Document:

Specimen Certificate of Registrant's Common Stock

 Exhibit 4.01 
 

 
  
 Exhibit 4.01

 EOA 
 ELECTRONIC ARTS TM 
 THIS CERTIFICATE IS TRANSFERABLE IN SOUTH ST. PAUL, MN 
 INCORPORATED UNDER THE LAWS OF THE STATE OF DELAWARE 
 CUSIP 285512 10 9 
 SEE REVERSE FOR CERTAIN DEFINITIONS 
 THIS CERTIFICATES 
 is the owner of 
 FULLY PAID AND NON-ASSESSABLE SHARES OF THE COMMON STOCK ($.01 PAR VALUE) OF 
 ELECTRONIC ARTS INC. 
 transferrable on the books of the Corporation by the holder hereof in person or by duly authorized attorney on surrender of this certificate properly endorsed. This certificate is not valid until countersigned and registered by the
Transfer Agent and Registrar. 
 WITNESS the facsimile seal of the Corporation and the facsimile signatures of its duly
authorized officers. 
 Dated 
 Secretary 
 ELECTRONIC ARTS INC. 
 INCORPORATED 
 SEPTEMBER 19, 1991 
 DELAWARE 
 Chairman 
 Countersigned and Registered: 
 Wells Fargo Bank, N.A. 
 By: 
 Transfer Agent and Registrar 
 Authorized Officer 

 

 
  
 EA 
 ELECTRONIC ARTSTM 
 The statement of the rights, preferences, privileges and restrictions granted to or imposed upon the respective classes and series of shares authorized to be issued and upon the holders thereof, may be obtained upon request and
without charge from the Corporation at its principal executive offices. 
 The following abbreviations, when used in the
inscription on the face of this certificate, shall be construed as though they were written out in full according to applicable laws or regulations: 
 TEN COM – as tenants in common 
 TEN ENT – as tenants by the entireties 
 JT TEN – as joint tenants with right of survivorship and not as tenants in common 
 UNIF TRF MIN ACT- Custodian (until age ) 
 Cust 
 under Uniform Transfers 
 Minor 
 to
Minors Act 
 State 
 Additional abbreviations may also be used through not in the above list. 
 For value received,
hereby sell, assign and transfer unto 
 PLEASE INSERT SOCIAL SECURITY OR OTHER IDENTIFYING NUMBER OF ASSIGNEE 
 PLEASE PRINT OR TYPEWRITE NAME AND ADDRESS INCLUDING POSTAL ZIP CODE OF ASSIGNEE 
 Shares of the Common Stock represented by the within Certificate, and do hereby irrevocably constitute and appoint 
 Attorney to transfer the said stock on the books of the within-named Corporation with full power of substitution in the premises.

 Dated, 
 NOTICE: THE SIGNATURE TO THIS ASSIGNMENT MUST CORRESPOND WITH THE NAME AS WRITTEN UPON THE FACE OF THE CERTIFICATE IN EVERY PARTICULAR, WITHOUT ALTERATION OR ENLARGEMENT, OR ANY CHANGE WHATEVER. 
 Signature GuaranteedFirst Amendment to the EA Deferred Compensation Plan

 Exhibit 10.58 
 Execution Copy 
 First Amendment 
 to the 
 Electronic Arts Inc. Deferred Compensation Plan, 
 As Amended and Restated as of January 1, 2005 
 WHEREAS, Electronic Arts Inc. (the “Company”) sponsors the Electronic Arts Inc. Deferred Compensation Plan, As Amended and Restated as of January 1, 2005 (the “Plan”); and 
 WHEREAS, the Company wishes to amend the provisions of the Plan relating to the deferral of annual bonuses; and 
 WHEREAS, the Company reserves the right to amend the Plan pursuant to Section 10.2 thereof; 
 NOW, THEREFORE, effective January 1, 2008, the Plan is amended as follows: 
 1.    The following provisions shall be added at the end of Section 3.1(a) Annual Base Salary, Annual Bonus and Director
Fees: 
 Effective for deferral elections made during any Plan Year commencing on or after January 1, 2008, a Participant may elect
to defer, as his or her Annual Deferral Amount, Annual Base Salary and/or Director Fees in the following minimum amount: 
  

			
	Deferral	  	Minimum Amount
	Annual Base Salary	  	$5,000
	Director Fees	  	$5,000

