EXHIBIT 10.20


 


THE EZENIA! INC. DEFERRED
COMPENSATION PLAN


 


The Ezenia! Inc.
Deferred Compensation Plan (the “Plan”) adopted effective as of March 31,
2006 by Ezenia! Inc. (the “Employer”) to permit Eligible Employees to defer
receipt of certain compensation pursuant to the terms and provisions set forth
below is hereby amended and restated this 11th day
of December, 2008, to be effective as of January 1, 2009.


 


The Plan is
intended (1) to comply with Code Section 409A and official guidance
issued thereunder, and (2) to be “a plan which is unfunded and is
maintained by the Employer primarily for the purpose of providing deferred
compensation for a select group of management or highly compensated employees”
within the meaning of Sections 201(2), 301(a)(3) and 401(a)(1) of
ERISA.  Notwithstanding any other
provision of the Plan, the Plan shall be interpreted, operated and administered
in a manner consistent with these intentions.


 


ARTICLE I



DEFINITIONS


 


Wherever used
herein the following terms shall have the meanings hereinafter set forth:


 


“Affiliate”
means any corporation or other entity that is treated with the Employer as a
single employer under Code Section 414.


 


“Base Pay”
means an Employee’s annual base compensation but excluding Incentive Awards or
any other additional compensation.


 


“Beneficiary”
means the person or persons or trust designated by a Participant to receive any
amounts payable under the Plan in the event of the Participant’s death.  Notwithstanding the foregoing, if any payment
due a person remains unpaid at his death, the payment will be made to (i) that
person’s spouse; (ii) if no spouse is living at the time of such payment,
then his living children, in equal shares; (iii) if neither a spouse nor
children are living, then his living parents, in equal shares; (iv) if
neither spouse, nor children, nor parents are living, then his living brothers
and sisters, in equal shares; and (v) if none of the individuals described
in (i) through (iv) are living, to his estate.


 


“Code”
means the Internal Revenue Code of 1986, as amended.


 


“Change in
Control” means the date on which there is a (i) change of the majority
ownership of the Employer, (ii) change in the effective control of the
Employer, or (iii) change in the ownership of a substantial portion of the
assets of the Employer, as determined in accordance with Code Section 409A
and official guidance issued thereunder.


 


For purposes of
(i), a “change in the ownership of the Employer” means the date of a change in
ownership of more than 50% of the total fair market value or total voting power
of the outstanding stock of the Employer.


 

















 


For purposes of
(ii), a “change in the effective control of the Sponsor” means the date (a) any
one person or a group acquires 35% or more of the total voting power of the
outstanding stock of the Employer (as determined over a 12-month period); or (b) a
majority of the members of the Employer’s Board of Directors is replaced during
any 12-month period by directors whose appointment or election is not endorsed
by a majority of the members of the Employer’s Board of Directors prior to the
date of the appointment or election.


 


For purposes of
(iii), a “change in the ownership of a substantial portion of the assets of the
Employer” means the date of a change in ownership of assets of the Employer
with a value more than 40% of the total gross fair market value of the Sponsor’s
assets immediately prior to such acquisition(s).


 


Notwithstanding
anything herein to the contrary, a Change in Control of one member of a group
of commonly owned companies will not create a distribution event for
Participants working for other members of the group.


 


“Deferral Form”
means a written form provided by the Employer pursuant to which an Eligible
Employee may elect to defer Eligible Income under the Plan.


 


“Deferral
Account” means an account established by the Employer for each Participant
electing to defer Base Pay and Incentive Awards under the Plan.


 


“Disability”
means a Participant’s physical or mental impairment that can be expected to result
in death or to continue for at least 12 months or, because of such impairment,
the Participant is receiving income replacement benefits for a period of at
least three months under an accident and health plan maintained by the
Employer.


 


“Eligible Employee”
means an individual who is an Employee who is a member of a “select group of
management or highly compensated employees,” as that phrase is used in Section 201,
301 and 401 of ERISA and as designated by the Employer.


