Document:

exv10w24

 

Exhibit 10.24

RadiSys Corporation

5445 NE Dawson Creek Drive

Hillsborn, OK 97124

(503) 615-1100

(503) 615-1150 fax

www.radisys.com

September 16,
2002

PERSONAL AND CONFIDENTIAL

Mr. Scott Grout

5227 Lincolnshire

Dallas, TX 75287

Phone 972.733.0857

Dear Scott,

On behalf of the RadiSys Corporation Board of Directors, I am pleased to make you a
contingent offer to serve as President and Chief Executive Officer,
and a member of our Board of Directors.
This offer is contingent upon the successful results of our reference checks, which we have
not yet completed at your request. We anticipate completing those reference checks by no later
than Sept 23rd, assuming your references are available to speak with us, and will let you
know whether the results were successful at or before that time. If the results of the reference checks
are successful, your compensation and benefits as President and Chief Executive Officer would
be as outlined in this letter. I will be serving as Chairman of the Board of RadiSys to work
closely with you.

Your base
salary would be $375,000, payable bi-weekly. Your annual incentive
compensation plan target would be $220,000 or 58.6% of your base pay. This means your total compensation would be $595,000 if you meet your incentive
goals. We would guarantee your bonus at target for Q402 pro-rated for proportion
of the quarter when you were employed by RadiSys. The 2003 goals would be
agreed upon with the compensation committee of the Board . Your 2003 goals should
be of the same structure as the balance of your executive team. The
CEO, Executives and senior
directors would have to achieve several specific objectives (MBO’s) in order to earn their full
incentive bonus or to exceed it. We expect there should be upside in the design of the incentive plan.
The new CEO will have significant input into the design of the 2003 plan.

You would also be granted 350,000 stock options under our Stock Incentive Plan. The term
of the option would be seven years, with shares vesting one-third on the first anniversary
and in equal monthly increments thereafter until fully vested on the third anniversary. The
exercise price would be the last-trade price on the date you start work at RadiSys. As much of
the options as permitted by law will be granted as ISO options, with the remainder issued as
nonqualified options. You would be eligible for your first refresh grant at the time of the first
yearly company
refresh process after your one year anniversary.

 

 

RadiSys
would provide you with $90,000 for relocation assistance. All or a portion of this
amount would be grossed up as necessary to make this tax neutral to you and your family.
This amount is meant to cover all relocation related expenses
including reasonable time to sell your house
in Dallas. This payment would be included with your normal payroll checks within the
first month of employment. Relocation assistance must be repaid on a pro-rated basis if you
voluntarily terminate employment within 24 months of your date of hire. You may want to
consult your own tax advisor for more extensive information. In addition, RadiSys will
introduce you to our principle bank and assist you to the extent possible under applicable law to
obtain bridge or other financing to facilitate
your move to Oregon. We have just contacted
Glenna Olson, who is the Senior Vice President and Managing Director of the Private Banking
group of US Bank, and she represented that there should be no problem as long as you do
not
have any overall credit issues. She can be reached at 503-275-4160 or you can also deal with
her associate, Laurie Wooley at 503-275-3932.

In addition, the company offers an Employee Stock Purchase Program (ESPP) which
allows you
to purchase stock in the company at a discount. As an executive, you would be subject
to our
stock ownership policy, a copy of which is also enclosed.

Our benefits plan includes medical with Aetna; dental with ODS, and vision insurance with
Vision Service Plan (VSP). RadiSys pays 100% of the cost of your insurance program and offers
dependent coverage under the medical, dental, and vision insurance at a minimal cost to you. In
keeping with our commitment to a smoke-free workplace, we do charge a
nominal premium for employees or insured
dependents that smoke. You would also be eligible to participate in additional executive benefit programs
including Executive Physical, Financial and Tax Planning, and an Executive Deferred Compensation Plan.

Term life
insurance equal to twice your annual base salary, capped at $600,000.,and
long term disability insurance would also be included in your benefit package. The
company sponsors a 401(k) plan, with a company match. After you accumulate 1,000 hours
of service in a calendar year, the Company will match $0.50 for every dollar you
contribute up to the first 6% of compensation provided that you are employed on
December 31 of that year.

