Document:

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                                                                    EXHIBIT 10.5

                     SECOND AMENDMENT TO PURCHASE AGREEMENT

        Norton Shores Hotel, L.L.C. and Community Shores Bank executed a
Purchase Agreement dated as of July 26, 2004 regarding property commonly known
as Outlot E in the City of Norton Shores, County of Muskegon, State of Michigan.

         This Amendment to the Purchase Agreement is executed by the parties for
the following purposes:

         1. Allocation of Shared Maintenance Charges. The parties agree that,
with respect to any shared maintenance charges or common area maintenance
charges assessed to Outlot E for or covering any period prior to the date of
this document, Norton Shores Hotel shall pay, promptly upon demand, a proportion
of such charges which is equal to a fraction of which the denominator is the
total number of months covered by the maintenance invoice, and the numerator is
the number of months during such time that Norton Shores Hotel owned Outlot E.

         2. Unless specifically amended herein, all terms and conditions of the
Purchase Agreement remain in full force and effect, without lapse or breach.

         This Amendment is effective as of February 15, 2005.

                                        SELLER:

                                        NORTON SHORES HOTEL, L.L.C.

                                        By /s/ Mark D. Rohde
                                           -----------------------
                                           * Mark D. Rohde
                                        Its Authoized Agent

                                        BUYER:

                                        Community Shores Bank

                                        By /s/ Heather D. Brolick
                                           -----------------------
                                           Heather D. Brolick
                                        Its President<PAGE>

                                                                    EXHIBIT 10.1

                                                                      [AMI LOGO]

                             AMI SEMICONDUCTOR, INC.
                        KEY MANAGER INCENTIVE PLAN (KMIP)
                                      2005

-     KEY MANAGER INCENTIVE PLAN (KMIP) - KMIP is designed to reward senior
      management and senior technical leaders who are responsible for and drive
      the achievement of company objectives. A KMIP incentive is computed as a
      pre-determined percentage of base salary, and is determined by the
      financial performance of the company. Additionally, a KMIP incentive can
      be affected by an Individual Performance Factor. The company must first
      meet the financial targets in order to fund the incentive. The Individual
      Performance Factor is a function of individual performance, impact on
      company results and perceived future contributions to the company. The
      Company financial performance metric for KMIP is Operating Income.

-     KMIP AND INSIDER TRADING POLICY - Please note that each participant in
      the Key Manager Incentive Plan is considered a "Restricted Individual",
      and is subject to trading windows and blackout periods, as per the AMIS
      Holdings, Inc., Corporate Policy and Procedure on Insider Trading (see
      posting found on INsite at
      http://insite.amis.com/insider_trading/english.shtml).

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                                Table of Contents
<TABLE>
<S>                                                                               <C>
1.0 PURPOSE....................................................................   3

2.0 TERM.......................................................................   3

3.0 PLAN ADMINISTRATION........................................................   3

4.0 MISCELLANEOUS..............................................................   3

5.0 ELIGIBILITY................................................................   4

6.0 TARGET INCENTIVES..........................................................   4

7.0 INCENTIVE DETERMINATION....................................................   5
</TABLE>

KMIP plan                                                                 PAGE 2
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1.0   PURPOSE

      The purpose of the AMI Semiconductor, Inc. Key Manager Incentive Plan
      ("Plan") is to reward senior management and senior technical leaders (AMI
      Semiconductor and its subsidiaries) for the achievement of company
      objectives.

2.0   TERM

      The term of the Plan is 12 months, commencing on January 1, 2005 and
      ending December 31, 2005.

3.0   PLAN ADMINISTRATION

      The Board of Directors of the Company approves the Company's annual
      Operating Plan including targets for Operating Income. The Compensation
      Committee of the Company's Board reviews and approves the specific
      Operating Income targets for KMIP Payouts. Additionally the Compensation
      Committee reviews and recommends KMIP Incentive Targets, reviews plan
      results and recommends payouts and Individual Performance Factors for the
      CEO and CFO for approval by the Company's board of directors. The
      Compensation Committee also reviews and approves KMIP Incentive Targets,
      payouts and Individual Performance Factors for other Executive Managers.
      For non-executive management participants, the Plan will be administered
      by a Plan Committee consisting of the Senior Vice President of Human
      Resources, Chief Financial Officer and Chief Executive Officer ("Plan
      Committee"). The Plan Committee will have responsibility to review and
      approve the eligibility and target incentive amounts for non-Executive
      Managers. The Individual Performance Factor for non-Executive Managers is
      determined by the employee's executive management and the CEO.