 


“Eligible
Income” means Base Pay and Incentive Awards.


 


“Employee”
means an individual who is a regular employee on the U.S. payroll of the
Employer or its Affiliates, other than a temporary or intermittent
employee.  The term “Employee” shall not
include a person hired as an independent contractor, leased employee,
consultant, or a person otherwise designated by the Employer or an Affiliate as
not eligible to participate in the Plan, even if such person is determined to
be an “employee” of the Employer or an Affiliate by any governmental or
judicial authority.


 


“Employer”
means Ezenia! Inc. and any successor corporation or other entity.  In addition, the term Employer shall include
any Participating Employer which shall adopt this Plan in accordance with Section 6.3
of the Plan.


 


“ERISA” means
the Employee Retirement Income Security Act of 1974, as amended.


 


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“Incentive
Award” means an amount payable to an Eligible Employee under a cash bonus
or incentive compensation plan of the Employer or an Affiliate that the
Employer has deemed eligible for deferral.


 


“Investment
Options” means the investment options, as determined from time to time by
the Employer, used to credit earnings, gains and losses on Deferral Account
balances.


 


“Participant”
means an Eligible Employee who elects or has elected to defer amounts under the
Plan.


 


“Participating
Employer” means any other corporation or entity that adopts this Plan in
accordance with Section 6.3 of the Plan.


 


“Plan”
means the Ezenia! Inc. Deferred Compensation Plan, as set forth herein and as
amended from time to time.


 


“Plan Year”
means January 1st through December 31st.


 


“Separation
from Service” or “Separates from Service” occurs when the Employer
and the Participant reasonably anticipate that no further services would be
performed by the Participant for the Employer or any affiliates of the Employer
after a certain date, that the level of bona fide services the Participant
would perform for the Employer after such date (whether as an Employee or as an
independent contractor) would permanently decrease to no more than 20 percent
of the average level of bona fide services performed by the Participant for the
Employer over the immediately preceding 36-month period (or period of
employment, if less than 36 months).


 


“Trust”
means the irrevocable, non-qualified grantor trust (rabbi trust) described in Section 3.5
and established pursuant to the Trust Agreement under The Ezenia! Inc. Deferred
Compensation Plan.


 


ARTICLE II



PARTICIPATION


 


Participation in
the Plan shall be limited to Eligible Employees.  The Employer shall notify any Employee of his
status as an Eligible Employee at such time and in such manner as the Employer
shall determine.  An Eligible Employee
shall become a Participant by making a deferral election under Article III.


 


ARTICLE III



DEFERRAL ACCOUNTS


 


3.1          Deferral Elections.  Deferrals may be made by an Eligible Employee
with respect to his Eligible Income, as permitted by the Employer:


 


(a)           An Eligible Employee may elect to
defer:


 


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(i)            The
percentage or amount of his Base Pay.


 


(ii)           The deferral amount designated by an
Eligible Employee will be deducted in equal installments over the pay periods
falling within the Plan Year to which the election pertains.


 


In order to elect
to defer Base Pay earned during a Plan Year, an Eligible Employee shall submit
an irrevocable Deferral Form with the Employer before the beginning of such
Plan Year.


 


(b)           Incentive Awards.  An Eligible Employee may elect to defer any
portion of his Incentive Award up to 100%, expressed as whole percentage points
or as a specific dollar amount.  In order
to elect to defer an Incentive Award, an Eligible Employee shall submit an
irrevocable Deferral Agreement with the Employer before the beginning of the
calendar year in which the performance period to which Incentive Award
pertains.


 


(c)           Newly Eligible Participant.  Notwithstanding the foregoing, within thirty
(30) days after being designated by the Employer for participation in the Plan,
the Participant shall make an irrevocable deferral election for the remaining
term of the Plan Year in which the Participant commences participation, along
with such other elections as the Employer deems necessary under the Plan.  Such deferral election may apply only to Base
Pay and Incentive Awards for services performed after the effective date of the
deferral election.


