Document:

Severance Agreement - Andrew Miller

 Exhibit 10.2 
 POLYCOM, INC. 
 SEVERANCE AGREEMENT 
 This Severance Agreement (the “Agreement”) is made and entered into by and between Polycom, Inc., a Delaware Corporation (the
“Company”), and you, Andrew Miller, effective as of July 1, 2009 (the “Effective Date”). For purposes of this Agreement, the “Company” shall include any parent or subsidiary of the Company, unless the context
clearly requires otherwise. 
 This Agreement is intended to strongly encourage you to remain with the Company by providing you with certain
severance benefits in the event that your employment with the Company terminates under certain circumstances. This Agreement also is intended to provide you with enhanced financial security in recognition of your past and future service to the
Company. If you have not relocated to the San Francisco, California, Bay Area, as of February 1, 2010, this Agreement will expire and become null and void and you will receive none of the payments and benefits described hereunder. 

1. Eligibility for Severance Benefits. You will be entitled to the payments and benefits described in Section 2 only if both:
(a) either (1) the Company terminates your employment for a reason other than Cause, death or Disability, or (2) you voluntarily terminate your employment with the Company for Good Reason, and (b) you (1) sign and deliver to
the Company a Release of Claims satisfactory to the Company within the period required by the Release of Claims and in no event later than sixty (60) days following your termination, inclusive of any revocation period set forth in the Release
of Claims, (2) do not subsequently revoke your signature on the Release of Claims, and (3) comply with all of the terms of this Agreement, including (but not limited to) Section 7 regarding Non-Solicitation and No Hire of Employees
and Section 8 regarding Non-Competition. Notwithstanding the preceding, if your termination of employment would qualify you for payments and benefits under your Change of Control Severance Agreement with the Company dated July 1, 2009, you
will receive none of the payments and benefits described in Section 2. Instead, you will receive the payments and benefits to which you are entitled under your Change of Control Severance Agreement. 
 2. Severance Benefits. If you meet the eligibility requirements described in Section 1, you will receive the following. 
 (a) Severance Payments. You will receive severance pay equal to your annual base salary and target bonus in effect immediately
prior to the date of your termination of employment (the “Termination Date”) for a period of one year following the Termination Date. The severance pay with respect to your annual base salary will be paid in accordance with the
Company’s standard payroll practices and the severance pay with respect to your target bonus will be paid at the same time as bonuses are scheduled to be paid to the Company’s other senior executives. Subject to Section 2(e) below, if
your employment ends on or before October 15 of a calendar year, your severance payments will commence within three (3) days after the Release of Claims becomes effective and no longer is subject to revocation but on or before
December 31 of that calendar year. If your employment ends after October 15 of a calendar year, your severance payments will commence on the later of (1) the first payroll date in the calendar year next following the calendar year in
which your employment has ended or (2) the first payroll date following the date your Release of Claims becomes effective, subject to Section 2(e) below. 
 (b) Option Exercisability. You will have one year following the Termination Date to exercise any Company stock options granted to
you after the Effective Date, but in each case only to the extent that such option is vested and unexpired on the Termination Date. Moreover, in no event may any such option be exercised after the original maximum term of the option. Any options
that are unvested on the Termination Date will be forfeited on that date. 
 (c) Other Benefits. You may continue your
health, dental and vision benefits coverage under the Company’s group health plans for up to one year following the Termination Date or until you (and your eligible dependents) become eligible for group insurance benefits from another employer
or are no longer eligible to receive continuation coverage pursuant to COBRA, whichever comes first, but only if you elect continuation coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”), within
the time period prescribed pursuant to COBRA. For the duration of the one-year coverage period, the Company will reimburse you for the COBRA premiums paid by you (for coverage for yourself and 

