Document:

Exhibit 10.1

 

Executive Compensation

 

                At a meeting of the Compensation Committee of the
Board of Directors of Allos Therapeutics, Inc. (the “Company”)
held on February 25, 2008, the Compensation Committee determined and
approved 2007 cash bonus awards and 2008 base salaries and target bonus awards
(expressed as a percentage of base salary) for the Company’s “named executive
officers” (as defined in Item 402(a)(3) of Regulation S-K promulgated by
the Securities and Exchange Commission) as set forth in the table below.  The 2008 target bonus award (expressed as a
percentage of base salary) for the Chief Executive Officer was also reviewed
and approved by the full Board of Directors at a meeting held on February 25,
2008.

 

	
  Name and Title

  	
   

  	
  2007

  Bonus

  Award

  	
   

  	
  2008

  Base

  Salary

  	
   

  	
  2008

  Target

  Bonus (%)

  	
   

  
	
  Paul
  L. Berns

  President and Chief Executive Officer

  	
   

  	
  $

  	
  280,752

  	
   

  	
  $

  	
  500,850

  	
   

  	
  60%

  	
   

  
	
  Pablo
  J. Cagnoni, M.D.

  Senior Vice President, Chief Medical Officer

  	
   

  	
  $

  	
  124,997

  	
   

  	
  $

  	
  404,250

  	
   

  	
  40%

  	
   

  
	
  James
  V. Caruso

  Executive Vice President, Chief Commercial Officer

  	
   

  	
  $

  	
  154,857

  	
   

  	
  $

  	
  398,580

  	
   

  	
  40%

  	
   

  
	
  Marc
  H. Graboyes

  Senior Vice President, General Counsel and Secretary

  	
   

  	
  $

  	
  73,210

  	
   

  	
  $

  	
  300,583

  	
   

  	
  30%

  	
   

  
	
  David
  C. Clark

  Vice President, Finance and Treasurer

  	
   

  	
  $

  	
  53,166

  	
   

  	
  $

  	
  210,000

  	
   

  	
  25%EXHIBIT 10.13

 

HICKORYTECH CORPORATION

EXECUTIVE INCENTIVE PLAN

(February 16, 2005 Amended &
Restated)

 

Section I. Establishment and Purpose

 

A.            Establishment

 

HickoryTech Corporation,
a Minnesota corporation (the “Company”), has established, effective January 1,
1989, the HICKORYTECH EXECUTIVE INCENTIVE PLAN, which has since been amended
(the “Plan”).

 

B.            Purpose

 

The purpose of this Plan
is to provide a means whereby key executives of the Company may be rewarded
according to their impact on, and contribution to, the operating success of the
Company and its component organizations. 
It is also the purpose of this Plan to motivate such executives to
achieve a continuing, high level of personal effectiveness.

 

Section II. Definitions, Gender and Number

 

A.            Definitions

As used in this Plan, the
following terms are defined as indicated unless the context clearly requires a
different meaning:

 

1.       “Adjusted
Cash Flow” means EBITDA less CAPEX, debt principal repayment required by
the Company’s debt agreements, interest and taxes.  Taxes are the actual cash payment of taxes
versus the GAAP/book accrual concept.

2.     “Annual
Award” means the total annual cash award earned under the provisions of
this Plan.

3.     “Board
of Directors” or “Board” means the Board of Directors of the
Company.

4.     “Chair”
means the Chair of the Board of the Company.

5.     “Committee”
or “Compensation Committee” means a committee appointed by and
responsible to the Board to administer this Plan, among other things, and whose
members shall be ineligible to participate in this Plan.

6.     “Company”
means Hickory Tech Corporation, a Minnesota corporation and any successor
thereto, including all Subsidiaries.

7.     “EBITDA”
means earnings before interest expense, income taxes, depreciation, and
amortization.  In years where employee
profit sharing expense is recorded, EBITDA for the Plan shall be after the
employee profit sharing expense at a 1% payout level and before the incremental
employee profit sharing expense at a 2% payout level.

