Document:

EX-10.2

 Exhibit 10.2 
 March 22, 2013 
 Madhav V. Rajan 
 Stanford Graduate School of Business 
 655 Knight Way 

Stanford, CA 94305 
 Re: Position on the
Board of Directors of Cavium, Inc. 
 Dear Madhav, 
 It is my sincere pleasure to welcome you as a Director on the CAVIUM, INC. (“Cavium”) Board of Directors (the “Board”).
We anticipate many exciting opportunities at the company and believe that your experience and background will greatly assist us in meeting those opportunities. 
 Upon your appointment as a Director, pursuant to the terms of Cavium’s 2007 Equity Incentive Plan (the “Plan”) you have been granted (1) an option to purchase up to
25,000 shares of Cavium common stock, at the fair market value on the date of grant, and (2) a restricted stock unit (RSU) award of 10,000 shares of Cavium common stock. Your options will vest monthly in equal increments over a 48-month period
and your RSUs will vest annually over 4 years, for so long as you continue to serve as a Director, until the entire grant is vested. In the event there is a Change in Control of Cavium, 100% of all your unvested stock options and/or stock will vest
immediately upon such a Change in Control. All terms and conditions of the option will be set forth in the Plan and Cavium’s form of stock option agreement, grant notice, exercise notice and other documents relating to the Plan. 

As we discussed, you have also been appointed to serve on the Audit Committee. You will receive annual compensation of $12,000 for your
service as a Director, and an additional $6,000 per year for your service on the Audit Committee. In addition, we will reimburse reasonable out-of-pocket expenses incurred in connection with your service as a Director in accordance with
Cavium’s established reimbursement policies, including reasonable travel expenses associated with attending Cavium Board meetings. As you know, as a Director, you will not be entitled to any of the other benefits that Cavium makes available to
its employees. 
 In your capacity as a Director of Cavium, you will be expected not to use or disclose any confidential
information, including, but not limited to, trade secrets of any former employer or other person or entity to whom you have an obligation of confidentiality. Rather, you will be expected to use only information that is generally known and used by
persons with training and experience comparable to your own, that is common knowledge in the industry or otherwise legally in the public domain, or that is otherwise provided or developed by Cavium. 

In addition, during the term of your services as a Director and after termination of such services, you will not disclose any of Cavium
confidential proprietary information, or any information of a third party provided to you by Cavium, which includes but is not limited to, all non-public tangible and intangible manifestations regarding patents, copyrights, trademarks, trade
secrets, technology, inventions, works of authorship, business plans, data or any other confidential knowledge without the prior written consent of Cavium. 
 This letter, the Indemnity Agreement and the stock option documentation referred to herein, constitutes the entire agreement between you and Cavium. This agreement supersedes any other agreements or
promises made to you by anyone, whether oral or written, and it may only be modified in writing signed by a duly authorized officer of Cavium. 
 If the terms of this letter are acceptable to you, and to indicate your willingness to serve on Cavium’s Board, please sign and date this letter below. We look forward to your favorable reply and to
a productive and enjoyable future relationship. 

 Very truly yours, 
 CAVIUM, INC. 
 /s/ Syed Ali 

Syed Ali 
 President and Chief Executive Officer

 Accepted: 

	
	
	/s/ Madhav Rajan
	Madhav Rajan
	
	3-22-2013
	March 22, 2013EX-10.3

 Exhibit 10.3 
 Executive Officer Salaries 
 Effective April 1, 2013 

 

					
	 Executive Officer
	 	 Title
	 	 Annual Salary
(effective

April 1, 2013)

	 Ali, Syed B.
	 	President & CEO	 	$375,000
	 Chadwick, Arthur D.
	 	CFO & VP Finance and Admin	 	$300,000
	 Jain, Anil K.
	 	Corporate VP IC Design	 	$300,000
	 Pangrazio, Vincent P.
	 	SVP & General Counsel	 	$285,000EX-10.1

 *** Text Omitted and Filed Separately 

Confidential Treatment Requested 
 Under 17 CFR §§ 200.80(b)(4) and 240.24b-2 
  
 Exhibit 10.1 
 BroadSoft 2013 Executive Annual Bonus Plan 

Plan Document 

Purpose: 
 Short-term incentives (annual
variable pay) serve to align Company and individual organizational objectives and personal performance. The objectives of the BroadSoft 2013 Executive Annual Bonus Plan are as follows: 

 

	 	•	 	 Align individual performance with BroadSoft’s initiatives, objectives and goals for the coming year; 

 

	 	•	 	 Reward employees when criteria for earning a bonus are met and goals are obtained; and 

 

	 	•	 	 Provide employees with the opportunity to earn incentive pay based on the employee’s level of performance and associated contribution to BroadSoft
and on achievement of corporate performance goals. 

