Document:

Exhibit 10.1

 Exhibit 10.1 
 Hilb Rogal & Hobbs Company 
 2007 Corporate Incentive Plan 
 STRATEGY 
 This plan has been formulated to
focus the performance of selected corporate headquarters and field operations staff on achievements critical to the financial and operational success of HRH. Emphasis is placed on the Company’s performance relative to EPS and budget and
comparison to industry, peers and the S&P 600. 
 ELIGIBILITY 
 All senior corporate officers and regional directors are normally nominated to participate in the plan. Final eligibility is determined and approved by the Chairman and President. 
 CORPORATE INCENTIVE BONUS POOL 
 Subject to the
terms and conditions hereof, a bonus pool will be generated based on the Company achieving increases in earnings per share as shown in the chart below. The target for 2007 is XX% increase in EPS. The bonus pool at a XX% increase in EPS is equivalent
to the sum of the target bonuses for all of the eligible or potentially eligible participants in the Plan, including positions that are currently vacant. 
  

			
		 	2007
	Earnings Per Share *	 	Bonus Pool

 [Chart Omitted] 

	*	Payouts for increases below XX% or incremental amounts for payouts above XX% are at the discretion of the Human Resources & Compensation Committee (the
“Committee”) in relation to HRH’s performance against the industry, peer group and the S&P 600. Figures listed above for percentage increases below XX% and above XX% are guidelines for the Committee in the event they choose to
exercise this discretion. 

 2007 Corporate Incentive Plan 
  Page
 2
 
  

 For payouts on increases between XX% and XX%, the Committee reserves the right to modify the bonus
pool, either positively or negatively, by an amount up to but not to exceed 20%. Any modification will be determined by the Committee’s assessment of the executive team’s performance in its totality. 
  

	Note:	Bonus pool amounts are calculated in proportion to the increase in EPS. For increase percentages between the above defined measurement points, bonus amounts are determined on a
prorated basis. For example, the corresponding bonus pool for an EPS increase of XX% would be $X,XXX,XXX. Notwithstanding the above, the maximum total bonus pool payable may never exceed 200% of the sum of all participants’ base salaries.

 INDIVIDUAL INCENTIVE BONUS TARGETS 
 The following positions have been designated as CIP participants for 2007. 
 [Chart Omitted]

 The target bonus for employees entering the plan during the year will be adjusted on a pro-rata basis to reflect the period of time
they are in the plan. The target bonus for employees promoted during the year will be increased to the new target bonus for the new position. The bonus pool will be adjusted to reflect these changes. 
 ESTABLISHING PERFORMANCE STANDARDS UNDER THE PLAN 
 2007 Performance Standards – Earnings Per Share – For 2007, a goal of XX% increase in EPS has been established to allow 100% payout of targeted bonuses. 

 2007 Corporate Incentive Plan 
  Page
 3
 
  

 2007 Performance Standard – Budgeted Profit – The Committee will also consider the
Company’s performance to budget in making any discretionary judgments regarding the bonus pool amount or related modifications. 
 INCENTIVE
PAYOUTS 
 Target bonuses will be paid out on a formulaic and discretionary basis for EPS increases between XX% and XX%. The bonus
pool will be fully accrued and distributed to participants based on a part formulaic (60%) and part discretionary (40%) basis. This discretion may be used by the Chairman to either increase or decrease a participant’s individual
target bonus by up to 40%. 
 The discretionary pool may be distributed by the Chairman and the President based on the participant’s
individual contribution to the Company’s success. In determining each participant’s portion of the discretionary pool, factors such as regional profit margin and growth, successful implementation of the strategic plan, reduction of
non-value added expense, contribution to EPS growth, completion of assigned special projects, etc., will be evaluated. In addition, the participant’s leadership skills will be considered and evaluated as well. 
 Incremental payouts for increases in EPS above XX% are for extraordinary performance. Bonuses will not be paid to the executive group if the Company does
not make a profit, unless the lack of profit is the result of an investment strategy that was approved by the Board. 
 Note: Corporate
Earnings per Share increase is the percentage increase in operating earnings per share from 2006 to 2007. 
 ADMINISTRATION 
 Payment—Bonuses will not be paid to any participant who is not a full time, active employee on the date the bonus is payable except in the
case of an approved retirement or disability or in the case of death. In these instances, a prorated portion of the bonus will be paid based on the actual period of employment during the year. Employees who voluntarily resign or are terminated prior
to the incentive award payout will forfeit the opportunity to earn an incentive award as of the date of resignation or termination, regardless of the actual last day worked. 
 Maximum payout—The bonus earned by a participant under this plan cannot exceed 200% of the participant’s base salary, unless otherwise
determined appropriate by the Chairman. 