 
your eligible dependents). COBRA reimbursements will be made by the Company to you consistent with the Company’s normal expense reimbursement policy,
provided that you submit documentation to the Company substantiating your payments for COBRA coverage. After the one-year coverage period, Company reimbursements will cease and you will be responsible for the payment of any COBRA premiums. The
Company will not reimburse you for any taxable income imputed to you because the Company has reimbursed you for your COBRA premiums (or those of your eligible dependents). 
 (d) Accrued Wages and Paid-Time Off; Expenses. The Company will pay you: (1) any unpaid base salary due for periods prior to
the Termination Date, (2) all of your accrued and unused paid-time off (“PTO”) through the Termination Date, (3) following your submission of proper expense reports, the total unreimbursed amount of all expenses incurred by you
in your duties of employment with the Company that are reimbursable in accordance with the Company’s then-existing policies, and (4) any other benefits due to you through the Termination Date under the Company’s formal employee
benefit plans (for example, the Company’s “401(k)” plan). These payments will be made promptly upon your employment termination and within the period of time mandated by law or as provided in the applicable plan document. 

(e) Section 409A. 
 (i) Six-Month Delay. Notwithstanding anything to the contrary in this Agreement, no Deferred Compensation Separation Benefits (as defined below) payable under this Agreement will be considered due or payable
until you have incurred a “separation from service” within the meaning of Section 409A of the Internal Revenue Code of 1986, as amended and the final regulations and any guidance promulgated thereunder (together, “Section
409A”). In addition, if you are a “specified employee” within the meaning of Section 409A at the time of your separation from service (other than due to death), then the severance benefits payable to you under this Agreement, if
any, and any other severance payments or separation benefits that may be considered deferred compensation under Section 409A (together, the “Deferred Compensation Separation Benefits”) otherwise due to you on or within the six
(6) month period following your separation from service will accrue during such six (6) month period and will become payable in a lump sum payment (less applicable withholding taxes) on the date six (6) months and one (1) day
following the date of your separation from service. All subsequent payments, if any, will be payable in accordance with the payment schedule applicable to each payment or benefit. Notwithstanding anything herein to the contrary, if you die following
your separation from service but prior to the six (6) month anniversary of your date of separation, then any payments delayed in accordance with this paragraph will be payable in a lump sum (less applicable withholding taxes) to your estate as
soon as administratively practicable after the date of your death and all other Deferred Compensation Separation Benefits will be payable in accordance with the payment schedule applicable to each payment or benefit. 
 (ii) Amendments to this Agreement to Comply with Section 409A. This provision is intended to comply with the requirements of
Section 409A so that none of the severance payments and benefits to be provided hereunder will be subject to the additional tax imposed under Section 409A, and any ambiguities herein will be interpreted to so comply. The Company and you
agree to work together in good faith to consider amendments to this Agreement and to take such reasonable actions, which are necessary, appropriate or desirable to avoid imposition of any additional tax or income recognition prior to actual payment
to you under Section 409A. 
 3. Other Terminations of Employment. If your employment with the Company is terminated by the
Company for Cause, death or Disability, or if you voluntarily terminate your employment other than for Good Reason, you will not be entitled to receive any of the payments or benefits described in Section 2 of this Agreement. However, you may
be eligible for benefits under the Company’s severance and benefit plans and policies on the Termination Date. In addition, the Company will pay you: (a) any unpaid base salary due for periods prior to the Termination Date, (b) all of
your accrued and unused PTO through the Termination Date, (c) following your submission of proper expense reports, the total unreimbursed amount of all expenses incurred by you in your duties of employment with the Company that are reimbursable
in accordance with the Company’s then-existing policies, and (d) any other benefits due to you through the Termination Date under the Company’s formal employee benefit plans (for example, the Company’s “401(k)” plan).
These payments will be made promptly upon your employment termination and within the period of time mandated by law or as provided in the applicable plan document. 
  

