Document:

Sixth Amendment to Employment Agreement with David A. Levin

 Exhibit 10.3 
  

	DATE:	May 29, 2007 

	TO:	David A. Levin, President and Chief Executive Officer 

	FROM:	George T. Porter, Jr., Chairman, Compensation Committee 

 David:

 This confirms your bonus for business year 2006. The results achieved yielded a 107.95% bonus against a target of $750,000 or $809,625. Congratulations on
a great performance for the 2006 business year. 
 As to the current year, business year 2007, we are raising your salary to $780,000 effective as of
May 1, 2007. 
 Your targeted base bonus for business year 2007 will be $780,000 and will be performance based. The sole metric will be EBITDA (before
extraordinary items). The illustrative table below shows EBITDA and bonus amounts in round numbers. The actual bonus will be calculated from real EBITDA dollar amounts. 
 The following table illustrates the parameters of the plan: 
  

					
	 EBITDA
	 	 BONUS %
	 	 BONUS $

	 Less than *
	 	0	 	0
	 *
	 	80	 	624,000
	 *
	 	85	 	663,000
	 *
	 	90	 	702,000
	 *
	 	95	 	741,000
	 *
	 	100	 	780,000
	 *
	 	105	 	819,000
	 *
	 	110	 	858,000
	 *
	 	115	 	897,000
	 *
	 	120	 	936,000
	 *
	 	125	 	975,000
	 *
	 	130	 	1,014,000
	 *
	 	135	 	1,053,000
	 *
	 	140	 	1,092,000
	 *
	 	145	 	1,131,000
	 *
	 	150	 	1,170,000

 The bonus is capped at 150% of your target. That is, any EBITDA in excess of $* will still earn the maximum bonus
of $1,170,000. 
 * [As supported by the Securities and Exchange Commission’s Frequently Asked Questions dated November 23, 2004
(Question 13), as well as Instruction 4 to Item 402(b) of Regulation S-K, the Registrant has excluded information relating 

 
to target levels with respect to specific quantitative and qualitative performance – related factors, or factors or criteria involving confidential
commercial or business information, the disclosure of which would have an adverse effect on the Registrant]. 
 For purposes of this 2007 Bonus Plan, the
2007 EBITDA shall include only those CMRG operations that existed in the 2007 Plan. For example, if the Company acquires another business in 2007 that was not planned for, EBITDA generated from that business shall be excluded for purposes of this
2007 Bonus Plan. As has been our custom, to be eligible for the bonus, you must be actively employed at the end of the fiscal year and at the time of the bonus distribution. 
 The Company will, during the term of your employment, pay the insurance premium for a $2,000,000 life insurance policy on your behalf with you making the election of the designated beneficiary to the policy.

 Section 8(i) of your Employment Agreement is hereby deleted in its entirety and the following is hereby substituted in lieu thereof: 
 “8.(i) In the event Executive is terminated without justifiable cause (as defined herein) within one (1) year after a Change of Control has
occurred, Executive shall receive in full satisfaction of any obligation relating to Executive’s employment or the termination thereof an amount equal to the product of (a) the sum of (I) the Executive’s base monthly salary then
in effect plus (II) an amount equal to the average of the last two (2) fiscal years annual performance-based cash bonus plan payout divided by twelve (12), multiplied by (b) 24. The Company must make a lump sum payment of all money due and
owing within fifteen (15) days of termination.” 
 Kindest regards, 
  /s/ George T. Porter, Jr. 
 George T. Porter, Jr., Chairman 
  
 AGREED TO AND ACCEPTED: 
   /s/ David A. Levin 
 David A. LevinSixth Amendment to Employmnent Agreement with Dennis R. Hernreich

 Exhibit 10.4 
  

			
	DATE:	  	May 29, 2007
	TO:	  	 Dennis R. Hernreich, Executive Vice President, Chief Operating Officer,
 Chief Financial Officer, Treasurer and Secretary

	FROM:	  	George T. Porter, Jr., Chairman, Compensation Committee

 Dennis: 
 This
confirms your bonus for business year 2006. The results achieved yielded a 107.95% bonus against a target of $575,000 or $620,712.50. Congratulations on a great performance for the 2006 business year. 
 As to the current year, business year 2007, we are raising your salary to $598,000 effective as of May 1, 2007. 
 Your targeted base bonus for business year 2007 will be $598,000 and will be performance based. The sole metric will be EBITDA (before extraordinary items). The
illustrative table below shows EBITDA and bonus amounts in round numbers. The actual bonus will be calculated from real EBITDA dollar amounts. 
 The
following table illustrates the parameters of the plan: 
  

					
	 EBITDA
	 	 BONUS %
	 	 BONUS $

	 Less than *
	 	0	 	0
	 *
	 	80	 	478,400
	 *
	 	85	 	508,300
	 *
	 	90	 	538,200
	 *
	 	95	 	568,100
	 *
	 	100	 	598,000
	 *
	 	105	 	627,900
	 *
	 	110	 	657,800
	 *
	 	115	 	687,700
	 *
	 	120	 	717,600
	 *
	 	125	 	747,500
	 *
	 	130	 	777,400
	 *
	 	135	 	807,300
	 *
	 	140	 	837,200
	 *
	 	145	 	867,100
	 *
	 	150	 	897,000

 The bonus is capped at 150% of your target. That is, any EBITDA in excess of $* will still earn the maximum bonus
of $897,000. 
 * [As supported by the Securities and Exchange Commission’s Frequently Asked Questions dated November 23, 2004 (Question 13), as
well as Instruction 4 to Item 

 
402(b) of Regulation S-K, the Registrant has excluded information relating to target levels with respect to specific quantitative and qualitative performance
– related factors, or factors or criteria involving confidential commercial or business information, the disclosure of which would have an adverse effect on the Registrant]. 
 For purposes of this 2007 Bonus Plan, the 2007 EBITDA shall include only those CMRG operations that existed in the 2007 Plan. For example, if the Company acquires another business in 2007 that was not planned for,
EBITDA generated from that business shall be excluded for purposes of this 2007 Bonus Plan. As has been our custom, to be eligible for the bonus, you must be actively employed at the end of the fiscal year and at the time of the bonus distribution.

