Document:

Executive Bonus Plan

 Exhibit 10.17 
 EHEALTH, INC. 
 EXECUTIVE BONUS PLAN 

2011 
 1.
Plan Objectives. 
  

	 	•	 	 Reward management for achieving stated business objectives 

 

	 	•	 	 Build long-term stockholder value 

  

	 	•	 	 Provide competitive compensation for senior management 

 2. Administration. The Compensation Committee of eHealth, Inc. (the “Company”) will administer the Executive Bonus Plan (the “Plan”). The Compensation Committee reserves the
right at any time during the fiscal year to modify the Plan in total or in part. This Plan may be amended, suspended or terminated at any time at the sole and absolute discretion of the Compensation Committee. 

3. Eligibility. Senior management of the Company as nominated by the CEO and approved by the Compensation Committee, but not
including the CEO, (collectively, “Participants”) are eligible to participate in this Plan. Participation in the Plan in one year does not imply continued Plan participation in any subsequent year. Participants must be employed at the time
of payment to earn any payment under the Plan. 
 Eligible senior management hired during the Plan year will have their Target
Incentive Percentage and Maximum Incentive Percentage set by the Compensation Committee (see Item 5 below). Such Participant’s incentive payout will be pro-rated from the first day of employment; provided that the Compensation Committee
determines that the Participant is eligible to participate. Employees hired after September 30, 2011 are not eligible for incentive payout for the 2011 Plan year, unless the Compensation Committee determines otherwise. 

4. Term. 12 months, commencing on January 1, 2011 and ending on December 31, 2011. 

5. Target Incentive Payout. The Compensation Committee will approve a Target Incentive Percentage and a Maximum Incentive
Percentage for each Participant. The incentives under this Plan are expressed as a percentage of annual base salary as of the time the Compensation Committee approves a Participant’s participation in the Plan (the “Annual Salary”).
Attached, as Exhibit A, is a schedule of the Annual Salary, Target and Maximum Incentive Percentages and aggregate incentive for each 2011 Plan Participant. The aggregate “Target Incentive Award” for each Participant is equal to that
Participant’s Annual Salary multiplied by the Target Incentive Percentage for that Participant. 

 6. Incentive Determination. Company Performance (CP): 75% of each Participant’s
potential Target Incentive Award is based upon achievement of the 2011 Revenue, Non-GAAP Operating Earnings (without stock compensation and amortization of acquired intangibles) and EBITDA (GAAP Operating Income without stock compensation,
depreciation and amortization) performance goals of the Company (each, a “Goal”) as approved by the Compensation Committee in connection with the adoption of this Plan and subject to adjustment as set forth elsewhere in this Plan. The
Revenue Goal, the Non-GAAP Operating Earnings Goal and the EBITDA Goal each comprise 25% of the total potential Target Incentive Award. In order to determine payouts based upon Goal performance achievement between whole percentages, the Compensation
Committee shall apply straight-line interpolation. 
 On-Target Performance Payout. In the event the
Company meets one of the foregoing Goals, a Participant shall receive, in connection with the Company achieving that Goal, 25% of the product determined by multiplying the Target Incentive Percentage of the Participant by the Participant’s
Annual Salary (a “Goal Target Payout”). 
 Below 95% Performance. If a Goal is achieved as to less than
95%, there will be no payout for that Goal. 
 95-99% Performance Payout. If a Goal is achieved at a 95% level, a
Participant shall receive, in connection with the partial achievement of that Goal, 50% of the Goal Target Payout. If a Goal is achieved at the 96% level, a Participant shall receive, in connection with the partial achievement of that Goal, 60% of
the Goal Target Payout. If a Goal is achieved at the 97% level, a Participant shall receive, in connection with the partial achievement of that Goal, 70% of the Goal Target Payout. If a Goal is achieved at the 98% level, a Participant shall receive,
in connection with the partial achievement of that Goal, 80% of the Goal Target Payout. If a Goal is achieved at the 99% level, a Participant shall receive, in connection with the partial achievement of that Goal, 90% of the Goal Target Payout.

 Above 100% Performance Payout – 2011 Revenue Goal. Subject to the other provisions of this Plan, for each
percent achieved above 100% of the 2011 Revenue Goal, the Participant will receive an additional 5% of the Goal Target Payout for the Revenue Goal up to a maximum additional payment equal to 50% of the Goal Target Payout. 

Above 100% Performance Payout – 2011 Non-GAAP Operating Earnings Goal. If and only if the 2011 Revenue Goal is
achieved at a level of 100% or more, then for each percent achieved above 100% of the 2011 Non-GAAP Operating Earnings Goal, the Participant will receive an additional 2.5% of the Goal Target Payout up to a maximum additional Goal Target Payout of
50%. 
 Above 100% Performance Payout – 2011 Non-GAAP EBITDA Goal. If and only if the 2011 Revenue Goal is
achieved at a level of 100% or more, then for each percent achieved above 100% of the 2011 EBITDA Goal, the Participant will receive an additional 2.5% of the Goal Target Payout up to a maximum additional Goal Target Payout of 50%. 

