Document:

2007 Business Unit Management Incentive Plan

 Exhibit 10.03 
 Macrovision Corporation 
 2007 Business Unit Management Incentive Plan 
  

	I.	INTRODUCTION 

 a. The Objective of the 2007 Business Unit Management
Incentive Plan (the “Plan”) is to (i) enhance stockholder value by promoting strong linkages between executive contributions and company performance; (ii) support achievement of the business objectives of Macrovision Corporation
and its subsidiaries (the “Company”); and (iii) promote retention of participating employees of the Company. 
 b. Participants: This
plan applies solely to (i) the senior executives reporting directly to the Chief Executive Officer in charge of the Distribution and Commerce, Entertainment, Embedded Solutions and Software Business Units (each a “Business Unit”), and
(ii) the persons listed on Schedule B hereto who are assigned to support a specific Business Unit. Employees otherwise participating in the Sales Compensation Plan Fiscal 2007 or the 2007 Services bonus plan of Macrovision Corporation and its
subsidiaries are not eligible for the Plan. 
 c. Effective Date: This Plan is effective for the second half of fiscal year 2007, beginning
July 1, 2007 through December 31, 2007. This Plan is limited in time and expires automatically on December 31, 2007. All benefits under this Plan are voluntary benefits. Participation in this Plan during fiscal year 2007 does not
convey any entitlement to participate in this or future plans or to the same or similar bonus payment benefits. 
 d. Changes in the Plan: The Company
presently has no plans to change the Plan during the fiscal year. However, this plan is a voluntary benefit provided by the Company and by virtue of the fact that bonuses are not a contractual entitlement and are paid at the sole discretion of the
Company, the Company reserves the right to modify the Plan, in total or in part, at any time. Any such change must be in writing and approved by the Compensation Committee of the Board of Directors. The Compensation Committee of the Board of
Directors and Plan implementers (CEO, CFO and EVP, Human Resources) reserve the right to interpret the Plan document as needed and such interpretations shall be final, conclusive and binding on all persons, and shall be given the maximum deference
permitted by law. 
 e. Entire Agreement: This Plan is the entire agreement between the Company and the employee regarding the subject matter of this
Plan and supersedes all prior bonus or commission incentive plans (including but not limited to the 2007 Senior Executive Company Incentive Plan, the 2007 Company Incentive Plan, the Sales Compensation Plan Fiscal 2007 and the 2007 Services bonus
plan) with respect to the second half of fiscal year 2007, whether with Macrovision or any subsidiary or affiliate thereof, or any written or verbal representations regarding the subject matter of this Plan. 

	II.	ELIGIBILITY AND INCENTIVE PLAN ELEMENTS 

 a. Eligibility: The
participants are eligible for the incentive payout if they meet the following requirements: 
  

	 	•	 	 Except as otherwise explicitly set forth in the Participant’s Incentive Target Percentage Schedule (as defined in Section II below), are not currently on a
sales incentive or commission plan or any other significant form of variable compensation (such as a services bonus plan) 

  

	 	•	 	 Have a performance rating of Needs Development or above 

  

	 	•	 	 Do not have a performance rating of Unsatisfactory at the time of calculation 

  

	 	•	 	 Are not on a performance improvement plan at the time of calculation 

  

	 	•	 	 Have not received a written notice of warning or other disciplinary action during the year that remains in effect at the time of calculation

