BELMONT SAVINGS BANK INCENTIVE COMPENSATION PLAN 2016

Exhibit 10.6

BELMONT SAVINGS BANK

INCENTIVE COMPENSATION PLAN

2016

Purpose of the Plan

Belmont Savings Bank (the Bank) has adopted this Incentive Compensation Plan (the Plan) for the purpose of supporting the organizational and financial objectives of the Bank as defined in the Bank’s Business Plan. This Plan provides incentive compensation (Incentive Awards) to certain named Executive Officers and other key contributing officers (the Participants). The Plan is designed to insure that participants do not take on undue risk to achieve payouts. All participants with responsibility for managing risk have goals for risk control and clawback provisions in the Plan.

The Plan is further intended to attract, motivate, and retain high quality executives and to support continued growth and profitability of the Bank. Participation in the Incentive Plan is dependent upon one’s responsibility within the Bank and ability to influence the Bank’s strategic outcomes. Individual incentive payout targets will be shared with each participant. It is important to note that this Plan is established to reward and recognize participants for meeting set objectives. This Plan is not meant to be a substitute for salary increases.

Key Terms

Performance Objectives

1

Company-Wide Goals include the Performance Categories and associated weighting:

Individual Goals should include up to six of the following:

After the year end close, Participants in the Plan will report on the achievement of their Individual Goals. Division Heads will summarize individual achievements and recommend to the Bank President the percentage payout based on the Individual Goals achieved. The Director of Human Resources will calculate the payouts and report to the President for approval of the Compensation Committee. Incentive awards will be calculated on year to date regular earnings (exclusive of commissions or incentive payments).

The Compensation Committee will be responsible for any interpretation of the Plan relating to the Executive Officers named in the Company’s annual proxy statement (“Named Executive Officers”), including the Bank President, and the Compensation Committee’s decision shall be final and binding on all parties. The Bank President will be responsible for any interpretation of the Plan relating to all Participants, other than the Named Executive Officers, and his decision shall be final and binding on all parties.

Before the beginning of each Plan year, the Compensation Committee will consider changes for the upcoming year.

The Compensation Committee may consider extraordinary occurrences impacting Bank earnings which may be excluded when determining the performance against goals to ensure that the best interests of the Bank are protected.

2

Incentive Plan Participants

The Compensation Committee shall designate the Participants in the Plan who are Named Executive Officers. The Bank President is authorized to name Participants in the Plan other than the Named Executive Officers. Officers hired prior to the third Quarter (October 1), will be included in the plan. A master list of Participants will be shared with the Bank President, Compensation Committee, and Senior Management.

At the Beginning of Plan Year

After Close of the Plan Year

Definitions

Each group of Officers has a Maximum Target bonus as a percentage of their salaries. The Maximum Target is met when an individual achieves all objectives and exceeds the important objectives.

The incentive payout for each officer classification will be weighted to include a percentage based on Company-Wide Goals and a percentage based on Individual Goals. Company-Wide Goals will be weighted higher than Individual Goals when considering incentive recommendations for Executive Officers.

For the President and Executive Vice Presidents, Company-Wide Goals are weighted at 75%, for Senior Vice Presidents 50%, and for Vice Presidents and other Officers 25%. The Compensation Committee will determine the performance against the Company-Wide Goals.

3

The following table represents the weighting structure.

Other Considerations

It is not possible to consider all issues that will invariably materialize as plans are developed and implemented. Therefore, the Bank President will act on individual cases as issues are identified. The plan is “discretionary” based on individual performance consistent with the business plan. Participants on final written warning will be disqualified from receiving an incentive payout for the plan year. The Compensation Committee will also weigh progress on Regulatory matters in determining the performance of management with respect to Company-Wide Goals.

Eligible participants are required to return a signed acknowledgement of this policy by March 15 annually.

Withholding for Taxes

The Bank shall deduct from all payments under this Plan any federal or state taxes required by law to be withheld with respect to such payments.    This payment is subject to 401k deductions and bank match. No other voluntary deductions will be taken from this payment.

Clawback Policy

The Bank reserves the right to recover any bonus or incentive compensation payment to any officer if the payments were based on materially inaccurate financial statements, other materially inaccurate reporting or fraud by that Officer. The Clawback Policy will also apply to material losses in future years. The look back period is one year from the incentive payment.

4

Belmont Savings Bank

2016 Incentive Plan Ranges

Approved by the Compensation Committee January 27, 2016

5

BELMONT SAVINGS BANK

INCENTIVE COMPENSATION PLAN

2016 ACKNOWLEDGEMENT

I acknowledge the receipt of the 2016 Incentive Plan document and I understand it is my responsibility to read and understand the plan.

The Plan is subject to change annually.

Employee Signature                                                                                                                       Date

Return the signed copy to HR by March 15 for recordkeeping.

6