Document:

WellChoice, Inc. Long-Term Incentive Plan as amended on March 24, 2004

 Exhibit 10.8 
  
 WELLCHOICE, INC. LONG TERM INCENTIVE PLAN 
  
 As amended on March 24, 2004 
  

1. PURPOSE OF PLAN 
  
 The purpose of the WellChoice, Inc. Term Incentive Plan (the “Plan”) is (i) to improve long-term corporate performance by basing a significant portion of senior executive compensation on corporate results
over a period of several years and (ii) to retain senior executives by deferring payment of such compensation until the end of each such period and generally requiring participants to be employed with WellChoice, Inc. on the payment date. The Plan
is intended to constitute a plan described in Treasury Regulation section 1.162-27(0(1), pursuant to which the deduction limit under section 162(m) of the Internal Revenue Code of 1986, as amended (the “Code”), shall not apply during the
applicable reliance period. 
  
 2. ADMINISTRATION 
  
 The Plan shall be administered by the Compensation Committee (the “Committee”) of
the Board of Directors (the “Board”) of WellChoice, Inc. or its successor (the “Company”). The number of individuals that shall constitute the Committee shall be determined from time to time by a majority of all the members of
the Board, and, unless that majority of the Board determines otherwise, shall consist of not less than two (2) members each. of whom shall be (i) “Non-Employee Directors” within the meaning of Rule 16b-3(h)(3) (or any successor
rule) promulgated under the Securities Exchange Act of 1934, as amended (the “Exchange Act”) and (ii) “outside directors” within the meaning of Treasury Regulation Section 1.162-27(e)(3) under Section 162(m) of the Code.
Subject to the approval of the Board, the Committee shall have authority with respect to the operation, administration, and interpretation of the Plan and in the granting of awards thereunder, and shall be authorized to prescribe, amend, and rescind
rules and make all other determinations necessary or desirable for the Plan’s operation and administration. All actions taken by the Committee, in its sole discretion, in the operation, administration and interpretation of the Plan shall be
final and binding on all participants and their successors. The entire Board may act as the Committee if it chooses to do so. 
  
 3. PARTICIPANTS 
  
 Eligibility to participate in the Plan is limited to those senior executives who, in the Committee’s judgment based on the recommendations of the Company’s chief executive officer, have a significant and
direct influence on long-term corporate performance, During the first 90 days of each performance period under the Plan, the Committee shall designate the specific executive positions or senior executives eligible to participate in such period. At
any time during the first six months of any performance period, the Committee in its sole discretion may add senior executives who might otherwise be eligible for a performance period, particularly new hires or employees who are promoted to an
eligible position. Participation in any performance period does not ensure participation in future performance periods. 
  

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 An individual’s active participation in any performance period shall cease in the event that he or she ceases to be
employed in a designated executive position for such period. A participant who holds a designated executive position for any performance period shall not be affected by a change to another designated executive position for such period, including but
not limited to promotions, demotions, transfers and other such employment actions. 
  
 4. PERFORMANCE PERIODS 
  
 Unless otherwise determined by the
Committee, the term over which long-term performance shall be measured shall be a three consecutive year period commencing on any January 1. A new performance period generally shall commence on each January 1, with the first performance period to
begin January 1, 2003, and participants may concurrently participate in more than one performance period at any time. 
  
 5. PERFORMANCE GOALS 
  
 The Committee shall establish objective performance goals for each performance period using one or more of the following goals: 
  

(i) earnings 
 (ii) earnings per share 
 (iii) market share 
 (iv) operating profit 
 (v) operating margin 
 (vi) return on equity 
 (vii) return on assets 
 (viii) total return to stockholders 
 (ix) membership 
 (x) member satisfaction 
 (xi) e-business 
 (xii) technology improvements 
 (xiii) claims handling 
 (ix) return on investment capital 
  
 In addition, awards under the Plan may include comparisons to the performance of other
companies, such performance to be measured by one or more of the foregoing business criteria, To the extent the deduction limits under section 162(m) of the Code become applicable with respect to remuneration under the Plan, the Committee shall
establish in writing (1) the performance goals applicable to a given period, and such performance goals shall state, in terms of an objective formula or standard, the method for computing the amount of compensation payable to the participant if such
performance goals are obtained and (ii) the individual employees or class of employees to which such performance goals apply no later than ninety (90) days after the commencement of such period (but in no event after twenty five percent (25)
of such period has elapsed). 
  

