Document:

Consent, Agreement and Affirmation of Guaranty

 Exhibit 10.54 
 Consent, Agreement and Affirmation of Guaranty. 
 Each of the undersigned Guarantors hereby consents
to the terms of the foregoing Amendment and agrees that the terms of the Amendment shall not affect in any way its obligations and liabilities under any Loan Document (as such Loan Documents are amended or otherwise expressly modified by the
Amendment), all of which obligations and liabilities shall remain in full force and effect and each of which is hereby reaffirmed (as amended or otherwise expressly modified by the Amendment). The Guarantors hereby confirm that the security
interests and Liens granted pursuant to the Loan Documents continue to secure the Obligations including the Local Credit Facility Obligations and that such security interests and Liens remain in full force and effect. 
 ALLTRISTA NEWCO CORPORATION 
 ALLTRISTA PLASTICS CORPORATION 
 BICYCLE HOLDING, INC. 
 HEARTHMARK, LLC 
 JARDEN ACQUISITION I, INC. 
 JARDEN ZINC PRODUCTS, INC. 
 LEHIGH
CONSUMER PRODUCTS CORPORATION 
 LOEW-CORNELL,
INC. 
 QUOIN, LLC 
 THE UNITED STATES PLAYING CARD COMPANY

 JARDEN DIRECT, INC. 
 TILIA INTERNATIONAL, INC. 
 TILIA, INC. 
 USPC HOLDING, INC. 
 AMERICAN HOUSEHOLD, INC. 
 AUSTRALIAN COLEMAN, INC. 
 BRK BRANDS, INC. 
 CC OUTLET, INC. 
 COLEMAN INTERNATIONAL HOLDINGS, LLC 
 COLEMAN WORLDWIDE CORPORATION 
 FIRST ALERT, INC. 
 FIRST ALERT/POWERMATE, INC. 
 KANSAS ACQUISITION CORP. 
 LASER ACQUISITION CORP. 
 L.A. SERVICES, INC. 
 NIPPON COLEMAN, INC. 
 SI II, INC. 
 SUNBEAM AMERICAS HOLDINGS, LIMITED 
 SUNBEAM PRODUCTS, INC. 
 THE COLEMAN
COMPANY, INC. 
 JCS/THG, LLC 
 HOLMES MOTOR CORPORATION 
 RIVAL CONSUMER SALES CORPORATION 
  

			
		
	By:	 	/S/    DESIREE
DESTEFANO        
		 	Name: Desiree DeStefano
	 	 	Title: Vice PresidentNamed Executive Officer Salary and Bonus Arrangements for 2006

 Exhibit 10.7 
 Named Executive Officer Salary and Bonus Arrangements for 2006 
 Base Salaries 
 The base salaries for 2006 for the executive officers (the “named executive officers”) of First PacTrust Bancorp, Inc. (the “Company”)
and Pacific Trust Bank who will be named in the compensation table that will appear in the Company’s upcoming 2006 annual meeting proxy statement are as follows: 
  

				
	 Name and Title
	  	Base Salary
	 Hans R. Ganz
 President and Chief Executive Officer
	  	$	233,376
	 James P. Sheehy
 Secretary and Treasurer
	  	$	126,027
	 Melanie M. Stewart
 Executive Vice President—Lending
	  	$	135,075
	 Regan J. Gallagher
 Senior Vice President—Controller
	  	$	93,059
	 Lisa Goodwin
 Senior Vice President—Information Systems
	  	$	90,958

