Exhibit 10.25


                          SUMMIT GLOBAL LOGISTICS, INC.
                             SEVERANCE BENEFIT PLAN
                                       AND
                            SUMMARY PLAN DESCRIPTION









                        EFFECTIVE AS OF DECEMBER 1, 2006










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                                I. INTRODUCTION

1.1      PURPOSE

The purpose of this severance plan, to be known as the Summit Global  Logistics,
Inc. Severance Benefit Plan (the "Plan"),  effective as of the "Effective Date,"
as defined herein,  is to assist Eligible  Employees of Summit Global Logistics,
Inc.  ("Summit")  and its  subsidiaries  (the  "Company"),  whose  employment is
involuntarily  terminated due to circumstances that (i) are described in Section
2.1.b of this  Plan,  and (ii) are  anticipated  to result  in such  individuals
experiencing  a period of  unemployment.  This Plan  supersedes and replaces any
previous  plan,  program,  policy,  practice or arrangement by which Company may
have provided severance benefits.  All prior Company severance plans,  practices
or programs,  whether informal or formal, are hereby  terminated.  This document
constitutes both the Plan text and the Summary Plan Description for the Plan.

The  Company is pleased to provide  this Plan to Eligible  Employees,  and wants
you, as a potentially  Eligible Employee,  to know about and understand it. This
description of the Plan has been prepared to let you know how the Plan works and
how it may benefit you. You should read all parts of this description  carefully
so that you will understand not only the ways in which the Plan may benefit you,
but also certain  exclusions from coverage and limitations on payments which may
apply to you. If you have any questions  about the Plan,  you should contact the
Administrator.

THE SUMMIT GLOBAL LOGISTICS, INC. SEVERANCE BENEFIT PLAN ("PLAN") IS AN EMPLOYEE
WELFARE  PLAN AS DEFINED  IN  SECTION  3(1) OF THE  EMPLOYEE  RETIREMENT  INCOME
SECURITY ACT OF 1974 ("ERISA"). IT IS NOT A FUNDED PLAN; ANY BENEFITS OWED UNDER
THE PLAN WILL BE PAID FROM THE  GENERAL  ASSETS OF THE  COMPANY IF AND WHEN SUCH
BENEFITS  ARE OWED.  EMPLOYEES  HAVE NO RIGHTS TO OR  INTEREST  IN ANY  SPECIFIC
ASSETS OR  ACCOUNTS  OF THE  COMPANY  EVEN IF AMOUNTS  ARE  CREDITED TO ACCOUNTS
DESIGNATED TO BE USED FOR THE PAYMENT OF PLAN BENEFITS.






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                       II. YOUR PARTICIPATION IN THE PLAN


2.1      HOW DO I BECOME ELIGIBLE TO RECEIVE BENEFITS UNDER THE PLAN?

Only Eligible Employees (also referred to herein as "Participants") are eligible
to receive benefits under this Plan. An Eligible  Employee for these purposes is
an Employee  (i) who is NOT  ineligible  for benefits  under  Section 2.2 of the
Plan, and (ii) who first satisfies each of the following three requirements:

         a.   The  Employee  is a  full-time  employee  of the Company as of the
              Effective  Date or is  hired  by the  Company  within  six  months
              following as of the  Effective  Date,  and if neither is the case,
              has worked as a full-time employee of the Company for at least one
              (1) year; AND

         b.   The Employee's  employment with the Company is terminated  because
              of:

              (i)     A permanent reduction in force by the Company;

              (ii)    The Employee  declining a transfer to another Company,  as
                      defined in Plan  Section 7.6,  that is deemed  suitable by
                      the Company that employs the Employee;

              (iii)   The elimination of a job or employment  classification  by
                      the Company;

              (iv)    A Change in Control of Summit;

              (v)     The   consolidation   of   certain    administrative   and
                      operational functions of Summit;

              (vi)    The  permanent  or  temporary  shutdown  of a  portion  of
                      Summit's operations that includes the Employee's position;
                      and/or

              (vii)   The  sale of a  business  unit  by the  Company  or  other
                      corporate divestiture with respect to Summit; AND

         c.   The  Employee   has  executed  no  earlier  than  the   Employee's
              Termination  Date  and  on  or  before  the  sixtieth  (60th)  day
              immediately   following  the   Employee's   Termination   Date,  a
              settlement  agreement  and release  ("Release").  If the  Employee
              fails to execute the Release  within the  prescribed  time period,
              the  Employee  shall fail to qualify  as a  Participant  under the
              Plan.  The Employee  shall be deemed to have  executed the Release
              within the prescribed  time period if the Company fails to provide
              the Employee  with the Release for  execution  within  thirty (30)
              days after the Employee's Termination Date.

