Document:

EXHIBIT 10.1

                              EMPLOYMENT AGREEMENT

     This Agreement is made as of the 22nd day of August, 2001, between
UnionBancorp, Inc. ("Employer") and Paul R. Tingley ("Employee").

                                    RECITALS

     The Employer is engaged in the providing of banking and other financial
services.

     Employee is serving Employer pursuant to a letter agreement dated July 31,
2001. The parties desire to enter into a formal Employment Agreement with
respect to the continued employment of Employee by the Employer.

     Employee wishes to continue as an employee of the Employer.

     In consideration of the mutual promises and agreements of the parties, and
in consideration of the employment or continued employment of Employee on the
terms described below, the parties agree as follows:

                                  AGREEMENT

     1.  TERMINATION OF LETTER AGREEMENT

     The July 31, 2001 Letter Agreement shall terminate and be of no further
force and effect as of the effective date of this Agreement.

     2.  EMPLOYMENT

     (a) Employer employs the Employee as its UnionFinancial Services'
President. Employee accepts such employment. Employee shall become employed,
full-time, no later than September 17, 2001. Prior to that date, Employee will
be paid a consulting fee pro-rated, plus mileage for each day actually worked.

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     3.  TERM/AT-WILL EMPLOYMENT

     This Agreement shall take effect on August 22, 2001 ("effective date"), and
shall terminate on August 22, 2004, at which point this Agreement shall be of no
further force and effect, except as provided in paragraph 9(d) and 11(f).
Employee agrees that if he shall remain employed thereafter, the employment
shall be at will.

     4.  DUTIES

     (a) Employee's duties, authority and responsibilities as President include
all duties, authority and responsibilities customarily held by such officer of
comparable organizations as further detailed in attached job description,
Exhibit A, subject always to the charter and bylaw provisions and the policies
of Employer, applicable law, and the directions of Employer's Board of
Directors.

     (b) Employee will devote his best efforts and business time, energy, skills
and attention to the business and affairs of the Employer, and will faithfully
and loyally discharge his duties to the Employer.

     (c) Employee will abide by the Employer's rules and policies, as they may
be published from time to time. Employee shall not engage in additional
employment or consultation with others, whether or not for compensation, except
as provided in Section 13 of this Agreement, without the express written consent
of the Employer during the term of this Agreement.

     5.  COMPENSATION

     (a) Employer shall pay employee Twelve Thousand Five Hundred Dollars
($12,500) for full-time employment for the months of September, October,
November and December, 2001.

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     (b) Employer shall pay Employee, beginning January, 2002, a minimum of Ten
Thousand Dollars ($10,000), monthly. Employee's total compensation, including
base pay and additional compensation (bonus under Employer's short term
incentive compensation plans) shall be valued at One Hundred Fifty Thousand
Dollars ($150,000), annually. In addition, Employee qualifies for participation
in the Employer's long-term incentive compensation plan. Compensation shall be
subject to tax withholding and applicable deductions.

     6.  OTHER BENEFITS

     (a) Employer shall provide the Employee with its customary employee
benefits during the term of this Agreement. The terms of any compensation or
benefit plan or insurance policy are incorporated by this reference as if fully
set forth herein.

     (b) Employer shall reimburse Employee for the reasonable expenses of moving
his household, up to a total reimbursement of Twenty-five Thousand Dollars
($25,000). Employee shall provide reasonable documentation of such expenses.

     (c) Employee shall be provided annual paid time off in accordance with
company policy during the term of this Agreement. Such time off shall be
scheduled two weeks in advance and shall be taken only upon approval by the
Employer.

     7.  CONFIDENTIALITY

         Employee acknowledges that the nature of his employment will require
that he produce and have access to records, data, trade secrets and information
that are not available to the public regarding Employer and its subsidiaries and
affiliates ("Confidential Information"). Employee will hold in confidence and
not directly or indirectly disclose any Confidential Information to third
parties unless disclosure becomes reasonably necessary in connection with
Employee's performance of his duties hereunder, or the Confidential Information
lawfully becomes available to the public from other sources, or he is authorized
in writing by Employer to disclose it, or he

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is required to make disclosure by a law or pursuant to the authority of any
administrative agency or judicial body. All confidential Information and all
other records, files, documents and other materials or copies thereof relating
to the business of Employer or any of its subsidiaries or affiliates that
Employee prepares or uses will always be the sole property of Employer. Employee
will promptly return all originals and copies of such Confidential Information
and other records, files, documents and other materials to Employer if his
employment is terminated for any reason.

