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                                                                    EXHIBIT 10.E
                                    VIAD CORP

                         PERFORMANCE UNIT INCENTIVE PLAN
                PURSUANT TO THE VIAD 1997 OMNIBUS INCENTIVE PLAN
                            AS AMENDED MARCH 14, 2000

1.       PURPOSE

         The purpose of the Plan is to promote the long-term interests of the
         Corporation and its shareholders by providing a means for attracting
         and retaining designated key executives of the Corporation and its
         Affiliates through a system of cash rewards for the accomplishment of
         long-term predefined objectives.

2.       DEFINITIONS

         The following definitions are applicable to the Plan:

         "Affiliate" - Any "Parent Corporation" or "Subsidiary Corporation" of
                  the Corporation as such terms are defined in Section 425(e)
                  and (f), or the successor provisions, if any, respectively, of
                  the Code (as defined herein).

         "Award" - The grant by the Committee of a Performance Unit or Units as
                  provided in the Plan.

         "Board" - The Board of Directors of Viad Corp.

         "Code"   - The Internal Revenue Code of 1986, as amended, or its
                  successor general income tax law of the United States.

         "Committee" - The Human Resources Committee of the Board.

         "Corporation" - Viad Corp.

         "Participant" - Any executive of the Corporation or any of its
                  Affiliates who is selected by the Committee to receive an
                  Award.

         "Performance Period" - The period of time selected by the Committee for
                  the purpose of determining performance goals and measuring the
                  degree of accomplishment. Generally, the Performance Period
                  will be a period of three successive fiscal years of the
                  Corporation.

         "Performance Unit Award" - An Award.

         "Plan" - The Performance Unit Incentive Plan of the Corporation.

         "Unit" - The basis for any Award under the Plan.

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3.       ADMINISTRATION

         The Plan shall be administered by the Committee. Except as limited by
         the express provisions of the Plan, the Committee shall have sole and
         complete authority and discretion to (i) select Participants and grant
         Awards; (ii) determine the number of Units to be subject to Awards
         generally, as well as to individual Awards granted under the Plan; iii)
         determine the targets that must be achieved in order for the Awards to
         be payable and the other terms and conditions upon which Awards shall
         be granted under the Plan; (iv) prescribe the form and terms of
         instruments evidencing such grants; and (v) establish from time to time
         regulations for the administration of the Plan, interpret the Plan, and
         make all determinations deemed necessary or advisable for the
         administration of the Plan.

4.       PERFORMANCE GOALS

         The Performance Unit Incentive Plan is intended to provide Participants
         with a substantial incentive to achieve or surpass three pre-defined
         long-range financial goals which have been selected because they are
         key factors (goals) in increasing shareholder value.

         The first goal for each Subsidiary Participant emphasizes growth in
         Average Three-Year Operating Income.

         The first goal for Corporate Participants also emphasizes Growth in
         Average Three-Year Operating Income but the target will be based on
         income per share from continuing operations, the most appropriate
         measure in increasing shareholder value.

         The second goal for Corporate and Subsidiary Participants is a Viad
         Value Added (VVA) measure.

         The third goal for Corporate and Subsidiary Participants emphasizes
         growth in Average Three-Year Revenues.

5.       DETERMINATION OF TARGETS

         A.    AVERAGE THREE-YEAR GROWTH IN SUBSIDIARY EARNINGS

               An appropriate average three-year operating income target for the
               Performance Period for each Subsidiary Company will be
               established taking into account historical operating income,
               financial plan operating income for the Performance Period,
               overall Corporate objectives, and if appropriate, other
               circumstances. An appropriate range of values above and below
               such target will then be selected to measure achievement above or
               below the target.

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         B.    AVERAGE GROWTH IN THREE-YEAR VIAD INCOME PER SHARE

               An appropriate average three-year "Income Per Share" from
               continuing operations target for Viad Corp will be established
               after considering historical income per share from continuing
               operations, financial plan income per share from continuing
               operations for the Performance Period, overall Corporate
               objectives and, if appropriate, other circumstances. An
               appropriate range of values above and below such target will then
               be selected to measure achievement above or below the target.

         C.    VALUE ADDED MEASUREMENT:

               The VVA measurement is intended to place increased emphasis on
               securing an adequate return to Viad on all capital employed in
               the business. VVA compares net operating income to the return
               required on capital invested in the business.

