Document:

2006 Incentive Bonus Plan

 Exhibit 10.2 
 NTN Buzztime 
 2006 Bonus Plan 
 July 1, 2006 
 2006 Incentive Bonus Plan 
 During the Period of Employment, employees shall be eligible to receive an annual incentive bonus (“Incentive Bonus”) in an amount to be determined by the Board
in its sole discretion, based on the performance objectives established by the Board for that particular period. The Employee’s target Incentive Bonus for each year after 2006 shall be determined by the Board.
 For 2006, one-half of the Incentive Bonus shall be payable in connection with attainment of revenue targets and one-half shall be payable in connection with the
attainment of EBITDA targets. The Incentive Bonus for each of the revenue and the EBITDA targets shall be payable commencing upon attainment of 100% of the budgeted target and increase up to the full award at 110% of the budgeted target for
revenue and 115% of the budgeted amount for EBITDA. 
 The actual Revenue and EBITDA amounts will be based on the audited financial statements for the
Company prepared for inclusion in the Company’s audit report on Form 10-K, and shall include all compensation expense attributable to the payment of the Incentive Bonus, but shall not include non-recurring or other extraordinary income and
expense items (such as sales of assets, etc.) and shall be adjusted to exclude any compensation charges related to stock option grants. Payment of the bonus will be subject to withholdings in accordance with the Company’s standard payroll
procedures, within 30 days after receipt of the independent auditor’s report on the Company’s annual financial statements for the prior year, but in no event not later than April 30. 
 Background 
 In 2005 and 2006, the company paid $166,000 in bonuses
relating to the 2005 fiscal year, including a payment of $500 to all employees (totaling about $90,000) before management bonuses. In 2000 to 2005 an average total bonus amount averaged about $100,000 per year. This plan represents the first plan to
implement a substantial bonus potential for management. 
 Objective Measures 
 The 2006 Bonus Plan will pay bonuses to management on the basis of the Company’s financial performance. Performance measures are “revenue growth over budget” and “adjusted EBITDA growth over
budget.” A constraint on the payout is “percentage paid out of incremental net income.” Individual payouts will be a percentage of base salary, with varying percentages based upon labor grade. The maximum bonus payout budget has been
set at about $550,000, which would be earned if all performance measures are met. 

 Formulas 
 Growth
Requirements for Maximum Bonus 
  

				
	 •     Revenue Growth over Budget
	  	10	%
		
	 •     Adjusted EBITDA growth over budget, after bonuses paid.
	  	15	%

 Individual Targets 
  

	 	•	 	50% of an individual’s bonus payment will be attributable to Revenue growth over target 

  

	 	•	 	50% of an individual’s bonus payment will be attributable to Adjusted EBITDA growth over target. 

  

	 	•	 	A constraint is imposed that no more than 50% of additional net income is to be paid out in bonuses. 

  

	 	•	 	Individual total maximum bonus target percentages vary by labor grade, as follows: 

  

					
	 •     CEO
	  	 	25	%
		
	 •     Pres./CFO
	  	 	15	%
		
	 •     VP/SVP/EVP
	  	 	15	%
		
	 •     Directors
	  	 	10	%
		
	 •     Managers
	  	 	5	%
		
	 •     Other Empl’s
	  	$	1,000	 

 Constraints 
  

	 	•	 	Measured values are for the Entertainment division only, and do not include the results of Wireless and Software Solutions. 

  

	 	•	 	Adjusted EBITDA is defined as EBITDA before Capitalized Salaries and Stock Option Expense, but after expensing of other Stock Based Compensation. 

  

	 	•	 	Growth is from organic businesses, and not from any M&A efforts. 

  

	 	•	 	Total bonus payout is constrained to not be greater than 50% of Increased Actual Net Income over Budgeted Net Income 

  

	 	•	 	Exceptional items, such as severance costs, any adjustments to asset values, etc., are not to be included in the computation. In general, if a component was considered in computing
the EBITDA budget, it is to also be included in calculating the results for consideration of a bonus, and vice versa. This includes items that could help or hurt the outcome vs. budget.Third Amendment to First State Bancorporation 2003 Equity Incentive Plan

