Document:

Exhibit 10.2

 

Form of
Restricted Stock Award Letter

 

[DATE]

 

 

[NAME]

[ADDRESS]

 

Re:  [                   ]
Restricted Stock Award

 

Dear [NAME]:

 

Pursuant to the 2006 Stock Compensation Plan for Non-Employee Directors
(the “Plan”), as adopted on April 25, 2006, you were awarded [            ]
shares of restricted Kraft Foods Inc. Class A Common Stock on [                     ,
200    ]. This letter provides you with information about
your award.

 

Pursuant to the terms of the Plan, the number
of shares awarded to you was calculated by dividing $[            ]
by $[          ] per share,
which is the mean of the high and low trading prices of Kraft Foods Inc. Class A
Common Stock on [               ,
200    ].

 

The shares of restricted Class A Common Stock awarded to you are
subject to forfeiture in the event that you cease serving as a director of
Kraft Foods Inc. prior to [                      ,
200    ], other than by reason of death or disability. These
restricted shares are not transferable prior to the end of the restriction
period, unless required by law.

 

The restricted shares will be held in a book-entry account in your name
at the Company’s transfer agent until [              ,
200       ]. During this restricted period,
you will have the rights to vote the shares and to receive any cash dividends
payable with respect to the shares, as paid, less applicable withholding taxes
(if any).

 

If you have any questions regarding this award, please contact me at
[PHONE NUMBER].

 

Very truly yours,Exhibit
10.1

 

FIRST AMENDMENT TO
WESTAFF EMPLOYMENT CONTRACT

 

The Employment Contract
dated February 20, 2001, by and between Westaff (USA), Inc. (“Westaff”) and
John P. Sanders, as amended by the Addendum to Employment Contract dated
January 2, 2002, is hereby amended, on April 21, 2006, as follows:

 

1.      POSITION.
Effective March 24, 2006, you will be employed as Senior Vice President and
Chief Financial Officer of Westaff, Inc. (as well as all of its domestic
subsidiaries.)  You will also serve as
Treasurer of Westaff, Inc. and its domestic subsidiaries.

 

2.      SALARY.
Effective March 24, 2006, your salary will be at the annual rate of Two Hundred
and Forty Thousand and 00/100 Dollars ($240,000) per annum, subject to required
withholding.

 

3.      INCENTIVE
BONUS COMPENSATION. In addition to your salary, you will be eligible for
incentive bonus compensation as determined in the sole discretion of the
Compensation Committee of the Westaff, Inc. Board of Directors. The exact
amount of your bonus will be based upon your satisfaction of objective factors
and performance criteria established by the Compensation Committee and will be
provided to you in writing.

 

4.      PERQUISITES.
Commencing on March 24, 2006, and for a period of six (6) months, you shall be
reimbursed for your reasonable travel expenses for one round trip per week to
your residence in Phoenix, Arizona.

 

5.      ENTIRE
AGREEMENT. This Agreement, the Employment Contract, the Addendum, together with
your Stock Option Agreements, the Confidential Information and Invention
Agreement, the Indemnification Agreement, and the Key Employee Transition
Compensation Plan set forth the entire understanding of you, the Company and
Westaff with respect to the subject matter hereof and supersedes all prior
agreements, memoranda, discussion and understandings of any kind.

 

 

All other terms and
conditions of the above-referenced Employment Contract shall remain in full
force and effect unless otherwise amended herein.

 

 

EMPLOYEE:

 

 

	
  /s/ John P. Sanders

  	
   

  
	
  John P. Sanders

  
	
   

  
	
   

  
	
  WESTAFF

  
	
   

  
	
   

  
	
  By:

  	
  /s/
  Patricia M. Newman

  	
   

  
	
  Patricia M. Newman,
  Chief Executive OfficerExhibit
10.2

 

FIRST AMENDMENT TO
WESTAFF EMPLOYMENT CONTRACT

 

The Employment Contract
dated March 20, 2006, by and between Westaff (USA), Inc. (“Westaff”) and
Matthew G.J. Parker (the “Employment Contract”) is hereby amended as follows:

 

1.      POSITION.
You will be employed as Senior Vice President, US Field Operations, effective
March 27, 2006.

 

2.      SALARY.
Effective April 1, 2006, your salary will be at the annual rate of Two Hundred
Twenty Thousand and 00/100 Dollars ($220,000) per annum, subject to required
withholding.

