Document:

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                                                                   Exhibit 10.19

                              BOISE CASCADE, L.L.C.

               SUPPLEMENTAL HEALTHCARE PLAN FOR EXECUTIVE OFFICERS

                           Effective October 29, 2004

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                              BOISE CASCADE, L.L.C.

               SUPPLEMENTAL HEALTHCARE PLAN FOR EXECUTIVE OFFICERS

INTRODUCTION

Boise Cascade, L.L.C. (the "Company") has adopted a Supplemental Healthcare Plan
for Executive Officers (the "Plan") in addition to the Medical, Dental, and
Vision Programs (the "Healthcare Programs") available under the Company's
Comprehensive Welfare Benefit Plan. While you share in the cost of your medical
care by paying a monthly contribution, a deductible, and a percentage of the
remaining expenses, the combination of the plans pays most of the major charges
for covered healthcare expenses for you and your dependents.

WHO IS ELIGIBLE

As an executive officer of the Company, you are automatically eligible for
coverage under the Plan. Your dependents' coverage under the Plan will become
effective on the same date that your own coverage begins.

Your dependents who are eligible for coverage under this Plan include your
spouse plus any unmarried children under age 23, if they do not regularly work
full-time and are dependent on you for support. Under certain circumstances, a
child with disabilities may be covered beyond age 23.

HOW BENEFITS BECOME PAYABLE

Medical, dental, and vision benefits become payable under this Plan after
benefits for covered charges under the Healthcare Programs have been applied to
medical, dental, or vision expenses incurred by you or your covered dependent.
The Plan will pay 100% of the remaining charges for the treatment, services, and
supplies listed under "What the Plan Covers." Amounts applied to the deductible
and copayments under the Healthcare Programs are not covered under this Plan.

The deductible and copayment amounts under the Prescription Drug Program are not
covered under this Plan.

WHAT THE PLAN COVERS

Medical expenses incurred will be reduced by the amount considered as covered
charges under the Medical Program. The Plan will pay 100% of the remaining
charges for the following medical expenses:

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        -   Hospital room and board charges.
        -   Hospital intensive care (ICU) and cardiac care unit (CCU) charges.
        -   Hospital services and supplies (inpatient or outpatient).
        -   Medical treatment or surgery by a physician.
        -   Outpatient surgical facility services and supplies.
        -   Private-duty nursing by a registered nurse (R.N.), a licensed
            vocational nurse (L.V.N.), or a licensed practical nurse (L.P.N.)
            upon the written recommendation of a physician.
        -   Ambulance service.
        -   Immunizations.
        -   Anesthetics and oxygen and their administration.
        -   Rental or purchase (at the Company's option) of approved durable
            medical equipment and appliances.
        -   Physical therapy by a licensed physiotherapist for treatment by
            physical or mechanical means only.
        -   Outpatient rehabilitative speech and occupational therapy. Care must
            be provided by a licensed therapist who is referred and supervised
            by a licensed physician.
        -   Blood and blood plasma which are not replaced by donation, and their
            administration.
        -   Diagnostic x-rays and laboratory tests.
        -   Extended-care facility confinement, including services and supplies.
        -   Medical social services while a patient is in an extended-care
            facility.
        -   Psychiatric care provided by a physician.
        -   Mammograms.

The Plan will also pay 100% of the remaining charges for vision exams,
eyeglasses, contact lenses, hearing aids, and dental expenses (including
orthodontia and expenses for repair and maintenance of covered items) after
benefits under the Healthcare Programs have been applied.

WHAT THE PLAN DOES NOT COVER

Expenses for items shown in the list that follows are not covered under the
Plan:

        -   Injury or illness resulting from war or an act of war, whether
            declared or undeclared.
        -   Items payable by workers' compensation or any other government
            program.
        -   Items for which no charge would have been made in the absence of
            medical coverage, or items for which you are not legally obligated
            to pay.
        -   Prescription drugs obtained through the Company's Prescription Drug
            Program.
        -   Items for which the Company, by law or regulation, may not provide
            benefits.
        -   Medical services rendered prior to the date your coverage by this
            Plan began.

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        -   Charges which are applied to the deductible and copayments under the
            Healthcare Programs.

HEALTH CARE CLAIMS

The necessary forms to file a claim for covered health care expenses under this
Plan are available from HR Services in Boise, Idaho, telephone 1-800-237-3459 or
(208) 384-7172.

PLAN ADMINISTRATION, ERISA RIGHTS

The YOUR HEALTH BENEFITS booklet (the summary plan description) identifies the
Plan administrator and explains your ERISA rights under this Plan. If a dispute
or disagreement arises regarding terms of coverage or benefits provided under
this Plan, you must use the claims/appeal processes described in that booklet.

CONTINUATION OF COVERAGE/QUALIFIED MEDICAL CHILD SUPPORT ORDERS

The Plan is subject to the requirements of federal law as they relate to
continuation of medical benefits pursuant to provisions of the Consolidated
Omnibus Budget Reconciliation Act of 1985 ("COBRA") and to "Qualified Medical
Child Support Orders" under the Omnibus Budget Reconciliation Act of 1993. These
requirements are described in more detail in the YOUR HEALTH BENEFITS booklet.

SOURCE OF FUNDING

This Plan is self-insured by the Company. Payments for benefits under this Plan
are made from the general assets of the Company as benefits become payable.

TAXABILITY

All benefits payable under this Plan are considered taxable income to you, are
subject to tax withholding requirements, and will be reflected in your Form W-2
earnings.

COVERAGE DURING A LEAVE OF ABSENCE

Your medical coverages may be continued while you are still employed by the
Company but are not actively at work because of an accident or illness or
certain other company-approved leaves of absence. Under such conditions,
coverage will continue in keeping with the provisions of the leave.

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WHEN YOUR COVERAGE ENDS

Your coverage under the Plan ends on the EARLIEST of the following dates:

        -   On the date your employment with the Company ends.
        -   On the date you become ineligible to participate in these coverages
            -- for example, if you cease to be an executive officer of the
            Company.
        -   On the date the Company elects to discontinue this Plan.

WHEN YOUR DEPENDENTS' COVERAGE ENDS

Your dependents' coverage under this Plan ends on the EARLIEST of the following
dates:

        -   On the date your coverage ends.
        -   On the date your dependent ceases to be eligible because of a change
            in age or dependent status as defined under the specifically named
            medical plan.
        -   On the date your dependent begins active duty in the armed forces of
            any country, state, or international organization.
        -   On the date the Company elects to discontinue this Plan.

        THE COMPANY EXPRESSLY RESERVES THE RIGHT TO AMEND OR TERMINATE THIS PLAN
        AT ANY TIME. COVERAGE UNDER THIS PLAN IS NOT AND SHOULD NOT BE DEEMED TO
        CREATE A CONTRACT OF EMPLOYMENT AND UNDER NO CIRCUMSTANCES SHALL BE
        CONSTRUED TO GIVE ANY PARTICIPANT A RIGHT TO REMAIN AN EMPLOYEE OR
        OFFICER OF THE COMPANY FOR ANY PERIOD. ANY PARTICIPANT IN THIS PLAN IS
        EMPLOYED SOLELY AT THE WILL OF THE COMPANY.

