Document:

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                                                                    EXHIBIT 10.1

                               CLASSIC CABLE, INC.
                       EXECUTIVE RETENTION INCENTIVE PLAN

1.       APPLICABILITY

         The Classic Cable, Inc. Executive Retention Incentive Plan (the "Plan")
applies to eligible employees of Classic Cable, Inc. (the "Company").

2.       PURPOSE AND EFFECTIVE DATE

         (a) The purpose of this Plan is to encourage eligible employees of the
Company to continue their employment with the Company during the period of the
Company's restructuring by establishing a binding written Company policy
governing the circumstances under which a "Participant" (as defined below) will
receive a retention and incentive bonus (a "Bonus") under the Plan.

         (b) The Plan is adopted and effective as of July 1, 2002 (the
"Effective Date"), in accordance with an order issued by the United States
Bankruptcy Court for the District of Delaware, such court having jurisdiction
over chapter 11 cases currently pending with respect to the Company, its parent
and subsidiaries (the "Chapter 11 Cases").

3.       ELIGIBILITY

         (a) The Chairman of the Board of Directors of Classic Communications,
Inc. (the "Chairman"), with the approval of the Compensation Committee of the
Board of Directors of Classic Communications, Inc. (the "Compensation
Committee"), will determine which of the Company's key employees will be
eligible to participate in the Plan (each a "Participant").

         (b) Each Participant shall receive written notification of
participation in the Plan, as soon as practicable after the Effective Date. The
amount of each Participant's potential Bonus under the Plan shall be set forth
in his/her notification of participation. The potential Bonus shall be comprised
of a retention bonus that relates to seventy percent (70%) of the total
potential Bonus amount (the "Retention Bonus") and an incentive bonus that
relates to thirty percent (30%) of the total potential Bonus amount (the
"Incentive Bonus"); provided, that the Bonus to be paid to the Company's Chief
Operating Officer (the "COO") shall be comprised only of an incentive bonus that
equals one-hundred percent (100%) of the COO's total potential Bonus amount
(also referred to herein as the "Incentive Bonus").

4.       AMOUNT AND PAYMENT OF RETENTION BONUSES

         (a) Subject to Section 6 below, Retention Bonuses shall be paid as
follows:

                  (i) with respect to twenty percent (20%) of the total
         potential Bonus amount, in one lump sum payment, within ten (10)
         business days following January 31, 2003

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         ("Tranche A Payment Date"); provided a Participant's employment has
         continued through the Tranche A Payment Date; and

                  (ii) with respect to fifty percent (50%) of the total
         potential Bonus amount, in one lump sum payment, within ten (10)
         business days following a "Change in Control" (as defined below) of the
         Company ("Tranche B Payment Date"); provided a Participant's employment
         has continued through the Tranche B Payment Date;

         (b) For purposes of this Plan, a "Change in Control" shall mean
consummation of (i) the Company's sale of substantially all of its assets, in
one or more transactions; (ii) a reorganization or merger of the Company, or any
other arrangement or corporate reorganization, whereby control of the Company's
business is transferred to another employer; (iii) a confirmed plan of
reorganization for the Company pursuant to title 11 of the United States Code;
or (iv) a restructuring (including payment) of substantially all of the
Company's long term public indebtedness.

5.       AMOUNT AND PAYMENT OF INCENTIVE BONUSES

         (a) Subject to Section 6 below, the Incentive Bonus shall be paid as
follows:

                  (i) with respect to thirty-three and one-third percent
         (33.33%) of the total potential Bonus amount for the COO, and with
         respect to ten percent (10%) of the total potential Bonus amount for
         all other Participants, in one lump sum payment, within fifteen (15)
         calendar days following the date the Company's Form 10-Q, for the
         second quarter of 2002, is filed with the Securities Exchange
         Commission ("Q2 Incentive Payment Date"), provided the Company achieves
         its "Quarterly Budgeted Operating Results" (as defined below) for the
         second quarter of 2002;

                  (ii) with respect to thirty-three and one-third percent
         (33.33%) of the total potential Bonus amount for the COO, and with
         respect to ten percent (10%) of the total potential Bonus amount for
         all other Participants, in one lump sum payment, within fifteen (15)
         calendar days following the date the Company's Form 10-Q, for the third
         quarter of 2002, is filed with the Securities Exchange Commission ("Q3
         Incentive Payment Date"), provided the Company achieves its Quarterly
         Budgeted Operating Results for the third quarter of 2002; and,

                  (iii) with respect to thirty-three and one-third percent
         (33.33%) of the total potential Bonus amount for the COO, and with
         respect to ten percent (10%) of the total potential Bonus amount for
         all other Participants, in one lump sum payment, within fifteen (15)
         calendar days following the date the Company's Form 10-K is filed with
         the Securities Exchange Commission ("Q4 Incentive Payment Date"),
         provided the Company achieves its Quarterly Budgeted Operating Results
         for the fourth quarter of 2002.

