Document:

Amendment No. 2 to ModusLink Global Solutions 2005 Non-Employee Director Plan

 Exhibit 10.19 
 AMENDMENT NO. 2 
 TO 
 MODUSLINK GLOBAL SOLUTIONS, INC. 
 2005 NON-EMPLOYEE DIRECTOR PLAN 
 The 2005 Non-Employee Director Plan (the
“Plan”) of ModusLink Global Solutions, Inc., a Delaware corporation (the “Corporation”), is hereby amended as follows: 
  

	 	1.	Section 5(b) is hereby deleted in its entirety, so that no further Annual Grants shall be made under the Plan after the date of this amendment.

  

	 	2.	Section 5(c) is hereby amended by deleting the words “and the Annual Grants” from the second sentence of such Section 5(c).

 ****** 
 Adopted by the Board of Directors on 
 September 23, 2009Amended and Restated Director Compensation Plan

 Exhibit 10.30 
 ModusLink Global Solutions, Inc. 
 Amended and
Restated Director Compensation Plan 
 1. Purpose. In order to attract and retain highly qualified individuals to serve as members of
the Board of Directors of ModusLink Global Solutions, Inc. (the “Corporation”), the Corporation has adopted this Amended and Restated ModusLink Global Solutions, Inc. Director Compensation Plan (the “Plan”), effective on the day
immediately following the day that it is adopted by the Board of Directors of the Corporation. 
 2. Eligible Participants. Any director
of the Corporation who: (i) is not an employee of the Corporation or any of its subsidiaries or affiliates, or (ii) unless otherwise determined by the Board of Directors of the Corporation, is not an affiliate (as such term is defined in
Rule 144(a)(1) promulgated under the Securities Act of 1933), employee, representative, or designee of an institutional or corporate investor in the Corporation, is eligible to participate in the Plan. 
 3. Quarterly Retainer. Any eligible participant who is serving as a director on the last day of any fiscal quarter shall receive a payment for such
quarter, in arrears, of $12,500 (the “Quarterly Retainer”). 
 4. Committee Chairperson Fee. Any eligible participant who is
serving as the chairperson of a committee of the Board of Directors of the Corporation on the last day of any fiscal quarter shall receive a payment, in respect thereof, in arrears, of $1,250, provided, however, that the chairperson of the Audit
Committee of the Board of Directors of the Corporation on the last day of any fiscal quarter shall receive a payment, in respect thereof, in arrears, of $2,500 (as applicable, the “Committee Chairperson Fee”). 
 5. Presiding Director Fee. Any eligible participant who is serving as presiding director of the Corporation on the last day of any fiscal quarter
shall receive a payment, in respect thereof, in arrears, of $2,500 (the “Presiding Director Fee”). 
 6. Board and Committee
Meeting Fees. Each eligible participant who attends a telephonic meeting of the Board of Directors or a committee thereof, shall receive a meeting fee of $500. Each eligible participant who attends a meeting of the Board of Directors or a
committee thereof, where a majority of the directors attend such meeting in person, shall receive a meeting fee of $1,000 (as applicable, the “Meeting Fee”). 
 7. Annual Stock Award. Each eligible participant who is both serving as a director of the Corporation immediately prior to and immediately following each annual meeting of stockholders of the
Corporation shall on the first business day of the calendar year next occurring after such annual meeting receive a restricted stock award for 2,500 shares of Common Stock (subject to appropriate adjustment in the event of any stock split, reverse

 
stock split, stock dividend, recapitalization, combination of shares, reclassification of shares, spin-off or other similar change in capitalization or event, or any distribution to holders of
Common Stock other than an ordinary cash dividend) (each, an “Annual Restricted Stock Award”) such restriction to lapse on the first anniversary of the date of the Annual Restricted Stock Award; provided, however, that a director shall not
be eligible to receive an Annual Restricted Stock Award, without additional authorization by the Human Resources and Compensation Committee of the Board of Directors, unless as of the date of such annual meeting, such director has served on the
Board of Directors for at least six months. 
 8. Payment of Retainer and Fees. Unless otherwise requested by an eligible participant,
the Corporation shall pay the Quarterly Retainer, the Committee Chairperson Fee, the Presiding Director Fee and any Meeting Fee, as soon as practicable following the completion of the fiscal quarter to which the payments relate. In the event of a
Change in Control (as defined in the Corporation’s Amended and Restated 1999 Stock Option Plan for Non-Employee Directors, as amended) of the Corporation, all amounts due and payable to each eligible participant, including any and all fees that
would become due and payable at the completion of the fiscal quarter in which the Change in Control occurs (as if the eligible participant’s service to the Corporation as a director had continued until the end of such fiscal quarter), shall be
promptly paid to each eligible participant. 
 9. No Right to Continue as a Director. Neither this Plan, nor the payment of any amounts
hereunder, shall constitute or be evidence of any agreement or understanding, express or implied, that the Corporation will retain any participant as a director for any period of time. 
 10. Administration. This Plan shall be administered by the Board of Directors of the Corporation, whose construction and determinations shall be final. 
 11. Amendment and Termination. This Plan may be amended, modified or terminated by the Board of Directors at any time.Fiscal 2010 Executive Bonus Targets

