Document:

exv10w30

Exhibit
10.30

SIXTH AMENDMENT TO THE

SCI 401(K) RETIREMENT SAVINGS PLAN

(AS AMENDED AND RESTATED JANUARY 14, 2004)

     WHEREAS, Service Corporation International (the “Company”) previously adopted and maintains
the SCI 401(k) Retirement Savings Plan, as amended and restated effective January 14, 2004 (the
“Plan”); and

     WHEREAS, the Company reserved the right to amend the Plan at any time; and

     WHEREAS, the Plan has been amended by the “First Amendment” dated October 22, 2004, the
“Second Amendment” dated December 8, 2004, the “Third Amendment” dated February 25, 2005, the
“Fourth Amendment” dated December 20, 2006 and the Fifth Amendment dated December 19, 2007; and

     WHEREAS, the Company now desires to amend the Plan to credit service for certain former
employees of OPI and to comply with Final Code Section 415 Regulations;

     NOW, THEREFORE, the Plan shall be and hereby is amended as follows:

1. Effective as of April 1, 2008 item D.1. of the Plan’s Adoption Agreement shall be amended
to provide that service with OPI with respect to certain employees as listed on Exhibit A,
as attached hereto, will be recognized for eligibility and vesting purposes.

2. The attached Addendum H shall be added to the Plan for the purpose of complying with the
requirements of the Final Code Section 415 Regulations.

3. Except as amended herein, the Plan is hereby specifically ratified and affirmed.

     IN WITNESS WHEREOF, the Company has executed this Sixth Amendment this 2 day of May, 2008.

SERVICE CORPORATION INTERNATIONAL

	 	 	 	 	 	 	 
	By:	 	/s/ Jane D. Jones	 	 
	 	 	 	 	 
	Title:	 	Vice President Human Resources	 	 
	 	 	 	 	 
	Printed Name:	 	Jane D. Jones	 	 
	 

	 	 	 	 

	 	 

 

 

EXHIBIT A

Corina Slott

Naren Patel

Michael Lambright

Chris Pryor

Henry Higareda

Ken Mathew

Rosemary Amatong

John Messenger

Kim Kellogg

James Lierman

Steve Webb

Steve Bixler

Anu Shah

Chirag Patel

Adrian Robles

Darren Felcman

Joseph Cherian

Chan Chang

Celestine Khuong

Daphne Chan

Colin Ramsey

Jasminka Blews

Rory Green

Cristina Esquivel

Fatima Skalski

Chris Hartman

Hector Lewis

Betty Davis

Charles Reynolds

Mara Stephenson

Lucille Bean

Dawn Jackson-Pinson

Jody Lewis

Valeria Rose

 

 

ADDENDUM H

FINAL CODE SECTION 415 REGULATIONS

ARTICLE I. 415 COMPENSATION

	1.1	 	Effective date. The provisions of this Addendum H shall apply to limitation years beginning
on and after July 1, 2007.

	1.2	 	415 Compensation paid after severance from employment. 415 Compensation shall be adjusted
for the following types of compensation paid after a Participant’s severance from employment
with the Employer maintaining the Plan (or any other entity that is treated as the Employer
pursuant to Code Section 414(b), (c), (m) or (o)). However, amounts described in subsections
(a) and (b) below may only be included in 415 Compensation to the extent such amounts are paid
by the later of 2 1/2 months after severance from employment or by the end of the limitation
year that includes the date of such severance from employment. Any other payment of
compensation paid after severance of employment that is not described in the following types
of compensation is not considered 415 Compensation within the meaning of Code Section
415(c)(3), even if payment is made within the time period specified above.

	 	(a)	 	Regular pay. 415 Compensation shall include regular pay after severance of employment if:

(1) The payment is regular compensation for services during the Participant’s
regular working hours, or compensation for services outside the Participant’s
regular working hours (such as overtime or shift differential), commissions,
bonuses, or other similar payments; and

(2) The payment would have been paid to the Participant prior to a severance from
employment if the Participant had continued in employment with the Employer.

