Document:

EX-10.12

Western Reserve Bancorp, Inc. and

Western Reserve Bank

Senior Executive Incentive Compensation Plan

The Board of Directors of Western Reserve Bancorp, Inc. and Western Reserve Bank desires to provide
an Incentive Compensation Plan for the Senior Executives of the Bank that will achieve the
following objectives:

	 	•	 	Allow the Company to attract and retain talented senior executives;

	 	•	 	Align the interests of the Company’s senior executives with those of the Company’s
shareholders;

	 	•	 	Recognize that there are several components to the Company’s financial success,
including profitability, growth and asset quality; and

	 	•	 	Provide a quantitative way to measure each of the components of the Company’s financial
success and to allocate rewards equitably among each of the Company’s senior executives.

To this end, the Board of Directors has adopted the Revised and Amended Senior Executive Incentive
Compensation Plan (“the Plan”), which is attached as Exhibit 1.

The Plan seeks to provide a range of potential rewards based on the Company’s results in each of
eight Performance Factors, discussed below. The Plan involves seven Performance Levels, ranging
from acceptable (Level 1) to spectacular (Level 7).

This plan covers the following senior executives:

	 	•	 	President and Chief Executive Officer; and

	 	•	 	Senior Vice Presidents.

The Plan provides for varying Bonus Percentages in relation to Base Compensation. Base
Compensation is defined as the senior executive’s actual earnings for the year, exclusive of any
bonuses or fringe benefits.

The Board believes that a properly-designed incentive plan does not over-emphasize one type of
behavior to the detriment of another. For instance, if Loan Growth were the only Performance
Factor, Asset Quality could potentially suffer. Or, if Profitability were the only measure, Growth
might be hampered. Therefore, the Plan provides for seven Performance Factors in three broad
categories:

Page 1 of 5

Adopted: January 19, 2006

Revised: January 18, 2007

Revised: May 1, 2008

1

Western Reserve Bancorp, Inc. and

Western Reserve Bank

Senior Executive Incentive Compensation Plan

Overall Profitability:

—Return on Average Consolidated Equity

—Net Interest Margin

—Earnings Per Share Growth

Growth Rates:

—Loan Growth

—Local Deposit Growth

Asset Quality:

—Nonperforming Assets as a Percentage of Total Assets

—Net Charge-offs as a Percentage of Average Net Loans

There is also a provision for a Discretionary component of the Incentive Compensation payment.
This component is based on the Company’s overall Performance Level, as determined by the Board of
Directors.

Likewise, the Plan is designed to assign an appropriate Weighting to each of the Performance
Factors. For example, each senior executive’s potential bonus is based 45% on Overall
Profitability, 30% on Growth, 16% on Asset Quality, and 9% on the Board’s Discretion.

The Plan provides for a Minimum Threshold to be met before any payments may be made under the Plan.
This Threshold is based on the Board-approved budget for the Plan year. The Threshold is computed
as follows:

	 	•	 	The Company must have Net Income after accrual for any Profit Sharing, Special Awards
and Senior Executive Incentive Compensation ) of at least 85% of budget in order for any
payments to be made under the Plan. (Obviously, at this level of performance, the
Profitability targets would not have been met.)

	 	•	 	If the Company earns between 85% and 99% of budgeted net income, any payments otherwise
earned under the Plan will be pro-rated to that percentage.

	 	•	 	If the Company earns at least 100% of budgeted net income, the payments will be computed
as per the Plan.

No payment of Incentive Compensation for the Plan year will be made until after the Company’s
year-end results are finalized and released.

The senior executive must be in the Company’s employ at the time any payment is made under the Plan
to receive the payment.

The Board of Directors reserves the right to modify or terminate this Plan at any time.

