Document:

exv10w9

 

Exhibit 10.9

2007 ATS Medical Management Incentive Compensation Plan (MICP)

The 2007 ATS Medical Management Incentive Compensation Plan (MICP or Plan) is designed to pay,
in addition to performance based annual salaries, incentive cash compensation to management and
other “key employees” who by their assigned responsibilities contribute to the success of the
Company. Incentive payments will be based on corporate funding and achievement of individual
Objectives/Smart Goals.

1. DEFINITION OF TERMS

Goals

The Individual Objectives, as set forth at the beginning of each program year and referred
to as Smart Goals, must be specific, measurable, achievable, related to Corporate Goals and
time bound. The Board of Directors may amend the goals to reflect material adjustments in
or changes to the Company’s accounting policies; to reflect major corporate changes such as
mergers, acquisitions, or divestitures; and to reflect such other events having a
significant impact on the goals.

Base Salary

The annual salary rates effective on the first day of the program year.

Participant

Any employee or position which has been designated by the Board as a participant in the Plan
for the year or during the year. If a particular employee is not covered by the MICP and
has been recognized for extraordinary achievement, he/she may be eligible to participate in
the Plan for that particular year at the discretion of the President/CEO.

Eligibility

Only regular full time employees may be designated as a participant in the Plan.

Program Year

The fiscal year of the corporation.

Funding

The total dollar amounts accrued for payment in any program year. The bonus pool will be
funded by achievement of the Company’s annual operating plan and will be tied to both top
line and bottom line results.

Payout

The actual amount to be paid to a participant based on operating results achievement rate
combined with individual Smart Goals performance. The maximum payout each participant is
eligible to receive will be communicated by his/her Manager.

 

 

2. DESIGNATION OF PARTICIPANTS

The Board, upon the recommendation of the management of the Corporation, shall make all
determinations as to the eligibility of employees and positions to participate in the MICP.
Following the Board’s determination of eligible participants, each participant shall be
notified of eligibility to participate in the 2007 MICP and will be provided with a copy of
the Plan. The 2007 Plan is designed to include officer, director, and manager level
positions as well as employee designated as “key employees.”

3. CALCULATION AND PAYMENT OF INCENTIVE AWARDS

Individual incentives will not be paid unless the President/CEO and the Compensation
Committee of the Board of Directors approve each participant’s individual incentive awards
with payout contingent upon completion of the Company’s year-end financial audit for the
program year.

PLAN CRITERIA

Achievement of Smart Goals

(20% weight)

Top Line Results = Revenue

(40% weight)

Bottom Line Results=Operating Income before taxes

(40% weight)

PAYOUT RATES

	 	 	 	 	 
	Plan Performance	 	Ratio
	109%
	 	 	182	%
	105%
	 	 	145	%
	100%
	 	 	100	%
	95%
	 	 	55	%
	90%
	 	 	9	%
	89%
	 	 	0	%

Note: Minimum requirement for any bonus payment includes at least 90% attainment of company
operating income plan including bonus expenses.

4. PROMOTIONS

For individuals promoted from a non-bonus to a bonus position during the program year, the
effective salary upon assuming the new position will be used in calculating eligible
incentive payout. Any payout will be pro rated beginning the first day of the month in
which the individual is promoted into the position.

 

 

5. DEMOTIONS

For individuals demoted to a non-bonus position during the program year, MICP payout will be
pro rated based on the number of months in the bonus position.

6. 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 Plan, such participant shall be entitled to receive no
incentive compensation for such year. If he/she terminates after the program year but prior
to the payout, the participant remains entitled to receive incentive compensation. An
exception would be if the individual were subject to termination “for cause” if such “cause”
took place during the period covered by the MICP.

7. AMENDMENT OF THE PLAN

The Board may, from time to time, make amendments to the Plan as it believes appropriate and
may terminate the Plan at any time, provided that no such amendment or termination will
affect the right of any participant to receive incentive compensation in accordance with the
terms of the Plan for the portion of any year up to the date of the amendment or
termination.

8. MISCELLANEOUS

Nothing contained in the MICP shall be construed to confer upon any employee any right to
continue in the employ of the Company or restrict the Company’s right to terminate his/her
employment at any time.

 

 

Establishment of Individual Objectives/Smart Goals

(Specific, Measurable, Achievable,

Related to Corporate Goals and Time Bound)

In establishing individual objectives, the following guidelines shall be used:

	•	 	Each objective should be clear, concise, and measurable (time, cost, and task accomplishment).

	•	 	Each objective should be a precise written statement, which is discussed and agreed to by the individual and the
manager.

	•	 	Individual objectives should measure accomplishment and not effort.

	•	 	Individuals will have four (4) Objectives/Smart Goals.

Before a participant may receive an incentive award, it will be necessary for his/her immediate
manager to:

	•	 	Submit written measurable objectives on the appropriate form prior to the commencement of the program year. These
objectives will be reviewed and approved by the President/CEO and Director of Human Resources.

	•	 	Submit a documented evaluation of results, on a quarterly basis, to the President/CEO.

	 	•	 	Modifications or adjustments to the original objectives must be reviewed by the
participant and his/her manager and then submitted to the President/CEO.

	•	 	Submit the year-end results against objectives within one month following the end of the
program year. The President/CEO and the Director of Human Resources will approve these.exv4w5

 

Exhibit 4.5

APPENDIX A

FORM OF NOTICE OF ELECTION

[One Earth LLC Letterhead]

RESCISSION
OFFER ELECTION FORM _________ , 2007

     ___
I accept this rescission offer. Please refund the initial payment I made for
subscription of the membership units, plus interest at the statutory rate.

