Document:

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                                                                    EXHIBIT 10.1

                      IN THE UNITED STATES BANKRUPTCY COURT
                       FOR THE NORTHERN DISTRICT OF TEXAS
                                 DALLAS DIVISION

IN RE:
                                       )
COHO ENERGY, INC.,                     )     CASE NO. 02-31189-HCA-11
                                       )
COHO RESOURCES, INC.,                  )
                                       )     CASE NO. 02-31190-HCA-11
COHO OIL & GAS, INC.,                  )
                                       )
                                       )     CASE NO. 02-31191-HCA-11
                                       )
                                       )     JOINTLY ADMINISTERED
                                       )     UNDER CASE NO. 02-31189-HCA-11
                                       )
                                             HEARING DATE APRIL 3, 2002
                                             AT 1:45 P.M.

              ORDER APPROVING DEBTORS' MOTION FOR ORDER AUTHORIZING
            IMPLEMENTATION OF INITIAL KEY EMPLOYEE RETENTION PROGRAM

         ON THIS DAY came on for consideration the Motion filed on behalf of
Coho Energy, Inc. et al., ("Debtors") for an Order Authorizing Implementation of
Initial Key Employee Retention Program and Supporting Brief, (the "Motion").
Counsel for the Debtors appeared. No party filed a response to the Motion or
otherwise appeared at the hearing in opposition to the Motion. The Court, having
considered the Motion, evidence adduced in support thereof, and presentation of
counsel finds that:

         1. This Court has jurisdiction of this Motion pursuant to by virtue of
28 U.S.C. Section Section157, 1334. This Motion involves a core proceeding.

         2. Adequate and proper notice of the Motion, and opportunity for
hearing thereon, was provided by the Debtors.

ORDER APPROVING DEBTORS' MOTION FOR ORDER AUTHORIZING IMPLEMENTATION
IMPLEMENTATION OF INITIAL KEY EMPLOYEE RETENTION PROGRAM                  PAGE 1

<PAGE>
         3. The Debtors seek authority under sections 105 and 363 of the
Bankruptcy Code to implement a back end loaded key employee retention and
severance program (as described more fully below, the "Key Employee Retention
Program"). The purpose for the Key Employee Retention Program is to minimize
management and other key employee turnover, retain talent in a tight labor
market and motivate key employees (each a "Key Employee," and collectively, the
"Key Employees") to: (a) continue to provide essential services during this
critical juncture in the Debtors' existence; and (b) remain employed by the
Debtors throughout these chapter 11 cases.

         4. The Debtors' ability to maintain their business operations and
preserve value for their estates is dependent upon the continued employment,
active participation and dedication of the Key Employees who possess
irreplaceable historical knowledge, experience and skills necessary to support
the Debtors' business operations, including, without limitation, the Debtors'
finances, systems, operations, properties and assets, personnel and management.
The Debtors' ability to stabilize and preserve their business operations and
assets will be substantially hindered if the Debtors are unable to retain the
services of their Key Employees.

         5. The Debtors prior bankruptcy filing and uncertainty surrounding the
future of their operations has had a significant and adverse effect on the
morale of their employees. Unless an incentive plan is expeditiously
implemented, the Debtors senior management expect that a number of the Key
Employees will resign.

         6. The Debtors' situation is unique in that following the confirmation
of the Debtors' plan of reorganization in March, 2000, as part of their
post-confirmation program to streamline operations and reduce general and
administrative operating expenses to the fullest possible

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 2
<PAGE>

extent, the Debtors' workforce was reduced from 122 employees, as of March,
2000, to 74, as of the Petition Date. As a result, in the view of Debtors'
management, each and every current employee is critical to the Debtors'
operations and the Debtors' can ill afford to lose any employees at this time.
Indeed, the Debtors' retention plan recognizes the importance of retaining
employees at every level and not just senior management and executives.

