Document:

2006 Annual Incentive Plan Rules

 Exhibit 10.L.3 
 FINOVA 2006 Annual Incentive Plan Rules 
 February 2006 
  

	1.	Participants:  

 All employees who are in good
standing as at January 1st 2006 
 New hires may be subject to a probation period (no longer than 90 days) before being eligible to participate in the plan. Upon satisfactory completion of the probation period new hire participation will be effective
from the hire date and pro-rated for service during 2006. Past employees who are re-hired are eligible for immediate participation. 
  

	2.	Performance Incentive Bonuses: 

 Incentive
Amounts All participants may be paid a percentage of their earnings paid from January 1, 2006 to December 31, 2006. Earnings include pay for regular time, overtime, holiday and PTO it excludes payments received for short-term
disability, sick pay, payment under any recognition program or other bonus plan. The bonus percentage will be based on participant’s pay grade and criticality. The amount of the bonus will be subject to the recommendation of the
participant’s supervisor and the approval of the CEO. 
 Form and Timing of Incentive Payment. All Incentive Bonuses will
be paid as lump sums, less applicable taxes, by the last working day of February 2007. Participants, whose employment involuntarily terminates during 2006, other than for cause or documented unsatisfactory performance, will receive any bonus award
on the payroll covering the employee’s last date of employment. Payment of the bonus will be on the recommendation of the employee’s supervisor and the approval of the CEO after a review of performance and transition of duties before
termination. The amount of the bonus will be pro-rated according to the length of service during 2006. 
  

	3.	Other Key Provisions:  

 Incentive Plan Bonus
Payments The Plan has been specifically designed to be discretionary in nature. Factors bearing on an employee’s individual bonus award will be the achievement of the business unit’s objectives and employee’s personal
performance. This includes, but is not limited to, the employee’s attitude, commitment and support for others. If the employee’s performance meets expectations and the business unit has achieved its objectives, the employee may expect a
bonus midway of the range of bonus opportunities. Falling short of expectations will likely result in a lower bonus. A bonus above the mid-point may be awarded if an employee’s performance is exceptional. 
 Resignations and Terminations for Cause or Performance. Employees who voluntarily resign or are terminated for cause or documented
unsatisfactory performance are not eligible to receive any amounts under this plan including severance benefits. 
 Leaves of
Absence. Performance Incentive Bonuses (if eligible) will be proportionately reduced for periods of time employees are on approved leaves of absence (e.g., medical, workers’ compensation or personal), except as required by law.

 Discretion. Business Unit Managers in conjunction with the Human Resources have the authority to modify incentive bonus
percentages if it is determined that individual performance warrants such actions. The Human Resources and the CEO must approve any increases in bonus percentage and any exceptions to this plan. The CEO has the discretion to increase or decrease
bonus payments. Any modification in bonus opportunity will be communicated to the employee in writing. 

 Preservation of Rights. Nothing in this plan shall alter the “at will” nature of
employment. This includes employees’ rights to resign at any time and for any reason and the company’s right to terminate employees at any time and for any reason. 
 The 2006 Incentive Plan and its application shall be governed by the laws of the State of Arizona, without regard to its conflict of laws principles, and
to the extent applicable, by Federal law. References to an officer includes his or her successor. Decisions of officers may be superseded by decisions of Senior Management or the Board of Directors of FINOVA Group or FINOVA Capital or their
committees.Seventh Ammendment to The FINOVA Group Inc. Pension Plan and Trust

 Exhibit 10.O 
 SEVENTH AMENDMENT TO 
 THE FINOVA GROUP INC. PENSION PLAN 
 WHEREAS, The FINOVA Group Inc. Pension Plan (hereinafter called the “Plan”) became effective as of March 18, 1992, as the GFC Financial
Corporation Retirement Income Plan; and 
 WHEREAS, the Plan was amended and restated generally effective January 1, 1995, and was
renamed The FINOVA Group Inc. Pension Plan as of February 1, 1995; and 
 WHEREAS, under Article X of the Plan, The FINOVA Group Inc.
(formerly known as GFC Financial Corporation) (hereinafter called the “Employer”) has reserved the right to amend or terminate the Plan in whole or in part at any time and from time to time, subject to certain restrictions set forth in the
Plan; 
 NOW THEREFORE, by resolution of the Board of Directors, the Employer has terminated the Plan as of December 31, 2004, and deems
it advisable to amend the Plan to reflect its termination. 
 In order to add Section 3.3(f) to Article 3, to delete Section 6.4(e)
and add a new 6.5(c) changing former 6.5(c)-(e) to 6.5(d)-(f) to Article VI, and to add 10.2(b) to Article X of the existing plan, pages 3.3-3.8 of Article III, pages 6.8-6.21 of Article VI, and Article X in its entirety are removed and
replaced by the attached replacement pages, which are incorporated herein by this reference. 

 The terms used in this Seventh Amendment, which are defined in the Plan, shall have the same meaning
given to such terms in the Plan. 
 Except as modified by this Seventh Amendment, the Plan and all amendments thereto shall be read, taken
and construed as one and the same document. 
 DATED this 7th day of December, 2005. 
 THE FINOVA GROUP INC. 
  

