Document:

exv10w10

Exhibit 10.10

LoopNet, Inc.

2009 Bonus Plan

1. Purpose

The LoopNet, Inc. 2009 Bonus Plan (the “Plan”) is intended to: (i) enhance stockholder value by
promoting strong linkages between employee contributions and company performance; (ii) support
achievement of the business objectives of LoopNet, Inc. (the “Company”); and (iii) promote
retention of participating employees.

2. Effective Date

The Plan is effective for the Company’s 2009 fiscal year beginning January 1, 2009 through December
31, 2009 (the “Plan Year”). The Plan is limited in time and will expire automatically on December
31, 2009 (the “Expiration Date”). The Plan also supersedes all prior bonus or commission incentive
plans with respect to the eligible employees (as set forth in Section 4) or any written or verbal
representations regarding the subject matter of the Plan.

3. Administration

	(a)	 	The Plan shall be administered by the Compensation Committee of the Board of Directors of the
Company (the “Compensation Committee”). The Compensation Committee shall have all powers and
discretion necessary or appropriate to administer the Plan and to control its operation,
including, but not limited to, the power to (i) determine which employees are eligible to
participate in the Plan, (ii) prescribe the terms and conditions of the Plan bonuses hereunder
(as further defined in Section 6 below, the “Bonuses”), (iii) determine the extent of the
achievement of the Bonuses, (iv) adopt rules for the administration, interpretation and
application of the Plan as are consistent therewith, and (v) interpret, amend or revoke any
such rules. The Company’s Chief Executive Officer will be responsible for implementing the
Plan.
	 
	(b)	 	All determinations and decisions made by the Compensation Committee, the Board, and any
delegate of the Compensation Committee pursuant to the provisions of the Plan shall be final,
conclusive, and binding on all persons, and shall be given the maximum deference permitted by
law.
	 
	(c)	 	The Compensation Committee, in its sole discretion and on such terms and conditions as it may
provide, may delegate all or part of its authority and powers under the Plan to one or more
directors and/or officers of the Company.
	 
	(d)	 	The Company shall provide a copy of the Plan to each Participant (as defined in Section 4
below) and will communicate individually with each Participant regarding his or her level of
participation in the Plan.

 

 

4. Eligibility

Each of the Chief Executive Officer, President and Chief Operating Officer, Chief Financial
Officer, Chief Strategy Officer and Chief Technology Officer, or other employee designated by the
Compensation Committee of the Company may be eligible to participate in this Plan, provided he or
she is designated by the Compensation Committee as a participant and the Compensation Committee has
not, in its sole discretion, withdrawn such designation (a “Participant”) and he or she meets all
the following conditions:

	(a)	 	is a full-time regular employee of the Company as of the last day of the Plan Year;
	 
	(b)	 	has not entered into an agreement relating to termination of his or her employment with the
Company (other than an employment agreement or offer letter, change of control agreement, or
equity compensation agreement that provides for certain benefits in connection with the
Participant’s future termination of employment); and
	 
	(c)	 	is not subject to disciplinary actions, is in good standing with the Company and is not
subject to a performance improvement plan.

5. Performance Measures

In general, Bonuses will be based upon the achievement of a combination of financial metrics, such
as revenue; earnings before interest, taxes, depreciation, amortization and stock based
compensation (“adjusted EBITDA”); net income; and business objectives, including without limitation
individual performance objectives (each type of performance objective, a “Performance Objective”).
Revenue and net income shall be measured in accordance with generally accepted accounting
principles. The Compensation Committee will determine the target Performance Objectives, and
Participants will be provided with a summary of the target Performance Objectives.

6. Bonus Metrics

	(a)	 	Each Participant will be eligible for payment of a Bonus equal to a percentage of
Participant’s Base Salary (as defined below) (“Bonus Percentage”) based primarily on the level
of achievement of the Performance Objectives.
	 
