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                                                                   EXHIBIT 10.63

          PATENT AND INTELLECTUAL PROPERTY ASSIGNMENT AGREEMENT

      THIS AGREEMENT is made the 27th day of September 2000 by and between
SuperGen, Inc. ("SuperGen"), a company incorporated in the State of Delaware,
and AMUR Pharmaceuticals, Inc. ("Amur"), a company incorporated in the State of
Delaware.

      WHEREAS, SuperGen and Amur are parties to an Asset Purchase Agreement
dated February 18, 2000, pursuant to which Amur agrees to assign to SuperGen its
title, rights and interest in and to the patent and patent applications
described in Schedule 1;

      WHEREAS, SuperGen and Amur wish to document by formal assignment to
SuperGen of Amur's title, interest and rights in and to the patent and patent
applications.

      SuperGen and Amur therefore agree as follows.

      1.    "Assigned Patents" shall mean the issued U.S. and foreign patents
and patent applications listed on Schedule 1, including, but not limited to, (i)
all know-how, trade secrets, discoveries, concepts, ideas, technologies, whether
patentable or not, including processes, methods, formulas and techniques related
to the foregoing, any and all written, unpatented technical or scientific
information developed or acquired by Amur, including laboratory and clinical
notebooks, research data, research memoranda, computer software (including
source code), computer records, scientist's notes, consultant reports, research
reports from third parties, abandoned patent applications, invention
disclosures, patentability reports and searches, patent and literature
references, and the like developed or acquired before the date hereof related to
such patents and patent applications; (ii) any and all copyrights, copyright
registrations and copyrightable subject matter owned or controlled by Amur
related to such patents and patent applications; and (iii) any trademarks
related to such patents or patent applications.

      2.    For good and valuable consideration, receipt of which is hereby
acknowledged, Amur hereby assigns to SuperGen all of the right, title and
interest in (i) the inventions disclosed in any patent or application listed on
Schedule 1, (ii) the Assigned Patents, (iii) any U.S. or foreign Letters Patent
which may issue from any application listed on Schedule 1, and (iv) all
divisions, continuations, reissues, re-examinations and extensions of the
patents and applications listed on Schedule 1. Amur further acknowledges that
included in this assignment is the right to bring suit to enforce any of the
Assigned Patents against activities which occurred before the date of this
Agreement.

      3.    Amur agrees to execute upon the request of SuperGen any assignment
paper or other document reasonably necessary to evidence the assignment of the
rights hereunder to SuperGen, and agrees to cooperate with SuperGen in all other
matters relating to the assignment of these rights to SuperGen.

      4.    This Agreement shall be construed in accordance with and governed by
the laws of the State of California, excluding any choice of law rules which
direct the application of the laws of another jurisdiction.

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      5.    This Agreement, together with the Asset Purchase Agreement,
constitutes the sole understanding of the parties with respect to the
transactions provided herein and supersedes and merges herein any previous
agreements and understandings, oral and written, between the parties hereto with
respect to the subject matter hereof.

      IN WITNESS WHEREOF, this Agreement was executed by Amur and SuperGen on
September 27, 2000.

AMUR PHARMACEUTICALS, INC.              SUPERGEN, INC.

By: /s/ Sandi Yurichuk                  By: /s/ Joseph Rubinfeld
    ---------------------------             -----------------------------------
    Name: Sandi Yurichuk                    Name:  Joseph Rubinfeld, Ph.D.
    Title: President & CEO                  Title:  President/CEO

                                      -2-<PAGE>

                                                                  Exhibit 10(iv)
                        VALMONT EXECUTIVE INCENTIVE PLAN

         1. PURPOSE. The principal purpose of the Valmont Industries, Inc.
Executive Incentive Plan (the "Plan") is to provide incentives to executive
officers and other senior management officers of Valmont ("Valmont") who have
significant responsibility for the success and growth of Valmont and to assist
Valmont in attracting, motivating and retaining executive officers on a
competitive basis.

         2. ADMINISTRATION OF THE PLAN. The Plan shall be administered by the
Compensation Committee of the Board of Directors (the "Committee"). The
Committee shall have the sole discretion to interpret the Plan; approve a
pre-established objective performance measure or measures annually; certify the
level to which each performance measure was attained prior to any payment under
the Plan; approve the amount of awards made under the Plan; and determine who
shall receive any payment under the Plan.

         The Committee shall have full power and authority to administer and
interpret the Plan and to adopt such rules, regulations and guidelines for the
administration of the Plan and for the conduct of its business as the Committee
deems necessary or advisable. The Committee's interpretations of the Plan, and
all actions taken and determinations made by the Committee pursuant to the
powers vested in it hereunder, shall be conclusive and binding on all parties
concerned, including Valmont, its stockholders and any person receiving an award
under the Plan.

         3. ELIGIBILITY. Executive officers and other senior management
officers of Valmont shall be eligible to receive awards under the Plan. The
Committee shall designate the executive officers and other senior management
officers who will participate in the Plan each year.

         4. AWARDS. The Committee shall establish annual and/or long-term
incentive award targets for participants. If an individual becomes an executive
officer or senior management officer during the year, such individual may be
granted eligibility for an incentive award for that year upon such individual
assuming such position; provided, if such person is a covered employee under
Section 162(m) of the Internal Revenue Code, the eligibility of such person
shall be conditioned on compliance with Section 162(m) for tax deductibility of
the award.

         The Committee shall also establish annual and/or long-term performance
targets which must be achieved in order for an award to be earned under the
Plan. Such targets shall be based on earnings, earnings per share, growth in
earnings per share, achievement of annual operating profit plans, return on
equity performance, or similar financial performance measures as may be
determined by the Committee. The specific performance targets for each
participant shall be established in writing by the Committee within ninety days
after the commencement of the fiscal year (or within such other time period as
may be required by Section 162(m) of the Internal Revenue Code) to which the
performance target relates. The performance target shall be established in such
a manner than a third party having knowledge of the relevant facts could
determine whether the performance goal has been met.

         Awards shall be payable following the completion of the applicable
fiscal year upon certification by the Committee that Valmont achieved the
specified performance target established for the participant. Awards may be paid
in cash or common stock. Notwithstanding the attainment by Valmont of the
specified performance targets, the Committee has the discretion, for each
participant, to reduce some or all of an award that would otherwise be paid.
However, in no event may a participant receive an award of more than 400% of
such participant's base salary under the Plan in any fiscal year; for this
purpose, a participant's base salary shall be the base salary in effect at the
time the Committee establishes the performance targets for a fiscal year or
period.

         5. MISCELLANEOUS PROVISIONS. Valmont shall have the right to deduct
from all awards hereunder paid in cash any federal, state, local or foreign
taxes required by law to be withheld with respect to such awards. Neither the
Plan nor any action taken hereunder shall be construed as giving any employee
any right to be retained in the employ of Valmont. The costs and expenses of
administering the Plan shall be borne by Valmont and shall not be charged to any
award or to any participant receiving an award.

         6. EFFECTIVE DATE, AMENDMENTS AND TERMINATION. The original Plan became
effective on December 19, 1995 and was approved by the stockholders of Valmont
in April 1996. This amended Plan was approved by directors on February 26, 2001
subject to approval by Valmont stockholders at the 2001 annual meeting of
stockholders. The Committee may at any time terminate or from time to time amend
the Plan in whole or in part, but no such action shall adversely affect any
rights or obligations with respect to any awards previously made under the Plan.
However, without stockholder approval no amendment of the Plan shall be
effective which would increase the maximum amount which can be paid to any one
executive officer under the Plan in any fiscal year, which would change the
performance targets permitted under the Plan for payment of awards, or which
would modify the requirement as to eligibility for participation in the Plan.

                                       15
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                                  EXHIBIT 10.36

                        AMENDMENT TO EMPLOYMENT AGREEMENT

November 1, 2000

Mr. Thomas A. Rumptz
Horizon Group Properties, Inc.
5000 Hakes Drive
Muskegon, MI 49441

Dear Tom:

As you are aware, Horizon Group Properties, Inc. has retained Secured Capital
Corp as its strategic advisor to assist us in evaluating strategic alternatives
including the possible disposition of some or all of our portfolio in an effort
to enhance shareholder value.

Your efforts on behalf of the company have been important and will continue to
be important as we embark on this new phase.

While we engage in our efforts to maximize the value of our portfolio, we
recognize that the employees could have concerns about their future with the
company. Although I have discussed various possible scenarios which could have
little, if any, impact on your position with the company (including a portfolio
purchaser retaining our company as its leasing agent and manager, that only some
of our properties are actually sold, and/or that we start another line of
business which requires your expertise), there is no absolute guarantee or
promise of continuing employment that I can give. In light of these
circumstances and the company's desire that you remain fully committed to your
efforts on its behalf, the company intends to both reward you for contributing
to a successful transaction and afford you appropriate protection in the event
of a transaction after which we cannot offer you continued employment.

