Document:

Crescent Bank & Trust Company Officer Incentive Plan

 Exhibit 10.1 
 CRESCENT BANK & TRUST COMPANY 
 OFFICER INCENTIVE PLAN 
 What type of plan is this? 
 This is a non-qualified
annual cash bonus plan administered under the direction of the Board Compensation Committee and executive management. This plan is offered at the sole discretion of the Board Compensation Committee, and may be amended or discontinued according to
the judgment of the Board Compensation Committee. The Board Compensation Committee reserves the right to alter any and all features of the plan to ensure that the intent and design of the plan is consistent with the Bank’s strategic and budget
goals for the upcoming year, and that the plan effectively adds value for the shareholders through higher profits and growth at the Bank. All actions of the Board Compensation Committee under this plan will be subject to ratification and approval by
a majority of the full Board of Directors. The plan is designed on an annual basis to reward participants for producing above-average, long-term profitability for the Bank, and for performing beyond the levels called for by normal job descriptions.
If you participate in any other year-end bonus programs, commissions or cash award systems, you should seek guidance from executive management or your direct supervisor on how this Officer Incentive Plan impacts any other existing programs. If the
Bank’s overall regulatory rating falls below “Satisfactory”, or if the CAMELS composite falls below a “2”, the Board Compensation Committee, at its discretion, can choose to suspend this incentive plan until regulatory
standing is restored to a level acceptable to the Board. 
 Who participates? 
 All officers will participate in this plan, with the exception of Mortgage Originators, SBA Lenders and certain other Lenders that participate in separate commission
programs. Executive management may also designate certain key non-officer employees to participate in this plan based on level of responsibility in the Bank. Any new officers joining the Bank during a plan year will be set up in the plan and allowed
to participate after their 90 day introductory periods on a pro-rata basis for the period employed. Any participant leaving the Bank during a plan year will not receive any pro-rated amounts from the plan for that year, and will have no claims on
cash bonus payments from the plan. A participant must be employed on December 31st of a plan year to be eligible to receive any bonus payments. From time to time, executive management may hire a new officer by negotiating a separate first year
bonus arrangement if approved by the Board Compensation Committee. In such cases, the negotiated bonus arrangement will be substituted for this plan for the participant’s first year of employment. 
 How and when will awards be paid to participants? 
 Awards will be determined at the close of each plan year and paid to participants annually as soon as results can be measured, but at least by March 31st. Awards will be treated as taxable W-2 wages to all participants in the year
received. The cash incentive expense accrued and paid by the Bank is a tax-deductible expense to the Bank. 
 What amounts can be earned from the
plan by participants? 
 Each participating officer can earn awards up to certain limits of his/her base salary. Each participant is assigned a
sliding scale percentage of base salary along which he/she can earn awards based on performance against goals in the plan. The sliding scale set for each participant reflects the individual’s rank and degree of responsibility within the Bank.
Each participant will be apprised of his/her bonus potential, which may change as promotions are received or duties change. The higher the level of responsibility in the organization, the higher the participant’s bonus potential will be as a
percentage of his/her base salary. 

 What specific goals are to be achieved by plan participants? 
 How will the goals be set and measured? 
 Goals will be
set for the company, for each office and in many cases for individuals. First, a menu of important bank wide goals will be set each year that can affect everyone in the plan. Then, menus of important office-specific goals will also be set, and
individuals will be tied to their respective offices as a team on such goals. Finally, individual performance goals may be set for numerous participants to reward for personal production or contributions to selected efforts. 
 Each factor will be weighted as part of the total award, with awards being determined on a sliding scale relative to the level of plan achieved. The sliding scales will
be calibrated to standards satisfactory to the Board each year. A personal grid will then be designed for each participant to specify which factors the participant must meet, and in what proportion. Performance against the standards will be measured
periodically and communicated to participants periodically during the year. 
 How will the plan be administered? 
 Goals and standards for the year are set for each factor based on the judgment of executive management and the Board Compensation Committee. Goals will be consistent with
those determined for the Bank’s strategic plan and annual budget. All elements of the incentive plan will be evaluated and updated annually as a part of the planning process. Although the major emphasis of the plan will always be long-term
profitability, individual reward factors can be changed from year to year to match current strategies. The Board Compensation Committee and executive management will be responsible each year for: 
  

