Document:

Exhibit 10.1
 

 

 

 

 

 

 

 

Plan Summary for Participants

 

Effective June 2001

Amended August 2005

 

 

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Highlights

 

E-Z-EM, Inc. (“EZEM” or “Company”) has created this Annual Incentive Plan (“AIP” or “Plan”) to reward you for your contributions to the success of the Company through individual and corporate performance. The AIP is an incentive form of compensation designed to better align your interests with those of the Company and its stockholders. The Company believes that growth and profitability will help contribute to increased shareholder value and the Plan provides you with an opportunity to receive a bonus on an annual basis depending upon the achievement of pre-determined corporate and individual performance criteria. As a participant in the AIP, you play an important role in helping to achieve EZEM’s goals and its future success.   

 

The AIP is designed to meet the following objectives:

 

	
            •
 	
            Focus E-Z-EM’s leaders on critical objectives – corporate, business area and individual results
 

 

	
            •
 	
            Strengthen the link between pay and overall performance
 

 

	
            •
 	
            Offer competitive, market-based annual incentive targets and opportunities
 

 

	
            •
 	
            Encourage and reward behavior that reflects E-Z-EM’s competencies (e.g., teamwork and collaboration, accountability for results)
 

 

	
            •
 	
            Provide significant rewards for exceptional performance and no or little rewards for substantial underachievement
 

 

This AIP summary provides you with detailed information about Plan, including:

 

	
            •
 	
            How the AIP works
 

 

	
            •
 	
            How performance goals are established
 

 

	
            •
 	
            How performance is measured
 

 

	
            •
 	
            How awards are calculated
 

 

For additional information on the AIP, refer to the Total Rewards / Incentive Plan section in your Employee Performance & Total Rewards Training and Resource Guide. 

 

 

 

 

 

 

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Overview

 

As a participant in the AIP, you are eligible to receive an annual incentive award based on E-Z-EM’s performance and your overall performance during each fiscal year. Your award opportunity is expressed as an annual incentive target and range, stated as a percentage of your actual base salary. 

 

As an overview, the AIP includes the following features:

 

	
            •
 	
            Each AIP year begins on the first day of E-Z-EM’s fiscal year.
 

 

	
            •
 	
            The Plan consists of two performance components, corporate and individual, and are weighted differently depending upon your position in the Company. 
 

 

	
            •
 	
            At the beginning of each fiscal year, corporate financial performance objectives are established by the Company’s Board of Directors (“Board”) or the Compensation Committee of the Board (“Committee”). You and your manager will also establish a performance plan detailing your individual performance goals which include results-based objectives and competency objectives for the year.   
 

 

	
            •
 	
            At the end of the fiscal year, the Company’s performance is compared to the corporate goals and the percent of incentive target achieved is determined for the corporate component of your annual incentive award opportunity.
 

 

	
            •
 	
            Additionally, at the end of the fiscal year, your overall performance, including individual goals, are assessed and the percent of incentive target achieved is determined for the individual component of your annual incentive award opportunity.
 

 

	
            •
 	
            In general, AIP awards, if earned, are paid in August following the completion of each fiscal year.
 

 

Incentive Award Opportunity

 

At the beginning of each fiscal year, eligible participants are notified of their participation for the new fiscal year and the incentive opportunity established for their incentive band. Incentive award opportunities are stated as an annual incentive target, threshold, and range based on a percentage of your base salary. 

 

The incentive target indicates the percentage of your base salary that you are eligible to receive as an AIP award if the targeted performance goals (corporate and individual) are achieved. 

 

 

 

 

 

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The incentive threshold indicates the percentage of your base salary that you are eligible to receive as an AIP award for the minimum level of acceptable performance. This is the point below which no AIP award is earned for the performance component.    

 

The incentive range indicates the minimum and maximum AIP award percentages that you can receive, depending on the attained performance levels. At the beginning of each fiscal year, the Company will provide you with the minimum threshold level of achievement as well as the potential minimum and maximum payout level and corresponding payout curves.  