         (b) For purposes of this Plan, the "Quarterly Budgeted Operating
Results" shall be determined by reference to budgeted EBITDA adjusted for
extraordinary items less quarterly budgeted capital expenditures, as established
by the Chairman, with the approval of the Compensation Committee, solely for
purposes of the Plan. The Chairman shall furnish the

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administrative agent for the Company's pre-petition and post petition lenders
with documentation evidencing that the Quarterly Budgeted Operating Results have
been satisfied.

6.       TERMINATION OF EMPLOYMENT

         (a) In the event a Participant's employment with the Company is
terminated because of death or disability or without "Cause" (as defined below),
in each case prior to the Tranche A Payment Date or the Tranche B Payment Date
(collectively, the "Retention Payment Dates") or the Q2 Incentive Payment Date,
the Q3 Incentive Payment Date, or the Q4 Incentive Payment Date (collectively,
the "Incentive Payment Dates"), but following the Effective Date:

                  (i) such Participant (or his/her beneficiary in the event of
         death) shall be entitled to payment of the full amount of his/her
         Retention Bonus, as set forth in Section 4 of this Plan, less any
         Retention Bonus amounts already received under this Plan; and

                  (ii) the Chairman, with the approval of the Compensation
         Committee, shall determine whether a Participant shall receive an
         Incentive Bonus and the amount of such Incentive Bonus.

         (b) Retention Bonuses and Incentive Bonuses, if any, paid pursuant to
Section 6(a), shall be paid on the applicable Retention Payment Date or
applicable Incentive Payment Date, respectively.

         (c) Notwithstanding anything herein to the contrary, in the event a
Participant voluntarily terminates employment with the Company, or his/her
employment is terminated by the Company for Cause, in either case, prior to
either Retention Payment Date or an Incentive Payment Date, such Participant
shall be ineligible to receive any future Retention Bonus or Incentive Bonus
amounts that become payable, in accordance with Sections 4 or 5 of the Plan, on
or after such Participant's date of termination.

         (d) The Company shall have "Cause" to terminate a Participant's
employment if such Participant has (i) refused or repeatedly failed to perform
the duties assigned to him/her; (ii) engaged in a willful or intentional act
that has the effect of injuring the reputation or business of the Company in any
material respect; (iii) continually or repeatedly been absent from the Company,
unless due to serious illness or disability; (iv) used illegal drugs or been
impaired due to other substances; (v) been convicted of any felony; (vi)
committed an act of gross misconduct, fraud, embezzlement or theft against the
Company; (vii) engaged in any act of such extreme nature that the Company
determines to be grounds for immediate dismissal; or (viii) violated a material
company policy.

7.       GENERAL PROVISIONS

         (a) Payments under this Plan shall not constitute wages and shall be
paid by the Company from the general assets of the Company; provided that no
director, officer or employee of the Company or the Company's parent company,
Classic Communications, Inc. ("Classic"), shall be personally liable in the
event the Company is unable to make any payments under this Plan due to a lack
of, or inability to access, funding or financing, legal prohibition (including
statutory or judicial limitations) or failure to obtain any required consent.

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Notwithstanding anything in this Plan to the contrary, any payments to be made
hereunder shall only be made as and to the extent the Company has adequate
funding therefor.

         (b) Payments under this Plan are subject to Federal, state and local
income tax withholding and all other applicable Federal, state and local taxes.
The Company shall withhold, or cause to be withheld, from any payments made
hereunder all applicable Federal, state and local withholding taxes and may
require the employee to file any certificate or other form in connection
therewith.

         (c) Nothing contained herein shall give any employee the right to be
retained in the employment of the Company or any successor, or affect the
Company's right to dismiss any employee at will.

