Document:

First Amendment, dated April 20, 2005 to Credit Agreement

 Exhibit 10.2 
  
 FIRST AMENDMENT 
  
 TO 
  
 CREDIT AGREEMENT 
  
 DATED AS OF DECEMBER 22, 2004 
  
 AMONG 
  
 IDX SYSEMS CORPORATION,

  
 As “Borrower”, 
  
 The Lenders Party Thereto, 
  
 And 
  
 JPMORGAN CHASE BANK, N.A. 
  
 As “Administrative Agent”. 
  
 This First Amendment (the “Agreement”), made the 20th day of April, 2005, by and between IDX SYSTEMS CORPORATION (the “Borrower”), the Lenders Party Hereto, and JPMORGAN CHASE BANK, N.A., as Administrative Agent. 
  
 WHEREAS, the parties hereto entered into an Agreement dated December 22,
2004, (the “Credit Agreement”); and 
  
 WHEREAS, the
parties would like to amend a provision contained in the Credit Agreement, as more particularly set forth herein. 
  
 NOW, THEREFORE, in consideration of the foregoing and mutual covenants and agreements herein contained, the receipt and adequacy of which are hereby
acknowledged, the parties hereto covenant, stipulate and agree as follows: 
  
 1. Definitions. All capitalized terms used herein and not otherwise defined herein shall have the meaning attributable to them as set forth in the Credit Agreement. 

 2. Modifications to Credit Agreement. Effective as of the date hereof, the Credit Agreement
is hereby amended to read as follows: 
  
 “Equity Interests” means shares of capital stock, partnership interests, membership interests in a limited liability company, beneficial interests in a trust or other equity ownership interests in a Person, any obligations
convertible into or exchangeable for, or giving any Person a right, option or warrant to acquire such equity interests or such convertible or exchangeable obligations, or the assets of any business acquired in an asset purchase transaction.”

  
 3. Ratification. Except as provided in
paragraphs 2 hereof, all of the terms, covenants, conditions and provisions contained in the Credit Agreement and related documents are hereby ratified, confirmed and restated in all respects and shall remain in full force and effect. 
  
 4. Representations and Warranties. The Borrower hereby
represents and warrants to the Lenders and the Administrative Agent as follows: 
  

	 	(a)	The Borrower continues to be a duly constituted and validly existing corporation in its jurisdiction of incorporation, in good standing with full power and authority to own its
properties, to conduct its businesses and to execute, deliver and perform all of the obligations to be performed by it hereunder. 

  

 2 

	 	(b)	The execution, delivery and performance by the Borrower has been duly authorized by all necessary corporate action, which corporate action has not been amended, repealed or
rescinded. 

  

	 	(c)	The execution, delivery and performance of this Agreement by the Borrower does not and will not: (i) violate any provision of any law, rule, regulation, order, writ, judgment,
injunction, decree or award presently in affect having applicability to the Borrower, (ii) violate the provisions of the Borrower’s certificate of incorporation or by-laws, or (iii) result in a breach or constitute a default under any material
document, instrument or agreement to which the Borrower is a party or by which the Borrower is or may be bound or affected. 

  

	 	(d)	The Borrower is unaware of any Events of Default or events which, with the passage of time or the giving of notice, or both, would constitute an Event of Default under the Credit
Agreement. 

  

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	 	(e)	The Borrower does not have, as of the date hereof, any offsets, defenses or counterclaims with respect to any of its obligations under the Credit Agreement, or any other loan
document. 

  

	 	(f)	Except as modified hereby, all representations and warranties made by the Borrower under and pursuant to the Credit Agreement are true and correct on and as of the date hereof and
shall remain in full force and effect. 

  

	 	(g)	All covenants and promises made in the Credit Agreement by the Borrower, except those which have been modified by this Agreement, are valid and binding promises enforceable in
accordance with their terms without offset, defense or counterclaim. 

  
 5. Entire Agreement. This Agreement contains the entire understanding between the parties hereto relating to the subject matter thereof. 
  
 6. Amendment. This Agreement may not be amended, modified, changed or terminated orally but only by an
agreement in writing signed by the party against whom enforcement of any such modification, amendment, change or termination is sought. 
  
 7. Applicable Laws. This Agreement shall be construed, enforced and interpreted in accordance with the laws of the State of New York,
without regard to principles of conflict of laws. 
  

