Document:

FIFTH AMENDMENT TO EMPLOYMENT AGREEMENT

 Exhibit 10.29 
 FIFTH AMENDMENT TO 
 EMPLOYMENT AGREEMENT 
 WHEREAS, Casual Male Retail Group, Inc., (formerly Designs, Inc., “CMRG”) and Dennis R. Hernreich (“Executive”) entered into a certain Employment
Agreement dated as of August 14, 2000, as amended by Letter Agreement dated April 25, 2001, Second Amendment to Employment Agreement dated January 30, 2003, Third Amendment to Employment Agreement dated July 9, 2003 and by Fourth
Amendment to Employment Agreement dated June 29, 2004 (hereinafter referred to as the “Agreement”); and 
 WHEREAS, Company and Executive wish
to amend, modify and/or restate certain terms, provisions, conditions, and covenants of the Agreement. 
 NOW, THEREFORE, in consideration of the foregoing,
and of the promises, covenants, conditions and agreements contained herein, and for One Dollar ($1.00) and for other good and valuable consideration, the receipt and sufficiency of which is hereby expressly acknowledged, the Company and Executive
hereby agree to amend the Agreement as follows: 
  

	1.	Section 3(a) of the Agreement is hereby deleted in its entirety and the following is hereby substituted in lieu thereof: 

  

	 	“3.	COMPENSATION 

 (a) As compensation for the
employment services to be rendered by the Executive hereunder, the Company agrees to pay to Executive, and Executive agrees to accept, payable in equal installments in accordance with Company practice, an annual base salary of $460,000, effective as
of May 9, 2005.” 
  

	2.	Except as herein specifically modified and amended, all of the terms, provisions, conditions, and covenants of the Agreement shall continue in full force and effect and shall be
deemed unchanged except to the extend modified and amended herein. 

 IN WITNESS WHEREOF, the parties hereto have executed this
Fifth Amendment to Employment Agreement as a sealed instrument, in any number of counterpart copies, each of which shall be deemed an original for all purposes, as of May 9, 2005. 
  

									
	CASUAL MALE RETAIL GROUP, INC. (Company)	 		 	
					
	By:	 	 /s/ DAVID A. LEVIN
	 		 	 May 27, 2005
	 	
		 	David A. Levin	 		 	Date	 	
		 	President and Chief Executive Officer	 		 		 	
					
		 	EXECUTIVE	 		 		 	
					
		 	 /s/ DENNIS R. HERNREICH
	 		 	 May 27, 2005
	 	
		 	Dennis R. Hernreich	 		 	DateLetter Agreement between the Company and David A. Levin

 Exhibit 10.1 
  

			
	Date:	  	May 26, 2006
	To:	  	David A. Levin
		  	President and CEO
	From:	  	CMRG Compensation Committee

 David: 
 This confirms your bonus for business year 2005. The results achieved yielded a 75% bonus against a target of $600,000 or $450,000. Congratulations on a great performance. At the April 24th meeting of the Board, the committee also recommended to the Board, and the Board authorized, that you should receive 200,000
options in recognition of your efforts during the 2005 business year, with an option price equal to the closing price of the Company’s common stock on April 24, 2006. 
 As to the current year, business year 2006, we are raising your salary to $750,000 effective as of May 1, 2006. 
 Your targeted base bonus for business year 2006 will be $750,000 and will be performance based. The sole metric will be EBITDA (before extraordinary items). The
illustrative table below shows EBITDA and bonus amounts in round numbers. The actual bonus will be calculated from real EBITDA dollar amounts. 
 The following table illustrates the parameters of the plan: 
  

					
	 EBITDA
	  	Bonus %	  	Bonus $
	 *
	  	0	  	0
	 *
	  	80	  	600,000
	 *
	  	85	  	637,500
	 *
	  	90	  	675,000
	 *
	  	95	  	712,500
	 *
	  	100	  	750,000
	 *
	  	105	  	787,500
	 *
	  	110	  	825,000
	 *
	  	115	  	862,500
	 *
	  	120	  	900,000
	 *
	  	125	  	937,500
	 *
	  	130	  	975,000
	 *
	  	135	  	1,012,500
	 *
	  	140	  	1,050,000
	 *
	  	145	  	1,087,500
	 *
	  	150	  	1,125,000

 The bonus is capped at 150% of your target. That is, any EBITDA in excess of *MM will still earn the maximum bonus
of $1,125,000. 

