Document:

performanceunit.htm

    Exhibit
10.4

     

    
      CENTURY
ALUMINUM COMPANY

      LONG-TERM
INCENTIVE PLAN

      PERFORMANCE
UNIT AWARD AGREEMENT

      

      This
Agreement is made as of January 1, 2008, (the “Award Date”), between CENTURY
ALUMINUM COMPANY (the “Company”) and _________ (“Participant”).

      

      WITNESSETH:

      

      WHEREAS,
the Company has adopted the Century Aluminum Company Long-Term Incentive Plan
(the “LTIP”) authorizing the grant of awards of Performance Units to eligible
individuals in connection with the performance of services for the Company and
its Subsidiaries (as defined in the LTIP).  The LTIP, including the
definition of terms, is incorporated in this Agreement by reference and made a
part of it.  In the event of any conflict among the provisions of the
LTIP  document and this Agreement, the LTIP document shall prevail;
and

      

      WHEREAS,
the Company regards Participant as a valuable contributor to the Company, and
has determined that it would be to the advantage and interest of the Company and
its shareholders to award to Participant the Performance Units provided for in
this Agreement, subject to conditions specified in this Agreement, as an
inducement to remain in the service of the Company or its Subsidiaries and as an
incentive for increased efforts during such service;

      

      NOW,
THEREFORE, in consideration of the foregoing premises, and the mutual covenants
herein contained, the parties to this Agreement hereby agree as
follows:

      

      
        	
                1.  

              	
                Performance
      Units.

              

      

      

      
        	
                (a)  

              	
                Target
      Award.  The Company hereby awards to Participant ______
      Performance Units as a Target Award for the Plan Period extending from
      January 1, 2008
      through December 31, 2010 (the “Plan
  Period”).

              

      

      

      
        	
                (b)  

              	
                Earned Performance
      Unit Award.  The number of Performance Units actually
      earned will be based on the Performance Goals established for the Plan
      Period under the LTIP.

              

      

      

      The
maximum Earned Performance Unit Award is two times the Target
Award.

      

      The
Committee has full and complete discretion to determine the extent to which
performance has been achieved, and the Committee shall have full and complete
discretion, in light of considerations deemed appropriate by the Committee, to
modify, with input from the Chief Executive Officer, any Earned Performance Unit
Award to increase or decrease the amount otherwise payable
hereunder.  This discretion shall include the right to make
adjustments to the Performance Goal Objectives and/or actual results, to
determine that an Earned Performance Unit Award shall be zero, to determine that
an Earned Performance Unit Award exceeds the number of Performance Units
actually earned for a Plan Period, and to provide for payment of an earned
Performance Unit Award in an amount greater than 200% of the Target
Award.

      

      
        	
                (c)  

              	
                Value and Payment of
      Earned Performance Unit Awards.  The value payable to
      Participant for an Earned Performance Unit Award shall equal $1 for each
      Performance Unit actually earned.  Payment shall be made during
      the calendar year that begins immediately after the end of the Plan
      Period.

              

      

      

      
        	
                (d)  

              	
                Termination of
      Employment.  Termination of employment with the Company
      and its Subsidiaries prior to the end of the Plan Period for any reason
      other than death, Disability, Retirement, Termination Other than for
      Cause, or other reason approved by the Committee shall result in
      forfeiture of all opportunity to receive an Earned Performance Unit
      Award.  A pro-rated portion of an Earned Performance Unit Award
      will be paid if employment with the Company and its Subsidiaries is
      terminated prior to the end of the Plan Period due to death, Disability,
      Retirement, Termination Other than for Cause, or other reason approved by
      the Committee.  The pro-rated portion shall be determined by
      multiplying the Earned Performance Unit Award by a fraction, the numerator
      of which is the number of weeks of full employment by the Company or a
      Subsidiary during such Plan Period and the denominator of which is
      156.   Payment of such a pro-rated Earned Performance Unit
      Award will be made during the calendar year that begins immediately after
      the end of the Plan Period.

              

      

      

      
        	
                2.  

