Document:

EX-10.1

EVANS BANCORP, INC.

EXECUTIVE SEVERANCE PLAN

ARTICLE I.

ESTABLISHMENT OF THE PLAN

Evans Bancorp, Inc. (“Evans”) hereby establishes this Evans Bancorp, Inc. Executive Severance
Plan (the “Plan”), which is a self-insured severance plan for certain of its key executive
management personnel. The term “Company” means Evans and any Organization Under Common Control
that is covered under the Plan in accordance with Section 5.6, including Evans Bank, N.A. (“Bank”).
The effective date of the Plan is May 21, 2012 (the “Effective Date”). The Plan Year is the
calendar year.

ARTICLE II.

PARTICIPATION

Section 2.1. Eligible Executives. Each Eligible Executive, as hereafter defined, will
become a Participant in the Plan on the later of: (i) the first day on which the individual becomes
an Eligible Executive; or (ii) the Effective Date. The term “Eligible Executive” means any employee
of the Company who has been designated in writing by the Chief Executive Officer of Evans eligible
to participate in this Plan, excluding any employee covered under an employment or change in
control agreement that provides for severance or other similar post-employment compensation. If
any employee becomes a Participant and subsequently becomes covered under an employment or change
in control agreement that provides for severance or other similar post-employment compensation, the
employee will cease to be a Participant as of that date.

Section 2.2. Exclusive Benefit. A Participant in this Plan will not be eligible to
receive any benefit under the terms of the Evans Bancorp, Inc. Separation Pay Plan or any other
severance plan or arrangement maintained by the Company.

ARTICLE III.

BENEFITS AND PAYMENT OF BENEFITS

Section 3.1. In General. Each Participant (i) whose employment is involuntarily terminated
by the Company for reasons other than Cause, as hereafter defined, (ii) who is required to move
employment to a location further than 35 miles of the Participant’s current place of employment and
who does not accept such relocation and terminates employment or (iii) whose aggregate compensation
is materially reduced and who terminates employment will receive a Severance Payment, as determined
under Section 3.2, if the Participant remains in employment with the Company through his or her
release date as established by the Company and if the Participant signs a general release of all
claims against the Company, in a form provided by the Company.

(a) For purposes of this Plan, termination for “Cause” shall include termination because of
the Executive’s personal dishonesty, incompetence, willful misconduct, breach of fiduciary duty
involving personal profit, material breach of the Code of Ethics of either the Bank or the Company,
material violation of the Sarbanes-Oxley requirements for officers of public companies that in the
reasonable opinion of the Board will likely cause substantial financial harm or substantial injury
to the reputation of the Company or the Bank, willfully engaging in actions that in the reasonable
opinion of the Board will likely cause substantial financial harm or substantial injury to the
business reputation of the Company or the Bank, failure to perform stated duties after receiving
written notice of Executive’s failure to perform assigned duties, willful violation of any law,
rule or regulation (other than routine traffic violations or similar offenses) or final
cease-and-desist order.

No act or failure to act, on the part of the Executive, shall be considered “willful” unless
it is done, or omitted to be done, by the Executive in bad faith or without reasonable belief that
the Executive’s action or omission was in the best interests of the Employer. Any act, or failure
to act, based upon the direction of the Board or based upon the advice of counsel for the Employer
shall be conclusively presumed to be done, or omitted to be done, by the Executive in good faith
and in the best interests of the Employer.

(b) Upon the occurrence of any event described in Section 3.1(ii) or (iii) above, the
Participant shall have the right to elect to terminate his employment by resignation upon not less
than thirty (30) days prior written notice to Evans, which notice must be given by the Participant
within ninety (90) days after the initial event giving rise to said right to elect to terminate his
employment. Notwithstanding the preceding sentence, in the event of a continuing breach by Evans,
the Participant, after giving due notice within the prescribed time frame of an initial event
specified above, shall not waive any of his rights by virtue of the fact that Participant has
submitted his resignation but has remained in the employment of Evans and is engaged in good faith
discussions to resolve any occurrence of an event described above. Evans shall have at least
thirty (30) days to remedy any condition set forth above, provided, however, that Evans shall be
entitled to waive such period and make an immediate payment hereunder.

Section 3.2. Benefit Amount. A Participant’s Severance Payment will be equal to:

(i) The Participant’s base salary, determined as of the date of termination, payable over the
eighteen (18) months following the date of termination, plus the Participant’s short term incentive
amount at the target level pro-rated for the time during the year in which the Participant was
actively employed by the Company, which together shall be paid in equal installments over the
Company’s regular payroll cycles during such eighteen-month period.

(ii) In addition, for a twelve (12)-month period following the termination of employment, the
Company will reimburse the Participant for outplacement services in an amount not to exceed $5,000;
provided however, that reimbursements for such outplacement services shall be made in a cash lump
sum within 30 days of Participant’s remittance to Evans of a receipt for such services.

Section 3.3. Form of Benefit Payment. A Participant will receive his or her benefit in the
form of direct deposit to his or her bank account in accordance with the normal payroll process
over the eighteen-month severance period. All applicable payroll taxes and withholding will be
applied. Severance Payments and benefits payable under this Plan will not be treated as
compensation for purposes of calculating benefits under any other employee benefit plan maintained
by the Company.

Notwithstanding any other provision in this Plan, “termination of employment” shall mean
“Separation from Service” as defined in Code Section 409A and the Treasury Regulations thereunder,
such that the Company and the Participant reasonably anticipate that the level of bona fide
services the Participant would perform after termination would permanently decrease to a level that
is less than 50% of the average level of bona fide services performed (whether as an employee or an
independent contractor) over the immediately preceding 36-month period.