 AND 
 The participant must be
employed in an incentive-eligible position on or before the first working day of the last fiscal quarter of fiscal year 2007 and must be employed by the Company on the day the bonus is paid to be eligible for a 2007 incentive payment. Participants
will be paid their 2007 incentive payment (if any) no later than March 15, 2008. Participants in the Plan with less than one year of service will be eligible for a prorated incentive amount as set forth in Proration Factor below. In no event
will any individual accrue any right or entitlement to any incentive under this Plan unless that individual is employed by the Company on the day the bonus is paid. 
 Any exception to the above must be approved in writing by the Company’s Compensation Committee. 
 b. The Annual Base
Salary in effect at the end of the fiscal year represents the basis for the incentive calculation. Nothing in the Plan, or arising as a result of a Participant’s participation in the Plan, shall prevent the Company from changing a
Participant’s Annual Base Salary at any time based on such factors as the Company in its sole discretion determines appropriate. 
 c. Business Unit
Performance Factor is based upon the Participant’s Business Unit achieving an established worldwide revenue target and a worldwide contribution profit target for the second half of 2007 per the 2007 second half Business Unit operating
plan approved by the Board of Directors of the Company. The applicable targets for the second half of fiscal year 2007 can be amended by the Compensation Committee of the Board of Directors at any time during the fiscal year. Notwithstanding
anything to the contrary contained herein, the Compensation Committee has the discretion to determine to pay less than the full amount (including to pay zero percent) of the payout to which any Participant would otherwise be entitled, which
determination shall be based upon such factors as the Compensation Committee determines appropriate (including without limitation as a result of the Company’s, Business Unit’s or a 

 
Participant’s failing to achieve one or more objectives with respect to the fiscal year). When the revenue and contribution profit percentages fall
between the stated percentages on the matrix, the Business Unit Performance Factor will be determined using a straight-line interpolation approach. If the Business Unit (a) exceeds 120% of Revenue and/or 140% of Contribution Profit or
(b) does not achieve 85% of Revenue and/or 85% of Contribution Profit, the Business Unit Performance Factor will be determined using a straight-line extrapolation approach, provided however that the Business Unit Performance Factor may be
modified at the sole discretion of the Compensation Committee of the Board of Directors for any reason, including in the event that such Business Unit performance is due to an extraordinary or exceptional circumstance. 
  

																					
	 Revenue as a %
 of Goal
	  	120%	 	.70	 	 	1.00	 	 	1.20	 	 	1.50	 	 	1.75	 	 	2.00	 
	  	115%	 	.70	 	 	1.00	 	 	1.18	 	 	1.44	 	 	1.68	 	 	1.94	 
	  	110%	 	.70	 	 	1.00	 	 	1.16	 	 	1.38	 	 	1.61	 	 	1.88	 
	  	105%	 	.70	 	 	1.00	 	 	1.14	 	 	1.32	 	 	1.54	 	 	1.82	 
	  	100%	 	.65	 	 	1.00	 	 	1.12	 	 	1.26	 	 	1.47	 	 	1.76	 
	  	85%	 	.50	 	 	0.90	 	 	1.10	 	 	1.20	 	 	1.40	 	 	1.70	 
	  		 	85	%	 	100	%	 	110	%	 	120	%	 	130	%	 	140	%

 Contribution Profit as a % of Goal 
  

			
	 Example:
	    	Business Unit Performance
	 	    	Actual Revenue is 110% of Goal
		    	Actual Contribution Profit is 120% of Goal

 Business Unit Performance Factor = 1.38 
 d. Incentive Target Percentage is a percentage level of base salary determined by the employee’s position. These targets will be weighted by company,
business unit and individual performance and customer satisfaction performance, with a greater incentive percentage weighted toward company and business unit performance the higher the position in the Company, and will be set forth in an Incentive
Target Percentage Schedule for each Participant in substantially the form attached hereto as Schedule A. 
 e. Individual Performance Factor
(“IPF”) is based upon the manager’s evaluation of performance and contribution for the fiscal year. As a Factor to the incentive target for the position, this factor can range from 0 to 150%. 
 f. Macrovision Corporation Performance Factor is based upon the Company achieving an established worldwide revenue target and a worldwide operating profit target
per the 2007 operating plan approved by the Board of Directors of the Company. The applicable targets for fiscal year 2007 can be amended by the Compensation Committee of the Board of Directors at any time during the fiscal year. 

