Document:

EX-10.4.60

 Exhibit 10.4.60 

Employment Agreement Amendment No. 1 

This Employment Agreement Amendment No. 1 (this “Amendment”) is made September 12, 2013 between Harris Interactive Inc., a
Delaware corporation (the “Company”), and Eric W. Narowski (“Executive”). 
 This Amendment amends the Employment
Agreement made between the Company and Executive effective as of March 27, 2012 (the “Employment Agreement”). All terms of the Employment Agreement, except as amended hereby, remain in full force and effect. Capitalized terms not
otherwise defined herein shall have the meanings given to them in the Employment Agreement. 
 1. Section 3.1 of the Employment
Agreement is hereby amended to read in its entirety as follows: 
 3.1 Base Compensation. As compensation for Executive’s
services, Company shall pay to Executive base compensation in the form of salary (“Base Compensation”) in the amount of $250,000 per annum; provided, however, if the Company achieves ninety-five percent (95%) of budgeted adjusted
EBITDA (EBITDA adjusted to remove the effect of non-cash stock-based compensation expense and restructuring and other charges) for the fiscal quarter ending September 30, 2013, as approved by the Board of Directors of the Company (the
“Board”), subject to adjustment for any extraordinary and non-recurring items as determined by the Compensation Committee of the Board, then Executive’s Base Compensation shall increase to $275,000 following completion of the
Company’s internal financial close process for the quarter, with retroactive effect to October 1, 2013. Base Compensation shall be payable in periodic installments in accordance with the Company’s regular payroll practices for its
executive personnel at the time of payment, but in no event less frequently than monthly. The Compensation Committee of the Board shall review Base Compensation periodically for the purpose of determining, in its sole discretion, whether Base
Compensation should be increased but not decreased; provided, however, in connection with a general decrease in base compensation for its other executive officers, Executive’s Base Compensation may be decreased in the same proportions as
contemporaneous decreases in base compensation for other executive officers provided that Executive’s Base Compensation shall never be less than the amount that is 5% less than the highest amount of annual Base Compensation paid to him during
the term of this Agreement and shall never be less than $250,000. 
 2. Section 3.2 of the Employment Agreement is hereby amended to
read in its entirety as follows: 
 3.2 Performance Bonus. As additional cash compensation for the services rendered by Executive to
Company, Executive shall be eligible to receive a target annual performance bonus as part of the Corporate Bonus Plan (“Performance Bonus”) of 60% of Base Compensation (the 

  
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“Target Performance Bonus”), payable in full at the same time as payment of other executive bonuses by the Company in accordance with the terms of the Corporate Bonus Plan. The
Performance Bonus award criteria and amount shall be those established on an annual basis by the Compensation Committee of the Board. For the fiscal year ending on June 30, 2014, Executive shall be entitled to receive the Target Performance
Bonus upon achievement of budgeted adjusted EBITDA (EBITDA adjusted to remove the effect of non-cash stock-based compensation expense and restructuring and other charges) for the fiscal year, as approved by the Board (“Budgeted EBITDA), subject
to a cutback for attainment above 95% of Budgeted EBITDA and adjustment for any extraordinary and non-recurring items as determined by the Compensation Committee of the Board. Notwithstanding the foregoing, in the event of a Change in Control,
Executive shall receive the Target Performance Bonus for the fiscal year in which the Change in Control occurs as a guaranteed bonus, payable in full on the last day of such fiscal year if the Termination Date has not occurred prior to such date.

 3. The second sentence of Section 3.5 is hereby amended to read in its entirety as follows: 

Any vacation days that are not taken in a given calendar year shall accrue and carry over cumulatively from year to year without limit,
including any vacation days accrued and unused as of the date hereof. 
 4. A new Section 3.10 is hereby added to the Employment
Agreement to read as follows: 
 3.10 Potential Restricted Stock Award. If (a) the Company achieves budgeted adjusted EBITDA
(EBITDA adjusted to remove the effect of non-cash stock-based compensation expense and restructuring and other charges) for the fiscal year ending June 30, 2014, as approved by the Board, subject to adjustment for any extraordinary and
non-recurring items as determined by the Compensation Committee of the Board and (b) the Termination Date has not occurred prior to the date that the Company files with the Securities and Exchange Commission its Annual Report on Form 10-K for
the fiscal year ending June 30, 2014 (the “Form 10-K”), Executive shall receive an equity award of 25,000 restricted Shares (the “Restricted Shares”) on or about the date that the Company files the Form 10-K, which shall be
immediately vested on the date of issuance. Notwithstanding the foregoing, if there is a Change in Control on or prior to June 30, 2014, then the equity award shall be converted into a guaranteed cash bonus in an amount equal to 25,000
multiplied by the price per share paid by the acquirer in the Change in Control transaction, payable on June 30, 2014 if the Termination Date has not occurred prior to such date; provided, however, if Executive’s employment is terminated
by Company (or a successor in interest of Company) without Cause (as defined herein) or Executive terminates his employment for Good Reason (as defined herein) on or prior to June 30, 2014, then such amount shall be paid to Executive in full
within thirty (30) days after the Termination Date. 
 5. Section 4.1(c) of the Employment Agreement is hereby amended to read in
its entirety as follows: 
 (c) “Accrued Retention Bonus Obligations” shall mean earned but unpaid Retention Bonus as of
the Termination Date; provided, however, if Executive’s employment is terminated 

  
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 by Company (or a successor in interest of Company) without Cause or Executive terminates his employment for Good
Reason on or prior to June 30, 2014, then “Accrued Retention Bonus Obligations” shall mean the Fiscal 2014 Retention Bonus. 

