Document:

EX-10.1

 Exhibit 10.1 
 NORTHWEST PIPE COMPANY 
 2013 

SHORT TERM INCENTIVE PLAN 
  

	I.	PURPOSE 

 The purpose of the Northwest Pipe
Company 2013 Short Term Incentive Plan (“Plan”) is to enhance the ability of the Company to attract, motivate, reward and retain its senior level employees while aligning employees’ interests with those of the Company’s
shareholders by providing additional cash compensation to Eligible Employees of the Company based on the achievement of objective performance targets. 
  

	II.	DEFINITIONS 

  

	 	a)	“Award” means an annual incentive bonus earned by an Eligible Employee under the Plan for a Year. 

 

	 	b)	“Base Salary” for a Year means the Eligible Employee’s annual base salary actually received as an Eligible Employee for the Year. Base salary does not
include Awards under the Plan, long-term incentive awards, imputed income from such programs as life insurance, or nonrecurring expenses such as moving expenses. It is also based on salary before reductions for such items as contributions under
Section 401(k) of the Internal Revenue Code of 1986, as amended. 

  

	 	c)	“Board” means the Board of Directors of the Company. 

  

	 	d)	“Committee” means the Compensation Committee of the Board. 

  

	 	e)	“Company” means Northwest Pipe Company, an Oregon Corporation, its successors and assigns. 

 

	 	f)	“Eligible Employees” means Executive Officers and any other senior level employee as approved by the CEO. 

 

	 	g)	“Executive Officers” means executive officers of the Company as appointed by the Board, any Group Vice Presidents of Sales and any Group Vice Presidents of
Operations. 

  

	 	h)	“Group” means Water Transmission Group or Tubular Products Group. 

 

	 	i)	“Income Before Income Taxes” means income before income taxes for the Company as reflected in the Company’s audited consolidated financial statements
before extraordinary or unusual items (e.g. charges for divestiture and restructuring activities and gains on sales) and the cumulative effect of any change in accounting principles. 

 

	 	j)	“Maximum” for any Year, means the level of achievement, as established by the Committee, of the Performance Criteria level necessary to earn 200% of the
target payout for the Plan. 

  

	 	k)	“Operating Income” means operating income for the Company and Group as reflected in the Company’s audited consolidated financial statements before
extraordinary or unusual items (e.g. charges for divestiture and restructuring activities and gains on sales) and the cumulative effect of any change in accounting principles. The Company’s operating income is reported on the Consolidated
Statements of Operations and the Group’s operating income is disclosed in the footnotes to the consolidated financial statements. 

  

	 	l)	“Performance Criteria” means: 

  

	 	i.	Income Before Taxes, 

  

	 	ii.	Operating Income, or 

  

	 	iii.	A combination of the foregoing or such other performance measures as the Committee may approve from time to time. 

  
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	 	iv.	Performance Criteria may be in respect to the performance of the consolidated Company, a Group, or any combination of the foregoing. It may be absolute or relative and
may be expressed in terms of a progression with a specified range. 

  

	 	m)	“Performance Goals” means the Threshold, Target and Maximum levels specifically. 

 

	 	n)	“Plan” means this Short Term Incentive Plan. 

  

	 	o)	“Target” for any Year, means the level of achievement, as established by the Committee, of the Performance Criteria necessary to earn the target payout for
the Plan. 

  

	 	p)	“Target Award Percentage” for an Eligible Employee with respect to any Year means the percentage of the Eligible Employee’s Base Salary as established by
the Committee the salaried employee would earn as an Award for that Year upon attainment of the Performance Targets applicable to such Eligible Employee. 

  

	 	q)	“Threshold” for any Year, means the minimum acceptable performance necessary to start earning an Award, as established by the Committee of the Performance
Criteria necessary to earn any Award under the Plan. 

  

	 	r)	“Year” means the fiscal year of the Company or any other period designated by the Committee with respect to which an Award is earned.

  

	III.	PLAN ADMINISTRATION 

 The Committee administers
the Plan. The Committee has full authority to establish the rules and regulations relating to the Plan and to interpret the Plan and those rules and regulations. The Committee has the authority to approve the Performance Criteria, Performance Goals
and Target Award Percentages applicable to each Eligible Employee. The Committee has the authority to decide and interpret the facts in any case arising under the Plan and to make all other determinations and to take all other actions necessary or
appropriate for the proper administration of the Plan, including the delegation of such authority or power, where appropriate. However, the Committee is not authorized to increase the amount of the Award that would otherwise be payable pursuant to
the terms of the Plan without the approval of the Board. 
  