 2 

 4. Definition of Terms. The following terms used to in this Agreement shall have the following
meanings: 
 (a) Cause. “Cause” means (1) an act of personal dishonesty taken by you in connection with your
responsibilities as an employee and intended to result in your substantial personal enrichment, (2) your being convicted of a crime recognized as a felony in the United States, (3) a willful act by you which constitutes gross misconduct
and which is injurious to the Company, (4) following delivery to you of a written demand for performance from the Company which describes the basis for the Company’s reasonable belief that the you have not substantially performed your
duties, continued violations by you of your obligations to the Company which are demonstrably willful and deliberate on your part. 
 (b) Disability. “Disability” means your being unable to perform the principal functions of your duties due to a physical or mental impairment, but only if such inability has lasted or is reasonably expected to last for at
least six months. The Company will determine whether a Disability exists based on evidence provided by one or more physicians selected by the Company and reasonably acceptable to you. 
 (c) Good Reason. “Good Reason” means, without your written consent (1) a material reduction of your duties,
authority or responsibilities, relative to your duties, authority or responsibilities as in effect immediately prior to such reduction, or the assignment to you of such reduced duties, authority or responsibilities; (2) a material reduction by
the Company of your base salary as in effect immediately prior to such reduction (unless similar reductions apply to substantially all of the Company’s other executive officers); (3) a material change in your geographic location at which
you must perform services (for purposes of this Agreement, your relocation to a facility or a location less than 35 miles from your then current work location shall not be considered a material change in geographic location); or (4) any
material breach by the Company of any material provision of the agreement under which you provide services. Notwithstanding the foregoing, (A) you must notify the Company in writing of any event or condition described in subsection (1), (2),
(3) or (4) hereof within 90 days of the initial existence of such event or condition, (B) the Company will have at least 30 days after receipt of such notice from you to cure such initial event or condition, and (C) you must
separate from service with the Company within 90 days after the end of the cure period described in (B) hereof. 
 (d)
Release of Claims. “Release of Claims” means a written waiver by you (in a form specified by the Company) of all employment-related obligations of the Company and all claims and causes of action against the Company. 
 5. Term of Agreement. If you have a termination of employment that entitles you to receive the payments and benefits described in Section 2,
this Agreement will terminate when all of your and the Company’s obligations under the Agreement have been satisfied. If you have a termination of employment that does not entitle you to receive the payments and benefits descried in
Section 2, this Agreement will terminate on the Termination Date. 
 6. At-Will Employment. The Company and you acknowledge that
your employment is and will continue to be at-will, as defined under applicable law. 
 7. Non-Solicitation and No Hire of Employees.
You agree that for a period of one year following the Termination Date, you will not either directly or indirectly solicit, induce, recruit or encourage any of the Company’s employees to leave their employment, or take away such employees, or
attempt to solicit, induce, recruit, encourage or take away employees of the Company, either for yourself or any other person or entity. In addition, for a period of one year following the Termination Date, neither you nor any business in which you
may engage or participate in will (a) hire, solicit for hire or attempt to hire any key employee of the Company, or (b) encourage any key employee of the Company to terminate such employment. For purposes of this Agreement, “key
employee” means current employees whose base annual salary exceeds $175,000 or any current sales employee of the Company regardless of base annual salary, as well as anyone employed by the Company within the prior twelve (12) months from
your Termination Date whose base annual salary exceeds $175,000 or was a sales employee. 
 8. Non-Competition. With respect to the
businesses of the Company or any of its subsidiaries on either the Effective Date or the date of your termination of employment from the Company and all of it subsidiaries (collectively, the “Businesses”), you agree that during period
beginning on the Effective Date and ending one year after the date on which you terminate employment, you, directly or indirectly, whether as employee, owner, sole proprietor, partner, director, member, consultant, agent, founder, co-venturer or
otherwise, will: (a) not engage, participate or invest in any business activity anywhere in the world that is directly competitive with the principal products or services of the Businesses (except that it will not be a violation of this
Section 8 for you to own as a passive investment not more than one percent of any class of publicly traded securities of any entity); nor (b) directly or indirectly solicit business from any of the Businesses’ customers and users on
behalf of any business that directly competes with the Businesses. 
  

