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                                                                   Exhibit 10.18

2005 EXECUTIVE BONUS PROGRAM

ELIGIBLE PARTICIPANTS:

CEO, COO, CFO, SVP Marketing/Business Development, SVP Global Services, VP
Global Services, Director-Manufacturing Operations, Managing Director -- Global
Doctor, Managing Director -- Ltd., VP Human Resources

BONUS OPPORTUNITY:

2005 Total Bonus Opportunity = 20% of base salary
-     50% of the bonus opportunity is based upon Company performance, i.e.,
      attainment of 2005 EBITDA target ("Company bonus opportunity")
-     50% of the bonus opportunity is based upon attainment of individual
      performance goals ("Individual bonus opportunity")

CRITERIA FOR PAYMENT:

Company bonus opportunity will become payable based upon attainment of the
following results:

80% to 100% attainment of EBITDA:

80% of target EBITDA = 40.0% payment of Company bonus opportunity
Each incremental 1% attainment of target between 81% and 90% = 1.0%
Each incremental 1% attainment of target between 91% and 100 % = 5.0%

After 100% attainment of target:
Each incremental 1% attainment of target between 101% and 110%= 1.0% of Company
bonus opportunity
Each incremental 1% attainment of target between 111% and 120% = 1.5%
Each incremental 1% attainment of target in excess of 120% = 2.0%

Individual bonus opportunity will be paid on the basis of successful completion
of individual goals.

Example:

Base Salary = $100,000
Total Bonus Opportunity = $20,000
-     Company bonus opportunity = $10,000
-     Individual bonus opportunity = $10,000

Company bonus sample calculations:

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Company achieves 90% of target EBITDA
$10,000 x (40.0% + (10 x 1.0%)) = $5,000

Company achieves 95% of target EBITDA
$10,000 x (40.0% + (10 x 1.0%) + (5 x 5.0%)) = $7,500

Company achieves 100 % of target EBITDA $10,000 x (40.0% + (10 x 1.0%) + (10 x
5.0%)) = $10,000

Company achieve 105% of target EBITDA
$10,000 + ($10,000 x 5.00%) = $10,500

Company achieves 115% of EBITDA
$10,000 + ((($10,000 x (10 x 1.0%)) + (($10,000 x (5 x 1.5%))) = $11,750

Company achieves 125% of EBITDA
$10,000 + (($10,000 x (10 x 1.0%)) + ($10,000 x (10 x 1.5%)) + ($10,000 x (5 x
2.0%))) = $13,500

Individual bonus sample calculations:

Individual Goals are achieved at 50%
$10,000 x 50% = $5,000

Individual Goals are achieved at 75%
$10,000 x 75% = $7,500

Individual Goals are achieved at 100%
$10,000 x 100% = $10,000

Goal Setting:

      1.    Goals must directly relate to the company's identified key
            initiatives for 2005.

      2.    Goals must be Realizable, Understandable, Measurable, Behavioral,
            and Agreed upon.

      3.    Goals will be established in conjunction with and approved by the
            participant's immediate manager. Final approval by CEO or COO
            required.

      4.    Goals will be approved no later than _________________, 2005 and
            documented in the participant's personnel file.

Payments:

      1.    The availability of a bonus payment will be determined based upon
            year-end consolidated results and individual results.

      2.    Payments will be made as soon as possible after year-end results are
            available.

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      3.    Payments are considered compensation and are subject to all
            applicable taxes and withholding.

      4.    An eligible participant must be an active employee on December 31,
            2005 to be eligible to receive any bonus payment due as result of
            the attainment of company and/or individual goals. 5. An eligible
            participant must achieve a minimum of a Code 3 rating on his/her
            2005 annual review in order to be eligible to receive any bonus
            payment.

The MedAire 2004 Bonus Program has been established at the sole discretion of
management and may be modified and/or discontinued at any time. Payments are
subject to the approval of the MedAire Board of Directors Compensation
Committee. Participation in the program should not be construed as a guarantee
of continued employment.