Document:

2nd STORY SOFTWARE, Inc. 2011 TAX SEASON PERFORMANCE BONUS PLAN

 Exhibit 10.5 
 2nd Story Software, Inc. 
 Tax Year 2011 Management Incentive Plan

 For JoAnn Kinzel, President (“Participant”) 

This Management Incentive Plan is effective for the 2011 Tax Year, as defined in the 2011 Tax Year Financial Plan (the
“Financial Plan”). If the EBIDTA Margin Percentage for the TaxACT business meets the Target EBIDTA Margin Percentage set forth in Financial Plan, Participant shall be entitled to earn one or both of the Revenue Bonus and the
Unit Growth Bonus, as set forth below. The measurements for the two bonus types are independent, and the Participant may earn one bonus without earning the other, or may earn both, up to a maximum bonus amount of $160,000. In addition, Participant
may earn the Retention Bonus set forth below, independent of whether the other bonus components are earned. The bonuses, if any, will be paid within a reasonable period of time after the end of the 2nd Story Software fiscal year. Defined terms that
are used but not defined in this Management Incentive Plan have the meaning assigned to them in the Financial Plan. 
 Revenue Bonus

 If Tax Year 2011 Revenue is at Target (as defined in the Financial Plan), then Participant shall earn a Revenue Bonus of
$20,000. For each whole $1M by which Tax Year 2011 Revenue exceeds Target, Participant shall be entitled to receive an additional $15,000, up to a maximum total Revenue Bonus of $80,000. If Tax Year 2011 Revenue is between Target and $2M below
Target, Participant shall earn a Revenue Bonus of $10,000. If Tax Year 2011 Revenue is below Target by more than $2M but not more than $5M, Participant shall earn a Revenue Bonus of $5,000. If Tax Year 2011 Revenue is more than $5M below Target,
Participant shall not earn a Revenue Bonus. 
 Unit Growth Bonus 
 The below table sets forth the levels of Unit Growth Bonus that will be awarded for achievement each of the Unit Growth Tiers set forth in the Financial Plan. As set forth in the Financial Plan, Unit
Growth will be measured against the percentage of overall year-over-year growth of DIY tax returns e-filed in 2011, as reported by the IRS. 
  

					
	 Unit Growth Tier
	  	Unit Growth Bonus	 
	 Tier 9
	  	$	80,000	  
	 Tier 8
	  	$	70,000	  
	 Tier 7
	  	$	60,000	  
	 Tier 6
	  	$	50,000	  
	 Tier 5
	  	$	40,000	  
	 Tier 4
	  	$	30,000	  
	 Tier 3
	  	$	25,000	  
	 Tier 2
	  	$	10,000	  
	 Tier 1
	  	$	0	  

 Retention Bonus 
 If Participant remains employed by 2nd Story Software, Inc. through the end of the 2011 Tax Year, Participant will receive an additional $50,000 Retention Bonus.Amendment to Severance Rights Agreement

 Exhibit 10.1 

 
 

 
 AMENDMENT TO SEVERANCE RIGHTS AGREEMENT 

This Amendment to Severance Rights Agreement (the “Amendment”) is entered into as of April 30, 2012 (the
“Effective Date”), by and between NeoPhotonics Corporation, a Delaware corporation (the “Company”) and Timothy Jenks (the “Employee”). 

RECITALS 
 A. The Company
and the Employee previously entered into an Amended and Restated Severance Rights Agreement dated as of April 13, 2010 (the “Severance Rights Agreement”). 
 B. The parties desire to amend certain provisions of the Severance Rights Agreement to provide for enhanced severance and death benefits and to avoid violation of the nondiscrimination rules of
Section 105(h)(2) of the Code or any statute or regulation of similar effect (including but not limited to the 2010 Patient Protection and Affordable Care Act, as amended by the 2010 Health Care and Education Reconciliation Act). 

C. Capitalized terms not defined in this Amendment will have the meanings assigned to them in the Severance Rights Agreement 

AGREEMENT 
 The parties
agree to amend the Severance Rights Agreement effective as of the Effective Date as follows: 
  

	1.	Sections 3(a) and 3(b) are amended in their entirety to read as follows: 

  

	 	“(a)	Involuntary Termination Generally. If the Employee’s employment terminates as a result of Involuntary Termination, except by such Involuntary Termination as
provided in Section 3(b) below, and provided the Employee provides a valid and effective Release of Claims not later than sixty (60) days after such termination, the Company will pay the Employee the following severance benefits:

  

	 	(i)	a lump sum severance payment equal to the sum of (A) twenty-four (24) months of the Employee’s Base Compensation and (B) 100% of the Employee’s
target Bonus for the year of termination, with such amount payable within ten (10) business days after the effective date of the Release of Claims; 

  
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	 	(ii)	provided the Employee makes a timely and accurate election for continued health insurance coverage (including medical, dental, vision and prescription) under COBRA (or
Cal-COBRA or any other applicable state law of similar effect), the Company will pay the premiums for such continued coverage for the Employee and his eligible dependents until the earliest of (i) the close of the twenty-four (24) month
period following Executive’s termination of employment, (ii) the date the Employee commences new employment following his termination date, or (iii) such earlier date as the Employee (or his dependents, as applicable) cease to be
eligible for such continuation coverage (such period, the “COBRA Period”); provided further that if at any time during the COBRA Period the Company determines in its sole discretion that it cannot provide the foregoing COBRA
benefits without violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act), the Company will instead pay to the Employee a taxable monthly cash payment for the remainder of the COBRA Period in an
amount equal to the monthly COBRA premium that the Employee would be required to pay to continue the Employee’s group health coverage in effect on the date of his termination (based on the premium for the first month of COBRA coverage) (each
payment, a “Special Severance Payment”), which payments will be made regardless of whether the Employee elects COBRA continuation coverage and will be subject to applicable tax withholdings; provided that no Special Severance
Payment will be made prior to the sixtieth (60th) day following the termination date, and on such date the Company will pay in a lump sum the aggregate amount of payments that the Company would have paid prior to that date had payments not been
delayed during the consideration period for the Release of Claims, with the balance of the payments made thereafter on the original schedule; and 