 

3.      INCENTIVE
BONUS COMPENSATION. In addition to your salary, you will be eligible for
incentive bonus compensation as determined in the sole discretion of the
Compensation Committee of the Westaff, Inc. Board of Directors. The exact
amount of your bonus will be based upon your satisfaction of objective factors
and performance criteria established by the Compensation Committee and will be
provided to you in writing.

 

4.      PERQUISITES.
Commencing on April 1, 2006, and for a period of one year, you shall be
entitled to a housing allowance of $3,000 per month and a car allowance of
$1,300 per month. Westaff shall reimburse you for reasonable travel expenses
for you and your wife for one round trip per year to the United Kingdom until
such time as you permanently relocate to the United States. Westaff shall also
reimburse you for reasonable relocation expenses not to exceed the amount
allowed by IRS regulations.

 

5.      VACATION.
You shall be entitled to four (4) weeks vacation per year, subject to the terms
of Westaff’s vacation policy.

 

6.      NOTICE.
Notwithstanding Paragraph 1 of the Employment Contract, Westaff shall give you
six (6) months advance notice of termination unless you are terminated for 

 

 

misconduct,
violation of the Employment Contract, or violation of Westaff’s policies or
rules as set forth in Westaff’s Employee Handbook, or otherwise made known to
you.

 

7.      ENTIRE
AGREEMENT. This Agreement and the Employment Contract,  together with the Confidential Information
and Invention Agreement, and the Indemnification Agreement set forth the entire
understanding of you, the Company and Westaff with respect to the subject
matter hereof and supersede all prior agreements, memoranda, discussion and
understandings of any kind. All other terms and conditions of the
above-referenced Employment Contract shall remain in full force and effect
unless otherwise amended herein.

 

 

EMPLOYEE:

 

 

	
  /s/ Matthew G.J. Parker

  	
   

  
	
  Matthew G.J. Parker

  
	
   

  
	
   

  
	
  WESTAFF

  
	
   

  
	
   

  
	
  By:

  	
  /s/ Patricia M. Newman

  	
   

  
	
  Patricia M. Newman,
  Chief Executive OfficerExhibit 10.6

 

UNITED STATES CELLULAR
CORPORATION

2005 EXECUTIVE OFFICER ANNUAL INCENTIVE PLAN

EFFECTIVE JANUARY 1, 2005

 

I.              PURPOSE

 

•                  To
provide incentive for the officers of U.S. Cellular (USCC) to extend their best
efforts towards achieving superior results in relation to key business
measures;

 

•                  To
reward USCC’s executive officers in relation to their success in meeting and
exceeding the performance targets; and

 

•                  To
help USCC attract and retain talented leaders in positions of critical
importance to the success of the Company.

 

II.            ELIGIBLE
PARTICIPANTS AND TARGETS

 

Executive
Vice Presidents and Senior Vice Presidents. 
Each participant’s target incentive is expressed as a percentage of
his/her base salary.

 

III.           BONUS
POOL

 

The
officer bonus plans of USCC are discretionary in nature, and are based in part,
on Company performance, individual performance, and individual bonus targets,
which contribute to the formation and size of a bonus pool.  The total pool is then broken down into
Executive Officer, RSO Vice President, and Region Vice President annual plan
pools, allocated at the discretion of the President and CEO.  The President and CEO will consider the
performance factors described below and any other information he deems
relevant.  The pool is not earned, nor
are the payouts vested, until the bonus payout date.  (See Attachment
II—Administrative Guidelines)

 

The
President and CEO will determine the actual payout that each officer will
receive.  In general, it is recommended
that the individual performance factor that is assigned to each officer, fall
between 50%-150% of the total payout.  The President and CEO may allocate their bonus pool amongst his
officers as he deems appropriate, and is not bound to adhere to the
guideline listed above.  However, the
sum of all participants’ actual awards cannot deviate from the total officer
bonus pool by +18% for 2005.   The Chairman of the Board
must approve all officer bonuses prior to payout.