         (d) This Plan is not a term or condition of any individual's employment
and no employee shall have any legal right to payments hereunder except to the
extent all conditions relating to the receipt of such payments have been
satisfied in accordance with the terms of this Plan as set forth herein.

         (e) Nothing contained herein shall give an employee any right to any
employee benefit upon termination of employment with the Company, except as
required by law or provided by the terms of another employee benefit plan
document relating to the treatment of former employees generally.

         (f) No person having a benefit under this Plan may assign, transfer or
in any other way alienate the benefit, nor shall any benefit under this Plan be
subject to garnishment, attachment, execution or levy of any kind.

         (g) Notwithstanding anything contained herein to the contrary, and
except with respect to benefits under the Amended and Restated Classic Cable,
Inc. Key Employee Retention Plan, as approved by the Bankruptcy Court on
December 12, 2001, payment of a Retention Bonus shall cause a Participant to be
ineligible to receive any other retention payments of any kind whatsoever under
any other plan or agreement of the Company, including, without limitation, any
benefits payable under any employment agreement between the Company and the
Participant that are specifically identified as a retention bonus and any
benefits payable under the retention plan adopted by the Company's Board of
Directors on September 24, 2001. In addition, payment of a Retention Bonus under
this Plan shall be deemed a waiver of a Participant's rights with respect to any
and all such payments set forth in the preceding sentence.

8.       ADMINISTRATION

         (a) The Plan shall be administered by the Company's General Counsel or
such other person designated by the Chairman, and the term "Plan Administrator"
shall refer to the Company's General Counsel or such other designee. With
respect to benefits to be provided to the Plan Administrator under the Plan, the
Company's Chief Financial Officer shall be considered the "Plan Administrator."

         (b) The executives to be covered under the Plan, and the amount of each
Participant's potential Bonus amount, shall be set forth on the confidential
schedules submitted

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to the Company's official committee of unsecured creditors and the
administrative agent for the Company's pre-petition and post petition lenders.
Following the Effective Date, the Chairman, with the approval of the
Compensation Committee, may add or substitute Participants when an eligible
employee's employment has terminated or reallocate any amounts that have been
forfeited under the Plan as a result of a Participant's termination of
employment.

         (c) Subject to the express provisions of this Plan, the Plan
Administrator shall have sole authority to interpret the Plan (including any
vague or ambiguous provisions) and to make all other determinations deemed
necessary or advisable for the administration of the Plan. All determinations
and interpretations of the Plan Administrator shall be final, binding and
conclusive as to all persons.

         (d) Neither the Plan Administrator nor any employee, officer or
director of the Company or Classic shall be personally liable by reason of any
action taken with respect to the Plan for any mistake of judgment made in good
faith, and the Company shall indemnify and hold harmless each employee, officer
or director of the Company and Classic, including the Plan Administrator, to
whom any duty or power relating to the administration or interpretation of the
Plan may be allocated or delegated, against any reasonable cost or expense
(including counsel fees) or liability (including any sum paid in settlement of a
claim with the approval of the Board of Directors of the Company) arising out of
any act or omission to act in connection with the Plan unless arising out of
such person's own fraud, bad faith or gross negligence.

9.       APPLICABLE LAW

         This Plan and all action taken under it shall be governed as to
validity, construction, interpretation and administration by the laws of the
State of Texas and applicable Federal law.

10.      AMENDMENT OR TERMINATION

         The Board of Directors of Classic may amend, suspend or terminate the
Plan or any portion thereof at any time; provided, however, that unless the
written consent of a Participant is obtained, no such amendment or termination
shall adversely affect the rights of such Participant.

                                       5<PAGE>
                                                                    EXHIBIT 10.2

                                EXEMPT EMPLOYEES

                               CLASSIC CABLE, INC.
                       AMENDED AND RESTATED SEVERANCE PLAN
                     SUMMARY PLAN DESCRIPTION/PLAN DOCUMENT

         1. GENERAL INFORMATION

         (a) The Classic Cable, Inc. Amended and Restated Severance Plan (the
"Plan") provides certain employees of Classic Cable, Inc. and its parent and
subsidiaries (collectively, the "Company") with separation pay if they are
separated from service with the Company for the reasons described herein.

