Document:

<PAGE>   1

                                                                    EXHIBIT 10.6

                              EMPLOYMENT AGREEMENT
                               OF ROBERT G. QUINN

        This EMPLOYMENT AGREEMENT (this "AGREEMENT") is made as of April 1, 200
by and BETWEEN OZ.COM, a California corporation ("EMPLOYER"), and ROBERT G.
QUINN ("EXECUTIVE").

                                    RECITALS

        A. EMPLOYER

        Employer is a company building a business of developing and selling
solutions and services relating to mobile Internet applications.

        B. EXECUTIVE

        Executive has developed substantial expertise in law and finance.

        C. INTENTIONS

        Employer intends to engage Executive and Executive intends to accept
employment from Employer on the terms and conditions of this Agreement.

                                    AGREEMENT

        In consideration of the foregoing and of the mutual covenants and
conditions herein contained, the parties hereby agree as follows:

        1. EMPLOYMENT. Employer hereby employs Executive as Chief Financial
Officer, and Executive accepts such employment, upon the terms and subject to
the conditions set forth in this Agreement.

        2. TERM. The term of this Agreement shall be for a period commencing
upon date hereof and ending on March 31, 2002 ("INITIAL TERM"). The period of
time between the commencement of the term of this Agreement and termination of
Executive's employment shall be referred to herein as the "EMPLOYMENT PERIOD."

        3. POSITION AND SERVICES

                3.1 BEST EFFORTS. Executive will occupy the position of Chief
Financial Officer of Employer. During the Employment Period, Executive will
devote his best efforts and substantially all of his business time and attention
to the performance of his duties hereunder and to the business and affairs of
Employer, except for vacation periods as set forth herein and reasonable periods
of illness or other incapacities permitted by Employer's general employment
policies.

                                       1
<PAGE>   2

                3.2 DUTIES. Executive shall perform such duties as are
customarily associated with his position, consistent with the Bylaws of Employer
and as required by Employer's Board of Directors ("BOARD").

                3.3 PLACE OF EMPLOYMENT. For at least the first 3 months of
employment, Executive will be temporarily based at Employees office in
Reykjavik, Iceland. Thereafter, Executive may choose his place of employment
from among Boston, London, Reykjavik, Stockholm, and any additional location
approved by Employer. Employer shall provide Executive with a work authorization
at his place of employment where such authorization is needed. Employer shall
assist Executive in compliance with all immigration laws and shall pay the
reasonable costs of such compliance, specifically including attorneys' fees.
Executive's base salary shall be adjusted upward to reflect any additional
taxation and other cost of living increases associated with the relocation. The
amount of increase will be determined by any applicable CPI (Consumer Price
Index) or other valid indicator generally relied upon by industry or agreed upon
by Employer and Executive.

                3.4 COMPANY POLICIES. The employment relationship between the
parties shall be governed by the general employment policies and practices of
Employer, including but not limited to those relating to protection of
confidential information and assignment of inventions, except that when the
terms of this Agreement differ from or are in conflict with Employer's general
employment policies or practices, this Agreement shall control. Executive will
duly, punctually and faithfully observe Employer's general employment policies
and practices, including, without limitation, any and all rules, regulations,
policies and/or procedures which Employer may now or hereafter establish
governing the conduct of its business.

        4. COMPENSATION

                4.1 SALARY. During the Initial Period, Employer shall pay to
Executive base salary at the annual rate of $250,000. Executive's salary shall
increase March 31, 2001 by the sum of (i) an amount equal to no less than five
percent (5%) and (ii) the percentage increase in the general Consumer Price
Index for the geographic area in which Executive is employed from January 1,
2000 to January 1, 2001. Executive's salary shall be payable at the same time
and basis as Employer pays its payroll in general. For calendar year 2000, and
for any other period during which Executive is domiciled and his services are
rendered substantially in the United States, payment of Executive's salary shall
be paid in U.S. dollars and subject to deductions for social security, federal
and state payroll taxes and unemployment and other standard deductions and
withholdings, otherwise Executive's salary shall be paid in the currency of the
country in which he is domiciled and his salary shall be subject to all
applicable local withholding requirements.

                4.2 STOCK OPTION GRANTS. Executive shall be granted an incentive
stock option to purchase up to 200,000 shares of Employer's common stock under
the terms of the OZ Interactive, Inc. 1995 Stock Option Plan ("Stock Option
Plan"), as amended. These options will be due and exercisable in eight equal
quarterly installments, the first being vested and exercisable June 30, 2000 and
at the end of each calendar quarter thereafter until fully vested.

                                       2
<PAGE>   3

                4.3 PARTICIPATION IN BENEFIT PLANS. During the term hereof,
Executive shall be entitled to participate in any profitsharing, group
insurance, hospitalization, medical, dental, health and accident, disability or
similar plan or program of Employer now existing or established hereafter for
executives.

                4.4 VACATION. Executive shall be entitled to a period of annual
vacation time equal to that provided to employees of equal position by
Employer's policies and procedures regarding vacation, but in no event less than
five weeks per year (including one week off between Christmas and New Years Day
during which the offices of Employer will be closed). The days selected for
Executive's vacation must be mutually agreeable to Employer and Executive.