 

Under the AIP, the incentive ranges and assignment of E-Z-EM’s job positions to the incentive bands are based on competitive market practices and the determination of management and the Committee.

 

The actual value of your incentive award will depend on actual performance levels achieved during the fiscal year, referred to as the “% of Incentive Target Achieved.”  This percentage is calculated for both the corporate and individual performance components. 

 

More Details about Performance Criteria, Minimum and Maximum Payouts, Limitations and Payout Curves 

 

At the start of each fiscal year, the Company will provide you with the specific details about the AIP for the upcoming fiscal year, including the corporate (financial) performance objectives, a copy of your individual performance objectives (Performance Plan), the minimum threshold amounts, if any, minimum and maximum payouts and any limitations, and payout curves for each component. 

 

Components of Performance: 

Corporate Objectives & Individual Performance

 

Your annual incentive opportunity is comprised of two components: 

 

	
            •
 	
            Corporate Performance 
 

 

	
            •
 	
            Individual Overall Performance 
 

 

At the beginning of each fiscal year, corporate performance objectives are established relative to key financial performance measures  by the Board or the Committee. These measures and corresponding objectives are used as the basis for measuring the Company’s degree of success at fiscal year-end. Although the

 

 

 

 

 

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measures may vary from year to year, generally the corporate objectives will include operating profit and net sales results as compared to budget or the results from the prior year, or both.

 

For the individual component, your performance plan serves as the mechanism to capture key individual results-based objectives (RBOs), competency objectives (COs) and an assessment of overall performance. The individual goals are generally tailored to relate to matters within each person’s specific department or area of responsibility. 

 

The following chart summarizes the performance components under the AIP:

 

	  
	 Performance

        Component
	
        Definition
	
        Performance
          Measures

 

	
            Corporate
 	
            E-Z-EM
 	
            Financial Objectives –
 	
             

	
             
 	
            May include operating profit
 
	
             
 	
            and net sales
 	
             

					

 

	
            Individual
 	
            Business area financial
 	
            Financial Objectives tailored
 	
             

	
             
 	
            RBOs (for applicable
 	
            for very specific goals such as
 	
             

	
             
 	
            Leaders)
 	
            individual business unit net sales
 
	
             
 	
            or product line net sales
 	
             

	
            Overall
 	
            Non-financial RBOs that
 	
             

	
            Performance
 	
            reflect overall Company
 	
            “SMART” RBOs
 	
             

	
             
 	
            or specific business area
 	
             

	
             
 	
            objectives
 	
            Position description and
 	
             

	
             
 	
            expectations
 	
             

										

 

	
             
 	
            Competencies
 	
            E-Z-EM’s competencies and COs
 

 

At the end of each fiscal year, actual performance results are measured against the established performance corporate and individual objectives and expectations. The allocation of AIP awards is determined by: (1) the extent to which the corporate performance objectives are achieved and individual performance levels are attained, and (2) the weights assigned to the corporate and individual components. 

 

The component weights vary by incentive band and are based on degree of control, organizational level, scope of responsibility and business area.

 

 

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Specifically:

 

	
             
 	
            Weight by Incentive Component
 

 

	
      Incentive
        Band
	    Corporate

         Performance
	 Individual
        Overall

             Performance
	  

						

 

	
            Senior Executive Band -
 	
            75%
 	
            25%
 

CEO & Sr. Vice President

 

	
            Executive Band -
 	
            75%
 	
            25%
 

Vice President

 

	
            Leadership I
 	
            60%
 	
            40%
 

 

	
            Leadership II
 	
            60%
 	
            40%
 

 

	
            Leadership III
 	
            50%
 	
            50%
 

 

	
            Leadership IV
 	
            25%
 	
            75%
 

 

 

Corporate Component – More Details

 

A portion of your AIP award is based on E-Z-EM’s performance. At the beginning of each fiscal year financial objectives are established and generally include, but are not limited to, operating profit and net sales targets. The Company will establish a range of acceptable financial performance results for each target (the “payout curve”). Each payout curve will include the target for the year and the minimum and maximum incentive levels for that particular component, as well as a threshold amount below which no AIP award will be paid.   

