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                                                                   Exhibit 10.15

                                   PICIS, INC.
                   2006 SENIOR EXECUTIVE INCENTIVE BONUS PLAN

1.   PURPOSE

     This Senior Executive Incentive Bonus Plan (the "Incentive Plan") is
intended to provide an incentive for superior work and to motivate eligible
executives of Picis, Inc. (the "Company") and its subsidiaries toward even
higher achievement and business results, to tie their goals and interests to
those of the Company and its stockholders and to enable the Company to attract
and retain highly qualified executives. The Incentive Plan is for the benefit of
Covered Executives (as defined below).

2.   COVERED EXECUTIVES

     From time to time, the Compensation Committee of the Board of Directors of
the Company (the "Compensation Committee") may select certain key executives
(the "Covered Executives") to be eligible to receive bonuses hereunder.

3.   ADMINISTRATION

     The Compensation Committee shall have the sole discretion and authority to
administer and interpret the Incentive Plan.

4.   BONUS DETERMINATIONS

     (a) A Covered Executive may receive a bonus payment under the Incentive
Plan based upon the attainment of performance targets which are established by
the Compensation Committee and relate to financial and operational metrics with
respect to the Company or any of its subsidiaries (the "Performance Goals"), as
set forth in EXHIBITS "A-1" AND "A-2" attached hereto. The maximum target bonus
opportunity for a Covered Executive is set forth on EXHIBIT "A-3" attached
hereto (subject to increase for any Stretch Bonus Amount described in Section
4(c) below).

     (b) Except as otherwise set forth in this Section 4(b): (i) any bonuses
paid to Covered Executives under the Incentive Plan shall be based upon
objectively determinable bonus formulas that tie such bonuses to one or more
performance targets relating to the Performance Goals, (ii) bonus formulas for
Covered Executives shall be adopted in each performance period by the
Compensation Committee and (iii) no bonuses shall be paid to Covered Executives
unless and until the Compensation Committee makes a determination with respect
to the attainment of the performance objectives. Notwithstanding the foregoing,
the Company may pay bonuses (including, without limitation, discretionary
bonuses) to Covered Executives under the Incentive Plan based upon such other
terms and conditions as the Compensation Committee may in its discretion
determine.

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     (c) Each Covered Executive shall have a targeted bonus opportunity for each
performance period. The maximum bonus payable to a Covered Executive under the
Plan is 125% of the Covered Executive's bonus opportunity, the "Stretch Bonus
Amount," as described in Exhibit "A-2" attached hereto.

     (d) The payment of a bonus to a Covered Executive with respect to a
performance period shall be conditioned upon the Covered Executive's employment
by the Company on the last day of the performance period; provided, however,
that the Compensation Committee may make exceptions to this requirement, in its
sole discretion, including, without limitation, in the case of a Covered
Executive's termination of employment, retirement, death or disability.

5.   TIMING OF PAYMENT

     The Performance Goals will be measured at the end of each fiscal year after
the Company's financial reports have been published. If the Performance Goals
are met, payments will be made within 30 days thereafter, but not later than
March 15.

6.   EMPLOYMENT REQUIREMENT

     A participant must be employed by the Company on December 31st of each year
to be entitled to any bonus payment for that year.

7.   AMENDMENT AND TERMINATION

     The Company reserves the right to amend or terminate the Incentive Plan at
any time in its sole discretion.

                                       2

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                                  EXHIBIT "A-1"

                                PERFORMANCE GOALS

     ANNUAL REVENUE GOAL: 45% of bonus opportunity will be earned if the
Company achieves [REDACTED] revenue growth from previous fiscal year.

     EBITDA GOAL: 45% of bonus opportunity will be earned if the Company
meets its EBITDA (earnings before interest, taxes, depreciation, and
amortization) target according to the board-approved plan for the year.

     CUSTOMER SATISFACTION: 10% of bonus opportunity will be earned based on
customer satisfaction to be determined by an ongoing Picis customer survey.

                                       3

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                                  EXHIBIT "A-2"

                            STRETCH PERFORMANCE GOALS

     IF ALL THE CRITERIA FOR THE SENIOR EXECUTIVE BONUS PLAN AS DESCRIBED IN A-1
ABOVE ARE MET THEN THE EMPLOYEE WILL BE ELIGIBLE FOR ADDITIONAL BONUS ACCORDING
TO THE FOLLOWING STRETCH GOALS:

     ANNUAL REVENUE GOAL: If the Company achieves revenue growth above
[REDACTED] year then the Annual Revenue Goal bonus will be adjusted to
reflect the prorated growth from [REDACTED] as equivalent to an additional
[REDACTED] of the Annual Revenue Growth bonus.

     EBITDA GOAL: If the Company achieves an additional amount of from
[REDACTED] of its annual EBITDA plan, (earnings before interest and taxes,
depreciation and amortization), A Covered Executive shall be eligible to
receive up to an additional 25% of the EBITDA Goal bonus opportunity, such
amount to be pro-rated based upon the Stretch Performance Goal percentages
that are achieved.