 
Notwithstanding anything to the contrary contained herein, the Compensation Committee has the discretion to determine to pay less than the full amount
(including to pay zero percent) of the payout to which any Participant would otherwise be entitled, which determination shall be based upon such factors as the Compensation Committee determines appropriate (including without limitation as a result
of the Company’s or a Participant’s failing to achieve one or more objectives with respect to the fiscal year). When the Revenue and operating profit percentages fall between the stated percentages on the matrix, the Performance Factor
will be determined using a straight-line interpolation approach. If the Company (a) exceeds 120% of Revenue and/or 140% of Operating Profit or (b) does not achieve 85% of Revenue and/or 85% of Operating Profit, the Company Performance
Factor will be determined using a straight-line extrapolation approach, provided however that the Company Performance factor may be modified at the sole discretion of the Compensation Committee of the Board of Directors for any reason, including in
the event that such Company Performance is due to an extraordinary or exceptional circumstance. 
  

																					
	 Revenue as a %
 of Goal
	  	120%	 	.70	 	 	1.00	 	 	1.20	 	 	1.50	 	 	1.75	 	 	2.00	 
	  	115%	 	.70	 	 	1.00	 	 	1.18	 	 	1.44	 	 	1.68	 	 	1.94	 
	  	110%	 	.70	 	 	1.00	 	 	1.16	 	 	1.38	 	 	1.61	 	 	1.88	 
	  	105%	 	.70	 	 	1.00	 	 	1.14	 	 	1.32	 	 	1.54	 	 	1.82	 
	  	100%	 	.65	 	 	1.00	 	 	1.12	 	 	1.26	 	 	1.47	 	 	1.76	 
	  	85%	 	.50	 	 	0.90	 	 	1.10	 	 	1.20	 	 	1.40	 	 	1.70	 
	  		 	85	%	 	100	%	 	110	%	 	120	%	 	130	%	 	140	%

 Operating Profit as a % of Goal 
  

			
	 Example:
	    	Macrovision Corporation Performance
	 	    	Actual Revenue is 110% of Goal
		    	Actual Operating Profit is 120% of Goal

 Macrovision Corporation Performance Factor = 1.38 
 g. Customer Satisfaction Factor: The Customer Satisfaction Factor is based upon an improvement against the Company’s 2006 Customer Satisfaction Survey Score.
Depending upon the amount of improvement in such Score, the Customer Satisfaction Factor will represent up to 5% of the Incentive Target Percentage at target. 
 h. Transfers and Terminations: Any employee who is a participant in the Plan and who transfers to a new position not governed by this Plan will be eligible on a pro-rata basis for the applicable period and paid as defined by the
Plan. Employees who transfer into the Plan from another plan will be subject to proration as well, and consequently will be eligible to receive an incentive payment based on their participation in this Plan during fiscal year 2007 applying the
Proation Factors referred to below. Payments from the Plan are subject to reduction by advances, unearned commission advances, draws or prorations and appropriate withholdings. Any exceptions to the Plan must be in writing and approved by the
Compensation Committee. 

 A participant must be employed as of the day the bonus is paid to be eligible for the year-end incentive. If an employee
terminates prior to the date the bonus is paid, the employee will not be eligible for such incentive payment. 
 i. Proration Factor accounts for the
number of calendar days during the second half of the fiscal year that the employee is in the incentive-eligible position. For example, the proration factor for an employee who has been on the Plan the entire second half of the year will be 1.00.
For an employee who has been on the plan for 3 months, the factor will be 0.50. Employees in the following situations will have a Proration Factor of less than 1.00: 
  

	 	•	 	 Participants in the Plan who transferred to a new position not covered by the Plan 

  

	 	•	 	 Employees who transferred from one incentive-eligible position to another incentive-eligible position. Employees in this situation will have their incentive
prorated based on the length of time in each position. 

