Document:

Exhibit 10-M

    
      

    

    Exhibit
      10-M

    

    SELECT
      RETIREMENT PLAN

    Amended
      through October 1, 2006

    

    Section
      1. Introduction.
      On June
      9, 1994, the Company established this Plan for the purpose of providing
      voluntary retirement incentives to selected U.S. Company employees who are
      assigned to Leadership Levels 1 through 5 of the Company, or their equivalent,
      constituting a select group of management or highly compensated employees.
      

     

    Section
      2. Definitions.
      As used
      in the Plan, the following terms shall have the following meanings,
      respectively:

    

    
      	 	
              2.01

            	
              "Benefit
                Equalization Plan"
                or
                "BEP"
                means the Ford Motor Company Benefit Equalization Plan, as it may
                be
                amended.

            

    

    

    
      	 	
              2.02

            	
              "Company"
                shall mean Ford Motor Company and such of the subsidiaries of Ford
                Motor
                Company as, with the consent of Ford Motor Company, shall have adopted
                this Plan.

            

    

    

    
      	 	
              2.03

            	
              "Contributory
                Service"
                means, without duplication, the years and any fractional year of
                contributory service at retirement, not exceeding one year for any
                calendar year, of the Eligible Executive under the General Retirement
                Plan.

            

    

    

    
      	 	
              2.04

            	
              "Credited
                Service"
                means, without duplication, the years and any fractional year of
                credited
                service at retirement, not exceeding one year for any calendar year,
                of
                the Eligible Executive under the General Retirement
                Plan.

            

    

    

    
      	 	
              2.05

            	
              "Deferred
                Equalization Plan"
                or
                "DEP"
                means the Ford Motor Credit Company Deferred Equalization Plan, as
                it may
                be amended.

            

    

    

    
      	 	
              2.06

            	
              "Eligible
                Executive"
                means a full time Company employee who
                is

            

    

    

    
      	
            	(i)	
              at
                least age 55 as of the Retirement Effective Date, except as otherwise
                provided in Section 8, and who has at least ten years of service
                recognized for eligibility to receive a benefit under the General
                Retirement Plan as of the Retirement Effective
                Date,

            

    

    

    
      	
            	(ii)	
              assigned
                to Leadership Levels 1 through 5 of the Company, or their equivalents,
                

            

    

    

    
      	
            	(iii)	
              selected
                by the Company to participate in the Select Retirement Plan,
                and

            

    

    

    
      	
            	(iv)	
              in
                good standing as of the last day of
                employment.

            

    

    

    
      	 	
              An
                Eligible Executive shall not include a Company employee who is an
                employee
                of Jaguar Cars, a division of the Company, until such an employee
                becomes
                a participant in one or more of the Retirement Plans, and then only
                to the
                extent of service recognized under such Retirement Plans for benefit
                calculation purposes. 

            

    

     

    
      	 	
              2.07

            	
              "Executive
                Separation Allowance Plan" or
                "ESAP"
                means the Ford Motor Company Executive Separation Allowance Plan,
                as it
                may be amended.

            

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

    
      	 	
              2.08

            	
              "General
                Retirement Plan"
                or
                "GRP"
                means
                the Ford Motor Company General Retirement Plan, as it may be
                amended.

            

    

    

    
      	 	
              2.09

            	
              "Internal
                Revenue Code" or "Code"
                means the Internal Revenue Code of 1986, as amended from time to
                time.

            

    

    

    
      	 	
              2.10

            	
              "Plan"
                means the Select Retirement Plan of Ford Motor Company, as it may
                be
                amended.

            

    

    

    
      	 	 	
              2.11

            	
              "Retired
                Executive"
                means an Eligible Executive who retires from the Company under the
                terms
                and conditions of this Plan on the Retirement Effective Date.
                

            

    

    

    
      	 	
              2.12

            	
              "Retirement
                Effective Date"
                means the date designated by the Company. Such Retirement Effective
                Date
                shall be only on the first of a month. For purposes of determining
                the
                minimum 15% improvement described in Section 5.01, if a Retired Executive
                commences receiving a GRP benefit on or after the date on which the
                Retired Executive attains age 65, Retirement Effective Date means
                the date
                the Retired Executive commences receipt of the GRP
                benefit.

            

    

    

    
      	 	
              2.13

            	
              "Retirement
                Plans"
                means the General Retirement Plan, the Benefit Equalization Plan,
                the
                Supplemental Executive Retirement Plan, the Executive Separation
                Allowance
                Plan and the Deferred Equalization
                Plan.

            

    

    

    
      	 	
              2.14

            	
              "Select
                Benefits" means
                the retirement benefits described in Section 5 of this
                Plan.

            

    

    

    
      	 	
              2.15

            	
              "Separation
                From Service"
                means termination from Company
                employment.

            

    

    

    
      	 	
              2.16

            	
              "Specified
                Employee " means
                an employee of the Company who is a Key Employee
                as defined in Code Section 416(i) without regard to paragraph 5 thereof.
                A
                Specified Employee shall be identified as of December 31st
                of
                each calendar year and shall apply to any Specified Employee who
                shall
                incur a Separation From Service in the 12-month period commencing
                January
                1, of the immediately succeeding calendar year. This provision is
                effective for Specified Employees who incur a Separation From Service
                on
                or after January 1, 2005.

            

    

     

    
      	 	
              2.17

            	
              "Subsidiary"
                shall mean, as applied with respect to any person or legal entity
                specified, (i) a person or legal entity with a majority of the voting
                stock of which is owned or controlled, directly or indirectly, by
                the
                person or legal entity specified or (ii) any other type of business
                organization in which the person or legal entity specified owns or
                controls, directly or indirectly, a majority
                interest.

            

    

    

    
      	 	
              2.18

            	
              "Supplemental
                Executive Retirement Plan"
                or
                "SERP"
                means the Ford Motor Company Supplemental Executive Retirement Plan,
                as it
                may be amended.

            

    

    

    Section
      3. Agreement to Participate

    

    
      	
            	3.01	
              Effective
                Agreement.
                An Eligible Employee who is eligible to receive Select Benefits under
                the
                Plan must submit to the Company a completed and signed agreement
                stating
                that his or her participation in the Plan is voluntary prior to receiving
                such Select Benefits. The Company shall provide a form agreement
                for this
                purpose and no other agreement or form shall be used for this
                purpose.

            

    

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

       

    

    
      	
            	3.02	
              Revocation
                of Agreements.
                An Eligible Executive may revoke an agreement provided in accordance
                with
                Section 3.01 by giving written notice to the Company no later than
                seven
                (7) days after the date on which the Eligible Executive submitted
                a signed
                agreement to the Company in accordance with Section 3.01. The
                Company shall
                provide a revocation form for this purpose and no other revocation
                or form
                shall be used for this purpose.

            

    

     

    Section
      4. Eligibility for Retirement Plans.
      The
      eligibility of an Eligible Executive to receive a benefit under this Plan shall
      be determined in accordance with the provisions of the Retirement Plans after
      giving effect to the following adjustments:

    

    Eligibility
      Service under the SERP shall be adjusted by adding three years of Eligibility
      Service to the years of Eligibility Service the Eligible Executive has attained
      as of the Retirement Effective Date; and

    

    For
      purposes of meeting the minimum eligibility requirements under Section
3
      of ESAP,
      (i) three years of Executive Roll service shall be added to the Eligible Retired
      Executive's Executive Roll Service as of the Retirement Effective Date, and
      (ii)
      three years of Contributory Service shall be added to the Eligible Executive's
      years of Contributory Service as of the Retirement Effective Date, without
      the
      requirement of employee contributions.