Notwithstanding anything in this Agreement to the contrary, if the Participant is a Specified
Employee (within the meaning of Treasury Regulations §1.409A-1(i)), then, to the extent necessary
to avoid penalties under Code Section 409A, no payment shall be made to the Participant prior to
the first day of the seventh month following the date of termination in excess of the “permitted
amount” under Code Section 409A. For these purposes, the “permitted amount” shall be an amount
that does not exceed two times the lesser of: (i) the sum of Participant’s annualized compensation
based upon the annual rate of pay for services provided to the Company for the calendar year
preceding the year in which occurs the date of termination or (ii) the maximum amount that may be
taken into account under a tax-qualified plan pursuant to Code Section 401(a)(17) for the calendar
year in which occurs the date of termination. Payment of the “permitted amount” shall be made in
accordance with regular payroll practices. Any payment in excess of the permitted amount shall be
made to the Participant on the first day of the seventh month following the date of termination.

Section 3.4. Forfeitures of Benefits. A Participant will forfeit his or her right to any
unpaid Severance Payments benefits if he or she is reemployed by the Company in a comparable
position, as determined by the Board of Directors of the Company.

Section 3.5. Effect of Regulatory Actions. Any actions by the Company under this Agreement
must comply with the law, including regulations and other interpretive action, of the Federal
Deposit Insurance Act, Federal Deposit Insurance Corporation, or other entities that supervise any
of the activities of the Company. Specifically, any payments to the Participant by the Company,
whether pursuant to this Agreement or otherwise, are subject to and conditioned upon their
compliance with Section 18(k) of the Federal Deposit Insurance Act, 12 U.S.C. Section 1828(k), and
the regulations promulgated thereunder in 12 C.F.R. Part 359. 

Section 3.6. Golden Parachute Adjustments. Notwithstanding anything in this Agreement or
any other agreement to the contrary:

(a) In the event the Company (or its successor) and the Participant both determine, based upon
the advice of the independent public accountants for the Company, that part or all of the
consideration, compensation or benefits to be paid to the Participant under this Agreement
constitute “parachute payments” under Code Section 280G(b)(2) then, if the aggregate present value
of such parachute payments, singularly or together with the aggregate present value of any
consideration, compensation or benefits to be paid to the Participant under any other plan,
arrangement or agreement which constitute “parachute payments” (collectively, the “Parachute
Amount”) exceeds 2.99 times the Participant’s “base amount,” as defined in Code Section 280G(b)(3)
(the “Executive Base Amount”), the amounts constituting “parachute payments” which would otherwise
be payable to or for the benefit of the Participant shall be reduced to the extent necessary so
that the Parachute Amount is equal to 2.99 times the Participant Base Amount (the “Reduced
Amount”); provided that such amounts shall not be so reduced if the Participant determines, based
upon the advice of an independent public accounting firm (which may, but need not be the
independent public accountants of the Company), that without such reduction the Participant would
be entitled to receive and retain, on a net after tax basis (including, without limitation, any
excise taxes payable under Code Section 4999), an amount which is greater than the amount, on a net
after tax basis, that the Participant would be entitled to retain upon Executive’s receipt of the
Reduced Amount.

(b) If the determination made pursuant to subsection (a) above results in a reduction of the
payments that would otherwise be paid to the Participant except for the application of this
Section, then the Participant may then elect, in the Participant’s sole discretion, which and how
much of any particular entitlement shall be eliminated or reduced and shall advise the Company in
writing of the Participant’s election within ten days of the determination of the reduction in
payments; provided, however, that if it is determined that such election by the Participant shall
be in violation of Code Section 409A, or if no such election is made by the Participant within such
ten-day period, the allocation of the required reduction shall be pro-rata.. If no such election
is made by the Participant within such ten-day period, the Company may elect which and how much of
any entitlement shall be eliminated or reduced and shall notify the Participant promptly of such
election. Within ten days following such determination and the elections hereunder, the Company
shall pay or distribute to or for the benefit of the Participant such amounts as are then due to
the Participant under this Agreement and shall promptly pay or distribute to or for the benefit of
the Participant in the future such amounts as become due to the Participant under this Agreement.

(c) As a result of the uncertainty in the application of Section 280G of the Code at the time
of a determination hereunder, it is possible that payments will be made by the Company which should
not have been made under clause (a) of this Section (an “Overpayment”) or that additional payments
which are not made by the Company pursuant to clause (a) of this Section should have been made (an
“Underpayment”). In the event that there is a final determination by the Internal Revenue Service,
a final determination by a court of competent jurisdiction or a change in the provisions of the
Code or regulations pursuant to which an Overpayment arises, any such Overpayment shall be treated
for all purposes as a loan to the Participant which the Participant shall repay to the Company
together with interest at the applicable Federal rate provided for in Code Section 7872(f)(2). In
the event that there is a final determination by the Internal Revenue Service, a final
determination by a court of competent jurisdiction or a change in the provisions of the Code or
regulations pursuant to which an Underpayment arises under this Agreement, any such Underpayment
shall be promptly paid by the Company to or for the benefit of the Participant, together with
interest at the applicable Federal rate provided for in Code Section 7872(f)(2).

The calculations required by clause (a) of this Section will be made by the Company’s
independent accounting firm engaged immediately prior to the event that triggered the payment, in
consultation with the Company’s outside legal counsel, and for purposes of making the calculation
the accounting firm may make reasonable assumptions and approximations concerning applicable taxes
and may rely on reasonable, good faith interpretations concerning the application of Code Sections
280G and 4999, provided that the accounting firm’s determinations must be made with substantial
authority (within the meaning of Code Section 6662).

ARTICLE IV.

ADMINISTRATION OF PLAN

Section 4.1. Appointment of Plan Administrator and Responsibility for Administration of
Plan. The Compensation Committee of Evans’ Board of Directors shall serve as Plan
Administrator and shall administer this Plan in accordance with its terms. The Plan Administrator
may designate other persons to carry out the responsibilities to control and manage the operation
of the Plan.

Section 4.2. Agents. The Plan Administrator may employ such agents, including counsel, as
it may deem advisable for the administration of the Plan. Such agents need not be Participants
under the Plan.

Section 4.3. Compensation. The Company shall pay all the expenses of the Plan
Administrator. The Company shall indemnify any employees of the Company to whom responsibilities
have been delegated under Section 4.1 against any liability incurred in the course of
administration of the Plan, except liability arising from their own gross negligence or willful
misconduct.

