Document:

exv10w55

Exhibit 10.55

Con-way Inc.

Executive Incentive Compensation Plan

Amended and Restated December 2008

 

 

Con-way Inc.

Executive Incentive Compensation Plan

Amended and Restated December 2008

Table of Contents

	 	 	 	 	 	 	 
	 	 	 	 	Page	 
	 
	 	 	 	 	 	 
	1.
	 	Purpose; EIP; Administration; Claims	 	 	1	 
	 
	 	 	 	 	 	 
	2.
	 	Definitions	 	 	1	 
	 
	 	 	 	 	 	 
	3.
	 	Eligibility	 	 	4	 
	 
	 	 	 	 	 	 
	4.
	 	Establishment of Awards	 	 	4	 
	 
	 	 	 	 	 	 
	5.
	 	Vesting	 	 	7	 
	 
	 	 	 	 	 	 
	6.
	 	Amount of Award Payout	 	 	7	 
	 
	 	 	 	 	 	 
	7.
	 	Payment of Award	 	 	8	 
	 
	 	 	 	 	 	 
	8.
	 	Amendment; Termination	 	 	9	 

i 

 

1. Purpose; EIP; Administration; Claims.

	 	(a)	 	Purpose. This Con-way Inc. Executive Incentive Compensation Plan (the “EICP”)
is established and maintained to motivate Executives effectively and efficiently. For
each calendar year through 2006, Con-way Inc. (f/k/a CNF Inc.) (the “Company”) and its
Affiliates adopted several incentive compensation plans applicable to Executives for
different Business Units. For 2007 and future calendar years, the Company and its
Affiliates have instead adopted this EICP which applies to and covers all Executives of
the Company and its Business Units. The EICP was originally effective January 1, 2007.
The Plan was subsequently amended in 2007 to make certain administrative changes, and
the Plan is hereby amended and restated in 2008 to specifically incorporate the
previous amendment and to make other clarifying changes.
	 
	 	(b)	 	The EIP. Section 12 of the EIP (defined below) authorizes the Committee to
grant Awards pursuant to the Annual Incentive Compensation Program in the form of Other
Cash-Based Awards, as deemed by the Committee to be consistent with the purposes of the
EIP. The EICP applies to Executives and, for Executives, the EICP implements Section
12 of the EIP. The EICP is subject to the applicable terms and provisions of the EIP,
as amended from time to time, including without limitation (i) Section 3
(Administration), (ii) Section 4 (Eligibility), (iii) Section 12 (Annual Incentive
Compensation Program), (iv) Section 13 (Other Stock-Based or Cash-Based Awards), (v)
Section 15 (Claims Procedures), and (vi) Section 16 (General Provisions), but excluding
Section 14 (Change in Control Provisions).
	 
	 	(c)	 	Administration. The EICP is administered by the Committee, pursuant to
authority specified in Section 3 of the EIP.
	 
	 	(d)	 	Claims. In the event that any person believes that she or he is not receiving
the full benefits to which she or he is entitled under the EICP, such person may make a
claim to the Plan Administrator, and the claims procedures set forth in Section 15 of
the EIP shall apply, with the Plan Administrator treated as the Committee for purposes
of applying such Section 15.

2. Definitions.

For Purposes of the EICP, the following terms shall be defined as set forth below:

“Affiliate” is defined in Section 2 of the EIP and includes a Subsidiary as defined
in Section 2 of the EIP.

“Annual Compensation” means a Participant’s annual base salary. Annual Compensation
does not include any other form of compensation, including, for example, special bonus
payments or any other special compensation, payments

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under short and long term disability plans, in-service withdrawals of deferred compensation,
or any other compensation. To the extent that a Participant elects to defer any portion of
annual base salary, Annual Compensation is computed without regard to such deferral. For
Participants who are designated as eligible to participate as of January 1 of a calendar
year, Annual Compensation is deemed to be their annual base salary as of the first pay
period following February 1 of that year, unless a different date is selected by the
Committee. For Participants who first become eligible to commence participation after the
first pay period following February 1 of a calendar year, Annual Compensation is deemed to
be their annual base salary as of the first pay period following the date the Participant
becomes eligible to participate in the EICP. For Participants who receive promotional pay
increases after the first pay period following February 1 of a calendar year, Annual
Compensation is adjusted as of the first pay period following the date the Participant
receives a promotional pay increase, and the Participant’s Award Payout shall be prorated to
reflect her or his Annual Compensation for the period prior to and subsequent to such
promotional pay increase.

“Award” is defined in Section 2 of the EIP.

“Award Payout” means the amount, if any, that is paid to a Participant as
determined pursuant to Section 6 of this EICP.

“Board” is defined in Section 2 of the EIP.

“Business Unit” is defined in Section 4(d) of the EICP for purposes of the EICP.
“Business Unit” is also defined in Section 2 of the EIP, but that definition does not apply
to the EICP.

“Committee” is defined in Section 2 of the EIP.

“Company” means Con-way Inc., a corporation organized under the laws of the State of
Delaware, or any successor corporation.

“EICP” means this Con-way Inc. Executive Incentive Compensation Plan, as amended and
restated December 2008.

“EIP” means the Con-way Inc. 2006 Equity and Incentive Plan, as amended from time to
time, or any successor plan.

“Employer” means the Company or any Affiliate of the Company that adopts the EICP,
whichever is the employer of the Participant.

“Executive” means an employee who occupies a position that has been classified
within the Company’s executive-level salary grade structure.

“ICP Pool” means, for each Business Unit, the maximum amount of Incentive Profit
that can be paid out for attainment of the Target Payment Goal.

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“Incentive Performance Goal” means a goal set by the Committee pursuant to Section
4.

