Document:

Management Incentive Plan

 Exhibit 10.1 
 BECKMAN COULTER, INC. 
 MANAGEMENT INCENTIVE PLAN 
 This document sets forth the terms of the Management Incentive Plan (the “Plan”) of Beckman Coulter, Inc. (the “Company”). With respect to the 162(m)
participants (as defined below), the Plan is adopted under Section 5.2 of the Company’s 2007 Long-Term Performance Plan (the “2007 Plan”). 
 Operation of the Plan 
 Potential Bonus. The employees of the Company eligible to participate in the Plan
(each, a “participant”) will be designated by the Company’s Chief Executive Officer or his/her designee (“Management”) each year (each, a “bonus year”), except that the Organization and Compensation Committee (the
“Committee”) of the Company’s Board of Directors shall designate those participants eligible to participate in the Plan whose bonuses will be intended to qualify as performance-based compensation within the meaning of
Section 162(m) of the Internal Revenue Code (“Section 162(m)”). (Each participant so designated by the Committee is referred to herein as a “162(m) participant” where the context requires such designation). Each participant
for a particular bonus year shall be eligible to receive a bonus under the Plan for that bonus year on the terms and conditions set forth herein (the “bonus opportunity”). The target bonus opportunity (the “target bonus”) for any
such participant under the Plan that is not a 162(m) participant shall be established by Management and shall be expressed as a percentage of the participant’s annualized rate of base salary as in effect on December 31 of the bonus year
(or, in the case of a participant who commences employment during the bonus year or has a leave of absence during the year, the participant’s aggregate base salary earned during the bonus year). For 162(m) participants, the Committee may
establish a target bonus for any such participant and in all events shall structure such participant’s bonus opportunity in a manner intended to comply with Section 162(m) (including, without limitation, establishing the maximum amount of
the bonus that may be payable to the 162(m) participant pursuant to the bonus opportunity). The amount of the bonus (if any) that is actually paid to the participant will depend upon the achievement of Company and individual performance goals
established for the bonus year. 
 Company Performance and Bonus Pool. Company performance will be used to establish the amount
of the “Bonus Pool” for the bonus year. Company performance will be measured based on any one or more of the following business criteria: Accounts/Receivable days sales outstanding (DSO), Accounts Payable days payable outstanding (DPO),
debt, debt to EBITDA, EBIT, EBITDA, EPS, EVA, expense reduction, free cash flow, gross margin, interest coverage, inventory, inventory turns, net earnings, operating cash flow, operating income, pre-tax margin, return on assets, return on
capital/return on invested capital, return on equity, sales/revenue, stock price appreciation, and working capital improvement (as such terms are defined in the 2007 Plan), in each case relative to a preestablished targeted level or levels, on an
absolute or relative basis or ratio with other performance-based business criteria, either as reported currency or constant currency, pre-tax or after-tax, before or after special charges, for the Company on a consolidated basis or for one or more
subsidiaries, segments, divisions or business units, or any combination of the foregoing. The specific performance criteria used to measure Company performance for the bonus year and the relative weightings to be assigned to each such criterion will
be established by Management or the Committee, as applicable. Management or the Committee, as applicable, may also determine, in its sole discretion, that the Bonus Pool for a bonus year will be funded at an amount in excess of 100% of the target
bonuses for the bonus year if the performance targets for one or more of the business criteria used to measure Company performance exceed the preestablished goals for that bonus year. Notwithstanding anything contained herein to the contrary, the
specific performance goals in respect of bonuses intended to qualify as performance-based compensation payable with respect to 162(m) participants must be approved by the Committee in advance of any applicable deadlines under Section 162(m) and
while the performance relating to those goals remains substantially uncertain within the meaning thereof. The Bonus Pool represents the maximum amount of bonuses that will be paid out under the Plan for a bonus year. Separate Bonus Pools may be
established - one with respect to the Plan generally and one or more with respect to a 162(m) participant or participants. The bonus or bonuses payable to the 162(m) participants may reduce the amount of the Bonus Pool established for the Plan
generally, but in no event will the Bonus Pool established for the Plan generally or any allocation or payment of a bonus under such Bonus Pool impact the bonus for any 162(m) participant in any manner not consistent under Treas. Reg. 1.162-27 with
the intent that such 162(m) participant’s bonus qualify as performance-based compensation thereunder. 
  