 Description of 2006 Bonus Incentive Plan 
 On January 24, 2006, the Company’s Board of Directors approved a cash incentive bonus plan for 2006 (the “2006 Bonus Plan”) for all
officers and employees of the Company and the Bank. Bonuses will be paid under the 2006 Bonus Plan in early 2007 if and to the extent the Company’s performance in 2006 meets or exceeds certain minimum levels on certain key performance
indicators. 
 The key performance indicators used to determine whether any bonuses will be paid under the 2006 Bonus Plan will be the same
for all employees. The amounts of the bonuses under the 2006 Bonus Plan, if earned, will be determined, in part, by multiplying the employee’s salary by an the employee’s payout percentage up to a maximum of 45% of salary, plus a
discretionary component which may or may not be paid in whole or in part based on the Compensation Committee’s qualitative assessment of individual contributions toward the Company’s success relative to Customer Service, Deposit Growth,
Compliance, Loan Originations and Portfolio Growth, Loan Charge-Off and Delinquency Ratios. While the payout percentages will vary from employee to employee, they will increase proportionately for all employees if and to the extent the Company
attains a net income level above the minimum threshold. All named executive officers are eligible under the plan. 
 Discretionary Bonus
2006: The total discretionary amount available for distribution to all employees will not to exceed 4% of after-tax net income. 
 Director Fee
Arrangements for 2006 
 Each director of First PacTrust Bancorp, Inc., (the “Company”) also is a director of Pacific Trust Bank
(the “Bank”). As of the March 10, 2006 shareholder record date for the 2006 annual meeting, each non-employee director receives an annual retainer fee of $2,000 plus a fee of $600 for each Bank board meeting attended. In addition, the
Chairman of the Board receives an additional $300 per Bank board meeting attended and each director receives $200 per Bank committee meeting attended. Attendance by telephone is compensated at one-third the rate for directors attending in person.
Directors are not paid a fee for service on the Company’s board. There are no deferred compensation arrangements with any non-employee director.C&F Financial Corporation Management Incentive Plan

 EXHIBIT 10.8 
 C&F Financial Corporation 
 Management Incentive Plan 
 ARTICLE I 
 OBJECTIVE OF THE PLAN

 The purpose of the Management Incentive Plan (“MIP”) is to attract, retain and motivate key employees by providing incentive awards to
designated executive, managerial and professional employees of C&F Financial Corporation (“Company”) and its direct or indirect subsidiaries. 
 The MIP is designed to link key employee interests more closely with the interests of the Company’s shareholders and to create value for the Company by maximizing achievement of corporate, business unit and individual performance
goals. 
 Each Participant’s award under this MIP will take into account corporate performance as well as, where appropriate, his or her own business
unit’s performance. Awards under the MIP may also reflect individual performance. 
 ARTICLE II 
 PLAN ADMINISTRATION 
 The MIP will be administered by
the Compensation Committee (“Committee”) which will have the power and authority to interpret the MIP, select employees to participate in the MIP, establish target awards and performance objectives under the MIP, and establish guidelines
for determining individual awards and rules for the operation and administration of the MIP. Notwithstanding the restrictions contained in Article V below, the Committee will also have the power and authority to adjust upward or downward any target
award earned, in its discretion, in light of such considerations as the Committee may deem relevant (but subject to applicable limitations of the Company’s 2004 Incentive Stock Plan). 
 Except as expressly otherwise provided herein in the case of Named Executive Officers (as defined below) or as prohibited by any national securities exchange or system
on which the Company’s stock is then listed or reported, by any regulatory body having jurisdiction with respect thereto or under any other applicable laws, rules or regulations, the Committee may delegate one or more of its powers or
responsibilities to one or more of its members and/or to one or more officers of the Company. 
 The Chief Executive Officer’s incentive awards (whether
cash or in the form of equity awards) will be determined solely by the Committee, taking into account the overall Company performance relative to the established business plan (“Corporate Goal”) and the Chief Executive Officer shall not be
present during such deliberations or voting. 
 The MIP is an annual plan, is first effective January 1, 2005 and shall remain in effect until amended
or terminated by the Board of Directors. A new plan year shall commence on the first business day of each fiscal year of the Company. The Committee shall review the MIP annually and recommend any amendments or revisions thereto which it deems
appropriate or desirable, for approval by the Board of Directors. 