 

The percentage of weighting for specific financial objectives (e.g. operating profit and net sales) may vary by incentive bands and/or individual.

 

Following the end of each fiscal year, the actual financial results for each target is   compared to the appropriate payout curve to determine the amount of payment, if any, related to the corporate component of the AIP. 

 

Individual Performance Component – More Details

 

A
portion of your annual incentive award is based on your individual performance
objectives and your overall performance for each fiscal year. Your manager will
document your performance at the end of each fiscal year based on their
assessment of your specific performance compared to your individual objectives
(RBOs). In considering your overall performance for the year, your manager
will

 

 

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evaluate whether you have met all your RBOs, demonstrated corporate competencies in the achievement of results, provided strong contributions during the year, and accomplished your day-to-day responsibilities.

 

Each year managers are provided with specific individual performance criteria as guidance in determining the individual component under the AIP. These recommendations are then reviewed by E-Z-EM’s President and CEO and, for the Company’s Officers, by the Committee. 

 

Award Restrictions

 

The AIP has a “safety net” that prevents E-Z-EM from paying out awards if specific performance levels are not achieved:  

 

Corporate Performance: The maximum global payout of all the incentive plans is thirty-five percent (35%) of the Company’s operating profit (operating profit defined as before the cost of the bonus program is deducted). In the event the payout to all participants would exceed thirty-five percent (35%) of the Company’s operating profit, all bonus payments will be reduced pro-rata so as not to exceed the thirty-five percent (35%) limitation.

 

Individual Performance:  No annual incentive awards are paid if an individual is placed on a Performance Enhancement Plan, regardless of corporate performance outcomes.

 

In addition to the limitations set forth above, the Company may establish new limitations or restrictions, including modifying minimum thresholds for award payout or limiting maximum payout and may modify existing restrictions. 

 

Frequently Asked Questions: 

 

Who may participate in the plan? E-Z-EM Officers, Senior Directors, Directors, Senior Managers, Managers, and those with similar positions, as well as certain other key employees are eligible to participate in the AIP. 

 

When are new hires eligible to participate in the AIP? Most new hires are immediately eligible to participate, with awards prorated to reflect the period of employment during the fiscal year. However, new employees who start in the last quarter of the Company’s fiscal year will wait until the new fiscal year to participate. The Committee may, in its sole discretion, determine who shall be eligible to participate in the AIP and may establish such criteria as it deems fit for each fiscal year.

 

 

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When do I receive the corporate and individual performance criteria for a fiscal year?   On or about the start of each fiscal year, you will be provided with the corporate (financial) objectives for such fiscal year. Additionally, you and your manager will prepare and complete your individual objectives on a Performance Plan. 

 

How do I know about my percentage targets, minimum and maximum payout, corresponding payout curves and any limitations?   On or about the start of each fiscal year, you shall be provided with the percentage targets (minimum, target and maximum) and the payout curve for each performance component and any limitations.   

 

Do I receive my bonus if I leave E-Z-EM?  The payment of an incentive depends on the circumstances in which an employee leaves E-Z-EM. Specifically:

 

Voluntary Separation: Employees who voluntarily leave E-Z-EM before any incentives are paid out will forfeit the entire annual incentive award, regardless of any amounts earned. 

 

Involuntary Separation without Cause: Employees with length of service greater than six months who are terminated without cause will generally be entitled to a pro-rata portion of the award (depending upon date of termination) to which he or she would have been entitled, had the employee remained employed throughout the full fiscal year. Such a pro-rated award, if any, may be paid at such time as other employees receive their AIP awards.

 

Length of Service: Employees who leave the Company with less than or equal to six months of service in the fiscal year forfeit their bonus payout.

 

Involuntary Separation for Cause: Employees whose employment is terminated due to cause will forfeit the entire annual incentive award regardless of when they were terminated. 

 

When are AIP Awards Paid?  If an award is earned during a fiscal year, the Company will generally pay such award during August of the following fiscal year.

