Document:

EX-10.1

 Exhibit 10.1 

IES HOLDINGS, INC 

SHORT-TERM INCENTIVE PLAN 

ARTICLE 1 
 ESTABLISHMENT
AND PURPOSE 
 1.1    Purpose. IES Holdings, Inc. (f/k/a Integrated Electrical Services, Inc.), a Delaware
corporation (“Company”) hereby establishes this Short-Term Incentive Plan (this “Plan”). This Plan is intended to increase stockholder value and the success of the Company by motivating key
executives, and such other employees as may be designated by the Human Resources and Compensation Committee (the “Committee”) of the Company’s Board of Directors (the “Board”), to
perform to the best of their abilities and to achieve the objectives set forth by the Committee. 
 1.2    Effective
Date. This Plan was adopted by the Board on February 28, 2019, to be effective on the March 4, 2019 (the “Effective Date”). 

ARTICLE 2 
 DETERMINATION
OF AWARDS 
 2.1    Determination of Company and Participant Performance. For each fiscal-year period
commencing after the Effective Date (each, a “Performance Period”), each Participant, as defined below, shall be eligible to earn an award (the “Award”) in cash, equity or a combination thereof, at the
Committee’s discretion. Subject to the terms of any employment agreement in effect for any Participant, a portion of each Award shall be based on actual Company performance relative to predetermined measures of Company financial performance
(the “Company Measures”) (the “Company Component”) and a portion of each Award shall be based on actual Participant performance relative to predetermined Participant performance objectives (the
“Individual Objectives”) (the “Individual Component”). On or before December 20 of each Performance Period, the Committee, in its sole discretion, shall establish for such Performance Period: 

 

	 	•	 	 the Participants; 

  

	 	•	 	 the Company Measures; 

  

	 	•	 	 the level of Company Measures that constitutes “target” performance (“Company Target
Performance”); 

  

	 	•	 	 the level of Company Measures that constitutes “maximum” performance (“Company Maximum
Performance”), which unless otherwise determined by the Committee shall equal 120% of Company Target Performance; 

  

	 	•	 	 the level of Company Measures that constitutes “threshold” performance (“Company Threshold
Performance”), which unless otherwise determined by the Committee shall equal 75% of Company Target Performance; 

  

	 	•	 	 the Individual Objectives; 

 

	 	•	 	 the Participant performance level that constitutes “target” performance (“Individual Target
Performance”); 

  
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	 	•	 	 the Participant performance level that constitutes “maximum” performance (“Individual
Maximum Performance”), which unless otherwise determined by the Committee shall equal 143% of Individual Target Performance; 

  

	 	•	 	 the Participant performance level that constitutes “threshold” performance (“Individual
Threshold Performance”), which unless otherwise determined by the Committee shall equal 57% of Individual Target Performance; 

  

	 	•	 	 the relative weightings of the Company Component (the “Company Weighting”) and the
Individual Component (the “Individual Weighting”), which unless otherwise determined by the Committee shall be 66.67% and 33.33%, respectively; and 

 

	 	•	 	 the “Target Award” for each Participant, which shall be set forth as a percentage of the
Participant’s base salary (pro-rated if the Participant commences eligibility for this Plan following the first day of the Performance Period). 

2.2    Selection of Participants. Each executive officer of the Company and such other key employees as shall be
designated by the Committee (the “Participants”) shall participate in this Plan. A key employee who is a Participant for a given Performance Period in no way is guaranteed or assured of being selected as a Participant for any
subsequent Performance Period. 
 2.3     Participant Communication. The Company Measures, Company Maximum
Performance, Company Target Performance, Company Threshold Performance, Individual Objectives, Individual Maximum Performance, Individual Target Performance, Individual Threshold Performance, Company Weighting and Individual Weighting shall be
communicated to each Participant in writing within thirty (30) days of their designation by the Committee, but by no later than January 31 of each Performance Period. 

2.4    Payout Percentage. The “Company Payout Percentage” shall be based on the following
table, unless other determined by the Committee: 
  

			
	 Performance Level Achieved
	  	Company Payout Percentage
	Company Threshold Performance	  	50%
	Company Target Performance	  	100%
	 Company Maximum Performance
	  	150%

 Linear interpolation on a straight line basis will apply if actual Company performance achieved is between
Company Threshold Performance, Company Target Performance and/or Company Maximum Performance. If actual Company performance achieved is less than Company Threshold Performance, the Company Payout Percentage shall be 0% and if it is greater than
Company Maximum Performance, the Company Payout Percentage shall be 150%. 
 The “Individual Payout Percentage”
shall be based on the following table, unless other determined by the Committee: 
  

			
	 Performance Level Achieved
	  	Individual Payout Percentage
	Individual Threshold Performance	  	25%
	Individual Target Performance	  	100%
	 Individual Maximum Performance
	  	200%

  
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 Linear interpolation on a straight line basis will apply if actual Participant performance
achieved is between Individual Threshold Performance, Individual Target Performance and/or Individual Maximum Performance. If actual Participant performance achieved is less than Individual Threshold Performance, the Individual Payout Percentage
shall be 0% and if it is greater than Individual Maximum Performance, the Individual Payout Percentage shall be 200%. 

