Document:

FY06 Quarterly Bonus Plan

 Exhibit 10.5 
  
 Amended FY06 Quarterly SMI Bonus Plan 
  
 Director, Principal, Staff, Staff Associate, and Associate/Clerical 
 Revised as of December 26, 2006 
  
 Plan Objective 
  
 The Quarterly SMI Bonus Plan (the “Plan”) is designed to reward eligible employees (“Participants”) for their contribution to the Company’s success through the achievement of specific SMI
financial goals in each fiscal quarter during the Company’s fiscal year 2006. 
  
 The Company retains the right to amend, supplement, supersede, or terminate the Plan at any time and for any reason. Exceptions to this policy may exist based upon local laws and regulations. 
  
 Capitalized terms not defined within the text below are
defined in the section of the Plan entitled “Glossary.” 
  
 Plan
Year/Performance Periods 
  
 The Plan year is the Company’s fiscal
year 2006. The performance periods are each of the Company’s four fiscal quarters during that fiscal year. 
  
 Eligibility 
  
 To be eligible, participants must be in a Plan-eligible position as of: 
  

	•	 	September 1st, 2005 to participate in the
FY06 Q1 Bonus. 

  

	•	 	December 1st, 2005 to participate in the
FY06 Q2 Bonus 

  

	•	 	March 1st, 2006 to participate in the FY06
Q3 Bonus 

  

	•	 	June 1st, 2006 to participate in the FY06Q4
Bonus 

  
 Additionally, participants must also be in a Plan-eligible
position and on Company Payroll through the following dates, reflecting the last day of each fiscal quarter, respectively: 
  

	•	 	September 25th, 2005 to participate in the
FY06 Q1 Bonus 

  

	•	 	December 25th, 2005 to participate in the
FY06 Q2 Bonus 

  

	•	 	March 26th, 2006 to participate in the FY06
Q3 Bonus 

  

	•	 	June 30th, 2006 to participate in the FY06
Q4 Bonus 

  
 In the U.S., only Regular Full-Time Employees and
Regular Eligible Part-Time Employees are eligible to participate in the Plan. Outside the U.S., eligibility is determined by job grade and local legislation. 
  
 Employees at the Director WW Job Level who are eligible for Incentive Bonus Plans are also eligible to participate in the Plan on separate terms as set forth herein.

  
 Outsourced Employees are eligible to
participate in the Plan on separate terms as set forth herein. 
  
 The following
individuals are ineligible for Plan participation (exceptions to this policy may exist outside of the U.S. based upon local laws and regulations) : 
  

	•	 	Ineligible Part-Time Employees (as defined in the Glossary) 

  

	•	 	Service Providers. 

  

	•	 	Ineligible Outsourced Employees (as defined in the Glossary) 

  

	•	 	Employees at the Principal WW Job Level and below who are eligible for Incentive Bonus Plans. 

  

	•	 	Employees who are eligible for any other plan that serves as a substitute for, or replacement of, the Plan, as determined the Company, in its sole discretion.

  

					
	 	 	Page 1 of 9	 	December 23, 2005

 Amended FY06 Quarterly SMI Bonus Plan 
  
 Director, Principal, Staff, Staff Associate, and Associate/Clerical 
 Revised as of December 26, 2006 
  

	•	 	Legacy StorageTek and SeeBeyond Employees are not eligible to participate in the Plan with respect to FY06 Q1 and Q2 Bonuses. These employees, when in Plan-eligible positions, will
be eligible to participate in the Plan with respect to FY06 Q3 and Q4 Bonuses; however, such participation will be on separate terms, as set forth herein. 

  

	•	 	Employees who received a “3” rating for the Company’s fiscal year 2005 are not eligible to participate in the Plan with respect to FY06 Q1- Q3 Bonuses. Employees who
receive a “3” rating for the Company’s fiscal year 2006 are not eligible to participate in the Plan with respect to the FY06 Q4 Bonus. 

  

	•	 	Non- U.S employees at the Staff level (WW Job Level “E”) and below. 

  

Bonus Target Percentage 
  
 A Participant’s bonus target percentage under the Plan (“Bonus Target Percentage”) is determined based upon his or her WW Job Level and location:

  

							
	 Location

	 	 WW Job Level

	 	 U.S. Salary Grade

	 	 Bonus Target
 Percentages

	 Worldwide
	 	Director – Non-IB	 	E13 – E15	 	25%
	 	Director – IB	 	E00	 	15%
				
	 U.S
	 	Principal – Non-IB	 	E/Z-10 to12	 	15%
				
	 Outside of U.S
	 	Principal – Non-IB	 	E/Z-10 to 12	 	12%
				
	 U.S Only
 (defined as employees paid
 on U.S Payroll)
	 	Staff – Non-IB	 	E/S/Z-7 to 9	 	8%
	 	Staff Associate – Non-IB	 	E/S/Z-4 to 6	 	8%
	 	Associate/Clerical – Non-IB	 	E/S/Z-1-3 and N	 	3%

  
 The Participant’s Bonus Target
Percentage is divided between the four quarters as follows: Q1: 10%; Q2: 25%; Q3: 25%; Q4: 40%, which results in quarterly bonus target percentages (“Quarterly Bonus Target Percentages”), as provided in the table below: 
  

													
	 WWJob Level

	 	 WW Job level

	 	 Annual
Bonus Target
 Percentage

	 	 FY06Q1
 Bonus Target
 Percentage

	 	 FY06Q2
Bonus Target
 Percentage

	 	 FY06Q3
Bonus Target
 Percentage

	 	 FY06Q4
Bonus Target
 Percentage

	 Director
	 	C	 	25%	 	2.5%	 	6.25%	 	6.25%	 	10%
	 Director- IB
	 	C	 	15%	 	1.5%	 	3.75%	 	3.75%	 	6%
	 Principal (U.S)
	 	D	 	15%	 	1.5%	 	3.75%	 	3.75%	 	6%
	 Principal (Non U.S.)
	 	D	 	12%	 	1.2%	 	3.00%	 	3.00%	 	4.80%
	 Staff (U.S.)
	 	E	 	8%	 	0.8%	 	2.00%	 	2.00%	 	3.20%
	 Staff Associate (U.S)
	 	F	 	8%	 	0.8%	 	2.00%	 	2.00%	 	3.20%
	 Associate/ Clerical (U.S)
	 	G/H	 	3%	 	0.3%	 	0.75%	 	0.755	 	1.20%

  
 Company Performance Measures

  
 The Plan is based on Company
performance against the following measures (the “Company Performance Measures”): 
  
 1. FY06 Q1- quarterly Operating Income; 
  

					
	 	 	Page 2 of 9	 	December 23, 2005

 Amended FY06 Quarterly SMI Bonus Plan 
  
 Director, Principal, Staff, Staff Associate, and Associate/Clerical 
 Revised as of December 26, 2006 
  
 2. FY06 Q2 - quarterly Operating Income; 
  
 3. FY06 Q3 – quarterly Operating Income; and 
  
 4. FY06 Q4- quarterly Operating Income, annual Free Cash Flow and annual Revenue. 
  
 For FY06 Q4, quarterly Operating Income, annual Free Cash Flow, and annual Revenue are
relatively weighted as follows: 50%, 25% and 25%. 
  