         7. Increased employee responsibilities, the general level of stress
visited upon a debtor in possession's key employees and other burdens occasioned
by the Debtors' status as debtors in possession may lead some of the Key
Employees to resign in the near future and pursue alternative employment despite
the Debtors' need for their continued services. Also, competitors of the Debtors
and other parties have begun, and will undoubtedly continue to seek, to hire the
Key Employees.

         8. The Debtors can not afford to lose the Key Employees for many
reasons, including: (a) the difficulty of replacing such employees because
experienced job candidates often find the prospect of working for a chapter 11
company unattractive; (b) finding suitable replacement employees is improbable
unless the Debtors retain executive search firms, with their attendant fees, and
incur further costs in the form of signing bonuses, reimbursement for relocation
expenses and above market salaries to induce qualified personnel to accept
employment with the Debtors; and (c) losing an important employee generally
leads to departure of other subordinate employees, which labor flight seriously
disrupts the Debtors' ability to pursue a timely and successful reorganization
in chapter 11.

         9. The implementation of the Retention Program is necessary to provide
incentives to the Key Employees to remain on the job throughout the pendency of
the Debtors' cases in

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 3

<PAGE>

order to preserve and maintain the value of the Debtors' operations and assets.
Implementing the Key Employee Retention Program will demonstrate to employees
that: (i) their services, and not just the services of the Debtors' senior
management, are valued; (ii) their compensation awards are competitive; and
(iii) that the Debtors are taking every conceivable, reasonable action to
stabilize their operations. The Key Employee Retention Program will
significantly benefit the reorganization process by boosting employee morale at
the very time when employee dedication and loyalty is needed most.

         10. Under the Key Employee Retention Program, Key Employees, are
divided into two (2) classes; Tier 1 and Tier 2. The members of Tier 1 are Susan
McAden, Controller and Charles Gibson, Manager of Engineering. Tier 2 consists
of the Debtors' remaining full time employees, and include field personnel,
corporate staff, and administrative personnel. Michael McGovern, Chief Executive
Officer; Gary Pittman, Vice President and Chief Financial Officer and Gerald
Ruley, Vice President of Operations are not included in the Key Employee
Retention Program.

         11. Consistent with the terms of their employment contracts, the Tier 1
Key Employees will be entitled to receive a stay retention payment equal to one
year of their annual base salaries as an incentive to remain with the Debtors;
provided, however, none of these payments will be made until the EARLIER of: (a)
the confirmation of a plan of reorganization; (b) the sale of substantially all
of the Debtors' assets; (c) the conversion of the Debtors' cases to Chapter 7;
or (d) the termination of the Tier 1 employees, other than for cause "Tier 1
Payment Triggering Event." The Tier 1 Employees will forfeit any entitlement to
payments under the Key Employee Retention Plan should they resign prior to a
Tier 1 Payment Triggering Event.

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 4

<PAGE>

         12. Consistent with the terms of the Debtors' Severance Plan adopted on
March 7, 2002, Tier 2 Key Employees will be entitled to receive a stay retention
payment equal to four weeks for every year of service, and fraction year of
service with a minimum payment equal to 26 weeks, and maximum of 52 weeks, of
service as an incentive to remain with the Debtors; provided, however, that none
of these payments will be made until the EARLIER of: (a) the confirmation of a
plan of reorganization pursuant to which a Tier 2 Key Employee does not retain
his or her job with a reorganized debtor entity; (b) the sale of substantially
all of the Debtors' assets which does not result a Tier 2 Employee's employment
by the purchaser of such assets; or (c) the termination of the Tier 2 employees,

other than for cause.

         13. If all of the Key Employees receive payments, the Key Employee
Retention Program would be as follows:

<Table>
<Caption>
                    Category               Maximum Cumulative Retention Payment
                    --------               ------------------------------------
<S>                                                     <C>

Tier 1 Employees                                        $  280,370
Tier 2 Employees
                  Dallas Office                         $  906,008
                Mississippi Field                       $  908,658
                 Oklahoma Field                         $  852,478
                                                        ----------
                      TOTAL                             $2,947,514
</Table>

         14. It is unlikely that any significant number of the Tier 2 Key
Employees in Oklahoma and Mississippi would receive payments under the Key
Employee Retention Program since they are expected to retain employment
regardless of whether the Debtors' operations and properties are reorganized or
sold to one or more third parties.