4.0   MISCELLANEOUS

      A.    This plan provides guidelines only and is not established to grant
            to any participant any contractual rights. AMI Semiconductor, Inc.
            ("AMIS") reserves the absolute right to change this Plan, with or
            without notice, at any time.

      B.    Nothing in this Plan shall be construed to create or to imply the
            creation of a term contract between AMIS and any participant nor a
            guarantee of employment for any specific period of time.

      C.    AMIS reserves the unilateral right to terminate participation in the
            Plan of any individual(s) at any time, with or without cause and
            with or without prior written notice.

      D.    All incentive payments under the Plan are subject to the total
            discretion of AMIS, and, prior to distribution pursuant to the
            provisions of the Plan, incentive payments may be reduced or
            eliminated entirely if business considerations of AMIS so require.

      E.    Each participant in the Key Manager Incentive Plan is considered a
            "Restricted Individual", and is subject to trading windows and
            blackout periods, as per the AMIS Holdings, Inc., Corporate Policy
            and Procedure on Insider Trading (see posting found on INsite at
            http://insite.amis.com/insider_trading/english.shtml).

KMIP plan                                                                 PAGE 3
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5.0   ELIGIBILITY

      To be eligible for the KMIP, the following requirements must be met:

         -  To receive any payment pursuant to the Plan, the employee must be
            employed by AMIS throughout the period of time during which the
            performance criteria set forth in the Plan are measured, and also
            must be employed by AMIS up to and including the date on which any
            such payment pursuant to the Plan is made.

         -  Participants who receive a performance rating for the plan year of
            development required (DR) are typically ineligible for payout.

         -  Resignation by a plan participant from AMIS automatically
            disqualifies the participant from the Plan.

         -  Participation in the Plan in no way affects or restricts AMIS's
            unqualified right at any time to make any organizational changes
            that it may deem appropriate (including, but not limited to,
            position reassignment).

         -  Other issues of eligibility will be determined by the Plan
            Committee.

6.0   TARGET INCENTIVES

      A. At the start of the Plan term, a target incentive percentage will be
         set for each participant, based upon level in the organization and
         approved as described in section 3.0. Each participant's specific
         incentive target will be communicated in an individual KMIP notice
         letter.

      B. Target incentives for all participants will be expressed as a
         percentage of annual base salary as of December 31 of that plan year.

      C. For purposes of the Plan, "base salary" will be defined as:

         -  Belgium employees will be gross monthly salary x 13.92.

         -  France, Italy, and Philippines employees will be gross monthly
            salary x 13

         -  Czech Republic employees will be gross monthly salary x 12.5

         -  US, Canada, UK, and Germany employees will be gross monthly salary x
            12

         -  The base salary excludes any incentive payments under the Plan or
            any of the AMIS's other incentive compensation programs, sales
            incentive programs, differentials, or other payments in addition to
            base salary. The formula for calculating KMIP is included below:

KMIP plan                                                                 PAGE 4
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           MATHEMATICAL REPRESENTATION OF FORMULA FOR CALCULATING KMIP

                         KMIP INCENTIVE = S x I x P x F

            Where               S = Base Salary as of December 31, 2005
                                I = Pre-determined Incentive Percentage
                                P = Individual Performance Factor
                                F = Company Performance Factor

      D. For net guaranteed salaried in Belgium, target incentives will be
         expressed as a percentage of 70% of the annual net guaranteed salary.
         For purposes of the plan, annual net guaranteed salary will be the net
         monthly salary of December 31, 2005 x 13.92. The net monthly salary
         excludes any incentive payments under the plan or any of the AMIS's
         other incentive compensation programs, sales incentive programs,
         differentials or other payments in addition to base salary.

      E. Employees hired into an eligible position during the Plan term will
         have their target incentive set based upon their level in the
         organization. Since the target incentive percentage applies to base
         salary paid during the Plan term, the incentive will be automatically
         pro-rated from the month they are eligible to participate. An employee
         hired into an eligible position must start on or before September 30th
         of the fiscal year to be eligible for the incentive, unless otherwise
         approved by the Committee or as part of an approved Executive Offer.

      F. Employees newly promoted into an eligible position during the Plan term
         will have their target incentive set based upon their level in the
         organization, similar to a new hire in Part E above. If the promotion
         occurs during the focal review period, they will be eligible for the
         full 12-month KMIP incentive. If the promotion occurs at any other time
         during the Plan term, the incentive will be pro-rated from the month
         they are eligible to participate. An employee promoted into an eligible
         position must be promoted on or before September 30th of the fiscal
         year to be eligible for any KMIP incentive.