 If an election is made for less than such minimums or if no election is made, the amount deferred
shall be zero. 
 2.    The following provisions shall be added at the end of Section 3.2(a) Annual Base Salary,
Annual Bonus and Director Fees: 
 Effective for deferral elections made during any Plan Year commencing on or after January 1,
2008, a Participant may elect to defer, as his or her Annual Deferral Amount, Annual Base Salary and/or Director Fees up to the following maximum percentages for each deferral elected: 
  

			
	Deferral	  	Maximum Percentage
	Annual Base Salary	  	75%
	Director Fees	  	100%

 IN WITNESS WHEREOF, the Company has signed this First Amendment to the Plan as of this 12th day of
August, 2008. 
 Electronic Arts Inc. 
 By: /s/ John Andrews 
 Title: VP, HR OperationsEagle Materials Inc. Salaried Incentive Compensation Program

 Exhibit 10.1 
 EAGLE MATERIALS INC. 
 SALARIED INCENTIVE COMPENSATION PROGRAM 
 FOR FISCAL YEAR 2010 
 1. Purpose

 The purpose of the Eagle Materials Inc. Salaried Incentive Compensation Program for Fiscal Year 2010 (the “Plan”) is to
establish an incentive bonus program which: (i) focuses on the performance of Eagle Materials Inc. (the “Company”) as well as individual performance; and (ii) aligns the interest of participants with those of the Company’s
shareholders. The Plan is adopted by the Compensation Committee of the Board of Directors (the “Committee”) under the structure of the Company’s Incentive Plan, as amended, (the “Incentive Plan”) and is subject to all the
terms and conditions of such Incentive Plan, including, without limitation the limits set forth in Section 8 of the Plan. The Plan shall be in effect for the fiscal year ending March 31, 2010. 
 2. Eligibility 
 The Company’s Chief
Executive Officer (the “CEO”) and his direct reports are eligible to participate in the Plan. The CEO may also include in the Plan additional exempt salaried employees at the corporate level of the Company. 
 Participants must be an exempt salaried manager or professional. No hourly or non-exempt employee may participate. Participants in the Plan may not
participate in any other Company incentive plan providing for monetary awards, except for the Eagle Materials Long Term Compensation Program and the Eagle Materials Special Situation Program. 
 3. Bonus Pool 
 To ensure reasonableness and
affordability, available funds for bonus payments under the Plan are to be determined as a percentage of earnings before interest and taxes (“EBIT”) of the Company. The actual percentage may vary from year to year as recommend by the CEO
and approved by the Committee. For Fiscal Year 2010, 1.2% of the Company’s EBIT will fund the corporate bonus pool. 
 Participants must
be employed on March 31, 2010 to be eligible for any bonus award. Awards may be adjusted for partial year participation for participants who enter the program after April 1, 2009. 
 4. Allocation of Corporate Pool 
 At the
beginning of the fiscal year goals and objectives shall be established for each participant. The actual bonus award paid at the end of the fiscal year shall be based on the individual participant’s performance relative to the previously
established goals and objectives. Except with respect to the CEO, each participant’s allocated percentage of the corporate pool, his/her goals and objectives and his/her individual performance relative to the goals and objectives (and bonus
award) shall be recommended by the CEO and approved and certified by the Committee. The CEO’s allocated percentage of the corporate pool, his/her goals and 

 
objectives and his/her individual performance (and bonus award) shall be approved and certified by the Committee. For each participant, the maximum annual
bonus award opportunity is represented by the percentage of the corporate pool assigned to such participant. 
 5. Goals and Objectives 

 The goals and objectives to be used for participants in the Plan may be comprised of objective and subjective criteria and should
generally have a broader scope than the goals and objectives for subsidiary companies. However, at the same time the goals must also contain specific criteria regarding execution that links subsidiary company performance to corporate performance. By
way of example and not limitation, these goals and objectives could focus on operational criteria, the interaction between corporate and subsidiaries as a way of gauging the successful execution of business plans, strategic execution criteria,
criteria relating to shareholder alignment and investor relations, interaction and communication with the board, performance relative to the responsibilities associated with being publicly traded company, organizational development and leadership
skills. 
 6. Plan Administration 
 The Plan shall be administered by the Committee, which shall have full and exclusive power to interpret this Plan and to adopt such rules, regulations and guidelines for carrying out this Plan as it may deem necessary or appropriate in its
sole discretion. All decisions of the Committee shall be binding and conclusive on the participants. The Committee shall determine all terms and conditions of the bonus awards. 
 No member of the Committee shall be liable for anything done or omitted to be done by him or by any member of the Committee in connection with the
performance of any duties under this Plan, except for his own willful misconduct or as expressly provided by statute. 
 7. No Employment
Guaranteed 
 No provision of this Plan hereunder shall confer any right upon any executive officer to continued employment.

