Document:

Form of Long-Term Relative Performance Award Notice

 Exhibit 10.53 
 LONG-TERM RELATIVE PERFORMANCE AWARD NOTICE 
 to [Name] 

Pursuant to the United Continental Holdings, Inc. 
 Long-Term Relative Performance Program 
 Performance Period
January 1, 20[    ] to December 31, 20[    ] 
 1. The Program.
This document constitutes your formal Award Notice with respect to an Award as a Participant under the United Continental Holdings, Inc. Long-Term Relative Performance Program (as amended from time to time, the “Program”) adopted
under the United Continental Holdings, Inc. Incentive Plan 2010 (as amended from time to time, the “Incentive Plan 2010”). This Award Notice evidences your receipt of an Award under the Program with respect to the Performance Period
commencing on January 1, 20[    ] and ending on December 31, 20[    ] (the “Performance Period”), subject to the terms of the Program and the Incentive Plan 2010. The effective date
of your commencement in the Program with respect to this Award is [            , 20    ]. 
 2. The Goal and Target Opportunity. The Compensation Committee of the Board of Directors of the Company (the “Committee”) has established a Performance Target for purposes of
Awards under the Program. 
 (a) Performance Target. Achievement of the Performance Target for the Performance
Period means that the Pre-tax Margin achieved by the Company with respect to the Performance Period equals or exceeds the Entry Pre-tax Margin for the Performance Period. The entry, target, and stretch levels are as follows: 

i. Entry Pre-tax Margin (which is more specifically defined in the Program) generally means the percentage determined by
dividing the cumulative Pre-tax Income of all companies in the Industry Group (currently [            ]) for the Performance Period by all such companies’ cumulative revenues over such
period [[plus] [minus]             Basis Points]; 
 ii. Target Pre-tax Margin is equal to Entry Pre-tax Margin plus             Basis Points; and 

iii. Stretch Pre-tax Margin is equal to Target Pre-tax Margin plus
            Basis Points. 
 If a Change of Control occurs during the Performance
Period, then the Company’s Pre-tax Margin for the Performance Period will be deemed to equal the Entry Pre-tax Margin plus             Basis Points. 

(b) Target Opportunity. Your Target Opportunity is equal to
[[$            , which is equal to]             % of your [annual base salary as in effect on
            ]] [$            ]. 

 3. Payout upon Achievement of Goal. If the Company’s Pre-tax Margin for the
Performance Period equals or exceeds the Entry Pre-tax Margin for the Performance Period and you have remained continuously employed by the Company or a subsidiary through the end of the Performance Period, then the Payment Amount with respect to
this Award will be an amount equal to (A) your Payout Percentage times (B) your Target Opportunity. Your Payout Percentage and Target Opportunity are determined under the Program by the Administrator. As of the date of this Award,
your Payout Percentage will be determined in accordance with the following table [(straight line interpolation will be used between levels)]: 
  

			
	 Level of Pre-tax Margin Achieved
	  	 Payout Percentage

	Entry Pre-tax Margin	  	    % (Entry Level LTIP Percentage)
	Target Pre-tax Margin	  	    % (Target Level LTIP Percentage)
	Stretch Pre-tax Margin (or higher)	  	    % (Stretch Level LTIP Percentage)

 4. Continuous Employment Required. Receipt of a Payment Amount is conditioned on your continuous
employment with the Company or its subsidiaries through the last day of the Performance Period (with limited exceptions, as described in the Program). 
 5. Pro-Rated Payment. Your Payment Amount may be prorated as provided in the Program under certain circumstances. 
 6. Negative Discretion. In general, and subject to limited exceptions (as described in the Program), the Committee will have the right to reduce or eliminate the Payment Amount that
would otherwise be payable for the Performance Period if the Committee determines in its discretion that such reduction or elimination is appropriate and in the best interest of the Company based on the Company’s unrestricted cash, cash
equivalents, and short term investments and cash readily accessible under the Company’s unused lines of credit as of the end of the Performance Period; provided, however, that any such reduction or elimination shall apply in a uniform and
nondiscriminatory manner to all Participants who are otherwise entitled to receive a Payment Amount with respect to the Performance Period. 
 7. Program and Incentive Plan 2010 Control. Capitalized terms used in this Award Notice are defined in the Program. The Program and the Incentive Plan 2010 are hereby incorporated into this Award
Notice by reference. All statements in this Award Notice are qualified in their entirety by reference to the Program and the Incentive Plan 2010. If you have any questions, or wish to obtain a copy of the Program or the Incentive Plan 2010, please
contact             . 

  
 2United Air Lines, Inc. Management Cash Match Program effective April 1, 2010

 Exhibit 10.76 
 UNITED AIR LINES, INC. 
 MANAGEMENT CASH MATCH PROGRAM 

Effective April 1, 2010 
 As part of the overall awards package for management, the Company offers the United Air Lines, Inc. Cash Match Program (the “Program”). The purpose of the Program is to pay matching
contributions to eligible employees in cash where, as a result of IRS limits, such matching contributions can not be made to the United Airlines Management and Administrative 401(k) Plan (the “401(k) Plan”). This document sets forth the
terms of the Program effective April 1, 2010. Please read it carefully and retain it for your records. 
  

			
	 Eligibility
	  	 You are eligible for the Program if:
  

1.      You are a Management Employee of the Company who, on or after April 1,
2010, is a participant in the 401(k) Plan; and
  
 2.      Your income for the applicable calendar year exceeds the limit specified in Section 401(a)(17) of the Internal Revenue Code ($245,000 in 2010).