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 Awards under the Plan made to Persons who are “covered employees” within the meaning of Section 162(m) of the
Internal Revenue Code of 1986, as amended (“Code”) are intended to meet the requirements applicable to “qualified performance-based compensation” for purposes of the exemption from the compensation deduction limitation described
in Section 162(m) of the Code, to the extent that the deduction limits under such Code section become applicable with respect to remuneration under the Plan. Accordingly, to the extent the deduction limits under section 162 (m) of the Code become
applicable with respect to remuneration under the Plan, the provisions of the Plan shall be interpreted in a manner consistent with Section 162(n) of the Code with respect to awards made to covered employees (as defined above). If any other
provision of the Plan or an award is intended to but does not comply with, or is inconsistent with, the applicable requirements of Section 162(m) of the Code, such provision shall be construed or deemed amended to the extent necessary to conform to
and comply with such requirements. 
  
 The Committee reserves the right to adjust
performance goals based on extenuating business circumstances. In the event that section 162(m) of the Code applies to awards to covered employees under the Plan, the Committee may not change the performance goals applicable to or increase the
amount of compensation payable to any covered employee, but nevertheless may reduce the amount of compensation payable to any covered employee upon the attainment of any performance goal. 
  
 6. PERFORMANCE FACTOR 
  
 Upon the completion of each performance period, the Committee shall determine the corporate long-term performance factor (which shall not exceed 1.5) that will be
multiplied by the award opportunities to determine the award levels for the performance period. 
  
 The performance factor for the performance period shall be determined generally using a two-step process. In the first step of the process, the level of attainment of the performance goals established for the
performance period shall be established. In determining the degree to which such performance goals have been attained, the Committee may take into consideration changes in corporate strategy and in the market, economic, tax, and regulatory
environments during the period. As the second step in the process, the Committee may, in its discretion, adjust the results in step one either positively, or negatively to reflect such qualitative considerations, as the Committee deems relevant.

  
 No awards to covered employees, to the extent the deduction limits under
section 162 (m) of the Code become applicable to remuneration under the Plan, shall be payable to or vest with respect to, as the case may be, any participant for a performance period until the Committee certifies in writing that the objective
performance goals (and any other material terms) applicable to such period have been satisfied. 
  
 7. AWARD OPPORTUNITIES/PAYMENTS/ADJUSTMENTS 
  
 The Committee shall determine the award opportunity for each designated executive position or for any designated executive. The award opportunity shall be stated as a dollar amount or as a percentage of salary and shall not be more than
75% of the participant’s base salary in effect as 

  

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of the first May 1 within the applicable performance period or if later, the participant’s first date of employment or date of promotion to an eligible
designated position. The actual award earned under the Plan shall be payable in cash or, to the extent permissible by applicable law and at the Committee’s sole discretion, up to one-half thereof distributed in shares of stock of the Company.
The value of any such stock shall be determined by the Committee in its sole discretion for the purposes of Section 7. At the discretion of the Company, stock shall be distributed as of the first day of a period during which stock could be sold by
the participant in compliance with applicable securities laws but in no event more than six months following the date the award otherwise would have been paid. 
  

If a participant’s employment terminates due to death, permanent disability (as determined for purposes of the Company’s long term disability plan),
retirement on or after age 55 and 5 years of service with the Company or job elimination or other workforce reduction program (as determined by the Committee), the participant or the participant’s beneficiary will be eligible to receive a
pro-rata portion of the award based on the extent of active participation during the performance period. Notwithstanding anything to the contrary in the Plan, if a participant’s employment is terminated prior to the date of payment due to a
voluntary resignation or discharge for cause, any rights to an award will be forfeited. For purposes hereof, “cause” means (i) any conviction or plea of nolo contendre to a felony, (ii) any willful misconduct, (iii) any willful
breach of any written policy or any confidential or proprietary information, non-compete or non-solicitation covenant for the benefit of the Company or (iv) habitual or repeated neglect of duties or responsibilities. 
  

	a)	On a date selected by the Committee (the “Award Date”) following the end of a performance period, the Company shall pay each individual who is (a) employed by the Company
on such Award Date for such period or (b) terminated employment between the last day of such period and such Award Date by reason of death, permanent disability (as defined for purposes of the Company’s long term disability plan), retirement on
or after age 55 and 5 years of service with the Company or job elimination or other workforce reduction program (as determined by the Committee), an award equal to his or her award opportunity for such performance period multiplied by
the performance factor applicable to such period. Unless otherwise determined specifically by the Committee, the Award Date shall be a day on which senior executives are permitted to sell shares of stock. Further, the Committee may in its sole
discretion make an alternative payment in lieu of the award. 

  

	b)	If an individual who is an active participant for at least 12 months during any performance period ceases to be an active participant before the end of the period because he or she,
although continuing to be employed by the Company until the Award Date for such performance period, ceases to serve in an executive position eligible for participation in the Plan, the Company shall pay such individual on such Award Date a pro-rated
award based on the period of active participation during the performance period. 

