Exhibit 10.1

Midas International Corporation

Executive Incentive Compensation Plan (EICP)

(2009)

Plan Guideline







|I. | Purpose
|-- | -------

To provide a method of recognizing, motivating, and
rewarding performance of key members of Midas Management for their performance and contribution to stated business objectives.



|II. | Administration
|--- | --------------

The Vice President of Human Resources will
administer the plan, with review of all plan participants by the CEO and the Board of Directors Compensation Committee.



|III. | Effective Date
|---- | --------------

The program is effective January 1,
2009.

It is anticipated that the program will continue, however, the program is subject to change and may be terminated at any time.



|IV. | Eligibility
|--- | -----------

Eligibility is based on an individuals
overall responsibility and contribution to company objectives. Participation must further be approved annually. Participation in the plan will exclude any employees who are eligible for any other non-stock-based annual Incentive Plan.

No award will be made if a participants employment is terminated for cause or if participant voluntarily terminates his or her employment at any time prior to the
date the incentive is paid out.

In the case of a new hire, transfer, disability, death, or retirement, the award will be pro-rated based upon that portion
of the plan year in which the participant was actively employed with Midas International.

First-time promotion into the plan will also be pro-rated.
Promotions from one level to another will be pro-rated based on length of the time in each position.



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|V. | Incentive Awards
|-- | ----------------

Total company and individual achievement
will be measured against goals and objectives that have been established.

A participants target award will be weighed in accordance with the
following:



| | A) | 50% - total company performance versus operating income target
| | -- | --------------------------------------------------------------



| | B) | 30% - individual performance versus individual objectives
| | -- | ---------------------------------------------------------



| | C) | 20% - comparable shop retail sales performance
| | -- | ----------------------------------------------



|A) | Total Company Performance  50%
|-- | -------------------------------

Performance below or above
stated target will be expressed as a percentage which will then be applied as a factor in determining each respective portion of the payout award.

In
order for a payout to occur on the total company performance, an achievement of greater than 80% versus target must be obtained.

Achievement in excess of
100% of total company operating income target will result in an enhancement to the calculated payout. For each 1% achievement over the operating income target, an additional 2% will be added to the operating income objective payout.

Achievement of 80%-99% of the operating income target will result in a reduced calculated payout. For each 1% achievement below the operating income target, a 2%
reduction will occur in the operating income payout.



|B) | Individual Performance  30%
|-- | ----------------------------

Payout for this objective is
determined by the level at which an individual is able to achieve his/her stated personal objectives as reviewed and agreed upon by their manager. You can overachieve up to 150%.



|C) | Comparable Shop Retail Sales Performance  20%
|-- | ----------------------------------------------

Target is
2.0%. Performance below or above stated target will be expressed as a percentage which will then be applied as a factor in determining the payout award. In order for a payout to occur on the comparable shop retail sales objective, a minimum
achievement of 1.0% increase in comparable shop retail sales must be obtained.

An achievement in excess of a 2.0% increase in retail sales will result in
an enhancement to the payout. For each 0.1% achievement over 2.0%, an additional 2.0% will be added to the retail sales objective payout.

An achievement
of 1.0% - 1.9% increase in retail sales will result in a payout. For each 0.1% achievement below the comparable shop retail sales target of 2.0% , a 1.0% reduction will occur in the retail sales payout, however, there will be no payout if comp store
sales are less than 1%.



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Example #1:



|                                          |  |   |  |   |             |   |  | 
|----------------------------------------- |  | - |  | - | ----------- | - |  | 
|Assumptions                               |  |   |  |   |             |   |  | 
|     Individual salary                   |  | = |  | $ | 150,000/yr. |   |  | 
|     IC target level (35%)               |  | = |  | $ | 52,5000     |   |  | 
|     Total company achievement           |  |   |  |   |             |   |  | 
|    Operating income                     |  | = |  |   | 110         | % |  | 
|     Individual achievement              |  | = |  |   | 90          | % |  | 
|     Retail sales Achievement            |  | = |  |   | 2.4         | % |  | 
|Calculation:                              |  |   |  |   |             |   |  | 
|                                          |  |   | 
|Operating income ($52,500 x 50% x 120%)   |  | = |  | $ | 31,500      |   |  | 
|Individual ($52,500 x 30% x 90%)          |  | = |  | $ | 14,175      |   |  | 
|Comp. Retail sales ($52,500 x 20% x 108%) |  | = |  | $ | 11,340      |   |  | 
|                                          |  |   |  |   |             |   |  | 
|                                          |  |   | 
|2009 IC Payout Award                      |  |   |  | $ | 57,015      |   |  | 

The maximum award payout shall not be greater than 150% of a participants targeted bonus level. The
Compensation Committee will have the discretion to include or exclude unusual items in determining the level of achievement of objectives.



|VI. | Payment of Awards
|--- | -----------------

Incentive awards will be paid in a lump-sum payment (less appropriate Federal, State, and FICA withholdings) no later than March 15thof the following year; provided that the participant is employed at the time of payment as required by Section IV.



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