Exhibit 10(p)
 POLICIES AND PROCEDURES
    
    NO. RS  06DATE:      1 December 2010 (revised)SUBJECT:      SENIOR MANAGEMENT BENEFITSSCHEDULE A
  1.
    
    Insurance premiums will be one-half the amount paid by regular salaried employees with equal
seniority for all individual and family health coverage. Life, disability and dental insurance
coverage will be paid in full.
 2.
    
    Supplemental health insurance benefits for the Senior Managers and dependents up to 4% of the
total of the current base salary.
 3.
    
    Health Club membership or equivalent in home exercise equipment.
 4.
    
    Group Life Insurance and A.D. & D. at 2.0 times annualized base salary as of February
1st each year. The Group Life Insurance / AD&D policy is updated annually
on March 1st each year, and the benefit will be limited to the maximum
benefit offered by the current life insurance carrier.
 5.
    
    Full pay for sick leave up to a point where disability insurance coverage begins. Disability
insurance is 60% of base salary, non-integrated with Social Security. Provisions of the actual
policy will govern the exact amount of payments.
 6.
    
    Two additional weeks of paid vacation in addition to the regular established vacation policy.
 7.
    
    Physical examination provided by the Company will be given on a biennial basis to age 60 on
individuals who are asymptomatic, annually if symptomatic. Above age 60 examinations will be
annually.
 8.
    
    Senior Managers annual base salary will be grossed up at the end of the calendar year to
compensate for the additional payroll and income tax burden created by the treatment of
benefits under Numbers 1, 2, 4 and 7, above, as additional income.
 9.
    
    Retirement Benefits:
 This section applies only to Senior Managers retiring after February 1, 2010. Benefits to Senior
Managers retiring before that date will be governed by the policy in effect at retirement.
 Upon retirement, the following benefits will be available to Raven Senior Managers who retire
between the ages of 65 and 70, or who choose early retirement. Early retirement is defined as
the first day of any month after the Senior Managers years of service, plus attained age,
equals or exceeds the sum of 80, or any date between then and age 65.
 Those benefits are:
 (A)
    
    Continued retiree group hospital, medical and dental coverage for the Senior
Manager, spouse and eligible dependent child(ren), as defined by the insurance
carriers policy, until the Senior Manager attains the eligibility age for Medicare
(presently age 65) or is eligible for Medicare due to disability. Premiums will be at
the same rate available to active Senior Managers.If said Senior Manager dies prior to Medicare eligibility, coverage will continue on
the same basis for spouse and/or eligible dependent child(ren) as long as spouse does
not remarry and dependent child(ren) meets insurance carriers eligibility
requirements.When the Senior Manager becomes eligible for Medicare, the spouse is eligible for
continued retiree group hospital, medical, or dental coverage until the spouse
becomes eligible for Medicare. Coverage for the spouse will terminate in the event
the Senior Manager and spouse divorce or the spouse remarries after the death of the
Senior Manager. Upon divorce or remarriage of spouse, the spouse would then be
offered COBRA in compliance with Federal COBRA guidelines administered on a
consecutive basis.When the Senior Manager becomes eligible for Medicare, eligible dependent
child(ren) are eligible for continued




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Exhibit 10(o)
 retiree group hospital, medical, and dental coverage until the dependent no longer
meets the definition of an eligible dependent as defined by the insurance carriers
policy. Upon loss of dependent eligibility, COBRA will be offered in compliance with
Federal COBRA guidelines administered on a consecutive basis.(B)
    
    Upon eligibility for Medicare by either the Senior Manager or spouse, the
Senior Manager and spouse will be provided supplemental hospital, medical, and
prescription drug coverage to Medicare which would result in the same coverage that is
provided to the full-time active Senior Managers of the company. This coverage, as well
as group dental coverage, will continue for the rest of the Senior Managers and
spouses life or until the spouse divorces said Senior Manager or remarries after the
death of the Senior Manager. In the event the spouse divorces or remarries after the
death of the Senior Manager, supplemental coverage will cease being paid by Raven and
will be the responsibility of the former spouse.In the event that eligible dependent child(ren) are eligible for Medicare, said
dependent child(ren) will be provided supplemental hospital and medical coverage to
Medicare which would result in the same coverage that is provided to the full-time
active officers of the company. This coverage, as well as group dental coverage, will
continue for the rest of the dependents life as long as the dependent meets
disability requirements.(C)
    
    In the event that a retired Senior Manager marries/remarries, retiree benefits are
only offered to spouses enrolled in benefits at the time of the Senior Managers
retirement.(D)
    
    Upon retirement, supplemental health insurance benefits for the Senior
Manager and dependents will be provided annually for the rest of the Senior
Managers life at an amount of up to 3.5% of the highest total annual
compensation (salary and bonus) during the last five years of employment with
the company.