    

    In
      the
      event an Eligible Executive becomes eligible to receive a benefit under this
      Plan solely because of the service adjustments described above, the Select
      Benefits shall be calculated as provided in Section 5 below and shall be payable
      exclusively under this Plan rather than SERP or ESAP, as
      applicable.

    

    Section
      5. Calculation of Select Benefits. 

    

    
      	
            	5.01	
              GRP
                Select Benefits. The
                GRP Select Benefit payable to a Retired Executive shall be an amount
                equal
                to the difference between (X) and (Y) where (X) is the GRP benefit
                determined under the terms of the GRP after giving effect to the
                following
                adjustments: 

            

    

    

    Add
      three
      years to the Retired Executive's attained age as of the Retirement Effective
      Date only for the purpose of determining the applicable early retirement
      reduction factors set forth in Appendix G to the GRP and three years to the
      Retired Executive's years of Contributory Service as of the Retirement Effective
      Date, without the requirement of employee contributions; and 

    

    Final
      Average Monthly Salary for a Retired Executive under the terms of this Plan
      shall be determined as if the Retired Executive had been a Contributing member
      and received Contributory Service for three additional years after the
      Retirement Effective Date at the Retired Executive's Salary in effect as of
      the
      date immediately preceding the Retirement Effective Date;

     

    and
      (Y)
      is the GRP benefit determined under the terms of the GRP in effect as of the
      Retirement Effective Date, regardless of whether an application for GRP benefits
      has been submitted or GRP benefit payments have begun.

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

    The
      GRP
      Select Benefit determined as of the Retirement Effective Date shall be an amount
      equal to at least a fifteen percent (15%) improvement to the GRP benefit
      determined under the terms of the GRP in effect as of the Retirement Effective
      Date. If the Retired Executive's benefit under the GRP is redetermined at Age
      62
      and One Month, the GRP Select Benefit shall be redetermined and adjusted such
      that the GRP Select Benefit shall be an amount equal to at least a fifteen
      percent (15%) improvement to the GRP benefit redetermined under the terms of
      the
      GRP then in effect as of the redetermination date. 

     

    
      	 	
              5.02

            	
              SERP
                Select Benefits.
                The SERP Select Benefit applicable to a Retired Executive who is
                otherwise
                eligible, or who becomes eligible, for a SERP benefit under the terms
                of
                the SERP in effect as of the Retirement Effective Date, as modified
                by
                Section 4 of this Plan, shall be an amount equal to the difference
                between
                (X) and (Y) where (X) is the SERP benefit determined under the terms
                of
                the SERP after giving effect to the following
                adjustments:

            

    

    

    Add
      three
      years to the Retired Executive's attained age as of the Retirement Effective
      Date and three years of Credited Service to the Retired Executive's years of
      Credited Service as of the Retirement Effective Date; and

    

    The
      Final
      Five Year Average Base Salary for a Retired Executive receiving Credited Service
      immediately preceding his or her Retirement Effective Date under the terms
      of
      this Plan shall be determined as if the Retired Executive had continued to
      receive Credited Service for three additional years after the Retirement
      Effective Date at the Retired Executive's Monthly Base Salary;

     

    and
      (Y)
      is the SERP benefit determined under the terms of the SERP in effect as of
      the
      Retirement Effective Date.

    

    The
      SERP
      Select Benefit determined as of the Retirement Effective Date shall be an amount
      equal to at least a fifteen percent (15%) improvement to the SERP benefit
      determined under the terms of the SERP in effect as of the Retirement Effective
      Date. 

        

    
      	 	
              5.03

            	
              ESAP
                Select Benefits.
                The ESAP Select Benefit applicable to a Retired Executive who is
                otherwise
                eligible, or who becomes eligible, for an ESAP benefit under the
                terms of
                the ESAP in effect as of the Retirement Effective Date, as modified
                by
                Section 4 of this Plan, shall be an amount equal to the difference
                between
                (X) and (Y) where (X) is the ESAP benefit determined under the terms
                of
                the ESAP in effect as of the Retirement Effective Date after giving
                effect
                to the following adjustments: 

            

    

     

    Add
      three
      years to the Retired Executive's attained age as of the Retirement Effective
      Date; and 

    

    Add
      three
      years of service to the Retired Executive's years of service as of the
      Retirement Effective Date;

    

    and
      (Y)
      is the ESAP benefit calculated under the terms of the ESAP in effect as of
      the
      Retirement Effective Date.

     

    The
      ESAP
      Select Benefit determined as of the Retirement Effective Date shall be an amount
      equal to at least a fifteen percent (15%) improvement to the ESAP benefit
      determined under the terms of the ESAP in effect as of the Retirement Effective
      Date.

        

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

       

    

    The
      amount of any ESAP Select Benefit determined for any Leadership Level 1 or
      2
      employee (or such employee's eligible surviving spouse) shall be reduced by
      any
      GRP Select Benefit determined for such Leadership Level 1 or 2 employee (or
      such
      employee's eligible surviving spouse).

    

    
      	 	
              5.04

            	
              DEP
                Select Benefits.
                The DEP Select Benefit applicable to a Retired Executive who is otherwise
                eligible for a DEP benefit under the terms of the DEP in effect as
                of the
                Retirement Effective Date, shall be an amount equal to the difference
                between (X) and (Y) where (X) is the DEP benefit determined under
                the
                terms of the DEP after adjusting Final Average Monthly Salary as
                if the
                Retired Executive had been a Contributing member and received Contributory
                Service for three additional years after the Retirement Effective
                Date at
                the Retired Executive's Salary and (Y) is the DEP benefit determined
                under
                the terms of the DEP in effect as of the Retirement Effective
                Date.

            

    

    

    Section
      6. Payment of Select Benefits. 

    

    
      	 	
              6.01

            	
              Except
                as otherwise provided herein, payment of Select Benefits determined
                under
                Section 5 shall commence on the first day of the month following
                the date
                that is the later of the date on which the Eligible
                Executive:

            

    

    

    
      	(a)  	
              reaches
                at least age 55 with 10 years of service, except as otherwise provided
                in
                Section 8.02; or

            

    

    
      	(b)  	
              has
                a Separation From Service.

            

    

    

    
      	
            	6.02	
              Select
                Benefits shall be payable monthly from the Company's general
                funds.

            

    

    

    
      	 	
              6.03

            	
              Notwithstanding
                any other provision of the Plan to the contrary, if a Specified Employee
                incurs a Separation From Service, payment of any Select Benefit accrued
                or
                vested after December 31, 2004 shall commence no earlier than the
                first
                day of the seventh month following their Separation From Service.
                Any
                payment delayed under this Section shall not bear
                interest.

