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Exhibit 10.1(ao)    
  

 
 

FIFTH AMENDMENT
  TO
  THE SAUER-DANFOSS LASALLE FACTORY EMPLOYEE SAVINGS PLAN
  (As Amended and Restated, Effective January 1, 1998
  and Renamed Effective As of January 1, 2000)    

        IN WITNESS WHEREOF, Sauer-Danfoss LaSalle Factory Employee Savings Plan, as amended and restated as of January 1, 1998 and renamed as of January 1,
2000 (the "Plan"), is hereby amended, effective as of January 1, 2001, in the following particulars: 

        1.    By
adding the following phrase immediately after "Code Sections 125 and 402(g)(3)" in Section 1.8(a) of the Plan: 

",
and effective January 1, 2001, Code Section 132(f)(4)" 

        2.    By
adding the following sentence to the end of Section 6.3(f)(ii) of the Plan: 

"Effective
January 1, 2001, a Participant's Compensation shall also include amounts excluded from income under Code Section 132(f)(4)." 

        IN WITNESS WHEREOF, the above amendment is adopted this 25th day of February, 2002. 

	 
	 	 

	UAW, Local Union No. 285	 	SAUER DANFOSS (U.S) COMPANY
	

	
 	

 
	

	
 	

	

	
 	

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Exhibit 10.1(ao)

FIFTH AMENDMENT TO THE SAUER-DANFOSS LASALLE FACTORY EMPLOYEE SAVINGS PLAN (As Amended and Restated, Effective January 1, 1998 and Renamed Effective As of January 1, 2000)QuickLinks
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    Exhibit 10.25    
  

         

  

 
 

EXECUTIVE COMPENSATION PLAN 2002    
  

        EFFECTIVE DATE: JANUARY 1, 2002  

	NAME:	 	JIM LAMBERT	 	 
	TITLE:	 	PRESIDENT/CEO	 	 
	BASE SALARY:	 	$350,000	 	 
	ON-PLAN BONUS:	 	55% of Base Salary ($192,500)	 	 
	

EXHIBIT C  

By
signing this Executive Compensation Plan 2002 ("Plan"), you hereby agree that the terms of this Plan shall be in addition to the terms of the Employment Agreement between you and Dot Hill dated
August 2, 1999 ("Employment Agreement"), and shall replace and supercede the terms of Exhibit C of the Employment Agreement with respect to your base salary and bonus for the year 2002.
Otherwise, the terms of your Employment Agreement remain unchanged. For any period of time after December 31, 2002, your base salary and bonus shall be subject to change, as determined by Dot
Hill's Board of Directors and/or Compensation Committee ("BOD"). 

BONUS  

Bonus
is calculated based on a percentage of base salary. 

Bonus
will be paid once annually as soon as practicable after an audit of the Company's fiscal year 2002 results has been completed and after the Dot Hill Board of Directors and/or Compensation
Committee ("BOD") has approved the payment. 

75%
of bonus potential is tied to Dot Hill's overall 2002 annual operating plan. 

	a.
	50%
of bonus is tied to achieving on-plan revenue of $85,000,000 for 2002 
	b.
	50%
of bonus is tied to achieving on-plan net income of $4,529,000 for 2002 
	c.
	If
at the end of 2002, the year-end revenue AND the net income is equal to or less than 85% of the on-plan targets, no bonus will be paid. 
	d.
	For
each 1% increase above 85% of on-plan revenue and, separately, on-plan net income, a bonus equal to 3.33% of on-plan bonus will be paid, with no
cap. For example, assume that the Company attains 112% of on-plan revenue and 100% of on-plan for net income, and the entire on-plan bonus is $100,000. Bonus based
on revenue will be paid by multiplying 3.33 by (112%—85%), which equals 89.91%, and then multiplying that by the on-plan bonus of $100,000 equaling $89,910. Further, the bonus
based on net income would be calculated by multiplying 3.33 by (100%—85%), which equals 50%, and then multiplying that by the on-plan bonus of $100,000 equaling $50,000. The
total bonus payout would be $89,910 + $50,000 or $139,910. 
	e.
	Overachievement
of on-plan bonus is possible based on Dot Hill's exceeding its 2002 revenue and/or net income targets, as per "d" above. 

25%
of bonus potential is subjective and may be tied to individual departmental goals and performance. 

TERMS  

	a.
	You
must be an employee in good standing on the date of payout to be eligible for the bonus payout. 
	b.
	The
base salary and bonus structure may be revised by the BOD at any time, with no notice. 
	c.
	You
are eligible for all benefits afforded Regular Full-time Exempt employees as set fort in the most current version of the Dot Hill Employee Handbook. 
	d.
	The
terms, conditions, and benefits of your employment with Dot Hill Systems Corporation are governed by the terms of the Employment Agreement and the standard Company policies and
benefits. No verbal promises, verbal commitments, or implied promises will alter the Employment Agreement or these standard policies and benefits. 
	e.
	The
employment relationship between the parties is "at will" and may be terminated by Dot Hill at any time. 

	/s/  PRESTON ROMM      
 Preston Romm, CFO	 	/s/  JIM LAMBERT      
 Jim Lambert, President/CEO

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Exhibit 10.25

EXECUTIVE COMPENSATION PLAN 2002QuickLinks
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    Exhibit 10.26    
  

         

  

 
 

EXECUTIVE COMPENSATION PLAN 2002    
  

        EFFECTIVE DATE: JANUARY 1, 2002  

	NAME:	 	DANA KAMMERSGARD	 	 
	TITLE:	 	CTO	 	 
	BASE SALARY:	 	$250,000	 	 
	ON-PLAN BONUS:	 	50% of Base Salary ($125,000)	 	 
	

EXHIBIT C  

By
signing this Executive Compensation Plan 2002 ("Plan"), you hereby agree that the terms of this Plan shall be in addition to the terms of the Employment Agreement between you and Dot Hill dated
August 2, 1999 ("Employment Agreement"), and shall replace and supercede the terms of Exhibit C of the Employment Agreement with respect to your base salary and bonus for the year 2002.
Otherwise, the terms of your Employment Agreement remain unchanged. For any period of time after December 31, 2002, your base salary and bonus shall be subject to change, as determined by Dot
Hill's Board of Directors and/or Compensation Committee ("BOD"). 