2.5    Determination of Awards. As soon as administratively practicable after the end of each Performance
Period, the Committee shall determine each Participant’s Award, which shall be the sum of (i) the Company Component, which is the product of (a) the Target Award, (b) the Company Payout Percentage, and (c) the Company
Weighting, and (ii) the Individual Component, which is the product of (x) the Target Award, (y) the Individual Payout Percentage, and (z) the Individual Weighting. The Committee has the sole discretion to increase or decrease the
Award made to a Participant. The Committee has the right, in its sole discretion, to reduce or eliminate the Award otherwise payable based upon individual performance or any other factors that the Committee deems appropriate. 

ARTICLE 3 
 PAYMENT OF
AWARDS 
 3.1    Right to Receive Payment. Each Award that may become payable under this Plan shall be paid
solely from the general assets of the Company. Nothing in this Plan shall be construed to create a trust or security interest, or to establish or evidence any Participant’s claim of any right other than as an unfunded, unsecured general
creditor. 
 3.2    Timing and Form of Payment. Subject to the terms of any severance plan in which a Participant
participates, a Participant whose service terminates for any reason prior to the date that an Award is paid shall forfeit his or her rights to such Award. Awards shall be paid in cash, equity or a combination thereof, at the Committee’s
discretion. The Award shall be paid or settled within 30 days of the date such Award is determined, but in no event later than December 31 following the end of the applicable Performance Period. 

ARTICLE 4 
 GENERAL
PROVISIONS 
 4.1    Committee is the Administrator. This Plan shall be administered by the Committee. The
Committee shall have all discretion and authority necessary or appropriate to administer this Plan and to interpret the provisions of this Plan. Any determination, decision or action of the Committee in connection with the construction,
interpretation, administration or application of this Plan shall be final, conclusive, and binding upon all persons, and shall be given the maximum deference permitted by law. 

  
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 4.2    Tax Withholding. The Company shall withhold all applicable
taxes from any Award. The Company shall not be liable to any Participant for any tax, interest or penalties the Participant might owe as a result of its participation in this Plan. 

4.3    Nonassignability. A Participant shall have no right to assign or transfer any interest under this Plan. 

4.4    Sections 409A of the Code. This Plan is designed, and shall be administered and operated, in the good faith
determination of the Committee, to comply with, or be exempt from, Sections 409A of the Internal Revenue Code of 1986, as amended. 

ARTICLE 5 
 AMENDMENT AND
TERMINATION 
 The Board or a duly authorized committee thereof may amend or terminate this Plan at any time and for any reason. 

*    *    *    *    * 

  
 4EX-10.2

 Exhibit 10.2 

LONG-TERM INCENTIVE PLAN 

ANNUAL GRANT PROGRAM 

ARTICLE 1 
 ESTABLISHMENT
AND PURPOSE 
 1.1 Purpose. IES Holdings, Inc. (f/k/a Integrated Electrical Services, Inc.), a Delaware corporation
(“Company”), hereby establishes this Long-Term Incentive Plan Annual Grant Program (this “Program”). This Program is intended to increase stockholder value and the success of the Company by
motivating key executives, and such other employees as may be designated by the Human Resources and Compensation Committee (the “Committee”) of the Company’s Board of Directors
(the “Board”), to perform to the best of their abilities and to achieve the objectives set forth by the Compensation Committee of the Company’s Board of Directors (the “Committee”). 

1.2 Effective Date. This Program was adopted by the Board on February 28, 2019, to be effective on March 4, 2019
(the “Effective Date”). 
 ARTICLE 2 

GRANT OF AWARDS 
 2.1
Determination of Company LTI Measures. On or before December 20 of each calendar year, the Committee, in its sole discretion, shall establish for each three fiscal-year period commencing October 1 of such calendar year (each, a
“Performance Period”): 
  

	 	•	 	 cumulative measures of Company financial performance (the “Company LTI Measures”),

  

	 	•	 	 the corresponding cumulative performance levels that constitute “maximum” performance (“LTI
Maximum Performance”), “target” performance (“LTI Target Performance”) and “threshold” performance (“LTI Threshold Performance”) for each Performance Period,

  

	 	•	 	 the vesting percentages for LTI Maximum Performance, LTI Threshold Performance and LTI Target Performance, as set
forth in Section 2.3 hereof, 

  

	 	•	 	 the Participants, as defined below, and 

 

	 	•	 	 the Target Stock Grant for each Participant, as defined below. 