            

    

    

    
      	 	
              6.04

            	
              Payments
                to a Retired Executive shall cease at the end of the month in which
                the
                Retired Executive dies. Except as otherwise provided herein, survivor
                benefits, if any, payable with respect to any Select Benefits provided
                under this Plan shall be determined in accordance with the applicable
                Retirement Plan, other than the GRP, after giving effect to any applicable
                adjustments. Survivor benefits payable with respect to GRP Select
                Benefits
                shall be paid monthly to a Retired Executive's surviving spouse or
                other
                beneficiary designated by the Retired Executive in an amount equal
                to the
                monthly GRP Select Benefit payment, determined in accordance with
                Section
                5.01, that otherwise would have been payable to the deceased Retired
                Executive, after giving effect to any applicable adjustments. Any
                such
                survivor benefits paid with respect to GRP Select Benefits shall
                cease at
                the death of the surviving spouse or other designated
                beneficiary.

            

    

    

    Section
      7. Administration of Select Benefits.
      Except
      as otherwise specifically provided in this Plan, the Select Benefits
      attributable to the Retirement Plans shall be administered by the Company in
      the
      same manner as if the Select Benefits were payable directly from such Retirement
      Plans. This means that the underlying eligibility rules (except as modified
      by
      Section 4 of this Plan), vesting rules, earning out provisions and survivorship
      provisions of the Retirement Plans, if any, shall apply to the Select Benefits
      as if such provisions were fully incorporated in this Plan. 

     

    Section
      8. Reduction of Minimum Age Eligibility.

    

    
      	 	
              8.01

            	
              Authority
                to Reduce Minimum Age Eligibility. The
                Executive Chairman of the Company shall have the authority, from
                time to
                time in his or her sole and absolute discretion, to reduce the minimum
                age
                eligibility specified in Section 2.06(i) of the Plan from age 55
                to age
                52. 

            

    

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

       

    

    
      	 	
              8.02

            	
              Under
                Age 55 Select Benefits.
                If
                an Eligible Executive becomes eligible to receive a Select Benefit
                under
                this Plan pursuant to Section 8.01, the Select Benefits shall be
                calculated as provided in Section 5 above. When a benefit becomes
                payable
                to the Eligible Executive under the Retirement Plans, the amount
                of the
                Select Benefits shall be reduced by the amounts payable from such
                other
                Retirement Plans. 

            

    

     

    
      	 	
              8.03

            	
              Subsidiary
                Retirement Plans.
                If
                an Eligible Executive under age 55 would have become eligible for
                a
                regular early retirement benefit from a Subsidiary's retirement plan
                if he
                or she had remained in Subsidiary employment until the minimum age
                or
                service eligibility requirements under such Subsidiary's plan were
                met,
                this Plan shall pay the equivalent Subsidiary early retirement benefit
                that otherwise would have been paid if the minimum eligibility
                requirements were met on the Retirement Effective Date. The payment
                shall
                cease at such time as the regular early retirement benefit from the
                Subsidiary's plan becomes payable. If the Subsidiary's plan shall
                pay only
                a deferred vested benefit at age 55, the payment shall cease at death
                of
                the Eligible Executive. Survivor benefits, if any, shall cease at
                death of
                the Surviving Spouse. Any payments payable under this Plan shall
                be
                reduced by the amount of the deferred vested or survivor's benefit
                payable
                under such Subsidiary's plan. The amounts payable pursuant to this
                paragraph shall be in addition to any other Select Benefits that
                otherwise
                may be payable under this Plan.

            

    

    

    Section
      9. General Provisions.

    

    
      	 	
              9.01

            	
              Plan
                Administration and
                Interpretation.

            

    

    

    
      	 	
              (a)

            	
              Notwithstanding
                any other provisions of the Plan to the contrary, the terms of the
                Plan
                shall determine the benefits payable to an Eligible Executive and
                no
                Eligible Executive shall be permitted to receive a benefit under
                the Plan
                that would be inconsistent with such
                terms.

            

    

    

    
      	 	
              (b)

            	
              The
                Group Vice President - Corporate Human Resources and Labor Affairs
                and the
                Executive Vice President and Chief Financial Officer shall have full
                power
                and authority on behalf of the Company to administer and interpret
                the
                Plan. In the event of a change in a designated officer's title, the
                officer or officers with functional responsibility for the Retirement
                Plans shall have the power and authority to administer and interpret
                the
                Plan. All decisions with respect to the administration and interpretation
                of the Plan shall be final and binding upon all
                persons.

            

    

    

    
      	 	
              9.02

            	
              Local
                Payment Authorities. The
                Vice President and Treasurer and the Assistant Treasurer (or in the
                event
                of a change in title, their functional equivalent) may act individually
                to
                delegate authority to administrative personnel to make benefit payments
                to
                employees in accordance with plan
                provisions.

            

    

     

    
      	 	
              9.03

            	
              Deductions.
                The Company may deduct from any payment of Select Benefits to a Retired
                Executive all amounts owing to it by such Retired Executive for any
                reason, and all taxes required by law or government regulation to
                be
                deducted or withheld.

            

    

    

    
      	 	
              9.04

            	
              No
                Contract of Employment.
                The Plan is an expression of the Company's present policy with respect
                to
                Eligible Executives. It is not a part of any contract of employment.
                No
                Eligible Executive, Retired Executive or any other person shall have
                any
                legal or other right to any Select
                Benefit.

            

    

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

       

    

    
      	 	
              9.05

            	
              No
                Company Reemployment. A
                Retired Executive shall not be eligible for reemployment by the Company
                either directly or indirectly through an agency or otherwise. This
                includes, but is not limited to, employment of a Retired Executive
                by the
                Company as a supplemental employee, independent contractor, consultant,
                advisor, or agency employee, regardless of the length of employment.
                It
                also includes employment of a Retired Executive by a sole or single
                source
                supplier to the Company, or employment by any supplier of the Company
                if
                the responsibilities of the Retired Executive relate primarily to
                the
                Company's business with the supplier, and are not merely incidental
                to the
                performance of the Retired Executive's other job duties. A review
                panel
                consisting of at least two representatives from Human Resources and
                one
                representative from the Office of the General Counsel shall be established
                to review Retired Executive's requests for reemployment. The Retired
                Executive shall furnish to the Review Panel such information about
                the
                proposed employment as is reasonably requested to enable the Review
                Panel
                to evaluate the request. The Review Panel shall have sole and absolute
                discretion to determine whether the request for reemployment violates
                this
                provision. Decisions of the Review Panel are final and binding on
                all
                parties and are not subject to further
                review.

            

    

    

    
      	 	 	
              The
                reemployment condition may be waived by the Executive Personnel Committee
                (EPC) if the proposed employment advances the strategic interests
                of the
                Company or is otherwise determined to be in the best interests of
                the
                Company provided that, under the waiver, the employment arrangement
                does
                not permit the Retired Executive to perform 50% or more of a full-time
                position and he/she receives less than 50% of any compensation earned
                during the final three full calendar years of employment (or if less,
                such
                lesser period).

            

    

    

    
      	 	 	
              In
                the event a Retired Executive becomes reemployed in violation of
                this
                provision without obtaining a waiver, the EPC may suspend Select
                Benefits
                retroactively to the date of reemployment and recover amounts overpaid
                from the Retired Executive's non-qualified benefits, if any, or any
                other
                source permitted by law. The EPC also may terminate a Retired Executive's
                future eligibility for Select Benefits or take any other action reasonably
                necessary, in the EPC's sole discretion, to enforce the provisions
                of this
                Section.

