Document:

NATIONAL SEMICONDUCTOR CORPORATION

                 2003 EXECUTIVE OFFICER INCENTIVE PLAN AGREEMENT

                                    ARTICLE 1

                                   DEFINITIONS

     Whenever used in the Agreement,  unless otherwise indicated,  the following
terms shall have the respective meanings set forth below:

Agreement
---------
          This Executive Officer Incentive Plan Agreement.

Award
-----
          The amount to be paid to a Plan Participant.

Award Date
----------
          The  date  set  by  the  Committee  for  payment  of  Awards,  usually
          approximately   forty  days  after  the  Company   makes   public  its
          consolidated financial statements for the fiscal year.

Annual Incentive
Base Salary
-----------
          Generally,  the annualized base remuneration received by a Participant
          from the Company at the end of the fiscal year.  Extraordinary  items,
          including but not limited to prior awards,  relocation  expenses,  car
          allowances,  international  assignment allowances and tax adjustments,
          sales  incentives,  amounts  recognized  as income from stock or stock
          options,  disability  benefits (whether paid by the Company or a third
          party) and other similar kinds of extra or additional remuneration are
          excluded from the computation of Annual Incentive Base Salary.

Company
-------
          National  Semiconductor  Corporation ("NSC"), a Delaware  corporation,
          and any other corporation in which NSC controls directly or indirectly
          fifty  percent  (50%) or more of the  combined  voting power of voting
          securities, and which has adopted this Plan.

Committee
---------
          A committee comprised of directors of NSC who are not employees of the
          Company,  as more fully  defined in the  Executive  Officer  Incentive
          Plan.

<PAGE>

Disability
----------
          Inability  to perform any  services  for the  Company and  eligible to
          receive disability  benefits under the standards used by the Company's
          disability benefit plan or any successor plan thereto.

Executive Officer
-----------------
          An  officer  of the  Company  who is  subject  to  the  reporting  and
          liability  provisions of Section 16 of the Securities and Exchange Act
          of 1934.

Incentive Levels
----------------
          Percentage of Annual  Incentive Base Salary  assigned to a Participant
          as a Target Award.

Participant
-----------
          An Executive  Officer  designated as a Participant in accordance  with
          the provisions of Article 3.

Participant
Goal
----
          Factors   considered   and  scored  to  determine   the  amount  of  a
          Participant's  Award,  which  shall  be  based  on one or  more of the
          business  criteria  listed in  Section  5(b) of the  Plan.  Individual
          Performance Goals may have two levels of performance as follows:

          (i) Target -- Expected  performance,  as established by the Committee,
          reflecting a degree of difficulty  which has a reasonable  probability
          of achievement.

          (ii)  Stretch -- Better  than  Target  performance  and  reflecting  a
          greater degree of difficulty.

          Corporate financial Performance Goals will also have a Threshold level
          of  performance,   which  will  be  a  minimum   acceptable  level  of
          performance.

Retirement
----------
          Permanent  termination  of  employment  with the Company,  and (a) the
          Participant's  age is  either  sixty-five  (65)  or  age  is at  least
          fifty-five  (55) and age plus  years of  service  in the employ of the
          Company is sixty-five  (65) or more, and (b) the retiring  Participant
          has confirmed to the Vice  President-Finance of the Company that he or
          she does not intend to engage in a full-time vocation.

<PAGE>

Target Award
------------
          The Award,  expressed as a percentage of Annual  Incentive Base Salary
          at the assigned  Incentive Level,  that may be earned by a Participant
          for achievement of the Target level of performance.

     All  capitalized  terms used in this  Agreement and not  otherwise  defined
herein have the meanings  assigned to them in the  Executive  Officer  Incentive
Plan.

                                    ARTICLE 2

                                 EFFECTIVE DATE

     The Agreement will become effective as of May 27, 2002, to be effective for
the Company's fiscal year 2003.

                                    ARTICLE 3

                       ELIGIBILITY FOR PLAN PARTICIPATION

A. Within ninety (90) days after the  commencement of the Company's fiscal year,
the  Committee  shall  designate  those  Executive  Officers  who  shall be Plan
Participants for the fiscal year and their respective Incentive Levels.

B. Participants will be notified once the Committee has designated  Participants
for  the  fiscal  year.  Continued  participation  will be  re-evaluated  by the
Committee  annually pursuant to Article 3A supra at the beginning of each fiscal
year.