              	
                Change of
      Control.  Notwithstanding anything to the contrary in
      this Agreement, upon a Change of Control of the Company, all Performance
      Units outstanding hereunder shall vest and become payable in an amount
      equal to the Target Award, or a multiple of up to 200% of the Target Award
      as may be determined by the Committee in light of considerations deemed
      appropriate by the Committee.  Payment of vested Performance
      Units shall be made as soon as practicable but not later than 2-1/2 months
      after the Change of Control (or within such other time period as may be
      required under Section 409A); provided, however, that payment of the
      Performance Units shall not be accelerated unless the Change of Control
      satisfies the requirements for a change in the ownership or effective
      control of the Company, or a change in the ownership of a substantial
      portion of the assets of the Company, under Section 409A of the Internal
      Revenue Code of 1986, as amended (the “Code”) as determined pursuant to
      Treasury Regulations or other applicable guidance issued under Section
      409A. Notwithstanding the provisions of Section 10, the acceleration of
      vesting of Performance Units pursuant to the LTIP and this provision shall
      not supersede, and shall be subject to, such greater rights as Participant
      may be entitled to under any severance protection or other agreement with
      the Company.

              

      

      

      
        	
                3.  

              	
                Designation of
      Beneficiaries.  On a form provided to the Company,
      Participant may designate a beneficiary or beneficiaries to receive, in
      the event of Participant’s death, all or part of any amounts to be
      distributed to Participant under the
Agreement.

              

      

      

      
        	
                4.  

              	
                Data
      Privacy.  Participant hereby acknowledges that to perform
      its requirements under the LTIP, the Company and its Subsidiaries may
      process sensitive personal data about Participant.  Such data
      include but are not limited to the information provided above and any
      changes thereto and other appropriate personal and financial data about
      Participant.  Participant hereby gives explicit consent to the
      Company to process any such personal data and/or sensitive personal
      data.  The legal persons for whom such personal data are
      intended are the Company and any of its Subsidiaries and representatives,
      including consultants. Participant has been informed of his/her right of
      access and correction to his/her personal data by applying to the
      Company's director of human
resources.

              

      

      

      
        	
                5.  

              	
                Employee
      Rights.  Participant may not assign or transfer his or
      her rights under the Agreement except as expressly provided under the
      LTIP.  The Agreement does not create a contract of employment
      between Participant and the Company or any of its Subsidiaries, and does
      not give Participant the right to be retained in the employment of the
      Company or any of its Subsidiaries; nor does it imply or confer any other
      employment rights, or confer any ownership, security or other rights to
      Company assets.  The LTIP Award provided herein is solely within
      the discretion of the Company, is not intended to constitute a part of
      Participant’s wages, ongoing or otherwise, and no inference should be
      drawn or permitted that the grant herein suggests Participant will receive
      any subsequent grants. If any subsequent grant is in fact made, it shall
      be in the sole discretion of the Company and the Company is under no
      obligation to make any future grant or to consider making any future
      grant.  The value of the Performance Units awarded under the
      Agreement (either on the date of LTIP Award or at the time of vesting)
      shall not be included as compensation or earnings for purposes of any
      other benefit plan offered by the
Company.

              

      

      

      
        	
                6.  

              	
                Recoupment.  The
      LTIP Award provided under the Agreement shall be subject to recoupment by
      the Company under and in accordance with the provisions of any Incentive
      Compensation Recoupment Policy that may be adopted by the Board from time
      to time.

              

      

      

      
        	
                7.  

              	
                Delaware
      Law.  This Agreement and all related matters shall be
      governed by, and construed and enforced in accordance with, the laws of
      the State of Delaware, and any applicable federal law.  The
      invalidity or illegality of any provision herein shall not be deemed to
      affect the validity of any other
provision.

              

      

       

      
        	
                8.  

              	
                Section
      409A.  Participant acknowledges that Participant’s
      receipt of certain benefits under this Agreement otherwise payable upon
      termination of employment may be subject to Section 409A of the
      Code.  If the Company determines that the Participant is a
      “specified employee” (as defined under Section 409A) at the time of
      termination of employment, payment shall be delayed until six months and
      one day following termination of employment if the Company determines that
      such delayed payment is required in order to avoid a prohibited
      distribution under Section 409A(a)(2) of the Code. In addition, to the
      extent that Participant’s benefits under this Agreement are payable upon a
      termination of employment and are subject to Section 409A, a “termination
      of employment” shall be interpreted to mean a “separation from service”
      which qualifies as a permitted payment event under Section 409A of the
      Code.

              

      

       

      
        	
                9.  