“Incentive Profit” means operating income computed on the basis of generally
accepted accounting principles (GAAP) in the United States, but without adjustment for (i)
loss or loss recovery, (ii) damage or damage recovery, (iii) workers compensation, (iv)
payouts under the EICP, the EIP, or any other employee incentive plan (on a Business Unit by
Business Unit basis), (v) income tax, or (vi) except as otherwise specified by the Committee
with respect to a Business Unit, interest income or expense. For clarity, Incentive Profit
for Business Units other than the Company and Con-way Enterprise Services, Inc. is based on
operating income prior to adjusting for any Award Payouts to be paid pursuant to Section 6,
and Incentive Profit for the Company and for Con-way Enterprise Services, Inc. is based on
consolidated pre-tax income of the Company, after adjusting for any Award Payouts to be paid
pursuant to Section 6 to Participants employed by any other Business Units, but prior to
adjusting for any amounts to be paid pursuant to Section 6 to Participants who are employed
by the Company or by Con-way Enterprise Services, Inc., and prior to adjusting for income
tax. The Committee reserves the right to determine what items are to be included in
Incentive Profit, including but not limited to whether significant unusual items are to be
taken into account in determining Incentive Profit.

“Incentive Profit Goal” means the level of Incentive Profit that must be achieved
for funding the ICP Pool, as determined each year by the Plan Administrator.

“Maximum Payment Goal” means the amount or percentage of an Incentive Performance
Goal that must be achieved to produce an Award Payout equal to 200% of the Target Payment
Goal.

“Participant” means an Executive designated by the Committee or its delegate
pursuant to Section 3 of the EICP. Participants are also Grantees, as that term is defined
in Section 2 of the EIP.

“Participation Factor” means the percentage of Annual Compensation assigned to a
Participant for purposes of this EICP, pursuant to Section 4.

“Plan Administrator” means the Committee or any person or persons to whom the
Committee delegates its authority or any portion thereof.

“Section 16 Officer” means an officer who is required to comply with Section 16 of
the Securities Exchange Act of 1934, as of the relevant date specified in this EICP.

“Target Payment Goal” means the amount or percentage of an Incentive Performance
Goal that must be achieved to have an Award Payout equal to a Participant’s Annual
Compensation times the Participant’s Participation Factor.

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“Threshold Payment Goal” means the amount or percentage of an Incentive Performance
Goal that must be achieved in order to have the first dollar of an Award Payout become
payable.

3. Eligibility.

	 	(a)	 	Designation. The Committee shall designate the Executives eligible to
participate for a calendar year with respect to the Company and each Business Unit or
Affiliate, pursuant to Section 4 of the EIP, and may designate all Executives who are
otherwise eligible as of the beginning of the calendar year. The Committee may
delegate to the Company’s Chief Executive Officer (the “CEO”) the authority to
designate as Participants Executive-level employees who first become Executives,
through hire or promotion, during a calendar year, as provided herein. The Company
shall maintain in its records a list of Participants designated by the Committee, or by
the CEO, for each Business Unit for each calendar year.
	 
	 	(b)	 	Other Eligibility Requirements. Unless otherwise determined by the Plan
Administrator, Participants must be active full-time Executive-level employees. Such
Executives who are not designated as eligible as of the beginning of the calendar year
shall become eligible to commence participation at the beginning of the first full
calendar quarter following the date on which they become Executives. Calendar quarters
begin January 1, April 1, July 1, and October 1. An Executive who commences
participation during a calendar year, who participates less than four full quarters,
and who is otherwise eligible to receive a payment pursuant to Section 5 of this Plan,
will receive a pro-rata payment based on the number of full calendar quarters of
participation.

4. Establishment of Awards.

	 	(a)	 	Incentive Performance Goals. For each calendar year, not later than ninety (90)
days following the commencement of that year, the Plan Administrator shall determine
which Incentive Performance Goals shall be used to fund the ICP Pool for Award Payouts
to all Participants, pursuant to Section 7, and shall establish one or more Incentive
Performance Goals for the Company’s CEO and each of the CEO’s direct reports, and a
percentage goal weight for each assigned Incentive Performance Goal. The Company’s CEO
shall establish such goals and goal weights for all other Participants, whose Award
Payouts, if any, will also be subject to the Incentive Performance Goals determined by
the Plan Administrator as applicable for funding the ICP Pool, pursuant to Section 7.
Possible Incentive Performance Goals may include:

	 	•	 	Incentive Profit

	 	•	 	other profit measures

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	 	•	 	sales or revenues
	 
	 	•	 	return on equity, assets, capital or investment
	 
	 	•	 	earnings or book value per share
	 
	 	•	 	operating or administrative expense in the absolute or as a percent of
revenue
	 
	 	•	 	working capital
	 
	 	•	 	accounts receivable goal
	 
	 	•	 	days sales outstanding
	 
	 	•	 	(gross) contribution margin
	 
	 	•	 	safety (accidents)
	 
	 	•	 	operational efficiency factors (e.g., shipments per paid claim, dollars per
paid claim, reship percentage, trailer efficiency, fuel efficiency, etc.)

Each Incentive Performance Goal assigned to an Executive must be a Performance Goal
as defined in Section 2 of the EIP. In each case, the Incentive Performance Goal
may be determined with respect to the Company or a Business Unit on a consolidated
or unconsolidated basis. The percentage goal weights for the Incentive Performance
Goals assigned to a Participant shall add to 100%.