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 5

<PAGE>

         15. A Key Employee will be deemed ineligible to participate in the Key
Employee Retention Program if such Key Employee resigns, or is terminated for
cause, before the triggering date for payments remaining under the Key Employee
Retention Program.

         16. The termination, except for cause, of a Key Employee triggers
payment only as to that employee, and not to all employees in the same tier.

         17. The Key Employee Retention Program replaces, and is not in addition
to, any other severance or retention programs which were in existence with
respect to Key Employees as of the Petition Date.

         18. The Key Employee Retention Program provides no greater compensation
to Key Employees than the employment contracts, in the case of Tier 1 Key
Employees or the Debtors existing severance policy, in the case of Tier 2 Key
Employees, that existed as of the Petition Date.

         19. No COBRA benefits are included as part of the Key Employee
Retention Program.

         20. Under 11 U.S.C. Section 363(b), a debtor is authorized to use
property of the estate other than in the ordinary course of business after
notice and hearing for purposes of implementing an employee retention program as
contemplated herein. See In re Montgomery Ward Holding Corp., 242 B.R. 147 (D.
Del. 1999). As stated by the Fifth Circuit, the debtor in possession must
demonstrate "some articulated business justification for using, selling or
leasing property outside the ordinary course of busine Section" In re
Continental Airlines, Inc., 780 F.2d 1223, 1226 (5th Cir. 1986). The debtor is
also required to show the court that the proposed use of estate property will
assist the debtor's reorganization. See In re Lionel Corp., 722 F.2d 1063, 1071
(2d Cir. 1983).

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 6

<PAGE>

         21. Once the Debtors establish a valid business justification, "[t]he
business judgment rule is a presumption that in making a business decision the
directors of a corporation acted on an informed basis, in good faith and in the
honest belief that the action was in the best interests of the company." In re
Integrated Resources, Inc., 147 B.R. 650, 656 (S.D.N.Y. 1992) (quoting Smith v.
Gorkam, 488 A.2d 858, 872 (Del. 1985)).

         22. The business judgment rule is respected within the context of a
chapter 11 case and shields a debtor's management from judicial second-guessing.
Id.; In re John-Manville Corp., 60 B.R. 612, 615-16 (Bankr. S.D.N.Y.
1986)(stating that "the Code favors the continued operation of a business by a
debtor and a presumption of reasonableness attaches to a Debtor's management
decisions.").

         23. Given the importance of the Key Employees to the Debtors' continued
operations, the Key Employee Retention Program is approved. Courts have
consistently recognized the needs of chapter 11 debtors to retain their
employees in order to assure continued business functions in chapter 11 and,
therefore, have approved retention and severance programs under 11 U.S.C.
Section 363(b)(1) similar to, or more costly than, the Key Employee Retention
Program proposed by the Debtors.

         24. The facts of these cases dictate that the relief requested herein
is warranted. The Key Employees are engaged in essential areas of operations of
the Debtors, including executive, managerial, engineering and administrative
positions; their continued employment and high morale is absolutely vital to the
Debtors' prospects of reorganization and continued operation.

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 7

<PAGE>

Without the continued services of the Key Employees, the prospect of the
Debtors' reorganizing, and maximizing the value of their operations for the
benefit of creditors will be irreparably damaged.