8.     “EBITDA
Minus CAPEX” means EBITDA minus the capital and expenditures for property,
plant and equipment, and capitalized software and any other capitalized
expenditures approved by the Compensation Committee to be included in this
definition.

9.     “Net
Income” means after-tax net income as defined by Generally Accepted
Accounting Principles.

10.   “Participant”
means an executive of the Company who has been selected to participate in the
Plan.

11.   “Performance
Account” means an account maintained in the name of a Participant with credits
in Company stock.

12.   “Plan”
means the HickoryTech Executive Incentive Plan, as stated herein and as  further amended from time to time.

13.   “Plan
Year” means any fiscal year of the Company for which the Plan is in effect.

14.   “Pre-Tax
Earnings” means operating revenues and other income minus operating and
other expenses.

15.   “Retirement”
means termination for any reason (other than death or permanent and total
disability) after attaining age 55 with ten years of service or after attaining
age 62 irrespective of service.

 

1

 

16.   “Return
on Invested Capital” means earnings before interest and taxes divided by
total capital (debt and equity).

17.   “Revenue”
means operating revenues, and excludes other income from such sources as
interest and dividends. For purposes of this plan, the inter-company
transactions between or among its Subsidiaries are considered to be at an arms
length (i.e., at fair market value), and thus are not eliminated. In contrast,
the transactions between the Company (parent Company) and its Subsidiaries,
consisting mainly of cost allocations and interest on inter-company loans, will
be eliminated in the calculation to determine “Revenue”. Significant variances
due to non-operating income will be reviewed on a case-by-case basis.

18.   “Subsidiary”
means a corporation, the majority of whose stock is owned by the Company.

19.   “Trustee”
means Trustee for the Trust under the HickoryTech Corporation Executive Plan.
This Trust holds shares of Company Stock for the Participants’ Performance
Award Accounts.

 

B.            Gender and Number

Except when otherwise
indicated by the context, any masculine terminology when used in the Plan shall
also include the feminine gender, and the definition of any term herein in the
singular shall also include the plural.

 

Section III. Summary of Plan

 

A.            Annual
Award Opportunity

Each fiscal year, an
award opportunity will be established for each Plan Participant, expressed as a
percent of the Participant’s fiscal-year base salary earnings (See Attachment
A).

 

B.            Performance Goals

Performance goals, by
which Participants’ performance will be measured for Plan purposes, will be
established at the beginning of the fiscal year. Such goals will relate to
Company, Subsidiary or division organizational performance.

 

C.            Award Determination

At fiscal year-end the
organizational performance will be evaluated, and a percentage achievement will
be determined. An incentive award, called an Annual Award, will be determined,
such being the total of the awards earned.

 

D.            Disposition of
Awards

Annual Awards will be
paid in cash as soon as is practicable following the end of the fiscal year but
no later than March 15 of the following calendar year.

 

E.             Shareholder
Protection

It is the policy of the
Company to establish fiscal goals under this Plan which will provide, first,
for the protection of the shareholders. Accordingly, no awards will be paid
which, by their payment, would cause the Company to experience Adjusted Cash
Flow of less than 50% of HickoryTech’s budgeted Adjusted Cash Flow for the
fiscal year.

 

Section IV.
Eligibility

 

A.            Eligibility

Executives who, by virtue
of their position, exert a significant impact on Company performance are
eligible to participate in this Plan. Participation is at the recommendation of
the President/CEO, with the approval of the Board of Directors.

 

Section V.
Annual Plan

 

A.            Basis of Awards
Earned

Awards earned under this Plan are earned on a
fiscal-year basis.