 2007 Corporate Incentive Plan 
  Page
 4
 
  

 Cash Distribution of Incentive Payment—All awards
will be paid in cash no later than March 15, 2008. Participants may elect to defer receipt of all or a portion of their incentive award, subject to the terms of the Executive Voluntary Deferral Plan. 
 New Hires, Transfers, Promotions—Individuals hired, promoted or transferred into an eligible position during the plan year (prior to November)
will be eligible for a prorated award based on the actual period of employment in that position during the year. 
 Plan Design
Criteria—The plan has been designed to operate in a normal business environment. If unusual business conditions occur that generate unusually high or low increases in EPS, the Plan may be amended to take those conditions into consideration.

 Approvals—The Chairman will administer the Plan and have the authority to interpret all provisions and to make any rules and
regulations necessary to administer the Plan in his sole discretion. All incentive award payments under this Plan are subject to the approval of the Chairman and the Committee. The Board of Directors must approve the Chairman’s incentive award.

 Nothing in this plan shall constitute an agreement by HRH to employ participants for a fixed term. The participants shall remain at-will
employees of HRH. 
 HRH expects to continue this plan indefinitely, but reserves the right to change or terminate the plan at any time.Schlumberger Limited Supplementary Benefits Plan, First Amendment dated 1/1/2004

  
 Exhibit 10.5 
  
 SCHLUMBERGER LIMITED SUPPLEMENTARY BENEFITS PLAN 
  
 (As Established Effective June 1, 1995) 
  
 First Amendment 
  
 Schlumberger Limited, a Netherlands Antilles corporation (the “Company”), having reserved the right under
Section 7.2 of the Schlumberger Limited Supplementary Benefit Plan, as established effective June 1, 1995, to amend the Plan, does hereby amend the Plan, effective as of January 1, 2004, as follows: 
  

	 	1.	 	Section 3.3(a) of the Plan is hereby amended by deleting the phrase: 

  
 “provided, however, that such a Defined Benefit Restoration Benefit shall only be paid to or in respect of a Participant who terminates Active
Service after attaining age 55,” 
  
 and
replacing it with: 
  
 “provided, however, that such a
Defined Benefit Restoration Benefit shall only be paid to or in respect of a Participant who terminates Active Service after attaining age 50,” 
  
 each time such phrase appears in this Section. 
  

	 	2.	 	Section 4.3(a) of the Plan is hereby amended by deleting the phrase “after attaining age 55” and replacing it with the phrase “after attaining age 50” each
time it appears therein. 

  

	 	3.	 	Section 5.1 of the Plan is hereby amended by deleting the first sentence thereof and replacing it with the following: 

  
 “Vesting: A Participant shall become vested in the benefits payable
under Sections 3.3 and 4.3 hereof at the same time that he becomes vested under the applicable Qualified Plan; provided however, that in order to become vested in the Defined Benefit Restoration Benefit and the Section 415 Defined Benefit
Restoration Benefit, the Participant must attain age 50 before he terminates Active Service.” 
  