  

	 	•	 	 Employees who have been in the Plan less than 6 months (such as a new hire) 

  

	 	•	 	 Employees who have been on a leave of absence of any length during the second half of the fiscal year 

  

	 	•	 	 Employees working less than the full time standard work week will receive an incentive prorated according to the following schedule: 

 

			
	 Hours Worked
	  	 Incentive Eligibility

	Less than full time > half time as defined by standard work week	  	Prorated according to the average number of hours worked
	Less than half time of standard work week	  	Not incentive eligible

 Any modification to the above schedule must be approved by the Chief Executive Officer, the Chief Financial
Officer and Human Resources in advance of the year end close date. 
  

	III.	PRACTICES AND PROCEDURES 

 a. Procedure: 
  

	 	•	 	 A copy of the Plan will be made available to each participant. 

  

	 	•	 	 All incentive payments will be made after all required or elected withholdings have been deducted. 

 b. Governing Law: This Plan is governed by the law of California and the parties hereby submit to the exclusive jurisdiction of the County of Santa Clara,
California courts. 

 SCHEDULE A 
 INCENTIVE TARGET PERCENTAGE SCHEDULE 
  

																						
	 Position
	  	 Target
 as %
of
 Base
 Salary
	 	 	Corporate
Revenue
Component	 	 	Corporate
Operating
Profit
Component	 	 	Business
Unit
Revenue
Component	 	 	Business
Unit
Contribution
Profit
Component	 	 	Individual
Performance	 	 	Customer
Satisfaction	 
	 Name, Title
	  	XX	%	 	XX	%	 	XX	%	 	XX	%	 	XX	%	 	XX	%	 	XX	%

 SCHEDULE B 
 LIST OF INDIVIDUALS ASSIGNED TO SUPPORT SPECIFIC BUSINESS UNITS 
  

																						
	 Position
	  	 Target
 as %
of
 Base
 Salary
	 	 	Corporate
Revenue
Component	 	 	Corporate
Operating
Profit
Component	 	 	Business
Unit
Revenue
Component	 	 	Business
Unit
Contribution
Profit
Component	 	 	Individual
Performance	 	 	Customer
Satisfaction	 
	 Name, Title
	  	XX	%	 	XX	%	 	XX	%	 	XX	%	 	XX	%	 	XX	%	 	XX	%Severance Agreement with Loren Hillberg dated May 28, 2007

 Exhibit 10.04 
 SEVERANCE AGREEMENT 
 AND RELEASE
OF ALL CLAIMS 
 This Severance Agreement and Release of All Claims (“Agreement”)
is made and entered into by and between EVP and GM, Digital Commerce, Loren Hillberg (referred to as “Employee”) and Macrovision Corporation (referred to as “Company”). 
 Employee and Company desire to settle fully and finally all differences between them resulting from Employee’s employment and separation therefrom
effective Thursday, May 31, 2007 and in consideration of the mutual covenants and promises contained herein and for other good and valuable consideration, receipt of which is hereby acknowledged, and to avoid unnecessary litigation, it is
hereby agreed by and between the parties as follows: 
 1. NO ADMISSION. This Agreement and compliance with this
Agreement shall not be construed as an admission by Company of any liability whatsoever, nor as an admission by Company of any violation of the rights of Employee or of any other person, or of the violation of any law, duty, or contract whatsoever.

 2(a). AGREEMENT. The Company and Employee hereby agree as follows: 
  

	 	(i)	Employee’s last day of employment with the Company shall be May 31, 2007 (“Termination Date”). 

  

	 	(ii)	On the Termination Date, Employee will receive payment for: (a) normal base salary compensation for the period ending on the Termination Date and (b) balance of unused FTO
remaining as of the Termination Date. All such amounts will be less ordinary taxes and withholdings 

  

	 	(iii)	On the Termination Date, Employee will also receive a lump-sum payment of One Hundred and Forty One Thousand Dollars ($141,000) less ordinary withholdings 

 

	 	(iv)	The Company will also pay six (6) months of COBRA coverage (medical and dental) for you and your eligible dependents, if elected. 

