Document:

Exhibit 10.8

 Exhibit 10.8 
 RoomStore Executive Incentive Plan FYE 2/2011 
 Consolidated RoomStore Holdings EBITDA

  

																																					
	 Name
	 	Position	 	as % of
Plan==>	 	 	90%
plan	 	 	95% of
plan	 	 	PLAN	 	 	105%	 	 	110%	 	 	115%	 	 	120%	 	 	 
	 Curtis Kimbrell
	 	CEO	 				 	$	150,000	  	 	$	225,000	  	 	$	300,000	  	 	$	375,000	  	 	$	450,000	  	 	$	525,000	  	 	$	600,000	  	 	Performance above 120% of plan will continue to pay but can taper off if earnings in this category tend to be windfall situations or are not as
difficult to attain once a high performance level is reached.
	 Ned Crosby
	 	CMO	 				 	$	61,000	  	 	$	91,500	  	 	$	122,000	  	 	$	152,500	  	 	$	183,000	  	 	$	213,500	  	 	$	244,000	  	 
	 Lewis Brubaker
	 	CFO	 				 	$	40,000	  	 	$	60,000	  	 	$	80,000	  	 	$	100,000	  	 	$	120,000	  	 	$	140,000	  	 	$	160,000	  	 
	 John Hamilton
	 	SVP	 				 	$	40,000	  	 	$	60,000	  	 	$	80,000	  	 	$	100,000	  	 	$	120,000	  	 	$	140,000	  	 	$	160,000	  	 
	
	 *  incentive amounts prorated between tiersExhibit 10.9

 Exhibit 10.9 
 FIRST AMENDMENT TO THE 
 ROOMSTORE, INC. SEVERANCE PLAN 

WHEREAS, in September 2005, RoomStore, Inc. (“Company”) adopted the RoomStore, Inc. Severance Plan (“Severance
Plan”), and 
 WHEREAS, the Board of Directors has determined that changes to the Severance Plan are necessary and prudent.

 NOW, THEREFORE, the Severance Plan is revised as follows; 

1. Section I of the Severance Plan shall be revised in its entirety to read: 

“Eligible Employees. Active, full-time employees (other than employees covered by a collective bargaining agreement, if any)
who have completed ninety (90) days of continuous service with the Company. Service with any company other than with RoomStore is not considered continuous service with the Company.” 

2. In Section IV.A, Salary Continuation Benefits, the last sentence in that section shall be revised in its entirety to read:

 “A ‘year of service’ for purposes of this Section IV shall mean a twelve-month continuous period of employment
with the Company after June 1, 2005, and shall not include any period of service with the former parent company of RoomStore (Heilig-Meyers Company), or any period of service with a subsidiary of RoomStore prior to the time such subsidiary
became a subsidiary of Roomstore.” 
 3. Section V.A of the Severance Plan shall be revised to read: 

“Plan Administrator and Named Fiduciary. This Plan will be administered by a Plan Administrator, who shall be appointed by and
work under the direction of, the Board of Directors of the Company. The Plan Administrator may, but is not required to, adopt rules and regulations for the administration of the Plan. Any questions regarding claims or benefits under the Plan should
be addressed to: Senior VP - Human Resources, 12501 Patterson Avenue, Richmond, Virginia 23238.” 
 “The Plan
Administrator shall have express discretionary authority to implement and interpret the plan, and to determine eligibility for benefits and the amounts of benefits payable, under the Plan. Determinations and interpretations by the Plan
Administrator, including but not limited to, decisions relating to eligibility for, entitlement to, and payment of benefits, will be conclusive and binding for all purposes. When making any determinations or calculations, the Plan 

 Administrator will be entitled to rely upon the accuracy and completeness of information
furnished by employees and agents of the Company.” 
 4. Except as amended herein, the Severance Plan shall remain in full
force and effect. 
 This Plan Amendment has been approved by the Board of Directors of the Company on this 7 day of April 2011.

