Document:

Form of Waiver to Non-Employee Director Award Agreement

 Exhibit 10.01 
 WAIVER 
 to 
 Non-Employee Director 
 AWARD AGREEMENT 
 This Waiver to Non-Employee Award Agreement (“Waiver”) is entered into by and between
                                        
(“Participant”) and NuStar GP Holdings, LLC (the “Company”) and is effective as of December 22, 2006 (the “Effective Date”). 
 WHEREAS, under the NuStar GP Holdings, LLC Long-Term Incentive Plan (the “Plan”) and pursuant to the Non-Employee Director Award
Agreement dated August 22, 2006 (the “Award Agreement”), the Company on August 22, 2006 awarded the Participant 962 Restricted Units (as defined in the Plan) (the “Awarded Restricted Units”); 

WHEREAS, on December 22, 2006, affiliates of Valero Energy Corporation sold all of their remaining units representing limited liability company
interests in the Company to the public in an underwritten offering (the “Offering”), which Offering resulted in a “Change of Control” as defined in the Plan; 
 WHEREAS, under the Plan, a Change of Control would cause all outstanding Restricted Units to immediately vest; 
 WHEREAS, with respect to the Awarded Restricted Units, the Participant and the Company desire to (i) waive the accelerated vesting of the Awarded
Restricted Units under the Plan that would otherwise be caused by the Offering and (ii) retain the three-year annual vesting schedule set forth in the Award Agreement; and 
 WHEREAS, the parties hereto desire to enter into this Waiver for the purpose of evidencing their mutual understanding concerning the Awarded Restricted
Units. 
 NOW, THEREFORE, for and in consideration of the foregoing and the benefits expected to be received by the Participant as a result
of the Offering, the receipt and sufficiency of which are hereby acknowledged, the parties hereto agree as follows: 
 1. Waiver of Change
of Control. The Participant hereby unconditionally waives any and all rights and benefits he may have under the Plan and the Award Agreement arising or resulting from the Offering and the Change of Control caused thereby under the terms of the
Plan including, without limitation, any acceleration of the vesting and the lapse of restrictions applicable to the Awarded Restricted Units. 
 2. No Continuing Waiver. Notwithstanding any other provision of this Waiver, each of the parties hereby acknowledges and agrees that the waiver contained in Paragraph 1 of this Waiver shall apply only with respect to the
acceleration of vesting and other rights and benefits that might otherwise be or become due to the Participant under the terms of the Plan and the Award Agreement as a result of or in connection with the Offering and shall not apply to any further
rights or benefits that might hereafter be or become due to the Participant pursuant to the Plan and Award Agreement as a result of or in connection with any future Change of Control. 

 Executed to be effective as of the Effective Date. 
  

			
	 NUSTAR GP HOLDINGS, LLC

		
	 By:
	 	  

	 Name:
	 	  

	 Title:
	 	  

	
	 PARTICIPANTFiscal Year 2009 Bonus Plan & Long-Term Incentive Awards Plan

 Exhibit 10.1 
 IMMUCOR, INC. 
 FY 2009 Bonus Plan 
 and 
 FY 2009 Long-Term Incentive Awards Plan 
 [Adopted 5-21-08] 
 Bonus Plan 
 This is a plan for all officers, supervisors, managers and directors. 
 All
bonuses will be based on the company achieving a target net income established by the Compensation Committee of the Board of Directors on the date the bonus plan was adopted, subject to such adjustments to target net income as may be deemed
appropriate by the Compensation Committee to account for acquisitions, reorganizations and other events not contemplated by the Compensation Committee at the time the bonus plan was adopted. 
 All Sales, Marketing, Technical Support, Field Service and Field Technical Support officers, supervisors, managers and directors (other than Field Sales employees), will
be eligible to participate in the bonus plan only if the applicable country/region revenue goal is achieved, in addition to the company achieving target net income. Country/region revenue goals will be based on the FY 2009 budget and
communicated to each group affected. 
 Field Sales employees, who are compensated on a commission basis, will not be eligible to participate in the bonus
plan. 
 To be eligible to receive a bonus, the employee must have been employed by the company not later than March 1 of the fiscal year to which the
bonus applies (the “bonus year”), and must be employed by the company at the time bonuses for the bonus year are paid. For employees who have not been employed by the company for the full bonus year, bonuses will be prorated on a monthly
basis, with initial employment during the first 15 days of a month being treated as employment for the full month, and initial employment after the first 15 days of a month not being treated as a month of employment. 
 Award levels are stated as a percentage of base compensation or salary. For LTI awards this means base compensation or salary as of May 31, 2008; for bonuses this
means base compensation or salary as of May 31, 2009. 

 Executive Officers 
 Executive officers will be eligible for bonuses based on the amount of net income. This group currently includes the CEO, CFO, CSO and General Counsel. 
  