2.2      IN WHAT CIRCUMSTANCES WILL I BE INELIGIBLE FOR BENEFITS UNDER THE PLAN?

Subject to Section 4.2, an Employee  shall be ineligible for benefits under this
Plan if the individual:


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         a.   Is terminated for "Good Cause," as defined in this Section 2.2;

         b.   Voluntarily quits;

         c.   Fails to work through his or her Termination Date, or such earlier
              date specified by the Company;

         d.   Is receiving long-term disability benefits;

         e.   After the Termination Date,  performs services (i) for a division,
              subdivision,  branch,  location, or other identifiable part of the
              Company's  business  that is sold or otherwise  transferred  to an
              owner other than the Company,  regardless of whether the new owner
              offers continued or comparable employment to the Employee, or (ii)
              for  any  entity  with  which  the   Company   has  a   continuing
              relationship,   and  in  which  the  Company  is  or  has  been  a
              significant  contributor  or investor,  regardless of whether such
              entity offers continued or comparable employment to the employee;

         f.   Dies prior to his or her Termination Date; or

         g.   Is on any leave of absence,  short-term  layoff, or absent for any
              reason  (other than approved  vacation,  approved  family  medical
              leave, or medically certified sick leave) immediately prior to the
              Participant's Termination Date.

For purposes of this Section 2.2,  "Good Cause" for  termination  shall include,
but is not limited to, poor performance, dishonesty or other misconduct, such as
excessive  absenteeism  or  failure  to comply  with the  business  rules of the
Company.







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                          III. SEVERANCE PLAN BENEFITS

3.1      WHAT BENEFITS DO PARTICIPANTS RECEIVE?

An Eligible  Employee of the  Company  who remains  employed  through his or her
Termination  Date, or such earlier date selected by Company in writing,  and who
executes,  prior to any payment,  the Release,  will receive a severance benefit
under this Plan in an amount  determined  pursuant  to the  formula set forth on
Exhibit A hereto.

This Plan is designed to provide different  benefits for separate  categories of
Employees,  which have been  established  by Company solely for purposes of this
Plan. Each Employee  covered by this Plan will receive an Exhibit A bearing that
Employee's name, which describes the benefits for that Employee's  category.  An
Exhibit  A is valid for  purposes  of this Plan only if it bears the name of the
Employee claiming benefits hereunder.  Employees who have not received,  or have
misplaced,  their  Exhibit  A may  obtain  a  replacement  Exhibit  A  from  the
Administrator.  The Company may amend  Exhibit A with  respect to an Employee at
any time prior to the earlier of the date it notifies  such  Employee that it is
terminating his or her employment or a Change in Control.

For purposes of this Section 3.1 and Exhibit A hereto:

         a.   A Year of Service  means a completed  12-consecutive  month period
              commencing  with  the  Employee's  date of hire or an  anniversary
              thereof. Partial years of service will be credited as one (1) Year
              of Service if an Employee has worked at least 1,000 hours during a
              year,  calculated  from an  anniversary  of the date of  hire.  No
              credit for partial years of service will be given to Employees who
              work less than one year in total. In computing  months or years of
              service for purposes of this Plan, only continuous service accrued
              as a regular,  full-time  Company  Employee  will  count.  Service
              earned  as  a  temporary  Employee,   independent  contractor,  or
              consultant  to  Company  shall  not be  counted  for  purposes  of
              determining  length of service  under this Plan,  even if all or a
              portion of such service subsequently is determined by the Internal
              Revenue  Service  or  any  other   governmental   agency  to  have
              constituted employment.

         b.   A Week's Base Salary is calculated by dividing the Employee's rate
              of Annual Base Salary as of the  Termination  Date by 52 weeks;  a
              Month's Base Salary is calculated by dividing the Employee's  rate
              of Annual Base  Salary as of the  Termination  Date by 12.  Annual
              Base Salary,  for these  purposes,  shall mean total  compensation
              (and,  in the case of  salespersons,  total  compensation  for the
              immediately  prior month  multiplied by 12), but shall not include
              any  bonus  pay,   commissions  (other  than  sales  commissions),
              incentives,    overtime,    awards,   employee   benefits,   shift
              differentials, or other incidental compensation.

3.2      HOW WILL MY SEVERANCE BENEFITS UNDER THIS PLAN BE PAID?

Severance  Plan  Benefits will be paid as salary  continuation  on the Company's
regular paydays.


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3.3     WHAT  BENEFITS  DO  EMPLOYEES RECEIVE IF THEY  CHOOSE NOT  TO EXECUTE  A
RELEASE?

If an Employee chooses not to execute a Release,  the Employee shall NOT receive
any Severance Plan Benefits.

3.4     WHAT IS THE PURPOSE OF THE RELEASE?

An Employee who executes a Release  agrees not to assert a claim  concerning his
or her employment with the Company.

3.5     WILL I RECEIVE ANY ADDITIONAL "PLANT CLOSING" TYPE BENEFITS?

No. The Severance Plan Benefits  provided in this Plan are the maximum  benefits
that  Company  will pay.  To the extent  that any  federal,  state or local law,
including,  without limitation,  any so-called "plant closing" law, requires the
Company  to give  advance  notice or make a payment  of any kind to an  Eligible
Employee  because of that  Employee's  involuntary  termination due to a layoff,
reduction  in force,  plant or facility  closing,  sale of  business,  change in
control,  or any other similar event or reason, the benefits provided under this
Plan shall either be reduced or  eliminated.  The benefits  provided  under this
Plan are intended to satisfy and exceed any and all statutory  obligations  that
may  arise  out  of an  Eligible  Employee's  involuntary  termination  for  the
foregoing  reasons and the  Administrator  shall so construe and  implement  the
terms of the Plan.

