Exhibit 10-i

ADC TELECOMMUNICATIONS, INC.

EXECUTIVE CHANGE IN CONTROL
SEVERANCE PAY PLAN
(2002 Restatement)

Effective January 1, 2002

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ADC TELECOMMUNICATIONS, INC.        EXECUTIVE CHANGE IN CONTROL  SEVERANCE PAY PLAN  (2002 Restatement)

TABLE OF CONTENTS

|           |  |                   |  |                              |  |                           |  | Page
|---------- |  | ----------------- |  | ---------------------------- |  | ------------------------- |  | ----
|SECTION 1. |  | INTRODUCTION      |  | 1                           
|           |  | 1.1.              |  | Establishment                |  |                          
|           |  | 1.2.              |  | Definitions                  |  |                          
|           |  |                   |  | 1.2.1.                       |  | Base Pay                  |  |     
|           |  |                   |  | 1.2.2.                       |  | Change in Control         |  |     
|           |  |                   |  | 1.2.3.                       |  | Cause                     |  |     
|           |  |                   |  | 1.2.4.                       |  | Code                      |  |     
|           |  |                   |  | 1.2.5.                       |  | Continuing Director       |  |     
|           |  |                   |  | 1.2.6.                       |  | Disability                |  |     
|           |  |                   |  | 1.2.7.                       |  | Effective Date            |  |     
|           |  |                   |  | 1.2.8.                       |  | Eligible Employee         |  |     
|           |  |                   |  | 1.2.9.                       |  | Employer                  |  |     
|           |  |                   |  | 1.2.10.                      |  | ERISA                     |  |     
|           |  |                   |  | 1.2.11.                      |  | Exchange Act              |  |     
|           |  |                   |  | 1.2.12.                      |  | Good Reason               |  |     
|           |  |                   |  | 1.2.13.                      |  | Incentive Bonus Plan      |  |     
|           |  |                   |  | 1.2.14.                      |  | Participant               |  |     
|           |  |                   |  | 1.2.15.                      |  | Plan                      |  |     
|           |  |                   |  | 1.2.16.                      |  | Plan Statement            |  |     
|           |  |                   |  | 1.2.17.                      |  | Plan Year                 |  |     
|           |  |                   |  | 1.2.18.                      |  | Principal Sponsor         |  |     
|           |  |                   |  | 1.2.19.                      |  | Termination of Employment |  |     
|SECTION 2. |  | PARTICIPATION     |  | 4                           
|           |  | 2.1.              |  | Eligibility to Participate   |  |                          
|           |  | 2.2.              |  | Termination of Participation |  |                          
|SECTION 3. |  | SEVERANCE PAYMENT |  | 5                           
|           |  | 3.1.              |  | Eligibility for Payment      |  |                          
|           |  | 3.2.              |  | Amount of Benefits           |  |                          
|           |  | 3.3.              |  | Benefit Offset               |  |                          
|           |  | 3.4.              |  | Time and Form of Payment     |  |                          
|           |  | 3.5.              |  | Withholding Tax              |  |                          
|SECTION 4. |  | BONUS PAYMENT     |  | 6                           
|           |  | 4.1.              |  | General                      |  |                          
|           |  | 4.2.              |  | Bonus Payments               |  |                          
|           |  | 4.3.              |  | Adjusted Bonus Payments      |  |                          

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|SECTION 5. |  | 280G LIMITATION           |  | 7                                 
|---------- |  | ------------------------- |  | ----------------------------------
|           |  | 5.1.                      |  | Gross-Up Payment                  
|           |  | 5.2.                      |  | Payment Date                      
|           |  | 5.3.                      |  | Controversies with Tax Authorities
|SECTION 6. |  | FUNDING                   |  | 8                                 
|SECTION 7. |  | AMENDMENT AND TERMINATION |  | 9                                 
|SECTION 8. |  | CLAIMS PROCEDURE          |  | 10                                
|SECTION 9. |  | MISCELLANEOUS             |  | 12                                
|           |  | 9.1.                      |  | Type of Plan                      
|           |  | 9.2.                      |  | No Assignment                     
|           |  | 9.3.                      |  | Named Fiduciaries                 
|           |  | 9.4.                      |  | Administrator                     
|           |  | 9.5.                      |  | Service of Legal Process          
|           |  | 9.6.                      |  | Validity                          
|           |  | 9.7.                      |  | Governing Law                     
|           |  | 9.8.                      |  | No Employment Rights              
|           |  | 9.9.                      |  | No Guarantee                      
|           |  | 9.10.                     |  | No Co-Fiduciary Responsibility    