               In calculating the bonus pool of each Company, VVA shall mean Net
               Operating Profit After Taxes (NOPAT is defined as sales minus
               operating expenses minus taxes) minus a Capital Charge calculated
               by multiplying a Cost of Capital times the actual Capital
               (Capital is defined as total assets less current and other
               liabilities exclusive of debt). Certain adjustments are necessary
               to determine NOPAT and Capital, as set forth in the VVA user
               guide.

               An appropriate average three-year VVA target will be established;
               a range of values above and below such target will then be
               selected to measure achievement above or below the target.

         D.    REVENUE

               An appropriate average three-year Revenue target (as defined for
               outside reporting purposes) will be established for Subsidiary
               and Corporate with a focus on enhancing profitable top-line
               growth. An appropriate range of values above and below such
               target will then be selected to measure achievement above or
               below the target.

         E.    ESTABLISHING TARGETS

               The appropriate weighting of goals, targets, range of values
               above and below such targets and the Performance Period to be
               used as a basis for the measurement of performance for Awards
               under the Plan will be determined by the Committee no later than
               90 days after the beginning of each new Performance Period during
               the life of the Plan, after giving consideration to the
               recommendations of the Chief Executive Officer of Viad Corp.
               Performance Units will be earned based upon the degree of
               achievement of pre-defined targets over the Performance Period
               following the date of grant.

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               Earned Units can range, based on operating performance using an
               award range of values, from 0% to 200% of the target Units.

6.       OTHER PLAN PROVISIONS

         Subsidiary operating income and Viad income per share from continuing
         operations are determined before extraordinary items, effects of
         changes in accounting principles, or a change in federal income tax
         rates after the target has been set. (For example, new FASB release on
         Accounting for Derivatives to be effective for periods after December
         15, 2000 but not considered when targets were set). Reclassification of
         a major business unit to discontinued operations status after targets
         have been set would also require adjustment because of effect on Viad
         continuing operations results. While gains on disposition of a business
         would normally not be included in determining income per share, in the
         event of the sale of a subsidiary or major business unit, a portion of
         gain would be included for the difference between the sold unit's
         planned net income for the performance period and actual results to
         date of sale plus calculated interest savings on proceeds for the
         balance of the performance period, so that actual results are not
         penalized for selling a business.

         An addback to actual operating income will be allowed for any increased
         cost to a subsidiary for an increase in the formula allocation of
         corporate overhead over amounts included in the Plan/Forecast at the
         beginning of the applicable performance period.

         Incentives to be paid under this Plan must be deducted from the
         subsidiary corporation's and the Corporation's earnings during the
         Performance Period (generally in the third year, when the amounts to be
         paid can be reasonably estimated). Goals must be achieved after
         deducting from actual results all incentive compensation applicable to
         such performance periods, including those incentives earned under this
         Plan.

7.       RANGE OF PERFORMANCE AWARDS

         The range of values for the Corporation's or a Subsidiary Company's
         operating income or income per share performance and the VVA and
         Revenue measurements is set at a minimum of 80% of target for threshold
         and capped at 120% of the target. Notwithstanding the foregoing,
         targets may be established for threshold within the range of above 80%
         up to and including 95% and for maximum within the range of below 120%
         down to 105%, as may be designated by the Committee; however, the
         Committee may, when appropriate, adjust such ranges upward or downward.

         Performance Units will be earned based upon the degree of achievement
         of each of the pre-defined targets (operating income or income per
         share, VVA, and Revenue) over the Performance Period following the date
         of

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         grant. A range of values will be established for the operating
         income or income per share target (to carry a 70% weighting), for the
         VVA target (to carry a 30% weighting), and for the Revenue target (to
         be used for adjustment to the total bonus pool otherwise accruable by
         95% (threshold) up to 105% (maximum), depending upon the achievement
         against the revenue target).

8.       PARTICIPANT ELIGIBILITY

         Personnel will be eligible for participation as recommended by the Viad
         Corp, Chief Executive Officer for approval by the Committee no later
         than 90 days after the beginning of each new Performance Period during
         the life of the Plan, limited only to those key executives who
         contribute in a substantial measure to the successful performance of
         the Corporation or its Affiliates. The Chief Executive Officer will
         recommend for approval by the Committee which Affiliates among its
         Affiliates should be included in the Plan.