3.6     WHAT EFFECT WILL SEVERANCE PLAN BENEFITS HAVE ON OTHER COMPANY BENEFITS?

Benefits  payable  under this Plan are  independent  of any benefits to which an
Employee might be entitled under any other employee  benefit plan  maintained by
Company.  You should  carefully review the terms of any such other benefit plans
to determine  whether your rights  thereunder  are affected by a termination  of
your employment with Company.







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                             IV. GENERAL PROVISIONS

4.1      ADMINISTRATOR.

The Plan shall be administered by the  Compensation  Committee of Summit's Board
of Directors.  In such capacity,  the  Compensation  Committee shall oversee the
operation  of the Plan  shall  serve as the  Administrator.  Subject  to Section
4.2.b, the  Administrator  will have full power and right to administer the Plan
and  in  all of its details. For this purpose,  the  Administrator's  power  and
rights include, but will not be limited to the following:

         a.   to make  and  enforce  such  rules  and  regulations  as it  deems
              necessary or proper for the efficient  administration  of the Plan
              or required to comply with applicable law;

         b.   to interpret the Plan, its interpretation thereof in good faith to
              be  final  and  conclusive  on  any  Employee,   former  Employee,
              Participant, former Participant and Beneficiary;

         c.   to decide all questions concerning the Plan and the eligibility of
              any  person  to  participate  in the Plan and to make all  factual
              determinations;

         d.   to  compute  the amount of  benefits  which will be payable to any
              Participant,  former Participant or Beneficiary in accordance with
              the provisions of the Plan, and to determine the person or persons
              to whom such benefits will be paid;

         e.   to authorize the payment of benefits;

         f.   to  keep  such  records  and  submit  such   filings,   elections,
              applications,  returns  or  other  documents  or  forms  as may be
              required under the Code and applicable regulations, or under state
              or local law and regulations;

         g.   to appoint such agents,  counsel,  accountants  and consultants as
              may be required to assist in administering the Plan; and

         h.   by written  instrument,  to allocate and  delegate  its  fiduciary
              responsibilities in accordance with Section 405 of ERISA.

4.2      RIGHT TO AMEND OR TERMINATE.

         a.   Subject to Section 4.2.b, the Compensation  Committee reserves the
              power and right to modify,  amend,  or  terminate  (in whole or in
              part) any or all of the provisions of the Plan at any time for any
              reason.  Any Plan  amendment  shall be  adopted  by  action of the
              Company's  Compensation  Committee  and  executed  by a  Corporate
              Officer authorized to act on behalf of the Company.

         b.   Notwithstanding anything herein to the contrary, in the event of a
              Change in  Control,  this  Plan  shall no  longer  be  subject  to
              amendment or termination with respect to Affected  Individuals who
              are  Employees  of the  Company  as of the date of the  Change  in
              Control, but, as applied to such Affected Individuals with respect

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              to all  rights  hereby  conferred  as a result  of that  Change in
              Control,  (i) the terms and conditions  hereof shall become fixed,
              (ii) the  benefits  promised  hereunder  shall become fully vested
              contract rights, (iii) the Annual Base Salary used to determine an
              Affected   Individual's   benefits   hereunder   shall   be   such
              individual's  highest rate of Annual Base Salary (in the case of a
              salesperson,  highest  earning month  multiplied by 12) during the
              period  commencing  on the first day of the Plan Year prior to the
              Plan Year in which the Change in Control  occurs and ending on the
              date of the Affected  Individual's  Termination  Date and (iv) the
              requirements of Section 2.1.b shall be deemed satisfied.

         c.   For  purposes of this Plan,  a Change in Control  shall occur when
              the first step is taken (E.G.,  commencement of negotiations) in a
              process that results in any one of the following events:

              i.      The acquisition by any individual, entity or group (within
                      the  meaning  of  Section  13(d)(3)  or  14(d)(2)  of  the
                      Securities  Exchange Act of 1934,  as amended) (the "Act")
                      of beneficial  ownership (within the meaning of Rule 13d-3
                      of the  Act) of 20% or more  of the (A)  then  outstanding
                      voting stock of Summit;  or (B) the combined  voting power
                      of the then  outstanding  securities of Summit entitled to
                      vote; or

              ii.     An ownership  change in which the  shareholders  of Summit
                      before such  ownership  change do not retain,  directly or
                      indirectly, at least a majority of the beneficial interest
                      in the voting stock of Summit after such  transaction,  or
                      in which Summit is not the surviving company; or

              iii.    The direct or indirect sale or exchange by the  beneficial
                      owners  (directly  or  indirectly)  of  Summit  of  all or
                      substantially all of the stock of Summit; or

              iv.     The  composition of the Board changes so that the Board is
                      not under the control of the current shareholders or their
                      representatives; or

              v.      A reorganization,  merger or consolidation in which Summit
                      is a party;

              vi.     The sale,  exchange,  or transfer of all or  substantially
                      all of the assets of Summit; or

              vii.    The bankruptcy, liquidation or dissolution of Summit; or

              viii.   Any transaction  involving  Summit whereby Summit acquires
                      an ownership  interest of any percentage in, enters into a
                      joint   venture,   partnership,    alliance   or   similar
                      arrangement  with, or becomes owned in any  percentage by,
                      any other entity that is engaged in a business  similar to
                      the  business  engaged  in by the  Company  and  that  has
                      operations  in  North  America   immediately  before  such
                      transaction or within one year thereafter.

