Document:

EX-10.4

 Exhibit 10.4 

BORDERFREE, INC. 

NON-EMPLOYEE DIRECTOR COMPENSATION POLICY 

The purpose of this Director Compensation Policy of Borderfree, Inc. (the “Company”) is to provide a total compensation package that
enables the Company to attract and retain, on a long-term basis, high-caliber directors who are not employees or officers of the Company or its subsidiaries. In furtherance of the purpose stated above, all non-employee directors shall be paid
compensation for services provided to the Company as set forth below: 
 Cash Retainers 

Annual Retainer for Board Membership: $30,000 for general availability and participation in meetings and conference calls of our Board of Directors, to
be paid quarterly. 
 Additional Retainer for Board Chairperson: $15,000 

Additional Retainers for Committee Membership: 
  

					
	 Audit Committee Chairperson:
	  	$	15,000	  
	 Audit Committee member:
	  	$	5,000	  
	 Compensation Committee Chairperson:
	  	$	10,000	  
	 Compensation Committee member:
	  	$	3,750	  
	 Nominating and Corporate Governance Committee Chairperson:
	  	$	5,000	  
	 Nominating and Corporate Governance Committee member:
	  	$	2,500	  

 Note: Chairperson retainers are in addition to member retainers. 

Equity Retainers 
 Upon initial election to the
Board: An initial, one-time equity grant (the “Initial Grant”) of $182,500 of equity awards in the form of stock options and/or restricted stock units, as determinated by the Compensation Committee of the Board, to each new
non-employee director, that vest in 36 equal monthly installments over 3 years, provided, however, that all vesting ceases if the board member resigns from our Board of Directors or otherwise ceases to serve as a director, unless the Board of
Directors determines that the circumstances warrant continuation of vesting. The fair market value of the Initial Grant shall be based on the market price on the date of grant. This initial equity grant applies only to non-employee directors who are
first elected to the Board effective as of or subsequent to the Company’s initial public offering. 
 Annual equity grants: Each continuing
non-employee member of the Board who has served as a director for the previous six months will receive an annual equity grant (the “Annual Grant”) of $85,000 of equity awards in the form of stock options and/or restricted stock
units, as determinated by the Compensation Committee of the Board, that vest in 12 equal monthly 

 
installments over 1 year, provided, however, that all vesting ceases if the director resigns from our Board of Directors or otherwise ceases to serve as a director, unless the Board of Directors
determines that the circumstances warrant continuation of vesting. The fair market value of the Annual Grant shall be based on the market price on the date of grant. 

Expenses 
 The Company will reimburse all
reasonable out-of-pocket expenses incurred by non-employee directors in attending meetings of the Board or any Committee. 
 ADOPTED: March 10, 2014,
subject to effectiveness of the Company’s Registration Statement on Form S-1. 

  
 2EX-10.5

 Exhibit 10.5 

BORDERFREE, INC. 
 SENIOR
EXECUTIVE CASH INCENTIVE BONUS PLAN 
  

	1.	Purpose 

 This Senior Executive Cash Incentive Bonus Plan (the
“Incentive Plan”) is intended to provide an incentive for superior work and to motivate eligible executives of Borderfree, 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. Participation in this Plan
does not change the “at will” nature of a Covered Executive’s employment with the Company. 
  