	 	(b)	 	Leave cash outs and deferred compensation. Leave cashouts shall be included in 415
Compensation if those amounts would have been included in the definition of 415 Compensation if
they were paid prior to the Participant’s severance from employment, and the amounts are payment
for unused accrued bona fide sick, vacation, or other leave, but only if the Participant would have
been able to use the leave if employment had continued. In addition, deferred compensation shall
be included in 415 Compensation if the compensation would have been included in the definition of
415 Compensation if it had been paid prior to the Participant’s severance from employment, and the
compensation is received pursuant to a nonqualified unfunded deferred compensation plan, but only
if the payment would have been paid at the same time if the Participant had continued in employment
with the Employer and only to the extent that the payment is includible in the Participant’s gross
income.

 

 

	 	(c)	 	Salary continuation payments for military service Participants. 415 Compensation does not
include payments to an individual who does not currently perform services for the
Employer by reason of qualified military service (as that term is used in Code Section 414(u)(1))
to the extent those payments do not exceed the amounts the individual would have received if the
individual had continued to perform services for the Employer rather than entering qualified
military service.
	 
	 	(d)	 	Salary continuation payments for disabled Participants. 415 Compensation does not include
compensation paid to a Participant who is permanently and totally disabled (as defined in Code
Section 22(e)(3)).

	1.3	 	Administrative delay (“the first few weeks”) rule. 415 Compensation for a limitation year
shall not include amounts earned but not paid during the limitation year solely because of the
timing of pay periods and pay dates.

	1.4	 	Inclusion of certain nonqualified deferred compensation amounts. 415 Compensation shall
include amounts that are includible in the gross income of a Participant under the rules of
Code Section 409A or Code Section 457(f)(1)(A) or because the amounts are constructively
received by the Participant.

	1.5	 	Code Section 401(a)(17) limit. 415 Compensation shall not include compensation in excess of
the applicable limit under Code Section 401(a)(17).

	1.6	 	Definition of annual additions to exclude restorative payments. The Plan’s definition of
“Annual Additions” is modified as follows:

	 	(a)	 	Restorative payments. “Annual Additions” for purposes of Code Section 415 shall not
include restorative payments. A restorative payment is a payment made to restore losses to a Plan
resulting from actions by a fiduciary for which there is reasonable risk of liability for breach of
a fiduciary duty under ERISA or under other applicable federal or state law, where Participants who
are similarly situated are treated similarly with respect to the payments. Generally, payments are
restorative payments only if the payments are made in order to restore some or all of the Plan’s
losses due to an action (or a failure to act) that creates a reasonable risk of liability for such
a breach of fiduciary duty (other than a breach of fiduciary duty arising from failure to remit
contributions to the Plan). This includes payments to a Plan made pursuant to a Department of
Labor order, the Department of Labor’s Voluntary Fiduciary Correction Program, or a court-approved
settlement, to restore losses to a qualified defined contribution plan on account of the breach of
fiduciary duty (other than a breach of fiduciary duty arising from failure to remit contributions
to the Plan). Payments made to the Plan to make up for losses due merely to market fluctuations
and other payments that are not made on account of a reasonable risk of liability for breach of a
fiduciary duty under ERISA are not restorative payments and generally constitute contributions that
are considered “Annual Additions.”

 

 

	 	(b)	 	Other Amounts. “Annual Additions” for purposes of Code Section 415 shall not include: (1)
The direct transfer of a benefit or employee contributions from a qualified plan to this Plan; (2)
Rollover contributions (as described in Code Sections 401(a)(31), 402(c)(1), 403(a)(4), 403(b)(8),
408(d)(3), and 457(e)(16)); (3) Repayments of loans made to a Participant from the Plan; and (4)
Repayments of amounts described in Code Section 411(a)(7)(B) (in accordance with Code Section
411(a)(7)(C)) and Code Section 411(a)(3)(D) or repayment of
contributions to a governmental plan (as defined in Code Section 414(d)) as described in Code
Section 415(k)(3), as well as Employer restorations of benefits that are required pursuant to such
repayments.
	 
