**Exhibit 10.24**

**Summary of 2004 Bonus Plan for Executive Officers of Applix, Inc.**
     For fiscal year 2004, the Compensation Committee (the “CompensationCommittee”) of the Board of Directors of Applix, Inc. (the “Company”)established a bonus program for the executive officers (the “2004 Bonus Plan”)based on a variety of corporate objectives, including revenue, earnings andcash goals, as well as, for certain executive officers, the attainment ofindividual objectives. As such, bonuses are comprised of amounts determinedpursuant to a formula based on overall corporate objectives and, if applicable,amounts determined on a discretionary basis by the Compensation Committee forindividual objectives and achievements. The 2004 Bonus Plan is subject toadjustment or modification by the Compensation Committee at any time. Thefollowing summarizes the bonus criteria for each of the Company’s executiveofficers:
**David Mahoney**
     Mr. Mahoney’s target bonus under the 2004 Bonus Plan is $150,000,comprised of quarterly target bonuses of $20,000 each quarter payable upon theachievement of quarterly goals and $70,000 payable after the end of 2004 forthe achievement of annual corporate goals and individual goals.
     Quarterly Goals
     Mr. Mahoney’s quarterly goals are based on the Company achieving targetsestablished by the Compensation Committee for each quarter for revenue (uponwhich 34% of his quarterly target bonus is based), earnings (upon which 33% ofhis quarterly target bonus is based) and cash (upon which 33% of his quarterlytarget bonus is based). The Company will pay those portions of the quarterlytarget bonus tied to revenue and cash if the Company attained at least 90% ofsuch quarterly revenue or cash target, with (i) 90% payable if the applicablequarterly target was 90% achieved and an additional 1% payable for eachpercentage point of achievement above 90% (for example, 95% achievement equals95% payable), (ii) 100% payable if the applicable quarterly target was 100%achieved, and (iii) up to 110% payable if the applicable quarterly target wasup to 120% achieved (for each percentage point over 100%, the bonus payablewill increase by 0.5%). The Company will pay that portion of the quarterlytarget bonus tied to earnings if the Company attained at least 80% of thequarterly earnings target, with (i) 25% payable if the quarterly earningstarget was 80% achieved, (ii) 50% payable if the quarterly earnings target was90% achieved, (iii) 100% payable if the quarterly earnings target was 100%achieved, and (iv) up to 150% payable if the quarterly earnings target was upto 120% achieved (for each percentage point over 100%, the bonus payable willincrease by 2.5%).
     Annual/Individual Goals
     Mr. Mahoney is eligible to receive $70,000 of his target bonus under the2004 Bonus Plan after the end of 2004 based on the Company achieving annualgoals (upon which 40% of his year-end target bonus is based) and Mr. Mahoneyachieving individual goals (upon which 60% of his year-end target bonus isbased).
     The Company’s goals upon which Mr. Mahoney’s year-end target bonus isbased relate to (i) revenue (upon which 20% of his year-end target bonus isbased) and (ii) earnings (upon
 

 