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SECTION 1        INTRODUCTION

1.1.Establishment.ADC Telecommunications, Inc., a Minnesota corporation, has previously established and maintained a
welfare benefit plan to provide severance benefits to certain Eligible Employees following a Change in Control. In its most recent form this severance plan is embodied in a document which was first
adopted effective September 26, 1989 and amended effective September 23, 1997 and entitled "ADC Telecommunications, Inc. Change in Control Severance Pay Plan." Effective
July 1, 2001, ADC Telecommunications amended and restated its existing plan to, among other things, exclude certain employees from participation. This "ADC Telecommunications, Inc.
Executive Change in Control Severance Pay Plan" was adopted, effective July 1, 2001, to provide change in control severance benefits for certain executives no longer eligible to participate in
the "ADC Telecommunications, Inc. Change in Control Severance Pay Plan." Effective October 1, 2001, ADC Telecommunications, Inc. adopted the First Amendment to the ADC
Telecommunications, Inc. Executive Change in Control Severance Pay Plan. Effective January 1, 2002, ADC Telecommunications, Inc. has amended and restated its existing plan. In its
most recent form, this severance plan is embodied in a document entitled "ADC Telecommunications, Inc. Executive Change in Control Severance Pay Plan (2002 Restatement)."

1.2.Definitions.When the following terms are used in this document with initial capital letters, they shall have the
following meanings.

1.2.1.Base Pay the regular basic cash remuneration before deductions for taxes and other items
withheld, payable to a Participant for services rendered to the Employer, but not including items such as Incentive Bonus payments, perquisites, allowances, per diem payments, bonuses, incentive
compensation, stock options, equity compensation, fringe benefits, special pay, awards or commissions. Base pay shall include regular basic cash remuneration that is contributed by an employee to a
qualified retirement plan, nonqualified deferred compensation plan or similar plan sponsored by the Employer but it shall not include earnings on those amounts.

1.2.2.Change in Control  shall mean:



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1.2.3.Cause the willful and continued failure by a Participant to perform his or her duties or
gross and willful misconduct including, but not limited to, wrongful appropriation of funds.

1.2.4.Code the U.S. Internal Revenue Code of 1986, as amended.

1.2.5.Continuing Director any person who is a member of the Board of Directors of the Principal
Sponsor, while such person is a member of the Board of Directors, who is not an Acquiring Person (as defined below) or an Affiliate or Associate (as defined below) of an Acquiring Person, or a
representative of an Acquiring Person or of any such Affiliate or Associate, and who (i) was a member of the Board of Directors on the Effective Date of the Plan as first written above, or
(ii) subsequently becomes a member of the Board of Directors, if such person's initial nomination for election or initial election to the Board of Directors is recommended or approved by a
majority of the Continuing Directors. For purposes of definition, "Acquiring Person" shall mean any "person" (as such term is used in Sections 13(d) and 14(d) of the Exchange Act) who or which,
together with all Affiliates and Associates of such person, is the "beneficial owner" (as defined in Rule 13d-3 promulgated under the Exchange Act), directly or indirectly, of
securities of the Principal Sponsor representing 20% or more of the combined voting power of the Principal Sponsor's then outstanding securities, but shall not include the Principal Sponsor, any
subsidiary of the Principal Sponsor or any employee benefit plan of the Principal Sponsor or of any subsidiary of the Principal Sponsor or any entity holding shares of common stock of the Principal
Sponsor organized, appointed or established for, or pursuant to the terms of, any such plan; and "Affiliate" and "Associate" shall have the respective meanings ascribed to such terms in
Rule 12b-2 promulgated under the Exchange Act.

