Document:

Exhibit 10(g)

Compensation of Named Executive Officers
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         Base Salary
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         Each executive officer is reviewed individually by the Compensation
Committee, which review includes an analysis of the performance of The National
Bank of Indianapolis Corporation (the "Corporation") and The National Bank of
Indianapolis (the "Bank"), its wholly-owned subsidiary. In addition, the review
includes, among other things, an analysis of the individual's performance during
the past fiscal year, focusing primarily upon the following aspects of the
individual's job or characteristics of the individual exhibited during the most
recent fiscal year: quality and quantity of work; supervisory skills;
dependability; initiative; attendance; overall skill level; and overall value to
the Corporation.

         For 2005, Debra L. Ross will receive a base salary of $140,000. The
salaries of Messrs. Maurer and Roby have historically been adjusted on July 1 of
each year. Messrs. Maurer and Roby received a base salary of $264,000 and
$233,000, respectively, until June 30, 2005. The salaries of Messrs. Maurer and
Roby were adjusted on July 27, 2005, effective July 1, 2005, to $295,000 and
$261,000, respectively.

         Bonus Amounts
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         On April 21, 2005, the Compensation Committee of the Corporation
approved the terms and conditions for the 2005 Incentive Plan, the 2005
Discretionary Bonus Plan, and the 2005 Top Management Discretionary Bonus Plan.
Following is a description of such plans.

         2005 Incentive Plan. All employees of the Corporation and the Bank are
eligible to participate in the 2005 Incentive Plan. To be eligible to receive
awards under the 2005 Incentive Plan, an individual must be employed by the
Corporation or the Bank at December 31, 2005. Under the terms of the 2005
Incentive Plan, all participating employees will receive a specified percentage
of their annual salary, depending upon the net income of the Bank. The maximum
amount that an individual may receive under the 2005 Incentive Plan would be an
amount equal to 18% of that individual's annual salary. Under the terms of the
2005 Incentive Plan, all individuals will receive the same percentage of their
annual salary as the bonus payment.

         2005 Discretionary Bonus Plan. The 2005 Discretionary Bonus Plan is to
be used to reward individuals who have provided performance critical to the
success of the Corporation and the Bank and to supplement the amounts received
under the 2005 Incentive Bonus Plan. The individuals who are eligible to receive
a bonus payment pursuant to this Plan and the amount of any bonus awarded under
this Plan are determined by the Compensation Committee, after considering
recommendations by the President and Executive Vice President of the Corporation
and the Bank, neither of whom are eligible to participate in the 2005

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Discretionary Bonus Plan. The aggregate amount of bonus payments which can be
made under this plan is $66,000. Awards under the 2005 Discretionary Bonus Plan
are not subject to a formula payout (unlike the 2005 Incentive Bonus Plan).

         2005 Top Management Discretionary Bonus Plan. The only individuals
eligible to participate in the 2005 Top Management Discretionary Bonus Plan are
Morris L. Maurer, the President and Chief Executive Officer of the Corporation
and the Bank, and Philip B. Roby, the Executive Vice President and Chief
Operating Officer of the Corporation and the Bank. The aggregate amount which
could awarded under this Plan equals $79,000, or approximately 15% of the base
salary of the two participants in this Plan. Awards under this Plan are made in
the discretion of the Compensation Committee and are not subject to a formula
payout (unlike the 2005 Incentive Bonus Plan). Although the Compensation
Committee did not establish specific performance goals under the terms of this
Plan, in determining awards under this Plan the Compensation Committee will
consider matters such as annual growth in total assets, loans, assets under
management, net income and earnings per share; employee turnover; client
retention; and, results of regulatory examinations.

          Stock Plans
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         2005 Plan. On April 21, 2005, the board of directors of the Corporation
approved The National Bank of Indianapolis Corporation 2005 Equity Incentive
Plan (the "2005 Plan"), subject to shareholder approval, which approval was
received on June 16, 2005, at the Annual Meeting of Shareholders of the
Corporation. All employees of the Corporation or its subsidiaries are eligible
to become participants in the 2005 Plan. The Committee will determine the
specific employees who, in the future, will be granted awards under the 2005
Plan and the type and amount of any such awards.