Section 4.4. Records. The acts and decisions of the Plan Administrator shall be duly
recorded. The Plan Administrator shall make a copy of this Plan available for examination by any
Participant during the business hours of the Employer.

Section 4.5. Defect or Omission. The Plan Administrator shall refer any material defect,
omission or inconsistency in the Plan to the Board of Directors of Evans for such action as may be
necessary to correct such defect, supply such omission or reconcile such inconsistency.

Section 4.6. Liability. Except for their own negligence, willful misconduct or breach of
fiduciary duty, neither the Plan Administrator nor any agents appointed by the Plan Administrator
shall be liable to anyone for any act or omission in the course of the administration of the Plan.

Section 4.7. Contributions and Financing. All benefits required to be paid by the Company
under the Plan shall be paid as due directly by the Company from its general assets. 

Section 4.8. Claims Procedure. The claims procedure set forth in this paragraph is the
exclusive method of resolving disputes that arise under the Plan.

(a) Written Claim. Any person asserting any rights under this Plan must submit a
written claim to the Compensation Committee of Evans’s Board of Directors (the “Committee”). The
Committee shall render a decision within a reasonable period of time from the date on which the
Committee received the written claim, not to exceed 90 days, unless an extension of time is
necessary due to reasonable cause.

(b) Denial of Claim. If a claim is denied in whole or in part, the

claimant must be provided with the following information:

(1) A statement of specific reasons for the denial of the claim;

(2) References to the specific provisions of the Plan on which the denial is
based;

(3) A description of any additional material or information necessary to
perfect the claim with an explanation of why such material information is
necessary;

(4) An explanation of the claims review procedures with a statement that the
claimant must request review of the decision denying the claim within 30 days
following the date on which the claimant received such notice.

(c) Review of Denial. The claimant may request that the Evans Board of Directors
review the denial of a claim. A request for review must be in writing and must be received by the
Board of Directors within 30 days of the date on which the claimant received written notification
of the denial of the claim. The Board of Directors will render a decision with respect to a
written request for review within 60 days from the date on which the Board of Directors received
the request for review. If the request for review is denied in whole or in part, the Board of
Directors must mail the claimant a written decision that includes a statement of the reasons for
the decision.

ARTICLE V.

MISCELLANEOUS PROVISIONS

Section 5.1. Plan Terms are Legally Enforceable. The Company intends that the terms of
this Plan, including those relating to coverage and benefits, are legally enforceable.

Section 5.2. Plan Exclusively Benefits Employees. The Company intends that the Plan is
maintained for the exclusive benefit of employees of the Company.

Section 5.3. Illegality of Particular Provision. The illegality of any particular
provision of the Plan shall not affect the other provisions, and the Plan shall be construed in all
other respects as if such invalid provision were omitted.

Section 5.4. Applicable Laws. To the extent not pre-empted by the Employee Retirement
Income Security Act of 1974, as amended (“ERISA”), the Plan shall be governed by the laws of the
State of New York.

Section 5.5. Non-Guaranty of Employment. Nothing in this Plan shall be construed as
granting any Participant a right to continued employment with the Company. 

Section 5.6. Coverage of Plan by Organization Under Common Control. The Plan is adopted by
Evans and covers any Organization Under Common Control with Evans. The term “Organization Under
Common Control” means (i) an Affiliated Corporation, (ii) a Related Business, (iii) an Affiliated
Service Organization or (iv) any other entity required to be aggregated with Evans pursuant to
Section 414(o) of the Code and the regulations thereunder. The term “Affiliated Corporation” means
any corporation that is a member of a controlled group of corporations as defined in Section 414(b)
of the Code, which includes Evans. The term “Related Business” means any trade or business
included in a group of trade or businesses with Evans which are under common control, as defined in
Section 414(c) of the Code. The term “Affiliated Service Organization” means any service
organization which is a member of an affiliated service group, as defined in Section 414(m) of the
Code, which includes Evans.

ARTICLE VI.

AMENDMENT AND TERMINATION

Amendment of the Plan. Evans intends to maintain this Plan indefinitely, but reserves the
right to amend, modify or terminate the Plan at any time. Evans may make modifications or
amendments to the Plan that are necessary or appropriate to maintain the Plan as a plan meeting the
requirements of the applicable provisions of ERISA.

ARTICLE VII.

POST TERMINATION OBLIGATIONS

Section 7.1. Each Participant hereby covenants and agrees that, for a period of one (1) year
following the Participant’s termination of employment with the Company, the Participant shall not,
without the written consent of the Company, either directly or indirectly:

(i) solicit, offer employment to, or take any other action intended (or that a reasonable
person acting in like circumstances would expect) to have the effect of causing any officer or
employee of the Company, or any of its subsidiaries or affiliates, to terminate his or her
employment and accept employment or become affiliated with, or provide services for compensation in
any capacity whatsoever to, any business whatsoever that competes with the business of the Company,
or any of its direct or indirect subsidiaries or affiliates or has headquarters or offices within
100 miles of the locations in which the Company, or any of its direct or indirect subsidiaries or
affiliates, has business operations or has filed an application for regulatory approval to
establish an office;

(ii) become an officer, employee, consultant, director, independent contractor, agent, sole
proprietor, joint venturer, greater than 5% equity owner or stockholder, partner or trustee of any
savings bank, savings and loan association, savings and loan holding company, credit union, bank or
bank holding company, insurance company or agency, any mortgage or loan broker or any other entity
competing with the Company or its affiliates in the same geographic locations where the Company or
its affiliates has material business interests; or

(iii) solicit, provide any information, advice or recommendation or take any other action
intended (or that a reasonable person acting in like circumstances would expect) to have the effect
of causing any customer of the Company or any of its direct or indirect subsidiaries or affiliates
to terminate an existing business or commercial relationship with the Company.

Section 7.2. Each Participant shall, upon reasonable notice, furnish such information and
assistance to the Company as may reasonably be required by the Company, in connection with any
litigation in which it or any of its subsidiaries or affiliates is, or may become, a party;
provided, however, that the Participant shall not be required to provide information or assistance
with respect to any litigation between the Participant and the Company or any of its subsidiaries
or affiliates.