	IV.	CHANGES TO THE PERFORMANCE GOALS 

 The Committee
may change the Performance Goal(s) to reflect a change in corporate capitalization or a corporate transaction, such as a merger, consolidation, separation, reorganization or partial or complete liquidation. The Committee may also change the
Performance Goal(s) to reflect the occurrence of unexpected events, such as the acquisition or disposition, product liability judgment or such others as the Committee may determine. 

 

	V.	EMPLOYEE ELIGIBILITY 

 The Plan includes all
Executive Officers. The CEO, at his discretion, may add other senior level employees to the Plan. An Eligible Employee must have been employed at least 90 days on the last day of the Year to participate in that Year’s Plan. Eligible Employees
must continue as an employee of the Company through the day the bonus is awarded. 
  

	VI.	DETERMINATION AND PAYMENT OF AWARDS 

  

	 	a)	The CEO shall prepare, for Committee review and approval, schedules with respect to each Year, which after approval will be treated as part of the Plan for that Year,
setting forth: 

  

	 	i.	The Company and Group Performance Goals, and 

  

	 	ii.	The Target Award Percentages for each Eligible Employee. 

  
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	 	b)	The CEO or his designate shall notify each Eligible Employee of his or her Target Award Percentage and Performance Goals for the Year. 

 

	 	c)	The amount of an Eligible Employee’s Award will vary depending on performance. There is no Award for below Threshold performance, performance at Target earns a
100% Target Award Percentage, and performance at Maximum earns a 200% Target Award Percentage. For performance between Threshold, Target and Maximum, Awards are calculated by interpolating on a straight line basis between the established goals.

  

	 	d)	Up to 30% of an Eligible Employee’s award is dependent on the achievement of individual goals. 

 

	 	e)	Notwithstanding anything contained in this Plan to the contrary, the Committee in its sole discretion may reduce any Award to any Eligible Employee to any amount,
including zero. 

  

	 	f)	As soon as practicable after the completion of the Company’s financial statements for the Year, the CEO shall review and approve each Award earned by Eligible
Employees that are not Executive Officers and the Committee shall review and approve any Award earned by any Executive Officer. Each Award shall be paid in a single lump sum cash payment as soon as practicable after the completion of the review and
approval process, generally no later than 3 months after the close of the Year in which the Award was earned. 

  

	 	g)	If the Company’s financial statements are the subject of a restatement due to misconduct, to the extent permitted by governing law, in all appropriate cases, the
Company will seek reimbursement of excess incentive cash compensation paid under the Plan to Executive Officers for the relevant Plan Years. For purposes of this Plan, excess incentive cash compensation means the positive difference, if any, between
(i) the Award paid to the Executive Officer and (ii) the Award that would have been made to the Executive Officer, not including the effect of any discretionary reductions made by the Committee, had the Target Award Percentage been
calculated based on the Company’s financial statements as restated. 

  

	VII.	AMENDMENTS 

 The Committee may at any time amend
(in whole or in part) the Plan. 
  

	VIII.	TERMINATION 

 The Committee may terminate this
Plan (in whole or in part) at any time. 
  

	IX.	MISCELLANEOUS PROVISIONS 

  

	 	a)	This Plan is not a contract between the Company and the Eligible Employees. Neither the establishment of this Plan, nor any other action taken hereunder, shall be
construed as giving any individual any right to participate in the Plan, receive an Award or be retained in the employ of the Company. The Company is under no obligation to continue the Plan. 

 

	 	b)	The Plan is not funded. The Plan is not required to establish any special or separate fund, or to make any other segregation of assets, to assure payment of Awards.

  

	 	c)	The Company has the right to deduct from Awards paid any taxes or other amounts required by law to be withheld. 

 

	 	d)	Nothing contained in the Plan shall limit or affect in any manner or degree the normal and usual powers of management exercised by the executives, officers, the Board
or committees thereof. Management will continue to have the power to change the duties or the character of employment of any employee (including any executive) of the Company or to remove the individual from the employment of the Company at any
time, all of which rights and powers are specifically reserved. 

  

	 	e)	An Eligible Employee in a Plan Year is not automatically an Eligible Employee in future Plan Years. 

