Document:

Exhibit 10.2

 

 

RELOCATION POLICY

Chief Operating Officer

 

POLICY
STATEMENT:

 

The purpose of
this Relocation Policy (the “Policy”) is to provide a fair and equitable
relocation package to Massoud Safavi (the “Employee”), as an employee of EF
Johnson Technologies, Inc. (formerly known as EFJ Inc.) (the “Company”).  Any modifications to this Policy must have
advance approval in writing by the Vice President of Human Resources and the
Corporate Controller.

 

DISCRETIONARY
AUTHORITY:

 

The Vice
President of Human Resources and the Corporate Controller have the sole
discretionary authority to make eligibility determinations and to interpret the
terms of this Policy. Any statement, representation, agreement or understanding
of or with any employee or representative of the Company other than the Vice
President of Human Resources and the Corporate Controller relating to this
Policy is not binding, and will not be considered as a basis for any claim
under this Policy.  The decisions of the
Vice President of Human Resources and the Corporate Controller shall be binding
and final.

 

REIMBURSEABLE
EXPENSES:

 

The following
is a list of those allowable expenses that can be presented for reimbursement
by the Employee. Only allowable expenses that are incurred between January 1,
2009 and December 31, 2009 are eligible for reimbursement under the
Policy, and all reimbursements under the Policy must be made by December 31,
2009.  Receipts are required for
reimbursement of these expenses.

 

The Company
will reimburse the Employee for the following home sale expenses/closing costs:

 

·                 Real estate commission fees (Up to
7%). *

 

·                 Attorneys fees –
customary.

 

·                 State and local transfer taxes and
fees.*

 

·                 Notary fees,
acknowledgement fees, excise stamps, tax certificates, recording fees.*

 

·                 Title insurance,
abstract fees, escrow fees.*

 

1

 

The Company
will not reimburse the Employee for the following home sale expenses/closing
costs:

 

·                 Costs not
normally and customarily paid for by seller.

 

·                 Repairs to home.

 

·                 Local or state
property taxes.

 

NON-REIMBURSEABLE
EXPENSES:

 

The Company
will not pay for property damage, security deposits or prepayment of rent.

 

REIMBURSEMENT
OF TAX LIABILITY:

 

The Company
will provide a “gross up” of the taxable reimbursed relocation expenses to
offset a portion of the Employee’s income tax liability.  The gross-up will be utilized to pay
additional federal, state, and local taxes resulting solely from the
reimbursement of the relocation expenses that are regarded as taxable.  These include those items that have an
asterisk “*”.  Any payment made to or on
behalf of the Employee that relates to taxes imposed on the Employee shall be
made not later than the end of the calendar year next following the calendar
year in which such taxes are remitted by or on behalf of the Employee.

 

REPAYMENT
OF RELOCATION EXPENSES:

 

If the Employee
accepts benefits under this Policy, the Employee is required to sign a
Reimbursement Agreement requiring the repayment of relocation expenses
reimbursed by the Company pursuant to this Relocation Policy and the Relocation
Policy executed by the parties on November 15, 2007, if the Employee
voluntarily leaves employment within a one (1) year period following the last
date the Employee submits relocation expenses to the Company for reimbursement.  Repayment will be prorated based on 1/12 of
the total amount for each month remaining in the one (1) year period.

 

POLICY
MODIFICATION OR CANCELLATION:

 

The Company
reserves the right to change, modify, and cancel this Policy at any time.

 

MAXIMUM
REIMBURSEABLE AMOUNT:

 

The
maximum reimbursement offered for this relocation package is $143,575.35.  This represents the reimbursable amounts
supported by receipts that are submitted by the Employee.  It also includes the “gross up” amounts
that will be applied to offset tax withholdings on those taxable expenses.

 

The Employee
may elect any combination of allowable expenses to apply to this maximum
reimbursable amount.  Non-reimbursable
expenses will not be reimbursed.

 

REIMBURSEMENT
PROCEDURE:

 

The Employee
will compile receipts for allowable expenses and complete an Expense
Reimbursement Form.  This form must be
submitted to the Vice President of Human Resources for approval and processing.
All reimbursements under the Policy will occur in accordance with the Accounts
Payable Expense Report processing procedure and must be made prior to December 31,
2009. As expenses are reimbursed, the applicable taxable amounts will be
reported as taxable 

 

2

 

income on the
Employee’s payroll earnings detail report.  These amounts will be “grossed up” to offset
the Employee’s effective tax liability.  The
total of the expenses and the “grossed up” cannot exceed the maximum reimbursement
amount.  Large expenditures will be
subject to payment advances based on presentation of supporting documentation.