 Operating
Income: For purposes of calculating the bonus accrual under the Plan, “Operating Income” is defined as Operating Income, calculated on a GAAP basis, adjusted to exclude the impact of the following: 
  

	 	•	 	Restructuring charges 

  

	 	•	 	In process R & D charges 

  

	 	•	 	Intangible impairment charges 

  

	 	•	 	Stock Compensation Expense 

  
 In addition, any significant one-time event in excess of $20 million (income or expense) may be included or excluded at the discretion of the Leadership Development and Compensation Committee of the Board of Directors
(the “LDCC”) . Significant changes to operations may result in changes to the Plan at LDCC discretion. 
  
 Free Cash Flow: For purposes of calculating the bonus accrual under the Plan, “Free Cash Flow” is defined as Cash Flow from Operations, calculated
on a GAAP basis, less expenditures on Capital and Spares , adjusted for cash flow associated with: 
  

	 	•	 	Restructuring Activity 

  

	 	•	 	Real Estate Transactions 

  
 In addition, the cash flows related to any significant one-time event in excess of $20 million (positive or negative) may be included or excluded at the discretion of the LDCC. Significant changes to operations may
result in changes to the Plan at LDCC discretion. 
  
 Revenue: “Revenue” is defined as net revenue as reported in the Company’s consolidated operations analysis. 
  
 Bonus Plan Funding Percentage 
  
 The Company uses a schedule (the “Quarterly Bonus Funding Schedule”), which provides percentages based upon the Company’s actual performance against the
Company’s goal(s) with respect to the Company Performance Measures for each quarter. The Bonus Plan Funding Percentage is determined for each fiscal quarter as follows: 
  
 1. With respect to FY06 Q1-Q3 : By referring to the Quarterly Bonus Funding Schedule, which provides a percentage based on the
Company’s actual performance against its goal with respect to quarterly Operating Income. 
  
 2. With respect to FY06 Q4 for Participants other than Legacy StorageTek and SeeBeyond Employees and new hires in FY06 Q3 and Q4: By referral to the Quarterly Bonus Funding Schedule, which provides percentages based
on the Company’s actual performance against its goals with respect to quarterly Operating Income, annual Free Cash Flow and annual Revenue and then relatively weighting these percentages as described above under the heading “Company
Performance Measures.” With respect to each fiscal quarter, this percentage is referred to as the “Bonus Plan Funding Percentage”. 
  

					
	 	 	Page 3 of 9	 	December 23, 2005

 Amended FY06 Quarterly SMI Bonus Plan 
  
 Director, Principal, Staff, Staff Associate, and Associate/Clerical 
 Revised as of December 26, 2006 
  
 3. With respect to FY06 Q4 for Participants who are Legacy StorageTek and SeeBeyond Employees or new hires in FY06 Q3 or Q4: By referral to the Quarterly Bonus Funding
Schedule, which provides percentages based on the Company’s actual performance against its goals with respect to quarterly Operating Income (“Operating Income Percentage”), annual Free Cash Flow (“Free Cash Flow Percentage”)
and annual Revenue (“Revenue Percentage”) 
  
 Individual
Performance 
  
 A percentage will be applied to a Participant’s FY06
Q4 bonus calculation ranging from 0%-200% based upon the Participant’s annual performance (the “Individual Performance Percentage”). 
  
 Eligible Wages 
  
 For Participants who are classified by the Company as exempt or salaried non-exempt, Quarterly Eligible Wages are generally calculated by dividing the
number of calendar days of a Participant’s active employment by the Company in a fiscal quarter by the number of calendar days in that quarter and multiplying the resulting percentage by the Participant’s annual base salary on the last day
of that fiscal quarter. For Participants who are paid hourly, in lieu of the annual base salary figure, an annual wage figure (the “annual wage”) is determined for purposes of this calculation based upon the Participant’s hourly rate
and the schedule of hours worked. For U.S. non-exempt and non-exempt salaried Participants, the annual salary or annual wage figure includes overtime pay (e.g. Shift-differential, Standby/Call-out pay) earned during the Plan year. 
  
 An exception applies in determination of eligible wages for FY06 Q4 with
regard to Participants hired by the Company on or after the start of FY06 Q3 and for Legacy StorageTek and SeeBeyond Employees who otherwise meet eligibility criteria on or after the start of FY06 Q3. For this population, two eligible wages are
calculated: (1) Quarterly Eligible Wages; and ( 2) annual eligible wages, which are calculated by dividing the number of days the Participant is in the Company eligible position in FY06 Q3 and Q4 by the number of calendar days in the fiscal
year and multiplying the resulting percentage by the Participant’s annual base salary on the last day of that quarter (or annual wage, as applicable) (“Annual Eligible Wages”). 
  
 Quarterly Eligible Wages and Annual Eligible Wages for all Participants
exclude relocation allowances, expense reimbursements, tuition reimbursement, car/transportation allowances, expatriate allowances, long-term disability payments, retention bonuses or other retention premium payments, as well as other commissions
and bonuses paid during the Plan year. Quarterly Eligible Wages and Annual Eligible Wages are calculated at On-Target Earnings for SMI bonus plan participants who are on Incentive Bonus Plans. For countries outside of the U.S., the eligible wage
calculation(s) are subject to local regulations and practices. 
  