Individual Performance (IP): In addition to the portion of the Target Incentive Award based upon Company performance, Participants are
eligible to earn up to 25% of their Target Incentive Award based upon individual performance. In the event of a Participant’s superior performance, the 

  
 -2-

 
Compensation Committee, in its sole discretion, may approve an additional payout to a Participant related to that Participant’s individual performance such that the total incentive paid to
the Participant related to the Participant’s individual performance is up to 25% of the product determined by multiplying the Maximum Incentive Percentage of the Participant by the Participant’s Annual Salary. The Compensation Committee is
not obligated to treat Participants equally with respect to this additional payout and may pay one or more Participants an additional amount and other Participants no additional amount. The Compensation Committee will determine the performance of
the Plan participants, with input from the CEO. The determination of individual performance is discretionary. 
 The Company
must be profitable on an operating basis (excluding non-cash charges) for a Participant to qualify for their maximum payout under the Plan for individual performance or for any specific Goal. If the Company is not profitable on an operating basis
(excluding non-cash charges), the maximum possible payout for individual performance or the achievement of any particular Goal shall be no more than 25% of the Participant’s Target Incentive Award. 

The 2011 Revenue Goal, Non-GAAP Operating Earnings Goal and EBITDA Goal and performance may exclude, at the Compensation Committee’s
sole discretion, (i) the effect of mergers and acquisitions closing in 2011 (if any), (ii) any extraordinary non-recurring items as described in Accounting Principles Board Opinion No. 30 or as otherwise determined by the Compensation
Committee to be extraordinary or non-recurring in its sole discretion, (iii) the effect of any changes in accounting principles affecting the Company’s or a business units’ reported results, and (iv) any non-recurring expenses
specified by the Compensation Committee. 
 7. Payment. Payments under the Plan will be made following the release of the
Company’s earnings to the public, but in no event later than March 15, 2012. The Compensation Committee must approve all executive officer incentive awards prior to payment. All Plan payments will be made net of applicable withholding
taxes. 
 8. Employment at Will. The employment of all employees at eHealth is terminable at any time by either party,
with or without cause being shown or advance notice by either party. This Plan shall not be construed to create a contract of employment for a specified period of time between eHealth and any employee. 

9. Entire Agreement. This Plan is the entire agreement between eHealth and the eligible employees regarding the subject matter of
this Plan and supersedes all prior bonus compensation or bonus incentive plans or any written or verbal representations regarding the subject matter of this Plan. 
 ****** 

  
 -3-

 EXHIBIT A 
 Salaries, Incentives and Incentive Percentages for 2011 Plan Participants 
  

																							
	 	  	 	 	  	 	  	INCENTIVE %	 	 	INCENTIVE $	 
	 OFFICERS
	  	SALARY	 	  	 TITLE
	  	TARGET	 	 	MAX	 	 	TARGET	 	  	MAX	 
	 Gibbs, Sam
	  	$	242,100	  	  	President, Govt Systems	  	 	60	% 	 	 	90	% 	 	$	145,260	  	  	$	217,890	  
	 Huizinga, Stuart
	  	$	270,600	  	  	CFO	  	 	60	% 	 	 	90	% 	 	$	162,360	  	  	$	243,540	  
	 Hurley, Robert
	  	$	242,000	  	  	SVP	  	 	60	% 	 	 	90	% 	 	$	145,200	  	  	$	217,800	  
	 Telkamp, Bruce
	  	$	309,000	  	  	EVP	  	 	60	% 	 	 	90	% 	 	$	185,400	  	  	$	278,100	  
	 Wang, Sheldon
	  	$	437,800	  	  	CTO	  	 	55	% 	 	 	82.5	% 	 	$	240,790	  	  	$	361,185Amendment to the Actuate Software Corporation 1998 Equity Incentive Plan

 Exhibit 10.1 
 Amendment to the Actuate Software Corporation 
 1998 Equity Incentive Plan

 This Amendment (this “Amendment”) to the Actuate Software Corporation 1998 Equity Incentive Plan (the
“Plan”) was adopted by Actuate Corporation, a Delaware corporation (formerly known as Actuate Software Corporation) (the “Corporation”), effective February 17, 2011. 

RECITALS 

A. Pursuant to Section 17.2 of the Plan, the Board of Directors of the Corporation (the “Board”) has the authority
to amend the Plan from time to time, subject to certain limitations. 
 B. Upon the recommendation of the Compensation Committee
of the Board, the Board adopted this amendment to the Plan. 
 AMENDMENT 

1. The name of the Plan is hereby changed to the “Actuate Corporation 1998 Equity Incentive Plan”. 

2. The Plan is hereby amended to replace all references to “Actuate Software Corporation” with “Actuate Corporation”.

 3. Section 17.2 of the Plan is hereby amended and restated in its entirety to read as follows: 

“17.2 AMENDMENT OR TERMINATION. 
 (a) The Board may, at any time and for any reason, amend or terminate the Plan. An amendment of the Plan shall be subject to the approval of the Corporation’s stockholders only to the extent required
by applicable laws, regulations or rules. No Awards shall be granted under the Plan after the termination thereof. The termination of the Plan, or any amendment thereof, shall not adversely affect any Award previously granted under the Plan.

 (b) The Committee may amend or modify the terms of any or all outstanding Awards in a manner not inconsistent with the terms
of the Plan. The foregoing notwithstanding, no amendment or modification of an Award shall, without the consent of the Participant, alter or impair his or her rights or obligations under such Award.” 

4. Capitalized terms used in this Amendment without definition shall have the respective meanings ascribed thereto in the Plan.

 5. Except as otherwise expressly set forth in this Amendment, the Plan remains in full force and effect in accordance with
its terms. 

 I hereby certify that this Amendment was duly adopted by the Board of Directors of Actuate
Corporation effective February 17, 2011. 
 Executed this 29th day of March, 2011. 

 

			
	ACTUATE CORPORATION
		
	By:	 	Thomas McKeever
		 	Senior Vice President, Ceneral Counsel, Secretary
		 	& Chief Compliance Officer

  
 2.

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00189-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00189-of-00352.parquet"}]]