Document:

Exhibit
10.20

BOISE CASCADE, L.L.C.

SUPPLEMENTAL LIFE PLAN

As Amended December 19, 2006

BOISE CASCADE, L.L.C.

SUPPLEMENTAL LIFE PLAN

1.             Purpose
of the Plan.  The purpose of the
Supplemental Life Plan (the “Plan”) is to provide executive officers who participate
in the Plan with an insured death benefit during employment and, in limited
cases, after retirement.  Executive
officers who become Participants may purchase a life insurance policy from a
designated insurance carrier.  Policy
premiums will be paid by Boise Cascade, L.L.C. (“Boise”), as described in this
Plan.

2.             Definitions.

2.1           “Base
Salary” means the Participant’s annual base salary in effect on the April
15th preceding the Participant’s death if the
Participant dies while an active employee of Boise.

2.2           “Code”
means the Internal Revenue Code of 1986, as amended.

2.3           “Committee”
means the Executive Compensation Committee of Boise Cascade Holdings, L.L.C.
Board of Managers or, in the absence of such a committee, the Retirement
Committee appointed by such board.

2.4           “Final
Salary” means the Participant’s annual base salary in effect on the April
15th preceding his or her Retirement date.

2.5           “Insurance
Carrier” means the life insurance company or companies selected to issue
policies under the Plan.  The initial
Insurance Carrier shall be Sun Life Assurance Company of Canada (U.S.).

2.6           “Insurance
Policy” means any individually purchased Insurance Policy, together with
additional policy benefits and riders, if any, issued by the Insurance Carrier
pursuant to the Plan.  Unless required
otherwise by the Plan, any Insurance Policy terms used in this Plan shall have
the same meaning as in the Insurance Policy. 
For example, the Insurance Policy terms “policy year,” “dividend,” and “policy
loan” shall have the same meaning for purposes of this Plan as for purposes of
the Insurance Policy.

2.7           “Participant”
means an executive officer who is designated by the Committee as eligible to
participate in the Plan, in each case who has met all applicable eligibility requirements
under Section 4.  For purposes of
this Plan, “executive officer” means any President or Vice President of Boise
Cascade, L.L.C. who was elected as a President or Vice President of Boise
Cascade Corporation on or before July 31, 2003.

  
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2.8           “Pension
Plan” means the Boise Cascade, L.L.C. Spun-off Pension Plan for Salaried
Employees, as amended from time to time, and any successor thereto.

2.9           “Plan
Administrator” means the Committee. 
The Committee may delegate day-to-day administrative
functions to Boise’s management.

2.10         “Retirement”
means the termination of employment of a Participant, for reasons other than
death or total disability (as defined in the Pension Plan), at any time after
the Participant has attained age 55 with 10 or more years of service
(as defined in the Pension Plan), and 5 years of service as an executive
officer of Boise.

3.             Administration
and Interpretation of the Plan.

3.1           Plan Administrator.
The Committee shall have final discretion, responsibility, and authority to
administer and interpret the Plan.  This
includes the discretion and authority to determine all questions of fact,
eligibility, or benefits relating to the Plan, except as delegated to the
Insurance Carrier pursuant to Sections 3.2 and 8.3.  The Committee may also adopt any rules it
deems necessary to administer the Plan. 
The Committee’s responsibilities for administration and interpretation
of the Plan shall be exercised by Boise employees who have been assigned those
responsibilities by Boise’s management. 
Any Boise employee exercising responsibilities relating to the Plan in
accordance with this section shall be deemed to have been delegated the
discretionary authority vested in the Committee with respect to those
responsibilities, unless limited in writing by the Committee.  Any Participant may appeal any action or
decision of these employees to Boise’s General Counsel and may request that the
Committee reconsider decisions of the General Counsel.  Claims for benefits under the Plan and
appeals of claim denials shall be in accordance with Section 8.  Any interpretation by the Committee shall be
final and binding on the Participants.

3.2           Insurance
Carrier.  The Insurance Carrier shall
be responsible for all matters relating to any Insurance Policy, including interpretation
of the policy terms.  For example, the
Insurance Carrier shall decide whether it will issue an Insurance Policy on the
life of a Participant who has otherwise met all of the Plan’s eligibility
requirements, whether benefits are payable on an Insurance Policy, and to whom
any benefits are payable.

4.             Eligibility.  In order to become a Participant in the Plan,
an individual must meet all of the following requirements:

4.1           Be
an executive officer of Boise who was elected as a President or Vice President
of Boise Cascade Corporation on or before July 31, 2003, and who is identified
by the Committee as eligible to participate in the Plan;

  
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4.2           Complete
an application for insurance as required by the Insurance Carrier; and

4.3           Meet
any applicable insurability requirements of the Insurance Carrier.

5.             Benefits.

5.1           Target
Death Benefit During Employment.  The
target benefit for a Participant who dies while employed by Boise is a death
benefit equal to two times Base Salary (less any amount payable under Boise’s
company-paid group term life insurance program).