 The Company reserves the right to pro-rate Plan bonus amounts, in the manner it deems appropriate, based upon any material change (as determined by the Company) in the Participant’s position or annual compensation. In the event the
Participant experiences a Status Change during a fiscal quarter, the Company reserves the right to pro-rate a Participant’s Eligible Wages, as determined in its sole discretion. The methods for determining Quarterly Eligible Wages and Annual
Eligible Wages in the most common Status Change situations will use the above formulas, as modified below: 
  
 For Participants who move from one target award level to another, the Company will utilize separate calculations for each level, using the last annual
base salary (or annual wage, as applicable) for each applicable level. 
  
 For Participants who retire, become disabled, or die during a quarter within the fiscal year (who may receive a prorated bonus for that quarter, at the Company’s discretion) the Company will utilize their last annual base salary (or
annual wage, as applicable) of record in the eligible position. 
  

					
	 	 	Page 4 of 9	 	December 23, 2005

 Amended FY06 Quarterly SMI Bonus Plan 
  
 Director, Principal, Staff, Staff Associate, and Associate/Clerical 
 Revised as of December 26, 2006 
  
 For a Participant on a paid leave of absence during any quarter of the Plan year, the Company will utilize the the last annual base salary (or annual
wage, as applicable) of record for the time the Participant was both actively working and designated on a paid leave status and shall consider the period the Participant is designated as active and the period the Participant is designated as on
“Paid Leave” for purposes of determining the “active” days in the quarter . “Paid leave status” will not include any period of time in which the Participant receives earnings from short-term and/or long-term disability
except, as required by law. 
  
 For Outsourced Employees, the
Company will utilize the last annual base salary (or annual wage, as applicable) of record in the Plan-eligible position at the Company and the number of days in the Plan-eligible position during the relevant period. In order to be eligible, those
employees must have been employed by the Company in a Plan- eligible position during the quarter in which they transfer. Exceptions to this policy may exist outside of the U.S. based upon local laws and regulations. 
  
 For Participants who change from a Plan-ineligible position to a
Plan-eligible position (or vice versa), the Company will utilize the last annual base salary (or annual wage, as applicable) in the Plan-eligible position and consider the number of days the Participant is in the Plan-eligible position. 

 
 For Participants who experience a change in scheduled hours of work per
week, the Company will utilize separate calculations for each Plan-eligible work schedule, using the last annual base salary (or annual wage, as applicable) for each Plan-eligible work schedule within the fiscal quarter and considering the number of
days the Participant is in each Plan-eligible position. 
  
 Bonus
Calculation 
  
 FY06 Q1-Q3 – All Participants 
  
 A Participant’s quarterly bonus payment for FY06 Q1-Q3
will be calculated as follows: 
  

	
	    Quarterly Bonus Target Percentage

	 x Bonus Plan Funding Percentage

	 x Quarterly Eligible Wages

	 = Actual Quarterly Bonus Payment*

  
 Example: In FY06 Q2, if
the Company achieves 100% of its Operating Income goal, the actual quarterly bonus payment of a Staff Associate who is irregular Full-Time Employee with Quarterly Eligible Wages of $50,000 will be calculated as follows: 
  

							
	 Quarterly Bonus Target Percentage
	  	 	  	 	2	%
	 Bonus Plan Funding Percentage
	  	X	  	 	100	%
	 Quarterly Eligible Wages
	  	X	  	$	50,000	 
	 Actual Quarterly Bonus Payment for FY06 Q2*
	  	 	  	$	1,000	 

  
 FY06 Q4 – All Participants
Except Legacy StorageTek and SeeBeyond Employees and New Hires in FY06 Q3 and Q4 
  
 A Participant’s (other than a Participant who is a Legacy StorageTek or SeeBeyond Employee or a new hire during FY06 Q3 or Q4) quarterly bonus payment for FY06 Q4 will be calculated as follows: 
  
    Quarterly Bonus Target Percentage 
 x Bonus Plan Funding Percentage 
 x Individual
Performance Percentage 
 x Quarterly Eligible Wages 
 = Actual Quarterly Bonus Payment* 
  

					
	 	 	Page 5 of 9	 	December 23, 2005

 Amended FY06 Quarterly SMI Bonus Plan 
  
 Director, Principal, Staff, Staff Associate, and Associate/Clerical 
 Revised as of December 26, 2006 
  
 Example: In FY06 Q4, if the Company achieves 100% of its quarterly Operating Income goal, 70% of its annual Free Cash Flow goal, and 90% of its annual
Revenue goal, the actual quarterly bonus payment of a Staff Associate who is a Regular Full-Time Employee with Quarterly Eligible Wages of $50,000 and an Individual Performance Percentage of 125% will be calculated as follows: 
  
 Step One – Determine Bonus Plan Funding Percentage: 
  

							
	 Company Actual Performance for FY06 Q4

	  	 Percentage from
 Schedule

	 	 	Relative Weighting

	 
	 Quarterly Operating Income – 100%
	  	100	%	 	50	%
	 Annual Free Cash Flow – 70%
	  	70	%	 	25	%
	 Annual Revenue – 90%
	  	90	%	 	25	%
	 Bonus Plan Funding Percentage
	  	 	 	 	90	%

  
 Step Two –
Determine actual quarterly bonus payment: 
  

							
	 Quarterly Bonus Target Percentage
	  	 	  	 	3.20	%
	 Bonus Plan Funding Percentage
	  	X	  	 	90	%
	 Individual Performance Percentage
	  	X	  	 	125	%
	 Quarterly Eligible Wages
	  	X	  	$	50,000	 
	 Actual Quarterly Bonus Payment for FY06 Q4*
	  	 	  	$	1,800	 

  
 FY06 Q4 – Legacy StorageTek
and SeeBeyond Employees and New Hires in FY06 Q3 and Q4 
  
 The quarterly
bonus payment for FY06 Q4 of a Participant who is a Legacy StorageTek or SeeBeyond Employee or a new hire in FY06 Q3 or Q4, with the same assumptions used in the prior example above (with regard to financial performances on key measures and
individual performance Percentage), would be determined as follows: 
  
 Step One – Determine Annual Eligible Wages 
  

							
	 Salary on Last Day of FY06 Q4
	  	 	  	$	50,000	 
	 Number of days in eligible position in FY06 Q3 and Q4 divided by the number of days in fiscal year
	  	X	  	 	40	%
	 Annual Eligible Wages
	  	 	  	$	20,000	 

  

					
	 	 	Page 6 of 9	 	December 23, 2005

 Amended FY06 Quarterly SMI Bonus Plan 
  
 Director, Principal, Staff, Staff Associate, and Associate/Clerical 
 Revised as of December 26, 2006 
  