 

	 	f)	The Plan and all rights hereunder shall be construed in accordance with and governed by the laws of the State of Oregon. 

  
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	 	g)	If all or any part of this Plan is declared, by any court, governmental authority or arbitrator, to be unlawful or invalid, such unlawfulness or invalidity will not
serve to invalidate any portion of this Plan not declared to be unlawful or invalid. Any section or part of a section so construed in a manner which will give effect to the terms of such section or part of a section to the fullest extent possible
while remaining lawful and valid. 

  

	 	h)	Neither the Committee’s nor the Board’s determinations under this Plan need to be uniform and may be made by the Committee or the Board selectively among
persons who receive, or are eligible to receive, Awards (whether or not such persons are similarly situated). 

  

	X.	EFFECTIVE DATE 

 This Plan was approved by the
Committee on February 21, 2013 and is effective as of January 1, 2013. 

  
 4EX-10.(E)

 Exhibit 10(E) 
 VF CORPORATION 
 AWARD CERTIFICATE 

Performance-Based Restricted Stock Units (“PRSUs”) for 

Three-Year Performance Cycle
            -            under the 
 Mid-Term Incentive Plan 
 Target PRSUs Awarded:
             
 To:
                        (“Participant”) 
 I am pleased to advise you that you have been awarded the opportunity to earn from 0% to 225% of the number of Performance-Based Restricted Stock Units set forth above under VF Corporation’s
Mid-Term Incentive Plan for the Performance Cycle commencing at the beginning of fiscal             and ending on the final day of VF Corporation’s
            fiscal year under the terms and conditions set forth in the attached Appendix. The actual number of shares of VF Common Stock that you may receive at the end of the Performance
Cycle will depend, among other things as described in the Appendix, on the level of achievement over the Performance Cycle of specified performance goals set by the Compensation Committee of the VF Board of Directors. 

 

			
	VF CORPORATION
		
	By:	 	
		 	 Eric C. Wiseman

Chairman, President and Chief Executive Officer

 Dated:              

 VF CORPORATION 

APPENDIX TO 
 PRSUs AWARD CERTIFICATE 
 Terms and Conditions Relating to

 Performance-Based Restricted Stock Units (“PRSUs”) 

 

	1.	Opportunity to Earn PRSUs. 

 Participant has been designated as having the opportunity to earn Performance-Based Restricted Stock Units (“PRSUs”) under VF Corporation’s (the “Company’s”) Mid-Term
Incentive Plan, as amended (the “Mid-Term Plan”) for the three-year Performance Cycle specified in the Award Certificate (the “Performance Cycle”). Subject to the terms and conditions of the Mid-Term Plan and this Agreement,
Participant will have the opportunity to earn from 0% to 225% of the targeted number of PRSUs (the “Target PRSUs”) for the Performance Cycle. The number of Target PRSUs shall be number set forth on the Award Certificate plus additional
PRSUs resulting from Dividend Equivalents and adjustments, as specified in Section 3(c). 
  

	2.	Incorporation of Plans by Reference; Certain Restrictions. 

 (a) PRSUs which may be earned by the Participant represent Stock Units under the Company’s Mid-Term Plan and 1996 Stock Compensation Plan, as amended (the “1996 Plan”), copies of which have
been made available to Participant. All of the terms, conditions, and other provisions of the Mid-Term Plan and the 1996 Plan (together, the “Plans”) are hereby incorporated by reference into this document. Capitalized terms used in this
document but not defined herein shall have the same meanings as in the Mid-Term Plan. If there is any conflict between the provisions of this document and the provisions of the Plans, the provisions of the Plans shall govern. 

(b) Until PRSUs have become earned in accordance with Section 4, PRSUs shall be subject to a risk of forfeiture as provided in the
Plans and this document. Until such time as the PRSUs have become settled by delivery of shares in accordance with Section 6, PRSUs will be nontransferable, as provided in the Plans and Section 3(d). Participant is subject to the VF Code
of Business Conduct and related policies on insider trading restricting Participant’s ability to sell shares of the Company’s Common Stock received in settlement of PRSUs, which may include “blackout” periods during which
Participant may not engage in such sales. 
  

