Document:

Exhibit 10.2 to IntriCon Corporation Form 10-Q dated March 31, 2006

EXHIBIT 10.2 

[Employee Form] 

[Date]_____________, 20__ 

[Name]    

[Address] 

Dear ________: 

I am pleased to inform you that on______, 20__ the Compensation Committee of
the Board of Directors of Intricon Corporation granted you options to purchase ______ Common Shares of the Company under the
Company’s 2006 Equity Incentive Plan (the “Plan”) at an exercise price of $______ per share. 

Under the Plan, the Company may grant either incentive stock options or
non-qualified stock options. The options granted to you are intended to be [incentive/non-qualified stock] options. 

These options will become exercisable as follows: 

Date First Exercisable
          
          Number of Shares 

The exercise price for your options shall be payable in cash or as otherwise
permitted under the Plan. 

Once options become exercisable, they will remain exercisable until they are
exercised or until they terminate. Unless earlier terminated pursuant to the terms of the Plan, all options granted hereby shall
terminate on____, 20___ (the “Scheduled Expiration Date”). While the specific terms of the Plan will govern, generally:

	  	•  	  	If your employment is terminated due to your death or Disability
(as defined in the Plan), all of your options will become immediately exercisable in full and may be exercised at any time prior
to the earlier of (a) one year after the date of termination of employment and (b) the Scheduled Expiration Date; 

	  	•  	  	If your employment is terminated due to your Retirement (as
defined in the Plan), all of your options will become immediately exercisable in full and may be exercised at any time prior to
the Scheduled Expiration Date; 

	  	•  	  	If your employment is terminated due to any other reason, any
options that you had that were not exercisable as of the date of the termination of your employment will expire. You may exercise
options that were exercisable as of the date of the termination of your employment at any time prior to the earlier of (a) 90 days
after the date of termination of employment and (b) the Scheduled Expiration Date. 

[Name]    

Page 2 

Please note that if you exercise an incentive stock option more than three
months after the termination of your employment, it may no longer qualify as an incentive stock option. 

Subject to the Plan, this option shall become exercisable in full upon the
occurrence of a Change in Control (as defined in the Plan). 

This option is subject to cancellation in the event that your employment is
terminated for Cause (as defined in the Plan) and under other circumstances described in the Plan. 

Further terms governing the options granted to you are set forth in the Plan,
which is incorporated herein by reference. A copy of the Plan is available from [the Human Resources Department] . 

If you wish to accept the grant of the options as provided above and in the
Plan, please so indicate by signing and returning the enclosed copy of this letter, whereupon you and the Company shall be legally
bound hereby under Pennsylvania law. 

	 	Very truly yours,

INTRICON CORPORATION 
	 
	    	By:    	    

	 

Accepted and Agreed: 

[Director Form] 

[Date]_____________, 20__ 

[Name]

[Address] 

Dear ________: 

I am pleased to inform you that on______, 20__ the Compensation Committee of
the Board of Directors of Intricon Corporation granted you options to purchase ______ Common Shares of the Company under the
Company’s 2006 Equity Incentive Plan (the “Plan”) at an exercise price of $______ per share. 

The options granted to you are intended to be non-qualified stock options.

These options will become exercisable as follows: 

Date First Exercisable
          
          Number of Shares 

The exercise price for your options shall be payable in cash or as otherwise
permitted under the Plan. 

Once options become exercisable, they will remain exercisable until they are
exercised or until they terminate. Unless earlier terminated pursuant to the terms of the Plan, all options granted hereby shall
terminate on____, 20___ (the “Scheduled Expiration Date”). While the specific terms of the Plan will govern, generally:

	  	•  	  	If your directorship is terminated due to your death or Disability
(as defined in the Plan), all of your options will become immediately exercisable in full and may be exercised at any time prior
to the earlier of (a) one year after the date of termination of your directorship and (b) the Scheduled Expiration Date;

	  	•  	  	If your directorship is terminated due to your Retirement (as
defined in the Plan), all of your options will become immediately exercisable in full and may be exercised at any time prior to
the Scheduled Expiration Date; 

	  	•  	  	If your directorship is terminated due to any other reason, any
options that you had that were not exercisable as of the date of the termination of your directorship will expire. You may
exercise options that were exercisable as of the date of the termination of your directorship at any time prior to the earlier of
(a) 90 days after the date of termination of your directorship and (b) the Scheduled Expiration Date. 

[Name]    

Page 2 

Subject to the Plan, this option shall become exercisable in full upon the
occurrence of a Change in Control (as defined in the Plan). 

This option is subject to cancellation in the event that your directorship is
terminated for Cause (as defined in the Plan) and under other circumstances described in the Plan. 

Further terms governing the options granted to you are set forth in the Plan,
which is incorporated herein by reference. A copy of the Plan is available from [the Human Resources Department] . 

If you wish to accept the grant of the options as provided above and in the
Plan, please so indicate by signing and returning the enclosed copy of this letter, whereupon you and the Company shall be legally
bound hereby under Pennsylvania law. 

	 	Very truly yours,

INTRICON CORPORATION 
	 
	    	By:    	    

	 

Accepted and Agreed:New Ulm Telecom, Inc. Exhibit 10.1 to Form 10-Q Dated March 31, 2006

Exhibit 10.1  

New Ulm Telecom, Inc. 