	(b)	 	Base salary is the Participant’s base salary actually paid to the Participant for the Plan
Year (“Base Salary”); provided that if a Participant has a paid leave of absence of any length
during the Plan Year, the salary paid to the Participant during such leave of absence will not
be included in Base Salary. Nothing in the Plan, or arising as a result of a Participant’s
participation in the Plan, shall prevent the Company from changing a Participant’s Base Salary
at any time based on such factors as the Company shall in its discretion determine
appropriate.
	 
	(c)	 	Bonus Percentages are a percentage of Base Salary determined by the Compensation Committee
according to such factors as the Compensation Committee, in its sole discretion, deems
appropriate, including achievement of the Performance Objectives at target or at a level above
target, individual Participant performance, competitive market data and historical Company
compensation. Bonus Percentages for the Participants are as follows:

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	 	•	 	Chief Executive Officer: 30% of Base Salary at target achievement of the
Performance Objectives, up to 80% of Base Salary
	 
	 	•	 	President and Chief Operating Officer: 30% of Base Salary at target achievement of
the Performance Objectives, up to 80% of Base Salary
	 
	 	•	 	Chief Financial Officer: 30% of Base Salary at target achievement of the
Performance Objectives, up to 60% of Base Salary
	 
	 	•	 	Chief Strategy Officer and Chief Technology Officer: 25% of Base Salary at target
achievement of the Performance Objectives, up to 50% of Base Salary

	(d)	 	Notwithstanding anything to the contrary contained herein, the Compensation Committee has the
discretion to determine to pay less than the full amount (including to pay zero percent) of
the Bonus to which any Participant would otherwise be entitled, which determination shall be
based upon such factors as the Compensation Committee determines appropriate (including
without limitation as a result of the Company’s or a Participant’s failing to achieve one or
more objectives with respect to the Plan Year, as a result of which it would be against the
best interests of the Company and its stockholders to pay all or any portion of such Bonus).
	 
	(e)	 	Bonuses shall be unsecured, unfunded obligations of the Company. All Bonuses shall be paid
in cash from the general assets of the Company. To the extent they have any rights under the
Plan, Participants’ rights shall be those of general unsecured creditors of the Company.
	 
	(d)	 	In the event Participant’s employment with the Company terminates for any reason prior to the
last day of the Plan Year, including without limitation as a result of a Participant’s death,
his or her participation in the Plan will cease and the Participant shall be entitled to no
payment under this Plan.

7. Timing and Form of Payment of Bonuses

Subject to the terms and conditions of the Plan, Bonuses shall be paid as soon as practicable after
completion of the Company year-end audit for the Plan Year; provided however that any amount of
Bonus earned with respect to the Plan Year shall be paid on or before March 15, 2010.

8. Plan Changes; No Entitlement

The Compensation Committee may at any time amend, suspend, or terminate the Plan, including may
amend any aspect of the Bonuses and may amend the Plan so as to ensure that no amount paid or to be
paid hereunder shall be subject to the provision of Internal Revenue Code Section 409A(a)(1)(B).
Nothing in the Plan is intended to create an entitlement to any employee for any incentive payment
hereunder.

3

 

9. General Provisions

	(a)	 	Tax Withholding. The Company shall withhold all applicable taxes from any Bonus,
including any federal, state and local taxes.
	 
	(b)	 	No Effect on Employment or Service. Nothing in the Plan shall interfere with or
limit in any way the right of the Company to terminate a Participant’s employment or service
at any time, with or without cause. Employment with the Company is on an at-will basis only.
The Company expressly reserves the right, which may be exercised at any time, to terminate any
individual’s employment with or without cause without regard to the effect it might have upon
him or her as a Participant under this Plan.
	 
	(c)	 	Nontransferability of Awards. No award granted under the Plan may be sold,
transferred, pledged, assigned, or otherwise alienated or hypothecated, other than by will, or
by the laws of descent and distribution. All rights with respect to an award granted to a
Participant shall be available during his or her lifetime only to the Participant.
	 
	(d)	 	Severability. In the event any provision of the Plan shall be held illegal or
invalid for any reason, the illegality or invalidity shall not affect the remaining parts of
the Plan, and the Plan shall be construed and enforced as if the illegal or invalid provision
had not been included.
	 
