Document:

EX-10.6

 EXHIBIT 10.6 
 (CEO) 
 OFFICEMAX INCORPORATED 

2013 Annual Incentive Award Agreement 
 This potential Annual Incentive Award (the “Award”) is granted on Date (the “Award Date”), by OfficeMax Incorporated (the “Company”) to Ravi Saligram
(“Awardee” or “you”) pursuant to the 2003 OfficeMax Incentive and Performance Plan, as may be amended from time to time (the “Plan”), and the following terms and conditions of this agreement (the
“Agreement”): 
  

	1.	Terms and Conditions. The Award is subject to all the terms and conditions of the Plan. All capitalized terms not defined in this Agreement shall have the
meaning stated in the Plan. If there is any inconsistency between the terms of this Agreement and the terms of the Plan, the terms of the Plan shall control unless this Agreement expressly states that an exception to the Plan is being made.

  

	2.	Definitions. For purposes of this Award, the following terms shall have the meanings stated below. 

 

	 	2.1.	“Award Period” means the Company’s fiscal year ending on December 28, 2013. 

 

	 	2.2.	“Base Salary” means your annual pay rate in effect at the end of the Award Period, (a) including any amounts deferred pursuant to an election under any
401(k) plan, pre-tax premium plan, deferred compensation plan, or flexible spending account sponsored by the Company or any Subsidiary, (b) but excluding any incentive compensation, employee benefit, or other cash benefit paid or provided under
any incentive, bonus or employee benefit plan sponsored by the Company or any Subsidiary, and/or any excellence award, gains upon stock option exercises, restricted stock grants or vesting, moving or travel expense reimbursement, imputed income, or
tax gross-ups, without regard to whether the payment or gain is taxable income to you. 

  

	 	2.3.	“Cash Flow” means the Company’s cash from operations less capital expenditures, excluding the impact of foreign currency exchange rate fluctuation, for
the award period as calculated by the Company, consistent with Section 162(m) of the Code, in its sole and complete discretion. 

  

	 	2.4.	“EBIT” means the Company’s earnings from continuing operations, excluding the impact of foreign currency exchange rate fluctuation, before interest and
taxes adjusted for special items as disclosed and discussed in the earnings release for the award period, as calculated by the Company, consistent with Section 162(m) of the Code, in its sole and complete discretion. 

 

	 	2.5.	“Net Sales” means the Company’s net sales, excluding the impact of foreign currency exchange rate fluctuation, for the award period as calculated by the
Company, consistent with Section 162(m) of the Code, in its sole and complete discretion. 

  

	 	2.6.	“Return on Sales” means the ratio of the Company’s EBIT divided by Net Sales. Specifically, the ratio of the Company’s EBIT to Net Sales, expressed
as a percentage, for the award period as calculated by the Company, consistent with Section 162(m) of the Code, in its sole and complete discretion. 

  

	3.	Target Award. You are hereby awarded a target Award of xx% of your Base Salary (referred to herein as your “Target Award”) subject to the terms
and conditions set forth in the Plan and this Agreement. 

  

	4.	 Minimum Performance Measurement. As a condition of payment of the Award, the Company must achieve positive net income from continuing operations
available to OfficeMax common shareholders adjusted for special items as disclosed and discussed in the earnings release. If 

	 	
the above minimum performance measurements are achieved, then you may be eligible to receive up to 200% of your Target Award. The actual amount of your Award will be determined pursuant to and in
accordance with paragraph 5. 

  

	5.	Award Calculation. Your Award will be calculated as follows: 

  

	 	5.1.	Based on the Company’s Net Sales, EBIT, Cash Flow and Return on Sales, as weighted below, a payout amount will be determined using the chart below:

  

											
	 Net Sales *
 (millions)

Weight: 20%
	  	EBIT *
(millions)
Weight: 30%	  	ROS
Percentage
Weight: 30%	  	Cash Flow *
(millions)
Weight: 20%	  	Level of
Payout	 
		  		  		  		  	 	0	% 
		  		  		  		  	 	20	% 
		  		  		  		  	 	80	% 
		  		  		  		  	 	100	% 
		  		  		  		  	 	125	% 
		  		  		  		  	 	150	% 
		  		  		  		  	 	175	% 
		  		  		  		  	 	200	% 

  

	*	The total Company performance targets of Net Sales, EBIT and Cash Flow reflected in the table above, will be adjusted for foreign currency exchange rate
fluctuations. 

