Document:

Amended and Restated Severance Pay Plan and Summary Plan Description.

 Exhibit 10.M.3 
  
 THE FINOVA GROUP 
 SEVERANCE PAY PLAN AND SUMMARY PLAN DESCRIPTION 
 (Amended and Restated Effective as of November 1, 2003) 

 
 ESTABLISHMENT OF PLAN 
  
 The FINOVA Group Inc. (“FINOVA”) and its US subsidiaries electing to participate
in the Plan (collectively with FINOVA the “Company”) have adopted this Severance Pay Plan (the “Plan”) to provide severance pay to terminated employees under certain limited circumstances. Other FINOVA subsidiaries may have
different policies as approved by FINOVA. The Plan was originally adopted by FINOVA and certain of its subsidiaries effective as of January 1, 1988. The Plan is intended to be an employee welfare plan within the meaning of Section 3(1) of the
Employee Retirement Income Security Act of 1974, as amended (“ERISA”) and a severance pay plan within the meaning of Section 2510.3-2 of the regulations of the United States Department of Labor (the “DOL Regulations”).

  
 The Plan is amended and restated effective as of November 1, 2003 to reflect
the creation of the Severance Trust Agreement (the “Trust”) between FINOVA and Atlantic Trust Company, N.A. (the “Trustee”) to provide for the payment of benefits pursuant to the terms of the Plan and the Trust and to make other
changes within FINOVA’s discretion. FINOVA retains the right to amend or terminate the Plan from time to time at its sole discretion, subject to the terms of this Plan document. FINOVA retains the right to amend or terminate the Trust, subject
to the terms of the Trust and the requirements of the ERISA, which preclude the return of any assets of the Trust to FINOVA prior to the satisfaction of all benefit obligations under the terms of the Plan. 
  
 The Plan is not intended to modify or restrict the Company’s right to make termination
decisions and in no way modifies the employment-at-will relationship between any employee and the Company. The Company retains the discretion to determine which employee or employees are to be discharged based on any criteria or factors selected by
the Company. 
  
 SCOPE AND FORMAT 
  
 The Plan, as amended and restated, replaces all other separation or severance pay practices
or plans previously maintained by the Company, except for written severance arrangements offered to individuals. The terms of this Plan may be modified for discrete groups of one or more employees in a writing executed by the Senior Vice President
of Human Resources or by any individual or groups of individuals authorized to amend the Plan under the Amendment Section below. Except to the extent specified in any such writing, in the event of any conflict between such writing and the Plan, or
in the event of any omission from such writing, the terms of the Plan shall control. This Plan document shall also function as the Summary Plan Description within the meaning of the DOL Regulations. 
  
 ELIGIBILITY FOR BENEFITS; BENEFITS 
  

	1.	The Severance Pay Plan is designed to provide transitional income to Eligible Employees while they seek other employment. An “Eligible Employee” is any employee of the
Company who is determined, within the discretion of the Plan Administrator, to have met the criterion in paragraph 3 of this Section. 

  

	2.	The Plan Administrator and named fiduciary for the Plan, within the meaning of ERISA, is the Administrative Committee for the Plan (the “Committee”). The Committee has
delegated responsibility for the day-to-day operations not specifically reserved to the Committee under the terms of the Plan or Trust to the Senior Vice President of Human Resources (SVP-HR). The signature of any two members of the Committee is
required to provide any direction to the Trustee or to take any action required of the Plan Administrator under the terms of the Trust. The Committee will hear the appeal by an Eligible Employee or Beneficiary from a benefit determination made by
the SVP-HR. Except as required by law, all severance packages will remain confidential between the employee, the SVP-HR, Committee, and others at the Company (including its outside advisors) who have a need to know. 

  

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	3.	Any employee of the Company is potentially eligible for benefits, except as provided below. 

