Document:

Exhibit
10.4

AMENDMENT
NO. 1

to
the

PHASE
FORWARD INCORPORATED

2004
STOCK OPTION AND INCENTIVE PLAN

as
Amended and Restated March 2006

     Reference
is hereby made to the Phase Forward Incorporated 2004 Stock Option and
Incentive Plan as Amended and Restated March 2006 (the “Plan”).

     1.
The first two sentences of Section 3(a) of the Plan are deleted in their
entirety, and the following two new sentences shall be inserted as a
replacement therefor:

 “Subject
to adjustment under Section 3(c) and the next sentence, the aggregate
number of shares of Common Stock of the Company (the “Common Stock “)
that may be issued pursuant to the Plan is 3,500,000 shares.  Subject to stockholder approval, the number
of shares of Common Stock that may be issued pursuant to the Plan shall be
increased from 3,500,000 shares to 3,981,505 shares.”

     2.
Except as amended hereby, the Plan shall be unchanged and remain in full force
and effect.

Approved by the Board of

Directors March 30, 2007

Approved by the
Stockholders

of the Corporation May 2, 2007Exhibit 10.1

    
      

    

    

      
        	 	
                JONES
                  LANG LASALLE

                STOCK
                  OWNERSHIP PROGRAM

                (Effective
                  January 1, 2007)

              	
                 

              

      

       

    

    Jones
      Lang LaSalle sponsors a series of compensation and benefit programs that can
      help Directors manage risk and assist them in meeting their personal financial
      goals. In an effort to help increase awareness and understanding of these
      programs, the Company has created this summary of its Stock Ownership Program
      and encourages your questions and feedback.

    

    PROGRAM
      OBJECTIVES

    The
      Jones
      Lang LaSalle Incorporated (the “Company”) Stock Ownership Program (SOP)
      establishes desirable ownership guidelines for National, Regional and
      International Directors in order to:

    

    
      	 	
              ·

            	
              Align
                a portion of the compensation of those employees who are most responsible
                for the results of the Company with the interests of
                shareholders.

            

    

    
      	 	
              ·

            	
              Reward
                people who make long-term contributions to the Company and encourage
                retention through long-term wealth building incentives.
                

            

    

    
      	 	
              ·

            	
              Reinforce
                the “one firm” mindset by encouraging employee ownership across business
                units and regions.

            

    

     

    The
      following desirable minimum stock ownership guidelines have been
      established: 

     

    Table
      1: Stock Ownership Guidelines

    
      	
              Director
                Level

            	
              Beneficial
                Ownership Guideline

            
	
              International
                Director

            	
              Four
                times annual base salary

            
	
              Regional
                Director

            	
              Three
                times annual base salary

            
	
              National
                Director

            	
              Two
                times annual base salary

            

    

    

    The
      Company evaluates Directors’ positions relative to these guidelines as of the
      first trading day in January preceding the date of the related bonus payment,
      using the annualized base salary on that day, the stock price on that day and
      the Director’s holdings of Company stock. 

    

    Directors
      may satisfy their ownership guideline through shares owned directly, shares
      owned by a spouse or a trust, the potential gain from outstanding stock options,
      and unvested or deferred restricted stock units. Although there is no specific
      period of time in which covered employees should achieve the ownership
      guidelines, Directors are expected to make continuous progress toward the target
      and to ideally maintain the applicable level once it has been
      achieved.

    

    PARTICIPATION
      REQUIREMENTS

     

    To
      help
      Directors reach these ownership objectives, National, Regional and International
      Directors are separately paid a portion of their Total Award as a discretionary
      Stock Bonus (rather than as a discretionary Cash Bonus), awarded in the form
      of
      restricted stock units (“SOP Shares”) under the Stock Award and Incentive Plan
      (the “Plan”). In addition, effective for the 2007 performance period (for
      bonuses to be paid in 2008) the firm increases the value of SOP Shares by 20%
      when granted. The number of SOP Shares to be granted as a Stock Bonus is based
      upon the following criteria and the schedule provided on the next
      page:

     

    (a)   The
      employee’s Director level status as of January 1 for the year to which the bonus
      relates (or date of hire if hired during the year). Employees who may be
      promoted to National Director during the year do not participate in SOP for
      the
      remaining portion of the year they were promoted. Similarly, Regional Directors
      promoted to International Director continue to participate at the Regional
      Director level for the remaining portion of the year they were promoted and
      begin new participating at the International Director level for the following
      year.

