Document:

EX-10.6

 Exhibit 10.6 

MELROSE COOPERATIVE BANK 

EXECUTIVE ANNUAL INCENTIVE PLAN 

ARTICLE I 

Establishment, Purpose and Duration 

1.1 Establishment. This Executive Annual Incentive Plan (the “Plan”) is adopted by Melrose Cooperative Bank (the “Bank”), effective
as of January 1, 2014. 
 1.2 Purpose. The objectives of the Plan are to optimize the profitability and growth of the Bank (including its
affiliates) through incentives consistent with the Bank’s goals in order to link and align the personal interests of the Participants with the incentive for individual and overall Bank performance. This Plan is further intended to provide
flexibility to the Bank in its ability to motivate, attract and retain the services of Participants who make significant contributions to the Bank’s success and to allow Participants to share in the success of the Bank.  

1.3 Duration of this Plan. This Plan shall commence on the Effective Date, and shall remain in effect until terminated, modified or amended in
accordance with Section 3.1 of the Plan.  
 ARTICLE II 

Definitions 
 Definitions.
Whenever used in this Plan, the following words and phrases shall have the meanings specified: 
 1.1 “Base Salary” means the
Participant’s annual rate of base salary paid during each calendar year, excluding bonuses and other forms of variable income, fringe benefits, reimbursements, etc. 
  

	1.2	“Bonus Award” means an annual bonus paid as a cash lump sum under the Plan. 

  

	1.3	“Committee” means the Compensation Committee of the Bank’s Board of Directors. 

1.4 “Eligible Employee” means employees of the Bank who are selected by the Committee, in its sole discretion, to participate in this Plan.
Being selected to participate in this Plan for one Plan Year does not guarantee selection for participation in the Plan for any other Plan Year. 
  

	1.5	“Plan Year” means the Bank’s fiscal year, which is the calendar year. 

 1.6
“Participant” means an Eligible Employee who has been notified by the Committee that he or she has been selected to participate in this Plan for the current Plan Year. 

ARTICLE II 
 Annual
Cash Bonuses 
 2.1 Bonus Award 

 (a) No later than 90 days after the commencement of each Plan Year, the Committee shall set
performance objectives pursuant to Section 2.2 for each Participant in writing in an Award Agreement, which shall be provided to each Participant and included as an exhibit to the Plan. If the performance objectives for the Participant are
accomplished, the Participant shall receive a Bonus Award under the Plan equal to a designated percentage of the Participant’s Base Salary, as determined by the Committee in its sole discretion and set forth in the Participant’s Award
Agreement. 
 (b) In addition to the attainment of the performance objectives set forth by the Committee for the Participant in the Award
Agreement, payment of the Bonus Award is also contingent on the Participant’s overall performance level being “at expectation” as determined by the Committee. The Committee shall have the final authority to determine whether any
Participant has satisfied these requirements. 
 (c) If an Eligible Employee becomes a Participant at any time after the beginning of a Plan
Year, the Bonus Award payable to that Participant shall be pro-rated, such that, the percentage of Base Salary that constitutes the Bonus Award for that Plan Year shall be multiplied by a fraction, where the numerator is the number of full calendar
months that the individual was a Participant during the Plan Year and the denominator is 12. 
 2.2 Performance Objectives. 

(a) Payment of Bonus Awards in any Plan Year is contingent upon the performance objectives specified by the Committee for any Participant
being met by the Bank and/or Participant. The specific performance objectives are determined annually by the Committee and are subject to change by the Committee, but generally include objective performance targets focused on financial performance,
growth, asset quality, and risk management, including, but not limited to, return on average assets, net income margin, return on equity, loan production, asset quality and subjective, discretionary performance targets, such as particular
qualitative factors for each Participant, based on his or her duties for the Bank. 
 (b) Each performance objective shall specify levels of
achievement of goals ranging as follows: 
  

	 	(i)	Threshold Level: The level for minimum performance deemed worthy of a Bonus Award. 

  

	 	(ii)	Target Level: The level for typical, expected performance. 

  

	 	(iii)	Maximum Level. The level for outstanding performance. 

 (c) Each objective will be weighted
based on priority as a percentage of the total Bonus Award payable to the Participant. The weight of each performance objective attributable to a Participant shall be set forth in his or her Award Agreement. 

2.3 Termination of Employment. Unless otherwise determined by the Committee, a Participant who is not employed as of the payout date
for his or her Bonus Award shall forfeit the Bonus Award. 

