Document:

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                                                                   Exhibit 10.39

                  SUMMARY OF NON-EMPLOYEE DIRECTOR COMPENSATION

                        Quinton Cardiology Systems, Inc.
                       Non-Employee Director Compensation

2004  COMPENSATION:

Board Meeting Fee                       =     $1,250
Committee Meeting Fee                   =     $500 Additional
Committee Chair                         =     $750 Additional ($1,250 total)

Telephonic Meetings = 60% of Regular Meeting Fees

Initial Stock Option Grant (Upon appointment)       = 10,000 shares
Additional Annual Stock Option Grants               =   5,000 shares
Special One-Time Stock Option Grant in 2004         =  10,000 shares

2005 COMPENSATION:

The cash compensation amounts to be received by non-employee directors will
increase by 10% effective March 1, 2005.

                                     1 of 1<PAGE>

                                                                   EXHIBIT 10.40

May 27, 2004 (as amended March 14, 2005)

Mr. Darryl Lustig, Vice President, Primary Care
Quinton Cardiology, Inc.
3 South Liberty Drive
South Barrington, IL 60010

Dear Darryl,

The purpose of this letter is to document our previous discussions on the FY
2004 sales bonus plan. The sales bonus is in addition to your participation in
the 2004 Management Incentive Program (enclosed).

Your 2004 sales bonus will be based on the recorded revenues of the Burdick
products for the year-ending December 31, 2004. Your 2004 sales target has been
established by the Company's CEO. You must achieve 90% of your sales revenue
target to be eligible for a bonus.

As the following table indicates, at 90% of your sales target you will be
eligible for a bonus of 10% of your base salary. At between 91% and 100% of your
sales target your bonus percentage will increase from 10% by an additional 2%
for each additional 1% of achievement. If greater than 100% of your sales target
is achieved, your bonus percentage will increase from 30% by 1% for each 1% by
which your sales target is exceeded.

<TABLE>
<CAPTION>
2004               % to                            Base +
                   2004
                  Sales
Base Salary       Target   Sales Bonus  % Base     Bonus
<S>               <C>      <C>          <C>       <C>
168,015             90%      $16,802     10%      $184,817
                    91%       20,162     12%       188,177
                    92%       23,522     14%       191,537
                    93%       26,882     16%       194,897
                    94%       30,243     18%       198,258
                    95%       33,603     20%       201,618
                    96%       36,963     22%       204,978
                    97%       40,324     24%       208,339
                    98%       43,684     26%       211,699
                    99%       47,044     28%       215,059
                   100%       50,405     30%       218,420
                   101+                  +1% for each 1% over 100%
</TABLE>

Your sales bonus, if any, will be paid no later than 30-days following the
conclusion of the audit of the financial statements for the year ending December
31, 2004 and their filing with the SEC. The audited financial statements will be
used to assure the reasonableness of the revenue amount used in computing your
bonus. If the audit and filing with the SEC is not completed by March 31, 2005,
the incentive, if any, will be paid during the following month in conjunction
with normal payroll practices.

Separation of employment, by resignation or termination, prior to March 31, 2005
will result in forfeiture of the bonus payment.

Two copies of this letter are provided; please sign as acceptance and return one
copy to Lynda Melugin, Director, Human Resources, and retain the other copy for
your personal files.

/s/ John R. Hinson                              /s/ Darryl Lustig
-----------------------------                   -----------------
John Hinson                                     Darryl Lustig
President and CEO                               Vice President, Primary Care<PAGE>

                                                                   EXHIBIT 10.41

May 28, 2004 (as amended March 14, 2005)

Mr. Allan Criss, Vice President, Acute Care
Quinton Cardiology, Inc.
3303 Monte Villa Parkway
Bothell, WA 98021

Dear Allan,

The purpose of this letter is to document our previous discussions on the FY
2004 sales bonus plan. The sales bonus is in addition to your participation in
the 2004 Management Incentive Program (enclosed).

Your 2004 sales bonus will be based on the recorded revenues of the Quinton
products for the year-ending December 31, 2004. Your 2004 sales target has been
established by the Company's CEO. You must achieve 90% of your sales revenue
target to be eligible for a bonus.