9.       AWARD DETERMINATION

         The number of Units to be awarded will be determined, generally, by
         multiplying a factor times the Participant's annual base salary in
         effect at the time the Award is granted and dividing the result by the
         average of the high and low of the Corporation's Common Stock on the
         date of approval of the grant by the Committee. The Award factor will
         be recommended by the Chief Executive Officer of Viad Corp for approval
         by the Committee annually no later than 90 days after the beginning of
         each new performance period. The Committee may adjust the number of
         Units awarded in its discretion.

10.      GENERAL TERMS AND CONDITIONS

         The Committee shall have full and complete authority and discretion,
         except as expressly limited by the Plan, to grant Units and to provide
         the terms and conditions (which need not be identical among
         Participants) thereof. Without limiting the generality of the
         foregoing, the Committee may specify a Performance Period of not less
         than two years or not more than five years, rather than the three-year
         Performance Period provided for above, and such time period will be
         substituted as appropriate to properly effect the specified Performance
         Period. No Participant or any person claiming under or through such
         person shall have any right or interest, whether vested or otherwise,
         in the Plan or in any Award thereunder, contingent or otherwise, unless
         and until all the terms, conditions, and provisions of the Plan and its
         approved administrative requirements that affect such Participant or
         such other person shall have been complied with. Nothing contained in
         the Plan or its Administrative Guidelines shall (i) require the
         Corporation to segregate cash or other property on behalf of any
         Participant or (ii) affect the rights and power of the Corporation or
         its Affiliates to dismiss and/or discharge any Participant at any time.

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         Any recapitalization, reclassification, stock split, stock dividend
         sale of assets, combination or merger not otherwise provided for herein
         which affects the outstanding shares of Common Stock of the Corporation
         or any other change in the capitalization of the Corporation affecting
         the Common Stock shall be appropriately adjusted for by the Committee
         or the Board, and any such adjustments shall be final, conclusive and
         binding.

11.      PAYMENTS OF AWARDS

         (a) Performance Unit Awards which may become payable under this Plan
         shall be calculated as determined by the Committee but any resulting
         Performance Unit Award payable shall be subject to the following
         calculation: each Unit payable shall be multiplied by the average of
         the daily means of the market prices of the Corporation's Common Stock
         during the ten trading day period beginning on the day following public
         announcement of the Corporation's year-end financial results following
         the Performance Period. Distribution of the Award will be made within
         ninety (90) days following the close of the Performance Period. For
         those Executive Officers affected by Section 162(m) of the Internal
         Revenue Code, awards will be subject to discretionary downward
         adjustment by the Committee.

         (b) Performance Unit Awards granted under this Plan shall be payable
         during the lifetime of the Participant to whom such Award was granted
         only to such Participant; and, except as provided in (d) and (e) of
         this Section 7, no such Award will be payable unless at the time of
         payment such Participant is an employee of and has continuously since
         the grant thereof been an employee of, the Corporation or an Affiliate.
         Neither absence on leave, if approved by the Corporation, nor any
         transfer of employment between Affiliates or between an Affiliate and
         the Corporation shall be considered an interruption or termination of
         employment for purposes of this Plan.

         (c) Prior to the expiration of the Performance Period, all Participants
         will be provided an irrevocable option to defer all or a portion of any
         earned Performance Unit Award, if there be one but not less than
         $1,000, in written form as prescribed by the Board under the provisions
         of a deferred compensation plan for executives of the Corporation and
         its Affiliates, if one be adopted.

         (d) If a Participant to whom a Performance Unit Award was granted shall
         cease to be employed by the Corporation or its Affiliate for any reason
         (other than death, disability, or retirement) prior to the completion
         of any applicable Performance Period, said Performance Unit Award will
         be withdrawn and subsequent payment in any form at any time will not be
         made.

         (e) If a Participant to whom a Performance Unit Award was granted shall
         cease to be employed by the Corporation or its Affiliate due to early,
         normal, or deferred retirement, or in the event of the death or
         disability of the Participant, during the Performance Period stipulated
         in the Performance

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         Unit Award, such Award shall be prorated for the period of time from
         date of grant to date of retirement, disability or death, as
         applicable, and become payable within ninety (90 days) following the
         close of the Performance Period to the Participant or the person to
         whom interest therein is transferred by will or by the laws of descent
         and distribution. Performance Unit Awards shall be determined at the
         same time and in the same manner (except for applicable proration) as
         described in Section 11(a).

