Document:

Amendment to Executive Severance Agreement

 Exhibit 10.3 
 AMENDMENT TO EXECUTIVE SEVERANCE AGREEMENT 
 This
Amendment to Executive Severance Agreement (the “Amendment”) is entered into on this 28th day of September, 2010, by and between ModusLink Global Solutions, Inc. (formerly known as CMGI, Inc.), a Delaware corporation (the “Company”) and David J. Riley (“Executive”), but
effective as of January 1, 2009; 
 WHEREAS, the parties have entered into an Executive Severance Agreement dated as of
July 26, 2007 (the “Agreement”); and 
 WHEREAS, the parties mutually desire to amend the Agreement; 

NOW, THEREFORE, the parties hereto agree as follows: 
 Unless the context indicates otherwise, capitalized terms used but not defined in this Amendment shall have the respective meanings assigned to them in the Agreement; 

Section 3(c) is amended by substituting the following therefore: 

“(c) The Executive agrees that after the Termination Date, but prior to payment of the severance
pay called for by Section 3(a) or Section 3(b), as the case may be, he shall execute a waiver and release (including confidentiality and non-disparagement provisions), based on the Company’s standard form, of any and all claims he may
have against the Company and its officers, employees, directors, parents, subsidiaries and affiliates. Executive understands and agrees that the payment of the severance benefits called for by this Agreement are contingent upon his execution and
delivery to the Company of the previously described release of claims and such release being effective and not revoked on the sixtieth (60th) day following the Termination Date. The severance payable under Section 3(a) or Section 3(b), as
applicable shall commence on the sixtieth (60th) day after the Executive’s Termination Date provided that the release of claims described above is effective on such date. If the release of claims is not effective on the sixtieth (60th) day after the Termination Date no severance benefits will be
payable. Executive’s rights to the severance under Section 3(a) or Section 3(b) shall constitute the sole remedy of the Executive in the event of termination of the Executive’s employment. For purposes of this Agreement the
Executive’s termination of employment shall mean his “separation from service” within the meaning of Treasury Regulation Section 1.409A-1(h).” 
 The Agreement is affirmed, ratified and continued as amended hereby. 
 IN WITNESS
WHEREOF, the parties hereto have signed their names as of the day and year first written above. 
  

							
	MODUSLINK GLOBAL SOLUTIONS, INC.	 		 	EXECUTIVE
				
	By:	 	         /s/ Peter L. Gray
	 		 	 /s/ David J. Riley

		 	        Peter L. Gray	 		 	David J. Riley
				
	Its:	 	        Executive Vice President and	 		 	
		 	        General CounselSecond Amendment to Executive Retention Agreement

 Exhibit 10.4 
 SECOND AMENDMENT TO EXECUTIVE RETENTION AGREEMENT 

This Second Amendment to Executive Retention Agreement (the “Amendment”) is entered into on this 28th day of September, 2010, by and between ModusLink Global Solutions,
Inc. (formerly known as CMGI, Inc.), a Delaware corporation (the “Company”) and Peter L. Gray (“Executive”), but effective as of January 1, 2009; 
 WHEREAS, the parties have entered into an Executive Retention Agreement dated as of August 28, 2002 (the “Agreement”); and 

WHEREAS, the parties entered into Amendment No. 1 to Executive Retention Agreement on the 26th day of July, 2007 (the “First Amendment”) 

WHEREAS, the parties mutually desire to further amend the Agreement; 

NOW, THEREFORE, the parties hereto agree as follows: 
 Unless the context indicates otherwise, capitalized terms used but not defined in this Amendment shall have the respective meanings assigned to them in the Agreement (as amended by the First Amendment);

 Section 2(b) is amended by deleting the fourth and fifth sentences thereof in their entirety. 

Section 2(c) is amended by substituting the following therefore: 

“(c) Executive understands and agrees that the payment of the severance benefits called for by
Section 2(a) and Section 2(b) of this Agreement are contingent upon his execution and delivery to the Company of the previously described release of claims and such release being effective and not revoked on the sixtieth (60th) day following his termination of employment. The severance
payable under Section 2(a) or Section 2(b), as applicable shall commence and be payable in installments on the sixtieth (60th) day after the Executive’s Termination Date provided that the release of claims described above is
effective on such date. If the release of claims is not effective on the sixtieth (60th) day after the Termination Date no severance benefits will be payable. Executive’s rights to the severance under Section 2(a) or Section 2(b) shall constitute the sole remedy of the
Executive in the event of termination of the Executive’s employment. For purposes of this Agreement the Executive’s termination of employment shall mean his “separation from service” within the meaning of Treasury Regulation
Section 1.409A-1(h).” 
 The Agreement is affirmed, ratified and continued as amended by the First Amendment and as further amended
hereby. 
 IN WITNESS WHEREOF, the parties hereto have signed their names as of the day and year first written above.