 EXHIBIT 10.96 
 MODUSLINK GLOBAL SOLUTIONS, INC. 
 FISCAL 2010 

 EXECUTIVE OFFICER 
 BONUS TARGETS 
 EXECUTIVE OFFICERS 
 The executive officers of the Company serve at the discretion of the Board of Directors. From time to time, the Human Resources and
Compensation Committee of the Board of Directors reviews and determines the salaries that are paid to the Company’s executive officers. The following table sets forth the target bonus for the Company’s executive officers. 
  

				
	 Name
	  	Target Bonus
(as % of
base
salary)	 
	 Joseph C. Lawler
	  	140	% 
	 Steven G. Crane
	  	85	% 
	 Peter L. Gray
	  	75	% 
	 William R. McLennan
	  	95	% 
	 David J. Riley
	  	65	%Letter of Agreement between Lydall, Inc. and Mary A. Tremblay

 Exhibit 10.1 
 Letter of Agreement 
 Whereas, Mary A. Tremblay (the “Employee”) has served Lydall,
Inc. (the “Company” or “Lydall”) for 18 years, in most recent years as Vice President, General Counsel and Corporate Secretary, but has expressed a desire to work reduced hours due to family obligations; and 
 Whereas, the Company values the experience and knowledge of the Employee and desires to retain the Employee, 
 Now therefore, this Letter of Agreement (“Agreement”) sets forth the understandings and agreements of the Employee and (the Company
(hereinafter collectively referred to as the “Parties”) with respect to the part time legal counsel position which Employee will undertake for the two (2) year period commencing and effective upon a date agreed upon by the Company
after the hiring of Lydall’s new General Counsel and expiring two (2) years thereafter. 
 1. The parties understand that while
Employee will be performing legal services for Lydall for 20 hours per week on a mutually agreeable schedule, the remainder of her time may be spent independently in pursuits which shall not conflict with Lydall’s business in any manner.

 2. At all times throughout the term of this Agreement, Employee will be considered a part time employee of Lydall eligible for such
benefits as are afforded to other part time employees of the Company working 20 hours per week. 
 a. Lydall will provide Employee with an
office and such office equipment and supplies as are necessary for her to perform her work. 
 b. The business expenses incurred by
Employee will be reimbursed to her in accordance with Lydall’s normal policies and procedures. 
 c. Lydall will provide Employee, at
no cost to Employee, professional liability (malpractice) insurance coverage under the “Employed Lawyers Professional Liability Policy” as has been provided for her benefit in the past. 
 d. Employee will have 4 weeks of unpaid vacation per contract year to be taken as mutually agreed by the Parties. 
 e. Employee will report to the General Counsel of Lydall who will assign Employee such work as General Counsel deems necessary and