     8.  REIMBURSEMENT OF EXPENSES

     Employer will reimburse Employee for all travel, entertainment and other
out-of-pocket expenses that he reasonably and necessarily incurs in the
performance of his duties. Employee will document these expenses to the extent
necessary to comply with all applicable laws and internal policies.

     9.  RESTRICTIVE COVENANT

     (a) Employee covenants and agrees that during the term of his employment
and for a period of one (1) year following his termination of employment (for
any reason) and within a 60 mile radius of any current or future UnionBancorp,
Inc. facility, he shall not, without the prior written consent of Employer, own,
manage, operate, control, be employed as an employee or consultant by,
participate or engage in, or be connected in any manner, directly or indirectly,
with the ownership, management, operation or control of any corporation or other
business entity such as a bank, savings and loan association, credit union,
trust company, or similar organization, whose products or services can
reasonably be considered as competing with the products or services of Employer,
or in any way assist such corporation or other business entity to compete with
the business of Employer; provided however, that Employee shall not

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be deemed to be in violation of this restrictive covenant solely by reason of
his ownership of not more than one percent (1%) of the outstanding securities of
any corporation whose shares of stock are traded on a national securities
exchange or in the over-the-counter market. Employee agrees that because of his
position with Employer, the enforcement of this restrictive covenant is
reasonably necessary for the proper protection of Employer's business interests
and competitive position, and Employee further agrees that a court of competent
jurisdiction may enjoin a breach or threatened breach of this Restrictive
Covenant by the Employee, without bond.

     (b) In consideration for Employee's agreement to this Restrictive Covenant,
Employer will pay to Employee One Thousand Dollars ($1000), upon the termination
of employment. This payment shall be in addition to any other sums owing to the
Employee under this Agreement upon its termination.

     (c) The Employer reserves the right to unilaterally waive the Restrictive
Covenant. Upon such waiver, the Employer's obligation under paragraph 9(b) is
discharged in total.

     (d) Notwithstanding the terms of paragraph 3, the provisions of paragraphs
7 and 9 of this Agreement shall survive the termination of Employee's
employment, and the existence of any claim or cause of action by the Employee
against the Employer, whether predicated upon this Agreement or otherwise, shall
not constitute a defense to the enforcement by the Employer of the Employee's
covenants. It is agreed that the breach by the Employee of any of his covenants
contained in Section 9 would constitute immediate and irreparable damage to the
Employer not adequately compensable in money damages and would warrant
injunctive relief, without bond.

     10. TERMINATION

     (a) This Agreement and Employee's employment may be terminated by the
Employer at any time for just cause ("just cause" for the purpose of this
Agreement shall mean conviction of a felony, breach of the Agreement, loss of
licenses, dishonesty, neglect of duties,

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Employee's incapacity to perform his duties for a period in excess of six
months, Employee's use of unlawful drugs, and behavior or activities by Employee
which brings Employer into disrepute). If the Employer terminates this Agreement
for just cause, Employee shall be entitled to compensation up to and including
Employee's final day of employment.

     (b) Employee may voluntarily terminate his employment at any time during
the period of its duration upon not less than thirty (30) days written notice,
and shall be paid as if terminated for just cause as set forth in Section 10(a).

     (c) This Agreement will terminate if Employee dies during the term of this
Agreement, effective on the date of death. Any payments that are owing to
Employee under this Agreement or otherwise at the time of his death will be made
to whomever Employee may designate in writing as his beneficiary, or absent such
a designation, to the executor or administrator of his estate.

     11. DISPUTES

     It is mutually agreed between the parties that arbitration shall be
Employee's sole and exclusive remedy to redress any dispute, claim or
controversy, including claims under statutes, regulations or ordinances
(collectively referred to as a "grievance"), raised by Employee. It is the
intention of the parties that the arbitration decision will be final and binding
and that any and all grievances by Employee shall be disposed of as follows:

     (a) Employee must submit any and all grievances in writing to the Chief
Executive Officer of UnionBancorp, Inc. within thirty (30) days of the
occurrence complained of;

     (b) Within ten (10) days of the submission of the written grievance, the
Employer or its designated agent shall respond in writing to the grievance for
the purpose of resolving the grievance; and

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     (c) If the grievance is not responded to in ten (10) days, or if the
response does not resolve the grievance, the Employee may, within fifteen (15)
days, refer to the grievance to arbitration. The arbitration shall be conducted
in accordance with the 2001 Employment Arbitration Rules of the American
Arbitration Association and the expense of the arbitration shall be shared
equally by Employer and Employee. The arbitration shall occur in Ottawa,
Illinois.

