Document:

Exhibit

Exhibit 10.8

ENPRO INDUSTRIES, INC.
MANAGEMENT STOCK PURCHASE DEFERRAL PLAN
(EFFECTIVE AS OF OCTOBER 29, 2012)

THIS AMENDMENT to the EnPro Industries, Inc. Management Stock Purchase Deferral Plan (As Established Effective on October 29, 2012) (the “Plan”) is adopted by EnPro Industries, Inc. (the “Company”).
WHEREAS, the Company has adopted and maintains the Plan as a nonqualified deferred compensation plan for the benefit of certain of its employees; and 
WHEREAS, the Plan authorizes the amendment of the Plan at any time by the Company; and
WHEREAS, the Company desires to amend the Plan as set forth herein to (i) cease deferral elections for Plan Years beginning on and after January 1, 2017, and (ii) change the method for crediting dividend equivalents on Stock Units from and after the date hereof; and
WHEREAS, the amendment to the Plan as set forth herein has been approved by the Compensation and Human Resources Committee of the Board of Directors of the Company.
NOW THEREFORE, the Plan is hereby amended as follows effective as of the date hereof:
1.Section 3.1 of the Plan is amended in its entirety to read as follows:
“3.1    Eligibility
The Committee shall designate which Employees shall be Eligible Employees for a given Plan Year. An Employee designated as an Eligible Employee with respect to one Plan Year need not be designated as an Eligible Employee for any subsequent Plan Year. The Plan is intended to limit eligibility to a “select group of management or highly compensated employees” within the meaning of the Employee Retirement income Security Act of 1974, as amended.  Notwithstanding any provision of the Plan to the contrary, no Employee shall become a Participant for any Plan Year beginning on or after January 1, 2017, and no deferral elections shall be permitted under the Plan for any Plan Year beginning on or after January 1, 2017.  Each Employee who had become a Participant for any Plan Year beginning before January 1, 2017 shall continue to participate in the Plan to the extent provided herein.”

2.Section 3.4 of the Plan is amended in its entirety to read as follows: 
“3.4    Account Adjustments
For periods prior to July 26, 2016, each Payment Sub-Account shall be credited with additional whole or fractional Stock Units for cash dividends paid on the Common Stock based on the number of Stock Units in the Payment Sub-Account on the applicable dividend record date and calculated based on the Fair Market Value of the Common Stock on the applicable dividend payment date.  Notwithstanding any provision of the Plan to the contrary, effective July 26, 2016 and thereafter, each Payment Sub-Account shall be credited with additional cash for the cash dividends paid on the Common Stock based on the number of Stock Units in the Payment Sub-Account on the applicable dividend record date. This additional cash credited to the Payment 

1

Sub-Account will accrue interest at the annual rate of 2%, compounded annually. Each Payment Sub-Account shall also be equitably adjusted as determined by the Committee in the event of any stock dividend, stock split or similar change in the capitalization of the Company.”

3.    Except as expressly or by necessary implication amended hereby, the Plan shall continue in full force and effect.
ENPRO INDUSTRIES, INC.
	
		
	By:
	/s/ Robert S. McLean

	 
	Name:  Robert S. McLean

	 
	Title:    Chief Administrative Officer, General Counsel and

	 
	Secretary

	 
	 

	Date:
	July 26, 2016

2Exhibit

Exhibit 10.30

Summary of Director and Executive Officer Compensation Arrangements

In addition to the compensation arrangements filed as other exhibits to this annual report, EnPro Industries, Inc. (the “Company”) has the following compensation arrangements with its directors and current executive officers who are named executive officers.

Compensation Arrangements for Directors

The Company has an arrangement to pay non-employee members of the Company’s board of directors compensation for their service on the board.  Effective for 2018, each non-employee member of the Company’s board of directors receives an annual retainer of $175,000, $80,000 of which is paid in cash and $95,000 of which is paid in phantom shares of our common stock upon the director’s termination of service as a director.  The non-executive chairman of the board receives an additional quarterly fee of $15,000 for his service in that capacity and for his service as chairman of the Nominating and Corporate Governance Committee, the chairman of the Audit and Risk Management Committee receives an additional annual fee of $20,000, and the chairman of the Compensation and Human Resources Committee receives an annual fee of $15,000.  

