Document:

Fiscal 2011 Incentive Compensation Plan

 Exhibit 10.6 

PATTERSON COMPANIES, INC. 

Fiscal 2011 

Incentive Plan 
 PLAN
PURPOSE 
 The objective of Fiscal 2011 Patterson Companies, Inc. (PDCO) Incentive Compensation Plan (the “Plan”)
is to encourage greater initiative, resourcefulness, teamwork, and efficiency on the part of its employees. The day-to-day performance and responsibilities of each individual have a direct impact on our internal and external customer satisfaction,
sales and operational goals, which ultimately affects the profitability of the Company. 
 ELIGIBILITY 

Participation 
 This
Incentive Program is designed to include designated employees across the organization. Incentive opportunity for targeted groups of employees is specified in the Plan schedules attached to this document. Newly hired, transferred, or employees who
become participants during the Plan year will be eligible on a prorated basis under the respective schedule. 
 Participation in
the Plan is determined by the CEO with approval of the President of each respective subsidiary or operating unit and is based on level of responsibility and organizational impact of the participant. 

Participants are eligible for participation in only one Patterson Companies, Inc. (or subsidiary thereof) incentive, bonus, or other
variable pay program, unless so authorized by specific provisions included in this Plan and the respective Patterson Companies, Inc. variable pay Plan document(s). 

Award Payments 
 To
receive an award several criteria must be met: 
 Employment—To be eligible to receive an award, the
individual must be employed by Patterson Companies, Inc., or a subsidiary thereof, on the date awards are made; 

Job elimination—Participants whose positions are eliminated may, at the discretion of management, be eligible for
prorated awards based on tenure in the qualifying position, overall performance level, actual results attained, and other criteria determined by management; 

Job transfer—Participants who transfer into or out of eligible positions within the Company may be eligible for
prorated awards based on tenure in the qualifying position, overall performance level, actual results attained, and management discretion; 

Performance—Continued participation in the Plan is dependent upon the participant remaining an employee in good
standing as defined by Patterson Companies, Inc. or its subsidiary. To qualify for an award, a participant must have a satisfactory performance rating and not be on a formal performance improvement plan. A participant on written warning or
disciplinary status at any time during the Plan year may have his/her incentive award reduced or denied at management’s discretion; 

Ethical and Legal Standards—Participants are required to be in compliance with, and abide by, Patterson Companies,
Inc. Code of Ethics and comply with the letter and spirit of its provisions at all times. 
 No awards are considered earned
until they are paid. 

 BASIS FOR AWARDS 

The management of Patterson Companies, Inc. will approve participant objectives and evaluate performance of the business unit. Performance
will be evaluated based on the specific goals and measures described in the attached plan schedules, the effective management of customer and employee relations, and compliance with Company expectations of good business practices and ethical
conduct. 
 Patterson Companies, Inc. reserves the right to make changes to the Plan at any time, including but not limited to:
withdraw or withhold from the Plan any transaction, product or service it might select; revise territories; establish specific account, customer, or portfolio representation; and assign or reassign specific accounts, customers, or portfolios within
a participant’s location service area at any time during the fiscal year. 
 Goals, incentive targets, territory
assignments, and any other factors affecting this Plan may be reviewed and changed at any time during the Plan year. 
 APPROVAL OF AWARD
PAYMENTS 
 The President of each respective subsidiary or operating unit will review and approve all award recommendations
prior to submission to payroll for payment. Management may adjust payments at its own discretion to reflect the impact of any event that distorts actual results achieved and effective management of customer and employee relations. All awards are
paid at the discretion of management. 
 DISTRIBUTION OF AWARD PAYMENTS 

Generally, awards are calculated following the end of the fiscal year and payments are scheduled within 75 days after the end of the
fiscal year. 
 Award payments are made by the same means as the individual’s normal payroll. Applicable withholdings are
deducted from all payments. Payments made under this Plan will be used in the calculation of benefits only as allowed under the applicable benefit plan. Awards are considered as earned by the participant on the date of actual distribution.

