Document:

Rewards Network Inc. 2006 Incentive Compensation Plan

 EXHIBIT 10.1 
  
 Rewards Network Inc. 
  
 2006 Incentive Compensation Plan 
  
 Participation in the 2006 Incentive Plan 
  
 The Chief Executive Officer will recommend to the Compensation Committee the members of the management of Rewards Network Inc. and its subsidiaries
(collectively, the “Corporation”) that will be eligible to participate in the Rewards Network Inc. 2006 Incentive Compensation Plan (the “2006 Incentive Plan”). Commissioned sales people are not eligible to
participate. 
  
 All members of the Corporation’s management
who participate in the 2006 Incentive Plan must be approved by the Compensation Committee of the Board of Directors. Members of the Corporation’s management who are approved to participate in the 2006 Incentive Plan are referred to as
“Participants.” 
  
 Incentive Compensation
Determination 
  
 The 2006 Incentive Plan provides
Participants with the possibility of receiving incentive compensation based on (a) the Participant’s individual performance during 2006 as determined by the Participant’s supervisor and (b) the Corporation’s 2006
EBITDA, as defined below. For purposes of the 2006 Incentive Plan, the Chief Executive Officer’s supervisor will be the Compensation Committee. 
  
 Determination of 2006 Base Award 
  
 Each Participant will have an incentive compensation opportunity equal to a target percentage of his/her salary (the “Target”). Each
Participant’s Target will be communicated to the Participant during the first quarter of 2006. 
  
 During the first quarter of 2007, each Participant’s supervisor will assess each Participant’s individual performance during 2006. Based on such
assessment, each Participant’s supervisor will determine the percentage of the Target that may be awarded to the Participant under the 2006 Incentive Plan, which amount is referred to as the “2006 Base Award.” The 2006 Base
Award is subject to the approval of the Corporation’s Chief Executive Officer and the Compensation Committee, who may make adjustments to any Participant’s 2006 Base Award in their sole discretion, with the Compensation Committee making
the final determination of any adjustments. 
  
 Determination
of the Corporation’s 2006 EBITDA 
  
 “EBITDA” means earnings before interest, income taxes, depreciation and amortization. For purposes of the 2006 Incentive Plan, the Corporation’s EBITDA, including unusual and non-recurring gains and losses that will be
excluded from EBITDA, will be determined by the Corporation in its sole discretion, with the Compensation Committee making the final determination, and such determination will be final and binding on all Participants and not subject to review.

 The Corporation’s EBITDA for 2006, adjusted as described above, is referred to as the
“Corporation’s 2006 EBITDA.” 
  
 Adjustments to 2006 Base Award 
  
 The
Corporation will determine the “2006 EBITDA Target” during the first quarter of 2006 (or later, if necessary) and will promptly communicate the 2006 EBITDA Target to all Participants. 
  
 The 2006 Base Award for each Participant will be adjusted based on the
Corporation’s 2006 EBITDA and the 2006 EBITDA Target as follows. The final award is referred to as the “2006 Award.” 
  

	 	•	 	If the Corporation’s 2006 EBITDA is less than 90% of the 2006 EBITDA Target, no Participant will receive any incentive compensation under the 2006 Incentive Plan.

  

	 	•	 	If the Corporation’s 2006 EBITDA is at least 90% of the 2006 EBITDA Target and less than 100% of the 2006 EBITDA Target, each Participant’s 2006 Award will equal 50% of
his/her 2006 Base Award, plus 5% of his/her 2006 Base Award for each percentage point that the Corporation’s 2006 EBITDA is above 90% of the 2006 EBITDA Target. For example, if the Corporation’s 2006 EBITDA is 93% of the 2006 EBITDA
Target, each Participant’s 2006 Award will equal 65% of his/her 2006 Base Award. 

