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                                                                    Exhibit 10.1

                Description of Amendment to Executive Bonus Plan

     In addition to base salary, Markel Corporation (the "Company") has approved
a bonus plan for Senior Executive Officers in which cash bonuses are paid based
on increases in the book value of the Company's Common Stock. Under the
Executive Bonus Plan, bonuses for Senior Executive Officers, expressed as a
percentage of base salary, are awarded based on a five-year average of the
compound growth in book value per share of Common Stock. The Executive Bonus
Plan is described in the Company's Proxy Statement for the Annual Meeting of
Shareholders held on May 14, 2003.

     On August 21, 2003, the Compensation Committee approved an adjustment to
the method of calculating book value pursuant to which book value calculations
will not be adjusted to exclude the benefit of issuing equity securities before
January 1, 2003 at prices above the preceding year end book value per share or
to exclude the goodwill amortization costs resulting from prior transactions.Amendment 1 to Amended and Restated Employment Agreement

 Exhibit 10.1 
  
 AMENDMENT NO. 1 TO 
 AMENDED AND
RESTATED EMPLOYMENT AGREEMENT 
  
 This AMENDMENT NO. 1 TO
AMENDED AND RESTATED EMPLOYMENT AGREEMENT (this “Amendment”) dated May 13, 2003 is between PEMCO AVIATION GROUP, INC., a Delaware corporation (the “Company”), and
RONALD A. ARAMINI (“Executive”). 
  
 Recitals 
  
 A. Pursuant to that certain Amended and Restated Employment Agreement dated as of January 1, 2000 (the “Original Agreement”), Company and
Executive agreed to various terms and conditions providing for the employment of Executive by Company. 
  
 B. The parties have now determined that it is appropriate to extend the term of the Original Agreement, among other things; therefore, each of the Company
and Executive have agreed to amend certain provisions of the Original Agreement. 
  
 Agreement 
  
 1. Capitalized terms not otherwise defined herein shall have the meanings accorded thereto in the Original Agreement. 
  
 2. Sections 2, 8(c)(i), 8(c)(ii) and 8(e)(iii) of the Original Agreement are
hereby amended to replace any reference to “December 31, 2005” with “December 31, 2007”. 
  
 3. Section 5(f) of the Original Agreement is hereby amended to add the following at the end of such subsection: 
  
 Provided, further, on May 13, 2003, the Board of Directors of the Company
granted to Executive an additional stock option to purchase 40,000 shares of the Company’s common stock at an exercise price equal to the fair market value per share of the Company’s common stock on that date ($22.95) which options shall
vest at the rate of 20,000 shares per year, on each of January 1, 2006 and January 1, 2007; said additional options shall be evidenced by a stock option agreement in a form that is substantially similar to Exhibit B attached hereto.

  
 4. This Amendment may be executed in one or more counterparts
and shall be effective and enforceable against any party who has executed a counterpart hereof. 
  
 5. This Amendment shall be governed by, and construed in accordance with, the internal laws of the State of Delaware (without regard to conflict of law
principles), except as required by mandatory provisions of law. 

 6. Except as provided herein, the Original Agreement, and each and every term thereof, shall continue in
full force and effect. 
  
 IN WITNESS WHEREOF, the Company and
Executive have caused this Amendment to be dated May 13, 2003 and to be duly executed and delivered. 
  

	Company:
	
	 PEMCO AVIATION GROUP, INC.,

	 a Delaware corporation

		
	 By:
	 	 /s/ Harold T. Bowling

	 Name:
	 	 Harold T. Bowling

	 Title:
	 	 Vice Chairman

	
	Executive:
	
	 /s/ Ronald A. Aramini

	 Name:
	 	 Ronald A. AraminiFirst Amendment To the Executive Deferred Compensation Agreement

 Exhibit 10.2 
  
 FIRST AMENDMENT TO THE 
 EXECUTIVE
DEFERRED COMPENSATION AGREEMENT BETWEEN 
 PEMCO AVIATION GROUP, INC. AND RONALD A. ARAMINI 
  
 May 16, 2003 
  
 WHEREAS, Pemco Aviation Group, Inc. (the “Company”) and Ronald A. Aramini (the
“Executive”) made and entered into an Executive Deferred Compensation Agreement as of May 3, 2002 (the “Agreement”); 
  
 WHEREAS, the Agreement is, for tax purposes and for purposes of Title I of the Employee Retirement Income Security Act of 1974, an unfunded arrangement maintained for the
purpose of providing deferred compensation to the Executive, who is a member of a select group of management or highly compensated employees of the Company; 
  
 WHEREAS, Section 4.03 of the Agreement provides that the Agreement may be amended by the Company at any time, provided that the Executive specifically has consented in
writing to the amendment in advance of the effective date thereof; 
  
 WHEREAS,
the Company and the Executive have agreed that the Agreement shall be amended to alter the Agreement’s provisions regarding Company contributions for calendar years of Executive’s Employment by the Company; and 
  
 WHEREAS, the Executive, effective as of May 16, 2003, has by signing below consented in
writing to the changes to be made by this Amendment that are effective as of May 19, 2003. 
  