  

	 	(iii)	the vesting of each of Employee’s then-outstanding compensatory equity awards granted under any of the Company’s equity incentive plans, and the rate of
lapsing of any repurchase right applicable to any shares received under such awards, shall automatically be accelerated (and, in the case of options, such options shall become exercisable), as of the effective date of Employee’s Involuntary
Termination, as to the number of shares that would have vested, or as to which repurchase rights would have lapsed, in the ordinary course of business if Employee had maintained his employment or consulting relationship with the Company for the
first eighteen (18) months following the effective date of the Involuntary Termination. 

  

	 	(b)	Involuntary Termination Following a Change in Control. If the Employee’s employment terminates as a result of Involuntary Termination on or within twelve
(12) months following a Change in Control, and provided the Employee provides a valid and effective Release of Claims not later than sixty (60) days after such termination, the Company will pay the Employee the following severance
benefits: 

  
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	 	(i)	a lump sum severance payment equal to the sum of (A) twenty-four (24) months of the Employee’s Base Compensation and (B) 200% of the Employee’s
target Bonus for the year of termination, with such amount payable within ten (10) business days after the effective date of the Release of Claims; and 

 

	 	(ii)	provided the Employee makes a timely and accurate election for continued health insurance coverage (including medical, dental, vision and prescription) under COBRA (or
Cal-COBRA or any other applicable state law of similar effect), the Company will pay the premiums for such continued coverage for the Employee and his eligible dependents until the earliest of (i) the close of the twenty-four (24) month
period following Executive’s termination of employment, (ii) the date the Employee commences new employment following his termination date, or (iii) such earlier date as the Employee (or his dependents, as applicable) cease to be
eligible for such continuation coverage (such period, the “CIC COBRA Period”). Notwithstanding the foregoing, if at any time during the CIC COBRA Period the Company determines in its sole discretion that it cannot provide the
foregoing COBRA benefits without potentially violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act), the Company will instead pay to the Employee a taxable monthly cash payment for the remainder
of the CIC COBRA Period in an amount equal to the monthly COBRA premium that the Employee would be required to pay to continue the Employee’s group health coverage in effect on the date of his termination (based on the premium for the first
month of COBRA coverage) (each payment, a “Special Severance Payment”), which payments will be made regardless of whether the Employee elects COBRA continuation coverage and will be subject to applicable tax withholdings; provided
that no Special Severance Payment will be made prior to the sixtieth (60th) day following the termination date, and on such date the Company will pay in a lump sum the aggregate amount of payments that the Company would have paid prior to that
date had payments not been delayed during the consideration period for the Release of Claims, with the balance of the payments made thereafter on the original schedule. 

Notwithstanding anything in this Agreement to the contrary, if the Employee’s employment terminates as a result of Involuntary
Termination prior to the closing of a Change in Control, and the Employee reasonably demonstrates to the satisfaction of the Company’s Board of Directors that such termination was at the request of a third party who has indicated an intention
or taken steps reasonably calculated to effect a Change in Control, then for all purposes of this Agreement, such Involuntary Termination shall be deemed to have occurred pursuant to this Section 3(b) and the Employee will be eligible for
severance as provided in this Section 3(b) (and not under Section 3(a)).” 

  
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	2.	Section 3(d) is amended in its entirety to read as follows: 

 “Disability; Death. If the Company terminates the Employee’s employment as a result of the Employee’s Disability, or if the Employee’s employment terminates due to the death of
the Employee, then the Employee shall not be entitled to receive severance benefits except as provided in this Section 3(d). Nothing in this Agreement restricts the Employee’s rights to any payments under any death or disability insurance
policy with the Company in effect at the time of termination. In addition, if the Employee’s employment terminates due to the death of the Employee, and his death occurs while he is outside of his country of residence (for any reason), then the
Company will supplement the death benefit provided by any existing Company-provided life insurance, if necessary, so that the Employee’s estate or beneficiaries receive total death benefits equal to two times the Employee’s then-current
Base Compensation. Any amount payable pursuant to this Section 3(d) will be paid in a lump sum to the Employee’s estate within thirty (30) days following the Employee’s termination date.” 

3. Except as expressly set forth herein, the Severance Rights Agreement shall remain in full force and effect and shall not be modified or altered in any
other way pursuant to this Amendment. 
 4. This Amendment may be executed in two or more counterparts, each of which shall be deemed an
original and all of which together shall constitute one instrument. This Amendment shall be governed by the laws of the State of California. 

  
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 IN WITNESS WHEREOF, the parties have caused this Amendment to be executed by their duly
authorized representatives. 
  

			
	 COMPANY
	 	NEOPHOTONICS CORPORATION
		
		 	By: /s/ James D. Fay
		
		 	Title: CFO
		
		 	Date: April 30, 2012
		
	EMPLOYEE	 	By: /s/ Timothy Jenks
		
		 	Name: Timothy Jenks
		
		 	Date: April 30, 2012

  
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