	 	(b)	 	Participation Factor. Unless otherwise determined by the Plan Administrator,
each Participant’s Participation Factor for each calendar year shall be the
Participation Factor applicable to Executives in the executive level salary grade to
which the Participant is assigned at the time the Plan Administrator establishes
Incentive Performance Goals for the calendar year. For Participants who are promoted
during a calendar year to a salary grade which has been assigned a higher Participation
Factor, such Participant’s Award Payout shall be prorated based on the number of weeks
the relevant Participation Factor was applicable to such Participant.
	 
	 	(c)	 	Percentage Achievement. For each calendar year, for each Business Unit, for
each Incentive Performance Goal, the Plan Administrator shall set a Threshold Payment
Goal, a Target Payment Goal, and a Maximum Payment Goal and may set intermediate levels
and assign intermediate percentage factors to such levels, with the Plan Administrator
setting the levels for the Incentive Profit Goal for all Participants. If the
achievement is at or below the Threshold Payment Goal, the percentage achievement

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	 	 	 	shall be zero. If the achievement is between levels, the percentage achievement
shall be earned ratably, determined by straight line interpolation, for
accomplishment between the next lower level and the next higher level. If the
achievement is above the Maximum Payment Goal, the percentage achievement shall
equal 200%. In no event shall any Participant’s Award Payout exceed an amount equal
to 200% of the product of the Participant’s Annual Compensation times the
Participant’s Participation Factor. No Participant shall earn or be entitled to any
portion of her or his Individual Performance Portion unless the Business Unit(s) on
which her or his Award Payout is based first exceed the Threshold Payment Goal.
	 
	 	(d)	 	Business Unit. The Plan Administrator shall designate the Business Units that
will participate in the EICP for each calendar year. Business Units may include (i)
the Company, (ii) an Affiliate, and (iii) a division of the Company or an Affiliate.
The Plan Administrator shall also designate, for the Company’s CEO and each of the
CEO’s direct reports, and for each calendar year, whether such Participant’s Award
Payout is to be based in whole or in part upon the performance of the Business Unit in
which the Participant is employed or another Business Unit, and the Company’s CEO shall
make such designations for all other Participants; provided, however, that unless
otherwise determined by the Committee at or prior to the time the Award Payout would be
made, no Award Payout in excess of the amount that would comply with Section 162(m) of
the Internal Revenue Code shall be made to any Participant, but may be delayed as
provided in Section 7(f). The terms and conditions applicable to Participants for a
calendar year need not be identical, even within Business Units.
	 
	 	(e)	 	Transfers. If a Participant transfers from one Business Unit to another during
a calendar year, the Participant’s Award Payout shall be based on the pro-rated
performance of the relevant Business Units, based on the amount of time the Participant
was working for each Business Unit during the calendar year; provided, however, that
unless otherwise determined by the Committee at or prior to the time the Award Payout
would be made, no Award Payout in excess of the amount that would comply with Section
162(m) of the Internal Revenue Code shall be made to any Participant, but may be
delayed as provided in Section 7(f). A transfer shall be considered to occur in the
week the transfer is effective in the relevant payroll records.
	 
	 	(f)	 	Personal Data Sheets. As soon as practicable after the beginning of each year,
a personal data sheet will be prepared and delivered to each Participant, providing the
Participant relevant information concerning the Participant’s opportunity to earn an
Award Payout under the EICP for such calendar year. Following the conclusion of the
calendar year, but no later than the time the Award Payment is made, a supplemental
Personal Data

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	 	 	 	Sheet will be provided to each Participant, showing the Award Payout, if any, for
the applicable calendar year.

5. Vesting.

Subject to the following exceptions, no Participant shall receive any payment under the EICP
unless on the date that the payment is actually made the Participant is then currently (i)
employed by the Company or an Affiliate and (ii) a Participant.

	 	(a)	 	Exception 1. A Participant who is employed by the Company or an Affiliate
through December 31 of a calendar year but leaves that employment or otherwise becomes
ineligible after December 31 but before the sole or final payment is made relating to
that calendar year, as provided in Section 7, shall be entitled to receive an Award
Payout with respect to such calendar year, unless the Participant is terminated for
cause or cause is found to exist before payment is made; provided, however, that the
acts or omissions that formed the basis for such cause occurred prior to December 31 of
the calendar year in which the Award Payout otherwise became vested.
	 
	 	(b)	 	Exception 2. A pro rata payment based on the number of weeks a Participant was
eligible to participate in the calendar year will be made, as provided in Section 7, to
(i) a Participant who retires during the calendar year pursuant to the Con-way Pension
Plan or the provisions of the Social Security Act and who, at the time of retirement,
was a Participant, (ii) the heirs, legatees, administrators or executors of a
Participant who dies during the calendar year and who, at the time of death, was a
Participant, (iii) a Participant who is placed on an approved leave during the calendar
year, in each case unless the Participant is terminated for cause or cause is found to
exist before payment; provided, however, that the acts or omissions that formed the
basis for such cause occurred prior to December 31 of the calendar year in which the
Award Payout otherwise became vested.

In case of doubt, the Plan Administrator shall determine whether or not cause exists, in its
sole discretion, using whatever standard it deems appropriate.

6. Amount of Award Payout.

	 	(a)	 	Award Payouts. Subject to the annual ICP Pool, as provided in sub-section (b)
below, a Participant’s Award Payout for a calendar year shall be equal to the product
of, for each assigned Incentive Performance Goal:

	 	(i)	 	the Participant’s Annual Compensation, times

	 	(ii)	 	the Participant’s Participation Factor, times

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	 	(iii)	 	the percentage achievement of the Incentive Performance Goals,
times
	 
	 	(iv)	 	the percentage goal weight for each Incentive Performance Goal.