         (b) Notwithstanding any other provision of the Plan, the Plan
supersedes any and all prior plans, policies, agreements, or practices, written
or oral, which may have previously applied governing the payment of severance to
"Eligible Employees" (as defined below), including but not limited to any and
all provisions relating to severance or separation benefits that are contained
in any written employment agreement entered into between the Company and any
Eligible Employee, but excluding (i) the Amended and Restated Classic Cable,
Inc. Key Employee Retention Plan, approved by the United States Bankruptcy Court
for the District of Delaware (the "Bankruptcy Court") on December 12, 2001 and
(ii) the Classic Cable, Inc. Executive Retention Incentive Plan, effective as of
July 1, 2002.

         (c) This Summary Plan Description/Plan Document is intended to comply
with the requirements of the Employee Retirement Income Security Act of 1974, as
amended ("ERISA").

         (d) The Plan is adopted and effective as of May 21, 2002 (the
"Effective Date"), in accordance with an order issued by the Bankruptcy Court,
such court having jurisdiction over chapter 11 cases currently pending with
respect to the Company (collectively, the "Chapter 11 Case").

         2. ELIGIBILITY

         (a) You are an "Eligible Employee," for purposes of this Plan, if you
are a regular, full-time or part-time employee of the Company that has completed
one "Year of Service" (as defined in Section 4(e) below) with the Company. The
"Plan Administrator" (as defined below) shall provide each Eligible Employee
with written notice of his/her eligibility in the Plan. For those Eligible
Employees that are designated as exempt from the provisions of the Fair Labor
Standards Act of 1938, as amended ("Exempt Employees"), such notification shall
include the Tier that such Eligible Employee will be participating in, as
provided in Section 3

<PAGE>

below, and shall be delivered to the Eligible Employee as soon as practicable
following the Effective Date.

         (b) You are a "Participant," for purposes of this Plan, if you are an
Eligible Employee whose employment is terminated (i) by the Company without
"Cause" and such termination is unrelated to a "Change in Control" of the
Company (as such terms are defined in Sections 4(a) and (c) below), or (ii) by
the Company without Cause in connection with a Change in Control of the Company
and you are not offered a "Comparable Position" (as defined in Section 4(b)
below) with the Company or the Company's successor.

         (c) The determination of whether (i) any conduct, action or failure to
act on the part of any Eligible Employee constitutes Cause and (ii) a position
with the Company or the Company's successor is a Comparable Position, shall be
made by the Plan Administrator in its sole discretion.

         (d) Notwithstanding anything in the Plan to the contrary, no
Participant will be eligible to receive any severance benefit or payment under
the Plan unless, prior to the receipt of a severance payment, the Participant
executes a general release agreement, substantially in the form of the release
attached hereto as Exhibit A ("Release"), and any applicable revocation period
described in such Release has expired.

         (e) You are not entitled to severance benefits under the Plan if you:

                  (i) Are terminated for Cause;

                  (ii) Voluntarily resign;

                  (iii) Cease to be an Eligible Employee due to death,
         disability or retirement;

                  (iv) In connection with your termination of employment, are
         offered a Comparable Position with the Company or the Company's
         successor, whether or not you accept such offer.

                  (v) Fail to continue as a satisfactory Eligible Employee after
         receiving notice of layoff or termination until released by the Company
         (provided such termination is within six (6) months after you are
         notified of termination).

         3. SEVERANCE BENEFITS

         (a) Severance Benefit Amounts. In the event a Participant becomes
entitled to benefits pursuant to Section 2(b), he/she shall receive benefits in
accordance with the following:

                  (i) Exempt Employees in Tier I:

                           (1) an amount equal to either thirteen (13) or
                  twenty-six (26) weeks of Base Salary, as set forth in the
                  Participant's notification of participation in the Plan and
                  the confidential schedules submitted to the official committee
                  of unsecured creditors and the administrative agent for the
                  Debtors' pre-petition and post petition lenders; and,

                                      -2-
<PAGE>

                           (2) payment, by the Company, for the cost of
                  continuation coverage under the Company's health insurance
                  plan, as permitted under Sections 601 through 608 of the
                  Employee Retirement Income Security Act of 1974, as amended
                  ("COBRA"), for a period of three months following the
                  Termination Date; provided however that if the Participant
                  becomes reemployed with another employer and is eligible to
                  receive any such benefits under another employer provided plan
                  at the other employer's cost, other than reasonable and
                  customary employee contributions (whether or not he/she
                  actually elects to receive such benefits), the corresponding
                  benefits described herein shall be terminated; further,
                  provided, however, that the Company shall not be required to
                  provide any such benefit if the effect thereof would be to
                  violate the terms of any law, plan or insurance policy or
                  jeopardize the tax benefit associated with such benefit to
                  which the Company otherwise would be entitled. Any such
                  benefits provided by another employer shall be promptly
                  reported by the Participant to the Company as the Participant
                  becomes eligible therefor.

