Document:

EX-10.49

 Exhibit 10.49 

AMENDED AND RESTATED ARAMARK HOLDINGS CORPORATION 

SENIOR EXECUTIVE PERFORMANCE BONUS PLAN 

1. General. This Plan is intended to provide for an annual Bonus Award for the CEO and other designated Senior Executives upon the attainment of annual
Performance Measures established by the Committee, which annual Bonus Award will be excluded from the computation of compensation for purposes of the federal income tax deductibility limitation on executive officer compensation.  

2. DEFINITIONS 

“ARAMARK” means ARAMARK Holdings Corporation, a Delaware corporation, and any successor. 

“ARAMARK Group” means ARAMARK and its subsidiaries, divisions and units, collectively. 

“Board” means the board of directors of ARAMARK. 

“Bonus Award” means, with respect to any Participant, such Participant’s opportunity awarded under this Plan, with
respect to a given Performance Period, to earn a bonus amount, subject to achievement of the applicable Performance Measures specified for such Performance Period. 

“CEO” means the Chief Executive Officer of ARAMARK or the individual or individuals acting in that capacity. 

“Code” means the Internal Revenue Code of 1986, as amended, or any successor thereto. Any reference to any section of the
Code shall also be a reference to any successor provision and any Treasury Regulation promulgated thereunder. 

“Committee” means the Compensation and Human Resources Committee, a Sub-Committee (as defined below) as may be appointed as
set forth below or the Board; provided, however, that the Compensation and Human Resources may also delegate, at any time and from time to time, to any sub-committee of the Compensation and Human Resources Committee and the Board may also
delegate, at any time and from time to time, to any other committee of the Board (in either case which shall consist of one or more members of the Compensation and Human Resources Committee or the Board, respectively, and may consist solely of the
Chief Executive Officer of the ARAMARK so long as he or she is a member of the Compensation and Human Resources Committee or the Board, respectively (a “Sub-Committee”), subject to such guidelines as the Board or the Compensation
and Human Resources Committee may establish from time to time, the authority to act on behalf of the Compensation and Human Resources Committee or the Board with respect to any matter, right, obligation or election that is the responsibility of or
that is allocated to the Committee herein; provided, further that to the extent necessary to obtain the exception for performance-based compensation under Section 162(m) of the Code, the Committee shall be the Compensation and Human
Resources Committee or a Sub-Committee and each member of the Compensation and Human Resources Committee or Sub-Committee, respectively, shall, at the time he or she takes any action with respect to a Bonus Award under the Plan, be an outside
director within the meaning of Section 162(m). 

 “Participant” means the CEO and the other Senior Executives designated to
participate in this Plan. 
 “Plan” means this Amended and Restated ARAMARK Holdings Corporation Senior Executive
Performance Bonus Plan. 
 “Section 162(m)” means Section 162(m) of the Code or any successor provision, and the
regulations promulgated thereunder. 
 “Section 409A” means Section 409A of the Code, or any successor provision, and
the regulations, rulings, notices or other guidance promulgated thereunder. 
 “Senior Executive” means the CEO and any
other officer of ARAMARK or of any subsidiary of ARAMARK. 
 3. Participation. The CEO and the other Senior Executives shall be eligible to be
designated as Participants in this Plan. This Plan shall apply only to the CEO and to those additional Senior Executives designated by the Committee, in writing, as Participants for each Performance Period. 

4. Performance Measures. The “Performance Measures” for a given Performance Period shall be based on attainment of target levels of, a
targeted percentage increase in, or, to the extent permitted under Section 162(m), solely the achievement of, one or more of the following measures (all capitalized terms not defined herein shall have the meanings contained in ARAMARK’s
audited financial statements for the relevant Performance Period as such terms and definitions may be expressly modified and established by the Committee with respect to the relevant Performance Period): (1) Earnings Before Interest and Taxes
(“EBIT”), (2) Return on Net Assets (“RONA”), (3) Net Income, (4) After Tax Return on Investment (“ATROI”), (5) Sales, (6) Revenues, (7) Earnings
Per Share, (8) Total Shareholder Return, (9) Return on Equity (“ROE”), (10) Return on Investment (“ROI”), (11) Total Business Return, (12) Return on Gross Investment
(“ROGI”), (13) Operating Cash Flow, (14) Free Cash Flow, (15) Operating Income, (16) Pretax Income or (17) stock price appreciation. The Performance Measures may be based on absolute ARAMARK
performance, absolute performance of any member of the ARAMARK Group, or any combination of the members of the ARAMARK Group, or any of the foregoing’s performance relative to a peer group or other external measure of selected performance. In
all events, the Performance Measures shall be established in a manner intended to comply with the requirements of Section 162(m). 
 5. Performance
Period. The “Performance Period” for any given Bonus Award shall be ARAMARK’s fiscal year, or such shorter or longer period as may be established by the Committee. 