            

    

    

    
      	 	
              9.06

            	
              Select
                Benefits Not Funded.
                The Company's obligations under this Plan are not funded. Select
                Benefits
                under this Plan shall be payable only out of the general funds of
                the
                Company.

            

    

    

    
      	 	
              9.07

            	
              Continuing
                Plan.
                The Plan shall be an ongoing Plan and shall be made available at
                the
                discretion of the Company. The Company may designate certain periods
                within a calendar year in which offers of Select Benefits may be
                made and
                may provide that no offers of Select Benefits may be accepted before
                or
                after designated dates within a calendar year. The Company also may
                limit
                the offer of Select Benefits to those within a designated salary
                roll or
                band. Select Benefits may be combined with additional types of termination
                incentives upon the direction of the Company. Provisions of such
                other
                termination incentives are not governed by the terms of this
                Plan.

            

    

    
      	 	
              9.08

            	
              Governing
                Law.
                Except as otherwise provided under federal law, the Plan and all
                rights
                thereunder shall be governed, construed and administered in accordance
                with the laws of the State of
                Michigan.

            

    

    

    
      	 	
              9.09

            	
              Amendment
                or Termination.
                The Company reserves the right to modify or amend, in whole or in
                part, or
                to terminate this Plan, at any time without
                notice.

            

    

    

    
      	 	
              9.10

            	
              Terms
                Not Otherwise Defined.
                Capitalized terms not otherwise defined in this Plan shall have the
                same
                meanings ascribed to such terms under the applicable Retirement Plans.
                

            

    

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

       

    

    Section
      10. Code
      Section 409A.

    

    With
      respect to benefits accrued or vested after December 31, 2004, the Company
      reserves the right to take such action, on a uniform basis, as the Company
      deems
      necessary or desirable to ensure compliance with Code Section 409A, and
      applicable additional regulatory guidance thereunder, or to achieve the goals
      of
      the Plan without having adverse tax consequences under this Plan for any
      employee or beneficiary.

     

    After
      receipt of Plan benefits accrued or vested after December 31, 2004, the
      obligations of the Company with respect to such benefits shall be satisfied
      and
      no Eligible Executive, surviving spouse, or beneficiary shall have any further
      claims against the Plan or the Company with respect to Plan benefits accrued
      or
      vested after December 31, 2004.

     

    Section
      11. Claim for Benefits

    

    
      	 	
              11.01

            	
              Denial
                of a Claim. A
                claim for benefits under the Plan shall be submitted in writing to
                the
                plan administrator. If a claim for benefits or participation is denied
                in
                whole or in part by the plan administrator, the Eligible Executive
                will
                receive written notification within a reasonable period from the
                date the
                claim for benefits or participation is received. Such notice shall
                be
                deemed given upon mailing, full postage prepaid in the United States
                mail
                or on date sent electronically to the claimant. If the plan administrator
                determines that an extension of time for processing is required,
                written
                notice of the extension shall be furnished to the Eligible Executive
                as
                soon as practical. 

            

    

     

     

    
      	 	
              11.02

            	
              Review
                of Denial of Claim.
                In the event that the plan administrator denies a claim for benefits
                or
                participation, an Eligible Executive may request a review by filing
                a
                written appeal to the Group Vice President - Corporate Human Resources
                and
                Labor Affairs and the Executive Vice President and Chief Financial
                Officer, or their designee(s), within sixty (60) days of receipt
                of the
                written notification of denial. The appeal will be considered and
                a
                decision shall be rendered as soon as practical. In the event a time
                extension is needed to consider the appeal and render the decision,
                written notice shall be provided to the Eligible Executive notifying
                them
                of such time extension. 

            

    

    

    
      	 	
              11.03

            	
              Decision
                on Appeal. The
                decision on review of the appeal shall be in writing. Such notice
                shall be
                deemed given upon mailing, full postage prepaid in the United States
                mail
                or on the date sent electronically to the Eligible Executive. Decisions
                rendered on the appeal are final and conclusive and are only subject
                to
                the arbitrary and capricious standard of judicial
                review.

            

    

     

    
      	 	
              11.04

            	
              Limitations
                Period. No
                legal action for benefits under the Plan may be brought against the
                Plan
                until after the claims and appeal procedures have been exhausted.
                Legal
                actions under the Plan for benefits must be brought no later than
                two (2)
                years after the claim arises. No other action may be brought against
                the
                Plan more than six (6) months after the claim
                arises.Exhibit 10-N

    
      

    

    

    FORD
      MOTOR COMPANY DEFERRED COMPENSATION PLAN

    (Amended
      and Restated as of July 12, 2006)

    

    1.
      Purpose. This Plan, which shall be known as the “Ford Motor Company Deferred
      Compensation Plan” and is hereinafter referred to as the “Plan”, is intended to
      provide for the deferment of payment of (i) awards of incentive compensation
      under the Ford Motor Company Annual Incentive Compensation Plan and similar
      plans, (ii) base salary, (iii) incentive awards payable in cash or stock under
      the Ford Motor Company 1990 Long-Term Incentive Plan, Ford Motor Company 1998
      Long-Term Incentive Plan or any other incentive compensation plan of the Company
      and (iv) new hire payments.

    

    2.
      Definitions. As used in the Plan, the following terms shall have the following
      meanings, respectively:

    

    (a)
      The
      term “AIC Plan” shall mean the Ford Motor Company Annual Incentive Compensation
      Plan, as amended.

    

    (b)
      The
      term “Committee” shall mean, unless the context otherwise requires, the
      following as they from time to time may be constituted:

    

    (i)
      The
      Compensation Committee with respect to all matters affecting any Section 16
      Person.

    

    (ii)
      The
      Deferred Compensation Committee with respect to all matters affecting employees
      other than Section 16 Persons.

    

    (c)
      The
      term “Company” when used in the Plan with reference to employment shall include
      subsidiaries of the Company.

    

    (d)
      The
      term “Compensation Committee” shall mean the Compensation Committee of the Board
      of Directors of the Company.

    

    (e)
      The
      term “Deferred Compensation” shall mean compensation deferred pursuant to
      paragraph (a), (b), (c) or (d) of Section hereto, and any interest equivalents,
      dividend equivalents or other earnings or return on such amounts determined
      in
      accordance with the Plan.

    

    (f)
      The
      term “Deferred Compensation Account” with respect to a participant shall mean
      the book entry account established by the Company for such participant with
      respect to his or her Deferred Compensation.

    

    (g)
      The
      term “Deferred Compensation Committee” shall mean the committee comprised of the
      Group Vice President, Corporate Human Resources and Labor Affairs, the Executive
      Vice President and Chief Financial Officer and the Senior Vice President and
      General Counsel or such other persons as may be designated members of such
      Committee by the Compensation Committee.

    

    (h)
      The
      term “employee” shall mean any person who is regularly employed by the Company
      or a subsidiary at a salary (as distinguished from a pension, retirement
      allowance, severance pay, retainer, commission, fee under a contract or other
      arrangement, or hourly, piecework or other wage) and is enrolled on the active
      employment rolls of the Company or a subsidiary, including, but without
      limitation, any employee who also is an officer or director of the Company
      or a
      subsidiary.