	 	(b)	 	ICP Pool. For each calendar year, the Plan Administrator will establish an
Incentive Profit Goal (and any other Incentive Performance Goals that may be used) to
fund an ICP Pool for each Business Unit, the purpose of which shall be to establish the
maximum dollars that will be available for Award Payouts for all Participants subject
to each applicable ICP Pool, regardless of any increase in the number of Participants
during the calendar year, including for purposes of this Section all employees eligible
to participate in any other annual incentive compensation plan(s) adopted by such
Business Unit, but excluding sales commission plans. For purposes of establishing ICP
Pools under this Section, Business Unit shall not include the Company or Con-way
Enterprise Services, Inc. Unless otherwise determined by the Plan Administrator, if
the total Award Payouts for all Participants in a Business Unit, including award
payouts for all participants in any other annual incentive compensation plans
established for the calendar year by the Business Unit, would otherwise exceed the ICP
Pool for that Business Unit, the Award Payouts for Participants shall be reduced pro
rata so that such Award Payouts will not exceed the ICP Pool for that Business Unit. No
Award Payouts shall be earned or paid to a Participant until the Business Unit that
employs the Participant (or another Business Unit, if the Participant’s Award Payout is
based on more than one Business Unit pursuant to Section 4(d)) has achieved its
aggregate Threshold Payment Goal.

7. Payment of Award.

	 	(a)	 	No Partial Payment. No payment of an Award Payout or any portion thereof shall
be made to any Participant prior to completion of the annual audit of the Company’s
financial statements for that calendar year by the Company’s outside auditors.
	 
	 	(b)	 	Final Payment. The final payment of the Award Payout with respect to a calendar
year, less any partial payment, if any, will be made as soon as practicable following
completion of the annual audit of the Company’s financial statements for that calendar
year by the Company’s outside auditors, but in no event later than March 15 of the
following calendar year.
	 
	 	(c)	 	Death. In the event of a Participant’s death, the Award Payout payable to the
Participant for a calendar year shall be paid to the Participant’s Beneficiary.
“Beneficiary” means the person or persons designated by the Participant pursuant to a
beneficiary designation form properly completed and delivered to the Vice President of
Human Resources of the Company.

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	 	 	 	If no such beneficiary designation form is in effect, then the Beneficiary shall be
the Participant’s estate.
	 
	 	(d)	 	Adjustments. In the event that the Committee determines that (i) the Award
Payout payable to one or more Participants for a calendar year has been or is likely to
be materially affected as a result of events or circumstances that were unanticipated
at the beginning of the calendar year and/or extraordinary in nature and (ii) the goals
of the EICP would be frustrated if adjustments were not made to such Award Payouts,
then the Committee, in its sole discretion, may make such adjustments applicable to the
Performance Goals or to such Award Payouts as it deems appropriate, which adjustments
may have the effect of increasing or decreasing the amount of the Award Payouts
otherwise payable pursuant to the EICP (subject to the prohibition of increases with
respect to Covered Employees imposed by Section 12 of the EIP).
	 
	 	(e)	 	Clawback Provision. In the event that the financial statements of the Company
or a Business Unit are restated following the payment of an Award and that restatement
would have changed the Award Payout, the following repayment terms apply to those
officers who were Section 16 Officers at the time the payment was made:

	 	(i)	 	In the event a financial statement restatement is required
within one year following a payment as a result of errors or omissions,
executives will be required to repay any amounts that are deemed to have been
overpaid based on that restatement.
	 
	 	(ii)	 	In the event a financial statement restatement is required at
any time as a result of fraudulent activities, executives will be required to
repay any amounts that are deemed to have been overpaid based on that
restatement for an unlimited period of time.

	 	(f)	 	Section 162(m). If the Company anticipates that the deduction of a payment
made under the EICP would be limited or eliminated by application of Section 162(m) of
the Code, payment will be delayed under the Company’s 2005 Deferred Compensation Plan
for Executives, or any successor plan, until the earliest date at which the Company
reasonably anticipates that the deduction will not be so limited or eliminated, or, if
later, the date otherwise elected by the Participant pursuant to the terms of such
Deferred Compensation Plan. It is the Company’s intent that this subsection will defer
only the minimum amount required to avoid any limitation on the deduction.

8. Amendment; Termination.

	 	(a)	 	Amendment. The Committee may amend the EICP at any time by notice to the
Participants, except that no amendment shall reduce the award

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	 	 	 	determined for a calendar year or portion thereof that has ended before the date of
the amendment.

	 	(b)	 	Termination. The EICP will automatically terminate when the EIP expires or is
terminated, and the Committee may terminate the EICP at any earlier time.
Notwithstanding the termination of the EICP, the Award Payouts for each calendar year
then in progress shall be calculated, and be payable, following the completion of each
such calendar year, in accordance with the provisions of Sections 5 and 6.

	 	 	 	 	 
	 	Con-way Inc.

 	 
	 	By:  	 	 
	 	 	Jennifer W. Pileggi 	 
	 	Senior Vice President, General Counsel and Secretary

Con-way Inc. Executive Incentive Compensation Plan

Executed: December 1, 2008	 
	 

10exv10w56

Exhibit 10.56

CON-WAY INC.

VALUE MANAGEMENT PLAN

(2008 Amendment and Restatement)

TABLE OF CONTENTS

	 	 	 	 	 	 	 
	1.

	 	Purpose; Effective Date; Administration
	 	 	1	 
	2.

	 	Definitions
	 	 	3	 
	3.

	 	Eligibility
	 	 	5	 
	4.

	 	Vesting
	 	 	6	 
	5.

	 	Amount of Award Payout
	 	 	7	 
	6.

	 	Payment of Award
	 	 	7	 
	7.

	 	Special Award Cycles
	 	 	8	 
	8.