 

IV.           PERFORMANCE
MEASURES

 

The
following performance measures with their assigned weights will be considered
in evaluating the achievements of the officer team for the purposes of this
Plan.  These components were selected as
the best measures of USCC’s growth and success, and are consistent with those
used for other levels of USCC management. 
Payouts based on each of these measures will be evaluated using the 2005
Officer Annual Incentive Plan Matrices (See Attachment I).

 

	
  Performance Measures

  	
   

  	
  Weighting

  	
   

  
	
  Customer
  Addition Equivalents

  	
   

  	
  20

  	
  %

  
	
  Consolidated
  Cash Flow

  	
   

  	
  20

  	
  %

  
	
  Consolidated
  Revenue

  	
   

  	
  20

  	
  %

  
	
  Return on
  Capital

  	
   

  	
  20

  	
  %

  
	
  Customer
  Defections

  	
   

  	
  20

  	
  %

  

 

V.            DEFINITIONS

 

Customer Addition Equivalents: Pre, post-pay and wholesale customer
additions versus budgeted gross pre- and post-pay customer additions on a
consolidated company-wide basis, for purposes of this calculation.  Pre-paid and wholesale activations are paid
out based on a 5:1 ratio (5 pre-paid activations to each post-pay activation, 5
wholesale activations to each post-pay activation).  For example: If the budget includes
40,000 post-pay activations and 20,000 pre-pay activations, then the budgeted
customer addition equivalent is 44,000 (40,000 + 20,000/5).

 

 

Consolidated Cash Flow: Actual cash flow measured against budgeted cash flow on a consolidated company-wide basis. 
Cash flow is defined as (1) the sum of the consolidated
operations’ earnings before interest and taxes, excluding extraordinary items,
plus depreciation and amortization, less (2) all Corporate office
operating expenses excluding amounts included in (1) above, by virtue of
their allocation to operating companies, and also excluding depreciation,
amortization, extraordinary items and TDS charges.  Budgeted cash flow will be adjusted for
variances in equivalent customer additions at a rate of $280 per gross addition
above or below budget.

 

Consolidated Revenue: Actual revenue measured against budgeted revenue for all consolidated
operations on a consolidated company-wide basis.  Revenue includes all retail,
wholesale, keeper roaming, toll pass-through revenue, and other revenue
generated by USCC’s assets including revenue from the sale of cellular
telephones and accessories.

 

Return on Capital: Actual return on capital compared to budgeted return on capital on a consolidated company-wide  basis.  This calculation will be adjusted for the
effects of acquisitions and other significant events jointly agreed to by USCC
and TDS senior management.

 

Customer Defections: Actual full-year post-pay defections measured against full-year
post-pay defection target on a consolidated company-wide
basis.

 

Reseller lines are included in determining the attainment percentages.

 

VI.           MISCELLANEOUS
PROVISIONS

 

Management reserves the right to amend or
discontinue the Plan at any time, with or without notice.

 

There are no oral agreements or understandings
between USCC and the participants affecting or relating to this plan not
referenced herein.  If the participant
fails to adhere to the ethical and legal standards as referenced by USCC
policy, USCC shall have the right to revoke this program, reduce or eliminate
compensation as it applies to the violator, or any other remedy as provided by
corporate policy or law.

 

This program shall not be construed as an
employment contract or as a promise of continuing employment between USCC and
the associate.  Employment with USCC is
terminable at will, i.e.; either the participant or USCC may terminate the
relationship at any time, with or without cause.

