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                                                                   Exhibit 10(b)

                                SYSCO CORPORATION
                 2004 SUPPLEMENTAL PERFORMANCED-BASED BONUS PLAN

         1. Purpose of the Plan. The purpose of this Plan is to increase
stockholder value and to advance the interests of the Company and its
subsidiaries by aligning a portion of the CEO's overall compensation package
with those key performance goals and objectives used in connection with the
CEO's annual performance evaluation, and by making adjustments to the CEO's
compensation as set forth in the Plan, providing financial incentives for
performance that "exceeds expectations," and disincentives for performance that
is "below expectations."

         2. Establishment of Performance Goals. The Committee shall from time to
time establish certain performance goals by which to measure the performance of
the CEO (the "PERFORMANCE GOALS").

         3. Evaluation of Performance. (a) After the end of the Fiscal Year, the
Committee, jointly with the Corporate Governance and Nomination Committee of the
Board, shall complete an evaluation of the CEO's performance for such Fiscal
Year, including an evaluation of the CEO's performance against the Performance
Goals. Based on the evaluation with respect to the Performance Goals, the
compensation of the CEO will be adjusted, in the sole discretion of the
Committee, as follows:

                           (i) If the CEO's performance "exceeds expectations,"
the CEO will be entitled to receive a cash bonus under the Plan of up to 25% of
the CEO's MIP Bonus (the "PERFORMANCE BONUS") with respect to that Fiscal Year;

                           (ii) If the CEO's performance is "below
expectations," the CEO's MIP Bonus will be reduced by up to 25% of such MIP
Bonus; and

                           (iii) If the CEO's performance "meets expectations,"
the CEO will neither receive a Performance Bonus nor have his or her MIP Bonus
reduced.

         4. Administration of Plan. The Plan shall be administered by the
Committee. In administering the Plan, the Committee will determine the
Performance Goals, establish the methods and procedures for measuring
performance, and determine the payment date and methods and procedures for
payment of the Performance Bonus under the Plan. Further, the Committee may,
from time to time, change or waive requirements of the Plan, to conform with the
law, to meet special circumstances not anticipated or covered in the Plan, or to
carry on successful operation of the Plan, and in connection therewith, the
Committee shall have the full power and authority to:

                  (a) Prescribe, amend and rescind rules and regulations
relating to the Plan, establish procedures deemed appropriate for the Plan's
administration, and make any and all other determinations not herein
specifically authorized which may be necessary or advisable for its effective
administration; and

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                  (b) Make any amendments to or modifications of the Plan which
may be required or necessary to make the Plan set forth herein comply with the
provisions of any laws, federal or state, or any regulations issued thereunder,
or the rules and requirements of any exchange on which the Company's securities
may be trading, and to cause the Company at its expense to take any action
related to the Plan which may be required under such laws or regulations.

         Notwithstanding anything herein to the contrary, the Committee may,
unless otherwise prohibited from doing so by the Board or the Committee's
charter, delegate any administrative function it may deem necessary or
appropriate to employees of the Company or its subsidiaries or to third parties;
provided that in no event may the Committee delegate any decisions with respect
to CEO compensation, except to the extent specifically authorized by the
Committee's charter.

         5. Term. This Plan shall continue indefinitely until terminated by the
Committee; provided, however, that the Committee may, in its sole discretion,
choose not to establish performance goals or establish a bonus program with
respect to any Fiscal Year in which the Plan is in effect.

         6. Withdrawal or Amendment. The Committee may at any time withdraw or
amend the Plan.

         7. Miscellaneous. (a) Plan Funding. The Plan shall at all times be
unfunded and no provision shall at any time be made with respect to segregating
any assets of the Company or its subsidiaries for payment of any benefits under
the Plan.

                  (b) No Contract of Employment. The existence of this Plan, as
in effect at any time or from time to time, shall not be deemed to constitute a
contract of employment between the Company and the CEO, nor shall it constitute
a right to remain in the employ of the Company.

                  (c) Governing Law. The laws of the State of Delaware
(excluding its principles relating to conflicts of laws) shall govern the Plan.

                  (d) Successors. All obligations of the Company under the Plan
shall be binding upon and inure to the benefit of any successor to the Company,
whether the existence of such successor is the result of a direct or indirect
purchase, merger, consolidation, or otherwise.

                  (e) Third Parties. Nothing expressed or implied in this Plan
is intended or may be construed to give any person other than the CEO any rights
or remedies under this Plan.

         8. Certain Defined Terms. When used in the Plan, the following terms
shall have the following meanings:

         "BOARD OF DIRECTORS" means the Board of Directors of the Company.

         "CEO" means the Chief Executive Officer of the Company.

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         "COMMITTEE" means the Compensation and Stock Option Committee of the
Board of Directors.

         "COMPANY" means Sysco Corporation, a Delaware corporation.

         "EDCP" means the Sysco Corporation Executive Deferred Compensation
Plan, as amended as restated.