 


3.2          Crediting of Deferrals.  Eligible Income deferred by a Participant
under the Plan shall be credited to the Participant’s Deferral Account as soon
as administratively practicable after the amounts would have otherwise been
paid to the Participant.


 


3.3          Vesting.  A Participant shall at all times be 100%
vested in any amounts credited to his Deferral Account.


 


3.4          Earnings.  The Employer shall credit deemed gains,
losses and earnings to a Participant’s Deferral Account at the end of each
fiscal quarter, until the balance of the Participant’s Deferral Account is
distributed in accordance with Article IV. 
Any deemed earnings or losses (net appreciation or net depreciation)
shall be allocated to Participants’ Deferral Accounts in the same proportion
that each Participant’s Deferral Account bears to the total of all Participants’
Deferral Accounts as of the last day of the previous fiscal quarter.  Payments in accordance with Article IV
shall be based on all amounts credited to the Participant’s Deferral Account as
of the date the Deferral Account is paid to the Participant.  The Employer shall specify procedures to
allow Participants to make elections as to the deemed investment of amounts
newly credited to their Deferral Account, as well as the deemed investment of
amounts previously credited to their Deferral Account.  Without limiting the foregoing, a Participant’s
Deferral Account shall at all times be a bookkeeping entry only and the
Participant shall at all times remain an unsecured creditor of the Employer.


 


3.5          Funding.  The Employer shall be under no obligation to
establish a fund or reserve in order to pay the benefits under the Plan except
in the event of a Change in Control.  The
Employer shall be required to make payments only as benefits become due and
payable.  No person shall have any right,
other than the right of an unsecured general creditor, against the Employer
with respect to the benefits payable hereunder, or which may be payable
hereunder, to 


 


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any Participant or
Beneficiary.  Notwithstanding the
foregoing, in order to pay benefits under the Plan, the Employer may establish
an irrevocable non-qualified grantor trust (hereinafter the “Trust”) within the
meaning of Sections 402(b) and 671-677 of the Code.  The assets in such Trust shall at all times
be subject to the claims of the general creditors of the Employer in the event
of the Employer’s bankruptcy or insolvency, and neither the Plan nor any
Participant or Beneficiary shall have any preferred claim or right to, or any
beneficial ownership interest in, any such assets of the Trust prior to the
time such assets are paid to a Participant or Beneficiary, and all rights
created under the Plan and said Trust shall be unsecured contractual rights of
a Participant or Beneficiary against the Employer.  The Employer will pay annual income taxes on
the Trust earnings and may in any year use the Trust earnings to pay such
taxes.  The Employer will be entitled to
take an income tax deduction for benefits actually paid each year from the
Trust.


 


3.6          Prefunding.  Notwithstanding anything herein to the
contrary, the Employer may prefund the Trust in order to fund benefits that
become payable under the Plan.  Such
assets will be used solely to fund benefits payable under the Plan and
prefunding the Trust will not affect the contractual obligations of the
Employer under Section 3.5.  In the
event of a Change in Control, the amount the Employer is obligated to
contribute to the Trust will be offset by the then current balance of the Trust
resulting from prior funding of the Trust.


 


ARTICLE IV



DISTRIBUTION OF DEFERRAL ACCOUNTS


 


4.1          Time and Form of Payment
Elections.


 


(a)           The Deferral Agreement.  On the initial Deferral Agreement, a
Participant may elect payment in the form of a single lump sum payment or
annual installment payments for a period of not less than two (2) but no
more than five (5) years.  If a
Participant fails to make an effective form of payment election on his initial
Deferral Agreement, the amount deferred under such Deferral Agreement (and
earnings thereon) will be distributed in a single lump sum.


 


(b)           Payment generally shall be made in
accordance with Sections 4.1(c), 4.2 and 4.3 below.


 


(c)           Subject to Section 4.2, payments
of a Participant’s Deferral Account shall commence by January l following
the date on which the Participant Separates from Service.


 


4.2          Automatic Distributions.  Notwithstanding any payment elections made on
Deferral Agreements, a Participant’s Deferral Account shall be paid in
accordance with paragraphs (a), (b) and (c) below, as applicable.