1.2.6.Disability the Participant's inability, due to an impairment, to perform the essential
functions of the Participant's position, with or without reasonable accommodation, provided the Participant has exhausted the Participant's entitlement to any applicable disability-related leave of
absence, if the Participant desires to take and satisfies all eligibility requirements for such leave.

1.2.7.Effective Date  January 1, 2002.

1.2.8.Eligible Employee an individual who, immediately prior to a Change in Control is the Chief
Executive Officer of the Principal Sponsor, or is classified by the Employer as a regular employee in ADC global job grades 22 or higher.

Eligible
Employee does not include an employee who is employed outside the United States (other than a U.S. regular employee whose assignment outside the United States has been classified by the
Employer as temporary, provided that any assignment outside the United States that is expected to

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exceed 60 months will not be considered temporary) or who is a non-immigrant worker residing in the United States covered by any non-immigrant visa status other than an
H-1B visa status.

The
Employer's classification of a person as a regular employee shall be conclusive. No reclassification of a person's status as a regular employee with the Employer, for any reason, without regard to
whether it is initiated by a court, governmental agency or otherwise and without regard to whether or not the Employer agrees to such reclassification, shall result in the person being an Eligible
Employee, either retroactively or prospectively. Notwithstanding anything to the contrary in this provision, however, the Employer may declare that a reclassified person will be classified as an
Eligible Employee, either retroactively or prospectively.

1.2.9.Employer ADC Telecommunications, Inc., a Minnesota corporation, its wholly owned
subsidiaries with employees who meet the definition of Eligible Employee, and any successor of the Principal Sponsor. Employer shall also refer to any affiliates designated by ADC
Telecommunications, Inc.

1.2.10.ERISA the United States Employee Retirement Income Security Act of 1974.

1.2.11.Exchange Act the United States Securities Exchange Act of 1934, as amended.

1.2.12.Good Reason the occurrence of any of the following events: (i) a job reassignment
that is not of comparable responsibility or status as the assignment in effect immediately prior to the Change in Control; (ii) a reduction in the Participant's Base Pay as in effect
immediately prior to a Change in Control; (iii) a material modification of the Employer's incentive compensation program (that is adverse to the Participant) as in effect immediately prior to a
Change in Control; (iv) a requirement by the Employer that the Participant be based anywhere other than within fifty miles of the Participant's work location immediately prior to a Change in
Control (with exceptions for temporary business travel); or (v) except as otherwise required by applicable law, the failure by the Employer to provide employee benefit programs and plans
(including any stock ownership and stock purchase plans) that provide substantially similar benefits, in terms of aggregate monetary value, at substantially similar costs to the Participant as the
benefits provided in effect immediately prior to a Change in Control. Termination or reassignment of the Participant's employment for Cause, or by reason of Disability or death, are excluded from this
definition.

1.2.13.Incentive Bonus Plan Employer's Management Incentive Plan ("MIP") or Sales Management
Incentive Plan ("SMIP") or any other equivalent incentive bonus plan covering management employees that the Compensation Committee of the Board has determined to be an Incentive Bonus Plan for
purposes of this Plan.

1.2.14.Participant an Eligible Employee of the Employer who becomes a Participant under the terms
of Section 2 of the Plan.

1.2.15.Plan the severance pay plan of the Employer established for the benefit of certain
Eligible Employees in the event of a Change in Control and described in this Plan Statement. (As used herein, "Plan" refers to the program established by the Employer and not the document pursuant to
which the Plan is maintained. That document is referred to herein as the "Plan Statement.")

1.2.16.Plan Statement effective January 1, 2002, this written document entitled "ADC
Telecommunications, Inc. Executive Change in Control Severance Pay Plan (2002 Restatement)," as the same may be amended from time to time thereafter.

1.2.17.Plan Year the twelve consecutive month period ending on any December 31.

1.2.18.Principal Sponsor ADC Telecommunications, Inc.

1.2.19.Termination of Employment actual cessation of active employment by a Participant as a
result of (a) an involuntary termination by the Employer, with or without reasonable notice, and for any reason other than Cause, or (b) a voluntary termination by the Participant for
Good Reason. Termination of Employment shall not include termination by reason of the Participant's death or Disability.