 84Schlumberger Limited Restoration Savings Plan, First Amendment dated 1/1/2004

  
 Exhibit 10.9 
  
 SCHLUMBERGER LIMITED 
 RESTORATION SAVINGS PLAN 
  
 (As
Established Effective June 1, 1995) 
  
 First Amendment 
  
 Schlumberger Limited, a Netherlands Antilles corporation (the
“Company”), having reserved the right under Section 8.2 of the Schlumberger Limited Restoration Savings Plan, as established effective June 1, 1995, to amend the Plan, does hereby amend the Plan, effective as of January 1,
2004, as follows: 
  

	 	1.	 	Section 4.1 of the Plan is hereby amended by deleting the first paragraph thereof and replacing it with the following: 

  
 “Except as provided in Section 4.2, an Eligible employee may
irrevocable elect to defer, in any whole percentage, an amount from 1% to 15% of such Eligible Employee’s Excess Compensation.” 
  

 85Form of Incentive Stock Option Agreement

 EXHIBIT 10.1 
 STEPAN COMPANY 
 INCENTIVE STOCK OPTION AGREEMENT 
 2006 INCENTIVE COMPENSATION PLAN 
 THIS
AGREEMENT, dated as of the ___ day of _______, 20___ and entered into by and between Stepan Company, a Delaware corporation (the “Company”), and _______ (the “Participant”). 
 WITNESSETH THAT: 
 IT IS AGREED, by and
between the parties hereto, as follows: 
 1. In accordance with the provisions of Stepan Company 2006 Incentive Compensation Plan (the
“Plan”), the Company hereby grants to the Participant an Incentive Stock Option to purchase a total of ______ shares of common stock of the Company (“Common Stock”). The option price of each share of Common Stock subject to this
Agreement shall be $            . The right to exercise the option shall be subject to the terms and conditions of the Plan and this Agreement, shall not be exercisable until the
Participant completes two (2) years of employment with the Company following the date first written above and shall expire at the earliest of eight (8) years after the date first written above; the date established by the Compensation and
Development Committee of the Board of Directors (the “Committee”) at the time of the grant; the date which is three months after the date the Participant’s employment with the Company is terminated by reason of his normal retirement
(or early retirement with the Company’s approval) or by reason of death; twelve months after the date the Participant’s employment is terminated by reason of his becoming disabled; or the date on which the Participant’s employment
with the Company is terminated for any other reason. 
 2. This option may be exercised in whole or in part by filing a written notice with
the Secretary of the Company at its corporate headquarters prior to the date the option expires. Such notice shall specify the number of shares of Common Stock which the Participant elects to purchase and shall be accompanied by payment of the
option price for such shares. Subject to the provisions of the following sentence, payment shall be cash or by check payable to the Company. All or a portion of such required amount may be paid by delivery of shares of Common Stock having an
aggregate fair market value which is equal to the amount of cash which would otherwise be required. 
 3. In the event of a corporate
transaction involving the Company (including, without limitation, any stock dividend, stock split, extraordinary cash dividend, recapitalization, reorganization, merger, consolidation, split-up, spin-off, combination or exchange of shares), the
aggregate number of shares of Common Stock subject to this Agreement and the terms of the outstanding stock options may be equitably adjusted by the Committee, in its sole discretion. 

 4. Except as otherwise provided by the Committee, the option is not assignable or transferable by the
Participant other than by will or the laws of descent and distribution and then only as provided herein, and may be exercised during the lifetime of the Participant only by the Participant and only as provided herein. If the option is exercised by
the person or persons to whom the rights of the Participant under the option shall pass by will or the laws of descent and distribution, the option may be exercised only in respect of the number of shares which the Participant could have acquired
under the option by the exercise thereof at the date of death. 
  

			
	STEPAN COMPANY
		
	BY:	 	  
		 	F. Quinn Stepan, Jr.
		 	President and Chief Executive Officer

  

			
	
		
		 	  
		 	Participant

  

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