 The applicable percentage is separately applied to each weighted performance measurement.

  

	 	5.2.	General Terms. 

  

	 	5.2.1	Payout multiples between the percentages and numbers indicated on the chart above will be calculated using straight-line interpolation. 

 

	 	5.2.2	Any Award that is earned will be paid in cash as soon as practicable after the Award Period, but in no event later than March 15 of the year following the year in
which the Award Period ended. 

  

	 	5.2.3	If you are on a leave of absence during the Award Period, any Award payable to you shall be prorated based solely on the number of days during the Award Period that you
actually worked and were eligible to participate in the Plan divided by the total number of days in the Award Period. 

  

	 	5.2.4	You must be actively employed or newly eligible for 90 days in order to be eligible to participate in the Plan for the Award Period. 

 

	 	5.2.5	No Award shall be earned if you receive a performing rating of “below expectations” or “unsatisfactory” and/or “does not live values”
under the performance management program for the Award Period. 

  

	6.	Effect of Termination of Employment. If you terminate employment at any time on or after the Award Date and before the Award is paid, your Award will be treated
as follows: 

  

	 	6.1.	If your termination of employment is a direct result of the sale or permanent closure of any facility or operating unit of the Company or any Subsidiary, or a bona fide
curtailment, or a reduction in workforce, as determined by the Company in its sole and complete discretion, and you execute a waiver/release in the form required by the Company, you will receive a pro rata Award, if an Award is paid, based on the
number of days during the Award Period that you were employed with the Company and were eligible to participate in the Plan divided by the total number of days in the Award Period. 

  
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	 	6.2.	If your termination of employment is a result of your death or total and permanent disability, as determined by the Company in its sole and complete discretion, you (or
your estate, in the event of your death) will receive a pro rata Award, if an Award is paid, calculated as provided in paragraph 6.1. 

  

	 	6.3.	If, at the time of your termination, you are at least age 55 and have completed at least 10 years of employment with the Company, as determined by the Company in
its sole and complete discretion, you will receive a pro rata Award, if an Award is paid, calculated as provided in paragraph 6.1. 

  

	 	6.4.	You must be actively employed with the Company for a minimum of 90 days during the Award Period in order to be eligible for any pro rata payment described in this
paragraph 6. 

  

	 	6.5.	Except as described in paragraphs 5.2.3, 6.1, 6.2 and 6.3, you must be actively employed by the Company or its Subsidiary on the date Awards are paid in order to be
eligible to receive payment of an Award. You have no vested interest to the Award prior to the Award actually being paid to you by the Company. If you terminate employment with the Company for any reason other than as described in
paragraph 6.1, 6.2 or 6.3, whether your termination is voluntary or involuntary, with or without cause, you will not be eligible to receive payment of any Award for the Award Period. 

 

	7.	Right of the Committee. The Committee reserves the right to reduce or eliminate the Award for any reason. 

 

	8.	Change in Control. In the event of a Change in Control prior to the end of the Award Period, the continuing entity may continue this Award. Notwithstanding
any provisions of this Agreement or the Plan to the contrary, if the continuing entity does not so continue this Award, this Award shall become immediately fully vested and 100% of your Target Award shall be payable as of the date of such Change in
Control. 

 You must sign this Agreement and return it to OfficeMax’s Compensation Department on or before March 15,
2013. Return your executed Agreement to: Pat Abrego-Santucci, OfficeMax, Compensation Department, 263 Shuman Boulevard, Naperville, Illinois 60563 or by fax at (630)647-3722. 

 

					
	OfficeMax Incorporated	 		 	Awardee: Ravi Saligram
			
		 		 	  

	Steve Parsons	 		 	Signature
	Executive Vice President,	 		 	
	Chief Human Resources Officer	 		 	  

		 		 	Printed Name
			
		 		 	  

		 		 	Date

  
 3EX-10.7

 Exhibit 10.7 
 (Executive officers other than Messrs. 
 Saligram, Barr, Kenning, Lalla and Lewis)

 OfficeMax Incorporated 
 2013 Performance-Based RSU Award Agreement 
 This Performance-Based
Restricted Stock Unit (RSU) Award (the “Award”) is granted on February 19, 2013 (the “Award Date”) by OfficeMax Incorporated (“OfficeMax”) to Name (“Awardee” or “you”) pursuant
to the 2003 OfficeMax Incentive and Performance Plan, as amended from time to time (the “Plan”), and the following terms and conditions of this agreement (the “Agreement”): 

 

	1.	Terms and Conditions. The Award is subject to all the terms and conditions of the Plan. All capitalized terms not defined in this Agreement shall have the
meaning stated in the Plan. If there is any inconsistency between the terms of this Agreement and the terms of the Plan, the terms of the Plan shall control unless this Agreement expressly states that an exception to the Plan is being made.