 

Is my base salary used to calculation my award? For award calculation purposes, your actual base earnings for the fiscal year are used, rather than your actual base salary on any given date. This approach takes into account different base salary levels that may apply during any given fiscal year and unpaid leaves of absence, during which a participant is not eligible for an incentive.

 

Who do I call if I have questions about the AIP?  If you have questions after you have read this plan summary, you may contact your manager or the Vice President - Global Human Resources. 

 

 

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Administration of the Plan

 

The AIP shall be administered by the Committee, which shall have full power and discretionary authority to interpret the AIP, to construe any doubtful or disputed terms, to amend or modify the Plan as it deems appropriate, to determine the amount of benefits payable to an employee under the AIP, to prescribe, amend and rescind any rules, forms and procedures as it deems necessary or appropriate for the proper administration of the AIP, to make any other determinations, including factual determinations, and to take any other such actions as it deems necessary or advisable in carrying out its duties under the AIP.

 

Miscellaneous

 

This AIP Summary describes the provisions of the E-Z-EM, Inc. Annual Incentive Plan. E-Z-EM reserves the full right to amend, suspend or terminate the AIP at any time, for any reason or no reason. Enrollment in this AIP is not a guarantee of employment and employment with E-Z-EM is not a guarantee of continued participation in this AIP. 

 

Enrollment in the AIP is not a guarantee that a bonus award will be paid. Actual awards, if any, will be determined based on the performance of E-Z-EM and individual employees.

 

 

-45-<PAGE>
Exhibit 10.71
CONSOLIDATED ENERGY, INC.
October 6, 2005

ADDITIONAL FINANCING FORBEARANCE AGREEMENT

Gentlemen:

Reference is made to that certain Securities Purchase Agreement dated as of
February 22, 2005 among Consolidated Energy, Inc., a Wyoming corporation (the
"Company") and the Purchasers (the "Purchasers") named therein, as amended
through the date hereof (the "Purchase Agreement"), the 6% Senior Secured
Convertible Notes Due 2008 of Consolidated Energy, Inc. in favor of the
holders thereof (the "Senior Notes"), and the other Transaction Documents.
Capitalized terms, unless otherwise herein defined, shall have the meanings
assigned to them in the Purchase Agreement.

Cordillera Fund L.P. (the "Bridge Lender") has previously extended credit to
the Company pursuant to a Promissory Note dated September 23, 2005 (the
"Bridge Note").  In order to induce the Bridge Lender to make such extension
of credit to the Company, the Bridge Lender required the Purchasers to
forbear, for period of ten (10) business days from the date of the Bridge
Note, from exercising their rights or remedies under the Transaction
Documents, pursuant to that certain Bridge Forbearance letter agreement dated
September 23, 2005 (the "Bridge Forbearance") as executed by the Company and
the Purchasers.  The Bridge Lender is now requesting that the Purchasers
extend the period of forbearance from exercising their rights or remedies
under the Transaction Documents pursuant to the terms of this Additional
Financing Forbearance Agreement (which supersedes and replaces the Bridge
Forbearance).

Each of the undersigned hereby agrees to continue to forebear from exercising
any of its rights or remedies under the Purchase Agreement, its Senior Note,
the Security Agreement, or any other Transaction Documents until the earliest
to occur of the following: (i) November 18, 2005, (ii) the expiration and
termination of the Bridge Note, or (iii) the completion by the Company of a
new financing (whether by debt, stock or otherwise) (as the case may be, the
"Forbearance Period").  Each of the undersigned understands that the Bridge
Lender continues to rely on this Additional Financing Forbearance Agreement
with respect to the transactions contemplated by the Bridge Note and would not
have entered into the transactions contemplated by the Bridge Note but for the
forbearance granted under the Bridge Forbearance and hereunder.

This Additional Financing Forbearance Agreement shall not constitute a waiver
of any kind by any Purchaser of any of its rights or remedies under any of the
Transaction Documents, nor be construed as an agreement by any Purchaser to
forebear from exercising any of its rights or remedies under the Transaction
Documents after the expiration of the Forbearance Period. To the extent this
Additional Financing Forbearance Agreement constitutes an amendment of the
Transaction Documents, the parties by their signature hereon consent and agree
to such amendment of the Transaction Documents.  This Additional Financing
Forbearance Agreement may be executed in a number of counterparts, all of
which taken together shall constitute one and the same instrument.  This
Additional Financing Forbearance Agreement shall be governed by the laws of
the State of Texas without regard to conflict of laws principles.

