**Exhibit 10.1**

OPTIUM CORPORATIONEXECUTIVE OFFICERFISCAL YEAR BONUS PLAN

Approved December12, 2006Amended March 3, 2007

I.  THE PLAN

The eligibleparticipants (each, a “Participant”) in the Optium Corporation (the “Company”)Fiscal Year Executive Officer Bonus Plan (the “Plan”) shall initially be ChiefExecutive Officer Eitan Gertel, Senior Vice President of Engineering andGeneral Manager Mark Colyar, Chief Financial Officer David Renner, VicePresident of Sales and Marketing Anthony Musto and General Counsel and VicePresident of Corporate Development Christopher Brown. The Plan will beeffective for fiscal year 2007. The Compensation Committee may add any Companyemployee at the Vice President level and above to the Plan as a Participant atany time.

II. EXECUTIVE OFFICERANNUAL BONUS

Each Participantwill be eligible to receive a bonus for an applicable fiscal year based on theCompany’s achievement of targets adopted by the Compensation Committee forCompany revenue and non-GAAP operating profit (the “Metrics”) for the fiscalyear. The maximum bonus amount that each Participant will be eligible for underthe Plan during an applicable fiscal year shall be as follows:

| Target Achievement | ** ** | **Maximum  Annual Bonus Amount**   |
|--------------------|------------|------------------------------------|
| 100% of Targets    |       | 30% of annual salary rate at time  |
| 130% of Targets    |       | 60% of annual salary rate at time  |
| 150% of Targets    |       | 100% of annual salary rate at time |

 

Key aspects of theoperation of this Section II are:

·                  Bonusesunder this Section II will be payable semi-annually, but tracked on an annualbasis. For example, if 130% of Metrics targets are met for the first and secondfiscal quarter, a Participant shall be eligible to receive a maximumsemi-annual bonus of 30% of annual salary rate (1/2 of the 60% maximum annualbonus for meeting the 110% Metrics targets), but if only 100% of the Metricstargets are ultimately met for the full fiscal year, the Participant’s maximumbonus payment for the second half of the fiscal year will be $0.00 so that, onan annual basis, the Participant will have been eligible to receive maximumtotal bonuses for the fiscal year of 30% of annual salary rate; provided, thatin no event shall a Participant be required to re-pay any previously paid bonusamount;

·                  Paymentof a semi-annual bonus amount at less than the maximum permissible amount shallnot limit the Compensation Committee from making total bonus 

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payments under this Section II to a Participant in anyfiscal year of up to 100% of the maximum annual bonus amount determined above;

·                  Between100% and 130% performance, the maximum bonus award is linearly interpolatedwith the range of 30% to 60% and between 130% and 150% performance, the maximumbonus award is linearly interpolated with the range of 60% and 100%, in eachcase to determine the final maximum bonus amount for each Participant for thesemi-annual bonus period;

·                  Ineach case, achievement of the target for each of the Metrics shall be weighedequally for each bonus measurement period (e.g., if 110% of revenue Metric ismet and 100% of operating profit Metric is met, the maximum bonus amount forthe period would be 35% of annual salary rate at the time);

·                  Fortypercent of each bonus payment amount for each Participant shall bediscretionary (i.e., any bonus payment indicated by the chart above may bereduced by up to 40%) with the final award determined the CompensationCommittee; provided that, notwithstanding the foregoing, 100% of the maximumbonus amount for a fiscal year for each Participant shall be discretionary inthe event that the Company performs at less that 100% of any publicly-announcedforecast for one or more of the Metrics in any quarter of the applicable fiscalyear; and

·                  Forperformance during any bonus measurement period of at or above 90% but below100% of Metrics targets:

·                  at90% performance, the annualized maximum bonus amount will be 20% of annualsalary rate at the time;

·                  forperformance above 90% but below 100% of Metrics targets, the maximum

·                  bonusamount will be determined by linear interpolation with the annualizedpercentage of annual salary rate equal being to 30% at 100% of Metrics targets;and

·                  100%of the maximum bonus amount for each Participant shall be discretionary in theevent of performance at or above 90% but below 100% of Metrics targets (i.e.,any bonus payment indicated by the method above may be reduced by up to 100%)with the final award determined the Compensation Committee.

III. CHIEF EXECUTIVEOFFICER ADDITIONAL BONUS

In addition to thesemi-annual bonus amounts that the Company’s Chief Executive Officer iseligible to receive under Section II above, the Chief Executive Officer will beeligible to receive an additional annual bonus of up to $350,000. A pro rataportion of any such additional bonus amount shall be paid semi-annually.Payment 

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of this additional bonus amount shall be 100%discretionary with the final award determined the Compensation Committee. Indetermining the size, if any, of this additional bonus amount, the CompensationCommittee will consider the Company’s achievement in strategic development,investor relations, human resources and corporate citizenship, as well as theCompany’s stock trading price performance, in each case during the applicablefiscal year.

IV. VICE PRESIDENT OFSALES AND MARKETING ADDITIONAL BONUS

In addition to thesemi-annual bonus amounts that the Company’s Vice President of Sales andMarketing is eligible to receive under Section II above, the Vice President ofSales and Marketing will be eligible to receive an additional quarterly bonusof up to $10,000 per fiscal quarter. Any such bonus amount shall be paidsemi-annually with respect to the two most recently completed fiscal quarters. Paymentof this additional bonus amount shall be 100% discretionary with the finalaward determined the Compensation Committee. In determining the size, if any,of each additional quarterly bonus amount, the Compensation Committee willconsider the Company’s achievement in product order development during theapplicable fiscal quarter.

V. ADDITIONAL ELIGIBILITYREQUIREMENTS

Additionaleligibility requirements to receive any bonus payments under the Plan include:

·                  Anybonus amount payable under the Plan shall be pro-rated with respect to anyParticipant for the portion of the bonus measuring period that the Participanthas been employed by the Company or has been included as a Participant in thePlan by the Committee, whichever is less; and

·                  Tobe eligible to receive a bonus payment under the Plan, a Participant must beemployed by the Company on the date the date the applicable bonus is actuallypaid.

VI. AMENDMENT; OTHERPLANS AND INTERPRETATION

The Plan may beamended or modified by the Compensation Committee at any time. Interpretationof the Plan by the Compensation Committee shall be final. In addition, theCompensation Committee shall not be limited in creating additional bonus plansapplicable to one or more Participants under this Plan or in paying otherbonuses to one or more Participants.

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