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Exhibit 10.32
 
 2007 Executive Sales Commission Plan
Worldwide Sales
 I. Introduction
  II. Eligibility
  
    
    Senior Vice-President Sales
    
    Vice President, Americas Sales
    
    Vice President, EMEA Sales
    
    Vice President, APAC Sales
  III. Account Assignments
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IV. Definition of Terms
  
    
    Revenue Target (Quota):A quarterly revenue target is established
for each salesperson at the beginning of the plan. A revenue target
may be allocated among different product lines. Each salespersons
revenue target is communicated via the Individual Sales Compensation
Agreement. The Individual Sales Compensation Agreement will identify
each salespersons Territory / Account Base, their target incentive
compensation, their revenue targets by product line and other
important plan provisions.
 
    
    Total Target Compensation:Target compensation is comprised of base
pay and target incentive compensation. The mix of base pay and target
incentive is determined by the sales executives employment documents.
 
    
    Base Pay:Base pay is a fixed compensation component which is paid in
accordance with the Companys standard payroll procedures in the
region where the employee is paid. All employees with sales
responsibility who are eligible to receive incentive compensation
under the Executive Sales Compensation Plan shall be classified as
exempt employees if and to the extent such classification is
permissible under local laws.
 
    
    Incentive Compensation (Commissions):Target incentive compensation
is a target % of total compensation as described above. The actual
earned incentive compensation which is payable is determined based on
the salespersons achievement against his or her quota. Any earned
incentive compensation is paid quarterly.
 
    
    Revenue:For the purposes of this Plan revenue shall be counted
towards commissions when the product or service contract is invoiced.
The timing of when to invoice a customer is determined by the
Companys Finance Department and by the terms of the Companys Sales
Order Acceptance Policy. Sales personnel will earn commission on sales
if and when the product or service contract is invoiced to the
customer. Invoices issued on Non-Revenue Orders as defined by the
Policy (i.e. trials, evaluations or promotions) are not considered as
revenue for sales incentive compensation or bonus payments unless
otherwise specified in a bonus plan.
 
    
    Channel Partner sales Revenue Assignment:Product sold through channel
partners will have the revenue assigned to the ship to location as
identified in the partners Quarterly Point of Sales report. Regional
Sales Managers are responsible for obtaining the Quarterly Point of
Sales report from the partners in their region and delivering it to
Sales Operations on a quarterly basis.
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V. Calculating Commissions
  Step 1: Determining % of quota achieved
  Step 2: Determining % of commission eligible
  Step 3: Determining the % of commission earned
  % Quota Achieved
    
    % of Eligible Commission Earned & Payable0-25%
    
    
    026-50%
    
    
    50
    %(i.e. If 40%
of quota is
achieved then 20% of commission is
earned & payable or 40 x 50%)51+%
    
    
    100
    %(i.e. If 73%
of quota is
achieved then 73% of commission is
earned &payable or 73 x 100%)
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Calculating Commissions Earned over 100% of Quota
 If the actuals exceed the YTD Quota but donotexceed the annual quota
  If the actuals exceed the YTD Quotaandexceed the annual quota
  % of EligibleCommission Earned &% Quota Achieved
    
    Payable101-125%
    
    125%126+%
    
    150%
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Regional Account Manager
 Annual Target Commission =
    
    $
    40,000
    
    
    Total Annual Quota =
    
    $
    7,000,000Quarterly Commission Target =
    
    $
    10,000
 Quarterly Quota Targets:
    
    Q1 =
    
    $
    1,800,000
    
    
    Q3 =
    
    $
    1,700,000Q2 =
    
    $
    2,100,000
    
    
    Q4 =
    
    $
    1,400,000Actual Quarterly Revenues:
    
    Q1 =
    
    $
    864,000
    
    
    Q3 =
    
    $
    2,398,000Q2 =
    
    $
    2,065,000
    
    
    Q4 =
    
    $
    2,462,000
 Q1 Calculation:
  Actual YTD revenues
    
    
    
    
    
    YTD Quota
    
    
    
    % quota achieved$
    864,000
    
    
    
    %
    
    
    $
    1,800,000
    
    
    =
    
    
    48.0
    %
  % of quota achieved
    
    
    
    YTD Commission target
    
    
    
    % commission eligible48.0
    %
    
    X
    
    $
    10,000
    
    
    =
    
    $
    4,800
  % commission eligible
    
    
    
    earned % from table
    
    
    
    commission earned$
    4,800
    
    
    X
    
    
    50.0
    %
    
    =
    
    $
    2,400
  Q2 Calculation:
  Actual YTD revenues
    
    
    
    
    
    YTD Quota
    
    
    
    % quota achieved$
    2,929,000
    
    
    
    %
    
    
    $
    3,900,000
    
    
    =
    
    
    75.1
    %(sum of Q1 & Q2)
    
    
    
    
    
    (sum of Q1 & Q2)
  % of quota achieved
    
    
    
    YTD Commission target
    
    
    
    % commission eligible75.1
    %
    
    X
    
    $20,000
(qtrly commission target * 2 for 2 qtrs)
    
    =
    
    $
    15,021
  % commission eligible
    
    
    
    earned % from table
    
    
    
    commission earned$
    15,021
    
    
    X
    
    
    100.0
    %
    
    =
    
    $
    15,021
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Regional Account Manager
 Annual Target Commission =
    
