Exhibit 10.3

AMENDED GUIDELINES AND PROCEDURES FOR

TDS OFFICER BONUSES

Starting with the 2009 performance year, sixty percent (60%) of each officer’s bonus will be determined by his/her assessed performance. The remaining forty percent (40%) will be based on the business units’ financial results, as determined by their performance on meeting the targets contained in their approved senior management bonus programs for the performance year.

INDIVIDUAL PERFORMANCE BONUS (60% OF THE TARGET VALUE):

·       Decision Making Components:

The supervising officer will take into consideration the following factors:

·       The officer’s overall performance for the year, to include:

·       His/her assessed performance in carrying out his/her ongoing duties and responsibilities, and all major initiatives for the year, including those that arose during the performance year.

·       Interrelated with the above, the performance feedback received from the officer’s direct reports/key associates.

·       Such additional factors as may be pertinent with respect to any particular officer’s performance during the year. They could include such things as new and substantive responsibilities assumed during the year; the caliber of the executive’s leadership and development of his/her team, and overall supervisory performance; and the development and maintenance of effective working relationships with key associates, as well as across the enterprise and at all organizational levels.

·       As applicable, the executive’s level of pay in comparison with those holding similar positions in companies of comparable size across American industry will be taken into consideration in determining his/her total compensation for the year (salary and bonus).

·       Rating Procedure:

An officer’s bonus for individual performance will be determined in accordance with the following rating system: