Document:

exv10w11

Exhibit 10.11

First Amendment to

U.S. Concrete Executive Severance Agreement

U.S. Concrete (the “Company”), having entered into an Executive Severance Agreement with Jeff L.
Davis (“Executive”) effective as of July 31, 2007 (the “Agreement”), does hereby amend the
Agreement effective December 31, 2008 as set forth below:

     1. Section 1.2.a.(i) of the Agreement is hereby amended in its entirety to read as follows:

“(i) a material diminution in Executive’s then current Monthly Base Salary,”

     2. Section 1.4 of the Agreement is hereby amended by adding the following sentence to the end
of that Section:

“Notwithstanding the foregoing, an offset may apply to compensation or benefits under this
Agreement only at the time when the compensation or benefits otherwise would have been paid
under this Agreement.”

     3. Section 3.2(b) of the Agreement is hereby amended in its entirety to read as follows:

“pay the Executive a cash amount within 10 days after the consummation of the Change in
Control, equal to the excess of (i) the value of consideration per share of the Company’s
capital stock received by a shareholder of the Company in connection with the Change in
Control over (ii) the exercise price per share under the Terminated Option, which excess
shall be multiplied by the number of unexercised shares subject to the Terminated Option.”

     4. Section 4.10 of the Agreement is hereby amended in its entirety to read as follows:

“All amounts payable under Sections 1.1.b and 1.2 of this Agreement shall be paid only after
Executive’s timely execution, without revocation, of a release in a form satisfactory to the
Company. The Company shall provide the aforementioned release to Executive within 10 days
following the date of Executive’s termination of employment. Executive’s execution of the
release shall be considered timely only if the release is executed and returned to the
Company by the deadline specified by the Company, which deadline shall not be earlier than
the 21st day following the date the release is provided to Executive nor later than the 55th
day following the date of termination of Executive’s employment. If Executive has timely
returned the executed release and the revocation period has expired, the amounts payable
under Sections 1.1.b and 1.2 of this Agreement shall be paid on the 65th day following the
date of Executive’s termination of employment.

The Company intends that this Agreement be interpreted in a manner compliant with the
requirements of Code Section 409A. If Executive is a “specified employee,” as such term is
defined in Code Section 409A and determined as described below in this Section 4.10,

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any
payments payable as a result of Executive’s termination (other than death) shall be payable
on the earliest of (i) the date that is six months after Executive’s termination, (ii) the
date of Executive’s death, or (iii) the date that otherwise complies with the requirements
of Code Section 409A. This Section 4.10 shall be applied by accumulating all payments that
otherwise would have been paid within six months of Executive’s termination and paying such
accumulated amounts at the earliest date which complies with the requirements of Code
Section 409A. Executive shall be a “specified employee” for the twelve-month period
beginning on April 1 of a year if Executive is a “key employee” as defined in Section 416(i)
of the Code (without regard to Section 416(i)(5)) as of December 31 of the preceding year or
using such dates as designated by the Company in accordance with Code Section 409A and in a
manner that is consistent with respect to all of the Company’s nonqualified deferred
compensation plans. For purposes of determining the identity of specified employees, the
Company may establish procedures as it deems appropriate in accordance with Code Section
409A.”

IN WITNESS WHEREOF, the Company has signed this amendment on this 31st day of December,
2008.

	 	 	 

	U.S. Concrete

	 	Agreed by Executive:
	 
	 	 
	By: /s/ Michael W. Harlan

	 	By: /s/ Jeff L. Davis
	 

	 	 

	Name: Michael W. Harlan

	 	Name: Jeff L. Davis
	Title: President & CEO
	 	 

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Exhibit 10.12

2010 ANNUAL SALARIED TEAM MEMBER INCENTIVE PLAN

Purpose/Philosophy

The purpose of the 2010 Annual Salaried Team Member Incentive Plan (the “Plan”) is to attract and
retain highly qualified and productive team members of U.S. Concrete, Inc. (“U.S. Concrete” or the
“Company”), motivate them, and reward them fairly for their individual
performance, as well as their contributions to the Company’s, and their respective business units’,
short- and long-term financial and strategic performance.

Eligibility

Each eligible salaried team member employed by U.S. Concrete and its 100%-owned subsidiary
companies is a participant in the Plan (each a “Participant”), and must be an active team member or
on an approved leave of absence in order to receive any payout. Team members hired during 2010
will receive a pro-rata incentive payout for any award they are eligible to receive under the
provisions of the Plan. In order to receive a payout, a performance review form for each team
member must be completed by the team member’s supervisor and submitted on or before January 31,
2011.

Individual Target Bonus

The amount of each team member’s “Individual Target Bonus” percentage is based on his or her grade
level and is expressed as a percentage of his or her annual base pay (see Exhibit I). The
Individual Target Bonus percentage for employees who receive a change in grade level and/or base
pay after April 1, 2010 will be prorated to reflect the new grade and/or base pay at the discretion
of the Plan Administrators (as defined below).

Plan Overview

The Plan consists of two primary components.

	 	•	 	The first is the Financial component, which represents 60% of each Participant’s
potential Individual Target Bonus.
	 
	 	•	 	The second is the Strategic component, which also represents 40% of each Participant’s
potential Individual Target Bonus.