 Step Two – Determine Operating Income Factor (Using Quarterly Eligible Wages): 
  

							
	 Quarterly Eligible Wages
	  	 	  	$	50,000	 
	 Operating Income Percentage
 (With 50% Weighting: 100% x 0.50= 50%)
	  	X	  	 	50	%
	 Quarterly Bonus Target
	  	X	  	 	3.2	%
	 Operating Income Factor
	  	 	  	$	1,600	 

  
 Step Three –
Determine Free Cash Flow Factor (Using Annual Eligible Wages): 
  

							
	 Annual Eligible Wages
	  	 	  	$	20,000	 
	 Free Cash Flow Percentage
 (With 25% Weighting: 70% x 0.25= 17.5%)
	  	X	  	 	17.5	%
	 Quarterly Bonus Target
	  	X	  	 	3.2	%
	 Free Cash Flow Factor
	  	 	  	$	112	 

  
 Step Four –
Determine Revenue Factor (Using Annual Eligible Wages): 
  

							
	 Annual Eligible Wages
	  	 	  	$	20,000	 
	 Revenue Percentage
 (With 25% Weighting: 90% x 0.25= 22.5% )
	  	X	  	 	22.5	%
	 Quarterly Bonus Target
	  	X	  	 	3.2	%
	 Revenue Factor
	  	 	  	$	576	 

  
 Step Five –
Determine Company Performance Factor 
  

						
	 Operating Income Factor
	  	 	  	$	800   
	 Free Cash Flow Factor
	  	+  	  	$	112   
	 Revenue Factor
	  	+  	  	$	144   
	 Company Performance Factor
	  	 	  	$	  1,056   

  
 Step Six –
Determine FY06 Q4 Bonus: 
  

							
	 Company Performance Factor
	  	 	  	$	1,056	 
	 Individual Performance Percentage
	  	X	  	 	125	%
	 Actual Quarterly Bonus Payment for FY06 Q4*
	  	 	  	$	  1,320	 

	*	Before applicable taxes and other withholdings, if any. 

  
 Bonus Payment 
  
 In the U.S., bonus awards are taxable income, and will generally be paid within 2 and half months after the close of each fiscal quarter. Bonuses are paid in accordance with local payroll schedules in countries
outside the U.S and subject to local and regional tax provisions. 
  

					
	 	 	Page 7 of 9	 	December 23, 2005

 Amended FY06 Quarterly SMI Bonus Plan 
  
 Director, Principal, Staff, Staff Associate, and Associate/Clerical 
 Revised as of December 26, 2006 
  
 Communication of Results 
  
 With respect to any particular fiscal quarter during fiscal year 2006, results will be communicated as soon as possible after the Company’s quarterly financial
results are publicly announced. 
  
 General Provisions and Plan Governance

  
 The Company is the Plan Administrator. The Company shall make such
rules, regulations, interpretations and computations and shall take such other action to administer the Plan as it may deem appropriate. The Board of Directors and Management have the discretion to include or exclude any non-operating items for
funding purposes. The establishment of the Plan shall not confer any legal rights upon any employee or other person for a continuation of employment, nor shall it interfere with the rights of the Company to discharge any employee and to treat him or
her without regard to the effect which that treatment might have upon him or her as a participant in the Plan. This Plan shall be construed, administered and enforced by the Company, in its sole discretion. The laws of the State of California will
govern any legal dispute involving the Plan. The Company may at any time alter, amend or terminate the Plan. 
  
 Glossary of Terms 
  
 Business
Process Outsourcing: an SMI-wide initiative, as determined by GBS in its sole discretion, which identifies and implements alternative resourcing strategies that will help the Company’s efforts to develop a flexible, highly scalable
workforce that takes advantage of the best available talent worldwide. 
  
 Company: The Company and its subsidiaries. 
  
 Global Business Services (GBS): The organization that develops and implements an SMI global resourcing strategy and a model aimed at increasing workforce effectiveness and scalability, and improving overall competitiveness by making
cost improvements and taking advantage of the best talent and skills worldwide. 
  
 Incentive Bonus Plan: A variable sales compensation plan in the form of a bonus based on the achievement of financial metrics such as revenue or contribution, or other performance measures. 
  
 Ineligible Outsourced Employees: Employees who are hired by an Outsourcing Service
Provider to do work which is not part of a Business Process Outsourcing and employees whose jobs are outsourced but do not transition to the Outsourcing Service Provider. 
  
 Ineligible Part-time Employee: A regular employee, as internally designated by the Company in its sole discretion, who is paid
directly through the Company’s payroll who is scheduled to work fewer than 20 hours per week. If the Company has not classified an individual as an employee on the date his or her service with the Company is terminated and, for that reason, has
not withheld employment taxes with respect that individual, and the individual is later determined retroactively to have been a common-law employee of the Company, whether by the Company, a governmental agency or a court, the individual will
nevertheless be ineligible to receive Plan benefits. 
  
 Legacy StorageTek or
SeeBeyond Employee: A former StorageTek or SeeBeyond employee who was hired by the Company as a result of the 2005 acquisitions of StorageTek or SeeBeyond, respectively. 
  
 On-Target Earnings: For employees on an Incentive Bonus Plan, the sum of the annual base salary and the target annual incentive
bonus. 
  

					
	 	 	Page 8 of 9	 	December 23, 2005

 Amended FY06 Quarterly SMI Bonus Plan 
  
 Director, Principal, Staff, Staff Associate, and Associate/Clerical 
 Revised as of December 26, 2006 
  
 Outsourced Employees: Regular Full-Time Employees and Regular Eligible Part-Time Employees who, during a fiscal quarter, transition to an Outsourcing Service
Provider in order to provide services as part of a Business Process Outsourcing, as determined by GBS in its sole discretion. 
  
 Outsourcing Service Provider: The third party vendor with whom the Company has contracted for the Business Process Outsourcing. 
  
 Regular Eligible Part-Time Employee: A regular employee, as designated by the Company
in its sole discretion, who is paid directly through the Company’s payroll and who is scheduled to work 20 hours or more but less than 40 hours per week and is not an intern, visiting professor, vendor, consultant, partner, or contractor.

  
 Regular Full-time Employee: A regular employee, as internally
designated by the Company in its sole discretion, who is paid directly through the Company’s payroll who is scheduled to work 40 hours per week and is not an intern, visiting professor, vendor, consultant, partner, or contractor. If the Company
has not classified an individual as an employee on the date his or her service with the Company is terminated and, for that reason, has not withheld employment taxes with respect that individual, and the individual is later determined retroactively
to have been a common-law employee of the Company, whether by the Company, a governmental agency or a court, the individual will nevertheless be ineligible to receive Plan benefits. 
  