  

	c)	 In the event of the death or permanent disability before the Award Date of an individual described in subsection (b), in its sole discretion the Committee may, at

  

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such time prior to such Award Date and in such amount as it may deem appropriate, make an alternative payment in lieu of the award otherwise payable pursuant
to subsection (b). Any award paid with respect to a deceased participant shall be paid to his or her estate or other successor in interest. 

  
 Except as otherwise provided in this Section 7, a participant whose active participation in the Plan ceases before the last day of the performance period, or whose
employment terminates before the Award Date, shall not be entitled to an award hereunder. 
  
 Deferral of Payment of Award. The Committee may allow for deferral of these awards under a separate deferral plan. 
  
 8. SECURITIES LAW REQUIREMENTS 
  
 General. Shares shall not be issued under the Plan unless the issuance and delivery of such Shares comply with (or arc exempt from) all applicable requirements of
law, including (without limitation) the Securities Act of 1933, as amended, the rules and regulations promulgated thereunder, state securities laws and regulations, applicable securities laws in Canada or of any other foreign jurisdiction, and the
regulations of any stock exchange or other securities market on which the Company’s securities may then be traded. The Company shall not be obligated to file any registration statement, prospectus or similar document under any applicable
securities laws to permit the purchase or issuance of any Shares under the Plan, and accordingly any certificates for Shares may have an appropriate legend or statement of applicable restrictions endorsed thereon. Each Participant and any person
deriving its rights from any Participant shall, as a condition to the purchase or issuance of any Shares under the Plan, deliver to the Company an agreement or certificate containing such representations, warranties and covenants as the Company may
deem necessary or appropriate to ensure that the issuance of Shares is not required to be registered or qualified, as the case may be, under any applicable securities laws. 
  
 9. CORPORATE TRANSACTIONS 
  
 To the extent practicable or at the discretion of the Committee, the awards and performance periods under the Plan shall continue notwithstanding any Corporate
Transaction (as defined below) involving the Company (including but not limited to, the continuation or assumption of outstanding awards under the Plan by the Company (if it is the surviving corporation) or by the surviving corporation or its
parent), except the Committee shall establish a contingent payment for participants based on a pro-rata amount of their award based on their period of active participation during the applicable performance period through the date of the Corporate
Transaction and performance to date. If the participant is terminated for any reason other than for cause, the contingent payment would be made upon such termination of employment. If the participant remains employed through the Award date and the
actual award earned under the Plan later exceeds such contingent amount, the Company shall promptly pay an amount equal to the actual award to the participant in lieu of the contingent amount when awards are ordinarily payable to participants
(including any amounts attributable to the portion of the performance period following the Corporate Transaction). The Committee may interpret the provisions of the Plan so as to apply following any Corporate Transaction. For purposes of the Plan,
except as set 

  

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forth below, a “Corporate Transaction” means (1) the acquisition of more than 25% of the stock of the Company by any person or group of affiliated
persons (other than the trustees) on behalf of a Company employee benefit plan; (2) a sale of all or substantially all of the assets of the Company; (3) a merger or other consolidation of the Company with an unaffiliated company following which
shareholders of the Company do not own at least majority of the outstanding stock issued by surviving corporation; (4) a liquidation or dissolution of the Company, (5) a majority of the Board shall fail to be “continuing directors.”
For purposes hereof, a “continuing director” is any individual who is a director on the effective date of the Plan or had been nominated by a majority of the Continuing Directors then in. office. Neither the issuance of capital stock to
the “public asset fund” as that term is defined in Chapter One of the New York State Laws of 2002 nor an initial public offering of equity securities by the Company (or its permitted assignee) shall be considered a Corporate Transaction.

  
 10. EFFECTIVE DATE OF PLAN 
  
 The Plan is effective as of the date approved by the Board of Directors, July 24, 2002.

  
 11. AMENDMENT AND TERMINATION 
  
 The Board may suspend or terminate the Plan, in whole or in part, at any time, and may from
time to time amend the Plan in such respects as the Board may deem advisable, provided that no such suspension, termination, or amendment shall have a materially adverse effect on the rights of any participant with respect to any award that has been
made to such participant prior to such amendment, suspension, or termination. 
  
 12. MISCELLANEOUS 
  

	a)	The establishment of the Plan shall not be construed as conferring any legal rights upon any participant for a continuation of employment, nor shall it interfere with the rights of
the Company to discharge a participant and treat him or her without regard to the effect which such treatment might have upon him or her as a participant in this plan. 

  

	b)	The Company shall have the right to deduct from any amounts otherwise payable to a participant, whether pursuant to the Plan or otherwise, or otherwise collect from the
participant, any required minimum withholding taxes with respect to benefits under the Plan. 

