**WELLS      GARDNER**

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| **TABLE                OF CONTENT'S** |
|---------------------------------------|
|                                  |   |   | **PAGE** |
| **ARTICLE                I**          | **UNION                AND MANAGEMENT** |
| Section                               | 1. | Parties                and Effective Date | 1 |
| Section                               | 2. | Expiration                Date and Renewal | 1 |
| Section                               | 3. | Recognition | 1 |
| Section                               | 4. | Management | 1-2 |
| Section                               | 5. | Union                Shop | 2 |
| Section                               | 6. | Check-off | 2-3 |
| Section                               | 7. | Non-Discrimination | 3 |
| Section                               | 8. | Trial                Period Employees | 3-4 |
|                                  |
| **ARTICLE                II**         | **REPRESENTATIVE,                GRIEVANCES AND ARBITRATION** |
| Section                               | 1. | Stewards | 4 |
| Section                               | 2. | Grievance                Procedure | 4-6 |
| Section                               | 3. | Arbitration | 6 |
| Section                               | 4. | No                Strike or Lockouts | 6-7 |
|                                  |
| **ARTICLE                III**        | **HOURS                OF WORK AND OVERTIME** |
| Section                               | 1. | Regular                Work Week | 7 |
| Section                               | 2. | No                Staggering | 7 |
| Section                               | 3. | Changing                Workweek | 7 |
| Section                               | 4. | Overtime | 8 |
| Section                               | 5. | Shift                Premium | 8 |
| Section                               | 6. | Preference                of Shift and Overtime | 8 |
| Section                               | 7. | Lunch                Periods | 8 |
| Section                               | 8. | Rest                Periods | 9 |
| Section                               | 9. | Reporting                Pay | 9 |
| Section                               | 10. | Call-Back                Pay | 9 |
| Section                               | 11. | No                Pyramiding | 9 |
|                                  |
| **ARTICLE                IV**         | **SENIORITY** |
| Section                               | 1. | Basis                of Seniority | 9 |
| Section                               | 2. | Effect                of Seniority | 9-10 |
| Section                               | 3. | Seniority                List | 10 |
| Section                               | 4. | Temporary                Layoffs | 10-11 |
| Section                               | 5. | Temporary                Transfers | 11 |
| Section                               | 6. | Options | 11 |
| Section                               | 7. | Demotion | 11-12 |
| Section                               | 8. | Rights                on Recall | 12-13 |
| Section                               | 9. | Skill                & Ability | 13 |
| Section                               | 10. | Vacancies | 13-14 |
| Section                               | 11. | On-the-Job-Training | 14 |
| Section                               | 12. | Leave                of Absence | 15 |
| Section                               | 13 | Loss                of Seniority | 15-16 |
| Section                               | 14. | Promotion                to Exempt Positions | 16 |
|                                  |

***i***

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| **TABLE                OF CONTENT'S CONT'D** |
|----------------------------------------------|
|                                         |   |   | **PAGE** |
|                                         |
| **ARTICLE                V**                 | **VACATION                AND HOLIDAYS** |
| Section                                      | 1. | Eligibility                and Amount of Vacation | 16-17 |
| Section                                      | 2. | Minimum                Hours | 17 |
| Section                                      | 3. | Computation                of Vacation Pay | 18 |
| Section                                      | 4. | Scheduling                of Vacations | 18 |
| Section                                      | 5. | Date                Due | 18 |
| Section                                      | 6. | Consecutive                Days, etc | 18 |
| Section                                      | 7. | Retiree                Pro-Rata Vacation Pay | 19 |
| Section                                      | 8. | Holidays                and Holiday pay | 19-20 |
| Section                                      | 9. | Floating                Holiday | 20 |
|                                         |
| **ARTICLE                VI**                | **WAGES** |
| Section                                      | 1. | Rates | 20 |
| Section                                      | 2. | Cost                Of Living | 20-21 |
| Section                                      | 3. | New                Classifications | 21 |
| Section                                      | 4. | Upgrading | 21 |
| Section                                      | 5. | New                Experienced Employees | 21 |
| Section                                      | 6. | Payday | 22 |
| Section                                      | 7. | Piece                Work | 22 |
| Section                                      | 8. | Pension                Plan | 22 |
|                                         |
| **ARTICLE                VII**               | **INSURANCE** | 22-23 |
|                                         |
| **ARTICLE                VIII**              | **GENERAL                PROVISIONS** |
| Section                                      | 1. | Saving                Clause | 23 |
| Section                                      | 2. | Bulletin                Board | 23 |
| Section                                      | 3. | Election                Day | 23 |
| Section                                      | 4. | Supervisors | 24 |
| Section                                      | 5. | Right                of Access | 24 |
| Section                                      | 6. | Conflict                with State & Federal Laws | 24 |
| Section                                      | 7. | Female                Employees | 24 |
| Section                                      | 8. | Paid                Leave of Absence | 24-25 |
| Section                                      | 9. | Jury                Service | 25 |
| Section                                      | 10. | Safety                and Health Provisions | 25 |
| Section                                      | 11. | Union                Employee Educational Assistance Program | 26 |
| Section                                      | 12. | Call-In                Sick / Personal Day | 27 |
| Section                                      | 13. | Inventory                Shutdown Scheduling | 27 |
| Section                                      | 14. | Severance                Plan | 27 |
| Section                                      | 15. | 401K                Savings Plan | 27 |
| **APPENDIX                "A"**              | Wage                Scale - Effective 07-03-06 | 28-31 |
|                                         |
| **APPENDIX                "B"**              | Insurance                Coverage for Employees & Dependents | 32-33 |
|                                         |
| **APPENDIX                "C"**              | Piece                Work / Incentive System | 34 |