 SeeBeyond: SeeBeyond Technology Corporation. 
  
 Service Providers: Temporary workers, contractors, vendors, partners, interns,
visiting professors and all other workers who are not Regular Full-Time Employees or Regular Eligible Part-Time Employees, as determined by the Company, in its sole discretion. 
  
 Status Change: Participants who transition from one Bonus Target Percentage to another during a fiscal quarter, Participants who
experience an unpaid leave of absence, Participants who transition from a Plan-eligible position to a Plan-ineligible position (or vice versa), a change in scheduled hours of work, Outsourced Employees, Participant’s who are hired after the
beginning of a fiscal quarter, a Participant who retires, [becomes disabled] or [who dies] during a fiscal quarter. 
  
 StorageTek: StorageTek Technology Corporation. 
  
 WW Job Level: A universal worldwide global grouping of jobs into broadly defined categories, typically based on the degree of
skill/competency/responsibility required for the position. 
  

					
	 	 	Page 9 of 9	 	December 23, 2005Management Employment Agreement

 Exhibit 10.1 
  
 MANAGEMENT EMPLOYMENT AGREEMENT 
  
 This MANAGEMENT EMPLOYMENT AGREEMENT is made as of December 10, 1999, by and between TROLLEY BARN BREWERY, INC.,
a Tennessee corporation (the “Company”), and H. ALLEN COREY, a resident of Lookout Mountain, Tennessee (the “Employee”). 
  
 WHEREAS, the Company desires to employ the Employee to perform the duties of a President and Chief Executive Officer of the Company and its subsidiaries
as such duties may be designated by the Board of Directors (the “Board”) from time to time; 
  
 WHEREAS, the Employee desires to be employed by the Company to perform such duties upon the following terms and conditions; 
  
 WHEREAS, the Board has heretofore determined that it is in the best interests
of the Company and its shareholders to assure that the Company will have the continued dedication of the Employee, notwithstanding the possibility, threat or occurrence of a Change of Control (as defined below) of the Company; and 
  
 WHEREAS, the Board has determined it is imperative to diminish the inevitable
distraction of the Employee by virtue of the personal uncertainties and risks created by a pending or threatened Change of Control, to encourage the Employee’s full attention and dedication to the Company currently and in the event of any
threatened or pending Change of Control and to provide the Employee with compensation and benefits arrangements upon a Change of Control which ensure that the Compensation and benefits to be paid to the Employee are at least as favorable as those in
effect at the time of the Change of Control and which are competitive with those of other corporations. 
  
 NOW, THEREFORE, in consideration of the mutual covenants herein, the parties agree as follows: 
  
 1. Definitions. For purposes of this Agreement, the following terms
shall have the meanings set forth below: 
  
 a. A
“Change of Control” shall mean the occurrence of one or more of the following: 
  
 (i) acquisition in one or more transactions of forty percent (40%) or more of all of the common stock of the Company, regardless of
class (the “Common Stock”) by any Person, or by two or more Persons acting as a group, other than directly from the Company; 

 (ii) a merger, consolidation, reorganization, recapitalization or similar transaction
involving the securities of the Company upon the consummation of which more than fifty percent (50%) in voting power of the voting securities of the surviving corporation(s) is held by Persons other than former shareholders of the Company; or

  
 (iii) a sale by the Company or any subsidiary
thereof of all or substantially all of its assets. 
  
 b. “Cause” shall mean: 
  
 (i)
dishonesty which is not the result of an inadvertent or innocent mistake of the Employee with respect to the Company or any of its subsidiaries; 
  
 (ii) willful misfeasance or nonfeasance of duty by the Employee intended to injure or having the effect of injuring in some material
fashion the reputation, business or business relationships of the Company or any of its subsidiaries or any of their respective officers, directors or employees; 
  
 (iii) material violation by the Employee of any term of this Agreement if such violation is not remedied or
reasonable steps to effect such remedy are not commenced within thirty (30) days after written notice of such violation and diligently pursued to completion; or 
  
 (iv) conviction of the Employee of a felony or any crime involving moral turpitude which reflects in some
material fashion unfavorably upon the Company or any of its subsidiaries. 
  
 c. “Disability” shall mean the absence of the Employee from the Employee’s duties with the Company on a full-time basis for 180 consecutive days, or 180 days in a 365-day period, as a result of
incapacity due to mental or physical illness which is determined to be total and permanent by a physician selected by the Company or its insurers and acceptable to the Employee or the Employee’s legal representative. 
  
 d. “Termination Date” shall mean: 
  
 (i) if the Employee’s employment is terminated by the
Company for Cause, by the Employee for Good Reason or pursuant to a Termination Following a Change of Control, the date of receipt of a notice of termination or any later date specified therein, as the case may be; 
  
 (ii) if the Employee’s employment is terminated by the
Company other than for Cause or Disability, the Termination Date shall be the date thirty (30) days after the date on which the Company notifies the Employee of such termination; 
  

 2 

 (iii) if the Employee’s employment is terminated by reason of Disability, the
Termination Date shall be thirty (30) days after the Company has notified the Employee of its intention to terminate Employment due to Disability; 
  
 (iv) if the Employee’s employment is terminated by reason of his death, the Termination Date shall be the last day of the month
during which his death occurs; and 
  
 (v) if the
Employee voluntarily terminates his employment, the Termination Date shall be the effective date of such termination as determined in accordance with Section 7, Compensation. 
  
 e. “Termination Following a Change of Control” shall mean a Termination of the Employee without
Cause by the Company in connection with or within one (1) year following a Change of Control or a termination by the Employee for Good Reason of the Employee’s employment with the Company within one year following a Change of Control.

  
 f. “Good Reason” shall mean any of
the following (without the Employee’s express written consent): 
  
 (i) a substantial and material alteration in the nature or status of the Employee’s responsibilities, or the assignment of duties inconsistent with, or a substantial and material alteration in the nature or
status of, the Employee’s responsibilities as in effect immediately prior to a Change of Control; 
  
 (ii) a failure by the Company to continue in effect any employee benefit plan in which the Employee was participating, or the taking of
any action by the Company that would adversely affect the Employee’s participation in, or materially reduce the Employee’s benefits under, any such employee benefit plan, unless such failure or such taking of any action adversely affects
the senior members of corporate management of the Company generally; 
  
 (iii) a relocation of the Company’s principal offices, or the Employee’s relocation to any place other than the principal offices, exceeding a distance of fifty (50) miles from the Company’s
current corporate office located in Chattanooga, Tennessee, except for reasonably required travel by the Employee on the Company’s business; 
  
 (iv) any material breach by the Company of any provision of this Agreement if such material breach has not been cured within thirty
(30) days following written notice of such breach by the Employee to the Company setting forth with reasonable specificity the nature of the breach; or 
  

 3 

 (v) any failure by the Company to obtain the assumption and performance of this Agreement
by any successor (by merger, consolidation or otherwise) or assign of the Company. 
  