C. Newly hired  Executive  Officers  and persons who are  promoted to  Executive
Officers may be added as  Participants  to the Plan by the Committee  during the
fiscal year.  Such  Participants  will receive a prorated Award based on time of
participation in the Plan.

D.  Participants  may be removed  from the Plan  during  the fiscal  year at the
discretion  of the  Committee.  Participants  so removed will receive a prorated
Award based on length of participation in the Plan.

<PAGE>

                                    ARTICLE 4

                         TARGET AWARDS/INCENTIVE LEVELS

A. Each Participant  will be assigned an Incentive Level with associated  Target
Awards  expressed as  percentages  of the  Participant's  Annual  Incentive Base
Salary.

B. In the event that a Participant  changes positions during the Plan Period and
the change results in a change in Incentive  Level,  whether due to promotion or
demotion, the Incentive Level will be prorated to reflect the time spent in each
position.

                                    ARTICLE 5

                             PLAN PERFORMANCE GOALS

A. Performance Goals and associated weights will be established by the Committee
within  ninety  (90) days after the start of the fiscal  year.  Each  individual
Performance  Goal will have a defined Target level of performance and may have a
defined Stretch level as well.  Corporate financial  Performance Goals will have
defined  Threshold,  Target and Stretch levels of performance.  All Participants
will be given the same corporate financial Performance Goals.  Performance Goals
and their  associated  weights may change from one fiscal year to another fiscal
year to reflect the Company's operational and strategic goals, but must be based
on one or more of the business criteria listed in Section 5(b) of the Plan.

B. Actual Award  amounts may range between 0% and 200% of Target based on actual
achievement on Performance  Goals.  Each  Performance Goal will be scored at the
end of the fiscal  year.  The sum of the scoring on the  Performance  Goals will
determine the total performance level for the year.

                                    ARTICLE 6

                        CALCULATION AND PAYMENT OF AWARDS

A. A Participant's  Award will be calculated as a percentage of Annual Incentive
Base Salary at the end of the fiscal year as follows:

     1)   The Participant's Target Award is determined prior to the beginning of
          the fiscal year,  based on the  Participant's  Incentive Level and the
          Annual  Incentive  Base Salary as  reflected  by the  Company's  human
          resources information systems.

     2)   The performance of each Participant is scored at the end of the fiscal
          year, with the sum of the scoring on each Performance Goal determining
          the total performance level.
<PAGE>

     3)   The total  performance  level shall be multiplied by the Participant's
          Incentive  Level.  No one  individual  Award  may  exceed  200% of the
          Participant's Target Award amount.

     4)   The  Committee  may  adjust  Awards  to  reflect  discretion  it deems
          appropriate. As a result, some or all Award amounts may be adjusted to
          reflect the exercise of the Committee's discretion.

B. The Committee  will score the  performance of the Plan  Participants.  Awards
will be paid only after the  Committee  certifies in writing that the ratings on
the Performance Goals have been attained.

C. Awards will be paid in cash on or about the Award Date.

D. Awards will reflect the Participant's  Annual Incentive Base Salary in effect
at the end of the fiscal year.  Participants  who take a leave of absence during
the fiscal year for good cause shown to the  satisfaction  of the Committee will
have their Awards prorated to reflect actual pay earned during the fiscal year.

E. Any Awards that are  prorated  for any reason  under the terms of the Plan or
this  Agreement  will be prorated based on the effective date of the change that
resulted in the proration.

                                    ARTICLE 7

                            TERMINATION OF EMPLOYMENT

A. To be eligible to receive an Award,  the Participant  must be employed by the
Company  on the  last  working  day of the  fiscal  year.  A  Participant  whose
employment has terminated  prior to that date will forfeit the Award,  except as
otherwise provided in this Article 7.

B. If a  Participant's  employment  is  terminated  during  the  fiscal  year by
Disability,  Retirement,  or  death,  the  Participant  will  receive  an  Award
reflecting  the  Participant's   performance  and  actual  period  of  full-time
employment during the fiscal year.

C. Unless local law or regulation  provides  otherwise,  payments of Awards made
upon  termination of employment by death shall be made on the Award Date to: (a)
beneficiaries  designated  by the  Participant;  if  none,  then  (b) to a legal
representative  of the  Participant;  if none, then (c) to the persons  entitled
thereto as determined by a court of competent jurisdiction.

<PAGE>

D. Participants  whose employment is terminated by reduction in force during the
fiscal year will receive no Award. If a  Participant's  employment is terminated
by  reduction  in force  after the fiscal  year but before the Award  Date,  the
Participant will receive the Award on the Award Date.

