Document:

exhibit10-79.htm

Exhibit 10.79 

 

Jim Caulfield 2010 Management Incentive Plan

 

JIM CAULFIELD

2010 MANAGEMENT INCENTIVE PLAN

 

Under the Move, Inc. 2010 Management Incentive Plan (the “Bonus Plan”), you will be eligible to receive a performance bonus based upon achievement of performance objectives. Your bonus may be up to the following amounts: 

 

Sixty Percent (60%) will be based on Corporate Financial Performance and forty percent (40%) will be based on Individual Performance Objectives; provided that the Company must exceed the Threshold Performance level for a bonus to be payable under the Bonus Plan. Your target bonus for 2010 is 100% of your 2010 annual base salary (“Target Bonus”). Your Target Bonus is your expected bonus amount assuming successful achievement of all of the corporate and all of your performance objectives.

 

	      	At Threshold Performance Level:	      	0% of Target Bonus
	 	 
	 	At Target Performance Level:	 	100% of Target Bonus (60% for Corporate Financial Performance; 40% for Individual Performance)

Achievement in between levels will be calculated according to the bonus formula described below.

 

Individual Performance Objectives

 

Your expected bonus for the Individual Performance Objectives element is 40% of your Target Bonus (at acceptable satisfaction of your objectives). Your performance will be assessed by your immediate manager based on how you and Move, Inc. (the “Company”) delivered against the published corporate goals with an emphasis on fostering Company culture and talent development.

 

Corporate Financial Performance Element

 

The Corporate Financial Performance element will be determined based on the financial matrix that includes EBITDA and Revenue components. A copy of the financial matrix is being provided to you in connection with this Bonus Plan. Final determination of any and all bonus awards is subject to the approval of the Company’s Management Development and Compensation Committee.

 

 

JIM CAULFIELD

 

Payment of any bonus award shall be based on the Company’s overall financial position at the time performance is reviewed by the Management Development and Compensation Committee. Final approved bonuses, as applicable, will be paid after year-end close (i.e., the bonus is annual, not quarterly).

 

General Terms & Conditions:

 

These general terms and conditions apply to the Bonus Plan and any and all applicable payments under the Bonus Plan. To the extent that these general terms and conditions conflict with any other terms of this Bonus Plan, these general terms and conditions shall control.

 

Participant must be employed on the Bonus Plan payment date (“Payment Date”) to be eligible to receive a bonus. The Payment Date will be no later than April 15, 2011.

 

Any participants who become employed after January 1, 2010 will have their payout pro-rated based on the number of days employed in 2010, provided they meet the other terms and conditions of this Bonus Plan, including remaining employed through the Payment Date.

 

Employees who go on a Leave of Absence, including disability, will have any potential bonus payment pro-rated based on actual days of full service employment in 2010, provided they meet the other terms and conditions of this Bonus Plan, including remaining employed through the Payment Date. Vacation, normal sick leave and jury duty will not cause a pro-ration.

 

The Company reserves the right to amend the Bonus Plan at any time with or without notice, and all payments under the Bonus plan are at the sole discretion of senior management, except as subject to the approval of the Management Development and Compensation Committee.

 

Participation in the Bonus Plan does not change your at-will employment status at the Company. This means that unless expressly agreed otherwise in writing signed by the Chief Executive Officer of the Company and you, both you and the Company retain the right to end your employment relationship at any time with or without notice, with or without cause.

 

Your signature below indicates that you have received, read and understand the Bonus Plan.

 

	 	 	 	 
	      	Name	      	Date
	 	 	 	 
	 	 	 	 
	 	Print Nameexhibit10-80.htm

Exhibit 10.80 

 

Letter agreement effective January 1, 2011 between Steve Berkowitz and Move, Inc. regarding paid time off

 

MOVE

910 East Hamilton Ave., 6th Floor 

Campbell, CA 95008 

 

November 17, 2010 

 

Dear Steve,

 

Effective January 1, 2011, you and other senior executives reporting directly to the you (the “Leadership Team”) will no longer be subject to, or accrue or accumulate paid time off under the vacation, floating holiday and/or paid sick leave policies set forth in the Move Inc. Employee Handbook or in your offer letter or any other documentation with the Company.

 

Rather, members of the Leadership Team will be permitted to take paid time off for vacation and personal matters, subject to business needs, with your approval. The primary limitations on permitting the taking of vacation or time off for personal matters will be those dictated by your job responsibilities. Accordingly, there will be no prescribed limits on the amount of vacation or personal time, if any, that you may request or be permitted to take in a given year notwithstanding any reference thereto in any offer letter or any other documentation with the Company.

 

In addition, paid time off for occasional, short illnesses will be permitted on an as-needed basis, subject to medical verification if requested. Leadership Team members who qualify for and are granted a leave of absence under Move Inc.’s Disability Leave of Absence or Family and Medical Leave of Absence policies will be paid for up to a maximum of ninety (90) days of any such leave taken in any twelve (12)-month rolling period, less any income received from any income replacement benefits or insurance provided pursuant to any applicable law or Company-sponsored insurance or benefit program.

 

Members of the Leadership Team will retain all vacation accrued on or before December 31, 2010. Paid time off taken on or after January 1, 2011 will reduce any such accrued vacation balance. If upon separation from employment, a Leadership Team member has a balance of unused vacation, he or she will be paid out in accordance with the Company’s policies and practices and applicable law.