5.2           Target
Post-Retirement Death Benefit. 
Participants who die after Retirement, will have a target
post-retirement benefit equal to one times Final Salary (less any amount
payable under Boise’s company-paid group term life insurance program).

5.3           Purchase
of Insurance.  The right of a
Participant to purchase an Insurance Policy under the Plan was granted only
upon each Participant’s initial eligibility under the Boise Cascade Corporation
Supplemental Life Insurance Plan.  The
face amount of the Insurance Policy was rounded up to the nearest multiple of
$1,000, where necessary.  To the extent
the Insurance Policy relates to the target benefit(s) as described in Sections
5.1 and 5.2 above, the Insurance Policy is guaranteed to be issued, without
regard to the Participant’s insurability. 
To the extent that a Participant desires to purchase additional
insurance by paying additional premiums as permitted under Section 6.2,
insurance participation will be subject to the Participant’s insurability, and
Boise does not guarantee that each otherwise eligible Participant will be able
to purchase additional insurance pursuant to this Plan.

5.4           Actual
Amount of Benefit.  The death benefit
shall be paid from the Insurance Policy. 
The amount of the death benefit payable to the Participant’s beneficiary
shall be determined by the Insurance Carrier pursuant to the terms of the
Insurance Policy.  The actual benefit
provided by the Insurance Policy may be greater or less than the target
benefit, based on the investment performance of the Insurance Policy and taking
into account any loans and/or withdrawals from the cash value of the Insurance
Policy.  If the Insurance Policy does not
ultimately provide the target benefit, Boise will not make up any benefit
shortfall.

5.5           Beneficiary
Designation.  The death benefit is
payable to the beneficiary or beneficiaries designated by the Participant.  If no beneficiary is designated, the
beneficiary shall be the person or persons entitled to the death benefit under
the terms of the Insurance Policy or applicable state law, whichever governs.

5.6           Payment
of Death Benefit.  All death benefits
provided under the Plan will be paid from the Insurance Policies.  Death benefits shall be paid upon 

  
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submission
to the Insurance Carrier of the appropriate proof of death and a claim for
benefits in the form required by the Insurance Carrier, and any other
documentation required by the Insurance Carrier in its sole discretion.

6.             Premium
Payment.

6.1           Target
Benefit Premium Payment.  The
Insurance Carrier shall establish an annual premium for each Insurance Policy
based on the target benefit(s) established for that Insurance Policy.  Boise shall pay the premium on behalf of the
Participant, and the amount of the premium will be treated as taxable
compensation to the Participant; provided, however, that the annual premium
payable by Boise shall be adjusted appropriately, as determined by the
Committee in its sole discretion, to take into account any loans and/or
withdrawals from the cash value of the Insurance Policy, and the Participant
shall be solely responsible for the payment of any additional premiums required
as a result of any such adjustment.

6.2           Additional
Benefit Premium Payment.  Participants
may have the option to obtain an additional Insurance Policy in addition to the
Insurance Policy under which the target benefit(s) are to be provided, subject
to the requirements of the Insurance Carrier, including any insurability or
underwriting requirements and subject to a minimum death benefit amount of
$50,000.  Premiums for any additional
Insurance Policy will be the Participant’s responsibility.  Participants must make arrangements for any
additional Insurance Policy and premium payment with the Insurance Carrier.

6.3           Premium
Allocation.  The target benefit
premium will be allocated among the investment funds offered by the Insurance
Carrier by Boise in its sole discretion. 
Premiums for any additional Insurance Policy purchased according to Section
6.2 shall be allocated by the Participant.

6.4           Cessation
of Premium Payment.  Boise shall
cease paying premiums on the Participant’s behalf upon the first to occur of
the following:

(a)           The
date of the Participant’s Retirement (or, for Participants who were executive
officers of Boise Cascade Corporation on October 1, 2003, payment of the
premium for ten years following the initial issuance of the Insurance Policy,
if later);

(b)           The
death of the Participant;

(c)           The
termination of the Participant’s employment other than by death or Retirement;
or

(d)           The
date the Insurance Policy is surrendered or otherwise ceases to be in effect.

  
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Upon the cessation of premium payment by Boise, Boise
shall have no further involvement in the Insurance Policy.  From that date forward, the Participant shall
be solely responsible for the payment of any future premiums.

7.             Continuation,
Reduction, or Termination of the Insurance Policy and/or Benefits.

7.1           If
the Plan is terminated, whether as to all Participants or as to an individual
Participant, a Participant shall be able to continue the Insurance Policy on
his or her life by paying future premiums. Thereafter, the Participant will be
responsible for all future premiums and Boise shall have no further involvement
in the Insurance Policy.