                  (ii) Exempt Employees in Tier II:

<Table>
<Caption>
               YEARS OF SERVICE                       NUMBER OF WEEKS OF BASE SALARY
               ----------------                       ------------------------------
<S>                                                   <C>
One year, but less than five years                                  6
Five years, but less than ten years                                 8
Ten years or more                                                  10
</Table>

                  (iii) Exempt Employees in Tier III:

<Table>
<Caption>
               YEARS OF SERVICE                       NUMBER OF WEEKS OF BASE SALARY
               ----------------                       ------------------------------
<S>                                                   <C>
One year, but less than five years                                  4
Five years, but less than ten years                                 6
Ten years or more                                                   8
</Table>

         (b) Taxes on Severance Pay. Severance payments are considered taxable
income. All appropriate federal, state and local taxes will be withheld from all
severance pay.

         (c) Severance Benefit Offsets. Notwithstanding anything herein to the
contrary, the amount of the severance benefit which any Participant is entitled
to receive under the Plan shall be the amount calculated in accordance with this
Section 3 of the Plan, less all amounts, if any, which such Participant is
entitled to receive as a result of the circumstances of his or her termination
under the Federal Worker Adjustment and Retraining Notification Act (Pub. L.
100-379) or other similar federal, state or local statute. In addition,
Participants shall be required to use all reasonable efforts to mitigate the
damages resulting from their termination of employment. In the event a
Participant obtains other employment or otherwise achieves earned income during
the period that benefits are being paid under this Plan, he/she shall have the
gross amount of such benefits reduced by the gross bi-weekly earned income
derived from the new employer or other source of earned income. Such Participant
shall be obligated to respond to the Company's requests for documentation at any
time relating to the amount of any such earned income.

                                      -3-
<PAGE>

         (d) When severance pay is paid. Severance payments will be made either
(i) on normal pay dates, commencing with the first pay period following the
effective date of the Release and continuing thereafter, on successive pay
periods, until the allowance is exhausted, (ii) in a lump sum payment, or (iii)
in a combination of (i) and (ii), as determined by the Plan Administrator in its
sole discretion. A Participant's last day worked is defined as his/her
termination date. However, with supporting evidence, if it becomes apparent to
the Company that a Participant receiving severance is acting in a manner
detrimental to the best interest of the Company, all rights to receive further
severance payments will be forfeited.

         4. DEFINITIONS. For purposes of the Plan, the following definitions
shall apply:

         (a) The Company shall have "Cause" to terminate an Eligible Employee's
employment if such employee has (i) refused or repeatedly failed to perform the
duties assigned to him/her; (ii) engaged in a willful or intentional act that
has the effect of injuring the reputation or business of the Company in any
material respect; (iii) continually or repeatedly been absent from the Company,
unless due to serious illness or disability; (iv) used illegal drugs or been
impaired due to other substances; (v) been convicted of any felony; (vi)
committed an act of gross misconduct, fraud, embezzlement or theft against the
Company; (vii) engaged in any act of such extreme nature that the Company
determines to be grounds for immediate dismissal; or (viii) violated a material
company policy.

         (b) A "Comparable Position" shall mean a position, whether as an
employee, independent contractor or consultant, with a similar title, duties,
responsibilities, reporting relationships and compensation (including benefits
under this Plan) as the Eligible Employee's position as of the Effective Date,
at a geographic location within thirty (30) miles of his/her workplace as of the
Effective Date.

         (c) A "Change in Control" shall mean: (i) the Company's sale of
substantially all of its assets, in one or more transactions; or (ii) a
reorganization or merger of the Company, or any other arrangement or corporate
reorganization, whereby control of the Company's business is transferred to
another employer.