 

Please indicate you acceptance of these terms by signing below and returning this letter to me. 

 

Very truly yours,

 

       /s/ Jim Caulfield 

 

Jim Caulfield 

EVP and General Counsel

 

	cc	      	Carol Brummer, VP, Human Resources	 	 	 
	 	 	 	 	 	 	 
	 	 	Name 	/s/ Steve Berkowitz	 	Date	11/17/10	 
	 	 	Steve Berkowitzexhibit10-81.htm

Exhibit 10.81

 

Letter agreement effective January 1, 2011 between Rob Krolik and Move, Inc. regarding paid time off

 

MOVE

910 East Hamilton Ave., 6th Floor

Campbell, CA 95008

 

November 17, 2010

 

Dear Rob,

 

Effective January 1, 2011, you and other senior executives reporting directly to the CEO (the “Leadership Team”) will no longer be subject to, or accrue or accumulate paid time off under the vacation, floating holiday and/or paid sick leave policies set forth in the Move Inc. Employee Handbook or in your offer letter or any other documentation with the Company.

 

Rather, members of the Leadership Team will be permitted to take paid time off for vacation and personal matters, subject to business needs, with the approval of the CEO. The primary limitations on permitting the taking of vacation or time off for personal matters will be those dictated by your job responsibilities. Accordingly, there will be no prescribed limits on the amount of vacation or personal time, if any, that you may request or be permitted to take in a given year notwithstanding any reference thereto in any offer letter or any other documentation with the Company.

 

In addition, paid time off for occasional, short illnesses will be permitted on an as-needed basis, subject to medical verification if requested by the CEO. Leadership Team members who qualify for and are granted a leave of absence under Move Inc.’s Disability Leave of Absence or Family and Medical Leave of Absence policies will be paid for up to a maximum of ninety (90) days of any such leave taken in any twelve (12)-month rolling period, less any income received from any income replacement benefits or insurance provided pursuant to any applicable law or Company-sponsored insurance or benefit program.

 

Members of the Leadership Team will retain all vacation accrued on or before December 31, 2010. Paid time off taken on or after January 1, 2011 will reduce any such accrued vacation balance. If upon separation from employment, a Leadership Team member has a balance of unused vacation, he or she will be paid out in accordance with the Company’s policies and practices and applicable law.

 

Please indicate you acceptance of these terms by signing below and returning this letter to me.

 

Very truly yours,

 

	       	/s/ Steve Berkowitz	 	 	 
	 	 	 	 
	Steve Berkowitz	 	 	 
	Chief Executive Officer	 	 	 
	 	 	 	 	 
	cc       	Carol Brummer, VP, Human Resources	 	 	 
	 	 	 	 	 	 
	 	Name   	/s/ Rob Krolik	Date	       11/17/10	 
	 	Rob Krolikexhibit10-82.htm

Exhibit 10.82

 

Letter agreement effective January 1, 2011 between Errol Samuelson and Move, Inc. regarding paid time off

 

MOVE

910 East Hamilton Ave., 6th Floor

Campbell, CA 95008

 

November 17, 2010

 

Dear Errol,

 

Effective January 1, 2011, you and other senior executives reporting directly to the CEO (the “Leadership Team”) will no longer be subject to, or accrue or accumulate paid time off under the vacation, floating holiday and/or paid sick leave policies set forth in the Move Inc. Employee Handbook or in your offer letter or any other documentation with the Company.

 

Rather, members of the Leadership Team will be permitted to take paid time off for vacation and personal matters, subject to business needs, with the approval of the CEO. The primary limitations on permitting the taking of vacation or time off for personal matters will be those dictated by your job responsibilities. Accordingly, there will be no prescribed limits on the amount of vacation or personal time, if any, that you may request or be permitted to take in a given year notwithstanding any reference thereto in any offer letter or any other documentation with the Company.

 

In addition, paid time off for occasional, short illnesses will be permitted on an as-needed basis, subject to medical verification if requested by the CEO. Leadership Team members who qualify for and are granted a leave of absence under Move Inc.’s Disability Leave of Absence or Family and Medical Leave of Absence policies will be paid for up to a maximum of ninety (90) days of any such leave taken in any twelve (12)-month rolling period, less any income received from any income replacement benefits or insurance provided pursuant to any applicable law or Company-sponsored insurance or benefit program.

 

Members of the Leadership Team will retain all vacation accrued on or before December 31, 2010. Paid time off taken on or after January 1, 2011 will reduce any such accrued vacation balance. If upon separation from employment, a Leadership Team member has a balance of unused vacation, he or she will be paid out in accordance with the Company’s policies and practices and applicable law.

 

Please indicate you acceptance of these terms by signing below and returning this letter to me.

 

Very truly yours,

 

	       	/s/ Steve Berkowitz	 	 	 
	 	 	 	 
	Steve Berkowitz	 	 	 
	Chief Executive Officer	 	 	 
	 	 	 	 	 
	cc       	Carol Brummer, VP, Human Resources	 	 	 
	 	 	 	 	 	 
	 	Name   	/s/ Errol Samuelson	Date	       Dec. 7, 2010	 
	 	Errol Samuelson

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