    

    (i)
      The
      term “Ford Stock” shall mean Ford Common Stock. 

    

    (j)
      The
      term “Ford Stock Unit” shall mean a unit having a value based upon Ford
      Stock.

     

    (k)
      The
      term "IPOC" shall mean the Investment Process Oversight Committee comprised
      of
      the Vice President - Treasurer, the Associate General Counsel and Secretary,
      and
      the Vice President - Human Resources.

     

     

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

     

    (l)
      The
      term "Investment Process Committee" shall mean the committee comprised of the
      Director - Global Trading and Governance, the Director - Asset Management,
      and
      the Manager - Savings and Executive Retirement Plans, North
      America.

    

    (m)
      The
      term “LTI Plan” shall mean the Ford Motor Company 1990 Long-Term Incentive Plan,
      as amended, the Ford Motor Company 1998 Long-Term Incentive Plan, as amended,
      or
      any other long-term incentive plans subsequently adopted by the Company that
      are
      substantially similar to such plans.

    

    (n)
      The
      term “SC Plan” shall mean the Ford Motor Company Supplemental Compensation Plan,
      as amended.

    

    (o)
      The
      term “Section 16 Person” shall mean any employee who is subject to the reporting
      requirements of Section 16(a) or the liability provisions of Section 16(b)
      of
      the Securities Exchange Act of 1934, as amended.

    

    (p)
      The
      term “SSIP” shall mean the Company’s Savings and Stock Investment Plan for
      Salaried Employees, as amended.

    

    (q)
      The
      term “subsidiary” shall mean (i) any corporation a majority of the voting stock
      of which is owned directly or indirectly by the Company or (ii) any limited
      liability company a majority of the membership interest of which is owned
      directly or indirectly by the Company.

    

    (r)
      The
      term “VIP Plan” shall mean Ford Motor Credit Company Variable Incentive Plan, as
      amended.

    

    3.
      Administration. Except as otherwise herein expressly provided, the Compensation
      Committee shall have full power and authority to construe, interpret and
      administer the Plan. The Compensation Committee shall make all decisions
      relating to matters affecting any Section 16 Person, but may otherwise delegate
      any of its authority under the Plan. The Compensation Committee and the Deferred
      Compensation Committee each may at any time adopt or terminate, and may from
      time to time amend, modify or suspend such rules, regulations, policies and
      practices as they in their sole discretion may determine in connection with
      the
      administration of, or the performance of their respective responsibilities
      under, the Plan.

    

    4. Eligibility
      of Participants; Amounts Deferrable. 

    

    (a)
      Participating Subsidiaries and Foreign Location Participants. The Deferred
      Compensation Committee shall determine the extent to which subsidiaries and
      employees at foreign locations may participate in the Plan or similar plans
      and
      the type and amount of compensation that may be deferred under, or the type
      and
      amount of account balances that may be transferred to, the Plan pursuant to
      this
      paragraph (a).

    

    (b)
      Annual Incentive Compensation Deferrals Under the AIC Plan and Other Similar
      Plans. Subject to any limitations determined under paragraph (a) or paragraph
      (g) of this Section 4 or paragraph (a) of Section 5, U.S. employees who receive
      an annual incentive compensation award or an installment of such an award
      payable in cash under the AIC Plan or the VIP Plan, are eligible to defer
      payment under the Plan from 1% to 100%, in 1% increments, of such amount net
      of
      applicable taxes, but not less than $1,000, provided that such employees are
      actively employed by the Company in Leadership Level 1-5 or the equivalent
      at
      the time of the election to defer. Notwithstanding the foregoing, the
      Compensation Committee may in its sole discretion allow deferrals under this
      paragraph (b) by persons that do not meet the eligibility requirements described
      above.

     

    (c)
      Base
      Salary Deferrals. Subject to any limitations determined under paragraph (a)
      or
      paragraph (g) of this Section 4, U.S. employees who are eligible to participate
      in the AIC Plan or the VIP Plan, and who are actively employed by the Company
      in
      Leadership Level 1-5 or the equivalent at the time a salary deferral election
      is
      made are eligible to defer payment of from 1% to 50% of base salary in 1%
      increments, provided that the Compensation Committee has determined that base
      salary deferrals may be made for the employment period covered by such deferral.
      Notwithstanding the foregoing, the Compensation Committee may impose such
      additional limitations on eligibility as it deems appropriate in its sole
      discretion.

     

     

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

     

    (d)
      Deferrals of Incentive Compensation. Subject to any limitations determined
      under
      paragraph (a) or paragraph (g) of this Section 4, U.S. employees who are
      eligible to participate in the AIC Plan or the VIP Plan, and who are actively
      employed by the Company at the time an election is made to defer payment of
      an
      award payable under the LTI Plan or other incentive compensation plan are
      eligible to defer payment of from 1% to 100%, in 1% increments, of such award
      net of applicable taxes, but not less than $1,000 or the equivalent value
      determined at the time of the deferral, provided that the Compensation Committee
      has determined that deferrals may be made for such awards. Notwithstanding
      the
      foregoing, the Compensation Committee may in its sole discretion allow deferrals
      under this paragraph (d) by persons that do not meet the eligibility
      requirements described above.

    

    (e)
      Deferral of Awards under SC Plan. Notwithstanding anything in the Plan to the
      contrary, deferrals of awards of supplemental compensation made under the SC
      Plan for years 1995-1997 shall be governed by the same provisions of the Plan
      that apply to awards of incentive compensation under the AIC Plan. Any
      references to the AIC Plan shall be deemed to cover awards under the SC
      Plan.

    

    (f)
      Deferral of New Hire Payments. Notwithstanding anything contained in the Plan
      to
      the contrary, subject to any limitations determined under paragraph (a) or
      paragraph (e) of this Section 4, newly hired U.S. employees who are eligible
      to
      participate in the AIC Plan or the VIP Plan, and who received an employment
      offer from the Company that included a new hire payment in cash are eligible
      to
      defer payment from 1% to 100%, in 1% increments, of such new hire payment net
      of
      applicable taxes, but not less than $1,000, provided that such employees are
      actively employed by the Company in Leadership Level 1-5 or the equivalent
      at
      the time the new hire payment would otherwise be payable in the absence of
      such
      deferral.

    

    (g)
      Eligibility of Compensation Committee Members. No person while a member of
      the
      Compensation Committee shall be eligible to participate under the
      Plan.

    

    (h)
      Transfer of Deferral Accounts from SC Plan. Effective as of the close of
      business on October 16, 1998, all outstanding book entry accounts maintained
      under the SC Plan in the form of contingent credits for cash and/or Ford Common
      Stock shall be transferred to the Plan and governed by the provisions of the
      Plan. Upon such transfer, contingent credits for cash shall be valued based
      on
      the Fidelity Retirement Money Market Portfolio and contingent credits for Ford
      Common Stock shall be valued based on the Ford Stock Fund until such time,
      if
      any, as all or any part of such amounts are transferred by the applicable
      participants to other investment options available under the Plan. Ultimate
      payout of a transferred deferral account shall be in cash, except that, to
      the
      extent that the transferred account is valued based on the Ford Stock Fund,
      the
      participant may make an election prior to the transfer of the account to receive
      the ultimate payout in whole shares of Common Stock.