	(e)	 	Governing Law. The Plan and all awards shall be construed in accordance with and
governed by the laws of the State of California, but without regard to its conflict of law
provisions.
	 
	(f)	 	Entire Agreement. The Plan, and any resolutions of the Compensation Committee of the
Board adopting the Plan, is the entire understanding between the Company and the employee
regarding the subject matter of the Plan and supersedes all prior bonus or commission
incentive plans, or employment contracts whether with the Company or any written or verbal
representations regarding the subject matter of the Plan. Participation in the Plan during
the Plan Year will not convey any entitlement to participate in this or future plans or to the
same or similar bonus benefits. Payments under the Plan are an extraordinary item of
compensation that is outside the normal or expected compensation for the purpose of
calculating any extra benefits, termination, severance, redundancy, end-of-service premiums,
bonuses, long-service awards, overtime premiums, pension or retirement benefits or other
similar payment.

4exv10w1

Exhibit 10.1

      Incentive Bonus (IB) Plan

The Activant Solutions Inc. Annual Incentive Bonus Plan (the “Plan”) is designed to create
an incentive for employees selected to participate in the Plan (“Participants”) to align
their individual goals with those of Activant Solutions Inc. (the “Company”) and to reward
Participants with an incentive bonus award (“IB”) when the benefits of that alignment are
reflected in the Company’s financial results. Participants will be designated as “Corporate” or
“Business Unit” Participants and any award payments will be calculated accordingly.

Bonuses are determined by the actual achievement by the Company and respective Business Units (if
applicable to the Participant) of certain financial performance measures and, for certain
Participants, the achievement of certain individual performance measures, as established for the
applicable Company fiscal year period (“Plan Year”). The financial performance measures
(“Financial Measures”) and potential bonus pool are established for each Plan Year by the
Company’s Board of Directors (“Board”) or Compensation Committee of the Board
(“Compensation Committee”). Actual Company and/or, as applicable, Business Unit, financial
performance is compared against the Financial Measures to produce an “Achievement Award
Percentage”. This Achievement Award Percentage is then multiplied against a Participant’s Target
Incentive Compensation (“TIC”) to determine such Participant’s annualized financial
performance award for that Plan Year (“Financial Award”). The Participant’s annualized
Financial Award (which is pro-rated as described below if participation is less than the full Plan
Year) is compared to the cumulative total of quarterly IB payments for the Participant, if any,
made during the Plan Year and the remainder (including any “overachievement” that occurs when the
Achievement Award Percentage is greater than 100%) is awarded as a “Final IB Financial Achievement
Award.”

PLAN TERM; ANNUAL ACHIEVEMENT MEASURES

The Plan shall commence as of October 1, 2008 and shall continue for each Plan Year in which annual
Financial Measures are approved for that Plan Year by the Board or Compensation Committee.

ELIGIBILITY & PARTICIPATION

The TIC opportunities and qualifying jobs / job levels under the Plan are subject to review and
approval by the Company’s Chief Executive Officer (“CEO”). Employees in these qualifying
job / job levels who are not concurrently participating in another Company incentive plan may be
nominated by management to participate. The nominated employee becomes a Participant if the
nomination is approved by the CEO (or, in the CEO’s absence, the Senior Vice President of Human
Resources) (“SVP HR”). Subject to the immediately following paragraphs, participation for
each Participant for each Plan Year will commence upon the later of the first day of the Plan Year
or the first day of the first full fiscal quarter immediately following designation of such
employee as a Participant. Except as otherwise approved by the CEO or the Senior Vice President of
Human Resources, Participants must be employed in a qualifying job / job level for the full fiscal
quarter to be eligible to participate in the Plan for that quarter. The terms of the CEO’s
participation in the Plan will be determined by the Board and/or the Compensation Committee, and
the terms of participation for the SVP HR will be determined by the Board, the Compensation
Committee or the CEO.