	 	(c)	 	Date of tax-exempt Employer contributions. Notwithstanding anything in the Plan to the
contrary, in the case of an Employer that is exempt from federal income tax (including a
governmental employer), Employer contributions are treated as credited to a Participant’s account
for a particular limitation year only if the contributions are actually made to the Plan no later
than the 15th day of the tenth calendar month following the end of the calendar year or fiscal year
(as applicable, depending on the basis on which the employer keeps its books) with or within which
the particular limitation year ends.

	1.7	 	Change of limitation year. The limitation year may only be changed by a Plan amendment.
Furthermore, if the Plan is terminated effective as of a date other than the last day of the
Plan’s limitation year, then the Plan is treated as if the Plan had been amended to change its
limitation year.

	1.8	 	Excess Annual Additions. Notwithstanding any provision of the Plan to the contrary, if the
annual additions (within the meaning of Code Section 415) are exceeded for any Participant,
then the Plan may only correct such excess in accordance with the Employee Plans Compliance
Resolution System (EPCRS) as set forth in Revenue Procedure 2006-27 or any superseding
guidance, including, but not limited to, the preamble of the final Section 415 regulations.

	1.9	 	Aggregation and Disaggregation of Plans.

	 	(a)	 	For purposes of applying the limitations of Code Section 415, all defined contribution
plans (without regard to whether a plan has been terminated) ever maintained by the Employer (or a
“predecessor employer”) under which the Participant receives annual additions are treated as one
defined contribution plan. The “Employer” means the Employer that adopts this Plan and all members
of a controlled group or an affiliated service group that includes the Employer (within the meaning
of Code Section 414(b), (c), (m) or (o)), except that for purposes of this Section, the
determination shall be made by applying Code Section 415(h), and shall take into account tax-exempt
organizations under Regulation Section 1.414(c)-5, as modified by Regulation Section
1.415(a)-l(f)(1). For purposes of this Section:

 

 

(1) A former Employer is a “predecessor employer” with respect to a Participant in a
plan maintained by an Employer if the Employer maintains a plan under which the
Participant had accrued a benefit while performing services for the former Employer,
but only if that benefit is provided under the plan maintained by the Employer. For
this purpose, the formerly affiliated plan rules in Regulation Section
1.415(f)-1(b)(2) apply as if the Employer and predecessor employer constituted a
single employer under the rules described in Regulation Section 1.415(a)-1(f)(1) and
(2) immediately prior to the cessation of affiliation (and as if they constituted
two, unrelated employers under the rules described in Regulation Section
1.415(a)-l(f)(1) and (2) immediately after the cessation of affiliation) and
cessation of affiliation was the event that gives rise to the
predecessor employer relationship, such as a transfer of benefits or plan
sponsorship.

(2) With respect to an Employer of a Participant, a former entity that antedates the
Employer is a “predecessor employer” with respect to the Participant if, under the
facts and circumstances, the employer constitutes a continuation of all or a portion
of the trade or business of the former entity.

	 	(b)	 	Break-up of an affiliate employer or an affiliated service group. For purposes of
aggregating plans for Code Section 415, a “formerly affiliated plan” of an employer is taken into
account for purposes of applying the Code Section 415 limitations to the employer, but the formerly
affiliated plan is treated as if it had terminated immediately prior to the “cessation of
affiliation.” For purposes of this paragraph, a “formerly affiliated plan” of an employer is a
plan that, immediately prior to the cessation of affiliation, was actually maintained by one or
more of the entities that constitute the employer (as determined under the employer affiliation
rules described in Regulation Section 1.415(a)-1(f)(1) and (2)), and immediately after the
cessation of affiliation, is not actually maintained by any of the entities that constitute the
employer (as determined under the employer affiliation rules described in Regulation Section
1.415(a)-1(f)(1) and (2)). For purposes of this paragraph, a “cessation of affiliation” means the
event that causes an entity to no longer be aggregated with one or more other entities as a single
employer under the employer affiliation rules described in Regulation Section 1.415(a)-1(f)(1) and
(2) (such as the sale of a subsidiary outside a controlled group), or that causes a plan to not
actually be maintained by any of the entities that constitute the employer under the employer
affiliation rules of Regulation Section 1.415(a)- 1(f)(1) and (2) (such as a transfer of plan
sponsorship outside of a controlled group).
	 