As the following table indicates, at 90% of your sales target you will be
eligible for a bonus of 10% of your base salary. At between 91% and 100% of your
sales target your bonus percentage will increase from 10% by an additional 2%
for each additional 1% of achievement. If greater than 100% of your sales target
is achieved, your bonus percentage will increase from 30% by 1% for each 1% by
which your sales target is exceeded.

<TABLE>
<CAPTION>
    2004      % to 2004                                      Base +
Base Salary  Sales Target    Sales Bonus  % Base        Sales Bonus
<S>          <C>             <C>          <C>           <C>
   $170,000      90%            17,000     10%              187,000
                 91%            20,400     12%              190,400
                 92%            23,800     14%              193,800
                 93%            27,200     16%              197,200
                 94%            30,600     18%              200,600
                 95%            34,000     20%              204,000
                 96%            37,400     22%              207,400
                 97%            40,800     24%              210,800
                 98%            44,200     26%              214,200
                 99%            47,600     28%              217,600
                100%            51,000     30%              221,000
                101+                       +1% for each 1% over 100%
</TABLE>

Your sales bonus, if any, will be paid no later than 30-days following the
conclusion of the audit of the financial statements for the year ending December
31, 2004 and their filing with the SEC. The audited financial statements will be
used to assure the reasonableness of the revenue amount used in computing your
bonus. If the audit and filing with the SEC is not completed by March 31, 2005,
the incentive, if any, will be paid during the following month in conjunction
with normal payroll practices.

Separation of employment, by resignation or termination, prior to March 31, 2005
will result in forfeiture of the bonus payment.

Two copies of this letter are provided; please sign as acceptance and return one
copy to Lynda Melugin, Director, Human Resources, and retain the other copy for
your personal files.

/s/ John R. Hinson                                   /s/ Allan Criss
------------------------                             ---------------
John Hinson                                          Allan Criss
President and CEO                                    Vice President, Acute Care<PAGE>

                                                                   EXHIBIT 10.42

                              SALES INCENTIVE PLAN
                                      2005
                          VICE PRESIDENT, PRIMARY CARE

The 2005 sales bonus will be based on the recorded revenues of the Quinton
products for the year-ending December 31, 2005. The 2005 sales target has been
established by the Company's CEO. 90% of the sales revenue target must be
achieved to be eligible for a bonus.

As the following table indicates, at 90% of the sales target you will be
eligible for a bonus of 10% of your base salary. At between 91% and 100% of the
sales target the bonus percentage will increase from 10% by an additional 2% for
each additional 1% of achievement. If greater than 100% of the sales target is
achieved, the bonus percentage will increase from 30% by 1% for each 1% by which
the sales target is exceeded.

<TABLE>
<CAPTION>
    2005        % to
             2005 Sales
Base Salary    Target              Bonus
-----------                        -----
<S>          <C>              <C>
    TBD          90%          10% of Base Salary
                 91%          12% of Base Salary
                 92%          14% of Base Salary
                 93%          16% of Base Salary
                 94%          18% of Base Salary
                 95%          20% of Base Salary
                 96%          22% of Base Salary
                 97%          24% of Base Salary
                 98%          26% of Base Salary
                 99%          28% of Base Salary
                100%          30% of Base Salary
                101+%       +1% for each 1% over 100%
</TABLE>

The sales bonus, if any, will be paid no later than 30-days following the
conclusion of the audit of the financial statements for the year ending December
31, 2005 and their filing with the SEC. The audited financial statements will be
used to assure the reasonableness of the revenue amount used in computing the
bonus. If the audit and filing with the SEC is not completed by March 31, 2005,
the incentive, if any, will be paid during the following month in conjunction
with the normal payroll practices.

Separation of employment, by resignation or termination, prior to March 31, 2005
will result in the forfeiture of the bonus payment.

Please sign as acceptance and return one copy to Lynda Melugin, Director, Human
Resources, and retain the other copy for your personal files.

/s/ John R. Hinson                                  /s/ Darryl Lustig
-------------------------                           -----------------

John Hinson                                         Darryl Lustig
President and CEO                                   Vice President, Primary Care

Quinton Confidential

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