**EXHIBIT 10.25****SUMMARY OF AIRNET SYSTEMS, INC. 2005 INCENTIVE COMPENSATION PLAN**     On February 2, 2005, the Board of Directors (the “Board”) of AirNet Systems, Inc. (“AirNet”),upon the recommendation of the Compensation Committee, adopted the 2005 Incentive Compensation Plan(the “2005 Incentive Plan”). The Compensation Committee and the Board subsequently approvedclarifications and modifications to the 2005 Incentive Plan on March 8, 2005 and March 29, 2005.As discussed further below, on August 9, 2005, the Board, upon the recommendation of theCompensation Committee, adopted amendments and clarifications to the 2005 Incentive Plan to addressthe possibility that a transaction for the sale of AirNet would be consummated prior to the end ofthe fiscal year ended December 31, 2005 (the “2005 fiscal year”). On November 20, 2005, the Board,upon the recommendation of the Compensation Committee, ratified a change to the 2005 Incentive Planto address the impact of the non-cash impairment charge recorded by AirNet in the third quarter ofthe 2005 fiscal year in determining pre-tax income (as determined under the terms of the 2005Incentive Plan) for the 2005 fiscal year.     The purpose of the 2005 Incentive Plan was to promote the following goals of AirNet for the2005 fiscal year by providing incentive compensation to certain employees of AirNet and itssubsidiaries: **•** Exceeding budgeted pre-tax income (as determined under the terms of the 2005 Incentive Plan);  **•** Reducing fixed costs;  **•** Creating and executing contingency plans for changes in AirNet’s Bank business;  **•** Refining AirNet’s business plan for its Express and Jetride businesses to morequickly and profitably diversify AirNet;  **•** Developing AirNet’s leadership team; and  **•** Meeting high priority deadlines related to compliance with the Sarbanes-Oxley Actof 2002 and other key projects.     Participants in the 2005 Incentive Plan included AirNet’s executive officers, Joel E.Biggerstaff, Gary W. Qualmann, Larry M. Glasscock, Jr., Jeffery B. Harris, Wynn D. Peterson, Ray L.Druseikis and Craig A. Leach, and certain department managers and department directors. At thestart of the 2005 fiscal year, there were 45 participants in the 2005 Incentive Plan. As of theend of the 2005 fiscal year, there were 43 participants in the 2005 Incentive Plan.     Payments under the 2005 Incentive Plan were based on a combination of AirNet’s pre-tax income(as determined under the terms of the 2005 Incentive Plan) for the 2005 fiscal year, operatingperformance of AirNet’s various business components and the achievement of personal goals assignedto each participant. The Compensation Committee approved personal goals for executive officers andreviewed the personal goals for other participants. The personal goals approved by theCompensation Committee for each of the executive officers related to specific business objectivesrelated to general business operations (e.g., regulatory compliance, expense reductions, etc.) andeach business component (e.g., execution of specific contracts with customers and vendors, costreductions, service improvements, etc.). No incentive compensation was to be paid to the executiveofficers under the 2005 Incentive Plan for the achievement of personal goals unless AirNet attainedthe designated threshold level of pre-tax income (other than certain amounts payable to Wynn D.Peterson, as discussed below).     No incentive compensation was to be paid under the 2005 Incentive Plan unless AirNet achieveda designated threshold level of pre-tax income (as determined under the terms of the 2005 IncentivePlan) for the 2005 fiscal year. If the designated threshold level were achieved, incentivecompensation payments would increase at predetermined pre-tax income levels until the maximumcompensation payout of $1.9 million was reached at approximately 200% of pre-tax income for the2004 fiscal year, determined without regard to the 2004 fiscal year impairment charges related toproperty and equipment and goodwill.     Once the overall amount of incentive compensation was determined based upon AirNet’s pre-taxincome (as determined under the terms of the 2005 Incentive Plan), incentive compensation wasallocated to Bank, Express, Jetride and corporate based upon pre-established targets. Incentivecompensation was then allocated to the participants most closely involved in managing each of thosebusiness areas based upon each participant’s base salary. Finally, participants must have achievedtheir pre-established personal goals to achieve their maximum incentive compensation payment.