  

	 	(v)	On the Termination Date, the Company will accelerate the vesting of certain equity awards of Employee as follows: 

  

	 	a.	Restricted Stock Award granted November 3, 2005: the Company shall accelerate vesting of an additional 6,250 shares such that a total of 12,500 shares shall be vested as of the
Termination Date. 

  

	 	b.	Restricted Stock Award granted July 28, 2006: the Company shall accelerate vesting of an additional 3,750 shares such that a total of 3,750 shares shall be vested as of the
Termination Date. 

  

	 	c.	Stock Option Awards granted April 4, 2005: the Company shall accelerate vesting of an additional 37,500 shares such that a total of 112,500 shares shall be vested as of the
Termination Date. 

  

	 	d.	Stock Option Awards granted July 28, 2006: the Company shall accelerate vesting of an additional 3,750 shares such that a total of 3,750 shares shall be vested as of the
Termination Date. 

  

	 	e.	Any portion of the above stock option or restricted stock awards that is unvested as of the Termination Date shall be cancelled on the Termination Date. Employee shall be entitled
to exercise his vested options during the 3 month period after the Termination Date in accordance with the terms of the applicable stock option agreement. 

  

	 	(vi)	Except as explicitly set forth in this Section 2(a), effective as of the Termination Date, Employee shall no longer be eligible to participate in any other Company compensation
or benefit programs, including but not limited to any bonus payments. 

	 	

	 	(vii)	Except for the consideration provided for in Section 2(a)(ii), all of the other compensation and benefits above are contingent upon Employee signing and performing this
Agreement. 

 2(b). CONSIDERATION. The parties hereto agree that the consideration set for the in this Section 2 of
this Agreement ((except for Section 2(a)(ii)) represents the full and complete settlement of any and all of Employee’s potential claims against the Company or any other entity or person with respect Employee’s employment and that
Employee will not seek any further compensation for any other claimed damage, costs, or attorneys’ fees in connection with the matters resolved by this Agreement. Employee agrees that the Company is entitled to reject without cause any
application for employment with the Company made by Employee. 
 2(c). TAX RESPONSIBILITY. Employee acknowledges and
agrees that Company has made no representations to Employee regarding the tax consequences of any amounts received by Employee pursuant to this Agreement. Employee further agrees to pay federal or state taxes, if any, which are required by law to be
paid with respect to said amounts. 
 2(d). EXERCISE OF STOCK OPTIONS. Prior to the
Termination Date, Employee shall be entitled to exercise vested Company stock options only in accordance with the terms of the applicable stock option plan, option agreements and Company’s securities trading policy. Company acknowledges
that after the Termination Date such trading policy shall not restrict Employee from exercising such options and selling the issued shares. Employee acknowledges that he has received a copy of such policy, that he has been informed that he is
subject to the laws regarding insider trading and that his trading in Company stock is at his sole risk. 
 3. NO CLAIMS
FILED. Employee represents that Employee has not filed any complaints, claims, or actions against the Company, its officers, directors, employees, supervisors, agents, or representatives, with any state, federal, or local agency
or court concerning his employment with the Company or separation therefrom and that, to the fullest extent of the law, Employee will not do so at any time hereafter. 
 4. CONFIDENTIALITY. The parties agree that they will keep the fact, terms, and amount of this Agreement completely confidential to the full extent allowed by law and that they will not hereafter
disclose any information concerning this Agreement to anyone, provided, however, that any party hereto may make such disclosures as are required by law and as are necessary for legitimate law enforcement or compliance purposes. The parties agree
that any breach of this confidentiality requirement shall be considered a material breach of this Agreement. 
 5. WAIVER. The parties
hereto hereby agree to waive all rights under California Civil Code Section 1542 which provides: “A general release does not extend to claims which the creditor does not know or suspect to exist in its favor at the time of executing the
release, which if known by the creditor must have materially affected its settlement with the debtor.” 
 6. RELEASE.
Notwithstanding the provisions of Section 1542 of the Civil Code of the State of California, Employee hereby irrevocably and unconditionally releases and forever discharges the Company and each and all of its employees, supervisors, agents,
representatives, each of its governing board members, and their successors and assigns and all persons acting by, through, under, or in concert with any of them from any and all charges, complaints, claims, and liabilities of any kind or nature
whatsoever, known or unknown, suspected or unsuspected (hereinafter referred to as “claim” or “claims”) which Employee at any time heretofore had or claimed to have or which Employee may have or claim to have regarding events
that have occurred as of the date of this Agreement, including, without limitation, any and all claims related or in any manner incidental to Employee’s employment with the Company or the separation therefrom. It is expressly understood by
Employee that the various rights and claims being waived in this release include, but are not limited to, any and all legally waivable claims arising under Title VII of the Civil Rights Act of 1964, the Rehabilitation Act of 1973, the Civil Rights
Act of 1866, the Civil Rights Act of 1991, the Age Discrimination in Employment Act, the Older Workers Benefit Protection Act, the Americans With Disabilities Act, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974; claims based on
conduct in alleged violation of the Employee Retirement Income Security Act and/or its state counterparts; the California Fair Employment and Housing Act (Cal. Gov’t Code § 12900, et seq.); or any other claims based on any
alleged breach of contract (other than the breach of this Agreement), breach of duty arising in contract or tort, any alleged discrimination or other 