 

2

 

B.            Annual Award
Opportunity

 

An annual target
award opportunity will be assigned to each Participant, expressed as a percent
of fiscal year base salary earnings. This will establish the dollar award
target for the executive, as follows:

 

	
   

  	
   

  	
  Base

  	
   

  	
  Target

  	
   

  	
  Target

  	
   

  
	
  Position

  	
   

  	
  Salary

  	
   

  	
  Award%

  	
   

  	
  Award

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Executive A

  	
   

  	
  $

  	
  140,000

  	
   

  	
  40

  	
  %

  	
  $

  	
  56,000

  	
   

  
	
  Executive B

  	
   

  	
  $

  	
  90,000

  	
   

  	
  30

  	
  %

  	
  $

  	
  27,000

  	
   

  
	
  Executive C

  	
   

  	
  $

  	
  60,000

  	
   

  	
  25

  	
  %

  	
  $

  	
  15,000

  	
   

  

 

C.            Annual Award
Make-up

1.     Annual
Award make-up will reflect the impact of the Participant’s position and
performance on the operating results of the Company. As such, award make-up may
vary among positions.

 

Example

 

	
   

  	
   

  	
  Percent of Award Relating to—

  	
   

  
	
   

  	
   

  	
  Organizational Performance

  	
   

  
	
   

  	
   

  	
  Corporate

  	
   

  	
  Subsudiary
  or Division

  	
   

  
	
  Position

  	
   

  	
  Financial
  Results

  	
   

  	
  Financial
  Results

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Executive A

  	
   

  	
  100

  	
  %

  	
  —

  	
   

  
	
  Executive B

  	
   

  	
  25

  	
  %

  	
  75

  	
   

  
	
  Executive C

  	
   

  	
  45

  	
  %

  	
  55

  	
   

  

 

2.     Each
award segment will be determined separately, and the resulting awards will be
aggregated into a total award.

3.     Organizational
performance will reflect equally on Participant awards.

 

D.            Organizational
Goals

1.     Organizational goals will be
established in the areas of financial achievement or operational achievement.
These areas will be weighted and the weightings will be reviewed annually and
may be adjusted at the time of review.

2.     Goals will be established
prior to the start of the fiscal year for purposes of the Plan and approved by
the Board of Directors. Such goals will relate to, but may not necessarily be,
the Company’s annual operating budget goals.

 

E.             Award Calculations

 

1.             Organizational
Awards

a.            Organizational
performance will be evaluated in terms of actual versus planned results for
each result area.

(i)            The target award for
the results area will be reduced 3% for each 1% by which actual performance is
less than planned performance.

(ii)           The target award for
the results area will be increased 3% for each 1% by which actual performance
exceeds planned performance.

(iii)          No award will be paid
for the Net Income results area unless actual performance is at least 100% of
planned performance. For other organizational awards, no award will be paid for
a results area if actual performance is less than 85% of planned performance.

b.            The sum of awards for
all results areas will be payable as the organizational award.

c.            Award calculations
will be interpolated where actual results are other than even percentages of
the planned amount.

d.            There will be a cap,
or maximum, for award payments as a result of actual performance that exceeds
the planned amount. This cap shall be 200% payout maximum for each award
segment.

 

3

 

Example:

 

	
   

  	
   

  	
  (Assume
  $3,000 target organizational award)

  	
   

  
	
   

  	
   

  	
  Net Income

  	
   

  	
  Revenue

  	
   

  	
  EBITDA

  	
   

  	
  Total

  	
   

  
	
   

  	
   

  	
  (20%)

  	
   

  	
  (30%)

  	
   

  	
  (50%)

  	
   

  	
  Award

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Target Award

  	
   

  	
  $

  	
  600

  	
   

  	
  $

  	
  900

  	
   

  	
  $

  	
  1,500

  	
   

  	
  $

  	
  3,000

  	
   

  
	
  Actual% of Plan

  	
   

  	
  98

  	
  %

  	
  250

  	
  %

  	
  95

  	
  %

  	
  —

  	
   

  
	
  Adjustment to
  Target

  	
   

  	
   

  	
   

  	
  200

  	
  %

  	
  -15

  	
   

  	
  —

  	
   

  
	
  Award

  	
   

  	
  $

  	
  -0-

  	
   

  	
  $

  	
  1800

  	
   

  	
  $

  	
  1,275

  	
   

  	
  $

  	
  3,075 (102.5%

  	
  )

  

 

e.             A review of the award
payouts will be made by the Compensation Committee. In the event that a
one-time occurrence affects the year-end organization’s performance, the
Compensation Committee may review and adjust award payouts, if determined
appropriate.