     ___
I decline this rescission offer and will continue my investment. I understand that my
right to sue under the securities laws of ___, with respect to the material changes
to One Earth Energy’s initial public offering extinguished with this offer of rescission.

     Note
for Indiana investors: According to Indiana State law, if you do
not return your election form, you will be deemed to have accepted
the rescission offer and your subscription will be cancelled.

	 	 	 
	                                                            

	 	                                        
	(Subscriber’s name and signature)

	 	(Date)

In order to register your election, you must return this completed Rescission Offer Election Form
to us at the following address:

One Earth Energy, LLC

1306 West 8th Street

Gibson City, Illinois 60936

IF YOU WISH TO CONFIRM YOUR SUBSCRIPTION, YOU MUST CHECK THE BOX AS INDICATED ABOVE AND RETURN THIS
FORM TO US. YOU MAY CHANGE YOUR ELECTION AT ANYTIME PRIOR TO EXPIRATION OF THE RESCISSION OFFER.
THE RESCISSION OFFER EXPIRES ON ___, 2007. ONCE YOU RETURN THE COMPLETED FORM AND THE
RESCISSION OFFER EXPIRES, YOUR ELECTION TO CONFIRM IS IRREVOCABLE, AND YOUR INVESTMENT WILL NOT BE
RETURNED, UNLESS WE REJECT YOUR SUBSCRIPTION. IF THIS FORM IS NOT COMPLETED AND RECEIVED BY US
BEFORE 5:00 P.M. CST ON ___, 2007, YOUR RESCISSION RIGHTS ARE WAIVED, AND YOU WILL NOT BE
ABLE TO WITHDRAW YOUR INVESTMENT.exv10w1

 

 Exhibit 10.1

NEWELL RUBBERMAID, INC.

MAGNUS NICOLIN – EMEA SPECIAL BONUS PLAN AGREEMENT

Magnus Nicolin, President, Newell Rubbermaid Europe, Middle East & Africa (EMEA) is being given the
opportunity to participate in an EMEA Special Bonus Plan for calendar years 2007 and 2008. Mr.
Nicolin’s award is subject to the following terms and conditions of this agreement.

The receipt of an award by Mr. Nicolin pursuant to this agreement is conditioned upon its
acceptance by Mr. Nicolin in the space provided below and the return of an executed copy of this
agreement to the Human Resources – Compensation department of the Company no later than July 9,
2007, or, if later, 30 days after Mr. Nicolin receives this agreement.

     1. EMEA Special Bonus Plan With the potential consolidation of
divisions and corporate offices in Europe, there are a number of executives (directors
and above) who are participating in a special bonus plan for a period of two (2) years.
The purpose of this plan is to achieve higher performance levels and retention
purposes. This plan will include performance goals and results for calendar years 2007
and 2008.

     2. Cash Payment Award The payment of this award will be in cash and
made for the performance results for calendar years 2007 and 2008. Each calendar year
will be calculated separately with the 2007 cash payment, if applicable, being carried
over and combined with the 2008 payment which results in only one payment being made.
This special bonus payment will be made in 2009, net of any required tax or other
withholding, at the same time that other Newell Rubbermaid Cash Management Bonus Plan
payments are made, generally around March 15, 2009. This special bonus will be paid by
the Company or the affiliate of the Company that employs Mr. Nicolin on the date of
payment.

     3. Special Bonus Calculation The performance goals, relative weights and
payout percentages that will be used to determine the payout of this special bonus will
be identical to those applicable to payouts under the EMEA-Newell Rubbermaid Management
Bonus Plan for calendar years 2007 and 2008. The Organizational
Development & Compensation Committee (the “Committee”) will establish the
EMEA-Newell Rubbermaid Management Cash Bonus Plan performance goals detailing the
amount that may be paid based upon the level of attainment of the applicable
performance goals. For calendar year 2007, the EMEA bonus participants have
performance goals that are based 25% on US corporate results; 25% on EMEA results;
and 50% on business unit results.

     4. Target Award The target award percentage is determined by
calculating the total of all salaries of other executives participating in this program
and multiplying by 7%. The total of all other applicable executive salaries (in US
dollars) is approximately $3,000,000. As a result of this, Nicolin will be eligible
for a target bonus of $105,000 for both years 2007 and 2008. Since the EMEA-Newell
Rubbermaid Management Bonus program offers a maximum potential payout of 200%, Nicolin
is eligible for a maximum payment of $210,000 for each year 2007 and 2008 for a total
maximum payout of $420,000.

 

 

     5. Forfeiture This special bonus award shall be forfeited in is entirety
in the event that Nicolin’s employment with the Company and all affiliates is
terminated, voluntarily or involuntarily, at any time prior to the last business day of
2008.

     6. Management Rights The Committee and/or Board of Directors reserve
the right to cancel eligibility to receive the special bonus at any time or to reduce
or refuse payout of this special bonus for any reason.

     7. Performance Goals The parties acknowledge that the payment of this
special bonus will be determined based on the same performance goals that utilized for
determining cash awards to Mr. Nicolin under the EMEA-Newell Rubbermaid Management
Cash Bonus Plan for the 12-month periods ending December 31, 2007 and December 31,
2008. Following the completion of each 12-month period, the Committee shall determine,
in its sole judgment, the extent to which such performance goals have been achieved and
shall authorize the issuance of this special bonus.

     IN WITNESS WHEREOF, this Agreement is executed by the Company this                     th day of                     ,
                    , effective as of the 9th day of May, 2007.

	 	 	 	 	 
	 	NEWELL RUBBERMAID INC.

 	 
	 	By:  	 	 
	 	 	 	 
	 	 	 	 
	 

Agreed and accepted this                      day of                      , 2007

                                                            

          Magnus R. Nicolin

-2-

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