 3 

 9. Assignment. This Agreement will be binding upon and become of advantage to (a) your heirs,
executors and legal representatives upon your death and (b) any successor of the Company. Any such successor of the Company will be deemed substituted for the Company under the terms of this Agreement for all purposes. For this purpose,
“successor” means any person, firm, corporation or other business entity which at any time, whether by purchase, merger or otherwise, directly or indirectly acquires all or substantially all of the assets or business of the Company. None
of your rights to receive any form of compensation payable pursuant to this Agreement may be assigned or transferred except by will or the laws of descent and distribution. Any other attempted assignment, transfer, conveyance or other disposition of
your right to compensation or other benefits will be null and void. 
 10. Notices. 
 (a) General. All notices, requests, demands and other communications called for by this Agreement will be in writing and will be
deemed given (1) on the date of delivery if delivered personally, (2) one day after being sent by a well established commercial overnight service, or (3) four days after being mailed by registered or certified mail, return receipt
requested, prepaid and addressed to the parties or their successors at the following addresses, or at such other addresses as the parties may later designate in writing: 
 If to the Company: 
 Polycom, Inc. 
 4750 Willow Road 
 Pleasanton, CA 94588

 Attn: General Counsel 
 If to you: 
 at your last residential address known by the Company. 
 (b) Notice of Termination. Any termination by the Company for Cause or by you for Good Reason must be communicated by a notice of
termination to the other party. The notice will indicate the specific termination provision in this Agreement relied upon, will set forth in reasonable detail the facts and circumstances claimed to provide a basis for termination under the provision
so indicated, and will specify the date of your employment termination (which will not be more than 30 days after the giving of such notice). Any failure on your part to include in the notice any fact or circumstance that contributes to a showing of
Good Reason will not waive any of your rights under this Agreement or prevent you from asserting that fact or circumstance in enforcing this Agreement. 
 11. Severability. In the event that any provision hereof becomes or is declared by a court of competent jurisdiction to be illegal, unenforceable or void, this Agreement will continue in full force and effect
without said provision. 
 12. Entire Agreement. This Agreement, your Change of Control Severance Agreement and the agreements
evidencing any Company stock options and other equity compensation awards (if any) granted to you represent the entire agreement and understanding between the Company and you concerning your severance arrangements with the Company or any of its
subsidiaries, and supersedes and replaces any and all prior agreements and understandings concerning your severance arrangements with the Company. 
 13. Arbitration. 
 (a) General. In consideration of your service to the Company, its promise to
arbitrate all employment related disputes and your receipt of the compensation, pay raises and other benefits paid to you by the Company, at present and in the future, you agree that any and all controversies, claims, or disputes with anyone
(including the Company and any employee, officer, director, shareholder or benefit plan of the Company in their capacity as such or otherwise) arising out of, relating to, or resulting from your service to the Company under this Agreement or
otherwise or the termination of your service with the Company, including any breach of this Agreement, shall be subject to binding arbitration under the Arbitration Rules set forth in California Code of Civil Procedure Section 1280 through
1294.2, including Section 1283.05 (the “Rules”) and pursuant to California law. Disputes which you agree to arbitrate, and thereby agree to waive any 

  

