Document:

Exhibit 10.4

Exhibit
10.4

THIRD
AMENDMENT

TO
THE

M/I
HOMES, INC. 401(k) PROFIT SHARING PLAN

(As
Restated Effective as of January 1, 1997)

WHEREAS, M/I
Homes, Inc. (the “Sponsor”) sponsors the M/I Homes, Inc. 401(k) Profit Sharing
Plan (the “Plan”); and

WHEREAS, the
Plan provides that the Sponsor may amend the Plan; and 

WHEREAS, the
Plan has been amended and restated effective as of January 1, 1997, and further
amended by the First Amendment to the Plan to conform the Plan to the laws known
as EGTRRA, the Second Amendment to the Plan, and an numbered amendment to
conform the Plan to the final regulations under Section 401(a)(9) of the
Internal Revenue Code of 1986, as amended (“Code”); and 

WHEREAS, the
Sponsor desires to amended the Plan in order to comply with the regulations
under the automatic rollover safe harbor provisions of Code Section
401(a)(31)(A) and applicable regulations thereunder;

NOW
THEREFORE, effective
on and after March 28, 2005, the Plan shall be amended by deleting Section 11.04
in its entirety, and replacing it with the following:

11.04 Consent
and Cash-Out Requirements

If a
Participant is eligible to receive a distribution pursuant to Section 6, 7, 8 or
9.01 and the value of his vested Account does not exceed $1,000, the Participant
(or Beneficiary in the case of the Participant’s death) will receive a
distribution of his vested Account in the form of a lump sum as soon as
administratively feasible following the date he is first eligible to receive a
distribution from the Plan. 

If a
Participant is eligible to receive a distribution pursuant to Section 6, 7, 8 or
9.01, or is otherwise eligible to receive a distribution from his Account, and
the value of his vested Account exceeds $1,000, the Participant must consent to
the receipt of a distribution made from the Plan if distributed prior to the
later of the date the Participant attains his Normal Retirement Age or age 62,
except that the consent of the Participant is not required prior to the
commencement of a distribu-tion pursuant to Code Section 401(a)(9) or
415. 

A
Participant’s election to receive a distribution from the Plan prior to his
attainment of the later of age 62 or his Normal Retirement Age will not be valid
unless (a) the Participant has received a general description of the
material features and the relative values of the forms of benefits (hereinafter
referred to as “description”) under the Plan; and (b) the Participant has
been informed that he has the right to postpone a distribution from the Plan
until the later of age 62 or his Normal Retirement Age. The Participant will be
provided with such description not less than 30 days and not more than 90 days
prior to the date his benefits are scheduled to commence, provided that a
distribution may be made to the Participant prior to such 30-day period,
provided the Participant has been informed that he has a right to a period of at
least 30 days after receiving the description to consider the decision of
whether to elect a distribution from the Plan and the Participant, after
receiving such information, affirmatively elects a distribution prior to such
30-day period. 

IN
WITNESS WHEREOF, the
Sponsor has caused this Amendment to be executed by its duly authorized
officer.

M/I
Homes, Inc.

	
      Date:
	 
	 	 
	 	 
	
      By:
	 
	 	 
	 	 
	
      Name:
      
	 
	 	 
	 	 
	
      Title:Exhibit 10.18

Exhibit
10.18

THIRD
AMENDMENT TO

M/I
HOMES, INC.

DIRECTOR
DEFERRED COMPENSATION PLAN

WHEREAS,
M/I Homes, Inc. (“Company”) adopted the M/I Homes, Inc. Director Deferred
Compensation Plan (“Plan”) to provide its Directors with an opportunity to defer
all or a portion of their Eligible Compensation and to invest in the Company’s
Common Shares;

WHEREAS,
the Company also retained in Section 10 of the Plan the right to amend the Plan
at any time;

NOW,
THEREFORE, effective January 1, 2005:

	 	
      1.
	
      Plan
      Section 4.B is amended by deleting the first sentence thereof and by
      substituting the following therefor:

	 	
      
	
      With
      respect to each Plan Year, a Participant may elect to have a percentage of
      his Eligible Compensation which is to be paid to him by the Company, for
      the Plan Year in question, allocated to his Deferred Compensation Account
      and paid on a deferred basis pursuant to the terms of the Plan.
      

IN
WITNESS WHEREOF, the Company has caused this Amendment to be executed by a duly
authorized officer.

M/I
HOMES, INC.

By:__________________________________

_____________________________________

                 
Name (Please Print)

Title:_________________________________Exhibit 10.26

Exhibit
10.26

M/I
Homes

Award
Formulas and Performance Goals

Chairman
and Chief Executive Officer

Effective
January 1, 2005

In
accordance with the terms of the M/I Homes 2004 Executive Officer Compensation
Plan (the “Plan”), the Compensation Committee (the “Committee”) shall, for each
Participant, establish the award formulas and performance goals (as those terms
are defined in the Plan) annually to be measured to determine the amount of
bonus awards for each Plan Year. The following are the performance goals and
award formulas for the 2005 Plan Year for the Chairman/Chief Executive Officer.
As stated in the Plan, the maximum amount that any Executive Officer can receive
in one year is 500% of his 2004 base salary. 

	
      I.
	 	