Page 2 of 5

Adopted: January 19, 2006

Revised: January 18, 2007

Revised: May 1, 2008

2

Western Reserve Bancorp, Inc. and Western Reserve Bank

Senior Executive Incentive Compensation Plan

Exhibit 1

A. Potential Bonuses as Percent of Base Compensation

	 	 	 	 	 	 	 	 	 
	 	 	Groups
	Performance	 	 	 	 
	Level	 	CEO	 	Senior VPs
	1

	 	 	10	%	 	 	10	%
	2

	 	 	20	%	 	 	15	%
	3

	 	 	30	%	 	 	20	%
	4

	 	 	40	%	 	 	25	%
	5

	 	 	50	%	 	 	30	%
	6

	 	 	60	%	 	 	35	%
	7

	 	 	70	%	 	 	40	%

Page 3 of 5

Adopted: January 19, 2006

Revised: January 18, 2007

Revised: May 1, 2008

3

Western Reserve Bancorp, Inc. and Western Reserve Bank

Senior Executive Incentive Compensation Plan

Exhibit 1

B. Performance Factors and Weightings

	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	CEO	 	Senior VPs
	Overall Profitability	 	45%	 	45%
	Return on Avg. Equity
	 	 	15	%	 	 	15	%
	Net Interest Margin
	 	 	15	%	 	 	15	%
	Core EPS Growth
	 	 	 	 	 	 	15	%	 	 	15	%
	Growth Rates
	 	 	 	 	 	 	30	%	 	 	30	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 
	Loan Growth
	 	 	 	 	 	 	15	%	 	 	15	%
	Local Deposit Growth
	 	 	15	%	 	 	15	%
	Asset Quality
	 	 	 	 	 	 	16	%	 	 	16	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 
	Non-Performing
	 	 	 	 	 	 	 	 	 	 	 	 
	Assets/Total Assets
	 	 	8	%	 	 	8	%
	Net Charge-Offs/Avg Loans
	 	 	8	%	 	 	8	%
	Discretionary
	 	 	 	 	 	 	9	%	 	 	9	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 
	Total Weighting
	 	 	 	 	 	 	100	%	 	 	100	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 

Page 4 of 5

Adopted: January 19, 2006

Revised: January 18, 2007

Revised: May 1, 2008

4

Western Reserve Bancorp, Inc. and Western Reserve Bank

Senior Executive Incentive Compensation Plan

Exhibit 1

C. Performance Targets

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	Non-	 	Net
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	Performing	 	Charge-
	Performance	 	Return on	 	Net Interest	 	EPS	 	Loan	 	Local Deposit	 	Assets/	 	Offs/
	Level	 	Avg. Equity	 	Margin	 	Growth	 	Growth	 	Growth	 	Total Assets	 	Avg. Loans
	1

	 	 	8.00	%	 	 	3.75	%	 	 	6.0	%	 	 	8.0	%	 	 	10.0	%	 	 	0.75	%	 	 	0.15	%
	2

	 	 	10.00	%	 	 	3.85	%	 	 	9.0	%	 	 	10.0	%	 	 	12.0	%	 	 	0.65	%	 	 	0.13	%
	3

	 	 	12.00	%	 	 	3.95	%	 	 	12.0	%	 	 	12.0	%	 	 	14.0	%	 	 	0.55	%	 	 	0.10	%
	4

	 	 	14.00	%	 	 	4.05	%	 	 	15.0	%	 	 	14.00	%	 	 	16.0	%	 	 	0.45	%	 	 	0.07	%
	5

	 	 	16.00	%	 	 	4.15	%	 	 	18.0	%	 	 	16.00	%	 	 	18.0	%	 	 	0.35	%	 	 	0.04	%
	6

	 	 	18.00	%	 	 	4.25	%	 	 	21.0	%	 	 	18.00	%	 	 	20.0	%	 	 	0.25	%	 	 	0.02	%
	7

	 	 	20.00	%	 	 	4.35	%	 	 	24.0	%	 	 	20.00	%	 	 	22.0	%	 	 	0.15	%	 	 	0.00	%

Page 5 of 5

Adopted: January 19, 2006

Revised: January 18, 2007

Revised: May 1, 2008

5ex10-1.htm

    Exhibit
10.1

    

    FIRST
AMENDMENT TO EMPLOYMENT AGREEMENT

    

    This First Amendment to Employment
Agreement is made effective the 5th day of
May, 2008 by and between Wynn Resorts, Limited (“Employer”) and Matt Maddox
(“Employee”).

    

    RECITALS

    

    
      	
               
      

            	
              A.

            	
              Employer
      and Employee are party to that certain Employment Agreement dated as of
      October 1, 2005 by and between Wynn Las Vegas, LLC and Employee,
      subsequently assigned to Employer (the “Existing
    Agreement”).

            

    

    
      	
               
      

            	
              B.

            	
              The
      parties have agreed to amend the Existing Agreement as provided
      herein.

            

    

    

    Now
therefore, in consideration of the above and other good and valuable
consideration, the receipt and sufficiency of which is hereby acknowledged, the
parties agree as follows:

    

    
      	
               
      

            	
              1.

            	
              Duties.  Section
      3 of the Existing Agreement is amended to provide that from and after
      March 17, 2008, Employee shall be employed as the Chief Financial Officer
      of Employer and shall discharge all duties attendant to that office as
      required by the Chief Executive Officer and the Board of Directors of
      Employer.

            

    

    
      	
               
      

            	
              2.

            	
              Term.  Section
      5 of the Existing Agreement is amended to provide that the Term will
      expire on May 31, 2012.

            

    

    
      	
               
      

            	
              3.