 1 

 Individual Performance and Bonus Amount. A participant’s individual performance will
be determined by Management or the Committee, as applicable, based on the participant’s contributions and achievement of performance goals during the bonus year. The participant’s bonus amount may be increased or decreased based on the
participant’s individual performance. Management or the Committee, as applicable, may establish guidelines for adjusting bonuses based on individual performance. With respect to 162(m) participants, the Committee may reduce (but not increase)
the bonus otherwise payable to each 162(m) participant. For purposes of clarity, if the Committee reduces the amount of any bonus payable hereunder, it may not allocate the amount of such reduction to bonuses payable to 162(m) participants.

 Payment Terms 
 Award Payment and
Timing. Bonuses shall be paid not later than two and one-half months after the end of the applicable bonus year. Bonuses may be paid in cash, shares of the Company’s common stock or a combination of cash and stock, as determined by
Management or the Committee, as applicable, in its sole discretion. In the event of any stock payment and subject to adjustment pursuant to Section 7.2 of the 2007 Plan (adjustments for stock splits and similar changes in capitalization), the
number of shares to be delivered to the participant shall equal (1) the portion (expressed as a cash amount) of the participant’s bonus to be paid in the form of Company common stock, divided by (2) the fair market value (as such term
is defined in the 2007 Plan) of a share of Company common stock on the payment date, and rounded down to the nearest whole share (with any fractional share amount to be disregarded). Any shares of Company common stock issued in payment of bonuses
under the Plan shall be charged against the applicable share limits of the 2007 Plan. With respect to 162(m) participants, no payment shall be made with respect to the Plan unless and until the Committee has certified, by resolution or other
appropriate action in writing, that the amount of any such bonus has been accurately determined in accordance with the terms, conditions and limits of the Plan and that the applicable performance condition(s) were, in fact, satisfied at the
applicable level(s). 
 Recoupment of Bonuses. Notwithstanding any other provision herein, bonuses paid under the Plan shall be
subject to recoupment by the Company pursuant to the Beckman Coulter, Inc. Policy on Recoupment of Compensation. 
 Other Rules 
 Termination of Employment Rules. A participant must be continuously employed by the Company or one of its affiliates or subsidiaries through
December 31 of the bonus year in order to be eligible to receive a bonus under the Plan (subject to the achievement of the applicable performance measures) for that bonus year. A participant will have no right to a Plan bonus (or any partial
bonus) with respect to a bonus year if the participant’s employment terminates or is terminated (regardless of the reason, whether with or without cause) prior to December 31 of that year, provided, however, that Management or the
Committee (or their respective designees), as applicable, may, in its sole discretion, provide for payment of a partial bonus to a participant who retires (as determined under the provisions of the Company’s retirement plans) during the bonus
year. 
 No Assignment. The rights, if any, of a participant or any other person to any payment or other benefits under the Plan
may not be assigned, transferred, pledged, or encumbered except by will or the laws of descent or distribution. 
 Taxation.
Bonus payments will be taxed as ordinary income (wages) in the year of payment. All payments will be subject to required income, employment and other tax withholdings and any other authorized deductions. Without limiting the generality of the
preceding sentence, in the event any bonus is paid in a combination of cash and Company common stock, the Company may reduce the amount of cash otherwise payable by the amount of such tax withholdings and any other authorized deductions on the total
amount otherwise payable (including any portion to be paid in Company common stock). 
  