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         d.   For purposes of this Plan, an Affected Individual is an individual
              who satisfies at least one of the following criteria:

              (i)     The individual's employment with the Company is terminated
                      by the Company for any reason other than the  individual's
                      long term disability  within the period  commencing on the
                      date of the  Change in  Control  and ending on last day of
                      the second Plan Year ending after the closing date for the
                      transaction  effecting  the Change in Control (the "Change
                      in Control Period"), or

              (ii)    The  individual  terminates  employment  with the  Company
                      during the Change in Control  Period for Good Reason.  For
                      these purposes, the term "Good Reason" shall mean:

                      A.  Without the individual's  prior written  consent,  any
                          material  diminution  in the  individual's  authority,
                          duties or responsibilities; or

                      B.  Any  failure by the Company to pay the  individual  an
                          Annual Base Salary  which is equal to or greater  than
                          the  annual  rate in  effect  during  the  immediately
                          preceding Plan Year; or

                      C.  Without the individual's  prior written  consent,  the
                          relocation of the principal place of the  individual's
                          employment  to a location  more than 30 miles from the
                          Company.  Location  where the  individual  was working
                          immediately prior to the relocation; or

                      D.  A  material  breach  by  the  Company  of  any  of the
                          material  provisions of its Employment  Agreement with
                          the individual (if any), provided, however, that prior
                          to any such termination  pursuant to this subparagraph
                          D, the Company's  Compensation Committee must be given
                          notice by the individual of such acts or omissions and
                          no less than 20 days to cure the same.

4.3      EFFECT OF AMENDMENT OR TERMINATION.

Any amendment,  discontinuance, or termination of the Plan shall be effective as
of such date as the Compensation Committee shall determine.

4.4      ARBITRATION OF DISPUTES.

All  controversies or claims that may arise between the Employee and the Company
in connection with this Agreement  shall be settled by arbitration.  The parties
(Summit,  on behalf of the Company) further agree that the arbitration  shall be
held in the State of New Jersey,  and  administered by the American  Arbitration
Association  under its Commercial  Arbitration  Rules,  applying New Jersey law,
except to the extent such law is preempted by ERISA.

         a.   QUALIFICATIONS  OF ARBITRATOR.  The arbitration shall be submitted
              to a single  arbitrator  chosen in the manner  provided  under the
              rules of the American


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              Arbitration Association. The arbitrator shall be disinterested and
              shall not have any significant  business  relationship with either
              party, and shall not have served as an arbitrator for any disputes
              involving the Company or any of its Affiliates  more than twice in
              the thirty-six (36) month period immediately  preceding his or her
              date of  appointment.  The  arbitrator  shall be a  person  who is
              experienced   and   knowledgeable   in  employment  and  executive
              compensation  law  and  shall  be an  attorney  duly  licensed  to
              practice law in one or more states.

         b.   POWERS   OF   ARBITRATOR.  The  arbitrator  shall  not  have   the
              authority to grant any remedy which contravenes  or  changes   any
              term  of  this  Plan  and  shall  not  have the authority to award
              punitive  or  exemplary  or damages  under any circumstances.  The
              parties shall equally share the expense of the arbitrator selected
              and of any stenographer present at the arbitration.  The remaining
              costs  of  the  arbitrator  proceedings shall be allocated  by the
              arbitrator, except that the arbitrator shall not have the power to
              award attorney's fees.

         c.   EFFECT OF ARBITRATOR'S  DECISION.  The arbitrator shall render its
              decision  within  thirty  (30)  days  after   termination  of  the
              arbitration  proceeding,  which  decision  shall  be  in  writing,
              stating the reasons therefor and including a brief  description of
              each  element  of  any  damages  awarded.   The  decision  of  the
              arbitrator  shall be final  and  binding.  Judgment  on the  award
              rendered  by the  arbitrator  may be entered  in any court  having
              jurisdiction thereof.

4.5      GOVERNING LAW.

Except as may be otherwise  provided in the contracts  incorporated by reference
into the Plan, the provisions of the Plan shall be construed,  administered  and
enforced according to ERISA and, to the extent not preempted, by the laws of the
State of New Jersey.

4.6      ADDRESSES, NOTICE, WAIVER OF NOTICE.

Each  Participant  must  file with the  Administrator,  in  writing,  his or her
current mailing address.  Any  communications,  statement or notice addressed to
such a person at his or her last mailing address as filed with the Administrator
will be binding upon such person for all purposes of the Plan.

