Document:

Offer letter with Kevin Biggs, dates as of December 3, 2006

 Exhibit 10.29 
 December 3, 2006 (amended as of March 22, 2007) 
 Kevin Biggs 
 [address] 
 Dear Kevin: 
 I am pleased to extend to you
an offer to join Blue Coat Systems, Inc. as our Senior Vice President of Sales, reporting to Brian NeSmith, Chief Executive Officer. 
 We have structured an
offer package for you that consists of the following components: 
  

	 	•	 	 An annual base salary of $300,000.00 paid according to standard company payroll policies. 

  

	 	•	 	 An opportunity to participate in the Blue Coat Systems, Inc. Sales Compensation Plan. Under this Plan, your total annual commissions target is $350,000.00 based on
attainment of sales revenue objectives as set under the plan. Details will follow under separate cover for the current Fiscal Year 2007 Sales Compensation Plan. 

  

	 	•	 	 A relocation bonus will also be provided for you. The relocation bonus will be provided to you in Attachment A. 

  

	 	•	 	 An option to purchase 35,400 shares of the Company’s Common Stock. The exercise price per share will be equal to the fair market value per share on the date
the option is granted. You will vest 25% of the option shares after 12 months of service, and the balance will vest in monthly installments over the next 36 months of service, as described in the applicable stock option agreement. This grant is
subject to approval by the Company’s Board of Directors and execution of the appropriate stock option agreement. Although we are currently unable to grant options to new employees, we will request that the Board approve your option grant after
the Company becomes current in its publicly filed financial statements. 

  

	 	•	 	 In addition, you will receive a grant of 35,400 restricted shares of the Company’s Common Stock. Restrictions are removed as the restricted shares vest. You
will vest 25% of the restricted shares after 12 months of service, and the balance will vest in monthly installments over the next 36 months of service, as described in the applicable restricted stock option agreement. This grant is subject to
approval by the Company’s Board of Directors and execution of the appropriate restricted stock agreement. Although we are currently unable to grant restricted stock to new employees, we will request that the Board approve your restricted stock
grant after the Company becomes current in its publicly filed financial statements. 

  

	 	•	 	 In the event of a Change in Control (as defined by the Company’s 1999 Stock Incentive Plan) 50% of your stock option grant of 35,400 shares and your restricted
stock grant of 35,400 shares will vest immediately. 

  

	 	•	 	 Three (3) weeks of vacation annually during your first year of employment accrued at a rate of 5 hours per pay period. After your first year, your vacation accrual
will be subject to the Company’s standard accrual and vacation policies. 

	 	•	 	 If your employment is terminated for reasons other than for cause, and you execute the Company’s standard severance agreement, you will receive a payment equal
to 6 months of your base pay (excluding commissions or bonuses). 

 Eligibility for all standard benefits according to the Company’s
U.S. benefits plan. Information on benefits will be supplied to you as soon as possible. 
 Like all Company employees, you will be required, as a condition
of your employment with the Company, to sign the Company’s standard Proprietary Information and Inventions Agreement, a copy of which is enclosed. While you render services to the Company, you will not engage in any other gainful employment,
business or activity without the written consent of the Company. While you render services to the Company, you also will not assist any person or organization in competing with the Company, in preparing to compete with the Company or in hiring any
employees or consultants of the Company. 
 In accordance with the requirements of the Immigration reform and Control Act of 1986, you will be required to
provide verification of your identity and your legal right to work in the United States. This offer is contingent upon your ability to provide us with such documentation. 
 You will be required to complete an application form and a reference and background check authorization form. Your offer of employment is contingent upon your execution of the application form and satisfactory
completion of the reference and background check. 
 Your employment with the Company will be “at will,” meaning that either you or the Company
will be entitled to terminate your employment at any time and for any reason, with or without cause. Any contrary representations, which may have been made to you, are superseded by this offer. This is the full and complete agreement between you and
the Company on this term. Although your job duties, title, compensation and benefits, as well as the Company’s personnel policies and procedures, may change from time to time, the “at will” nature of your employment may only be
changed in an express written agreement signed by you and the Company’s President and CEO. 
 This letter and the enclosed Proprietary Information and
Inventions Agreement supersede any prior understandings or agreements, whether oral or written, between you and the Company. These documents may not be amended or modified except by an express written agreement signed by you and the Company’s
President and CEO. The terms of this offer and the resolution of any disputes will be governed by California law. 
 We look forward to your joining Blue
Coat and believe that you will find this organization to be a truly exciting and fulfilling place to work! 
 This offer stands until the end of business on
December 7, 2006 and your signature below acknowledges your acceptance of these terms. 
 Best Regards, 
  

					
	 /s/ David Powell
	 	 /s/ Kevin Biggs
	 	 March 22, 2007

	David Powell	 	Kevin Biggs	 	Date
	Director, Human Resources	 		 	
	Blue Coat Systems, Inc.	 		 	
		 	My start date will be                     	 	