2.2 Annual Grant. As soon as practicable following the determination of the Company LTI Measures, the Committee shall grant each
executive officer of the Company and such other key employees as shall be designated by the Committee (the “Participants”) shares of Company restricted stock that shall vest, except as may be provided pursuant to an
employment agreement, (i) 25% based on continued service of the Participant through the scheduled vesting date of the grant, and (ii) 75% based on the achievement of the Company LTI Measures for the applicable Performance Period (the
“Annual Grant”). The target number of shares of restricted stock in each Annual Grant shall equal the number of shares of Company common stock calculated by dividing (i) (A) a percentage set forth for each
Participant which shall be 

 
designated by the Committee multiplied by (B) the Participant’s base salary for the fiscal year during which the Annual Grant is being made (pro-rated if the Participant commences
eligibility for this Program following the first day of the applicable Performance Period) by (ii) the average closing price per share of the Company’s common stock for the five (5) trading days immediately preceding the grant date
(“Target Stock Grant”). Each Annual Grant will be evidenced by an award agreement (an “Award Agreement”) pursuant to the Company’s Amended and Restated 2006 Equity Incentive Plan dated as of
February 9, 2016 or any successor plan (the “Plan”). 
 2.3 Vesting of the Annual Grant. Except as may
be provided pursuant to an employment agreement, vesting of the Annual Grant shall be based (i) 25% based on continued service of the Participant through the scheduled vesting date of the grant, and (ii) 75% based on actual Company
cumulative financial performance for the Performance Period compared to the LTI Maximum Performance, LTI Target Performance and LTI Threshold Performance, as follows: 

(a) In the event actual Company performance equals or exceeds LTI Maximum Performance, one hundred twenty percent (120%), or such other
percentage as the Committee may designate, of the cumulative financial performance tranche of the Target Stock Grant shall vest; 
 (b) In
the event actual Company performance equals LTI Threshold Performance, fifty percent (50%), or such other percentage as the Committee may designate, of the cumulative financial performance tranche of the Target Stock Grant shall vest; 

(c) In the event actual Company performance exceeds LTI Threshold Performance but is less than LTI Target Performance, a portion of the
cumulative financial performance tranche of the Target Stock Grant shall vest, calculated as the product of (a) the cumulative financial performance tranche of the Target Stock Grant and (b) a percentage calculated as a linear
interpolation between fifty percent (50%) and one hundred percent (100%), based on actual Company performance relative to LTI Threshold Performance and LTI Target Performance; 

(d) In the event actual Company performance equals LTI Target Performance, one hundred percent (100%) of the cumulative financial
performance tranche of the Target Stock Grant shall vest; 
 (e) In the event actual Company performance exceeds LTI Target Performance but
is less than LTI Maximum Performance, a portion of the cumulative financial performance tranche of the Target Stock Grant shall vest, calculated as the product of (a) the cumulative financial performance tranche of the Target Stock Grant and
(b) a percentage calculated as a linear interpolation between one hundred percent (100%) and one hundred twenty percent (120%), based on actual Company performance relative to LTI Target Performance and LTI Maximum Performance; and 

 (f) In the event actual Company performance is less than LTI Threshold Performance, none of
the cumulative financial performance tranche of the Target Stock Grant shall vest. 
 ARTICLE 3 

GENERAL PROVISIONS 
 3.1
Committee is the Administrator. This Program shall be administered by the Committee. 
 3.2 Committee Authority. The Committee
shall have all discretion and authority necessary or appropriate to administer this Program and to interpret the provisions of this Program. Any determination, decision or action of the Committee in connection with the construction, interpretation,
administration or application of this Program shall be final, conclusive, and binding upon all persons, and shall be given the maximum deference permitted by law. 

3.3 Subject to Plan. The Annual Grant is subject to the terms of the Award Agreement and the Plan (collectively, the “Grant
Documents”) and shall be governed by the terms and conditions set forth therein. Nothing in this Program shall be construed to limit any authority afforded to the Committee pursuant to the terms of the Plan. In the event of a conflict
or ambiguity between any term or provision contained herein and a term or provision of the Grant Documents, the Grant Documents will govern and prevail. 

ARTICLE 4 
 AMENDMENT AND
TERMINATION 
 The Board or a duly authorized committee thereof may amend or terminate this Program at any time and for any reason. 

*   *   *   *   *

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