                4.5 EXECUTIVE BONUS PROGRAM. Executive shall be eligible for and
a full participant in an executive and/or personal bonus program that will
reward him for successfully closing an IPO, increasing shareholder value through
increases in the stock price, and successfully closing strategic acquisitions or
other major accomplishments within his full or partial control as Chief
Financial Officer of the Employer. In the event no such plan is adopted,
approved or implemented by the Board of Directors or the Compensation Committee
thereof, Executive shall receive an annual cash bonus, which shall not exceed
one hundred percent (100%) of his base salary for such period. The bonus shall
be determined in accordance with the following formula, which shall be
calculated no later than March 31 of the year following the year for which the
bonus is to be calculated:

         2000:    2.5% of any net revenues in excess of 1999 net revenues.

         2001:    2.5% of any net revenues in excess of 2000 net revenues.

                4.6 EXPATRIATION BENEFITS. Employee will provide an expatriation
package with the intention of making the relocation economically neutral to
Executive from the point of view of cost of living and tax burdens as compared
with Orange County, California, and paying personal expenses (i.e., business
class travel for Executive and his family and personal phone expenses)
reasonably related to the displacement of Executive and his family from their
home, family and friends. Employer understands that this will include require
frequent travel by members of Executive's nuclear family back to California to
visit Executive parents in law and grandmother.

                4.7 ACCOMMODATION EXPENSES/CAR ALLOWANCE. Employer will, during
the term of this Agreement, bear reasonable expenses of Executive and his family
for accommodation at the place (or places, if Executive is expected to spend
significant time in more than one location) of employment of Executive.
Reasonable accommodation shall mean housing similar to Executive's home in
California within a reasonable commute from Employer's facilities and/or an
acceptable English-language school in the place of employment of Executive.
Employer will furthermore provide a vehicle for Executive's use equivalent to a
Volvo S-80, T6.

        5. DEATH OR DISABILITY DURING EMPLOYMENT. If Executive is prevented from
performing duties hereunder by reason of illness or injury for (i) a period of
six (6) or more consecutive months or (ii) more than 180 days in any consecutive
twelve month period (the date of the determination of disability under clause
(i) or (ii) shall be referred to as the "EFFECTIVE DATE OF DISABILITY"), or if
Executive dies during employment hereunder,

                                       3
<PAGE>   4

Employer shall pay to the Executive if disabled (or in the case of death to the
executors under Executive's last will and testament), the salary that would
otherwise be payable to the Executive under this Agreement through the end of
the six (6) month following the month in which the Executive's Effective Date of
Disability or death occurs, as the case may be. Such payments shall constitute
all of Employer's obligations to Executive in the event of Executive's death or
disability, and all compensation and benefits, except benefits provided by law
(e.g., COBRA health insurance continuation benefits), shall otherwise cease to
accrue. The determination regarding whether Executive is unable to perform
duties hereunder shall be made by Employer's Board of Directors in the
reasonable, good faith exercise of its judgment.

        6. TERMINATION. This Agreement does not grant Executive any right or
entitlement to be retained by the Employer, and shall not affect or prejudice
Employer's right to discharge the Executive in accordance herewith with or
without cause.

                6.1 TERMINATION WITHOUT CAUSE. Employer's Board may terminate
Executive's employment with Employer at any time, upon thirty days' written
notice, without "CAUSE," as defined below. In the event Executive's employment
is terminated without cause, Executive shall be entitled to the payment in full
of all salary and benefits to which Executive would otherwise have been entitled
pursuant to Section 4 of this Agreement, including a pro rated portion of any
bonus for which he would have otherwise been eligible under any executive bonus
program. Such salary and benefits shall constitute the entirety of Employer's
obligations to Executive in the event of the termination of Executive's
employment without cause, except benefits provided by law (e.g., COBRA health
insurance continuation benefits). All salary payable under this Section shall be
paid at the same time and basis as Employer pays its payroll in general.

                6.2 TERMINATION WITH CAUSE. Employer's Board may terminate
Executive's employment with Employer at any time for cause, immediately upon
notice to Executive of the circumstances leading to such termination for cause.
In the event that Executive's employment is terminated for cause, all
compensation and benefits, except benefits provided by law (e.g., COBRA health
insurance continuation benefits), will immediately cease to accrue, and all
compensation and, except as otherwise required by applicable law, benefits
accrued though the date of termination shall be paid to Executive within a
reasonable time thereafter but in no event later than thirty days. The date of
termination shall be the date upon which notice of termination is given.
Employer shall have no further obligation to pay severance of any kind nor to
make any payment in lieu of notice.

                6.3 DEFINITION OF CAUSE. For the purposes of this Agreement,
"CAUSE" shall mean: (a) habitual neglect or insubordination (defined as a
refusal to execute or carry out directions from the Board); (b) conviction of
any felony or any crime involving moral turpitude; (c) willful breach of
Executive's duties to Employer and (d) conduct by Executive, which in the good
faith, reasonable determination of the Board demonstrates gross unfitness to
serve, including but not limited to gross neglect, non-prescription use of
controlled substances, any abuse of controlled substances whether or not by
prescription, or habitual drunkenness, intoxication, or other impaired state
induced by consumption of any drug, including alcohol. [My "cause" too.]