Section 7.3. All payments and benefits to a Participant under this Plan shall be subject to the
Participant’s compliance with this Article VII. The parties hereto, recognizing that irreparable
injury will result to the Company, its business and property in the event of Participant’s breach
of this Article VII, agree that, in the event of any such breach by a Participant, the Company will
be entitled, in addition to any other remedies and damages available, to an injunction to restrain
the violation hereof by the Participant and all persons acting for or with the Participant. The
Participant represents and admits that Participant’s experience and capabilities are such that
Participant can obtain employment in a business engaged in other lines and/or of a different nature
than the Company, and that the enforcement of a remedy by way of injunction will not prevent
Participant from earning a livelihood. Nothing herein will be construed as prohibiting Evans from
pursuing any other remedies available to them for such breach or threatened breach, including the
recovery of damages from the Participant.

IN WITNESS WHEREOF, Evans has duly executed this Plan as of the date first above written.

EVANS BANCORP, INC.

	 	 	 
	May 21, 2012

Date

	 	By: /s/ David J. Nasca

President and Chief Executive OfficerEX 10.1 2012 Corporate Incentive Plan

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

		
	1.
	PURPOSE

The purpose of the Motricity, Inc. (the “Company”) Corporate Incentive Plan (the “Plan”) is to drive a culture focused on organizational performance.  The Plan is intended to deliver “pay-for-performance” through annual incentive payments based on overall Company performance.  The Plan is intended to provide all eligible employees (the “Participants”) with additional compensation for their contribution to the achievement of the Company’s objectives, encouraging and stimulating superior performance by such individuals, and assisting and retaining highly qualified employees. 

		
	2.
	    DEFINITIONS

Definitions for specific terms used within this Plan document are identified below.

		
	A.
	“Affiliate” means each of the following:  (a) any Subsidiary; (b) any Parent; (c) any corporation, trade or business (including, without limitation, a partnership or limited liability company) which is directly or indirectly controlled 50% or more (whether by ownership of stock, assets or an equivalent ownership interest or voting interest) by the Company or one of its Affiliates; (d) any trade or business (including, without limitation, a partnership or limited liability company) which directly or indirectly controls 50% or more (whether by ownership of stock, assets or an equivalent ownership interest or voting interest) of the Company; and (e) any other entity in which the Company or any of its Affiliates has a material equity interest and which is designated as an “Affiliate” by resolution of the Compensation Committee.

		
	B.
	“Base Salary” refers to the annual salary, or base wage in the case of hourly employees, component of the employee’s compensation as specified in their employment agreement or offer letter as adjusted from time to time, exclusive of any additional allowances, payments or non-cash benefits.

		
	C.
	“Board” means the Board of Directors of the Company.

		
	D.
	“Bonus Award” is the cash payment that may be earned by a Participant, subject to the terms and conditions of the Plan.

		
	E.
	“Bonus Pool” is a pool of funds established in the Budget from which Bonus Awards may be paid subject to the terms and conditions hereof.  The funding of the Bonus Pool will be determined and calculated in accordance with Exhibit A. 

F.“Budget” means the Company’s Fiscal Year budget as approved by the Board.

		
	G.
	“Cause” means with respect to a Participant’s termination, the Participant’s: (i) failure to perform  his or her duties; (ii) commission of, or indictment for a felony or any crime involving fraud or embezzlement or dishonesty or conviction of, or plea of nolo contendere to a misdemeanor (other than a traffic violation) punishable by imprisonment under federal, state or local law; (iii) engagement in an act of fraud or of willful dishonesty towards the Company or any of its Affiliates; (iv) misconduct or negligence while 

1

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

employed by the Company or any of its Affiliates; (v) violation of a federal or state securities law or regulation or employment law; (vi) dishonesty detrimental to the Company or any of its Affiliates; (vii) conduct involving any immoral acts which is reasonably likely to impair the reputation of the Company or any of its Affiliates; (viii) disloyalty to the Company or any of its Affiliates; (ix) use of a controlled substance without a prescription or the use of alcohol which impairs Participant’s ability to carry out Participant’s duties and responsibilities; (x) violation by a Participant of the Company’s policies and procedures or any breach of any agreement between the Company and Participant; or (xi) embezzlement and/or misappropriation of property of the Company or any of its Affiliates. 
		
	H.
	“CEO” means the Company’s Chief Executive Officer.

		
	I.
	“Code” means the Internal Revenue Code of 1986, as amended.  Any reference to any section of the Code shall also be a reference to any successor provision and any Treasury Regulation promulgated thereunder.

		
	J.
	“Company” means Motricity, Inc. and, if applicable, any of its subsidiaries and their successors and assigns.

		
	K.
	“Compensation Committee” means the Compensation Committee of the Board, which has the authority to oversee the Plan and approve and amend the Plan if it deems such change(s) is/are in the best interest of the Company.

		
	L.
	“Eligible Earnings” will be equal to the Participant’s actual cumulative payments of Base Salary for the Fiscal Year, or specified portion thereof. Eligible Earnings is determined before reductions for contributions under Section 401(k) of the Internal Revenue Code of 1986, as amended, and includes (but is not limited to) regular earnings, holiday pay, paid time off, sick pay, on call pay, call out pay and short term disability. As defined, Eligible Earnings effectively prorates the effect of any changes in Base Salary during the Fiscal Year for purposes of calculating Bonus Awards. Eligible Earnings does not include, without limitation and to the extent applicable, (i) financial awards under the Plan; (ii) variable compensation such as incentive awards, commissions or spot bonuses if any; (iii) imputed income from such programs as life insurance, auto allowance, or non-recurring earnings such as moving or relocation expenses, allowances or perquisites; (iv) stock-related compensation; or (v) overtime, unless required to be included in Eligible Earnings for purposes of the Plan, in accordance with applicable law. 