	 	(1)	GOALS-selecting relevant performance factors for the coming year; 

  

	 	(2)	CALIBRATION-specifying the performance levels to be achieved for various levels of awards to be paid; 

  

	 	(3)	PARTICIPANTS-reviewing who participates in the plan and the maximum amount which can be earned as a percentage of base salary for each participant; and 

  

	 	(4)	RESPONSIBILITIES-constructing a personal grid of performance factors for which each participant will be held accountable for the coming year. 

 Any issues or disputes which may arise regarding the incentive plan will be decided or settled by the Board Compensation Committee based on information submitted to the
Committee by executive management. 
 Upon recommendations from executive management, the Board Compensation Committee may, from time to time, choose to
award additional incentive amounts to one or more participants, above those amounts indicated by the measured amounts per plan calculations. Such adjustments will be made on a case-by-case basis at the sole discretion of the Committee. The Committee
will not decrease any participant’s incentive award to a lesser amount than that shown by the final plan measurement. 
 Post-Payment
Evaluation: 
 It is important that the plan be evaluated on a regular basis. After every plan year, executive management will be asked to present
to the Board Compensation Committee an assessment addressing the following questions: 
  

	•	 	What was the cost/benefit of the plan? 

  

	•	 	Were the incentive payments offset by increased profits? 

  

	•	 	How much more performance did the company get as a result of this plan? 

  

	•	 	How have profits increased? 

  

	•	 	Did the Company spend money needlessly? 

  

	•	 	Did participants understand what they needed to do to get an award? 

	•	 	Did anyone whose performance NOT warranting an award receive a payout? 

  

	•	 	Did anyone whose performance warranting an award NOT receive a payout? 

  

	•	 	What do participants think of the plan? 

  

	•	 	Was the plan justifiable to stockholders in terms of improved Company performance and profitability? 

 Definitions 
 Company Net Income - Annual net income for Crescent Banking Company. 
 Total Loan Portfolio Outstanding - Total gross loans outstanding at period end. 
 Total NPA Ratio - Loans on non-accrual plus OREO/Total outstanding loans plus OREO. 
 Total Net Charge-Off Ratio - Annual gross loans charged-offs
minus recoveries/Avg loans outstanding. 
 County Net Income - Annual net income by county, including adjustment for source/use of funds cost and allocation
of administrative/operational costs. 
 County Deposit Growth - Net growth of non-interest bearing account balances by County. 
 County Loan Portfolio Outstanding - Total gross loans outstanding by County at period end. 
 County Past Due Ratio - Average of month end 30 day plus past due loans/loans outstanding by County. 
 County Net Charge-Off
Ratio - Annual gross loans charged-off minus recoveries/Avg loans outstanding by County. 
 Branch Net Income - Annual net income by branch, including
adjustment for source/use of funds cost and allocation of administrative/operational costs. 
 Branch Deposit Growth - Budgeted net growth of non-interest
bearing account balances by Branch. 
 Officer’s Loan Portfolio Outstanding - Total gross loans outstanding by Officer at period end. 
 Officer’s $ Loan Fee - Loan fees collected by Officer. 
 Officer’s
Past Due Ratio - Average of month end 30 day plus past due loans/loans outstanding by Officer. 
 Officer’s Net Charge-Off Ratio - Annual gross loans
charged-offs minus recoveries/Avg loans outstanding. 
 Officer’s Deposit - Net growth of non-interest bearing account balances by Officer. 

Intangible - Other factors including non-qualitative measures of job performance. 