     CUSTOMER SATISFACTION: If the Company achieves an additional amount of
from [REDACTED] of its customer satisfaction plan as determined by a Picis
customer survey, A Covered Executive shall be eligible to receive up to an
additional 25% of the Customer Satisfaction bonus opportunity, such amount to
be pro-rated based upon the Stretch Performance Goal percentages that are
achieved.

                                       4

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                                  EXHIBIT "A-3"

                       FISCAL 2006 TARGET BONUS OPPORTUNITY

<Table>
<Caption>

POSITION                                                    BONUS PERCENTAGE(1)
--------                                                    -------------------
<S>                                                         <C>

CHIEF EXECUTIVE OFFICER                                            50%

PRESIDENT, EMERGENCY CARE DIVISION                                 40%
EXECUTIVE VICE PRESIDENT, GLOBAL SALES                             40%

CHIEF OPERATING OFFICER                                            33.34%(2)
CHIEF FINANCIAL OFFICER                                            34.78%(3)

CHIEF LEGAL OFFICER                                                30%
EXECUTIVE VICE PRESIDENT & CHIEF MARKETING OFFICER                 30%
EXECUTIVE VICE PRESIDENT SUPPORT OPERATIONS                        30%
EXECUTIVE VICE PRESIDENT RESEARCH & DEVELOPMENT                    30%
EXECUTIVE VICE PRESIDENT AND CHIEF INFORMATION OFFICER             30%
OTHER C-LEVEL OR EXECUTIVE VICE PRESIDENT-LEVEL POSITIONS          30%

EXECUTIVE MEDICAL DIRECTOR                                         20%
VICE PRESIDENT, HUMAN RESOURCES                                    20%
VICE PRESIDENT, BUSINESS TRANSFORMATION                            20%
OTHER VICE PRESIDENT-LEVEL POSITIONS                               20%

PRESIDENT, PERIOPERATIVE CARE DIVISION                             N/A(4)
</Table>
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1.   PRESENTED AS A PERCENTAGE OF THE COVERED EXECUTIVE'S BASE SALARY.
2.   ACTUAL BONUS OPPORTUNITY FOR 2006 IS $100,000.
3.   ACTUAL BONUS OPPORTUNITY FOR 2006 IS $80,000.
4.   THIS POSITION IS PAID A COMMISSION BASED ON ACHIEVEMENT OF BOOKINGS
     TARGETS. THE MAXIMUM PAYOUT IS $60K/YEAR.

                                       5Filed by Automated Filing Services Inc. (604) 609-0244 - Chameleon Gems, Inc. - Exhibit 10.1

INVOICE FOR RED STREAK PROPERTY PURCHASE 

October 10, 2006 

To: Red Jasper Resources Inc. 
c/o John Briner

999 West Hastings Street 
Suite 510 
Vancouver, BC
V6C 2W2

Tel: 604-685-7552 
Email: JDBriner@Brinergroup.com 

From: James Laird 
Laird Exploration Ltd. 
P.O Box
627 
Lions Bay, BC
V0N 2E0 
Tel: (604) 921-4031 
Email: Lairdex@telus.net 

 

Re: Red Streak Property Payment 

 

Terms: $10,000.00 US, due upon receipt of Property Report

James Laird
Laird
Exploration Ltd.Filed by Automated Filing Services Inc. (604) 609-0244 - Playbox Media Limited - Exhibit 10.18

EXHIBIT 10.18

Playbox Media Limited 
Suite 5.18, 130 Shaftesbury
Avenue 
London, W1D 5EU. United Kingdom

Dated: 28th December 2006

FOR THE FISCAL YEAR ENDING 30TH
SEPTEMBER 2006

I, Robert Burden, the Managing Director of Playbox Media
Limited, agreed to reduce my monthly NET salary to £1,000 as of 1st
July 2006.

The below table summarises the gross and net amounts I received
during this fiscal year.

	  	Gross 	Net 
	Oct-05 	£2,500.00 	£1,785.67 
	Nov-05 	£2,500.00 	£1,785.66 
	Dec-05 	£2,500.00 	£1,785.87 
	Jan-06 	£2,500.00 	£1,785.67 
	Feb-06 	£2,500.00 	£1,785.66 
	Mar-06 	£2,500.00 	£1,785.65 
	Apr-06 	£2,500.00 	£2,063.31 
	May-06 	£2,500.00 	£2,064.50 
	Jun-06 	£2,500.00 	£1,792.74 
	Jul-06 	£1,322.39 	£1,000.00 
	Aug-06 	£1,322.65 	£1,000.00 
	Sep-06 	£1,322.42 	£1,000.00 
	  	£26,467.46 	£19,634.73
  

This reduction was due to a number of factors, primarily there
being insufficient funds in the company.

The forgone wages are not to be reimbursed nor is any
compensation to be received.

There is no further obligation by the Company or any company it
is owned by or has any association with, to pay me any further amounts for the
fiscal year ending 30th September 2006.

I accept that the above summary is true, and that this letter
supercedes any previous agreement between myself and the company.

Signed: /s/ Robert
Burden                                          
(Robert Burden)

Dated: December 26,
2006

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