E.  The  Committee   reserves  the  right  to  reduce  an  Award  to  reflect  a
Participant's absence from work during a fiscal year.

F.  Notwithstanding any other provisions of this Agreement to the contrary,  the
right of a Participant to receive an Award,  including Awards deferred  pursuant
to the  provisions  of  Article  8,  shall  be  forfeited  if the  Participant's
employment is terminated for good cause shown such as acts of moral turpitude, a
reckless  disregard  of the  rights  of other  employees  or  because  of or the
Participant  is  discovered to have engaged in fraud,  embezzlement,  dishonesty
against  the  Company,  obtaining  funds  or  property  under  false  pretenses,
assisting a competitor without permission,  or interfering with the relationship
of the Company with a customer.  A Participant's Award will be forfeited for any
of the above reasons  regardless  of whether such act is discovered  prior to or
subsequent  to the  Participant's  termination  of  employment  or payment of an
Award. If an Award has been paid, such payment shall be repaid to the Company by
the Participant.

                                    ARTICLE 8

                               DEFERRAL OF AWARDS

     Participants eligible to participate in the Company's Deferred Compensation
Plan  (the  "Deferred  Compensation  Plan")  may  elect  to make an  irrevocable
election to defer receipt of all or any portion of any Award  pursuant to and in
accordance with the terms of the Deferred Compensation Plan.

                                    ARTICLE 9

                         INTERPRETATIONS AND RULE-MAKING

     The  Committee  shall have the sole right and power to: (i)  interpret  the
provisions  of  the  Agreement,   and  resolve   questions   thereunder,   which
interpretations  and resolutions shall be final and conclusive;  (ii) adopt such
rules  and  regulations  with  regard to the  administration  of the Plan as are
consistent  with the terms of the Plan and the  Agreement,  and (iii)  generally
take all  action to  equitably  administer  the  operation  of the Plan and this
Agreement.

<PAGE>

                                   ARTICLE 10

             DECLARATION OF INCENTIVES, AMENDMENT, OR DISCONTINUANCE

     The  Committee  may on or before the Award Date:  (i) determine not to make
any  Awards  to any or all  Participants  for any  fiscal  year;  (ii)  make any
modification or amendment to this Agreement for any or all Participants provided
such  modification  or amendment is in accordance with the terms of the Plan; or
(iii)  discontinue  this  Agreement  for any or all  Participants  provided such
modification or amendment is otherwise in accordance with the Plan.

                                   ARTICLE 11

                                  MISCELLANEOUS

A. Except as provided in the Deferred Compensation Plan, no right or interest in
the Plan is transferable or assignable except by will or the laws of descent and
distribution.

B.  Participation  in the  Plan  does  not  guarantee  any  right  to  continued
employment  and the  Committee  and  management  reserve  the  right to  dismiss
Participants  for any reason  whatsoever.  Participation in one fiscal year does
not guarantee a Participant the right to participation in any subsequent  fiscal
year.

C. The Company  reserves the right to deduct from all Awards under this Plan any
sums due the Company as well as any taxes or other amounts required by law to be
withheld with respect to Award payments.

D. Maintenance of financial information relevant to measuring performance during
the fiscal year will be the responsibility of the Chief Financial Officer of the
Company.

E. The provisions of the Plan shall not limit,  or restrict,  the right or power
of the  Committee to continue to adopt such other plans or programs,  or to make
salary,  bonus,  incentive,  or other payments,  with respect to compensation of
Executive Officers, as in its sole judgment it may deem proper.

F. Except to the extent  superseded  by federal  law,  this  Agreement  shall be
construed in accordance with the laws of the State of California.
<PAGE>

G. No member of the Company's  board of directors or any officer,  employee,  or
agent of the Company shall have any liability to any person, firm or corporation
based on or arising out of this Agreement or the Plan.

H. Any dispute relating to or arising from this Agreement shall be determined by
binding  arbitration  by a three  member  panel chosen under the auspices of the
American  Arbitration  Association and acting pursuant to its Commercial  Rules,
sitting in San Jose, California.  The panel may assess all fees, costs and other
expenses,   including   reasonable   counsel   fees,  as  the  panel  sees  fit.
Notwithstanding  the parties'  election to use  arbitration to resolve  disputes
under this Agreement,  nothing  contained in that election shall preclude either
party, if the circumstances  warrant, from seeking extraordinary relief, such as
injunction  and  attachment,   from  any  court  of  competent  jurisdiction  in
California.NATIONAL SEMICONDUCTOR CORPORATION

                        2003 KEY EMPLOYEE INCENTIVE PLAN

1.       Objective

     The  National  Semiconductor  Key Employee  Incentive  Plan ("the Plan") is
designed to retain  executives and other selected  employees and reward them for
making  major  contributions  to the success and  profitability  of the Company.
These  objectives are accomplished by making incentive awards under the Plan and
providing Participants with a proprietary interest in the growth and performance
of the Company.