 The Company will, during the term of your employment, pay the insurance premium for a $2,000,000 life insurance policy on your behalf with you making the
election of the designated beneficiary to the policy. 
 Section 8(i) of your Employment Agreement is hereby deleted in its entirety and the following
is hereby substituted in lieu thereof: 
 “8.(i) In the event Executive is terminated without justifiable cause (as defined herein)
within one (1) year after a Change of Control has occurred, Executive shall receive in full satisfaction of any obligation relating to Executive’s employment or the termination thereof an amount equal to the product of (a) the sum of
(I) the Executive’s base monthly salary then in effect plus (II) an amount equal to the average of the last two (2) fiscal years annual performance-based cash bonus plan payout divided by twelve (12), multiplied by (b) 24. The
Company must make a lump sum payment of all money due and owing within fifteen (15) days of termination.” 
 Kindest regards, 
  

	
	
	/s/ George T. Porter, Jr.
	George T. Porter, Jr., Chairman

  
  
  
 AGREED TO AND ACCEPTED: 
  

	
	
	/s/ Dennis R. Hernreich
	Dennis R. HernreichSenior Executive Performance-Based Cash Bonus Plan, Ms. Carlo

 Exhibit 10.5 
                                        
                 May 25, 2007 
 Linda Carlo 
 Exec Vp / Business Development, Director to Consumer 
 Dept: 100 —
Executive 
 Dear Linda: 
 We are pleased to inform you that
you’ve been selected as a participant in the Casual Male Retail Group, Inc. Annual Incentive Plan for the Plan Year beginning February 4, 2007 and ending February 2, 2008. As a merchant participant in the Annual Incentive Plan, you
may be eligible for a mid-year incentive payment depending on your performance against your personal performance goals through the first two (2) quarters of the fiscal year. 
 The Annual Incentive Plan is designed to reward key associates who are in leadership roles within the organization and are positioned to directly impact business results. In addition to providing key associates with a
performance based financial incentive, the Plan adds value by reinforcing a high performance business culture, focusing attention on achieving specific financial performance objectives, driving productivity and efficiencies that improve sales and
profits and Increasing shareholder value when performance objectives are met. 
 The Annual Incentive Plan consists of two
(2) components: 

	 	•	 	 Personal Performance Component 

	 	•	 	 CMRG Performance Component 

 Your bonus participation level is summarized below: 

	 	•	 	 40% Of Base Annual Earnings @ Target 

	 	•	 	 60% based upon Personal Performance Goals 

	 	•	 	 40% based upon CMRG Performance Goals 

 The amount of
your bonus payment is calculated as a percentage of your annual base earnings and is based upon the performance of your business unit as measured against the performance criteria shown in the attached schedule. 
 We believe this years plan presents an outstanding opportunity to achieve and even surpass the established targets. We will periodically provide all participants with
updated information of our progress against the performance goals. In the meantime, best of luck to all Incentive Plan participants.... 
  

			
	 /s/ DAVID A. LEVIN
	 	 /s/ DENNIS R. HERNREICH

	David A. Levin, President and CEO	 	Dennis R. Hernreich, COO and CFOSenior Executive Performance-Based Cash Bonus Plan, Mr. McKinney

 Exhibit 10.6 
                                        
                                        
 May 25, 2007 
 Jack McKinney 
 CIO 
 Dept: 181 — MIS Operations 
 Dear Jack: 
 We are pleased to inform you that you’ve been selected as a participant in the Casual Male Retail Group, Inc. Annual Incentive Plan for the Plan Year beginning
February 4, 2007 and ending February 2, 2008. 
 The Annual Incentive Plan is designed to reward key associates who are in leadership roles within
the organization and are positioned to directly impact business results. In addition to providing key associates with a performance based financial incentive, the Plan adds value by reinforcing a high performance business culture, focusing attention
on achieving specific financial performance objectives, driving productivity and efficiencies that improve sales and profits and Increasing shareholder value when performance objectives are met. 
 Your bonus participation level is summarized below: 

	 	•	 	 35% Of Base Annual Earnings @ Target 

	 	•	 	 100% based upon CMRG Performance Goals 

 The amount
of your bonus payment is calculated as a percentage of your annual base earnings and is based upon the performance of your business unit as measured against the performance criteria shown in the attached schedule. 
 We believe this years plan presents an outstanding opportunity to achieve and even surpass the established EBITDA targets. We will periodically provide all participants
with updated information of our progress against the performance goals. In the meantime, best of luck to all Incentive Plan participants. 
  

			
	 /s/ DAVID A. LEVIN
	 	 /s/ DENNIS R. HERNREICH

	David A. Levin, President and CEO	 	Dennis R. Hernreich, COO and CFO

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