	3.	General Terms of PRSUs. 

(a) Each PRSU represents a conditional right of the Participant to receive, and a conditional obligation of the Company to deliver, one
share of the Company’s Common Stock, at the times specified hereunder and subject to the terms and conditions of the Mid-Term Plan and this document. 
 (b) Not later than March 15 following the end of a given Performance Cycle, the Committee will make a final determination of the extent to which the performance goals for that Performance Cycle were
achieved and the number of PRSUs earned for that Performance Cycle. The date at which the Committee makes such final determination will be the “Determination Date” for such Performance Cycle. 

(c) An account will be maintained for Participant for purposes of the Mid-Term Plan, to which the initial number of Target PRSUs for each
Performance Cycle shall be credited. Dividend Equivalents will be credited on the Target PRSUs in accordance with Section 7(b) of the Mid-Term Plan. The Committee may vary the manner and terms of crediting Dividend Equivalents during the
Performance Cycle, for administrative convenience or any other reason, provided that the Committee determines that any alternative manner and terms 

  
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result in equitable treatment of Participant. The number of Target PRSUs and the terms of PRSUs will be subject to adjustment upon the occurrence of certain extraordinary corporate events
specified in Section 7(b) of the Mid-Term Plan and otherwise in accordance with Section 6(b) of the Mid-Term Plan, such adjustments to be made by the Committee in order to prevent dilution or enlargement of Participant’s opportunity
to earn incentive compensation under this Agreement. Thus, the percentage of Target PRSUs earned under Section 4 will include the additional PRSUs resulting from the crediting of Dividend Equivalents. 

(d) PRSUs are non-transferable to the extent specified in Section 9(h) of the Mid-Term Plan. 

 

	4.	Earning of PRSUs. 

 (a)
PRSUs for the Performance Cycle will be earned in accordance with Sections 6(a) and 6(c) of the Mid-Term Plan as follows: 
 (i)
If Participant has been designated a “Covered Employee” for the Performance Cycle, a required condition in order for Participant to earn PRSUs for the Performance Cycle will be that the “Pre-Set Goal” has been achieved (in
addition to achievement of the Challenge Goal, as specified below). The Pre-Set Goal will be achieved if the Company’s aggregate earnings per share (diluted) for the three fiscal years in the Performance Cycle, excluding the effects of
extraordinary and non-recurring items and changes in accounting principles, shall be positive. For purposes of compliance with requirements of Code Section 162(m), so that PRSUs earned by Participant shall qualify as performance-based
compensation, the achievement of the Pre-Set Goal shall be a condition that qualifies Participant to earn the maximum number of PRSUs, with any reduction from such maximum based on the level of achievement of the Challenge Goal or as a result of any
exercise of the discretion of the Committee to constitute an exercise of negative discretion for purposes of Section 162(m). 
 (ii) If Participant has not been designated a “Covered Employee” for the Performance Cycle, the applicable performance goal for Participant shall be the Challenge Goal specified below.

 (iii) The Challenge Goal set forth herein must be achieved at the levels specified herein in order for PRSUs to be earned for
the Performance Cycle. The Challenge Goal shall be the average, over the three fiscal years in the Performance Cycle, of the levels of achievement of the Executive Incentive Compensation Plan (the “EIC Plan”) Target Corporate Goal set by
the Committee for each of the fiscal years in the Performance Cycle. For this purpose, the designation of target performance, which shall result in the earning of the Target PRSUs, and threshold and maximum performance, shall be the average of the
target, threshold and maximum levels, respectively, specified by the Committee under the EIC Plan for the three fiscal years in the Performance Cycle; provided however that the payout for the Participant shall be increased or decreased as follows:

  

	 	•	 	 if the total shareholder return (share price appreciation plus deemed reinvestment of dividends) (TSR) of the Company over the period from
January 1,             through the end of the Performance Cycle (the “Measurement Period”) falls at or above the 75th percentile of TSR of the S&P 500 Companies over the Measurement Period, the payout for the Participant shall be
increased by 25% of the Participant’s Target Award; 

  

	 	•	 	 if the TSR of the Company over the Measurement Period falls between the 75th and the 25th percentile of TSR of the S&P 500 Companies over the Measurement Period, there shall be no change in the payout;
and 

  

	 	•	 	 if the TSR of the Company over the Measurement Period falls at or below the 25th percentile of TSR of the S&P 500 Companies over the Measurement Period, the payout for each Participant shall be
decreased by 25% of the Participant’s Target Award but not below zero. 