         (f) There shall be deducted from all payment of Awards any taxes
         required to be withheld by any Federal, State, or local government and
         paid over to any such government in respect to any such payment.

12.      EFFECT OF CHANGE OF CONTROL

         Notwithstanding anything to the contrary in this Plan, in the event of
         a Change of Control (as defined in the Viad 1997 Omnibus Incentive
         Plan) each participant in the Plan shall be entitled to a prorata bonus
         award calculated on the basis of achievement of performance goals
         through the date of the Change of Control.

13.      ASSIGNMENTS AND TRANSFERS

         No award to any Participant under the provisions of the Plan may be
         assigned, transferred, or otherwise encumbered except, in the event of
         death of a Participant, by will or the laws of descent and
         distribution.

14.      AMENDMENT OR TERMINATION

         The Board may amend, suspend, or terminate the Plan or any portion
         thereof at any time provided, however, that no such amendment,
         suspension, or termination shall invalidate the Awards already made to
         any Participant pursuant to the Plan, without his consent.

15.      EFFECTIVE DATE

         The Plan shall be effective January 1, 1997, provided however, that any
         Award made under this Plan is subject to the approval of the Viad 1997
         Omnibus Incentive Plan by the stockholders of Viad Corp.

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                                                                    EXHIBIT 10.G

                                    VIAD CORP
                           DEFERRED COMPENSATION PLAN
                   AMENDED AND RESTATED AS OF OCTOBER 5, 1999

1.       PURPOSE OF THE PLAN.
         The purpose of the Deferred Compensation Plan (the Plan) is to provide
a select group of management or highly compensated employees of Viad Corp (the
Corporation) and its subsidiaries with an opportunity to defer the receipt of
incentive compensation awarded to them under the Management Incentive Plan, the
Performance Unit Incentive Plan and certain other incentive plans of Viad Corp
and its subsidiaries (the Incentive Plans) and thereby enhance the long-range
benefits and purposes of the incentive awards. Each plan year shall extend from
January 1 through December 31 of each calendar year.

2.       ADMINISTRATION OF THE PLAN.
         The Plan shall be administered by the Compensation Advisory Committee
(the Committee). Subject to the express provisions of the Plan, and the
Incentive Plans, the Committee shall have the authority to adopt, amend and
rescind such rules and regulations, and to make such determinations and
interpretations relating to the Plan, which it deems necessary or advisable for
the administration of the Plan, but it shall not have the power to amend,
suspend or terminate the Plan. All such rules, regulations, determinations and
interpretations shall be conclusive and binding on all parties.

3.       PARTICIPATION IN THE PLAN.
         (a) Participation in the Plan shall be restricted to a select group of
management or highly compensated employees of the Corporation or one of its
subsidiaries who are participants in certain Incentive Plans, including the
Management Incentive Plan, Viad Corp Performance Unit Incentive Plan, and any
other bonus or bonuses or similar or successor plans, who have been selected in
writing by the Chief Executive Officer of the Corporation to participate in the
Plan, and whose timely written requests to defer the receipt of all or a portion
of any incentive compensation which may be awarded to them, are honored in whole
or in part by the Committee. Any individual whose request for deferral is not
accepted or honored by the Committee, whether for failure of timely submission
or for any other reason, shall not become a participant in the Plan, and the
Committee's determination in this regard shall be conclusive and binding.

         (b) Participants may defer incentive compensation into a cash account
and, if designated by the Committee, into a stock unit account.
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         (c) If a participant in the Plan shall 1) sever, voluntarily or
involuntarily, his employment with the Corporation or one of its subsidiaries
other than as a result of disability or retirement, 2) engage in any activity in
competition with the Corporation or any of its subsidiaries during or following
such employment, or 3) remain in the employ of a corporation which for any
reason ceases to be a subsidiary of the Corporation, the Committee may at any
time thereafter direct, in its sole and exclusive discretion, that his
participation in the Plan shall terminate, and that he be paid in a lump sum the
aggregate amount credited to his deferred incentive cash account as of the date
such participation is terminated and that he be paid shares of the Corporation's
Common Stock equal to the aggregate number of stock units credited to his
deferred stock unit account as of the date such participation is terminated
(with any fractional unit being settled by cash payment). The Committee is
authorized to establish and implement a policy and procedures for administration
of this paragraph, including, but not limited to, a policy regarding small
account balance cash-outs.