	 	Amendment; Termination
	 	 	9	 
	 

	 	Appendix A – Illustrative Examples
	 	 	10	 

1. Purpose; Effective Date; Administration.

The Board of Directors of Con-way Inc. (the “Company”) adopted the Con-way Inc. 1997 Equity
and Incentive Plan (the “EIP”) on January 27, 1997 and has amended the EIP from time to
time. Section 6(b)(vi) of the EIP authorizes the Committee to grant Awards to Grantees in
the form of Other Cash-Based Awards, as deemed by the Committee to be consistent with the
purposes of the EIP. The Committee has adopted this Con-way Inc. Value Management Plan (the
“VMP”) pursuant to the EIP to implement the grant of such Other Cash-Based Awards. The VMP
is subject to all of the applicable terms and provisions of the EIP, as amended from time to
time, including without limitation (i) Section 3 (Administration), (ii) Section 4
(Eligibility), (iii) Section 6(b)(vi) (Other Cash-Based Awards), (iv) Section 7 (Change in
Control Provisions), (v) Section 8 (Claims Procedures), and (vi) Section 9 (General
Provisions). Capitalized terms used in the VMP that are not defined in the VMP are defined
in the EIP.

The VMP was originally effective December 1, 1999. This 2008 Amendment and Restatement of
the VMP amends the VMP for purposes of complying with the requirements of Section 162(m) of
the Internal Revenue Code of 1986, as amended (the “Code”) and to make other clarifying
administrative changes and is effective with respect to Award Cycles ending after December
1, 2005 except that:

	 	(a)	 	the third paragraph of Section 3 and changes made to the definition of
Beginning Base Salary shall instead apply to Award Cycles beginning on or after January
1, 2005;
	 
	 	(b)	 	changes made by this 2008 Amendment and Restatement shall not serve to increase
an Award Payout to any “covered employee” within the meaning of Section 162(m) of the
Internal Revenue Code with respect to any Award Cycle beginning before January 1, 2006;
and

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	 	(c)	 	Awards that vested prior to December 1, 2005 shall be subject to the terms of
the VMP as in effect immediately prior to the 2006 Amendment and Restatement.

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2. Definitions.

For purposes of the VMP, the following terms shall be defined as set forth below:

“Absolute Performance Matrix” means a table consisting of two axes, one axis showing
Cumulative EBITDA for the applicable Business Unit for an Award Cycle, and the second axis
showing Average ROCE for the applicable Business Unit. No Absolute Performance Payout will
be made for performance below the minimum Cumulative EDITDA or the minimum Average ROCE
shown on the Absolute Performance Matrix. Each Absolute Performance Matrix shall have a
point beyond which no additional Absolute Performance Payout will be made (with the maximum
payout pursuant to each Absolute Performance Matrix being 200% of a Participant’s Absolute
Performance Target Award). The intersection points on the Absolute Performance Matrix shall
be expressed as percentages. An illustrative example of an Absolute Performance Matrix is
shown in Appendix A annexed hereto.

“Absolute Performance Payout” means the product of (i) a Participant’s Absolute
Performance Target Award and (ii) the Absolute Performance Payout Percentage.

“Absolute Performance Payout Percentage” means a percentage indicated on the Absolute
Performance Matrix for an Award Cycle which reflects the actual Cumulative EBITDA and
Average ROCE of the applicable Business Unit for such Award Cycle. For purposes of
determining a Participant’s Absolute Performance Payout Percentage, straight-line
interpolation shall be utilized to the extent necessary to reflect results that fall between
the percentages indicated on the Absolute Performance Matrix.

“Absolute Performance Target Award” means the product, rounded to the nearest whole
Dollar, of (i) a Participant’s Total Target Award and (ii) the fraction 2/3.

“Affiliate” is defined in Section 2 of the EIP.

“Average ROCE” means, with respect to a Business Unit for an Award Cycle, the
arithmetic average of Return on Capital Employed of such Business Unit as determined for
each year of the Award Cycle.

“Award Cycle” means a period of three consecutive calendar years except in the case
of a special Award Cycle provided in Section 7. Each Award Cycle shall be identified by its
first calendar year. For example, the 2006 Award Cycle runs from January 1, 2006 to December
31, 2008.

“Award Opportunity” means a percentage of a Participant’s Beginning Base Salary,
which percentage shall be established by the Committee in its discretion, subject to
adjustment by reason of any promotion occurring during the first ninety (90) days of an
Award Cycle.

“Award Payout” means, for any Award Cycle, the cash award that a Participant is
eligible to receive under the VMP for that Award Cycle.

“Beginning Base Salary” means a Participant’s annual base salary as in effect at the
beginning of an Award Cycle, subject to any adjustment made to such Participant’s annual
base salary in connection with the annual review and adjustment of executive

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salaries generally and in connection with any promotion, provided in each case that such
adjustment occurs during the first ninety (90) days of the Award Cycle.

“Business Unit” is defined in Section 3 of the VMP for purposes of the VMP.
“Business Unit” Is also defined in Section 2 of the EIP, but that definition does not apply
to the VMP (except indirectly for purposes of the definition of Change in Control).

“Capital Employed” means, with respect to a Business Unit for each year during an
Award Cycle, a twelve-month average, determined as of the end of such year, of total assets
minus current liabilities, plus short-term debt and current maturities of long-term debt.

“Change in Control” is defined in Section 2 of the EIP.

“Cumulative EBITDA” means the sum of the EBITDA of the applicable Business Unit for
each year in the Award Cycle.

“DJTA Companies” means, for any Award Cycle, companies (other than the Company) that
were included in the Dow Jones Transportation Average for the entirety of such Award Cycle.