 
appropriate in furtherance of Lydall’s business pursuits. Such work may require Employee to travel from time to time, which will be mutually agreeable times consistent with the requirements
of the work to be performed. 
 3. Employee will accurately record all time spent performing work on behalf of Lydall in the Kronos system
and include the date the work was performed. 
 4. Employee will be compensated at the rate of $125.00 per hour for all work performed as
evidenced by the Kronos records in accordance with the normal practice of the Company, provided that Employee is guaranteed a minimum of 960 hours of work per year of the Agreement. Lydall will withhold, on Employee’s behalf, such sums as
required for payroll or income tax or any other tax, unemployment insurance, Social Security, or other withholding pursuant to any law or requirement of any governmental body. 
 5. The Company may terminate the Employee’s employment immediately for Cause for any of the following reasons: (i) an act or acts of
dishonesty or fraud by the Employee relating to the performance of her services to the Company; (ii) a breach by the Employee of her duties or responsibilities under the Agreement resulting in significant demonstrable injury to the Company or
any of its subsidiaries; (iii) the Employee’s conviction of a felony or any crime involving moral turpitude; (iv) the Employee’s material failure (for reasons other than death or Disability) to perform her duties under this
Agreement or insubordination (defined as refusal to execute or carry out directions from the General Counsel or his/her duly appointed designees); or (v) a breach by the Employee of any provision of any material policy of the Company or of her
obligations under the confidentiality, non-competition and invention ownership agreement executed by the Employee and attached hereto as Exhibit A (the “Confidentiality Agreement”). The Company shall exercise its right to terminate the
Employee’s employment for Cause by giving the Employee written notice of termination specifying in reasonable detail the circumstances constituting such Cause. In the event of such termination of the Employee’s employment for Cause, the
Employee shall be entitled to receive only (i) earned hourly pay through the date of such termination of employment (ii) any other compensation and benefits to the extent actually earned by the Employee under any other benefit plan or
program of the Company as of the date of such termination of employment, such compensation and benefits to be paid at the normal time for payment of such compensation and benefits to the extent not previously paid and (iii) any reimbursement
amounts owed. 
 6. The Employment Agreement dated January 10, 2007 is terminated upon the effective date of this Agreement and all
rights, privileges, duties and obligations arising thereunder shall expire and be null and void as of such date, provided that, notwithstanding the foregoing, the Confidentiality/Non-Compete Agreement executed on June 23, 1997 and the
Indemnification Agreement executed on March 1, 2000 are incorporated herein by reference and shall each remain in full force and effect according to their terms. 

 7. Lydall agrees to pay Employee’s bonus for 2009 prorated to the date she actually changes from
full time to part time status. 
 8. The invalidity or unenforceability of a particular provision hereof shall not affect the other
provisions of this Agreement, and it shall be construed in all respects as if such invalid or unenforceable provision were omitted. In the event any provision of this Agreement shall be determined by a court of competent jurisdiction to be
unenforceable, the remainder of this Agreement shall remain valid and binding in accordance with its terms. 
 9. The rights and
obligations of Employee under this Agreement shall inure to the benefit of, and shall be binding upon the successors and assigns of Lydall. Employee cannot assign her rights and obligations hereunder to any other person or organization. 

10. This Agreement shall be construed and enforced in accordance with the laws of the State of Connecticut, and both Parties hereby consent to the
exclusive jurisdiction of the state and federal courts of the State of Connecticut with respect to any disputes relating to this Agreement. 
 11. This Agreement may be amended or any provision waived only in a writing signed by both Parties. 
 12. No
Disparagement. Neither party shall during the period of the Employee’s employment with the Company, nor following the date of termination of her employment for any reason, publish or communicate to any person or entity any Disparaging (as
defined below) remarks, comments or statements concerning the other party and in the case of the Company, this shall include any of its subsidiaries or affiliates or any of their shareholders, directors, officers, employees or agents.
“Disparaging” remarks, comments or statements are those that impugn the character, honesty, integrity or morality or business acumen or abilities in connection with any aspect of the operation of business of the individual or entity being
disparaged. The parties agree that the terms of this Section shall survive the term of this Agreement and the termination of the Employee’s employment. 
 13. Covenant to Notify Management. The Employee agrees to abide by the ethics policies of the Company as well as the Company’s other rules, regulations, policies and procedures. The Employee agrees to
comply in full with all governmental laws and regulations as well as ethics codes applicable. In the event that the Employee is aware or suspects the Company, or any of its officers or agents, of violating any such laws, ethics, codes, rules,
regulations, policies or procedures, the Employee agrees to bring all such actual and suspected violations to the attention of the Company immediately so that the matter may be properly investigated and appropriate action taken. The Employee
understands that the Employee is precluded from filing a complaint with any governmental agency or court having jurisdiction over wrongful conduct unless the Employee has first notified the Company of the facts and permits it to investigate and
correct the concerns. 

 14. Statute of Limitations. The Employee and the Company hereby agree that there shall be a one
year statute of limitations for the filing of any requests for arbitration or any lawsuit relating to this Agreement or the terms or conditions of Employee’s employment by the Company. If such a claim is filed more than one year subsequent to
the Employee’s last day of employment it shall be precluded by this provision, regardless of whether or not the claim has accrued at that time. 
 Dated this 14th day of October, 2009. 
 Lydall, Inc. 
  

									
	By:	 	         /s/ Dale G. Barnhart
	 		 	By:	 	         /s/ Mary A. Tremblay

		 	Dale G. Barnhart	 		 		 	Mary A. Tremblay
		 	President & Chief Executive Officer

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