 NOW, THEREFORE, the Agreement hereby is amended as follows, effective as of May 19, 2003: 
  
 1. The text that immediately follows “Section 1.12” on Page 2 of the Agreement and that falls immediately before Section 1.13 is deleted, and
the following is inserted in place thereof: 
  
 [deleted]

  
 2. Section 2.02 of the Agreement (“Calendar Year
Contributions”) is deleted and the following is inserted in place thereof: 
  
 Section 2.02. Calendar Year Contributions. In accordance with the immediately following schedule (which was derived by the parties on the basis of the assumptions and the objective summarized in
ATTACHMENT TWO, which is attached hereto), the Company, subject to the applicable provisions of Section 2.03, shall remit calendar year lump sum contributions in cash to the Trustee to be 

 
held in the Trust by the Trustee and to be invested by the Trustee under the terms of the Trust: 
  

	 Calendar Year

	  	 Lump Sum
   Contribution  

	  	 Lump Sum Contribution Remittance Period

	 2002
	  	$287,820.00	  	 January 1, 2003 through January 5, 2003

	 2003
	  	$308,560.00	  	 January 1, 2004 through January 5, 2004

	 2004
	  	$296,000.00	  	 January 1, 2005 through January 5, 2005

	 2005
	  	$324,240.00	  	 January 1, 2006 through January 5, 2006

	 2006
	  	$359,861.00	  	 January 1, 2007 through January 5, 2007

	 2007
	  	$380,326.00	  	 January 1, 2008 through January 5, 2008

  
 3. In the first
sentence of Section 2.03 and in Sections 2.03(c), 2.06 and 5.06, “December 31, 2005” is deleted and the following is inserted in place thereof: 
  
 December 31, 2007 
  
 4. The first sentence of Section 2.03(d) is deleted, and the following is inserted in place thereof: 
  
 If Executive’s Employment is terminated during the Window Period for
any reason, with or without Cause, voluntarily or involuntarily, the Company shall, within the 5-day period immediately following Executive’s Employment termination date, remit to the Trustee a lump sum Trust contribution amount in cash equal
to the lesser of (i) the total amount of all Trust contributions that would have been made under Article II had Employment continued on and after the Employment termination date through December 31, 2007, or (ii) the total amount of all Trust
contributions that would have been made under Article II had Employment continued on and after the Employment termination date for a 730-day period. 
  
 5. Computation Of Annual Contributions. ATTACHMENT TWO to the Agreement is deleted, and the following is inserted in place thereof: 

 ATTACHMENT TWO 
  

	•	ASSUMPTIONS 

  

	 Executive’s Annual Salary Increase:
	  	 Not in excess of 10%

		
	 Executive’s Applicable Tax Rate:
	  	 Not in excess of 40%

		
	 Annual Investment Return:
	  	 Not in excess of 8%

  

	•	OBJECTIVE 

  
 Based on the foregoing Assumptions and the following Table, the liquidation and distribution of the Trust Balance as of January 6, 2008 would produce,
after payment of applicable taxes from such distributed Trust Balance, a lump sum sufficient to thereafter yield an annual investment return of at least $164,434.00. 
  

	 Date

	  	Annual Return

	  	Required

	  	Interest Income

	  	Annual Contribution

	  	 Total
 Contrbution.

	 12/31/00
	  	$	12,900	  	$	160,000	  	 	—  	  	$	267,000	  	$	267,000
	 12/31/01
	  	$	27,756	  	$	350,000	  	$	21,360	  	$	295,140	  	$	583,500
	 12/31/02
	  	$	43,992	  	$	550,000	  	$	46,680	  	$	287,820	  	$	918,000
	 12/31/03
	  	$	62,448	  	$	780,000	  	$	73,440	  	$	308,560	  	$	1,300,000
	 12/31/04
	  	$	84,888	  	$	1,060,000	  	$	104,000	  	$	296,000	  	$	1,700,000
	 12/31/05
	  	$	108,012	  	$	1,350,150	  	$	136,000	  	$	324,240	  	$	2,160,240
	 12/31/06
	  	$	134,646	  	$	1,683,075	  	$	172,819	  	$	359,861	  	$	2,692,920
	 12/31/07
	  	$	164,434	  	$	2,055,425	  	$	215,434	  	$	380,326	  	$	3,288,680

  
 6. ATTACHMENT ONE to
the Agreement and all of other the terms, provisions, and conditions of the Agreement not herein amended shall remain in full force and effect. 
  
 IN WITNESS WHEREOF, the parties hereto have executed this Amendment below, the same to be effective as of the date first above written. 
  

	COMPANY:	 	 	 	EXECUTIVE:
	PEMCO AVIATION GROUP, INC.	 	 	 	 	 	 
				
	By:	 	 /s/ Harold T. Bowling

	 	 	 	 /s/ Ronald A. Aramini

	 	 	 	 	 	 	 	 	 
	Name:	 	 Harold T. Bowling

	 	 	 	Name:	 	 Ronald A. Aramini

	 	 	 	 	 	 	 	 	 
	Title:	 	 Vice Chairman

	 	 	 	Date:	 	 May 16, 2003

					
	Date:	 	 May 16, 2003Management Incentive Plan

 EXHIBIT 10.3 
  
 NATURAL ALTERNATIVES INTERNATIONAL 
  

MANAGEMENT CASH INCENTIVE PLAN 
  

 NATURAL ALTERNATIVES INTERNATIONAL 
 MANAGEMENT INCENTIVE PLAN 
  
 Plan Design 
  
 The NAI Management Incentive Plan is
designed to reward Participants for contributing significantly to the successful performance of NAI during the fiscal year, which is referred to herein as the Plan Year. This Plan applies to Senior Managers and Executives, and is intended to reward
quantitative, measurable performance in areas that are key to growing and maintaining our business. Awards will be based on the performance of goals set for the Company, for the Participant’s functional or departmental responsibilities, and for
individual performance. 
  
 Participation 
  
 Eligibility to participate in this Plan will be limited to individuals who are approved by
the Human Resources Committee of the Board of Directors, based on Management’s recommendation, and who meet all of the following criteria: 
  

	 	1.	Classified as an active employee in an incentive eligible position for at least six months during the Plan Year, which must include the final day of the Plan Year and the subsequent
date of determination of any Award, except as provided in the Changes in Employment Status section 

  

	 	2.	Performing at a satisfactory level and not subject to disciplinary action at any time during or at the end of the Plan Year 

  

	 	3.	Not a participant in another NAI cash incentive plan. 

  
 Participants might be placed into groups based on their reporting relationship to the Chief Executive Officer, their salary, their title, on other criteria, or on no
criteria. If groupings are used for this Plan, they will be intended only for the use of this Plan, and will not convey any rights or privileges other than for the purposes of this Plan. If groupings are used in this Plan, the Plan specifics may
vary from one group to another. 
  
 Performance Goal Categories

  
 One or more performance goals will be set in various goal categories,
including, but not necessarily limited to, Company performance, Functional/Departmental performance, and Individual performance. The relative importance, or weight, of goals in these goal categories will be set in writing for each Participant at the
beginning of, or soon after the beginning of, the Plan Year. 
  

 2 

 For example, the weighting of the goal categories for senior executives might be as follows: 
  

	 Goal Category

	  	Goal Weighting

		
	 Corporate goals
	  	  50%
		
	 Functional/Departmental goals
	  	  25%
		
	 Individual goals
	  	  25%
	 	  	

		
	 Total
	  	100%

  
 Corporate Goal 
  
 Each year
Management and the Board of Directors will decide on one or more Corporate Goals; the Plan anticipates these goal(s) will be one or more of the following: revenue, after-tax after bonus net income, and profit margin (defined as after-tax after bonus
net income divided by revenue). 
  
 The Board might designate one
or more of these goals as a “gating item,” with a minimum performance level requirement, called the Threshold. If performance does not at least equal this minimum level, no bonus will be payable under this plan, regardless of performance
on other goals in this or other goal categories. 
  
 Functional/Departmental, and Individual Goals 
  
 Participants will likely be covered by Functional/Departmental and Individual goals. The specific goal or goals in these categories will be discussed and agreed upon between the Participant and his or her manager. All
goals in these categories must be in writing, and accepted and approved the Human Resources Committee. 
  
 Performance Evaluation 
  
 Determination of a measure of completion or performance of all goals will be evaluated by Management, but will be subject to the review and approval of
the Human Resources Committee in their sole and absolute discretion. 
  
 Incentive Opportunities 
  
 Each Participant shall be
advised by Management of his or her incentive opportunity for each Plan Year. The opportunity may be allocated among the Company’s goals and the Department’s or the Participant’s individual goals as determined by the Human Resources
Committee for each Plan Year. The opportunities may be defined as a percent of salary and/or a flat dollar amount, and might vary from participant to participant, and from goal to goal. 
  
 Performance or completion of each goal may be evaluated on a “pass/fail” basis, or may be designated at three performance levels:
a Threshold, a Target, and an Outstanding (truly stretch) level. The bonus earned will be directly related to the Participant’s performance and determination of achievement (if any) of each performance goal. 
  

 3 

 For example, the participant may be given a table like the following, showing the incentive as a percent of base salary
(the numbers are for illustration only): 
  
  

	 For Functional/Departmental Goal “X”

	  	Incentive Oppty.

		
	 For meeting Threshold
	  	  1%
		
	 For meeting the Target level
	  	20%
		
	 For meeting the Outstanding level
	  	40%

  
 Performance that falls between two
levels (e.g., above the Threshold, but below the Target) will produce a pro-rated bonus. Performance that exceeds the Outstanding level will result in an Award that increases in the same mathematical progression as the Award increases from the
Target to the Outstanding level. There is no maximum award limitation under this Plan. 
  
 Performance or achievement (if any) of each goal will be measured independently and will lead to bonuses determined separately for each goal, subject to any overall Corporate “gating item” provision(s), if applicable for each Plan
Year. Thus, awards may be earned in one, two, or all three categories. 
  
 Timing and Payment of Awards 
  
 Awards are not earned
until the Human Resources Committee approves the Award. This means that although the Plan Year has ended, the Participant is not entitled to an Award unless the Human Resources Committee of the Board of Directors determines the Participant is
entitled to receive the Award. The Plan specifically requires that a Participant be on the active payroll at the time the Award is approved and paid, except for special provisions for certain separations described in the Changes in Employment Status
section. 
  
 No awards will be approved, and therefore cannot be earned, until the
audited financial results for the Company are completed. 
  
 Awards will be paid
in a single cash payment shortly after the Human Resources Committee has approved the Award. 
  
 No Employment Right 
  
 Nothing
contained in nor any action taken under the Plan will confer upon any Participant any right to continue in the employment of NAI, and does not constitute any contract or agreement of employment, or interfere in any way with the right of NAI to
terminate such person’s employment as an “At Will” employee. 
  
 Changes in Employment Status 
  
 Transfers, Promotions, Disability, Retirement or Leave of Absence 
  
 Proposed Awards will be paid after the yearly audit has been completed and the Human Resources Committee of the Board of Directors, subject to the following, has approved the Award: 
  

	1.	Transfer or promotion into a position not eligible under this Plan, or from an ineligible position to an eligible one, will result in the Participant becoming eligible for a
pro-rated bonus, as long as he/she has been in an eligible position for not less than six months in the Plan Year. 

  

 4 

	2.	Total and permanent disability will result in the Participant becoming eligible for a pro-rated award, subject to actual performance of the goals set for the Participant prior to
the disability and for the Company during the entire Plan Year. 

  

	3.	Retirement from active employment, subject to qualifying for retirement benefits under any then applicable retirement plans and the approval of the Human Resources Committee will
result in the Participant becoming eligible for a pro-rated bonus, provided all other performance requirements of the individual prior to retirement and the Company for the entire Plan Year having been met. 

  

	4.	An approved leave of absence will be treated in the same manner as a transfer from or into an eligible position. 

  
 Termination 
  
 Company Initiated: If the employment of a Participant is terminated by NAI with or without cause for any reason prior to payment of
the Award the Participant forfeits all rights to any Award for the Plan Year. 
  
 Voluntary: Participants terminating employment by their own action prior to payment of the Award forfeit all rights to any Award. 
  
 Death of a Participant 
  
 A pro-rated bonus may be paid to a Participant’s estate, assuming performance prior to his or her death reached or exceeded the Minimum or Threshold performance
level requirements, subject to any corporate Minimum or Threshold performance requirements being met. 
  
 A Participant may file with NAI a designation of a beneficiary or beneficiaries on a form provided by the Human Resources Department. The designation may be changed or revoked by the Participant’s sole action,
provided that such change or revocation is filed with NAI in writing in any form approved by NAI. 
  

 5

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