 


(a)           Distributions Upon Death.  Notwithstanding Section 4.1(b) above,
if a Participant dies before full distribution of his Deferral Account, any
remaining balance shall be distributed in a lump sum payment within thirty (30)
days after the Participant’s death to the Participant’s Beneficiary.


 


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(b)           Distribution Upon Change in
Control.  Notwithstanding Section 4.1(b) above,
in the event of a Change in Control before full distribution of a Participant’s
Deferral Account, the remaining balance shall be distributed in a lump sum
payment to the Participant within thirty (30) days after the date of such
Change in Control.


 


(c)           Special Rule for Specified
Employees.  Notwithstanding the
foregoing provisions of this Article IV, in the case of a Participant who
is considered a “specified employee” within the meaning of Section 409A of
the Code and the regulations promulgated thereunder, payment from the
Participant’s Deferral Account shall not occur until at least six (6) months
after the Participant’s Separation from Service.  Any distribution that would otherwise have
been made in the first six (6) months of the Participant’s Separation from
Service but for the provisions of the preceding sentence shall be made in the
seventh month after the Participant’s Separation from Service.


 


4.3          Withdrawals for Unforeseeable
Emergency.  A
Participant may withdraw all or any portion of his Deferral Account balance for
an Unforeseeable Emergency as defined below. 
The amounts distributed with respect to an Unforeseeable Emergency may
not exceed the amounts necessary to satisfy such Unforeseeable Emergency plus
amounts necessary to pay taxes reasonably anticipated as a result of the
distribution, after taking into account the extent to which such hardship is or
may be relieved through reimbursement or compensation by insurance or otherwise
or by liquidation of the Participant’s assets (to the extent the liquidation of
such assets would not itself cause severe financial hardship).  “Unforeseeable Emergency” means for this purpose
a severe financial hardship to a Participant resulting from an illness or
accident of the Participant, the Participant’s spouse, or a dependent (as
defined in Code Section 152(a), without regard to Sections 152(b)(1), (b)(2) and
(d)(1)(B) thereof) of the Participant, loss of the Participant’s property
due to casualty, or other similar extraordinary and unforeseeable circumstances
arising as a result of events beyond the control of the Participant.


 


Notwithstanding Section 3.1,
if the Employer approves a distribution under this Section, the Participant’s
deferrals under the Plan shall cease. 
The Participant will be allowed to enroll if eligible at the beginning
of the next enrollment period following six (6) months after the date of
distribution pursuant to this Section 4.3.


 


4.4          Effect of Taxation.  If the Internal Revenue Service or a court of
competent jurisdiction determines that Plan benefits are includible for federal
income tax purposes in the gross income of a Participant prior to actual
receipt of the benefits, the Employer may immediately distribute to the
Participant, the benefits found to be so includible, to the extent permitted
under Code Section 409A.


 


ARTICLE V



ADMINISTRATION


 


5.1          General Administration.  The Employer shall be responsible for the
operation and administration of the Plan and for carrying out the provisions
hereof.  The Employer shall have the full
authority and discretion to make, amend, interpret, and enforce all appropriate
rules and regulations for the administration of this Plan and decide or
resolve any and all questions, 


 


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including
interpretations of this Plan, as may arise in connection with this Plan.  Any such action taken by the Employer shall
be final and conclusive on any party.  To
the extent the Employer has been granted discretionary authority under the
Plan, the Employer’s prior exercise of such authority shall not obligate it to
exercise its authority in a like fashion thereafter.  The Employer shall be entitled to rely
conclusively upon all tables, valuations, certificates, opinions and reports
furnished by any actuary, accountant, controller, counsel or other person
employed or engaged by the Employer with respect to the Plan.  The Employer may, from time to time, employ
agents and delegate(s) to such agents, including employees of the
Employer, such administrative duties as it sees fit.