7.2           After
cessation of premium payment by Boise, policy benefits may be reduced or
terminated with respect to a Participant if not properly funded by the
Participant.

7.3           The
amount of a Participant’s death benefits may vary each year based on investment
results of the Insurance Policy, on account of any loans and/or withdrawals
from the cash value of the Insurance Policy, and/or on account of any changes
in the target benefit.

8.             Claims
Procedure.

8.1           Claims regarding eligibility for, participation in, and payment of
premiums under the Plan shall be filed in writing, within 90 days after
the event giving rise to a claim, with Boise’s compensation manager, who shall
have absolute discretion to interpret and apply the Plan, evaluate the facts
and circumstances, and make a determination with respect to the claim in the
name and on behalf of Boise.  The claim
must include a statement of all facts the Participant believes relevant to the
claim and copies of all documents, materials, or other evidence that the
Participant believes relevant to the claim. 
Written notice of the disposition of a claim shall be furnished to the
Participant within 90 days after the application is filed.  This 90-day period may be extended an
additional 90 days for special circumstances by the compensation manager,
in his or her sole discretion, by providing written notice of the extension to
the claimant prior to the expiration of the original 90-day period.  If the claim is denied, the manager shall
notify the claimant in writing.  This
written notice shall:

·                                          state the specific reasons for the denial,

·                                          refer to the provisions of the Plan on which the
determination is based,

·                                          describe any additional material or information
necessary for the claimant to perfect the claim and explain why the information
is necessary,

  
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·                                          explain how the claimant may submit the claim for
review and state applicable time limits, and

·                                          state the claimant’s right to bring an action
under section 502(a) of ERISA following an adverse determination on review.

8.2           Any Participant, former Participant, or beneficiary who has been denied a
claim brought under Section 8.1 shall be entitled, upon written request, to
access to or copies of all documents and records relevant to his or claim, and
to a review of his or her denied claim. 
A request for review, together with a written statement of the claimant’s
position and any other comments, documents, records, or information that the
claimant believes relevant to his or her claim, shall be filed no later than
60 days after receipt of the written notification provided for in Section
8.1, and shall be filed with Boise’s compensation manager.  The Manager shall promptly inform Boise’s
senior human resources officer, who shall be the named fiduciary of the Plan
for purposes of claim review.  The senior
human resources officer shall make his or her decision, in writing, within
60 days after receipt of the claimant’s request for review.  This 60-day period may be extended an
additional 60 days if, in the senior human resources officer’s sole
discretion, special circumstances warrant the extension and if the senior human
resources officer provides written notice of the extension to the claimant
prior to the expiration of the original 60-day period.  The written decision shall be final and
binding on all parties and shall:

·                                          state the facts and specific reasons for the
decision,

·                                          refer to the Plan provisions upon which the
decision is based,

·                                          state that the Participant is entitled to receive
at no charge and upon request reasonable access to and copies of all documents,
records, and other information relevant to the claim, and

·                                          state the claimant’s right to bring an action
under section 502(a) of ERISA.

8.3           For
claims regarding benefits under the Insurance Policies, Boise has adopted the
claim procedure established by the Insurance Carrier as a claim procedure.  The beneficiary of the policy proceeds must
file a claim for benefits with the Insurance Carrier in the form the Insurance
Carrier requires.  If the Insurance
Carrier denies the claim and the beneficiary desires to have the denial
reviewed, the beneficiary must follow the Insurance Carrier’s claims review
procedure.  The Insurance Carrier’s
determination shall be final and binding on all participants.  Boise shall have no liability if the
Insurance Carrier denies a claim for benefits.

  
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9.             Miscellaneous.

9.1           Employment
Not Guaranteed by Plan.  This Plan is
not intended to and does not create a contract of employment in any
manner.  Employment with Boise is at will,
which means that either the employee or Boise may end the employment
relationship at any time and for any reason. 
Nothing in this Plan changes or should be construed as changing that
at-will relationship.

9.2           Taxes.  Boise shall deduct from each Participant’s
compensation all applicable federal or state taxes that may be required by law
to be withheld resulting from Boise’s premium payments under the Plan.

9.3           Governing
Law, Jurisdiction, and Venue.  The
Plan shall be construed according to the laws of the state of Idaho to the
extent not preempted by federal law. 
Legal action to enforce or interpret the Plan may be brought only in
federal district court for the District of Idaho in Ada County, Idaho.

9.4           Form of
Communication.  Any election,
application, claim, notice, or other communication required or permitted to be
made by a Participant to the Committee or Boise shall be made in writing and in
the form Boise prescribes.  Communication
shall be effective upon receipt by Boise’s Compensation Manager at
1111 West Jefferson Street, P.O. Box 50, Boise, Idaho 83728.