  

							
	 MODUSLINK GLOBAL SOLUTIONS, INC.
	 		 	EXECUTIVE
				
	 By:
	 	         /s/ Joseph C. Lawler
	 		 	 /s/ Peter L. Gray

		 	     Joseph C. Lawler	 		 	Peter L. Gray
				
	 Its:
	 	Chairman, President and CEOAmendment to Executive Severance Agreement

 Exhibit 10.5 
 AMENDMENT TO EXECUTIVE SEVERANCE AGREEMENT 
 This
Amendment to Executive Severance Agreement (the “Amendment”) is entered into on this 28th day of September, 2010, by and among ModusLink Corporation (the “Company”), ModusLink Global Solutions, Inc. (formerly known as CMGI, Inc.), a Delaware corporation (solely with respect to
Section 3(b)(ii) of the Agreement (as defined below)) and William R. McLennan (“Executive”), but effective as of January 1, 2009; 
 WHEREAS, the parties have entered into an Executive Severance Agreement dated as of July 26, 2007 (the “Agreement”); and 

WHEREAS, the parties mutually desire to amend the Agreement; 
 NOW, THEREFORE, the parties hereto agree as follows: 
 Unless the context
indicates otherwise, capitalized terms used but not defined in this Amendment shall have the respective meanings assigned to them in the Agreement; 
 Section 3(c) is amended by substituting the following therefore: 
 “(c) The Executive agrees that after the Termination Date, but prior to payment of the severance pay called for by Section 3(a) or Section 3(b), as the case may be, he shall execute a
waiver and release (including confidentiality and non-disparagement provisions), based on the Company’s standard form, of any and all claims he may have against the Company and its officers, employees, directors, parents, subsidiaries and
affiliates. Executive understands and agrees that the payment of the severance benefits called for by this Agreement are contingent upon his execution and delivery to the Company of the previously described release of claims and such release being
effective and not revoked on the sixtieth (60th) day
following the Termination Date. The severance payable under Section 3(a) or Section 3(b), as applicable shall commence on the sixtieth (60th) day after the Executive’s Termination Date provided that the release of claims
described above is effective on such date. If the release of claims is not effective on the sixtieth (60th) day after the Termination Date no severance benefits will be payable. Executive’s rights to the severance under Section 3(a) or Section 3(b) shall constitute the sole remedy of the
Executive in the event of termination of the Executive’s employment. For purposes of this Agreement the Executive’s termination of employment shall mean his “separation from service” within the meaning of Treasury Regulation
Section 1.409A-1(h).” 
 The Agreement is affirmed, ratified and continued as amended hereby. 

IN WITNESS WHEREOF, the parties hereto have signed their names as of the day and year first written above. 

 

							
	 MODUSLINK CORPORATION
	 		 	EXECUTIVE
				
	 By:
	 	         /s/ Peter L. Gray
	 		 	 /s/ William R. McLennan

		 	      Peter L. Gray	 		 	William R. McLennan
	 Its:
	 	Executive Vice President and General Counsel	 		 	
			
	 MODUSLINK GLOBAL SOLUTIONS, INC.
	 		 	
				
	 By:
	 	         /s/ Peter L. Gray
	 		 	
		 	      Peter L. Gray	 		 	
	 Its:
	 	Executive Vice President and General CounselForm of Notice to Executive Officers Re: 2011 Annual Incentive Plan

 Exhibit 10.1 
 Analogic Corporation 
 Annual Incentive Plan for Fiscal Year 2011

  

									
	  

Employee:
	 	 	 	 	 	  

Supervisor:
	 	 
	Title:	 		 		 	Business Unit:	 	        Corporate
	 Plan Year:        8/1/10 -
7/31/11
  
	 	 	 	 Target Level (% of salary):

 

 Congratulations! Analogic Corporation (the “Company”)
has selected you to participate in its Annual Incentive Plan (the “Plan”) for fiscal year 2011. A summary of the terms of the Plan, as it applies to you, is shown below*: 

 

	1.	Eligibility to Earn an Award 

 You will be eligible to earn an award under the Plan if all of the following conditions apply: 
  

	 	(a)	Analogic achieves at least 50% of its Non-GAAP Earnings per Share (EPS) budget for fiscal year 2011; 

 

	 	(b)	you are an employee of the Company on the date of the payment of the award,** or your employment is terminated involuntarily on or after February 1, 2011
and you are eligible for Severance Benefits. 