  

	2.	Target Award. You are hereby awarded a target grant of xx,xxx Performance-Based RSUs (your “Target Award”) at no cost to you, subject to the
terms and conditions, including adjustments, set forth in the Plan and this Agreement. 

  

	3.	Definitions –  

  

	 	a.	EBIT. EBIT shall mean OfficeMax’s earnings from continuing operations, excluding the impact of foreign currency exchange rate fluctuation, before interest
and taxes adjusted for special items as disclosed and discussed in the earnings release for the Performance Period, as calculated by OfficeMax, consistent with Section 162(m) of the Code, in its sole and complete discretion. 

  

	 	b.	Net Sales. Net Sales shall mean OfficeMax’s net sales, excluding the impact of foreign currency exchange rate fluctuation, for the Performance Period as
calculated by OfficeMax, consistent with Section 162(m) of the Code, in its sole and complete discretion. 

  

	 	c.	Operating Margin (ROS). Operating Margin (ROS) means the Company’s EBIT divided by Net Sales. Specifically, the ratio of the Company’s EBIT to Net
Sales, expressed as a percentage, for the award period as calculated by the Company, consistent with Section 162(m) of the Code, in its sole and complete discretion. 

 

	 	d.	Performance Period. The Performance Period shall mean the three consecutive fiscal years commencing with the fiscal year in which the Award Date occurs.

  

	4.	Minimum Performance Measurement. As a condition of vesting under paragraph 5, OfficeMax’s net income from operations available to its common shareholders
(adjusted for special items, as disclosed and discussed in the earnings release) for the Performance Period must be positive. 

  

	5.	Vesting and Additional Performance Measurement Adjustments. Subject to paragraphs 4 and 6, your Award will vest and be adjusted as follows:

 Your Award shall vest on February 19, 2016 if you are actively employed by OfficeMax on that date, and
shall be payable as soon as practical thereafter, but not later than March 15, 2016. 
 Your Target Award shall be adjusted
based on 2013-2015 Operating Margin (ROS) in accordance with the following chart: 
  

			
	 2013-2015 Operating Margin (ROS)
	 	 Payout as a Percentage of Target Award

		 	125%
		 	100%
		 	20%
		 	0%

  
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 OfficeMax Incorporated 

2013 Performance-Based RSU Award Agreement 
  

 At the end of the Performance Period, the Committee will review OfficeMax’s
2013-2015 Operating Margin (ROS) and determine the adjustments to your Target Award (subject to paragraph 6 of this Agreement regarding termination of employment during the Performance Period). Where actual performance falls between the amounts
outlined in the left column above, the payout as a percentage of your Target Award shall be calculated using straight-line interpolation. 
  

	6.	Termination of Employment During Performance Period.  

  

	 	a.	If your employment with OfficeMax terminates at any time on or after the Award Date and before the end of the Performance Period, your Award will both vest (subject to
paragraphs 4 and 5) and be payable in accordance with this paragraph 6. 

 If your termination of employment
occurs before the end of the Performance Period and: 
  

	 	i.	you terminate employment as a result of your death or total and permanent disability, as determined by OfficeMax in its sole and complete discretion,

  

	 	ii.	you are involuntarily terminated in a situation qualifying you for severance payments under an OfficeMax plan, or 

 

	 	iii.	you voluntarily terminate employment and at the time of your termination you are at least age 55 and have completed at least 10 years of employment with OfficeMax,

 then your Award shall vest (subject to paragraphs 4 and 5) on your employment termination date in a pro rata
manner based on the number of whole months that you were employed with OfficeMax since the Award Date divided by 36 months. 

The vested portion of your Award, as determined above, shall be payable in accordance with the general payment timing provisions of
paragraph 5, as applicable. 
  

	 	b.	Six-Month Minimum Employment and Plan Participation Requirement. Notwithstanding the foregoing, in order to be eligible for the pro rata vesting described in
paragraphs 6.a, you must be employed with OfficeMax prior to July 1 of the first fiscal year in the Performance Period and have been a participant in the Plan for a minimum of six continuous months during the 2013 fiscal year.