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 8. Binding Effect. This Agreement shall be binding upon and inure to the benefit of the
parties hereto and their respective heirs, successors and assigns. 
  
 IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be made, executed and delivered on the day, month and year first above written. 
  

			
	IDX SYSTEMS CORPORATION
		
	BY:	 	 /s/ John A. Kane

	Name:	 	John A. Kane
	Title:	 	SVP & CFO
	
	JPMORGAN CHASE BANK, as Lender and Administrative Agent

  

 5 

			
	BY:	 	 /s/ David C. Horan, Jr.

	Name:	 	David C. Horan, Jr.
	Title:	 	Vice President
	
	KEYBANK NATIONAL ASSOCIATION
		
	BY:	 	 /s/ Jeff Kalinowski

	Name:	 	Jeff Kalinowski
	Title:	 	Senior Vice President
	
	CITIZENS BANK OF MASSACHUSETTS
		
	BY:	 	 /s/ Victoria P. Lazzell

	Name:	 	Victoria P. Lazzell
	Title:	 	Vice President

  

 6Management Incentive Plan (2005)

 Exhibit 10.1 
  
 MANAGEMENT INCENTIVE PLAN (MIP) 
 2005 
  

	I.	Purposes of the Plan 

  
 The purposes of this Amended and Restated Management Incentive Plan are: (a) to provide incentive for Participants to exert their best efforts to increase
the profitability of the Company, (b) to attract and retain the best talent available, and (c) to further align the interests of the participants and shareholders. The awards made under the Plan are not a form of deferred regular compensation with
respect to the Participants’ normal performance of their regular duties, but are instead intended to provide an incentive to achieve higher than expected levels of performance. 
  

	II.	Definitions 

  

	 	•	 	Business 

  
 “Business” means one of the Business Groups reporting to an Executive Officer 
  

	 	•	 	Committee 

  
 “Committee” means the Management Development and Compensation Committee of the Company’s Board of Directors. 
  

	 	•	 	Company 

  
 “Company” means International Paper Company, a New York corporation, together with its subsidiaries. 
  

	 	•	 	Employees 

  
 “Employees” means those persons who are full-time employees of the Company. 
  

	 	•	 	Award Scale 

  
 “Award Scale” means the conversion of the performance objective rating to a percent of target award earned. 
  

	 	•	 	Industry Financial Performance Peer Group 

  
 “Industry Financial Performance Peer Group” means that representative group of companies in the commodities and paper and forest products
industries with which the Company competes, as determined from time to time by the Company, listed in Appendix A. 
  

	 	•	 	Participant 

  
 “Participant” means a person who has been designated as a participant in the Plan, according to Section V. 

	 	•	 	Performance Objective Rating 

  
 “Performance Objective Rating” means the percentage amount assigned to a Performance Objective for a level of achievement which translates to a
percentage of the Target Award. 
  

	 	•	 	Performance Objectives 

  
 “Performance Objectives” mean the measures developed around ROI, customer, operational excellence, and people or other objectives as identified
by the Company upon which awards may be earned. 
  

	 	•	 	Plan 

  
 “Plan” means this Amended and Restated Management Incentive Plan, as may be amended from time to time. 
  

	 	•	 	Plan Year 

  
 “Plan Year” means the twelve month period corresponding to the Company’s fiscal year. 
  

	 	•	 	Return on Investment/ROI 

  
 “Return on Investment” or “ROI” means earnings before interest and after taxes divided by capital employed, with or without the effect
of cyclical product pricing. 
  

	 	•	 	Target Award 

  
 “Target Award” means an amount equal to the percentage of salary range midpoint applicable to the actual position level of each Participant,
shown in Appendix B. 
  

	III.	Plan Description 

  
 The Plan is an annual cash incentive plan developed around the achievement of pre-established Return on Investment (ROI) measures and appropriate key
performance objectives promoting Customers, Operational Excellence, and People and funded by the Company’s level of performance against those objectives. Total awards cannot exceed the amount funded for the MIP pool generated by overall
corporate performance and approved by the Committee. 
  

	IV.	Administration of the Plan 

  
 The Plan operates at the discretion of the Management Development and Compensation Committee (Committee) of the Board of Directors. The Committee may
exercise considerable discretion and judgment in interpreting the Plan, and adopting, from time to time, rules and regulations that govern the administration of the Plan. 
  