“EBITDA” means, with respect to any year in an Award Cycle, the applicable Business
Unit’s earnings before interest, taxes, depreciation and amortization, calculated in
accordance with GAAP.

“EIP” means the Con-way Inc. 2006 Equity and Incentive Plan, as amended from time to
time, or any successor plan.

“GAAP” means United States generally accepted accounting principles.

“Participant” means an employee designated by the Committee pursuant to Section 3 of
the VMP. The Participants are also Grantees, as that term is defined in Section 2 of the
EIP.

“Relative Performance Target Award” means the product, rounded to the nearest whole
Dollar, of (i) a Participant’s Total Target Award and (ii) the fraction 1/3.

“Relative Performance Payout” means the product of (i) a Participant’s Relative
Performance Target Award and (ii) the Relative Performance Payout Percentage.

“Relative Performance Payout Percentage” means a percentage indicated on the
Relative Performance Table for an Award Cycle, which reflects the Company’s percentile
ranking in TSR for such Award Cycle against the DJTA Companies. For purposes of determining
a Participant’s Relative Performance Payout Percentage, straight-line interpolation shall be
utilized to the extent necessary to reflect results that fall between the percentile
rankings indicated on the Relative Performance Table.

“Relative Performance Table” means a table determined by the Committee for an Award
Cycle, pursuant to which the TSR of the Company for such Award Cycle shall be percentile
ranked against the TSR of the DJTA Companies for such Award Cycle. Each Relative Performance
Table shall have a point at and below which no Relative

4

 

Performance Payout shall be made and a point beyond which no additional Relative Performance
Payout shall be made (the maximum payout pursuant to each Relative Performance Table shall
be 200% of a Participant’s Relative Performance Target Award). An illustrative example of a
Relative Performance Table is shown in Appendix A attached hereto.

“Return on Capital Employed” means, with respect to a Business Unit for each year of
an Award Cycle, income before income taxes and interest expense of such Business Unit for
such year, divided by Capital Employed of such Business Unit for such year.

“Subsidiary” is defined in Section 2 of the EIP.

“Total Shareholder Return” or “TSR” for any company means the percentage
(expressed as a decimal) obtained by dividing (i) the sum of (A) the appreciation in the
value of a share of common stock of such company during an Award Cycle, as measured by the
difference between the market price of such share of stock at the beginning and end dates of
such Award Cycle, plus (B) the dividends payable on such share of common stock during such
Award Cycle, divided by (ii) the market price of such share of stock at the beginning date
of such Award Cycle. For purposes of determining “Total Shareholder Return,” (iii) the term
“market price” shall mean the average closing price of such share of stock for the 60
trading days immediately preceding the applicable date, and (iv) appropriate adjustments
shall be made to reflect stock splits, reverse stock splits, spinoffs, recapitalizations and
other similar transactions to the extent that they materially alter the equity value of a
share of common stock.

“Total Target Award” means, with respect to a Participant for an Award Cycle, such
Participant’s Beginning Base Salary multiplied by such Participant’s Award Opportunity.

3. Eligibility.

The Committee shall designate the employees eligible to participate in an Award Cycle
(“Participants”), pursuant to Section 4 of the EIP. A Participant must be an employee of the
Company or one of its Subsidiaries or Affiliates as designated by the Committee, and must be
designated as eligible as of the beginning of each Award Cycle, except as otherwise provided
in the last paragraph of this Section 3. The Company shall maintain in its records a list of
Participants for each Award Cycle.

The Committee shall also designate, for each Participant during each Award Cycle, whether
such Participant’s Absolute Performance Payout is to be based upon the performance of (i)
the Company, (ii) a Subsidiary, (iii) a business unit or division of the Company or a
Subsidiary, or (iv) a combination of the foregoing. Any entity upon whose performance an
Absolute Performance Payout is based, in whole or in part, whether such entity is the
Company, a Subsidiary, or a business unit or division of the Company or a Subsidiary, is
referred to herein as a “Business Unit.” The terms and conditions applicable to awards made
to Participants for an Award Cycle need not be identical.

Unless the Committee otherwise determines, if a Participant transfers from one Business Unit
to another during an Award Cycle, the Participant’s Absolute Performance Payout shall be
prorated based on the performance of each Business Unit, based on the amount of time the
Participant was working for each Business Unit. A transfer shall be considered to occur on
the first day of the month following the month in which the

5

 

transfer is effective in the Company’s payroll records. For example, assume a Participant
starts out in Business Unit A, and the Committee provides that the Participant’s Absolute
Performance Payout shall be determined 60% on the performance of Business Unit A and 40% on
the performance of the Company. At the end of the first year of the Award Cycle, the
Participant transfers from the payroll of Business Unit A to the payroll of Business Unit B
and remains on the payroll of Business Unit B until the end of the Award Cycle. The
Participant’s Absolute Performance Payout for the entire Award Cycle, based 60% on the
performance of Business Unit A and 40% on the performance of the Company, would be $3,000.
The Participant’s Absolute Performance Payout for the entire Award Cycle, based 60% on the
performance of Business Unit B and 40% on the performance of the Company, would be $6,000.
The Participant’s Absolute Performance Payout for the entire Award Cycle is $5,000 (one
third of $3,000 plus two thirds of $6,000).

If an employee first becomes eligible within the first ninety (90) days of an Award Cycle
(because hired or promoted), the employee may be designated as eligible to participate in
that Award Cycle as of the first day of the month following the month in which the employee
is hired or promoted (determined in accordance with payroll records). The Participant’s
Absolute Performance Payout and Relative Performance Payout shall be based on the prorated
performance of the Business Unit to which the Participant is assigned (in the case of the
Absolute Performance Payout) and of the Company (in the case of the Relative Performance
Payout). For example, an employee hired on the first March 15 of an Award Cycle may
participate as of April 1. If the Participant is still employed at the end of the Award
Cycle, the Participant’s Absolute Performance Payout and Relative Performance Payout will be
what it would have been if the Participant had participated for the full Award Cycle times
33/36.