 2 

 Amendment. Management or the Committee, as applicable, reserves the right to
amend and/or terminate the Plan at any time and in any manner, with or without notice; provided, however, that the consent of a participant will be required to the extent such amendment or termination materially and adversely affects the
participant’s rights under the Plan as to any bonus year(s) commencing prior to such amendment. Adjustments pursuant to the “Adjustments” section below shall not require participant consent. No amendment shall be binding upon the
Company unless approved by Management or the Committee, as applicable, and set forth in writing. Notwithstanding the foregoing, no amendment may be effective without the approval of the Board of Directors and/or shareholder if such approval is
necessary to comply with the applicable rules of Section 162(m). 
 No Fiduciary Relationship. Nothing contained in the
Plan and no action taken pursuant to the provisions of the Plan shall create or be construed as creating a trust or any kind of fiduciary relationship between the Company and any of its affiliates on one hand, and any participant or any other person
on the other hand. 
 No Right to Bonus or Continued Employment. Nothing contained in the Plan or any related document
constitutes an employment or service commitment by the Company (or any affiliate), affects an employee’s status as an employee at will who is subject to termination without cause, confers upon any participant any right to remain employed by or
in service to the Company (or any affiliate), or interferes in any way with the right of the Company (or any affiliate) to terminate a participant’s employment or to change the participant’s compensation or other terms of employment at any
time. The Plan does not constitute a contract and does not confer upon any person any right to receive a bonus or any other payment or benefit. There is no commitment or obligation on the part of the Company (or any affiliate) to continue any bonus
plan (similar to the Plan or otherwise) in any future fiscal year. 
 Administration. With respect to bonuses
granted under the Plan payable to 162(m) participants, the Plan shall be administered by the Committee, which shall consist of two or more “outside directors” within the meaning of Section 162(m). As to all other participants under
the Plan, Management (or its designee) shall administer the Plan. Management or the Committee, as applicable, shall establish the eligibility criteria for the Plan, determine the applicable performance measures, relative weights of those measures,
specific performance goals, and bonus opportunities, determine performance and the extent to which any applicable goals have been satisfied, determine whether any bonus is actually payable under the Plan and, subject to the express limitations of
the Plan, the amount of each bonus, and determine the time or times at which and the form and manner in which bonuses will be paid. Management or the Committee, as applicable, shall have the authority to construe and interpret the Plan and any
agreement or other document relating to the Plan. All actions taken and all interpretations and determinations made by the Company in respect of the Plan shall be conclusive and binding on all persons and shall be given the maximum deference
permitted by law. 
 Code Section 162(m). It is intended that any amounts payable under the Plan with respect to 162(m)
participants will qualify as performance-based compensation or will otherwise be exempt from the deductibility limitations under Section 162(m) and any applicable regulations thereunder. Any provision, application or interpretation of the Plan
inconsistent with this intent to satisfy the standards in Section 162(m) shall be disregarded. 
 Code Section 409A.
It is intended that any amounts payable under the Plan and the Company’s exercise of authority or discretion hereunder shall either be exempt from or comply with Section 409A so as not to subject any participant to payment of any interest
or additional tax imposed under Section 409A. The provisions of the Plan shall be construed consistent with this intent. 
 Adjustments. Management or the Committee, as applicable, may, in its sole discretion, adjust performance measures, performance goals, relative weights of the measures, and other provisions of the Plan to the extent (if any) it
determines that the adjustment is necessary or advisable to preserve the intended incentives and benefits to reflect (1) any material change in corporate capitalization, any material corporate transaction (such as a reorganization, combination,
separation, merger, acquisition, or any combination of the foregoing), or any complete or partial liquidation of the Company, (2) any change in accounting policies or practices, or (3) the effects of any special charges to the
Company’s earnings, or (4) any other similar special circumstances. Notwithstanding the foregoing, the Committee will not make any change or adjustment under the Plan to the extent it would cause bonuses granted under the Plan to 162(m)
participants to cease to qualify as performance-based compensation within the meaning of Section 162(m). 
  

 3Form of Annual Incentive Award Instrument

 Exhibit 10.2 
 «FirstLast» 
 Dear «First», 
 I am pleased to inform you that you have been selected to participate in the Unitrin, Inc. 2009 Performance Incentive Plan. Under this plan, you are eligible to earn an Annual Incentive Award tied to the achievement
of specific performance goals. Listed below are your Threshold, Target and Maximum performance levels for the performance cycle beginning in 2009. 
  

					
	Performance Levels
			
	 Threshold
	 	 Target
	 	 Maximum

	        %	 	        %	 	        %

 All Performance Levels are expressed as a percentage of your Base Salary in effect as of
April 1, 2009. Please note that the Threshold is the minimum performance level that must be met in order for any cash award to become payable. 
 Other terms and conditions of your Annual Incentive Award are specified in the attached Exhibit A. 
 This Award is contingent upon
approval by the Company’s shareholders at the 2009 Annual Meeting of Shareholders of the provisions of the 2009 Performance Incentive Plan which apply to this Award. 
 Sincerely, 
 Don Southwell 

 Exhibit A 
 To Annual Incentive Award Agreement 
 Overview: This Exhibit A sets forth the terms that will
determine the amount of the cash payout, if any, that the Participant may be entitled to receive pursuant to the Award based on the achievement of the applicable performance goals measured over the Performance Period. 
 Performance Period: January 1, 2009 through December 31, 2009. 
 Threshold, Target and Maximum performance levels: The applicable Threshold, Target and Maximum levels of performance for the Award are set forth
below. 
  