  

	 	•	 	If the Corporation’s 2006 EBITDA is at least 100% of the 2006 EBITDA Target and less than 140% of the 2006 EBITDA Target, each Participant’s 2006 Award will equal 100% of
his/her 2006 Base Award, plus 1.25% of his/her 2006 Base Award for each percentage point that the Corporation’s 2006 EBITDA is above 100% of the 2006 EBITDA Target. For example, if the Corporation’s 2006 EBITDA is 109% of the 2006 EBITDA
Target, each Participant’s 2006 Award will equal 111.25% of his/her 2006 Base Award. 

  

	 	•	 	If the Corporation’s 2006 EBITDA is at least 140% of the 2006 EBITDA Target and less than 160% of the 2006 EBITDA Target, each Participant’s 2006 Award will equal 150% of
his/her 2006 Base Award, plus 2.5% of his/her 2006 Base Award for each percentage point that the Corporation’s 2006 EBITDA is above 140% of the 2006 EBITDA Target. For example, if the Corporation’s 2006 EBITDA is 153% of the 2006 EBITDA
Target, each Participant’s 2006 Award will equal 182.5% of his/her 2006 Base Award. 

  

	 	•	 	If the Corporation’s 2006 EBITDA is at least 160% of the 2006 EBITDA Target, each Participant’s 2006 Award will equal 200% of his/her 2006 Base Award.

 Payment of 2006 Award 
  
 The 2006 Award for each Participant will be payable on or before March 15, 2007. 
  
 The 2006 Award will be payable to a Participant only if the Participant is
employed by the Corporation on the date that the 2006 Award is paid by the Corporation. The 2006 Award is not earned upon determination of a Participant’s 2006 Base Award. If the Participant is not employed by the Corporation for any reason on
the date the 2006 Award is paid by the Corporation, the Participant will not be eligible to receive the 2006 Award payable under the 2006 Incentive Plan unless required by applicable law. The Corporation in its sole discretion will determine the
date of payment of the 2006 Award; provided that such date will not be later than March 15, 2007. 
  
 General Terms and Conditions 
  
 The 2006 Incentive Plan is not a contract or guarantee and it can be amended, modified, or terminated at any time by the Corporation and for any reason or
no reason, with or without notice. The Corporation retains complete discretion to pay or not pay a 2006 Incentive Plan payment as to each of its employees. 
  
 The 2006 Incentive Plan is not an employment contract for a definite period. Every Participant is an at-will employee. The Corporation or a Participant
may terminate the Participant’s employment at any time without notice. 
  
 The Corporation’s interpretation of the terms of the 2006 Incentive Plan is final and binding on all Participants. 
  
 No financial incentive under the 2006 Incentive Plan is earned, accrued, or vested after the date on which the Participant ceases to be employed by the
Corporation for any reason, regardless of which party ends the employment relationship or the reason why the employment relationship ended, or if Participant is no longer eligible to participate in the 2006 Incentive Plan for any reason, as
determined by the Corporation. 
  
 All currently applicable
policies of the Corporation (e.g., Compliance Code for Business Conduct and Ethics, Proprietary Information Policy, The Employee Handbook, or any fiscal policies) remain in effect and nothing contained in the 2006 Incentive Plan is intended
to or will modify those policies. 
  
 The 2006 Incentive Plan is
governed by the internal laws of the State of Illinois (without regard to conflicts of law principles).Employment Agreement

 Exhibit 10.1 
  
 Citicorp Venture Capital Equity Partners, L.P. 
 399 Park Avenue 
 New York, NY 10022 
  
 January 23, 2006 
  
 PERSONAL AND CONFIDENTIAL 
  
 Mr. John H. Weber 
 5112 Rockridge Road 
 Phoenix, AZ 85018 
  
 Dear John: 
  
 Citicorp Venture Capital Equity
Partners, L.P. (“Citicorp”) is pleased to offer you the position of Chief Executive Officer of Remy International, Inc. (“Remy”) and as a member of the Board of Directors of Remy (the “Board”). The terms and conditions
of your employment will be as set forth in this binding Offer Letter (the “Offer Letter”). Please be advised that this Offer Letter is subject to the approval of the Board; however, Citicorp, the majority shareholder of Remy, will sponsor
and support this Offer Letter and your candidacy when the Board discusses and votes on the approval of both. 
  