 8. Governing Law 
 This Plan and
all determinations made and actions taken pursuant hereto, shall be governed by and construed in accordance with the laws of the State of Texas, without reference to any conflicts of law principles thereof that would require the application of the
laws of another jurisdiction. 
  

 - 2 -Eagle Materials Inc. Cement Companies Salaried Incentive Compensation Program

 Exhibit 10.2 
 EAGLE MATERIALS INC. 
 CEMENT COMPANIES 
 SALARIED INCENTIVE COMPENSATION PROGRAM 
 FOR FISCAL YEAR 2010 
 1. Bonus Pool 
 To insure reasonableness and affordability the available funds for bonus payments are determined as a percent of earnings of the cement companies of Eagle Materials Inc. The actual percentage may vary from year to
year. 
 For Fiscal Year 2010, the bonus pool for each subsidiary cement company will be equal to 2.25% of each company’s operating
profit. 
 Participants must be employed at fiscal year-end to be eligible for any bonus award. Awards may be adjusted for partial year
participation for participants added during a year. 
 Eagle Materials CEO retains the final right of interpretation and administration of
the plan and to amend or terminate the plan at any time. 
 2. Eligibility 
 The Eagle Materials Cement EVP, the subsidiary cement company Presidents, and his/her direct reports will be participants in the plan. Additional
participants who have management responsibilities or are in a professional capacity that can measurably impact earnings may be recommended by subsidiary cement company presidents subject to the approval of the Eagle Materials Cement EVP and the
Eagle Materials CEO. The addition of new participants will not affect the total pool available but will in effect dilute the potential bonuses of the original participants. 
 A participant must be an exempt salaried manager or professional. No hourly or non-exempt employee may participate. Participants in this plan may not
participate in any other company incentive plan with monetary awards, except for the Cement Companies Long Term Compensation program, the Eagle Materials Long Term Compensation Program and the Eagle Materials Special Situation Program. 

3. Allocation of Pool 
 The subsidiary
cement company Presidents will be eligible for 20%—30% of the pool funded from their respective subsidiary company. The subsidiary cement company Presidents will recommend the distribution of the remainder of their subsidiary company pool. The
participants in the plan and their percentage of the pool will require approval of the Eagle Materials Cement EVP and Eagle Materials CEO at the beginning of the fiscal year for which the bonus is being earned. For example: 
  

				
	 Participant
	  	% of Pool Available	 
	 Company President
	  	27	%
	 Plant Manager
	  	15	%
	 Vice President, Sales
	  	13	%
	 Vice President, Finance
	  	9	%
	 Production Manager
	  	7	%
	 Maintenance Manager
	  	7	%
	 Executive Vice President
	  	22	%
		  	 	 
	 Total
	  	100	%

 The subsidiary cement company President’s bonus opportunity will be 50% specific, objective goals
and 50% discretionary as determined by Eagle Materials Cement EVP taking into consideration overall job performance and compliance with Eagle Materials Policies and Code of Ethics. All participants in the plan must have the ability to significantly
affect the performance of the subsidiary company by achieving measurable, quantifiable, objectives. The subsidiary cement company Presidents will determine the objective and discretionary balance of bonus opportunities for the participants in their
companies, subject to approval by Eagle Materials Cement EVP and Eagle Materials CEO. 
 4. Objective Criteria  
 Objective setting is essential to an effective incentive compensation plan and should be measurable and focus on areas that have meaningful impact on our
operational performance. Having selected objectives, it is also important to establish a reference point for that objective which indicates expected performance. 
 In addition to consideration of the budget plan as a reference, we will consider historic performance of a facility, equipment design standards, industry standards, comparable values from other companies or like
situations and any other qualified source or established reference points or basis for determining performance. 
 To illustrate the need for
the selection of an objective, the reference point and how performance deviation from the reference point is judged, take safety, for example. Let’s suppose a company plans 0 lost time accidents, which is reasonable to plan. If they have 1 lost
time accident, is the performance a total failure, poor, fair or reasonable? If they have 2 lost time accidents, is the performance unacceptable, poor, fair or reasonable? From this information it would be difficult to assess their overall safety
performance. We could give consideration to the number of incidents requiring doctor’s treatment. We could include an evaluation of worker’s compensation claims or dollars spent. As an alternative to these, we could use industry statistics
available from an authoritative source such as MSHA or PCA which show accident frequency and severity ratio for comparable facilities. We could establish a mean or average as our reference point, based on accident frequency and severity, and agree
to a bonus adjustment according to our percentile ranking with comparable industry. 
  