 The Committee delegates authority to the Chairman and Chief Executive Officer or his designee, for the day-to-day
administration of the Plan, except for any participant considered an Officer/Insider of the Company or those designated as corporate Senior Vice President or higher. 

 Decisions of the Committee are final, conclusive and binding on all parties, including the Company, its
shareholders, and employees. 
  

	V.	Participation in the Plan 

  
 Participants in the Plan are limited to employees of the Company, whose position level is 14 - 43 and are considered to have a meaningful impact on the
Company’s performance as determined by the Chairman and Chief Executive Officer or his designee. They must be full-time, employed actively during the plan year January 1 – December 31. If an employee moves into a MIP eligible position
during the plan year then they will be eligible for a prorated award. If an employee moves from one MIP eligible position to another their full award is based on the PL as of December 31. 
  
 Employees who are eligible for participation in any other annual, recurring
variable cash compensation plan of the Company are not eligible for participation in this Plan. Participation in this Plan, or receipt of an award under this Plan, does not give a Participant or Employee any right to a subsequent award, nor any
right to continued employment by the Company for any period. 
  

	VI.	Award Pool and Award Scale 

  

	 	A.	Pool 

  
 The company must achieve at least a minimum level of performance in order to fund the award pool. The total corporate award pool will be determined by
corporate performance defined as: 
  

	 	•	 	30% Weight: Improvement of Return on Investment (ROI), without the effects of cyclical product pricing. 

  

			
	 Achievement of Objective

	  	 % of Target Award

	125%	  	225%
	100%	  	100%
	70%	  	50%
	Below 70%	  	0%

  

	 	•	 	50% Weight: Return on Investment as compared to Industry Financial Performance Peer Group rank. 

  

			
	 Rank

	  	 % of Target Award

	1	  	225%
	2	  	175%
	3	  	150%
	4	  	125%
	5	  	100%
	6	  	50%
	7-11	  	0%

	 	•	 	20% Weight: Key Company Drivers: People, Customers, and Operational Excellence. 

  

	 	•	 	5% Aggregate Weighted Customer Objectives 

  

	 	•	 	5% Aggregate Weighted Operational Excellence Objectives 

  

	 	•	 	5% Aggregate Weighted Global Employee Survey Objectives 

  

	 	•	 	5% Aggregate Weighted Diversity Objectives 

  

			
	 Improvement Goal

	  	 % of Target Award

	100% or Higher	  	100%
	70%	  	70%
	Below 70%	  	0%

  

	 	B.	Business Objectives 

  

	 	•	 	Business objectives must reflect the 80/20 ratio of financial to non-financial objectives. Non-Financial objectives should include specific goals under each of the major performance
drivers of People, Customers, and Operational Excellence, and weighted as appropriate for the specific business, but not to exceed 20% of the overall business award. 

  

	 	•	 	The business performance achievement percentage may be modified by the Chairman and Chief Executive Officer to ensure that the overall MIP award pool is not exceeded.

  

	 	C.	Performance Objective Rating 

  
 Each performance objective will be evaluated at the end of the plan year and assigned a rating representing the level at which the objective was achieved.
Ratings will be assigned by appropriate management levels for final review and approval by the Chairman and Chief Executive Officer before submitting to the Committee for final approval. In connection with Company ROI and Competitive ROI, the
Committee may take into account, without limitation, such items as unforeseen changes in economic conditions. Overall MIP awards may be reduced for deteriorating safety performance, negative ROI results or insufficient corporate cash flow to fund
the MIP pool. 

	VII.	Allocation of Incentive Compensation Pools Among Business/Corporate Staff Units:  

  
 Pool amounts available under the MIP for payment of individual awards will be earned and allocated to Corporate and Business
Participants based upon: 
  

	 	A.	Corporate Level Participants 

  
 Executive Officers and all Corporate Staff members not specifically assigned to a business are considered corporate participants. As such, these
participants’ award pool is based: 
  

	 	•	 	100% upon Achievement of Corporate Objectives. 

  

	 	B.	Business Level Participants 

  
 Participants other than Executive Officers or Corporate Staff members and whose primary responsibilities rest within a business unit are considered
Business Participants. As such, these participants’ award pool is based: 
  

	 	•	 	50% upon Corporate Objectives 

  

	 	•	 	50% upon Business Objectives. 

