Document:

Non-Employee Director Compensation

 EXHIBIT 10.62 
 NON-EMPLOYEE DIRECTOR COMPENSATION 
 Our non-employee directors received an annual retainer of
$150,000 and reasonable and accountable out-of-pocket expenses incurred in connection with attending Board and committee meetings. Trump Entertainment Resorts, Inc.’s Board of Directors has established a policy that non-employee directors will
receive 10,000 shares of restricted stock upon their appointment to the Board and 5,000 shares of restricted stock each May 1st beginning in 2006. In addition, the Chairman of the Audit Committee receives an additional $50,000 and the Chairman
of each of the Corporate Governance and Nominating Committee and the Compensation Committee receives an additional $25,000 per year. Each member of the Audit Committee and Compensation Committee, other than their respective Chairmen, receive an
additional $5,000 per year. The Chairman of the Strategic Committee receives an additional $75,000 and each member of that Committee receives and additional $50,000. Our Lead Director is paid an additional $35,000 annually.Finova 2008 Annual Incentive Plan Rules

 Exhibit 10.L.3 
 FINOVA 2008 Annual Incentive Plan Rules 
 March 2008 
  

	1.	Participants: 

 All employees who are in good standing as at January 1st 2008 
  

	2.	Performance Incentive Bonuses: 

 Incentive
Amounts. All participants may be paid a percentage of their earnings paid from January 1, 2008 to December 31, 2008. Earnings include pay for regular time, overtime, holiday and PTO. It excludes payments received for short-term
disability, sick pay, payment under any recognition program or other bonus plan. The bonus percentage will be based on participant’s pay grade and criticality. The amount of the bonus will be subject to the recommendation of the
participant’s supervisor and the approval of the CEO. 
 Form and Timing of Incentive Payment. All Incentive Bonuses will
be paid as lump sums, less applicable taxes, by the last working day of January 2009. Participants, whose employment involuntarily terminates during 2008, other than for cause or documented unsatisfactory performance, will receive any bonus award on
the payroll covering the employee’s last date of employment. Payment of the bonus will be on the recommendation of the employee’s supervisor and the approval of the CEO after a review of performance and transition of duties before
termination. 
  

	3.	Other Key Provisions: 

 Incentive Plan Bonus
Payments. The Plan has been specifically designed to be discretionary in nature. Factors bearing on an employee’s individual bonus award will be employee’s contribution to the continued wind-down of the Company and employee’s
personal performance. This includes, but is not limited to, the employee’s attitude, commitment and support for others. If the employee’s performance meets expectations, the employee may expect a bonus midway of the range of bonus
opportunities. Falling short of expectations will likely result in a lower bonus. A bonus above the mid-point may be awarded if an employee’s performance is exceptional. 
 Resignations and Terminations for Cause or Performance. Employees who voluntarily resign or are terminated for cause or documented
unsatisfactory performance are not eligible to receive any amounts under this plan including severance benefits. 
 Leaves of
Absence. Performance Incentive Bonuses (if eligible) will be proportionately reduced for periods of time employees are on approved leaves of absence (e.g., medical, workers’ compensation or personal), except as required by law.

 Discretion. The CFO in conjunction with the CEO have the authority to modify incentive bonus percentages if it is determined
that individual performance warrants such actions. The CFO and the CEO must approve any increases in bonus percentage and any exceptions to this plan. The CEO has the discretion to increase or decrease bonus payments. Any modification in bonus
opportunity will be communicated to the employee in writing. 

 Preservation of Rights. Nothing in this plan shall alter the “at will” nature of
employment. This includes employees’ rights to resign at any time and for any reason and the company’s right to terminate employees at any time and for any reason. 
 The 2008 Incentive Plan and its application shall be governed by the laws of the State of Arizona, without regard to its conflict of laws principles, and
to the extent applicable, by Federal law. References to an officer includes his or her successor. Decisions of officers may be superseded by decisions of Senior Management or the Board of Directors of FINOVA Group or FINOVA Capital or their
committees.Management Bonus Program for 2008.

 Exhibit 10.14 
 SONIC INNOVATIONS, INC. 
 Management Bonus Program 
 2008 
 MANAGEMENT BONUS PROGRAM 
 The Management Bonus Program (“the Program”) is designed to reward senior level managers for achieving specified Company performance goals and individual
performance objectives. The Program’s objective is to motivate such senior level managers by providing an annual cash bonus opportunity. 
 PROGRAM
SUMMARY 
 The Compensation Committee of the Board of Directors administers the Program. Funding for the Program is based on the performance of the
Company for the year. Bonuses are calculated and distributed during the first quarter of the subsequent year, following audit of the Company’s full year results. 
 Bonuses are based on achievements of goals in three segments: the Company’s annual sales goal, the Company’s annual pre-tax income goals, and individual performance goals. The three segments, weighted 25%
for annual sales goal, 50% for annual pre-tax income goal and 25% for individual performance goals, are independent. Under-achievement in one of them may reduce that segment’s bonus to zero, but would not affect the other two segments.
Similarly, over-achievement in one segment may increase that portion of the bonus without affecting the other segments. 
 TARGETS 
 Targets for sales and pre-tax income will be based on the Company’s operating plan and will be approved by the Compensation Committee of the Board of Directors.