		
	M.
	“EBITDA” means the Company’s consolidated net income before interest income and expense, provision for income taxes, depreciation and amortization, calculated in accordance with US generally accepted accounting principles, then in effect, and in accordance with the currently employed accounting policies, methods and practices employed by the Company.  For the avoidance of doubt, expense calculations hereunder shall include, but not be limited to, restructuring expenses, expenses for payment 

2

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

hereunder or expenses under any equity compensation arrangement or plan.

		
	N.
	“Financial Targets” are the financial targets of the Company established by the Board for the Fiscal Year as described in Section 5 and set forth in Exhibit A attached hereto.

		
	O.
	“Fiscal Year” means the Company’s fiscal year beginning January 1, 2012 and ending December 31, 2012.

		
	P.
	“Management Committee” consists of the Company’s (i) CEO and (ii) Chief Financial Officer.

		
	Q.
	“Minimum Financial Target(s)” shall have the meaning set forth in Exhibit A attached hereto.

		
	R.
	“Named Executive Officer” or (“NEOs”)  means any officer of the Company deemed by the Company as of the last day of 2012 to be  a “named executive officer” of the Company as defined in Item 402(a) of Regulation S-K under the Securities Act of 1933 and the Securities Exchange Act of 1934, each as amended.

		
	S.
	“Non-Exempt Employee” means an employee who receives hourly wages as determined under the Fair Labor and Standards Act and the wage and hours law of the applicable state.  

		
	T.
	“Parent” means any parent corporation of the Company within the meaning of Section 424(e) of the Code.

		
	U.
	“Claw Back” is a compensation recovery method, provided under the Plan to recover all (or a portion) of a prior Bonus Award (i) based on correction or restatement of the Company’s audited financial statements or other factor affecting Financial Targets, or (ii) in the event that any Participant engages in acts or omissions that would result in a termination for Cause.

		
	V.
	“Revenue” means the Company’s Fiscal Year revenue in accordance with the currently employed accounting policies, methods and practices employed by the Company (consistent with U.S. GAAP) and the preparation of its consolidated financial statements and its Budget.

		
	W.
	“Subsidiary” means any subsidiary corporation of the Company within the meaning of Section 424(f) of the Code.

		
	X.
	“Target Bonus Percentages” represent a percentage of each Participant’s Eligible Earnings, designated by position or job level as a target Bonus Award set forth in Exhibit B attached hereto, as applicable.

3

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

		
	3.
	    ELIGIBILITY

In order to be eligible to participate in the Plan and receive a Bonus Award, a Participant must be a full-time active employee and working in a bonus eligible position for at least ninety (90) consecutive days during that Fiscal Year. “Full-Time” is defined as working thirty-five (35) or more hours per week, and have executed all required Company documents.  Employees of subsidiaries that the Company has acquired or may acquire during the Fiscal Year shall not be deemed Participants under the Plan unless specifically designated.  Contingency workers, including, without limitation, temporaries, part-time employees, contractors, consultants and outsourced work teams are not eligible for participation in the Plan.  Employees who transfer into or out of a Bonus Award eligible position during the Fiscal Year will be eligible for a prorated Bonus Award as described in Section 4 below as long as all other criteria under this Plan are met.  In order to be eligible to participate in the Plan and/or to receive any payout, Participants will not be able to participate simultaneously in the Company’s Sales Incentive Plan or any other incentive plans.  To the extent that there is any conflict between this Plan and the Company’s Sales Incentive Plan or other incentive plans, this Plan will govern.

		
	•
	Good Standing:  Participants must be actively employed and in good standing (and otherwise in compliance with the Company’s policies and procedures) on the actual bonus pay date in order to receive a payout.  Participants placed on a performance improvement plan or in corrective action status as a result of poor performance during the Fiscal Year, but that return to “Good Standing” status prior to the bonus payment date will only be eligible for a prorated incentive payout for that Fiscal Year at the discretion of the Management Committee.  If the employee’s status returns to “Good Standing” in the new year, eligibility for full participation in the Plan will be reinstated for the new year going forward, but the employee will not be entitled to a Bonus Award for any period while not in “Good Standing”.  As a condition of the receipt of any Bonus Award, the Participant shall be required to certify (or shall be deemed to have certified) at the time of receipt in a manner acceptable to the Company that the Participant is in compliance with the terms and conditions of the Plan and that the Participant has not engaged in, and does not intend to engage in, any acts or omissions that may result in the termination of Participant’s employment by the Company for Cause.

		
	•
	Forfeiture of Bonus Award:  If a Participant’s employment is terminated for any reason in the Fiscal Year, the Participant will not accrue or otherwise be entitled to any bonus award payment.  If a Participant’s employment is terminated for any reason with or without Cause in the year succeeding Fiscal Year, the Participant will not be entitled to a bonus award payment if the termination date is prior to the date Bonus Awards are actually disbursed, except as may otherwise be provided by the Compensation Committee in its sole and absolute discretion.  Bonus Awards are not considered accrued or earned until they are approved by the Compensation Committee and are actually paid by the Company.  Consequently, a Participant whose employment with the Company is voluntarily or involuntarily terminated for any reason with or without Cause prior to the 

4

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

actual Bonus Award payment date will be deemed ineligible for payment of the Bonus Award.

		
	•
	Sales Incentive Plan:  Without exception, Sales Representatives are not eligible under this Plan, however, they may be eligible under the Company’s Sales Incentive Plan.  “Sales Representatives” means an employee whose primary function is directly engaged in “selling” the Company’s products and services to its customers.

		
	•
	Other Cash Incentives and/or Plans:   Without exception, Participants will not be eligible to receive any cash incentive other than those approved by Compensation Committee.

		
	•
	Acquired Employees: Without exception, employees acquired through any acquisition after the effective date of this Plan shall not be eligible under this Plan.

Participation in this Plan is at the Company’s discretion and the Compensation Committee may, at its sole and absolute discretion, decide to alter, modify, amend or terminate the Plan.

		
	4.
	    PRORATED BONUS AWARDS

A Participant will earn a Bonus Award based on Eligible Earnings for the time period the Participant is actively and continuously employed full-time in an eligible position during the Fiscal Year subject to meeting the eligibility requirements under Section 3.