	3.	Administration 

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

	4.	Bonus Determinations 

 (a) Corporate Performance Goals. A Covered Executive may
receive a bonus payment under the Incentive Plan based upon the attainment of one or more performance objectives that are established by the Compensation Committee and relate to financial and operational metrics with respect to the Company or any of
its subsidiaries (the “Corporate Performance Goals”), including the following: cash flow (including, but not limited to, operating cash flow and free cash flow); revenue; corporate revenue; earnings before interest, taxes,
depreciation and amortization; net income (loss) (either before or after interest, taxes, depreciation and/or amortization); changes in the market price of the Company’s common stock; economic value-added; acquisitions or strategic
transactions; operating income (loss); return on capital, assets, equity, or investment; stockholder returns; return on sales; gross or net profit levels; productivity; expense efficiency; margins; operating efficiency; customer satisfaction;
working capital; earnings (loss) per share of the Company’s common stock; sales or market shares; number of customers, number of new customers or customer references; operating income and/or net annual recurring revenue, any of which may be
(A) measured in absolute terms or compared to any incremental increase, (B) measured in terms of growth, (C) compared to another company or companies or to results of a peer group, (D) measured against the market as a whole
and/or as compared to applicable market indices and/or (E) measured on a pre-tax or post-tax basis (if applicable). Further, any Corporate Performance Goals may be used to measure the performance of the Company as a whole or a business unit or
other segment of the Company, or one or more product lines or specific markets. The Corporate Performance Goals may differ from Covered Executive to Covered Executive. 

 (b) Calculation of Corporate Performance Goals. At the beginning of each applicable
performance period, the Compensation Committee will determine whether any significant element(s) will be included in or excluded from the calculation of any Corporate Performance Goal with respect to any Covered Executive. In all other
respects, Corporate Performance Goals will be calculated in accordance with the Company’s financial statements, generally accepted accounting principles, or under a methodology established by the Compensation Committee at the beginning of the
performance period and which is consistently applied with respect to a Corporate Performance Goal in the relevant performance period. 
 (c)
Target; Minimum; Maximum. Each Corporate Performance Goal shall have a “target” (100 percent attainment of the Corporate Performance Goal) and may also have a “minimum” hurdle and/or a “maximum” amount. 

(d) Bonus Requirements; Individual Goals. Except as otherwise set forth in this Section 4(d): (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 Corporate Performance Goals, (ii) bonus formulas for Covered Executives
shall be adopted in each performance period by the Compensation Committee and communicated to each Covered Executive at the beginning of each performance period 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 targets relating to the Corporate Performance Goals. Notwithstanding the foregoing, the Compensation Committee may adjust bonuses payable under the
Incentive Plan based on achievement of one or more individual performance objectives or pay bonuses (including, without limitation, discretionary bonuses) to Covered Executives under the Incentive Plan based on individual performance goals and/or
upon such other terms and conditions as the Compensation Committee may in its discretion determine. 
 (e) Individual Target Bonuses.
The Compensation Committee shall establish a target bonus opportunity for each Covered Executive for each performance period. For each Covered Executive, the Compensation Committee shall have the authority to apportion the target award so that a
portion of the target award shall be tied to attainment of Corporate Performance Goals and a portion of the target award shall be tied to attainment of individual performance objectives. 

(f) Employment Requirement. Subject to any additional terms contained in a written agreement between the Covered Executive and the
Company, 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 bonus payment date. If a Covered Executive was not employed for an
entire performance period, the Compensation Committee may pro rate the bonus based on the number of days employed during such period. 
  

	5.	Timing of Payment 

 (a) With respect to Corporate Performance Goals established and
measured on a basis more frequently than annually (e.g., quarterly or semi-annually), the Corporate Performance 

  
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Goals will be measured at the end of each performance period after the Company’s financial reports with respect to such period(s) have been published. If the Corporate Performance Goals
and/or individual goals for such period are met, payments will be made as soon as practicable following the end of such period, but not later 74 days after the end of the fiscal year in which such performance period ends. 

(b) With respect to Corporate Performance Goals established and measured on an annual or multi-year basis, Corporate Performance Goals will be
measured as of the end of each such performance period (e.g., the end of each fiscal year) after the Company’s financial reports with respect to such period(s) have been published. If the Corporate Performance Goals and/ or individual goals for
any such period are met, bonus payments will be made as soon as practicable, but not later than 74 days after the end of the relevant fiscal year. 

(c) For the avoidance of doubt, bonuses earned at any time in a fiscal year must be paid no later than 74 days after the last day of such
fiscal year. 
  

	6.	Amendment and Termination 

 The Company reserves the right to amend or terminate the
Incentive Plan at any time in its sole discretion. 
 ADOPTED: February 28, 2014, subject to effectiveness of the Company’s Registration Statement
on Form S-1. 

  
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