4. Vesting.

A Participant shall become vested in his or her right to receive an Award Payout if the
Participant is continuously employed by the Company or one of its Business Units until the
end of the applicable Award Cycle or until the occurrence of one of the events described
below. A Participant who ceases to be so continuously employed before the last day of an
Award Cycle shall forfeit his or her right to receive an Award Payout unless the departure
coincides with one of the following (in which case the Participant’s right to receive an
Award Payout shall vest):

	 	(a)	 	The Participant’s death.
	 
	 	(b)	 	The Participant’s total disability as defined in the Company’s Long Term
Disability Plan or a successor to that plan.

In addition, a Participant’s right to receive an Award Payout shall vest upon the occurrence
of a Change in Control.

Award Payouts that vest pursuant to this Section 4 shall be payable as provided in Section
6; provided, however, that, if a Participant’s employment is terminated for cause, or cause
is found to exist after termination of employment, no further vesting shall take place, any
unpaid Award Payments shall be forfeited, whether or not previously vested, and no payment
shall be made. In case of doubt, the Committee shall determine

6

 

whether or not cause exists, in its sole discretion, using whatever standard it deems
appropriate.

5. Amount of Award Payout.

Subject to Section 6(c) and the other terms and provisions of the VMP, a Participant shall
be eligible to receive an Award Payout, payable as provided in Section 6, in an amount equal
to the sum of such Participant’s (i) Absolute Performance Payout and (ii) Relative
Performance Payout.

	 	(a)	 	Establishment of Total Target Award. Not later than ninety (90) days following
the commencement of an Award Cycle, the Committee shall establish an Award Opportunity
with respect to each Participant who is participating in such Award Cycle.
	 
	 	(b)	 	Absolute Performance Component. Not later than ninety (90) days following the
commencement of an Award Cycle, the Committee shall establish the Absolute Performance
Matrix for each Business Unit for that Award Cycle. The Committee may assign to a
Business Unit the Absolute Performance Matrix of another Business Unit or a blend of
the Absolute Performance Matrices of two or more Business Units. As soon as practicable
following the end of an Award Cycle, the Committee shall certify the Absolute
Performance Payout Percentage for each Business Unit for such Award Cycle.
	 
	 	(c)	 	Relative Performance Component. Not later than ninety (90) days following the
commencement of an Award Cycle, the Committee shall establish the Relative Performance
Table. As soon as practicable following the end of an Award Cycle, the Committee shall
certify the Relative Performance Payout Percentage for such Award Cycle.

6. Payment of Award.

	 	(a)	 	Normal Payment. Except as otherwise provided in Section 6(b), the Company shall
pay a Participant’s award for an Award Cycle to the Participant in a lump sum of cash
within sixty (60) days after the end of such Award Cycle, unless the Participant has
made a valid election to defer payment under the Con-way Inc. Deferred Compensation
Plan for Executives and Key Employees or the 2005 Con-way Inc. Deferred Compensation
Plan for Executives and Key Employees.
	 
	 	(b)	 	Payments Upon Early Vesting. In the event that, pursuant to Section 4, a
Participant shall become vested in his or her right to receive an Award Payout prior to
the end of an Award Cycle, then (i) the Award Cycle applicable to such Participant
shall be deemed to have ended (A) in the case of a Change in Control, as of the end of
the month immediately preceding such Change in Control and (B) in all other cases, as
of the end of the calendar year in which such vesting occurs, (ii) the Award Payout
shall be determined pursuant to Section 5 based upon the actual performance of the
applicable Business Unit(s) and the Company for such Award Cycle, and (iii) such Award
Payout shall be paid to such Participant within sixty (60) days after the end (or
deemed end) of such Award Cycle or, in the event of a Participant’s death, as provided
in the next paragraph.

7

 

In the event of a Participant’s death, the Award Payout payable to the Participant
for an Award Cycle shall be paid to the Participant’s Beneficiary. “Beneficiary”
means the person or persons designated by the Participant pursuant to a beneficiary
designation form properly completed and delivered to the Corporate Secretary. If no
such beneficiary designation form is in effect, then the Beneficiary shall be the
Participant’s estate. Payment to the Beneficiary shall be made within sixty (60)
days after the end (or deemed end) of the applicable Award Cycle.

	 	(c)	 	Adjustments. In the event that the Committee determines (i)
that the Award Payout payable to one or more Participants for an Award Cycle
has been materially affected as a result of events or circumstances that were
unanticipated at the beginning of the Award Cycle and/or extraordinary in
nature and (ii) that the goals of the VMP would be frustrated if adjustments
were not made to such Award Payouts, then the Committee, in its sole
discretion, may make such adjustments to such Award Payouts as it deems
appropriate, which adjustments may have the effect of increasing or decreasing
the amount of the Award Payouts otherwise payable pursuant to the VMP (subject
to the prohibition of increases with respect to Covered Employees imposed by
Section 13 of the EIP).
	 
	 	(d)	 	Clawback Provision. In the event that the financial statements
of the Company or a Business Unit are restated following the payment of an
Award and that restatement would have changed the Award payment amount, the
following repayment terms apply to those officers who were required to comply
with Section 16 of the Securities Exchange Act of 1934 at the time the payment
was made:

	 	(i)	 	In the event a financial statement restatement
is required within one year following a payment as a result of errors
or omissions, executives will be required to repay any amounts that are
deemed to have been overpaid based on that restatement.
	 