  

	VIII.  	Award Recommendations. 

  

	 	A.	Recommendations 

  
 The Chairman and Chief Executive Officer will submit to the Committee at the end of each Plan Year individual award recommendations for participants
considered Elected Officers and an aggregate award amount for all other participants. 
  

	 	B.	Granting of Awards 

  
 The Committee, in its sole discretion, may approve, revise or disapprove any recommended award to any participant as it deems appropriate. Any award to an
Elected Officer will be subject to approval by the independent members of the Board of Directors of the Company. 
  

	 	C.	Death, Disability or Retirement of a Participant 

  
 A Participant whose employment terminates during a Plan Year because of death, disability or retirement (or who is granted a leave of absence) may, at the
discretion of the Committee and under such rules as the Committee may from time to time prescribe, be eligible for consideration for a pro-rata award based on the period of active employment during the Plan Year. If a Participant’s employment
with the Company is terminated for any reason other than death, disability, retirement, signed severance agreement, or the grant of a leave of absence, prior to actual payment of an award, such award will be canceled and the Participant will have no
right to receive payment. 
  

	IX.	Method and Time of Payment of Awards 

  

	 	A.	Type of Payment 

  
 As soon as practical after an individual incentive award under this Plan has been approved by the Committee (or approved by the independent members of the
Board of Directors with respect to an award to an Elected Officer), the award will be paid to 

 
the Participant in cash unless the Participant has elected to defer payment as described in Article IX(C). 
  

	 	B.	Payment to Beneficiaries 

  
 If a Participant dies prior to receipt of an approved award under the Plan, the award will be paid to such beneficiary or beneficiaries as the Participant
has designated in writing. The beneficiary designation will state whether payment will be made in a lump-sum or in quarterly installments over a specified period of time (not to exceed forty calendar quarters). If a Participant dies without having a
filed a beneficiary designation, the award will be paid in a lump-sum to the Participant’s estate. 
  

	 	C.	Deferral of Payment 

  
 Any Participant, PL18 or higher, may elect to defer payment, not to exceed 85%, of any award under this Plan by filing an irrevocable Election to Defer
Payment with the Company by a date determined by the Company. Awards or portions elected to be deferred will be invested in accounts under the Company’s savings plans as directed by the participants. 
  

	X.	Modification, Suspension or Termination of Plan 

  
 The Committee may at any time suspend, terminate, modify or amend any or all of the provisions of this Plan. 
  

	XI.	Governing Law 

  
 The Plan is governed by the laws of the State of New York. 
  

	XII.  	Tax Withholding 

  
 The Company will deduct from any award made under the Plan, a sufficient amount to cover withholding of any federal, state, local or foreign jurisdiction
taxes required by law, or to take such other action as may be necessary to satisfy any such withholding obligations. Effective January 1, 2005 all supplemental income in excess of $1,000,000 will be taxed at a federal rate of 35%. 
  

	XIII.  	Non-Transferability of Award 

  
 No award, under this Plan, and no rights or interests therein, will be assignable or transferable by a Participant (or legal representative). 

 

	XIV.  	Effective Date 

  
 This Plan is effective as of January 1, 2005 and continues until terminated, suspended, modified, or amended. 

 Appendix A 
  

Industry Financial Performance 
  
 Peer Group 
  

	 	•	 	Bowater 

  

	 	•	 	Domtar 

  

	 	•	 	Georgia-Pacific 

  

	 	•	 	MeadWestvaco 

  

	 	•	 	M-Real 

  

	 	•	 	SAPPI 

  

	 	•	 	Smurfit Stone 

  

	 	•	 	Stora Enso 

  

	 	•	 	UPM 

  

	 	•	 	Weyerhaeuser 

 Appendix B 
  

Management Incentive Plan (MIP) 
 Target Awards 
  

			
	 Position Level

	  	 Target Award (% of Midpoint)

	43	  	100%
	42	  	90%
	41	  	85%
	40	  	85%
	39	  	80%
	38	  	80%
	37	  	75%
	36	  	75%
	35	  	70%
	34	  	70%
	33	  	65%
	32	  	65%
	31	  	60%
	30	  	55%
	29	  	50%
	28	  	50%
	27	  	45%
	26	  	45%
	25	  	40%
	24	  	40%
	23	  	35%
	22	  	30%
	21	  	30%
	20	  	25%
	19	  	25%
	18	  	20%
	17	  	20%
	16	  	20%
	15	  	15%
	14	  	15%

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