A Participant may be removed from the Plan or have his or her TIC reduced if his or her job
performance, as documented through the Company’s performance appraisal program, is not at least
maintained at a level consistent with the “MC” classification on the Company’s performance rating
scale. Any Participant who has a change in his or her TIC (including a reduction in his or her TIC
or removal from the Plan other than for termination of employment) with an effective date after the
beginning of a fiscal quarter will have that change impact his or her IB calculation at the
beginning of the next fiscal quarter.

A Participant must be employed by the Company at the time of approval of the Achievement Award
Percentage by the Board (or Compensation Committee) for the Participant, as well as at the time of
the actual payment of the Annual Award (as defined below), to qualify for any resulting IB payment.
Participation in the Plan, and eligibility for IB, terminates immediately upon a Plan
Participant’s termination of employment.

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      Incentive Bonus (IB) Plan

DETERMINATION OF ACHIEVEMENT AWARD PERCENTAGE AND PAYOUT AUTHORITY

The Achievement Award Percentage for each fiscal quarter is generally determined by the Board (or
Compensation Committee) within 45-50 days after the end of the respective quarter and within 70-75
days after the end of the fiscal year. No IB payout for a fiscal quarter or Plan Year shall be due
to any Participant or made until the Achievement Award Percentage is approved by the Board (or
Compensation Committee) and the financial statements for the period have been approved by the Audit
Committee of the Board.

FINANCIAL COMPONENTS 

The annual Financial Measures may include the following components, as well as other
financial measures, determined by the Board or Compensation Committee:

Company Performance Target:

•     Quarterly and annual adjusted EBITDA: Earnings Before Interest, Taxes,
Depreciation, and Amortization as defined under the Company’s existing bank credit facility
agreement as adjusted for the inclusion or exclusion of financial components as defined by
the Board (referred to in this document as “Adjusted EBITDA”).

•     Quarterly and annual revenue: Revenue from the sale of goods and services.

Business Unit Performance Target:

•     Business Unit quarterly and annual adjusted EBITDA (if applicable): Business unit adjusted
EBITDA referred to as Business Unit Plan Contribution.

•     Business Unit quarterly and annual revenue: Revenue from the sale of goods and
services.

Bonus Plan Funding

The Plan will be “funded” (that is, has dollars to allocate to Participants) if the Company (and
Business Unit, as applicable) minimum amounts for IB payout under the Financial Measures and, if
applicable, Personal Objectives (as defined below) (together, the “Achievement Measures”)
are achieved or exceeded.  The potential range of IB funding based on meeting the Achievement
Measures for the particular Plan Year ranges from 0% to 200% of the established annual pool at 100%
achievement. All Participants will be classified as Corporate Participants or Business Unit
Participants. The Financial Measures component of the individual IB award (“Annual
Award”) will apply to Corporate Participants and Business Unit Participants as follows:

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      Incentive Bonus (IB) Plan

	 	 	 	 	 	 	 	 	 
	 	 	 	 	Business 
	 	 	Corporate	 	Unit 
	 	 	 Financial	 	 Financial
	Participant	 	Achievement	 	Achievement
	Corporate
	 	 	100	%	 	 	0	%
	Business Unit*
	 	 	70	%	 	 	30	%

 

			
	*	 	Note that the Business Unit component will not be funded unless the minimum corporate threshold
portion of the Financial Measure is met, regardless of any achievement on Business Unit Financial
Measures.

Personal Component

To increase the linkage of IB payments to Company strategy, the Annual Award for selected
Participants, as designated by the CEO or SVP HR, will include a component (“Personal
Component”) for the achievement of individually designated personal objectives (“Personal
Objectives”). For those Participants, this Personal Component will represent 35% of the TIC
available for their Annual Award (or pro rata portion for those who start during a Plan Year).
Personal Objectives are established annually and documented by the Personal Objectives Form
attached as Exhibit 1. Personal Objectives are scored at the end of the Plan Year by the
Participant’s manager or Compensation Committee, as applicable. The scoring range for the
Personal Component of the Annual Award is as follows:

	 	 	 
	SR Rating – Superior Results

	 	90% to 125% 
	EE Rating – Exceeds Expectations

	 	70% to 115% 
	MC Rating – Meaningful Contribution

	 	50% to 99% 
	NI Rating – Needs Improvement

	 	0% 
	DM Rating – Does Not Meet Expectations

	 	0% 

Based on the total distribution of Personal Component attainments, any amounts forfeited by
Participants, in whole or in part, for non-achievement of Personal Objectives will revert to the
available IB pool for the Plan Year and be available for payout.