 ARTICLE III 
 PARTICIPANTS 
 Persons who may participate in the MIP are limited to key employees of the Company and its direct or
indirect subsidiaries who are recommended by the Chief Executive Officer and approved by the Committee (“Participants”). 
 To be eligible for the
MIP in any particular year, key employees must be employees of the Company or a subsidiary as of January 1st of that plan year. In addition, employees who are either hired as key employees or are promoted and become key employees after the
beginning of a plan year may be designated as Participants for the plan year and assigned a prorated target in the Committee’s discretion. 
 ARTICLE IV 
 PERFORMANCE OBJECTIVES 
 In connection with the administration of the MIP, the Committee shall establish: 
 (i) MIP performance objectives for the Company and any subsidiary (“Corporate Goals”), and appropriate business units of the Company
(“Business Unit Goals”) and individuals (“Individual Goals”) based upon such criteria as may be agreed upon by the Committee and 
 (ii) The award formula or matrix by which all incentive awards under the MIP shall be calculated. 
 Except as provided
herein in the case of Named Executive Officers, the selection of such performance objective(s) and the award formula or matrix may vary on a Participant by Participant basis. 
 Prior to or within the first 90 days of each plan year after 2005, the Committee shall review the previously established Corporate Goals, Business Unit Goals and Individual Goals and make any changes to such
performance objectives as it deems appropriate for the new plan year. 
 ARTICLE V 
 AWARDS 
 The MIP provides for cash incentive awards
(“Cash Awards”) and/or equity incentive awards (“Equity Based Awards”). Except as provided herein in the case of Named Executive Officers, target awards may be weighted between Corporate, Business Unit and Individual Goals on
such basis as the Committee determines and the weighting may vary on a Participant by Participant basis. Separate performance objectives and award formulas or matrixes maybe established for Cash Awards and Equity Based Awards. Cash Awards shall be
settled in cash. Equity Based Awards shall be settled in cash and/or Company stock as determined by the Committee. 
 Each Participant shall be assigned a
Cash Award target, which shall be paid or provided if the Participant achieves his or her Cash Award targeted performance goal(s). All cash incentive awards 

 made to the President of C&F Mortgage Corporation (“C&F Mortgage”) shall be made pursuant to such
President’s Employment Agreement, as in effect from time to time, with C&F Mortgage or the Company, and not pursuant to this MIP, for any year for which such Employment Agreement provides for an annual incentive arrangement. 
 Unless otherwise provided by the Committee, the Cash Award targets for a plan year of the Chief Executive Officer and each executive officer whose compensation for the
prior plan year will appear in the Company’s annual meeting proxy statement for the relevant plan year (“Named Executive Officers”) will be based solely on achievement of the Corporate Goal, and the Corporate Goal for the Cash Awards
for the Named Executive Officers is based on the Company’s return on equity (“ROE”) and return on assets (“ROA”) for the plan year for which the Cash Award is made compared to a peer group of banks selected by the Committee.
If 100% of the Cash Award Corporate Goal is achieved for a plan year, the Chief Executive Officer and other Named Executive Officers will earn a Cash Award equal to his or her individual Cash Target Award designated by the Committee. If greater than
or less than 100% (but at least the Minimum Award Level designated by the Committee) of the Cash Award Corporate Goal is achieved for a plan year, the Chief Executive Officer and other Named Executive Officers will earn a Cash Award equal to more or
less than 100% of his or her individual Cash Target Award (but in no event more than the Maximum Award Percentage designated by the Committee) based on an Award Matrix designated by the Committee. 
 Participants may also be awarded Equity Based Awards consisting of restricted stock, stock options, stock appreciation rights or other stock equivalent awards under the
MIP if the Participant achieves his or her Equity Based Award targeted performance goal(s). If 100% or more of the Equity Based Award Corporate Goal is achieved for a plan year, the Chief Executive Officer and other Named Executive Officers will
earn an Equity Based Award equal to his or her individual Equity Based Target Award designated by the Committee. If achievement is less than the Equity Based Award Corporate Goal, no Equity Based Award will be awarded. All Equity Based Awards
granted under the MIP which are payable in or entail the issuance of Company stock will be awarded pursuant to the Company’s 2004 Incentive Stock Plan unless the Committee specifically determines otherwise (“Stock Plan”). 

Unless otherwise provided by the Committee, Equity Based Awards for a plan year for the Chief Executive Officer and other Named Executive Officers, will be based
solely on achievement of the Corporate Goal, and the Corporate Goal for the Equity Based Awards for these Named Executive Officers is based on 5-year total shareholder return of the Company compared to that of a peer group designated by the
Committee. The Committee will determine the appropriate valuation methodology for determining the fair market value of such equity award on the date of grant. 
 The Cash Award targets and Equity Based Award targets for all Participants other than the Named Executive Officers shall be as determined by the Committee based on the applicable Corporate Goals, Business Unit Goals or Individual Goals or
any combination thereof. The Business Unit Goals and Individual Goals shall be established by the Committee based on specific business unit and individual objectives to be reviewed by the Committee annually. These include but are not limited to loan
and deposit growth, margins, productivity, soundness, and customer satisfaction. 