 - 2 - 

 Another example might be the case of a kiln chain system that is allowed to deteriorate. This would tend
to lower thermal efficiency and clinker production rate, but could increase kiln available hours because we didn’t take the necessary down time to repair the chain system. A plan built on this premise might have TPH clinker production and BTU
per ton statistics lower than historical performance but kiln up time shown as higher. Rather than using plan as the reference point for these criteria, we might use historical performance for TPH clinker, BTU/ton and a combination of historical and
industry average for kiln up time. The intent would be to cause a focus on the issue of not deferring maintenance. 
 Because our
basic products are commodities, the level of prices in a given market area is established by supply and demand over which local management has little control. Through price leadership, local management can affect prices in a small range around
supply-demand equilibrium. Accordingly, one of the performance criteria might still be pricing, but this does not indicate that an overall bad or good market is itself a performance indicator of local management. For bonus purposes, they should
neither be penalized nor rewarded for the general economic conditions. 
 Fixed assets is another area over which local management exercises
limited control. Each manager basically has to work with the fixed assets he is assigned. Local management can exercise considerable control over current assets such as receivables and inventory but, as a heavily capitalized industry with limited
transportability, local management essentially has to do the best they can with the PP&E they are assigned. 
 Typical examples for
consideration: 
  

	 	•	 	 Sales 

  

	 	•	 	 Volumes, tons 

  

	 	•	 	 Mill nets 

  

	 	•	 	 Gross Margins 

  

	 	•	 	 Accuracy of monthly reprojections 

  

	 	•	 	 Production costs 

  

	 	•	 	 Terminal Expenses 

  

	 	•	 	 Controlling capital projects 

  

	 	•	 	 Safety 

  

	 	•	 	 Housekeeping & Appearance 

  

	 	•	 	 Production - Efficiency 

  

	 	•	 	 Clinker tons per hour 

  

	 	•	 	 Cement tons per hour 

  

	 	•	 	 BTU’s per ton of clinker 

  

	 	•	 	 % utilization on kiln 

  

	 	•	 	 Productivity 

  

	 	•	 	 Clinker tons per year 

  

 - 3 - 

	 	•	 	 Cement tons per year 

  

	 	•	 	 Overhead Cost 

  

	 	•	 	 T & E 

  

	 	•	 	 Bad debt expense 

  

	 	•	 	 Working capital - 

  

	 	•	 	 Reducing spare parts inventory 

  

	 	•	 	 Receivables - stated as DSO 

  

	 	•	 	 Inventory R&O, raw materials, fuel, payables or process 

  

	 	•	 	 Quality - 

  

	 	•	 	 Cement uniformity, specific product application 

  

	 	•	 	 Clinker standard deviation 

  

	 	•	 	 Long-term planning 

  

	 	•	 	 Reserves 

  

	 	•	 	 Environmental compliance 

  

	 	•	 	 Maintenance - protection of assets 

  

	 	•	 	 Personnel 

  

	 	•	 	 Organization 

  

	 	•	 	 Training 

  

	 	•	 	 Replacement 

  

	 	•	 	 Union relations 

  

	 	•	 	 Other profits 

  

	 	•	 	 Sale of surplus assets 

  

	 	•	 	 Lease or rental income 

 5. Measuring
Performance 
 At the close of the fiscal year, each subsidiary cement company President will review the performance of their
subsidiary company versus the objectives submitted at the beginning of the year and recommend to Eagle Materials Cement EVP distribution of the bonus pool to the participants. Distribution of the bonus pool requires approval of both Eagle Materials
EVP and CEO. 
 Any portion of the Company Operating Pool not paid out (unearned) or forfeited will be added to the Special Situation
Program (the “SSP”) at Corporate. 
 At any time during the fiscal year each cement company President may also recommend to
the Eagle Materials Cement EVP and CEO an SSP award to recognize outstanding individual performances. 
  

 - 4 -

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