         25. In the event the Key Employee Retention Program is not implemented,
there is a substantial risk that Key Employees would abandon the Debtors and
seek less risky employment. The Debtors could be forced to hire replacement
employees through the use, in large part, of executive placement agencies.
Notwithstanding the time necessary to conduct job search and screen prospective
candidates, such agencies also charge a substantial fee for their services. In
addition, even with the use of such agencies, it is unlikely that the Debtors'
could induce qualified applicants to accept employment with a debtor in
possession without the use of signing bonuses, relocation expenses and above
market salaries. Alternatively, the Debtors could be forced to add substantially
to the number of its turnaround management consultant staff and incur the
increase in costs that this direction entails.

         26. At this critical time in these chapter 11 cases, the Debtors can
ill afford either the time or the money necessary to replace the Key Employees.
All these factors clearly indicate that it is in the best interest of all
creditors that the Key Employees be provided the benefits provided for in the
retention program described herein in order to ensure their continued employment
and to use their best efforts to reorganize these Debtors; it is, therefore,

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 8

<PAGE>

         ORDERED that the Initial Key Employee Retention Program described
herein is hereby approved and the Debtors are authorized to take any and all
actions necessary to implement said program.

         SIGNED the 29th day of April, 2002.

                                                /s/ HAROLD C. ABRAMSON
                                                --------------------------------
                                                HONORABLE HAROLD C. ABRAMSON
                                                UNITED STATES BANKRUPTCY JUDGE

Submitted by and upon entry
please return a copy to:

Louis R. Strubeck, Jr.
Texas State Bar No.  19425600
FULBRIGHT & JAWORSKI, L.L.P.
2200 Ross Avenue, Suite 2800
Dallas, TX  75201
Phone:       214.855-8040
Fax:         214.855-8200
E-mail:      lstrubeck@fulbright.com

Counsel for Debtors

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 9<PAGE>

                                                                    EXHIBIT 10.2

                      IN THE UNITED STATES BANKRUPTCY COURT
                       FOR THE NORTHERN DISTRICT OF TEXAS
                                 DALLAS DIVISION

IN RE:                                )
                                      )
COHO ENERGY, INC.,                    )           CASE NO. 02-31189-HCA-11
                                      )
COHO RESOURCES, INC.,                 )
                                      )           CASE NO. 02-31190-HCA-11
COHO OIL & GAS, INC.,                 )
                                      )
                                      )           CASE NO. 02-31191-HCA-11
                                      )
                                      )           JOINTLY ADMINISTERED
                                      )           UNDER CASE NO. 02-31189-HCA-11
                                      )
                                                  HEARING DATE APRIL 10, 2002
                                                                 AT 1:45 P.M.

              ORDER APPROVING DEBTORS' MOTION FOR ORDER AUTHORIZING
              IMPLEMENTATION OF SENIOR MANAGEMENT RETENTION PROGRAM

         Came on for consideration the Motion filed on behalf of Coho Energy,
Inc. et al., ("Debtors") for an Order Authorizing Implementation of Senior
Management Retention Program and Supporting Brief, (the "Motion"). Counsel for
the Debtors, the Official Committee of Unsecured Creditors ("Committee") and the
Lenders appeared. No party filed any opposition to the Motion or otherwise
appeared at the hearing in opposition to the Motion. The Court, having
considered the Motion, evidence adduced in support thereof, and presentation of
counsel finds that:

         1. This Court has jurisdiction of this Motion pursuant to by virtue of
28 U.S.C. Sections 157, 1334. This Motion involves a core proceeding.

         2. Adequate and proper notice of the Motion, and opportunity for
hearing thereon, was provided by the Debtors.

ORDER APPROVING DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF SENIOR MANAGEMENT RETENTION PROGRAM                     PAGE 1
<PAGE>

         3. The Debtors seek authority under sections 105 and 363 of the
Bankruptcy Code for approval of a retention and severance program for the three
members of its senior management team (as described more fully below, the
"Senior Management"). The purpose for the Senior Management Retention Program is
to retain the Debtors' senior management team until such time as the Debtors
have reorganized their affairs, or achieved a sale of their assets.