 2. Termination Following a Change of Control; Benefits. In the event there is a Termination following a Change of Control, the Agreement shall terminate and the Employee shall be entitled to the following
severance benefits for a period of twenty-four (24) months after the Termination Date: 
  
 a. Continued Base Salary (as defined in Section 7, Compensation) at the rate in effect immediately prior to the Change of Control or
on the Termination Date, whichever is higher, in regular biweekly payments, or the customary practice of the Company if different than biweekly, or if so elected by the Employee, a lump sum payable within sixty (60) days after the
Employee’s election; 
  
 b. Bonus payable in
such amount as would be payable to the Employee had he been employed by the Company for the full fiscal year during which the termination occurred and for the following year. Such bonus shall be paid in the same manner as elected by the Employee in
(a) above; 
  
 c. To the extent not
theretofore paid or provided, the Company shall timely pay or provide to the Employee any other amounts or benefits required to be paid or provided or which the Employee is eligible to receive under any plan, program, policy or practice or contract
or agreement of the Company (including this Agreement) and its affiliated companies (such other amounts and benefits shall be hereinafter referred to as the “Other Benefits”); 
  
 d. If the Employee receives any payments hereunder which are subject to an excise tax imposed under
Section 4999 of the Internal Revenue Code of 1986, as amended, or any similar tax imposed under federal, state or local law (collectively, “Excise Taxes”), the Company shall pay to the Employee (on or before the date which the
Employee is required to pay such Excise Taxes) (i) an additional amount equal to all Excise Taxes then due and payable, and (ii) the amount necessary to defray the Employee’s increased (federal, state and local) income tax liability
arising due to payment of the amount specified in subsections (a), (b) and (c) of this Section 2. For purposes of calculating the amount payable to the Employee under this Section, the federal and state income tax rates used shall be
the highest marginal federal and state rates applicable to ordinary income in the Employee’s state of residence, taking into account any federal income tax deductions or credits available to the Employee for state income taxes. The Company
shall cause its independent auditors to calculate such amount and provide the Employee a copy of such calculation at least ten (10) days prior to the date specified above for payment of such amount; and 
  

 4 

 e. All accrued compensation and unreimbursed expenses through the Termination Date. Such
amounts shall be paid to the Employee in a lump sum in cash within thirty (30) days after the Termination Date. 
  
 The Employee shall be free to accept other employment during such period, and there shall be no offset of any employment compensation earned by the Employee in such other
employment during such period against payments due the Employee hereunder, and there shall be no offset in any compensation received from such other employment against the continued salary set forth above. 
  
 3. Termination Without Cause by Company or for Good Reason by Executive.
The Company may terminate the Employee’s employment without Cause or the Executive may terminate for Good Reason at any time upon thirty (30) days prior written notice. If there is a termination by the Company without Cause (not
involving a Change of Control, death or Disability) or by the Executive for Good Reason, this Agreement shall terminate and the Employee shall be entitled to the severance benefits set forth below: 
  
 a. Continued Base Salary in regular biweekly payments for a
period of twenty-four (24) months after the Termination Date; 
  
 b. Bonus shall be payable at the same time as annual bonus payments to employees who served for the full year, but the amount of the bonus payable to the Employee shall be proportionately reduced by multiplying the
full bonus that would have been earned if the Employee had been employed for the full fiscal year times the fraction represented by the number of days Employee was employed by the Company during such fiscal year divided by the total number of days
in such fiscal year; 
  
 c. The Other Benefits
for a period of twenty-four (24) months after the Termination Date shall be substantially equal to those to which the Employee was entitled immediately prior to the Termination Date. During such twenty-four (24) month period, the Employee
shall continue to be an employee of the Company for purposes of participation in the plans which provide the other Benefits, but shall have no further responsibility as an employee and shall not be required or permitted to continue his former
duties; and 
  
 d. All accrued compensation and
unreimbursed expenses through the Termination Date. Such amounts shall be paid to the Employee in a lump sum in cash within thirty (30) days after the Termination Date. 
  
 The Employee shall be free to accept other employment during such period, and there shall be no offset of any employment compensation earned
by the Employee in such other employment during such period against payments due the Employee hereunder, and there shall be no offset in any compensation received from such other employment against the continued salary set forth above. 

 

 5 

 4. Termination in Event of Death; Benefits. If the Employee’s employment is terminated by
reason of the Employee’s death during the Employment Period, this Agreement shall terminate without further obligation to the Employee’s legal representatives under this Agreement other than for payment of all accrued compensation,
unreimbursed expenses and the timely payment or provision of Other Benefits through the Termination Date. Such amounts shall be paid to the Employee’s estate or beneficiary, as applicable, in a lump sum in cash within thirty (30) days
after the Termination Date. With respect to the provision of Other Benefits, the term Other Benefits as used in this Section 4 shall include, without limitation, and the Employee’s estate and/or beneficiaries shall be entitled to receive,
benefits at least equal to the most favorable benefits provided by the Company to the estates and beneficiaries of other executive level employees of the Company under such plans, programs, practices and policies relating to death benefits, if any,
as in effect with respect to other executives and their beneficiaries at any time during the 120-day period immediately preceding the Termination Date. 
  

5. Termination In Event of Disability; Benefits. If the Employee’s employment is terminated by reason of Employee’s Disability during
the Employment Period, this Agreement shall terminate without further obligations to the Employee, other than for payment of all accrued compensation, unreimbursed expenses and the timely payment or provision of Other Benefits. Such amounts shall be
paid to the Employee in a lump sum in cash within thirty (30) days after the Termination Date. With respect to the provision of Other Benefits, the term Other Benefits as used in this Section 5 include, and the Employee shall be entitled
after the Termination Date to receive, disability and other benefits at least equal to the most favorable of those generally provided by the Company to disabled executives and/or their families in accordance with such plans, programs, practices and
policies relating to disability, if any, as in effect generally with respect to other executive level employees and their families at any time during the 120-day period immediately preceding the Termination Date. 
  