You would be eligible for an Executive Change of Control Agreement identical in
form to the Executive Change of Control Agreement currently in effect with our Chief
Financial Officer. That agreement would provide for severance and accelerated option
vesting if there is a change of control and your employment is terminated without
cause, as those terms are defined in the agreement, contingent upon receipt of a
release. A brief summary of the key terms is:

12 months
base salary severance if a termination without cause occurs, as defined in the
agreement, as a result of a change of control for a specified period; and all your unyested
options would accelerate. This severance would be contingent upon
receipt of a release.

RadiSys Corporation is an at-will employer. Either the employee or the Company can terminate
the employment relationship at any time with or without cause,
reason, or notice. However, if

 

 

you are
terminated without cause the company’s current practice is to pay its executives 6
months
base salary severance, contingent upon receipt of a release. In your case, the severance amount
would be 12 months, contingent upon receipt of a release.

We understand that you are indebted to your current employer in the amount of $98,000
secured by 2.4 million Chorum shares. We would hope, after good faith negotiations on
your part, your current employer will accept forgiveness of your loan. If this line of
discussion isn’t fruitful perhaps some of your stock in your employer could be offered
as full repayment of that loan. Our
bank could also look at bridging the loan for a longer period of time in
 combination with some stock return. I have not received support from our compensation
committee for your idea of potential service on the Chorum Board as a back-up method to
relieve the loan. We would be more open, if it becomes absolutely necessary, to a fair
split between an amount of stock surrender on your part with some one time hiring bonus on our
part used to pay off the loan.

Please read and sign the enclosed Employee Agreement and this offer letter and return both to me. By signing, you acknowledge that you
accept the terms set forth in this letter upon
notification that the reference checks have been successfully completed. The terms of this letter will remain
valid for 1 week following the date of this letter. Employment
will also be contingent upon your satisfactorily
passing a background check and pre-employment drug test.

Scott, I am personally delighted at the prospect of working with you. Please do not
hesitate to call me if I can answer any questions.

Sincerely,

     /s/
Scott Gibson

Scott Gibson, Director and Chair of CEO Search Committee

Accepted:

	 	 	 
	/s/ Scott Gibson

	 	9/19/02

	 
 Signature

	 	Dateexv10w25

 

Exhibit 10.25

August 15, 2003

Christian Lepiane

12868 Harwick Lane

San Diego, CA 92130

Dear Chris:

We are pleased to offer you the position of Vice President, Worldwide Sales an officer of
the company (16b), reporting to Scott Grout, President and CEO of RadiSys. Your position will be
based at our Hillsboro, Oregon Campus.

Your base salary will be $7884, 61 per pay period (equal to $205,000 annually), payable bi-weekly.
Your annual incentive compensation plan target will be $115,000 for a targeted “Tcomp” (Total
Compensation) of $320,000 annualized. The actual value paid for all incentive compensation plans
depends on the achievement of certain corporate, business unit and individual goals and can be
lower or higher depending on company and individual performance. You will be eligible to
participate in the Corporate-wide semiannual incentive plan on a prorated basis for the period
beginning July 1, 2003. You must be an active employee at the end of the 2nd pay period after end
of the fiscal half year to be eligible for an incentive compensation plan payout. As we discussed,
our incentive compensation plan for executives is a combination of the following:

	 	•	 	Corporate-wide incentive compensation program, which is a combination of
company-wide profit sharing and company and organization specific milestones.

 

 

August 15, 2003

Page 2 of 2

	 	•	 	Executive-specific plan, which we develop at the beginning of the
calendar year or within a short time from hire and which is judged by the CEO and
Compensation Committee of our board at year end.

You will also be granted 75,000 stock options under our Stock Option Plan. In addition, you
will be eligible for additional annual refresher options after a period of one year. In general,
our practice is to grant annual refresher options that are approximately equal to one third of the
new-hire grant amount. However, option grants in any given year and circumstance can differ based
on individual performance, availability of options shares in the grant pool, and overall
compensation. The term of the options is seven years, with shares vesting one-third on the first
anniversary and in equal monthly increments thereafter until fully vested on the third anniversary.
These options will be contingent upon approval of our Board of Directors or its Compensation
Committee. Once approved, the exercise price will be the last-trade price on the date of grant. As
much of the options as permitted by law will be granted as ISO options, with the remainder issued
as nonqualified options.

