Document:

Exhibit 10.13

 Exhibit 10.13 

[AOL LOGO] 

AOL Inc. - Annual Bonus Plan 

			
	 HIGHLY CONFIDENTIAL: AOL INTERNAL USE ONLY
  
	  	[AOL LOGO]

 1. Objective 

The success of AOL Inc., along with its subsidiaries and affiliates (together the “Company”), is to a great extent dependent on the
caliber of its employees. The AOL Inc. Annual Bonus Plan (the “ABP”) is a critical tool in rewarding outstanding Company performance, individual performance and behaviors that contribute to the achievement of corporate objectives.

 At the discretion of senior management, the ABP provides participating employees (other than the executive officers of the Company whose
participation is governed by the AOL Inc. Annual Incentive Plan for Executive Officers (the “Executive AIP”) and Section 6 herein) with the opportunity to receive cash incentives based on the financial and operational
performance of the Company as well as their own individual performance. 
 The guidelines provided in this document are applicable to all ABP
eligible employees regardless of location. As appropriate, due to local country laws or regulations, certain processes or calculations may be modified. For guidance on the application of the ABP within your particular country, please contact your HR
representative. 
 The ABP shall supersede the Global Bonus Plan (GBP) in its entirety. 

2. Eligibility 
 Employees of the Company
with job grades A through J are eligible to participate in the ABP, subject to the terms of the ABP and the following conditions (each such employee, a “Participant”). 

 

	a.	U.S. based employees must be scheduled to work a minimum of 25 hours or more per week to be eligible to participate. 

 

	b.	Employees eligible to participate in any other Company incentive plan, including but not limited to sales incentive plans and bonus plans (e.g., the Patch Bonus Plan,
etc.) are not eligible to participate in the ABP. 

  

	c.	 New employees who are hired during the
4th quarter of a plan year (October
1st –
December 31st or “Q4”) become eligible to
participate in the ABP beginning on January 1st of
the following plan year. These employees will not be eligible to participate in the ABP or receive a prorated ABP payout for the plan year in which they were hired or transferred. 

 

	d.	UK employees – a new employee who is hired during the year will be eligible to participate in the ABP beginning on his or her first day of employment or when he or
she transfers into an eligible position. In addition, employees on a fixed term contracts are eligible to participate provided they are actively employed on the payment date. 

 

			
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	HIGHLY CONFIDENTIAL: AOL INTERNAL USE ONLY	  	[AOL LOGO]

  

	e.	Certain individuals, including, but not limited to, interns, MBA interns, contractors, bloggers and temporary workers who are not considered employees of the Company
are not eligible to participate in the ABP. This list is not intended to be all inclusive and may be updated without prior notice. 

  

	f.	The eligibility of executive officers of the Company will be determined pursuant to Section 5 of the Executive AIP. 

3. Target Incentive 
 The ABP target
incentive for Participants in job grades A through J is reflected as a percentage of such Participant’s annual base pay. If a Participant in grades A through J is an executive officer of the Company, then the applicable ABP target incentive for
such Participant will be a component in the criteria used by the Committee (as defined in the Executive AIP) to apply negative discretion in determining the actual annual incentive payable to such Participant pursuant to the terms of the Executive
AIP. No annual incentive payment will be made to an executive officer of the Company unless and until the performance goal specified in Section 3.2 of the Executive AIP is achieved. 

Actual annual incentive payouts, if granted, will be calculated based on a Participant’s actual base pay for the plan year in accordance with the
administrative guidelines of the ABP. 
 4. Performance Measures & Weighting 

ABP target incentive payouts are calculated based on the following factors: 

 

	a.	For Participants who are the Chief Executive Officer or an Executive Vice-President (“EVP”), the Company’s financial and operational performance is
weighted at 75%. 

  

	b.	For SVPs and below, the Company’s financial and operational performance is weighted at 50%. 

 

	c.	Participants who are the Chief Executive Officer an EVP, individual performance as measured against pre-approved performance measures, is weighted at 25%.