Fiscal Year 2006
Management Incentive Plan 

Plan Summary  

      SECTION I. PURPOSE  

The purpose of the Management
Incentive Plan (the “Plan”) is to enable New Ulm Telecom, Inc. (the
“Company”) to motivate its executive officers to achieve key financial and
strategic objectives. This Plan is effective beginning with the 2006 fiscal year. 

      SECTION II. ELIGIBILITY CRITERIA  

Plan participants are selected by the
Compensation Committee of the Board of Directors (the “Committee”). Eligible
participants include the following: 

	
Chief Executive Officer

	
Vice President

	
Chief Financial Officer

Participants in the Management
Incentive Plan are not eligible for participation in the Employee Incentive Plan. 

      SECTION III. AWARD LEVELS  

Participants have the opportunity to
earn cash payments under the Plan based on the achievement of pre-established financial
and non-financial objectives for the fiscal year. Awards are determined as described in
Section IV, and award targets are expressed as a percentage of the participant’s base
salary. 

The minimum individual award for any
fiscal year is 0%. The target and maximum individual awards for the 2006 fiscal year are
as follows: 

	Position	Target Award	Maximum Award
	Chief Executive Officer	20% of base salary 	40% of base salary
	Vice President	15% of base salary	 30% of base salary
	Chief Financial Officer	10% of base salary	20% of base salary

As listed in the above table, the
maximum individual awards for the 2006 Fiscal year are equal to two times [2x] the target
award. 

      SECTION IV. AWARD CALCULATION &
DETERMINATION  

Awards are calculated and determined
based on the following three Company objectives1. The award formula is
weighted according to each of the percentages listed below. 

			
	 	1.	 	Net Income	 	 	60% weight	 	 
	 	2.	 	Operating Revenue	 	 	25% weight	 	 
	 	3.	 	Customer Service ( up-time, customer survey results, customer retention)	 	 	15% weight 	 	 
	 		 	Total Weighting 	 	 	100% 	 	 

Performance Minimums and
Maximums  

Performance results must be at least
80% of goal in order to produce any award. In addition, no awards will be paid if Net
Income performance is less than 80% of goal. Maximum awards are paid for goal
achievement of 120% and above. 

2006 Performance &
Award Multiple Table  

As indicated in the following table,
the percent of goal achievement determines the award percentage for each of the identified
objectives. This table assumes an individual incentive target equal to 10% of base pay. 

	% of Goal
Achievement		Net Income
Award	 +	Operating Rev
Award	 +	Customer Svs
Award	=	Total Award
Multiple
	120%+		12.0%		5.0%		3.0%		20.0%
	110%		9.0%		3.75%		2.25%		15.0%
	100%		6.0%		2.5%		1.5%		10.0%
	90%		4.5%		1.86%		1.14%		7.5%
	80%		3.0%		1.25%		.75%		5.0%
	<80%		0%		0%		0%		0%

Awards are prorated
between levels of performance.  

Award Examples  

Annual Base Pay: $70,000

Incentive Target: 10% or $7,000 

Net Income: 90% of goal
Operating
Revenue: 110% of goal
Customer Service: 100% of goal 

(90% * 0.60) + (110% * 0.25) + (
100% * 0.15) = (4.5%) + (3.75%) + (1.5%) = 9.75%  

9.75% x $70,000 =
$6,825.00  

_________________ 

     1 
          Financial measures generally refer to figures reported in the Company’s
          audited income statement, however, all measures for the Plan are subject to the
          definition and interpretation of the Board of Directors. 

      SECTION V. PLAN ADMINISTRATION  

The Plan is administered by the
Compensation Committee of the Board of Directors. 

Awards are generally determined as
described in Section IV, however, the Committee reserves the right to modify the
calculations at its discretion. Reasons for modification may include (but are not limited
to) acquisitions or sales of businesses, below target financial performance and/or
external economic factors. 

If available, awards will typically
be paid two and one-half months following the end of the fiscal year. Participants need to
be employed through the last day of the fiscal year in order to receive any award for that
year (unless otherwise specified in the Executive’s employment agreement). 

      SECTION VI. PROGRESS REPORTS
& INSIDER INFORMATION  

Quarterly progress reports will be
given to all employees upon filing of the Company’s 10-Q with the Securities and
Exchange Commission. This will take place no more than 45 days after any given quarter
except year-end (see Plan Administration). Any information given out prior to a
public report (such as a 10-Q) is considered inside information. 

All employees must be aware that
forecast information is proprietary in nature and must not be disclosed. If this
information is disclosed, not only could it be a competitive disadvantage for the Company,
but the employee disclosing such information could be liable for passing insider
information. 

      SECTION VII. PARTICIPANT RIGHTS  

This Plan is not intended to be a
contract of employment. Both the Participant and the Company have the right to end their
employment relationship with or without cause or notice. 

      SECTION VIII. AMENDMENT &
TERMINATION  

Except as otherwise stated in this
plan, the Company reserves the power to amend or wholly revise the Plan, prospectively, at
any time with or without prior notice. 

The Company may terminate the Plan at
any time and reserves the right to interpret all provisions of the Plan. The terms of this
document shall supersede all terms and provisions of any and all such prior plan
documents.

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