    

    (i)
      Transfer of Deferral Accounts to Visteon Plan. Anything in the Plan to the
      contrary notwithstanding, all outstanding book entry deferral accounts
      maintained under the Plan for participants who become employees of Visteon
      Corporation ("Visteon") or any of its consolidated subsidiaries immediately
      following employment with the Company shall be transferred to a new Visteon
      Deferred Compensation Plan ("Visteon DCP") to be adopted by Visteon and governed
      by the provisions of that plan, effective as of 5:00 p.m. Eastern Time on June
      30, 2000 (the "Transfer Date"). The transferred account balances may not be
      immediately available for redesignations under the Plan until account balances
      have been properly verified by the recordkeepers for both plans. On and after
      the Transfer Date, any deferrals by such employees shall be made under the
      Visteon DCP, even if the election to defer was made prior to the Transfer Date.
      Unless the participant changes his or her investment options for any such
      deferral, the Visteon DCP shall honor the investment elections that were in
      effect under this Plan for such class year and type of compensation to the
      extent the Visteon DCP has the same investment choices. The Visteon DCP shall
      have a Ford Stock Fund investment option for those transferred accounts that
      had
      deferrals based on the Ford Stock Fund under this Plan as of the Transfer Date,
      but the Ford Stock Fund under the Visteon DCP shall be a "sell only" fund,
      and
      would not be available for any new deferrals or redesignations into such fund
      from other funds or for credits based on dividend equivalents. Distributions
      relating to the transferred accounts shall be made under the Visteon DCP in
      the
      form specified by the participant while employed by the Company.

     

     

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

     

    (j)
      Payout in Ford Stock. Anything in the Plan to the contrary notwithstanding,
      the
      Compensation Committee may determine that certain awards otherwise payable
      in
      Ford Stock under the LTI Plan that are deferred under the Plan shall be
      distributed in whole shares of Ford Stock rather than in cash if, at the time
      of
      the initial deferral of the award, the participant elected (i) the Ford Stock
      Fund as the option for measuring the value of the award and (ii) shares of
      Ford
      Stock rather than cash as the form of payment. In addition, the Committee may
      require, as a condition to such deferral, that (x) the participant make the
      elections described in (i) and (ii) above, (y) the value of such deferral
      continue to be measured based on the Ford Stock Fund with no redesignation
      of
      such deferral to other measurement options under the Plan allowed and (z) the
      ultimate form of payout may not be changed by the participant to
      cash.

    

    5. Deferral
      Elections. 

    

    (a)
      Annual Incentive Compensation Deferrals. For performance years beginning prior
      to January 1, 2005, a participant’s decision to defer payment of annual
      incentive compensation under paragraph (b) of Section 4 under the Plan must
      be
      made prior to October 31 of the performance year for which the compensation
      is
      determined. For performance years beginning on or after January 1, 2005, a
      participant’s decision to defer payment of annual incentive compensation under
      paragraph (b) of Section 4 under the Plan must be made prior to June 30 of
      the
      performance year for which the compensation is determined; provided, however,
      that newly hired employees may not make such an election to defer payment of
      annual incentive compensation in the year of hire.

    

    (b)
      Base
      Salary Deferrals. A participant’s decision to defer payment of base salary under
      the Plan must be made prior to the calendar year during which the base salary
      will be earned; provided, however, that such decision may be made with respect
      to base salary earned during the first calendar year that base salary deferrals
      are permitted under the Plan within thirty days of implementation of the base
      salary component of the Plan but prior to earning any such salary.

    

    (c)
      Incentive Compensation Deferrals. Subject to the limitations set forth in
      Section 4 hereof, the Compensation Committee shall determine the required timing
      for participants to make elections to defer payment of awards payable in cash
      or
      stock under the LTI Plan or other incentive compensation plan.

    

    (d)
      New
      Hire Payment Deferrals. A participant’s decision to defer payment of a new hire
      payment must be made on or before the date of hire.

    

    (e)
      Mandatory Deferrals. The Compensation Committee may mandatorily defer payment
      under the Plan of a portion of certain annual incentive compensation awards
      pursuant to the AIC Plan. The Compensation Committee may determine the extent
      to
      which it may mandatorily defer payment under the Plan of awards payable in
      cash
      or stock under the LTI Plan or other incentive compensation plan.

    

    (f)
      Deferred Compensation Accounts. Amounts deferred pursuant to paragraphs (a),
      (b), (c), (d) or (e) of Section 5, and deferral amounts relating to any transfer
      to the Plan pursuant to paragraph (h) of Section 4, will be credited by book
      entry to the participant’s Deferred Compensation Account. All such amounts shall
      be held in the general funds of the Company. Each participant shall have the
      status of an unsecured general creditor of the Company with respect to his
      or
      her Deferred Compensation Account. The participant shall designate the
      percentage of the amount elected for deferral to be allocated to each investment
      option available under the Plan for purposes of accounting only and not for
      actual investment. 

     

    In
      addition, with respect to any particular deferral under the Plan, the
      participant shall elect at the time of the initial deferral election (i) the
      year in which distribution shall be made or distribution upon retirement and
      (ii) the method of distribution desired with respect to any such deferral
      election if the participant elected distribution upon retirement, i.e., in
      a
      lump sum payment or in up to ten annual installments.

     

    (g)
      Prohibited Elections or Other Actions. Notwithstanding anything contained in
      the
      Plan to the contrary, no otherwise permissible election or other action is
      allowed that would trigger taxation of any amount under Section 409A of the
      Internal Revenue Code of 1986, as amended.

     

     

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

     

    6. Investment
      Options; Methodology; No Ownership Rights. 

    

    (a)
      General. The IPOC has the sole discretion to determine the investment options
      available as the measurement mechanism for deferrals and redesignations under
      the Plan, the manner and extent to which elections may be made, the method
      of
      valuing the various investment options and the Deferred Compensation Accounts
      and the method of crediting the Deferred Compensation Accounts with, or making
      other adjustments as a result of, dividend equivalents, interest equivalents
      or
      other earnings or return on such Accounts. The Investment Process Committee
      shall perform the same functions under the Plan that it performs under the
      SSIP.

     

    (b)
      Methodology. Unless otherwise determined by the Compensation Committee, the
      methodology for valuing the various investment options and the Deferred
      Compensation Accounts and for calculating amounts to be credited or debited
      or
      other adjustments to any Deferred Compensation Account with respect to any
      investment options shall be the same as that used under the SSIP.

    

    (c)
      No
      Ownership Rights. Investment options available under the Plan shall be used
      solely for measuring the value of Deferred Compensation Accounts and accounting,
      on a book entry basis, as if the deferred amounts had been invested in actual
      investments, but no such investments shall be made on behalf of participants.
      Participants shall not have any voting rights or any other ownership rights
      with
      respect to the investment options selected as the measuring mechanism for their
      Deferred Compensation Accounts.

    

    7. Redesignation
      Within a Deferred Compensation Account. 

    

    (a)
      General. Except as otherwise provided in paragraph (f) of this Section 7, a
      participant or the beneficiary or legal representative of a deceased
      participant, may redesignate amounts credited to a Deferred Compensation Account
      among the investments available under the Plan. No redesignations relating
      to a
      particular deferral may occur on or after the scheduled distribution date for
      the deferral under the Plan.