  
 Employees will be considered eligible for severance pay if they are an employee in ‘good standing’ and are
permanently terminated by the Company or a successor immediately in conjunction with a transition to a successor, including a purchaser of a business unit, stock or assets, because of the following (unless the employee refuses a transfer meeting the
conditions noted in Section 4 below): 
  

	 	•	 	the business they work in is being sold or discontinued and the employee is not hired by a successor, or 

  

	 	•	 	a reduction in force, or 

  

	 	•	 	an impending Change of Control, as defined in Appendix 1, or 

  

	 	•	 	within 12 months after a Change of Control, or 

  

	 	•	 	Unsatisfactory performance or insufficient aptitude not due to misconduct, disloyalty, insubordination, malfeasance, failure to perform assigned duties, failure to comply with
Company directives or policies, violation of the Code of Conduct or other prohibited actions, as determined by the Committee, or 

  

	 	•	 	the employee dies or the employee’s employment is terminated after the employee become eligible for long term disability. 

  

	4.	Employees are not eligible to receive severance pay under circumstances other than those which are mentioned in paragraph 3. The circumstances under which an employee is not
eligible to receive severance pay, include, but not limited to the following circumstances: 

  

	 	•	 	Employee-initiated (as compared to employer-initiated) voluntary resignation or retirement. 

  

	 	•	 	Failure to report to work in violation of Company policy. 

  

	 	•	 	Discharged for misconduct, disloyalty, insubordination, malfeasance, failure to perform assigned duties, failure to comply with Company directives or policies, violation of the Code
of Conduct or other prohibited actions. 

  

	 	•	 	Covered by an authorized written employment agreement or salary continuation plan. 

  

	 	•	 	Offered a reasonably comparable position at FINOVA or any of its affiliates or successors, provided that the employee’s base salary for the position offered is at least 80
percent of his/her previous base salary and does not require relocation to a new facility more than thirty miles from the employee’s current work location. A successor includes without limitation a purchaser of stock or assets of FINOVA or any
of its affiliates. 

  

	5.	The amount of severance pay to Eligible Employees is as follows (severance pay is calculated on base salary only and excludes incentives, overtime, bonuses, commissions,
perquisites, or any other forms of compensation including payments made under the Plan, except as otherwise required by Law): 

  

	 	A)	REDUCTION IN FORCE (includes elimination of job or position, the business an employee works in being sold or discontinued, impending Change of Control or, termination (other
than for cause) within 12 months after a Change of Control) 

  

	 	•	 	Less than six months service, two (2) weeks severance pay and provided the employee is enrolled in the medical program at the severance date and completes and returns the
appropriate COBRA election forms, one month Company paid COBRA premiums (medical only). 

  

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	 	•	 	More than six months service: 

  

	 	•	 	Grade A-E: 

  
 Two (2) weeks of pay for each year of service with a minimum of 8 weeks of pay and a maximum of 52 weeks of pay. 
  

	 	•	 	Grade F-I: 

  
 Three (3) weeks of pay for each year of service with a minimum of 16 weeks of pay and a maximum of 52 weeks of pay. 
  

	 	•	 	Grade J: 

  
 Four (4) weeks of pay for each year of service with a minimum of 26 weeks of pay and a maximum of 78 weeks of pay. 
  
 Severance pay will be pro-rated for partial years of service. The Company may pay such amount in a lump-sum payment or semi-monthly over the period of
weeks for which severance pay is due, at the Company’s election. Outplacement services will be provided. 
  
 Provided the employee is enrolled in the medical program at the severance date and completes and returns the appropriate COBRA election forms, the Company
will pay one month of COBRA premiums (medical only) for every four weeks of severance pay. 
  

	 	B)	RELATED TO UNSATISFACTORY PERFORMANCE (includes demonstrated insufficient aptitude) - The amount of severance granted is determined as set forth below.

  

	 	•	 	Two (2) weeks of severance pay at a maximum, regardless of years of service. Outplacement may be provided at the Company’s sole discretion. 

  
 NOTES: 
  

	 	(i)	Severance benefits shall not be benefit-bearing compensation for any benefit plan maintained by the Company, except as otherwise required by law. 