                                       4
<PAGE>   5

        7. ARBITRATION OF DISPUTES

                7.1 CHOICE OF ARBITRATION. Any and all disputes or
controversies, whether of law or fact of any nature whatsoever, arising from or
respecting this Agreement shall be decided in accordance with the then current
arbitration rules of the International Chamber of Commerce ("ICC") or by any
other body mutually agreed upon by the parties. Pre-arbitration discovery shall
be permitted at the request of either party under appropriate protection for
proprietary and confidential business information. If any terms in this Section
15 are inconsistent with the rules of the ICC in effect at the time of the
dispute, then the rules of the ICC shall prevail.

                7.2 NOTICE AND ATTEMPTS TO RESOLVE. Before filing a demand for
arbitration, a party must send the other party written notice identifying the
matter in dispute and invoking the procedures in this paragraph. Such written
notice shall be sent promptly after the party knew or reasonably should have
known of an alleged violation of this Agreement. Within fifteen days after such
written notice is given, one or more principals of each party shall meet at a
mutually agreeable location, for the purpose of determining whether they can
resolve the dispute themselves by written agreement. If the parties fail to
resolve the dispute by written agreement within the fifteen-day period, the
complaining party may then initiate the arbitration process by filing a demand
with the ICC or such other body as the parties may agree upon. Nothing in this
paragraph shall prevent a party from seeking temporary equitable relief, from
ICC or such other body as the parties may mutually agree upon, during the
fifteen-day period if necessary to prevent irreparable harm.

                7.3 NUMBER OF ARBITRATORS. There shall be three arbitrators to
be chosen in accordance with the then current ICC rules for selecting
arbitrators. Either party may disqualify any individual arbitrator who is a
present or past employee, owner, or consultant to the opposing party or a
competing organization.

                7.4 LOCATION AND PROCEDURES. The place of arbitration shall be a
location mutually agreed upon by the parties. At the request of either party,
arbitration proceedings will be conducted in the utmost secrecy and, in such
case, all documents, testimony and records shall be received, heard and
maintained by the arbitrators in secrecy under seal, available for inspection
only by Executive and Employer, their respective attorneys, and their respective
experts, consultants or witnesses who shall agree, in advance and in writing, to
receive all such information confidentially and to maintain such information in
secrecy, and make no use of such information except for the purposes of the
arbitration, until such information shall become generally known.

                7.5 POWER OF ARBITRATORS. The arbitrators, who shall act by
majority vote, shall be able to decree any and all relief of an equitable
nature, including but not limited to such relief as a temporary restraining
order, a temporary injunction, or a permanent injunction, and shall also be able
to award damages, with or without an accounting and costs. The decree or
judgment of an award rendered by the arbitrators may be entered in any court
having jurisdiction over the parties.

                7.6 RIGHTS OF PREVAILING PARTIES. If any action is necessary to
enforce or interpret the terms of this Section 7, the prevailing party shall be
entitled to reasonable attorneys' fees, costs, and necessary disbursements in
addition to any other relief to which that party may be entitled.

                                       5
<PAGE>   6

        8. MISCELLANEOUS

                8.1 BREACH OR VIOLATION OF AGREEMENT. The parties agree that a
breach or violation of this Agreement will result in immediate and irreparable
injury and harm to the innocent party, who shall have, in addition to any and
all remedies of law, the right to an injunction, specific performance or other
equitable relief to prevent the violation of the obligations hereunder, plus
reasonable attorneys' fees and costs incurred in obtaining any such relief.

                8.2 NOTICES. Any notice required to be given pursuant to the
provisions of this Agreement shall be in writing and, if mailed, sent by
registered or certified mail, postage prepaid, or by an overnight delivery
service, to the party named at the address set forth below, or at such other
address as each party may hereafter designate in writing to the other party:

Employer:             OZ.COM
                      Snorrabraut 54
                      105 Rekjavik, Iceland

with a copy to:       Gunnar Thoroddsen, Esq.
                      Snorrabraut 54
                      105 Reykjavik, Iceland

Executive:            Robert G. Quinn
                      18665 Via Torino
                      Irvine, CA  92612

Any such notices shall be deemed to have been delivered when served personally
(including personal delivery by telecopy), in five business days after being
mailed by registered or certified mail, or in two business days after being
mailed by an overnight delivery service.

                8.3 ENTIRE AGREEMENT. This Agreement and that certain
Proprietary Information and Inventions Agreement by and between Executive and
Employer of even date herewith supersede all prior discussions, negotiations and
agreements between the parties with respect to the subject matter, or otherwise
in consideration hereof, and reflects their entire agreement.

                8.4 CHANGE, MODIFICATION, WAIVER. No change or modification of
this Agreement shall be valid unless it is in writing and signed by each of the
parties hereto. No waiver of any provision of this Agreement shall be valid
unless it is in writing and signed by the party against whom the waiver is
sought to be enforced. The failure of a party to insist upon strict performance
of any provision of this Agreement in any one or more instances shall not be
construed as a waiver or relinquishment of the right to insist upon strict
compliance with such provision in the future.

                8.5 SEVERABILITY OF PROVISIONS. Whenever possible, each
provision of this Agreement will be interpreted in such manner as to be
effective and valid under applicable law, but if any provision of this Agreement
is held to be invalid, illegal or unenforceable in any respect under any
applicable law or rule in any jurisdiction, such invalidity, illegality or
unenforceability will not affect any other provision, but this Agreement will be
reformed,

                                       6
<PAGE>   7

construed and enforced in such jurisdiction as if such invalid, illegal or
unenforceable provisions had never been contained herein.