  
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 2.4 Time of Payout. No later than two and one half
(2 1⁄2) months after the close of the Plan Year (i.e., by the March 15 that immediately follows the end of the Plan Year for which the performance is
measured), the Bonus Award will be paid to the Participant in a cash lump sum, through regular payroll practices, including all applicable withholdings. Bonus Awards under the Plan are intended to be exempt from Section 409A of the Internal
Revenue Code under the “short term deferral rule” set forth in Treasury Regulations Section 1.409A-1(b)(4). 
 ARTICLE III

 Amendments and Termination 

3.1 Right to Amend or Terminate. The Committee may amend or terminate this Plan at any time without the consent of any Participants, provided, however,
that the Committee may not reduce the amount of the Bonus Award already earned by any Participant in any Plan Year without the Participant’s consent. 

ARTICLE IV 

Miscellaneous 
 4.1 Binding
Effect. This Plan shall be binding on the Participants, the Bank, and their beneficiaries, survivors, executors, successors, administrators and transferees. 

4.2 No Guarantee of Employment. This Plan is not an employment policy or contract. It does not give any Participant the right to remain an employee of
the Bank, nor does it interfere with the Bank’s right to discharge the Participant. It also does not interfere with the Participant’s right to terminate employment at any time. 

4.3 Non-Transferability. Bonus Awards under this Plan cannot be sold, transferred, assigned, pledged, attached, or encumbered in any manner. 

4.4 Applicable Law. The Plan and all rights hereunder shall be governed by the laws of the Commonwealth of Massachusetts, except to the extent
preempted by the laws of the United States of America. 
 4.5 Entire Agreement. This Plan constitutes the entire agreement between the Bank and each
Participant as to the subject matter hereof. No rights are granted to the Participant by virtue of this Plan other than those specifically set forth herein. 

4.6 Administration. The Committee shall have powers which are necessary to administer this Plan, including but not limited to: 

(a) Interpreting the provisions of the Plan; 

(b) Determine the persons eligible to participate in the Plan; 

(c) Maintaining a record of benefit payments; and 

  
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 (d) Establishing rules and prescribing any forms necessary or desirable to administer the Plan.

 [Signature Page to Follow] 

  
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 IN WITNESS WHEREOF, the Bank has executed this Plan on the date set forth below. 

 

							
		 		 		 	MELROSE COOPERATIVE BANK
				
	______________________	 		 	By:	 	 
	Date	 		 		 	

  
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 MELROSE COOPERATIVE BANK 

EXECUTIVE ANNUAL INCENTIVE PLAN 

AWARD AGREEMENT 
  

					
	 Name:
	 	 	  	

					
	 Plan Year:
	 	 	  	

					
	 Plan Year Base Salary:
	 	 	  	

  

													
	 	 	 	 	 	Award as a % Base Salary
	 Performance
Objective
	 	 Weight
	 	 	 Below

Threshold
	 	 Threshold
	 	 Target
	 	 Maximum &
Above

		 				 	0%	 		 		 	
		 				 	0%	 		 		 	
		 				 	0%	 		 		 	
		 				 	0%	 		 		 	
		 				 	0%	 		 		 	
	Totals	 	 	100	% 	 	0%EX-10.1

 Exhibit 10.1 

GAMESTOP CORP. 

RETIREMENT POLICY 
 This Retirement Policy
is applicable to all Awards made under the GameStop Corp. Amended and Restated 2011 Incentive Plan (the “Plan”), without regard to grant date, and with respect to cessations of employment that occur after May 1, 2014 (the
“Effective Date”), unless otherwise determined by the Committee. Unless otherwise specified herein, capitalized terms will have the meanings defined in the Plan. This Retirement Policy will be administered and interpreted by the
Committee or its delegate, in accordance with Sections 4.2 and 4.3 of the Plan. This Retirement Policy may be modified or discontinued by the Committee at any time. 

Eligibility 
 Employee Eligibility:
All employees of the Company employed on or after the Effective Date shall be eligible to retire and receive the special treatment described below after such employee attains a minimum age of 55 years old and is credited with a minimum period of
service with the Company and its affiliates of at least 10 years; provided that the sum of such Employee’s age and period of service with the Company and its affiliates is equal to or greater than 70 years (“Rule of 70”). If an
employee meets the minimum age and service requirements and meets the Rule of 70 requirements, then such employee will be “Retirement Eligible.” 

For these purposes, a period of service shall include an employee’s period of active, full-time employment with the Company and its affiliates, any
approved leave of absence and, to the extent required by law, military or other leaves for which the employee retains a right to re-employment. Service may be credited with respect other periods to the extent determined by the Committee, in its
discretion. 
 Award Eligibility: Regardless of an employee being Retirement Eligible, no Award shall be eligible for the special treatment set forth
below until the Award has been outstanding for at least 6 months. Any unvested Award that has been outstanding for less than 6 months at the time of an employee’s cessation of employment with the Company and its affiliates shall be forfeited
without compensation (even if such employee is otherwise Retirement Eligible). 
 In addition, unless otherwise determined by the Committee, this Retirement
Policy will not be applicable to awards other than regularly scheduled annual grants (i.e., will not apply to inducement Awards, retention Awards or other special or off-cycle grants). 