 

F.             Total Award

Organizational and
individual awards are combined into a total annual award (See Attachment A).

 

Example:

	
   

  	
   

  	
  Executive
  A

  	
   

  	
  Executive
  B

  	
   

  	
  Executive
  C

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Organization
  Award I

  	
   

  	
  $

  	
  45,000

  	
   

  	
  —

  	
   

  	
  $

  	
  2,500

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Organization
  Award II

  	
   

  	
  —

  	
   

  	
  19,500

  	
   

  	
  5,000

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Total Award

  	
   

  	
  $

  	
  45,000

  	
   

  	
  $

  	
  19,500

  	
   

  	
  $

  	
  7,500

  	
   

  
											

 

G.    Payment of Awards

 

1.     Board Approval

Awards earned
under this Plan are payable only with the approval of the Board of Directors.
In the event of a Change of Control, as defined in the Participant’s Change of
Control Agreement, and to the extent provided in Section VI (G), awards
will be payable without the Board of Directors’ approval required.

 

2.     Time and Manner of Payment

Annual Awards will
be payable with respect to each fiscal year within thirty (30) days following
completion of the final audited financial report for the year, no later than March 15
of the following calendar year. Awards will be paid in cash, subject to all
required withholdings such as state and federal taxes.

 

Section VI.
Long-Term Performance Account

 

A.            Performance Account

The Performance
Account holds shares of company stock that were previously issued under this
Plan. No additional awards will be granted to this account after the 2002
fiscal year awards, but shares in the account will continue to receive interest
at a value equal to the dividend as described in VI (B).

 

B.            Valuation of
Performance Account

In lieu of
dividends on Shares held in a Participant’s Performance Account, the Company
shall issue, pursuant to its 1993 Stock Award Plan, additional Shares having a
Fair Market Value as of the applicable dividend record date as would otherwise
be paid on the Shares in the Participant’s Performance Account on that date.

 

C.            Vesting

All shares in the
Performance Account are fully vested.

 

4

 

D.            Effect of a
Participant’s Death, Retirement, or Disability

1.             A deceased
Participant’s Performance Account shall be distributed beginning no later than March 15
of the following calendar year, according to the provisions in Section VI
(F), to the Participant’s designated beneficiary. A Participant may, by written
notice to the Company in the form of Attachment B, designate a beneficiary to
receive any payments made after his death. The Participant may select as his
beneficiary any person or entity, including a trust. The Participant may
designate multiple, successive or contingent beneficiaries and may change his
designation at any time. If a Participant dies without having any valid
beneficiary designation in effect, his estate shall be the beneficiary.

 

2.             The Performance
Account value for a Participant who terminates employment by reason of
Retirement or who becomes permanently and totally disabled, shall be
distributed beginning no later than March 15 of the calendar year
following such termination or disability, according to the provisions of Section VI
(F).

 

E.             Effect of Other
Termination of Employment

1.     If a Participant’s employment
with the Company is terminated for any reason other than his death, retirement,
or permanent and total disability, such Participant’s participation in the Plan
immediately ceases, and any applicable Performance Award shall be distributed
beginning no later than 90 days following such termination of employment,
according to the provisions of Section VI (F).

 

2.     If a Participant becomes
ineligible for the Plan based on a change of position within the Company where
the new position is not eligible for participation in the Plan, any applicable
Participant’s Performance Account value shall be distributed commencing no
later than March 15 of the calendar year following such change.

 

F.             Method of Payment
and Value of Performance Account

1.     A Performance Account will be
distributed in three, approximately equal annual installments, commencing as
specified in Section VI (D) or (E) above. The Committee may, in
its sole discretion, accelerate payments and pay the Performance Account value
in a lump sum.