                8.6 SUCCESSORS AND ASSIGNS. The services and duties to be
performed by Executive hereunder are personal and may not be assigned. This
Agreement shall be binding upon and inure to the benefit of Employer its
successors and assigns, and Executive, his heirs and representatives. This
Agreement shall be assignable by Employer to any successor entity to Employer,
or any entity controlled by or under common control with Employer. This
Agreement shall also inure to the benefit of Ericsson Inc., which shall be a
third-party beneficiary to this Agreement.

                8.7 ATTORNEYS FEES. If any legal proceeding is necessary to
enforce or interpret the terms of this Agreement, or to recover damages for
breach therefore, the prevailing party shall be entitled to reasonable
attorneys' fees, as well as costs and disbursements, in addition to any other
relief to which he or it may be entitled.

                8.8 FORM. As used in this Agreement, the singular form shall
include, if appropriate, the plural.

                8.9 HEADINGS. The headings used in this Agreement are solely for
the convenience and reference of the parties and are not intended to be
descriptive of the entire contents of any paragraph and shall not limit or
otherwise affect any of terms, provisions, or constructions thereof.

                8.10 DRAFTING AND CONSTRUCTION. This Agreement shall be
interpreted as if the parties jointly and equally drafted it and any doctrine of
law that might operate to construe any ambiguity against the drafter shall be
inapplicable to this Agreement. The section and paragraph headings in this
Agreement are solely for reference purposes and shall not affect in any way the
meaning or interpretation of this Agreement.

        IN WITNESS WHEREOF, this Agreement is executed as of the date first
above written.

OZ.COM

By: /s/ GARRY HARE
    --------------------------------
                                                     /s/ ROBERT G. QUINN
    --------------------------------                 ---------------------------
      For the Board of Directors                     ROBERT G. QUINN

                                       7<PAGE>   1

                                                                   EXHIBIT 10.7

[OZ LOGO]

OZ hf.
Snorrabraut 54
105 Reykjavik

                               EMPLOYMENT CONTRACT

OZ hf., Snorrabraut 54 Reykjavik, identification number 591291-3009 and Skuli
Valberg Olafsson, Miohusum 7, Kt. 010766-4519, hereinafter referred to as
employee, have agreed to the following employment contract:

A.   SPECIAL TERMS

OZ hf. hereby employs employee as Managing Director of OZ hf in Iceland and
Chief Operating Officer (COO) of OZ.COM in a full time 100% position. Employees
supervisor is the CEO of OZ.COM.

Monthly compensation will be ISK 750.000.

Employee has the right to purchase 200.000 shares of OZ.COM for the next 3 years
according to the Company's Employee Stock Option Plan.

Employee receives an automobile for personal use valued at ca. ISK 3.000.000 to
be leased by the Company.

In case of termination by the Company employee receives 6 months base salary.
All other benefits under this contract terminate as of date of termination.

The special terms of this chapter supersede the general terms of chapter B.

<PAGE>   2

Employment Contract

1.   KAUP

Manaoarlaun starfsmanns eru fost heildarlaun fyrir starfio og er pvi ekki
greitt serstaklega fyrir yfirvinnu eoa veittar serstakar uppbaetur, svo sem
orlofs- eoa desemberuppbot.

Laun skulu tekin til endurskoounar a 6 manaoa fresti, i januar og juli hvert ar,
og skal vio pa endurskooun taka mio af almennum launabreytingum svo sem
vegna kjarasamninga stettarfelaga eoa breytinga a visitolu.

Se einhverra hluta vegna, svo sem vio upphaf starfs, starfslok eoa vegna
launalauss leyfis, aoeins unnio hluta ur manuoi er greitt hlutfallslega mioao
vio fjolda unninna daga sem hlutfall af fjolda virkra daga i viokomandi manuoi.

Laun greioast manaoarlega eftir a, fyrsta virkan dag naesta manaoar. Starfsmaour
skal gefa OZ hf upplysingar um vioskiptareikning i bankastofnun sem laun skulu
leggjast inn a.

2.   Vinnutimi

Vinnuskylda er ao lagmarki 40 klukkustundir a viku mioao vio 5 virka daga i
viku. Hlutfallslega par af beri almennan fridag upp a virkum degi.

Almennir fridagar eru allir helgidagarpjookirkjunnar, sumardagurinn fyrsti,
1. mai, 17. juni og fyrsti manudagur i agust. Beri aofangadag og gamlarsdag upp
a virkan dag teljastpeir sem halfur fridagur hvor.

Vinnudagur skal hefjast fyrir kl. 10:00 ardegis og standa ao lagmarki til kl.
16:00 siodegis, enda se ekki serstaklega um annao samio vio yfirmann. A
timabilinu fra kl. 10:00 til 16:00 eru vioveruskylda a vinnustao ogpvi
porf a sampykki yfirmanns seporf a fjarveru apessum tima.

Oski yfirmaour eftir ao starfsmaour vinni lengur en til kl. 23 pannig ao
ekki naist ao lagmarki 11 stunda hvild fyrir upphaf naesta vinnudags, ma
starfsmaour fresta pvi ao hefja storf naesta dag par til 11 stunda hvild
er nao.