BONUS  

Bonus
is calculated based on a percentage of base salary. 

Bonus
will be paid once annually as soon as practicable after an audit of the Company's fiscal year 2002 results has been completed and after the Dot Hill Board of Directors and/or Compensation
Committee ("BOD") has approved the payment. 

75%
of bonus potential is tied to Dot Hill's overall 2002 annual operating plan. 

	a.
	50%
of bonus is tied to achieving on-plan revenue of $85,000,000 for 2002 
	b.
	50%
of bonus is tied to achieving on-plan net income of $4,529,000 for 2002 
	c.
	If
at the end of 2002, the year-end revenue AND the net income is equal to or less than 85% of the on-plan targets, no bonus will be paid. 
	d.
	For
each 1% increase above 85% of on-plan revenue and, separately, on-plan net income, a bonus equal to 3.33% of on-plan bonus will be paid, with no
cap. For example, assume that the Company attains 112% of on-plan revenue and 100% of on-plan for net income, and the entire on-plan bonus is $100,000. Bonus based
on revenue will be paid by multiplying 3.33 by (112%—85%), which equals 89.91%, and then multiplying that by the on-plan bonus of $100,000 equaling $89,910. Further, the bonus
based on net income would be calculated by multiplying 3.33 by (100%—85%), which equals 50%, and then multiplying that by the on-plan bonus of $100,000 equaling $50,000. The
total bonus payout would be $89,910 + $50,000 or $139,910. 
	e.
	Overachievement
of on-plan bonus is possible based on Dot Hill's exceeding its 2002 revenue and/or net income targets, as per "d" above 

25%
of bonus potential is subjective and my be tied to individual departmental goals and performance. This portion will be determined by the President & CEO of Dot Hill Systems. 

TERMS  

	a.
	You
must be an employee in good standing on the date of payout to be eligible for the bonus payout. 
	b.
	The
base salary and bonus structure may be revised by the BOD at any time, with no notice. 
	c.
	You
are eligible for all benefits afforded Regular Full-time Exempt employees as set fort in the most current version of the Dot Hill Employee Handbook. 
	d.
	The
terms, conditions, and benefits of your employment with Dot Hill Systems Corporation are governed by the terms of the Employment Agreement and the standard Company policies and
benefits. No verbal promises, verbal commitments, or implied promises will alter the Employment Agreement or these standard policies and benefits. 
	e.
	The
employment relationship between the parties is "at will" and may be terminated by Dot Hill at any time. 

	/s/  JIM LAMBERT      
 Jim Lambert, President/CEO	 	/s/  DANA KAMMERSGARD      
 Dana Kammersgard, CTO

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Exhibit 10.26

EXECUTIVE COMPENSATION PLAN 2002QuickLinks
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    Exhibit 10.27    
  

         

  

www.dothill.com  

  
 

    EXECUTIVE COMPENSATION PLAN 2002    
  

        EFFECTIVE DATE: JANUARY 1, 2002  

	NAME:	 	PRESTON ROMM	 	 
	TITLE:	 	VICE PRESIDENT, FINANCE, CFO	 	 
	BASE:	 	$185,500	 	 
	BONUS POTENTIAL:	 	50%	 	 
	TOTAL TARGET	 	 	 	 
	COMPENSATION 2002:	 	$278,250	 	 
	

BONUS PLAN  

Total
bonus percent (50%) is calculated off base pay, and is paid annually post audit and board approval. 

75%
of bonus potential is tied to Dot Hill Systems Corporation's 2002 annual operating plan. 

	a.
	50%
to revenue—$85,000K 
	b.
	50%
to net income—$4,529K 
	c.
	If
targets achieved are less than 85% of above, no payout for operating plan will be made. 
	d.
	For
each 1% increase above 85%, payout is equal to 3.33% with no cap 
	e.
	Overachievement
to plan is possible per "d" above 
	f.
	If
at the end of 2002, the year-end revenue AND the net income is equal to or less than 85% of the on-plan targets, no bonus will be paid. 

25%
of bonus potential is subjective and may be tied to individual departmental goals and performance. This portion will be determined by the President of Dot Hill Systems Corporation. 

TERMS  

Salary
will be paid bi-weekly, based upon the annual base salary amount indicated above, in U.S. dollars. 

You
must be an employee in good standing on the date of payout to be eligible for the bonus payout. 

The
base salary and bonus structure may be revised by Dot Hill Board of Directors, if they deem it necessary. 

You
are eligible for all benefits afforded Regular Full-time Exempt employees as set fort in the most current version of the Dot Hill Employee Handbook. 

The
terms, conditions, and benefits of your employment with Dot Hill Systems Corporation are governed solely by the standard Company policies and benefits. No promises, verbal commitments, or implied
promises will alter these standard policies and benefits. 

The
employment relationship between the parties is "at will" and may be terminated by Dot Hill at any time without obligation or liability to you. 

	/s/  JIM LAMBERT      
 Jim Lambert, CEO, President	 	/s/  PRESTON ROMM      
 Preston Romm, Vice President, Finance

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Exhibit 10.27

EXECUTIVE COMPENSATION PLAN 2002

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