 EXHIBIT 10.13 
 THIRD AMENDMENT TO 
 FIRST STATE BANCORPORATION 
 2003 EQUITY
INCENTIVE PLAN 
 Pursuant to Sections 53-11-20, 53-11-32 of the New Mexico Revised Statutes, and as permitted by the
Bylaws of this corporation, at the Annual Meeting of First State Bancorporation, (the “Corporation”), a quorum being present, a majority of the shares represented at the meeting in person or by proxy adopted an amendment to the
Corporation’s 2003 Equity Incentive Plan to increase the number of shares available for grant from 1,500, 000 to 2,000,000 shares as follows: 
 5.1. PLAN LIMIT. The aggregate number of shares of Stock that may be issued under Awards granted pursuant to the Plan shall not exceed 2,000,000 shares; provided,
however, that a maximum of 100,000 shares may be issued as Restricted Stock Awards. Shares that may be issued under Awards may consist, in whole or in part, of authorized but unissued stock or treasury stock of the Company not reserved for any other
purpose. In addition, the Company may use the proceeds received from a Participant upon the exercise of his or her Option to repurchase shares of Stock in the open market, which shall be available for grant of Awards under the Plan. 
 This amendment was duly adopted by the Corporation on June 2, 2006 by action of the Corporation’s shareholders in accordance with law.

 IN WITNESS WHEREOF, First State Bancorporation has caused this Third Amendment to be executed by its duly authorized officer as of the
date set forth below. 
  

			
	FIRST STATE BANCORPORATION
		
	By:	 	 /s/ Marshall G. Martin

	Title:	 	Secretary
	Date:	 	June 2, 2006

  

			
	Third Amendment to 2003 Equity Incentive Plan	 	1Employment Offer Letter Agreement

 Exhibit 10.1 
  
 

 
  
 June 21, 2006

  
 Tom Shen 
  
 Dear Tom: 
  
 We are pleased to offer you the position of Executive Vice President, Product, Engineering, and Operations with Digital Insight Corporation (the “Company” or
“Digital Insight”). As discussed, your start date will be July 1, 2006. 
  
 In your capacity as EVP Product, Engineering, and Operations, you will report directly to me. You will be classified as an exempt, full time employee and receive an annual salary of $295,000, which will be paid in accordance with the
Company’s normal pay procedures. Additionally, commencing on your start date, you will be eligible to participate in the Company’s Management Incentive Program (“MIP”) with targeted bonus compensation equal to 70% of your annual
salary subject to the terms and conditions of the program. 
  
 Subject to Board
approval, you will be granted a stock option to purchase 75,000 shares of Digital Insight Common Stock. The exercise price of the option will be the fair market value on your start date, which is equal to the Nasdaq closing price of the
Company’s stock on the previous trading day. The shares underlying the option will vest over a 48-month period with 25% vesting 12 months after your date of hire and 1/48th of the total grant vesting monthly thereafter. The stock option grant is subject to the standard terms and conditions of the Company’s stock option plan
and will be documented separately by the Company’s standard stock option agreement. Additionally, subject to your performance and approval of the Compensation Committee of the Board, you will be entitled to participate in the Company’s
annual “follow-on” grant program subject to the terms and conditions of the plan. 
  
 In addition, subject to Board approval, you will receive a restricted stock grant of 25,000 shares of Digital Insight common stock subject to vesting restrictions over a four (4) year period from the date of
grant with 25% vesting on each hire-date anniversary. The restricted stock grant is subject to the standard terms and conditions of the Company’s stock plan and will be documented separately by the Company’s standard restricted stock
purchase agreement. You may be required to pay a nominal sum to receive the shares. 
  
 Following a “Change in Control” of the Company, in the event of a termination other than for “Cause,” subject to your execution and delivery of a release in a form acceptable to the Company, you will receive (i) an
amount equal to 12 months base salary plus 12 months equivalent target bonus; (ii) 12 months benefit continuation with mitigation if employed during the 12 month period with benefits, and (iii) 100% vesting acceleration of the remaining
unvested equity as of the termination date. 
  
 As used in this letter,
termination for “Cause” means a termination of service, based upon a finding by the Company that you: 
  

	 	•	 	Are or have been dishonest, incompetent, or grossly negligent in the discharge of your duties to the Company or have refused to perform stated or assigned duties; or have committed
a theft or embezzlement, or a breach of confidentiality or unauthorized 

 Tom Shen 
 June 21, 2006

  
 disclosure or use of inside information, customer lists,
trade secrets or other confidential information, or a breach of fiduciary duty, or a willful violation of any state or federal law, or of Company rules or policy; or 
  

	 	•	 	Have been convicted of (i) a felony, or (ii) a misdemeanor involving a fraud, dishonesty or moral turpitude; or 

  

	 	•	 	Have breached any of the provisions of any agreement with the Company or an affiliated entity; or 

  

	 	•	 	Have engaged in unfair competition with, or otherwise acted intentionally in a manner injurious to the reputation, business or assets of the Company; or have induced a customer to
break or terminate any contract with the Company or an affiliate; or have induced any principal for whom the Company (or an affiliate) acts as agent to terminate such agency relationship. 