Oski yfirmaour eftir ao starfsmaour vinni yfirvinnu, skal starfsmanni veittur
launaour fridagur fyrir hverjar 6 klukkustundir sem unnar eru umfram 50 stunda
vinnuviku eoa hlutfallslega par af beri fridag upp a virkum degi. pessir
fridagar skulu teknir i samraoi vio yfirmann.

Starfsmanni er skylt ao fylla skilmerkilega ut vinnuskyrslu fyrir hverja viku og
senda yfirmanni til staofestingar i upphafi naestu vinnuviku.

3.   Matartimar

Matartimi i hadegi skal vera 1/2 klukkustund a timabilinu 12:00 til 13:00 og
telst hann til venjulegs vinnutima.

Vinni starfsmaour yfirvinnu fra kl. 18:00 til kl. 21:00 a hann rett
a 1/2 klukkustund i kvoldmat a timabilinu 19:00 til 20:00 og skal maturpa vera
tiltaekur a vinnustao.

4.   Orlof

Orlof skal vera tveir dagar fyrir hvern unninn manuo a sioasta orlofsari og
reiknast halfur manuour eoa meira heill manuour, en skemmri timi telst ekki meo

Orlof skal avallt tekio i samraoi vio yfirmann.

Veikist starfsmaour i orlofi pao alvarlega ao hann geti ekki notio
orlofsins, skal hann a fyrsta degi, tilkynna OZ hf. um veikindin og hja hvaoa
laekni hann hyggst fa laeknisvottoro. Geri hann pao og standi veikindin
samfellt lengur en prja solarhringa, a starfsmaour rett a uppbotarorlofi
jafn langan tima og veikindin sannanlega voruou. Undir framangreindum
kringumstaeoum skal starfsmaour avallt faera sonnur a veikindi sin meo
laeknisvottoroi. OZ hf. a rett a ao lata laekni vitja starfsmanns er veikst
hefur i orlofi.

Faeoingarorlof allt ao 6 manuoum telst til unnins tima vio utreikning
orlofsrettar.

<PAGE>   3

Employment Contract

Ao ooru leyti fer um orlof skv. logum um orlof nr. 30/1987.

5.   Serstakar skyldur

Starfsmaour skal sinna peim storfum sem yfirmaour felur honum.

An fyrirfram gefins sampykkis OZ hf skal starfsmanni i oheimilt ao starfa
hja oorum vinnuveitanda eoa ao oorum launuoum verkefnum.

I 6 manuoi frapvi ao raoningarsambandi vio OZ hf lykur er starfsmanni
oheimilt ao leita eftir vioskiptum vio vioskiptavini OZ hf. eoa bjooa oorum
starfsmonnum OZ hf. storf annarsstaoar.

Oll gogn og upplysingar, i hvaoa formi sempaer kunna ao vera, svo sem
baekur, skyrslur, spjaldskrar, vinnugogn ofl., hvort sem eru a tolvutaeku formi
eoa ekki og vioskiptasambond sem starfsmaour aflar eoa kemst yfir i starfi sinu
hja OZ hf. eoa fyrirtaekjum i eigu OZ hf., eru eign OZ hf. eoa fyrirtaekja OZ
hf. og skulu skilinpar eftir ef starfsmaourinn haettir storfum. Starfsmenn
vio grafiska honnun skulupo eiga rett til eignareintaka af myndverkum sem
peir skapa i storfum sinum fyrir OZ hf. Notkun slikra eignareintaka skal
takmarkast vio einkasyningar og notkun til kynningar a eigin haefni,p.e. til
geymslu i ferilskra.

Starfsmaour skal gaeta fyllstu pagmaelsku um hvaoeina er hann verour askynja
um starfsemi OZ hf i starfi sinu. Pagnarskyldan gildir eins pott
raoningarsamband se ekki lengur fyrir hendi. Starfsmanni er oheimilt ao tja sig
um malefni OZ hf., starfsmenn eoa eigendur, i fjolmiolum eoa a annan opinberan
mata eftir ao hann laetur af storfum hja OZ hf. OZ hf. skal bundinn sams konar
skyldu gagnvart starfsmanni.

Starfmanni er ljost ao allar upplysingar, hugmyndir, vinnuaoferoir,
vinnuskipulag, oll verkefni, lokio og olokio, aaetlanir eoa framtioarmarkmio og
hvaoeina annao sem felur i ser veromaeti fyrir OZ hf. er atvinnuleyndarmal og
eign OZ hf. Ipvi felst ao starfsmanni er meo ollu oheimilt ao ljostra upp
eoa hagnyta a nokkurn hatt, i hverjum tilgangi sem pao kann ao vera slik
atvinnuleyndarmal eoa aora serstaka vitneskju um starfsemi eoa vioskipti OZ. hf.
eoa fyrirtaekja i eigu OZ. hf., sem hann hefur oolast i starfi sinu fyrir OZ.
hf. og brotio getur i baga vio hagsmuni OZ hf.

Ao ooru leyti fer um meofero trunaoarupplysinga eftir reglum OZ hf. a hverjum
tima.

Brjoti starfsmaour paer serstoku skyldur sem her er lyst meoan
vinnusambandio er i gildi, skal teljast um verulega vanefnd ao raeoa sem heimili
OZ hf riftun a samningnum.