 
 For purposes of this Program, the term “Management Employee” has the same
meaning as defined in the 401(k) Plan. This means that all other employee groups participating in the 401(k) Plan, including all union-represented employees, are excluded from the Program.

		
	 Cash Match
	  	 As an eligible Management Employee you are eligible for an annual lump sum Cash Match payment as follows:

 
 1.      You
must contribute the “Maximum Deferral Amount” to the 401(k) Plan permitted under Section 402(g) of the Internal Revenue Code for the applicable calendar year ($16,500 in 2010). For purposes of the Program, Maximum Deferral Amount only
includes amounts deferred on earnings while a Management Employee.
  
 2.      If you contribute the Maximum Deferral Amount, then your Cash Match payment is determined by subtracting the 401(a)(17) dollar amount ($245,000 in 2010) from your
total eligible “Earnings” as defined under the 401(k) Plan. The result is then multiplied by 4% to determine the amount of your Cash Match payment. For purposes of the Program, Earnings only includes amounts earned while a Management
Employee.
  
 For example, assume that your 2010 Earnings were $300,000 and
that you made the full $16,500 contribution to the 401(k) Plan. $300,000 minus $245,000 is $55,000. $55,000 times 4% is $2,200. Thus, you would receive a lump sum Cash Match payment of $2,200.

		
	 Additional Rules
	  	 1.      The annual Cash Match payment is made to all eligible
Management Employees no later than March 15th of the
year following the calendar year earned. You do not have the option to accelerate or defer payment of the Cash Match, and it is taxable in the year paid.
  

2.      Please note that if you are eligible to make Catch-up Contributions to the
401(k) Plan, you are not required to make such contributions in order to be eligible for the Cash Match under this Program.

 UNITED AIR LINES, INC. 

MANAGEMENT CASH MATCH PROGRAM 
 Effective January 1, 2008 
  

			
		  	  

3.      If you cease employment during the calendar year (other than termination
for cause), you are eligible for the annual Cash Match payment based upon your actual Earnings for the calendar year, and your payment will be made at the same time that other Management Employees receive their payments. If you are terminated for
cause, you are not eligible for the annual Cash Match payment. You are considered to be terminated for cause for purposes of this Program if you are determined to be ineligible for severance benefits due to termination for cause under the applicable
severance plan in which you participate.
  
 4.      As described above, you must contribute the Maximum Deferral Amount to the 401(k) Plan. This means that if, in the year you become a Management Employee, you cannot
contribute the Maximum Deferral Amount to the 401(k) Plan because you made contributions to another employer’s plan or another plan sponsored by the Company, you are not eligible for a Cash Match payment for that calendar year. Similarly, if
you are a Management Employee and transfer to another employee group, you are not eligible for a Cash Match payment if you did not contribute the Maximum Deferral Amount to the 401(k) Plan prior to your transfer to a non-management
position.
  

5.      As described above, your Earnings while a Management Employee must exceed
the 401(a)(17) dollar limit. This means that if you transfer from another employee group to become a Management Employee, calculation of whether you are entitled to a Cash Match payment in the year of transfer only takes into account Earnings after
your transfer to Management Employee status. Similarly, if you transfer from a Management Employee position to another employee group, calculation of whether you are entitled to a Cash Match payment in the year of transfer only takes into account
Earnings prior to your transfer from Management Employee status. Similarly, pay you received from a prior employer in the year you are hired does not count towards your Earnings.

 
 6.      No
interest accrues between the time the Cash Match payment is earned and the time it is paid by the Company.
  

7.      Cash Match payments count as Earnings under the 401(k) Plan for purposes of
calculating your Section 415 limitation (the maximum amount that can be contributed per plan year) but not for any other purposes.

		
	 How to Request Payment
	  	It is not necessary to file a claim in order to receive the annual cash match payment. The Company has the sole discretion to determine whether any amount is payable under
the terms of the Program, and the Company’s determination is final. If you believe that the Company has failed to pay you an amount owed under the Program (or miscalculated your payment), please contact Rob Puryear, Managing Director –
Benefits Strategy with an explanation.

  
 2 

 UNITED AIR LINES, INC. 

MANAGEMENT CASH MATCH PROGRAM 
 Effective January 1, 2008 
  

			
	 409A Compliance
	  	The Program is intended to be exempt from the provisions of Section 409A of the Internal Revenue Code applicable to deferred compensation. However, in the event the Program is
not exempt, all provisions of the Program are to be construed and interpreted in a manner consistent with Section 409A. In certain cases, it may be necessary to modify the timing of payment of the cash match, or otherwise modify the administration
of the Program, to comply with Section 409A. Notwithstanding herein to the contrary, you are solely responsible and liable for the satisfaction of all taxes and penalties that may arise in connection with amounts payable pursuant to the Program
(including any taxes arising under Section 409A of the Code), and the Company will not have any obligation to indemnify or otherwise hold you harmless from any or all of such taxes.
		
	 Amendment and Termination
	  	The Company reserves the right to amend, modify or terminate the Program at any time and for any reason.
		
	 Not a Contract of Employment
	  	This Program does not create a contract of employment between you and the Company, nor does the Program restrict in any way the rights of the Company (subject to any written
employment contract you may have with the Company) to terminate your employment at any time and for any reason.
		
	 Governing Law
	  	This Program is a Company policy and is not an employee benefit plan governed by the Employee Retirement Income Security Act of 1974 (ERISA). This Program shall be governed by
the laws of the State of Illinois.
		
	 Company
	  	The term “Company” as used herein means United Air Lines, Inc.

  
 3

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00199-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00199-of-00352.parquet"}]]