         "FISCAL YEAR" means the fiscal year of the Company.

         "MIP" means the Sysco Corporation 2000 Management Incentive Plan, as
amended and restated.

         "MIP BONUS" means the bonus earned by the CEO under the MIP for the
Fiscal Year for which the CEO's performance is being evaluated for purposes of
the Plan as determined by the Committee in its sole discretion.

         "PLAN" means this Sysco Corporation 2004 Supplemental
Performance-Based Bonus Plan.

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                                                                   Exhibit 10(c)

       Summary of Compensation Arrangements with Named Executive Officers
                              As of January 1, 2005

The following summarizes the current cash compensation and benefits received by
the Company's Chief Executive Officer and its other four most highly compensated
executive officers (the "Named Executive Officers") as of January 1, 2005. It is
intended to be a summary of existing oral, at will, arrangements, and in no way
is intended to provide any additional rights to any of the Named Executive
Officers.

Base Salaries

     The executive officers of the Company serve at the discretion of the Board
of Directors. The Compensation and Stock Option Committee of the Board (the
"Committee") reviews and determines the salaries that are paid to the Company's
executive officers, including the Named Executive Officers, as of January 1,
2005:

<Table>
<S>                                                                                         <C>
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Richard J. Schnieders, Chairman and Chief Executive Officer                                         $975,000
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Thomas E. Lankford, President and Chief Operating Officer                                           $725,000
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John K. Stubblefield, Jr., Executive Vice President of Finance and Chief Financial Officer          $545,000
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Larry J. Accardi, Executive Vice President, Contract Sales, and President, Specialty                $525,000
Distribution Companies
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Kenneth F. Spitler, Executive Vice President, and President, Food Service Operations                $525,000
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</Table>

     The Named Executive Officers are also eligible to participate in the
Company's executive and regular benefit plans and programs, as described below.
All executive benefit plans and agreements have been filed as exhibits to the
Company's Exchange Act filings. Information regarding these plans and
agreements, as well as compensation paid or earned during fiscal 2004, is
included in the Company's 2004 Proxy Statement.

Management Incentive Plan

     The Named Executive Officers are eligible to receive an annual incentive
bonus under the SYSCO Corporation Management Incentive Plan (the "MIP").

Supplemental Performance-Based Bonus Plan for Chief Executive Officer

     Mr. Schnieders is eligible to participate in a Supplemental
Performance-Based Bonus Plan which may result in an upward or downward
adjustment to the amount of any annual incentive bonus earned under the MIP.

Stock Election and Matching Grant

     Participants in the MIP, including the Named Executive Officers, may
voluntarily elect to receive up to 40% of their annual incentive bonus in the
form of SYSCO Common Stock, based on a per-share price equal to the closing
price on the New York Stock Exchange of SYSCO Common Stock on the last trading
day of the fiscal year for which the MIP bonus is calculated. If such election
is made, the participant is awarded additional matching shares on the basis of
one additional share for each two shares received in accordance with the
foregoing calculation.

     Participants who elect to receive a portion of their bonus in Common Stock
in lieu of cash and receive additional matching shares are entitled to receive
additional cash equal to the product of:

     o  the value of such matching shares received by the participant (based on
        the closing price of such shares on the last trading day of the fiscal
        year), and

     o  the effective tax rate applicable to SYSCO.

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Deferred Compensation Election

     MIP participants, including the Named Executive Officers, may defer up to
40% of their annual incentive bonus (without considering any election to receive
a portion of the bonus in stock) under the Executive Deferred Compensation Plan
("EDCP"). They may also elect to defer all or a portion of their salary under
the EDCP. For deferrals of up to 20% of the annual incentive bonus, the EDCP
provides for SYSCO to credit the participant's deferred compensation account in
an amount equal to 50% of the amount deferred.

Stock Options

     The Named Executive Officers are eligible to receive options under SYSCO's
stock option plans, including the 2004 Stock Option Plan approved by
shareholders on November 12, 2004, in such amounts and with such terms and
conditions as determined by the Committee at the time of grant.

Long-Term Incentive Cash Plan

     The Named Executive Officers are eligible to participate in the SYSCO
Corporation 2004 Long-Term Incentive Cash Plan.

Supplemental Executive Retirement Plan

     MIP participants, including the Named Executive Officers, are also eligible
to participate in a Supplemental Executive Retirement Plan (the "SERP").

Equity Deferral Plan

     MIP participants, including the Named Executive Officers, are eligible to
participate in the Equity Deferral Plan ("EDP") pursuant to which the gain on
the exercise of certain non-qualified stock options may be deferred.

Severance Agreements

     The Named Executive Officers have Severance Agreements with the Company.

Other Benefits

     The Named Executive Officers also participate in SYSCO's regular employee
benefit programs, which include a defined benefit retirement plan, a 401(k) plan
with Company match, group medical and dental coverage, group life insurance and
other group benefit plans. They are also provided with additional life insurance
benefits, as well as long-term disability coverage.

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