    $
    40,000
    
    
    Total Annual Quota =
    
    $
    7,000,000Quarterly Commission Target =
    
    $
    10,000
 Quarterly Quota Targets:
    
    Q1 =
    
    $
    1,800,000
    
    
    Q3 =
    
    $
    1,700,000Q2 =
    
    $
    2,100,000
    
    
    Q4 =
    
    $
    1,400,000Actual Quarterly Revenues:
    
    Q1 =
    
    $
    864,000
    
    
    Q3 =
    
    $
    2,398,000Q2 =
    
    $
    2,065,000
    
    
    Q4 =
    
    $
    2,462,000
 Q3 Calculation:
  Actual YTD revenues
    
    
    
    
    
    YTD Quota
    
    
    
    % quota achieved$
    5,327,000
    
    
    
    %
    
    
    $
    5,600,000
    
    
    =
    
    
    95.1
    %(sum of Q1, Q2 & Q3)
    
    
    
    
    
    (sum of Q1, Q2 & Q3)
  % of quota achieved
    
    
    
    YTD Commission target
    
    
    
    % commission eligible95.1
    %
    
    X
    
    $
    30,000
    
    
    =
    
    $
    28,538(qtrly commission target * 3 for 3 qtrs)
  % commission eligible
    
    
    
    earned % from table
    
    
    
    commission earned$
    28,538
    
    
    X
    
    
    100.0
    %
    
    =
    
    $
    28,538
 
 Q4 Calculation:
  Actual YTD revenues
    
    
    
    
    
    YTD Quota
    
    
    
    % quota achieved$
    7,789,000
    
    
    
    %
    
    
    $
    7,000,000
    
    
    =
    
    
    111.3
    %(sum of Q1, Q2, Q3 & Q4)
    
    
    
    
    
    (sum of Q1, Q2, Q3 & Q4)
  % of quota achieved
    
    
    
    YTD Commission target
    
    
    
    % commission eligible111.3
    %
    
    X
    
    $
    40,000
    
    
    =
    
    $
    44,509full annual commission since is the
last Qtr of the year
  % commission eligible
    
    
    
    earned % from table
    
    
    
    commission earned$
    44,509
    
    
    X
    
    
    100.0
    %
    
    =
    
    $
    44,509
  commission
earned above 100%
    
    
    
    accelerator from table
    
    
    
    Accelerator commission added$
    4,509
    
    
    X
    
    
    25
    %
    
    =
    
    $  1,127Total
Commission earned =
    
    $45,636
 In Q4 the employee exceeded the annual quota qualifying for accelerators $45,636 of commission is earned less the
$28,538 paid in previous quarters leaves a commission due of $17,098
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VI. 2007 Commission Payment Plan
  VII. General Plan Provisions
 The Company
 Employment Changes
 
    
    New Employees The quota for new employees for the balance of the period shall
be set by the Chief Executive Officer with approval of the Chief Financial Officer.
Incentive Compensation may be prorated based on the number of months the employee
occupies an eligible role for the Plan.
    
    Termination of Employment In the event of an employees termination or
resignation for whatever reason, the employee shall receive the base compensation
through the effective date of termination. In addition, the employee shall receive
commission on sales orders by customers of his or her Territory / Account Base provided
that (i) these orders are received by the Company as of the effective date of
termination and (ii) the orders are invoiced during the quarter in which the employment
effectively terminates. Payment of any earned commissions will be made in accordance
with the commission payment plan described above.
    
    Leaves of Absence:If an employee takes a Leave of Absence from the Company for
any reason during the quarter that is greater than 2 weeks in length, the CEO and the
VP of Human Resources will determine what prorating to use in the Commissions
calculation. Any prorating will be conducted in observance of applicable local laws.
 Status Changes
 
    
    Changes in Position In the event an employee changes positions within the
Company such that they are no longer eligible for the Executive Sales Compensation
Plan, the employee would receive commissions, if any, on the employees orders received
and accepted by the Company as of the effective date of the change provided the order
is fulfilled, and invoiced in the quarter in which the change occurs. Payment of any
earned commissions will be made in accordance with the commission payment plan
described above.
    
    Changes in Territory, Account Base or Market Segment The Company, at its sole
discretion, can change an employees territory, account base and/or market segment at
any time. In the event of a change in one of these areas, revenue targets may be
adjusted. Incentive compensation earned based on targets established prior to the
transfer would be paid according to the terms of this Executive Sales Compensation Plan
for orders received and accepted prior to the effective date of the transfer provided
the order is fulfilled, and invoiced in the quarter in which the
change occurs.
    
    Quota Reallocation The Company, at its sole discretion, can change an
employees Quota at any time. Any quota changes will be determined by business needs,
which will be explained to the affected employee as part of the reallocation process.
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Returns, Bad Debt and Corrections:
 Commission Advances:
 Plan Termination:
 Plan Administration:
 Commission Disputes:
 Quota Allocation:
 Management Discretion:
 Not an Employment Contract:
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Confidentiality:
 Exceptions:
 Governing
Law:
 -s- Jerry Chase 
Jerry Chase,
    
    2-12-07

Date
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