***ii***

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**ARTICLE      I**

**UNION      AND MANAGEMENT**

**Section      1. Parties and Effective Date:**
***Wells-Gardner      Electronics Corporation***
*Company*
***Local      1031, International Brotherhood of Electrical Workers,      AFL-CIO***
*Union*

**Section      2. Expiration Date and Renewal:**

**Section      3. Recognition:**

**Section      4. Management:**

----

**Section      5. Union Shop:**

**Section      6. Check-Off:**

----

**Section      7. Non-Discrimination:**

**Section      8. Trial Period Employees:**

|   | (a) | ***Trial                Period:***                New employees shall be on trial until they have been employed for                a period                of sixty (60) calendar days and during such period the Company shall                have                the right to dismiss or retain the employee at its own discretion.                Upon                completion of such sixty (60) calendar days of employment, the employee                shall be deemed to be a regular employee. In all instances where                a trial                period employee is laid off for lack of work or granted a leave of                absence                for illness or other good cause, such reduction from active employment                shall be deemed to be a layoff, unless at the date it occurs, the                employee                is given a written notice stating that he/she is                terminated. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | ***Return                from Leave or Recall of Laid Off Trial Period                Employee:***** **Trial                period employees who are laid off and by election of the Company                subsequently recalled or who are granted a leave of absence and                subsequently return to work, must complete sixty (60) calendar days                of                trial period active employment within six (6) months of the date                of their                original hire date in order to become a regular employee. Periods                of trial                period active employment, as referred to above, shall include any                week in                which the employee works at least one full day. At such time as the                employee completes sixty (60) calendar day trial period active employment,                his/her "original hiring date", for the purpose of determining his/her                length of service (in accordance with Article IV, Section 3(b)) shall                be                established as that date sixty (60) calendar days prior to the date                of                completion of the trial period employment                requirement. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | ***Trial                Period Employee Recalled Before Expiration of Six-Month                Period:***                Trial period employees who have not completed sixty (60) calendar                days of                trial period employment within six (6) months from their original                date of                hire, but who are recalled or return from a leave of absence prior                to the                expiration of such six-month period will be permitted to complete                the                trial period requirement, although the six-month period elapses before                such |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

----

|   | (d) | ***Extension                of Trial Period:***                The Company shall have the right to extend the trial period to ninety                (90)                calendar days upon written notice to the Union and the employee prior                to                completion of the normal sixty (60) day trial period and shall retain                the                right to dismiss such employee during this extension period without                being                subject to review. In all instances where the trial period of a new                employee is so extended, such employee's responsibility to become                and                remain a member of the Union in good standing as a condition of employment                after sixty (60) days shall not be affected; and any benefits of                the                contract such as holiday pay and insurance coverage shall accrue                to such-                employee at the end of the initial sixty day                period. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

**ARTICLE      II**

**REPRESENTATION,      GRIEVANCES AND ARBITRATION**

**Section      1. Stewards:**

**Section      2. Grievance Procedure:**

----

|   | **Step                1.** |   | The                employee, his/her Steward or both, shall present the matter in dispute                for                settlement to his/her Supervisor. If the Supervisor's decision is                not                satisfactory or is not given within three (3) working days, Step                2 will be                followed. |
|--------|----------------------------|--------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | **Step                2.** |   | Such                grievance shall then be presented by the Chief Steward within three                (3)                working days after the Supervisor's unsatisfactory decision or failure                to                give a decision, whichever is applicable, to the Department Head.                If the                Department Head's decision is not satisfactory or is not given within                three (3) working days, Step 3 will be                followed. |
|--------|----------------------------|--------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | **Step                3.** |   | Such                grievance shall then be presented by the Business Representative                of the                Union within five (5) working days from receipt of the Department                Head's                unsatisfactory decision or failure to give a decision, whichever                is                applicable, to the Human Resources Director who shall give his/her                answer                not later than five (5) working days after the presentation of the                grievance to him/her. |
|--------|----------------------------|--------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

----

**Section      3. Arbitration:**

**Section      4. No Strikes or Lockouts:**

----

**ARTICLE      III**

**HOURS      OF WORK AND OVERTIME**

**Section      1. Regular Workweek:**

**Section      2. No Staggering:**

**Section      3. Changing Workweek:**

**Section      4. Overtime:**

----

**Section      5. Shift Premiums:**

**Section      6. Preference of Shifts and Overtime:**

|   | (a) | Overtime                on a job shall be assigned to those regularly doing that job in their                respective departments pursuant to the principle of "line                intact". |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | If                additional help is required, employees with the greatest seniority                in                their classification in the department concerned and capable of doing                the                job in that department will be                selected. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | In                the event no qualified employees wish the overtime assignment, it                shall be                assigned to and worked by the junior                employee. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (d) | If                necessary to go outside of that particular department, plant wide                seniority will prevail if capable of doing the                job. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (e) | In                the event an employee is requested by the Company to work overtime,                daily                or Saturday, and he/she agrees to perform the overtime work but:                (1) fails                to notify the Company of his/her inability to report to work; or                (ii)                fails to give good cause explaining his/her inability to report for                work;                or (iii) fails to report for work, the employee shall not be permitted                to                work any overtime in any department for a period not to exceed thirty                (30)                days following the time the employee was requested to perform the                overtime                work. |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

