**Exhibit 10.1****Compensation Arrangements with Certain Executive Officers**     The following table sets forth the 2008 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 2008 Annual Meeting of Shareholders that is incorporated by reference into suchItem 11. The table also sets forth each such officer’s 2008 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 2007 (whether under the EICP or based on otherconsiderations).                       **2008**  **2007** **2008** **Incentive**  **Incentive** **Base** **Compensation**  **Compensation** **Salary** **Target****(1)**Paul B. Domorksi $358,561  $445,000   80%President and CEO                         Don T. Scartz $154,979  $295,000(2)  50%Executive Vice President, Chief Financial Officer and Treasurer until May 2, 2008, andthereafter Senior Financial Adviser             Neilson A. Mackay $220,000  $300,000   55%Executive Vice President — Corporate Strategy             Gary B. Shell     $240,000   45%Senior Vice President, Chief Financial Officer and Treasurer, effective May 2, 2008             James S. Childress $31,000  $250,000(3)  — Vice President and General Manager, LXE, until May 2, 2008             Gary W. Hebb (4) $21,594  $243,024   50%Vice President and General Manager, SATCOM (1). Actual incentive compensation payment under the EICP is determined based onCompany or divisional performance during 2008, primarily with reference to operatingincome compared with targets approved by the Compensation Committee in February2008. For the CEO and CFO, the determination is weighted 50% based on performanceagainst a corporate operating income target of $22,642,000 and 50% based onperformance against EPS of $1.30. In the cases of corporate officers other than theCEO, awards are subject to reduction by up to 10% based on the CEO’s evaluation ofindividual performance. For divisional officers, the determination is weighted 70%based on divisional performance, 15% based on corporate performance against theoperating income target, and 15% based on performance against individual objectivesas specified and
 

 
  evaluated by the CEO. In general, divisional performance will be measured againstoperating income targets that are believed to require excellent execution ofdivisional business 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. (2). Mr. Scartz’s stated salary for full-time employment. Effective May 2, 2008,Mr. Scartz is retiring as Executive Vice President, CFO and Treasurer, and willthereafter serve on a part-time basis at an hourly rate of $147.50, for up to 2,000hours over two years. Upon termination of these arrangements, he will be paid theamount, if any, by which $295,000 exceeds the aggregate of the hourly-rate paymentshe has received. His EICP award for 2008 will be prorated based on his actual totalsalary and hourly-rate payments for the year, and for 2009 will depend on the CEO’sand Compensation Committee’s evaluation of his contributions during that year. (3). Effective May 2, 2008, Mr. Childress is retiring from his full-time positionand will thereafter serve as Senior Adviser through February 27, 2009. In thatposition, he will be paid at any annual rate of $222,000, and will not be eligibleto participate in the Executive Incentive Compensation Plan. (4). Mr. Hebb’s compensation is fixed and paid in Canadian dollars. The 2007Incentive Compensation amount paid has been converted into US dollars at the averageof the exchange rates in effect during 2007. The 2008 Base Salary amount has beenconverted based on the average of exchange rates during the first quarter of 2008. Each officer participates in the Company’s Employee Performance Bonus Plan on the same termsas all other full-time employees. Under this Plan, which has been initiated in 2008 andpartially replaces funding previously devoted to the Company’s qualified Retirement BenefitPlan, each employee will receive a cash bonus equal to 3% of his or her base compensation ifthe Company achieves 2008 operating income of $22,600,000, with proportional increases orreductions for actual results in excess or less than that amount.Each officer other than Mr. Hebb also participates in the Company’s 401(k) and RetirementBenefit Plans on the same terms as all other full-time employees, but Company contributionsto the Retirement Benefit Plan for 2008 will be substantially
 

 
 below those in earlier years due to the implementation of the Employee Performance BonusPlan. Mr. Hebb participates on the same terms as other employees in the Company’s Canadianretirement program, which is similar to the 401(k) plan for US employees. The Company doesnot currently provide a supplemental retirement plan for its executive officers.