     (d) Any grievance will be deemed waived unless presented within the time
limits specified.

     (e) The arbitrator shall not have authority to change any of the provisions
of this Agreement by alterations, additions to or subtractions from its terms.

     (f) The parties stipulate that arbitration, and the decision of the
arbitrator, shall be the sole and exclusive remedy for any grievance of
Employee. Since arbitration is Employee's exclusive remedy, Employee expressly
waives the right to resort to any federal, state or local court or
administrative agency concerning any aspect of his employment or termination of
employment. Employee further agrees that the availability of arbitration, or the
decision of the arbitrator, shall be a complete defense to any suit, action or
proceeding by Employee instituted in any federal, state or local court or before
any administrative agency with respect to any grievance. These arbitration
provisions shall, with respect to any grievance, survive the termination or
expiration of this Agreement.

     12. ENFORCEABILITY

     If any covenant or other provision of this Agreement is held to be invalid
or unenforceable by reason of any rule of law or public policy, in whole or in
part, all other covenants and provisions of this Agreement shall nevertheless
remain in full force and effect, and no covenant or provision shall be deemed
dependent upon any other covenant or provision.

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<PAGE>
     13. EMPLOYEE'S CURRENT BUSINESS

     Employer shall be entitled to 50% of the net profits of Employee's current
business commencing on January 1, 2002, upon Employer's determination as to
permissibility of involvement in Employee's business and Employer's opportunity
to quantify any inherent risk. Employer's right to such net profits, as
described above, shall continue until Employee's business shall be sold or
terminated.

     14. NO OTHER AGREEMENTS

     This Agreement contains the complete understanding between the parties and
shall, as of its effective date, supersede all other agreements between the
parties. In addition the parties stipulate that neither Employer nor Employee
has made any representation with respect to the subject matter of this Agreement
or any other representations, including its execution and delivery, except as
are specifically set forth in this Agreement. Each of the parties has relied on
his or its own judgment in entering into this Agreement.

     15. MODIFICATION OF AGREEMENT

     No waiver or modification of this Agreement, any of its covenants,
conditions, or limitations shall be valid unless in writing and duly executed by
the party to be charged, and no evidence of any waiver or modification shall be
offered or received in evidence in any proceeding or litigation between the
parties arising out of or affecting this Agreement, or the rights or obligations
of the parties, unless such waiver or modification is in writing and duly
executed by the Employee and Employer's Chief Executive Officer. The parties
agree that the provisions of this section may not be waived except as set forth
above.

     16. ASSIGNMENT

     The Employee acknowledges that the services to be rendered by him are
unique and personal. Accordingly, the Employee may not delegate any of his
duties or obligations under

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this Agreement. The rights and obligations of the parties under this Agreement
shall inure to the benefit of and shall be binding upon the heirs, devisees,
executors, administrators or other legal representatives, successors and assigns
of the Employer and Employee.

     17. CHOICE OF LAW

     It is the intention of the parties that this Agreement, the parties'
performance, and all suits and special proceedings based on the Agreement be
construed under the laws of the State of Illinois and the Federal Arbitration
Act, and that in any action, special proceedings or other proceeding that may be
brought arising out of, in connection with, or by reason of this Agreement, the
laws of the State of Illinois and the Federal Arbitration Act shall govern to
the exclusion of the law of any other forum, without regard to the jurisdiction
in which any action or special proceeding may be instituted.

                                         EMPLOYER:

                                         UNIONBANCORP, INC.

Witness:

Jimmie D. Lansford                       By Charles J. Grako
--------------------------                  --------------------------
                                            Its: Chief Executive Officer

                                         EMPLOYEE:
Witness:

Jimmie D. Lansford                       By Paul R. Tingley
--------------------------                  --------------------------
                                            PAUL R. TINGLEY

                                       9EXHIBIT 10.2

                               UNIONBANCORP, INC.

                           INCENTIVE COMPENSATION PLAN

October 2000

<PAGE>
                               UNIONBANCORP, INC.

                           INCENTIVE COMPENSATION PLAN

PURPOSE
The Incentive Compensation Plan (ICP) is intended to sustain management's focus
on the corporation's requirement for strategic long range planning and to
encourage attainment of the annual profitability goals. The ICP supports a
number of objectives which are important to the continued success of the
corporation. These are...

         o    To attract, develop, retain and reward well qualified management
              and executive staff.

         o    To provide long term and short term incentive compensation for key
              employees which reflect two primary considerations.

              >>  Competitive market pay levels for jobs of comparable scope and
                  responsibility
              >>  Internal equity relative to job responsibility, performance
                  and contribution

         o    To motivate key managers and executives through a combination of
              appropriate job challenges, career advancement opportunities and
              financial incentives for performance above expectations.

The primary purpose of the ICP is to provide competitive long term and short
term incentive opportunities directly related to the corporation's annual
financial performance as measured by net income, increases in earnings per
share, return on equity and/or return on assets. The financial performance goals
will be established annually and approved by the Board of Directors.

ICP awards are designed to recognize individual performance and contribution
toward the attainment of corporate goals and objectives.

DEFINITIONS
The terms used in the description of the ICP are defined as follows:

         Base Salary. The annualized regular cash compensation of an employee,
         excluding bonus awards, company contributions to employee benefit
         plans, or other compensation not designated as salary.

         Incentive Target. The percentage of an employee's Base Salary that will
         be paid as an incentive bonus if the specified corporate, subsidiary
         and individual goals are fully achieved.

         Financial Factor. An adjustment (percentage) applied to the Incentive
         Target to reflect the corporation's actual financial performance
         relative to the annual Plan Goal.

         Individual Factor. An adjustment (percentage) applied to the Incentive
         Target to reflect the employee's individual performance relative to a
         set of defined performance expectations.

         Net Income. The corporation's earnings after taxes and after securities
         transactions.

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<PAGE>
         Key Employees. Employees who can influence the attainment of corporate
         goals and objectives.

         Short Term Incentives. Usually a cash reward to key employees for
         exceeding expected levels of annual performance.

         Long Term Incentives. Usually takes the form of stock options to
         motivate, retain and reward key employees for increases in long-term
         value of the organization, as measured by share price.

         Plan Goal. A specific amount of Net Income plus the estimated ICP
         payouts, but excluding any income classified as "extraordinary" by an
         independent audit.

         Plan Year. The corporation's fiscal year.

I.       EFFECTIVE DATE

         The Incentive Compensation Plan (the Plan) is effective as of January
         1, 2001. Incentive Compensation Awards (Awards) may be paid for each
         plan year (January 1 to December 31), in accordance with the provisions
         of the Plan.

II.      PURPOSE AND OBJECTIVES

         The Incentive Compensation Plan is designed to attract, retain and
         motivate key employees. The plan seeks to support the management
         planning process and achievement of the subsidiary's operational and
         profitability goals. Within this overall purpose, there are three
         primary objectives:

         o    To focus attention on the establishment and achievement of clearly
              defined goals which are linked to the subsidiary's business plan
              and success factors.

         o    To provide opportunities to earn financial rewards based on
              improved subsidiary performance and individual contributions to
              that performance.

         o    To ensure that total compensation opportunities are competitive
              and variable based upon actual performance compared to
              predetermined goals.

III.     PLAN ADMINISTRATION

         The Plan is administered by the CEO, the Compensation Committee and the
         Board of Directors (Board).

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<PAGE>

     A.  Responsibilities of the CEO
         The CEO will provide recommendations to the Compensation Committee
         regarding Plan participants, subsidiary and individual performance
         objectives, subsidiary and individual achievements and awards. The
         CEO's responsibilities also include monitoring the effectiveness of the
         Plan, the payment process and providing recommendations to the Board
         regarding modifications to the Plan.

     B.  Responsibilities of the Compensation Committee
         The Compensation Committee will review and recommend to the Board, for
         approval, eligible participants.