6. Individual Maximum Amounts; Discretionary Bonuses. The maximum Bonus Award payable to any Participant in respect of any Performance Period that is
established as the fiscal year of ARAMARK under this Plan is $6,000,000 (disregarding any appreciation during any period of deferral under Section 7(e) below). For 

  
 2 

 
Performance Periods less than 12 months, the maximum Bonus Award will be adjusted in proportion to the duration of the Performance Period. In addition, the Committee may, in its discretion, pay
to any Participant an additional, discretionary bonus award in respect of any Performance Period (or portion thereof), whether or not payable subject to the achievement of Performance Measures. In an amount not to exceed $6,000,000 to any one
Participant in any one fiscal year of ARAMARK, in addition to any Bonus Award otherwise provided for under this Plan. 
 7. ADMINISTRATION 

(a) Committee. The Committee shall have the sole and exclusive authority to administer this Plan, including the interpretation of the
terms hereof. The Committee shall be entitled to rely on information, opinions, reports and statements presented to the Committee by officers, employees and outside professionals and experts, including ARAMARK’s financial statements. Any
determination by the Committee hereunder shall be final and binding on all Participants, their beneficiaries and ARAMARK. 
 (b) Setting
of Performance Goals and Bonus Amounts. 
 (i) The Committee shall, for each Performance Period, establish in writing the amount of the
Bonus Award and the Performance Measure or measures for each Participant based on one or more of the performance measures listed in Section 4 above, not later than 90 days after the beginning of such Performance Period (or prior to the
expiration of 25% of the Performance Period, if the Performance Period is less than 12 months), so long as, at that time, the attainment of such Performance Measure or Measures is substantially uncertain (within the meaning of Section 162(m)).
The Committee may establish different Performance Measures and different individual maximum Bonus Award amounts for each Participant. 

(ii) Subject at all times to Section 6 above, in connection with the foregoing, a Participant’s Bonus Award may be equal to a
specified share of a pre-established bonus pool. Such bonus pool may be a pre-established aggregate dollar amount, or may, to the extent in compliance with Section 162(m), be based on the percentage of a specified performance measure (e.g., a
percentage of Pretax Income). In no event will the total amount of all specified shares of any bonus pool for any given Performance Period exceed 100% of such bonus pool. 

(c) Adjustment for Extraordinary Items. The Committee shall adjust, upward or downward, to the extent permitted by Section 162(m),
the Performance Measures to reflect, as applicable: (i) a change in generally acceptable accounting standards or principles, (ii) a significant acquisition or divestiture, or a discontinuation of operations, (iii) a significant
capital transaction, (iv) any charges and costs associated with restructurings of the ARAMARK Group and (v) any other unusual, nonrecurring items which are separately identified and quantified in ARAMARK’s audited financial
statements, Notes to ARAMARK’s audited financial statements or management’s discussion and analysis of financial condition and results of operations contained in ARAMARK’s then most recent report filed with the U.S. Securities and
Exchange Commission pursuant to applicable law, so long as such accounting change is required or such transaction or nonrecurring item occurs after the Performance Measures for the Performance Period are established, and such adjustments are stated
at the time that the Performance Measures are determined. The Committee may also adjust, upward or 

  
 3 

 
downward, as applicable, the Performance Measures to reflect any other extraordinary item or event, so long as any such item or event is separately identified as an item or event requiring
adjustment of such Performance Measures at the time the Performance Measures are established, and such item or event occurs after the Performance Measures for the Performance Period are established. In all events, any adjustments to be made to the
Performance Measures shall be disclosed in a manner intended to satisfy the requirements of Section 162(m). 
 (d) Negative
Discretion. At the time the extent of attainment of the Performance Measures for a given Performance Period is determined by the Committee, the Committee, in its sole discretion, may reduce, but may not increase, the amount of the Bonus Award
that would be otherwise payable to a Participant in respect of such Performance Period under this Plan. The Committee may take into consideration any and all factors relating to ARAMARK’s and the Participant’s performance for such
Performance Period. 
 (e) Payment Only Upon Attainment of Performance Goals. 