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

    (b)   The
      closing price per share of Company common stock as of the first trading day
      in
      January of the year following the year to which the Total Award relates. For
      example, the number of SOP Shares granted in January, 2007 as part of the 2006
      Stock Bonus was determined based on the closing price of the Company’s common
      stock as of January 3, 2007, or $92.00, while discretionary Cash Bonuses for
      2006 were paid in March, 2007 (at a time when the closing price per share was
      between $103 and $106). With the 20% “uplift” described above, the $92.00
      closing price would have resulted in a share price of $76.67 when recalculating
      the number of shares granted in lieu of Cash Bonus.

     

    (c)   The
      currency exchange rate in effect as of the last trading day in December of
      the
      year to which the bonus relates, as determined by the Company.

    

    Table
      2: Cash Bonus and Stock Bonus Levels

    
      	
              Director
                Level

            	
              Percentage
                of Total Award Paid as Cash Bonus

            	
              Percentage
                of Total Award Separately Paid as SOP Shares

            
	
              International
                Director

            	
              80%

            	
              20%

            
	
              Regional
                Director

            	
              85%

            	
              15%

            
	
              National
                Director

            	
              90%

            	
              10%

            

    

     

    For
      example,
      if a
      Regional Director received a Total Award of $50,000, the Director would receive
      a Cash Bonus of $42,500 (85% of $50,000) and a Stock Bonus of $7,500. The number
      of SOP Shares to be granted, assuming a closing price of $92.00 per share and
      an
      exchange rate of €1.00 to $1.25, is shown below in each of the two
      examples:

    
      

    

    
      
        Example
          1:
          Total
          Award paid in U.S. dollars:

        
          	 	
                  SOP
                    Shares 

                	
                  =
                    Stock Bonus ($7,500) plus 20% firm contribution (uplift is
                    $1,500)

                

        

        =
          $ 9,000
          divided by $92.00 (closing price)

        =
          98
          shares

         

        Example
          2:
          Total
          Award paid in Euros:

        
          	 	
                  SOP
                    Shares 

                	
                  =
                    Stock Bonus (€ 6,000) plus 20% firm contribution
                    (€1,200)

                

        

        =
€
7,200
          times 1.25 (exchange rate) divided by $92.00 (closing price)

        =
          98
          shares  

        
          

        

      

    

    Minimum
      Participation Levels

    Participation
      in SOP requires that the minimum value of Stock Bonus to be paid as SOP Shares
      be no less than US $2,000. For example, a National Director would need to be
      eligible to receive a US $20,000 Total Award to qualify for SOP Shares. For
      those that do not have Total Awards that meet the minimum Stock Bonus threshold,
      no SOP Shares are granted and the employee receives his/her Total Award paid
      in
      cash, with no 20% premium.

    

    Maximum
      Participation Levels

    The
      maximum amount of Stock Bonus to be paid as SOP Shares will be US $150,000.
      For
      example, an International Director receiving a Total Award greater than US
      $750,000 would have no more than US $150,000 paid as a Stock Bonus. Any Total
      Award not paid as SOP Shares under this provision would be paid as a Cash
      Bonus.

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

    Voluntary
      Election to Not Participate

    Employees
      may (but are not required to) opt out of receiving SOP Shares if they hold
      shares in the Company whose value exceeds the minimum stock ownership guidelines
      described in the first page of this booklet. If such an election is made, these
      individuals receive their Total Award in cash at the same time all other annual
      bonuses are paid, with no 20% premium.

    

    Individuals
      must inform the Company of their election not
      to
      receive SOP Shares (or SOP Units) by no later than January
      5 each
      year.
      This
      notification must be communicated in writing to the Regional HR Director and
      have supporting documentation showing that the minimum required level of
      individual stock ownership has been achieved. This election is not available
      in
      certain countries where the availability of the election would result in
      immediate taxation of SOP Shares.