  

			
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	HIGHLY CONFIDENTIAL: AOL INTERNAL USE ONLY	  	[AOL LOGO]

  

	d.	For SVPs and below, individual performance as measured by a Participant’s overall rating in his or her annual performance review is weighted at 50%. Participants
are rated on a 5-point scale against pre-determined individualized goals. The performance rating is then ranked with all other ratings within the EVP’s organization. Participants whose ratings are in the top 30th percentile of all eligible
employees will be eligible to receive an additional discretionary annual incentive payment (or, in the case of a Participant who is an executive officer of the Company, this will be an additional factor considered in the application of negative
discretion in determining the actual amount of the annual incentive that such Participant will receive under the Executive AIP (see below)). Participants in the bottom 10th percentile of eligible employees will not be eligible for a bonus.

  

	e.	With respect to a Participant who is an executive officer of the Company, the foregoing performance measures may be used by the Committee apply negative discretion to
determine the actual bonus payable to such Participant (as set forth in Section 3.4 of the Executive AIP); provided, however, that the Company has positive “Adjusted Net Income,” as defined in the Executive AIP.

 5. Funding 

The Company’s total ABP funding is based on the Company’s operating income before depreciation and amortization (“OIBDA”) and
Free Cash Flow achievement level, excluding restructuring costs. The OIBDA and Free Cash Flow goals are determined at the beginning of each plan year by senior management. 

The ABP funding levels at various levels of the Company’s achievement are determined on an annual basis at the beginning of each plan year.

 Both the OIBDA and Free Cash Flow metrics must meet the minimum threshold associated with a targeted funding level in order to have any
payment at that targeted funding level. There is no guarantee of payout if the threshold is not met. 
 An employee who is rated below 100% in
his or her individual performance metric will be funded at the lower of his or her performance rating or the Company’s performance rating. For example, if the Company achieves a 110% rating and the employee receives a 70% rating, the
employee’s bonus will be funded at 70% for both the individual rating as well as the Company rating. 
 Final ABP funding is at the
discretion of the Chief Executive Officer of the Company. 
 6. Executive Officers 

This Section 6 will apply only to those Participants who are also executive officers, which determination will be made by the Committee. Only with
respect to annual incentives payable to such Participants should the ABP be considered a sub-plan of the 
  

			
	SECTION: AOL INC. ANNUAL BONUS PLAN	  	4

			
	HIGHLY CONFIDENTIAL: AOL INTERNAL USE ONLY	  	[AOL LOGO]

  

 
Executive AIP. The eligibility of such Participants will be determined pursuant to Section 5 of the Executive AIP and the performance goals for such Participants will be determined pursuant
to Section 3 of the Executive AIP. In addition, this sub-plan for Participants who are executive officers will be administered in accordance with Section 4 of the Executive AIP. The method, timing and/or form of any annual incentive
payouts to such Participants will be as set forth in the Executive AIP. Once the Committee determines in writing that performance goals have been achieved (pursuant to Section 3 of the Executive AIP), the Committee may use negative discretion
to finalize the annual incentive payouts, pursuant to the guidelines established under the ABP. The guidelines for each plan year will be set forth on an addendum to the ABP. Any capitalized terms used in this section (and throughout the ABP with
respect to a Participant who is an executive officer of the Company) but not otherwise defined herein, in connection with determining the annual incentive payouts for such Participant only, will have the meaning set forth in the Executive AIP. In
the event of a conflict between any term or provision contained in the ABP and a term or provision of the Executive AIP, the terms and provisions of the Executive AIP will govern and prevail. 

7. Administrative Guidelines 
  

	a.	 The ABP is an annual bonus plan based on Company and individual performance from
January 1st through
December 31st (the “plan year”).

  

	b.	 Any payouts with respect to a plan year will be distributed once a year, between
January 1st and no later than
March 15th of the year immediately following the end
of such plan year. 