The Personal Component will be measured annually and any resulting and approved payout will be
made with the Final IB Achievement Award for the Plan Year. Participants who are transferred or
hired into a Personal Component eligible position after the first fiscal quarter of the Plan Year
will not have the Personal Component added for that Plan Year.

Computation of Plan Awards:

The Annual Award available for Participants is based on the overall Company-wide Financial Measures
for the Plan Year. For example, if ‘overachievement’ is attained then potential individual awards
are proportionately increased as determined by the Board or Compensation Committee. Participants
will fall in one of two categories for Plan award allocations:  those participating in the Personal
Component program and who do not participate in the Personal Component program.  Annual Award
allocations will be made as follows:

3

 

     Incentive
Bonus (IB) Plan

	 	 	 	 	 	 	 	 	 
	 	 	Financial	 	 
	 	 	Achievement	 	Personal
	Type of Participation	 	Only	 	Component
	Financial Achievement
	 	 	100	%	 	 	65	%
	Personal Component Attainment
	 	 	0	%	 	 	35	%

Example Weighting at 100% Bonus Plan Funding:

If the Plan is funded at 100% for achievement of the target Financial Measure(s), then the portion
of a Participant’s Annual Award from each source would be as follows:

	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Bonus Weighting @ 100%
	 	 	Plan Funding
	 	 	Corp	 	BU	 	Personal
	Employee Type	 	Financial	 	Financial	 	Component
	Corporate (Personal Component)

	 	 	65	%	 	 	0	%	 	 	35	%
	Corporate (no Personal Component)

	 	 	100	%	 	 	0	%	 	 	0	%
	BU (Personal Component)

	 	 	20	%	 	 	45	%	 	 	35	%
	BU (no Personal Component)

	 	 	30	%	 	 	70	%	 	 	0	%

QUARTERLY IB ACHIEVEMENT AWARDS

For fiscal quarters 1 – 3 of each Plan Year, an IB Achievement Award payout for the period may be
made, at the Company’s discretion, when the minimum performance threshold for Financial
Achievement established by the Board (or Compensation Committee) has been met, as determined by
the Board (or Compensation Committee). However, the award amount will be capped at 25% of the
Participant’s annualized TIC for that fiscal quarter. Awards for Participants with a Personal
Component will be capped at 16.25% of the Financial Achievement portion of the quarterly payment.
Participants must be employed at the time that a quarterly IB Achievement Award payout is made to
qualify to receive such payout.

FINAL IB ACHIEVEMENT AWARD (includes Q4 quarterly ib achievement award, Personal
component award if applicable & annual overachievement, if applicable)

After the end of the Plan Year, the Company’s actual audited financial results will be used to
determine the Financial Achievement attained and the annualized target award, which is the
Participant’s pro-rated TIC multiplied by the Achievement Award Percentage and including any
“overachievement” provided under the Financial Measures for the respective Plan Year. This
annualized target award is then compared against the year-to-date total of quarterly IB
Achievement Award payments (if any) made over the Plan Year and if the total of cumulative
quarterly IB Achievement Award payments is:

less than the annualized target award: Plan Participants will be eligible to
receive the difference as their Final IB Achievement Award.

more than the annualized target award: no further IB payments will be made.