 Compensation 
  
 Your base salary
while employed by Remy will be $700,000 per year (“Base Salary”), which will be paid in accordance with Remy’s normal payroll procedures. Additionally, while employed by Remy you will be eligible to receive a target incentive bonus of
$700,000 (“Incentive Bonus”) based upon the attainment of certain objectives, which shall be established by you and the Board within the first 90 days after your commencement of employment. 
  
 Success Payment 
  
 Upon the occurrence of a Corporate Transaction (as defined in Appendix A), you will be entitled, if you are employed by Remy on the date of
such occurrence (except as otherwise provided under Severance below), to receive from Remy, as additional compensation, a transaction success payment (the “Success Payment”), as follows: 
  
 (a) up to an amount equal to the first $5,000,000 of total Net Proceeds (as
defined in Appendix A) from all such transactions in the aggregate; and 
  
 (b) an amount equal to 5% of the Net Proceeds in excess of such first $5,000,000. 
  
 The Success Payment will be in the same form of consideration as is received by the Remy equity holders (provided that Remy, in its sole discretion, may determine that all or any portion of the Success Payment will be
paid in cash) and will payable to you by Remy on or about the time or times such Net Proceeds are actually distributed or paid to Remy’s equity interest holders. The Success Payment shall be structured and paid in a manner that is tax efficient
and economically advantageous to both you and Remy. 

 Benefits 
  
 You will be eligible to participate in Remy’s benefit plans on the same basis as the other senior executive officers of Remy. Additionally, you will be eligible to
participate in Remy’s Supplemental Executive Retirement Plan (“SERP”) at the benefit level as provided in Schedule A of the SERP. 
  
 Relocation 
  
 You will receive a lump sum payment of $25,000 to aid in your relocation and Remy will additionally reimburse you for typical and reasonable moving expenses. Remy will also reimburse the full cost of any real estate
commission paid by you on the sale of your Arizona home, provided that at the closing of any such sale, you are then still an employee of Remy. 
  
 Severance 
  
 Your employment with Remy will be at-will; however, upon any termination of your employment with Remy, you will be entitled to the following benefits depending on the circumstances of such termination. 
  
 Upon your resignation for “Good Reason” (as defined in Appendix A) or termination
by Remy without “Cause” (as defined in Appendix A) you will receive an amount equal to the sum of (i) 18 months of Base Salary and (ii) 150% of the most recent Incentive Bonus actually paid to you (the “Severance Payment”),
subject to required withholding and payable in equal monthly installments over an 18 month period immediately following any such termination of employment; provided however, that you will not be entitled to receive any portion of the Severance
Payment if your total aggregate Success Payment (determined without regard to paragraph (b) of the next sentence) received by you, regardless of whether such Success Payment is received during or after your employment, equals or exceeds $12,000,000.
Additionally, if your total aggregate Success Payment equals or exceeds $12,000,000 and you have already received all or a portion of your Severance Payment, then, either (a) you will repay to Remy the total amount of such Severance Payment received
or (b) Remy will deduct the total amount of such Severance Payment received from your Success Payment. 
  
 Upon a termination by Remy for Cause or your resignation without Good Reason, you will be entitled to receive only your accrued Base Salary and accrued and vested benefits. Termination upon disability will be
addressed in a subsequent amendment to this Offer Letter. 
  
 Notwithstanding the
foregoing, if you are terminated by Remy without Cause or resign for Good Reason, within three months prior to the signing of an agreement the consummation of which would result in a Corporate Transaction, such transaction is actually consummated
and such transaction would have otherwise resulted in a Success Payment, then you will receive such Success Payment for that particular transaction, as if you had not been terminated until the day immediately following such transaction. 