 

 
     The maximum percentage of annual base salary that the following executive officers could havereceived as incentive compensation under the 2005 Incentive Plan was: (i) for Joel E. Biggerstaff,100%; (ii) for Gary W. Qualmann, Larry M. Glasscock, Jr. and Jeffery B. Harris, 75%; and (iii) forRay L. Druseikis and Craig A. Leach, 50%. In connection with his promotion in June 2005 to SeniorVice President, Jetride Services, the incentive compensation which Mr. Peterson could have receivedunder the 2005 Incentive Plan was modified to include two components. He was eligible to receiveincentive compensation up to a maximum amount of $75,000 (50% of his $150,000 annual base salaryprior to the increase) based on the level of achievement through June 30, 2005 of his personalgoals in the position as Vice President, Strategic Planning and Analysis, and achievement by AirNetof a designated level of pre-tax income (as determined under the terms of the 2005 Incentive Plan),for the six months ended June 30, 2005. The amount of $60,000 in incentive compensation was paidto Mr. Peterson in respect of the six-month period ended June 30, 2005, which payment was made inMarch of 2006. Mr. Peterson was also eligible to receive incentive compensation from zero to amaximum amount of $161,250 (75% of his $215,000 annual base salary after the increase) based on thelevel of achievement of personal goals related to the performance of Jetride for the period fromJuly 1 through December 31, 2005, and achievement by Jetride, and AirNet, of designated levels ofpre-tax income (as determined under the terms of the 2005 Incentive Plan) for the six months endingDecember 31, 2005. In March of 2006, the amount of $46,438 in incentive compensation was paid toMr. Peterson in respect of the six-month period ended December 31, 2005.     Except for payments to the executive officers, payments under the 2005 Incentive Plan werepaid in quarterly payments commencing with the second quarter of the 2005 fiscal year based uponAirNet’s year-to-date financial performance. Except as described above in respect of Mr. Peterson,payments of incentive compensation to AirNet’s executive officers serving at the time of suchpayments, were made in March of 2006 based upon AirNet’s performance for the 2005 fiscal year. Newemployees who qualified for the 2005 Incentive Plan were eligible to participate on the first dayof the calendar quarter following their date of hire.     On August 9, 2005, the Board, upon the recommendation of the Compensation Committee, hadadopted the following amendments and clarifications to the 2005 Incentive Plan to address thepossibility that a transaction for the sale of AirNet would be consummated prior to the end of the2005 fiscal year. In such event, (i) participants in the 2005 Incentive Plan would have beenentitled to receive incentive compensation measured as a percentage of their full year base salaryrather than a pro-rated portion; (ii) to the extent that bonuses were based in part on pre-taxincome (as determined under the terms of the 2005 Incentive Plan) for the 2005 fiscal year, suchpre-tax income would have been measured through the month ending immediately prior to theconsummation date of the sale transaction; (iii) to the extent bonuses for any individual weredetermined in part based upon the performance of a business unit against a pre-determined target,the performance of such business unit would have been based upon the performance through the monthending immediately prior to the consummation date of the sale transaction versus the targetedperformance through such month end; and (iv) individuals who were employed by AirNet at the time ofthe consummation of a sale transaction would have been entitled to a bonus under the 2005 IncentivePlan whether or not they are employed at the time the bonus was to be paid.     On November 20, 2005, the Board, upon the recommendation of the Compensation Committee,ratified a change to the 2005 Incentive Plan to provide that, for purposes of computing the pre-taxincome of AirNet for the 2005 fiscal year for purposes of the 2005 Incentive Plan, the $16.1million non-cash impairment charge recorded by AirNet in the third quarter of the 2005 fiscal yearwould be disregarded and the pre-tax income for the 2005 fiscal year would be computed as if noimpairment charge had been incurred.     Duringthe 2005 fiscal year and the fiscal quarter ending March 31,2006, AirNet made payments under the terms of the 2005 Incentive Planin the aggregate amount of approximately $1.6 million. In March of 2006, the executive officers ofAirNet were paid the following amounts under the 2005 Incentive Plan: Joel E. Biggerstaff -$250,000; Jeffery B. Harris — $190,250; Gary W. Qualmann — $148,000; Larry M. Glasscock, Jr. -$141,125; Wynn D. Peterson — $106,438 ($60,000 in respect of the six-month period ended June 30,2005; $46,438 in respect of the six-month period ended December 31, 2005); Craig A. Leach -$72,000; and Ray L. Druseikis - $29,000 (became a participant effective July 1, 2005 following hiselection as an executive officer of AirNet and employment with AirNet effective June 30, 2005.)     After reviewing AirNet’s pre-tax income (as determined under the terms of the 2005 Incentive Plan),the operating performance of AirNet’s various business components, the level of achievement of thepersonal goals assigned to each executive officer and, in the case of Mr. Peterson, Jetride’spre-tax income (as determined under the terms of the 2005 Incentive Plan), at the meeting of theCompensation Committee held on March 8, 2006, the Compensation Committee determined the amount ofincentive compensation to be paid to each executive officer (other than Mr. Peterson) in respect ofthe 2005 fiscal year and the incentive compensation to be paid to Mr. Peterson in respect of thesix-month period ended December 31, 2005.