which 20% of his year-end target bonus isbased). The bonus is payable upon 95% achievement of the annual targets forrevenue or earnings, as the case may be. The calculation of the payable bonusis linear beginning at 95% and ending at 120%. For example, if the annualearnings target is met 110%, Mr. Mahoney would receive 110% of $14,000, thatportion of his bonus determined by the annual earnings target.
     Mr. Mahoney’s individual goals have been established by the CompensationCommittee. The Compensation Committee shall determine, in its discretion, theextent to which Mr. Mahoney has met each such individual goal and,correspondingly, the extent to which the portion of his year-end target bonusbased on individual goals ($42,000) is payable.
**Milton Alpern**
     Mr. Alpern’s target bonus under the 2004 Bonus Plan is $90,000, comprisedof quarterly target bonuses of $17,500 each quarter payable upon theachievement of quarterly goals and $20,000 payable after the end of 2004 forthe achievement of individual goals.
     Quarterly Goals
     Mr. Alpern’s quarterly goals are based on the Company achieving targetsestablished by the Compensation Committee for each quarter for revenue (uponwhich 34% of his quarterly target bonus is based), earnings (upon which 33% ofhis quarterly target bonus is based) and cash (upon which 33% of his quarterlytarget bonus is based). The Company will pay that portion of the quarterlytarget bonus tied to revenue if the Company attained at least 80% of thequarterly revenue target, with (i) 80% payable if the quarterly revenue targetwas 80% achieved, and an additional 1% payable for each percentage point ofachievement above 80% (for example, 90% achievement equals 90% payable), (ii)100% payable if the quarterly revenue target was 100% achieved, and (iii) up to110% payable if the quarterly revenue target was up to 120% achieved (for eachpercentage point over 100%, the bonus payable will increase by 0.5%). TheCompany will pay that portion of the quarterly target bonus tied to earnings ifthe Company attained at least 80% of the quarterly earnings target, with (i)25% payable if the quarterly earnings target was 80% achieved, (ii) 50% payableif the quarterly earnings target was 90% achieved, (iii) 100% payable if theearnings target was 100% achieved, and (iv) up to 150% payable if the quarterlyearnings target was up to 120% achieved (for each percentage point over 100%,the bonus payable will increase by 2.5%). The Company will pay that portion ofthe quarterly target bonus tied to cash if the Company attained at least 90% ofthe quarterly cash target, with (i) 90% payable if the quarterly cash targetwas 90% achieved, and an additional 1% payable for each percentage point ofachievement above 90% (for example, 95% achievement equals 95% payable), (ii)100% payable if the quarterly cash target was 100% achieved, and (iii) up to110% payable if the quarterly cash target was up to 120% achieved (for eachpercentage point over 100%, the bonus payable will increase by 0.5%).
     Individual Goals
     Mr. Alpern is eligible to receive $20,000 of his target bonus under the2004 Bonus Plan after the end of 2004 based on Mr. Alpern’s achievement ofindividual goals determined by the Chief Executive Officer of the Company. TheCompensation Committee shall determine, in its
 

 

discretion, the extent to whichMr. Alpern has met each such individual goal and, correspondingly, the extentto which the Company shall pay Mr. Alpern any or all of his year-end targetbonus.
**Craig Cervo**
     Mr. Cervo’s target bonus under the 2004 Bonus Plan is $66,500, comprisedof quarterly target bonuses of $16,625 each quarter payable upon theachievement of quarterly goals.
     Quarterly Goals
     Mr. Cervo’s quarterly goals are based on the Company achieving targetsestablished by the Compensation Committee for each quarter for revenue (uponwhich 34% of his quarterly target bonus is based), earnings (upon which 33% ofhis quarterly target bonus is based) and cash (upon which 33% of his quarterlytarget bonus is based). The Company will pay that portion of the quarterlytarget bonus tied to revenue if the Company attained over 80% of the quarterlyrevenue target, with (i) 5% payable for each percentage point over 80%achievement of the quarterly revenue target (for example, 87% achievementequals 35% payable), (ii) 100% payable if the quarterly revenue target was 100%achieved, and (iii) up to 125% payable if the quarterly revenue target was upto 125% achieved (for each percentage point over 100%, the bonus payable willincrease by 1%). The Company will pay that portion of the quarterly targetbonus tied to earnings if the Company attained at least 80% of the quarterlyearnings target, with (i) 25% payable if the quarterly earnings target was 80%achieved, (ii) 50% payable if the quarterly earnings target was 90% achieved,(iii) 100% payable if the quarterly earnings target was 100% achieved, and (iv)up to 150% payable if the quarterly earnings target was up to 120% achieved(for each percentage point over 100%, the bonus payable will increase by 2.5%).The Company will pay that portion of the quarterly target bonus tied to cashif the Company attained at least 90% of the quarterly cash target, with (i) 90%payable if the quarterly cash target was 90% achieved, and an additional 1%payable for each percentage point of achievement above 90% (for example, 95%achievement equals 95% payable), (ii) 100% payable if the quarterly cash targetwas 100% achieved, and (iii) up to 110% payable if the quarterly cash targetwas up to 120% achieved (for each percentage point over 100%, the bonus payablewill increase by 0.5%).
     Starting in the fourth quarter of 2004, the Company will pay that portionof the quarterly target bonus tied to quarterly revenue targets if the Companyattained at least 80% of the quarterly revenue target, with (i) 25% payable ifthe quarterly revenue target was 80% achieved, (ii) 50% payable if thequarterly revenue target was 90% achieved, (iii) 100% payable if the quarterlyearnings target was achieved at 100% or more. The Company will pay thatportion of the quarterly target bonus tied to earnings if the Company attainedat least 80% of the quarterly earnings target, with (i) 25% payable if thequarterly earnings target was 80% achieved, (ii) 50% payable if the quarterlyearnings target was 90% achieved, (iii) 100% payable if the quarterly earningstarget was achieved 100% or more. The Company will pay that portion of thequarterly target bonus tied to cash if the Company attained 100% or more of thequarterly target.
**Michael Morrison**
 

