RELOCATION POLICY Chief Operating Officer Confidential and Proprietary

Exhibit 10.3

RELOCATION POLICY

Chief Operating Officer

Confidential and Proprietary

November 15, 2007

RELOCATION POLICY

Chief Operating Officer

POLICY STATEMENT:

The purpose of this Policy is to provide a fair and equitable relocation package to employees of EF Johnson and/or EFJ Inc. Any modifications to this policy must have advance approval in writing by the Vice President, Administration and the Corporate Controller.

DISCRETIONARY AUTHORITY:

The Vice President, Administration and Corporate Controller have the sole discretionary authority to make eligibility determinations and to interpret the terms of this Policy. Any statement, representation, agreement or understanding of or with any employee or representative of EFJ Inc. or EFJohnson Company other than the Vice President, Administration and Corporate Controller relating to this Policy is not binding, and will not be considered as a basis for any claim under this Policy. The decisions of the Vice President, Administration and the Corporate Controller shall be binding and final.

REIMBURSEABLE EXPENSES:

Following is a list of those allowable expenses that can be presented for reimbursement by the employee. Receipts are required for reimbursement of these expenses.

NON-REIMBURSEABLE EXPENSES:

TRANSPORTATION OF HOUSEHOLD GOODS:

REIMBURSEMENT OF TAX LIABILITY:

REPAYMENT OF RELOCATION EXPENSES:

Each employee who accepts benefits under this policy is required to sign a Reimbursement Agreement requiring the repayment of relocation expenses if that employee voluntarily leaves employment within a one (1) year period following the employee’s relocation. Repayment will be prorated based on 1/12 of the total amount for each month remaining in the one (1) year period.

POLICY MODIFICATION OR CANCELLATION:

The Company reserves the right to change, modify, and cancel this policy at any time.

MAXIMUM REIMBURSEABLE AMOUNT:

The maximum reimbursement offered for this relocation package is $200,000. This represents the reimbursable amounts supported by receipts that are submitted by the employee. It also includes the “gross up” amounts that will be applied to offset tax withholdings on those taxable expenses.

The employee may elect any combination of Allowable Expenses to apply to this Maximum Reimbursable Amount. Non-Reimbursable expenses will not be reimbursed.

REIMBURSEMENT PROCEDURE:

The employee will compile receipts for allowable expenses and complete an Expense Reimbursement Form. This form must be submitted to the VP Administration for approval and processing. Reimbursement will occur in accordance with the Accounts Payable Expense Report processing procedure. As expenses are reimbursed, the applicable taxable amounts will be reported as taxable income on your Payroll Earnings detail report. These amounts will be “grossed up” to offset the employee’s effective tax liability. The total of the expenses and the “grossed up” cannot exceed the maximum reimbursement amount. Large expenditures will be subject to payment advances based on presentation of supporting documentation.

AT-WILL EMPLOYMENT

The offer and acceptance of this Policy does not constitute a contract of employment for any definite term or definite period of time, or an indefinite period of time. The employment relationship remains at will and may be terminated at any time by either the Company or the employee for any reason or no reason at all.

The offer of this relocation package will expire November 30, 2008 . Acceptance is indicated by employee’s signature. This signed document should then be returned to Human Resources.