 * [As supported by the Securities and Exchange Commission’s Frequently Asked Questions dated November 23, 2004
(Question 13), and consistent with the treatment of similar information under Instruction 2 to Item 402(k) of Regulation S-K, the Registrant has excluded information relating to target levels with respect to specific quantitative or qualitative
performance – related factors, or factors or criteria involving confidential commercial or business information, the disclosure of which would have an adverse effect on the Registrant]. 
 For purposes of this 2006 Bonus Plan, the 2006 EBITDA shall include only those CMRG operations that existed in 2005. For example, if the Company acquires another
business in 2006, EBITDA generated from that business shall be excluded for purposes of this 2006 Bonus Plan. 
 Eligibility: 
 As has been our custom, to be eligible for the bonus, you must be actively employed at the end of the fiscal year and at the
time of the bonus distribution. 
 Kindest Regards, 
 Compensation Committee: 
  

					
	 /s/ JESSE H. CHOPER
	 		 	 /s/ GEORGE T. PORTER, JR.

	Jesse H. Choper	 		 	George T. Porter, Jr.Letter Agreement between the Company and Dennis R. Hernreich

 Exhibit 10.2 
  

			
	Date:	  	May 26, 2006
	To:	  	Dennis Hernreich
		  	EVP, COO and CFO
	From:	  	CMRG Compensation Committee

 Dennis: 
 This confirms your bonus for business year 2005. The results achieved yielded a 75% bonus against a target of $460,000 or $345,000. Congratulations on a great performance. At the April 24-25, 2006 meeting of the
Board, the committee also recommended to the Board, and the Board authorized, that you should receive 160,000 options in recognition of your efforts during the business year, with an option exercise price equal to the closing price of the
Company’s common stock on April 24, 2006. 
 As to the current year, business year 2006, we are raising your
salary to $575,000 effective as of May 1, 2006. 
 Your targeted base bonus for business year 2006 will be $575,000 and will be performance based. The
sole metric will be EBITDA (before extraordinary items). The illustrative table below shows EBITDA and bonus amounts in round numbers. The actual bonus will be calculated from real EBITDA dollar amounts. 
 The following table illustrates the parameters of the plan: 
  

					
	 EBITDA
	  	Bonus %	  	Bonus $
	 *
	  	0	  	0
	 *
	  	80	  	460,000
	 *
	  	85	  	488,750
	 *
	  	90	  	517,500
	 *
	  	95	  	546,250
	 *
	  	100	  	575,000
	 *
	  	105	  	603,750
	 *
	  	110	  	632,500
	 *
	  	115	  	661,250
	 *
	  	120	  	690,000
	 *
	  	125	  	718,750
	 *
	  	130	  	747,500
	 *
	  	135	  	776,250
	 *
	  	140	  	805,000
	 *
	  	145	  	833,750
	 *
	  	150	  	862,500

 The bonus is capped at 150% of your target. That is, any EBITDA in excess of *MM will still earn the maximum bonus
of $862,500. 

 * [As supported by the Securities and Exchange Commission’s Frequently Asked Questions dated November 23, 2004
(Question 13), and consistent with the treatment of similar information under Instruction 2 to Item 402(k) of Regulation S-K, the Registrant has excluded information relating to target levels with respect to specific quantitative or qualitative
performance – related factors, or factors or criteria involving confidential commercial or business information, the disclosure of which would have an adverse effect on the Registrant]. 
 For purposes of this 2006 Bonus Plan, the 2006 EBITDA shall include only those CMRG operations that existed in 2005. For example, if the Company acquires another
business in 2006, EBITDA generated from that business shall be excluded for purposes of this 2006 Bonus Plan. 
 Eligibility: 
 As has been our custom, to be eligible for the bonus, you must be actively employed at the end of the fiscal year and at the
time of the bonus distribution. 
 Kindest Regards, 
 Compensation Committee: 
  

					
	 /s/ JESSE H. CHOPER
	 		 	 /s/ GEORGE T. PORTER, JR.

	Jesse H. Choper	 		 	George T. Porter, Jr.Letter Agreement between the Company and Jewelcor Management, Inc

 Exhibit 10.3 
  

			
	Date:	  	May 26, 2006
	To:	  	Seymour Holtzman, Chairman of the Board of CMRG
	From:	  	CMRG Compensation Committee

 Seymour: 
 This confirms your bonus for business year 2005. The results achieved yielded a 75% bonus against a target of $460,000 or $345,000. Congratulations on a great performance. At the April 24-25, 2006 meeting of the
Board, the committee also recommended to the Board, and the Board authorized, that you should receive 160,000 options in recognition of your efforts during the business year, with an option exercise price equal to the closing price of the
Company’s common stock on April 24, 2006. 
 As to the current year, business year 2006, we are raising the compensation of your management
company, Jewelcor Management, Inc.’s (“JMI”) Consulting Agreement to $527,000 effective as of May 1, 2006. As in previous years, you will be paid an annual salary of $24,000 and JMI will receive an annual expense reimbursement of
$24,000. Therefore, the total compensation for the business year 2006, paid to you and JMI is $575,000. 
 Your targeted base bonus for business year 2006
will be $575,000 and will be performance based. The sole metric will be EBITDA (before extraordinary items). The illustrative table below shows EBITDA and bonus amounts in round numbers. The actual bonus will be calculated from real EBITDA dollar
amounts. 
 The following table illustrates the parameters of the plan: 
  

					
	 EBITDA
	  	Bonus %	  	Bonus $
	 *
	  	0	  	0
	 *
	  	80	  	460,000
	 *
	  	85	  	488,750
	 *
	  	90	  	517,500
	 *
	  	95	  	546,250
	 *
	  	100	  	575,000
	 *
	  	105	  	603,750
	 *
	  	110	  	632,500
	 *
	  	115	  	661,250
	 *
	  	120	  	690,000
	 *
	  	125	  	718,750
	 *
	  	130	  	747,500
	 *
	  	135	  	776,250
	 *
	  	140	  	805,000
	 *
	  	145	  	833,750
	 *
	  	150	  	862,500

 The bonus is capped at 150% of your target. That is, any EBITDA in excess of *MM will still earn the maximum bonus of
$862,500. 
 * [As supported by the Securities and Exchange Commission’s Frequently Asked Questions dated November 23, 2004 (Question 13), and
consistent with the treatment of similar information under Instruction 2 to Item 402(k) of Regulation S-K, the Registrant has excluded information relating to target levels with respect to specific quantitative or qualitative performance –
related factors, or factors or criteria involving confidential commercial or business information, the disclosure of which would have an adverse effect on the Registrant]. 
 For purposes of this 2006 Bonus Plan, the 2006 EBITDA shall include only those CMRG operations that existed in 2005. For example, if the Company acquires another business in 2006, EBITDA generated from that business
shall be excluded for purposes of this 2006 Bonus Plan. 
 Eligibility: 
 As has been our custom, to be eligible for the bonus grant, you must be actively employed at the end of the fiscal year and at the time of the bonus distribution and the
Consulting Agreement between JMI and the Company must be in force at the end of the fiscal year end and at the time the bonus is distributed for JMI to be eligible. 
 Kindest Regards, 
 Compensation Committee: 
  

					
	 /s/ JESSE H. CHOPER
	 		 	 /s/ GEORGE T. PORTER, JR.

	Jesse H. Choper	 		 	George T. Porter, Jr.

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