4

 

      Incentive Bonus (IB) Plan

The Achievement Award Percentage is subject to review and approval by the Compensation Committee.
The CEO has full discretion to determine whether to refer to the Compensation Committee
consideration of achievement of IB award payments for any particular fiscal quarter (except for
any payments to be made to him, which shall be determined by the Compensation Committee). The
level of the Company’s financial performance for the fiscal quarter or fiscal year, as the case
may be, is subject to the review and approval of the Audit Committee of the Board. IB payments,
if any, are not made until after such review and approval by the Compensation Committee, if
applicable, and the Audit Committee for such fiscal quarter or fiscal year, as the case may be.
Plan Participants added to the Plan will not be eligible to participate until the first day of the
fiscal quarter after being added to the Plan.

IMPORTANT NOTE: EXCEPTIONS TO PLAN PROVISIONS AS STATED IN THIS DOCUMENT FOR ANY
PARTICIPANT REQUIRE SPECIFIC APPROVAL BY THE CEO or SENIOR VICE PRESIDENT OF HUMAN
RESOURCES. There is no vested entitlement to any bonus. Bonus payments are made at the sole
discretion of the Chief Executive Officer and are subject to authorization by the Board (or the
Compensation Committee). Participants should not make any assumption with respect to whether a
payment will be made under this Plan or the amount of any such payment. This Plan and any annual
Financial Measures used for determining awards under the Plan may be changed or withdrawn at any
time by the Board (or Compensation Committee). Plan payment terms, participation and eligibility
for payment may be changed at any time by the CEO or Senior Vice President of Human Resources,
retroactively or prospectively, with or without prior notice, at the discretion of the CEO and all
Company incentive plans require review and approval by the CEO and the Compensation Committee. No
statement, expressed or implied, or any other feature of the Plan affects the employment-at-will
status of Participants. The Company, the Compensation Committee and/or the CEO have full
discretionary authority to administer and interpret the Plan, including discretionary authority to
determine eligibility for participation and for bonus payments under the Plan, the amount of bonus
(if any) payable per Participant and to interpret or provide for any omitted or ambiguous terms.

5

 

      Incentive Bonus (IB) Plan

Key Strategic Initiatives / Individual Objectives

For Personal Component Participants ONLY

	 	 	 
	Name:                                                             

	 	Date:                                         
	 
	 	 
	Business Unit:                                                             
	 	 

	 	 	 	 	 	 	 	 	 	 	 	 	 
	Specific Objective	 	% Weight	 	Measurement	 	Result
	 
	 	 	%	 	 	 	 	 	 	 	 	 
	 
	 	 	%	 	 	 	 	 	 	 	 	 
	 
	 	 	%	 	 	 	 	 	 	 	 	 
	 
	 	 	%	 	 	 	 	 	 	 	 	 
	 
	 	 	%	 	 	 	 	 	 	 	 	 
	Total Score
	 	 	100	%	 	 	 	 	 	 	 	 

	 	 	 
	Specific Objective:

	 	Should be SMART — Specific, Measurable, Achievable, Realistic & Time Bound
	% Weight:

	 	Should sum to 100% in total
	Measurement:

	 	How will success be measured?
	Result:

	 	To be completed when reporting achieved results

	 	 	 	 	 	 	 	 	 	 	 
	Associate:

	 	 	 	 	 	Date:	 	 	 	 
	 

	 	 

	 	 	 	 	 	 

	 	 
	 
	 	 	 	 	 	 	 	 	 	 
	Manager:

	 	 	 	 	 	Date:	 	 	 	 
	 

	 	 

	 	 	 	 	 	 

	 	 

6

 

      Incentive Bonus (IB) Plan

Example 1 - Date Participation Begins

Employee receives a promotion effective February 1 and because of the promotion is now in an
eligible job and job level to participate in the Plan. If approved, the earliest date the
employee would become a Plan Participant is April 1 — the beginning of fiscal Q3.

Example 2 - Date TIC Change is Effective

Plan Participant has a TIC increase of $2,000 as of November 1. Plan calculations and awards will
not be affected by the change until the quarter that begins January 1.

Example 3 - Final Plan Payment Calculation, Less Than Full Year Participation

Assume: Participation began Q2 and the achievement award percentage is 100%.

7

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