         The 2005 Plan authorizes the issuance of up to 333,000 shares of the
Corporation's common stock to participants pursuant to the award of shares of
restricted stock or the grant of options. The 2005 Plan's effective date is July
1, 2005 and it will continue in effect until terminated by the Board of
Directors; provided, however, no awards of "incentive stock options" may be
granted under the 2005 Plan after the ten-year anniversary of its approval by
the shareholders. Any awards that are outstanding after the 2005 Plan terminates
will remain subject to the terms of the 2005 Plan.

         The Administrative Committee of the 2005 Plan may grant an incentive
stock option or non-qualified stock option to purchase stock at a specified
exercise price. The exercise price for an option cannot be less than the fair
market value of the stock to which the option relates at the time the option is
granted. The exercise price of an option may not be decreased after the date of
grant nor may an option be surrendered to Corporation as consideration for the
grant of a replacement option with a lower exercise price, except as approved by
our shareholders or as adjusted for corporate transactions described above.

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         Options will be exercisable in accordance with the terms established by
the Administrative Committee. The full purchase price of each share of stock
purchased on the exercise of any option will be paid at the time of exercise.
Except as otherwise determined by the Administrative Committee, the exercise
price will be payable in cash, by promissory note (as permitted by law), in
shares of stock owned by the optionee (valued at fair market value as of the day
of exercise), or a combination thereof. The Committee, in its discretion, may
impose such conditions, restriction, and contingencies on stock acquired
pursuant to the exercise of an option as it determines to be desirable.

         Terminated 1993 Plans. On April 21, 2005, the board of directors of the
Corporation terminated the Amended and Restated 1993 Key Employees' Stock Option
Plan and the Amended and Restated 1993 Restricted Stock Plan (collectively, the
"1993 Plans") subject to the shareholders of the Corporation approving the 2005
Plan, which approval was received on June 16, 2005, at the Annual Meeting of
Shareholders of the Corporation. The effective date of the termination of the
1993 Plans was June 30, 2005. The awards which are outstanding under the 1993
Plans will remain outstanding following the termination of the 1993 Plans
subject to their terms, until they are expired, are forfeited or otherwise lapse
or expire.

         Other Compensation Plans
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         The Corporation also has adopted certain broad-based employee benefit
plans for all employees. Senior executives are permitted to participate in these
plans on the same terms as non-executive employees who meet applicable
eligibility criteria, subject to any legal limitations on the amount that may be
contributed or the benefits that may be payable under the plans. These plans
include such customary employee benefit plans as medical insurance, life
insurance, and a 401(k) plan.

         The Corporation sponsors The National Bank of Indianapolis Corporation
401(k) Savings Plan for the benefit of substantially all of the employees of the
Corporation and its subsidiaries. All employees of the Corporation and its
subsidiaries become participants in the 401(k) Plan after completing one year of
service for the Corporation or its subsidiaries and attaining age 21.Exhibit 10.1

                                  Catcher, Inc.

                                                  As of May 4, 2005

Ira Tabankin
1165 Via Vera Cruz
San Marcos CA 92078

Re:  Employment Agreement

Dear Ira:

Reference is made to your Employment Agreement (the "Employment Agreement") with
Catcher, Inc. (the "Company") dated April 21, 2005. We wish to memorialize an
obligation the Company has undertaken with respect to your employment with the
Company. By your countersignature of this letter, your Employment Agreement with
the Company shall be deemed amended as set forth in this letter.

In addition to any other remuneration to which you may be entitled under your
Employment Agreement, the Company shall pay you a $20,000 signing bonus for your
execution of the Employment Agreement.

As well, the Company is obliged to reimburse you for your reasonable and
necessary business expenses incurred in connection with your services under the
Employment Agreement.; PROVIDED THAT, such expenses are made, verified and
submitted to the Company for reimbursement in accordance with Company's expense
reimbursement policies. The Company shall pay you a monthly car allowance of
$700 per month

If the foregoing reflects your understanding, please sign in the space provided
below and return this letter to the Company whereupon your Employment Agreement
shall be deemed amended hereby.

                                                  Sincerely,
                                                  CATCHER, INC.

                                                  /s/ Ira Tabankin
                                                  --------------------------
                                                  By: Ira Tabankin

ACCEPTED AND AGREED

/s/ Ira Tabankin
--------------------------
Ira Tabankin

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