     

    Voluntary
      Election to Reduce SOP Shares

    In
      order
      to balance the amount of stock and cash an employee may receive for their Total
      Award, Directors can voluntarily reduce, by five (5) percentage points, the
      amount of Total Award he or she would receive as SOP Shares. If this election
      results in a Stock Bonus of less than US$2,000, the Total Award is paid in
      cash.
      If no notice to reduce SOP is received within the required deadlines, the amount
      of SOP Shares to be awarded defaults to the standard SOP schedule shown in
      Table
      2 above.

    

    VESTING
      OF SOP SHARES

     

    Any
      SOP
      Shares that a Director
      receives will be granted as of the immediately preceding
      January 1st
      and
      will
      vest according to the following schedule, subject to the Director continuing
      to
      be employed by the Company as of each Vesting Date, and the terms of the
      specific agreement which memorializes the terms of the award:

    

    
      	 	
              ·

            	
              50%
                of SOP Shares vest on the 1st
                July that
                is 18 months after the grant date;
                and

            

    

    
      	 	
              ·

            	
              50%
                of SOP Shares vest on the 1st
                July that
                is 30 months after the grant date.

            

    

    

    For
      example, SOP Shares were granted on January 1, 2007 as part of the Total Award
      for 2006 that were paid on or about March of 2007. Half of those SOP Shares
      will
      vest on July 1, 2008 and the other half will vest on July 1, 2009.

    

    DIVIDEND
      EQUIVALENTS; NO VOTING RIGHTS

     

    In
      2005
      and 2006, employees who were granted SOP Shares received an additional benefit
      in the form of a semi-annual payment of a dividend equivalent. The Board of
      Directors may, in its discretion from time to time, continue to grant dividend
      equivalents to employees who were granted SOP Shares. Dividend equivalents
      are
      the rights to receive cash, common stock, or other property equal in value
      to
      the amount of dividends paid with respect to the Company’s common stock. SOP
      Shares do not otherwise have a legal right to receive dividends until vested.
      SOP Shares do not have voting rights until they have vested. 

     

    FORFEITURE

     

    All
      SOP
      Shares are subject to the terms and conditions outlined in a grant agreement
      and
      to the terms and conditions contained in the Plan. By receiving and accepting
      a
      discretionary award of SOP Shares, all Directors accept all terms and
      conditions. For example, these conditions apply for terminated
      employees:

     

    -
      Voluntary Resignation or Termination for Cause
      -
      results in the immediate forfeiture of SOP Shares that are not yet
      vested.
      

     

    -
      Termination
      by Reason of Retirement
      -
      outstanding grants will continue to vest according to their standard vesting
      schedule and shares of stock shall be issued in accordance with the standard
      vesting schedule. For purposes of SOP Shares, Retirement means age 65 or where
      any combination of age and years of service equals 65, as long as the employee
      is at least 55 years old. If a specific local legal requirement requires this
      employee stock program to comply with a different definition, the local laws
      would prevail. In either case, the retired employee will be required to sign
      a
      non-solicitation and non-compete agreement at the time of
      retirement;

    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

    -
      Termination by Reason of Death, Total and Permanent Disability,
-
      the
      grant will continue to vest according to the standard vesting
      schedule;

     

    -
      SOP
      Shares will not be forfeited, and will continue to vest on their original
      schedules in the event an employee is involuntarily terminated due to a position
      elimination.

     

    TAX
      CONSIDERATIONS 

     

    All
      Cash
      Bonuses are subject to normal taxes and social charges, as required by local
      tax
      laws. The tax consequences associated with the grant and payment of a Stock
      Bonus as SOP Shares, as well as any anticipated dividend equivalent payments
      and
      eventual sale of stock, are always subject to individual income tax
      circumstances at the time of grant, vesting and sale. In general, the Company
      anticipates that there will be no income tax obligations for an employee at
      the
      time SOP Shares are granted. Subject to the tax laws in the countries that
      apply
      to different employees, the vesting of SOP Shares will create a tax reporting
      event based on the fair market value of the shares at that time. Individuals
      should seek advice of their personal tax advisor to obtain specific information
      concerning the tax consequences associated with participation in
      SOP.