 

2.     The Performance Account will
be paid out in shares of company stock following the Participant’s termination
of employment with the company.

 

G.            Payment in the
Event of a Change of Control of the Company

 

1.     If a Change of Control in the
Company occurs, as defined in a Participant’s Change of Control Agreement, the
target Annual Award for the calendar year in which the Change of Control occurs
will become immediately payable. The full target Annual Award will be
automatically and immediately payable to the Participant.

 

2.     If a payment becomes due to a
Participant under the Change of Control Agreement, the Annual Award would
become immediately payable at the target annual award amount. The full target
Annual Award will be automatically and immediately payable to the Participant.

 

3.     If a payment shall become due
to the Participant under a Change of Control         Agreement, all applicable Performance
Awards shall immediately become distributable to the Participant. Performance
Awards will be paid to the Participant within thirty (30) days after the date
of the Participant’s payment being due under a Change of Control Agreement and
will be subject to all normal withholding of state and federal taxes.

 

4.     The provisions of this Section VI
(G), shall take precedence over all other provisions of this Plan.

 

H.            Withholding

All payments and
distributions shall be subject to applicable withholding requirements.

 

5

 

Section VII.
Administration of the Plan

 

A.            Authority of Board
of Directors

This Plan will be
administered by the Compensation Committee of the Board of Directors, appointed
by and accountable to the Board and whose members are not eligible for awards
under the Plan. The Committee may establish rules and regulations from
time to time that are not inconsistent with the provisions of this Plan.

 

B.            Authority of the
Chair

The Chair and/or
his appointee shall be responsible to the Committee for the administration of
this Plan.

 

C.            Amendment and
Termination

The Board of
Directors may amend this Plan in any respect at any time and may terminate the
Plan in whole or in part at any time, subject to the following:

 

1.             Fiscal-year
performance goals may not be altered, amended, suspended or discontinued during
any Plan Year with respect to that Plan Year without the approval of the
Compensation Committee.

 

2.             Amendment or
termination may not adversely affect the value of any earned Annual Awards.

 

D.            Denial of Annual
Performance Awards

Any Participant
who voluntarily terminates employment except as provided in paragraph (E) below,
or who is involuntarily discharged for any reason whatsoever prior to the last
day of a Plan Year, with the exception of a Change of Control of the Company,
will not be entitled to an award for that Plan Year unless such exception is
approved by the Committee. In the event of a Change of Control in the Company, Section VI
(G) will apply.

 

E.             Pro-Rata Awards

A Participant,
whose employment is terminated prior to the last day of a Plan Year by reason
of death, Retirement or permanent and total disability, shall be entitled to a
pro-rata Annual Award through the date of such termination of a Participant’s
employment.

 

F.             Status of
Participants’ Claims

All distributions
under this Plan are made from the general assets of the Company or the funds
held by the Trustee, as applicable. The Plan does not create any lien on or
security interest in any property of the Company and no person may assert any
rights under the Plan superior to the  rights
of an unsecured general creditor of the Company.

 

G.            Non-alienability

Rights under this
Plan are not subject to voluntary or involuntary assignment or alienation. Any
attempted assignment or alienation will be disregarded by the Company.

 

H.            Severability

If any provision
of this Plan is determined to be invalid or illegal, the remaining provisions
shall be effective and shall be interpreted as if the invalid or illegal
provision did not exist, unless the continuance of the Plan in such
circumstances would defeat its purposes.

 

I.              Employment Rights

Nothing in the
Plan shall confer upon any Participant the right to continue in the employment
of the Company or any subsidiary or affect any right which the Company or any
subsidiary may have to terminate the employment of the Participant with or
without cause.

 

J.             Headings

All headings in
this Plan are for reference only and are not to be utilized to construe its
terms.

 

K.            Governing Law

This Plan is
governed in all respects by the laws of the State of Minnesota.