 

 

	
   

  	
   

  	
   

  	
   

  
	
  President and CEO

  	
  Date

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Chairman of the Board of Directors

  	
  Date

  

 

 

Attachment
I

 

2005
EXECUTIVE OFFICER ANNUAL INCENTIVE PLAN

Performance Measure Payout Matrices

 

Performance Measure(s): Gross
Addition Equivalents, Consolidated Cash Flow, Return on Capital

 

	
  Actual Performance as a % of

  Budget

  	
   

  	
  % Payout of Target

  	
   

  	
   

  	
   

  
	
  < 92%

  	
   

  	
   

  	
  0

  	
  %

  	
   

  	
   

  
	
  92% - 93%

  	
   

  	
   

  	
  40

  	
  %

  	
   

  	
   

  
	
  94% - 95%

  	
   

  	
   

  	
  55

  	
  %

  	
   

  	
   

  
	
  96% - 97%

  	
   

  	
   

  	
  70

  	
  %

  	
   

  	
   

  
	
  98% - 99%

  	
   

  	
   

  	
  85

  	
  %

  	
   

  	
   

  
	
  100% - 101%

  	
   

  	
   

  	
  100

  	
  %

  	
  { Target

  	
   

  
	
  102% - 103%

  	
   

  	
   

  	
  125

  	
  %

  	
   

  	
   

  
	
  104% - 105%

  	
   

  	
   

  	
  150

  	
  %

  	
   

  	
   

  
	
  106% - 108%

  	
   

  	
   

  	
  175

  	
  %

  	
   

  	
   

  
	
  > 108%

  	
   

  	
   

  	
  200

  	
  %

  	
   

  	
   

  

 

Performance Measure:
Consolidated Revenue

 

	
  Actual Performance as a % of

  Budget

  	
   

  	
  % Payout of Target

  	
   

  	
   

  	
   

  
	
  < 95%

  	
   

  	
   

  	
  0

  	
  %

  	
   

  	
   

  
	
  95%

  	
   

  	
   

  	
  40

  	
  %

  	
   

  	
   

  
	
  96%

  	
   

  	
   

  	
  52

  	
  %

  	
   

  	
   

  
	
  97%

  	
   

  	
   

  	
  64

  	
  %

  	
   

  	
   

  
	
  98%

  	
   

  	
   

  	
  76

  	
  %

  	
   

  	
   

  
	
  99%

  	
   

  	
   

  	
  88

  	
  %

  	
   

  	
   

  
	
  100%

  	
   

  	
   

  	
  100

  	
  %

  	
  { Target

  	
   

  
	
  101%

  	
   

  	
   

  	
  120

  	
  %

  	
   

  	
   

  
	
  102%

  	
   

  	
   

  	
  140

  	
  %

  	
   

  	
   

  
	
  103%

  	
   

  	
   

  	
  160

  	
  %

  	
   

  	
   

  
	
  104%

  	
   

  	
   

  	
  180

  	
  %

  	
   

  	
   

  
	
  > 105%

  	
   

  	
   

  	
  200

  	
  %

  	
   

  	
   

  

 

Performance Measure:
Defections

 

	
  Actual Performance as a % of

  Budget

  	
   

  	
  % Payout of Target

  	
   

  	
   

  	
   

  
	
  > 110%

  	
   

  	
   

  	
  0

  	
  %

  	
   

  	
   

  
	
  107.6% - 110%

  	
   

  	
   

  	
  40

  	
  %

  	
   

  	
   

  
	
  105.1% - 107.5%

  	
   

  	
   

  	
  55

  	
  %

  	
   

  	
   

  
	
  102.6% - 105%

  	
   

  	
   

  	
  70

  	
  %

  	
   

  	
   

  
	
  100.1% - 102.5%

  	
   

  	
   

  	
  85

  	
  %

  	
   

  	
   

  
	
  97.8% - 100%

  	
   

  	
   

  	
  100

  	
  %

  	
  { Target

  	
   

  
	
  95.1% - 97.7%

  	
   

  	
   

  	
  125

  	
  %

  	
   

  	
   

  
	
  92.6% - 95%

  	
   

  	
   

  	
  150

  	
  %

  	
   

  	
   

  
	
  90.1% - 92.5%

  	
   

  	
   