	 	(ii)	 	In the event a financial statement restatement
is required at any time as a result of fraudulent activities,
executives will be required to repay any amounts that are deemed to
have been overpaid based on that restatement for an unlimited period of
time.

7. Special Award Cycles.

Notwithstanding any provision thereof to the contrary, the Committee may elect at any time and from
time to time to designate employees to participate in special Award Cycles, which may be periods of
one, two or three years. All designations and determinations required under the VMP with respect to
such special Award Cycles (including, without limitation, those under Sections 3 and 5) shall be
made prior to or within ninety (90) days after the commencement of the special Award Cycle.

8

 

8. Amendment; Termination.

	 	(a)	 	Amendment. The Committee may amend the VMP at any time by notice to the
Participants, except that no amendment shall reduce the Award determined for an Award
Cycle that has ended before the date of the amendment.
	 
	 	(b)	 	Termination. The VMP will automatically terminate when the EIP terminates, and
the Committee may terminate the VMP at any earlier time. Notwithstanding the
termination of the VMP, the Award Payouts for each Award Cycle then in progress shall
be calculated, and be payable, following the completion of each such Award Cycle, in
accordance with the provisions of Sections 5 and 6.

	 	 	 	 	 
	 	Con-way Inc.	 
	 
	 	By:  	
 	 
	 	 	Jennifer W. Pileggi 	 
	 	 	Senior Vice President, General
Counsel and Secretary 

2008 Amended and Restated Value Management Plan 

Executed: December 1, 2008	 

9

 

	 	 	 	 	 

APPENDIX A

Illustrative example of Absolute Performance Matrix. In this example, the vertical axis
represents Cumulative EBITDA targets ($millions), and the horizontal axis represents Average ROCE
targets. Performance ranges, axis values and the award percentages may vary from this example.

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,750
	 	 	100	%	 	 	125	%	 	 	135	%	 	 	140	%	 	 	145	%	 	 	150	%	 	 	155	%	 	 	160	%	 	 	165	%	 	 	175	%	 	 	185	%	 	 	200	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,700
	 	 	85	%	 	 	110	%	 	 	120	%	 	 	125	%	 	 	130	%	 	 	135	%	 	 	140	%	 	 	145	%	 	 	150	%	 	 	160	%	 	 	170	%	 	 	185	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,650
	 	 	75	%	 	 	100	%	 	 	110	%	 	 	115	%	 	 	120	%	 	 	125	%	 	 	130	%	 	 	140	%	 	 	145	%	 	 	150	%	 	 	160	%	 	 	175	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,600
	 	 	65	%	 	 	90	%	 	 	100	%	 	 	105	%	 	 	110	%	 	 	115	%	 	 	120	%	 	 	130	%	 	 	135	%	 	 	145	%	 	 	150	%	 	 	165	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,550
	 	 	60	%	 	 	85	%	 	 	95	%	 	 	100	%	 	 	105	%	 	 	110	%	 	 	115	%	 	 	120	%	 	 	130	%	 	 	140	%	 	 	145	%	 	 	160	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,500
	 	 	55	%	 	 	80	%	 	 	90	%	 	 	95	%	 	 	100	%	 	 	105	%	 	 	110	%	 	 	115	%	 	 	120	%	 	 	130	%	 	 	140	%	 	 	155	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,450
	 	 	50	%	 	 	75	%	 	 	85	%	 	 	90	%	 	 	95	%	 	 	100	%	 	 	105	%	 	 	110	%	 	 	115	%	 	 	125	%	 	 	135	%	 	 	150	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,400
	 	 	45	%	 	 	70	%	 	 	80	%	 	 	85	%	 	 	90	%	 	 	95	%	 	 	100	%	 	 	105	%	 	 	110	%	 	 	120	%	 	 	130	%	 	 	145	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,350
	 	 	40	%	 	 	65	%	 	 	75	%	 	 	80	%	 	 	85	%	 	 	90	%	 	 	95	%	 	 	100	%	 	 	105	%	 	 	115	%	 	 	125	%	 	 	140	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,300
	 	 	35	%	 	 	60	%	 	 	70	%	 	 	75	%	 	 	80	%	 	 	85	%	 	 	90	%	 	 	95	%	 	 	100	%	 	 	110	%	 	 	120	%	 	 	135	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,250
	 	 	25	%	 	 	50	%	 	 	60	%	 	 	65	%	 	 	70	%	 	 	75	%	 	 	80	%	 	 	85	%	 	 	90	%	 	 	100	%	 	 	110	%	 	 	125	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$1,200
	 	 	0	%	 	 	25	%	 	 	35	%	 	 	40	%	 	 	45	%	 	 	50	%	 	 	55	%	 	 	60	%	 	 	65	%	 	 	75	%	 	 	85	%	 	 	100	%
	 
	—
	 	 	8	%	 	 	9	%	 	 	10	%	 	 	11	%	 	 	12	%	 	 	13	%	 	 	14	%	 	 	15	%	 	 	16	%	 	 	17	%	 	 	18	%	 	 	19	%
	 

Illustrative example of Relative Performance Table. Performance levels and the award
percentages may vary from this example.

	 	 	 	 	 	 	 	 	 
	 	 	Company TSR Rank	 	Relative Performance	 	 
	 	 	Against DJTA Companies	 	Payout Percentage	 	 
	 

	 	85th + Percentile
	 	 	200	%	 	 
	 

	 	75th Percentile
	 	 	150	%	 	 
	 

	 	50th Percentile
	 	 	100	%	 	 
	 

	 	40th Percentile
	 	 	50	%	 	 
	 

	 	< 30th Percentile
	 	 	0	%	 	 

10

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