  
 A termination for Cause will be deemed to occur on the date when the Company delivers notice
to you of a decision to invoke a termination for Cause. 
  
 For the above
purposes, a termination by the Company other than for Cause includes a termination of employment by you within 30 days following the assignment of any duties to you which is materially inconsistent with, or reflecting a materially adverse change in,
your position, duties, responsibilities or status with the Company; provided you shall have first notified the Company in writing describing the event(s) which constitute such termination right and the Company failed to cure such event(s) within 30
days after receipt of such written notice. 
  
 As used in this offer letter, a
“Change in Control” means any of the following transactions to which the Company is a party: 
  

	 	(i)	a merger or consolidation in which the Company is not the surviving entity, except for (A) a transaction the principal purpose of which is to change the state of the
Company’s incorporation, or (B) a transaction in which the Company’s stockholders immediately prior to such merger or consolidation hold (by virtue of securities received in exchange for their shares in the Company) securities of the
surviving entity representing more than fifty percent (50%) of the total voting power of such entity immediately after such transaction; 

  

	 	(ii)	the sale, transfer or other disposition of all or substantially all of the assets of the Company unless the Company’s stockholders immediately prior to such sale, transfer or
other disposition hold (by virtue of securities received in exchange for their shares in the Company) securities of the purchaser or other transferee representing more than fifty percent (50%) of the total voting power of such entity
immediately after such transaction; or 

  

	 	(iii)	any reverse merger in which the Company is the surviving entity but in which the Company’s stockholders immediately prior to such merger do not hold (by virtue of their shares
in the Company held immediately prior to such transaction) securities of the Company representing more than fifty percent (50%) of the total voting power of the Company immediately after such transaction. 

 Tom Shen 
 June 21, 2006

  
 You will be eligible to receive Company benefits enjoyed by all Digital
Insight employees in accordance with the eligibility terms and conditions of these programs. As an executive of the Company you will be exempt from the normal limits on paid time off that are defined in the Employee Handbook, and the Company will
not accrue paid time off for you. It is expected that you will take paid time off as needed and at your discretion, subject only to the approval of your supervisor. Participation in the Company’s Flex Benefits program will be effective on the
first of the month following 30 days of employment. These programs will be reviewed with you in detail during your new hire orientation. 
  
 As a condition of your employment with Digital Insight, you will be required to sign an employee Nondisclosure Agreement which requires, among other provisions, the
assignment of patent and other intellectual property rights to any invention made during your employment at the Company and non-disclosure of proprietary information. You agree that, during the term of your employment with the Company, you will not
engage in any other employment, occupation, consulting or other business activity directly related to the business in which the Company is now involved or becomes involved during the term of your employment, nor will you engage in any other
activities that conflict with your obligations to the Company. As an employee of the Company, you will also be expected to abide by other Company rules, regulations and policies and acknowledge in writing that you have read and agree to abide by the
Company’s Employee Handbook and the Code of Ethics and Business Conduct (once they have been made available to you). Employment is also conditioned upon satisfactory results from a background investigation. 
  
 For purposes of federal immigration law, you will be required to provide proof of eligibility
to work in the United States. Such documentation must be provided to us within three (3) business days of your date of hire, or the Company’s employment relationship with you may be terminated. 
  
 It is understood that employment is at the mutual consent of the employee and the Company.
Accordingly, either the employee or the Company can terminate the employment relationship at will, at any time, with or without cause or advance notice, and without further obligation except as defined in this letter. 
  
 For clarification and the protection of both you and the Company, this letter represents the
sole agreement between you and Digital Insight. It constitutes and expresses the entire agreement regarding your employment. Any previous promises, representations or understanding relative to any terms and conditions are not to be considered as
part of this offer unless expressed here in writing. This letter may not be modified or amended except by a written agreement, signed by you and the Chairman, President, and Chief Executive Officer. 

 Tom Shen 
 June 21, 2006

  
 To accept this offer, please sign and date this letter below and return it to
me via fax at (818) 871-2939. 
  
 I am delighted to extend this offer to you,
and look forward to working with you at Digital Insight. 
  

	
	 Very truly yours,
 DIGITAL INSIGHT
CORP.

	
	/s/ Jeff Stiefler
	 Jeff Stiefler
 Chairman, President, and Chief
Executive Officer

  

	
	Acknowledged and agreed to:
	
	/s/ Tom Shen
	Tom Shen

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