      G. Employees who are promoted into a higher pay grade while already
         participating in the KMIP will have their annual target incentive set
         based upon their post-promotion level in the organization if promoted
         on or before September 30th of the fiscal year. Employees who are
         promoted into a higher pay grade while already participating in the
         KMIP will have their annual target incentive remain at their
         pre-promotion level in the organization if promoted after September
         30th of the fiscal year. Incentive payments will not be pro-rated over
         two different target incentives.

7.0   INCENTIVE DETERMINATION

   A. COMPANY PERFORMANCE FACTOR: The overall annual financial performance of
      the company will be measured by achievement of minimum and target
      Operating Income (OI) goals established and set forth in the company's
      Operating Plan for 2005 as approved by the Board. The company performance
      factor will be calculated as a percentage of OI achieved to specific OI
      goals approved.

   B. INDIVIDUAL PERFORMANCE FACTOR: The individual performance factor is
      discretionary. The Individual Performance Factor can range from 0.5 to 1.5
      and represents two components. The first component is recognition for
      individual performance for the plan year. The second component supports
      retention of the

KMIP plan                                                                 PAGE 5
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      key employee for the coming plan year. Any bonus amount paid above 1.0 is
      subject to the payback provision described in section D.

   C. INCENTIVE CALCULATION: The actual incentive is calculated by multiplying
      the plan participant's year-end base salary by their pre-determined KMIP
      percentage, their individual performance factor, and the company
      performance factor. Participants who receive a performance rating for the
      plan year of "Development Required" (DR) are typically ineligible for any
      payout.

   D. BONUS REPAYMENT AGREEMENT: The portion of KMIP bonus resulting from a
      performance factor greater than 1.0 is subject to a pro-rated one-year
      "vesting schedule". While the retention component of the bonus is paid
      with the earned KMIP, the employee will be required to repay the unvested
      portion of the retention component of the bonus if voluntarily terminating
      employment with AMIS within one (1) year of the bonus payment, as per the
      KMIP Performance Factor Bonus Agreement (see Attachment A). The repayment
      agreement states that the repayment amount will be reduced by one/twelfth
      (1/12) for each full month of AMIS employment the employee completes after
      receiving the retention component of the KMIP bonus. All KMIP participants
      must sign the Performance Factor Bonus Agreement before receiving any KMIP
      payout greater than 1.0.

   E. If the company achieves the OI goals, incentive payments will be made in
      February or March 2006 as the audited financial statements of the Company
      are approved.

KMIP plan                                                                 PAGE 6
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ATTACHMENT A

                             AMI SEMICONDUCTOR, INC.
                     KMIP Performance Factor Bonus Agreement

WHEREAS AMI Semiconductor, Inc. (AMIS) has provided KMIP Bonus in excess of the
earned level, "Performance Factor Bonus", to the undersigned employee of AMIS;
and

WHEREAS the undersigned employee has accepted the Performance Factor Bonus of
greater than 1.0 with the stated intention of remaining in the employment of
AMIS for a period of at least one (1) year from the date the undersigned
employee receives the Performance Factor Bonus;

NOW THEREFORE, it is agreed by and between AMIS and the undersigned employee as
follows:

   1. In the event the undersigned employee chooses voluntarily to leave the
      employment of AMIS prior to expiration of one (1) year from the date the
      undersigned employee receives the additional Performance Factor Bonus, the
      undersigned employee shall, within ten (10) days of termination of
      employment at AMIS, reimburse to AMIS a pro rata amount of the total
      amount of the Performance Factor Bonus over a Performance Factor of 1.0
      previously provided. The total amount due will be reduced by one/twelfth
      for each full month of employment the undersigned employee completes after
      receiving the bonus.

   2. In the event the undersigned employee fails or refuses to reimburse AMIS
      for the increased Performance Factor Bonus as provided herein, the
      employee agrees that AMIS may, if it so elects, withhold from any monies
      otherwise due the undersigned employee upon the termination of employment
      (including sums from undersigned employees final payment) such sum or
      portion thereof as is due and owing pursuant to this KMIP Performance
      Factor Bonus Agreement, and the undersigned employee agrees to hold AMIS
      harmless for such withholding.

   3. This Performance Factor Bonus Agreement is not to be construed as a
      contract of employment; AMIS does not agree hereby to employ the
      undersigned employee for any particular period of time.

AMI SEMICONDUCTOR, INC.                          EMPLOYEE

By:__________________________________            By:____________________________
         (Signature)                                     (Signature)

Print Name:__________________________            Print Name:____________________

Title:_______________________________            Date:__________________________

KMIP plan                                                                 PAGE 7

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