  

	
	
	/s/ Robert C. Shaffner
	Robert C. Shaffner
	Chairman of the Board

 ROOMSTORE, INC. SEVERANCE PLAN 

PLAN DOCUMENT AND SUMMARY PLAN DESCRIPTION 
 RoomStore, Inc (“RoomStore”) hereby adopts this Severance Plan (the “Plan”) to describe the circumstances under which certain employees may receive salary continuation benefits in the
event their employment with the Company is involuntarily terminated. The term “Company” means RoomStore, and any wholly owned U.S. subsidiaries of RoomStore. The purpose of the Plan is to assist eligible employees during periods of
possible unemployment due to unforeseen business events. 
  

	I.	Eligible Employees. Active, full-time employees of the Company (other than employees covered by a collective bargaining agreement, if any) who
(1) have completed ninety (90) days of continuous service with the Company, and (2) have a job title less than Assistant Vice President or Director. Service other than with RoomStore or a parent company of RoomStore is not considered
continuous service with the Company. 

  

	II.	Benefit Entitlement. If an eligible employee’s employment with the Company is involuntarily terminated in connection with a “business
event,” as defined herein, the eligible employee may be eligible to receive a salary continuation benefit under the Plan, subject to the other terms and conditions described below. A “business event” is the closing of a store,
distribution center, service center, office or other facility; a reduction in force or downsizing of a business unit or department; a restructuring or reorganization of staffing requirements; or such other event as the Plan Administrator, in its
sole discretion, determines to be a “business event.” 

  

	 	A.	Termination for Cause. If an eligible employee’s employment with the Company is terminated for cause, then such employee’s termination will not be
considered an involuntary termination, and the employee will not be eligible to receive any benefits under this Plan. 

  

	 	B.	Death, Disability, Retirement or Voluntary Termination. If an eligible employee’s employment with the Company terminates by reason of death, disability,
retirement or voluntary termination for any reason, then such employee’s termination will not be considered an involuntary termination and the employee (or employee’s estate) will not be eligible to receive a benefit under the Plan.

  

	 	C.	Continued Employment. If an eligible employee’s employment with the Company terminates as a result of a sale of stock or assets of the Company, merger,
consolidation, or other transaction involving the Company, then the employee will not be eligible to receive a salary continuation benefit under the Plan if the employee continues employment or is offered employment with the purchaser, acquirer or
related entity (whether or not the employee accepts such offer). 

  

					
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	III.	Conditions for Receipt of Benefit. 

  

	 	A.	Release of Claims. Each eligible employee will be required to sign a release of all employment-related claims in order to receive a benefit under the Plan.
Benefits will not be payable under this Plan to any eligible employee who fails to sign the release. 

  

	 	B.	Completion of Duties. Each eligible employee will be required to remain employed through any termination date specified by the Company and will be required to
fully comply with any changes in job responsibilities, work schedules and any other specific terms and conditions which may be required by the Company in anticipation of or in connection with a business event. Benefits will not be payable under this
Plan to any eligible employee who fails to comply with such requirements. 

  

	 	C.	Subsequent Employment. Eligible employees who receive benefits under the Plan will be deemed to agree, as a condition of receiving benefits, that if, within
twenty-six (26) weeks following their termination of employment, they are rehired by the Company, then they will repay to the Company all benefits that they have received under the Plan. The Company may, in its discretion, require as a
condition of benefit entitlement written acknowledgment and/or specific agreement to the terms of this provision by eligible employees. 

  

	IV.	Benefit Amounts. 

  

	 	A.	Salary Continuation Benefits. Eligible employees who qualify to receive salary continuation benefits under the terms of the Plan (“Participants”) will
receive salary continuation benefits as set forth below. Such benefits will be paid in a single lump sum as soon as administratively practicable following the Participant’s termination of employment with the Company, but no later than 30 days
after employment termination. Salary continuation benefits will be subject to regular income and employment tax withholding. As used in this Section IV, the term “salary” shall mean the Participant’s base salary, and does not include
bonuses, car allowances, or any other additional forms of compensation. A “year of service” for purposes of this Section IV shall mean a twelve-month continuous period of employment with the Company (to include the former parent company
Heilig- Meyers), but shall not include any period of service with a subsidiary of RoomStore prior to the time that such subsidiary became a subsidiary of RoomStore, or any period of service prior to the date on which the employee became employed by
the Company. 