The Financial component is only earned if the overall Company EBITDA performance to budget is equal
to or greater than 100% of the budgeted EBITDA for 2010 (see Exhibit II). Actual or budgeted
EBITDA can be adjusted at the discretion of the Compensation Committee of the
Board of Directors of the (“Compensation Committee”) to reflect certain non-recurring items and the
impact of acquisitions and/or dispositions.

The Strategic Component is not subject to the above-referenced EBITDA performance hurdle; however,
it is subject to the discretion of the Compensation Committee, depending upon market conditions and
other criteria as it deems appropriate.

 

 

2010 ANNUAL SALARIED TEAM MEMBER INCENTIVE PLAN

Individual Bonus Payout Under the Financial Component of the Incentive Plan

The percentage of an individual Participant’s target bonus available for payout will be determined
by his or her business unit’s performance relative to budget for the criteria listed below and its
corresponding weighting:

	 	 	 	 	 
	 	 	Criteria	 	Weighting
	 
	FINANCIAL
	 	 	 	 
	I.
	 	Free Cash Flow  (as defined)	 	30%
	II.
	 	Return on Assets	 	30%
	 
	 	Total percent of Target	 	60%

The business unit’s performance relative to the financial criteria will yield a payout from 0%
to 60% based on the schedule in Exhibit III. The sum of each criteria’s weighting multiplied by
the percentage of target bonus for the corresponding level of budget variance will yield the
percentage of an individual’s target bonus to be paid out.

Individual Bonus Payout Under the Strategic Component of the Incentive plan

An Participant is also eligible to receive 40% of his or her target bonus on his or her individual
and business unit’s accomplishment of the strategic items listed below.

	 	 	 	 	 

	 
	STRATEGIC (see Exhibit V.)
	 	(varies by business unit/Corporate)	 	40%
	I.
	 	Strategic Positioning	 	 
	II.
	 	Operational Efficiencies	 	 
	III.
	 	New Product Development	 	 
	IV.
	 	Project Impact	 	 
	V.
	 	Employee Deployment	 	 
	VI.
	 	Safety Rates	 	 

Note that the Strategic Components will vary by business unit, corporate office and individual
responsibilities. An individual Participant’s Strategic Component of the incentive plan will be
based on his or her individual performance according to the following schedule:

	 	 	 
	Individual Rating	 	% of Available Bonus Paid Out
	0.0 (Below Threshold)
	 	0%
	1.0 (Threshold)
	 	50% of the strategic bonus portion
	2.0 (Target)
	 	100% of the strategic bonus portion
	3.0 (Optimum)
	 	200% of the strategic bonus portion

Individual bonus payouts will be pro-rated for individual performance level ratings between the
“Threshold-Target-Optimum” levels.

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2010 ANNUAL SALARIED TEAM MEMBER INCENTIVE PLAN

Although the Strategic Component is not subject to the EBITDA performance hurdle, it is
subject to the discretion of the Compensation Committee, and may be modified or eliminated
depending upon market conditions and other criteria as it deems appropriate.

Bonus Payments

All bonus payments are contingent on the approval of the Compensation Committee. The payments will
be paid as soon as administratively feasible after the previous year’s financial results are
finalized. An individual Participant may not receive more than 200% of their target bonus.

Plan Administration

The Plan shall be administered by the Chief Executive Officer, the Chief Financial Officer, and the
Vice President of Human Resources, referred to collectively herein as the “Plan Administrators.”

Except for such actions as are to be taken by the Compensation Committee, as set forth in the Plan,
the Plan Administrators shall have the authority to construe and interpret the Plan, to establish,
amend, and rescind rules and regulations relating to the Plan, to exercise discretion in
interpolating performance levels and award payouts outside of or within designated ranges, and to
take all such steps and make all such determinations in connection with the Plan and Bonus Payments
granted hereunder as they may deem necessary or advisable, which determination shall be final and
binding upon all Participants.

Plan Communication

A copy of the Plan including an exhibit specifying the team member’s job title, grade level, target
and optimum bonus percentages, and performance review form will be distributed to each eligible
team member.

Retirement, Termination, Death and Disability

Subject to the determinations to be made by the Compensation Committee pursuant to the Plan, the
Plan Administrators may, but are not required to, grant a prorated Bonus Payout in their discretion
to a Participant (or beneficiary in the event of death) who terminates employment during 2010 due
to retirement, involuntary termination not for cause, death or disability. Payment of any such
prorated bonus will be made at the same time payment is made to other
Participants in accordance with the terms and conditions of this Plan, and shall be contingent upon
the Participant’s signing of a release with the Company.

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2010 ANNUAL SALARIED TEAM MEMBER INCENTIVE PLAN

No Right to Continued Employment

The Plan shall not create any contractual or other right to receive payouts or other benefits in
the future. Subject to the determinations to be made by the Compensation Committee pursuant to the
Plan, all determinations with respect to any such payments shall be made at the discretion of the
Plan Administrators. A team member’s participation in the Plan shall not create a right to further
employment with his or her employer nor interfere with the ability of his or her employer to
terminate his or her employment with or without cause.

Termination

The Plan is in effect for the 2010 calendar year. The Plan Administrator’s may at any time suspend
the operation of or terminate the Plan.

	 	 	 

	/s/ Michael W. Harlan
 

	 	 
	Michael W. Harlan
	 	 
	President and Chief Executive Officer
	 	 
	U.S. Concrete, Inc.
	 	 

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