         4. The Debtors' ability to maintain their business operations and
preserve value for their estates is dependent upon the continued employment,
active participation and dedication of the Senior Management who possess
critical knowledge, experience and skills necessary to support the Debtors'
business operations, including, without limitation, the Debtors' finances,
systems, operations, properties and assets, personnel and management. The
Debtors' ability to stabilize and preserve their business operations and assets
will be substantially hindered if the Debtors are unable to retain the services
of Senior Management.

         5. The Debtors' bankruptcy filing, and the uncertainty surrounding the
future of their operations, has created a significant doubt concerning Senior
Management's tenure with the company, as well as related uncertainty regarding
Senior Management's pre-petition severance agreements with the Debtors. Unless
an incentive retention plan is expeditiously implemented, the Debtors Senior
Management are expected to pursue other opportunities.

         6. The Debtors can not afford to lose Senior Management for many
reasons, including: (a) the difficulty of replacing them because experienced job
candidates often find the prospect of working for a chapter 11 company
unattractive; (b) finding suitable replacement employees is improbable unless
the Debtors retain executive search firms, with their attendant fees, and incur
further costs in the form of signing bonuses, reimbursement for relocation
expenses and above market salaries to induce qualified personnel to accept
employment with the Debtors; and (c) losing an Senior Management may lead to
departure of other subordinate employees, which labor flight seriously disrupts
the Debtors' ability to pursue a timely and successful reorganization in chapter
11.

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 2
<PAGE>

         7. The implementation of the Retention Program is necessary to provide
incentives to Senior Management to remain on the job throughout the pendency of
the Debtors' cases in order to preserve and maintain the value of the Debtors'
operations and assets. The Senior Management Retention Program will
significantly benefit the reorganization process.

         8. The Debtors' Senior Management team consists of three individuals:
Michael McGovern, Chief Executive Officer; Gary Pittman, Vice President and
Chief Financial Officer and Gerald Ruley, Vice President of Operations.

         9. Consistent with the terms of their employment contracts, the Senior
Management will receive a stay retention payment equal to two (2) years of their
annual base salaries as an incentive to remain with the Debtors; provided,
however, no payments will be made until the EARLIER of: (a) the confirmation of
a plan of reorganization; (b) the sale of substantially all of the Debtors'
assets; (c) the conversion of the Debtors' cases to Chapter 7; or (d) the
termination of a member of Senior Management, other than for cause "Senior
Management Triggering Event." Senior Management will forfeit any entitlement to
payments under the Key Employee Retention Plan should they resign prior to a
Senior Management Triggering Event.

         10. If all of the Senior Management received payments, the Senior
Management Retention Program would be as follows:

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 3
<PAGE>

<Table>
<Caption>
   Member of Senior Management          Maximum Cumulative Retention Payment
   ---------------------------          ------------------------------------
<S>                                     <C>
        Michael McGovern                           $ 700,000
          Gary Pittman                             $ 400,000
          Gerald Ruley                             $ 500,000
                                                   ---------
            TOTAL                                  $1,600.00
                                                   ---------
</Table>

         11. A member of Senior Management will be deemed ineligible to
participate in the Senior Management Retention Program if he resigns, or is
terminated for cause, before the triggering date for payments remaining under
the Senior Management Retention Program.

         12. The termination, except for cause, of a Senior Management employee
triggers payment only as to that employee, and not to all Senior Management
employees.

         13. The Senior Management Retention Program replaces, and is not in
addition to, any other severance or retention programs which were in existence
with respect to Senior Management as of the Petition Date.

         14. The Senior Management Retention Program provides no greater
compensation to Senior Management than the employment contracts.

         15. No COBRA benefits are included as part of the Senior Management
Retention Program.

         16. Under 11 U.S.C. Section 363(b), a debtor is authorized to use
property of the estate other than in the ordinary course of business after
notice and hearing for purposes of implementing an employee retention program as
contemplated herein. See In re Montgomery Ward Holding Corp., 242 B.R. 147 (D.
Del. 1999). As stated by the Fifth Circuit, the debtor in

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 4
<PAGE>

possession must demonstrate "some articulated business justification for using,
selling or leasing property outside the ordinary course of business." In re
Continental Airlines, Inc., 780 F.2d 1223, 1226 (5th Cir. 1986). The debtor is
also required to show the court that the proposed use of estate property will
assist the debtor's reorganization. See In re Lionel Corp., 722 F.2d 1063, 1071
(2d Cir. 1983).

