2018 Cash Incentive Compensation Plan

Components of the Plan and Criteria to Fund: The 2018 Cash Incentive Compensation Plan consists of the following three components: (i) revenue targets; (ii) EBITDA targets, and (iii) integration targets (synergies and sale/leaseback). Each component of the 2018 Cash Incentive Compensation Plan includes targets at minimum, plan, and maximum payout with the exception of the sale/leaseback transaction target. The minimum targets serve as the threshold upon which the incentive pool will begin to fund for that component. Achievement of the components at plan/target will earn the target cash incentive opportunity. Payout will be calculated along a linear continuum from minimum to plan/target and from plan/target to maximum with the maximum target serving as the point at which the management team will earn the highest possible cash incentive opportunity.

The minimum performance target must be met in order for a portion of the bonus to be paid relative to any one of the three components. Each component will be measured separately. Bonus payouts will be based forty percent (40%) on achievement of revenue targets, forty percent (40%) on achievement of EBITDA targets; fifteen percent (15%) on achievement of cost savings integration targets; and five percent (5%) on achievement of the sale/leaseback target.

The following table below represents the target bonus and maximum bonus for each of the Company’s Vice Presidents and above and as a percent of such employee’s annual base salary.