Exhibit 10(i)
 Description of Cash Bonus Compensation Arrangements for Employees and Officers

     Since 1995,  we have had a practice  of paying  cash  bonuses to all of our
employees  each year  except in 1998,  when no bonuses  were paid to  employees.
There is no formal bonus plan, nor any written  formulas for  determining  bonus
amounts.  Because  whether or not  bonuses  will be paid and in what  amounts is
determined  by  the  Compensation  Committee  of our  Board  of  Directors  on a
Company-wide  basis;  executive  officers  receive bonuses only if all employees
receive bonuses.

     Our bonus practices currently classify employees into four levels for bonus
compensation purposes, whereby at the first level, which includes all employees,
bonuses  generally range from zero to ten percent of base salaries,  although in
the past  bonuses  paid at this and all other levels have been as high as twelve
and one-half percent of base salary in an  exceptionally  good year. There is an
additional  compensation  layer for all employees in the professional group (the
second  level),  whereby  these  employees  may receive an  additional  level of
bonuses of up to ten percent of base salaries, for or a total bonus ranging from
zero to twenty percent.  In addition,  certain members of the professional group
that are part of management or have been  exceptional  performers  during a year
(the third level) are eligible to receive an  additional  level of bonuses of up
to ten percent of base  salaries,  for a total bonus ranging from zero to thirty
percent. Lastly, our officers and other senior management (the fourth level) are
eligible to receive an additional  level of bonuses of up to ten percent of base
salaries,  for a total  bonus  ranging  from zero to forty  percent.  All of our
executive  officers are eligible for bonuses at all four levels. All bonuses are
paid at the same  percentage  for each level (i.e.  if level one is 10%,  levels
two, three and four are also 10%).

     Since this practice  began in 1995, we have paid cash bonuses  ranging from
0% to 50% of base salary to our executive  officers,  depending on the Company's
results for that year, as determined by the Compensation  Committee of our Board
of Directors.  In addition to the aforementioned bonus practice, we have usually
paid a  Christmas  bonus  each  year  that  is  equivalent  to one  week of each
employee's base salary.

     Bonus  determinations  are  made  by  the  directors  on  our  Compensation
Committee subjectively,  not based on arithmetic methods or formulas,  generally
based on our  overall  corporate  results  and  whether or not the  Company  has
achieved predetermined Company-wide goals and objectives. Any measure that might
be considered to determine whether or not an oil and gas company had a good year
(or other  measures of success or failure)  is a possible  consideration  by the
Compensation Committee.  These measures have historically included an evaluation
of  production  levels,   stock  performance,   achievement  of  acquisition  or
disposition  goals,  completion  of  significant  transactions,   completion  of
significant  projects  (such as  software  systems or  significant  construction
projects),  operating and  administrative  expense levels as compared to budget,
capital  expenditures  as  compared  to budget,  and the  changes in our proved,
probable and possible reserves for that period as compared to costs incurred. As
the  Compensation  Committee's  decisions are subjective  evaluations made on an
overall  basis,  it is not possible to determine how these measures are weighted
or evaluated by the Compensation Committee.