        TO THE EXTENT NOT GOVERNED BY FEDERAL LAW, THIS PLAN WILL BE CONSTRUED
        ACCORDING TO THE LAWS OF THE STATE OF IDAHO. IN THE EVENT ANY LAWSUIT OR
        LEGAL ACTION IS BROUGHT (BY ANY PARTY, PERSON, OR ENTITY REGARDING THIS
        PLAN, BENEFITS HEREUNDER, OR ANY RELATED ISSUE), SUCH ACTION OR SUIT MAY
        BE BROUGHT ONLY IN FEDERAL DISTRICT COURT IN THE DISTRICT OF IDAHO.<Page>

                                                                   Exhibit 10.20

                             ANNUAL INCENTIVE AWARDS
                                  WOOD PRODUCTS

1.   The Award is subject to all the terms and conditions of the Plan. All
     capitalized terms not defined in this Agreement shall have the meaning
     stated in the Plan.

2.   For purposes of this Award, the following terms shall have the meanings
     stated below.

     2.1.   "Award Period" means the period from November 1, 2004 to
            December 31, 2004

     2.2.   "Base Salary" means your annual pay rate in effect at the end of the
            Award Period, without taking into account (a) any amounts deferred
            pursuant to an election under any 401(k) plan, pre-tax premium plan,
            deferred compensation plan, or flexible spending account sponsored
            by Boise, (b) any incentive compensation, employee benefit, or other
            cash benefit paid or provided under any incentive, bonus or employee
            benefit plan sponsored by Boise, or (c) any excellence award, gains
            upon stock option exercises, restricted stock grants or vesting,
            moving or travel expense reimbursement, imputed income, or tax
            gross-ups, without regard to whether the payment or gain is taxable
            income to you.

     2.3.   "Economic Value Added," or "EVA," means the Net Operating Profit
            Before Tax less the Capital Charge. For purposes of this definition:

            2.3.1.  "Net Operating Profit Before Tax" means the before tax
                    operating income of the division, region, or location, as
                    appropriate;

            2.3.2.  "Capital Charge" means the deemed opportunity cost of
                    employing Capital for the company, division, region, or
                    location, as appropriate, calculated as average Capital
                    multiplied by Pretax Required Rate of Return;

            2.3.3.  "Capital" means the net investment employed in the
                    operations of the company, division, region, or location, as
                    appropriate, adjusted for LIFO inventory, present value of
                    operating leases, major capital projects, and major
                    nonrecurring adjustments, as determined by Boise from time
                    to time; and

            2.3.4.  "Pretax Required Rate of Return" (or the cost of capital)
                    means the pretax required rate of return percentage
                    including adjustment for business risk and debt-to-equity
                    structure, as determined by Boise for the Award Period.

3.   Your target award percentage is ___% of your Base Salary.

4.   The Performance Goal applicable to your Award is EVA.  Your Award will
     be calculated based on this Performance Goal, as follows:

     4.1.   DIVISION EVA - 50%. Target EVA has been established for the Boise
            Building Solutions, Manufacturing division. Using the attached
            payout chart, a payout multiple will be identified based on the
            division's actual EVA. The identified multiple will be multiplied by
            50%, the resulting number will be multiplied by your target award
            percentage, and the resulting percentage will be applied to your
            Base Salary to determine the Division EVA portion of your actual
            Award.

     4.2.   REGION EVA - 50%. Target EVA has been established for each of the
            five regions within Wood Products division. Using the attached
            payout charts, a payout multiple will be identified for each region
            based on the region's actual EVA. The

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            multiples for all 5 regions will be averaged to reach an average
            region EVA payout multiple. The average region EVA payout multiple
            will be multiplied by 50%, the resulting number will be multiplied
            by your target award percentage, and the resulting percentage will
            be applied to your Base Salary to determine the Region EVA portion
            of your actual Award.

     4.3.   GENERAL TERMS. Payout multiples between numbers indicated on the
            charts will be calculated using straight-line interpolation. Your
            total Award is capped at 2.25 times your target award percentage.
            Notwithstanding the Performance Goal and formula set forth above, no
            award will be earned or paid for the Award Period unless Wood
            Products has net income for the Award Period, as calculated by Boise
            in its sole discretion. Award criteria, targets, payout multiples,
            and/or actual payouts may be adjusted if an asset sale occurs or
            configuration or operational changes are made within the division
            that impact plan payouts.

