Exhibit 10.28

Fisher Communications, Inc. Management Short Term Incentive Plan -2009





Purpose

The purpose of the Management Short Term Incentive Plan (the Plan) is to reward performance by focusing Fisher Communications key management employees on setting high
standards and achieving performance goals.

Administration of the Plan

The Compensation Committee of the Board of Directors of Fisher Communications (the Committee) will approve final disposition of all matters pertaining to the administration of the Plan. The Committees decisions
affecting the construction of the Plan will be final and binding on all parties.

The President and Chief Executive Officer (CEO) of Fisher Communications,
on behalf of the Committee, has the responsibility to administer the Plan. The CEO will review goals for all plan participants. The Committee will review and approve Company financial goals, individual goals and final performance results and
payouts.

Responsibilities for actions taken under the Plan and associated time frames are:



|                                                                  |  |                             |  |                             |  |                             |  |                   
|----------------------------------------------------------------- |  | --------------------------- |  | --------------------------- |  | --------------------------- |  | ------------------
|Responsibilities                                                  |  | CEO                         |  | Participant                 |  | Finance and Administration  |  | Committee         
|Goal setting for upcoming year (Company financial and individual) |  | December 2008- January 2009 |  | December 2008- January 2009 |  | October 2008- December 2008 |  |                   
|                                                                  |  |                             |  |                            
|Goal approval for upcoming year                                   |  |                             |  |                             |  |                             |  | March 2009        
|                                                                  |  |                             |  |                            
|Evaluation of performance results at the end of the Plan period   |  | January 2010- February 2010 |  |                             |  | January 2010- February 2010 |  |                   
|                                                                  |  |                             |  |                            
|Calculation of payouts                                            |  | March 2010                  |  |                             |  | March 2010                  |  |                   
|                                                                  |  |                             |  |                            
|Approval of payouts and performance results for previous year     |  |                             |  |                             |  |                             |  | March 2010 meeting
|                                                                  |  |                             |  |                            
|Communication of payouts                                          |  | March 2010                  |  |                             |  |                             |  |                   
|                                                                  |  |                             |  |                            
|Payouts to participants                                           |  |                             |  | By March 15, 2010           |  |                             |  |                   



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Exhibit 10.28

Fisher Communications, Inc. Management Short Term Incentive Plan -2009





Plan Period

The plan period is defined as January 1, 2009 through December 31, 2009.

Plan Participants

Participants in the Plan will be corporate officers and other key management employees approved by the Committee that are
responsible for directing and performing functions that have significant impact on Fisher Communications performance. At the current time they are:



| |  |  | President and Chief Executive Officer
| | - |  | -------------------------------------



| |  |  | Senior Vice President, Chief Financial Officer
| | - |  | ----------------------------------------------



| |  |  | Senior Vice President, Operations
| | - |  | ---------------------------------



| |  |  | Vice President, Principal Accounting Officer
| | - |  | --------------------------------------------



| |  |  | Vice President, Senior Attorney and Corporate Secretary
| | - |  | -------------------------------------------------------



| |  |  | Vice President, Human Resources and Administration
| | - |  | --------------------------------------------------



| |  |  | Vice President, Market Development
| | - |  | ----------------------------------

Newly hired
employees who are added as participants to the Plan during the year may receive prorated incentive awards as recommended by the CEO and approved by the Committee.

Plan Performance Measures and Weights

Performance measures are established before the end of the first quarter of the Plan period.

Performance measures for all of the above employees will consist of 80% of the incentive based on Company Financial Performance or Fishers Adjusted
EBITDA (which may be adjusted for certain circumstances by the Compensation Committee) and 20% of the incentive based on the achievement of individual objectives. Please refer to Matrix A for illustration of award potential for the Adjusted EBITDA
component of the incentive.

Award Schedule

At the
beginning of the Plan year, a performance/payout schedule will be developed that specifies threshold, target, and maximum Company financial performance levels and the corresponding percentage of the target award that would be earned for each
performance level. Additionally, individual objectives are developed and approved by the CEO.



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Exhibit 10.28

Fisher Communications, Inc. Management Short Term Incentive Plan -2009





Target Incentive Awards

Target incentive awards are expressed as a percentage of base salary and vary by position level and accountabilities.

Payment of Awards

A participants payout is calculated as
follows:



| |  |  | Confirm target opportunity as % of base salary
| | - |  | ----------------------------------------------



| |  |  | Assess level of Company financial performance versus target performance
| | - |  | -----------------------------------------------------------------------



| |  |  | Assess level of individual objective performance versus target performance
| | - |  | --------------------------------------------------------------------------



| |  |  | Determine payout as a percent of target for Company financial and individual performance results
| | - |  | ------------------------------------------------------------------------------------------------

Termination

Retirement or Disability  In the event of
termination of employment through retirement or as a result of total disability as defined in Fisher Broadcasting benefit plans, the award will be prorated for the number of months of the year completed prior to termination. Retirement is defined as
termination of employment on or after age 65. The award is contingent upon actual performance against goals during the months served. The award will be paid out at the normal payout date or earlier, at the discretion of the Committee.

Death  If the participant dies, any unpaid awards will be paid to his or her estate in one lump sum. The amount of the award will be prorated for the number
of months of the year completed prior to the participants death. The award is contingent upon actual performance against goals during the months served. The award will be paid out at the normal payout date or earlier, at the discretion of the
Committee.

Termination for Reasons Other Than Retirement, Disability or Death  In the event of termination of employment for any other
reason, the participant will not be entitled to any incentive compensation for the Plan period subsequent to termination, unless otherwise approved by the Committee.

Amendment or Termination of the Plan  The Committee may terminate, amend or modify this Plan at any time.

Other Considerations

Right of Assignment  No right or interest in the Plan is assignable or transferable, or subject to any
lien, directly, by operation of law, or otherwise, including levy, garnishment, attachment, pledge, or bankruptcy.



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Exhibit 10.28

Fisher Communications, Inc. Management Short Term Incentive Plan -2009





Right of Employment  Participation under this Plan
does not guarantee any right to continued employment; management reserves the right to dismiss participants. Participation in any one Plan period does not guarantee the participant the right to participation in any subsequent Plan period.

Withholding for Taxes  Fisher Broadcasting has the right to deduct from all awards under this Plan any taxes required by law to be withheld
with respect to such payments.



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Exhibit 10.28

Fisher Communications, Inc. Management Short Term Incentive Plan -2009





Matrix A



|                                              |  |                   
|--------------------------------------------- |  | ------------------
|Corporate Performance (EBITDA) As % of
Target |  | Payout as % Target
|110%                                          |  | 200%              
|109%                                          |  | 180%              
|108%                                          |  | 160%              
|107%                                          |  | 150%              
|106%                                          |  | 140%              
|105%                                          |  | 130%              
|104%                                          |  | 120%              
|103%                                          |  | 115%              
|102%                                          |  | 110%              
|101%                                          |  | 105%              
|100%                                          |  | 100%              
|99%                                           |  | 93%               
|98%                                           |  | 75%               
|97%                                           |  | 67%               
|96%                                           |  | 57%               
|<96%                                          |  | 0%