9.5           Amendment
and Termination.  The Committee may,
at any time, amend or terminate the Plan, provided that the Committee may not
reduce or modify the target benefit(s) provided to the Participant prior to the
amendment or termination without the Participant’s prior written consent.  Upon termination of the Plan, a Participant
shall be entitled to continue the Insurance Policy in accordance with
Section 7.

9.6           Agent
for Service of Process.  Boise’s
General Counsel is designated as the agent to receive service of legal process
on behalf of the Plan.

9.7           Effective
Date.  The Plan is effective October
29, 2004.

  
 7Exhibit 10.23

BOISE CASCADE, L.L.C.

Annual Incentive Award Notification

Corporate

Chief
Executive Officer

This Annual
Incentive Award (the “Award”), is granted on March
31, 2006 (the “Award Date”), by Boise Cascade, L.L.C. (“Boise”) to William
Thomas Stephens (“Awardee” or “you”) pursuant to the Boise Incentive and
Performance Plan (the “Plan”) and pursuant to the following terms:

1.                                       The Award is subject to all the terms and conditions
of the Plan.  Further, the amount of your
Award, if any, is at the complete and sole discretion of the Compensation
Committee of the company’s board of directors. 
The Committee reserves the right, at its sole discretion, to adjust or
eliminate your Award whether or not you have met the Performance Goals set
forth below.  Such adjustments or
eliminations may be based upon, among other things, unusual or nonrecurring
events affecting Boise’s business, the financial vitality of the company, or
any other factor the Committee deems relevant to its determination.

2.                                       For
purposes of this Award, the following terms shall have the meanings stated
below. All capitalized terms not defined in this notification shall have the
meaning stated in the Plan.

2.1.                              “Award
Period” means the 2006 calendar year.

2.2.                              “Base
Salary” means your annual pay rate in effect at the end of the Award Period,
without taking into account (a) 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 Boise, (b) any incentive compensation,
employee benefit, or other cash benefit paid or provided under any incentive,
bonus or employee benefit plan sponsored by Boise, or (c) 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 EBITDA (earnings before interest, taxes, and non-cash items such as
depreciation, amortization and depletion), adjusted for non-cash long term
compensation, less a charge for working capital.  The charge for working capital is 9% per year
(0.75% per month) times the working capital balance (excluding cash).

2.4.                              “Safety”
means the recordable incident rate for the company, including international
operations.

3.                                       Your
target award percentage is 65% of your Base Salary.

4.                                       The
Performance Goals applicable to your Award are Cash Flow and Safety and
discrete performance objectives as may be determined as part of your work plan
outlined by your supervisor.  Your Award
will be calculated based on these Performance Goals, as follows:

4.1.                              Corporate Cash Flow. 
Target Cash Flow has been established. 
Boise will determine actual corporate Cash Flow and, using the attached
payout chart, a payout multiple will be identified.  Your Award will be calculated by multiplying
the multiple from the graph by your target award percentage, and then
multiplying your Base Salary by that result.

4.2.                              Safety Adjustment.  Your
Award may be adjusted based on Safety results, as follows.  The target recordable incident rate is 2.4.  Boise will determine the actual recordable
incident rate.  If the actual recordable
incident rate is greater than target, the amount of the Award calculated
pursuant to Section 4.1 will be reduced by 10%. 
If the actual recordable incident

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rate is less than or equal to target, no reduction for
Safety will apply.

4.3.                              Additional Adjustments. 
Your supervisor may, in his or her sole discretion, increase or reduce your
recommended Award by up to 50% based on your performance relative to the work
plan outlined with your supervisor.

4.4.                              General Terms.  Payout
multiples between numbers indicated on the chart will be calculated using
straight-line interpolation.  Your Award
is capped at 2.25 times your target award percentage.  Base Salary, Cash Flow, Safety and Awards are
calculated by Boise in its sole discretion. 
Your Award, if any, will be paid no later than March 15, 2007.

5.                                       This
Award will be paid in cash or other method of delivering comparable value.

6.                                       If
you terminate employment before December 31, 2006, your Award will be treated
in accordance with the Plan and in such manner as determined by the Committee.

[GRAPHIC]

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BOISE
CASCADE, L.L.C.

Annual Incentive Award
Notification

Corporate

This Annual
Incentive Award (the “Award”), is granted on
March 31, 2006 (the “Award Date”), by Boise Cascade, L.L.C. (“Boise”) to Tom
Carlile (“Awardee” or “you”) pursuant to the Boise Incentive and Performance
Plan (the “Plan”) and pursuant to the following terms:

1.                                       The Award is subject to all the terms and conditions
of the Plan. Further, the amount of your Award, if any, is at the complete and
sole discretion of the Compensation Committee of the company’s board of
directors.  The Committee reserves the
right, at its sole discretion, to adjust or eliminate your Award whether or not
you have met the Performance Goals set forth below.  Such adjustments or eliminations may be based
upon, among other things, unusual or nonrecurring events affecting Boise’s
business, the financial vitality of the company, or any other factor the
Committee deems relevant to its determination.

