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                                                                    Exhibit 10.6

LONG TERM INCENTIVE PLAN

The table below sets forth payment details for the named executive officers
participating in the Deferred Cash Plan - 2002. This Long Term Incentive Plan
was retired in 2002.

LONG-TERM INCENTIVE PLAN -
AWARDS IN THE THREE MOST RECENTLY COMPLETED FINANCIAL YEARS

<TABLE>
<CAPTION>
                                                      Potential Payouts Under
                                                          Non-Securities -
                                                         Price-Based Plans
                Securities,                        -----------------------------                                       Total
                  Units or   Performance or Other  Threshold   Target   Maximum                                        Earned
                   Other         Period Until         95%       100%      120%    Payable in  Payable in  Payable in   Award
                   Rights    Maturation or Payout     ($)       ($)       ($)        2003        2004        2005       ($)
     Name           (#)               (1)             (2)       (3)       (4)         ($)         ($)         ($)       (5)
--------------  -----------  --------------------  ---------  -------  ---------  ----------  ----------  ----------  -------
<S>             <C>          <C>                   <C>        <C>      <C>        <C>         <C>         <C>         <C>
L. J. Boisvert       --      Revenues, EBITDA and   488,250   542,500  1,085,000    90,434      90,435      90,435    271,304
P. D. Bush           --       Efforts  toward the    91,800   102,000    204,000    32,120       9,420       9,420     50,960
T. H. Ignacy         --      Sale of a Portion of   102,600   114,000    228,000    35,928      10,528      10,528     56,984
D.C. Lahey           --         BCE's Ownership      78,300    87,000    174,000    27,425       8,025       8,025     43,475
R.J. Tinley          --        Stake in Telesat      89,100    99,000    198,000    31,243       9,143       9,143     49,529
</TABLE>

(1)  The 2002 Long-term Incentive Plan applied to the named executive officers
     and consisted of two financial components, Revenues and EBITDA, and
     contribution to maximize BCE's investment in Telesat in respect of BCE's
     intent to sell a portion of its ownership in Telesat. Each of the financial
     targets was assigned a 30% weighting factor, for a total of 60%, and the
     sale related target was assigned a 40% factor. Prior to 2002, Executive
     Officers participated in the BCE Long Term Incentive Plan under which they
     received BCE stock options.

     Based on market data obtained from compensation consultants, the LTIP
     Target Award for the President and Chief Executive Officer was established
     at 155% of base salary; for the other eligible Named Executive Officers,
     the Target Award was established at 60% of base salary. Such target awards
     place target total compensation at the midpoint of what is provided for
     similar positions by a comparator group of companies used by Telesat and
     which is identical to the one used by BCE Inc.

(2)  The Threshold generally represents the minimum award payable under the plan
     if all three components meet the minimum level. Generally, under the plan,
     an award would be payable if one or any combination of the three components
     is met at the 95% level or greater. The three components for 2002 are
     Revenues (30%), EBITDA (30%) and Sale of a portion of BCE's stake (40%)
     When the 95% mark is achieved for each one of the financial components, the
     plan provides an award equal to 90% of the target award weighted for that
     component. The threshold awards shown above represent what would be awarded
     if all three components were met at 95%. The actual award could be less
     than the amounts shown above if, for example, the company meets 95% of one
     financial component and misses the other financial component or the Sale
     component.

(3)  The Target represents the award payable under the plan if the target (100%)
     for each one of the three financial components, i.e. Revenues (30%), EBITDA
     (30%) and Sale of a portion of BCE's stake (40%) are met, each

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     component working independently. When the 100% mark is achieved for each
     one of the financial components, the plan provides an award equal to 100%
     of the target award weighted for that component. The target awards shown
     above represent what would be awarded if all three financial components are
     met at 100%.

(4)  The Maximum represents the maximum award payable under the plan. Under the
     plan, the maximum award is paid when 120% of the target (100%) for each one
     of the three financial components, i.e. Revenues (30%), EBITDA (30%) and
     Sale of a portion of BCE's stake (40%) are met, each component working
     independently. When the 120% mark is achieved for each one of the financial
     components, the plan provides an award equal to 200% of the target award
     weighted for that component. The maximum awards shown above represent what
     would be awarded if all three financial components are met at 120%, which
     would be exceptional.

(5)  Overall, the actual award earned under the plan represents 50% of the
     target. This was achieved with Revenues slightly above threshold and to
     recognize the level of effort demonstrated in connection with the proposed
     Sale of a portion of BCE's stake in Telesat. The EBITDA results were
     slightly under threshold and did not contribute to the award. Under the
     plan, the executive must be on payroll on payment dates to receive the
     award. The portion attributable to Revenues and EBITDA is payable in three
     equal annual installments in 2003, 2004 and 2005. The portion of the award
     attributable to the proposed sale of a portion of BCE's stake in Telesat is
     payable to the President and Chief Executive Officer in three equal
     installments in 2003, 2004 and 2005, whereas it was paid in full in 2003
     for named executive officers reporting to the President and Chief Executive
     Officer.