 BONUS LEVELS FOR ACHIEVEMENT OF PLAN 
 A “base
bonus” will be paid if the targets in the three segments are met. Base bonus levels for participants may vary by title and position. A listing of participants and their base bonus levels is recommended annually by the Chief Executive Officer
(“CEO”) and approved by the Compensation Committee of the Board of Directors. Base salary means compensation paid during the Program year, excluding commissions, special awards and perquisites. 
 Actual sales and pre-tax income will be as reflected in the Company’s audited financial statements. Participant’s objectives will be measurable, quantifiable
and agreed to beforehand. The CEO will make the final determination of the degree of achievement for the other executives, and the Chairman of the Board of Directors will make the determination for the CEO. 
 OVER-ACHIEVEMENT OF PLAN 
 If the sales and/or the pre-tax income
numbers are better than the “at target” figures, the bonus for that segment will increase. Over-achievement of a participant’s individual goals may result in an increased bonus for that segment as well. A participant’s total
bonus payment shall not exceed 200% of his/her “base bonus”. 
 UNDER-ACHIEVEMENT OF PLAN 
 If the sales and/or the pre-tax income numbers are worse than the “at target” figures, the bonus for that segment will decrease. There will be an appropriate
decrease in bonus for under-achievement in the individual objectives segment as well. 
 ELIGIBILITY 
 Participation in the Bonus Program will be recommended by the CEO and approved by the Compensation Committee of the Board of Directors. New employees hired during the
year may be eligible to participate on a pro rata basis. Employees promoted during the year may be eligible to participate or participate at a higher award level, on a pro rata basis. 

 TERMINATION OF EMPLOYMENT 
 In the event that any participant shall cease to be a full-time employee during any year in which he/she is participating in the Program or at the time the bonus is paid out, that participant will not be entitled to a bonus payment for that
Program year. 
 AMENDMENT OF THE PROGRAM 
 The
Compensation Committee of the Board of Directors may, from time to time, make amendments to the Program, as it believes appropriate, and may terminate the Program at any time. In addition, the Compensation Committee of the Board of Directors may
consider unusual and/or extraordinary events that occur during the year when considering bonus awards. 
 MISCELLANEOUS 
 Nothing contained in the Program shall be construed to confer upon any participant any right to continue in the employ of the Company or affect in any way the
Company’s right to terminate a participant’s employment at any time. 
 SALES SEGMENT BONUS 
 The bonus for the segment measured by the Company’s net sales target will be 25% of the participant’s base bonus, adjusted for over/under-achievement per the
schedule below. For every 1.0% increase in sales above target, the bonus increases by 5% of base bonus. For every 3.0% shortfall in sales below target, the bonus decreases by 3% of base bonus, but below 82.0% of target, no bonus is paid. The bonus
for this segment cannot be less than zero. 
  

					
	 Net Sales
	 	 % Target
	 	 % of Base Bonus

	 >18.0%
	 	<82.0%	 	No Bonus
	 -18.0%
	 	82.0%	 	3.0%
	 -15,0%
	 	85.0%	 	6.0%
	 -12.0%
	 	88.0%	 	9.0%
	 -9.0%
	 	91.0%	 	12.0%
	 -6.0%
	 	94.0%	 	15.0%
	 -3.0%
	 	97.0%	 	18.0%
	 Target
	 	100%	 	25.0%
	 1.0%
	 	101%	 	30.0%
	 2.0%
	 	102%	 	35.0%
	 3.0%
	 	103%	 	40.0%
	 4.0%
	 	104%	 	45.0%
	 5.0%
	 	105%	 	50.0%
	 No Limit
	 	No Limit	 	Subject to 200% total bonus limit

 PRE-TAX INCOME SEGMENT BONUS 
 The bonus for the segment measured by the Company’s pre-tax income will be 50% of the participant’s base bonus, adjusted for over/under-achievement per the schedule below. For every 1% increase in pre-tax income above target, the
bonus increases by 10% of base bonus. For every 13.75% shortfall below target, the bonus decreases by 10% of base bonus, but below 45.0% of targeted pre-tax income the bonus falls to zero. The bonus for this segment cannot be less than zero.

  

					
	 Pre-Tax Income
	 	 % Target
	 	 % of Base Bonus

	>-55.0%	 	<45.0%	 	No Bonus
	-55.0%	 	45.0%	 	10.0%
	-41.2%	 	58.8%	 	20.0%
	-27,5%	 	72.5%	 	30.0%
	-13,7%	 	86.3%	 	40.0%
	Target	 	100%	 	50.0%
	1.0%	 	101%	 	60.0%
	2.0%	 	102%	 	70.0%
	3.0%	 	103%	 	80.0%
	4.0%	 	104%	 	90.0%
	5.0%	 	105%	 	100.0%
	No Limit	 	No Limit	 	Subject to 200% total bonus limit

 INDIVIDUAL PERFORMANCE SEGMENT BONUS 
 The CEO and each Program participant will mutually agree upon a set of objectives, whose accomplishment will determine the bonus level for this segment: 
  

					
	 OBJECTIVE
	  	%
WEIGHTING	  	ACHIEVEMENT
LEVEL (%)
	 1.
	  		  	
	 2.
	  		  	
	 3.
	  		  	
	 4.
	  		  	

 Under-achievement of objectives will result in a reduction in bonus for this segment. Over-achievement should be
rare, since the goals will be set high. Should over achievement occur, the bonus may increase. 
  

							
	Objectives approved:	 	  
	 		  	Date:                     
	(Program Participant)	 		 		  	
				
	Objectives approved:	 	  
	 		  	Date:                     
	(Chief Executive Officer)	 		 		  	
				
	Achievement level approved:	 	  
	 		  	Date:                     
	(Chief Executive Officer)

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