You will be eligible for our executive relocation package which includes a relocation bonus of
$30,000 net of taxes (paid in lieu of broker fees, taxes and other
expenses associated with sale of
home), 5 day house hunting trip for two persons, 30 days temporary housing, and reasonable moving
expenses for household goods. The move of household goods and storage expenses along with the
lump-sum relocation bonus must be repaid in full on a pro-rated basis if you voluntarily terminate
employment within 24 months of your date of hire. You may want to consult your own tax advisor for
more extensive information regarding tax consequences of a move.

 

 

August 15, 2003

Page 2 of 2

	 	•	 	Executive-specific plan, which we develop at the beginning of the calendar year or
within a short time from hire and which is judged by the CEO and Compensation Committee
of our board at year end.

You will
also be granted 75,000 stock options under our Stock Option Plan. In addition, you
will be eligible for additional annual refresher options after a period of one year. In general,
our practice is to grant annual refresher options that are approximately equal to one third of the
new-hire grant amount. However, option grants in any given year and circumstance can differ based
on individual performance, availability of options shares in the grant pool, and overall
compensation. The term of the options is seven years, with shares vesting one-third on the first
anniversary and in equal monthly increments thereafter until fully vested on the third anniversary.
These options will be contingent upon approval of our Board of Directors or its Compensation
Committee. Once approved, the exercise price will be the last-trade price on the date of grant. As
much of the options as permitted by law will be granted as ISO options, with the remainder issued
as nonqualified options.

You will be eligible for our executive relocation package which includes a relocation bonus of
$30,000 net of taxes (paid in lieu of broker fees, taxes and other expenses associated with sale of
home), 5 day house hunting trip for two persons, 30 days temporary housing, and reasonable moving
expenses for household goods. The move of household goods and storage expenses along with the
lump-sum relocation bonus must be repaid in full on a pro-rated basis if you voluntarily terminate
employment within 24 months of your date of hire. You may want to consult your own tax advisor for
more extensive information regarding tax consequences of a move.

 

 

August 15, 2003

Page 3 of 3

In addition, the company offers an Employee Stock Purchase Program (ESPP) which allows you to
purchase stock in the company at a discount. As an executive, you will be subject to our stock
ownership policy, a copy of which is also enclosed.

Our benefits plan includes a choice of medical insurance through Aetna; dental plans through ODS,
and vision insurance through Vision Service Plan (VSP). RadiSys pays most of the cost of your
insurance program and offers dependent coverage under the medical, dental, and vision insurance at
a minimal cost to you. You will also be eligible to participate in additional executive benefit
programs including Executive Physical, Financial and Tax Planning, and an Executive Deferred
Compensation Plan.

Term life insurance of twice your annual base salary (to a maximum coverage amount of $600,000) and
long-term disability insurance are also included in your benefit package. The company offers a
contributory 401K plan with a company match of $0.50 on the first 6% of pay that you contribute.
You must be employed by the company at the end of the calendar year to be eligible for that year’s
company match. The company match vests over three years. Official summary plan descriptions for
benefit programs are found in the formal plan documents that can be
made available upon request.

In the case of an involuntary separation other than for cause, you will be provided with a
contingency severance package of six months of base salary compensation and the Company will cover
the cost of COBRA for a six month period after separation. This severance will be contingent upon
your signing a release agreement.

RadiSys Corporation is an at-will employer. Either the employee or the Company can terminate
the employment relationship at any time with or without cause, reason, or notice,

 

 

August 15, 2003

Page 4 of 4

We are very excited to have you as part of the RadiSys family. Please read and sign the
enclosed Employee Restrictive Covenant Agreement and this offer
letter and return both to me by
August 19, 2003. By signing, you acknowledge that you accept the terms set forth in this letter.
The terms of this offer will remain valid until August 19, 2003 and are subject to a final Board approval. This offer of
employment is contingent upon signing the enclosed Employee Restrictive Covenant Agreement as well as the
release forms for and satisfactorily passing a background check and pre-employment drug test. We
expect to begin work on Monday, September 15, 2003.

Chris, I am personally delighted at the prospect of working with you. The entire executive team is
excited and pleased to have you join us. Please do not hesitate to call me if I can answer any
questions.

Sincerely,

Scott Grout

President and Chief Executive Officer

Offer of Employment Accepted by Christian Lepiane:

	 	 	 	 	 
	/s/
Christian Lepiane
 

Signature

	 	8/17/03
 

Date

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