**Section      7. Lunch Period:**

----

**Section      8. Rest Periods:**

**Section      9. Reporting Pay:**

**Section      10. Call-Back Pay:**

**Section      11. No Pyramiding:**

**ARTICLE      IV**

**SENIORITY**

**Section      1. Basis of Seniority:**

**Section      2. Effect of Seniority:**

----

**Section      3. Seniority Lists:**

|   | (a) | Except                as otherwise provided in this Agreement, the Seniority List is to                be used                to determine an employee's seniority as to layoffs, recalls, promotions                and demotions. An employee shall have his/her seniority date computed                from                his/her original date of employment in the bargaining unit, in determining                the employee's seniority in cases of layoffs, recalls, promotions                and                demotions. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | The                Seniority List is to be used to determine which bracket in the vacation                schedule is applicable. Since an employee's vacation is based on                his/her                length of service with the Company, his/her original hiring date                or date                of rehire will determine the length of his/her vacation. The amount                of                vacation pay for any one (1) year may be adjusted to comply with                the                minimum hours provision in this Agreement, but such adjustment shall                not                affect a succeeding year or years. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | Employees                having the same seniority (hired on the same date) will, if necessary,                be                rated by the Company based on their attendance and tardiness record.                The                employee with the least number of day absences in the contract year                would                be rated as having the most seniority. If no seniority can be determined                by attendance, then the employee with the least amount of tardiness                in the                contract year will be rated as having the most                seniority. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

**Section      4. Temporary Layoffs:**

----

**Section      5. Temporary Transfers:**

|   | (a) | If                temporarily assigned to a job in a higher labor grade, the employee                shall                be paid, for the time involved, the next higher rate above his/her                regular                job rate in the progression scale for the higher                grade. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | If                temporarily assigned to a job in a lower labor grade, the employee                shall                be paid his/her regular job rate. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------|

**Section      6. Option:**

**Section      7. Demotion:**

|   | (a) | In                the event of a reduction in force, or reduction in the work force                of a job                classification, all probationary employees in the classification                shall                first be removed from the classification or laid off. If further                reduction                is required; |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Employees                below the maximum rate in their respective classification shall be                removed                beginning with the lowest wage group in such classification based                upon                their plant seniority. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | Employees                effected by a reduction in force of job classifications five (5)                or above                first shall be offered a position which they bad previously held                provided                that they have sufficient seniority to displace an existing employee                in                the particular job classification and they have not previously "signed                off" during the life of this agreement on that job classification.                If an                employee does not have the seniority to be transferred to a previously                held job classification in a higher classification, the employee                shall be                offered a previously held job |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

----

|   | (d) | Employees                working in job classification four (4) or below during a reduction                in                force in those classifications shall first be offered a previously                held                position if they have sufficient seniority to displace an individual                from                the particular job classification. Otherwise, the employee shall                be                transferred to another job classification within classifications                four (4)                or below for which the employee has sufficient seniority to displace                an                employee of lesser plant seniority. If the employee does not have                seniority to displace any individual in job classification four (4)                or                below, the employee shall be laid off in accordance with contractual                requirements. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (e) | All                employees transferred during a reduction in force to another job                classification which they have not previously performed shall be                subject                to a three (3) day qualifying period. During this time, the employee                may                elect to relinquish the position for any reason and/or "sign-off"                the job                classification. An employee who voluntarily elects to relinquish                a                position by signing off the job classification shall be laid off.                During                this three (3) day qualifying period the Company reserves the right                to                determine in its sole discretion whether an employee can adequately                perform a particular job within the three (3) day qualifying period                and                the Company may then decide to lay off the employee. An employee                who                signed off voluntarily shall not be permitted to transfer to that                job                classification in the event of a future reduction in force for the                life of                this Agreement. An employee laid-off by the Company for being unable                to                adequately perform the job classification shall not be permitted                to                transfer to that job classification in the event of a future reduction                in                force until the employee provides that he/she possesses sufficient                skill                and ability to satisfactorily perform the work to be done. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (f) | All                recalls during an increase in the work force shall be made in reverse                order of seniority and pursuant to the applicable subsections of                Article                IV, Section 7 and 8. If there are vacancies in job classifications                which                they have previously performed, unless they have sufficient seniority                to                return to the classification from which they were originally removed                as                the need for additional employees in such job classifications presents                itself, they will be given an opportunity to fill such vacancies.                An                employee with seniority may be recalled to Code 4 or lower even though                he/she has not previously performed the work in such                classification. |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

**Section      8. Rights on Recall:**

----

**Section      9. Skill and Ability:**

**Section      10. Vacancies:**

----

**Section      11. On-the-Job Training:**

|   | (a) | The                number to be considered for training will be in relation to the number                needed to fill the posting at the time of                posting. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Selection                for training will be on the basis of related education, prior employment                experience, current employment experience as related to the training                to be                given. Qualifications being comparable, seniority will                govern. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | Evaluation                of qualifications for training, as well as the progress of the trainee,                will be determined by the Company. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (d) | A                trainee who is unable to progress satisfactorily will be returned                to                his/her prior classification without loss of                seniority. |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