 Plan Name: 

BroadSoft 2013 Executive Annual Bonus Plan (“the Plan”) 
 Effective Date: 
 The Plan is effective as of January 1, 2013 for calendar year 2013.

 Criteria for Earning a Bonus: 
 Eligibility: 
 The Plan only applies to those executive employees who are notified in
writing by the Company that they are eligible to receive an annual bonus under the Plan. 
 Participation: 

Newly eligible employees begin participating in the Plan during the calendar year in which they become eligible. Overall awards will be prorated based
upon active employment with BroadSoft and the date on which eligibility begins. Unless otherwise expressly specified in writing, Employees hired after September 30, 2013, are not eligible to earn a bonus under the Plan for the 2013 plan year.

 Services: 

Employees must actively perform services for BroadSoft from January 1, 2013 (or the date of hire for new employees) through the date bonuses are paid
to earn a bonus. Performance of services is a criteria for earning a bonus, not simply a condition of payment. No bonus payments, prorated or otherwise, can be earned if an employee is terminated or resigns for any reason prior to the date on
which annual bonuses are paid. 

  

CONFIDENTIAL TREATMENT HAS BEEN REQUESTED FOR PORTIONS OF THIS EXHIBIT. THE COPY 

FILED HEREWITH OMITS THE INFORMATION SUBJECT TO A CONFIDENTIALITY REQUEST. 

OMISSIONS ARE DESIGNATED [***]. A COMPLETE VERSION OF THIS EXHIBIT HAS BEEN FILED 

SEPARATELY WITH THE SECURITIES AND EXCHANGE COMMISSION. 

 *** Text Omitted and Filed Separately 

Confidential Treatment Requested 
 Under 17 CFR §§ 200.80(b)(4) and 240.24b-2 
  

 Award Opportunities: 
 Each eligible plan participant will be assigned a target award opportunity, which will be communicated at the beginning of the plan year or when they become eligible to participate in the Plan as
specified herein. The target award represents the level of bonus payment the participant may earn in the event the criteria for earning a bonus and individual and corporate performance are achieved. 

Performance Measurement: 
 Near the
beginning of each calendar year, senior management will establish and communicate to each plan participant the corporate performance objectives for BroadSoft. The goals and key performance factors for BroadSoft will be developed by management
and approved by the Compensation Committee of the BroadSoft Board of Directors. 
 In addition, the participant and his or her supervisor shall
work cooperatively to establish personal objectives for 2013. A key performance objective for all plan participants shall be compliance with BroadSoft’s general performance and conduct standards, taking into account the nature and extent of any
performance or conduct problems during the Bonus Plan year and whether or not they have been successfully addressed. 
 After the end of the
calendar year, overall performance against the corporate performance goals and a participant’s overall personal performance including his or her achievement of personal objectives and performance ratings, will be assessed and the resulting
incentive amounts that may be earned if the criteria for earning a bonus are met will be calculated as outlined below. The Company, in its sole discretion, will determine the extent to which the Company has achieved its corporate
performance objectives and the participant’s overall personal performance upon which the annual bonus will be based. 
 Funding of the
Bonus Pool 
 A bonus pool will be established as follows: 
 The funding for the bonus pool will be based on the following percentages: 
 Executive Plan

  

	
	Revenue: 70% of the target award opportunity for all executive employees entitled to participate in the
Plan in the event the Company achieves its 2013 consolidated revenue goal specified below.
	Non-GAAP Operating Income 30% of
the target award opportunity for all executive employees entitled to participate in the Plan in the event the Company achieves its non-GAAP operating income goal specified below.

 The Company’s 2013 revenue and non-GAAP operating income objectives for the bonus pool funding are as follows:

 Revenue 
  

	 	•	 	 If the Company has 2013 consolidated revenue of $[***] million or more, 100% of this component shall be deemed achieved. 

 

	 	•	 	 If the Company has 2013 consolidated revenue of $[***] million, 80% of this component shall be deemed achieved. 

 

	 	•	 	 Bonus funding will be pro-rated for 2013 if the Company has 2013 consolidated revenue between $[***] million and $[***] million.

  

CONFIDENTIAL TREATMENT HAS BEEN REQUESTED FOR PORTIONS OF THIS EXHIBIT. THE COPY 

FILED HEREWITH OMITS THE INFORMATION SUBJECT TO A CONFIDENTIALITY REQUEST. 