         17. Once the Debtors establish a valid business justification, "[t]he
business judgment rule is a presumption that in making a business decision the
directors of a corporation acted on an informed basis, in good faith and in the
honest belief that the action was in the best interests of the company." In re
Integrated Resources, Inc., 147 B.R. 650, 656 (S.D.N.Y. 1992) (quoting Smith v.
Gorkam, 488 A.2d 858, 872 (Del. 1985)).

         18. The business judgment rule is respected within the context of a
chapter 11 case and shields a debtor's management from judicial second-guessing.
Id.; In re John-Manville Corp., 60 B.R. 612, 615-16 (Bankr. S.D.N.Y.
1986)(stating that "the Code favors the continued operation of a business by a
debtor and a presumption of reasonableness attaches to a Debtor's management
decisions.").

         19. Given the importance of the Senior Management to the Debtors'
continued operations, the Senior Management Retention Program is approved.
Courts have consistently recognized the needs of chapter 11 debtors to retain
their employees in order to assure continued business functions in chapter 11
and, therefore, have approved retention and severance programs under 11 U.S.C.
Section 363(b)(1) similar to, or more costly than, the Key Employee Retention
Program proposed by the Debtors.

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 5
<PAGE>

         20. The facts of these cases dictate that the relief requested herein
is warranted. Senior Management employees are engaged in essential areas of
operations of the Debtors, including executive, managerial, engineering and
financial positions; their continued employment and high morale is absolutely
vital to the Debtors' prospects of reorganization and continued operation.
Without the continued services of the Senior Management, the prospect of the
Debtors' reorganizing, and maximizing the value of their operations for the
benefit of creditors will be irreparably damaged.

         21. In the event the Senior Management Retention Program is not
implemented, there is a substantial risk that Senior Management will resign and
seek other employment. The Debtors could be forced to hire replacement employees
through the use, in large part, of executive placement agencies. Notwithstanding
the time necessary to conduct job search and screen prospective candidates, such
agencies also charge a substantial fee for their services. In addition, even
with the use of such agencies, it is unlikely that the Debtors' could induce
qualified applicants to accept employment with a debtor in possession without
the use of signing bonuses, relocation expenses and above market salaries.

         22. At this critical time in these chapter 11 cases, the Debtors can
ill afford either the time or the money necessary to replace Senior Management.
All these factors clearly indicate that it is in the best interest of all
creditors that the Senior Management be provided the benefits provided for in
the retention program described herein in order to ensure their continued
employment and to use their best efforts to reorganize these Debtors; it is,
therefore,

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 6
<PAGE>

         ORDERED that the Senior Management Retention Program described herein
is hereby approved and the Debtors are authorized to take any and all actions
necessary to implement said program.

         SIGNED the 29th day of April, 2002.

                                                /s/ HAROLD C. ABRAMSON
                                                --------------------------------
                                                HONORABLE HAROLD C. ABRAMSON
                                                UNITED STATES BANKRUPTCY JUDGE

Submitted by and upon entry
please return a copy to:

Louis R. Strubeck, Jr.
Texas State Bar No.  19425600
FULBRIGHT & JAWORSKI, L.L.P.
2200 Ross Avenue, Suite 2800
Dallas, TX  75201
Phone:      214.855-8040
Fax:        214.855-8200
E-mail:     lstrubeck@fulbright.com

Counsel for Debtors

DEBTORS' MOTION FOR ORDER AUTHORIZING
IMPLEMENTATION OF KEY EMPLOYEE RETENTION PROGRAM                          PAGE 7

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