            	
              Base
      Salary.  Section 7(a) of the Existing Agreement is
      amended to provide that from and after April 1, 2008, Base Salary paid to
      Employee shall be Six Hundred Fifty Thousand Dollars ($650,000) per
      annum.

            

    

    

    Other
than as provided herein, the terms and conditions of the Existing Agreement are
hereby ratified and confirmed.

    

    In
witness whereof, the parties hereunto set their hands this 5th day of
May, 2008.

    

    

      Wynn
Resorts, Limited

      

      

      

      
        	
                By: 
      /s/ Marc D. Schorr

              	
                /s/ Matt
      Maddox

              
	
                Marc
      D. Schorr, Chief Operating Officer

              	
                Matt
      Maddoxex10-1.htm

    
      

        

        

        

        

        

        HUGHES
NETWORK SYSTEMS, LLC

        LONG-TERM
CASH INCENTIVE RETENTION PROGRAM

        

        May
7, 2008

        

        
          
             

          

          
             

            
              

            

          

          
             

          

        

        HUGHES
NETWORK SYSTEMS, LLC

        LONG-TERM
CASH INCENTIVE RETENTION PROGRAM

        

        This
Hughes Network Systems, LLC
Long-Term Cash Incentive Retention Program (the “Plan”) amends and
restates the Hughes Network Systems, LLC Long Term Cash Bonus Incentive Program
dated as of April 22, 2005, for eligible employees of Hughes Network Systems,
LLC (the “Company”) and its subsidiaries.  The plan is a long-term
cash incentive retention program designed to compensate a select group of
significant contributors chosen by the Company after a four-year performance
period.

        

        
          	
                  ·  

                	
                  Definitions.   Certain
      capitalized terms not otherwise defined herein shall have the definitions
      ascribed to such terms in Appendix A attached
      hereto.

                

        

        

        
          	
                  ·  

                	
                  Administration.  The
      Company has the full power, authority and discretion to construe,
      interpret and administer the Plan.  Any person who accepts any
      award hereunder agrees to accept as final, conclusive, and binding all
      determinations of the Company.  The Company may delegate
      authority to its Senior Vice President of Human Resources and
      Administration in respect to the day-to-day administration of the Plan,
      including, but not limited to, the
following:

                

        

        

        
          	
                  (a)  

                	
                  administrative,
      nondiscretionary functions with respect to documentation, record keeping
      and implementation,

                

        

        
          	
                  (b)  

                	
                  the
      enforcement of the terms of the Plan or of rights and obligations of the
      participants and the Company under the Plan or under agreements entered
      into pursuant to the Plan

                

        

        

        
          	
                  ·  

                	
                  Participation.  Subject
      to such additional limitations or restrictions as the Company may impose,
      the term “employees” shall mean:

                

        

         

        
          	
                  o  

                	
                  persons
      who are employed by the Company or any subsidiary
  thereof.

                

        

         

        For
purposes of the Plan, the term “subsidiary” means:

         

        
          	
                  o  

                	
                  a
      corporation in which the Company owns, directly or indirectly, capital
      stock having ordinary voting power to elect a majority of the board of
      directors, or

                

        

         

        
          	
                  o  

                	
                  any
      unincorporated entity in which the Company can exercise, directly or
      indirectly, comparable control.

                

        

         

        The
Company may determine the following:

         

        
          	
                  o  

                	
                  when,
      and under what circumstances, an employee shall be included as a
      Participant in the Plan,

                

        

         

        
          	
                  o  

                	
                  when,
      and under what circumstances, any individual has terminated employment for
      purposes of the Plan, and

                

        

         

        
          	
                  o  

                	
                  the
      extent to which the term “employees” includes former employees and any
      beneficiaries thereof.

                

        

         

        
          
             

          

          
            
            

            
              

            

          

          
             

          

        

         

        
          	
                  ·  

                	
                  Long
      Term Cash Incentive Bonus.  Subject to the terms and
      conditions of the Plan, each Participant who remains continuously employed
      by the Company through the Vesting Date shall be entitled to receive the
      long term incentive bonus in the amount set forth in such individual’s
      participation notice (the “Incentive Bonus”), provided the Company
      successfully attains its Adjusted EBITDA goal of $150 million in
      2008.  Subject to the terms and conditions of the Plan, in the
      event the Company attains Adjusted EBITDA for 2008 of less than its goal
      of $150 million but at least 85% of its goal ($127.5 million), then at
      least 10% of the Incentive Bonus would be payable.  The
      percentage of Incentive Bonus payable would increase lineraly from 10% to
      100% as the percentage of Adjusted EBITDA attained increases lineraly from
      85% to 100% of the Adjusted EBITDA goal.  A few examples are set
      forth in the following chart:

                

        

         

        
        

         

         

        
          	 	