		
	•
	New Hires and Rehires:  The Bonus Award will be based on Eligible Earnings during the Fiscal Year.  Since Eligible Earnings accounts for time employed and in good status in any given Fiscal Year, a Participant initially hired on July 1st for example would have Eligible Earnings calculated from July 1st through the end of the Fiscal Year.  In the case of rehires, there is no credit for prior service and the rehire date must occur on or before October 3rd in order for the Participant to be eligible under the Plan for the Fiscal Year.

		
	•
	Leaves of Absence:  Time taken during a leave of absence results in a reduction in Eligible Earnings and a corresponding reduction in potential Bonus Awards consistent with the length of time on leave of absence.  Furthermore, payments of Bonus Awards are not considered earned and payable unless and until the Participant returns to work, with the exception of military leave.  If the leave of absence lasts nine months or more during the Fiscal Year, then the Participant will not have met the 90-day eligibility required to earn a bonus for that Fiscal Year.

		
	•
	Promotions and Demotions:  If a Company action results in a Participant’s movement from one bonus-eligible position to another bonus-eligible position (with either a higher or lower bonus target) or an increase or decrease in bonus target, then a prorated Bonus Award will be calculated.  The Bonus Award will be calculated using Eligible Earnings for the applicable time periods that the different bonus percentages were in effect.  However, if a Participant is both promoted and later demoted during the Fiscal Year, the Participant’s entire bonus eligibility and bonus target percent will be determined by the lower grade.

5

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

		
	•
	Move from Bonus-Eligible Position to a Non-Bonus Eligible Position:  The Bonus Award will be calculated based upon Eligible Earnings and the applicable bonus percentage while in a bonus-eligible position as long as the Participant was in the position for a minimum of ninety (90) consecutive days during the Fiscal Year.  

		
	•
	Move from Non-Bonus-Eligible Position to a Bonus-Eligible Position:  The Bonus Award will be calculated based upon Eligible Earnings and the applicable bonus percentage while in the bonus-eligible position as long as the Participant was in the eligible position for a minimum of ninety (90) consecutive days during the Fiscal Year.  

		
	•
	Acquired Employees: Without exception, employees acquired through any acquisition shall not be eligible for a prorated Bonus Award under this Plan.

		
	5.
	FINANCIAL TARGETS AND MINIMUM FINANCIAL TARGETS

The Financial Targets established for the Plan consist of EBITDA, and Revenue amounts approved by the Compensation Committee for the Fiscal Year.  The Company must achieve the Minimum Financial Targets set forth in Exhibit A and consisting of the EBITDA and Revenue amounts approved by the Compensation Committee for the Fiscal Year in order for any payout to occur under the Plan.  

The Financial Targets and Minimum Financial Targets for the Plan Year are set forth in Exhibit A.  Notwithstanding the Financial Targets set forth in Exhibit A, for the purpose of using such Financial Targets to calculate any Bonus Award hereunder, the Plan shall exclude the effect that any acquisition may have on either EBITDA or Revenue. The Management Committee in consultation with the Compensation Committee will, subject to Company’s achievement of Minimum Financial Targets, create separate bonus pools for Mobile Marketing, Enterprise and Carrier business units to be allocated by the Management Committee once such allocation between the business units is approved by the Compensation Committee. 

The Board will consider, in its sole discretion at any time prior to the final determination of Bonus Awards, the impact on Participants of extraordinary or non-reoccurring events, changes in applicable accounting rules or principles, changes in the Company’s methods of accounting, changes in applicable law, changes due to consolidation, acquisitions or reorganization affecting the Company and its subsidiaries or such other material change in the Company’s business and whether to increase, decrease, otherwise adjust actual performance measures, targets, or payout ranges used hereunder or eliminate a Bonus Award if such change(s) is/are desirable in the interests of equitable treatment of the Participants and the Company.  The Management Committee will implement such change(s) for immediate incorporation into the Plan.   

		
	6.
	COMPUTATION AND DISBURSEMENT OF FUNDS

Company performance will be assessed and measured after the end of the Fiscal Year in order to determine annual Bonus Pool funding and Bonus Awards.  Subject to achievement 

6

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

of the Minimum Financial Targets set forth in Exhibit A and the other terms and conditions of the Plan, Bonus Pool funding and Bonus Awards will be determined by the Company’s performance relative to the Financial Targets also set forth in Exhibit A and in the case of the discretionary component set forth in clause (iii) of Exhibit A, will be subject to the sole and absolute discretion of the Compensation Committee.  In the event the Company fails to achieve the Minimum Financial Targets, then Participants will not receive a Bonus Award for the Fiscal Year for EBITDA and Revenue components of the Bonus Award; provided, however, the Compensation Committee may in its discretion still award Bonus Awards related to discretionary component set forth in clause (iii) of Exhibit A.    

The calculation of EBITDA and Revenue will be based upon the Company’s audited financial statements for the Fiscal Year, subject to review and approval by the Board in its sole discretion.  Without exception, unaudited financials will not be used to measure achievement of the Financial Targets or the Minimum Financial Targets.  

As set forth in greater detail in Exhibit A, the Company will provide differentiated Bonus Awards based on business unit and individual performance.  It will execute Bonus Awards inside of the Bonus Pool funding thresholds defined inside this Plan as approved by the Compensation Committee.  The Management Committee shall make recommendations to the Compensation Committee for the allocation of the Bonus Pool between the business units

As soon as practical after the close of the Fiscal Year, the Company’s Chief Financial Officer will calculate the Company’s actual audited achieved performance relative to the Financial Targets, any business unit targets, and the proposed Bonus Awards under the Plan.  The proposed Bonus Award, a list of eligible Participants and their Eligible Earnings will be presented to the Compensation Committee by no later than sixty (60) days following the end of the Fiscal Year and once approved by the Compensation Committee, the Bonus Award will be paid to all Participants by March 31st of the calendar year following the Fiscal Year for which the Bonus Awards are earned.  If the approval from the Compensation Committee occurs after March 31st of the following Fiscal Year, then the Bonus Award payouts will occur as soon as practical following approval, but no later than June 30th of the calendar year following the Fiscal Year for which the Bonus Awards are earned.  If prorated Bonus Awards are granted, then such Bonus Awards will be paid in the same manner at the same time as all the other Bonus Award payouts.