							
	 If net income is the following
 percent of target net income*
	  	 Bonus (as percent of base compensation) will be as
follows

	  	 CEO
	  	 CSO
	  	 CFO & General Counsel

	 <100%
	  	0%	  	0%	  	0%
	 100%
	  	25%	  	25%	  	25%
	 105%
	  	43.75%	  	37.5%	  	31.25%
	 110%
	  	62.5%	  	50%	  	37.5%
	 115%
	  	81.25%	  	62.5%	  	43.75%
	 120% or above
	  	100%	  	75%	  	50%

  

	*	Percentage bonuses will be prorated for in-between percentages. For example, if net income were 108% of target net income, then the bonus for the CEO would be 55% of base
compensation [(43.75%) + (.6 x 18.75%)]. 

 Vice Presidents 
 Vice Presidents (other than executive officers) will be eligible for bonuses based on the amount of net income and individual performance ratings. Performance ratings will be based on the Global Appraisal form and
comments from the 360° Feedback System. 
  

							
	 If net income is the following
 percent of target net income*
	  	 Bonus (as percent of base compensation) will be as follows,
based on individual performance rating

	  	 Fully Competent
 (80% of bonus)
	  	 Exceeds Standards
 (100% of bonus)
	  	 Outstanding
 (120% of bonus)

	 100%
	  	12%	  	15%	  	18%
	 110%
	  	24%	  	30%	  	36%
	 120% or above
	  	36%	  	45%	  	54%

  

	*	Percentage bonuses will be prorated for in-between percentages. For example, if net income were 115% of target net income, then the following percentage bonuses would be paid:

  

							
	 	  	 Fully Competent
	  	 Exceeds Standards
	  	 Outstanding

	 115%
	  	30%	  	37.5%	  	45%

 Supervisors, Managers and Directors 
 Supervisors, managers and directors will be eligible for bonuses in the following ranges based on salary levels and individual performance ratings. Performance ratings will be based on the Global Appraisal form and
comments from the 360° Feedback System. 
  

							
	 	  	 Salary Level

	 Performance Rating
	  	 < $80,000
	  	 $80,000 -
 $100,000
	  	 > $100,000

	 Outstanding
	  	8% to 12%	  	10% to 14%	  	12% to 16%
	 Exceeds Standards
	  	6% to 10%	  	8% to 12%	  	10% to 14%
	 Fully Competent
	  	4% to 8%	  	6% to 10%	  	8% to 12%
	 Unsatisfactory
	  	0%	  	0%	  	0%

 The range for each salary level gives some discretion to management in establishing individual bonus amounts. For
example, an employee who is outstanding in the achievement of objectives may have areas for improvement in communication or teamwork with other departments. This person might be placed at the lower end of the bonus range. 
 Discretionary CEO Bonus Pool 
 The company will also establish a
separate $200,000 bonus pool (to be accrued $50,000 a quarter), and bonuses could be granted by the CEO on a discretionary basis to non-executive officers. No bonuses are required to be granted from this bonus pool. 
 Long-Term Incentive Awards 
 Long-term incentives (i.e., equity
incentives) will be awarded for FY 2009 based on position and salary levels. Vice Presidents and above will be eligible for grants of stock options and restricted stock; those below Vice President will be eligible for grants of stock options only.

 Executive Officers 
  

			
	Target value of LTI awarded:	  	CEO – 200% of base compensation
		  	CSO, CFO, General Counsel – 120% of base compensation

  

					
	 LTI target mix:
	  	    Stock Options 	  	    65% of LTI target value
		  	    Restricted stock	  	    35% of LTI target value

 Long-term incentive grants to executive officers will be subject to stock retention guidelines established by the
Compensation Committee from time to time. 

 Vice Presidents 
  

			
	Target value of LTI awarded: 	  	60% of base compensation for salaries $200,000 +
		  	40% of base compensation for salaries < $200,000

  

					
	 LTI target mix:
	  	    Stock Options 	  	    65% of LTI target value
		  	    Restricted stock	  	    35% of LTI target value

 Supervisors (other than Europe), Managers and Directors 
  

			
	Target value of LTI awarded:	  	25% of base compensation for salaries $130,000 +
		  	20% of base compensation for salaries $90,000—130,000
		  	15% of base compensation for salaries $75,000—90,000
		  	10% of base compensation for salaries < $75,000

 LTI target
mix:                Options only                100% of LTI target value 
 Calculation of Share Amounts 
 Each element of the LTI grant (i.e.,
stock options and restricted stock) is intended to represent the estimated economic value of that element at the date of grant. For purposes of determining the number of shares covered by each element, the following calculation should be used, which
assumes (for illustration purposes only) that the economic value of stock options, using the Black-Scholes method, is 40% of the grant-date fair market value of the stock: 
 LTI Target Value x 65% = Stock Option Value 
 LTI Target Value x 35% = Restricted Stock Value 
 # Stock Option Shares = Stock Option Value / (Black Scholes ratio (40%) x grant-date fair market value of the stock) 
 # Restricted Shares = Restricted Stock Value/ grant-date fair market value of the stock 
 Vesting 
 Stock Options will vest over four (4) years, 25% per year on the anniversary of the date of grant.

 Restricted Stock will vest over five (5) years, 20% per year on the anniversary of the date of grant.

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