    

    (b)
      Eligible Participants. Active employees and retired participants are eligible
      to
      redesignate.

    

    (c)
      Permitted Frequency. Redesignations may be made at the same frequency as
      transfers may be made under the SSIP.

    

    (d)
      Amount of Redesignation. Any redesignation relating to a particular deferral
      shall be in a specified percentage or dollar amount of the investment option
      from which the redesignation is being made.

    

    (e)
      Timing. Redesignation shall occur on the day the participant’s written
      redesignation election form or telephonic election is received by the Company
      or
      its agent designated for this purpose; provided, however, that if such
      redesignation request is received after 4 p.m. Eastern Time, or on a day that
      is
      not a business day (i.e., a day that either the Company’s World Headquarters
      offices in Dearborn, Michigan or the principal offices of its designated agent
      are not open to the public for business), then such redesignation shall be
      effective on the next business day.

     

     

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

     

    (f)
      Limitations on Redesignations Involving Ford Stock Units. The Committee in
      its
      sole discretion at any time may rescind a redesignation in or out of Ford Stock
      Units if such redesignation was made by a participant who (i) at the time of
      the
      redesignation the Committee believes was in the possession of material,
      nonpublic information with respect to the Company and (ii) in the Committee’s
      estimation benefited from such information by the timing of his or her
      redesignation. In the event of a rescission, the participant’s Deferred
      Compensation Account shall be restored to a status as though such redesignation
      had not occurred.

    

    8.
      Adjustments. In the event of a reorganization, recapitalization, stock split,
      stock dividend, combination of shares, merger, consolidation, rights offering
      or
      any other change in the corporate structure of the Company or shares of Ford
      Stock or units of any other investment option provided under the Plan, the
      Compensation Committee shall make such adjustments, if any, as it may deem
      appropriate in the number of Ford Stock Units, shares of Ford Stock, including
      shares represented by Ford Stock Units, or shares or units of other investment
      options credited to participants’ Deferred Compensation Accounts.

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

       

    

    9. Distribution
      of Deferred Compensation; Financial Hardship. 

    

    (a)
      General. Except as otherwise provided in paragraph (b) of this Section 9 or
      in
      Section 11, or as otherwise determined by the Committee, distribution of all
      or
      any part of a participant’s Deferred Compensation Account shall be made on, or
      as soon thereafter as practicable, (i) March 15 of the year selected by the
      participant for distribution with respect to the particular deferral if the
      participant is an active employee of the Company on the distribution date,
      (ii)
      the March 15 following death or termination for reasons other than retirement,
      notwithstanding any prior selection by the participant of a subsequent year
      for
      distribution with respect to the particular deferral, (iii) the March 15
      following retirement if the participant selected distribution upon retirement
      with respect to the particular deferral and a lump sum distribution was
      selected, or if the participant selected a particular year for distribution
      with
      respect to the particular deferral but retired prior to the year selected,
      or
      (iv) the March 15 following retirement with respect to the first annual
      installment and continuing on the applicable number of consecutive anniversaries
      of such date if no more than ten annual installments were selected by the
      participant with respect to the particular deferral. Unless otherwise determined
      by the Committee, a Deferred Compensation Account or part thereof relating
      to a
      particular distribution shall be valued, for purposes of the distribution,
      as of
      the following applicable date or as soon thereafter as practicable: March 15
      of
      the year of distribution or the next preceding day for which valuation
      information is available. Notwithstanding anything contained in the Plan to
      the
      contrary, for post-2004 deferrals under the Plan, (i) termination of employment
      other than for death shall not trigger acceleration of distribution of any
      or
      all of a participant's Deferred Compensation Account relating to such deferrals,
      and (ii) no distribution of any or all of a Deferred Compensation Account
      relating to such deferrals held by any "key employee" (defined under Section
      416(i) of the Internal Revenue Code of 1986, as amended) shall occur earlier
      than six months following the key employee's termination of employment, except
      in the case of death. In addition, the Compensation Committee shall determine
      the extent to which participants may be allowed to elect to change the timing
      of
      their distributions prior to retirement; provided, however, that in no event
      shall any changes be allowed that would trigger taxation of any amount under
      Section 409A of the Internal Revenue Code of 1986, as amended.

    

    (b)
      Financial Hardship. At the written request of a participant, the Committee,
      in
      its sole discretion, may authorize the cessation of deferrals under the Plan
      by
      such participant and distribution of all or any part of the participant's
      Deferred Compensation Account prior to his or her scheduled distribution date
      or
      dates, or accelerate payment of any installment payable with respect to Deferred
      Compensation, upon a showing of unforeseeable emergency by the participant.
      For
      purposes of this paragraph, "unforeseeable emergency" shall mean severe
      financial hardship resulting from extraordinary and unforeseeable circumstances
      arising as a result of one or more recent events beyond the control of the
      participant. In any event, payment shall not be made to the extent such
      emergency is or may be relieved (i) through reimbursement or compensation by
      insurance or otherwise, (ii) by liquidation of the participant's assets, to
      the
      extent the liquidation of such assets would not itself cause severe financial
      hardship and (iii) by cessation of deferrals under the Plan. Withdrawals of
      amounts because of unforeseeable emergency shall only be permitted to the extent
      reasonably necessary to satisfy the emergency. Examples of what are not
      considered to be unforeseeable emergencies include the need to send a
      participant's child to college or the desire to purchase a home. The Committee
      shall determine the applicable distribution date and the date as of which the
      amount to be distributed shall be valued with respect to any financial hardship
      withdrawal or distribution made pursuant to this paragraph (b) of this Section
      9. Any participant whose deferrals have ceased under the Plan pursuant to this
      paragraph may not elect to recommence deferrals until such time as is determined
      by the Committee, but in no event earlier than permitted under Section 409A
      of
      the Internal Revenue Code of 1986, as amended. In the event of a participant's
      financial hardship withdrawal under the Plan or any employer-sponsored savings
      plan, deferrals by such participant under the Plan shall be suspended for twelve
      months following the date of such withdrawal.

    

    (c)
      Prohibited Distributions or Other Actions. Notwithstanding anything contained
      in
      the Plan to the contrary, no otherwise permissible distribution or other action
      is allowed that would trigger taxation of any amount under Section 409A of
      the
      Internal Revenue Code of 1986, as amended.

    

    (d)
      Election to Change Method and/or Timing of Distributions for Pre-2005 Deferrals.
      Notwithstanding anything contained in the Plan to the contrary, elections by
      active participants to change the method and/or timing of distributions for
      pre-2005 deferrals may be allowed; provided, however, that distributions may
      not
      be changed to a lump sum in-service payment in a future year.