----

**Section      12. Leaves of Absence:**

|   | (a) | The                Company may grant leaves of absence without pay to all regular employees                of the Company for good cause, taking into consideration not only                the                personal problems of the employee but also the Company's operational                needs                for production. Such leaves for good cause other than for medical                reasons                shall not exceed ninety (90) days except for Union activity, which                may be                indefinite. Leaves of absence for illness will be granted for such                periods                as have been recommended by competent medical authority but not to                exceed                one (1) year. In the event an employee is hospitalized in excess                of seven                (7) days, an automatic leave of absence shall be granted up to thirty                (30)days, provided that the Human Resources Director of the Company                is                notified of the hospitalization within three (3) working days from                the                last day worked. Any other request for leave of absence for illness                must                be made by an employee on forms provided by the Company and must                be                accompanied by a report from the employee's doctor recommending the                time                required for leave of absence. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Because                pregnancy by itself is not a disabling condition for any fixed period                of                time, the Company agrees to grant maternity leaves of absence based                upon                the medical opinion of the employee's physician. The leave of absence                shall begin when it is determined by the employee's physician that                the                employee is no longer able to perform those duties characteristic                of her                position. The leave shall continue until, and only until, the employee,                on                the basis of her physician's opinion, is able to return to work,                not to                exceed one (1) year. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | Employees                on a bona fide leave of absence, when returning to work, shall return                to                their former classification if such work is being performed. Application                forms of all leaves of absence must be completed and be submitted                to the                Company within five (5) working days from their last day worked or                their                date of recall, and such application for leaves shall be required                for any                period of seven (7) or more consecutive calendar days in which the                employee is out of the service of the                Company. |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | d) | Employees                granted a leave of absence will not be asked or required to use their                remaining vacation days left before granting said                leave. |
|--------|----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

**Section      13. Loss of Seniority:**

|   | (a) | Discharge                for cause. |
|--------|-----|-------------------------------------|

|   | (b) | Quitting. |
|--------|-----|-----------|

|   | (c) | Absence                from work for three (3) working days without notifying the Human                Resources                Department of the Company. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (d) | Failure                to apply for a leave of absence as                required. |
|--------|-----|------------------------------------------------------------------------------------|

----

|   | (e) | Exceeding                leave of absence without notification to the Human Resources Department                presenting good cause. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------|

|   | (f) | Working                for another employer for wages while on leave of absence (this does                not                apply to leaves of absence for Union activity or                layoffs). |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (g) | Layoff                or sick leave for a continuous period in excess of one (1) year for                purposes of seniority only. |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------|

|   | (h) | Failure                to report for work on recall or to notify the Human Resources Department                of intention to report within three (3) regularly scheduled working                days                following the date notification is sent by mailgram or certified                letter to                the employee's last known address registered with the Human Resources                Department. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

**Section      14. Promotion to Exempt Positions:**

**ARTICLE      V**

**VACATIONS      AND HOLIDAYS**

**Section      1. Eligibility and Amount of Vacation:**

|   | (a) | All                employees who on June 1st have been employed by the Company (in or                out of                the bargaining unit) six (6) months or more but less than twelve                (12)                months, shall be granted one-half (1/2) week's vacation with                pay; |
|--------|-----|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | All                employees who on June 1st have been employed by the Company (in or                out of                the bargaining unit) for a period of twelve (12) or more months,                but less                than two (2) years, shall be granted one (1) week's vacation with                pay; |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | All                employees who on June 1st have been employed by the Company (in or                out of                the bargaining unit) for two (2) years or more, but less than ten                (10)                years, shall be granted two (2) weeks' vacation with                pay; |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

----

|   | (d) | All                employees who on June 1st have been employed by the Company (in or                out of                the bargaining unit) ten (10) years or more, but less than fifteen                (15)                years, shall be granted three (3) weeks' vacation with                pay; |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (e) | All                employees who on June 1st have been employed by the Company, (in                or out of                the bargaining unit), fifteen (15) years, but less than twenty-five                (25)                years, shall be granted four (4) weeks vacation with                pay; |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (f) | All                employees who on June 1st have been employed by the Company (in or                out of                the bargaining unit) twenty-five (25) years or more, shall be granted                five                (5) week's vacation with pay; |
|--------|-----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (g) | Additional                vacation with pay shall be granted to those employees who as of December                31, have accrued seniority which would entitle them to additional                vacation                benefits over those to which they were entitled on the preceding                June 1.                The same limitations and requirements as prescribed for in Article                V                shall- also apply and the date, June 1, shall be replaced by the                date                December 31, where appropriate. |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

**Section      2. Minimum Hours:**

|   | (a) | Employees                with seniority (in or out of the bargaining unit). One (1) year or                more.                To qualify for full vacation benefits, the employee, as of June 1st                with                seniority, must have worked, or have been available for work eighty                (80%)                percent of the work year prior to June 1st. Time off due to occupational                injury, jury duty or layoff shall be considered as time available                for                work. No vacation benefits shall be paid to an employee who has worked                less than thirty (30%) percent of the work year prior to June 1st.                An                employee who has worked more than thirty (30%) percent of the work                year,                but has worked or been available for work less than eighty (80%)                percent                of the work year prior to June 1st, will be granted a vacation which                will                be equal to his/her vacation bracket multiplied by the percentage                of time                worked and time available for work. |
|--------|-----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Employees                with seniority (in or out of the bargaining unit) of at least six                (6)                months, but less than one (1) year. To qualify for full vacation                benefits                the employee, as of June 1st with seniority, must have worked                (availability for work does not apply) eighty (80%) percent of the                time                from date of employment to June 1st. An employee who has worked more                than                thirty (30%) percent but less than eighty (80%) percent of the time                from                date of employment to June 1st, will be granted a vacation equal                to twenty                (20) hours multiplied by the percentage of time actually worked.                No                vacation benefits will be paid to an employee who has worked less                than                thirty (30%) percent of the time from date of employment to June                1st. |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