 


5.2          Claims for Benefits.


 


(a)           Filing a Claim.  A Participant or his authorized
representative may file a claim for benefits under the Plan.  Any claim must be in writing and submitted to
the Employer at such address as may be specified from time to time.  Claimants will be notified in writing of approved
claims, which will be processed as claimed. 
A claim is considered approved only if its approval is communicated in
writing to a claimant.


 


(b)           Denial of Claim.  In the case of the denial of a claim
respecting benefits paid or payable with respect to a Participant, a written
notice will be furnished to the claimant within 90 days of the date on which
the claim is received by the Employer. 
If special circumstances (such as for a hearing) require a longer
period, the claimant will be notified in writing, prior to the expiration of
the 90-day period, of the reasons for an extension of time; provided, however,
that no extensions will be permitted beyond 90 days after the expiration of the
initial 90-day period.


 


(c)           Reasons for Denial.  A denial or partial denial of a claim will be
dated and signed by the Employer and will clearly set forth:


 


(i)            The specific reason or reasons for
the denial;


 


(ii)           Specific reference to pertinent Plan
provisions on which the denial is based;


 


(iii)          A description of any additional
material or information necessary for the claimant to perfect the claim and an
explanation of why such material or information is necessary; and


 


(iv)          An explanation of the procedure for
review of the denied or partially denied claim set forth below, including the
claimant’s right to bring a civil action under ERISA Section 502(a) following
an adverse benefit determination on review.


 


(d)           Review of Denial.  Upon denial of a claim, in whole or in part,
a claimant or his duly authorized representative will have the right to submit
a written request to the Employer for a full and fair review of the denied
claim by filing a written notice of appeal with the Employer within 60 days of
the receipt by the claimant of written notice of the denial of the claim.  A claimant or the claimant’s authorized
representative will have, upon request and free of charge, reasonable access
to, and copies of, all documents, records, and other information relevant to
the claimant’s claim for benefits and may submit issues and comments in
writing, except for 


 


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privileged or
confidential documentation.  The review
will take into the account all comments, documents, records, and other
information submitted by the claimant relating to the claim, without regard to
whether such information was submitted or considered in the initial benefit
determination.


 


If the claimant
fails to file a request for review within 60 days of the denial notification,
the claim will be deemed abandoned and the claimant precluded from reasserting
it.  If the claimant does file a request
for review, his request must include a description of the issues and evidence
he deems relevant.  Failure to raise
issues or present evidence on review will preclude those issues or evidence
from being presented in any subsequent proceeding or judicial review of the
claim.


 


(e)           Decision Upon Review.  The Employer will provide a prompt written
decision on review.  If the claim is
denied on review, the decision shall set forth:


 


(i)            The specific reason or reasons for
the adverse determination;


 


(ii)           Specific reference to pertinent Plan
provisions on which the adverse determination is based;


 


(iii)          A statement that the claimant is
entitled to receive, upon request and free of charge, reasonable access to, and
copies of, all documents, records, and other information relevant to the
claimant’s claim for benefits; and


 


(iv)          A statement describing any voluntary
appeal procedures offered by the Plan and the claimant’s right to obtain the
information about such procedures, as well as a statement of the claimant’s
right to bring a civil action under ERISA Section 502(a).


 


A decision will be
rendered no more than 60 days after the Employer’s receipt of the request for
review, except that such period may be extended for an additional 60 days if
the Employer determines that special circumstances (such as for a hearing)
require such extension.  If an extension
of time is required, written notice of the extension will be furnished to the
claimant before the end of the initial 60-day period.


 


(f)            Finality of Determinations;
Exhaustion of Remedies.  To the
extent permitted by law, decisions reached under the claims procedures set
forth in this Section shall be final and binding on all parties.  No legal action for benefits under the Plan
shall be brought unless and until the claimant has exhausted his remedies under
this Section.  In any such legal action,
the claimant may only present evidence and theories which the claimant
presented during the claims procedure. 
Any claims which the claimant does not in good faith pursue through the
review stage of the procedure shall be treated as having been irrevocably
waived.  Judicial review of a claimant’s
denied claim shall be limited to a determination of whether the denial was an
abuse of discretion based on the evidence and theories the claimant presented
during the claims procedure.  Any suit or
legal action initiated by a claimant under the Plan must be brought by the
claimant no later than one year following a final decision on the claim for
benefits by the Employer.  The one-year
limitation on suits for benefits will apply in any forum where a claimant
initiates such suit or legal action.


