Document:

Description of the 2006 Annual Bonus Plan

 Exhibit 10.1 
 COCA-COLA BOTTLING CO. CONSOLIDATED 
 ANNUAL BONUS PLAN 
 PURPOSE 
 The purpose of this Annual Bonus Plan (the
“Plan”) is to promote the best interests of the Company and its Shareholders by providing key management employees with additional incentives to assist the Company in meeting and exceeding its business goals. 
 PLAN ADMINISTRATION 
 The Plan
will be administered by the Compensation Committee as elected by the Board of Directors; provided that, so long as the Company and the Plan are subject to the provisions of Section 162(m) of the Internal Revenue Code of 1986, as amended
(“Section 162(m)”), either the Compensation Committee shall be composed solely of two or more directors who qualify as “outside directors” under Section 162(m) or, if for any reason one or more members of the
Compensation Committee cannot qualify as “outside directors,” the Board shall appoint a separate Bonus Plan Committee composed of two or more “outside directors” which shall have all of the powers otherwise granted to the
Compensation Committee to administer the Plan. All references herein to the “Committee” shall be deemed to refer to either the Compensation Committee or to the Bonus Plan Committee, as applicable at any given time. The Committee is
authorized to establish new guidelines for administration of the Plan, delegate certain tasks to management, make determinations and interpretations under the Plan, and to make awards pursuant to the Plan; provided, however, that the
Committee shall at all times be required to exercise these discretionary powers in a manner, and subject to such limitations, as will permit all payments under the Plan to “covered employees” (as defined in Section 162(m)) to continue
to qualify as “performance-based compensation” for purposes of Section 162(m), and any action taken by the Committee shall automatically be deemed null and void to the extent (if any) that it would have the effect of destroying such
qualification. Subject to the foregoing, all determinations and interpretations of the Committee will be binding upon the Company and each participant. 
 PLAN GUIDELINES 
 Eligibility: The Committee is authorized to grant cash awards to any officer, including officers who are
directors and to other employees of the Company and its affiliates in key positions. 
 Participation: Management will recommend annually key
positions which should qualify for awards under the Plan. The Committee has full and final authority in its discretion to select the key positions eligible for awards. Management will inform individuals in selected key positions of their
participation in the Plan. 
 Qualification and Amount of Award: 
  

	1.	Participants will qualify for awards under the Plan based on: 

  

	 	(a)	Corporate goals set for the fiscal year. 

	 	(b)	Division/Manufacturing Center goals or individual goals set for the fiscal year. 

  

	 	(c)	The Committee may, in its sole discretion, eliminate any individual award, or reduce (but not increase) the amount of compensation payable with respect to any individual award.

  

	2.	The total cash award to the participant will be computed as follows: 

 Gross Cash Award = Base Salary X Approved Bonus % Factor X Indexed Performance Factor X Overall Goal Achievement Factor. 
 Notwithstanding the above formula, the maximum cash award that may be made to any individual participant based upon performance for any fiscal year period shall be $1,000,000. 
  

	3.	The Base Salary is the participant’s base salary level set for the fiscal year. The Approved Bonus % Factor is a number set by the Committee (maximum = 100%) to reflect each
participant’s relative responsibility and the contribution to Company performance attributed to each participant’s position with the Company. 

  

	4.	The Indexed Performance Factor is determined by the Committee prior to making payments of awards for each fiscal year, based on each individual’s performance during such fiscal
year. Since the Committee is necessarily required to evaluate subjective factors related to each individual’s performance in order to arrive at this number, and since such evaluations cannot be made until after the close of the fiscal year to
which the award relates, the Indexed Performance Factor will automatically be set at 1.2 for all participants who are “covered employees” (as defined in Section 162(m)), in order to allow awards to such participants to qualify as
“performance-based compensation” that is not subject to the deduction limits of Section 162(m). 

  

	5.	The Overall Goal Achievement Factor used in calculating the Gross Cash Award for each participant will be determined on the basis of multiplying the weightage factor specified in
ANNEX A attached hereto for each of the six performance criteria specified therein (Operating Cash Flow (as defined in ANNEX A), Free Cash Flow (as defined in ANNEX A), Net Income, Unit Volume, Market Share, and an overall Value
Measure (as defined in ANNEX A)) by the percentage specified in the following table for the level of performance achieved with respect to each such goal: 

  

			
	 Goal Achievement (in percent)
	  	 Amount of Award
 (as a % of max.)