         (d) The Corporation and each participating subsidiary shall be solely
liable for payment of any benefits and, except as may be otherwise determined by
the Committee, for maintenance of deferred incentive accounts pursuant to
paragraph 7, with respect to its own employees who participate in the Plan. In
the event a participant leaves the employ of the Corporation or a participating
subsidiary ("former employer") and is subsequently employed by another employer,
the Corporation or another subsidiary of the Corporation ("new employer"), the
former employer may agree to transfer and the new employer may agree to assume
the benefit liability reflected in such participant's deferred incentive
account, without the consent of such participant and subject to the approval of
the Committee, in its sole discretion. In the event of such a transfer and
assumption of liability, the former employer shall have no further liability for
any benefit under the Plan to its former employee or otherwise with respect to
such transferred account.

4.       REQUESTS FOR DEFERRAL.
         All requests for deferral of incentive awards must be made in writing
prior to November 15 of the year in which the bonus is being earned and shall be
in such form and shall contain such terms and conditions as the Committee may
determine. Each such request shall specify the dollar amount or the percentage
to be deferred of incentive award which would otherwise be received in the
following calendar year, but in no event shall the amount to be deferred be less
than $1,000. Each such request shall also specify 1) the date (no later than the
employee's actual retirement date) when payment of the aggregate amount credited
to the deferred incentive account is to commence, 2) whether such payment is
then to be made in a lump sum or in quarterly or

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annual installments, 3) if payment is to be made in installments, the period of
time (not in excess of ten years) over which the installments are to be paid,
and 4) if the participant is permitted to defer incentive compensation into a
stock unit account, the portion of the deferred incentive compensation which
shall be treated as a cash account under paragraph 7(b) and the portion which
shall be treated as a stock unit account under paragraph 7(c). If the
participant has requested that a portion of the deferred incentive compensation
be placed in a stock unit account, such request shall also include
acknowledgment that such stock unit account will be settled in Common Stock of
the Corporation, and that such stock unit account cannot be converted to a cash
account in the future. The Committee shall, under no circumstances, accept any
request for deferral of less than $1,000 of an incentive award or any request
which is not in writing or which is not timely submitted.

5.       DEFERRAL AND PAYMENT OF INCENTIVE AWARDS.
         The Committee shall, prior to December 15 of the year in
which the bonus is being earned, notify each individual who has submitted a
request for deferral of an incentive award whether or not such request has been
accepted and honored. If the request has been honored in whole or in part, the
Committee shall advise the participant of the dollar amount or percentage of his
incentive compensation which the Committee has determined to be deferred. The
Committee shall further advise the participant of its determination as to the
date when payment of the aggregate amount credited to the participant's deferred
incentive account is to commence, whether payment of the amount so credited as
of that date will then be made in a lump sum or in quarterly or annual
installments, if payment is to be made in installments, the period of time over
which the installments will be paid, and if the participant is permitted to
defer incentive compensation into a stock unit account, whether the deferred
incentive account shall be treated as a cash account or a stock unit account or
split between cash and stock units. Upon subsequently being advised of the
existence of special circumstances which are beyond the participant's control
and which impose an unforeseen severe financial hardship on the participant or
his beneficiary, the Committee may, in its sole and exclusive discretion, modify
the deferral arrangement established for that participant to the extent
necessary to remedy such financial hardship.

         If the participant has elected to defer incentive compensation in the
form of cash, the Corporation shall distribute a sum in cash to such
participant, pursuant to his or her election provided for in paragraph 4. If the
participant has elected to defer incentive compensation in the form of stock
units, the Corporation shall distribute to such participant, pursuant to his or
her election provided for in paragraph 4, shares of Common Stock of the
Corporation equal to the number of stock units being

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settled in such installment (with any fractional unit being settled by cash
payment).