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SECTION 2        PARTICIPATION

2.1.Eligibility to Participate.An individual shall become a Participant on the day such individual becomes an Eligible
Employee. Notwithstanding anything to the contrary in the Plan, an individual who is an employee of a successor to the Principal Sponsor immediately prior to a Change in Control shall not be eligible
for benefits under the Plan.

2.2.Termination of Participation.An individual ceases to be a Participant on the earliest of:



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SECTION 3        SEVERANCE PAYMENT

3.1.Eligibility for Payment.To qualify for a severance payment under this Plan, a Change in Control must occur and a
Participant must: (a) be a Participant immediately prior to the time of such Change in Control and immediately prior to the Participant's Termination of Employment; and (b) have a
Termination of Employment that occurs within 24 months following a Change in Control.

3.2.Amount of Benefits.The severance payment to a Participant under the Plan shall be based on the Participant's position or
global job grade in effect immediately prior to a Change in Control. For purposes of this Section 3.2, a Participant's "annual pay" shall be equal to the sum of: (a) the Participant's
annual Base Pay in effect immediately prior to the Change in Control or, if greater, the Termination of Employment; and (b) the Participant's annual target bonus under the Participant's
Incentive Bonus Plans in effect immediately prior to the Change in Control or, if greater, the Termination of Employment. The Participant's total severance benefit shall be payable in a single lump
sum and shall be determined according to the following schedule:

Position/Grade

Severance BenefitCEO

3 × annual pay22 or higher

2 × annual pay


3.3.Benefit Offset.The amount of any severance payment that a Participant is entitled to under Section 3.2 shall be
reduced by any cash compensation paid or payable by the Employer to the Participant associated with the Participant's termination of employment (including any pay in lieu of notice and severance pay).
A Participant who receives a severance benefit under the Plan will not be eligible to receive any severance benefit under the severance Plan entitled "ADC Telecommunications, Inc. Change in
Control Severance Pay Plan."

3.4.Time and Form of Payment.Payments will be made to eligible Participants in a single lump sum cash payment as soon as
administratively feasible following the Participant's Termination of Employment. If the Participant should die before actually receiving the severance payment, such payment will be made to the
personal representative of the Participant's estate.

3.5.Withholding Tax.The Employer shall deduct from the amount of any severance payment under the Plan any amount required to
be withheld by reason of any law or regulation for the payment of federal, state or local taxes.

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SECTION 4        BONUS PAYMENT

4.1.General.A Participant is eligible to receive a bonus payment provided for in this Section 4 only if the
Participant is eligible to receive a severance payment as provided in Section 3. This Section 4 is intended to provide for a final payment under any applicable Incentive Bonus Plans for
the bonus period in which Participant's Termination of Employment occurs. Any amounts determined pursuant to this Section 4 shall be offset by amounts otherwise paid or payable to the
Participant under the relevant Incentive Bonus Plans for the bonus period in which the Participant's Termination of Employment occurs.

4.2.Bonus Payments.Bonus payment(s), if any, shall be equal to the target bonus amount in effect for the bonus period in
which the Termination of Employment occurs multiplied by a fraction, the numerator of which is the number of days worked by the Participant in the bonus period prior to the Termination of Employment,
and the denominator of which is the number of days in the bonus period. The bonus payment will be made to the Participant in a single lump sum cash payment as soon as administratively feasible
following the Participant's Termination of Employment. If the Participant should die before actually receiving the payment, such payment will be made to the personal representative of the
Participant's estate.

4.3.Adjusted Bonus Payments.At the end of the bonus period, the Employer shall calculate the amount a Participant would
receive for a bonus period in which a Termination of Employment occurs based on actual performance over the entire bonus period multiplied by a fraction, the numerator of which is the number of days
worked by the Participant in the bonus period prior to the Termination of Employment and the denominator of which is the number of days in the bonus period (the "Actual Bonus Amount"). If the Actual
Bonus Amount is greater than the amount calculated under Section 4.2 above, the Employer shall pay the difference to the Participant in a single lump sum cash payment as soon as
administratively feasible following the end of the bonus period. If the Participant should die before actually receiving the payment, such payment will be made to the personal representative of the
Participant's estate.

