Document:

EX-10.45

 Exhibit 10.45 

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 generally means [(A)] 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 [(B) minus the percentage determined by dividing the cumulative Pre-tax Income of the Industry Group for calendar year              by the cumulative revenues of the
Industry Group for such year1] (as more specifically defined in the Program, the “Industry Pre-Tax Margin”) [[plus] [minus]
             Basis Points]; 

  

	 	ii.	Target Pre-tax Margin is equal to              Pre-tax Margin plus          Basis Points; and 

 

	 	iii.	Stretch Pre-tax Margin is equal to              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
                     Pre-tax Margin. 
  

 

	1 	Insert clause (B) if the Committee establishes the Pre-tax Margin goals for the Performance Period with reference to relative change versus the Industry Group. 

 (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             . 

  
 2EX-10.64

 Exhibit 10.64 

UNITED AIRLINES, INC. 

MANAGEMENT CASH DIRECT & CASH MATCH PROGRAM 

(Amended and Restated Effective January 1, 2014) 

As part of the overall awards package for Management co-workers, United Airlines, Inc. (the “Company”) offers the United Airlines, Inc. Cash
Direct & Cash Match Program (the “Program”). The purpose of the Program is to pay direct and matching contributions to eligible employees in cash where, as a result of IRS limits, such contributions cannot be made to the
applicable Company 401(k) plan. This Program is intended to provide all Management benefits-eligible co-workers the same opportunity to receive Company contributions to their retirement savings based upon their total eligible cash compensation. This
documentation of the Program is an amendment and restatement of the Company’s prior cash direct and cash match programs and sets forth the terms of the Program effective January 1, 2014. 

 

			
		
	Eligibility	  	 You are eligible for the Program if you are a Management Employee of the Company who, on or after January 1, 2014, is a participant in
either the United Airlines Management & Administrative 401(k) Plan and/or the Continental Airlines, Inc. 401(k) Savings Plan (collectively referred to as the “401(k) Plan”).

 
 The term “Management Employee” means that you have been designated by the
Company as a management employee in accordance with its policies and you are not in a unit of employees covered by a collective bargaining agreement between a union and the Company. All other employee groups participating in the 401(k) Plan,
including any union-represented employees, are excluded from the Program.

		
	Cash Direct	  	 The Cash Direct portion of the Program defines how Company direct contributions determined in accordance with the formula under the 401(k)
Plan are paid once IRS limits on 401(k) contributions are met. Direct contributions are non-elective Company-provided contributions to your 401(k) account, meaning the Company makes them even if you do not contribute to your 401(k) account. Direct
contributions are equal to 2-4% of eligible earnings depending upon your age and years of service as determined under the 401(k) Plan.
  

The Company will cease contributing direct contributions to the 401(k) Plan and instead pay them to you in cash if the following occurs:

 
 •   Your earnings for the
year exceed the IRS total annual compensation limit (e.g., $260,000 in 2014) under Section 401(a)(17) of the Internal Revenue Code, and/or
  

•   Contributions for the year to your 401(k) Plan account (the total of your contributions and
the Company’s) reach the IRS total annual contribution limit (e.g., $52,000 in 2014) under Section 415(c) of the Internal Revenue Code.
  

Your “earnings” are determined in accordance with the 401(k) Plan and only include amounts earned while a Management Employee.

 
 EXAMPLE: Using the 2014 limits for example purposes only, assume that your 2014 earnings
were $300,000. $300,000 minus $260,000 is $40,000. $40,000 is multiplied by your Company direct contribution percentage under the 401(k) Plan, which is 2-4% depending upon your age and years of service. Thus, you would receive a Cash Direct payment
of between $800 and $1,600, depending upon your age and years of service as determined under the 401(k) Plan.

			
		
	Cash Match	  	 The Cash Match portion of the Program defines how Company matching contributions determined in accordance with the formula under the 401(k)
Plan are paid once IRS limits on 401(k) contributions are met. Matching contributions to the 401(k) Plan are based upon eligible year-to-date compensation that you defer to your 401(k) account, up to a maximum of 4% of eligible earnings as
determined under the 401(k) Plan.
  
 The Company will cease making matching contributions
to the 401(k) Plan and instead pay them to you in cash if the following occurs:
  

•   Your earnings as a Management co-worker for the year exceed the IRS total annual compensation
limit (e.g., $260,000 in 2014) under Section 401(a)(17) of the Internal Revenue Code and you have made pre-tax and/or Roth contributions totaling the elective deferral limit (e.g., $17,500 in 2014) under Section 402(g) of the Internal Revenue Code,
or
  
 •   Contributions for
the year to your 401(k) account (the total of your contributions and the Company’s) reach the IRS total annual contribution limit (e.g., $52,000 in 2014) under Section 415(c) of the Internal Revenue Code.

 
 Your “earnings” are determined in accordance with the 401(k) Plan and only
include amounts earned while a Management Employee. 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 qualify for Cash Match payments under the
Program.
  
 EXAMPLE: Using the 2014 limits for example purposes only, assume that your
2014 earnings were $300,000 and that you have made pre-tax and/or Roth contributions totaling the elective deferral limit of $17,500 to the 401(k) Plan. $300,000 minus $260,000 is $40,000. $40,000 is multiplied by your matching contribution
percentage under the 401(k) Plan, which is 4%. Thus, you would receive a Cash Match payment of $1,600.

		
	Additional Rules	  	 1.      The timing of Cash Direct and Cash Match payments is
determined by the Company, provided that they shall be made no later than March 15th of the year following the calendar year earned. You do not have the option to accelerate or defer payment, and
these amounts are taxable in the year paid.
  

2.      If you cease employment during the calendar year (other than termination for
cause), you are eligible for Cash Direct and/or Cash Match payments 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 Cash Direct or Cash Match payments. 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 (or, if applicable, your individual employment agreement).
  

3.      No interest accrues between the time a Cash Direct or Cash Match payment is
earned and the time it is paid by the Company.
  

4.      Cash Direct and 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.

  
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	How to Request
Payment	 	It is not necessary to file a claim in order to receive payments under the Program. They are paid automatically. 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 Suzanne Hobbs, Director – Retirement Benefits.
		
	Changes to the
401(k) Plan or
IRS Limits	 	The terms of this Program are dependent upon the terms of the 401(k) Plan and applicable IRS limits. This Program shall be interpreted by the Company in its sole discretion to adapt to any changes in the 401(k) Plan, IRS limits, or
the Company’s interpretation of the application of IRS limits to the 401(k) Plan. Payments under this Program are only made to the extent corresponding contributions cannot be made to the 401(k) Plan.
		
	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, 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 without notice.
		
	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.

  
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