<PAGE>
<PAGE>

Please indicate your approval of the terms and provisions hereof by executing
this consent Additional Financing Forbearance Agreement in the space provided
below.

CONSOLIDATED ENERGY, INC.

By:/s/David Guthrie
Name: David Guthrie
Title: President

Agreed and accepted by the following persons that have executed the attached
signature pages:

IN WITNESS WHEREOF, the parties hereto have caused this Additional Financing
Forbearance Agreement to be duly executed by their respective authorized
officers as of the date first above written.

CONSOLIDATED ENERGY, INC.

By:/s/David Guthrie
Name: David Guthrie
Title: President

PURCHASERS:

GRYPHON MASTER FUND, L.P.
By:  Gryphon Partners, L.P., its General Partner
By:  Gryphon Management Partners, L.P., its General Partner
By:  Gryphon Advisors, L.L.C., its General Partner
By: /s/E.B. Lyon, IV
       E.B. Lyon, IV, Authorized Agent

GSSF MASTER FUND, LP
By:  Gryphon Special Situations Fund, LP, its General Partner
By:  GSSF Management Partners, LP, its General Partner
By:  GSSF, LLC, its General Partner
By: /s/E.B. Lyon, IV
       E.B. Lyon, IV, Authorized Agent

LONESTAR PARTNERS, L.P.
By:  Lonestar Capital Management, LLC, its General Partner
By: /s/Jerome Simon
       Jerome Simon, Manager

WS OPPORTUNITY INTERNATIONAL FUND, LTD.
By:  WS Ventures Management, L.P., as agent and attorney-in-fact
By:  WSV Management, LLC, its General Partner
By: /s/Patrick P. Walker
       Patrick P. Walker, Member

WS OPPORTUNITY FUND (QP), L.P.
By:  WS Ventures Management, L.P., its General Partner
By:  WSV Management, LLC, its General Partner
By: /s/Patrick P. Walker
       Patrick P. Walker, Member

<PAGE>
<PAGE>

WS OPPORTUNITY FUND, L.P.
By:  WS Ventures Management, L.P., its General Partner
By:  WSV Management, LLC, its General Partner
By: /s/Patrick P. Walker
       Patrick P. Walker, Member

RENAISSANCE US GROWTH INVESTMENT TRUST PLC
By: /s/Russell Cleveland
       Russell Cleveland, Director

BFS US SPECIAL OPPORTUNITIES TRUST PLC
By: /s/Russell Cleveland
       Russell Cleveland, Director

ENABLE GROWTH PARTNERS, L.P.
By: Enable Capital Management, its General Partner
By: /s/Brendan O'Neil
       Brendan O'Neil, Principal

ENABLE OPPORTUNITY PARTNERS, L.P.
By: Enable Capital Management, its General Partner
By: /s/Brendan O'Neil
       Brendan O'Neil, Principal

GAMMA OPPORTUNITY CAPITAL PARTNERS, L.P.
By:  Gamma Capital Advisors, Ltd, its General Partner
By: /s/Jonathan P. Knight
       Jonathan P. Knight, President/Director

BUSHIDO CAPITAL MASTER FUND, L.P.
By:  Bushido Capital Partners, Ltd., its General Partner
By: /s/ Christopher Rossman
        Christopher Rossman, Managing Director

CORDILLERA FUND, L.P.
By:  ACCF GenPar, L.P., its General Partner
By: Andrew Carter Capital, Inc. its General Partner
By: /s/James P. Andrew
      James P. Andrew, Co-CEO of Andrew Carter Capital, Inc.

NEWGRANGE PARTNERS, L.P.
By: Newgrange Advisors, LLC, its General Partner
By: /s/Michael Scholten
       Michael Scholten, Managing Partner

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