      Actual
      Net Income:
       In the event the actual net income of the Company is at least 75% of
      budgeted net income, the Chairman/Chief Executive Officer will receive 70%
      of December 31 base salary. A maximum of 219% will be earned at 100% of
      budgeted income achievement; 9% higher than 2004’s achievement.
      

	 	 	 
	
      II.
	 	
      Customer
      Service:
      If 92% of the Company’s homeowners respond “yes” to Question #14 on the
      related questionnaire, the Chairman/Chief Executive Officer will receive
      50% of December 31 base salary. A maximum bonus of 73% will be earned at
      100% customer satisfaction achievement. If the actual net income of the
      Company is less than 50% of budget, a bonus will not be earned for this
      criteria.

	 	 	 
	
      III.
	 	
      Return
      on Beginning Equity (“ROE”): 
      If the ROE of the Company is 10%, the Chairman/Chief Executive Officer
      will receive 50% of December 31 base salary, with the amount increasing to
      a maximum of 73% at a 20% ROE achievement.

2005 cash
bonus is capped at 350% of 12/31/05 base salary.

PAYMENT

The
individual must be employed in this capacity with the Company on the date
bonuses are distributed to receive a bonus. No amounts are considered due or
payable if the employment relationship with the Company is terminated.

ACKNOWLEDGED:

	 	 	 
	
      Name
	 	
      DateExhbit 10.27

Exhibit
10.27

M/I
Homes

Award
Formulas and Performance Goals

Chief
Operating Officer

Effective
January 1, 2005

In
accordance with the terms of the M/I Homes 2004 Executive Officer Compensation
Plan (the “Plan”), the Compensation Committee (the “Committee”) shall, for each
Participant, establish the award formulas and performance goals (as those terms
are defined in the Plan) annually to be measured to determine the amount of
bonus awards for each Plan Year. The following are the performance goals and
award formulas for the 2005 Plan Year for the Chief Operating Officer. As stated
in the Plan, the maximum amount that any Executive Officer can receive in one
year is 500% of his 2004 base salary.

	
      I.
	 	
      Actual
      Net Income:
      In the event the actual net income of the Company is at least 75% of
      budgeted net income, the Chief Operating Officer will receive 70% of
      December 31 base salary. A maximum of 219% will be earned at 100% of
      budgeted income achievement; 9% higher than 2004’s achievement.
      

	 	 	 
	
      II.
	 	
      Customer
      Service:
      If 92% of the Company’s homeowners respond “yes” to Question #14 on the
      related questionnaire, the Chief Operating Officer will receive 50% of
      December 31 base salary. A maximum bonus of 73% will be earned at 100%
      customer satisfaction achievement. If the actual net income of the Company
      is less than 50% of budget, a bonus will not be earned for this
      criteria.

	 	 	 
	
      III.
      
	 	
      Return
      on Beginning Equity(“ROE”):
      If the ROE of the Company is 10%, the Chief Operating Officer will receive
      50% of December 31 base salary, with the amount increasing to a maximum of
      73% at a 20% ROE achievement.

2005 cash
bonus is capped at 350% of 12/31/05 base salary.

PAYMENT

The
individual must be employed in this capacity with the Company on the date
bonuses are distributed to receive a bonus. No amounts are considered due or
payable if the employment relationship with the Company is terminated.

ACKNOWLEDGED:

	 	 	 
	
      Name
	 	
      DateExhibit 10.28

Exhibit
10.28

M/I
Homes

Award
Formulas and Performance Goals

Chief
Operating Officer

Effective
January 1, 2005

In
accordance with the terms of the M/I Homes 2004 Executive Officer Compensation
Plan (the “Plan”), the Compensation Committee (the “Committee”) shall, for each
Participant, establish the award formulas and performance goals (as those terms
are defined in the Plan) annually to be measured to determine the amount of
bonus awards for each Plan Year. The following are the performance goals and
award formulas for the 2005 Plan Year for the Chief Operating Officer. As stated
in the Plan, the maximum amount that any Executive Officer can receive in one
year is 500% of his 2004 base salary.

	
      I.
	 	
      Actual
      Net Income:
      In the event the actual net income of the Company is at least 75% of
      budgeted net income, the Chief Operating Officer will receive 70% of
      December 31 base salary. A maximum of 219% will be earned at 100% of
      budgeted income achievement; 9% higher than 2004’s achievement.
      

	 	 	 
	
      II.
	 	
      Customer
      Service:
      If 92% of the Company’s homeowners respond “yes” to Question #14 on the
      related questionnaire, the Chief Operating Officer will receive 50% of
      December 31 base salary. A maximum bonus of 73% will be earned at 100%
      customer satisfaction achievement. If the actual net income of the Company
      is less than 50% of budget, a bonus will not be earned for this
      criteria.

	 	 	 
	
      III.
      
	 	
      Return
      on Beginning Equity(“ROE”):
      If the ROE of the Company is 10%, the Chief Operating Officer will receive
      50% of December 31 base salary, with the amount increasing to a maximum of
      73% at a 20% ROE achievement.

2005 cash
bonus is capped at 350% of 12/31/05 base salary.

PAYMENT

The
individual must be employed in this capacity with the Company on the date
bonuses are distributed to receive a bonus. No amounts are considered due or
payable if the employment relationship with the Company is terminated.

ACKNOWLEDGED:

	 	 	 
	
      Name
	 	
      Date

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