2.                                       For
purposes of this Award, the following terms shall have the meanings stated
below. All capitalized terms not defined in this notification shall have the
meaning stated in the Plan.

2.1.                              “Award
Period” means the 2006 calendar year.

2.2.                              “Base
Salary” means your annual pay rate in effect at the end of the Award Period,
without taking into account (a) 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 Boise, (b) any incentive compensation,
employee benefit, or other cash benefit paid or provided under any incentive,
bonus or employee benefit plan sponsored by Boise, or (c) 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 EBITDA (earnings before interest, taxes, and non-cash items such as
depreciation, amortization and depletion), adjusted for non-cash long term
compensation, less a charge for working capital.  The charge for working capital is 9% per year
(0.75% per month) times the working capital balance (excluding cash).

2.4.                              “Safety”
means the recordable incident rate for the company, including international
operations.

3.                                       Your
target award percentage is 65% of your Base Salary.

4.                                       The
Performance Goals applicable to your Award are Cash Flow and Safety and
discrete performance objectives as may be determined as part of your work plan
outlined by your supervisor.  Your Award
will be calculated based on these Performance Goals, as follows:

4.1.                              Corporate Cash Flow. 
Target Cash Flow has been established. 
Boise will determine actual corporate Cash Flow and, using the attached
payout chart, a payout multiple will be identified.  Your Award will be calculated by multiplying
the multiple from the graph by your target award percentage, and then
multiplying your Base Salary by that result.

4.2.                              Safety Adjustment. 
Your Award may be adjusted based on Safety results, as follows.  The target recordable incident rate is
2.4.  Boise will determine the actual
recordable incident rate.  If the actual
recordable incident rate is greater than target, the amount of the Award calculated
pursuant to Section 4.1 will be reduced by 10%. 
If the actual recordable incident rate is less than or equal to target,
no reduction for Safety will apply.

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4.3.                              Additional Adjustments. 
Your supervisor may, in his or her sole discretion, increase or reduce
your recommended Award by up to 50% based on your performance relative to the
work plan outlined with your supervisor. 
In addition, the Committee reserves the right, at its sole discretion,
to adjust the Award, whether or not the Performance Goals have been met.

4.4.                              General Terms.  Payout
multiples between numbers indicated on the chart will be calculated using
straight-line interpolation.  Your Award
is capped at 2.25 times your target award percentage.  Base Salary, Cash Flow, Safety and Awards are
calculated by Boise in its sole discretion. 
Your Award, if any, will be paid no later than March 15, 2007.

5.                                       This
Award will be paid in cash or other method of delivering comparable value.

6.                                       If
you terminate employment before December 31, 2006, your Award will be treated
in accordance with the Plan and in such manner as determined by the Committee.

[GRAPHIC]

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BOISE
CASCADE, L.L.C.

Annual Incentive Award
Notification

Paper, Packaging & Newsprint

Executive
Vice President

This Annual
Incentive Award (the “Award”), is granted on
March 31, 2006 (the “Award Date”), by Boise Cascade, L.L.C. (“Boise”) to
Alexander Toeldte (“Awardee” or “you”) pursuant to the Boise Incentive and
Performance Plan (the “Plan”) and pursuant to the following terms:

1.                                       The Award is subject to all the terms and conditions
of the Plan.  Further, the amount of your
Award, if any, is at the complete and sole discretion of the Compensation
Committee of the company’s board of directors. 
The Committee reserves the right, at its sole discretion, to adjust or
eliminate your Award whether or not you have met the Performance Goals set
forth below.  Such adjustments or
eliminations may be based upon, among other things, unusual or nonrecurring
events affecting Boise’s business, the financial vitality of the company, or
any other factor the Committee deems relevant to its determination.

2.                                       For
purposes of this Award, the following terms shall have the meanings stated
below. All capitalized terms not defined in this notification shall have the
meaning stated in the Plan.

2.1.                              “Award
Period” means the 2006 calendar year.

2.2.                              “Base
Salary” means your annual pay rate in effect at the end of the Award Period,
without taking into account (a) 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 Boise, (b) any incentive compensation,
employee benefit, or other cash benefit paid or provided under any incentive,
bonus or employee benefit plan sponsored by Boise, or (c) 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 EBITDA (earnings before interest, taxes, and non-cash items such as
depreciation, amortization and depletion), adjusted for non-cash long term
compensation, less a charge for working capital.  The charge for working capital is 9% per year
(0.75% per month) times the working capital balance (excluding cash).  Cash Flow may be calculated at a corporate,
division or other level.

2.4.                              “CTC”
means the Waco, Texas, Packaging location doing business as Central Texas
Corrugated.

