2008 INTERNATIONAL MARKETING OFFICER BONUS PROGRAM

The Bonus Program (“Program”) is designed to reward International Marketing officers for their performance in achieving pre-determined sales targets while assisting the Company in managing to its profit criteria. The Plan incorporates three measurable performance factors: (1) sales, which are defined as net placed annualized target premium for International Life business and as total placed premium for Annuity business, (2) persistency, and (3) expense management. The bonus percentages included in this document pertain to International Marketing officers at the vice president level and higher. The bonus percentages for assistant vice presidents are determined using one-half of the percentages shown for vice presidents and above.

Each of the three performance factors will have an assigned target level for purposes of the Program. Assuming a “par” performance (i.e. achieving each target level), the weighting of the bonus (applied to base salary) is 70% for sales performance, 15% for persistency performance, and 15% for expense management performance. Actual results compared to the targets can either increase or decrease these percentages as explained in each of the following sections.

Sales Component (70%):

The sales component of the Program is based upon an International Life sales target of $38,800,000 net placed annualized target premium. The New Business Market Summary Report (NWAR60) will be the source of sales results for purposes of this Program. Based upon this sales goal, the bonus percentage corresponding with the International Life sales production levels achieved in 2008 will be applied to 100% of each International Marketing officer’s base salary in accordance with the following grid:

Bonus percentages associated with life international sales are not capped but increase by 5.0% with every additional $700,000 of placed target premium. Assuming an officer salary of $100,000 and 2008 production of $39,000,000 of International Life placed target premium, the officer’s 2008 sales bonus component under the Program would be $70,000 ($100,000 x 70%).

In the event that adverse persistency experience develops during calendar year 2009 with respect to 2008 life product sales, the Company reserves the right revisit the 2008 Program bonus awarded for life sales and true up the award for such adverse experience.

Persistency Component (15%):

The 24 ^th month ratio of actual persistency to expected (i.e. pricing) persistency as reported in the Duration Score Listing query will serve as the measure for the persistency component of the Program. For purposes of the persistency measurement, the parameters include all international writing agents (active and terminated) and all life business (universal life and traditional).

Based upon these persistency performance factors, the bonus percentage corresponding with the International Life persistency levels achieved in 2008 will be applied to each International Marketing o