	 89.0 or less
	  	0
	 89.1-94
	  	80
	 94.1-97
	  	90
	 97.1-100
	  	100
	 100.1-105
	  	110
	 105.1-110
	  	120

	6.	The Committee will review and approve all awards. The Committee has full and final authority in its discretion to adjust the Gross Cash Award determined in accordance with the
formula described above in arriving at the actual gross amount of the award to be paid to any participant; subject, however, to the limitation that such authority may be exercised in a manner which reduces (by using lower numbers for the Indexed
Performance Factor or otherwise), but not in a manner which increases, the Gross Cash Award calculated in accordance with the formula prescribed in Paragraph 2 above. The gross amount will be subject to all local, state and federal minimum tax
withholding requirements. 

  

	7.	Participant must be an employee of the Company on the date of payment to qualify for an award. Any participant who leaves the employ of the Company, voluntarily or involuntarily,
prior to the payment date, is ineligible for any bonus. An employee who assumes a key position during the fiscal year may be eligible for a pro-rated award at the option of the Committee, provided the participant has been employed a minimum of three
(3) months during the calendar year. 

  

	8.	Awards under the bonus program will not be made if any material aspects of the bottle contracts with The Coca-Cola Company (“TCCC”) are violated. 

Payment Date: Awards shall be paid upon determination (and certification by the Committee, as provided below) of the results under each of the performance
criteria specified in Paragraph 5 above following the closing of the Company’s books for the fiscal year to which such awards relate; provided, however, that the Committee shall have discretion to delay its certification and payment of
awards for any fiscal year until following notification from the Company’s independent auditors of the final audited results of operations for the fiscal year. In any event, the Committee shall provide written certification that the annual
performance goals have been attained, as required by Section 162(m), prior to any payments being made for any fiscal year. 
 AMENDMENTS, MODIFICATIONS AND TERMINATION 
 The Committee is authorized to amend, modify or terminate the Plan retroactively at any
time, in part or in whole; provided, however, that any such amendment may not cause payments to “covered employees” under the Plan to cease to qualify as “performance-based compensation” under Section 162(m) unless
such amendment has been approved by the full Board of Directors of the Company. 
 SHAREHOLDER APPROVAL
REQUIREMENT 
 So long as the Company and the Plan are subject to the provisions of Section 162(m), no awards shall be paid to any participants
under the Plan unless the performance goals under the Plan (including any subsequent Plan amendments as contemplated above) shall have received any approval of the Company’s shareholders required in order for all such payments to “covered
employees” to qualify as “performance-based compensation” under Section 162(m). 

 ANNEX FOR 2006 
 APPROVED PERFORMANCE CRITERIA FOR 
 AWARDING BONUS PAYMENTS 
 CORPORATE GOALS 
  

						
	 PERFORMANCE INDICATOR
	  	 WEIGHTAGE
 FACTOR*
	 	 	GOAL
	 1.    Operating Cash Flow (“OCF”) (A)
	  	40	%	 	**
	 2.    Free Cash Flow (B)
	  	25	%	 	**
	 3.    Net Income
	  	15	%	 	**
	 4.    Unit Volume
	  	5	%	 	**
	 5.    Market Share
	  	5	%	 	**
	 6.    Value Measure
        (9 X OCF – Debt)
	  	10	%	 	**
	 Total
	  	100	%	 	

	*	Set as Part of Approved Plan 

	**	Target goals omitted in accordance with the interpretations of the Staff of the Commission. 

 NOTES: 
  

	1.	Operating cash flow is defined as income from operations before depreciation and amortization of goodwill and intangibles. 

  

	2.	Free cash flow is defined as the net cash available for debt or lease pay down after considering non-cash charges, capital expenditures, taxes and adjustments for changes in assets
and liabilities. Specifically excluded would be acquisitions and capital expenditures made because of acquisitions. Specifically excluded from free cash flow are net proceeds from: 

  

	 	•	 	Investment in or sale of franchise territories 

  

	 	•	 	Sales of real estate 

  

	 	•	 	Sales of other assets 

  

	 	•	 	Other items as defined by the Committee. 