6.       CONVERSION OF CASH ACCOUNT BALANCE.
         Each participant who is permitted to defer incentive
compensation into a stock unit account may, not more than once a year or such
other period as is determined by the Committee, by written notice delivered to
the Committee, convert the aggregate balance or any portion thereof in his or
her deferred compensation cash account (either before or after installment
payments from the account may have commenced) from an account in the form of
cash to an account in the form of stock units in an amount equal to the cash
balance or specified portion thereof divided by the closing price of the Common
Stock of the Corporation (as reported for the New York Stock Exchange-Composite
Transactions) on the last trading day of the quarter in which such notice is
given, said account to then accrue dividend equivalents as set forth in
paragraph 7(c) below; provided however, that no such notice of conversion
("Conversion Notice") (a) may be given within six months following the date of
an election by such participant, if an Executive Officer of the Corporation,
with respect to any plan of the Corporation, that effected a Discretionary
Transaction (as defined in Rule 16b-3(f) under the Securities Exchange Act of
1934) that was a disposition or (b) may be given after an individual ceases to
be an employee of the Corporation. The stock unit account will be settled in
Common Stock of the Corporation and such stock unit account cannot be converted
to a cash account in the future.

7.       DEFERRED INCENTIVE ACCOUNT.
         (a) A deferred incentive account shall be maintained by his employer
for each participant in the Plan, and there shall be credited to each
participant's account, on the date incentive compensation is paid, the incentive
award, or portion thereof, which would have been paid to such participant on
said date if the receipt thereof had not been deferred. If the account is to be
a stock unit account, the incentive compensation award shall be converted into
stock units by dividing the closing price of the Corporation's Common Stock (as
reported for the New York Stock Exchange Composite Transactions) on the day such
incentive award is payable into such incentive award.

         (b) If the participant has elected to defer incentive compensation in
the form of cash, there shall be credited on the last day of the quarter to each
participant's account, an interest credit on his deferred incentive award at the
interest rates determined by the Committee to be payable during each calendar
year, or portion thereof, prior to the termination of such participant's
deferral period or, if the amount then credited to his deferred incentive
account is to be paid in installments, prior to the termination of such
installment

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period. Interest will be paid on a prorated basis for amounts withdrawn from the
account during the quarter, with the remaining balance accruing interest for the
duration of the quarter. The interest credit for the following quarter shall be
a rate equal to the yield as of March 31, June 30, September 30, and December 31
on Merrill Lynch Taxable Bond Index - Long Term Medium Quality (A3) Industrial
Bonds, unless and until otherwise determined.

         (c) If a participant has elected to defer incentive compensation in the
form of stock units, then, in the event of a dividend paid in cash, stock of the
Corporation (other than Common Stock) or property, additional credits (dividend
equivalents) shall be made to the participant's stock unit account consisting of
a number of stock units equal to the amount of such dividend per share (or the
fair market value, on the date of payment, of dividends paid in stock or
property), multiplied by the aggregate number of stock units credited to such
participant's deferred compensation account on the record date for the payment
of such dividend, divided by the closing price of the Corporation's Common Stock
(as reported for the New York State Exchange-Composite transactions) on the date
such dividend is payable to stockholders. After payment of deferred compensation
commences, dividend equivalents shall accrue on the unpaid balance thereof in
the same manner until all such deferred compensation has been paid.

         (d) In the event of a dividend of Common Stock declared and paid by the
Corporation, an additional credit shall be made to the participant's stock unit
account of a number of stock units equal to the number of shares of the
Corporation's Common Stock which the participant would have received as a stock
dividend had he or she been the owner on the record date for the payment of such
stock dividend of the number of shares of Common Stock equal to the number of
units in such stock unit account on such date. After payment of deferred
compensation commences, additional credits for stock dividends shall accrue on
the unpaid balance thereof in the same manner until all such deferred
compensation has been paid.

         (e) The Plan shall at all times be unfunded. The Corporation shall not
be required to segregate physically any amounts of money or otherwise provide
funding or security for any amounts credited to the deferred incentive accounts
of participants in the Plan.

8.       CHANGE OF CONTROL OR CHANGE IN CAPITALIZATION.

         (a) If a tender offer or exchange offer for shares of Common Stock of
the Corporation (other than such an offer by the Corporation) is commenced, or
if the stockholders of the Corporation shall approve an agreement providing
either for a transaction in which the Corporation will cease to be an

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independent publicly owned corporation or for a sale or other disposition of all
or substantially all the assets of the Corporation (Change of Control), a lump
sum cash payment shall be made to each participant participating in the Plan of
the aggregate current balance of his or her deferred compensation cash account
accrued on the date of the Change of Control, notwithstanding any other
provision herein. If the participant has elected to defer compensation in the
form of stock units, the Corporation shall distribute to such participant shares
of Common Stock of the Corporation equal to the number of stock units in such
participant's stock unit account on the day preceding the date of the Change of
Control (with any fractional unit being settled by cash payment). Any notice by
a participant to change or terminate his or her election to defer Compensation
on or before the date of the Change of Control shall be effective as of the date
of the Change of Control, notwithstanding any other provision herein.

