Document:

Exhibit 10.1

                      INTERNATIONAL DISTRIBUTION AGREEMENT

This Agreement (the  "Agreement') is made and entered into as of the 28TH day of
January,  2009,  (the  "Effective  Date"),  between  Inventius,  Inc.,  a Nevada
corporation with its office located in 616 Corporate Way, Suite 2, #4261, Valley
Cottage,  NY (the "Supplier") and DML CANADA, a Quebec  registered  corporation,
having its principal office located at 166 Gince, Montreal, Quebec, H4N 2W6 (the
"Distributor").

WHEREAS,  the  Supplier  and the  Distributor  desire to  establish  a  business
relationship  for the sole  purpose of  marketing  and  distributing  Supplier's
Product (the "Products"),  which is called "Air Infiltration Valves" ("AIV"), an
innovative  ventilation  device  providing fresh air infiltration in residential
buildings and small crowded premises, and;

NOW,  THEREFORE,  in consideration of the mutual  agreements  promises set forth
herein, the parties agree as follows:

SUPPLIER COVENANTS:

1.  Supplier  agrees to supply the  Products and fulfill  Distributor's  written
purchase  orders for the Products in a timely manner,  and in any event will use
its best efforts to fill placed  orders within a period of thirty days (30) days
or less following the receipt of any written order.

2. Supplier agrees to deliver to Distributor  copies of all applicable  reports,
articles,  tests,  investigations,  certificates and any other comments or other
information  (collectively the "Information") on the Products  immediately after
Supplier's receipt of such Information.

3. Supplier  warrants and  guarantees  that  Supplier  holds all of the relevant
trademarks,  service marks, and all other like  intellectual  property rights to
the Products,  and further warrants that Supplier's  Products are not subject to
any claim (for infringement or otherwise),  demand, or legal action by any third
party.  Supplier  warrants and guarantees  that to the best of its knowledge all
claims  made  by  Supplier  about  the  Products  are  true  and  correct.   Any
installation of Products made  incorrectly and not in accordance with the advice
of Supplier will not be covered within this provision.

4. There are no set minimum  quota  requirements  for  Product  sales under this
Agreement  in the first year and  Supplier  will be  obligated  to assist in the
completion of each sales order on a case-by-base basis,  regardless of quantity.
Following  the first year of the  Agreement,  both  parties  will  review  sales
activities during the prior year and rev-visit this provision of the contract.
<PAGE>
DISTRIBUTOR COVENANTS:

5. Distributor  agrees to pay the price of Product purchases by letter of credit
or wire transfer  prior to product  shipment.  Distributor  will pay all related
shipping costs, unless other arrangements have been expressly made.

6.  Distributor and its Assigns may use the Information in all its marketing and
distribution  efforts to sell the Products.  Distributor  agrees not to make any
marketing  claims  in  regard  to the  Products  that are not  supported  by the
Information supplied by Supplier.

PRICING:

7. Suppler will charge  US$240 per one case of Products,  consisting of 24 units
of AIVs.  Minimum order must be no less than US$5,000.  Distributor will pay all
related shipping costs from point of purchase.  From time to time,  Supplier can
make reasonable adjustment(s) to the Price of the Products by giving Distributor
written notification of such Product price amendments.

8. Although the stated price acts as a guide for purchases made by  Distributor,
discounts  can be  negotiated  between  both  parties  on any  singular  Product
purchase order submitted to Supplier,  including the purchase of Products from a
manufacturing overrun situation.

MISCELLANEOUS:

9. All notices  and other  communications  required  or provided  for under this
Agreement  shall be validly  given,  made, or served if in writing and delivered
personally  or sent by registered  mail, to the other party.  Each party may, by
notice to the other as provided  herein,  designate  a different  address at any
time.

10.  Termination  will be effective  sixty (60) days following the date that one
Party  delivers  written notice of  termination  to the  non-terminating  Party.
Notwithstanding this provision,  Distributor or its Assigns will be permitted to
sell,  market, and distribute all Products that have been ordered from Supplier,
or are in the possession of Distributor or its Assigns at termination.

                                       2
<PAGE>
IN WITNESS  WHEREOF,  Supplier and  Distributor,  through their duly  authorized
representatives, hereby execute this Agreement which is effective as of the date
first set forth above.

Supplier: INVENTIUS INC.                      Distributor:  DML CANADA

BY: /s/ Anatoly Zamozdra                      BY: /s/ Dmitriy Laptev
   ----------------------------------            -------------------------------
   Signature                                     Signature

Name: Anatoly Zamozdra                        Name: Dmitriy Laptev
     ---------------------------------             -----------------------------

Title: President                              Title: President
      --------------------------------              ----------------------------

                                       3DC6583.pdf -- Converted by SEC Publisher 4.2, created by BCL Technologies Inc., for SEC Filing

	
NYFIX, Inc. 