----

**Section      3. Computation of Vacation Pay:**

**Section      4. Scheduling of Vacations:**

**Section      5. Date Due:**

**Section      6. Consecutive Days, Etc.:**

----

**Section      7. Retiree Pro-rata Vacation Pay:**

**Section      8. Holidays and Holiday Pay:**

| New                Years' Day                    | Fourth                of July                             |
|--------------------------------------------------|-----------------------------------------------------------|
| Dr.                Martin Luther King's Birthday | Labor                Day                                  |
| Washington's                Birthday             | Thanksgiving                Day                           |
| Good                Friday                       | Friday                after Thanksgiving Day              |
| Memorial                Day                      | One                Floating Holiday - See Section 9 below |
| Christmas                Eve Day                 |                                                      |
| Christmas                Day                     |                                                      |

|   | (a) | Worked                the regularly scheduled workday preceding and the regularly scheduled                workday succeeding the holiday, unless an absence for one of such                days                shall be excused for good cause, substantiated by the employee,                or |
|--------|-----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (b) | Been                at work in the two (2) weeks preceding said holiday and laid off                during                such preceding two (2) weeks, or |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (c) | Is                on a bona fide leave of absence starting within the two (2) weeks                immediately preceding such holiday, or on the workday immediately                following such holiday, or |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (d) | If                no work is scheduled between two (2) holidays, to be eligible for                pay for                both holidays, an employee must work his/her preceding scheduled                workday                and his/her scheduled workday succeeding such holidays. To be eligible                for                pay for one (1) of the holidays, an employee must work either his/her                scheduled workday preceding the first holiday or his/her scheduled                workday                succeeding the second holiday. |
|--------|-----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

----

|   | (e) | An                employee who fails to work any portion of the last hour on the regularly                scheduled workday preceding and the regularly scheduled workday succeeding                a holiday or holidays, shall not lose holiday pay for such holidays                if                excused by the Company for good                cause. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

**Section      9. Floating Holiday:**

**ARTICLE      VI**

**WAGES**

**Section      1. Rates:**

**Section      2. Cost of Living:**
** **

----

**Section      3. New Classifications:**

**Section      4. Upgrading:**

**Section      5. New Experienced Employees:**

**Section      6. Payday:**

----

**Section      7. Piece Work:**

**Section      8. Pension Plan:**

**Effective      July 3, 2006**

**Effective      July 2, 2007**

**Effective      June 30, 2008 **

**ARTICLE      VII**

**INSURANCE**

| **Effective                July 31, 2006:** |
|---------------------------------------------|
| **HMO                Plan:**                | Employee | - | $12.48                per week |
|                                        | Employee                + 1 Dependent | - | $24.68                per week |
|                                        | Family | - | $37.17                per week |
|                                        |
| **PPO                Plan:**                | Employee | - | $35.33                per week |
|                                        | Employee                + 1 Dependent | - | $77.54                per week |
|                                        | Family | - | $127.91                per week |

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**ARTICLE      VIII**

**GENERAL      PROVISIONS**

**Section      1. Saving Clause:**

**Section      2. Bulletin Board:**

**Section      4. Supervisors:**

**Section      5. Right of Access:**

----

**Section      6. Conflict with State and Federal Law:**

**Section      7. Female Employees:**

**Section      8. Paid Leave of Absence:**

**Section      9. Jury Service:**

----

**Section      10. Safety and Health Provisions:**

----

**Section      11. Union Employee Educational Assistance Program:**

**Education      Eligibility Requirements:**

|   | 1. | Educational                courses must be related to the classification of work being or to                be                performed by the employee. |
|--------|----|----------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 2. | Such                courses and institutions must be approved by the Company prior to                enrollment. |
|--------|----|------------------------------------------------------------------------------------------------------------------|

|   | 3. | Courses                are to be taken during non-scheduled working                hours. |
|--------|----|-------------------------------------------------------------------------------------------|

**Amount      of Reimbursement:**

|   | 1. | For                employees who complete specialized courses, the Company will pay                up to                100% of the tuition charges per semester at the satisfactory (grade                "C" or                better) completion of the course material in an approved                school. |
|--------|----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 2. | When                education expenses are partially paid by assistant-ships, scholarships,                fellowships, or G.I. Bill Benefits, tuition reimbursements is based                on the                net amount actually paid by the employee, excluding amounts paid                through                assistantship, scholarships, fellowships, or G.I. Bill                Benefits. |
|--------|----|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

**Method      of Reimbursement:**

|   | 1. | To                be eligible for tuition refund, the employee must, prior to the time                of                enrollment, fill out an application form per semester, for course(s)                contemplated. |
|--------|----|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 2. | Obtain                the approval of the employee's supervisor who in turn will get the                Company                approval through Human Resources. |
|--------|----|------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 3. | Upon                completion of course(s), submit to the employees supervisor a written                statement from the school stating that the course(s) have been                satisfactorily completed. This is usually a copy of the grade                statement. |
|--------|----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 4. | A                tuition receipt. |
|--------|----|-----------------------------------|

|   |   | The                supervisor will forward this information to the Human Resources Director                and within two (2) weeks the employee will receive a check containing                the                proper tuition refund as well as his/her tuition receipt and grade                statement. |
|--------|--------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 5. | If                for any reason employment is terminated before completion of the                program,                then the Company's obligation                ceases. |
|--------|----|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