2.5.                              “CTC
EBITDA” means earnings before interest, taxes, and non-cash items such as depreciation,
amortization and depletion, calculated in accordance with generally accepted
accounting practices in the U.S for CTC. 
For purposes of this Award, CTC EBITDA will be calculated with no
allocations from Boise.  Transfer pricing
for board will be calculated by using Pulp and Paper Week’s “Price Watch”
reported high East pricing, reduced by the 2005 average difference between “Price
Watch” and the location’s actual price paid for 42 lb virgin liner in
2005.  Upcharges for grades other than 42
lb will be made as with industry standards, in Boise’s sole discretion.  Price changes will go into effect on orders
for the month following the change in “Price Watch.”

2.6.                              “CTC
Volume” means the MMSF processed by CTC during the Award Period.

2.7.                              “Safety”
means the recordable incident rate for the company, including international
operations.

3.                                       Your
target award percentage is 65% of your Base Salary.

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4.                                       The
Performance Goals applicable to your Award are Cash Flow (corporate), Safety,
other business measures listed below and discrete performance objectives as may
be determined as part of your work plan outlined by your supervisor.  Your Award will be calculated based on these
Performance Goals, as follows:

4.1.                              Corporate Cash Flow. 
25% of your Award will be based on corporate Cash Flow.

4.2.                              Safety.  10% of your
Award will be based on Safety.

4.3.                              Other Business Measures. 
65% of your Award will be based on other business measures, as follows.

4.3.1.                     Paper Cash Flow.  50%
of the 65%, or 32.5%, of your Award will be based on Paper Cash Flow.

4.3.2.                     Packaging & Newsprint Cash Flow. 
30% of the 65%, or 19.5%, of your Award will be based on
Packaging & Newsprint Cash Flow.

4.3.3.                     CTC EBITDA & Volume. 
20% of the 65%, or 13.5% of your Award will be based on measures related
to Central Texas Corrugated:  two-thirds
(9%) on CTC EBITDA and one-third (4.5%) on CTC Volume.

4.4.                              Payout Calculations.

4.4.1.                     Measures Other Than Safety.  The
targets for each of the measures above other than Safety are indicated on the
attached charts.  After the end of the
Award Period, Boise will determine actual results, and, using the attached
charts, will determine a payout multiple for each measure.  The payout multiple will be multiplied by the
percentage of your Award applicable to that measure (for example, for corporate
Cash Flow, 25%).  The result will be
multiplied by your total target award percentage, and that result will be
multiplied by your Base Salary.

4.4.2.                     Safety.  The target
for Safety is a recordable incident rate of 2.4.  If the recordable incident rate is 2.4 or
less, as measured by Boise in its sole discretion, the Safety payout will be
calculated as 10% times your total target award percentage, times your Base
Salary.  If the recordable incident rate
is greater than 2.4, the Safety payout will be zero.

4.4.3.                     Total Award.  The
payout amounts for all the above measures will be aggregated together to reach
your total Award amount.

4.5.                              General Terms.  Payout
multiples between numbers indicated on the chart will be calculated using
straight-line interpolation.  Your Award
is capped at 2.25 times target.  Base
Salary, Cash Flow (corporate and business), Safety, CTC EBITDA, CTC Volume, and
Awards are calculated by Boise in its sole discretion.  Notwithstanding the Performance Goals and
formula set forth above, no portion of an Award based on Safety will be earned
or paid for the Award Period unless the corporate Cash Flow minimum payment
target has been met, in each case as calculated by Boise in its sole
discretion.  Your Award, if any, will be
paid by March 15, 2007.

4.6.                              Adjustments.  Your
supervisor may, in his or her sole discretion, increase or reduce your
recommended Award by up to 50% based on your performance relative to the work
plan outlined with your supervisor.  In
addition, the Committee reserves the right, at its sole discretion, to adjust
the Award, whether or not the Performance Goals have been met.

 6
 

5.                                       This
Award will be paid in cash or other method of delivering comparable value.

6.                                       If
you terminate employment before December 31, 2006, your Award will be treated
in accordance with the Plan and in such manner as determined by the Committee.

[GRAPHICS]

 7
 

BOISE
CASCADE, L.L.C.

Annual Incentive Award
Notification

Building Materials Distribution

Senior
Vice President

This Annual
Incentive Award (the “Award”), is granted on
March 31, 2006 (the “Award Date”), by Boise Cascade, L.L.C. (“Boise”) to
Stanley Bell (“Awardee” or “you”) pursuant to the Boise Incentive and
Performance Plan (the “Plan”) and pursuant to the following terms:

1.                                       The Award is subject to all the terms and conditions
of the Plan.  Further, the amount of your Award, if any, is at the
complete and sole discretion of the Compensation Committee of the company’s
board of directors.  The Committee
reserves the right, at its sole discretion, to adjust or eliminate your Award
whether or not you have met the Performance Goals set forth below.  Such adjustments or eliminations may be based
upon, among other things, unusual or nonrecurring events affecting Boise’s
business, the financial vitality of the company, or any other factor the
Committee deems relevant to its determination.

