Document:

Rural/Metro Management Incentive Program Summary

 Exhibit 10.1 
  

			
	

	 	 Rural/Metro Management Incentive
 Program
Summary

  
 Purpose of Plan 
  
 Rural/Metro’s Management Incentive Program (MIP) is an annual cash incentive plan for
the key executive positions as designated below. The MIP is designed to promote, recognize, and financially reward exceptional performance. This is accomplished by: 
  

	•	 	Establishing goals to encourage and influence superior performance and a high degree of accountability 

  

	•	 	Communicating to eligible employees the importance of performance excellence, of substantially exceeding budget expectations, and of achieving other objectives annually agreed to as
“soft goals” 

  

	•	 	Aligning executive accountability and corporate goals 

  
 This Plan summary document does not establish enforceable employee rights, contractual or otherwise, and does not establish an employment relationship enforceable
by the participant. Further, the annual amounts, budget expectations, and soft goals require review and approval by the Board of Directors. 
  
 Plan Document 
  
 In an effort to provide the incentive to outperform the goal, “Consolidated Budgeted Net Income from Continuing Operations”, in the case of corporate executives and
“Regional Budgeted Operating Income from Continuing Operations”, in the case of Group Presidents, the Company has established a “sliding scale” award system as follows: 
  

																
	 Percentage of Goal

	  	CEO

	 	 	 Executive
 Vice President

	 	 	 Senior
 Vice President

	 	 	 Corporate
 Vice President

	 	 	 Group
 Presidents

	 
	 90%
	  	50.00	%	 	31.00	%	 	31.00	%	 	28.00	%	 	28.00	%
	 100%
	  	80.00	%	 	50.00	%	 	50.00	%	 	45.00	%	 	45.00	%
	 125%
	  	100.00	%	 	62.00	%	 	62.00	%	 	56.00	%	 	56.00	%
	 150%
	  	125.00	%	 	75.00	%	 	75.00	%	 	67.00	%	 	67.00	%

  
 The potential award is adjusted
incrementally at each 1% point for goal achievements between 90% and 150%. 

 For example: If the Company achieved 104% of goal; the CEO award would calculate to 83.20% (or 1.04 * 80%), while
the Senior Vice President award would calculate to 52% (or 1.04 * 50%). 
  
 Note: The MIP is discretionary and subject to change or termination by the Board of Directors at any time without notice. 
  
 Administration 
  

	•	 	The Compensation Committee of the Board of Directors, under the leadership of the Chair, is responsible for the overall administration of the MIP. The Compensation Committee is,
therefore, defined as the “Plan Administrator”. 

  

	•	 	The CEO and the company’s Vice President & Treasurer serve as staff to the Plan Administrator to provide reports, make recommended design modifications, and ensure accuracy
of reporting. 

  

	•	 	The Plan Administrator resolves any disputes concerning the plan, including payout disputes. 

  

	•	 	The Board of Directors approves any or all recommendations made by the Compensation Committee before they are considered to be adopted. 

  
 Duration of the Plan 
  
 The MIP is measured in terms of hard and soft goals. Hard goals are measured from July 1st to June 30th of the
respective fiscal year, and soft goals are measured from January 1st to November 30th of the respective calendar year. The MIP is, by design and intent, fully discretionary and the provisions may be modified at
any time to meet specific business objectives of the Company. 
  
 The MIP is
designed as a calendar year plan; however, audited June 30th fiscal year–end financial statements available by September 30th are utilized to substantiate hard goal achievements. 
  
 Eligibility 
  
 To participate in the MIP, certain eligibility requirements apply in addition to the position titles designated above, i.e., throughout the duration of the specific MIP
period as defined above, the participant must: 
  

	 	•	 	Not be functioning under any corrective action plan; 

  

	 	•	 	Not terminate (or give notice to terminate) his/her employment with the company (unless otherwise agreed to in a separate employment agreement); and 

  

	 	•	 	Unless specifically exempted by the Plan Administor, have continuously functioned in an eligible position until the MIP payout date. 

 Determination of Scoring Criteria 
  

	•	 	Awards are calculated utilizing the predetermined relative value scoring criteria established for each annual goal. Ultimately, however, the eligibility for, and payment of, any and
all incentive compensation under the MIP is entirely discretionary and subject to the recommendation of the Plan Administrator and approval of the Board of Directors. 

  

	•	 	The MIP allows the Chief Executive Officer in conjunction with the Compensation Committee to recommend an incentive award that may be in excess of 100% of the projected relative
value scoring criteria based on individual achievements of hard and soft goals. 

  

	•	 	Participants who are hired, transferred or promoted into or out of an eligible position or whose employment ends due to death, disability, retirement or separation under the
Corporation’s Severance Policy, may, but need not be, considered for a prorated incentive award based on the actual number of months worked. 

