Exhibit 10.1

CAPTARIS, INC.

2008 MANAGEMENT INCENTIVE PLAN

The 2008 Incentive Plan (the Plan) is an annual cash bonus plan in which the executive officers and certain other employees of Captaris, Inc. (the
Company) are eligible to participate. The Plan provides cash bonuses based on the achievement of annual goals related to the Companys performance during fiscal year 2008.

The Compensation Committee of the Companys Board of Directors (the Compensation Committee) administers the Plan. The Compensation Committee, in its
sole discretion, establishes the performance goal or goals for each participant and the formulae used to determine the actual bonus (if any) payable to each participant under the Plan. The total amount of funds available under the Plan and the cash
target awards for the Companys executive officers are established by the Compensation Committee. The other employees who participate in the Plan and the cash target awards for other participants are established by the Companys
management.

The 2008 Incentive Plan has two components:



| |  |  | An objective component based on company financial performance, which accounts for 70% of the possible cash bonus payout at target, and
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| |  |  | A subjective component based on performance against several agreed upon strategic initiatives, which accounts for 30% of the possible cash bonus payout at target.
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First Component

The first component
of the Plan links payout to achievement of performance goals related to revenue (50%) and earnings before interest, taxes, depreciation and amortization (EBITDA) (50%). EBITDA is operating income plus depreciation and amortization. Depending on
the level of achievement for each goal, participants in the aggregate may receive between 0% and 200% of the target amount for revenue and 0% and 250% of target amount for EBITDA.

The revenue and EBITDA components have minimum threshold amounts and both minimum cumulative threshold targets must be met for the participants to qualify to earn a payment.

Second Component

The second component of the Plan links payout to
achievement of performance goals related to strategic initiatives. Depending on the level of achievement for these goals, the participants in the aggregate may receive between 0% and 200% of the target amount for this component of the Plan. All
funds available under the Plan for the second component will be awarded based on a year end assessment of the achievement of the goals.



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Administration

In
all cases, payout will be made only if the participant is continuously employed through December 31, 2008, subject to the Compensation Committees sole discretion to determine whether any portion of the bonus will be paid in the event of a
participants termination of service prior to that date.

The Compensation Committee, in its sole discretion, may (a) eliminate, increase or
reduce the bonus payable to any participant above or below that which otherwise would be payable under the payout formula, including the reduction or elimination of payouts based on the achievement of quarterly performance goals if the annual
performance goals are not met, and (b) modify or terminate the Plan at any time.

Payment of bonuses, if any, under the Plan shall be made as soon as
practicable after December 31, 2008, but shall be paid no later than March 15, 2009. Each bonus shall be paid in cash in a single lump sum, subject to payroll taxes and tax withholding.

Each bonus that may become payable under the Plan shall be paid solely from the general assets of the Company. Nothing in the Plan should be construed to create a trust
or to establish or evidence any participants claim of any right to payment of a bonus other than as an unsecured general creditor with respect to any payment to which a participant may be entitled.



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