         (d) "Base Salary" shall mean the Participant's base annual salary as of
the effective date of the Participant's termination of employment (the
"Termination Date"), excluding shift premiums, overtime, bonuses (including, but
not limited to retention and incentive bonuses), commissions, other special
payments or any other allowance, divided by fifty-two (52).

         (e) "Years of Service" shall mean a Participant's completed year of
service measured from his/her date of hire by the Company.

                                      -4-
<PAGE>

         5. ADMINISTRATIVE INFORMATION

         (a) Plan Name. The full name of the Plan is the Classic Cable, Inc.
Amended and Restated Severance Plan.

         (b) Plan's Sponsor. The Plan is sponsored by Classic Cable, Inc., 6151
Paluxy Road, Building A, Tyler, Texas 75703, (903) 581-2121.

         (c) Plan Number and Employer Identification Number. The employer
identification number (EIN) assigned by the Internal Revenue Service to the Plan
Sponsor is 74-2750981. The Plan number assigned by the Company pursuant to
instructions of the United States Department of Labor is 503.

         (d) Type of Plan and Funding. The Plan is an employee welfare benefit
plan which is maintained primarily for the purpose of providing benefits for a
select group of management or highly compensated employees. The benefits
provided under the Plan are paid from the Company's general assets. No fund has
been established for the payment of Plan benefits. No contributions are required
under the Plan.

         (e) Plan Administrator.

                  (i) The Plan shall be administered by the President and Chief
         Operating Officer of Classic Cable, Inc. (the "President"), provided
         that, with respect to benefits provided under the Plan to the
         President, the Chairman of the Board of Classic Communications, Inc.
         (the "Chairman") shall administer the Plan. The term "Plan
         Administrator" shall refer to the President, except as described in the
         preceding sentence, in which case the "Plan Administrator" shall refer
         to the Chairman.

                  (ii) The Plan Administrator has full responsibility for the
         operation of the Plan. Your supervisor or other officers of the Company
         are not authorized to interpret provisions of the Plan or make
         representations which are contrary to the provisions of the Plan
         document as interpreted by the Plan Administrator. All correspondence
         and requests for information should be directed as follows: Classic
         Cable, Inc., Plan Administrator, Classic Cable, Inc. Amended and
         Restated Severance Plan, 6151 Paluxy Road, Tyler, Texas 75703.

         (f) Agent for Service of Process. Should it ever be necessary, legal
process may be served on the Plan Administrator at: Classic Cable, Inc., 6151
Paluxy Road, Tyler, Texas 75703, Attn: General Counsel.

         (g) Type of Administration. The Plan is administered by Classic Cable,
Inc.

         (h) Plan Year. January 1 - December 31.

                                      -5-
<PAGE>

         6. PLAN AMENDMENT OR TERMINATION

         (a) The Plan may not be terminated or amended after the Effective Date
in any manner which would have the effect of reducing the benefits provided
under the Plan without the written consent of affected Eligible Employees (in
the case of an amendment, such consent shall be required only with respect to an
amendment affecting the respective Eligible Employee). During the pendency of
the Chapter 11 Case, no amendment or modification of the Plan that materially
increases the cost of the Plan to the Company shall be adopted without formal
authorization from the Board of Directors of Classic Cable, Inc. (the "Board")
and thereafter, the Bankruptcy Court upon notice.

         (b) No other amendment or modification and no termination of the Plan
shall be effective unless the action to be taken is set forth in a written
document, which is ratified or approved by the Board.

         7. OTHER IMPORTANT PLAN INFORMATION

         (a) Employment Rights Not Implied. Participation in the Plan neither
gives you the right to be retained in the employ of the Company, nor does it
guarantee your right to claim any benefit except as outlined in the Plan.

         (b) Governing Law. The construction and administration of the Plan will
be governed by ERISA.

         (c) No Liability. No director, officer, agent or employee of the
Company shall be personally liable in the event the Company is unable to make
any payments under the Plan due to a lack of, or inability to access, funding or
financing, legal prohibition (including statutory or judicial limitations) or
failure to obtain any required consent.

         8. CLAIMS APPEAL PROCEDURE

The following information is intended to comply with the requirements of ERISA
and provides the procedures an employee may follow if he or she disagrees with
any decision about eligibility for Plan payments.