 ARTICLE VI 
 ENTITLEMENT TO EARNED AWARDS 
 With respect to Cash Awards, except as provided below, no earned award shall be
payable to a Participant unless that Participant is an employee of the Company and/or any subsidiary from January 1st of that plan year (or if later, the date he or she is designated as a Participant for that plan year) either through the last
day of that plan year or, if so provided by the Committee prior to the end of the plan year to which the award relates, through the date the award for that plan year is paid (the “Vesting Date”). 
 With respect to Equity Based Awards, no grant evidencing the Equity Based Award will be granted unless the Participant is employed by the Company or any subsidiary on
the date of grant. 
 In the event of a Participant’s death, total and permanent disability, retirement or involuntary termination without cause during
a plan year, earned awards shall be calculated for that plan year and then pro-rated by multiplying the earned annual award by a fraction, the numerator of which is the number of full months, including the month in which the terminating event
occurred, in the plan year and the denominator of which is twelve. In such event, payout will occur at the same time all other earned and vested award payments are made for that plan year. Otherwise, a Participant who is not employed by the Company
or a subsidiary for any other reason on the Vesting Date for a plan year shall forfeit his or her award for that plan year unless otherwise determined by the Committee. 
 ARTICLE VII 
 PAYMENT OR PROVISION OF EARNED AND VESTED AWARDS 
 Earned and vested Cash Awards shall be paid as soon as practicable following the end of the plan year, however, in no event shall such awards be paid later than
March 15th following the end of the plan year, allowing the Company adequate time to formally analyze its financial results according to the regulations and procedures of a public company. 
 Earned Equity Based Awards shall be evidenced by an equity compensation grant under the Stock Plan made at such times as may be determined by the Committee, but in no
event later than March 15th following the end of each plan year. Such grants may entail such further service based and/or performance based vesting as the Committee may determine. 
 ARTICLE VIII 
 NO ENTITLEMENT TO BONUS 
 Participants are entitled to a distribution under the MIP only upon the determination by the Committee that the award is earned, vested and payable, and no Participant
shall be entitled to an award under the MIP unless the award is subject to the attainment of performance objectives defined under the MIP, which may be adjusted by the Committee in its discretion. 

 ARTICLE IX 
 AMENDMENT OR TERMINATION OF PLAN 
 The Board of Directors reserves the right to amend or terminate the MIP at any
time, based on the recommendation of the Committee. 
 In the event the MIP is amended by the Board of Directors more than 90 days after the beginning of a
plan year in a manner which could reduce the award payable to a Participant for that plan year, the Participant shall continue to be eligible for incentive awards, if earned, for the plan year in which the amendment of the MIP occurs, with incentive
awards being prorated as of the date of the MIP amendment based on the old and new provision of the MIP, unless otherwise agreed by the Participant. 
 In
the event the MIP is terminated by the Board of Directors, unless otherwise agreed by a Participant, Participants shall continue to be eligible for incentive awards, if earned, for the plan year in which the termination of the MIP occurs, with
incentive awards being prorated as of the date of the MIP termination. 
 ARTICLE X 
 NO RIGHT OF ASSIGNABILITY 
 Participant awards shall
not be subject to assignment, pledge or other disposition, nor shall such amounts be subject to garnishment, attachment, transfer by operation of law, or any legal process. 
 Nothing contained in the MIP shall confer upon employees any right to continued employment, nor interfere with the right of the Company to terminate a MIP Participant’s employment with the Company or any
subsidiary. Participation in the MIP does not confer rights to participation in other Company programs, including non-qualified retirement or deferred compensation plans or other executive perquisite programs. 
 The MIP is intended to constitute an “unfunded” plan for incentive compensation. With respect to any award as to which a Participant has an earned and vested
interest but which is not yet paid to the Participant, nothing contained herein shall give any such Participant any rights that are greater than those of a general unsecured creditor of the Company. 
 ARTICLE XI 
 GOVERNING LAW

 The MIP shall be governed, construed, and administered in accordance with the laws of the Commonwealth of Virginia.

 In the event any provision of the MIP shall be held illegal or invalid for any reason, the illegality or invalidity shall not affect the remaining parts of
the MIP. 
 As adopted by the Board of Directors on February 25, 2005. 
 As amended by the Board of Directors on March 6, 2006.

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00099-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00099-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00099-of-00352.parquet"}]]