 Attachment 1 
 Officer Incentive Plan 
 Executive Officer 
 Examples of payout at various plan performance levels 
  

								
	 	  	% of Plan	 	 	% of Salary	 
	 % of plan = % of salary paid as bonus
	  	 	85.00	%	 	25.00	%
	 % of plan = % of salary paid as bonus
	  	 	100.00	%	 	75.00	%
	 Each additional % = additional %
	  	 	1.00	%	 	1.00	%
			
	 Salary
	  	$	170,000	 	 		

  

													
	 	  	 	 	 	Percent of
Goal Achieved	 	 	Percent of
Bonus Paid	 	 	Bonus
Earned
	 Company Net Income
	  	50.00	%	 	85	%	 	25.00	%	 	$	21,250
	 Total Loan Portfolio
	  	25.00	%	 	85	%	 	25.00	%	 	 	10,625
	 Total NPA Ratio
	  	12.50	%	 	85	%	 	25.00	%	 	 	5,313
	 Total Charge-Off Ratio
	  	12.50	%	 	85	%	 	25.00	%	 	 	5,313
		  			 			 			 	 	 
	 Bonus Earned
	  			 			 			 	$	42,500
					
	 	  	 	 	 	Percent of
Goal Achieved	 	 	Percent of
Bonus Paid	 	 	Bonus
Earned
	 Company Net Income
	  	50.00	%	 	100	%	 	75.00	%	 	$	63,750
	 Total Loan Portfolio
	  	25.00	%	 	100	%	 	75.00	%	 	 	31,875
	 Total NPA Ratio
	  	12.50	%	 	100	%	 	75.00	%	 	 	15,938
	 Total Charge-Off Ratio
	  	12.50	%	 	100	%	 	75.00	%	 	 	15,938
		  			 			 			 	 	 
	 Bonus Earned
	  			 			 			 	$	127,500
					
	 	  	 	 	 	Percent of
Goal Achieved	 	 	Percent of
Bonus Paid	 	 	Bonus
Earned
	 Company Net Income
	  	50.00	%	 	85	%	 	25.00	%	 	$	21,250
	 Total Loan Portfolio
	  	25.00	%	 	100	%	 	75.00	%	 	 	31,875
	 Total NPA Ratio
	  	12.50	%	 	95	%	 	58.33	%	 	 	12,396
	 Total Charge-Off Ratio
	  	12.50	%	 	90	%	 	41.67	%	 	 	8,854
		  			 			 			 	 	 
	 Bonus Earned
	  			 			 			 	$	74,375

													
	 	  	 	 	 	Percent of
Goal Achieved	 	 	Percent of
Bonus Paid	 	 	Bonus
Earned
	 Company Net Income
	  	50.00	%	 	115	%	 	90.00	%	 	$	76,500
	 Total Loan Portfolio
	  	25.00	%	 	100	%	 	75.00	%	 	 	31,875
	 Total NPA Ratio
	  	12.50	%	 	90	%	 	41.67	%	 	 	8,854
	 Total Charge-Off Ratio
	  	12.50	%	 	90	%	 	41.67	%	 	 	8,854
		  			 			 			 	 	 
	 Bonus Earned
	  			 			 			 	$	126,083

 Attachment 2 
 CRESCENT BANK & TRUST COMPANY 
 OFFICER INCENTIVE PLAN 
 Payout Grid 
  

																			
	 	  	 	 	 	Name	 
	 	  	 	 	 	Don
Boggus	 	 	Lee
Brantley	 	 	Bradley
Rutledge	 	 	Tony
Stancil	 	 	Bonnie
Boling	 
	 FACTORS:
	  			 			 			 			 			 		
	 Company Net Income
	  	Bank wide	 	 	50.00	%	 	50.00	%	 	50.00	%	 	50.00	%	 	50.00	%
	 Total Loan Portfolio Outstanding
	  	Bank wide	 	 	25.00	%	 	25.00	%	 	25.00	%	 	25.00	%	 	25.00	%
	 Total NPA Ratio
	  	Bank wide	 	 	12.50	%	 	12.50	%	 	12.50	%	 	12.50	%	 	12.50	%
	 Total Net Charge-Off Ratio
	  	Bank wide	 	 	12.50	%	 	12.50	%	 	12.50	%	 	12.50	%	 	12.50	%
	 County Net Income
	  	County	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 County Deposit Growth
	  	County	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 County Loan Portfolio Outstanding
	  	County	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 County Past Due Ratio
	  	County	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 County Net Charge-Off Ratio
	  	County	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 Branch Net Income
	  	Branch	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 Branch Deposit Growth
	  	Branch	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 Officer’s Loan Portfolio Outstanding
	  	For Officer	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 Officer’s $ Loan Fee
	  	For Officer	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 Officer’s Past Due Ratio
	  	For Officer	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 Officer’s Net Charge-Off Ratio
	  	For Officer	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 Officer’s Deposit
	  	For Officer	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
	 Intangible
	  	For Officer	 	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%	 	0.00	%
		  			 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 Total
	  			 	100.00	%	 	100.00	%	 	100.00	%	 	100.00	%	 	100.00	%
		  			 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
							