 6. Voluntary Termination by Employee and Termination for Cause;
Benefits. The Employee may terminate his employment with the Company by giving notice of his intent and stating an effective date of termination at least sixty (60) days after the date of such notice; provided, however, that the Company may
accelerate such effective date without liability to the Employee. The Company may terminate the Employee’s employment for Cause at any time without notice. Upon such a termination by the Employee or upon termination for Cause by the Company,
this Agreement shall terminate and the Company shall pay to the Employee all accrued compensation, unreimbursed expenses and the Other Benefits through the Termination Date. Such amounts shall be paid to the Employee in a lump sum in cash within
thirty (30) days after the Termination Date. 
  
 7.
Compensation. During the term of this Agreement, the Employee compensation shall be as follows: 
  
 a. The Company shall employ the Employee as its President and Chief Executive Officer (or as an executive officer with duties commensurate
with serving as such an executive 

  

 6 

 
officer of the Company and without altering the level to which such officer reports) at a gross salary of Two Hundred Twenty-five Thousand and No/100 Dollars
($225,000.00) per annum payable in accordance with the customary practices of the Company, plus such salary increases and bonuses as are approved by the Board of Directors or the Compensation Committee of the Board. (References to “Board of
Directors” in this Agreement shall include the Board of Directors or the Compensation Committee of the Board, whichever shall have taken action in the relevant circumstances.) The annual gross salary, excluding all bonus and bonus plan
payments, as in effect from time to time, is referred to as the “Base Salary.” 
  
 b. The Employee shall be eligible for an annual cash bonus based on criteria set by the Board of Directors, in addition to Employee’s
Base Salary. 
  
 The Board of Directors shall
determine the basis for any annual cash bonus for a fiscal year prior to or as soon as reasonably practical after the beginning of such fiscal year. The Employee shall not be entitled to an annual cash bonus with respect to any year in which he was
not employed by the Company for the full fiscal year unless his employment was terminated by the Company without Cause or Employee’s termination was a termination pursuant to Section 2 or 3 hereof. 
  
 c. The Employee shall receive the fringe benefits and such
other benefits as are made available to executive level employees of the Company and such other payments or allowances as the Board of Directors may from time to time make available to the Employee (collectively, the “Fringe Benefits”).
Without prejudice to the Employee’s rights under this Agreement, the Company reserves the right: 
  
 (i) to modify the terms of any benefit plan that is generally made available to executive level employees of the Company and in which the
Employee participates so long as such changes affect all plan participants equally (or in proportion to their respective interests), and 
  
 (ii) to make reasonable changes in the Fringe Benefits at the direction of the Board of Directors, so long as the Fringe Benefits
available to the Employee after giving effect to such change are not materially different from those being provided prior to such change. 
  
 d. The Employee shall receive the use of an automobile owned or leased for such Employee by the Company. All gas, insurance, maintenance
and repairs shall be paid by the Company. 
  
 e.
The Employee shall be given the use of, and the Company shall pay all costs associated with, a cellular telephone. 
  
 f. In addition to any other insurance coverage provided to Company employees, the Employee shall be provided a life insurance policy with
a face amount of no less than $500,000. 
  

 7 

 8. Duties. The Employee shall during the term of his employment hereunder: 
  
 a. devote his normal working time, energies and attention to
the duties of his employment, as they may be established from time to time by the Board of Directors consistent with the position and office or offices occupied by the Employee, on behalf of the Company or any of its subsidiaries; 
  
 b. comply with all reasonable rules, regulations and
administrative directions now or hereafter established by the Company; 
  
 c. be reimbursed by the Company from time to time (but at least monthly) for all reasonable and necessary business expenses incurred by him in the performance of his duties hereunder, provided that the Employee shall
render to the Company such accounts and vouchers covering expenditures as the Company reasonably requires and as are necessary for tax purposes, and shall follow normal Company policy on expenses; and 
  
 d. not engage in any activity or employment which would
reasonably be expected to materially or directly conflict with the present or prospective business interest of the Company. 
  
 9. Term. This Agreement shall be effective as of December 10, 1999 and shall terminate on December 31, 2004, unless terminated earlier as
provided herein; provided, however, that this Agreement shall be automatically renewed for successive one (1) year periods after the initial term unless the Employee or the Company notifies the other in writing on or before September 15 of
each year of his or its determination not to renew this Agreement, in which event this Agreement shall terminate on December 31 of such year. If the Company provides such notice of nonrenewal, the resulting termination shall be considered a
termination without Cause under Section 2 or 3, as applicable. 
  
 10. Confidentiality and Non-Competition. The Employee acknowledges that the Company has trade secrets and confidential information, that as an executive level officer he will have access to all such trade secrets and confidential
information, and that in performing duties for another company he might necessarily use and divulge such trade secrets and confidential information. The Employee agrees that for a one (1) year period following the Termination Date, the Employee
will not, directly or indirectly in any manner, misuse or divulge to any person any confidential information or trade secrets of the Company. 
  

 8 

 The Employee and the Company also recognize that an important part of the Employee’s duties will be
to develop goodwill for the Company through his personal contact with the Company’s customer and suppliers, and that there is a danger that this goodwill, a proprietary asset of the Company, may follow the Employee if and when his relationship
with the Company is terminated. Accordingly, the Employee agrees as follows: 
  
 He shall not: 
  
 (i) During the
time Employee is employed and for a period of one (1) year following the Termination Date own, manage, operate, control, engage in or participate in the ownership, management, operation or control of, any business, partnership, corporation,
enterprise or concern which is engaged in the brewery/restaurant business as conducted by the Company within the metropolitan area in which any brewery/restaurant is operated by the Company on the Termination Date. For purposes of this Agreement,
“miles” shall mean air miles. Notwithstanding the foregoing, the Employee shall not be prohibited from owning up to five percent (5%) of any class of securities of a company which is listed on a recognized stock exchange or for which
prices are quoted on the National Association of Securities Dealers Automated Quotation System; 
  
 (ii) During the time the Employee is employed and for a period of one (1) year following the Termination Date, persuade or attempt to persuade any
customer or client, or any potential supplier, agent, joint venture partner, investor, customer or client, to which, during the time the Employee was employed, the Company has made a presentation, not to buy or do business with the Company, or to
buy from or do business with another company with regard to products or services which are a part of the business of the Company; 
  
 (iii) During the time the Employee is employed and thereafter, use or allow to be used other than by the Company any trade or business name, or other
mark, symbol, logo or other means of identification which was, or is confusingly similar to, one which was used by the Company and protected by the Company’s trademark, copyright or other proprietary right. 
  