 4 

 
right to a trial by jury, include any statutory claims under state or federal law, including, but not limited to, claims under Title VII of the Civil Rights
Act of 1964, the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act of 1967, the Older Workers Benefit Protection Act, the California Fair Employment and Housing Act, the California Labor Code, claims of harassment,
discrimination or wrongful termination and any statutory claims. You further understand that this Agreement to arbitrate also applies to any disputes that the Company may have with you. 
 (b) Procedure. You agree that any arbitration will be administered by the American Arbitration Association (“AAA”) and
that a neutral arbitrator will be selected in a manner consistent with its National Rules for the Resolution of Employment Disputes. The arbitration proceedings will allow for discovery according to the rules set forth in the National Rules for
the Resolution of Employment Disputes or California Code of Civil Procedure. You agree that the arbitrator shall have the power to decide any motions brought by any party to the arbitration, including motions for summary judgment and/or
adjudication and motions to dismiss and demurrers, prior to any arbitration hearing. You agree that the arbitrator shall issue a written decision on the merits. You also agree that the arbitrator shall have the power to award any remedies, including
attorneys’ fees and costs, available under applicable law. You understand the Company will pay for any administrative or hearing fees charged by the arbitrator or AAA except that you shall pay the first $200.00 of any filing fees associated
with any arbitration you initiate. You agree that the arbitrator shall administer and conduct any arbitration in a manner consistent with the Rules and that to the extent that the AAA’s National Rules for the Resolution of Employment Disputes
conflict with the Rules, the Rules shall take precedence. 
 (c) Remedy. Except as provided by the Rules, arbitration
shall be the sole, exclusive and final remedy for any dispute between you and the Company. Accordingly, except as provided for by the Rules, neither you nor the Company will be permitted to pursue court action regarding claims that are subject to
arbitration. Notwithstanding, the arbitrator will not have the authority to disregard or refuse to enforce any lawful Company policy, and the arbitrator shall not order or require the Company to adopt a policy not otherwise required by law which the
Company has not adopted. 
 (d) Availability of Injunctive Relief. In addition to the right under the Rules to petition
the court for provisional relief, you agree that any party may also petition the court for injunctive relief where either party alleges or claims a violation of this Agreement or any other agreement regarding trade secrets, confidential information,
nonsolicitation or Labor Code §2870. In the event either party seeks injunctive relief, the prevailing party shall be entitled to recover reasonable costs and attorneys’ fees. 
 (e) Administrative Relief. You understand that this Agreement does not prohibit you from pursuing an administrative claim with a
local, state or federal administrative body such as the Department of Fair Employment and Housing, the Equal Employment Opportunity Commission or the workers’ compensation board. This Agreement does, however, preclude you from pursuing court
action regarding any such claim. 
 (f) Voluntary Nature of Agreement. You acknowledge and agree that you are executing
this Agreement voluntarily and without any duress or undue influence by the Company or anyone else. You further acknowledge and agree that you have carefully read this Agreement and that you have asked any questions needed for you to understand the
terms, consequences and binding effect of this Agreement and fully understand it, including that you are waiving your right to a jury trial. Finally, you agree that you have been provided an opportunity to seek the advice of an attorney of your
choice before signing this Agreement. 
 14. No Oral Modification, Cancellation or Discharge. This Agreement may be changed or
terminated only in writing (signed by you and an authorized officer of the Company). 
 15. Withholding. The Company is authorized to
withhold, or cause to be withheld, from any payment or benefit under this Agreement the full amount of any applicable withholding taxes. 
 16. Governing Law. This Agreement will be governed by the laws of the State of California (with the exception of its conflict of laws provisions). 
 17. Acknowledgment. You acknowledge that you have had the opportunity to discuss this matter with and obtain advice from your private attorney, have had sufficient time to, and have carefully read and fully
understand all the provisions of this Agreement, and are knowingly and voluntarily entering into this Agreement. 
  

 5 

 18. Headings. All captions and section headings used in this Agreement are for
convenient reference only and do not form a part of this Agreement. 
 IN WITNESS WHEREOF, the undersigned have executed this Agreement on
the respective dates set forth below: 
  

					
	ANDREW MILLER	  		  	
			
	 /s/    Andrew Miller
	  	Date: 7/1/09	  	
			
	POLYCOM, INC.	  		  	
			
	 /s/    Sayed M. Darwish
	  	Date: 7/1/09	  	
	Name: Sayed M. Darwish	  		  	
	Title:   SVP, CAO and General Counsel	  		  	

  