 


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ARTICLE VI



AMENDMENT, ADOPTION AND TERMINATION


 


6.1          Amendment or Termination.  The Employer reserves the right to amend or
terminate the Plan when, in the sole discretion of the Employer, such amendment
or termination is advisable, pursuant to a resolution or other action taken by
the Employer.


 


Any amendment or
termination of the Plan will not affect the entitlement of any Participant or
the Beneficiary of a Participant who Terminates Employment or incurs a Change
in Status before the amendment or termination. 
All benefits to which any Participant or Beneficiary may be entitled
shall be determined under the Plan as in effect at the time the Participant
Terminates Employment or incurs a Change in Status and shall not be affected by
any subsequent change in the provisions of the Plan.  Participants and Beneficiaries will be given
notice prior to the discontinuance of the Plan or reduction of any benefits
provided by the Plan.


 


6.2          Effect of Amendment or Termination.  No amendment or termination of the Plan shall
adversely affect the rights of any Participant to amounts credited to his
Deferral Account as of the effective date of such amendment or
termination.  Upon termination of the
Plan, distribution of balances in Deferral Accounts shall be made to
Participants and Beneficiaries in the manner and at the time described in Article IV,
unless the Employer provided that accelerated payments shall be made to the
extent permitted by Code Section 409A and the regulations promulgated
thereunder.  Upon termination of the
Plan, no further deferrals of Eligible Income shall be permitted after the end of
the Plan Year in which the Employer acts to terminate the Plan; however,
earnings, gains and losses shall continue to be credited to Deferral Accounts
in accordance with Article III until the Deferral Accounts are fully
distributed.


 


6.3          Adoption By Other Employer.  Notwithstanding anything herein to the
contrary, with the consent of the Employer, any other corporation or entity,
may adopt this Plan as a Participating Employer by a properly executed
document, consistent with that intent.


 


ARTICLE VII


 


GENERAL PROVISIONS


 


7.1          Rights Unsecured.  The right of a Participant or his Beneficiary
to receive a distribution hereunder shall be an unsecured claim against the
general assets of the Employer, and neither the Participant nor his Beneficiary
shall have any rights in or against any amount credited to any Deferral Account
or any other assets of the Employer.  The
Plan at all times shall be considered entirely unfunded for tax purposes.  Any funds set aside by the Employer for the
purpose of meeting its obligations under the Plan, including any amounts held
by a trustee, shall continue for all purposes to be part of the general assets
of the Employer and shall be available to its general creditors in the event of
the Employer’s bankruptcy or insolvency. 
The Employer’s obligation under this Plan shall be that of an unfunded
and unsecured promise to pay money in the future.


 


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7.2          No Guarantee of Benefits.  Nothing contained in the Plan shall
constitute a guarantee by the Employer or any other person or entity that the
assets of the Employer will be sufficient to pay any benefits hereunder.


 


7.3          No Enlargement of Rights.  No Participant or Beneficiary shall have any
right to receive a distribution under the Plan except in accordance with the
terms of the Plan.  Establishment of the
Plan shall not be construed to give any Participant the right to continue to be
employed by or provide services to the Employer.


 


7.4          Transferability.  No interest of any person in, or right to
receive a distribution under, the Plan shall be subject in any manner to sale,
transfer, assignment, pledge, attachment, garnishment, or other alienation or
encumbrance of any kind; nor may such interest or right to receive a
distribution be taken, either voluntarily or involuntarily for the satisfaction
of the debts of, or other obligations or claims against, such person.


 


7.5          Applicable Law.  To the extent not preempted by federal law,
the Plan shall be governed by the laws of the State of New Hampshire.