2009 Annual Incentive Plan

	 	
1. General

The NYFIX, Inc. ("NYFIX" or the "Company") 2009 Annual Incentive Plan ("AIP") is a bonus program for the 12 month period from January 1, 2009 through December 31, 2009 that is intended to motivate eligible employees to achieve the
Company’s 2009 Critical Success Factors ("CSFs") and related Corporate, Divisional/Functional and Individual Goals and Objectives. The 2009 AIP provides employees an opportunity to receive financial rewards payable in the form of either cash or
equity as a means of tangibly sharing in NYFIX's success and, in certain cases, shareholder value creation. All Corporate, Divisional/Functional and Individual Goals and Objectives are designed to align with NYFIX’s strategic and tactical goals
and objectives (which are tied to our CSFs) for the period from January 1, 2009 through December 31, 2009.

	
The 2009 AIP has two stages:

	
a)      		
Stage 1 determines the size of each individual employee's bonus target based on NYFIX's success in achieving the overall financial targets (Operating EBITDA and Revenue) included in the Revised Operating Plan for 2009 as presented
to and approved by the Company’s Board of Directors on March 9, 2009 (the "Stage 1 Corporate Objectives").	
	 
	 	
Each employee has an initial individual bonus target. This initial individual bonus target is adjusted based on the percentage of the Stage 1 Corporate Objectives achieved per the charts included in Appendices I, II & III. In
calculating the percentage of Stage 1 Corporate Objective achievement, Operating EBITDA and Revenue will be weighted 75% and 25%, respectively. Achievement of the Operating EBITDA and Revenue targets are independent of one another, so that even if
one target "hard stop" is not achieved, the 2009 AIP will be paid on the target that is achieved.	
	 
	 	
For senior executives, annual bonus targets will be determined by multiplying the initial individual bonus targets by Stage 1 adjustment factors ranging from 0% to 200% in accordance with Appendix I, except in the event of a
Change in Control, under Section 5, where the maximum adjustment factor will be 200% for the Company's CEO and 300% for the CFO and CTO, in accordance with Appendix IV. For senior managers, the annual bonus target will be determined by multiplying
the initial individual bonus targets by adjustment factors ranging from 50% to 150% in accordance with Appendix II. For staff/other employees, the annual bonus target will be determined by	
	 

1

	 	
multiplying the initial individual bonus targets by adjustment factors ranging from 90% to 110% in accordance with Appendix III.	
	 
	
b)      		
Stage 2 calculates individual bonus payouts based upon the achievement of key performance goals and objectives (the "Stage 2 Objectives"). The Stage 2 Goals and Objectives categories are: (i) Corporate, (ii) Divisional/Functional,
and (iii) Individual. The portion of the 2009 AIP payout attributable to each category of the three Stage 2 Objectives will vary depending on whether the individual is a Division or Functional employee, as well as the roles and responsibilities
applicable to each individual. The following schedule details these allocable portions:	
	 

	
 
		
 		
 
		
 		
Division/Functional 
		
 		
 
	
	
 
		
 		
Corporate 
		
 		
Group 
		
 		
Individual 
	
	
		
		

		
		

		
		

	
	
 
	
	
CEO/CFO 
		
 		
              90% 
		
 		
 
		
 		
10% 
	
	
Functional Group Heads 
		
 		
              60% 
		
 		
30% 
		
 		
10% 
	
	
Functional Group Managers 
		
 		
              40% 
		
 		
40% 
		
 		
20% 
	
	
Business Division Heads 
		
 		
              50% 
		
 		
40% 
		
 		
10% 
	
	
Business Division Managers 
		
 		
              40% 
		
 		
40% 
		
 		
20% 
	
	
Other Participants 
		
 		
              20% 
		
 		
40% 
		
 		
40% 
	

Following year-end, the CEO and CFO will make a reasonable determination as to the achievement of each of the Stage 2 Goals and Objectives with respect to non-executive officers, which determination as to that individual shall be
final. The Compensation Committee of the Board of Directors will make a reasonable determination as to the achievement of the Stage 2 Goals and Objectives with respect to the CEO and other executive officers, which determination shall be
final.

	
2.      		
Stage 2 Objectives a. Corporate Goals and Objectives:	
	 

The specific performance measures that will be used for the Corporate Goals and Objectives are detailed below under each of the CSFs that they help achieve.

Profitably Grow the Business and Achieve the Financial Plan (30%)

	
·  
		
 		
Achieve Operating EBITDA Targets 
	
	
·  
		
 		
Achieve Annual Revenue Plan 
	
	
·  
		
 		
Achieve Buy-Side Revenue Target 
	
	
·  
		
 		
Grow Messaging Channels 
	
	
·  
		
 		
Achieve Millennium ADV Target 
	

Invest for the Future and Grow New Markets (20%)

	
·  
		
 		
Grow Euro Millennium 
	
	
·  
		
 		
Grow FIX International Businesses 
	

2

·  Execution against the IOI Liquidity Discovery Plan

Align with Clients and Aggressively Market the Company (15%)

	
·  
		
 		
Meet Rapid and Aggressive Product Delivery Schedule 
	
	
·  
		
 		
Demonstrable Enhancements to Partnerships & Marketing Efforts 
	

	
Achieve Operational Excellence (20%)