  

	 	(ii)	Severance pay is in addition to accrued salary and vacation benefits due the employee through the date of separation, which will be paid on or about that date or as otherwise
required by law. 

  

	6.	Company provided outplacement assistance shall be available to employees except those terminated for unsatisfactory performance or other reasons making them ineligible for severance
pay. The outplacement will be provided by the service or services selected by the Company for help in making a smooth transition to a new company or career. The type of outplacement assistance (if any) provided will be determined by the SVP-HR.

  

	7.	To the extent offered, severance pay, outplacement assistance and other severance benefits, other than those required by law to be provided upon termination of employment, if any,
will be provided only in exchange for a general release and confidentiality agreement in form and substance satisfactory to the Company from the employee. The release will contain a release of all claims by the employee, confidentiality
provisions and other terms deemed necessary or appropriate by the Company. Severance pay, outplacement assistance and other non-legally mandated benefits will not be paid to employees who do not execute the releases within the time frame set forth
in the severance agreement and release. 

  

	8.	Vacation eligibility does not accrue during the severance pay continuation period. Any unused vacation days will be paid in a lump sum on or about the time active employment is
terminated. 

  

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	9.	Severance pay (not paid in a lump-sum) will be paid with the same timing as payroll for active employees. Outplacement assistance and other non-legally mandated benefits under this
Plan will cease if the employee secures employment prior to the termination of the severance pay period. COBRA rights, discussed below, will be terminated in accordance with law. 

  

	10.	The employee, his or her spouse or eligible dependents may elect to continue medical coverage under the terms and conditions of the applicable plans and federal law
(“COBRA”). Once the period during which the Company pays premiums for any properly elected COBRA coverage, if any, ceases, the employee or qualified beneficiary (within the meaning of COBRA) must pay any remaining COBRA premiums in a
timely manner to receive continued coverage. 

  

	11.	An employee receiving severance pay shall not be entitled to any type of incentive plan compensation or other perquisites, payable after commencement of severance pay, unless the
terms of the applicable incentive compensation plan specifically provide for post-termination payments. Severance pay shall not be benefit-bearing compensation for purposes of any of the Company’s qualified plans under ERISA including
retirement, pension, savings or other similar plans, or under any other non-qualified plans. 

  

	12.	An employee may designate a Beneficiary for any severance pay which may become payable after the employee’s death on a form prescribed by the Committee. The designation will be
effective only when filed with the Committee during the employee’s life and shall revoke all prior designations by the same individual. By designating a Beneficiary or Beneficiaries as hereunder provided, an employee grants the Committee the
discretion, in good faith, to make benefit payment(s) to any Beneficiary or Beneficiaries named by the employee despite any dispute by any person or persons claiming those benefits, and holds the Plan, the Company, the Trustee and the Committee
harmless from any claims arising out of any good faith payment(s) of benefits. If the benefits are not paid to the Beneficiary in the Committee’s discretion, each employee by designating a Beneficiary or Beneficiaries, authorizes the Committee
in its alternative discretion to direct the Trustee to retain any benefits otherwise payable by the Trust or to direct the Trustee to pay-over those benefits to a court or other tribunal of competent jurisdiction pending the final and binding
disposition of any dispute as to the proper Beneficiary or Beneficiaries by agreement of the parties or by a judgment of the court or other tribunal of competent jurisdiction, as the case may be. Except as otherwise provided to the contrary by the
express terms of any Beneficiary designation on file with the Plan or of a court order, a decree of divorce or legal separation shall serve to revoke any Beneficiary designation executed by a Participant in favor of a former spouse prior to the date
of the decree. If no Beneficiary is designated, or in the event no Beneficiary or contingent Beneficiary is surviving at the time of the employee’s death, an employee’s Beneficiary shall be deemed to be his spouse, if living, or if there
is no spouse living, the employee’s estate. If an employee completes a form designating more than one Beneficiary, his severance pay will be divided equally amongst the Beneficiaries who survive the employee, unless the employee specifies
otherwise in writing. If a Beneficiary dies before receiving a distribution of his entire interest in a deceased employee’s severance pay and no provision for the disposition of the Beneficiary’s interest is made in the employee’s
beneficiary designation or by the deceased beneficiary, the deceased Beneficiary’s remaining interest shall be paid to the deceased Beneficiary’s estate. 