              	
                Withholding.  The
      Company and its Subsidiaries shall have the right to deduct from any
      payments of any kind due to the recipient hereunder, or to otherwise
      require payment by the recipient, of the amount of any federal, state or
      local taxes required by law to be withheld with respect to the amounts
      earned under the Agreement.  The Company is not responsible for
      any tax consequences to Participant relating to the
      Agreement.  Participant alone is responsible for these tax
      obligations, and hereby agrees to indemnify the Company from any loss or
      liability it suffers as a result of the failure by Participant to pay such
      tax obligations

              

      

       

      
        	
                10.  

              	
                Entire
      Agreement.  The LTIP and this Agreement constitute the
      entire agreement between the Company and Participant pertaining to the
      subject matter hereof, supersedes all prior or contemporaneous written or
      verbal agreements and understandings between the parties in connection
      therewith, and shall not be modified or amended except by written
      instrument duly signed by the parties.  No waiver by either
      party of any default under the Agreement shall be deemed a waiver of any
      later default.  The various provisions of the Agreement are
      severable in their entirety.  Any determination of invalidity or
      unenforceability of any one provision shall have no effect on the
      continuing force and effect of the remaining provision.  The
      Committee shall have the sole and complete authority and discretion to
      decide any questions concerning the application, interpretation or scope
      of any of the terms and conditions of the Agreement, and its decisions
      shall be binding and conclusive upon all interested
      parties.  This Agreement shall be binding upon and inure to the
      benefit of the successors, assigns and heirs of the respective
      parties.

              

      

      

      

      IN
WITNESS WHEREOF, the parties hereto have duly executed this Performance Unit
Award Agreement as of the date first above written.  The Participant
also hereby acknowledges receipt of a copy of the Century Aluminum Company
Long-Term Incentive Plan.

      

      Century
Aluminum Company

      

      

      By
________________________

                       Name,
Title

      

        
          	
                   
      

                   

                
	
                  Participant
      Signature

                
	
                   
      

                   

                
	
                  Participant
      Printed
NameEX-10.1

 

EXHIBIT 10.1

2008 PERFORMANCE INCENTIVE PLAN (the “Plan”)

The 2008 Performance Incentive Plan amends, restates and is the successor plan to the 2007
Performance Incentive Plan, each of which was adopted under the Obagi Medical Products, Inc. 2005
Stock Incentive Plan.

PLAN PARTICIPANTS

All regular, full-time employees of Obagi Medical Products (the “Company”) who have been notified
in writing of their eligibility are considered eligible Plan Participants (“Plan Participants”).
Employees in Sales, and other employees participating in any other variable incentive pay plans,
shall not be eligible. Any otherwise eligible employee who has an existing incentive pay component
in his or her employment agreement shall be deemed a Plan Participant, and the incentive pay
component of the employment agreement shall be replaced in its entirety by the Plan Participant’s
rights under this Plan unless otherwise explicitly set forth in the employment agreement.

Plan Participants must be full-time employees of the Company on the last day of the Plan Period (as
defined below) to be eligible to be paid any amount under this Plan.

Eligible employees who join the Company during the Plan Period may, if so designated by the
Administrator (as defined below), be eligible for Plan incentives on a pro-rata basis corresponding
to the service time provided to the Company during the Plan Period, but must have been actively
employed with the Company for at least one full quarter during the Plan Period to be eligible.

PLAN PERIOD

Company Fiscal Year 2008 (January 1 through December 31, 2008) (the “Plan Period”)

ADMINISTRATION

Except as otherwise set forth in the Plan, the Compensation Committee of the Company’s Board of
Directors shall administer the Plan (the “Administrator”).

PLAN POOL

The Plan shall operate first by the Company’s determining the aggregate amount available for
issuance to Plan Participants (the “Plan Pool”) based upon the Company’s achievement of certain
Company Performance Objectives (as defined below). The total on-target pool for the

 

 

Plan Period is $2,436,000 (the “On-Target Plan Pool”). The On-Target Plan Pool is calculated based
upon 100% achievement of the Company’s financial objectives and the Company’s contributing an
amount to the Plan Pool assuming that the number of budgeted Plan Participants projected to hold
eligible positions at the end of the Plan Period, including the budgeted 2008 hires, are each paid
100% of their on-target bonus amount.