 

6

 

Attachment A

 

HICKORYTECH
CORPORATION

 

Annual Award Calculation

 

Worksheet Example

 

	
  Name:                                                                                           

  	
   

  	
  Plan Year:                                                                

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Position Title:                                                                                                                                                                                               

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  1. Fiscal Base
  Salary Earnings:

  	
  $                                         

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  2. Target
  Incentive:               %                         

  	
  $                                         

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  3. Organizational
  Award I:

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  a.

  	
  Target Amount (          
  % of Line 2

  	
  )

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $                             

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  b.

  	
  Performance
  Adjustment:

  	
   

  	
  :

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  Net
  Income

  	
   

  	
  ROIC

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  ·

  	
  Target

  	
   

  	
  $                                 

  	
   

  	
  $                  

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  ·

  	
  % of Plan

  	
   

  	
  $                                 

  	
   

  	
  $                  

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  ·

  	
  Factor

  	
   

  	
  $                                 

  	
   

  	
  $                   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  c.

  	
  Award

  	
   

  	
   

  	
  $                                 

  	
   +

  	
  $                  

  	
   

  	
   

  	
   

  	
  =$                             

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $                               

  	
   

  
																					

 

	
  4. Organizational
  Award II:

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  a.

  	
  Target Amount (          
  % of Line 2

  	
  )

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $                             

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  b.

  	
  Performance
  Adjustment:

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  Division

  	
   

  	
  Division

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  EBITDA

  	
   

  	
  Revenue

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  ·

  	
  Target

  	
   

  	
  $                                 

  	
   

  	
  $                  

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  ·

  	
  % of Plan

  	
   

  	
  $                                 

  	
   

  	
  $                  

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  ·

  	
  Factor

  	
   

  	
  $                                 

  	
   

  	
  $                   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
  c.

  	
  Award

  	
   

  	
  $                                 

  	
   

  	
  $                  

  	
   

  	
   

  	
   

  	
  =$                             

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Total Annual
  Award (3c  +  4c)

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $                              

  	
   

  
																	

 

(This page has
been intentionally left blank.)

 

7

 

Attachment B

 

HICKORYTECH CORPORATION

 

Executive
Incentive Plan

 

                Designation of Beneficiary

 

Participant’s Name:
                                                                      
Social Security Number:                                                                      

 

Home Address:                                                                                                                                                                                             

 

If I die prior to the
payment of all or a portion of any amount payable to me under the HickoryTech
Corporation Executive Incentive Plan, the balance of the amount payable shall
be paid to the following person(s):

 

Instructions:         List each beneficiary who
is to share in any payment due under the plan. 
State specifically what percentage of the total amount to be paid is to
be received by each beneficiary.  Use
first, middle and last names (such as Mary Alice Jones not Mrs. William
Jones).

 

Primary

 

	
  Beneficiary(s) Name

  	
   

  	
  Beneficiary (s)

  	
   

  	
  Beneficiary (s)

  	
   

  	
   

  	
   

  	
  Relationship

  	
   

  	
  Percent

  	
   

  
	
   

  	
   

  	
  Social
  Security #

  	
   

  	
  Address

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  1.

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  2.

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  3.

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  4.

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  

 

Contingent

 

	
  1.

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  2.

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  3.

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  4.

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  

 

 

In the event that all of
the above-named beneficiaries shall predecease me or if there is doubt as to
the right of any beneficiary, HickoryTech Corporation shall make payments,
which would otherwise have been made to such beneficiary, to my estate, and in
such event HickoryTech Corporation shall not be under any further liability.

 

This beneficiary
designation cancels and supersedes any previous designation that I may have
with respect to this Plan.  The
designation is effective as of the date this form is signed by me. I have the
right to change this beneficiary designation at any time by filing a new
beneficiary designation form with the Company.

 

	
   

  	
   

  
	
  Participant’s
  Signature

  	
   

  	
  Date

  	
   

  
				

 

(This page has
been intentionally left blank.)

 

8

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00137-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00137-of-00352.parquet"}]]