2.                                       For
purposes of this Award, the following terms shall have the meanings stated
below. All capitalized terms not defined in this notification shall have the
meaning stated in the Plan.

2.1.                              “Award
Period” means the 2006 calendar year.

2.2.                              “Base
Salary” means your annual pay rate in effect at the end of the Award Period,
without taking into account (a) 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 Boise, (b) any incentive compensation,
employee benefit, or other cash benefit paid or provided under any incentive,
bonus or employee benefit plan sponsored by Boise, or (c) 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.                              “Corporate
Cash Flow” means corporate EBITDA (earnings before interest, taxes, and
non-cash items such as depreciation, amortization and depletion), adjusted for
non-cash long term compensation, less a charge for working capital.  The charge for working capital is 9% per year
(0.75% per month) times the working capital balance (excluding cash).

2.4.                              “Division
EBITDA” means earnings before interest, taxes, and non-cash items such as
depreciation, amortization and depletion, adjusted for non-cash long term
compensation.

2.5.                              “PRONWC”
means Pre-tax Return on Net Working Capital, which is calculated as Net Income
divided by Average Net Working Capital. 
For purposes of calculating PRONWC:

2.5.1.                     “Net Income”
means net operating income (loss) for the division, as shown on the division’s
income statement.

2.5.2.                     “Average Net
Working Capital” means a 13 month average of net working capital for the
division.  The 13 months used are the 12
months during the Award Period, plus the month of December 2005.

2.6.                              “Safety”
means the recordable incident rate for the company, including international
operations.

3.                                       Your
target award percentage is 55% of your Base Salary.

4.                                       The
Performance Goals applicable to your Award are Division EBITDA, PRONWC,
Corporate Cash Flow and Safety and discrete performance objectives as may be determined
as part of your work

 8
 

plan outlined by your
supervisor.  Your Award will be
calculated based on these Performance Goals, as follows:

4.1.                              Division EBITDA.  40%
of your Award will be based on Division EBITDA. 
Target EBITDA for Building Materials Distribution has been
established.  Boise will determine actual
EBITDA and, using the attached payout chart, a payout multiple will be
identified.  This portion of your Award
will be calculated by multiplying the multiple from the graph by 40%, then
multiplying the result by your target award percentage, and finally multiplying
your Base Salary by that result.

4.2.                              PRONWC.  40% of your
Award will be based on Building Materials Distribution PRONWC.  Target PRONWC for the division has been
established.  Boise will determine actual
PRONWC and, using the attached payout chart, a payout multiple will be identified.  This portion of your Award will be calculated
by multiplying the multiple from the graph by 40%, then multiplying the result
by your target award percentage, and finally multiplying your Base Salary by
that result.

4.3.                              Corporate Cash Flow. 
20% of your award will be based on Corporate Cash Flow.  Target Cash Flow has been established.  Boise will determine actual Cash Flow and,
using the attached payout chart, a payout multiple will be identified.  This portion of your Award will be calculated
by multiplying the multiple from the graph by 20%, then multiplying the result by
your target award percentage, and finally multiplying your Base Salary by that
result.

4.4.                              Safety Adjustment. 
Your Award may be adjusted based on Safety results, as follows.  The target recordable incident rate is
2.4.  Boise will determine the actual
recordable incident rate.  If the actual
recordable incident rate is greater than target, the aggregate amount of the
Award calculated pursuant to Sections 4.1, 4.2 and 4.3 will be reduced by 10%.  If the actual recordable incident rate is
less than or equal to target, no reduction for Safety will apply.

4.5.                              Additional Adjustments. 
Your supervisor may, in his or her sole discretion, increase or reduce
your recommended Award by up to 50% based on your performance relative to the
work plan outlined with your supervisor. 
In addition, the Committee reserves the right, at its sole discretion,
to adjust the Award, whether or not the Performance Goals have been met.

4.6.                              General Terms.  Payout
multiples between numbers indicated on the charts will be calculated using
straight-line interpolation.  Your Award
is capped at 2.25 times your target award percentage.  Base Salary, EBITDA, PRONWC, Cash Flow,
Safety and Awards are calculated by Boise in its sole discretion.  Notwithstanding the Performance Goals and
formula above, no payout will be made for PRONWC if Division EBITDA payout is
zero.  Your Award, if any, will be paid
by March 15, 2007.

5.                                       This
Award will be paid in cash or other method of delivering comparable value.

6.                                       If
you terminate employment before December 31, 2006, your Award will be treated
in accordance with the Plan and in such manner as determined by the Committee.

[GRAPHICS]

 9
 

BOISE CASCADE, L.L.C.