 Generally, awards are determined and paid according to the provisions of this Plan document. Any exceptions require the
approval of the President of each respective subsidiary or operating unit. 
 CHANGES IN EMPLOYMENT STATUS 

In the event a participant dies, becomes disabled (as defined by Patterson’s Group Long Term Disability Plan provisions), retires, or
is on a leave of absence (as defined by applicable Patterson policies), he/she may be eligible for an award based on management’s discretionary review of the participant’s actual performance and actual work done while at work. In the event
of death, the award payment, if any, is issued in the name of the deceased and made payable to the estate. 
 ADOPTION AND ADMINISTRATION

 The President and Chief Executive Officer of Patterson Companies, Inc., and the President of the subsidiary or operating
unit, or the Vice President—Human Resources on their behalf, must approve the attached Plan schedules. The Plan schedules are effective for each fiscal year of the Company and are updated annually. 

The President of each respective subsidiary or operating unit holds general authority and on-going responsibility for Plan
administration. Any exceptions to the provisions in this Plan require approval of the President of Patterson Companies, Inc. and the President of the respective subsidiary or operating unit. The foregoing officers and the Executive Vice President of
Patterson Companies, Inc., or the Vice President of Human Resources acting on their behalf, have the authority to interpret the terms of this Plan. 

 This Plan supersedes all prior Incentive Plans. No agreements or understandings will modify
this Plan unless they are in writing and approved by the President and Chief Executive Officer of Patterson Companies, Inc. and the President of the respective subsidiary or operating unit. This Plan is reviewed annually to determine the
appropriateness of future continuation. 
 NO CONTRACT 

Participation in this Plan does not constitute a contract of employment and shall not affect the right of Patterson Companies, Inc. to
discharge, transfer, or change the position of a participant. The employment of any person participating in the Plan may be terminated at any time and no promise or representation is made regarding continued employment because of participation in
the Plan. 
 The Plan shall not be construed to limit or prevent Patterson Companies, Inc. from adopting or changing, from time
to time, any rules, standards, or procedures affecting a participant’s employment with Patterson Companies, Inc. or any Patterson Companies, Inc. affiliate, including those which affect award payments, with or without notice to the participant.

 ETHICAL AND LEGAL STANDARDS 

A participant shall not pay, offer to pay, assign or give any part of his/her compensation or any other money to any agent, customer, or
representative of the customer or any other person as an inducement or reward for assistance in making a sale. Moreover, no rights under this Plan shall be assignable or subject to any pledge or encumbrance of any nature. 

If a participant fails to comply with the Patterson Companies, Inc. Code of Ethics or the provisions included in this Plan document or
violates any other Company policy, his/her award may be adjusted, reduced, or denied at the discretion of Patterson Companies, Inc. management. 
  

					
	Approved	 		 	
			
	  	 		 	  
		 		 	
	Scott P. Anderson	 		 	R. Stephen Armstrong
	President & Chief Executive Officer	 		 	Chief Financial Officer and
		 		 	Executive Vice President
			
	  	 		 	  
	Date	 		 	DateForm of Phantom Unit Grant Letter

 Exhibit 10.1 

ATLAS PIPELINE PARTNERS, L.P. 

2010 LONG-TERM INCENTIVE PLAN 

PHANTOM UNIT GRANT LETTER 

This PHANTOM UNIT GRANT LETTER, dated as of             ,
20     (the “Date of Grant”), delivered by Atlas Pipeline Partners, L.P. (“APL”) to
                             (the “Grantee”). 

