Document:

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                                                                EXHIBIT 10(i)(c)

                    AMENDMENT TO PURCHASE AND SALE AGREEMENT

            AMENDMENT TO PURCHASE AND SALE AGREEMENT dated as of April 22, 2004
(the "Amendment") among CMC Receivables, Inc. (the "Company"), CMC Steel
Fabricators, Inc. d/b/a SMI Joist Company ("CMC Steel"), Commercial Metals
Company ("Commercial Metals"), Howell Metal Company ("Howell"), Owen Electric
Steel Company of South Carolina d/b/a SMI Steel South Carolina ("Owen"), SMI
Steel Inc. ("SMI"), Structural Metals, Inc. ("Structural" and together with CMC
Steel, Commercial Metals, Howell, Owen and SMI, the "Originators").

                              W I T N E S S E T H:

      WHEREAS, the Company and the Originators are parties to a Purchase and
Sale Agreement dated as of June 20, 2001 (the "PSA");

      WHEREAS, the Company, Commercial Metals Company and Three Rivers Funding
Corporation ("TRFCO") are parties to a Receivables Purchase Agreement dated as
of June 20, 2001 (the "RPA");

      WHEREAS, the Company, Commercial Metals Company, TRFCO, Liberty Street
Funding Corp. ("Liberty"), The Bank of Nova Scotia ("Scotia") and Mellon Bank,
N.A. ("Mellon"), as managing agent and administrative agent, are parties to an
Amended and Restated Receivables Purchase Agreement dated as of April 22, 2004;

      WHEREAS, the parties hereto desire to amend the PSA;

      NOW, THEREFORE, the parties agree as follows:

SECTION 1. DEFINITIONS

      Defined terms used herein and not defined herein shall have the meanings
assigned to such terms in the PSA.

SECTION 2.  AMENDMENT OF PSA

      As of the date hereof, the RPA has been amended and restated to add
Liberty Street Funding Corp. ("Liberty") as an additional Buyer under the RPA
and to add each of The Bank of Nova Scotia ("Scotia") and Mellon Bank, N.A.
("Mellon") as parties to the RPA in their capacities as Managing Agents under
the RPA and to add Mellon in its capacity as Administrative Agent under the RPA.
Accordingly, the PSA is hereby amended such that all references to the Buyer in
the PSA are deemed to also refer to Liberty in addition to TRFCO, and each of
Liberty, Scotia and Mellon are added as third party beneficiaries of all of the
rights of the

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Company arising under the PSA and the other Purchase Documents to which any
Originator is a party, entitled to enforce the provisions of the PSA directly
against the parties to the PSA.

SECTION 3. CONDITIONS PRECEDENT

      The occurrence of the effective date shall be subject to the conditions
precedent that this Amendment shall have been executed by each party hereto.

SECTION 4. GOVERNING LAW

THIS AMENDMENT SHALL BE GOVERNED BY, AND CONSTRUED IN ACCORDANCE WITH, THE LAWS
OF THE STATE OF NEW YORK, WITHOUT REGARD TO THE CONFLICT OF LAWS PRINCIPLES
THEREOF.

SECTION 5. EXECUTION IN COUNTERPARTS

      This Amendment may be executed in any number of counterparts and by
different parties hereto in separate counterparts, each of which when so
executed shall be deemed to be an original and all of which when taken together
shall constitute one and the same Amendment. Delivery of an executed counterpart
of a signature page to this Amendment by facsimile shall be effective as
delivery of a manually executed counterpart of this Amendment.

SECTION 6. CONFIRMATION OF AGREEMENT

      Each of the parties to the PSA agree that, except as amended hereby, the
PSA continues in full force and effect.

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      IN WITNESS WHEREOF, the parties hereto have caused this Amendment to be
duly executed by their authorized officers as of the day and year first above
written.

                                      CMC RECEIVABLES, INC.

                                      By: /s/ Stanley A. Rabin
                                         Authorized Signatory

                                      CMC STEEL FABRICATORS, INC., D/B/A/
                                      SMI JOIST COMPANY

                                      By: /s/ Stanley A. Rabin
                                         Authorized Signatory

                                      COMMERCIAL METALS COMPANY

                                      By: /s/ Stanley A. Rabin
                                         Authorized Signatory

                                      HOWELL METAL COMPANY

                                      By: /s/ Stanley A. Rabin
                                         Authorized Signatory

                                      OWEN ELECTRIC STEEL COMPANY OF SOUTH
                                      CAROLINA D/B/A SMI STEEL SOUTH CAROLINA

                                      By: /s/ Stanley A. Rabin
                                         Authorized Signatory

                                      SMI STEEL INC.

                                      By: /s/ Stanley A. Rabin
                                        Authorized Signatory

                                      STRUCTURAL METALS, INC.

                                      By: /s/ Stanley A. Rabin
                                        Authorized Signatory

                                       3<PAGE>

                                                              EXHIBIT 10(iii)(d)

COMMERCIAL METALS COMPANY KEY EMPLOYEE
LONG-TERM PERFORMANCE PLAN

PURPOSE
The objectives for the Long-Term Performance Plan are to:

o    Link compensation to the long-term financial success and performance of the
     Company, focusing on factors which help drive shareholder value creation;

o    Provide a greater long-term orientation and competitiveness to total
     compensation for executives, by establishing a performance-based component
     in addition to the existing stock-option plan;

o    By focusing on long-term performance and success, provide a balance to the
     short-term focus of the Annual Incentive Plan in the decision-making
     process of management;

o    Encourage senior management to promote the interests of the Company as a
     whole by linking compensation to longer-term, company-wide results;

o    Enable the Company to meet competitive total compensation needs in
     attracting and retaining superior executive talent; and

o    Fund payouts from the plan through improved business results.