  

	13.	The Committee shall have absolute discretion and authority to administer the Plan, and the terms of any modifications to the Plan for discrete groups of employees, according to
their terms, to construe such terms and to determine all questions of interpretation or policy thereunder, including, but not limited to, questions regarding employees’ eligibility for, and entitlement of employees to, any benefits. The
Committee’s construction or determination in good faith shall be final and conclusive. The Committee may correct any defect, supply any omission, or reconcile any inconsistency in such manner and to such extent as shall be deemed necessary or
advisable to carry out the purpose of the Company’s severance pay policies; provided, however, that any interpretation or construction shall be done in a nondiscriminatory manner. The Committee shall have all powers necessary or appropriate to
accomplish the Committee’s duties. 

  

	14.	The SVP-HR will provide an Eligible Employee with the appropriate documentation to process a payment of severance pay, including, as applicable, any withdrawal forms or other
documents to be provided to the Trustee. 

  

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	ADMINISTRATIVE	COMMITTEE 

  
 The Administrative Committee (the “Committee”), consisting of three members, is appointed by FINOVA’s Board of Directors or its Chairman of the Board (the “Chairman”). The Committee is charged
with the authority to administer the Plan including the authority to determine eligibility for and the type, amount and method of distribution of benefits under the Plan. The Plan does not receive administrative services either by contract with a
third party administrator or an insurer. 
  
 Any member of the Committee may
resign at any time by delivering to the Chairman a written notice of resignation, to take effect at a date specified therein. Any member of the Committee may be removed with or without cause by the Chairman by delivery of written notice of removal,
to take effect at a date specified therein. The Chairman, upon receipt of or giving notice of the resignation or removal of the member of the Committee, shall promptly designate a successor administrator who must signify acceptance of this position
in writing. In the event no successor is appointed, the remaining member(s) or, if none, the head of the Human Resources Department for FINOVA, will function as the Committee until vacancies have been filled. 
  
 The Committee may engage agents to assist in carrying out the Committee’s functions. The
signature of one member of the Committee may be accepted by any interested party as conclusive evidence that the Committee has duly authorized the action therein set forth. No person receiving documents or written instructions and acting in good
faith and in reliance thereon shall be obligated to ascertain the validity of such action under the terms of the Plan. The Committee shall act by a majority of its members at the time in office and such action may be taken either by a vote at a
meeting or in writing without a meeting. 
  
 CLAIMS PROCEDURE 
  
 Any person who believes he/she is entitled
to receive benefits under the Plan may file a claim for benefits. The claim must be in writing and submitted to FINOVA c/o its HR Department, 4800 N. Scottsdale Road, Scottsdale, AZ 85251. The claim must also set forth the specific reasons the
claimant believes he/she is entitled to receive benefits. The Plan Administrator will, within 90 days of a claim, either allow or deny the claim in writing. 
  
 If all or part of the claim for benefits is denied, the claimant will receive written notice from the SVP-HR, designee or counsel for the Company explaining the reason
for the denial. The notice will identify the Plan provision upon which the denial is based and describe any additional information or material which may be needed to complete the claim, and explain the Plan’s claim review procedure. 

 
 In the event of a denial by the SVP-HR, the claimant has the right to file an appeal with
the Committee. To file an appeal, he/she must submit a written request for a claim review to the following: 
  
 Administrative Committee 
 Human Resource Department 
 The FINOVA Group 
 4800 N. Scottsdale Road, MS 4E50 
 Scottsdale, AZ 85251 
  
 The claimant must submit
the appeal in writing within 60 days from the date that he/she receives the denial from the SVP-HR. The claimant must also specify the reasons upon which he/she bases the appeal and provide any supporting evidence or documents, and submit the issues
and comments in writing. 
  