  

	 	c.	Other Terminations. Upon your voluntary or involuntary termination for any reason not meeting the criteria specified in paragraph 6.a. for pro rata vesting, all
unvested Performance-Based RSUs relating to your Award as of the date of your termination of employment with OfficeMax shall be immediately forfeited and canceled. Additionally, if your employment is terminated for “disciplinary reasons”
as defined in the Executive Officer Severance Pay Policy (or any successor policy) or if you retire or resign and OfficeMax determines within six months thereafter that your conduct prior to your retirement or resignation warranted termination for
“disciplinary reasons,” then (a) any vested or unvested Performance-Based RSUs in this Award will be forfeited and cancelled and (b) OfficeMax shall have the right to recover from you the amount of the value of the Stock at the
time of the determination or, if disposed prior to the determination, at the time of disposition. 

  

	 	d.	Payment Upon Termination Due to Death. If your termination occurs as a result of your death, payment with respect to your vested Performance-Based RSUs relating
to your Award shall be made only to your beneficiary, executor or administrator of your estate or the person or persons to whom the rights to payment of such Performance-Based RSUs shall pass by will or the laws of descent and distribution, as
determined by OfficeMax in its sole and complete discretion. 

  

	7.	Change in Control. In the event of a Change in Control prior to February 19, 2016, except as otherwise determined by OfficeMax in its sole and
complete discretion, this Award will vest as described below. 

  

	 	a.	If the continuing entity assumes this Award, except as described below, your Target Award will fully vest, without regard to the adjustment specified in paragraph 5, on
February 16, 2016 if you are actively employed by the continuing entity on that date (or will vest on a pro rata basis if your employment terminates earlier as described in paragraph 6.a in which case any reference to OfficeMax will be deemed
to refer to OfficeMax or the continuing entity, as applicable). Payment of your Award will be made in accordance with the general payment timing provisions of paragraph 5. 

  
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 OfficeMax Incorporated 

2013 Performance-Based RSU Award Agreement 
  

	 	b.	Notwithstanding the foregoing, if the continuing entity assumes this Award, and you subsequently experience a “qualifying termination” as defined in the Plan
or you are deemed to have a “qualifying termination” as of the Change in Control pursuant to Section 24.2 of the Plan, you will be immediately vested in your Target Award, without regard to the adjustment specified in paragraph 5, as
of your qualifying termination, and your Target Award will paid within 2-1/2 months after your “qualifying termination.” 

  

	 	c.	If the continuing entity does not assume this Award as of the Change in Control, you will be immediately fully vested in your Target Award, without regard to the
adjustment specified in paragraph 5, as of the Change in Control, and your Target Award will be paid within 2-1/2 months after the Change in Control. However, if you terminated employment with OfficeMax before the Change in Control and were vested
in a portion of your Award pursuant to paragraph 6.a above, then such portion will be paid within 2-1/2 months after the Change in Control. 

  

	8.	Nontransferability. The Performance-Based RSUs awarded pursuant to this Agreement cannot be sold, assigned, pledged, hypothecated, transferred, or otherwise
encumbered prior to vesting. Any attempt to transfer your rights in the awarded Performance-Based RSUs prior to vesting will result in the immediate forfeiture and cancellation of such units. Notwithstanding the foregoing, subject to the approval of
OfficeMax in its sole and complete discretion, Performance-Based RSUs awarded pursuant to this Agreement may be transferable to members of your immediate family and to one or more trusts for the benefit of such family members, partnerships in which
such family members are the only partners, or corporations in which such family members are the only stockholders. 

  

	9.	Stockholder Rights. You will not receive dividends or dividend units on the Performance-Based RSUs awarded pursuant to this Agreement. With respect to the
Performance-Based RSUs awarded hereunder, you are not a shareholder and do not have any voting rights until such units vest and shares are recorded as issued on OfficeMax’s official stockholder records. 

 

	10.	Share Payment; Code Section 162(m). Vested Performance-Based RSUs relating to your Target Award will be paid to you in whole shares of Stock. Partial
shares, if any, will be paid in cash. Notwithstanding any provision in the Plan or this Agreement to the contrary, if in OfficeMax’s good faith determination, some or all of the remuneration attributable to this payment is not deductible by
OfficeMax for federal income tax purposes pursuant to Code Section 162(m), then payment of such units will occur on the date OfficeMax anticipates, or should reasonably anticipate, that payment would qualify for deduction under Code
Section 162(m). 