  

	c)	The Company, in its sole discretion, may assign the Plan and all obligations and liabilities hereunder to any parent organization without any prior notice to or consent of any
participant. In the event of any assignment to any such parent organization, such parent organization shall be treated as a successor to the Company and shall exercise all rights of the Company under the Plan. 

  

	d)	 Subject to any applicable law, no benefit under the Plan shall be subject in any manner to, nor shall the Company be obligated to recognize, any purported

  

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anticipation, alienation, sale, transfer (otherwise than by will or the laws of descent and distribution), assignment, pledge, encumbrance, or charge, any
attempt to do so shall be void. No such benefit shall in any manner be liable for or subject to garnishment, attachment, execution, or a levy, or liable for or subject to the debts, contracts, liabilities, engagements, or torts of the participants.

  

	e)	The Plan shall not be construed as conferring on a participant any right, title, interest, or claim in or to any specific asset, reserve, account, or property of any kind possessed
by the Company. To the extent that a participant or any such person acquires a right to receive payments from the Company, such rights shall be no greater than the rights of a unsecured general creditor. 

  

 7EXECUTIVE PROFIT-SHARING INCENTIVE PLAN

  
 EXHIBIT 10.3

  
 EXECUTIVE PROFIT-SHARING INCENTIVE PLAN 

As amended effective October 16, 2002 
  
 PURPOSE 
  
 The Board of Directors of USA Truck, Inc. (the “Company”) has established this Executive Profit-Sharing Incentive Plan (the “Plan”) in order to provide incentives to the Company’s executive
officers to provide their best efforts on behalf of the Company by rewarding them for contributing to the Company’s success by paying them specified portions of the Company’s income before taxes and before deduction of the amounts paid
under the Plan (“pre-tax income”). 
  
 QUALIFICATIONS

  
 Before the beginning of each fiscal year, the Executive Compensation
Committee of the Board shall determine (a) the percentage (not to exceed 10%) of pre-tax income that will potentially be distributed pursuant to this Plan (the “Incentive Pool”) and (b) the executive officers who shall be entitled to
receive payments under the Plan (“participants”) for that fiscal year. If the conditions set forth in this Plan are met for the fiscal year, then the Incentive Pool will be distributed to participants, pro rata in proportion to their total
base salaries for such fiscal year. Should a participant work only part of a year in a participating position, then only that part of his/her base salary will be used to compute his/her pro rata share of the Incentive Pool. With the exception of
death, retirement or disability of an employee with five years of service, each participant must be an employee on December 31 and on the date the incentive payment is made in order to receive a payment under this Plan. 
  
 LIMITATION 
  
 Notwithstanding the amount of the Incentive Pool or the amount to which any participant would otherwise be entitled pursuant to the
preceding paragraph, the amount distributed under this Plan to each participant for any fiscal year shall be limited to a specified percentage of such participant’s total base salary for such fiscal year, as determined by the Executive
Compensation Committee prior to the beginning of the fiscal year. For this purpose, the percentages may vary among the participants, but in no event will the amount distributed to any participant under this Plan for any fiscal year exceed 250% of
such participant’s total base salary for such fiscal year. Any amounts in excess of such a limit for any participant will be reallocated to the other participants on a pro rata basis in proportion to their base salaries. 
  
 PERFORMANCE OBJECTIVE 
  
 Before the beginning of each fiscal year, the Executive Compensation Committee of the Board
shall establish a performance goal that must be met for such fiscal year in order for payments to be made under the Plan. Such performance goal may be expressed in terms of achievement by the Company of a specified operating ratio, gross revenue,
net income, return on equity, return on assets, increase in retained earnings, or any other performance measure that the Executive Compensation Committee deems advisable and appropriate. Amounts in the Incentive Pool will be paid to participants
only if the Company achieves the specified performance goal for the fiscal year; if such performance goal is not achieved, the amounts in the Incentive Pool will remain with the Company and will not be paid or distributed to participants or carried
forward for any purpose under the Plan.  
  
 PAYMENT

  
 Payment will be made at the end of each year as soon as pre-tax income is
determined by the financial statement audit. This is usually before the first week of February. Participants, however, may draw up to 90% of their estimated payment under the Plan during the last week of December and the balance after the audit has
been completed. The December portion of the payments will be estimated by the Controller and paid to those participants who request them when funds are available. Any participant on leave of absence at the time of any payment will be paid upon his
or her return to work. 
  
 SUBJECT TO CHANGE 
  
 This Plan is subject to revision at any time at the discretion of the Company’s Board
of Directors. Notwithstanding any other provision of this Plan or any decisions, designations or accruals made hereunder, no participant shall have any right to receive any payment hereunder prior to the time the payment is actually made and
received.

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