 6support.com, Inc. Amended and Restated Executive Incentive Compensation Plan

 Exhibit 10.1 
 

 
 SUPPORT.COM, INC. 
 AMENDED AND RESTATED EXECUTIVE INCENTIVE COMPENSATION PLAN 
 support.com, Inc. (the
“Company”) adopted its Executive Incentive Compensation Plan effective beginning January 1, 2008, as amended and restated effective July 1, 2008, and as further amended and restated effective January 1, 2009. The Company
adopted this Amended and Restated Executive Incentive Compensation Plan (the “Plan”) effective beginning July 27, 2009. The Plan is designed to allow employees to share in Company achievements based on attainment of pre-established,
corporate financial performance and individual performance goals. The Plan is designed to motivate and reward select employees whose performance is critical to the overall success of the Company. 
 Eligibility and Plan Year 
 Plan
eligibility is limited to Managers and above, subject to the annual review and approval of Company management. Employees who participate in a Company sales compensation program are not eligible for the Plan. Eligibility is not automatic. A
participant must be nominated by their supervisor with concurrence of the next level of management, as appropriate. Eligible employees must be employed at the end of the payment period (quarter or year) to be eligible to receive a payment under the
Plan. 
 The Plan is annual, January 1 through December 31, with achievement measured and incentive awards paid on a quarterly
basis, and over achievement measured and paid on an annual basis. 
 Elements of the Plan 
 Each eligible employee has a target incentive award, calculated as a specified percentage of that employee’s annual salary. The incentive award
amount will be based upon two components: (1) achievement by the Company of its financial goals, and (2) achievement by the individual employee of his or her management by objective (“MBO”) goals. 
  

	 	•	 	 Employees will be eligible for an incentive award tied wholly or partially to overall Company performance (the “Company Portion”).

  

	 	•	 	 The remainder of each eligible employee’s target incentive award, if applicable, will be based upon his or her individual MBO goals (the “MBO
Portion”). 

  

	 	•	 	 The Company Portion generally will be a larger percentage of the overall target incentive award for more senior employees, who have a greater influence on Company
results. The Company will establish and may, in its discretion, adjust the percentages of a participant’s overall target incentive award attributable to the Company Portion and the MBO Portion. 

  

	 	•	 	 A partial incentive award shall be paid for partial achievement of financial goals or individual MBO goals on a pro-rata basis. An employee may also receive either
the Company Portion or the MBO Portion if one portion is earned but not the other. 

  

 Page 1 

 The Company Portion 
 The Company will approve financial performance goals in advance for the periods to which the Plan will tie. Financial goals may be defined by quarter, semi-annually or annually. The Company may revise those financial
performance goals at any time in its discretion. The Company Portion of the incentive award is earned only at the close of the period to which it relates and only if the performance goals are achieved as determined by the Company in its discretion.
In order to be eligible for an incentive award, a participant must be an active, full-time employee of the Company on the last day of the period for which the incentive award is earned. 
 For awards under the Amended and Restated Plan, the Company currently expects to select Company financial goals, if applicable, that consist of one or
more measurable performance objectives based on specified levels of or growth in one or more of the following criteria: 
 (1) Revenue and
Sales Growth metrics; 
 (2) Profit, including Earnings Per Share; 
 (3) Margin, including Gross Margin and Operating Margin; 
 (4) Cash and balance sheet metrics; 
 (5) Cost of Goods Sold (COGS) and related efficiency metrics;

 (6) Operating Expenses and efficiency metrics; 
 (7) Returns; 
 (8) Working Capital; and 
 (9) Liquidity Measures. 
 Company financial goals may be
described in terms of Company-wide objectives or objectives that are related to the performance of the individual participant or of a subsidiary, division, department, region or function within the Company or subsidiary in which the participant is
employed. The Company financial goals may be made relative to the performance of other companies. 
 On an annual basis, if the Company
exceeds its pre-established annual financial objectives according to guidelines set by the Company, then an employee may be eligible to receive an incentive award that is greater than 100% of his or her target amount, according to a pre-defined
formula for business overachievement determined by the Company. Overachievement may be capped in an amount determined by the Company in its discretion. Any overachievement will be earned only at the close of the Company’s fiscal year and will
be paid annually. Eligible employees must be employed at the end of the year to be eligible to receive any incentive award payment for overachievement. 
  