Effect of Employment After Retirement Eligibility: Except as otherwise expressly provided herein, an employee’s Retirement Eligibility will not
affect the treatment of his or her Awards while he or she remains employed by the Company and its affiliates. 
 Application to Awards

 Time-Based Restricted Stock: Upon an employee’s cessation of employment with the Company and its affiliates after the employee is
Retirement Eligible, all otherwise unvested restricted stock Awards will be released from transfer restrictions associated with vesting criteria. If the Company chooses to permit tax withholding obligations to be settled through the withholding of
shares subject to the Award, transfer restrictions associated with vesting criteria may be released on an accelerated basis to the extent necessary to satisfy such tax withholding obligations. 

Time-Vested Stock Options: Upon an employee’s cessation of employment with the Company and its affiliates after the employee is Retirement
Eligible, all time-vested stock options that are then otherwise 

 
unvested will become fully exercisable. The post-termination exercise period for all time-vested options held by that employee will be extended to the first to occur of (I) the first
anniversary of the employee’s cessation of employment, (II) the original expiration date of such option, or (III) any accelerated expiration date applicable to that option, other than solely as a result of the employee’s cessation of
employment (such as accelerated expiration in connection with a change in control of the Company). 
 Time-Vested Cash Exempt from Section 409A:
If a cash Award granted to an employee is intended to be exempt from Section 409A of the Internal Revenue Code, then when its holder becomes Retirement Eligible, the cash subject to such award (less required tax withholding) will be distributed
by the Company and deposited into escrow. Any such escrowed funds will be released from escrow on the earlier of (a) the date they would have otherwise vested, or (b) the cessation of the employee’s employment. The escrow agent shall
have no obligation to invest the funds pending release from escrow. 
 Time-Vested Cash Subject to Section 409A: If a cash Award granted to an
employee is intended to be compliant with Section 409A of the Internal Revenue Code, then when its holder becomes Retirement Eligible, such Award will be deemed fully vested. The cash subject to such Award will be distributed on the date or
dates otherwise contemplated under the terms of such Awards (or sooner, to the extent necessary to satisfy required tax withholding). 
 Cash or
Restricted Stock Subject to a Performance Condition: Upon an employee’s cessation of employment with the Company and its affiliates after the employee is Retirement Eligible, any cash or restricted stock Award subject to a performance
condition will remain outstanding and, at the end of the applicable performance period, will be deemed earned based on the actual performance results, subject to pro-ration based on the portion of the performance period actually worked by the
employee. Any time-vesting criteria that would otherwise have applied to such Award following the end of the applicable performance period will be waived. Notwithstanding the foregoing, the Committee may in its discretion waive the pro-ration
contemplated above with respect to any particular Award or class of Awards (such as Awards that contain performance criteria for the principal purpose of satisfying the definition of “qualified performance-based compensation” under
Section 162(m) of the Internal Revenue Code). 
 Stock Options Subject to a Performance Condition: Upon an employee’s cessation of
employment with the Company and its affiliates after the employee is Retirement Eligible, all performance-vested stock options that are then otherwise unvested will remain outstanding and, at the end of the applicable performance period, will be
deemed earned based on the actual performance results, subject to pro-ration based on the portion of the performance period actually worked by the employee. Any time-vesting criteria that would otherwise have applied to such Award following the end
of the applicable performance period will be waived. The post-termination exercise period for any such Award will be extended to the first to occur of (I) the first anniversary of the performance determination, (II) the original expiration date
of such option, or (III) any accelerated expiration date applicable to that option, other than solely as a result of the employee’s cessation of employment (such as accelerated expiration in connection with a change in control of the Company).

 Interaction with Other Rules 

Effect of Termination for Cause: Notwithstanding any other provision of this Retirement Policy, if an employee ceases employment due to a termination
for Cause (as that term is defined in the applicable Award agreement, or if not so defined, as defined in any employment agreement, offer letter or similar document applicable to that employee, or in the absence of any such applicable document, as
determined by the Committee) or due to a resignation in anticipation of a termination for Cause, this Retirement Policy will not apply to that employee. 

  
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 Policy Will Not Prevent Clawback: This Retirement Policy should not be construed to prevent the forfeiture
or divestiture of any Award if otherwise contemplated under the terms of any restrictive covenant agreement or clawback policy applicable to an employee or former employee. 

  
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