Document:

EX-10.1

 Exhibit 10.1 

EAGLE MATERIALS INC. 

SALARIED INCENTIVE COMPENSATION PROGRAM 

FOR FISCAL YEAR 2018 
  

	1.	Purpose 

 The purpose of the Eagle Materials Inc. Salaried Incentive Compensation
Program for Fiscal Year 2018 (the “Plan”) is to establish an incentive bonus program which: (i) focuses on the performance of Eagle Materials Inc. (the “Company”) as well as individual performance; and (ii) aligns the
interest of participants with those of the Company’s shareholders. The Plan is adopted by the Compensation Committee of the Board of Directors (the “Committee”) under the structure of the Company’s Amended and Restated Incentive
Plan (the “Incentive Plan”) and is subject to all the terms and conditions of such Incentive Plan, including, without limitation the limits set forth in Section 8 of the Incentive Plan. The Plan shall be in effect for the fiscal year
ending March 31, 2018. 
  

	2.	Eligibility 

 The Company’s Chief Executive Officer (the “CEO”) and
his direct reports are eligible to participate in the Plan. The CEO may propose to also include in the Plan additional exempt salaried employees at the corporate level of the Company. 

Participants must be an exempt salaried manager or professional. No hourly or non-exempt employee may
participate. Participants in the Plan may not participate in any other Company incentive plan providing for monetary awards, except for the Eagle Materials Long Term Compensation Program and the Eagle Materials Special Situation Program. 

 

	3.	Bonus Pool 

 To ensure reasonableness and affordability, available funds for bonus
payments under the Plan are to be determined as a percentage of operating earnings of the Company. The actual percentage may vary from year to year as recommend by the CEO and approved by the Committee. For Fiscal Year 2018, 1.4% of the
Company’s operating earnings, as determined by the Committee, will fund the corporate bonus pool. 
 Participants must be employed on
March 31, 2018 to be eligible for any bonus award. Awards may be adjusted for partial year participation for participants who enter the program after April 1, 2017. 
  

	4.	Allocation of Corporate Pool 

 Each participant’s allocated percentage of the
corporate pool, and his/her individual performance relative to the goals and objectives (and bonus award) shall be approved by the Committee, which may seek input from the CEO. For each participant, the maximum annual bonus award opportunity is
represented by the percentage of the corporate pool assigned to such participant. 

	5.	Goals and Objectives  

 At the beginning of the fiscal year goals and objectives
shall be established for each participant, and shall be 50% goal based, 10% budget based and 40% discretionary. The actual bonus award paid at the end of the fiscal year shall be based on the individual participant’s performance relative to the
previously established goals and objectives and the participant’s individual performance during the fiscal year. The goals and objectives to be used for participants in the Plan may be comprised of objective and subjective criteria and should
generally have a broader scope than the goals and objectives for subsidiary companies. However, at the same time the goals must also contain specific criteria regarding execution that links subsidiary company performance to corporate performance.

  

	6.	Plan Administration 

 The Plan shall be administered by the Committee, which shall
have full and exclusive power to interpret this Plan and to adopt such rules, regulations and guidelines for carrying out this Plan as it may deem necessary or appropriate in its sole discretion. All decisions of the Committee shall be binding and
conclusive on the participants. The Committee shall determine all terms and conditions of the bonus awards. 
 No member of the Committee
shall be liable for anything done or omitted to be done by him or by any member of the Committee in connection with the performance of any duties under this Plan, except for his own willful misconduct or as expressly provided by statute. 

 

	7.	No Employment Guaranteed 

 No provision of this Plan hereunder shall confer any
right upon any executive officer to continued employment. 
  

	8.	Governing Law 

 This Plan and all determinations made and actions taken pursuant
hereto, shall be governed by and construed in accordance with the laws of the State of Texas, without reference to any conflicts of law principles thereof that would require the application of the laws of another jurisdiction. 

  
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 Exhibit 10.2 

EAGLE MATERIALS INC. 

CEMENT COMPANIES 

SALARIED INCENTIVE COMPENSATION PROGRAM 

FOR FISCAL YEAR 2018 
  

	1.	Purpose 

 The purpose of the Eagle Materials Inc. Cement Companies Salaried
Incentive Compensation Program for Fiscal Year 2018 (the “Plan”) is to establish an incentive bonus program which: (i) focuses on the performance of each Cement company subsidiary as well as individual performance; and
(ii) aligns the interest of participants with those of the shareholders of Eagle Materials Inc. (“Eagle”). The Plan is adopted by the Compensation Committee of the Board of Directors (the “Committee”) under the structure of
Eagle Materials Inc. Amended and Restated Incentive Plan (the “Incentive Plan”) and is subject to all the terms and conditions of such Incentive Plan, including, without limitation the limits set forth in Section 8 of the Incentive
Plan. The Plan shall be in effect for the fiscal year ending March 31, 2018. 
  