Notwithstanding anything to the contrary in this Plan, if the Compensation Committee determines, in its sole and absolute discretion, that calculations underlying the Financial Targets, including but not limited to mistakes in the Company’s audited financial statements for the Fiscal Year, were incorrect, then the Compensation Committee may (i) adjust Bonus Awards (upward or downward); or (ii) initiate a Claw Back and recover from any Participant, and such Participant shall pay over to the Company, an amount equal to the cash value of any Bonus Award granted under the Plan.

Notwithstanding anything to the contrary in this Plan, in the event that any Participant 

7

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

engages in acts or omissions that would result in a termination for Cause during the twenty-four (24) month period commencing on the date a Bonus Award is paid under the Plan, the Company shall be entitled to initiate a Claw Back and recover or offset against other compensation from the Participant at any time during such twenty-four (24) month period, and the Participant shall pay over to the Company, an amount equal to the cash value of such Bonus Award.

Income, employment and any other applicable taxes will be withheld from any Bonus Award payments required under the Plan to the extent determined by the Company in accordance with applicable law and remitted to the appropriate tax authority.

7.     TARGET BONUS PERCENTAGES
Target Bonus Percentages by position or job level are provided in Exhibit B. 

8.     INDIVIDUAL PERFORMANCE DISCRETIONARY PAYOUT
Subject to the achievement of the Minimum Financial Targets and the availability of the Bonus Pool and the Discretionary Pool, as applicable, such availability to be determined in the Compensation Committee’s sole and absolute discretion, Participant’s discretionary component of actual payout % as set forth in Exhibit A will be determined based on Fiscal Year individual performance and achievement of Company goals.  The variations (i.e., increases or decreases from the Target Bonus Percentages set forth in Exhibits B, as applicable) in Participants’ Bonus Awards that result from adjustments to the discretionary component of actual payout % based on individual performance shall not result in any increase in the aggregate Bonus Pool or Discretionary Pool available to all eligible Participants.

The Management Committee will determine 50% of the discretionary component of actual payout % based on individual performance for each Participant (other than the CEO and CFO) and may adjust such Participant’s Bonus Award in accordance with the terms and conditions of the Plan. The Compensation Committee will determine 50% of the discretionary component of actual payout % based on individual performance for each Participant and may adjust such Participant’s Bonus Award in accordance with the terms and conditions of the Plan.  The Compensation Committee, in its sole and absolute discretion, will determine the entire discretionary component of actual payout % based on individual performance for the CEO and CFO.

9.    ADMINISTRATION
Subject to Sections 3, 5 and 6, the Management Committee will have the authority to administer and make all decisions and exercise all rights of the Company with respect to this Plan, including, the authority (i) to determine eligibility hereunder; (ii) related to rules and regulations for the administration of the Plan; and (iii) to decide any questions and settle controversies and disputes with employees that may arise in connection with the Plan.  For the avoidance of doubt, the Compensation Committee will have the sole authority to interpret the provisions of the Plan, including, without limitation, determination of Financial Targets, funding of the Bonus Pool, oversight of discretionary portions of Bonus Awards and 

8

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

evaluation of individual performance.  The Management Committee will provide the Compensation Committee, no less than once during the Fiscal Year, a summary of significant recurring questions, controversies and disputes (if any) that may have arisen in connection with the Plan during the preceding Fiscal Year.  The Compensation Committee will have the authority to rely upon any reports prepared by the auditors and conclusively determine whether Participants have earned Bonus Awards hereunder.  The members of the Board and Compensation Committee will not be liable for any actions or determinations made with respect to their duties under this Plan.

In the event of a claim or dispute brought forth by a Participant, the decision of the Management Committee as to the facts in the case and meaning and intent of any provision of the Plan, or its application, will be final, binding, and conclusive.  In the case of claims or disputes brought by a Participant that is a member of the Management Committee or a Named Executive Officer, such decisions will be made by the Compensation Committee.

10.     GENERAL PROVISIONS
A Participant’s rights under the Plan will not be assignable, either voluntarily or in-voluntarily by way of encumbrance, pledge, attachment, level or charge of any nature (except as may be required by state or federal law).

In addition to the payment of Bonus Awards to Participants under the Plan, the Compensation Committee retains the sole and absolute discretion to approve an additional discretionary pool to award additional cash bonuses to Participants in recognition of the Company’s achievement of such qualitative or quantitative performance goals as determined by the Compensation Committee.

Nothing in the Plan will require the Company to segregate or set aside any funds or other property for the purpose of paying any portion of a financial award.  No Participant, beneficiary or other person will have any right, title or interest in any amount awarded under the Plan prior to the payment of such award to him or her, or in any property of the Company or its subsidiaries.

Participation in this Plan will not confer upon any Participant any right to continue in the employ of the Company nor interfere in any way with the right of the Company to terminate any Participant’s employment at any time.  The Company is under no obligation to continue the Plan in future fiscal years.

9

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

EXHIBIT A

Plan Financial Targets

The Financial Targets for the Fiscal Year will be as follows (the “Financial Target(s)”):
EBITDA: [*****]
REVENUE: [*****]

Minimum Financial Targets
No payout will be made to Participants unless the Company achieves (i) (A) in the case of Participants other than Named Executive Officers, a minimum EBITDA of 80% of the aforementioned Financial Target for EBITDA and (B) in the case of Participants who are Named Executive Officers, a minimum EBITDA of 90% of the aforementioned Financial Target for EBITDA and (ii) a minimum Revenue of 95% of the aforementioned Financial Target for Revenue (clauses (i) and (ii) together, the “Minimum Financial Target(s)”).  