6.   Hugverkarettur

Verk starfsmanns ipagu OZ hf. samkvaemt samningipessum eru eign OZ hf.
Gildirpao jafnt hvort um er ao raeoa verk sem hofundarettur naer til, sbr.
b-lio 42.gr. hofundarlaga nr. 73/1972, uppfinningu sem vernduo verour meo
einkaleyfi, hugmynd, aofero, atvinnuleyndarmal eoa hvers konar hugverk sem
starfsmaourproar eoa vinnur ao samkvaemt samningipessum. Starfsmanni er
ljost ao oll slik verk veroa orjufanlegur hluti annarrar framleioslu OZ hf.

Starfsmanni skal skylt ao veita OZ hf pa aostoo sem yfirmaour starfsmanns
eoa stjornendur OZ hf kjosa til verndar hofundaretti hvar sem er i heiminum,
hvort sem er meo skraningu einkaleyfa eoa a annan hatt. OZ hf er samkvaemt
pessu heimil hver su nyting a afuroum starfsmanns i vinnu fyrir OZ hf sem
stjornendur pess meta retta, p. a m. til breytinga.

Starfsmanni skal, ao osk yfirmanns, skylt ao aostooa vio breytingar a forriti
eoa annarri afuro starfa sinna fyrir OZ hf.

7.   Vinna utan vinnustaoar

Se vinna unnin utan vinnustaoar greioir OZ hf. feroakostnao fra vinnustao til
afangastaoar og til baka, hotelkostnao og dagpeninga fyrir hvern dag
feroarinnar. Dagpeningar eru til greioslu faeois og feroakostnaoar a vioverustao
og fer upphaeo dagpeninga eftir reglum OZ hf. hverju sinni.

Starfsmaour skal sjukra-, slysa-, feroa-, og farangurstryggour a feroum sinum a
vegum OZ hf. skv. reglum OZ hf. hverju sinni.

<PAGE>   4

Employment Contract

8.   Greioslur launa i slysa- og veikindatilfellum

Forfallist starfsmaour fra vinnu vegna slysa vio vinnuna, a beinni leio til eoa
fra vinnu, eoa vegna atvinnusjukdoma, sem orsakast af henni, skal hann fa greidd
laun fyrir dagvinnu i allt ao 3 manuoi samkvaemt peim samningi sem
viokomandi tok laun eftir.

Launagreioslum til starfsmanns i veikindaforfollum hans skal a 1. ari haga
pannig ao tveir dagar greioast fyrir hvern unnin manuo. Eftir eitt ar i
starfi skal haga launagreioslum til starfsmanns i veikindaforfollum hans
pannig, ao tveir manuoir greioast a hverjum 12 manuoum. Eftir fimm ar i
starfi skal haga launagreioslum til starfsmanns i veikindaforfollum hans
pannig, ao 4 manuoir greioast a hverjum 12 manuoum. Eftir 10 ar i starfi
skulu launagreioslur vera i 6 manuoi a hverjum 12 manuoum.

Ef starfsmaour veikist og getur af peim sokum ekki sott vinnu, skal hann
pegar tilkynna pao yfirmanni sinum sem akveour hvort laeknisvottoros
skuli krafist. OZ hf. greioir laeknisvottoro i pessu tilviki.

Starfsmaour a rett a faeoingarorlofi samkvaemt logum nr. 57 fra 1987 um
faeoingarorlof asamt sioari breytingum. Um greioslur i faeoingarorlofi fer
samkvaemt akvaeoum laga um almannatryggingar.

Eftir 2 ara starf teljast fjarvistir vegna faeoingarorlofs allt ao 6 manuoum til
starfstima vio mat a veikindarretti.

Foreldri, eoa forraoamaour barns, skal eftir fyrsta starfsmanuo heimilt ao verja
samtals 7 vinnudogum a hverju tolf manaoa timabili, til aohlynningar sjukum
bornum sinum undir 13 ara aldri og halda dagvinnulaunum sinum, enda veroi
annarri umonnun ekki komio vio.

9.   Lifeyrissjooir

Um lagmarksiogjald til lifeyrissjoos fer samkvaemt akvaeoum laga um
skyldutryggingu lifeyrisrettinda og starfsemi lifeyrissjooa, nr. 129 fra 1997.
Lifeyrissjoosiogjald starfsmanns, sem dregio er af launum hans og
lifeyrissjoosiogald sem greitt er af OZ hf., skal greitt til pess
lifeyrissjoos sem starfsmaourinn kys, enda starfi sjoourinn samvkaemt reglugero
staofestri af fjarmalaraouneytinu og starfsmaour eigi ekki skylduaoild ao oorum
lifeyrissjooi.

10.  Uppsagnarfrestur

Uppsogn skal vera skrifleg og se uppsagnarfrestur einn manuour eoa lengri skal
hann bundinn vio manaoamot.

Eftir 2 ara starf teljast fjarvistir vegna faeoingarorlofs allt ao 6 manuoum til
starfstima vio mat a uppsagnarfresti

Pessi uppsagnarakvaeoi gildapo ekki ef starfsmaour synir vitaveroa
vanraekslu i starfi sinu eoa OZ hf. gerist brotlegt gagnvart starfsmanni.

11.  Annao

Efni pessa samnings eru trunaoarmal. OZ hf. leggur aherslu a aopeir seu
ekki raeddir vio aora, hvorki innan fyrirtaekis ne utan.