5.   This Award will be paid in cash.

6.   If you terminate employment before December 31, 2004, your Award will
     be treated as follows:

     6.1.   If your termination of employment is a direct result of the sale or
            permanent closure of any facility or operating unit of Boise, or a
            bona fide curtailment, or a reduction in workforce, as determined by
            Boise in its sole discretion, and you execute a waiver/release in
            the form required by Boise, or if your termination is a result of
            your death, or total and permanent disability, you will receive a
            pro rata Award, if an Award is paid, based on the number of days
            during the Award Period that you were employed and eligible compared
            to the total number of days in the Award Period.

     6.2.   If at the time of your termination you are at least age 55 and have
            at least 10 years of employment with Boise, you will receive a pro
            rata Award, if an Award is paid, calculated as provided in paragraph
            6.1.

     6.3.   If your termination of employment is a direct result of a strategic
            transaction (e.g., a reorganization, sale, divestiture, or spin-off)
            involving an organizational unit larger than a single location, as
            determined by Boise in its sole discretion, and you execute a
            waiver/release in the form required by Boise, you will receive a pro
            rata Award, if an Award is paid, calculated as provided in paragraph
            6.1, subject to change by the Executive Compensation Committee of
            Boise's board of directors in its sole discretion.

     6.4.   Except as described in paragraphs 6.1, 6.2, and 6.3, you must be
            employed by Boise on the last day of the Award Period to be eligible
            to receive an Award. If you terminate employment for any reason
            other than as described in paragraphs 6.1, 6.2 , and 6.3, whether
            your termination is voluntary or involuntary, with or without cause,
            you will not be eligible to receive any Award for 2004.

7.   In the event of a Change in Control (as defined in the Plan) prior to
     December 31, 2004, the provisions of the Plan shall apply.

                                                                               2
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                             ANNUAL INCENTIVE AWARDS
                         BUILDING MATERIALS DISTRIBUTION

1.   The Award is subject to all the terms and conditions of the Plan. All
     capitalized terms not defined in this Agreement shall have the meaning
     stated in the Plan.

2.   For purposes of this Award, the following terms shall have the meanings
     stated below.

     2.1.   "Award Period" means the period from November 1, 2004 to
            December 31, 2004

     2.2.   "Base Salary" means your annual pay rate in effect at the end of the
            Award Period, without taking into account (a) any amounts deferred
            pursuant to an election under any 401(k) plan, pre-tax premium plan,
            deferred compensation plan, or flexible spending account sponsored
            by Boise, (b) any incentive compensation, employee benefit, or other
            cash benefit paid or provided under any incentive, bonus or employee
            benefit plan sponsored by Boise, or (c) any excellence award, gains
            upon stock option exercises, restricted stock grants or vesting,
            moving or travel expense reimbursement, imputed income, or tax
            gross-ups, without regard to whether the payment or gain is taxable
            income to you.

     2.3.   "Pretax Return on EVA Investment" or "PROEVA" means the Net
            Operating Income plus EVA Income Adjustments, divided by EVA
            Investment, as stated on the division's financial statements. For
            purposes of this definition, capitalized terms refer to line items
            on the division's balance sheet, operating expense detail, or income
            statement.

3.   Your target award percentage is ___% of your Base Salary.

4.   The Performance Goal applicable to your Award is PROEVA.  Your Award will
     be calculated based on this Performance Goal, as follows:

     4.1.   BBSD PROEVA. Target PROEVA has been established for the Boise
            Building Solutions, Distribution division. Using the attached payout
            chart, a payout multiple will be identified for the division based
            on the division's PROEVA. The payout multiple will be multiplied by
            your target award percentage, and the resulting percentage will be
            applied to your Base Salary to determine your actual Award.