(i) A Bonus Award shall be paid to a Participant under this Plan only in accordance with the terms of this Plan and only upon the attainment
of the Performance Measures established, adjusted and applied by the Committee for such Participant. Except as explicitly provided in this Plan, no waiver or modification of any Performance Measure may be made. The Committee shall be the sole and
exclusive arbiter of the extent, if any, to which the Performance Measures have been attained, and the amount of the Bonus Award payable hereunder. Prior to the payment of any Bonus Award to any Participant under this Plan, the Committee shall
certify in writing the extent to which the Performance Measure(s) upon which the Bonus Award may be payable to such Participant have been attained. 

(ii) After Committee certification of the attainment of the Performance Measures, Bonus Awards may be paid immediately (but in no event later
than March 15 of the calendar year following the calendar year in which the Performance Period ends) or may be deferred; provided that (A) payment of any Bonus Award will only be made to Participants who were employed with ARAMARK
or one of its subsidiaries on the last day of the applicable Performance Period, and (B) the deferral of any Bonus Award may only be made if (I) the Participant irrevocably elects to defer his or her Bonus Award on or before (x) the
calendar year preceding the calendar year in which the Performance Period to which such Bonus Award relates, if the Performance Period is less than 12 full months or (y) the date that is six months prior to the end of the applicable Performance
Period in respect of which the Bonus Award is payable, if the Performance Period is at least 12 full months; and (II) such Participant remains continuously employed by ARAMARK from the later of the beginning of the applicable Performance Period or
the date the performance criteria are established in accordance with Section 7(b), through the date of such deferral election. 
 (iii)
If earned pursuant to the terms of this Plan, a Bonus Award may be payable in the form of cash or settled in shares of common stock of ARAMARK, restricted stock units that are settled in common stock of ARAMARK stock or a combination thereof, any of
which stock-based awards shall be settled under the ARAMARK Holding Corporation 2013 Stock Incentive Plan. 

  
 4 

 8. Additional Terms. Unless otherwise specifically provided by this Plan or by the Committee or unless not
permitted by Section 162(m), the administrative terms of the ARAMARK Management Incentive Bonus Plan (as the same shall be in effect from time to time) (“MIB”) shall apply to Bonus Awards payable under this
Plan, including by way of example terms relating to such matters as the ability to defer receipt of payment of an annual Bonus Award; provided, however, that in the event of a conflict between this Plan and the MIB, this Plan shall
govern.  
 9. Stockholder Approval. This Plan shall be effective upon its approval by the stockholders of ARAMARK. 

10. Amendment. The Committee may, without further action by the stockholders, amend the Plan from time to time as it deems desirable; provided,
that no such amendment may increase the group of employees who may receive compensation under the Plan identified in Section 3 above, change the permitted Performance Measures set forth in Section 4 above, increase the maximum Bonus Award
payable under the Plan as set forth in Section 6 above or make any other change requiring further stockholder approval under Section 162(m). In addition, with respect to Participants who reside or work outside the United States, the
Committee may, in its sole discretion, amend the terms of this Plan with respect to such Participants in order to conform such terms with the requirements of local law or to obtain more favorable tax or other treatment for a Participant. 

11. Duration and Termination. This Plan, unless earlier terminated, shall be effective through the first meeting of the shareholders of ARAMARK
occurring in 2017. The Board may, in its discretion, terminate this Plan at any time. 
 12. Compliance with IRC Section 409A. This Plan is
intended to be exempt from Section 409A; provided, that with respect to any Bonus Award (or portion thereof) that is deferred pursuant to Section 7(e), such amounts shall constitute nonqualified deferred compensation under
Section 409A and shall be compliant with the provisions applicable thereto, and, in the case of any ambiguity with respect to this Plan, this Plan will be interpreted in a manner intended to comply with Section 409A. In furtherance
thereof, no payments may be accelerated under this Plan other than to the extent permitted under Section 409A. To the extent that any provision of this Plan violates Section 409A such that amounts would be taxable to a Participant prior to
payment or would otherwise subject a Participant to a penalty tax under Section 409A, such provision shall be automatically reformed or stricken to preserve the intent hereof. Notwithstanding anything herein to the contrary, (i) if at the
time of a Participant’s termination of employment the Participant is a “specified employee” as defined in Section 409A and the deferral of the commencement of any payments or benefits otherwise payable hereunder as a result of
such termination of employment is necessary in order to prevent any accelerated or additional tax under Section 409A, then ARAMARK shall defer the commencement of the payment of any such payments or benefits hereunder (without any reduction in
such payments or benefits ultimately paid or provided to the Participant) until the date that is six months following the Participant’s termination of employment (or the earliest date as is permitted under Section 409A) and (ii) if
any other payments due to a Participant hereunder could cause the application of an accelerated or additional tax under Section 409A, such payments or other benefits shall be deferred if deferral will make such payment compliant under
Section 409A, or otherwise such payment shall be restructured, to the extent possible, in a manner, determined by the Committee, that does not cause such an accelerated or 