Risi agreiningur um samning pennan ma bera hann undir Heraosdom Reykjavikur.

Reykjavik, ___________________.

Fyrir hond OZ hf.                       Starfsmaour

____________________________________    ______________________________________
<PAGE>   5
[OZ LOGO]

OZ hf.
Snorrabraut 54
105 Reykjavik

                               EMPLOYMENT CONTRACT

OZ hf., Snorrabraut 54 Reykjavik, identification number 591291-3009 and

Skuli Valberg Olafsson, Miohusum 7, Kt. 010766-4519, hereinafter referred to as
employee,

have agreed to the following employment contract:

A. SPECIAL TERMS

OZ hf. hereby employs employee as Managing Director of OZ hf in Iceland and
Chief Operating Officer (COO) of OZ.COM in a full time 100% position. Employees
supervisor is the CEO of OZ.COM.

Monthly compensation will be ISK 750.000.

Employee has the right to purchase 200.000 shares of OZ.COM for the next 3 years
according to the Company's Employee Stock Option Plan.

Employee receives an automobile for personal use valued at ca. ISK 3.000.000 to
be leased by the Company.

In case of termination by the Company employee receives 6 months base salary.
All other benefits under this contract terminate as of date of termination.

The special terms of this chapter supersede the general terms of chapter B.

OZ hf.                            Confidential                            page 1

<PAGE>   6

Employment Contract

B. GENERAL TERMS

1. Wages

Employee's monthly compensation as stated above will be considered the total
compensation for such position and no further wages or bonuses will be paid.

Wages will be reevaluated every six months, in January and July of each year.
Such reevaluation shall be based upon general changes in salaries due to new
agreements made by labor unions or due to changes in price indexes.

If, due to any reason, such as at the beginning or termination of employment or
due to unpaid leave of absence, the employee works only a part of a month, the
employee will receive relative compensation based on the number of days worked
in proportion to the number of work days in the month in question.

Wages will be paid monthly on the first work day of the succeeding month. The
employee shall give OZ hf. information about the bank and account, which the
compensation shall be paid into.

2. Workdays and working hours

The employee shall work a minimum of 40 hours per week based on 5 workdays per
week, Monday through Friday, less any general holidays occurring on a workday.

General holidays are all legal holidays, The First Day of Summer, 1st of May,
17th of June and the First Monday of August. If the 24th of December and the
31st of December occur on a workday each will be considered as half a working
day.

If not otherwise approved by a supervisor, the employee shall work from 10 AM
the latest each workday morning and remain on site at least until 4 PM. The
employee's supervisor must approve any absence during this time.

The employee shall in the beginning of each week file a detailed work-report
accounting for the hours worked during the previous week. The employee shall
directly turn such work-report in to his supervisor for confirmation purposes.

3. Lunch and dinner breaks

Lunchtime will be 1/2 an hour, any time between 12 PM and 1 PM. Lunchtime is
included in the calculation of working hours.

The employee has the right to a dinner break, included in the calculation of
working hours, if he works overtime between 6 PM and 9 PM. Meals will in such
case be provided at the work site between 7 PM and 8 PM.

4. Vacation

Vacation shall be two days for every full month worked during the previous year.
Half a month or more shall be considered as a full month but less than half a
month will not be considered at all.

Use of vacation days shall always subject to prior approval by supervisor.

The employee shall, if he can not enjoy his vacation due to serious illness,
notify OZ hf. of his sickness and inform the corporation of the name of the
doctor, which he intends to ask for a health certificate to certify

OZ hf.                            Confidential                            page 2

<PAGE>   7

Employment Contract

his illness. If the employee remains sick continuously for 72 hours following
such notification, the employee has the right to extra vacation days
corresponding to the consecutive days of illness. Under these conditions the
employee must always prove his illness by referring to a health certificate. If
the employee becomes ill during vacation, OZ hf. has the right to have a doctor
verify the employee's condition.

Leave of absence due to childbirth, up to a maximum of six months, will be
considered as workdays when vacation rights are calculated.

Vacation rights will otherwise depend on the Vacation Act no. 30/1987.

5. Special duties and obligations

The employee shall fulfill his duties as instructed by his supervisor at all
times. OZ hf. has the right to direct the employee from one project to another
and/or transfer the employee from one department to another as considered
necessary by the corporation's supervisors.

Without OZ's hf. approval, the employee shall not work for other employers or
receive any compensation for work elsewhere.

During the period of six months following the termination or completion of this
contract, the employee shall not seek the business of OZ's clients or offer
employment elsewhere to any current employees of OZ hf.

Any data, material, papers or information, in any form whatsoever, such as
books, reports, data sheets, working material, and so forth, that have been
stored digitally, printed, or are kept in any other form, or business
relationships that the employee obtains or comes by during his employment by OZ
hf., are exclusive possessions of OZ hf. Employee must under all conditions
leave such material in the possession of OZ at the completion or termination of
his employment. However, employees working as graphical designers, have the
right to withhold a copy of their own work of authorship, for the sole purpose
of demonstrating to others their prior work as designers.

