recent performance      periods (as defined in the applicable program or plan) that precede and do      not include the Date of Termination.  Such average annual number      of performance shares or performance share units shall be determined by      dividing by two the sum of the annual maximum pay out levels under the      LTIP with respect to such two most recent performance    periods. |
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|   | 16.34 | Three-Times Severance      Payment shall mean the payment of a lump sum retention payment, in      cash, equal to three times the sum of (i) Executive's Annual Base Salary      and (ii) Executive's highest target annual bonus opportunity under the      EAIP for any fiscal year (other than the fiscal year in which the Date of      Termination occurs) ending after the date hereof, which Three-Times      Severance Payment shall in no event be less than $4,335,000.00. The      Three-Times Severance Payment shall be in lieu of any further salary      payments to Executive for periods subsequent to the Date of Termination      (if any) and in lieu of any retention, severance, termination or similar      benefit otherwise payable to Executive under any plan, program,      arrangement or agreement of or with any System  Company. |
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|   | 16.36 | Target LTIP      Award shall mean the average annual number of performance shares or      performance share units, as applicable, that Executive is entitled to      receive under the LTIP with respect to the two most recent performance      periods (as defined in the applicable program or plan) that precede and do      not include the Date of Termination.  Such average annual number      of performance shares or performance share units shall be determined by      dividing by two the sum of the annual target pay out levels under the LTIP      with respect to such two most recent performance  periods. |
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