**Exhibit 10(33)****SUMMARY OF 2008 SALARIES OF NAMED EXECUTIVE OFFICERS**The following table sets forth the current base salaries provided to the Company’s CEO and fourmost highly compensated executive officers (the “Named Executive Officers”):     **Executive Officer** **Current Salary**Andrew B. Schmitt $620,000 Eric R. Despain $300,000 Jerry W. Fanska $365,000 Jeffrey J. Reynolds $239,000 Gregory F. Aluce $275,000 Andrew B. Schmitt, President and CEO, and Jerry W. Fanska, Senior Vice President—Finance andTreasurer, are also eligible to receive a bonus each year under the Company’s Executive IncentiveCompensation Plan (the “Executive IC Plan”). Eric R. Despain, Senior Vice President and Presidentof the Minerals Division, participates in the Company’s Mineral Exploration Division IncentiveCompensation Plan (the “Mineral IC Plan”). Jeffrey J. Reynolds, Executive Vice President of theCompany overseeing the Water Infrastructure Division, participates in the Reynolds Division ofLayne Christensen Company Cash Bonus Plan (the “Reynolds Plan”), and Gregory F. Aluce, Senior VicePresident—Water Infrastructure Division, participates in the Water InfrastructureDivision Incentive Compensation Plan (the “Water IC Plan”). The bonuses paid to the Company’s CEOand four most highly compensated executive officers under the respective plans in which theyparticipated for the fiscal year ended January 31, 2008 are as shown in the following table:     **Executive Officer** **FY 2008 Bonus**Andrew B. Schmitt $645,000 Eric R. Despain $250,000 Jerry W. Fanska $238,669 Jeffrey J. Reynolds $375,000 Gregory F. Aluce $225,000 Under the Executive IC Plan, each participant is eligible for an annual cash bonus in a targetamount (the “Target Bonus”) equal to a percentage (85% in the case of Mr. Schmitt and 60% in thecase of Mr. Fanska) of such participant’s base compensation. The Target Bonus is adjusted (up ordown) based upon the performance of the Company as compared to certain goals included in thebusiness plan adopted and approved by the Board of Directors. In no event, however, can aparticipant’s annual cash bonus under the Executive IC Plan exceed 100% of such participant’s basecompensation for the relevant year. No bonus will be payable should performance be equal to orbelow 80% of the relevant goals established by the business plan. In addition, the formula bonusderived as described in the preceding sentences can be further adjusted (up or down) at thediscretion of the Board of Directors by up to one-third of the Target Bonus. All or part of anemployee’s incentive compensation under the Executive IC Plan may, at the discretion of the Boardof Directors, be paid in the form of shares of the Company’s common stock which may consist ofauthorized but unissued shares of common stock or shares of common stock reacquired by the Companyon the open market.Under the Minerals IC Plan, each district and region within the Minerals Division and the MineralsDivision as a whole is assigned a benchmark for each fiscal year based on the earnings beforeinterest and taxes (“EBIT”) of such respective district, region or Division as a whole. The amountof the bonus pool established for a fiscal year will be calculated based on the percentage of theEBIT benchmark achieved by each respective district, region, or the Division as a whole. Theamount of the incentive award to be granted from the bonus pool to each participant in the MineralsIC Plan is then determined by the
 

 
committee administering the Minerals IC Plan, subject to certain maximum awards. For example, Mr.Despain cannot receive a cash incentive award in excess of 100% of his annual regular salary.Furthermore, the amount of Mr. Despain’s incentive award under the Minerals IC Plan is determinedby the Compensation Committee of the Board of Directors, rather than the committee administeringthe Minerals IC Plan. The incentive compensation awards payable under the Minerals IC Plan will bepaid in cash or, as permitted under the Company’s 2006 Equity Incentive Plan, in shares ofrestricted or unrestricted common stock of the Company, or a combination of any of the foregoing asdetermined by the Board of Directors of the Company or the Compensation Committee thereof.Under the Reynolds Plan, the Company accrued and reserved a bonus pool for fiscal 2008 equal to 20%of the net income earned by the Reynolds division, subject to reduction in the event the Reynoldsdivision does not generate earnings before interest, taxes depreciation and amortization (EBITDA)in excess of its EBITDA target for that year. The EBITDA target for the Reynolds division for eachplan year through January 31, 2009, is $16,500,000. The Compensation Committee of the Board ofDirectors of the Company then determines the amount of the bonus paid to Mr. Reynolds out of thebonus pool reserved.Under the Water IC Plan, each district and region within the Water Infrastructure Division and theWater Infrastructure Division as a whole is assigned a benchmark for each fiscal year based on theEBIT of such respective district, region or Division as a whole. The amount of the bonus poolestablished for a fiscal year will be calculated based on the percentage of the EBIT benchmarkachieved by each respective district, region, or the Division as a whole. The amount of theincentive award to be granted from the bonus pool to each participant in the Water IC Plan is thendetermined by the committee administering the Water IC Plan, subject to certain maximum awards.For example, Mr. Aluce cannot receive a cash incentive award in excess of 100% of his annualregular salary. Furthermore, the amount of Mr. Aluce’s incentive award under the Water IC Plan isdetermined by the Compensation Committee of the Board of Directors, rather than the committeeadministering the Water IC Plan. The incentive compensation awards payable under the Water IC Planwill be paid in cash or, as permitted under the Company’s 2006 Equity Incentive Plan, in shares ofrestricted or unrestricted common stock of the Company, or a combination of any of the foregoing asdetermined by the Board of Directors of the Company or the Compensation Committee thereof.Beginning on February 1, 2008, Messrs. Schmitt, Despain, Fanska and Aluce will all participate inthe Executive IC Plan for the fiscal year ended January 31, 2009. Mr. Reynolds will continue toparticipate in the Reynolds Plan for the year ended January 31, 2009.At a meeting of the Board of Directors of the Company, held on January 23, 2008, the Board set thegoals for the executive officers who participate in the Executive IC Plan to qualify for a bonusfor the fiscal year ended January 31, 2009. Awards under the Plan for the fiscal year endedJanuary 31, 2009, will be based upon the achievement of various EBIT goals, with the EBIT goal forMessrs. Schmitt and Fanska based on the entire Company, the EBIT goal for Mr. Despain based on theMinerals Division and the EBIT goal for Mr. Aluce based on the Company’s legacy water business.Mr. Reynolds’ bonus for the fiscal year ended January 31, 2009, if any, will again be determined bythe Compensation Committee out of the bonus pool accrued under the Reynolds Plan for fiscal 2009.The bonus pool accrued under the Reynolds Plan for fiscal 2009 will again be equal to 20% of thenet income earned by the Reynolds division, subject to reduction in the event the Reynolds divisiondoes not generate earnings before interest, taxes depreciation and amortization (EBITDA) in excessof its EBITDA target for fiscal 2009. The EBITDA target for the Reynolds division for fiscal 2009is $16,500,000.