4.7      SEVERABILITY.

If any  provision  of the Plan shall be held  illegal or invalid for any reason,
such illegality or invalidity  shall not affect the remaining  provisions of the
Plan,  and the Plan shall be  construed  and  enforced  as if such  illegal  and
invalid provisions had never been set forth in the Plan.

4.8      SECTION 409A COMPLIANCE.

Notwithstanding  anything  herein  to the  contrary,  to the  extent  a delay or
acceleration  of the  payments  called for under any  provision  of this Plan is
determined  to be necessary in the opinion of Company's  tax advisors to prevent
imposition of an additional tax to a Participant under Section  409A(a)(1)(B) of
the Internal  Revenue Code of 1986, as amended (the "Code"),  then the timing of
such payment  shall be  accelerated  to the extent  necessary to comply with the
"short-term deferral" rule or shall not be made, as applicable,  until the first
date on which such


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payment  is  permitted  in  compliance   with  Section  409A  and  the  Treasury
Regulations or other interpretative guidance issued thereunder.





























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                              V. CLAIMS PROCEDURE

5.1      INITIAL CLAIM FOR BENEFITS.

         a.   MAKING A CLAIM. You may claim a specific benefit under the Plan or
              request  a  specific  interpretation  or  ruling  under  the  Plan
              regarding  entitlement to future  benefits by submitting a written
              claim for benefits to the Administrator.

         b.   DENIAL OF CLAIM. If your claim is denied, in whole or in part, the
              Administrator shall provide you with written  notification of such
              adverse benefit  determination within 90 days after the receipt of
              the claim. Such 90-day period may be extended by the Administrator
              for a  period  of up to 90  days,  but  only if the  Administrator
              determines that special  circumstances  require such an extension.
              If  the  Administrator   determines  that  such  an  extension  is
              required,  you will receive written notice of the reasons for such
              extension  and the  date on which  the  Administrator  expects  to
              render a benefit  determination on your claim.  The  Administrator
              will send you this notice prior to the  expiration  of the initial
              90-day period.

         c.   CONTENT OF INITIAL NOTICE OF ADVERSE  BENEFIT  DETERMINATION.  Any
              written notice of adverse benefit  determination  will include the
              following:  (i) the reasons for denial, with specific reference to
              the  Plan  provisions  on  which  the  denial  is  based;  (ii)  a
              description of any additional material or information required and
              an explanation of why it is necessary; (iii) an explanation of the
              Plan's claim review  procedure;  (iv) a statement  that any appeal
              must be made by giving  the  Administrator,  within 60 days of the
              notice of adverse  benefit  determination,  unless extended by the
              Administrator for good cause shown, written notice of such appeal,
              which shall include a full description of the pertinent issues and
              the basis for the  claim;  and (v) a  statement  of your  right to
              bring a civil action under  Section  501(a) of ERISA  following an
              adverse benefit determination on review.

         d.   EFFECT OF FAILURE OF ADMINISTRATOR  TO RENDER TIMELY DECISION.  If
              the  decision  of the  Administrator  is not  rendered  within the
              initial  90-day or extended  90-day  period,  as  applicable,  you
              should consider your claim to have been denied.

5.2      APPEAL OF DENIED CLAIM.

         a.   REQUEST  FOR  REVIEW.  If your  claim  is  denied  or you have not
              received  a  response   within  the  initial  or  extended  90-day
              determination  period, you may request a review by notice given in
              writing to the Administrator.  Such request must be made within 60
              days after your receipt of the written  notice of adverse  benefit
              determination,  or in the  event  that  you have  not  received  a
              response with the initial 90-day or extended 90-day period, within
              60 days after the  expiration  of the  applicable  90-day  period,
              unless extended by the Administrator for good cause shown.



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         b.   REVIEW OF APPEAL.  The claim or request  will be  reviewed  by the
              Administrator,  which may, but shall not be required to, convene a
              hearing. On review, you may have representation,  examine relevant
              documents  (free of  charge),  and submit  issues and  comments in
              writing.

5.3      FINAL DECISION.

         a.   TIME FRAME. The  Administrator  normally will make the decision on
              review of an  appealed  claim  within 60 days  after  receiving  a
              claimant's request for review. If an extension of time is required
              for a hearing  or  because  of other  special  circumstances,  the
              Administrator  will  send  you  a  written  notice  of  extension,
              explaining the reason for the extension,  and the expected date of
              its decision  before the  expiration of the initial 60 day period.
              In no event will the extension exceed an additional 60 days.

         b.   EXPLANATION OF DECISION.  The final decision of the  Administrator
              will be delivered to you in written form and, if adverse,  contain
              the  following  information:  (i)  the  reasons  for  the  adverse
              determination;  (ii)  specific  references  to the  relevant  Plan
              provisions upon with the determination is based; (iii) a statement
              that you are entitled to receive, upon request and free of charge,
              reasonable  access to, and copies of, all  documents,  records and
              other information relevant to your claim for benefits;  and (iv) a
              statement of your right to bring action  under  Section  501(a) of
              ERISA.

         c.   EFFECT OF FAILURE OF ADMINISTRATOR  TO RENDER TIMELY DECISION.  If
              the  decision  of the  Administrator  is not  rendered  within the
              initial 60-day or extended 60-day period, you should consider your
              claim on review  to have been  denied.  Subject  to your  right to
              bring  action  under  Section  501(a) of ERISA,  all  decisions on
              review shall be final and bind all parties concerned.