  	
  175

  	
  %

  	
   

  	
   

  
	
  < 90%

  	
   

  	
   

  	
  200

  	
  %

  	
   

  	
   

  

 

 

Attachment
II

 

RSO 2005
EXECUTIVE OFFICER ANNUAL INCENTIVE PLAN

Administrative
Guidelines

 

	
  PLAN EFFECTIVE DATES:

  	
   

  	
  January 1, 2005 –
  December 31, 2005

  
	
   

  	
   

  	
   

  
	
  GENERAL ADMINISTRATION:

  	
   

  	
  Awards for exempt
  participants will be based on that associate’s base salary as of
  December 31, 2005.

  Awards for non-exempt
  participants will be based on that associate’s regular earnings (regular
  hours worked + benefit hours) for 2005.

  
	
   

  	
   

  	
   

  
	
  VESTING

  	
   

  	
  The bonus is not ‘earned,’
  and does not vest unless the associate remains employed through the actual
  bonus payout date. Special rules apply to those associates who retire or
  die before the actual payout date (see below).

  
	
   

  	
   

  	
   

  
	
  SEPARATION PRIOR TO
  VESTING DATE

  	
   

  	
  Not eligible for a payout
  unless separation is because of retirement or death (see below), or unless
  approved by the President & CEO.

  
	
   

  	
   

  	
   

  
	
  RETIREMENT/DEATH

  	
   

  	
  Payout based on a
  proration for time worked during the plan year (2005), individual
  performance, and the plan attainment percentage assigned by the CEO.

  
	
  During
  Plan Year:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  LOA (FMLA)

  	
   

  	
  Full payout made; no
  prorations.

  
	
  During Plan Year:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  LOA
  (NON-FMLA)

  	
   

  	
  Payout based on a
  proration for time worked during the plan year (2005), individual performance,
  and the plan attainment percentage assigned by the CEO.

  
	
  During
  Plan Year:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  MILITARY LEAVE

  	
   

  	
  Military leave is
  considered to be non-FMLA and therefore incentive payouts are subject to the
  ‘non-FMLA guidelines’ listed above.

  
	
   

  	
   

  	
   

  
	
  TRANSFERS/PROMOTIONS
  DURING PLAN YEAR

  	
   

  	
   

  
	
  Within or Between
  Annual Plans:

  	
   

  	
  If an associate is
  promoted or is transferred within or between annual incentive plan(s), no
  prorations will be made in determining the bonus pool. The pool allocation
  will be based on the associate’s plan as of 12/31/05. The actual bonus payout
  will be recommended and approved by the CEO. It will be based on plan
  attainment as well as individual performance.

  
	
   

  	
   

  	
   

  
	
  Between an Annual Plan
  and a Quarterly or Monthly Plan:

  	
   

  	
  Prorated payouts from both
  positions/plans will be determined by the President and CEO following end of
  plan year.The following factors will be considered in the determination of
  the payout: both plans’ attainment percentages, individual performance in
  each job/plan, the last base salary from each position occupied during the
  plan year (if applicable), target incentive assigned for each position’s pay
  grade, and percentage of time worked in each position/plan during the plan
  year (2005).

  
	
   

  	
   

  	
   

  
	
  NEW HIRES
  DURING THE PLAN YEAR

  	
   

  	
  Associates hired during
  2005 will be eligible to participate in the Plan on a prorated (percentage of
  time worked in the year) basis.

  The associate must have a
  start date of at least 11/30/05 in order to be eligible to receive a prorated
  payout. Any associate hired between 12/01/05 and 12/31/05 will not receive a
  payout from the 2005 Plan.

  
	
   

  	
   

  	
   

  
	
  TRANSFERS
  TO OR FROM TDS DURING THE PLAN YEAR

  	
   

  	
  If an associate transfers
  to/from another TDS business unit, he/she will receive a prorated payout
  based on the factors listed above.

  
	
   

  	
   

  	
   

  
	
  BONUS PAYOUT DATE

  	
   

  	
  Targeted to take place on
  or before March 15, 2006

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