IV.      ELIGIBILITY

         Key employees eligible to participate in the Plan are those who, in the
         opinion of the CEO, hold positions which have the capacity to
         significantly impact performance. Participants are recommended by the
         CEO to the Compensation Committee and approved by the Board.

         Suggested timeframes for the goal-setting and approval process:

               o    October 15:               CEO submits goals and recommended
                                              participants to the Compensation
                                              Committee.

               o    November 15:              The Compensation Committee reviews
                                              and submits to the Board, for
                                              approval, recommended Incentive
                                              Compensation Plan participants.

               o    December Board Meeting:   Board of Directors reviews and
                                              approves goals, targets and
                                              participants for the upcoming
                                              year.

         Eligibility is reviewed annually to assure continued appropriateness.
         Participants are notified by executive management of their
         participation in the Plan. Upon designation as a participant, each
         participant will be given a copy of the Plan. No employee will have the
         automatic right to be selected as a participant for any year or, having
         been selected as a participant for one year, be considered a
         participant for any other year.

V.       SHORT TERM INCENTIVES

         A.   Incentive Award Opportunity.

              Certain positions have a greater and more direct impact than
              others on the achievement of the Company's performance. Those
              differences are recognized by varying the incentive opportunity,
              expressed as a percentage of a participant's base salary
              (Incentive Target).

              Each participating position will be given an Incentive Target.
              These Targets will be based

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              upon competitive practices in the industry for positions of
              comparable responsibility and decision-making authority. Factors
              such as title, current salary, job level, scope of responsibility
              and impact on the corporation's financial performance and
              strategic long-range plan will be considered in establishing
              Incentive Targets.

              Positions may be added during the Plan Year, except that an
              employee may not participate in the ICP until completing six
              months of service in the participating position during the Plan
              Year. Incentive awards will be pro-rated, based on months served,
              for employees with less than 12 months of service in a
              participating position during the Plan Year.

         B.   Performance Measurement Factors

              The Financial Factor will equal 1.0 when actual earnings for the
              Plan Year are equal to the Plan Goal.

              Corporate Key Employees
                100% Corporate Goal     =       100% Financial Factor
              < 100% Corporate Goal     =         0% Financial Factor

<TABLE>
<CAPTION>
              Subsidiary Key Employees
<S>           <C>                                    <C>                         <C>     <C>
                100% (75%) Corporate Goal plus  100% (25%) Subsidiary Goal       =       100% Financial Factor
              < 100% (75%) Corporate Goal plus  100% (25%) Subsidiary Goal       =        25% Financial Factor
              < 100% (75%) Corporate Goal plus <100% (25%) Subsidiary Goal       =         0% Financial Factor
</TABLE>

         C.   Short Term Award Determination

              The Incentive Target is combined with the Financial Factor to
              determine the actual incentive award that will be paid, according
              to the formula shown below.
<TABLE>
<CAPTION>

             ------------------------------------------------------------------------------------------------------------

<S>           <C>      <C>   <C>                    <C>             <C>               <C>                <C>
              Level     I    Corporate              Base     X      Incentive    X    Financial    =     Incentive
                                                    Salary          Target            Factor             Compensation
             ------------------------------------------------------------------------------------------------------------
              Level    II   Subsidiary Presidents   Base     X      Incentive    X    Financial    =     Incentive
                                                    Salary          Target            Factor             Compensation
             ------------------------------------------------------------------------------------------------------------
</TABLE>

              The incentive award for the corporate staff will be determined
              solely on the basis of earnings performance using only the
              Corporate Financial Factor. Subsidiary Presidents incentive award
              will be determined using the Corporate Financial Factor plus
              Subsidiary Financial Factor.

              The CEO will be responsible for reviewing all performance ratings
              and award levels to ensure that they are consistent and that they
              accurately reflect the corporation's relative performance for the
              Plan Year.

              Unless otherwise directed by the Board, payments of Awards under
              the Plan shall be made as soon as possible after the Board has
              made a determination regarding the payment of

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              Awards, generally by February 15. Appropriate provisions shall be
              made for any taxes that the subsidiary determines are required to
              be withheld from any Awards under the applicable laws or other
              regulations of any governmental authority, whether Federal, State,
              or Local. The payment of any Award shall be subject to such
              obligations, terms and conditions as the Board may specify in
              making the Award. Acceptance of any Award shall constitute
              agreement by the participant to all obligations, terms, conditions
              and restrictions so imposed.