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                         VI. STATEMENT OF ERISA RIGHTS

As a Participant in the Plan you are entitled to certain rights and  protections
under ERISA. ERISA provides that all Plan Participants shall be entitled to:

         RECEIVE INFORMATION ABOUT YOUR PLAN AND BENEFITS

         a.   Examine,  without charge, at the Administrator's  office, all Plan
              documents,  including  this  document,  and a copy  of the  latest
              annual  report (Form 5500 Series)  filed by the Plan with the U.S.
              Department of Labor and available at the Public Disclosure Room of
              the Employee Benefits Security Administration.

         b.   Obtain copies of these documents and other Plan  information  upon
              written request to the Administrator. The Administrator may make a
              reasonable charge for the copies.

         PRUDENT ACTIONS BY PLAN FIDUCIARIES

In addition to creating rights for Plan Participants,  ERISA imposes duties upon
the people who are  responsible  for the  operation of the Plan.  The people who
operate the Plan,  called  "fiduciaries,"  have a duty to do so prudently and in
the interest of you and other Plan Participants and Beneficiaries.

Neither the Company nor any other person may fire you or otherwise  discriminate
against you in any way to prevent you from obtaining  benefits under the Plan or
exercising your rights under ERISA.

         ENFORCE YOUR RIGHTS

If a claim for  benefits  under the Plan is  denied or  ignored,  in whole or in
part,  you have a right to know why this was done, to obtain copies of documents
relating to the decision  without charge,  and to appeal any denial,  all within
certain time schedules.

Under  ERISA,  there are steps you can take to  enforce  the above  rights.  For
instance,  if you request a copy of Plan  documents or the latest  annual report
from the Plan and do not  receive  them  within 30 days,  you may file suit in a
Federal  Court.  In such a case,  the Court may  require  the  Administrator  to
provide  the  materials  and pay you up to $110 a day  until you  receive  them,
unless they were not sent because of reasons beyond the Administrator's control.
If you have a claim for benefits which is denied or not  processed,  in whole or
in part, you may file suit in a State or Federal Court. If it should happen that
the  Plan's   fiduciaries   misuse  the  Plan's  money  (if  any),  or  you  are
discriminated  against for asserting your rights,  you may seek  assistance from
the U.S. Department of Labor, or you may file suit in a Federal Court. The Court
will  decide  who  should  pay  the  court  costs  and  legal  fees.  If you are
successful,  the Court may order the person you have sued to pay these costs and
fees.  If you lose,  the Court may order you to pay these costs and fees if, for
example, it finds your claim to be frivolous.



                                       13
<PAGE>

         ASSISTANCE WITH YOUR QUESTIONS

If  you  have  any  questions   about  your  Plan.   Your  should   contact  the
Administrator.  If you have any  questions  about this  Statement  or about your
rights under ERISA,  or if you need  assistance in obtaining  documents from the
Administrator,  you should contact the nearest  office of the Employee  Benefits
Security  Administration,  U.S.  Department of Labor,  listed in your  telephone
directory or the Division of Technical Assistance  Inquiries,  Employee Benefits
Security  Administration,  U.S.  Department of Labor, 200  Constitution  Avenue,
N.W.,  Washington,  D.C. 20210. You may also obtain certain  publications  about
your rights and responsibilities under ERISA by calling the publications hotline
of the Employee Benefits Security Administration.

         ADDITIONAL INFORMATION.

If there are any provisions of this Plan and/or Summary Plan  Description  which
are  not  entirely  clear  to  you,  please  ask for a  clarification  from  the
Administrator.  If you submit a written  request for  information  or for a more
detailed  explanation  of any  provision  of the Plan,  the  Administrator  will
respond to you in writing. Only the Administrator is authorized to interpret the
Plan and you  should  not rely upon  interpretations  of the Plan from any other
source.












                                       14
<PAGE>



                                VII. DEFINITIONS

The following  words and phrases are used quite  frequently in this Summary Plan
Description and have special meanings of which you should take note.

7.1      The ADMINISTRATOR is the person or persons  designated by the Company's
         Compensation  Committee to administer  and oversee the operation of the
         Plan.

7.2      An  AFFILIATE  is any Person (i) which,  with  respect to the  Company,
         directly or  indirectly  beneficially  owns (within the meaning of Rule
         13d-3  promulgated  under the Act) securities or other equity interests
         possessing more than 50% of the aggregate  voting power in the election
         of directors (or similar governing body) represented by all outstanding
         securities  of the  Company or (ii) with  respect to which the  Company
         beneficially  owns (within the meaning of Rule 13d-3  promulgated under
         the Act securities or other equity  interests  possessing more than 50%
         of the aggregate  voting power in the election of directors (or similar
         governing body)  represented by, or more than 5% of the aggregate value
         of,  all  outstanding  securities  or other  equity  interests  of such
         Person.