         (b) Any recapitalization, reclassification, split-up, spin-off, sale of
assets, combination or merger not otherwise provided for herein which affects
the outstanding shares of Common Stock of the Corporation or any other relevant
change in the capitalization of the Corporation shall be appropriately adjusted
for by the Board of Directors of this Corporation, and any such adjustments
shall be final, conclusive and binding.

9.       DESIGNATION OF BENEFICIARY.
         Each participant in the Plan shall deliver to the Committee a written
instrument, in the form provided by the Committee, designating one or more
beneficiaries to whom payment of the amount credited to his deferred incentive
account shall be made in the event of his death. Unless the Committee shall
otherwise determine, such payments shall be made in such amounts and at such
times as they would otherwise have been paid to the participant if he had
survived.

10.      NONASSIGNABILITY OF PARTICIPATION RIGHTS.
         No right, interest or benefit under the Plan shall be
assignable or transferable under any circumstances other than to a participant's
designated beneficiary in the event of his death, nor shall any such right,
interest or benefit be subject to or liable for any debt, obligation, liability
or default of any participant. The payments, benefits or rights arising by
reason of this Plan shall not in any way be subject to a participant's debts,
contracts or engagements, and shall not be subject to attachment, garnishment,
levy, execution or other legal or equitable process.

11.      RIGHTS OF PARTICIPANTS.
         A participant in the Plan shall have only those rights, interests or
benefits as are expressly provided in the Plan and

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in the Incentive Plans. The Plan shall be deemed to be ancillary to the
Incentive Plans and the rights of participants in the Plan shall be limited as
provided in the Incentive Plans.

12.      CLAIMS FOR BENEFITS.
         Claims for benefits under the Plan shall be filed with the Committee.
Written notice of the disposition of a claim shall be furnished the claimant
within 60 days after the application therefor is filed. In the event the claim
is denied, the reasons for the denial shall be specifically set forth. Pertinent
provisions of this Plan shall be cited. In addition, the written notice shall
describe any additional material or information necessary for the claimant to
perfect the claim (along with an explanation of why such material or information
is needed), and the written notice will fully describe the claim review
procedures of paragraph 13 below.

13.      CLAIM REVIEW.
         Any claimant who has been denied a benefit shall be entitled, upon
request to the Committee, to receive a written notice of such action, together
with a full and clear statement of the reasons for the action. The claimant may
also review this Plan if he chooses. If the claimant wishes further
consideration of his position, he may request a hearing. The request, together
with a written statement of the claimant's position, shall be filed with a
Committee member no later than 60 days after receipt of the written notification
provided for above. The Committee shall schedule an opportunity for a full and
fair hearing of the issue within the next 60 days. The decision following the
hearing shall be made within 60 days and shall be communicated in writing to the
claimant. If the claimant requests, the hearing may be waived, in which case the
Committee's decision shall be made within 60 days from the date on which the
hearing is waived and shall be communicated in writing to the claimant.

14.      AMENDMENT, SUSPENSION OR TERMINATION OF THE PLAN.
         The Board of Directors of the Corporation (the Board) may
from time to time amend, suspend or terminate the Plan, in whole or in part, and
if the Plan is suspended or terminated, the Board may reinstate any or all
provisions of the Plan, except that no amendment, suspension or termination of
the Plan shall, without the consent of a participant, adversely affect such
participant's right to receive payment of the entire amount credited to his
deferred incentive account on the date of such Board action. In the event the
Plan is suspended or terminated, the Board may, in its discretion, direct the
Committee to pay to each participant the amount credited to his account either
in a lump sum or in accordance with the Committee's prior determination
regarding the method of payment.

15.      EFFECTIVE DATE.

                                       7
<PAGE>   8
         The Plan shall become effective on the date of its approval by the
Human Resources Committee of the Viad Corp Board of Directors or on such other
date as the Human Resources Committee may direct, but the Plan shall become
operative with respect to a select group of management or highly compensated
employees of each subsidiary only upon the adoption of the Plan by that
subsidiary's Board of Directors.

                                        8

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