2.       Definitions

     Whenever used in the Plan, unless otherwise indicated,  the following terms
shall have the respective meanings set forth below:

Award
-----
          The  amount  to be paid to a Plan  Participant  at the end of the Plan
          Period.

Award Date
----------
          The date forty days after the Company makes its consolidated financial
          statements for the fiscal year generally available to the press.

Annual Incentive
Base Salary
-----------
          Generally,  the annualized base remuneration received by a Participant
          from the Company at the end of the Plan Period.  Extraordinary  items,
          including but not limited to prior awards,  relocation  expenses,  car
          allowances,  international  assignment allowances and tax adjustments,
          sales  incentives,  amounts  recognized  as income from stock or stock
          options,  disability  benefits (whether paid by the Company or a third
          party),  and other similar  kinds of extra or additional  remuneration
          are excluded from the computation of Annual Incentive Base Salary.

Company
-------
          National  Semiconductor  Corporation  ("NSC") and any  corporation  in
          which NSC controls  directly or indirectly fifty percent (50%) or more
          of the  combined  voting  power of  voting  securities,  and which has
          adopted this plan.

Committee
---------
          The Stock Option and Compensation  Committee of the Board of Directors
          of the Company.

Disability
----------
          Inability  to perform any  services  for the  Company and  eligible to
          receive disability  benefits under the standards used by the Company's
          disability benefit plans or any successor plan thereto.

<PAGE>
Employee
--------
          An individual in the regular  employ of the Company at any time during
          the Plan Period.

Executive
Officer
-------
          An  Employee  of the  Company  who is  subject  to the  reporting  and
          liability  provisions of Section 16 of the Securities and Exchange Act
          of 1934.

Extraordinary
Occurrence
----------
          Events  that,  in  the  opinion  of  the  Committee,  are  beyond  the
          significant  influence of Plan Participants or the Company and cause a
          significant  unintended  effect,  positive  or  negative,  on  Company
          operating and financial results.

Incentive
Levels
------
          Percentage of Base Salary assigned to a Participant as a Target Award.

Participant
-----------
          An Employee who at the time shall be a Participant in accordance  with
          the provisions of Article 4.

Performance
Goal
----
          Performance  measures and factors considered and scored in calculating
          a Participant's  Award.  Individual  Performance Goals will be defined
          with  a  Target  level  of  performance,  which  shall  mean  expected
          performance,  reflecting a degree of difficulty which has a reasonable
          probability of achievement.

Plan Period
-----------
          The fiscal year of the Company.

Retirement:
-----------
          Permanent  termination of employment with the Company,  and (a) age is
          either sixty-five (65) or age is at least fifty-five (55) and age plus
          years of service  in the  employ of the  Company is sixty five (65) or
          more,  and (b) the  terminating  employee  has  confirmed  to the Vice
          President - Finance of the  Company  that he or she does not intend to
          engage in a full time vocation.

Target Award:
-------------
          The Award,  expressed as a percentage of Annual  Incentive Base Salary
          at the assigned  Incentive Level,  that is earned by a Participant for
          achievement of the Target level of performance.

3.       Effective Date

         The Plan will be effective for the Company's fiscal year 2003.

<PAGE>
4.       Eligibility for Plan Participation

     A. At the beginning of the Plan Period,  management  will  recommend to the
President and CEO of the Company potential  Participants for the Plan Period and
their Incentive Level. The President and CEO of the Company shall have the final
authority to designate Plan  Participants and their Incentive Level for the Plan
Period. Executive Officers participating in the Executive Officer Incentive Plan
may not participate in the Plan.

     B.  Participants  will be notified of their  participation  on or about the
beginning of the Plan Period.  Continued  participation  will be re-evaluated at
the  beginning of each Plan Period and there is no guarantee  that a Participant
during one Plan Period will be a Participant in a subsequent Plan Period.

     C. Newly  hired  Employees  and newly  promoted  Employees  may be added as
Participants to the Plan during the Plan Period.  Participants  who are added to
the Plan during the Plan Period will receive a prorated Award based on length of
time of participation in the Plan.