	 % of plan = % of salary paid as bonus
	  	85.00	%	 	25.00	%	 	25.00	%	 	25.00	%	 	25.00	%	 	25.00	%
	 % of plan = % of salary paid as bonus
	  	100.00	%	 	75.00	%	 	75.00	%	 	75.00	%	 	75.00	%	 	75.00	%
	 Each additional % = additional %
	  	1.00	%	 	1.00	%	 	1.00	%	 	1.00	%	 	1.00	%	 	1.00	%Amendment No.1to the Employment Agreement dated as of August 1, 2004

 Exhibit 10.1 
 

 
 CENTRAL EUROPEAN DISTRIBUTION CORPORATION 
 ANNEX dated 24 January 2007 
 to the Employment Agreement (“Agreement”) of
August 1, 2004 between: 
 CENTRAL EUROPEAN DISTRIBUTION CORPORATION, Inc., a Delaware corporation (“Company”); 
 and 
 Mr. William V. Carey (“Executive”).

 WHEREAS 
 On 18 January 2007 the Board of
Directors of the Company adopted the resolution providing for some changes in the method of compensation payable to Executives and members of the Company’s Board of Directors and the relevant number of options to purchase the Company’s
common stock granted to such persons 
 THE PARTIES HAVE AGREED AS FOLLOWS: 
 Par. 1 
 The Agreement shall be amended as follows: 
 Section 2 of the Agreement (“Term”) shall read as follows: 
 The employment of the Executive by the Company as provided in Section 1 hereof shall expire on December 31, 2009 (“Expiration Date”). 
 The first sentence in Section 5(a) of the Agreement (“Base Salary”) shall be replaced with the following wording: 
 As of January 1, 2007 to December 31, 2007, the Executive shall be paid an annual salary (“Base Salary”) in the amount of
USD 267,000.00 gross by the Company and USD 144,468.00 gross by the Subsidiaries. 
 As of January 1,
2008 to December 31, 2008, the Executive shall be paid the Base Salary in the amount of USD 342,000.00 gross by the Company and USD 144,468.00 gross by the Subsidiaries. 
  

 As of January 1, 2009 to December 31, 2009, the Executive shall be paid the Base Salary in the amount of
USD 392,000.00 gross by the Company and USD 144,468.00 gross by the Subsidiaries. 
 Section 5(b) of the
Agreement (“Bonus”) shall read as follows: 
 In fiscal years 2007, 2008 and 2009, the Executive shall be entitled to receive 47 % of
the aggregate cash bonus payable under the Company’s Executive Bonus Plan, the amount and rules of payout of such aggregate cash bonus being established under the resolution of the Company’s Board of Directors dated 18 January 2007.

 The Executive shall be entitled to annual grant of options to purchase the Company’s common stock, as follows: (i) 67 500
options on January 1, 2007, (ii) 50 000 options on January 1, 2008, and (iii) 50 000 options on January 1, 2009, each such grant to vest 100% on the two-year anniversary
of the grant date. The strike price of each such grant shall be the closing price of the Company’s common stock on the trading day immediately preceding the grant date. 
 Par. 2 
 All other provisions of the Agreement shall remain not amended. 
 Par. 3 
 The provisions of this Annex shall be effective as
from 1 January 2007. 
  

	
	The Company:
	
	 /s/ Jan Laskowski

	Name: Jan Laskowski
	Chairman of Compensation Committee
	
	The Executive:
	
	 /s/ William V. Carey

	Name: William V. Carey

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