STRUCTURE
The Long-Term Performance Plan is a cash plan, with awards that are contingent
on the attainment of multi-year performance goals. At the beginning of the
performance period, goals are established which are designed to measure the
degree of business success over the timeframe. The compensation committee
reviews and approves goals that are recommended by management. At the end of the
period, performance against the goals is assessed and payouts are determined.

Business results for the Company will be measured over a three-year period.
Grants for the plan will be made annually, with new overlapping award cycles
beginning each year. To phase in the plan, three performance cycles will begin
on September 1, 2001: a one-year cycle, a two-year cycle, and a "normal"
three-year cycle. Thereafter, a new three-year performance cycle will begin each
year.

ELIGIBILITY
Participation in the plan is limited to key executives and employees of the
Company and its subsidiaries, who impact organization-wide results. Participants
in the plan will be nominated by management and approved by the compensation
committee. All executive officers of the Company participate in the plan.

TARGET AWARD OPPORTUNITIES
Target award opportunities will be established for each participant at the
beginning of the performance period. The target award will be calculated as a
percentage of base salary. The target

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award represents the payout the participant may receive if targeted performance
has been achieved at the end of the performance period.

In addition, threshold and maximum award levels will be established as a percent
of target, defining payout parameters for performance that exceeds or falls
below targeted levels.

Awards for the one- and two-year phase-in cycles will be 1/3 and 2/3 of these
"normal" target levels respectively.

PERFORMANCE MEASUREMENT
At the beginning of each performance cycle, senior management will establish and
communicate the specific range of performance objectives for the Company. The
goals will be reviewed and the key performance factors approved by the
compensation committee.

At the end of the performance cycle, actual relative performance against these
goals will be measured, and the resulting awards will be calculated and paid
subject to review and approval by the compensation committee.

PERFORMANCE MEASURES
Growth in earnings before interest, taxes, depreciation, and amortization
(EBITDA) over the performance period will be the specific performance measure
used in the plan. Target performance achievement levels will be established
using the Company's actual historical EBITDA performance as a baseline. EBITDA
growth is measured against the highest EBITDA dollar amount prior to the
three-year measurement period. Therefore awards are earned only if previous
records are exceeded by threshold amounts.

PERFORMANCE WEIGHTINGS
Corporate performance will determine 100 percent of the award for all plan
participants.<PAGE>

                                                              EXHIBIT 10(iii)(e)

COMMERCIAL METALS COMPANY KEY EMPLOYEE
ANNUAL INCENTIVE PLAN

PURPOSE
The objectives for the Annual Incentive Plan are to:

o    Pay for short-term results which help drive longer term shareholder value
     creation for Commercial Metals Company including achieving annual business
     and financial performance targets;

o    Encourage senior management to promote the interests of the Company and
     subsidiaries by linking compensation to the Company's consolidated
     financial results;

o    Maintain an entrepreneurial culture among key management employees by
     linking compensation to results for their business unit or area of
     responsibility;

o    Communicate expectations, results, and incentive payouts in a clear,
     unambiguous way;

o    Provide total cash compensation levels that are competitive with or above
     the market, especially with high performance; and

o    Fund the incentive payouts from results achieved consistent with acceptable
     returns for shareholders.

PARTICIPANTS
Those executive officers of the Company and selected other senior managers as
approved by the compensation committee.

AWARD OPPORTUNITIES
Each eligible plan participant has a target award opportunity, expressed as a
percentage of base salary. The target award represents the level of bonus
payment the participant may earn in the event financial performance is achieved
at targeted levels and acceptable organizational standards are met.

In addition, a threshold and superior award level will be established bounding
payouts for performance levels that exceed or fall below the target level. Total
bonus awards by segment for all eligible employees (including those bonuses paid
to participants in the annual incentive plan) are subject to a 20% ceiling
limitation of operating profit.

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PERFORMANCE MEASUREMENT
At the beginning of each fiscal year, senior management will establish and
communicate the specific range of performance objectives for the Company and
business units/individuals. The objective will reflect the key strategic goals
of the Company and will be aligned and supportive of higher level plans, and be
realistic and attainable stretch goals. The goals will be reviewed and the key
performance factors approved by the compensation committee; the review process
will consider the goals in light of the external environment and shareholder
return and are subject to modification by the committee.

At the end of the fiscal year, actual relative performance against these goals
will be measured, and the resulting incentive amounts will be calculated. The
compensation committee will approve final awards and may consider factors other
than financial performance and unforeseen issues.

PERFORMANCE MEASURE
The primary performance measure of the Annual Incentive Plan is operating profit
defined as FIFO operating profit before taxes but after interest expense
(income).

WEIGHTING OF CORPORATE, BUSINESS UNIT, AND INDIVIDUAL PERFORMANCE
Based on a participant's function and position level, the award opportunity is
proportionally weighted by the results of Commercial Metals Company's
consolidated performance and its underlying segments. For instance, the CEO's
award performance is based entirely on the consolidated performance of the
Company. The President of the Marketing and Trading division's award performance
is based 70% on the Marketing and Trading segment performance and 30% on
consolidated performance.

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