  

	3.	Net Income is defined as the after-tax reported earnings of the Company. 

	4.	Unit Volume is defined as bottle, can and pre-mix cases converted to 8 oz. cases. 

  

	5.	If, and to the extent that, excluding any of the following items increases the level of goal achievement with respect to any of the performance indicators, then such item shall be
excluded from determination of the level of goal achievement: 

  

	 	•	 	Unbudgeted events of more than $50,000. 

  

	 	•	 	Impact of non-budgeted acquisition or joint venture transactions occurring after the commencement of the fiscal year performance period. 

  

	 	•	 	Adjustments required to implement unbudgeted changes in accounting principles (i.e., new FASB rulings). 

  

	 	•	 	Unbudgeted changes in depreciation and amortization schedules. 

  

	 	•	 	Unbudgeted premiums paid or received due to the retirement of refinancing of debt or hedging vehicles. 

 The Committee shall, however, have discretion to include any of these specifically excluded items, but only to the extent that the exercise of such
discretion would reduce (but not increase) the amount of any award otherwise payable under the Plan. 
  

	6.	Bonus program will not be in force if any material aspects of the Bottle Contracts with TCCC are violated. 

  

	7.	For purposes of determining incentive compensation, accounting practices and principles used to calculate “actual” results will be consistent with those used in
calculating the budget.Exhibit 10.4

 EXHIBIT 10.4 
  
 Fifth Amendment to the SunTrust Banks, Inc. 
 Supplemental Executive Retirement Plan 
 (Amended and Restated Effective January 1, 2001) 
  
 WHEREAS, SunTrust Banks, Inc. (the “Corporation”) has adopted and
sponsors the SunTrust Banks, Inc. Retirement Plan (the “SERP”); and 
  
 WHEREAS, § 11 of the SERP authorizes the Compensation Committee of the Corporation’s Board (the “Committee”) to amend the SERP from time to time and § 3 provides that the Committee may
designate key employees to participate in the SERP; and 
  
 WHEREAS, on December 8, 2004, the Committee delegated authority to the Director of Human Resources to amend or terminate employee benefit plans of the Corporation and acquired entities in order to coordinate employee benefits, without
further approval of the Committee except as to any matter that counsel to the Corporation considers to have a material adverse impact on the Corporation; and 
  
 WHEREAS, on January 6, 2005, the Committee approved Thomas M. Garrott (“Mr. Garrott”) as a new Tier II Participant in the SERP based on his
employment agreement with National Commerce Financial Corporation dated November 1, 2001 (as amended by the First Amendment dated February 18, 2002) (the “Employment Agreement”); and 
  
 WHEREAS, on April 18, 2005, the Committee approved an amendment to the
SERP to provide a definition of annual pay as equal to $1,737,500 for purposes of the calculation of Mr. Garrott’s SERP benefit for the period he is employed on a part-time basis, pursuant to the terms of the Employment Agreement.

  
 NOW, THEREFORE, IN WITNESS WHEREOF, as authorized by the
Committee, the Human Resources Director hereby adopts the following amendments to the SERP, effective as of the dates set forth below: 
  

	 	1.	The definition of Retirement Plan in § 2.14 is amended by adding the following language to the end of that section, effective as of October 1, 2004:

  
 “Retirement Plan” also includes a
pension plan in which a Participant participates and which (a) provides a benefit based on a defined benefit type formula (including, but not limited to, a cash balance plan or a pension equity plan, such as the National Commerce Financial
Corporation Retirement Plan), (b) is intended to be a qualified plan pursuant to § 401(a) of the Code and (c) is sponsored by SunTrust or an Affiliate as a result of a merger or purchase or other corporate transaction involving
another entity. 
  

	 	2.	Exhibit A to the SERP document (effective as of January 1, 2001) is amended and restated as set forth on the attached Exhibit A and incorporated herein by reference, effective
as of October 1, 2004. 

  

	 	3.	Exhibit D to the SERP document (effective as of January 1, 2001) is amended and restated as set forth on the attached Exhibit D and incorporated herein by reference, effective
as of September 1, 2005. 