 India: Any payouts will be distributed once a year and no later than
March 31st following the end of the applicable plan
year. 
  

	c.	Participants must be actively employed by the Company at the time of payout in order to be eligible to receive a payout, unless otherwise required by law.

  

	d.	Employees promoted or transferred into an ABP eligible position may participate in the ABP effective as of the first day they were employed in an ABP eligible position.
The ABP payment will be prorated daily based on the length of time such employee works in the ABP eligible position during the plan year. 

  

	e.	Participants transferring from an ABP eligible position to non-ABP eligible positions will be eligible to receive an ABP payout, prorated on a daily basis for the
portion of the plan year in which they were employed in an ABP eligible position, provided that the Company pays a bonus under the ABP to other Participants for that plan year. 

 

	f.	ABP payouts for Participants who are promoted or transferred from one ABP level to another during the plan year will be eligible to receive an ABP payout, prorated on a
daily basis based on the length of time in each position during the year. 

  

			
	SECTION: AOL INC. ANNUAL BONUS PLAN	  	5

			
	HIGHLY CONFIDENTIAL: AOL INTERNAL USE ONLY	  	[AOL LOGO]

  

	g.	Employees transferring to or from a sales or other incentive/bonus eligible position are eligible for a prorated ABP payout for the time they were in an ABP eligible
position during the plan year, in accordance with the guidelines set forth in this plan. 

  

	h.	Participants on an approved leave of absence are eligible for a prorated ABP payout for the time period during the plan year that they were scheduled to work 25 or more
hours per week. 

 India - Participants on an approved leave of absence without pay (Loss of Pay leave) are
eligible for an ABP payout only for the prorated time period when they were either at work or on approved leave of absence with pay during the applicable plan year. Such Participants are eligible for payment only upon return to work. If a
Participant does not return from a leave of absence without pay, the individual will not receive a bonus payment. 
 Canada -
Participants on an approved leave of absence are eligible for a prorated ABP payout for the time period during the applicable plan year that they were scheduled to work 25 or more hours/week. Participants are eligible for payment only upon a return
to work. If a Participant does not return from a leave of absence, the individual will not receive a bonus payment. 
  

	i.	The ABP allocation may not exceed 200% of a Participant’s bonus target. 

 

	j.	In the event a Participant dies during the plan year, the Participant’s beneficiaries will receive a prorated ABP payout based on the number of days the
Participant spent in an ABP eligible position during such plan year. 

  

	k.	There is no guaranteed ABP payout. 

 8.
Miscellaneous 
  

	a.	Participation in the ABP does not constitute a contract of employment or a contractual agreement for payout. All elements of the ABP are at the discretion of the
Company. This document is for informational purposes only. The ABP should not be considered to be a part of a Participant’s annual compensation. The Company reserves the right to modify, revoke, suspend, terminate, or disregard all plan
practices, policies or procedures, in whole or in part, published or unpublished, at any time, with or without notice. 

  

	b.	Management reserves the right to exercise discretion in calculating the ABP payout, and in setting or adjusting any values or factors used in the calculation of the ABP
payout with respect to non-executive officer Participants only. Such discretion for Participants who are executive officers of the Company resides solely with the Committee (as defined in the Executive AIP) pursuant to the Executive AIP.

  

	c.	In the event of any inconsistency or conflict between the provisions of any other communications and the terms of this plan document, the terms outlined in this plan
document will prevail. 

  

			
	SECTION: AOL INC. ANNUAL BONUS PLAN	  	6

			
	HIGHLY CONFIDENTIAL: AOL INTERNAL USE ONLY	  	[AOL LOGO]

  

	d.	Participants will not have the right to assign, pledge, or otherwise transfer any payments to which they may be entitled under the ABP. 

 

	e.	The Company reserves the right to deduct any moneys owed to the Company by a Participant from any payout under the ABP prior to distribution, unless local or regional
laws require otherwise. 

  

	f.	The Company will be entitled to withhold from any payment due to a Participant any and all applicable income and employment taxes. 

 

	g.	The ABP is intended to be exempt from Internal Revenue Code Section 409A. 