6. Section 4.1(d) of the Employment Agreement is hereby amended to read in its entirety as follows: 

(d) “Partial Period Performance Bonus Obligations” shall mean, for the fiscal year in which the Termination Date occurs, a
prorated Target Performance Bonus for the partial-year period ending on the Termination Date, based on achievement of the annual financial metric(s) as then in effect for calculation of Executive’s Performance Bonus (for example, net earnings,
revenues, or other metrics as applicable, but not including individual management objectives), multiplied by a fraction, the numerator of which is the number of days elapsed in the fiscal year prior to the Termination Date and the denominator of
which is 365; provided, however, in the event of a Change in Control, “Partial Period Performance Bonus Obligations” shall mean, for the fiscal year in which the Termination Date occurs, the Target Performance Bonus if the
Termination Date occurs within the same fiscal year as the Change in Control. 
 7. Section 4.5(a) of the Employment Agreement is
hereby amended to read in its entirety as follows: 
 (a) Company and Executive each reserve the right to terminate Executive’s
employment at any time. If a Termination Date occurs due to the Company terminating Executive without Cause or Executive terminating for Good Reason, then the Company or its successor shall have no further obligations under this Agreement except
that the Company or its successor shall pay to Executive the amounts shown in Sections 3.10 and 4.5(c). 
 IN WITNESS WHEREOF, this
Amendment has been executed and delivered as of the date first above written. 
 [Signature Page Follows] 

  
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 HARRIS INTERACTIVE INC. 
  

			
	 By:
	 	 /s/ Howard Shecter                

		 	 Howard Shecter

		 	 Chairman of the Board

		
	 By:
	 	 /s/ Al
Angrisani                      

		 	 Al Angrisani

		 	 President and Chief Executive Officer

	
	 /s/ Eric W.
Narowski                      

	 ERIC W. NAROWSKI

  
 4EX-10.4.61

 Exhibit 10.4.61 

DESCRIPTION OF TERMS OF FISCAL 2014 BONUS PLAN AND FISCAL 2013 BONUS PAYOUTS TO 

EXECUTIVE OFFICERS 
 Fiscal 2013 Bonus
Payouts 
 On September 12, 2013, the Compensation Committee of the Board approved the following fiscal 2013 annual performance
bonuses for Harris Interactive Inc.’s (the “Company”) executive officers: 
  

			
	 Name
	  	Fiscal 2013 Bonus Payout
		
	 Al Angrisani (President and Chief Executive Officer)
	  	$300,000
		
	 Marc H. Levin (Chief Operating Officer, Chief Administrative Officer, General Counsel and Corporate Secretary)
	  	$195,000
		
	 Eric W. Narowski (Chief Financial Officer, Principal Accounting Officer and Global Controller)
	  	$165,000
		
	 Michael de Vere (President and Chief Executive Officer, U.S. Business Groups)
	  	$115,000
		
	 Todd Myers (Chief Operating Officer, U.S. Business Groups)
	  	$150,000

 Fiscal 2014 Bonus Plan

On September 12, 2013, the Compensation Committee of the Board approved the Company’s fiscal 2014 bonus plan (the “2014 Bonus
Plan”). The 2014 Bonus Plan has been designed to establish a pool of funds (the “Bonus Pool”) to be available for making bonus payments to the executive officers and certain other employees of the Company. The funding level of the
Bonus Pool is based on the Company’s performance relative to the 2014 EBITDA Budget. Under the 2014 Bonus Plan, 100% of the Bonus Pool will be funded if performance is equal to 116% of the 2014 EBITDA Budget. No bonus will be payable under the
Bonus Plan if performance is less than 95% of the 2014 EBITDA Budget. Between 95% and 125% performance, a sliding scale applies. The Board, in its discretion, has the option of increasing the size of the Bonus Pool if the Company achieves greater
than 125% of the 2014 EBITDA Budget. The Compensation Committee of the Board may adjust the 2014 EBITDA Budget for any extraordinary and non-recurring items. 

The annual performance bonus potential and mechanics for each of Messrs. Angrisani, Levin and Narowski under the 2014 Bonus Plan are set forth
above under “Employment Agreement Amendments with Executive Officers”. Subject to and under the terms of the 2014 Bonus Plan, Messrs. de Vere and Myers each has a target annual performance bonus of 60% of his annual base salary based
on performance relative to the fiscal 2014 revenue and EBITDA targets for the business units that they manage.

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