The actual amount of the Plan Pool (meaning the actual aggregate amount that will ultimately be
available for payment to Plan Participants) will be determined based upon the Company’s actual
performance in relation to its approved business plan, and the Plan Pool will be funded only on
achievement by the Company of the Performance Objectives at the minimum permissible level of
achievement (as described below).

After determination by the Company of the Plan Pool amount, individual bonus payments to each Plan
Participant will be based upon such individual’s achievement of Individual Performance Objectives
(as defined below) established as set forth in this Plan.

The Plan Pool is intended to encompass the contractual incentives existing in otherwise eligible
employees’ employment agreements that are replaced in their entirety by the Plan Participants’
rights under this Plan unless otherwise explicitly set forth in the employment agreements. A Plan
Participant’s acceptance of any grant of an award or other right under this Plan is conditioned
upon his or her consent to such replacement unless otherwise explicitly set forth in the Plan
Participant’s employment agreement.

COMPANY PERFORMANCE OBJECTIVES TO FUND PLAN POOL

The Company performance objectives (the “Company Performance Objectives”) shall be comprised of two
components, a revenue objective (the “Revenue Objective”) and an adjusted EBIT objective (“Adjusted
EBIT Objective”). The Compensation Committee shall establish the target Revenue Objective and
Adjusted EBIT Objective for the Plan Period; provided that they will be measured on a consolidated
basis and will match the current year’s operating plan targets approved by the Board of Directors.
For purposes of the Plan, “Revenue” is defined as reported on the Company’s consolidated financial
statements, and “Adjusted EBIT” is defined as Earnings Before Interest and Taxes adjusted to
exclude the impact of non-cash charges relating to the issuance of equity instruments, as disclosed
in the Company’s consolidated financial statements.

The relative weighting as between the two Company Performance Objectives will be (for all purposes
under the Plan, including calculating the amount by which the Plan Pool will be funded and, if
appropriate depending upon the weighting of Individual Performance Objectives, calculating the
actual bonus amount to pay a Plan Participant) as follows: 30% of the bonus amount shall relate to
the Revenue Objective and 70% shall relate to the Adjusted EBIT Objective.

Over-Achievement of Company Performance Objectives:  If either or both of the Revenue Objective or
Adjusted EBIT Objective is exceeded, an amount in excess of the target bonus amount will be
contributed to the Plan Pool based on the above-target performance level actually achieved and the
relative weighting (as set forth below) of the relevant Company Performance Objective(s) (the
“Over-Achievement Amount”). The maximum amount above the target bonus amount that may be
contributed to the Plan Pool is 150% of the target bonus amount. In addition to any cash bonuses
paid in connection with any such Over-Achievement Amount, the Administrator may, in its sole
discretion, grant options to purchase Common Stock

 

 

of the Company having an aggregate 123R value as of the grant date equal to the Over-Achievement
Amount.

Minimum Company Performance Level: For the Plan Pool to be funded and for any incentives to be
earned by Plan Participants, both of the following thresholds must be achieved (the “Minimum
Company Performance Levels”):

	 	§	 	For Executives: The Company must achieve at least 92.5% of the Revenue Objective AND at
least 92.5% of the Adjusted EBIT Objective; and
	 
	 	§	 	For Non-executives: The Company must achieve at least 85% of the Revenue Objective AND
at least 85% of the Adjusted EBIT Objective.

PLAN POOL FUNDING

Once the Revenue Objective and Adjusted EBIT Objective are achieved at the Minimum Company
Performance Levels, the Plan Pool funding will then be determined by the actual level of
achievement of the Revenue Objective and Adjusted EBIT Objective beyond the respective minimum
levels as outlined in the tables below.

Plan Pool Funding Table

	 	 	 	 	 	 	 	 	 
	 	 	 	 	Measurement	 	 	 	Base Bonus Achievement
	 
	Bonus Component	 	Weighting	 	Period	 	Bonus        Payment	 	Percentage
	 	 	 	 	 	 	Scale	 	 
	Revenue Objective

	 	30%	 	Annually	 	Financial	 	50%-100%
	 
	 	 	 	 	 	Performance	 	 
	Adjusted EBIT Objective
	 	70%	 	Annually	 	Financial	 	50%-100%
	 
	 	 	 	 	 	Performance	 	 

2008 Financial Performance Incentive Plan

The actual amount of contributions to the Plan Pool will be conditioned upon achievement of a
minimum level of performance with respect to the Revenue Objective and the Adjusted EBIT Objective
(measured on an annual basis).