 The Committee will notify the claimant in writing of
its decision on review within 60 days after the date the request for review is received. The decision will include specific reasons for the decision and make reference to the pertinent Plan provisions. 
  
 The 90-day and 60-day time periods described above may be extended at the discretion of the
SVP-HR or the Committee, as the case may be, for their respective second 90-day or 60-day periods, provided written notice of the extension is furnished the claimant prior to the expiration of the initial periods. In such a case the claimant will be
notified of the special circumstances requiring the extension of time and the date by which 
  

 5 

 a final decision is expected. Participants and beneficiaries shall not be entitled to challenge the SVP-HR’s or
Committee’s determinations in any judicial or administrative proceedings without first complying with the claims procedure contained in the Plan. The Committee’s decisions made pursuant to the claims procedure shall be final and binding on
employees, beneficiaries and others. 
  
 RIGHTS UNDER ERISA 
  
 Participants in this Plan are entitled to
certain rights and protections under ERISA, as may be applicable. In general, ERISA provides that all Plan participants shall be entitled to: 
  

	 	1.	Examine without charge at the Plan Administrator’s office and other specified locations all Plan and Trust documents, including copies of all documents filed by the Plan with
the U.S. Department of Labor. 

  

	 	2.	Obtain copies of all Plan and Trust documents and certain other Plan information upon written request to the Plan Administrator, who may require a reasonable charge for the
copies. 

  

	 	3.	Receive a summary of the Plan’s annual financial reports, if any are required.  

  
 In addition to creating rights for Plan participants, ERISA imposes duties upon persons who are responsible for the operation of the Plan.
These persons are called “fiduciaries” of the Plan and have a duty to act prudently and in the interest of Plan participant and beneficiaries. No one may terminate the participant’s employment or otherwise discriminate against a
participant or beneficiary to prevent him/her from obtaining a benefit or exercising his/her rights under ERISA. If a claim for a benefit is denied or ignored, in whole or in part, the participant or beneficiary has a right to know why this was
done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time frames. 
  
 Under ERISA, there are steps a participant or beneficiary may take to enforce the above rights. For instance, if the individual requests a copy of the plan documents or
the latest annual report from the Plan Administrator and does not receive them within 30 days from the date of the receipt of the request, he/she may file suit in a federal court. In such a case, the court may require the Plan Administrator to
provide the materials and pay the individual up to $110 day until he/she receives the materials, unless the materials were not sent because of reasons beyond the control of the Administrator. 
  
 If the individual has a claim for benefits that is denied or ignored, in whole or in part,
he/she may file suit in state or federal court. If it should happen that Plan fiduciaries misuse the Plan’s money, or if the participant or beneficiary is discriminated against for asserting his/her rights, he/she may seek assistance from the
U.S. Department of Labor, or may file suit in a federal court. The court will decide who should pay court costs and legal fees. If the participant or beneficiary is successful, the court may order the defendant to pay these costs and fees. If the
participant or beneficiary loses, the court may order him/her to pay these costs and fees; for example, if it finds the claim is frivolous. 
  
 If an employee, participant or beneficiary has questions about the Plan, he/she should contact the SVP-HR. If an employee, participant or beneficiary has questions about
this general statement or about his/her rights under ERISA, or if he/she needs assistance in obtaining documents from the Plan Administrator, he/she should contact the nearest office of the Employee Benefits Security Administration (formerly the
Pension and Welfare Benefits Administration), U.S. Department of Labor, listed in your telephone directory or the Office of Participant Assistance, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue, N.W.,
Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. 
  
 PLAN NAME AND I.D. NUMBER 
  
 The name of the Plan is The FINOVA Group Inc. Severance Pay Plan. The Plan identification
number is 501. The Plan is a severance pay plan within the meaning of Section 2510.3-2(b) of the DOL regulations. 
  