----

**Section      12. Call-in Sick / Personal Day:**

**Section      13. Inventory Shutdown Scheduling:**

**Section      14. Severance Plan:**

**Section      15. 401K Savings Plan:**

**Signed      this 31****st**

**day      ofJanuary,      2007.**

|                                       | **Local                1031,**               |
|--------------------------------------------|----------------------------------------------|
|                                       | **International                Brotherhood** |
| **Wells                Gardner**           | **Of                Electrical Workers,**    |
| **Electronics                Corporation** | **AFL-CIO**                                  |

|  **/s/                Anthony Spier** |   | **/s/                José                A. Caez** |
|--------------------------------------------|--------|---------------------------------------------------------|
| **Anthony                Spier**           |   | **José                A. Caez**                    |
| *President*                                |   | *Business                Manager/Financial Sec’y* |

----

**ATTACHED      TO AND MADE PART OF AGREEMENT BETWEEN WELLS-GARDNER ELECTRONICS CORPORATION      AND      LOCAL 1031, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL-CIO, FOR PERIOD      JULY 3,2006 UNTIL JUNE 29,2009.**

**APPENDIX      "A"**

| **WAGE                SCALE EFFECTIVE 07/03/2006 THROUGH 06/29/2009** |
|-----------------------------------------------------------------------|
|                                                                  | **JOB                CLASSIFICATION** | **START** | **2MO** | **3MO** |   |   |
| 2-8                                                                   | Sweeper |   |   |   |   |   |   |
|                                                                  |   | Effective                07/03/06 | 8.53 | 12.27 | 12.38 |   |   |
|                                                                  |   | Effective                07/02/07 |   |   |   |   |   |
|                                                                  |   | Effective                06/30/08 |   |   |   |   |   |
| 3-2                                                                   | Assy.,                Wirer-Solderer |   |   |   |   |   |   |
| 3-5                                                                   | Riveter |   |   |   |   |   |   |
|                                                                  |   | Effective                07/03/06 | 8.53 | 12.38 | 12.48 |   |   |
|                                                                  |   | Effective                07/02/07 |   |   |   |   |   |
|                                                                  |   | Effective                06/30/08 |   |   |   |   |   |
|                                                                  |   |   |   |   |   |   |   |

|                               |                                  |                              | **START** | **2MO** | **12MO** | **24MO** | **36MO**                |
|------------------------------------|---------------------------------------|-----------------------------------|-----------|---------|----------|----------|-------------------------|
|                               |
|                               | **Hired                After 7/1/97** |                              | 7.58      | 8.26    | 8.94     | 10.30    | Top                Rate |
|                               |
| **G.L.                Specialist** |
|                               |                                  | Effective                07/03/06 |      |    | 13.06    |     |                    |
|                               |                                  | Effective                07/02/07 |      |    |     |     |                    |
|                               |                                  | Effective                06/30/08 |      |    |     |     |                    |
|                               |                                  |                              |      |    |     |     |                    |
|                               |                                  |                              |      |    |     |     |                    |

|    | **JOB                CLASSIFICATION**            | **START**                         | **2MO** | **3MO** |   |   |
|---------|--------------------------------------------------|-----------------------------------|---------|---------|--------|--------|
|    |
| **4-1** | **Wire                Cutting Machine Operator** |                              |    |    |   |   |
| **4-3** | **Bailer-Sweeper**                               |                              |    |    |   |   |
| **4-5** | **Packer-Final                Assembly**         |                              |    |    |   |   |
|    |                                             | Effective                07/03/06 | 8.55    | 12.39   | 12.61  |   |   |
|    |                                             | Effective                07/02/07 |    |    |   |   |   |
|    |                                             | Effective                06/30/08 |    |    |   |   |   |

|                               |                                  |                              | **START** | **2MO** | **12MO** | **24MO** | **36MO** |
|------------------------------------|---------------------------------------|-----------------------------------|-----------|---------|----------|----------|----------|
|                               |
|                               | **Hired                After 7/1/97** |                              | 7.67      | 8.39    | 9.11     | 10.55    | 12.61    |
|                               |
| **G.L.                Specialist** |                                  |                              |      | **3MO** |     |     |
|                               |                                  | Effective                07/03/06 |      |    | 13.06    |     |     |
|                               |                                  | Effective                07/02/07 |      |    |     |     |     |
|                               |                                  | Effective                06/30/08 |      |    |     |     |     |

----

**ATTACHED      TO AND MADE PART OF AGREEMENT BETWEEN WELLS-GARDNER ELECTRONICS CORPORATION      AND      LOCAL 1031, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL-CIO, FOR PERIOD      JULY 3, 2006 UNTIL JUNE 29, 2009.**

**APPENDIX      "A" CONT’D**

| **WAGE                SCALE EFFECTIVE 07/03/2006 THROUGH 06/29/2009** |
|-----------------------------------------------------------------------|
|                                                                  | **JOB                CLASSIFICATION** | **START** | **2MO** | **6MO** |   |   |
|                                                                  |
| **5-1**                                                               | **Heavy                Packer** |   |   |   |   |   |
| **5-2**                                                               | **Stockkeeper,                Stock Delivery** |   |   |   |   |   |
| **5-5**                                                               | **Rivet/Pems                Set-Up Oper.** |   |   |   |   |   |
| **5-6**                                                               | **Prepare                & Operate Insertion Machine** |   |   |   |   |   |
| **5-7**                                                               | **Automatic                Checking Machine Operator** |   |   |   |   |   |
|                                                                  |   | Effective                07/03/06 | 8.64 | 12.47 | 12.71 |   |   |
|                                                                  |   | Effective                07/02/07 |   |   |   |   |   |
|                                                                  |   | Effective                06/30/08 |   |   |   |   |   |
|                                                                  |   |   |   |   |   |   |   |