	2.	Bonus Pool 

 To insure reasonableness and affordability the available funds for
bonus payments are determined as a percent of the EBITDA of each of the cement companies of Eagle Materials Inc. The actual percentage may vary from year to year. For Fiscal Year 2018, the bonus pool for each subsidiary cement company will be equal
to 1.7% of each Cement company’s EBITDA. 
 Participants must be employed at fiscal year-end to
be eligible for any bonus award. Awards may be adjusted for partial year participation for participants added during a year. The Committee hereby delegates to the CEO of Eagle all its duties and authorities to grant awards under the Plan except that
the Committee shall retain all authority with respect to awards to the Eagle EVP-Cement.     
  

	3.	Eligibility 

 The Eagle EVP-Cement, the
subsidiary cement company Presidents, and his/her direct reports will be participants in the Plan. Additional participants who have management responsibilities or are in a professional capacity that can measurably impact earnings may be recommended
by subsidiary cement company Presidents, subject to the approval of the Eagle EVP-Cement and the Eagle CEO. The addition of new participants will not affect the total pool available but will in effect dilute
the potential bonuses of the original participants. 
 A participant must be an exempt salaried manager or professional. No hourly or non-exempt employee may participate. Participants in this plan may not participate in any other company incentive plan with monetary awards, except for the Cement Companies Long-Term Compensation Program, the Eagle
Materials Long-Term Compensation Program and the Eagle Materials Special Situation Program. 

	4.	Allocation of Pool 

 The Eagle EVP-Cement
will be eligible for a percentage of the total of all subsidiary cement pools which percentage shall be recommended by the CEO and shall be approved by the Committee. The subsidiary cement company Presidents will be eligible to receive a percentage
of the pool funded from their respective subsidiary company, which percentage shall be recommended by the Eagle EVP-Cement and approved by the Eagle CEO. The subsidiary cement company Presidents will recommend
the distribution of the remainder of their subsidiary company pool. For each participant in the Plan, the maximum annual bonus award opportunity is represented by the percentage of the applicable pool assigned to such participant. The participants
in the Plan and their percentage of the pool will require approval of the Eagle EVP-Cement and Eagle Materials CEO (except for the Eagle EVP-Cement and his percentage
which shall be approved by the Committee) at the beginning of the fiscal year for which the bonus is being earned. 
 The subsidiary cement
company President’s bonus opportunity shall be 50% goal based, 10% budget based and 40% discretionary taking into consideration overall job performance and compliance with Eagle Materials Policies and Code of Ethics. All participants in the
Plan must have the ability to significantly affect the performance of the subsidiary company by achieving measurable, quantifiable, objectives. The subsidiary cement company Presidents will determine the objective and discretionary balance of bonus
opportunities for the other participants in their companies, subject to approval by the Eagle EVP-Cement and Eagle Materials CEO. 
  

	5.	Objective Criteria 

 At the beginning of the fiscal year goals and objectives
shall be established for each participant. Objectives should be measurable and focus on areas that have meaningful impact on our operational performance. 
  

	6.	Measuring Performance 

 At the close of the fiscal year: (i) each subsidiary
cement company President will review the overall performance of each participant in such subsidiary and each such participant’s achievement of the goals and objectives submitted at the beginning of the year and recommend to the Eagle EVP-Cement distribution of the bonus pool to the participants; and (ii) the Eagle CEO will review the performance of the Eagle EVP-Cement versus the objectives submitted
at the beginning of the year and recommend to the Committee a distribution to the Eagle EVP-Cement. Distribution of the bonus pool to all participants, other than the Eagle
EVP-Cement, requires approval of both the Eagle EVP-Cement and the Eagle CEO. Distributions to the Eagle EVP-Cement requires the
recommendation of the Eagle CEO and the approval of the Committee. 
 Any portion of the Company Operating Pool not paid out (unearned)
or forfeited will be added to the Special Situation Program (the “SSP”) at Corporate. 
  

	7.	No Employment Guaranteed 

 No provision of this Plan hereunder shall confer any
right upon any participant to continued employment. 

  
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	8.	Governing Law 

 This Plan and all determinations made and actions taken pursuant
hereto, shall be governed by and construed in accordance with the laws of the State of Texas, without reference to any conflicts of law principles thereof that would require the application of the laws of another jurisdiction. 

  
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