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 PLAN ADMINISTRATOR 
  
 The Senior Vice President-Human Resources (“SVP-HR”)of The FINOVA Group Inc. is currently Peggy Taylor. Any persons may contact
the SVP-HR, in care of the Human Resources Department, The FINOVA Group Inc., 4800 N. Scottsdale Road, Scottsdale, AZ 85251. The named fiduciary and Plan Administrator for the Plan shall be the Administrative Committee. The names and addresses of
the members of the Administrative Committee are Peggy Taylor, Chairman, Glenn E. Gray, Richard Lieberman, and Richard A. Ross, members, whose addresses are the same as for the SVP-HR. The telephone number of the Committee is 480-636-6661.

  
 FUNDING FOR THE PLAN 
  
 The Plan is a funded welfare benefit plan and the Plan benefits are paid solely from the
Trust, except to the extent that the Company elects to pay any severance pay directly to an Eligible Employee or Beneficiary. The Trustee is: 
  
 Atlantic Trust Company, N.A. 
 50 Rockefeller Plaza 
 New York, NY 10020 
 Attn: Mr. Jonathan Kadish 
  
 No assets of the Trust may revert to the Company until all benefit obligations under the Plan
have been satisfied. Eligible employees shall have the opportunity to review and object to any request by the Company to the Trustee for a reversion of assets from the Trust to the Company. 
  
 EMPLOYER I.D. NUMBER AND ADDRESS 
  
 The employer’s identification number EIN is 86-0695381. FINOVA is located at 4800 N.
Scottsdale Road, Scottsdale, AZ 85250. Its participating subsidiaries are: FINOVA Capital Corporation. 
  
 PLAN YEAR 
  
 The financial records for the Plan are maintained on a calendar year basis. 
  
 SERVING LEGAL PROCESS 
  
 The C.T. Corporation System, located at 3225 North Central Avenue, Phoenix, Arizona 85012, is designated as agent for the FINOVA Group Inc. for the service of legal
process. All papers concerning a lawsuit should be directed to this office. Legal Process may also be served on the SVP-HR on behalf of the Administrative Committee at FINOVA’s Human Resources Department. Service of legal process may be made on
the Trustee at the address noted in “Funding of the Plan” above. 
  
 NON-GUARANTEE OF EMPLOYMENT 
  
 Participation in the Plan is not and should not be considered a contract of employment. 
  
 AMENDMENT AND TERMINATION 
  
 FINOVA reserves the right to suspend, withdraw, amend, modify or terminate the Plan, in whole or in part, at any time for any reason. In such a case the employee may be
entitled to receive different benefits under different conditions. Notwithstanding the above, an Eligible Employee shall be entitled to receive severance pay on terms and conditions no less favorable to the respective employee than the terms and
condition that were in effect under the Plan when the amendment, modification or termination became effective with respect to that employee. 
  
 Subject to the foregoing, FINOVA may amend the Plan at any time and from time to time in writing, by action of the Board of Directors, its Executive or Human Resources
Committees, the Chairman, the President, or the Chief Executive Officer, or any one or more of them. The Board of Directors, any such Committee, or the 
  

 7 

 Chairman may delegate authority to amend the Plan in writing to FINOVA’s Chief Operating Officer and/or the Senior
Vice President-Human Resources. Amendments may be made in writing and notice of such modifications shall be given to employees as required by law. Amendments may also be contained in separate severance agreements, executed pursuant to the authority
granted above. The Plan may be amended with respect to a single employee and different benefits may be in effect for different employees simultaneously, in the Company’s sole discretion. 
  
 [Signatures appear on next page] 
  

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 Dated this 23 day of August, 2004 to be effective as of November 1, 2003. 
  

			
	 The FINOVA Group Inc.