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SECTION 5        280G LIMITATION

5.1.Gross-Up Payment.In the event a Participant becomes entitled to payments under the Plan, the Employer shall
cause its independent auditors (the "Auditors") promptly to review, at the Employer's sole expense, the applicability of Section 4999 of the Code to those payments.

If
the Auditors shall determine that any payment or distribution of any type by the Employer to a Participant or for a Participant's benefit, whether paid or payable or distributed or distributable
pursuant to the terms of the Plan or otherwise (the "Total Payments"), would be subject to the excise tax imposed by Section 4999 of the Code, or any interest or penalties with respect to such
excise tax (the excise tax, together with any interest and penalties, are collectively referred to as the "Excise Tax"), then the Participant shall be entitled to receive an additional cash payment (a
"Gross-Up Payment") equal to an amount such that after payment by the Participant of all taxes (including any interest or penalties imposed with respect to such taxes), including any
Excise Tax, imposed upon the Gross-Up Payment, the Participant would retain an amount of the Gross-Up Payment equal to the Excise Tax imposed upon the Total Payments.

For
purposes of determining the amount of any tax pursuant to this Section, the Participant's tax rate shall be deemed to be the highest statutory marginal state and Federal tax rate (on a combined
basis and including the Participant's share of F.I.C.A. and Medicare taxes) then in effect.

A
Participant shall in good faith cooperate with the Auditors in making the determination of whether a Gross-Up Payment is required, including but not limited to providing the Auditors
with information or documentation as reasonably requested by the Auditors. A determination by the Auditors regarding whether a Gross-Up Payment is required and the amount of such
Gross-Up Payment shall be conclusive and binding upon the Participant and the Employer for all purposes.

5.2.Payment Date.A Gross-Up Payment required to be made by Section 5.1 of this Plan shall be paid to
Participant within 30 days of a final determination by the Auditors that the Gross-Up Payment is required.

If
the Auditors have not yet made the determination required by Section 5.1 prior to the time the Participant is required to file a tax return reflecting the Total Payments, the
Participant will be entitled to receive a Gross-Up Payment calculated on the basis of the Total Payments reported by the Participant in such tax return, within 30 days of the filing
of such tax return.

5.3.Controversies with Tax Authorities.The Employer and the Participant shall promptly deliver to each other copies of any
written communications, and summaries of any oral communications, with any taxing authority regarding the applicability of Section 280G or 4999 of the Code to any portion of the Total Payments.
In the event of any controversy with the Internal Revenue Service or other tax authority with regard to the applicability of Section 280G or 4999 of the Code to any portion of the Total
Payments, Employer shall have the right, exercisable in its sole discretion, to control the resolution of such controversy at its own expense. Participant and the Employer shall in good faith
cooperate in the resolution of such controversy.

If
the Internal Revenue Service or any tax authority makes a final determination that a greater Excise Tax should be imposed upon the Total Payments than is determined by the Auditors or reflected in
the Participant's tax return pursuant to this Section, the Participant shall be entitled to receive from the Employer the full Gross-Up Payment calculated on the basis of the amount of
Excise Tax determined to be payable by such tax authority. That amount shall be paid to the Participant within 30 days of the date of such final determination by the relevant tax authority.

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SECTION 6        FUNDING

The
Employer may establish a trust to fund the Plan but the Employer is not under any obligation to establish a trust. A Participant will be entitled to claim benefits from the trust to the extent the
Plan is funded under a trust and a Participant shall have only such rights as set forth in the trust. To the extent benefits are not funded under a trust, payments made pursuant to the Plan will be
paid out of the general funds of the Employer. To the extent benefits are not funded under a trust, a Participant will not have any secured or preferred interest by way of trust, escrow, lien or
otherwise in any specific
assets and the Participant's rights shall be solely those of an unsecured general creditor of the Employer.

