Filed by Bowne Pure Compliance



 




EXHIBIT 10.114









2007 INCENTIVE BONUS PLAN





	1.0	 	PURPOSE






	 	1.1	 	The Incentive Bonus Plan (“Plan”) is established to incent and reward eligible
participants identified in section 5.1.1 (“Participant”) for performance towards
Company Business and Individual Targets for the current Fiscal Year.






	2.0	 	BONUS ELIGIBILITY






	 	2.1	 	Bonus eligibility is a percentage of a Plan Participant’s base salary. Bonus
eligibility varies by position level.






	3.0	 	MEASUREMENT CRITERION






	 	3.1	 	Bonus payments under the Plan are based on two measures, Company Business
Targets and Individual Targets. The percentage weighting of each of the two measures
for purposes of bonus calculation varies by position level.






	 	3.1.1	 	COMPANY BUSINESS TARGETS






	 	3.1.1.1	 	This plan measure is established for the Plan Year by Executive
Management and the Company’s Board of Directors. Payout for Company
Business Targets is scaled depending on performance vs. the targets.
Payout is annually per the matrix in Appendix A.






	 	3.1.1.1.1	 	For the CEO and CFO, Company Business Targets are based on
Earnings per Share (EPS) and Revenue Growth.






	 	3.1.1.1.2	 	For all other Plan participants, Company Business Targets
are based on Operating Income and Revenue Growth.






	 	3.1.1.2	 	A minimum threshold of Company results must be achieved (per the
Payout Matrix in Appendix A) for Company Business Targets payout to
occur. The maximum payout for the Company Business Targets is 150%.





					
	 	 	 	 	 
	 	 	 	 	 
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	 	3.1.2	 	INDIVIDUAL TARGETS






	 	3.1.2.1	 	Specific and measurable Individual Targets (goals) are established
for the Plan Year for each Plan Participant.






	 	3.1.2.2	 	Individual Targets are jointly developed by the Plan Participant and
his/her Manager and relate to specific and measurable goals that are
directly controllable by the individual and help drive overall Company
Goals.






	 	3.1.2.3	 	Payout for the Individual Target is from 0% to 100% of the
individual’s bonus eligibility. Payout is dependent on an evaluation
of percentage of completion of Individual Targets by the Plan
Participant’s Manager using a rating of 0% to 100%. The Functional or
Department Head must approve the rating prior to bonus payout.






	 	3.1.2.4	 	Individual Target payout may occur even if Company Business Target
thresholds have not been met.






	 	3.1.2.5	 	The President and Chief Executive Officer in coordination with the
Senior Vice President, Human Resources give final approval to the
rating prior to bonus payout.






	 	3.1.3	 	Payout can be received for Company Business Targets alone,
Individual Targets alone, or both Company Business Targets and Individual
Targets. For example, although a participant may not receive a payout for
Company Business Target because the minimum threshold (see section 3.1.1.2) is
not achieved, the participant can nevertheless receive a payout for Individual
Targets if requirements are met.






	4.0	 	PART-YEAR PARTICIPANTS






	 	4.1	 	Participants who join the Plan during the Plan Year are eligible to participate
as follows:






	 	4.1.1	 	For Company Business and Individual Targets, participants who
join the Plan during the year are eligible for a pro-rata bonus based on the
first full month in which they joined the Plan, assuming minimum Plan
thresholds are met. Participants who join the Plan during the fourth calendar
quarter of the Fiscal Year are not eligible to participate in the Plan for that
year.






	 	4.2	 	If a Participant’s employment with the Company terminates during the Plan year,
then (s)he ceases to be a Participant under the Plan on the date employment is
terminated, in which case a bonus will neither be earned nor paid. If a Participant
changes his or her position within the Company during the Plan year such that (s)he is
no longer an eligible participant identified in section 5.1.1, then (s)he ceases to be
a Participant under the Plan on the date of such change, in which case a prorated bonus
would be earned through the date of such change, and be subject to Section 6.0.





					
	 	 	 	 	 
	 	 	 	 	 
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	5.0	 	PROMOTIONS WITHIN THE PLAN YEAR






	 	5.1	 	Promotions during the plan year will be handled as follows:






	 	5.1.1	 	For the Company Business and Individual Targets, bonus
calculations will be prorated based on the period of time in each position
level and the prorated salary for each position held.





	 	 	 
	Example:

	 	Joe StarTek receives a promotion from Director (Salary $80,000) to
Vice President (Salary $100,000) as of June 16, XXXX:






	 	 	 	 	 	 	 
	 	 	 	 	PLAN MEASURES AS A PERCENTAGE
	 	 	 	 	OF BONUS
	 	 	%	 	Individual	 	Company Business
	LEVEL	 	Base	 	Targets	 	Targets
	 	 	 	 	 	 	 
	Director
	 	15%
	 	40%
	 	60%
	 	 	 	 	 	 	 
	Sr Director
	 	20%
	 	35%
	 	65%
	 	 	 	 	 	 	 
	Vice President
	 	30%
	 	30%
	 	70%
	 	 	 	 	 	 	 
	Sr Vice President
	 	40%
	 	25%
	 	75%
	 	 	 	 	 	 	 
	COO
	 	50%
	 	25%
	 	75%
	 	 	 	 	 	 	 
	CFO
	 	50%
	 	0%
	 	100%
	 	 	 	 	 	 	 
	CEO
	 	100%
	 	0%
	 	100%







Company Business and Individual Targets

Bonus calculation will be based on 167 days at Director Level, 15% of base
(Individual Target at 40% and Company Business Target at 60%) with base salary of
$80,000 prorated and 198 days at Vice President Level, 30% of base (Individual
Target at 30% and Company Business Target at 70%) with base salary of $100,000
prorated.




	6.0	 	PAYMENT FROM THE PLAN






	 	6.1	 	For Company Business and Individual Targets, bonus payout is made after the
close of the financial books for the Plan Year and approval of the Board of Directors.






	 	6.2	 	Payment is made to Plan Participants as a lump sum “bonus” less required
payroll taxes and withholdings.






	 	6.3	 	In order to receive payment from the Plan, a participant must be in “active”
status on the company payroll at the time the annual payments are made.





					
	 	 	 	 	 
	 	 	 	 	 
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	7.0	 	PLAN APPROVALS






	 	7.1	 	The Incentive Bonus Plan is subject to approval annually by the Board of
Directors.






	8.0	 	CHANGEABILITY






	 	8.1	 	StarTek management reserves the right to change, suspend or eliminate this
Plan, in whole or in part, at any time, with or without notice to Plan Participants.






	9.0	 	RELATED DOCUMENTS






	 	9.1	 	Appendix A: Company Business Target Matrixes
	 
	 	9.2	 	Appendix B: Individual Goals Form





APPROVALS:




	 	 	 
	 
	 	 
	 

	 	 
	Susan L. Morse

	 	A. Larry Jones
	SVP, Human Resources

	 	President and Chief Executive Officer






					
	 	 	 	 	 
	 	 	 	 	 
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