RECITALS 

The Atlas Pipeline Partners, L.P. 2010 Long-Term Incentive Plan (the “Plan”) provides for the grant of phantom units in
accordance with the terms and conditions of the Plan. The Compensation Committee of Atlas Energy, Inc. (the “Committee”), which administers the Plan, has decided to make a grant of phantom units as an inducement for the Grantee to continue
in the employ of Atlas Pipeline Partners GP, LLC (the “Company”), APL or their Affiliates (as defined in the Plan) (an “Employer”) and promote the best interests of APL and its unitholders. References in this Grant Letter to the
Committee shall include any successor thereto appointed under and in accordance with the Plan. 
 NOW, THEREFORE, the parties to
this Grant Letter, intending to be legally bound hereby, agree as follows: 
 1. Grant of Phantom Units. Subject to the terms and
conditions set forth in this Grant Letter and the Plan, APL hereby grants the Grantee              phantom units, subject to the restrictions set forth below and in the Plan (the
“Phantom Units”). 
 2. Phantom Unit Account. Phantom Units represent hypothetical common units of APL (“Units”), and
not actual Units. APL shall establish and maintain a Phantom Unit account, as a bookkeeping account on its records, for the Grantee and shall record in such account the number of Phantom Units granted to the Grantee. No Units shall be issued to the
Grantee at the time the grant is made, and the Grantee shall not be, nor have any of the rights or privileges of, a unitholder of APL with respect to any Phantom Units recorded in the account. The Grantee shall not have any interest in any fund or
specific assets of APL or the Company by reason of this grant or the Phantom Unit account established for the Grantee. 

 3. Vesting. The Phantom Units shall be subject to forfeiture until the Phantom Units vest. The
Phantom Units shall become vested according to the following schedule, if the Grantee continues to be employed by, or provide service to, an Employer on the applicable vesting date: 

 

			
	 Vesting Date
	  	 Vested Phantom units

		  	
		  	

 The vesting of the Phantom Units shall be cumulative, but shall not exceed 100% of the Phantom Units. If the
foregoing vesting schedule would produce fractional Units, the number of Phantom Units that vest shall be rounded down to the nearest whole Unit. 

4. Termination of Phantom Units. 

(a) Except as provided below, upon the Grantee’s termination of employment or service with an Employer (“Termination of
Employment”) for any reason before all of the Phantom Units vest, any unvested Phantom Units shall automatically terminate and shall be forfeited as of the date of the Grantee’s Termination of Employment. No distribution shall be made with
respect to any unvested Phantom Units that terminate as described in this Section 4. 
 (b) Upon the Grantee’s
Termination of Employment by reason of death, any unvested Phantom units shall immediately vest. 
 (c) In the event of a Change
in Control (as defined in the Plan) and upon the Grantee’s Termination of Employment by an Employer without Cause (as defined in Section 15(a) below) or by the Grantee for Good Reason (as defined in Section 15(b) below), in each case
during the one-year period following a Change in Control, any unvested Phantom Units shall immediately vest. 
 5. Payment of Phantom
Units. 
 (a) If and when the Phantom Units vest, APL shall issue to the Grantee one Unit for each vested Phantom Unit,
subject to the Grantee’s tax withholding obligations as described below. Distribution shall be made within 30 days after the vesting date. 

(b) The Employer is authorized to withhold from any payment due or transfer made under this Grant Letter or from any compensation or
other amount owing to the Grantee, including by payroll deduction, the amount (in cash, Units, other securities or other property as determined by the Committee) of any applicable taxes payable in respect to the Phantom Units, or any payment or
transfer under this Grant Letter or the Plan and to take such other action as may be necessary in the opinion of the Employer to satisfy its withholding obligations for the payment of such taxes, all in accordance with Section 13 of the Plan.
If the Committee determines that Units (including Units subject to the Phantom Units) may be used to satisfy tax withholding, such Units shall be valued based on their Fair Market Value (as defined in the Plan)

  

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when the tax withholding is required to be made; provided, however, that not more than the legally required minimum tax withholding amount may be settled by Unit withholding. If the
Grantee fails to pay any required tax withholding amount in the manner specified by the Employer when the Phantom Units become taxable, after receiving written notice from the Employer, the Employer is authorized to cancel such Phantom Units, in
which case the Phantom Units shall be forfeited and shall not be paid to the Grantee. 
 (c) The obligation of APL to deliver
Units shall also be subject to the condition that if at any time the Committee shall determine in its discretion that the listing, registration or qualification of the Units upon any securities exchange or under any state or federal law, or the
consent or approval of any governmental regulatory body is necessary or desirable as a condition of, or in connection with, the issue of Units, the Units may not be issued in whole or in part unless such listing, registration, qualification, consent
or approval shall have been effected or obtained free of any conditions not acceptable to the Committee. The issuance of Units to Grantee pursuant to this Grant Letter is subject to any applicable taxes and other laws or regulations of the United
States or of any state having jurisdiction thereof. 
 6. Distribution Equivalents with respect to Phantom Units. Until such time as the
Phantom Units are paid or forfeited, if a distribution is paid by APL on its Units, APL shall pay to the Grantee, in cash, the amount of the corresponding Distribution Equivalent (as defined in the Plan) attributable to the Grantee’s then
outstanding Phantom Units. The Distribution Equivalent shall be paid to the Grantee on the date on which the distribution is paid by APL on Units. 

7. Change in Control. The provisions of the Plan applicable to a Change in Control shall apply to the Phantom Units, and, in the event of a Change
in Control, the Committee may take such actions as it deems appropriate pursuant to the Plan. 
 8. Grant Subject to Plan Provisions.
This grant is made pursuant to the Plan, the terms of which are incorporated herein by reference, and in all respects shall be interpreted in accordance with the Plan. The grant and payment of the Phantom Units are subject to interpretations,
regulations and determinations concerning the Plan established from time to time by the Committee in accordance with the provisions of the Plan, including, but not limited to, provisions pertaining to (i) the registration, qualification or
listing of the Units, (ii) changes in capitalization of APL and (iii) other requirements of applicable law. The Committee shall have the authority to interpret and construe the Phantom Units pursuant to the terms of the Plan, and its
decisions shall be conclusive as to any questions arising hereunder. 
 9. No Employment or Other Rights. The grant shall not confer upon
the Grantee any right to be retained by or in the employ or service of any Employer and shall not interfere in any way with the right of any Employer to terminate the Grantee’s employment or service at any time. The right of any Employer to
terminate at will the Grantee’s employment or service at any time for any reason is specifically reserved. 
 10. No Unitholder
Rights. Neither the Grantee, nor any person entitled to receive payment in the event of the Grantee’s death, shall have any of the rights and privileges of a Unitholder until certificates for Units have been issued upon payment of Phantom
Units. 
  

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 11. Assignment and Transfers. Except as the Committee may otherwise permit pursuant to the Plan, the
rights and interests of the Grantee under this Grant Letter may not be sold, assigned, encumbered or otherwise transferred except, in the event of the death of the Grantee, by will or by the laws of descent and distribution. In the event of any
attempt by the Grantee to alienate, assign, pledge, hypothecate, or otherwise dispose of the Phantom Units or any right hereunder, except as provided for in this Grant Letter, or in the event of the levy or any attachment, execution or similar
process upon the rights or interests hereby conferred, APL may terminate the Phantom Units by notice to the Grantee, and the Phantom Units and all rights hereunder shall thereupon become null and void. The rights and protections of any Employer
hereunder shall extend to any successors or assigns of such Employer. This Grant Letter may be assigned by the Employer without the Grantee’s consent. 

12. Applicable Law. The validity, construction, interpretation and effect of this Grant Letter shall be governed by and construed in accordance
with the laws of the State of Delaware, without giving effect to the conflicts of laws provisions thereof. 
 13. Section 409A. This
Grant Letter is intended to comply with Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”), or an exemption, and payments may only be made under this Grant Letter upon an event and in a manner permitted by
Section 409A of the Code, to the extent applicable. To the maximum extent permitted under Section 409A of the Code, the benefits provided under this Grant Letter are intended to be subject to a “substantial risk of forfeiture”
under Section 409A of the Code, and will be paid within the “short term deferral period” following the lapse of the applicable forfeiture conditions. In no event may the Grantee, directly or indirectly, designate the calendar year of
a payment. Notwithstanding anything in this Grant Letter to the contrary, if required by Section 409A of the Code, if the Grantee is considered a “specified employee” for purposes of Section 409A of the Code and if payment of any
amounts under this Grant Letter is required to be delayed for a period of six months after separation from service pursuant to Section 409A of the Code, payment of such amounts shall be delayed as required by Section 409A of the Code, and
the accumulated amounts shall be paid in a lump sum payment within ten days after the end of the six-month postponement period. If the Grantee dies during the six-month postponement period prior to the payment of benefits, the amounts withheld on
account of Section 409A of the Code shall be paid to the personal representative of the Grantee’s estate within 60 days after the date of the Grantee’s death. 