Bonus Pool
Subject to achievement of the Minimum Financial Targets and the other terms and conditions of the Plan, the Compensation Committee will in its sole and absolute discretion establish the Bonus Pool from funds designated in the Budget at a value targeted to equal the sum of all Bonus Awards to be made under the Plan.

Bonus Awards
Subject to achievement of the Minimum Financial Targets and the other terms and conditions of the Plan, the Bonus Awards for Participants other than Named Executive Officers will equal, and the Bonus Awards for Participants who are Named Executive Officers will equal:

(x) Participant’s Target Bonus Percentage multiplied by Eligible Earnings

multiplied by

(y) Payout % calculated as the sum of clauses (i), (ii), and (iii) below:

		
	(i)
	[*****] of payout % will be based on EBITDA as follows:

Actual EBITDA below Minimum Financial Target
		
	•
	In the case of Participants other than Named Executive Officers, EBITDA payout % will be 0% if actual EBITDA achieved is below 80% of the Financial Target for EBITDA.

		
	•
	In the case of Participants who are Named Executive Officers, EBITDA payout % will be 0% if actual EBITDA achieved is below 90% of the Financial Target for EBITDA.  

Actual EBITDA at or above Minimum Financial Target
		
	•
	Solely in the case of Participants other than Named Executive Officers, EBITDA payout % will be 30% if actual EBITDA achieved equals or exceeds 80% of the Financial 

10

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

Target for EBITDA, but is less than 90% of the Financial Target for EBITDA; and an additional payout % of 3% for each whole percent that actual EBITDA exceeds 80% of the Financial Target for EBITDA, but is less than 90% of the Financial Target for EBITDA.
		
	•
	In the case of Participants other than Named Executive Officers, EBITDA payout % will be 60% if actual EBITDA achieved equals or exceeds 90% of the Financial Target for EBITDA, but is less than 100% of the Financial Target; and an additional payout % of 4% for each whole percent that actual EBITDA exceeds 90% of the Financial Target for EBITDA, but is less than 100% of the Financial Target for EBITDA.

		
	•
	In the case of Participants who are Named Executive Officers, EBITDA payout % will be 60% if actual EBITDA achieved equals or exceeds 90% of the Financial Target for EBITDA, but is less than 100% of the Financial Target for EBITDA; and an additional payout % of 4% for each whole percent that actual EBITDA exceeds 90% of the Financial Target for EBITDA, but is less than 100% of the Financial Target for EBITDA. 

Actual EBITDA at or above Financial Target
		
	•
	For all Participants, EBITDA payout % will be 100% if actual EBITDA achieved is equal to 100% of the Financial Target for EBITDA.  

		
	•
	For all Participants, for each additional 3% of actual EBITDA achieved beyond 100% of the Financial Target for EBITDA, the EBITDA payout % will increase by 5%.  

		
	•
	Under no circumstance will EBITDA payout % for any Participant exceed 150%. 

Illustrative Table for other than Named Executive Officers:
	
		
	% of Financial  
Target Achieved
	EBITDA
Payout %

	<80%
	—%

	>=80%
	30%

	>=90%
	60%

	>=100%
	100%

	>=115%
	125%

	>=130%
	150%

11

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

Illustrative Table for Named Executive Officers:
	
		
	% of Financial 
                    Target Achieved
	EBITDA  
                  Payout %

	<90%
	—%

	>=90%
	60%

	>=100%
	100%

	>=115%
	125%

	>=130%
	150%

		
	(ii)
	[*****] of payout % will be based on Revenue as follows:

		
	•
	Revenue payout % will be 0% if actual Revenue achieved is below 95% of the Financial Target for Revenue.  

		
	•
	Revenue payout % will be 60% if actual Revenue achieved exceeds 95% but is less than 100% of the Financial Target for Revenue.  

		
	•
	Revenue payout % will be 100% if actual Revenue achieved is equal to 100% of the Financial Target for Revenue.  

		
	•
	For each additional 1% of actual Revenue achieved beyond the Financial Target for Revenue, the Revenue payout % will increase by 5%.  

		
	•
	Under no circumstance will Revenue payout % exceed 150%. 

Illustrative Table:
	
		
	% of Financial 
Target Achieved
	Revenue  
Payout %

	<95%
	—%

	>=95%
	60%

	>=100%
	100%

	>=105%
	125%

	>=110%
	150%

and

		
	(iii)
	Availability of [*****] of payout % to be allocated as follows: the Management Committee will determine 50% of this pool for all employees other than members of the Management Committee; and 50% of this pool   (i.e., [*****]) to be allocated in the sole and absolute discretion of the Compensation Committee (together, this portion of the Bonus Pool, if any, the “Discretionary Pool”). It being understood that the Compensation Committee will determine the allocation of the Discretionary Pool for members of the Management Committee. If the Compensation Committee decides in its sole and absolute discretion to fund the Discretionary Pool, actual payout % allocated 

12

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

from this clause (iii) to any Participant is discretionary and will be made as set forth in Section 8 of the Plan.  The Compensation Committee will consider various financial metrics and quantitative metrics including, without limitation, cost of capital, market conditions and competitive landscape.

For the avoidance of doubt, for Participants other than Named Executive Officers, actual payout % allocated for clause (iii) above is discretionary and will be made as set forth in Section 8 of the Plan.

13

CONFIDENTIAL TREATMENT REQUESTED: Certain portions of this document have been omitted pursuant 
to a request for confidential treatment and, where applicable, have been marked with an asterisk (“[*****]”) to 
denote where omissions have been made. The confidential material has been filed separately with the Securities and 
Exchange Commission. 

EXHIBIT B

Motricity Target Bonus Percentages by Job Title

Target Bonus Percentages by position or job level are as follows:

	
		
	Position / Job Level
	  Target %

	Chief Executive Officer
	75%

	President Mobile Marketing
	70%

	President Enterprise
	50%

	President Carrier
	50%

	Chief Financial Officer
	60%

	VP/SVP
	[*****]

	Director/Senior Director
	[*****]

	Manager/Senior Manager
	[*****]

	Individual Contributors
	[*****]

	Support (Non-Exempt Employees)
	[*****]

14

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