7.3      A BENEFICIARY is a person or persons entitled to receive benefits under
         the Plan upon the death of a Participant.

7.4      The BOARD OF DIRECTORS means the Board of Directors of Summit.

7.5      The COMPANY is Summit Global Logistics, Inc. and its subsidiaries.

7.6      The COMPANY  LOCATION means a Company office  consisting of one or more
         buildings within 30 miles of each other.

7.7      CORPORATE  OFFICER  means  any  person  who has been duly  appointed  a
         corporate officer of the Company.

7.8      The EFFECTIVE DATE for purposes of this Plan is December 1, 2006.

7.9      An  ELIGIBLE  EMPLOYEE  is an  Employee  of the  Company  who meets the
         eligibility requirements set forth in Article II.

7.10     An  EMPLOYEE  is an  individual  who (i)  contracts  directly  with the
         Company (rather than through a third party, such as an employee-leasing
         firm),  (ii) performs  services for the Company and (iii) is treated as
         an employee of the Company for federal employment-tax purposes.

7.11     An  EMPLOYMENT  AGREEMENT  is a written  agreement  by and  between the
         Employee and the Company  setting forth the terms and conditions of the
         Employee's employment with the Company.

7.12     ERISA means the Employee  Retirement  Income  Security Act of 1974,  as
         amended,  and  includes  regulations   promulgated  thereunder  by  the
         Secretary of Labor.


                                       15
<PAGE>

7.13     The COMPENSATION  COMMITTEE means a Committee  established by the Board
         of Directors that is authorized  to, among other things,  establish and
         maintain the Plan.

7.14     A FIDUCIARY means any person who exercises any discretionary  authority
         or  responsibility  in the management or  administration of the Plan or
         the disposition of Plan assets; or who renders  investment advice for a
         fee or other compensation with respect to any property of the Plan.

7.15     The NAMED FIDUCIARY for the Plan is Summit.

7.16     PARTICIPANTS are Eligible Employees, as defined in Section 7.9.

7.17     PERQUISITEs  means the  following  employee  benefits  to the extent an
         Employee is a participant  in a Company plan or program  providing such
         benefits:  (i) life insurance,  (ii) accidental death and dismemberment
         insurance,  (iii) long term  disability  insurance  and (iv) travel and
         accident insurance.

7.18     PERSON means a person within the meaning of Section 3(a)(9) of the Act.

7.19     The PLAN is the Summit Global Logistics,  Inc.,  Severance Benefit Plan
         described in this booklet.

7.20     The PLAN YEAR is the  12-month  period  commencing  on  December  1 and
         ending on the immediately following November 30.

7.21     SEPARATION DATE OR TERMINATION  DATE means a Participant's  last day of
         active service with the Company as designated by the Company.

7.22     SEVERANCE  PLAN  BENEFIT  means  amounts  payable  under  the Plan to a
         Participant on account of  termination  of his or her employment  under
         the conditions described in Article III.







                                       16
<PAGE>





                         VIII. PLAN IDENTIFICATION DATA

Under this  heading,  the names and  addresses of certain  individuals  who have
various  responsibilities  with  respect to this Plan are shown.  Also,  certain
identification  information  with  respect to the Plan itself is set out in case
that information would be of use to you.
 _
|_|  EMPLOYER:  Summit Global Logistics, Inc.
 _
|_|  IDENTIFICATION NUMBER: The Employer's IRS identification number is _______.
 _
|_|  PLAN IDENTIFICATION NUMBER:   ______
 _
|_|  NAMED FIDUCIARY AND ADMINISTRATOR:  Summit is Summit Global Logistics, Inc.
                                         547 Boulevard, Kennilworth, NJ 07033.
 _
|_|  BASIS ON WHICH PLAN RECORDS ARE KEPT: Plan Year
 _
|_|  TYPE OF PLAN:  Unfunded welfare benefit plan providing severance benefits.
 _
|_|  AGENT FOR SERVICE OF LEGAL PROCESS  Summit is Summit Global Logistics, Inc.
                                         547 Boulevard, Kennilworth, NJ 07033.





APPROVALS
SEVERANCE BENEFIT PLAN

Adopted by the Compensation Committee
of the Board of Directors on:                               November 8, 2006

Approved by the Stockholders on:                            November 8, 2006











                                       17
<PAGE>



                                   APPENDIX A
                             (HIGH LEVEL EXECUTIVES)

Twenty-four (24) Months' Base Salary. Payments shall be made on a monthly basis.

In  addition,  the  Company  shall  pay  the  individual's  premiums  for  COBRA
continuation coverage (individual,  individual plus one or group coverage) for a
period of eighteen  (18) months  following  termination  of  employment.  At the
expiration  of  this  eighteen  (18)-month  period,  the  Company  will  pay the
individual, in a single lump sum, the cash value of six (6) additional months of
premium  payments  for  the  type  of  coverage  elected  under  COBRA  under  a
substantially  similar health plan. The amount to be paid under the  immediately
preceding sentence shall not exceed $25,000.

