**Exhibit 10.1****Compensation Arrangements with Certain Executive Officers**     The following table sets forth the 2007 salary for the Company’s current executive officersidentified by name pursuant to Item 11 and the compensation disclosures in the Company’s ProxyStatement for its 2007 Annual Meeting of Shareholders that is incorporated by reference into suchItem 11. The table also sets forth each such officer’s 2007 incentive compensation target underthe Company’s Executive Annual Incentive Compensation Plan (the “EICP”), as a percentage of salary,and his actual incentive compensation award for 2006 (whether under the EICP or based on otherconsiderations).                       **2007**  **2006** **2007** **Incentive**  **Incentive** **Base** **Compensation**  **Compensation** **Salary** **Target***Paul B. Domorksi $75,000  $415,000   80%President and CEO                         Don T. Scartz $110,000  $287,000   50%Executive Vice President and Chief Financial Officer                         Neilson A. Mackay $140,000  $288,000   50%Vice President, Corporate Development                         Timothy C. Reis $65,000  $200,000   40%Vice President and General Counsel                         James S. Childress $130,000  $242,000   50%Vice President and General Manager, LXE             * Actual incentive compensation payment under the EICP is determined based onCompany or divisional performance during 2007, primarily with reference to actualprofit before taxes compared with targets approved by the Compensation Committee inApril 2007. For corporate officers, the determination is weighted 100% based oncorporate performance, subject to application of a factor, ranging from 0% to 115%,determined by reference to individual performance goals as specified and evaluatedby the CEO. For divisional officers, the determination is weighted 70% based ondivisional performance, 15% based on corporate performance, and 15% based onperformance against individual objectives as specified and evaluated by the CEO. Ingeneral, corporate performance for these purposes will be measured 80% againsttarget operating income from continuing operations of $19,332,000 and 20% againsttarget EPS of $1.00, and divisional performance will be measured against operatingincome targets that are believed to require excellent execution of divisionalbusiness plans but are reasonably likely to be achieved.
 

 
  In general, no incentive compensation is paid under the EICP if actual performanceis at 80% or less of targeted performance. Performance above target would normallyresult in a 2-for-1 percentage increase in incentive compensation, except that themaximum payment based on divisional performance is 150% of target. The Committeeretains the right to modify, either up or down, the incentive compensation otherwisepayable based on the factoring process, or to make separate discretionary bonuspayments, to take into account individual or Company/division performance onnon-financial or supplemental financial objectives. The Committee and Board alsohave the right to make other discretionary awards, outside the EICP, based onfactors they believe to be appropriate in the circumstances.Each officer participates in the Company’s 401(k) and Retirement Benefit Plans on the sameterms as all other full-time employees, and the Company does not currently provide asupplemental retirement plan for its executive officers.