     4.2.   GENERAL TERMS. Payout multiples between numbers indicated on the
            charts will be calculated using straight-line interpolation. Your
            total Award is capped at 2.25 times your target award percentage.
            Notwithstanding the Performance Goal and formula set forth above, no
            award will be earned or paid for the Award Period unless BBSD has
            net income for the Award Period and has division PROEVA of at least
            6%, as calculated by Boise in its sole discretion.

5.   This Award will be paid in cash.

6.   If you terminate employment before December 31, 2004, your Award will be
     treated as follows:

     6.1.   If your termination of employment is a direct result of the sale or
            permanent closure of any facility or operating unit of Boise, or a
            bona fide curtailment, or a reduction in workforce, as determined by
            Boise in its sole discretion, and you execute a waiver/release in
            the form required by Boise, or if your termination is a result of
            your death, or total and permanent disability, you will receive a
            pro rata Award, if an Award is paid, based on the number of

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            days during the Award Period that you were employed and eligible
            compared to the total number of days in the Award Period.

     6.2.   If at the time of your termination you are at least age 55 and have
            at least 10 years of employment with Boise, you will receive a pro
            rata Award, if an Award is paid, calculated as provided in paragraph
            6.1.

     6.3.   If your termination of employment is a direct result of a strategic
            transaction (e.g., a reorganization, sale, divestiture, or spin-off)
            involving an organizational unit larger than a single location, as
            determined by Boise in its sole discretion, and you execute a
            waiver/release in the form required by Boise, you will receive a pro
            rata Award, if an Award is paid, calculated as provided in paragraph
            6.1, subject to change by the Executive Compensation Committee of
            Boise's board of directors in its sole discretion.

     6.4.   Except as described in paragraphs 6.1, 6.2, and 6.3, you must be
            employed by Boise on the last day of the Award Period to be eligible
            to receive an Award. If you terminate employment for any reason
            other than as described in paragraphs 6.1, 6.2 , and 6.3, whether
            your termination is voluntary or involuntary, with or without cause,
            you will not be eligible to receive any Award for 2004.

7.   In the event of a Change in Control (as defined in the Plan) prior to
     December 31, 2004, the provisions of the Plan shall apply.

                                        2

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                             ANNUAL INCENTIVE AWARDS
                                      PAPER

1.   The Award is subject to all the terms and conditions of the Plan. All
     capitalized terms not defined in this Agreement shall have the meaning
     stated in the Plan.

2.   For purposes of this Award, the following terms shall have the meanings
     stated below.

     2.1.   "Award Period" means the period from November 1, 2004 to December
            31, 2004.

     2.2.   "Base Salary" means your annual pay rate in effect at the end of the
            Award Period, without taking into account (a) any amounts deferred
            pursuant to an election under any 401(k) plan, pre-tax premium plan,
            deferred compensation plan, or flexible spending account sponsored
            by Boise, (b) any incentive compensation, employee benefit, or other
            cash benefit paid or provided under any incentive, bonus or employee
            benefit plan sponsored by Boise, or (c) any excellence award, gains
            upon stock option exercises, restricted stock grants or vesting,
            moving or travel expense reimbursement, imputed income, or tax
            gross-ups, without regard to whether the payment or gain is taxable
            income to you.

     2.3.   "Cash Flow" means the cash generated for the Paper calculated as
            operating income plus or minus changes in net working capital
            (receivables and inventories less payables) plus non-cash items
            against operating income (such as depreciation, amortization and
            depletion) less capital spending.

3.   Your target award percentage is ___% of your Base Salary.

4.   The Performance Goal applicable to your Award is Cash Flow. Your Award will
     be calculated based on this Performance Goal, as follows:

     4.1.   CASH FLOW. Using the attached payout chart, a payout multiple will
            be identified based on the division's Cash Flow. Your target award
            percentage will be multiplied by the identified multiple, and the
            resulting percentage will be applied to your Base Salary to
            determine your actual Award.