 

 2 

 Any such payments as outlined in this section shall be structured and paid in a manner that is tax efficient and
economically advantageous to both you and Remy. 
  
 Restrictive
Covenants 
  
 You will be subject to provisions regarding (a)
non-solicitation of employees, (b) non-competition and (c) non-disclosure of confidential information, as set forth below: 
  
 During your employment with Remy and for a period of twelve months after your termination of employment for any reason, you personally will not, directly or indirectly,
on your own behalf or on behalf of any other person, firm, partnership, corporation or other entity, solicit, induce or attempt to solicit or induce any employee of Remy, its parent or any of its subsidiaries to leave employment with Remy, its
parent or any of its subsidiaries or hire any such employee (except for general, non-targeted employment advertising efforts by any such person, firm, partnership, corporation or other entity). 
  
 During your employment with Remy and for a period of twelve months after your termination of
employment for any reason, you will not directly or indirectly, engage in, represent in any way, be connected with, become employed by or have any interest in any business or activity which competes in any material manner in any location at which
the material businesses of Remy, its parent or any of its subsidiaries are conducted at the time of such termination. 
  
 You will not, during your employment with Remy or at any time thereafter, without the prior express written consent of Remy, directly or indirectly divulge, disclose or
make available or accessible any confidential matters or proprietary information of Remy, its parent and/or its subsidiaries known to you which are not otherwise in the public domain to any person, firm, partnership, corporation, trust or any other
entity or third party (other than when required to do so by a lawful order of a court of competent jurisdiction, any governmental authority or agency, or any recognized subpoena power). 
  

 3 

 If the foregoing is acceptable to you, kindly acknowledge and accept by executing this Offer Letter where indicated below
and return it to Citicorp as soon as practicable. Citicorp is excited to offer this opportunity to you and is hopeful that you will accept the positions offered to you. 
  

			
	 Very truly yours,

	
	 CITICORP VENTURE CAPITAL
 EQUITY PARTNERS,
L.P.

		
	 By:
	 	 CVC Partners LLC, as general partner

	By:	 	 Citigroup Capital GP Holdings, Ltd. as managing member

		
	 By:
	 	 /S/ John P. Civantos

	Name:	 	 John P. Civantos

	Title:	 	 Partner

  

	
	ACKNOWLEDGED AND ACCEPTED:
	
	 /S/ John H. Weber

	John H. Weber

  
 Dated: January 20, 2006 
  

 4 

 Appendix A 
  

“Good Reason” means and will be deemed to exist if, without your consent, (a) you suffer a material diminution in your duties, responsibilities or effective
authority or any adverse changes in your titles or positions, (b) you suffer a reduction of your “Base Salary” or target bonus opportunity below that which is set forth in this Offer Letter; or (c) Remy fails to pay any earned compensation
or to provide for your vested benefits when due and payable and which is not cured within a reasonable period of time after receipt of notice. 
  
 “Cause” means (a) you engage in gross misconduct or gross negligence in the performance of your duties for Remy or any of its subsidiaries, (b) you embezzle
assets of Remy or any of its subsidiaries, (c) you are convicted (including a plea of guilty or nolo contendere) of a felony involving moral turpitude, (d) your breach of any restrictive covenant set forth in the Offer Letter, or (e) your
willful and material failure to follow the lawful and reasonable instructions of the Board, which, in each such case (except with regard to (c), is not cured within a reasonable period of time after receipt of notice. 
  
 “Corporate Transaction” means the direct or indirect sale or other disposition for
value (to an entity or person unrelated or unaffiliated with Remy or Citicorp) of the equity interests in Remy or the assets of Remy. 
  
 “Net Proceeds” means the fair value of the aggregate and cumulative consideration received, less the aggregate of any transaction costs of any kind borne
directly or indirectly by Remy or the Remy equity interest holders, and actually paid or distributed to the Remy equity interest holders in connection with any Corporate Transaction. 
  

 5

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00096-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00096-of-00352.parquet"}]]