  
 EXECUTED this
15th day of September, 2005. 
  

									
	 SunTrust Banks, Inc.
	 	 	 	 Attest

					
	By:	 	 /s/ Mary T. Steele
	 	 	 	 By:
	 	 
	 	 	 Mary T. Steele
	 	 	 	 	 	 
	 	 	 Human Resources Director
	 	 	 	 Title:
	 	 

 Exhibit A 
  

SUNTRUST BANKS, INC. 
 SUPPLEMENTAL EXECUTIVE
RETIREMENT PLAN 
 EFFECTIVE AS OF JANUARY 1, 2001 
  

  
 § 2.8, Other
Retirement Arrangement 
 As Amended Effective October 1, 2004 
  
 Pursuant to § 2.8, Other Retirement Arrangement means any plan, program, arrangement or agreement (a) that is
maintained by SunTrust or an Affiliate, (b) that provides a benefit calculated as a defined-benefit type benefit and (c) in which a Participant also participates, including but not limited to those plans set forth below: 
  

	 	•	 	Crestar Financial Corporation Supplemental Executive Retirement Plan (“Crestar SERP”) 

  

	 	•	 	Crestar Financial Corporation Excess Benefit Plan (“Crestar Excess Plan”) and Crestar Financial Corporation Additional Nonqualified Executive Plan (“Crestar ANEX
Plan”), but only to the extent of such Plan’s defined-benefit type benefits and excluding any defined-contribution type benefits. 

  

	 	•	 	National Commerce Financial Corporation Equity Investment Plan (including any predecessor plan) 

 Exhibit D 
 Page 1 
  
 SUNTRUST BANKS, INC.

 SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN 
 EFFECTIVE AS OF JANUARY 1, 2001 
  

  
 §§ 2.21 and 2.22, Tier 1 and Tier 2 Participants 
 Updated As of September 1, 2005 
  
 On November 14, 2000, the Committee designated the following executives as Tier 1 and Tier 2 Participants effective as of January 1, 2001: 
  

									
					
	 Name

	  	 Formula

	  	 Participation
Date

	  	 Benefit
Service
Start
Date

	  	 Special Features

	John W. Clay, Jr.	  	Tier 1	  	 	  	Hire	  	 •      Special lump sum (PBGC)

					
	 	  	 	  	 	  	 	  	 •      Special early retirement reduction (service prorate, 5% from age 60)

					
	 	  	 	  	 	  	 	  	 •      100% vested on 2/1/2000, regardless of age and service

					
	 	  	 	  	 	  	 	  	 •      Restricted Stock substituted for PUP in 2003 – 2005 cycle

					
	 	  	 	  	 	  	 	  	 •      Effective 1/1/2005, PUP is limited to 2004 level (target, minimum, maximum)

					
	Theodore J. Hoepner	  	Tier 1	  	 	  	Hire	  	 •      Special lump sum (PBGC)

					
	 	  	 	  	 	  	 	  	 •      Special early retirement reduction (service prorate, 5% from age 60)

					
	 	  	 	  	 	  	 	  	 •      100% vested on 2/1/2000, regardless of age and service

					
	 	  	 	  	 	  	 	  	 •      Restricted Stock substituted for PUP in 2003 – 2005 cycle

					
	 	  	 	  	 	  	 	  	 •      Effective 1/1/2005, PUP is limited to 2004 level (target, minimum, maximum)

					
	Phillip L. Humann	  	Tier 1	  	 	  	Hire	  	 •      Special lump sum (PBGC)

					
	 	  	 	  	 	  	 	  	 •      Special early retirement reduction (service prorate, 5% from age 60)

					
	 	  	 	  	 	  	 	  	 •      100% vested on 2/1/2000, regardless of age and service

					
	 	  	 	  	 	  	 	  	 •      Restricted Stock substituted for PUP in 2003 – 2005 cycle

					
	 	  	 	  	 	  	 	  	 •      Effective 1/1/2005, PUP is limited to 2004 level (target, minimum, maximum)

					
	John W. Spiegel	  	Tier 1	  	 	  	Hire	  	 •      Special lump sum (PBGC)

					
	 	  	 	  	 	  	 	  	 •      Special early retirement reduction (service prorate, 5% from age 60)