 
unlawful discriminatory or tortious act, or claims based on any other theory under the common law of the United States or any state, or any successor or
replacement statutes. Notwithstanding the foregoing waiver language, this Agreement shall not be construed to waive any claims which cannot be released by private agreement. Nothing herein shall preclude any claim Employee may file that may not be
waived as a matter of law, including but not limited to claims alleging that the waiver of claims under the Age Discrimination in Employment Act of 1967 (“ADEA”) was not knowing or voluntary, any claims for indemnity under California Labor
Code section 2802, and claims for unemployment insurance or brought under California’s Workers’ Compensation Act. 
 7. RIGHTS
AND OBLIGATIONS. Employee understands and agrees that Employee: (a) Has carefully and fully read and considered this Agreement before executing it; (b) was informed that Employee had a full twenty-one
(21) days within which to consider this Agreement before executing it, and that no changes to this Agreement, whether material or immaterial, will restart this twenty-one (21) day period; (c) fully understands all of the provisions of
this Agreement; (d) is, through this Agreement, waiving and releasing the Company from any and all claims Employee may have against the Company or that may have arisen up to the date of this Agreement; (e) does not waive any claims that
might arise after execution of this Agreement; (f) knowingly and voluntarily agrees to all of the terms set forth in this Agreement and that Employee knowingly and voluntarily intends to be legally bound by the same; (g) was advised and
hereby is advised in writing to consider the terms of this Agreement and to consult with an attorney of «hisher» choice prior to executing this Agreement; (h) has a full seven (7) days following the execution of this Agreement
to revoke «hisher» release of claims arising under the Age Discrimination in Employment Act, as amended provided, however, that such revocation shall not be effective unless each of the following conditions has been met: (1) the
revocation is made in writing, addressed to Senior Vice President, Human Resources, 2830 De La Cruz Boulevard, Santa Clara, CA 95050; (2) the revocation includes the statement “I hereby revoke my release of claims under the Age
Discrimination in Employment Act of 1967;” and (3) the revocation is delivered, via hand delivery, within the seven (7) day period, to Senior Vice President, Human Resources at the address listed above; (i) understands that
rights or federal age discrimination claims under the Age Discrimination in Employment Act of 1967 (29 U.S.C. § 621, et seq.), including the Older Workers Benefit Protection Act, that may arise after the date of this Agreement is executed are
not waived and (j) if Employee chooses not to so revoke, the Agreement shall then at 5 p.m. of that seventh (7th) calendar day after execution become effective as to claims arising thereunder. Employee further acknowledges and agrees that
Employee continues to be bound by and that Employee will comply with the terms of any proprietary rights and/or confidentiality agreements between Employee and the Company, particularly as such agreements relate to transmission of proprietary or
confidential information to third parties. 
 8. SUCCESSORS AND ASSIGNS. This Agreement shall be binding
upon, and shall inure to the benefit of, the parties hereto and upon their heirs, administrators, representatives, executors, successors, and assigns. Employee expressly warrants that Employee has not transferred to any person or entity any rights,
causes of action, or claims released in this Agreement. 
 9. ARBITRATION. Any dispute arising between Employee and the Company pertaining to the
formation, validity, interpretation, effect or alleged breach of this Agreement (hereinafter referred to as “Arbitrable Dispute”) will be submitted to binding arbitration in Santa Clara County, California. The parties agree to submit any
such dispute to binding arbitration pursuant to the Employment Dispute Resolution Rules of the American Arbitration Association within six (6) months of the alleged violation of the Agreement. Any such claims not presented within six
(6) months shall be deemed waived. The parties agree that such arbitration shall be the exclusive remedy for any Arbitrable Dispute arising out of this Agreement, and hereby expressly waive any right they have or may have to a jury trial of any
dispute arising out of this Agreement. The parties agree that, notwithstanding the remaining terms of the Agreement, there exists sufficient additional consideration for the agreement to arbitrate set forth in this paragraph. In making the
Arbitrator’s award, the Arbitrator shall have no power to add to, delete from, or modify the terms of this Agreement, or to construe implied terms or covenants herein, the parties being in agreement that no such implied terms or covenants are
intended. In reaching the Arbitrator’s decision, the Arbitrator shall adhere to relevant law and applicable legal precedent, and shall have no power to vary therefrom. At the time of issuing the Arbitrator’s award, the 