	 	(c)	 	Midyear Aggregation. Two or more defined contribution plans that are not required to be
aggregated pursuant to Code Section 415(f) and the Regulations thereunder as of the first day of a
limitation year do not fail to satisfy the requirements of Code Section 415 with respect to a
Participant for the limitation year merely because they are aggregated later in that limitation
year, provided that no annual additions are credited to the Participant’s account after the date on
which the plans are required to be aggregated.

 

 

ARTICLE II. PLAN COMPENSATION

	2.1	 	Compensation limit. Notwithstanding Amendment Section 2.2, if the Plan is a 401(k) plan,
then Participants may not make elective deferrals with respect to amounts that are not 415
Compensation. However, for this purpose, 415 Compensation is not limited to the annual
compensation limit of Code Section 401(a)(17).

	2.2	 	Compensation paid after severance from employment. Compensation for purposes of allocations
(hereinafter referred to as Plan Compensation) shall be adjusted in the same manner as 415
Compensation pursuant to Article I of this Amendment, except in applying Article I, the term
“limitation year” shall be replaced with the term “plan year” and the term “415 Compensation”
shall be replaced with the term “Plan Compensation.”exv10w43

Exhibit 10.43

PERFORMANCE UNIT GRANT

AWARD AGREEMENT

     This AGREEMENT (“Agreement”) is made as of February 10, 2009, by and between Service
Corporation International, a Texas corporation (the “Company”), and                                         (the
“Employee”)

     WHEREAS, the Compensation Committee (“Compensation Committee”) of the Board of Directors of
the Company has determined that it is to the advantage and interest of the Company to grant to the
Employee the performance units grant provided for herein in consideration of services provided by
Employee and to provide focus on the longer-term success of the Company.

     NOW, THEREFORE, the Company and the Employee hereby agree as follows:

          1. Grant of Award. Pursuant to the Company’s Amended 1996 Incentive Plan (“Plan”),
Employee is hereby granted as of January 1, 2009, a Performance Unit Grant Award (the “Award”),
subject to the terms and conditions set forth below, with respect to                     performance units
(“Units”). The Units covered by the Award shall vest in accordance with Section 2 — Vesting. If
the Award becomes payable, Employee will be entitled to receive, net of applicable withholding or
applicable social security taxes, a cash payment representing the product of (i) the number of
Units vested and (ii) the Performance Settlement Factor as determined using Schedule B, attached
hereto and made a part of this Agreement. If the Award becomes payable, the Award will be paid to
the Employee as soon as practicable after the end of the Performance Cycle, but no later than March
15, 2012.

     2. Vesting.

     (a) Vesting for Continuous Employment. If the Employee is employed by the Company (or
any Affiliate thereof) continuously during the Performance Cycle, the Award will vest 100%.

     (b) Vesting for Death, Disability and Termination by the Company without Cause. In
the event of the termination of Employee’s employment with the Company (or any Affiliate thereof)
prior to the end of the Performance Cycle due to the Employee’s death, Disability or termination by
the Company without cause, the Award will vest, in accordance with the following calculation. The
number of Performance Units under the Award to be vested is determined by the number of active
months of employment by the Employee during the Performance Cycle divided by 36 (which is the
number of months in the “Performance Cycle” as set forth in Schedule A).

Performance Unit Plan Grant Agreement

Performance Year 2009

 

 

     (c) Discretionary Vesting for Retirement. In the event of the termination of
Employee’s employment with the Company (or any Affiliate thereof) prior to the end of the
Performance Cycle due to the Employee’s retirement on or after attainment of age 60 with 10 years
of service or retirement on or after attainment of age 55 with 20 years of service, the Award will
vest, if the Compensation Committee, in its sole discretion by meeting or unanimous consent
occurring prior to the date of resignation, causes the Award to vest, in which event the Award will
vest in accordance with the following calculation. The number of Performance Units under the Award
to be vested is determined by the number of active months of employment by the Employee during the
Performance Cycle divided by 36 (which is the number of months in the “Performance Cycle” as set
forth in Schedule A).