         (a) An Eligible Employee will be informed as to whether or not he/she
is a Participant under the Plan, and thereby entitled to benefits under the
Plan, on or before the last day worked. Eligible Employees who believe they are
entitled to benefits under the Plan and do not receive notice of their status as
a Participant, or who have questions about the amounts they receive, must write
to the Plan Administrator within thirty (30) days of the date of their
respective termination.

         (b) If the Plan Administrator denies an Eligible Employee's claim for
benefits under the Plan, the Eligible Employee will be sent a letter within
ninety (90) days (in special cases, more than 90 days may be needed and you will
be notified if this is the case) explaining:

                  (i) the specific reason or reasons for the denial;

                                      -6-
<PAGE>

                  (ii) the specific provisions on which the denial is based;

                  (iii) any additional material or information necessary for the
         Participant to perfect the claim and an explanation of why such
         material or information is necessary; and

                  (iv) an explanation of the Plan's claim review procedure.

         (c) If payment is denied or the Eligible Employee disagrees with the
amount of the payment, he or she may file a written request for review within
sixty (60) days after receipt of such denial. This request should be filed with
the Plan Administrator. The letter which constitutes the filing of an appeal
should ask for a review and include the reasons why the Eligible Employee
believes the claim was improperly denied, as well as any other appropriate data,
questions, or comments. In addition, an Eligible Employee is entitled to:

                  (i) review documents pertinent to his or her claim at such
         reasonable time and location as shall be mutually agreeable to the
         Eligible Employee and the Plan Administrator; and

                  (ii) submit issues and comments in writing to the Plan
         Administrator relating to its review of the claim.

         (d) A final decision will normally be reached within sixty (60) days,
unless special circumstances require an extension of time for processing, in
which case a decision will be rendered as soon as possible. The Eligible
Employee will receive a written notice of the decision on the appeal, indicating
the specific reasons for the decision as well as specific references to the Plan
provisions on which the decision is based.

         9. STATEMENT OF ERISA RIGHTS

The following statement of ERISA rights is required by federal law and rulings:

         (a) As a person covered under the Plan, you are entitled to certain
rights and protections under ERISA. This law provides that all people covered by
the Plan are entitled to:

                  (i) Receive information about your plan and benefits.

                  (ii) Examine, without charge, all plan documents, including
         copies of all documents filed by the Plan with the U.S. Department of
         Labor at the Plan Administrator's offices.

                  (iii) Obtain copies of all plan documents and other plan
         information by writing to the Plan Administrator and asking for them.
         The Plan Administrator may make a reasonable charge for the copies.

         (b) In addition to creating rights for persons covered by the Plan,
ERISA imposes duties upon the people who are responsible for the operation of
the Plan. The people who operate the Plan, called "fiduciaries" of the Plan,
have a duty to do so prudently and in your

                                      -7-
<PAGE>

interest and in the interest of the other people covered by the Plan. The law
provides that no one may terminate you or otherwise discriminate against you in
any way to prevent you from getting a benefit or exercising your rights under
ERISA. The law provides that if your claim for a benefit is denied in whole or
in part, you will receive a written notice explaining why your claim was denied.
You have the right to have your claim reviewed and reconsidered.

         (c) Under ERISA, there are steps you can take to enforce your rights.
For instance, if you request copies of documents from the Plan Administrator and
do not receive them within thirty (30) days, you may file suit in federal court.
In such a case, the court may require the Plan Administrator to provide the
documents and pay up to $110 a day until you receive them, unless they were not
sent because of reasons beyond the control of the Plan Administrator.

         (d) If you have a claim for benefits which is denied or ignored, in
whole or in part, you may file suit in a state or federal court that has
jurisdiction. If it should happen that the people who operate the Plan misuse
the Plan's money or if you are discriminated against for asserting your rights,
you may ask the U.S. Department of Labor for help, or you may file suit in a
federal court. The court will decide who should pay court costs and legal fees.
If your suit is successful, the court may order the person you have sued to pay
costs and fees. If you lose, the court may order you to pay these costs and
fees, for example, if it finds your claim is frivolous. If you have any
questions about your rights under ERISA, you should contact the nearest office
of the Pension and Welfare Benefits Administration, U.S. Department of Labor,
listed in your telephone directory or the Division of Technical Assistance and
Inquiries, Pension and Welfare Benefits Administration, U.S. Department of
Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain
certain publications about your rights and responsibilities under ERISA by
calling the publications hotline of the Pension and Welfare Benefits
Administration.

                                      -8-

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