 Page 2 

 The MBO Portion 
 Within the first two weeks of each quarter of the Company’s fiscal year, the employee and their supervisor will jointly prepare and agree upon written MBO performance goals for that quarter. In appropriate cases,
MBOs may extend over more than one quarter. These goals would in turn be approved by the supervisor’s manager and then submitted to Human Resources. MBOs should be specific, measurable, attainable, realistic, and timely. MBO goals that are
chosen for Plan participants consist of both quantifiable and non-quantifiable performance objectives based on criteria that can be both measured and defined by the Company in advance of the performance period. They should define what the employee
is going to do and how it will be achieved and measured, with quantifiable outcomes and expected completion dates. MBOs should stretch employees outside their normal job responsibilities. MBOs may consist of both team and individual objectives. MBO
goals are generally derived from the following categories: business performance; operational efficiencies; strategic initiatives; account development and organizational effectiveness. To the extent possible and consistent with the employee’s
job description, the performance goals shall be based on objective criteria. However, certain subjective criteria (such as “working well with co-workers”) will necessarily be included in the goals. 
 Each individual MBO will be weighted as a percentage of the total MBO Portion for the quarter and will be assigned a proportionate dollar award value.
MBOs are evaluated quarterly and any incentive award payments for achievement will be calculated quarterly. If there is a threshold of achievement for a given MBO, the employee must meet that threshold in order for any incentive award to be paid.
Each MBO may be treated differently in terms of threshold for payments. In other words, some MBOs may require an achievement of 80% or better, while others may not have a minimum threshold of achievement. 
 The MBO Portion will be earned only upon completion of the employee’s quarterly performance review demonstrating that the employee has achieved his
or her performance goals during the course of the quarter. 
 Eligibility and Payments to Participants 
 In order to be eligible for an incentive award, a participant must be an active, full-time employee of the Company on the last day of the quarter or year
for which the incentive award is earned. If a participant’s employment terminates prior to the end of the quarter, the employee will not have earned any portion of the incentive award and therefore will not be entitled to any portion of the
incentive award. The Company may make exceptions to this requirement in the event of an employee’s death or disability, as determined by the Company in its sole discretion. Eligible employees who terminate employment for any reason after the
end of the applicable quarter will be entitled to full payment of any earned incentive award on the date fixed for payment. 
 New hires who
are approved for inclusion into the plan, but become full time regular employees after the beginning of the quarter will not receive an award for their initial quarter of service. Exceptions will be made only with approval of the CEO or his
designee. 
 Employees approved for inclusion in the plan arising from promotion and/or transfer after the start of the quarter will not
receive an award for their initial quarter in their new role. Exceptions will be made only with approval of the CEO or his designee. However, if already in the plan, they will be eligible for full participation in their previous position’s rate
based upon that position’s metrics. 
  

 Page 3 

 Awards shall be paid by check less applicable taxes, after the quarterly corporate performance results
are available and certified by the Board of Directors and employee performance against MBO goals is determined, and in any event within 45 days following the end of the period to which the incentive award relates. In no event will any incentive
award be paid earlier than the first day following the end of the period to which the incentive award relates or later than March 15 of the year following the year to which the incentive award relates. All appropriate taxes will be deducted and
withheld from the award payment, as required by federal, state and/or local laws. 
 The existence of, or an employee’s eligibility for,
this Plan shall not be deemed to give the participant the right to be retained in the employ of the Company nor will the Plan, or rights thereunder, interfere with the rights of the Company to discharge any participant at any time. The Plan will not
be deemed to constitute a contract of employment with any participating employee, nor be deemed to be consideration for the employment of any participant. 
 The Plan, as set forth in this document, represents the general guidelines the Company presently intends to utilize to determine what incentive awards, if any, will be paid. If, however, at the sole discretion of the
Company, the Company’s best interest is served by applying different guidelines in special or for unusual circumstances, it reserves the right to do so by notice to such individuals at any time. The Company reserves the right to amend or
discontinue this Plan at any time in the best interests of the Company. Without in any way limiting the foregoing rights of the Company, should a material acquisition, disposition or change in corporate control occur during the Plan period, the
Company reserves the right to amend or discontinue the Plan following such event in such manner as the Company, in its sole discretion, deems appropriate. 
 The Company shall have full power and authority to interpret and administer the Plan and shall be the sole arbiter of all manners of interpretation and application of the Plan and the Company’s determination
shall be final. Any inconsistencies that may occur between the Plan provisions and the calculation of the incentive results will be interpreted and resolved on an individual basis by the Company. 
  

 Page 4

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00161-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00161-of-00352.parquet"}]]