  

	 	B.	 Standard Benefit. Participants will receive a benefit equal to one week of base pay for each full year of service with the Company, up to a
maximum benefit of 26 weeks of base pay. Base pay shall not include bonuses or any other forms of additional compensation. Participants with more than 90 days service will be

  

					
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deemed to have completed 1 year of service. For commissioned sales associates, the standard benefit will be based on the employee’s average weekly rate of pay (using the same method used to
calculate vacation pay), but in no event shall such benefit exceed $20.00 per hour. 

  

	 	C.	Store Manager Benefit: Participants who hold the title of store manager will receive the standard benefit described above, and a one-time stay bonus in the
amount of $2,000.00. 

  

	 	D.	Employee Benefit Plans. Except as otherwise required by applicable law or the terms of any Company employee benefit plan, Participants will not be eligible to
continue to participate in any employee benefit plans sponsored by the Company following their termination of employment. 

  

	 	E.	Integration with WARN Act. Notwithstanding any of the above, benefits payable under the Plan will be reduced by any amounts required to be paid lo a Participant
pursuant to the Worker Adjustment and Retraining Notification Act (“WARN”), without regard to whether the Participant asserts such rights, The Plan is not intended to duplicate payments already required by WARN. 

 

	V.	Administration. 

  

	 	A.	Plan Administrator and Named Fiduciary. RoomStore will be the Plan Administrator and the named fiduciary of the Plan. RoomStore may delegate its powers and
responsibilities for administration of the Plan to one or more persons or to a committee. The Plan Administrator may adopt such rules and regulations and may make such decisions, as it deems necessary or desirable for the proper administration of
the Plan. Benefit claims and questions regarding the administration of the Plan should be addressed to RoomStore, Inc., 12501 Patterson Avenue, Richmond, Virginia, 23238, Attn: Senior VP – Human Resources or by calling 1-866-287-3202 ext. 7645.
Final determination of all benefits will be made in accordance with the written terms of the Plan. 

 The Plan
Administrator shall have the express discretionary authority to determine eligibility for benefits and the amount of benefits, to decide factual and other questions relating to the Plan, and to interpret the terms of the Plan. Determinations and
interpretations by the Plan Administrator, including without limitation decisions relating to eligibility for, entitlement to, and payment of benefits, will be conclusive and binding for all purposes. When making any determination or calculation,
the Plan Administrator will be entitled to rely upon the accuracy and completeness of information furnished by the Company’s employees and agents. 
  

	 	B.	 Claims Procedures. All claims for benefits should be submitted to RoomStore, Inc, 12501 Patterson Avenue, Richmond, Virginia, 23238, Attn:
Senior VP – 

  

					
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Human Resources. If a claim is denied, then the eligible employee will receive within 90 days a written notice explaining the denial. Eligible employees have the right to file a written
request for a review of the denial with the Plan Administrator within 90 days after receiving written notice of the denial. The Plan Administrator will conduct a full and fair review of the claim for benefits and will deliver to the eligible
employee a written decision within 60 days after receipt of the request for review, except that, if there are special circumstances requiring an extension of time for processing, the 60-day period may be extended for an additional 60 days,

  

	 	C.	Amendment and Termination; Administrative Status. The Company has the right to amend, modify or terminate the Plan at any time. The Plan is a severance
plan and therefore a welfare benefit plan, rather than a pension or retirement plan. Benefits payable under the Plan are not contingent, directly or indirectly, on an eligible employee’s retirement. Eligible employees have no vested right to
benefits under the Plan. 

  

	VI.	Miscellaneous. 

  

	 	A.	Binding on Successors and Assigns. The provisions of this Plan will be binding on the Company and its successors and assigns. 

 

	 	B.	Severability. In the event that any provision of this Plan is held illegal or invalid, the remaining provisions of this Plan will not be affected thereby.

  

	 	C.	No Employment Contract. Nothing contained in this Plan will be construed to be an employment contract between any employee and the Company.