                  %
      of Adjusted EBITDA

                  Achieved

                	
                  $
      Adjusted EBITDA 

                  Achieved

                	
                  %
      of Incentive Bonus 

                  Payment

                	 
	 	
                  85%

                	
                  $127.5M

                	
                  10%

                	 
	 	
                  90%

                	
                  $135M

                	
                  40%

                	 
	 	
                  95%

                	
                  $142.5M

                	
                  70%

                	 
	 	
                  100%

                	
                  $150M

                	
                  100%

                	 

        

        

         

        All
payments of an Incentive Bonus (in full or in part) shall be made in the form of
a lump-sum cash award on the Vesting Date or as soon as practicable thereafter,
but in no event more than 30 days after the Vesting Date.  No
Incentive Bonus shall be payable in the event the Company's Adjusted EBITDA for
2008 is less than $127.5 million.

         

        
          	
                  ·  

                	
                  Termination of
      Employment.

                

        

         

        
          	
                  a)  

                	
                  Voluntary Termination Before
      Vesting Date.  If prior to the Vesting Date a Participant
      retires or voluntarily terminates his or her employment, or his or her
      employment ceases for any reason or circumstance not identified in (b) or
      (c) below, the Participant shall not have any right to receive any portion
      of the long-term cash award.

                

        

         

        
          	
                  b)  

                	
                  Termination due to death or
      layoff.  If the Company or a subsidiary thereof
      terminates a Participant other than for cause, or the Participant dies, in
      each case prior to December 31, 2008, the Participant does not have any
      right to receive any portion of the long-term cash award.  If
      the Company or a subsidiary thereof terminates a Participant other than
      for cause, or the Participant dies, in each case after December 31, 2008,
      the Participant shall be entitled to receive the Incentive Bonus (or
      percentage thereof payable in accordance with the foregoing), payable in
      the form of a lump-sum cash payment as soon as practicable on or about the
      date on which Incentive Bonuses (or portions thereof) are paid to
      Participants who remain employed by the Company, provided the Company
      successfully attains Adjusted EBITDA for 2008 in an amount sufficient to
      cause payment of part or all of the Incentive
  Bonus.

                

        

         

        
          
             

          

          
            
            

            
              

            

          

          
             

          

        

        
          	
                  c)  

                	
                  Dismissal for
      Cause.  If the Company or a subsidiary thereof dismisses
      a Participant for cause prior to the Vesting Date, the Participant will
      forfeit the entire Incentive Bonus as of the date of such termination of
      employment.  Such Participant will not receive any consideration
      in respect of the cancellation of the Incentive
  Bonus.

                

        

         

        
          	
                  ·  

                	
                  No
      Right To Continued Employment.  Nothing contained in the
      Plan shall (i) confer upon any participant any right to continue in the
      employ of the Company, (ii) constitute any contract or agreement of
      employment, (iii) interfere in any way with the right of the Company to
      terminate a Participants employment at any time, with or without cause, or
      (iv) affect in any way a Participant’s rights under any plan or agreement
      with the Company, including, without limitation, any employment or
      severance agreement between the Participant and the
    Company.

                

        

         

        
          	
                  ·  

                	
                  Taxes.  All
      amounts payable hereunder shall be subject to applicable federal, state
      and local tax withholding.

                

        

         

        
          	
                  ·  

                	
                  Unsecured
      General Creditors.  Participants and their beneficiaries,
      heirs, successors, and assigns shall have no legal or equitable rights,
      interests or claims in any property or assets of the
      Company.  For purposes of the payment of benefits under the
      Plan, any and all of the Company’s assets shall be, and remain, the
      general, unpledged unrestricted assets of the Company.  The
      Company’s obligations under the Plan shall be merely that of an unfunded
      and unsecured promise to pay money in the
  future.

                

        

         

        
          	
                  ·  

                	
                  Effective
      Date.  The effective date of the Plan is April 22,
      2005.

                

        

         

        

         

        
          
             

          

          
            
            

            
              

            

          

          
             

          

        

        Appendix
A

         

        DEFINITIONS

         

        

         

        “Company” means Hughes Network
Systems, LLC and its subsidiaries.

         

        

         

        “Adjusted
EBITDA” means
EBITDA (earnings before interest, taxes, depreciation and amortization) further
adjusted to exclude certain adjustments consistent with the definitions used in
calculating the Company's covenant compliance under its credit agreements and
bond indenture.

         

        

         

        “Incentive
Bonus” means a
right granted to an eligible employee to receive the long-term incentive
compensation subject to the terms of the Plan.

         

        

         

        “Participant” means an employee designated
by the Company as a participant in the Plan.

         

        

         

        “Vesting
Date” means the
four year anniversary of the Effective Date.

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