 


7.6          Incapacity of Recipient.  If any person entitled to a distribution
under the Plan is deemed by the Employer to be incapable of personally
receiving and giving a valid receipt for such payment, then, unless and until a
claim for such payment shall have been made by a duly appointed guardian or
other legal representative of such person, the Employer may provide for such
payment or any part thereof to be made to any other person or institution then
contributing toward or providing for the care and maintenance of such
person.  Any such payment shall be a
payment of the Deferral Account of such person and a complete discharge of any
liability of the Employer and the Plan with respect to the payment.


 


7.7          Taxes.  The Employer or other payor may withhold from
a benefit payment under the Plan or a Participant’s wages any federal, state,
or local taxes required by law to be withheld with respect to a payment or
accrual under the Plan, and shall report such payments and other Plan-related
information to the appropriate governmental agencies as required under
applicable laws.


 


7.8          Corporate Successors.  The Plan and the obligations of the Employer
under the Plan shall become the responsibility of any successor to the Employer
by reason of a transfer or sale of substantially all of the assets of the
Employer or by the merger or consolidation of the Employer into or with any
other corporation or other entity.


 


7.9          Unclaimed Benefits.  Each Participant shall keep the Employer
informed of his current address and the current address of his designated
Beneficiary.  The Employer shall not be
obligated to search for the whereabouts of any person if the location of a
person is not made known to the Employer.


 


7.10        Severability.  In the event any provision of the Plan shall
be held to be invalid or illegal for any reason, any illegality or invalidity
shall not affect the remaining parts of the Plan, but the Plan shall be
construed and enforced as if the illegal or invalid provision had never been
inserted.


 


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7.11        Integration.  This Plan supersedes all previous agreements
between Eligible Employees and the Employer and contains the entire
understanding and agreement between the parties with respect to its subject
matter.  This Agreement cannot be
amended, modified or supplemented in any respect except by a subsequent written
agreement entered into by the parties pursuant to Section 6.1 of the Plan.


 


7.12        Words and Headings.  Words in the masculine gender shall include
the feminine and the singular shall include the plural, and vice versa, unless
qualified by the context.  Any headings
used herein are included for ease of reference only, and are not to be
construed so as to alter the terms hereof.


 


7.13        Domestic Relations Orders.  Notwithstanding Section 7.4, all or a
portion of a Participant’s Deferral Account may be paid to another person as
specified in a domestic relations order that the Employer determines is
qualified (a “Qualified Domestic Relations Order”).  For this purpose, a Qualified Domestic
Relations Order means a judgment, decree, or order (including the approval of a
settlement agreement) which is:


 


(a)           issued pursuant to a State’s domestic
relations law;


 


(b)           relates to the provision of child
support, alimony payments or marital property rights to a spouse, former
spouse, child or other dependent of the Participant;


 


(c)           creates or recognizes the right of a
spouse, former spouse, child or other dependent of the Participant to receive
all or a portion of the Participant’s benefits under the Plan;


 


(d)           provides for payment in an immediate
lump sum as soon as practicable after the Employer determines that a Qualified
Domestic Relations Order exists; and


 


(e)           meets such other requirements
established by the Employer.


 


The Employer shall
determine whether any document received by it is a Qualified Domestic Relations
Order.  In malting this determination,
the Employer may consider the rules applicable to “domestic relations
orders” under Code Section 414(p) and ERISA Section 206(d), and
such other rules and procedures, as it deems relevant.  If an order is determined to be a Qualified
Domestic Relations Order, the amount to which the other person is entitled
under the Order shall be paid in a single lump-sum payment as soon as
practicable after such determination.


 


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IN
WITNESS WHEREOF, the Employer has caused this Ezenia! Inc.
Deferred Compensation Plan to be executed on the date first set forth above.


 


	
   

  	
  EZENIA!
  INC.

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  By: 

  	
  /s/ Khoa D. Nguyen

  
	
   

  	
   

  	
   

  
	
   

  	
  Its: 

  	
  Chief Executive Office

  
	
   

  	
   

  	
  (Duly Authorized Officer)

  



 


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