     4.2.   GENERAL TERMS. Payout multiples between numbers indicated on the
            chart will be calculated using straight-line interpolation. Your
            Award is capped at 2.25 times your target award percentage.
            Notwithstanding the Performance Goal and formula set forth above, no
            award will be earned or paid for the Award Period unless Boise Paper
            Solutions has net income for the Award Period, as calculated by
            Boise in its sole discretion.

5.   This Award will be paid in cash.

6.   If you terminate employment before December 31, 2004, your Award will be
     treated as follows:

     6.1.   If your termination of employment is a direct result of the sale or
            permanent closure of any facility or operating unit of Boise, or a
            bona fide curtailment, or a reduction in workforce, as determined by
            Boise in its sole discretion, and you execute a waiver/release in
            the form required by Boise, or if your termination is a result of
            your death, or total and permanent disability, you will receive a
            pro rata Award, if an Award is paid, based on the number of days
            during the Award Period that you were employed and eligible compared
            to the total

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            number of days in the Award Period.

     6.2.   If at the time of your termination you are at least age 55 and have
            at least 10 years of employment with Boise, you will receive a pro
            rata Award, if an Award is paid, calculated as provided in paragraph
            6.1.

     6.3.   If your termination of employment is a direct result of a strategic
            transaction (e.g., a reorganization, sale, divestiture, or spin-off)
            involving an organizational unit larger than a single location, as
            determined by Boise in its sole discretion, and you execute a
            waiver/release in the form required by Boise, you will receive a pro
            rata Award, if an Award is paid, calculated as provided in paragraph
            6.1, subject to change by the Executive Compensation Committee of
            Boise's board of directors, in its sole discretion.

     6.4.   Except as described in paragraphs 6.1, 6.2, and 6.3, you must be
            employed by Boise on the last day of the Award Period to be eligible
            to receive an Award. If you terminate employment for any reason
            other than as described in paragraphs 6.1, 6.2 , and 6.3, whether
            your termination is voluntary or involuntary, with or without cause,
            you will not be eligible to receive any Award for 2004.

7.   In the event of a Change in Control (as defined in the Plan) prior to
     December 31, 2004, the provisions of the Plan shall apply.

                                        2
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                        ANNUAL INCENTIVE AWARD AGREEMENT
                                    CORPORATE

     This ANNUAL INCENTIVE AWARD (the "Award"), is granted on ____________, 2004
(the "Award Date"), by Boise Cascade Corporation ("Boise") to
___________________ ("Awardee" or "you") pursuant to the 2003 Boise Incentive
and Performance Plan (the "Plan") and pursuant to the following terms:

1.   The Award is subject to all the terms and conditions of the Plan. All
     capitalized terms not defined in this Agreement shall have the meaning
     stated in the Plan.

2.   For purposes of this Award, the following terms shall have the meanings
     stated below.

     2.1.   "Award Period" means the period from November 1, 2004 to December
            31, 2004.

     2.2.   "Base Salary" means your annual pay rate in effect at the end of the
            Award Period, without taking into account (a) any amounts deferred
            pursuant to an election under any 401(k) plan, pre-tax premium plan,
            deferred compensation plan, or flexible spending account sponsored
            by Boise, (b) any incentive compensation, employee benefit, or other
            cash benefit paid or provided under any incentive, bonus or employee
            benefit plan sponsored by Boise, or (c) any excellence award, gains
            upon stock option exercises, restricted stock grants or vesting,
            moving or travel expense reimbursement, imputed income, or tax
            gross-ups, without regard to whether the payment or gain is taxable
            income to you.