  
 5 

 
additional tax. For purposes of Section 409A, each payment made under this Plan shall be designated as a “separate payment” within the meaning of the Section 409A, and
references herein to a Participant’s “termination of employment” shall refer to Participant’s separation from service with ARAMARK and its affiliates within the meaning of Section 409A. The Committee shall use commercially
reasonable efforts to implement the provisions of this section in good faith; provided that neither ARAMARK, nor the Board, Committee nor any of ARAMARK’s or its subsidiaries’ employees, directors or representatives shall have any
liability to any Participants with respect to this section 12. 
 13. Governing Law. This Plan shall be governed by and construed in accordance with
the laws of the State of New York without regard to conflicts of laws. 
 Approved: November 12, 2013, effective as of December 1, 2013

  
 6EX-10.50

 Exhibit 10.50 

AMENDED AND RESTATED 

EXECUTIVE LEADERSHIP COUNCIL 

MANAGEMENT INCENTIVE BONUS PLAN 

General 
 Management Incentive Bonus (MIB) Plan provides
annual cash bonuses to eligible executives for the achievement of explicit performance objectives established prior to each fiscal year. The ELC MIB is in two parts: a financial portion representing 80% of the overall MIB, and individual
objectives representing the remaining 20%. 
 Eligibility 

All executives in career bands 2 and 3 are eligible to participate in the ELC MIB Plan. Generally an individual is eligible for a potential award under the ELC
MIB Plan if they were an executive for six or more months during the fiscal year. 
 Overall Structure 

MIB awards will be determined by performance during the fiscal year as measured by the following: 

 

	 	•	 	Financial Objectives 

  

	 	•	 	Attainment of revenue targets by the business to which the participant is assigned. * 

  

	 	•	 	Attainment of EBIT targets by the business to which the participant is assigned. * 

  

	 	•	 	Individual Objectives 

  

	 	•	 	Individual or team objectives the plan participant is expected to attain during the fiscal year. 

 Bonus potential will be based upon the “guideline” or standard percent of salary set at the beginning
of the fiscal year for an eligible executive. The apportionment of the bonus payoff elements is reflected in this diagram: 
 MANAGEMENT
INCENTIVE BONUS—OVERALL STRUCTURE 
  
 

 
 To establish the performance expectations for the fiscal year, as close as possible to the start of each fiscal year,
individuals are provided with an ELC MIB Plan that specifies: (1) the appropriate business Revenue & EBIT targets, and (2) an area to develop individual objectives. 

Determination of Bonus Targets — Financial Portion 

For purposes of determining bonus targets, Revenue & EBIT are defined as follows: 

 

	 	Revenue	Sales as reported internally to Corporate Accounting and used for external financial reporting. 

  

	 	EBIT	Earnings before interest expense (income) and income tax expense (benefit) and inclusive of Corporate and other overhead allocations determined pursuant to the Corporation’s accounting policies and
procedures. 

 If these definitions differ from those included within the final year-end financial statements of the business, the definitions
which were used in establishing the Revenue & EBIT targets will be attached to each performance plan. 
 In a limited number of cases and where
business warrants, the financial targets and percentages may be other than those shown here. All such changes, however, must be approved by the Chief Executive Officer in advance. 

Determination of Awards — Financial Portion 
 For all
financial metrics, payouts under the financial portion of the MIB vary as financial targets are over or under achieved. The minimum bonus, equal to 25% of the guideline amount, is awarded 

  
 - 2 - 

 
provided a minimally acceptable “threshold” level of performance is achieved. (No bonus will be awarded for performance below the threshold for that metric.) Bonuses increase to the
guideline amount if targets are achieved fully and may increase up to a maximum (“ceiling”) of 150% to 200% of the guideline amount if performance increasingly exceeds the target levels. 

Bonus awards for performance between threshold and ceiling will be computed by interpolating between either: (1) the threshold and target awards, or
(2) the target and ceiling awards, as appropriate. 
 The levels for threshold and maximum bonus payouts (referred to as the “leverage
curve”), may vary among organizations, reflecting financial volatility resulting from the magnitude of the unit’s business plan. For example, a lower volatility business may begin to pay out at 90% of target attainment, while a higher
volatility business may begin to pay out at 85% of target attainment. 
 Determination of Individual Objectives and Awards 

The remaining parts of the ELC MIB Plan provide for establishing the individual objectives upon which those portions of the bonus will be based. 