 (iv) During the time the Employee is employed and for a period of one
(1) year following the Termination Date, whether on the Employee’s behalf or in conjunction with or on behalf of any other person, firm or company, solicit, encourage or entice away from the Company (or attempt to do so) any officer or
employee (whether or not such person would commit a breach of contract by so doing); and 
  
 (v) During the time the Employee is employed and thereafter, interfere or seek to interfere with the continuance of services, equipment, materials, supplies or other goods to the Company (or the terms relating to such
service, equipment, materials or supplies), from any vendor, subcontractor, supplier or other person or business entity who has been supplying services or goods to the Company; provided, however, that in the event that the Employee is terminated for
Cause, subsections (i), (ii) and (iv) of this Section 10 shall not apply. 
  
 The Employee agrees and acknowledges that a violation of the covenant contained in this Section will cause irreparable damage to the Company, and that it is and will be impossible to estimate or determine the damage
that will be suffered by the Company in the event of such breach by the Employee. Therefore, the Employee further agrees that in the event of any violation or threatened violation of such covenants, the Company shall be entitled as a matter of
course to an 

  

 9 

 
injunction out of any court of competent jurisdiction restraining such violation or threatened violation by the Employee, such right to an injunction to be
cumulative and in addition to whatever other remedies the Company may have. 
  
 11. Integration. This Agreement shall constitute the entire Agreement relating to the employment of the Employee and supersedes any prior agreement between the parties with respect to the subject matter hereof.
This Agreement shall be governed by the laws of Tennessee, excluding laws on choice of law. Any litigation regarding this Agreement shall only be brought and heard in the federal or state courts located in Chattanooga, Tennessee and no transfer of
venue outside such area shall be permitted. 
  
 12.
Unenforceability. If any section, subsection, paragraph or subparagraph of this Agreement or any part thereof shall be unenforceable under any applicable laws, notwithstanding such unenforceability, the remainder of this Agreement shall remain
in full force and effect. 
  
 13. Assignment. This
Agreement is personal to the Employee and, without the prior written consent of the Company, shall not be assignable by the Employee otherwise than by will or the laws of descent and distribution. This Agreement shall inure to the benefit of and be
enforceable by the Employee’s legal representatives. This Agreement shall inure to the benefit of and be binding upon the Company and its successors and assigns. 
  
 14. Attorney’s Fees. In the event of any legal, mediation or arbitration action or proceeding to enforce or
interpret the provisions hereof, the prevailing party shall be entitled to reasonably attorneys’ fees and costs, whether or not the proceeding results in a final judgment; provided, however, in the event of any such action or proceedings
arising in connection with or as a result of a Change of Control, the Company shall pay all such fees and costs unless it is determined in such action or proceeding by final award or order that the Employee had no reasonably basis for his position.

  
 15. Survival. Terms which by their terms or sense are
to survive termination of the Agreement shall so survive. 
  
 16. Notice. Notices hereunder shall be in writing and sent to the residence address of the Employee last provided to the Company, and to the then current business address of the Company. Notices may be sent by first class U.S. mail
and shall be effective three (3) days after deposit. Notices sent by other means shall be effective when actually delivered to the above-described address. 
  

17. Withholdings. The Company may withhold from any amounts payable under the agreement, the minimum amounts of any federal, state, local or
foreign taxes, as shall be required to be withheld pursuant to any applicable law or regulation. 
  

 10 

 IN WITNESS WHEREOF, the parties have executed this Management Employment Agreement as of the date first
above written. 
  

			
	 TROLLEY BARN BREWERY, INC.

		
	 By:
	 	/s/    C. ANDREW
STOCKETT        
	 Title:
	 	Vice President - Chief Financial Officer
	
	/s/    H. ALLEN
COREY        
	H. Allen Corey

  

 11 

 AMENDMENT 
 TO 
 MANAGEMENT EMPLOYMENT AGREEMENT 
  
 THIS AMENDMENT to Management Employment Agreement (the “Agreement”)
is made to be effective as of the 1st day of January, 2000 by and between GORDON BIERSCH BREWERY RESTAURANT GROUP, INC., formerly Trolley Barn Brewery, Inc., a Tennessee corporation (the “Company”), and H. ALLEN COREY, a
resident of Lookout Mountain, Tennessee (the “Employee”). 
  
 WHEREAS, the Company and the Employee entered into the Agreement dated December 10, 1999. 
  
 WHEREAS, the Company and the Employee desire to amend the Agreement by revising paragraph (i) and adding paragraph (iii) to the Change of
Control provision in Section 1 of the Definitions section. 
  
 NOW, THEREFORE , in consideration of the foregoing premises and the mutual promises, conditions, and covenants herein contained, and other good and valuable consideration, the legal sufficiency of which is hereby acknowledged, the parties
hereto agree as follows: 
  
 1. Paragraph (i) of the Change
of Control provision in Section 1 of the Definitions section is hereby amended in its entirety to read as follows: 
  
 (i) acquisition of one or more transactions of fifty percent (50%) or more of all of the common stock of the Company, regardless of
class (the “Common Stock”) by any Person, or by two or more Persons acting as a group, other than directly from the Company; 
  
 2. Paragraph (iii) of the Change of Control provision in Section 1 of the Definitions section is hereby added to read as follows: 
  
 (iii) any event declared by the Board of Directors to be a
Change of Control for purposes of this Agreement. 
  
 3. Except as
otherwise amended hereby, all terms and conditions of the Agreement are and shall remain in full force and effect, and all of such terms and conditions are hereby ratified and confirmed by the parties hereto in all respects. 

 IN WITNESS WHEREOF, this Amendment is entered into as of the day first above written. 
  

			
	GORDON BIERSCH BREWERY RESTAURANT GROUP, INC.
		
	 By:
	 	/s/    H. ALLEN COREY        
	 Title:
	 	President
	
	/s/    H. ALLEN
COREY        
	H. Allen Corey

  

 2

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