            2.3.    "Economic Value Added," or "EVA," means the Net Operating
                    Profit Before Tax less the Capital Charge. For purposes of
                    this definition:

            2.3.1.  "Net Operating Profit Before Tax" means the before tax
                    operating income of the division, region, or location, as
                    appropriate;

            2.3.2.  "Capital Charge" means the deemed opportunity cost of
                    employing Capital for the company, division, region, or
                    location, as appropriate, calculated as average Capital
                    multiplied by Pretax Required Rate of Return;

            2.3.3.  "Capital" means the net investment employed in the
                    operations of the company, division, region, or location, as
                    appropriate, adjusted for LIFO inventory, present value of
                    operating leases, major capital projects, and major
                    nonrecurring adjustments, as determined by Boise from time
                    to time; and

            2.3.4.  "Pretax Required Rate of Return" (or the cost of capital)
                    means the pretax required rate of return percentage
                    including adjustment for business risk and debt-to-equity
                    structure, as determined by Boise for the Award Period.

3.   Your target award percentage is ___% of your Base Salary.

4.   The Performance Goal applicable to your Award is EVA. Your Award will be
     calculated based on this Performance Goal, as follows:

     4.1.   EVA. Target EVA has been established for the company. Using the
            attached payout chart, a payout multiple will be identified based on
            the company's actual EVA. The identified multiple will be multiplied
            by your target award percentage, and the resulting percentage will
            be applied to your Base Salary to determine your EVA Award.

     4.2.   ALTERNATIVE AWARD. An Alternative Award payout multiple will be
            calculated as the average of the division payout multiples, weighted
            for investment and sales. The Alternative Award payout multiple will
            be multiplied by your target award percentage, and the resulting
            percentage will be applied to your Base Salary to determine your
            Alternative Award.

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     4.3.   ACTUAL AWARD. Your Award will be the greater of the EVA Award or the
            Alternative Award, provided that the Committee in its sole
            discretion may reduce the Alternative Award in whole or in part, but
            in no event will your Award be less than the EVA Award.

     4.4.   GENERAL TERMS. Payout multiples between numbers indicated on the
            charts will be calculated using straight-line interpolation. Your
            total Award is capped at 2.25 times your target award percentage.
            Notwithstanding the Performance Goal and formula set forth above, no
            award will be earned or paid for the Award Period unless Boise has
            net income for the Award Period, as calculated by Boise in its sole
            discretion.

5.   This Award will be paid in cash.

6.   If you terminate employment before December 31, 2004, your Award will be
     treated as follows:

     6.1.   If your termination of employment is a direct result of the sale or
            permanent closure of any facility or operating unit of Boise, or a
            bona fide curtailment, or a reduction in workforce, as determined by
            Boise in its sole discretion, and you execute a waiver/release in
            the form required by Boise, or if your termination is a result of
            your death, or total and permanent disability, you will receive a
            pro rata Award, if an Award is paid, based on the number of days
            during the Award Period that you were employed and eligible compared
            to the total number of days in the Award Period.

     6.2.   If at the time of your termination you are at least age 55 and have
            at least 10 years of employment with Boise, you will receive a pro
            rata Award, if an Award is paid, calculated as provided in paragraph
            6.1.

     6.3.   If your termination of employment is a direct result of a strategic
            transaction (e.g., a reorganization, sale, divestiture, or spin-off)
            involving an organizational unit larger than a single location, as
            determined by Boise in its sole discretion, and you execute a
            waiver/release in the form required by Boise, you will receive a pro
            rata Award, if an Award is paid, calculated as provided in paragraph
            6.1, subject to change by the Executive Compensation Committee of
            Boise's board of directors in its sole discretion.

     6.4.   Except as described in paragraphs 6.1, 6.2, and 6.3, you must be
            employed by Boise on the last day of the Award Period to be eligible
            to receive an Award. If you terminate employment for any reason
            other than as described in paragraphs 6.1, 6.2 , and 6.3, whether
            your termination is voluntary or involuntary, with or without cause,
            you will not be eligible to receive any Award for 2004.

7.   In the event of a Change in Control (as defined in the Plan) prior to
     December 31, 2004, the provisions of the Plan shall apply.

                                                                               2

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