  

	2.	Performance Factors (see attachment) 

 The Target Level for your award is listed above. Your actual award may be greater or less than the Target Level, depending on the Company’s performance for the Plan year. If you are eligible to
receive an award, your final award amount will be determined based upon the following performance factors: 
  

	 	(a)	Analogic Non-GAAP EPS - 70% of your award shall be determined by Analogic’s year-end results for Non-GAAP EPS relative to budget for fiscal year 2011.

  

	 	(b)	Analogic Revenue - 30% of your award shall be determined by Analogic’s year-end results for Revenue relative to budget for fiscal year 2011.

  

	3.	Determining Your Award 

  

	 	(a)	Your award will be equal to your Target Level multiplied by your Eligible Base Earnings, adjusted for the actual performance measures relative to budget attained for
2011. “Eligible Base Earnings” means total base salary payments (including vacation, sick, and holiday pay) made through Company payroll for the Plan year. Payments made to employees during approved medical leaves of absence are excluded.

  

	 	(b)	Actual awards will range from 0 to two (2) times the Target Level for the performance factors. For Corporate VP’s and General Managers, amounts in excess of
the Target Level will be paid 50% in cash and 50% in stock. 

  

	 	(c)	If you are not eligible for an award for the entire 2011 fiscal year or if your Target Level changes during the Plan year, your award will be prorated based on the
number of months that you were eligible to receive the award. 

 This document is not an employment agreement, and terms of
employment are unaffected because of this document. The Company reserves the right to adjust awards up or down in its discretion based on exceptional circumstances. If Analogic Non-GAAP EPS is less than 50% of budget, no awards will be earned under
this Plan. 
 My signature represents my receipt of the terms and understanding of this plan. 

 

							
	 Name
	 		 	 Date
	 	

  

	*	For more information concerning the Plan, please contact the Human Resources Department. 

	**	Because payment of an award under the Plan is determined in part upon the Company’s performance during the 2011 Fiscal Year, the payment date of any award will be
after the completion of fiscal year 2011, as determined in the sole discretion of the Company’s Compensation Committee. 

 Analogic Corporation 

Annual Incentive Plan for Fiscal Year 2011 
  

					
	Target Level (% of Salary):	  		  	Annual Salary as of :
			
		  		  	Target Bonus as of :
	 Performance Factors
	  		  	
			
	 Analogic Non-GAAP EPS:
	  	70% of award	  	Target Amount as of :
			
	 Analogic Revenue:
	  	30% of award	  	Target Amount as of :

 If you are eligible to receive an
award under the Plan, the following charts describe how the amount of your award will be determined based upon the Company’s financial performance. 
  

	a.	Analogic Non-GAAP Earnings per Share vs. Fiscal Year 2011 Budget 

  

																	
	 % of Budget
	  	< 80% of
Budget	 	  	80% of
Budget	 	  	100% of
Budget	 	  	123% of
Budget	 
					
	 % of Target
	  	 	0%  	  	  	 	25%  	  	  	 	100%  	  	  	 	200%  	  
					
	 Award Amount
	  				  				  				  			

 Revenue vs. Fiscal Year 2011 Budget 

 

																	
	 % of Budget
	  	< 96% of
Budget	 	  	96% of
Budget	 	  	100% of
Budget	 	  	105% of
Budget	 
					
	 % of Target
	  	 	0%  	  	  	 	25%  	  	  	 	100%  	  	  	 	200%  	  
					
	 Award Amount
	  				  				  				  			

  

	•	 	 Amounts earned in excess of the year-end Target Bonus will be paid 50% in cash and 50% in stock. 

 

	•	 	 Intermediate results on above financial measures will be interpolated. 

 

	•	 	 If Analogic Non-GAAP EPS is <50% of budget, no awards will be earned under the plan 

 

	•	 	 Your target bonus, and all variations thereof, are based on a full fiscal year in your current position and will be prorated to reflect the actual
amount of time you are in your current role during fiscal 2011. See Section 3(c) of this document.

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