  

	11.	Tax Withholding. The amount of shares of Stock to be paid to you will be reduced by that number of shares of Stock having a Fair Market Value equal to the
required minimum federal and state withholding amounts triggered by the vesting of your Performance-Based RSUs. To the extent a fractional share of Stock is needed to satisfy such tax withholding, the number of shares of Stock withheld will be
rounded up to the next whole number. Alternatively, you may elect within 60 calendar days from the Award Date to satisfy such withholding requirements in cash. 

 

	12.	 Non-Solicitation and Non-Compete. This paragraph 12 shall be governed by and construed in accordance with the laws of the State of Delaware,
without regard to choice of law rules. If Delaware law, for whatever reason, is not applied, then this paragraph 12 shall be enforced to the maximum extent allowable under otherwise applicable state law. For the period beginning on the Award Date
and ending one year following your termination of employment with OfficeMax, you will not (i) directly or indirectly employ, recruit or solicit for employment any person who is (or was within six (6) months prior

  
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 OfficeMax Incorporated 

2013 Performance-Based RSU Award Agreement 
  

	 	
to your employment termination date) an employee of OfficeMax, an Affiliate or Subsidiary; or (ii) commence Employment with a Competitor in a substantially similar capacity to any position
you held with OfficeMax during the last 12 months of your employment with OfficeMax and having the responsibility within the same geographic area(s) for which you had responsibility during the last 12 months of your employment with OfficeMax. If you
violate the terms of this paragraph 12 or of any other confidentiality, non-competition, non-solicitation or other similar agreement during or after your employment with OfficeMax, you will forfeit, as of the first day of any such violation, all
right, title and interest to the Performance-Based RSUs and any shares of Stock you own in settlement of your Performance-Based RSUs on or after such date. Without limiting any other remedy available to OfficeMax, OfficeMax shall have the right to
issue a stop transfer order and other appropriate instructions to its transfer agent with respect to these Performance Units, OfficeMax shall have the right to recover from you the amount of the value of the Stock at the time of the violation or, if
disposed prior to the violation, at the time of disposition, and OfficeMax further will be entitled to reimbursement of any fees and expenses (including attorneys’ fees) incurred by or on behalf of OfficeMax in enforcing its rights under this
paragraph 12. By accepting this Award, you consent to a deduction from any amounts OfficeMax, an Affiliate or Subsidiary owes to you (including wages or other compensation, fringe benefits, or vacation pay, as well as other amounts owed to you), to
the extent of any amounts that you owe to OfficeMax under this paragraph 12. If OfficeMax does not recover by means of set-off the full amount owed to OfficeMax, you agree to pay immediately the unpaid balance to OfficeMax. 

 

	 	a.	“Competitor” means any business, foreign or domestic, which is engaged, at any time relevant to the provisions of this Agreement, in the sale or distribution
of products, or in the provision of services in competition with the products sold or distributed or services provided by OfficeMax, an Affiliate, Subsidiary, partnership, or joint venture of OfficeMax. The determination of whether a business is a
Competitor shall be made by OfficeMax’s General Counsel, in his or her sole and complete discretion. 

  

	 	b.	“Employment with a Competitor” means providing services as an employee or consultant, or otherwise rendering services of a nature for remuneration, to a
Competitor, as determined by OfficeMax’s General Counsel, in his or her sole and complete discretion. 

  

	12.	No Special Employment. Nothing contained in this Agreement or in the Plan shall be construed or deemed under any circumstances to bind OfficeMax to continue your
employment for any particular period of time.

  

	13.	Acceptance of Terms and Conditions. You must sign this Agreement and return it to OfficeMax’s Compensation Department on or before
             or the Award will be forfeited. Return your executed Agreement to: Becky Rios by mail at OfficeMax, 263 Shuman Boulevard (5E238), Naperville, Illinois 60563 or by fax at
(630) 647-3722. 

  

							
	OfficeMax Incorporated	 		 	Awardee: Name
				
	Steve Parsons	 		 	Signature:	 	  

	 Executive Vice President,

Chief Human Resources Officer
	 		 	Date:	 	  

  
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