14. Notice. Any notice to APL provided for in this Grant Letter shall be addressed to APL in care of its Chief Legal Officer at its executive
offices at 1550 Coraopolis Heights Road, Moon Township, Pennsylvania 15108 or at such other address as to which APL shall have notified Grantee in writing, and any notice to the Grantee shall be addressed to such Grantee at the current address shown
on the payroll of the Employer, or to such other address as the Grantee may designate to the Employer in writing. Any notice shall be delivered by hand or by a recognized courier service such as FedEx or UPS, sent by telecopy or enclosed in a
properly sealed envelope addressed as stated above, registered and deposited, postage prepaid, in a post office regularly maintained by the United States Postal Service. 
  

 4 

 15. Definitions. As used in this Grant Letter, the following terms shall have the meanings set forth
below: 
 (a) “Cause” means Cause (or a term of similar import) as defined in an individual Grant Letter to which the
Grantee is party, or, if there is none, “Cause” means the Grantee’s: (i) commission of a felony or a crime of moral turpitude; (ii) commission of any act of malfeasance or wrongdoing against any Employer; (iii) a
material breach of any Employer’s policies or procedures; (iv) willful and continued failure to perform the Grantee’s material duties; (v) willful misconduct which causes material harm to any Employer or their respective business
reputations, including due to any adverse publicity; or (vi) material breach of the Grantee’s obligations under any agreement (including any covenant not to compete) entered into between the Grantee and any Employer. Notwithstanding
anything in Section 3(c) of the Plan, following a Change in Control, any determination by the Committee as to whether “Cause” exists shall be subject to de novo review. 

(b) “Good Reason” means Good Reason (or a term of similar import) as defined in an individual Grant Letter to which the Grantee
is a party, or, if there is none, “Good Reason” means, without the Grantee’s written consent, (i) the Grantee’s position, authority, duties or responsibilities are materially diminished from those in effect during the 90-day
period immediately preceding a Change in Control, (ii) a reduction of ten percent or greater in the Grantee’s annual base salary as in effect during the 90-day period immediately prior to the Change in Control, or as the same may be
increased from time to time or (iii) the Employer requires the Grantee regularly to perform his duties of employment beyond a 50 mile radius from the location of the Grantee’s employment immediately prior to the Change in Control. In order
to invoke a termination for Good Reason, the Grantee shall provide written notice to the Employer of the existence of one or more of the conditions described in clauses (i) through (iii) within 60 days following the Grantee’s
knowledge of the initial existence of such condition or conditions, specifying in reasonable detail the conditions constituting Good Reason, and the Employer shall have 30 days following receipt of such written notice (the “Cure Period”)
during which it may cure the condition if such condition is reasonably subject to cure. In the event that the Employer fails to remedy the condition constituting Good Reason during the applicable Cure Period, the Grantee’s Termination of
Employment must occur, if at all, within 90 days following the end of such Cure Period in order for such termination as a result of such condition to constitute a termination for Good Reason. 

[SIGNATURES CONTAINED ON FOLLOWING PAGE] 
  

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 IN WITNESS WHEREOF, this Phantom Unit Grant Letter has been duly executed as of the
Date of Grant. 
  

							
	Attest:	 		 	ATLAS PIPELINE PARTNERS, L.P.
			
	  
	 		 	  

		 		 	By:	 	Atlas Pipeline Partners GP, LLC, General Partner
		 		 	Name:	 	
		 		 	Title:	 	
	
	I hereby accept the award of Phantom Units described in this Grant Letter, and I agree to be bound by the terms of the Plan and this Grant Letter. I hereby agree that
all of the decisions and determinations of the Committee with respect to the Phantom Units shall be final and binding.
			
	  
	 		 	  

	Date	 		 	Grantee

  

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