Annual Incentive Award
Notification

Wood Products

Senior
Vice President

This Annual
Incentive Award (the “Award”), is granted on
March 31, 2006 (the “Award Date”), by Boise Cascade, L.L.C. (“Boise”) to Thomas
Lovlien (“Awardee” or “you”) pursuant to the Boise Incentive and Performance
Plan (the “Plan”) and pursuant to the following terms:

1.                                       The Award is subject to all the terms and conditions
of the Plan.  Further, the amount of your
Award, if any, is at the complete and sole discretion of the Compensation
Committee of the company’s board of directors. 
The Committee reserves the right, at its sole discretion, to adjust or
eliminate your Award whether or not you have met the Performance Goals set
forth below.  Such adjustments or
eliminations may be based upon, among other things, unusual or nonrecurring
events affecting Boise’s business, the financial vitality of the company, or
any other factor the Committee deems relevant to its determination.

2.                                       For
purposes of this Award, the following terms shall have the meanings stated
below. All capitalized terms not defined in this notification shall have the meaning
stated in the Plan.

2.1.                              “Award
Period” means the 2006 calendar year.

2.2.                              “Base
Salary” means your annual pay rate in effect at the end of the Award Period,
without taking into account (a) 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 Boise, (b) any incentive compensation,
employee benefit, or other cash benefit paid or provided under any incentive,
bonus or employee benefit plan sponsored by Boise, or (c) 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 EBITDA (earnings before interest, taxes, and non-cash items such as
depreciation, amortization and depletion), adjusted for non-cash long term
compensation, less a charge for working capital.  The charge for working capital is 9% per year
(0.75% per month) times the working capital balance (excluding cash).  Cash Flow may be calculated on a corporate
basis or for the Wood Products division.

2.4.                              “Safety”
means recordable incident rate.  Safety
may be measured on a company-wide basis (including international operations) or
for the Wood Products division.

3.                                       Your
target award percentage is 55% of your Base Salary.

4.                                       The
Performance Goals applicable to your Award are corporate Cash Flow, Wood
Products Cash Flow, company-wide Safety, Wood Products Safety and discrete
performance objectives as may be determined as part of your work plan outlined
by your supervisor.  Your Award will be
calculated based on these Performance Goals, as follows:

4.1.                              Corporate Cash Flow.  20%
of your Award is based on corporate Cash Flow. 
Target corporate Cash Flow has been established.  Boise will determine actual corporate Cash
Flow and, using the attached payout chart, a payout multiple will be
identified.  This portion of your Award
will be calculated by multiplying the multiple from the graph by 20%, then
multiplying the result by your target award percentage, and finally multiplying
your Base Salary by that result.

4.1.1.                     Safety Adjustment for Corporate Cash Flow.  The corporate Cash Flow portion of your Award
may be adjusted based on company-wide Safety results, as follows.

 10
 

The target company-wide recordable incident rate is
2.4.  Boise will determine the actual
recordable incident rate.  If the actual
recordable incident rate is greater than target, the corporate Cash Flow
portion of your Award will be reduced by 10%. 
If the actual recordable incident rate is less than or equal to target,
no reduction for Safety will apply.

4.2.                              Division Cash Flow. 
80% of your Award is based on Wood Products Cash Flow.  Target Cash Flow has been established.  Boise will determine actual Cash Flow and,
using the attached payout chart, a payout multiple will be identified.  This portion of your Award will be calculated
by multiplying the multiple from the graph by 80%, then multiplying the result
by your target award percentage, and finally multiplying your Base Salary by
that result.

4.2.1.                     Safety Adjustment for Division Cash Flow.  The Wood Products Cash Flow portion of your
Award may be adjusted based on division Safety results, as follows.  A target Wood Products division recordable
incident rate has been established. 
Boise will determine the actual recordable incident rate.  If the actual recordable incident rate is
greater than target, the Wood Products Cash Flow portion of your Award will be
reduced by the lesser of 10% of the actual Wood Products Cash Flow
payout or 10% of the target Wood Products Cash Flow payout.  If the actual recordable incident rate is
less than or equal to target, no reduction for Safety will apply.

4.3.                              Additional Adjustments. 
Your supervisor may, in his or her sole discretion, increase or reduce
your recommended Award by up to 50% based on your performance relative to the
work plan outlined with your supervisor. 
The Committee reserves the right, at its sole discretion, to adjust your
Award, whether or not the Performance Goals have been met.

4.4.                              General Terms.  Payout
multiples between numbers indicated on the chart will be calculated using
straight-line interpolation.  Your Award
is capped at 2.25 times your target award percentage.  Base Salary, Cash Flow, Safety and Awards are
calculated by Boise in its sole discretion. 
Your Award, if any, will be paid by March 15, 2007.

5.                                       This
Award will be paid in cash or other method of delivering comparable value.

6.                                       If
you terminate employment before December 31, 2006, your Award will be treated
in accordance with the Plan and in such manner as determined by the Committee.

[GRAPHICS]

 11

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