    

    HISTORIC
      PERFORMANCE

     

    SOP
      Shares have provided a consistent means of acquiring stock ownership in the
      Company, as well as the potential for increased financial returns for those
      who
      have participated in the program since its inception. The schedule below
      represents the percentage increase in value of each dollar contributed to the
      SOP and the market value of Jones Lang LaSalle common stock on March 31, 2007.
      Please keep in mind that past performance is not an indicator, guarantee or
      assurance of future performance.

     

    Table
      3: Historic Value of SOP Shares

    
      
        
          	
                  Bonus

                	 	
                  Share
                    Price on Grant

                  Date

                	 	
                  Adjusted

                  Share

                  Price
                    (1)

                	 	
                  Current

                  Value
                    (2)

                	 	
                  Potential

                  Return

                	 
	
                   

                	 	
                   

                	 	
                   

                	 	
                   

                	 	
                   

                	 
	
                  2000
                    Bonus

                	 	
                  $

                	
                  13.50

                	 	
                  $

                	
                  10.80

                	 	
                  $

                	
                  104.28

                	 	 	
                  865.6

                	
                  %

                
	
                   

                	 	 	
                	 	 	
                	 	 	
                	 	 	
                	 
	
                  2001
                    Bonus

                	 	
                  $

                	
                  17.80

                	 	
                  $

                	
                  14.24

                	 	
                  $

                	
                  104.28

                	 	 	
                  632.3

                	
                  %

                
	
                   

                	 	 	
                	 	 	
                	 	 	
                	 	 	
                	 
	
                  2002
                    Bonus

                	 	
                  $

                	
                  15.89

                	 	
                  $

                	
                  12.71

                	 	
                  $

                	
                  104.28

                	 	 	
                  720.3

                	
                  %

                
	
                   

                	 	 	
                	 	 	
                	 	 	
                	 	 	
                	 
	
                  2003
                    Bonus

                	 	
                  $

                	
                  20.89

                	 	
                  $

                	
                  16.71

                	 	
                  $

                	
                  104.28

                	 	 	
                  524.0

                	
                  %

                
	
                   

                	 	 	
                	 	 	
                	 	 	
                	 	 	
                	 
	
                  2004
                    Bonus

                	 	
                  $

                	
                  37.35

                	 	
                  $

                	
                  29.88

                	 	
                  $

                	
                  104.28

                	 	 	
                  249.0

                	
                  %

                
	
                   

                	 	 	
                	 	 	
                	 	 	
                	 	 	
                	 
	
                  2005
                    Bonus

                	 	
                  $

                	
                  52.75

                	 	
                  $

                	
                  42.20

                	 	
                  $

                	
                  104.28

                	 	 	
                  147.1

                	
                  %

                
	
                   

                	 	 	
                	 	 	
                	 	 	
                	 	 	
                	 
	
                  2006
                    Bonus

                	 	
                  $

                	
                  92.00

                	 	
                  $

                	
                  73.60

                	 	
                  $

                	
                  104.28

                	 	 	
                  41.7

                	
                  %

                
	
                   

                	 	 	
                	 	 	
                	 	 	
                	 	 	
                	 
	
                  Note
                    (1) Includes the impact of the previous 25% Firm uplift, now
                    20%.

                
	
                  Note
                    (2) Current value based on closing price as of
                    3/31/07.

                

        

      

    

    

    RIGHTS
      AS A STOCKHOLDER

     

    The
      holder of an award will have no rights as a shareholder with respect to any
      shares covered by the award except as expressly contained or provided for in
      the
      award agreement or the Plan until the vesting of the award. 

    

    
      	
              Disclaimer

              This
                summary of our Stock Ownership Program is subject to the terms and
                conditions of the Plan and each underlying grant agreement issued
                thereunder. In the event of a conflict, the terms of the Plan or
                the
                underlying grant agreement shall prevail. Any terms not otherwise
                defined
                in this summary shall have the meaning provided for in the Plan or
                the
                grant agreement issued
                thereunder.

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