|                         |                                  | **START**                         | **2MO** | **12MO** | **24MO** | **36MO** |
|------------------------------|---------------------------------------|-----------------------------------|---------|----------|----------|----------|
|                         |
|                         | **Hired                After 7/1/97** | 7.67                              | 8.39    | 9.11     | 10.55    | 12.71    |
|                         |
| **G.L.** **Specialist** |                                  |                              | **6MO** |     |     |
|                         |                                  | Effective                07/03/06 |    |     | 13.12    |     |   |
|                         |                                  | Effective                07/02/07 |    |     |     |     |   |
|                         |                                  | Effective                06/30/08 |    |     |     |     |   |
|                         |                                  |                              |    |     |     |     |   |

|    | **JOB                CLASSIFICATION**                   | **START**                         | **2MO** | **6MO** |   |   |
|---------|---------------------------------------------------------|-----------------------------------|---------|---------|--------|--------|
|    |
| **7-2** | **Wire                Cutting Mac, Set-Up & Oper.** |                              |    |    |   |   |
| **7-3** | **Inventory                Expeditor**                  |                              |    |    |   |   |
| **7-5** | **Riding                Power Vehicle Operator**        |                              |    |    |   |   |
| **7-7** | **Assy.                Inspector**                      |                              |    |    |   |   |
| **7-8** | **Relief                & Repair Operator**         |                              |    |    |   |   |
|    |                                                    | Effective                07/03/06 | 8.82    | 12.71   | 13.05  |   |   |
|    |                                                    | Effective                07/02/07 |    |    |   |   |   |
|    |                                                    | Effective                06/30/08 |    |    |   |   |   |

----

**ATTACHED      TO AND MADE PART OF AGREEMENT BETWEEN WELLS-GARDNER ELECTRONICS CORPORATION      AND      LOCAL 1031, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL-CIO, FOR PERIOD      JULY 3, 2006 UNTIL JUNE 29,2009.**

**APPENDIX      "A" CONT’D**

| **WAGE                SCALE EFFECTIVE 07/03/2006 THROUGH 06/29/2009** |
|-----------------------------------------------------------------------|
|                                                                  | **JOB                CLASSIFICATION** | **START** | **2MO** | **6MO** |   |   |
|                                                                  |
| **7-11**                                                              | **Building                Fireperson** |   |   |   |   |   |
|                                                                  |   | Effective                07/03/06 | 8.94 | 12.85 | 13.14 |   |   |
|                                                                  |   | Effective                07/02/07 |   |   |   |   |   |
|                                                                  |   | Effective                06/30/08 |   |   |   |   |   |
| **G.L.** **Specialist**                                          |   |   |   |   |   |   |
|                                                                  | Effective                07/03/06 |   |   | 13.48 |   |   |
|                                                                  | Effective                07/02/07 |   |   |   |   |   |
|                                                                  | Effective                06/30/08 |   |   |   |   |   |

|                               | **JOB                CLASSIFICATION**                 | **START**                         | **2MO** | **6MO** | **9MO** |   |
|------------------------------------|-------------------------------------------------------|-----------------------------------|---------|---------|---------|--------|
|                               |
| **8-2**                            | **Tester-Phaser                "B" (Printed Boards)** |                              |    |    |    |   |
| **8-3**                            | **Bonding                Machine Operator**           |                              |    |    |    |   |
| **8-4**                            | **Fine                Patcher**                       |                              |    |    |    |   |
|                               |                                                  | Effective                07/03/06 | 9.06    | 12.90   | 13.06   | 13.31  |   |
|                               |                                                  | Effective                07/02/07 |    |    |    |   |   |
|                               |                                                  | Effective                06/30/08 |    |    |    |   |   |
| **G.L.                Specialist** |                                                  |                              |    | **6MO** |    |   |
|                               | Effective                07/03/06                     |                              |    | 13.74   |    |   |
|                               | Effective                07/02/07                     |                              |    |    |    |   |
|                               | Effective                06/30/08                     |                              |    |    |    |   |

|               | **JOB                CLASSIFICATION** | **START**                         | **2MO** | **6MO** | **9MO** | **12MO** |
|--------------------|---------------------------------------|-----------------------------------|---------|---------|---------|----------|
|               |                                  |                              |    |    |    |
| **10-2**           | **Tool                Crib Worke r**  |                              |    |    |    |     |   |
|               |                                  | Effective                07/03/06 | 9.36    | 13.13   | 13.24   | 13.43    | 13.57 |
|               |                                  | Effective                07/02/07 |    |    |    |     |   |
|               |                                  | Effective                06/30/08 |    |    |    |     |   |
| **11-2**           | **Tester**                            |                              |    |    |    |     |   |
| **11-6**           | **Cabinet                Finisher**   |                              |    |    |    |     |   |
|               |                                  | Effective                07/03/06 | 9.27    | 13.19   | 13.33   | 13.48    | 13.67 |
|               |                                  | Effective                07/02/07 |    |    |    |     |   |
|               |                                  | Effective                06/30/08 |    |    |    |     |   |
| **G.L.Specialist** |                                  |                              |    |    |    | **12MO** |
|               |                                  | Effective                07/03/06 |    |    |    |     | 14.17 |
|               |                                  | Effective                07/02/07 |    |    |    |     |   |
|               |                                  | Effective                06/30/08 |    |    |    |     |   |