 

     Mr. Morrison’s target bonus under the 2004 Bonus Plan for the third andfourth quarters of 2004 is $82,500 (Mr. Morrison joined the Company in thesecond quarter of 2004), comprised of quarterly target bonuses of $41,250 eachquarter payable upon the achievement of quarterly goals.
     Quarterly Goals
     Mr. Morrison’s quarterly goals are based on the Company achieving targetsestablished by the Compensation Committee for each quarter for license revenue(upon which 30% of his quarterly target bonus is based), revenue (upon which30% of his quarterly target bonus is based), earnings (upon which 20% of hisquarterly target bonus is based) and cash (upon which 20% of his quarterlytarget bonus is based). The Company will pay that portion of the quarterlytarget bonus tied to license revenue if the Company attained at least 80% ofthe quarterly license revenue target, with (i) 20% payable if the quarterlylicense revenue target was 80% achieved and an additional 4% payable for eachpercentage point over 80% achievement of the quarterly license revenue target(for example, 87% achievement equals 48% payable), and (ii) 100% payable if thequarterly license revenue target was 100% achieved, an additional 1.25% foreach percentage point over 100% achievement (up to 105% achievement), and anadditional 1.5% for each percentage point over 106% achievement. There is nocap on that part of Mr. Morrison’s quarterly target bonus based on licenserevenue. The Company will pay that portion of the quarterly target bonus tiedto revenue if the Company attained over 80% of the quarterly revenue target,with (i) 5% payable for each percentage point over 80% achievement of thequarterly revenue target (for example, 87% achievement equals 35% payable),(ii) 100% payable if the quarterly revenue target was 100% achieved, and (iii)up to 125% payable if the quarterly revenue target was up to 125% achieved (foreach percentage point over 100%, the bonus payable will increase by 1%). TheCompany will pay that portion of the quarterly target bonus tied to earnings ifthe Company attained at least 80% of the quarterly earnings target, with (i)25% payable if the quarterly earnings target was 80% achieved, (ii) 50% payableif the quarterly earnings target was 90% achieved, and (ii) 100% payable if thequarterly earnings target was achieved 100% or more. The Company will pay thatportion of the quarterly target bonus tied to cash if the Company attained 100%or more of the quarterly target.
     Starting in the fourth quarter of 2004, the Company will pay that portionof the quarterly target bonus tied to quarterly revenue targets if the Companyattained at least 80% of the quarterly revenue target, with (i) 25% payable ifthe quarterly revenue target was 80% achieved, (ii) 50% payable if thequarterly revenue target was 90% achieved, and (iii) 100% payable if thequarterly earnings target was achieved 100% or more.