     (d) No Vesting regarding Termination for Cause or Termination by Employee. In the
event of a termination by the Company for cause of Employee’s employment with the Company (or any
Affiliate thereof), or if the Employee terminates his/her employment with the Company (or any
Affiliate thereof), any unpaid Award shall be forfeited in its entirety.

     (e) Vesting for Change of Control. In the event of a Change of Control of the
Company, the Award will be vested and paid at target.

     3. Transfer Restrictions. This Award is non-transferable otherwise than by will or by
the laws of descent and distribution, and may not otherwise be assigned, pledged or hypothecated
and shall not be subject to execution, attachment or similar process. Upon any attempt by the
Employee (or the Employee’s successor in interest after the Employee’s death) to effect any such
disposition, or upon the levy of any such process, the Award may immediately become null and void,
at the discretion of the Compensation Committee.

     4. Tax. The Employee will pay ordinary income tax and all associated employment
taxes (FICA) when the Award is paid.

     5. Miscellaneous. This Agreement (a) shall be binding upon and inure to the benefit
of any successor of the Company, (b) shall be governed by the laws of the State of Texas and any
applicable laws of the United States, and (c) may not be amended without the written consent of
both the Company and the Employee. No contract or right of employment shall be implied by this
Agreement.

     6. Incorporation of Plan Provisions. This Award and the terms and conditions herein
set forth are subject in all respects to the terms and conditions of the Plan, which shall be
controlling and are incorporated herein by reference. Capitalized
terms not otherwise defined herein (inclusive of Schedule A) shall have the meanings set forth
for such terms in the Plan.

     7. Code Section 409A Compliance. Notwithstanding the applicable provisions of this
Agreement regarding timing of distribution of payments, the following special rules shall apply in
order for this Agreement to comply with Internal Revenue Code §409A: (i)

Performance Unit Plan Grant Agreement

Performance Year 2009

 

 

to the extent any
distribution is to a “specified employee” (as defined under IRC§409A) and to the extent such
applicable provisions of IRC §409A require a delay of such distributions by a six month period
after the date of such Employee’s separation of service with the Company, the provisions of this
Agreement shall be construed and interpreted as requiring a six month delay in the commencement of
such distributions thereunder.

     To the extent of any compliance issues under Internal Revenue Code Section 409A, the Agreement
shall be construed in such a manner so as to comply with the requirements of such provision so as
to avoid any adverse tax consequences to the Employee.

     8. SCI TSR. Notwithstanding anything herein to the contrary, no Award and no payment
shall be made under this Agreement if (i) the Company’s TSR is negative, or (ii) the Company’s TSR
ranking is less than the 25th percentile of the TSR of the peers in the Comparator
Group.

     9. Clawback. If (i) Employee is a Company officer at or above the level of Vice
President at the date of this Agreement and (ii) it is determined that Employee has engaged in
fraud that causes, in whole or in part, a material adverse restatement of the Company’s financial
statements, then any unpaid Award shall be forfeited in its entirety. In addition, if (i) an Award
has been paid under this Agreement prior to the time of such determination, and (ii) the payment
occurred at any time after the ending date of the period covered by the incorrect financial
statements, then the Employee must repay the Company the entire amount of his or her Award payment.
Any determination by the Board of Directors with respect to the foregoing shall be final, subject
however to the right of the Employee to contest such determination in any court of competent
jurisdiction. The Company agrees to pay promptly as incurred all legal fees and expenses which the
Employee may reasonably incur as a result of any such contest; provided however, if the Employee
does not prevail in such contest, the Employee will reimburse the Company for all such legal fees
and expenses. As used herein, the term “fraud” shall mean the act of knowingly making a false
representation of a material fact with the intent to deceive.