 
Arbitrator shall, in the award or separately, make specific findings of fact, and set forth such facts in support of the Arbitrator’s decision, as well
as the reasons and basis for the Arbitrator’s opinion. Should the Arbitrator exceed the jurisdiction or authority here conferred, any party aggrieved thereby may file a petition to vacate, amend or correct the award so rendered in a court of
competent jurisdiction. 
 10. SPECIFIC PERFORMANCE. It is further understood and agreed that if, at any time, a
violation of any term of this Agreement is asserted by any party hereto, that party shall have the right to seek specific performance of that term and/or any other necessary and proper relief, including but not limited to damages, from any court of
competent jurisdiction, and the prevailing party shall be entitled to recover its reasonable costs and attorneys’ fees. 
 11. RULES
GOVERNING. Should any provision of this Agreement be found by any court of competent jurisdiction to be unlawful, invalid, or unenforceable, the legality, validity, and enforceability of the remaining parts, terms, or provisions
shall not be affected thereby, and the unlawful, unenforceable, or invalid part, term, or provision shall be deemed not to be a part of this Agreement. This Agreement sets forth the entire agreement between the parties hereto and fully supersedes
any and all prior agreements or understandings, written or oral, between the parties hereto pertaining to the subject matter hereof. This Agreement shall be interpreted in accordance with the laws of the State of California and in accordance with
the plain meaning of its terms and not strictly for or against any of the parties hereto. 
 11. SIGNATURE. This Agreement may be executed in
counterparts and each counterpart, when executed, shall have the efficacy of a second original. Photographic or facsimile copies of any such signed counterparts may be used in lieu of the original for any said purpose. 
 ON BEHALF OF MACROVISION CORPORATION 
  

							
	 /s/ Fred Amoroso
	 		 	 /s/ Loren Hillberg
	 	
	Fred Amoroso, Chief Executive Officer	 		 	Loren Hillberg	 	
				
	Dated: May 28, 2007	 		 	Dated: May 21, 2007

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