     D.  Participants may be removed from the Plan during the Plan Period at the
discretion of management.  Participants so removed will receive a prorated Award
based on length of time of participation in the Plan.

     E. To receive  an Award,  a  Participant  must be an  Employee  on the last
working day of the Plan Period.

5.       Target Awards and Incentive Levels

     A. Each  Participant will be assigned an Incentive Level with an associated
Target Award  expressed as a percentage of the  Participant's  Annual  Incentive
Base Salary.

     B. In the event that a Participant changes positions during the Plan Period
and the change results in a change in Incentive Level,  whether due to promotion
or demotion,  the Incentive  Level will be prorated to reflect the time spent in
each position.

6.       Plan Performance Goals

     A. Management will determine corporate  financial  Performance Goals at the
start of the Plan Period.  Corporate financial  Performance Goals will determine
overall levels of incentive pools.

     B. Individual and group  Performance  Goals and associated  weights will be
established at the start of each Plan Period for each Participant.  Participants
in defined business or corporate  groups may have the same Performance  Goals or
they may have different  Performance  Goals,  as determined by management.  Each
Performance  Goal will have a defined Target level of  performance.  Performance
Goals and their  associated  weights  may change from one Plan Period to another
Plan Period to reflect the Company's operational and strategic goals.

     C. Weights for all  Performance  Goals will be established at the beginning
of the Plan Period.
<PAGE>

     D. Awards may range between 0% and 200% of Target,  based on performance as
scored by  management  at the end of the Plan Period.  The sum of the scoring on
the Performance Goals will determine the total performance level. For individual
and group  Performance  Goals,  management  judgment  will be used to  determine
scores for  performance  above or below the Target  Level of  performance.  As a
general  rule,  the minimum level of 50% must be achieved in order for any Award
to be paid,  but management  has the  authority,  in its sole  judgment,  to pay
Awards even if the minimum level of performance is not met.

     E. Under exceptional  circumstances,  revisions to Performance Goals may be
proposed at the midpoint of the Plan Period if the business  environment  or key
planning  assumptions change  significantly from conditions assumed at the start
of the Plan Period.  Such revisions are subject to approval by the President and
CEO of the Company.

     F. Performance Goals,  performance scales and Awards may be adjusted in the
event the Committee or the President and CEO of the Company  determine there has
been an Extraordinary  Occurrence during the Plan Period that (i) affects one or
more Performance Goals; (ii) unreasonably distorts Award calculations;  or (iii)
results in undue benefit or detriment to the Plan Participants. Such adjustments
will  be  made  solely  for  the  purpose  of  neutralizing  the  effect  of the
Extraordinary Occurrence.

7.       Calculation and Payment of Awards

     A. The Company shall set incentive pools for groups, which shall constitute
a maximum limit on Awards to all  Participants  for the Plan Period.  Subject to
this  limitation  set by the  incentive  pool,  a  Participant's  Award  will be
calculated as a percentage of Annual Incentive Base Salary as follows:

          1)   The Participant's  Target Award is determined at the beginning of
               the Plan Period,  based on the Participant's  Incentive Level and
               Annual  Incentive Base Salary as reflected by the Company's human
               resources information systems.

          2)   The  performance  of the  group on group  Performance  Goals  and
               individuals on individual  Performance Goals is scored at the end
               of the Plan Period.

          3)   The group's overall performance score and the corporate financial
               performance score creates an incentive pool for the group.

          4)   The  group's  incentive  pool is divided  among the  Participants
               within the group based generally on each Participant's individual
               performance  score.  Management  has  discretion to adjust Awards
               based on  individual  contributions  toward the  group's  overall
               performance   score.   Without  the  approval  of  the  Company's
               President and CEO, no one individual Award may exceed 200% of the
               Participant's Target Award amount.

          5)   Total Awards for each group may not exceed the maximum  limit set
               for that group's  incentive pool. As a result,  Award amounts may
               be adjusted to ensure  conformance  with the incentive pool limit
               set for the business group.

<PAGE>

     B. Measurement of performance on Performance Goals for Participants will be
scored by the Company.

     C. Awards will be paid in cash on or about the Award Date.

     D. Awards will reflect the  Participant's  Annual  Incentive Base Salary in
effect at the end of the Plan Period.  Participants  who take a leave of absence
during the Plan  Period  will have their  Awards  reduced on a prorata  basis to
reflect the leave of absence.