The employee is bound to secrecy as regards everything he learns about OZ hf.'s
operations during his employment for OZ hf. Such obligation of secrecy remains
also after the termination or completion of the employee's employment with OZ
hf. The employee is prohibited to discuss, divulge, or disclose any matters
affecting or relating to the business OZ hf., its employees or owners, publicly
or to any member of the mass media after the termination or completion of this
contract. OZ hf. shall be bound to the same kind of secrecy towards the
employee.

The employee agrees that all information, ideas, work methods, work processes,
all projects whether in process or completed, plans or future goals, and
everything else which has any value for OZ hf., is a trade secret and the sole
property of OZ hf. For that reason the employee is strictly prohibited to
disclose or use in any way, for any purpose whatsoever, such trade secrets or
any other specific knowledge of OZ hf.'s trade or operations or any businesses
owned by OZ hf., which he has learned of during his employment for OZ hf.

In addition to the terms stated in this contract the special policies and
procedures issued by OZ hf. regarding the treatment of confidential information
bind the employee.

Violation of the terms set out above will be considered a material breach of
this contract and will, not exclusive of other sanctions, entitle OZ hf. to
immediate termination of this contract.

OZ hf.                            Confidential                            page 3

<PAGE>   8

Employment Contract

6.  Intellectual property rights

Any intellectual property made by the employee for OZ hf. under the duration of
this contract is and shall be the sole property of OZ hf. That applies to any
copyright in correspondence and according to Article b-42 of the Copyright Act
no. 73/1972, any invention which can be protected by patent, ideas, methods,
trade secrets, or any other intellectual property rights that the employee works
with under this contract. The employee agrees that any such work will be an
undivided part of OZ hf.'s production and its exclusive property.

The employee shall assist OZ hf. in any way OZ hf. sees fit and necessary to
protect any intellectual property rights, such as copyrights or patent rights,
anywhere in the world. Accordingly OZ hf. has the right to use in any way OZ
chooses, including changing or adding to, any product or idea produced by the
employee during the course of employment.

Employee shall, pursuant to OZ hf.'s request, assist with all changes made to
software or any other product made by the employee during his employment for OZ
hf.

7. Travel expenses

OZ hf. will reimburse employee for any and all necessary, customary, and usual
expenses incurred by him while traveling for and on behalf of OZ hf. pursuant to
OZ hf.'s directions. The amount of expenses paid is subject to policy rules
issued by OZ hf.

Employee shall receive health-, accident- and travel insurance while traveling
on behalf of OZ hf., subject to policy rules issued by OZ hf.

8. Accident or illness.  Compensation

If employee can not work, as result of an accident that occurred while he was
performing his duties as employee, on his way to or from work, or because of a
occupational hazard, he shall receive compensation in the form of normal months
wages according to this contract for the maximum time period of three months.

Employee's compensation during time of illness shall be; during the first year
of employment: two days wages for every one month of work; after one year of
employment: two months wages for every 12 months of work after five years of
employment: four months for every 12 months of work; and after ten years of
employment: 6 months for every 12 months of work.

Employee shall notify OZ hf. if he becomes ill and can not perform his duties
according to this contract. OZ hf. then decides if employee must provide a
health certificate, which in such case will be paid by OZ hf.

Employee has the right to leave in case of childbirth in accordance with Act no.
57/1987 on Leave Due to Childbirth as amended. In such case employee has the
right to payments in accordance with the Social Security Act.

After two years of employment, leave due to childbirth up to the time period of
six months, will be considered as time of employment with respect to rights to
compensation during time of illness.

If the employee is a parent or a custodian of a child, he has the right to leave
up to a total of seven working days for every twelve months of employment with
full compensation as stated above, if necessary to nurse his sick child of
twelve years old or younger.

OZ hf.                            Confidential                            page 4

<PAGE>   9

Employment Contract

9. Pension Fund

Payments to a pension fund will be made in accordance with law no. 129/1997. The
employee's premium, deducted from the compensation stated above in Article 1,
and the premium paid by OZ hf., shall be paid to the pension fund chosen by the
employee, provided that the pension fund operates in accordance with a directive
approved by the Ministry of Finance and the employee is not obliged to pay to
another pension fund.

10. Option to terminate

During the first three months of employment, both parties have the option to
terminate this contract with one week's prior notice. After the first three
months of employment and for the next three months thereafter both parties have
the right to terminate this contract with one month's prior notice. After six
months of employment, both parties have the right to terminate this contract
with three month's prior notice.

Notice of termination shall be in writing. After six months of employment,
notice of termination shall be effective as of the beginning of the next month
following OZ's receipt of the notice of termination.

After two years of employment, leave due to childbirth up to a maximum of six
months, will be counted as workdays in determining the necessary notice for
termination of employment.

These provisions, concerning the option to terminate will not be binding in case
of serious misconduct on behalf of the employee while performing his duties as
employee or in case of misconduct by OZ hf. towards the employee.

11. Miscellaneous

This contract shall remain confidential. OZ hf. emphasizes that no subject
matter of this contract shall be disclosed or discussed with others, whether
within the company or elsewhere.

The City Court of Reykjavik may resolve any controversy arising under this
contract.

Reykjavik, Iceland.

On behalf of OZ hf.:                      Employee:

SKULI MOGENSEN                            /s/ SKULI VOLBERG OLAFSSON
-----------------------------------       --------------------------------------

OZ hf.                            Confidential                            page 5

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00010-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00010-of-00352.parquet"}]]