Compensation Arrangements for Named Executive Officers

The Company’s chief executive officer and its other most highly compensated current executive officers who are named executive officers in the Company's proxy statement for its 2019 annual meeting of shareholders are all “at-will” employees who serve at the pleasure of the board of directors.  The board of directors sets the annual base salary for each of the named executive officers and has the discretion to change the salary of any of the officers at any time.  Effective for 2019, the annual base salaries for these named executive officers are as follows:
	
		
	Named Executive Officer
	Base Salary

	Stephen E. Macadam
	$887,452

	Marvin A. Riley
	$475,000

	J. Milton Childress II
	$452,000

	Robert S. McLean
	$400,000

	William C. O'Neal
	$297,000Exhibit

Exhibit 4.13

ARCELORMITTAL GROUP MANAGEMENT BOARD
Performance Share Unit PLAN

ANNEX F 
Supplemental Terms for 2018-2019 Group Management Board Performance Share Units Plan
The following share limits and vesting provisions shall apply to all Awards granted pursuant to the Plan during the period beginning on the date of the general meeting of shareholders of the Company in 2018 and ending on the date of the annual general meeting of shareholders of the Company to be held in 2019 (the “2018-2019 Plan Year”).  All other terms and conditions of the Performance Share Units are as set forth in the Plan, including but not limited to Section 6 thereof.
For purpose of clarification, as from 1st January 2016 the General Management Board has been replaced by the CEO Office, for the purpose of the 2018-2019 Plan Year” any mention made in the Plan to the Group Management Board or its members should be interpreted as made to the CEO Office or its members.   

1.    Grant of Awards
The value of the Award shall correspond to 100% of the base salary at the date of the grant of the Award for the Chief Executive Officer of ArcelorMittal and for the Chief Financial Officer of ArcelorMittal.
For the purpose of the above, the value of the Award shall be calculated by using the relevant exchange rate of the business day preceding the day of the grant (as published in the treasury server https://web-treasury.appliarmony.net/servlet/Serv3?Forme=Form21).
In order to determine the amount of the Award, the Volume-Weighted Average Price of the New York Stock Exchange of the business day (VWAP) preceding the grant shall be used. In order to calculate the number of Performance Share Units to be granted, a mathematic rounding shall be applied.
2.    Vesting.  
		
	(a)
	Each Award granted during the 2018-2019 Plan Year shall vest after the completion of the three (3) full year financial exercises commenced after the date on which the Award was granted, subject to the continued active Employment of the Participant through such date and subject to the achievement of the performance targets described hereafter, each of which shall determine the vesting of a specific portion of the Award and therefore shall be calculated separately to determine the total vesting.

		
	(b)
	The performance targets for each Award granted during the 2018-2019 Plan Year and the portion of the Award conditioned by each of them shall be as follows: 

		
	(i)
	The vesting of fifty percent (50%) of the Award (the “TSR Award”) shall be subject 

to the Company achievement on Total Shareholder Return (TSR) over the vesting period, one half of which shall be determined by comparing the Company’s TSR to  the median of the average TSR performance of the companies comprising a comparator group defined by the Committee (the “TSR Comparator Group Award Portion”), as measured over the three-year vesting period, and one half of which shall be determined  by comparing the Company’s TSR to  the TSR achieved by all of the companies forming the S&P 500 index (the “TSR S&P 500 Index Award Portion”), and 
		
	(ii)
	The vesting of the remaining fifty percent (50%) of the Award shall be subject to the Company achievement on Earnings Per Share ratio (EPS) over the vesting period relative to the EPS of the comparator group defined by the Committee (the “EPS Award”).  

		
	(c)
	The performance targets applicable to the TSR Award and the EPS Award shall be as follows:

		
	(i)
	With respect to the TSR Comparator Group Award Portion, the threshold level shall be 100% of the median and the targeted level shall be 120% of the median of the average performance realized by the companies in the comparator group over the three years of the vesting period,

		
	(ii)
	With respect to the TSR S&P 500 Index Award, the threshold level shall be 100% of index performance and the targeted level shall be 2% better than the index 

		
	(iii)
	With respect to the EPS Award, the threshold level shall be 100% of the median and the targeted level shall be 120% of the median of the average performance realized by the companies in the comparator group over the three years of the vesting period,

		
	(d)
	At the end of the vesting period the Committee shall determine the level of performance achieved for each of the performance criteria and, for the portion of the awards conditioned by each of them, the Performance Share Units that shall vest and be subject to settlement for each Participant as follows:

		
	(i)
	No Performance Share Units shall vest if the Committee determines that the achievement reached for the performance target is below the threshold level defined.

		
	(ii)
	Performance Share Units shall vest and the Participants shall have the right to the settlement of a number of shares equal to 50% of the Performance Share Units granted if the Committee determines that the achievement reached for the performance target is at the threshold level defined.