----

**ATTACHED      TO AND MADE PART OF AGREEMENT BETWEEN WELLS-GARDNER ELECTRONICS CORPORATION      AND      LOCAL 1031, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL-CIO, FOR PERIOD      JULY 3, 2006 UNTIL JUNE 29, 2009.**

| **APPENDIX                "A" CONT’D**                                                            |
|---------------------------------------------------------------------------------------------------------|
| **WAGE                SCALE EFFECTIVE 07/03/2006 THROUGH 06/29/2009**                                   |
|                                                                                                    |
| **JOB                CLASSIFICATION**                                                                   |   | **START** |   | **2MO** |   | **6MO** |   | **9MO** |   | **12MO** |
|                                                                                                    |
| **12-4                Precision Mechanical Assembler**                                                  |
| **12-9                Final Line Inspector(Comp.Prod.)**                                                |
|                                                                                                    | Effective                07/03/06 | 9.42 |   | 13.43 |   | 13.51 |   | 13.68 |   | 13.88 |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
| **12-10                Master Cabinet Finisher**                                                        |
|                                                                                                    | Effective                07/03/06 | 9.50 |   | 13.48 |   | 13.61 |   | 13.73 |   | 13.95 |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
| ***12-12                Maintenance "B"**                                                               |
|                                                                                                    | Effective                07/03/06 | 9.89 |   | 13.73 |   | 13.93 |   | 14.17 |   | 14.69 |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
| **G.L.** **Specialist**                                                                            |
|                                                                                                    | Effective                07/03/06 |   |   |   |   |   |   |   |   | 14.42 |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
| **13-1** **Analyzer**                                                                              |
|                                                                                                    | Effective                07/03/06 | 10.31 |   | 14.25 |   | 14.35 |   | 14.50 |   | 14.69 |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
| **14-1** **Master                Analyzer**                                                        |   | 15.36 |
| **14-2** **Maintenance                "A"**                                                        |
|                                                                                                    | Effective                07/03/06 | 10.94 |   | 15.00 |   | 15.36 |   |   |   |   |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
| **G.L.** **Specialist**                                                                            |
|                                                                                                    | Effective                07/03/06 |   |   |   |   |   |   |   |   | 16.01 |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
| **15-1** **Senior                Master Analyzer**                                                 |
|                                                                                                    | Effective                07/03/06 |   |   |   |   |   |   |   |   | 18.78 |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
| **16.1** **Technical                Specialist**                                                   |
|                                                                                                    | Effective                07/03/06 |   |   |   |   |   |   |   |   | 19.64 |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
| **16.2** **Maintenance                Administrator**                                              |   |
|                                                                                                    | Effective                07/03/06 |   |   |   |   |   |   |   |   | 20.69 |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
| **17.2** **Production                Administrator**                                               |
|                                                                                                    | Effective                07/03/06 |   |   |   |   |   |   |   |   | 17.21 |
|                                                                                                    | Effective                07/02/07 |   |   |   |   |   |   |   |   |   |
|                                                                                                    | Effective                06/30/08 |   |   |   |   |   |   |   |   |   |
|                                                                                                    |   |   |   |   |   |   |   |   |   |   |   |
|                                                                                                    |   | *                **Education                Bonus** |   | **1                Course** |   | **10¢                per hour** |   |
| **(after                maximum rate) 2 or more Courses 10¢ per hour                (additional)** |

----

**ATTACHED      TO AND MADE PART OF AGREEMENT BETWEEN WELLS-GARDNER ELECTRONICS CORPORATION      AND      LOCAL 1031, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL-CIO, FOR PERIOD      JULY 3, 2006 UNTIL JUNE 29, 2009.**

**APPENDIX      "B"**

**THE      INSURANCE COVERAGE FOR EMPLOYEES AND DEPENDENTS**

**COVERED      BY THIS AGREEMENT**

**NON-OCCUPATIONAL      - WEEKLY DISABILITY BENEFITS:**

**(EMPLOYEES      ONLY)**

| Effective                07/01/2006 | $230.00 |
|-------------------------------------|---------|
| Effective                07/01/2007 | $235.00 |
| Effective                07/01/2008 | $240.00 |

**LIFE      INSURANCE: (Employees Only)**

| Effective                07/01/2006 | $21,000                (AD&D | $21,000) |
|-------------------------------------|----------------------------------|----------|
| Effective                07/01/2007 | $22,000                (AD&D | $22,000) |
| Effective                07/01/2008 | $23,000                (AD&D | $23,000) |

**DENTAL      INSURANCE PLAN:**

**OPTICAL      PLAN OFFERED BY MID AMERICA VISION:**

**CONTINUATION      OF INSURANCE COVERAGE:**

**Temporary      Lay-off:**

----

**ATTACHED      TO AND MADE PART OF AGREEMENT BETWEEN WELLS-GARDNER ELECTRONICS CORPORATION      AND      LOCAL 1031, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL-CIO, FOR PERIOD      JULY 3, 2006 UNTIL JUNE 29, 2009.**

**APPENDIX      "B" (CONT'D)**

**Sick      Leave:**

**Total      Disability of Employee:**

**Death      of Employee:**

|   | (1) | Such                medical insurance coverage shall cease upon the remarriage of the                spouse                and provided also that, |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------|

|   | (2) | The                spouse or dependent children shall not be eligible for coverage under                any                other employer paid insurance plan. |
|--------|-----|----------------------------------------------------------------------------------------------------------------------------------------------------------------|

----

**ATTACHED      TO AND MADE PART OF AGREEMENT BETWEEN WELLS-GARDNER ELECTRONICS CORPORATION      AND      LOCAL 1031, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL-CIO, FOR PERIOD      JULY 3, 2006 UNTIL JUNE 29, 2009.**

**APPENDIX      "C"**

----