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SECTION 7        AMENDMENT AND TERMINATION

The
right has been reserved to the Board of Directors of the Principal Sponsor to amend the provisions of the Plan Statement and to amend or terminate the Plan at any time prior to a Change in
Control. If any of these actions are taken, affected Participants will be notified. During the two-year period following the date of a Change in Control, the provisions of the Plan
Statement may not be amended if any amendment would adversely affect the rights, expectancies or benefits provided by the Plan (as in effect immediately prior to the Change in Control) of any
Participant or other person entitled to payment under the Plan. The Plan may not be terminated during the same two-year period. Except to the extent benefits have become payable but have
not actually been paid, the Plan terminates automatically on the second anniversary of the date of a Change in Control, except to pay any remaining severance benefits to any Participant who has a
Termination of Employment on or before the Plan's termination date and except to resolve claims for benefits under the Plan arising on or before the Plan's termination date.

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SECTION 8        CLAIMS PROCEDURE

The
claims procedure set forth in this section shall be the exclusive procedure for the disposition of claims for benefits arising under this Plan.





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SECTION 9        MISCELLANEOUS

9.1.Type of Plan.Section 3 of the Plan is a severance pay welfare benefit plan and not a pension benefit plan.
Section 4 of the Plan is a payroll practice. Any severance payment under Section 3 of the Plan will not be contingent directly or indirectly upon an employee retiring and shall not be
made beyond 24 months after the employee's Termination of Employment. Section 4 is neither a severance pay welfare benefit plan nor a pension benefit plan. The plan is established with
the understanding that it is an unfounded welfare plan maintained primarily for the benefit of a select group of management or highly compensated individuals within the meaning of ERISA.

9.2.No Assignment.No Participant shall have any transmissible interest in any benefit under the Plan nor shall any
Participant have any power to anticipate, alienate, dispose of, pledge or encumber the same, nor shall the Employer recognize any assignment thereof, either in whole or in part, nor shall any benefit
be subject to attachment, garnishment, execution following judgment or other legal process.

9.3.Named Fiduciaries.The Principal Sponsor and any committee appointed hereunder to decide claims shall be named
fiduciaries for the purpose of section 402(a) of ERISA.

9.4.Administrator.The Principal Sponsor shall be the administrator for purposes of section 3(16)(A) of ERISA.

9.5.Service of Legal Process.The corporate secretary of ADC Telecommunications, Inc. is designated as agent for
service of legal process against the Plan. Also, service of legal process may be made upon ADC Telecommunications, Inc. as Plan Administrator.

9.6.Validity.The invalidity or unenforceability of any provision of the Plan shall not affect the validity or enforceability
of any other provision of the Plan which shall remain in full force and effect.

9.7.Governing Law.This Plan Statement has been executed and delivered in the State of Minnesota and has been drawn in
conformity to the laws of that State and shall, except to the extent that U.S. federal law is controlling, be construed and enforced in accordance with the domestic laws of the State of Minnesota
without giving effect to any choice or conflict of law provision or rule (whether of the State of Minnesota or any other jurisdiction) that would cause the application of the laws of any jurisdiction
other than the State of Minnesota.

9.8.No Employment Rights.Neither the terms of this Plan Statement nor the benefits hereunder nor the continuance thereof
shall be a term of the employment of any employee, and the Employer shall not be obliged to continue the Plan. The terms of this Plan Statement shall not give any employee the right to be retained in
the employment of the Employer. The Employer assumes no obligation to the participants under this Plan Statement with respect to any doctrine or principle of acquired rights or similar concept.

9.9.No Guarantee.Neither the members of any committee appointed by the Principal Sponsor nor any of the Employer's officers
in any way secure or guarantee the payment of any benefit or amount which may become due and payable hereunder to any Participant. Neither the members of any committee nor any of the Employer's
officers shall be under any liability or responsibility (except to the extent that liability is imposed under ERISA) for failure to effect any of the objectives or purposes of the Plan by reason of
the insolvency of the Employer.

9.10.No Co-Fiduciary Responsibility.Except as is otherwise provided in ERISA, no fiduciary shall be liable for
an act or omission of another person with regard to a fiduciary responsibility that has been allocated to or delegated in this Plan Statement or pursuant to procedures set forth in this Plan
Statement.

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