		
	(iii)
	Performance Share Units shall vest and the Participants shall have the right to the settlement of a number of shares equal to 100% of the Performance Share Units granted if the Committee determines that the achievement reached for the performance target is at the targeted level defined or above.

For performance results between threshold and target levels of the performance targets, the Committee shall apply straight-line interpolation to determine the number of Performance Share Units that shall vest and be subject to settlement for the Participants, provided that in no event will a Participant be entitled to settlement of a number of Performance Share Units equal to more than 100% of the Performance Share Units granted to the Participant.  
The table below summarizes the performance criteria and the percentage of vesting associated to different achievement levels for each Award portion described in this document

	
				
	Performance Measure
	Weight
	Threshold
	Target

	TSR vs Peer Group
	25%
	100% median of Peer Group
	120% median of Peer Group

	Percentage of Vesting
	50%
	100%

	TSR vs S&P 500
	25%
	Performance equal to index
	Performance equal to index + 2% overperformance

	Percentage of Vesting
	50%
	100%

	EPS vs Peer Group
	50%
	100% median of Peer Group
	120% median of Peer Group

	Percentage of Vesting
	50%
	100%

		
	(e)
	The Committee shall determine whether the performance criteria have been met within sixty (60) days from the vesting date, and shall inform each Participant of such performance as soon as practicable thereafter.

Vested awards shall be settled by the Company pursuant to the terms of the Plan on or within fourteen (14) days after confirmation that the performance criteria have been met, provided that the Participant has submitted all necessary settlement information prior to such time.
EXHIBIT 6
Terms Applicable to Participants Subject to United States Federal, State or Local Tax in Respect of Performance Share Units Granted Pursuant to the Plan during the 2018-2019 Plan Year

Pursuant to Section 17 of the Plan, the following terms and conditions shall apply to all Awards issued to any Participant who is or may be subject to federal, state or local tax in respect of any Performance Share Units granted pursuant to the Plan during the 2018-2019 Plan Year (a “U.S. Participant”).  With respect to each U.S. Participant, in the event of any conflict between the terms of the Plan and this Exhibit 5, the terms of this Exhibit 5 shall apply.    
		
	1.
	Vesting and Settlement.  

All Awards granted to U.S. Participants shall be settled within two and one-half months (75 calendar days) following the date on which such Award vests.  
		
	2.
	Committee Discretion.  

With respect to Awards granted to U.S. Participants, the Committee’s authority with respect to leaves of absence as set forth in Section 4(d) of the Plan shall be limited as follows: the Committee shall determine whether an authorized leave of absence, or absence in military or government service, shall constitute termination of Employment; provided that, no payment shall be made with respect to any Award that is subject to Section 409A of the Code as a result of any such authorized leave of absence or absence in military or government service unless such authorized leave or absence constitutes a separation from service for purposes of Section 409A. 
		
	3.
	Payments by the Company. 

With respect to Awards granted to U.S. Participants, the Committee may not accelerate the settlement of any Award unless any such acceleration would be permissible under Section 409A of the 

Code. 
		
	4.
	Adjustments Upon Certain Changes.  

No provision of Section 9 of the Plan shall be given effect with respect to Awards granted to U.S. Participants, to the extent that such provision would cause any tax to become due under Section 409A of the Code. 
		
	5.
	Amendment or Termination of the Plan. 

With respect to Awards granted to U.S. Participants, no provision of the Board of Directors’ right to amend or terminate the plan as provided in Section 12 of the Plan shall be given effect to the extent that such provision would cause any tax to become due under Section 409A of the Code. 
		
	6.
	Certain Limitations on Awards to Ensure Compliance with Code Section 409A. 

The Company intends that the Plan and each Award granted hereunder that is subject to Section 409A of the Code shall comply with Section 409A of the Code and that the Plan shall be interpreted, operated and administered accordingly.  In the event any term and/or condition of an Award granted hereunder would cause the application of an accelerated or additional tax due by the Participant under Section 409A of the Code, such term and/or condition shall be restructured, to the extent possible, in a manner, determined by the Committee, that does not cause such an accelerated or additional tax.  Any reservation of rights by the Company hereunder affecting the timing of payment of any Award subject to Section 409A of the Code (including, without limitation, the rights of the Committee pursuant to Section 9(d)) will only be as broad as is permitted by Section 409A of the Code.  Notwithstanding anything herein to the contrary, in no event shall the Company be liable for the payment of or gross up in connection with any taxes and or penalties owed by the Participant pursuant to Section 409A of the Code. 
To the extent that a Participant is not, during the period of time when his or her Award is outstanding, subject to the application of Section 409A of the Code, the limitations contained herein solely to ensure compliance with Section 409A of the Code shall not apply.

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