		
	 By
	 	 /s/ Thomas E. Mara

	 	 	Thomas E. Mara
	 	 	Chief Executive Officer
		
	 	 	 Administrative Committee

		
	 	 	 /s/ Peggy Taylor

	 	 	Peggy Taylor
	 	 	Chairman
		
	 	 	 /s/ Glenn E. Gray

	 	 	 Glenn E. Gray

		
	 	 	 /s/ Richard Lieberman

	 	 	 Richard Lieberman

		
	 	 	 /s/ Richard A. Ross

	 	 	 Richard A. Ross

  

 9 

 Appendix 1 
  

DEFINITION OF CHANGE OF CONTROL: 
  
 For purposes of this Plan, a “Change of Control” shall mean any of the following events: 
  

	(a)	The acquisition by an individual, entity or group (within the meaning of Section 13(d)(3) or 14(d)(2) of the Securities Exchange Act of 1934, as amended (the “Exchange
Act”)) (a “Person”) of beneficial ownership (within the meaning of Rule 13d-3 promulgated under the Exchange Act) of 20% or more of either (i) the then outstanding shares of common stock of the Corporation (the “Outstanding
Corporation Common Stock”) or (ii) the combined voting power of the then outstanding voting securities of the Corporation entitled to vote generally in the election of directors (the “Outstanding Corporation Voting Securities”);
provided, however, that for purposes of this subsection (a), the following acquisition shall not constitute a Change of Control: (i) any acquisition directly from the Corporation, (ii) any acquisition by the Corporation other than an acquisition by
virtue of the exercise of a conversion privilege unless the security being so converted was itself acquired directly from the Corporation, (iii) any acquisition by any employee benefit plan (or related trust) sponsored or maintained by the
Corporation or any corporation controlled by the Corporation or (iv) any acquisition by any corporation pursuant to a transaction which complies with clauses (i), (ii) and (iii) of subsection (c) of this Section 4; or 

  

	(b)	individuals who, as of the date hereof, constitute the Board (the “Incumbent Board”) cease for any reason to constitute at least a majority of the Board; provided,
however, that any individual becoming a director subsequent to the date hereof whose election, or nomination for election by the Corporation’s shareholders, was approved by a vote of at least a majority of the directors then comprising the
Incumbent Board shall be considered as through such individual were a member of the Incumbent Board, but excluding, for this purpose, any such individual whose initial assumption of office occurs as a result of an actual or threatened election
contest with respect to the election or removal of directors or other actual or threatened solicitation of proxies or consents by or on behalf of a Person other than the Board; or 

  

	(c)	approval by the shareholders of the Corporation of a reorganization, merger or consolidation or sale or other disposition of all or substantially all of the assets of the
Corporation (a “Business Combination”), in each case, unless, following such Business Combination, (i) all or substantially all of the individuals and entities who were the beneficial owners, respectively, of the Outstanding Corporation
Common Stock and Outstanding Corporation Voting Securities immediately prior to such Business Combination beneficially own, directly or indirectly, more than 60% of, respectively, the then outstanding shares of common stock and the combined voting
power of the then outstanding voting securities entitled to vote generally in the election of directors, as the case may be, of the corporation resulting from such Business Combination (including, without limitation, a corporation which as a result
of such transaction owns the Corporation or all or substantially all of the Corporation’s assets either directly or through one or more subsidiaries) in substantially the same proportions as their ownership, immediately prior to such Business
Combination of the Outstanding Corporation Common Stock and Outstanding Corporation Voting Securities, as the case may be, (ii) no Person (excluding any employee benefit plan (or related trust) of the Corporation or such corporation resulting from
such Business Combination) beneficially owns, directly or indirectly, 20% or more of, respectively, the then outstanding shares of common stock of the corporation resulting from such Business Combination or the combined voting power of the then
outstanding voting securities of such corporation except to the extent that such ownership existed prior to the Business Combination and (iii) at least a majority of the members of the board of directors of the corporation resulting from such
Business Combination were members of the Incumbent Board at the time of the execution of the initial agreement, or of the action of the Board, providing for such Business Combination; or 