Accordingly, this letter sets forth the terms of your continued employment with
the company:

1.   SALARY AND DISCRETIONARY ANNUAL BONUS. You will continue your current
     salary, subject to discretionary increases according to our current company
     policy. You will also continue to be eligible for a discretionary annual
     bonus in February, 2001, also in accordance with our current company
     policy.

2.   SUCCESS BONUS ON PORTFOLIO DISPOSITION. Provided that you have not resigned
     prior to the actual closing date of the sale of all or substantially all of
     your portfolio, you will receive a success bonus if and when the company
     sells all or substantially all of our portfolio (the "Success Bonus"). The
     Success Bonus shall be calculated on the following basis:

<TABLE>
<CAPTION>

GROSS SALES PROCEEDS FOR THE PORTFOLIO               PERCENTAGE OF
IN EXCESS OF OUTSTANDING MORTGAGE DEBT*              YOUR ANNUAL SALARY
--------------------------------------               ------------------
<S>                                                 <C>
Less than $40 Million                                Discretionary
Between $40 and $50 Million                          50%
Between $50 and $60 Million                          75%
Greater than $60 Million                             100%
</TABLE>

*cumulative based on one or a series of transaction

The Success Bonus, if any, will be payable to you if you have not resigned prior
to the final transaction closing date and shall be paid within thirty (30) days
following the final transaction closing date.

2.   SEVERANCE BENEFITS. In addition to the bonus above, if you are terminated
     by the company, you shall receive a severance payment equal to twelve (12)
     months salary not later than thirty (30) days after your termination.
     Additionally, if you are terminated by the company and if you elect COBRA
     insurance coverage after your termination, the company will continue to pay
     the company's portion of your (and your family, if applicable) insurance
     coverage for twelve (12) months after your termination. After said twelve
     (12) month period, you will be solely liable for the payment of any and all
     COBRA insurance overage for as long as you elect to continue COBRA
     insurance coverage. No severance benefits shall be payable to you in the
     event of your resignation.

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4.   TERM OF THIS AGREEMENT. This letter agreement shall be valid and binding
     from the date of your execution through March 31, 2001. If your Success
     Bonus, if any, has become vested but has not yet been paid on or before
     March 31, 2001, it will be paid to you within thirty (30) days after the
     final transaction closing date. If you have been terminated by the company
     on or before March 31, 2001, you shall receive the balance of the severance
     benefits due to you as set forth above. If there is a change of control of
     the company prior to March 31, 2000 this agreement will be extended twelve
     (12) months from the date upon which the change of control takes affect.
     However, if all or substantially all of the portfolio has not been sold
     prior to April 1, 2001, no Success Bonus, if any, shall be payable.
     Further, if you are employed by the company on or after April 1, 2001, the
     severance benefits provided for in this letter agreement shall terminate
     and no longer be applicable in the event of a termination unless a change
     of control has occurred as identified in this section.

Notwithstanding the above, the company may terminate an employee's employment
for cause at any time if the employee (a) commits an act of fraud, embezzlement
or misappropriation of company funds with respect to the company, (b) is
convicted of a felony or (c) commits a material breach of any of his or her
obligations as an employee of the company and the employee fails to correct such
breach within thirty (30) days (or such shorter period of time as may be
reasonable warranted) of receipt by the employee of written notice from the
company specifying in reasonable detail the nature of such breach. Upon an
employee's termination for cause, the company shall have no further obligation
to pay the employee any salary or to provide the employee with any other

employee benefits (including severance benefits) hereunder except for any salary
and other benefits that have fully accrued and vested but have not been paid as
of the effective date of such termination.

Nothing contained in this letter agreement shall be construed, in any way, to
limit or impair the company's right to terminate your employment at any time for
any reason.

Your signature on this letter constitutes your agreement to its terms and
conditions. Please sign and retain this original and return one copy of the
executed agreement to me.

Very truly yours,

/s/ Gary J. Skoien

Gary J. Skoien, Chairman, CEO and President

APPROVED AND ACCEPTED BY:

 /s/ Thomas A. Rumptz
---------------------                       ------------------
(NAME)                                      (DATE)

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