	
	 /s/ Philip A. Donnelly

	 By:    Philip A. Donnelly

	 Title: SVP General Counsel & Secretary

 THE FINOVA GROUP INC. PENSION COMMITTEE 
  

	
	 /s/ Richard A. Ross

	 By:    Richard A. Ross

	 Title: SVP Chief Financial Officer & Treasurer

  

 -2-Letter from FINOVA to Jeffrey D. Weiss dated February 20, 2006

 Exhibit 10.P.8 
  

	
	

	        FINANCIAL INNOVATORS
	
	                    THE FINOVA GROUP INC.
	                    4800 N. SCOTTSDALE ROAD
	                    SCOTTSDALE, AZ 85251-7623
	
	                    TEL 480-636-4800/ 800 7FINOVA
	                    INTERNET www.finova.com

 February 20, 2006 
 Dear Jeffrey Weiss, 
 This letter includes information about the 2006 cost of living increase and restates your severance benefits. 
 Salary

 Effective March 1, 2006 your salary will be increased by a 4% cost of living adjustment. 
 Base Severance 
  

	 	1)	Base severance - in the event you are involuntarily terminated for reasons other than cause or performance, you will be eligible to receive severance pay in a lump sum, less
applicable taxes, equal to 4 weeks for each full year of service prorated for partial years with a minimum of 52 weeks and a maximum of 78 weeks of base salary. As of this writing your severance, your base severance is equal to 66.72 weeks.

 Additional Severance 
  

	 	2)	In recognition of your contribution during 2003, in addition to the base severance pay detailed in (1) above, you were given another 17.96 weeks of severance.

  

	 	3)	In recognition of your contribution during 2004, in addition to the base severance pay detailed in (1) and the additional severance detailed in (2) above, you have been
awarded another 18.25 weeks of severance. 

  

	 	4)	In recognition of your contribution during 2005, in addition to the base severance pay detailed in (1) and the additional severance detailed in (2) and (3) above, you
have been awarded another 16.32 weeks of severance. 

 You may have the opportunity to be awarded additional severance weeks for
future years. Those awards are discretionary and based upon the criticality of your position and your performance. 
 The total of your base and additional
severance weeks may exceed the 78-week maximum stated in (1) above. 
 Funding for the payment of severance is secured in the FINOVA Severance Trust.

 Since the task of liquidating the portfolio cannot be forecast precisely, it is difficult to predict our staffing needs,
but every effort will be made to give you at least 30 days notice of your termination date. 
 COBRA 
 The Company will pay COBRA premiums for medical, dental and vision on your behalf for a period of time equal to the number of weeks of your base severance pay (item
(1) above), rounded to the next whole month with a minimum of 12 months up to a maximum of 18 months. You must be a participant in the Plans at the time you are terminated and enroll in COBRA by sending the enrollment material to Aetna COBRA
Administration to receive these benefits. The additional severance weeks granted to you for 2003, 2004 and 2005 in items (2), (3) and (4) above will not be eligible for Company paid COBRA premiums nor will any additional weeks granted in
the future through that program. As of this writing, you are entitled to 16 months of company paid medical, dental and vision. 
 Career Continuation
Counseling 
 You will also receive executive career-planning services to help you obtain future employment. Our outplacement vendor at this time is
Lee Hecht Harrison. You are entitled to their 12-month program. Additional details about the program benefits will be communicated to you at the time of your severance. 
 Other Severance Benefits 
 Special Consideration 
 In the event that your employment has not been terminated by January 1, 2008, you will be paid the equivalent of the total number of weeks of accrued base severance
and any additional severance on or before March 15, 2008. You will be eligible for the standard severance benefits, if any, after that date as if you were a new employee from the date of that payment. 
 Financial/Estate Planning 
 You are eligible for financial/estate
planning services for up to 12 months from your termination date. The Company will reimburse you up to $8,000 for the costs incurred by you and/or your spouse in connection with financial counseling. The advice is to be provided by a licensed
financial advisor of your choosing. This service includes, but is not restricted to tax preparation. 
 Exec-U-Care 
 You are eligible to continue your Exec-U-Care services for 12 months from your termination date. The Exec-U-Care program is used to pay for medical, dental or vision
services not covered by the group health plans up to a total of $5,000 each calendar year. Co-payments, deductibles and any out of pocket costs associated with dental and doctor visits are covered benefits under this program. Exclusions and
limitations of the program are in the enrollment information you already have. 

 Executive Physical Exam Benefit 
 You are eligible to be reimbursed up to $3,200 for one annual physical during the calendar year of your termination and one annual physical during the calendar year following your termination date. The physical can be
arranged either through your primary care physician or at a medical facility of your choosing. The physical include a comprehensive physical exam, associated laboratory work, audiogram, glaucoma screening, resting electrocardiogram, chest x-ray,
treadmill stress test and associated laboratory work, as applicable. 
 Resignations and Terminations for Cause or Performance 
 If you voluntarily resign or are terminated for cause or performance at any time, you are not eligible to receive severance benefits. 
 Nothing in this letter forms a contract of employment for any specific duration or on any specific terms, and FINOVA retains the right to terminate your employment at
any time. 
 This letter is subject to the terms of applicable policies and the specific plans relating to the matters noted above, such as FINOVA’s
Severance Pay Plan, Enhanced Severance Plans, the Annual Bonus Plans and the Employee Severance and Bonus Trusts, which are incorporated by reference. If those policies or plans conflict with this letter, the terms most beneficial to the employee
shall control. 
 If you have any questions, please feel free to call me at 480-636-6544. 
 Sincerely, 
  

	
	 /s/ Susan DeFelice

	Susan DeFelice
	Vice President – HR & Benefits

 Employee Acceptance 
 In signing below you are agreeing to the terms of this letter. You are also acknowledging your understanding that you are not able to voluntarily terminate employment and still receive any severance payment. 
  

			
	 	 	 /s/ Jeffrey Weiss

		 	Jeffrey Weiss
		
		 	Date: February 21, 2006

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