     10. Binding Effect. This Agreement shall be effective only if executed by the Company
(by manual, typed, stamped or facsimile signature), recorded as a performance unit grant in the
minutes of the committee administering the Plan and manually signed by Employee. This Agreement
shall be binding upon and inure to the benefit of any successors to the Company and all persons
lawfully claiming under Employee.

     IN WITNESS HEREOF, the Employee and the Company have executed this Performance Unit Grant
Award as of the day and year first above written.

Performance Unit Plan Grant Agreement

Performance Year 2009

 

 

	 	 	 
	EMPLOYEE

	 	Service Corporation International
	 
	 	 
	 

	 	 
	[Signature]

	 	Name:
	 

	 	Title:

Performance Unit Plan Grant Agreement

Performance Year 2009

 

 

Schedule A

Performance Unit Grant Criteria

Definitions

For purposes of this Award, the following definitions will control:

“Award” is a grant of Performance Units as approved by the Compensation Committee of the Board of
Directors of Service Corporation International.

“Comparator Group” is defined as the publicly traded U.S. companies with revenues of $1 — $3
billion listed in the Towers Perrin 2009 executive compensation database at the date hereof which
are in existence at the end of the performance cycle.

“Measurement Price” is defined as the closing stock price on the last trading day of the
performance period.

“National Exchange” is defined as the New York Stock Exchange (NYSE), the National Association of
Stock Dealers and Quotes (NASDAQ), or the American Stock Exchange (AMEX).

“Plan Administrator” is SCI’s Compensation Committee, which may delegate certain elements of
administrative responsibility to the Company’s CEO or appropriate members of his staff. Any
performance goals, performance standards and award determinations must be approved by SCI’s
Compensation Committee.

“Performance Cycle” is defined as the three-year period beginning December 31, 2008 and ending
December 31, 2011.

“Performance Settlement Factor” is the applicable percentage set forth in Schedule B to be applied
to the number of vested units based on SCI’s relative TSR ranking within the Comparator Group, as
interpolated.

“Performance Unit” is a unit valued at $1 per unit.

“Total Shareholder Return” (TSR) is defined as the rate of return reflecting stock price
appreciation plus reinvestment of dividends over the Performance Cycle. Specifically, TSR will be
calculated using the following provisions: $100 invested in SCI stock on the first day of the
performance cycle, with dividends reinvested, compared to $100 invested in each of the peer
companies in the Comparator Group, with dividend reinvestment during the same period.

Performance Unit Plan Grant Agreement

Performance Year 2009

 

 

Schedule B

Performance Unit Awards Settlement Criteria

2009 — 2011 Performance Cycle

	 	 	 	 	 
	SCI Weighted	 	 	 	 
	Average Total	 	 	 	 
	Shareholder Return	 	 	 	 
	Ranking Relative to	 	 	 	% of Target Award
	Comparator Group at	 	 	 	Paid as Incentive
	End of Performance	 	 	 	(Performance
	Cycle*	 	Ranking	 	Settlement Factor)
	Maximum
	 	75th% or greater
	 	200%
	 
	 	70th%ile
	 	180%
	 
	 	65th%ile
	 	160%
	 
	 	60th%ile
	 	140%
	 
	 	55th%ile
	 	120%
	Target
	 	50th%ile
	 	100%
	 
	 	45th%ile
	 	85%
	 
	 	40th%ile
	 	70%
	 
	 	35th%ile
	 	55%
	 
	 	30th%ile
	 	40%
	Threshold
	 	25th%ile
	 	25%
	Below Threshold
	 	Less than 25th%ile
	 	0%

	 	•	 	Calculation of awards for performance levels between Target and Maximum, or Threshold
and Target will be calculated using straight-line interpolation.
	 
	 	•	 	If mergers and acquisitions result in a reduction in the number of peer group companies
during the cycle, these percentile rankings will reflect the Comparator Group companies
still intact at the end of the performance cycle.
	 
	 	•	 	In the event SCI’s TSR is negative at the end of the performance period, no payments
will be made to participants.

Performance Unit Plan Grant Agreement

Performance Year 2009

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