 

 

Financial Performance Base Bonus (On Target) Payment Scale

	 	 	 	 	 	 	 
	 	 	Executive	 	Non-Executive	 	Bonus Achievement
	Performance Level	 	Revenue Objective or	 	Revenue Objective or	 	Percentage
	 	 	Adjusted EBIT	 	Adjusted EBIT	 	 
	 	 	Performance Objective vs.	 	Performance Objective vs.	 	 
	 	 	Target	 	Target	 	 
	Below Threshold
	 	0%-92.4%*	 	0%-84.9%	 	0%
	Base/ Target Threshold
	 	92.5%-100%*	 	85%-100%	 	Prorated up to 100% on following Algorithm:

	 
	 	 	 	 	 	Exec — 5% reduction in bonus amount
that relates to the Objective (based on relative weighting of the two
Objectives) as to which there was under-achievement for each 1% below
the target achievement level;

	 
	 	 	 	 	 	 
	 
	 	 	 	 	 	Non-Exec. — 3% reduction in bonus
amount that relates to the Objective (based on relative weighting of the
two Objectives) as to which there was under achievement for each 1% below
target achievement level

	 
	 	 	 	 	 	Performance Weighting: 30% Revenue; 70% EBIT
	Maximum
	 	 	 	 	 	100%

Performance Thresholds. There will be no contribution to the Plan Pool of any amount, and no
payment to any Plan Participant under the Plan, if the Company does not achieve at least the
minimum/threshold level of performance with respect to both the Revenue Objective and the Adjusted
EBIT Objective as set forth above. To clarify, if the Minimum Company Performance Level for one
Objective is not achieved, no amount will be contributed to the Plan Pool, and no amount will be
paid to a Plan Participant even with respect to the portion of his or her bonus to which the other
Objective relates even if the performance for that other Objective is within the “Threshold”
Performance Level.

Financial Performance Above Threshold Level

	 	 	 	 	 	 	 
	 	 	Executive	 	Non-Executive	 	Amount of Bonus in Excess of Target
	 	 	 	 	 	 	Bonus Amount
	Performance Level	 	Revenue or Adjusted EBIT	 	Revenue or Adjusted EBIT	 	Percentage Based only on Adjusted
	 	 	Performance vs. Target	 	Performance vs. Target	 	EBIT overage
	Below Threshold
	 	0%-92.4%	 	0%-84.9%	 	If either Revenue or EBIT is below
the respective Threshold, the total bonus payout is 0%

	Base/Target Threshold
	 	92.5%-100%	 	85%-100%	 	0%
	 
	 	 	 	 	 	 
	Above Threshold
	 	Must be a minimum of 100%	 	Greater than 100%	 	100%+ prorated up to a maximum of
150% on the following Algorithm
	 

	 	 	 	 	 	5% increase in bonus amount that
relates to the Objective (based on relative weighting of the two
Objectives) as to which there was over-achievement for each 1%
overachievement of Objective
	 
	 	 	 	 	 	Performance Weighting: 30% Revenue; 70% EBIT
	Maximum
	 	 	 	 	 	150%

	 	§	 	Achievement Above Threshold. If the Revenue Objective and Adjusted EBIT Objective

 

 

	 	 	 	are exceeded, an increased bonus amount will be funded to the Plan Pool based on such
over-achievement. The increased bonus amount will be subject to the maximum
over-achievement cap of 150% specified above. The relative weighting between the two
Objectives for purposes of calculating an amount based upon over-achievement will be the
30/70 weighting described above.

Financial bonus amounts will be calculated and accrued on a quarterly basis, but final bonus
payment amounts will be determined on an annual basis. Actual bonus payments will be made in
accordance with the performance periods on page one.

BONUS PAYMENT AMOUNTS

	n	 	In the event that the Plan Pool has been funded pursuant to the
terms of this Plan, Plan Participants may be eligible to receive
individual incentive awards as set forth below.
	 
	n	 	The Administrator will establish individual target bonus amounts
that might be paid under the Plan which will be expressed as a
percentage of each Plan Participant’s annual base salary at the
end of the Plan Period (unless a Plan Participant’s salary is
changed during the Plan Period, as set forth below).
	 
	n	 	The Administrator will determine the individual target bonus
amounts based on grade level and position title, as follows:

	 	§	 	Plan Participants holding the position of Director or above will be advised by their
supervisor of their individual target incentive percentage.
	 