 

			
	SECTION: AOL INC. ANNUAL BONUS PLAN	  	7Exhibit 10.14

 Exhibit 10.14 

January 29, 2010 
 Polar
Capital Group, LLC 
 200 Portland Street, Suite 301 

Boston, MA 02114 
 Attn: Donald Armstrong

 Chief Strategy and Investment Officer 

Polar News Company, LLC 
 200 Portland Street,
Suite 301 
 Boston, MA 02114 
 Attn:
Donald Armstrong 
 Chief Strategy and Investment Officer 

Re: AOL Inc. (successor by assignment to AOL LLC) / Patch Media Corporation Merger Consideration and Accrued Interest Payable to Polar
Capital Group, LLC 
 Ladies and Gentlemen: 

Reference is hereby made to (i) that certain Agreement and Plan of Merger, dated as of May 30, 2009, by and among AOL Inc., a
Delaware corporation (successor by assignment to AOL LLC) (“Parent”), Pumpkin Merger Corporation, a Delaware corporation and a wholly owned Subsidiary of Parent (“Merger Sub”), Patch Media Corporation, a Delaware
corporation (the “Company”), and Jon Brod, in his capacity as the Stockholders’ Agent (as the same may be amended, supplemented, modified and/or restated from time to time, the “Merger Agreement”);
(ii) that certain Letter Agreement, dated as of June 10, 2009, by and among Parent, Polar News Company, LLC (“Polar News”) and Polar Capital Group, LLC’s (“Polar Capital”) (the “Polar Capital
Consideration Side Letter”); and (iii) that certain Letter Agreement, dated as of August 5, 2009, by and among Parent, Polar News and Polar Capital (the “Accrued Interest Side Letter”). Capitalized terms used and
not otherwise defined herein shall have the meaning ascribed to such terms in the Merger Agreement. 
 This letter is being
delivered to document our mutual understanding regarding the implementation of the terms of the Polar Capital Side Letter and the Accrued Interest Side Letter with respect to a portion of the Polar Capital Merger Consideration (as such term is
defined in the Polar Capital Consideration Side Letter). As of January 29, 2010, (i) the amount of Polar Capital Consideration (as such term is defined in the Polar Capital Consideration Side Letter) due to Polar Capital will be
$4,110,269.51 (the “January 2010 Consideration Payment”), and (ii) the amount of accrued interest due to Polar Capital under the terms of the Accrued Interest Side Letter will be $1,215.19 (the “January 2010 Accrued
Interest Payment”). 
 On January 29, 2010, after the close of trading on the New York Stock Exchange, in
accordance with the terms of the Polar Capital Consideration Side Letter, Polar Capital will be issued 173,078 shares of common stock, $0.01 par value per share, of Parent (the “January 2010 Consideration Shares”) and paid $16.81 in
cash in lieu of a fractional share in lieu of the January 2010 Consideration Payment and the January 2010 Accrued Interest Payment. Upon issuance of the January 2010 Consideration Shares and the $16.81 in lieu of a fractional share, Polar News or
Polar Capital will cease to have any claim of any nature whatsoever with respect to, and Parent shall have no further obligation of any nature whatsoever to pay, the January 2010 Consideration Payment and the January 2010 Accrued Interest
Payment. 

 Please indicate receipt of this letter agreement and acceptance of its terms and conditions
by signing in the space provided below and returning to Parent an original signed copy of this letter. 
  

			
	AOL INC.
		
	By:	 	 /s/ Ira H. Parker

	Name:	 	Ira H. Parker
	Title:	 	Executive Vice President and General Counsel

Acknowledged and Agreed: 
  

					
		 	Polar Capital Group, LLC
			
		 	By:	 	 /s/ Jon Brod

		 	Name:	 	Jon Brod
		 	Title:	 	Manager
		
		 	Polar News Company, LLC
			
		 	By:	 	 /s/ Jon Brod

		 	Name:	 	Jon Brod
		 	Title:	 	Manager

  

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