					
	 	  	 	  	 	  	 	  	 •      100% vested on 2/1/2000, regardless of age and service

					
	 	  	 	  	 	  	 	  	 •      Restricted Stock substituted for PUP in 2003 – 2005 cycle

					
	 	  	 	  	 	  	 	  	 •      Effective 1/1/2005, PUP is limited to 2004 level (target, minimum, maximum)

					
	James M. Wells, III	  	Tier 1	  	 1/1/2001—
 but only upon
election of
 Tier 1 formula and
 waiver of Crestar
 SERP benefit
	  	Hire	  	 •      Special lump sum (PBGC)

	 	  	 	  	  	 	  	 •      Special early retirement reduction (service prorate, 5% from age 60)

	 	  	 	  	  	 	  	 •      100% vested on 2/1/2000, regardless of age and service

	 	  	 	  	  	 	  	 •      Restricted Stock substituted for PUP in 2003 – 2005 cycle

	 	  	 	  	  	 	  	 •      Effective 1/1/2005, PUP is limited to 2004 level (target, minimum, maximum)

 Exhibit D 
 Page 2 
  
 SUNTRUST BANKS, INC.

 SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN 
 EFFECTIVE AS OF JANUARY 1, 2001 
  

  
 §§ 2.21 and 2.22, Tier 1 and Tier 2 Participants 
 Updated As of September 1, 2005 
  

									
	 Name

	  	 Formula

	  	 Participation
Date

	  	 Benefit
Service
Start Date

	  	 Special Features

	Robert H. Coords	  	Tier 2	  	1/1/2001	  	Hire	  	 
	Donald S. Downing	  	Tier 2	  	1/1/2001	  	Hire	  	 
	Samuel O. Franklin, III	  	Tier 2	  	1/1/2001	  	Hire	  	 
	Charles T. Hill	  	Tier 2	  	1/1/2001	  	Hire	  	Benefit is the better of Tier 2 or Crestar SERP.
	Craig Kelly	  	Tier 2	  	1/1/2001	  	Hire	  	Benefit is the better of Tier 2 or Crestar SERP.
	George W. Koehn	  	Tier 2	  	1/1/2001	  	Hire	  	 
	Carl F. Mentzer	  	Tier 2	  	1/1/2001	  	Hire	  	 
	Joy Welder Morgan	  	Tier 2	  	1/1/2001	  	Hire	  	 
	Dennis M. Patterson	  	Tier 2	  	1/1/2001	  	Hire	  	 
	William H. Rogers, Jr.	  	Tier 2	  	1/1/2001	  	Hire	  	 
	Robert C. Shufeldt	  	Tier 2	  	1/1/2001	  	Hire	  	 
	Robert C. Whitehead	  	Tier 2	  	1/1/2001	  	Hire	  	 
	E. Jenner Wood, III	  	Tier 2	  	1/1/2001	  	Hire	  	 

  
 The following individuals were
designated by the Committee as Tier 2 Participants on August 13, 2002: 
  

									
	 Name

	  	 Formula

	  	 Participation
Date

	  	 Benefit
Service
Start Date

	  	 Special Features

	Sandra Winstead Jansky	  	Tier 2	  	4/15/2002	  	Hire	  	 
	Sterling Edmunds, Jr.	  	Tier 2	  	8/13/2002	  	Hire	  	 
	Cecil Eugene Kirby	  	Tier 2	  	8/13/2002	  	Hire	  	 
	Mary T. Steele	  	Tier 2	  	8/13/2002	  	Hire	  	 

  
 The following individuals were
designated by the Committee as Tier 2 Participants on November 8, 2004: 
  

									
	 Name

	  	 Formula

	  	 Participation
Date

	  	 Benefit
Service
Start Date

	  	 Special Features

	Raymond D. Fortin	  	Tier 2	  	11/8/2004	  	Hire	  	 
	David F. Dierker	  	Tier 2	  	11/8/2004	  	Hire	  	 
	Mark A. Chancy	  	Tier 2	  	11/8/2004	  	Hire	  	 
	Thomas G. Kuntz	  	Tier 2	  	11/8/2004	  	Hire	  	 

  
 The following individuals who were
former key officers of National Commerce Financial Corporation or its affiliates were designated by the Committee as Tier 2 Participants on November 8, 2004: 
  

									
	 Name

	  	 Formula

	  	 Participation
Date

	  	 Benefit
Service
Start Date

	  	 Special Features

	William L. Reed, Jr.	  	Tier 2	  	1/1/2005	  	8/1/2001	  	 •      NCF SERP (before offsets) is a minimum to the Tier 2 SERP minus PIA (before other
offsets).