     E. Any Awards that are prorated for any reason under the terms of this Plan
will be prorated  based on the effective date of the change that resulted in the
proration and will be calculated  based on data contained in the Company's human
resource information systems.

8.       Termination of Employment

     A. To be eligible to receive an Award,  the Participant must be employed by
the  Company on the last  working  day of the Plan  Period.  A  Participant  who
terminates  employment  prior to the last working day of the Plan Period for any
reason other than Disability,  Retirement or death will forfeit all rights to an
Award.

     B. If a  Participant's  employment is terminated  during the Plan Period by
Disability,  Retirement or death, the Participant will receive an Award prorated
to reflect the Participant's actual period of employment during the Plan Period.

     C. Unless local law or regulation  provides  otherwise,  payments of Awards
made upon termination of employment by death shall be made on the Award Date to:
(i) beneficiaries  designated by the Participant;  if none, then (ii) to a legal
representative  of the Participant;  if none, then (iii) to the persons entitled
thereto as determined by a court of competent jurisdiction.

     D. Awards paid to Participants who have taken a leave of absence during the
Plan Period  will be prorated to reflect the actual  period of time spent on the
leave of  absence.  Participants  on leaves of absence on the Award Date who are
otherwise  eligible  to receive an Award will  receive the Award at the time all
other Participants receive their Awards.

     E.  Notwithstanding  any other provisions of the Plan to the contrary,  the
right of any  Participant to receive an Award under this Plan shall be forfeited
if the Participant's  employment is terminated  because of or the Participant is
discovered  to have  engaged  in fraud,  embezzlement,  dishonesty  against  the
Company,  obtaining  funds  or  property  under  false  pretenses,  assisting  a
competitor  without  permission,  or interfering  with the  relationship  of the
Company with a customer.  A  Participant's  Award,  including any Award that may
have been  previously  deferred,  will be forfeited for any of the above reasons
regardless  of whether  such act is  discovered  prior to or  subsequent  to the
Participant's  termination of employment or payment of an award. If an Award has
been paid, such payment shall be repaid to the Company by the Participant.
<PAGE>

9.       Deferral of Awards

     Participants who are eligible under the National Semiconductor  Corporation
Deferred Compensation Plan (the "Deferred  Compensation Plan") may elect to make
an  irrevocable  election  to defer  receipt of all or any  portion of any Award
pursuant to and in accordance with the terms of the Deferred Compensation Plan.

10.      Interpretations and Rule-Making

     The Company shall have the right and power to: (i) interpret the provisions
of the  Plan,  and  resolve  questions  thereunder,  which  interpretations  and
resolutions shall be final and conclusive; (ii) adopt such rules and regulations
with  regard  to the  administration  of the Plan as it deems  necessary  in its
discretion,  and (iii)  generally  take all action to equitably  administer  the
operation  of the Plan.  The  President  and CEO of the Company may delegate his
rights and duties  under this Plan,  including  administration  of the Plan,  to
other management of the Company.

11.      Declaration of Incentives, Amendment, or Discontinuance

     The President and CEO of the Company acting within his sole  discretion may
on or before the Award Date:  (i) determine not to make any Awards to any or all
Participants for any Plan Period; (ii) make any modification or amendment to the
Plan for any or all  Participants;  or (iii) discontinue the Plan for any or all
Participants.

12.      Miscellaneous

     A.  Except as  provided  in the  Deferred  Compensation  Plan,  no right or
interest in the Plan is transferable or assignable except by will or the laws of
descent and distribution.

     B.  Participation  in this Plan does not  guarantee  any right to continued
employment and  management  reserves the right to dismiss  Participants  for any
reason  whatsoever.  Participation  in one Plan  Period does not  guarantee  the
Participant the right to participation in any subsequent Plan Period.

     C. The Company reserves the right to deduct from all Awards under this Plan
any taxes or other amounts  required by law to be withheld with respect to Award
payments.

     D. Maintenance of financial  information relevant to measuring  performance
during the Plan Period will be the responsibility of the Chief Financial Officer
of the Company.

     E. The  provisions of the Plan shall not limit,  or restrict,  the right or
power of the Company's Board of Directors to adopt such other plans or programs,
or to make  salary,  bonus,  incentive,  or  other  payments,  with  respect  to
compensation  of  officers  or  Employees,  as in its sole  judgment it may deem
proper.

     F. No member of the Company's Board of Directors or any officer,  employee,
or  agent of the  Company  shall  have  any  liability  to any  person,  firm or
corporation based on or arising out of this Plan.

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00043-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00043-of-00352.parquet"}]]