Generally, objectives will be established for each participant at the start of the fiscal year. The individual objectives will not duplicate the measures of
annual financial performance addressed under the financial portion of the MIB. Rather, they will address those concerns which most contribute to the business gaining a sustainable competitive advantage. Attainment of them is measured for and during
the fiscal year for which they are set. Unplanned objectives that emerge during the fiscal year and which take priority over the planned objectives may be added (or substituted) as appropriate. 

For each part, the guideline bonus amounts will be awarded if performance fully meets the target expectations defined in these objectives. If
performance differs from expectations, the bonuses awarded will vary proportionally with performance, from 0 to 150% of the guideline amount. 
 Total
MIB Award 
 The total MIB award will be the sum of the bonuses awarded for each of the performance measures: Revenue, EBIT and individual objectives.

 Payment of Awards 
  

	1)	Earned awards are paid (minus appropriate tax withholdings) as soon as practicable after receipt of the audited year-end financial reports, but in no event more than 2.5 months after the end of the calendar year in
which it was earned. 

 Except in cases of voluntary or involuntary termination (discussed in 2 below), the following
provisions apply: 
  

	 	•	 	If the executive has worked at least 6 months, but less than 12 and is still employed at the end of the bonus (fiscal) year, the participant will receive a pro-rata share of the earned bonus award (e.g., if the
executive has worked for 9 months, 75% of the calculated total bonus will be awarded). 

  

	 	•	 	If the executive has served in two or more components or units covered by this plan, the earned award will be calculated on the portion of the year served in each component or unit. 

  
 - 3 - 

	 	•	 	If the executive was promoted during the year and his guideline bonus amount changed, the earned award will be prorated. However, if the executive remains in the same position with essentially the same duties and
responsibilities, and the participant’s guideline amount changed during the fiscal year, the guideline amount at year end will be used in determining the award for the entire year. 

 

	2)	No bonus award is payable to an executive whose employment terminates, voluntarily or involuntarily, prior to completion of the bonus (fiscal) year.* Exceptions in certain cases of involuntary termination may be granted
with prior approval of the Chief Executive Officer of ARAMARK. 

 An executive whose employment terminates after the close of
the bonus year but before awards are paid will be eligible to receive any award attained under the payout formula of the financial portion of the Plan. Any bonus awards for individual achievement in the case of such terminations may be payable at
the discretion of the Chief Executive Officer of ARAMARK. 
 In no case, however, will a bonus award be made to an individual whose
employment is terminated at any time for “cause,” as defined in the plan participant’s Agreement Relating to Employment and Post Employment Competition. 
  

	*	A pro-rata share of the earned bonus award is payable at the same time as earned bonuses are otherwise payable to active employees in the event the executive becomes permanently disabled, retires having reached the age
of 65, or dies. 

 Deferral 
 Payment of
all or part of the MIB award may be deferred in accordance with procedures established by ARAMARK and amended from time to time, in accordance with the applicable deferral provisions of Section 409A of the Internal Revenue Code (“Section
409A”). 
 Administration 
 This ELC MIB Plan is
intended to be provide for compensation that is exempt from the requirements of Section 409A. The Chief Executive Officer of ARAMARK is the sole interpreter and arbiter of the provisions of the ELC MIB Plan and has the right to amend, withdraw,
or revoke them before the beginning of any fiscal year or to grant specific exceptions. 
 In administering the ELC MIB Plan, the Chief Executive Officer of
ARAMARK has the final authority to adjust financial performance standards or actual results for unusual non-recurring income, expense or balance sheet items (e.g., non-operating gains/losses, acquisitions, divestitures) so that comparisons between
actual and planned performance are consistent. Any earned bonus award of any plan participant who, as of the end of a given bonus (fiscal) year is a named executive officer of ARAMARK may not be greater than the maximum bonus amount that may be
earned under the ARAMARK Holdings Corporation Senior Executive Annual Performance Bonus Plan, as in effect from time to time. 
 Objectives and formulas for
all portions of the MIB must be approved by the Chief Executive Officer of ARAMARK. He also must approve any unplanned objectives added during the year. 

Bonus awards are reviewed and approved by the Compensation and Human Resources Committee (or any designated sub-committee thereof). 

  
 - 4 -

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00223-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00223-of-00352.parquet"}]]