If the  individual's  employment is  terminated  in connection  with a Change in
Control,  as such term is defined in Plan Section 4.2.b,  the  twenty-four  (24)
Months' Base Salary  described above shall be paid to the individual in a single
lump sum,  the COBRA and health care  benefits  shall be  provided as  described
above,  and the Company  also will  provide  the  individual  with  outplacement
benefits  of an amount  commensurate  with the  individual's  position  with the
Company, the value of such benefits not to exceed $10,500. The Company will also
continue to maintain the identical level of Perquisites and benefits  enjoyed by
the  individual  prior to the  Change in  Control  for a period of two (2) years
following his or her last day of employment.  For these purposes,  a termination
of the individual's  employment shall conclusively be deemed to be in connection
with a Change in  Control if such  termination  occurs  during  the time  period
commencing  on the date of the  Change  in  Control  and  ending  on the  second
anniversary  of the closing  date for the  transaction  effecting  the Change in
Control.

This  Exhibit  A  confirms  that,  solely  for  purposes  of the  Summit  Global
Logistics,  Inc.  Severance  Benefit  Plan,  Robert  Agresti is within  category
described above.








                                       18
<PAGE>



                                   APPENDIX A
                                (VICE PRESIDENTS)

Twelve (12) Months' Base Salary.  Payments shall be made on a monthly basis.

In  addition,  the  Company  shall  pay  the  individual's  premiums  for  COBRA
continuation  coverage  (individual,  individual plus one or family coverage, as
applicable)  for a  period  of  twelve  (12)  months  following  termination  of
employment.

If the  individual's  employment is  terminated  in connection  with a Change in
Control, as such term is defined in Plan Section 4.2.b, the remaining balance of
the Months' Base Salary owed to the individual  shall be paid to him or her in a
single lump sum, the COBRA  benefits shall be provided as described  above,  and
the Company also will provide the individual  with  outplacement  benefits of an
amount commensurate with the individual's  position with the Company,  the value
of such  benefits  not to exceed  $7,500.  The  Company  will also  continue  to
maintain  the  identical  level  of  Perquisites  and  benefits  enjoyed  by the
individual prior to the Change in Control for a period of one (1) year following
his or her last day of  employment.  For these  purposes,  a termination  of the
individual's  employment shall conclusively be deemed to be in connection with a
Change in Control if such termination  occurs during the time period  commencing
on the date of the Change in Control and ending on the second anniversary of the
closing date for the transaction effecting the Change in Control.

This  Exhibit  A  confirms  that,  solely  for  purposes  of the  Summit  Global
Logistics,  Inc.  Severance  Benefit  Plan,   ______________________  is  within
category described above.










                                       19
<PAGE>



                                   APPENDIX A
                           (ASSISTANT VICE PRESIDENTS)

Nine (9) Months' Base Salary.  Payments shall be made on a monthly basis.

In  addition,  the  Company  shall  pay  the  individual's  premiums  for  COBRA
continuation  coverage  (individual,  individual plus one or family coverage, as
applicable) for a period of nine (9) months following termination of employment.

If the  individual's  employment is  terminated  in connection  with a Change in
Control, as such term is defined in Plan Section 4.2.b, the remaining balance of
the Months' Base Salary owed to the individual  shall be paid to him or her in a
single lump sum, the COBRA benefits will be provided as described  above and the
Company also will provide the individual with outplacement benefits of an amount
commensurate with the individual's  position with the Company, the value of such
benefits not to exceed  $7,500.  The Company will also  continue to maintain the
identical level of Perquisites and benefits  enjoyed by the individual  prior to
the Change in Control for a period of nine (9) months  following his or her last
day of  employment.  For  these  purposes,  a  termination  of the  individual's
employment  shall  conclusively  be deemed to be in connection  with a Change in
Control if such termination occurs during the time period commencing on the date
of the Change in Control  and ending on the second  anniversary  of the  closing
date for the transaction effecting the Change in Control.

This  Exhibit  A  confirms  that,  solely  for  purposes  of the  Summit  Global
Logistics,  Inc.  Severance  Benefit  Plan,   ______________________  is  within
category described above.












                                       20
<PAGE>



                                   APPENDIX A
                          (REGULAR SALARIED EMPLOYEES)

Two (2) Weeks' Base  Salary for each Year of  Service.  Minimum of six (6) weeks
and a maximum of twenty-six (26) weeks.

This  Exhibit  A  confirms  that,  solely  for  purposes  of the  Summit  Global
Logistics,  Inc.  Severance  Benefit  Plan,   ______________________  is  within
category described above.















                                       21
<PAGE>


                                   APPENDIX A
                               (HOURLY EMPLOYEES)

One Week Base  Salary for each Year of  Service.  Minimum of six (6) weeks and a
maximum of twenty-six (26) weeks.

This  Exhibit  A  confirms  that,  solely  for  purposes  of the  Summit  Global
Logistics,  Inc.  Severance  Benefit  Plan,   ______________________  is  within
category described above.

























                                       22