OMISSIONS ARE DESIGNATED [***]. A COMPLETE VERSION OF THIS EXHIBIT HAS BEEN FILED 

SEPARATELY WITH THE SECURITIES AND EXCHANGE COMMISSION. 

 *** Text Omitted and Filed Separately 

Confidential Treatment Requested 
 Under 17 CFR §§ 200.80(b)(4) and 240.24b-2 
  

	 	•	 	 No bonus shall be funded under this component if the Company has 2013 consolidated revenues below $[***] million. 

 

	 	•	 	 In the event that the Company’s revenue for the year exceeds $[***] million, 5% of such revenue greater than $[***] million will be paid in
bonuses to the executive team including the Company’s three executive officers, with the actual bonus per executive team member determined by the Compensation Committee. 

Non-GAAP Operating Income 
  

	 	•	 	 If the Company’s non-GAAP operating income for calendar year 2013 is $[***] million or more, 100% of this component shall be deemed achieved.

  

	 	•	 	 If the Company’s non-GAAP operating income for calendar year 2013 is $[***] million, 80% of this component shall be deemed achieved.

  

	 	•	 	 Bonus funding will be pro-rated for 2013 if the Company’s non-GAAP operating income for calendar year 2013 is between $[***] million and $[***]
million. 

  

	 	•	 	 No bonus shall be funded under this component if the Company’s non-GAAP operating income for calendar year 2013 is less than $[***] million.

 For purposes of the Plan, non-GAAP operating income shall mean operating income calculated in accordance with General
Accepted Accounting Principles plus stock-based compensation expense and amortization of acquired intangibles assets. 
 Bonus Process

 Once all performance measures have been calculated, the final bonus pools will be established. Each department head will receive a bonus
pool equal to the funded portion of the target award opportunity (calculated as specified above) for all eligible plan participants within their department. Each department head shall allocate the bonus pool to eligible plan participants, with
reference to such participant’s target award opportunity and the department head’s assessment of such participant’s personal performance, including his or her achievement of personal performance objectives, performance rating and peer
review feedback and associated contribution to BroadSoft. If the Company meets its performance objectives as outlined above, actual bonus awards may be higher than target for plan participants where the Company believes their accomplishments during
the year justify special recognition. On the other hand, actual bonus awards can also be lower than target even if an eligible plan participant meets performance expectations and the Company meets its performance objectives as outlined in the Plan.

 All department heads must stay within the funded bonus pool allocated for their departments. No exceptions will be made. 

Award Payouts: 
 Payouts of awards under
the Plan will be made in cash as soon as practical after year-end financials are available and completion of performance reviews (subject to applicable taxes and withholdings). 
 Governance: 
 Executive Management, Human Resources and the Compensation Committee of the
BroadSoft Board of Directors will be responsible for the administration and governance of the Plan. The decisions of the Company and/or the Compensation Committee shall be conclusive and binding on all participants. 

  

CONFIDENTIAL TREATMENT HAS BEEN REQUESTED FOR PORTIONS OF THIS EXHIBIT. THE COPY 

FILED HEREWITH OMITS THE INFORMATION SUBJECT TO A CONFIDENTIALITY REQUEST. 

OMISSIONS ARE DESIGNATED [***]. A COMPLETE VERSION OF THIS EXHIBIT HAS BEEN FILED 

SEPARATELY WITH THE SECURITIES AND EXCHANGE COMMISSION. 

 *** Text Omitted and Filed Separately 

Confidential Treatment Requested 
 Under 17 CFR §§ 200.80(b)(4) and 240.24b-2 
  

 Amendment, Modification or Termination of Plan: 

The Company reserves the right to modify any of the provision of the Plan at any time with ten (10) days written notice. The Plan may be modified
only in writing signed by the CEO or CFO. 
 The Plan supersedes all prior bonus programs of the Company and all other previous oral or written
statements regarding the subject matter hereof. 
  

CONFIDENTIAL TREATMENT HAS BEEN REQUESTED FOR PORTIONS OF THIS EXHIBIT. THE COPY 

FILED HEREWITH OMITS THE INFORMATION SUBJECT TO A CONFIDENTIALITY REQUEST. 

OMISSIONS ARE DESIGNATED [***]. A COMPLETE VERSION OF THIS EXHIBIT HAS BEEN FILED 

SEPARATELY WITH THE SECURITIES AND EXCHANGE COMMISSION.

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