  

 10 

	(d)	approval by the shareholders of the Corporation of a complete liquidation or dissolution of the Corporation; or 

  

	(e)	consummation of a recapitalization of the Corporation or sale of equity securities which, in either event, results in the issuance to one Person of equity securities (whether common
stock, preferred stock, or securities convertible into common stock or preferred stock) of the Corporation equal to or greater than 20% or more of the Outstanding Corporation Common Stock or the Outstanding Corporation Voting Securities. For
purposes of this clause (e), that 20% level will have been reached if: 

  

	 	(i)	the price paid for the equity securities issued (or if none, their fair market value) equals or exceeds 20% of the fair market value of the Outstanding Corporation Common Stock or
the Outstanding Corporation Voting Securities, whichever is less, 

  

	 	(ii)	the number of shares of equity securities issued (or the number to be issued after conversion into common or preferred stock, if permitted by the terms of those securities) equals
or exceeds 20% of the number of the Outstanding Corporation Common Stock or the Outstanding Corporation Voting Securities, whichever is less, or 

  

	 	(iii)	the voting rights of the equity securities issued (without regard to any conditions on the rights to vote those securities and regardless of whether those securities are voted
together or as a separate class) equals or exceeds 20% of the voting rights of the Outstanding Corporation Common Stock or the Outstanding Corporation Voting Securities, whichever is less. 

  
 For purposes of this clause (e), options, warrants and similar rights shall
not be deemed issued until the underlying securities are issued. Convertible debt securities, depositary shares and other securities convertible into common or preferred securities shall be deemed issued upon payment of the purchase price for those
securities, regardless of whether those securities have been converted or are then-eligible to be converted into common or preferred stock. 
  

 11Letter from FINOVA to Richard A. Ross dated February 20, 2004.

 Exhibit 10.P.4 
  
 

 
  
 February 20, 2004 
  
 Dear Richard Ross, 
  
 This letter confirms the information relayed to you by your manager concerning the bonus you
have been awarded for 2003, 2004 salary changes and severance benefits. 
  
 2003 Bonus 
  
 Your 2003 bonus opportunities ranged from
0% to 100% of your base salary and you have been awarded $172,833.00 in bonus which is 100% of your maximum bonus opportunity. Although the Bonus Plan is discretionary in nature, your personal performance, the company’s overall results, and
your Department’s results all factored into determining this award. Congratulations! 
  
 Salary 
  
 Effective March 1, 2004
your salary will be increased by a 2% cost of living adjustment. 
  
 Severance 
  
 Funding for the Severance Plan is secured in
the FINOVA Severance Trust for future payments. 
  

	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 52 weeks base salary. 

  

	2.	In recognition of your contribution during 2003, in addition to the base severance pay detailed in (1) above, you will also receive an additional 12.70 weeks of severance. You will
have the opportunity to be awarded additional severance weeks for future years. Participation in this program is discretionary and based upon the criticality of your position and your performance. The total of your base and additional severance
weeks may exceed the 52 week maximum imposed by the base Severance Plan. 

 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 (medical only) on your behalf for a period of time equal to 12 months. You must be a participant in the medical plan at the time you are terminated, enroll in the plan through ADP’s COBRA administration, and send a copy of the
enrollment material to ADP to receive this benefit. The additional severance weeks granted to you for 2003 in item (ii) above will not be eligible for Company paid COBRA premiums nor will any additional weeks granted in the future through this
program. 
  
 Career Continuation Counseling 
  
 You will also receive career-planning services to help you obtain future employment. Details
of this benefit will be communicated at that time. 
  
 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 rule. 
  
 Let me close by saying thank you for your continued loyalty, support and contributions to the company. 
  
 If you have any questions, please feel free to call me at 480-636-6544. 
  
 Sincerely, 
  

	
	 /s/ Susan DeFelice

	 Susan DeFelice

	 Director, HR & Benefits

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