  

	VII.	ERISA Rights. Employees eligible or who may become eligible to receive a benefit under the Plan (“eligible employees”) are entitled to certain rights
and protections under the Employee Retirement Income Security Act of 1974, as amended (“ERISA”). ERISA provides that all eligible employees shall be entitled to the following: 

 

	 	A.	Eligible employees may examine, without charge, at the Plan Administrator’s office or its Human Resources Department, all documents governing the Plan and a copy
of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor. These documents are available during regular business hours. 

 

	 	B.	Eligible employees may obtain, upon written request to the Plan Administrator, copies of all documents governing the operation of the Plan, and copies of the latest
annual report (Form 5500 Series) and an updated summary plan description. The Plan Administrator may make a reasonable charge for copies. 

  

	 	C.	 The law provides that eligible employees cannot be fired or discriminated against to prevent them from attaining a benefit under the Plan or for
exercising their 

  

					
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lights under ERISA. If an eligible employee’s claim for a benefit under the Plan is denied in whole or in part, the eligible employee must receive a written explanation of the reason for the
denial. The eligible employee has the right to have his or her claim reviewed and reconsidered, as described above. 

  

	 	D.	Under ERISA, eligible employees can take certain steps to enforce the rights described above. For example, if an eligible employee requests Plan materials, he or she
must receive them within 30 days. However, if the materials have not been received after about 20 days, he or she should check with the Plan Administrator to see if there are any problems with the request. Then, if he or she has not received the
materials within 30 days of request, an eligible employee can file suit in federal court. The court can require the Plan Administrator to provide the materials and pay up to $110 for each day of delay until the eligible employee receives the
materials, unless they were not sent because of reasons beyond the control of the Plan Administrator. If an eligible employee has a claim for benefits, which is denied or ignored, in whole or in part, he or she may file suit in state or federal
court, or ask the U.S. Department of Labor for help. If an eligible employee is being discriminated against for exercising his or her protected rights under ERISA, he or she can get assistance from the U.S. Department of Labor or file suit in
federal court. Any time an eligible employee sues, the court will decide who should pay court costs and legal fees. If the eligible employee wins, the court may order the person he or she sued to pay these costs and fees. If he or she loses, the
court may order the eligible employee to pay these costs and fees, for example, if it finds that the eligible employee’s claim is frivolous. 

  

	 	E.	In addition to creating rights for eligible employees, ERISA imposes duties upon the people who are responsible for the operation of the Plan. The people who operate
the Plan, called “fiduciaries” of the Plan, have certain duties to act prudently and in the interest of eligible employees. 

  

	 	F.	If an eligible employee has any questions about the Plan, the eligible employee should contact the Plan Administrator. If an eligible employee has any questions about
the eligible employee’s rights under ERISA, the eligible employee should contact the nearest office of the Pension and Welfare Benefits Administration, U.S. Department of Labor, listed in your telephone directory, or the Division of Technical
Assistance and Inquiries, Pension and Welfare Benefits Administration, U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210. 

 [THIS SECTION LEFT INTENTIONALLY BLANK] 

  

					
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	VIII.	Important Names, Addresses and Other Information. 

  

					
	Plan Sponsor:	  	RoomStore, Inc
12501 Patterson Ave
Richmond, VA 23238
804 784-7600
		
	Plan Administrator:	  	RoomStore, Inc
12501 Patterson Ave
Richmond, VA 23238
804 784-7600
		
	Employer Identification Number:	  	54-1832498
			
	Plan Number:	  		  	544
	
	Type of Plan and Funding of Plan:
	 Benefits under this welfare benefit plan are provided solely by the Company from its general assets to provide severance payments to
eligible participants, Benefits under the Plan are not funded through a trust or any other funding medium.

	
	Agent for Service of Legal Process:
	 Legal process may be served on the Plan Sponsor or the Plan Administrator.

 

					
	Plan Year:	  	March 1 through February 28/29

 *         *         *         *         *

 IN WITNESS WHEREOF, the Company has caused this Plan to be executed this      day of September 2005. 

 

			
	RoomStore, Inc.
		
	By:	 	 
	Name: Curtis C. Kimbrell, III
	Title: President and CEO

  

					
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