							
	Table 1. Performance Levels
				
	 Type of Award
	 	 Threshold
	 	 Target
	 	 Maximum

		 	        %	 	        %	 	        %

 Target Bonus Percentage: The applicable Target Bonus Percentage for the Award is set forth
in Table 1 above, under the heading “Target”. The Target Bonus Percentage is expressed as a percentage of the Participant’s Base Salary, as defined herein. 
 Base Salary: Base Salary is the Participant’s annual base salary in effect as of April 1 of the Performance Period. 
 Performance Measures: The performance measures applicable to this Award are Profit Margin and Premium and Auto Finance Revenue Growth, as defined herein. The performance goals for each applicable measure are
shown in the Performance Matrix in Exhibit A-1, which shows Profit Margin on the X axis and Premium and Auto Finance Revenue Growth on the Y axis. 
 Profit Margin: Profit Margin is defined as Net Income From Operations divided by Premium and Auto Finance Revenues. 
 Premium and Auto Finance Revenue Growth: Premium and Auto Finance Revenue Growth is defined as the percentage increase in Premium and Auto Finance Revenues in 2009 from such revenues in 2008. 
 Premium and Auto Finance Revenues: Premium Revenues is defined as earned premiums as reported in the Financial Analysis Summaries for the
following operating companies: Kemper, Unitrin Specialty, Unitrin Direct (including the Direct Response Corporation acquisition), Career Agency Life Operations, Career Fire Operations, Reserve National and Unitrin Business Insurance. Auto Finance
Revenues is defined as gross income as reported in the Fireside Bank Financial Analysis Summary minus the gross income of the Fireside Bank corporate product line. 
 Net Income From Operations: Net Income From Operations includes the sum of net incomes as reported in the Financial Analysis Summaries (excluding corporate divisions) for the following operating companies:
Kemper, Unitrin Specialty, Unitrin Direct (including the Direct Response Corporation acquisition), Career Agency Life Operations, Career Fire Operations, Reserve National and Fireside Bank. (excluding Fireside Bank’s corporate line of
business). Net Income From Operations also includes the after-tax investment income pertaining to the reserve run-off of discontinued operations (Unitrin Business Insurance and First Nonprofit). 

 Target Multiplier: At the end of the Performance Period, the Participant will be assigned a Target
Multiplier, which is derived from the Performance Matrix set forth on Exhibit A-1 based on achievement of the performance goals. For performance between points on the Performance Matrix, the Target Multiplier will be interpolated on a straight-line
basis. 
 Award Percentage: The Target Multiplier will be applied against Participant’s Target Bonus Percentage to arrive at the
Award Percentage for the Participant. 
 Award Calculation: The determination of the amount of the payout, if any, under the Award
will be calculated by multiplying the Participant’s Award Percentage by the Participant’s Base Salary. 
 Target
Multiplier * Participant’s applicable Target Bonus Percentage = Award Percentage 
 Award Percentage * Base
Salary = Final Cash Award payable under the Plan 
 Illustrative Example: Below is an illustrative example of a calculation for a
potential payout under the Award for a sample participant with a Base Salary of $100,000. 
  

									
	Table 2. Illustrative Example:
					
	 Example of
 Individual
 Target Bonus
 Percentage from
 Table
1
	 	 Example of Target
 Multiplier
 interpolated from
Performance Matrix

	 	 Example of Total
 Award Percentage
 (AxB)
	 	 Example of
 Base Salary
	 	 Example of
 Estimated final
 Cash Award
 payable under the
 Plan (CxD)

	A	 	B	 	C	 	D	 	E
	50.0%	 	120%	 	60%	 	100,000	 	60,000

 Adjustments: The Compensation Committee of the Unitrin, Inc. Board of Directors may, in its
discretion, make adjustments to the established performance goals applicable to this Award to reflect changes to the job responsibilities of the Participant or the structure of the Company or its Affiliates that relate directly to such established
performance goals for all or a portion of the applicable Performance Period; provided, however, that no such adjustment shall be made to an Award to an employee whose compensation is subject to Section 162(m) of the Internal Revenue Code of
1986, as amended, if such adjustment would cause the compensation payable under the Award to fail to qualify as performance-based compensation under Section 162(m).

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