 ADDENDUM A: RELOCATION INFORMATION 
 In consideration of your move from Connecticut to the San Francisco Bay Area the following instructions apply: 
 Closing Costs on your current home 
 You will be reimbursed closing costs on the sale of your primary residence, not to exceed 6% of
the final sale price of the property. 
 Relocation of Household Members 
 As part of your total relocation assistance package, Blue Coat Systems will reimburse you a one way coach airline ticket for each of the relocating family members. These expenses must be provided to the Payroll
Department for processing. 
 Shipment of Household Goods 
 Generally expenses associated with the movement of all household goods should be billed by the vendor directly to Blue Coat. 
 You may engage a
moving service on your own to move your household goods and up to 2 vehicle(s) from your current location to your new work location. 
 You may elect to
include in the cost full coverage insurance for the current (time) value of the goods shipped. You are responsible for any additional coverage. 
 If you
engage a moving service on your own, you must provide HR, Accounts Payable, and Payroll; the name and contact information of the Service, a price quote for the total costs of packing, shipment and delivery of goods, prior to signing
any agreement or scheduling an appointment with the moving service company. 
 Temporary Housing 
 If, upon your arrival in your new location, you are not able to move into a permanent or semi-permanent residence, you will be provided temporary housing for a period not
to exceed 90 days. 
 Blue Coat can help you secure temporary housing as appropriate to your particular situation. Blue Coat will work directly with the
vendor and rental or lease costs will be directly billed to Blue Coat. However, you may choose to secure temporary housing on your own for a period not to exceed 90 days. If you secure temporary housing on your own you must provide to HR, Accounts
Payable, and Payroll; the name and contact information of the leasing agent, a price quote for the total amount of temporary housing 

 
(including deposits, fees and rental), prior to signing any agreement with the landlord or leasing agent. 
 You will be responsible for utility costs, phone expenses, meals and any other incidentals during your stay in the temporary housing and any of those same costs at your
permanent residence while you occupy the temporary residence. 
 Travel Expenses (incurred during a regular business trip) 
 Expenses incurred when traveling on business to the new work location and back to your current location, although blended with some expenses that are incurred during the
weekends in between for home search, should be considered cumulatively as regular travel expense. Therefore, these should be submitted through our regular expense reimbursement processes (via Accounts Payable through I-Expenses.com). These
expenses include airfare, lodging, ground transportation and meals associated with working in the new location. 
 Notes about Taxability of
Relocation Reimbursements: 
 The IRS has very specific rules regarding taxability of employer reimbursement for employee relocation. Some
relocation expenses are regarded as taxable to the employee and some are not. Blue Coat Systems operates under an ACCOUNTABLE PLAN for reimbursements. We will appropriately communicate the taxable and non-taxable moving expense reimbursement amounts
on your W2. Please refer to IRS Publication 521 for further information, http://www.irs.gov/publications/p521/index.html. 
 IMPORTANT: You must provide original receipts in a timely manner in order to receive your reimbursements. We cannot reimburse you without the receipts.Company's 1998 Employee Qualified Stock Purchase Plan.

 EXHIBIT 10.1 
 Text of Amendment to the Company’s 1998 Employee Qualified Stock Purchase Plan (ESPP) 
 Section 5(c) of the ESPP is amended in its
entirety to read as follows effective as of March 22, 2007: 
 “(c) Notwithstanding any provision in the Plan to the contrary other than
Section 3, each eligible Employee (determined pursuant to Section 3) shall be automatically enrolled in the Offering Period commencing on April 1, 2007, provided that each eligible Employee who is enrolled in an Offering Period that
was suspended as of March 31, 2007, shall continue to be enrolled in such Offering Period subject to Section 10. Payroll deductions for each such eligible Employee shall commence as soon as administratively practicable following the date
the Company’s Form S-8 registration statement with respect to the issuance of Common Stock under the Plan becomes effective and shall be made at the rate specified in the Employee’s subscription agreement provided that such rate is more
than zero percent (0%), subject to any change in subscription rate made pursuant to Section 6(c) and the Employee’s withdrawal from participation in the Plan in accordance with Section 11. An Employee who has not filed a subscription
agreement will be entitled to continue to participate in the applicable Offering Period only if the individual submits a subscription agreement authorizing payroll deductions in an amount exceeding zero percent (0%) to the Company’s payroll
office (i) no earlier than the date the Company’s Form S-8 registration statement with respect to the issuance of Common Stock under the Plan becomes effective and (ii) no later than two (2) weeks following the effective date of
such S-8 registration statement or such other period of time as the Administrator may determine (the “Enrollment Window”). An Employee who fails to submit a subscription agreement during the Enrollment Window or whose subscription
rate does not exceed zero percent (0%) will be automatically terminated from participating in the Offering Period in which such Employee is enrolled.” 
 The last sentence of Section 6(b) of the ESPP is amended in its entirety to read as follows effective as of March 22, 2007: 
 “Notwithstanding the foregoing, effective for the Exercise Period commencing on April 1, 2007, the Company will, on such terms and conditions as the Company may prescribe, permit a participant to make a payment to his or her
account up to the payroll deductions that would have been made during the period of time, if any, beginning on April 1, 2007, and ending on the date subsequent thereto that payroll deductions for such participant for the April 1, 2007,
Exercise Period has commenced. Such payment, if administratively feasible, must be made by check or such other means prescribed by the Company within the period of time prescribed by the Company, provided that such period will not extend beyond
sixty (60) days from the date that payroll deductions for such participant for the April 1, 2007, Exercise Period has commenced, and must be made in accordance with such other terms and conditions prescribed by the Company.”

 Section 6(c) of the ESPP is amended in its entirety to read as follows effective as of March 22, 2007: 
 “A participant may discontinue his or her participation in the Plan as provided in Section 11, or may increase or decrease the rate of his or her payroll
deductions at any time during the Offering Period by completing or filing with the Company a form provided by the Company notifying the payroll office of such withdrawal or reduction of withholding rate; provided, however, that effective for
Offering Periods commencing on or after April 1, 2005, a participant may not increase the rate of his or her payroll deductions during an Offering Period. Notwithstanding the foregoing, a participant may increase the rate of his or her payroll
deductions during the Enrollment Window (as described in Section 5(c)). The change in rate shall be effective as of the next pay date following receipt of the form or at such other time as the Company and the participant may agree.”

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