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

     

    10. Designation
      of Beneficiaries and Effect of Death. 

    

    (a)
      Designation of Beneficiaries. A participant may file with the Company a written
      designation of a beneficiary or beneficiaries (subject to such limitations
      as to
      the classes and number of beneficiaries and contingent beneficiaries and such
      other limitations as the Compensation Committee from time to time may prescribe)
      to receive, in the event of the death of the participant, undistributed amounts
      of Deferred Compensation that would have been payable to such participant had
      he
      or she been living. A participant shall be deemed to have designated as
      beneficiary or beneficiaries under the Plan the person or persons who receive
      such participant’s life insurance proceeds under the Company-paid basic Life
      Insurance Plan unless such participant shall have assigned such life insurance
      or shall have filed with the Company a written designation of a different
      beneficiary or beneficiaries under the Plan. A participant may from time to
      time
      revoke or change any such designation of beneficiary and any designation of
      beneficiary under the Plan shall be controlling over any testamentary or other
      disposition; provided, however, that if the Committee shall be in doubt as
      to
      the right of any such beneficiary to receive any such payment, or if applicable
      law requires the Company to do so, the same may be paid to the legal
      representatives of the participant, in which case the Company, the Committee
      and
      the members thereof shall not be under any further liability to
      anyone.

    

    (b)
      Distribution Upon Death. Subject to the provisions of Section 9 hereof, in
      the
      event of the death of any participant prior to distribution of all or part
      of
      such participant’s Deferred Compensation Account, the total value of such
      participant’s entire Deferred Compensation Account shall be distributed in cash,
      except as otherwise provided in paragraph (h) or (j) of Section 4, in one lump
      sum in accordance with paragraph (a) of Section 9 to any beneficiary or
      beneficiaries designated or deemed designated by the participant pursuant to
      paragraph (a) of this Section 10 who shall survive such participant (to the
      extent such designation is effective and enforceable at the time of such
      participant’s death) or, in the absence of such designation or such surviving
      beneficiary, or if applicable law requires the Company to do so, to the legal
      representative of such person, at such time (or as soon thereafter as
      practicable) and otherwise as if such person were living and had fulfilled
      all
      applicable conditions as to earning out set forth in, or established pursuant
      to
      the Plan, provided such conditions shall have been fulfilled by such person
      until the time of his or her death.

    

    11.
      Effect of Inimical Conduct. Anything contained in the Plan notwithstanding,
      all
      rights of a participant under the Plan to receive distribution of all or any
      part of his or her Deferred Compensation Account shall cease on and as of the
      date on which it has been determined by the Committee that such participant
      at
      any time (whether before or subsequent to termination of such participant’s
      employment) acted in a manner inimical to the best interests of the
      Company.

     

    12.
      Limitations. A participant shall not have any interest in any Deferred
      Compensation credited to his or her Deferred Compensation Account until it
      is
      distributed in accordance with the Plan. All amounts deferred under the Plan
      shall remain the sole property of the Company, subject to the claims of its
      general creditors and available for use for whatever purposes are desired.
      With
      respect to Deferred Compensation, a participant shall be merely a general
      creditor of the Company and the obligation of the Company hereunder shall be
      purely contractual and shall not be funded or secured in any way. The Plan
      shall
      not constitute part of any participant’s or employee’s employment contract with
      the Company or any participating subsidiary. Participation in the Plan shall
      not
      create or imply a right to continued employment.

    

    13.
      Annual Statements of Account. Account statements shall be sent to participants
      as soon as practicable following the end of each year as to the balances of
      their respective Deferred Compensation Accounts as of the end of the previous
      calendar year.

    

    14.
      Withholding of Taxes. The Company shall have the right to withhold an amount
      sufficient to satisfy any federal, state or local income taxes or FICA or
      medicare taxes that the Company may be required by law to pay with respect
      to
      any Deferred Compensation Account, including withholding payment from a
      participant’s current compensation.

    

    15.
      No
      Assignment of Benefits. No rights or benefits under the Plan shall, except
      as
      otherwise specifically provided by law, be subject to assignment (except for
      the
      designation of beneficiaries pursuant to paragraph (a) of Section 10), nor
      shall
      such rights or benefits be subject to attachment or legal process for or against
      a participant or his or her beneficiary or beneficiaries, as the case may
      be.

    

    16.
      Administration Expense. The entire expense of offering and administering the
      Plan shall be borne by the Company and its participating
      subsidiaries.

    

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

       

    

    17.
      Amendment, Modification, Suspension and Termination of the Plan; Rescissions
      and
      Corrections. The Compensation Committee, at any time may terminate, and at
      any
      time and from time to time, and in any respect, may amend or modify the Plan
      or
      suspend any of its provisions; provided, however, that no such amendment,
      modification, suspension or termination shall, without the consent of a
      participant, adversely affect such participant’s rights with respect to amounts
      credited to or accrued in his or her Deferred Compensation Account. The
      Committee at any time may rescind or correct any deferrals or credits to any
      Deferred Compensation Account made in error or that jeopardize the intended
      tax
      status or legal compliance of the Plan.

    

    18. Indemnification
      and Exculpation. 

    

    (a)
      Indemnification. Each person who is or shall have been a member of the
      Compensation Committee or a member of the Deferred Compensation Committee shall
      be indemnified and held harmless by the Company against and from any and all
      loss, cost, liability or expense that may be imposed upon or reasonably incurred
      by such person in connection with or resulting from any claim, action, suit
      or
      proceeding to which such person may be or become a party or in which such person
      may be or become involved by reason of any action taken or failure to act under
      the Plan and against and from any and all amounts paid by such person in
      settlement thereof (with the Company’s written approval) or paid by such person
      in satisfaction of a judgment in any such action, suit or proceeding, except
      a
      judgment in favor of the Company based upon a finding of such person’s lack of
      good faith; subject, however, to the condition that upon the institution of
      any
      claim, action, suit or proceeding against such person, such person shall in
      writing give the Company an opportunity, at its own expense, to handle and
      defend the same before such person undertakes to handle and defend it on such
      person’s behalf. The foregoing right of indemnification shall not be exclusive
      of any other right to which such person may be entitled as a matter of law
      or
      otherwise, or any power that the Company may have to indemnify or hold such
      person harmless.

    

    (b)
      Exculpation. Each member of the Compensation Committee, each member of the
      Deferred Compensation Committee, each member of the IPOC and each member of
      the
      Investment Process 

     

     

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

     

    Committee
      shall be fully justified in relying or acting in good faith upon any information
      furnished in connection with the administration of the Plan or any appropriate
      person or persons other than such person. In no event shall any person who
      is or
      shall have been a member of the Compensation Committee, a member of the Deferred
      Compensation Committee, a member of the IPOC or a member of the Investment
      Process Committee be held liable for any determination made or other action
      taken or any omission to act in reliance upon any such information, or for
      any
      action (including the furnishing of information) taken or any failure to act,
      if
      in good faith.

    

    19.
      Finality of Determinations; Request for Review. Each determination,
      interpretation or other action made or taken pursuant to the provisions of
      the
      Plan by the Compensation Committee or the Deferred Compensation Committee shall
      be final and shall be binding and conclusive for all purposes and upon all
      persons, including, but without limitation thereto, the Company, its
      stockholders, the Compensation Committee and each of the members thereof, the
      Deferred Compensation Committee and each of the members thereof, and the
      directors, officers, and employees of the Company, the Plan participants, and
      their respective successors in interest. In the event a participant wishes
      to
      appeal a decision relating to the Plan, a request in writing may be submitted
      to
      the Committee. 

    

    20.
      Governing Law. The Plan shall be governed by and construed in accordance with
      the laws of the State of Michigan.

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