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                                                                    EXHIBIT 10.4

CASH INCENTIVE PLAN (AMENDED)


1.  Individual performance will be evaluated twice a year by each employee's
    direct supervisor, rather than on a quarterly basis. 25% of the employee's
    bonus pool will be paid out after each six-month measurement period. This
    will provide a total pay out of 50% of the bonus on an annual basis. Each
    employee will be measured against a set of 5 high level objectives. Each
    objective will be weighted based upon its relative value to the company such
    that the sum of the weighting of all five objectives equals 100%. Each
    objective will be evaluated on a 0 to 1 scale and a weighted average
    performance will be calculated. The direct supervisor preparing the
    evaluation may with his/her manager's approval add up to 10% as a
    discretionary performance factor for additional tasks performed during the
    evaluation period.

2.  Company performance will be evaluated quarterly against the attainment of
    the Company's budgeted revenue targets with the existing gross margin
    collar. This will be a straight ratio of actual performance over budgeted
    performance. This will provide a quarterly payment of 12.5% each quarter for
    a total of 50% of the employee's bonus on an annual basis.

3.  Employee must work a minimum of two full months of the given quarter in
    order to be eligible for a prorated Company performance bonus. Similarly,
    employee must work a minimum of two months of a six month period in order to
    qualify for a prorated individual performance bonus. An employee must also
    be actively employed at time of payout in order to be eligible for any bonus
    payment.

4.  Employee must be in good standing with the Company at the end of each
    quarter in order to qualify for either an Individual and/or Company
    performance bonus. No quarterly bonus will be paid to an employee on
    probationary status.

5.  If Company performance percentage is below 70% in any quarter, no quarterly
    bonus related to Company performance will be paid. (See 2. Above) If Company
    performance percentage is below 70% in Q2 and/or Q4, employee will still be
    eligible to earn his/her individual performance bonus.

    If individual performance percentage is below 70%, employee will not be
    eligible for individual or company performance bonus for the given quarterly
    period and may not be eligible for subsequent bonuses, as described in the
    following paragraph.
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    If an employee does not meet the 70% threshold in Q2 or Q4, the employee
    will be subject to an interim three month individual performance review. For
    example, if an employee is paid the 12.5% Company bonus in Q1 and then only
    achieves 60% of his/her individual MBOs at the end of Q2, he/she will not be
    entitled to either an individual or Company performance bonus for that
    quarter. In addition, employee will be subject to a three month MBO
    evaluation at the end of Q3. In order to qualify for that quarter's Company
    performance bonus, the employee must have attained at least a 70% rating for
    this three month evaluation.



The table below shows the projected pay-outs over a given year:

<TABLE>
<CAPTION>
                           Company                 Individual                   Total
                           Performance (sales      Performance (top 5
                           with margin floor)      weighted objectives)
--------------------------------------------------------------------------------------
<S>                        <C>                     <C>                          <C>
Q1                         12.5%                                                12.5%
--------------------------------------------------------------------------------------
Q2                         12.5%                   25%                          37.5%
--------------------------------------------------------------------------------------
Q3                         12.5%                                                12.5%
--------------------------------------------------------------------------------------
Q4                         12.5%                   25%                          37.5%
--------------------------------------------------------------------------------------
TOTAL                      50%                     50%                          100%
--------------------------------------------------------------------------------------
</TABLE>


o  70% floor on company performance
o  70% floor on individual performance
o  no bonus if employee does not attain a minimum of 70% on individual
   performance
o  employee must be in good standing (not on probation) to receive company
   and/or individual performance bonus
o  managers can assign an additional 10% for exceptional performance; must be
   approved by their manager