  

	•	 	In the case of a participant transferring from one eligible position to another eligible position, past performance is considered in determining an award. 

 
 Development of Scoring Criteria 
  

	•	 	Unless otherwise stipulated by an employment agreement, each participant develops, in cooperation with their Supervisor, specific scoring criteria including hard and soft goals. The
‘percentage of goal’ to be applied is primarily based on “Consolidated Actual Net Income from Continuing Operations”, or in the case of Group Presidents on “Regional Actual Operating Income from Continuing Operations”
as adjusted for cost of capital and goodwill impairment charges, if any. The Board of Directors, at its discretion, can adjust the Consolidated Actual Net Income from Continuing Operations calculation to consider Board actions taken in the best
long-term interest of the Company. Hard goals are then weighted at 70% and soft goals are weighted at 30% of the overall award. Soft goals are specific to regional or corporate directives with emphasis on accountability related to each individual
participant. 

  

	•	 	The Plan Scoring Criteria Form (“PSCF”) outlines specific goals with an assigned relative value weighting. This relative value weighting is reviewed and recommended by the
Plan Administrator with final approval of the Board of Directors. 

  

	•	 	It is envisioned that the MIP relative value scoring criteria will total 100%; however, at the recommendation of the Plan Administrator and by approval of the Board of Directors
this award may exceed 100%. 

  
 Payout Conditions 

 

	•	 	A preliminary report is given to the Board of Directors in October presenting the audited numbers for the hard goals and the preliminary expectations on the soft goals. The majority
of the soft goals are completed by October, therefore, it is possible to provide a reasonable estimate. Any necessary updates on soft goals completed after the October Board meeting will be provided during the December meeting.

  

	•	 	It is the intention of this Plan that the Board of Directors will receive the appropriate information at the December Board Meeting to review and approve the awards and the awards
would be paid as soon as possible after each December Board Meeting but in no case later than December 31st.

  

	•	 	Incentive awards are calculated using the participants’ annual base pay at the time of the award payout. 

  

	•	 	Incentive awards are subject to normal payroll withholding.4th Amendment of Employment Agreement, June  29, 2003 for David A. Levin

 Exhibit 10.17 
  
 FOURTH AMENDMENT TO 
 EMPLOYMENT AGREEMENT 
  
 WHEREAS, Casual
Male Retail Group, Inc., (formerly Designs, Inc., “CMRG”) and David A. Levin (“Executive”) entered into a certain Employment Agreement dated as of March 31, 2000, as amended by Letter Agreement dated April 10, 2001, Second
Amendment to Employment Agreement dated January 30, 2003 and by Third Amendment to Employment Agreement dated July 9, 2003 (hereinafter referred to as the “Agreement”); and 
  
 WHEREAS, Company and Executive wish to amend, modify and/or restate certain terms, provisions, conditions, and covenants of the Agreement.

  
 NOW, THEREFORE, in consideration of the foregoing, and of the promises,
covenants, conditions and agreements contained herein, and for One Dollar ($1.00) and for other good and valuable consideration, the receipt and sufficiency of which is hereby expressly acknowledged, the Company and Executive hereby agree to amend
the Agreement as follows: 
  

	1.	Section 3 of the Agreement is hereby deleted in its entirety and the following is hereby substituted in lieu thereof: 

  
 “3.    COMPENSATION 
  
 As Compensation for the employment services to be rendered by the Executive
hereunder; the Company agrees to pay to Executive, and Executive agrees to accept, payable in equal installments in accordance with Company practice an annual base salary of $575,000, effective as of May 1, 2004.” 
  

	2.	Except as herein specifically modified and amended, all of the terms, provisions, conditions, and covenants of the Agreement shall continue in full force and effect and shall be
deemed unchanged except to the extent modified and amended herein. 

  
 IN WITNESS WHEREOF, the parties hereto have executed this Second Amendment to Employment Agreement as a sealed instrument, in any number of counterpart copies, each of which shall be deemed an original for all purposes, as of the day and
year first written below. 
  
 CASUAL MALE RETAIL GROUP, INC. (Company)

  
  

							
				
	By:	 	/s/    DENNIS R.
HERNREICH              	 	 	 	June 29, 2004
	 	 	 Dennis R. Hernreich
 Executive Vice
President,
 Chief Operating Officer,
 Chief Financial Officer,
Treasurer
 and Secretary
	 	 	 	Date
				
	 	 	  
 Executive
  
  
 /s/    DAVID A.
LEVIN                          
	 	 	 	June 29, 2004
	 	 	David A. Levin	 	 	 	Date

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