					
	 	  	 	  	 	  	 	  	 •      Tier 2 SERP benefit is offset by NCF SERP benefit.

					
	 	  	 	  	 	  	 	  	 •      NCF SERP earnings (base plus bonus paid) will be used for years prior to 2005.

 Exhibit D 
 Page 3 
  
 SUNTRUST BANKS, INC.

 SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN 
 EFFECTIVE AS OF JANUARY 1, 2001 
  

  
 §§ 2.21 and 2.22, Tier 1 and Tier 2 Participants 
 Updated As of September 1, 2005 
  

									
	 	  	 	  	 	  	 	  	 •      SunTrust SERP earnings (base plus bonus earned) will be used for years after
2004.

					
	 	  	 	  	 	  	 	  	 •      2005 is a transition year for earnings. Depending on which calculation produces the larger FAE,
either the 2004 or 2005 earnings will be adjusted as follows:

					
	 	  	 	  	 	  	 	  	 •      2004 earnings will be NCF SERP earnings (2004 base plus 2004 bonuses paid) plus 2005 MIP paid,
or

					
	 	  	 	  	 	  	 	  	 •      2005 earnings will be SunTrust SERP earnings (2005 base plus 2005 MIP earned) plus 2005 MIP
paid.

					
	David T. Popwell	  	Tier 2	  	1/1/2005	  	8/1/2001	  	 •      NCF SERP (before offsets) is a minimum to the Tier 2 SERP minus PIA (before other
offsets).

					
	 	  	 	  	 	  	 	  	 •      Tier 2 SERP benefit is offset by NCF SERP benefit.

					
	 	  	 	  	 	  	 	  	 •      NCF SERP earnings (base plus bonus paid) will be used for years prior to 2005.

					
	 	  	 	  	 	  	 	  	 •      SunTrust SERP earnings (base plus bonus earned) will be used for years after
2004.

					
	 	  	 	  	 	  	 	  	 •      2005 is a transition year for earnings. Depending on which calculation produces the larger FAE,
either the 2004 or 2005 earnings will be adjusted as follows:

					
	 	  	 	  	 	  	 	  	 •      2004 earnings will be NCF SERP earnings (2004 base plus 2004 bonuses paid) plus 2005 MIP paid,
or

					
	 	  	 	  	 	  	 	  	 •      2005 earnings will be SunTrust SERP earnings (2005 base plus 2005 MIP earned) plus 2005 MIP
paid.

					
	James Scott Edwards	  	Tier 2	  	1/1/2005	  	Hire	  	 •      NCF SERP (before offsets) is a minimum to the Tier 2 SERP minus PIA (before other
offsets).

					
	 	  	 	  	 	  	 	  	 •      Tier 2 SERP benefit is offset by NCF SERP benefit.

					
	 	  	 	  	 	  	 	  	 •      NCF SERP earnings (base plus bonus paid) will be used for years prior to 2005.

					
	 	  	 	  	 	  	 	  	 •      SunTrust SERP earnings (base plus bonus earned) will be used for years after
2004.

					
	 	  	 	  	 	  	 	  	 •      2005 is a transition year for earnings. Depending on which calculation produces the larger FAE,
either the 2004 or 2005 earnings will be adjusted as follows:

					
	 	  	 	  	 	  	 	  	 •      2004 earnings will be NCF SERP earnings (2004 base plus 2004 bonuses paid) plus 2005 MIP paid,
or

					
	 	  	 	  	 	  	 	  	 •      2005 earnings will be SunTrust SERP earnings (2005 base plus 2005 MIP earned) plus 2005 MIP
paid.

 Exhibit D 
 Page 4 
  
 SUNTRUST BANKS, INC.

 SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN 
 EFFECTIVE AS OF JANUARY 1, 2001 
  

  
 §§ 2.21 and 2.22, Tier 1 and Tier 2 Participants 
 Updated As of September 1, 2005 
  

									
	Richard L. Furr	  	Tier 2	  	1/1/2005	  	Hire	  	 •      NCF SERP (before offsets) is a minimum to the Tier 2 SERP minus PIA (before other
offsets).

					
	 	  	 	  	 	  	 	  	 •      Tier 2 SERP benefit is offset by NCF SERP benefit.

					
	 	  	 	  	 	  	 	  	 •      NCF SERP earnings (base plus bonus paid) will be used for years prior to 2005.

					
	 	  	 	  	 	  	 	  	 •      SunTrust SERP earnings (base plus bonus earned) will be used for years after
2004.

					
	 	  	 	  	 	  	 	  	 •      2005 is a transition year for earnings. Depending on which calculation produces the larger FAE,
either the 2004 or 2005 earnings will be adjusted as follows:

					
	 	  	 	  	 	  	 	  	 •      2004 earnings will be NCF SERP earnings (2004 base plus 2004 bonuses paid) plus 2005 MIP paid,
or

					
	 	  	 	  	 	  	 	  	 •      2005 earnings will be SunTrust SERP earnings (2005 base plus 2005 MIP earned) plus 2005 MIP
paid.

					
	John J. Mistretta	  	Tier 2	  	1/1/2005	  	Hire	  	 •      NCF SERP (before offsets) is a minimum to the Tier 2 SERP minus PIA (before other
offsets).

					
	 	  	 	  	 	  	 	  	 •      Tier 2 SERP benefit is offset by NCF SERP benefit.

					
	 	  	 	  	 	  	 	  	 •      NCF SERP earnings (base plus bonus paid) will be used for years prior to 2005.

					
	 	  	 	  	 	  	 	  	 •      SunTrust SERP earnings (base plus bonus earned) will be used for years after
2004.

					
	 	  	 	  	 	  	 	  	 •      2005 is a transition year for earnings.

					
	 	  	 	  	 	  	 	  	 •      Depending on which calculation produces the larger FAE, either the 2004 or 2005 earnings will be
adjusted as follows:

					
	 	  	 	  	 	  	 	  	 •      2004 earnings will be NCF SERP earnings (2004 base plus 2004 bonuses paid) plus 2005 MIP paid,
or

					
	 	  	 	  	 	  	 	  	 •      2005 earnings will be SunTrust SERP earnings (2005 base plus 2005 MIP earned) plus 2005 MIP
paid.

					
	Thomas M. Garrott	  	Tier 1	  	 	  	8/1/2001	  	 •      The annual amount of the SERP Compensation used to calculate the SERP Benefit will be equal to
$1,737,500 for the period during which Mr. Garrott is employed on a part-time basis.

					
	 	  	 	  	 	  	 	  	 •      NCF SERP (before offsets) is a minimum to the Tier 2 SERP minus PIA (before other
offsets).

					
	 	  	 	  	 	  	 	  	 •      Tier 2 SERP benefit is offset by NCF SERP benefit.

					
	 	  	 	  	 	  	 	  	 •      NCF SERP earnings (base plus bonus paid) will be used for years prior to 2005.

					
	 	  	 	  	 	  	 	  	 •      SunTrust SERP earnings (base plus bonus earned) will be used for years after
2004.

 Exhibit D 
 Page 5 
  
 SUNTRUST BANKS, INC.

 SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN 
 EFFECTIVE AS OF JANUARY 1, 2001 
  

  
 §§ 2.21 and 2.22, Tier 1 and Tier 2 Participants 
 Updated As of September 1, 2005 
  

									
	 	  	 	  	 	  	 	  	 •      2005 is a transition year for earnings. Depending on which calculation produces the larger FAE,
either the 2004 or 2005 earnings will be adjusted as follows:

					
	 	  	 	  	 	  	 	  	 •      2004 earnings will be NCF SERP earnings (2004 base plus 2004 bonuses paid) plus 2005 MIP paid,
or

					
	 	  	 	  	 	  	 	  	 •      2005 earnings will be SunTrust SERP earnings (2005 base plus 2005 MIP earned) plus 2005 MIP
paid.

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00098-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00098-of-00352.parquet"}]]