  
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For purposes of calculating the TSR of the S&P 500 Companies over the Measurement Period, the companies included in the calculation shall be only those companies that are included in the
S&P 500 both at the beginning and the end of the Measurement Period and the share price of each such company at the beginning of the period shall be the average price over the trading days in January
            and the share price of each such company at the end of the period shall be the average price over the trading days in December
            . 

 Performance and the percentage of
Target PRSUs earned will be interpolated, if the performance achieved is between threshold and target or between target and maximum. The Committee retains complete discretion in setting the EIC Plan goals and related terms which are incorporated
into this Challenge Goal; the setting of such EIC Plan goals and related terms may occur at any time during the Performance Cycle (subject to applicable provisions of the EIC Plan). In addition, if in the second or third year of the Performance
Cycle the EIC Plan performance objective is based on business criteria different from those used in the prior year, or otherwise departs from the format that corresponds to the Plans and this Agreement, the Committee may specify a different
Challenge Goal. 
 (b) At the Determination Date, at which time the Committee will have determined whether and the extent to
which the Performance Goals specified in this Section 4 have been achieved and made other determinations authorized hereunder, any PRSUs that are determined to have not been earned shall cease to be earnable and shall be cancelled. 

 

	5.	Effect of Termination of Employment. 

 Upon Participant’s Termination of Employment prior to the end of a given Performance Cycle, the Participant’s unearned PRSUs relating to that Performance Cycle shall cease to be earnable and
shall be cancelled, except to the extent provided in Section 8 of the Mid-Term Plan (which provides for settlement of a specified portion of the PRSUs in certain cases of death, disability, Retirement, termination by the Company not for Cause,
and certain other circumstances, including certain terminations following a Change in Control). 
  

	6.	Settlement of PRSUs. 

(a) PRSUs that are earned will be settled by delivery of one share of Common Stock for each PRSU. Such settlement will occur as of the
Determination Date, with delivery of shares to take place as promptly as practicable thereafter (and in no event more than 60 days thereafter), in accordance with Section 9 of the Mid-Term Plan. Participant may not elect to defer receipt of
Common Stock issuable in settlement of PRSUs. 
 (b) Whenever Common Stock is to be delivered hereunder, the Company shall
deliver to the Participant or the Participant’s Beneficiary one or more certificates representing the shares of Common Stock, registered in the name of the Participant, the Beneficiary, or in such other form of registration as instructed by the
Participant, except that the Committee may provide for alternative methods of delivery for administrative convenience. The obligation of the Company to deliver Common Stock hereunder is conditioned upon compliance by the Participant and by the
Company with all applicable Federal and state securities and other laws and regulations. 
  

	7.	Tax Withholding. 

 In
furtherance of the tax withholding obligations imposed under Section 9(g) of the Mid-Term Plan, the Company shall withhold from the shares deliverable in settlement of PRSUs the number of shares having an aggregate Fair Market Value equal to
the mandatory Federal and state withholding requirements, including FICA, but rounded down to the nearest whole share, unless Participant has made other arrangements approved by the Human Resources Department in advance of settlement to make payment
of such withholding amounts. 

  
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	8.	Binding Effect; Integration. 

 The terms and conditions set forth in this document shall be binding upon the heirs, executors, administrators and successors of the parties. The Award Certificate, this document, and the Mid-Term Plan
constitutes the entire agreement between the parties with respect to the PRSUs and supersedes any prior agreements or documents with respect thereto. No amendment, alteration, suspension, discontinuation or termination of this document which may
impose any additional obligation upon the Company or materially impair the rights of the Participant with respect to the PRSUs shall be valid unless in each instance such amendment, alteration, suspension, discontinuation or termination is expressed
in a written instrument duly executed in the name and on behalf of the Company and, if Participant’s rights are materially impaired thereby, by Participant. 
  

	9.	PRSUs subject to Forfeiture Policy for Equity and Incentive Awards in the Event of Restatement of Financial Results. 

The PRSUs subject to this Award Certificate are subject to the Company’s Forfeiture Policy for Equity and Incentive Awards in the Event of
Restatement of Financial Results as in effect at the date of this Award Certificate. Such Policy imposes conditions that may result in forfeiture of such PRSUs or the proceeds to you resulting from such PRSUs (a so-called “clawback”) in
certain circumstances if the Company’s financial statements are required to be restated as a result of misconduct. 

  
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