 

AT-WILL
EMPLOYMENT

 

The offer and
acceptance of this Policy does not constitute a contract of employment for any
definite term or definite period of time, or an indefinite period of time.  The employment relationship remains at will
and may be terminated at any time by either the Company or the Employee for any
reason or no reason at all.

 

This Policy
will expire December 31, 2009.  Acceptance
is indicated by Employee’s signature.  This signed document should then be returned
to Human Resources.

 

 

	
  /s/ Massoud
  Safavi

  	
   

  	
  12/4/08

  
	
  Massoud
  Safavi

  	
   

  	
  Date

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  EF Johnson
  Technologies, Inc.

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  By: /s/
  Michael E. Jalbert

  	
   

  	
  Dec. 04,
  2008

  
	
  Michael E. Jalbert 

  	
   

  	
   

  
	
  Chairman and CEO

  	
   

  	
  Date

  

 

3Exhibit
10.3

 

 

December 4,
2008

 

VIA
FIRST CLASS MAIL:

 

Ms. Jana
Ahlfinger Bell

305
Falcon Court

Coppell,
TX 75019

 

Re:                               Amendment to Employment Agreement

 

Dear Ms. Bell:

 

You and EF Johnson
Technologies, Inc. (formerly known as EFJ, Inc.) (the “Company”) are
parties to an Employment Agreement dated February 1, 2005 (the “Agreement”).  The purpose of this letter is to obtain your
consent to an amendment of the Agreement, which is required in order to comply
with Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”).

 

The Agreement provides
that, under certain circumstances, you are entitled to benefits in the event of
your involuntary termination of employment. 
In order to comply with Section 409A of the Code, the Agreement
should be amended to state that payments which are subject to the delay
requirements of Section 409A cannot be paid sooner than six months
following your termination of employment. 
There are exceptions from the 6-month delay requirements for certain
payments upon an involuntary termination as defined under Section 409A, so
long as those payments do not exceed the monetary limit, which for 2008 is
$460,000.  These exceptions should apply
to some of the payments to which you are entitled.  In addition, in order to comply with Section 409A
of the Code, the Agreement should be amended to state that such payments will
be paid on the 60th day following your termination of employment
provided that a release agreement has been executed and not revoked by that
date.

 

To this end, the
Agreement is amended, effective December 4, 2008, to add the following new
Section 21 at the end of the Agreement:

 

Section 21.           Delay in Payment of
Benefits.  If Employee
is a “specified employee,” as defined in § 1.409A-1(i) of the Final
Regulations under Section 409A of the Internal Revenue Code of 1986, as
amended (the “Code”), and Employee is entitled to a payment under the terms of
this Agreement, and such payment would otherwise be paid (the “Original Payment
Date”) before a date which is at least six (6) months

 

EF Johnson Corporate
Headquarters 1440 Corporate Drive, Irving, TX 75038-2401 800.328.3911
972.819.0700 fax 972.819.0639 www.efji.com

 

 

following the date of Employee’s termination of
employment that constitutes a “separation from service,” as defined in Code Section 409A
and the Final Regulations issued thereunder (“Separation from Service”), then
all or part of such payment shall be paid on the date which is six (6) months
following the date of Employee’s Separation from Service (or, if earlier, the
date of death of Employee), provided such six (6) month delay is required
for all or such part of the payment by Code Section 409A.

 

Subject to the previous paragraph, benefits shall be
paid in a lump sum payment on the 60th day following Employee’s
termination of employment provided that any release agreement provided for
hereunder has been executed and not revoked by such date.

 

Please acknowledge your
consent to the foregoing amendment to the Agreement by executing a copy of this
letter in the space provided below and returning it to me within 10 days from
the date of this letter, via facsimile (972-819-0201), with the original being
sent via regular mail.  You may also want
to consult your own independent counsel to assist you in reviewing this letter,
and we urge you to do so if you are so inclined.

 

If you
have any questions or if you need additional information, please do not
hesitate to contact me.

 

 

	
   

  	
  Very truly yours,

  
	
   

  	
   

  
	
   

  	
  EF Johnson Technologies, Inc.

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  By:

  	
    /s/ Michael
  E. Jalbert

  
	
   

  	
   

  	
    Michael E.
  Jalbert

  
	
   

  	
   

  	
    Chairman
  and CEO

  
	
   

  	
   

  
	
   

  	
   

  
	
  ACCEPTED AND AGREED BY

  	
   

  
	
  EXECUTIVE

  	
   

  
	
   

  	
   

  
	
   

  	
   

  
	
   /s/ Jana Ahlfinger Bell

  	
   

  	
   

  
	
  Jana Ahlfinger Bell

  	
   

  
				

 

2

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