              Participants who terminate employment for any reason, other than
              death, disability or retirement prior to the end of the plan year
              will not be eligible for an Award. If a participant ceases
              employment after the plan year ends, but before the Board approves
              the Awards, the CEO will recommend to the Board whether the
              participant should receive an award.

              Participants who are hired, transferred or promoted into or out of
              an eligible position prior to July 1 during the plan year may be
              eligible to be considered for a prorated incentive award, based on
              the recommendation of the CEO and approval by the Board.

              Each payment of Short Term Awards must be budgeted and accrued for
              each plan year.

         D.   Subsidiary Incentive Compensation

              o   Each subsidiary should create an incentive pool based on
                  expected goal results.

              o   The incentive pool must be budgeted, Board approved and
                  accrued during the plan year.

              o   At the end of the plan year, the subsidiary president should
                  recommend, to his/her Board, approval to distribute incentive
                  awards to subsidiary employees whom he/she judges to have been
                  instrumental in achieving subsidiary objectives.

VI.      LONG TERM INCENTIVES

         A.   Long Term Award Determination

              The stock option plan key employee participants shall be divided
              into the three groups who are able to affect the long-term
              performance of the organization:

                  o   Corporate Chief Executive Officer
                  o   Corporate President, Chief Operating Officer, Chief
                      Financial Officer
                  o   Corporate Executive Vice Presidents, Subsidiary Presidents

              Each eligible participant would be given an opportunity to earn
              options based on 50% of base salary if defined benchmarks are
              achieved. Benchmarks weighted at:

                  o   Corporate

                                     5

<PAGE>
                              >> Budgeted Earnings Per Share     -      12.5%
                              >> Budgeted Net Interest Margin    -      12.5%
                              >> Budgeted Efficiency Ratio       -      12.5%
                              >> Budgeted ROA                    -      12.5%

                  o   Personal Goal                              -      25.0%

                  o   Subjective Value                           -      25.0%

         Calculation
         Base Salary x 50% (option opportunity) divided by $11.50 value of stock
              at IPO X (% of benchmarks achieved) = number of stock options

                  o   Fixing the price of the stock at $11.50 (value of stock at
                      IPO) eliminates a key employee from being penalized, in
                      terms of options granted, during times of market
                      appreciation to the stock and being rewarded

VII.     AWARD LIMITATIONS

         The Board of Directors reserves the right to review the total amount of
         all incentive awards and to adjust such amounts to reflect the Board's
         evaluation of the subsidiary's performance for the plan year. These
         evaluations may take into account the impact of interest rate
         fluctuations, peer group comparisons, adjustments for loan losses and
         other similar factors.

VIII.    TERMINATION OR AMENDMENT

         The Plan, in whole or in part, may at any time or from time to time be
         amended, suspended or reinstated and may at any time be terminated by
         action of the Board. Until a determination of Award payment has been
         made by the Board, no participant has a vested right to an Award under
         the Plan.

         No amendment, suspension or termination of the Plan by the Board shall,
         without the consent of the participant, affect the rights of the
         participant to any Award previously determined by the Board which has
         not yet been paid to the participant.

IX.      MISCELLANEOUS PROVISIONS

         A.   Neither the adoption of the Plan nor its operation shall in any
              way affect the right and power of the subsidiary to dismiss any
              employee or otherwise terminate the employment or take other
              action including, but not limited to, removing the employee from
              the incentive-eligible position, at any time, for any reason, with
              or without cause.

         B.   No participant will have the right to alienate, assign, encumber,
              hypothecate or pledge his or her interest in any Award under the
              Plan, voluntarily or involuntarily, and any attempt to do so
              dispose of any such interest will be void.

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<PAGE>
         C.   This document is a complete statement of the Plan and as of the
              effective date, supersedes all prior plans, representations and
              proposals written or oral relating to its subject matter. The
              subsidiary will not be bound by or liable to any employee for any
              representation, promise or inducement made by any persons which is
              not embodied in this document.

         D.   The Board has the power and authority to construe, interpret and
              administer the Plan. Any decision arising out of or in connection
              with the construction, interpretation or administration of the
              Plan will lie within the Board's absolute discretion and will be
              binding on all parties.

         E.   Payment of Awards are subject to review and approval by the Board.

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