	 	§	 	Plan Participants holding the position Senior Manager or below will have no explicit
incentive targets communicated in advance, and may receive general information on Plan
funding.

	n	 	Individual Plan Participant’s actual incentive award amounts will
be determined based on his or her achievement of one or more
individual performance goals (each an “Individual Performance
Objective”) established by his or her supervisor (or with respect
to executive officers by the Administrator), and in some cases,
may also be based on achievement of Company objectives as
described above. The Company may instead establish conditions to
a Plan Participant’s right to be paid a bonus amount under the
Plan based upon achievement by the Company (or a business unit
thereof) of corporate performance objectives, including without
limitation the Company Performance Objectives.
	 
	n	 	Plan Participants must achieve at least an overall “satisfactory”
level of performance achievement for the Plan Period, as defined
and determined solely by the Company, in order to be eligible to
earn any incentive under either the Individual or Company
Performance Objectives, as applicable.

WHEN PLAN INCENTIVES ARE EARNED AND PAID

Achievement of Company and Individual Performance Objectives will be assessed at the end of the
Plan Period, and if achieved as applicable, the Plan Participant will earn and become entitled to
payment of Plan bonus amounts after the end of the Plan Period. Awards for Executive-level Plan
Participants must be approved by the Compensation Committee or Board of Directors, as applicable.
Achievement of the Company’s Revenue Objectives and Adjusted EBIT Objectives must both be equal to
or greater than the Minimum Company Performance Levels or no incentives will be earned. Achievement
of the Company’s Revenue Objective and

 

 

Adjusted EBIT Objective will be assessed by the Board of Directors’ Compensation Committee, and
their decision shall be final and binding. Achievement of individual performance results will be
determined by appropriate Company management and approved by HR and the CEO.

The Plan Participant must be an active employee in good standing on the last day of the Plan Period
for any incentive to be earned. Payment on earned incentives will be made as soon as reasonably
possible following the end of the Plan Period, and in any event prior to March 15, 2009, and will
be net of all applicable withholdings.

If an employee’s base salary and/or bonus incentive changes during the Plan Period due to
promotion, market adjustment, etc., the target incentive bonus will be pro-rated based on time in
the old and new levels.

LEAVES OF ABSENCE AND TERMINATION OF EMPLOYMENT

The CEO will determine in his sole discretion whether a Plan Participant on a leave of absence or
disability or in the event of the Participant’s death during the Plan Period may be eligible for a
partial or prorated incentive. Plan Participants must be actively employed on the last day of the
Plan Period in order to be eligible for any incentives. Except as set forth above, Plan
Participants who terminate for any reason during the Plan Period are not eligible for incentive
awards.

AT-WILL EMPLOYMENT

Participation in this Plan is not an agreement (express or implied) between the Plan Participant
and the Company that the Company will employ the Plan Participant for any specific period of time,
nor is there any agreement for continuing or long-term employment. The Plan Participant and the
Company each have the right to terminate the employment relationship at any time and for any or no
reason. This at-will employment relationship can only be modified by an agreement signed by the
Plan Participant and the Company’s Chief Executive Officer.

DETERMINATIONS, CHANGES AND EXCEPTIONS TO PLAN

This document highlights the principal features of the Plan, but it does not describe every
situation that can occur. The Company retains the right to interpret, revise, modify or delete the
Plan at its sole discretion at any time. This document supersedes any previous incentive plan
document including any specific provisions stated in the Plan Participant’s offer letter or
employment agreement specifying eligibility, amount, and participation in any incentive or bonus
program unless otherwise explicitly set forth in the offer letter or employment agreement. The
Company reserves the right to make any reasonable adjustments to the Plan, including but not
limited to project assignments, as necessary to reflect business and economic conditions. The CEO,
Human Resources, and/or the Compensation Committee, as applicable, must approve any exceptions,
modifications or adjustments to the Plan. The Company further retains full and final discretion to
determine whether a Plan Participant has earned any incentives pursuant to the Plan. The
Compensation Committee shall have the full and final discretion to adjust in good faith the Company
Performance Objectives and/or achieved financial results to reflect the occurrence of extraordinary
events during the Plan period. All such determinations or adjustments shall be final and binding
on all persons.

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