	
·  
		
 		
Meet or Exceed Service Levels for Marketplace Businesses 
	
	
·  
		
 		
Meet or Exceed Service Levels for Transactions Businesses 
	
	
·  
		
 		
Rollout NFS Billing and Revenue Reporting for Marketplace 
	
	
·  
		
 		
Zero Setback Tolerance for Operational Issues with Significant Business Impact 
	

	
Foster a Culture of Success (15%)

	
·  
		
 		
Enhance Communication Supporting Alignment Around Strategy 
	
	
·  
		
 		
Ensure Staff are Empowered, Motivated and Driven toward Achievement of 2009 
	
	
 
		
 		
Plan 
	
	
·  
		
 		
Maintain Employee Morale in Difficult Market 
	

Achievement of the Goals and Objectives within each CSF are independent of one another, so that even if one or more Goals and Objectives are not achieved, the 2009 AIP will be paid on those Goals and Objectives that are achieved.
The payment based on Corporate Goals and Objectives will be in the range of 50-150% of the portion of the bonus target allocated to Corporate Goals and Objectives.

b. Divisional/Functional Group Goals and Objectives

Divisional/Functional Goals and Objectives and related timetables will be developed by each Divisional/Functional head in conjunction with the CFO and HR and, following approval by the Company's CEO, will be communicated to
employees. 

The payment based on Divisional/Functional Group Goals and Objectives will be in the range of 50-150% of the portion of the bonus target allocated to Divisional/Functional Group Goals and Objectives.

	 	
c. Individual Goals and Objectives

Each eligible employee will be assigned an individual rating based on a performance review. The performance review will consider the employee's contribution to the achievement of Company and Divisional/Functional Goals and
Objectives, as well as other individual achievements determined by the employee's supervisor. The payment based on Individual Goals and Objectives is capped at 120% of the portion of the bonus target allocated to Individual Goals and
Objectives.

	 	
3. Eligibility

3

The 2009 AIP is applicable to all non-sales employees. Employees who receive individual ratings below 50% are not eligible for payout and those that receive individual ratings between 50 and 75% are eligible for a payout of a
maximum of 50% of target. New employees that join the Company during the calendar year will have their eligibility to participate in the 2009 AIP pro-rated based on date of hire. Participants must continue to be employed by NYFIX until the bonus is
paid to receive the payment; however, employees who leave the Company as a result of disability, or who die during the bonus period, will be eligible to receive a bonus prorated through the effective last date of employment. 

	 	
4. Payment

Individual bonuses will be calculated by multiplying the portion of the Stage 1 Bonus Target allocated to Corporate, Divisional/Functional Group and Individual Goals and Objectives by the applicable payment percentage for the
Corporate, Divisional/Functional Group and Individual ratings, respectively, and then totaling those three components. Bonuses are expected to be paid prior to March 15, 2010, except for payments under Section 5, which shall be paid upon the closing
of a transaction that results in a Change in Control.

Example Calculation (Business Division Manager):

	
Bonus Target: $100,000

Revenue Achievement: 100%

Operating EBITDA Achievement: 90%

Corporate Achievement: 90%

Divisional Achievement: 130%

Individual Achievement: 110%

	
Stage 1

$100,000 x 92.5% (see Appendix I) = $92,500

	
Stage 2

$92,500 x (90% x 40%) + $92,500 x (130% x 40%) + $92,500 x (110% x 20%) = $101,750.

Bonuses may be paid in any combination of cash and equity, and subject to any such other terms, conditions and restrictions, as determined at the sole discretion of the Compensation Committee or Board. To the extent that equity is
included as part of an individual's bonus, such equity will be issued pursuant to the NYFIX, Inc. 2007 Omnibus Equity Compensation Plan in accordance with the NYFIX, Inc. Equity Award Guidelines.

4

	 	
5. Change in Control

In the event of a Change in Control, in lieu of an annual incentive bonus, certain senior executives and other employees will be paid a bonus equal to their target bonus adjusted by a factor based on the Company's sale price
and/or operating performance to date. For purposes of this Plan, the term "Change in Control" shall have the same definition as set forth in the Company's 2007 Omnibus Equity Compensation Plan.

Approvals: As set forth in the charter of the Compensation Committee of the 

Company's Board of Directors, the Compensation Committee will approve all payments made under the Plan to senior executives who report directly to the CEO. The Board of Directors will approve all payments made under the Plan to
the CEO. The Compensation Committee and/or Board of Directors shall have discretion to make additional payments to any employee (including the CEO and the CEO's direct reports) to reward strong performance and the completion of successful strategic
initiatives.

Continued Employment: Nothing contained in this bonus scheme shall guarantee any employee employment for any duration.

Reservation of Rights: All determinations made regarding the NYFIX 2009 AIP and the Company's rights and obligations hereunder shall
be made by the Compensation Committee, and all such determinations shall be final and binding. The Compensation Committee may, in its sole discretion, modify the terms of this Plan, including the Corporate, Divisional/Functional and/or Individual
Goals and Objectives, at any time.

5

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00157-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00157-of-00352.parquet"}]]