Document:

Code of Business Conduct and Ethics

 Exhibit 10.2 
  
 XCYTE THERAPIES, INC. 
  
 CODE OF BUSINESS CONDUCT AND ETHICS 
  
 As Adopted by the Board of Directors on April 6, 2004 
  
 Introduction — General Statement of Company Policy. 
  
 Xcyte Therapies, Inc. (the “Company”) requires lawful and ethical behavior at all times. The purpose of this Code of Business Conduct and
Ethics (the “Code”) is to provide you with a statement of certain key policies and procedures of the Company for you to follow in conducting business in a legally and ethically appropriate manner. This Code is intended as one
element in the Company’s efforts to ensure lawful and ethical conduct on the part of you and the Company. This Code is part of a larger process that includes compliance with the corporate policies themselves, an open relationship between you
and your supervisors that is conducive to good business conduct and, above all, your integrity and good judgment. 
  
 In that regard, you must: 
  

	 	•	comply with applicable laws, rules, and regulations; 

  

	 	•	conduct all dealings with the Company’s customers, suppliers and competitors fairly, with honesty and integrity; 

  

	 	•	ethically handle conflicts of interest, both real and perceived, in personal and professional relationships; 

  

	 	•	produce, or cause to produced, full, fair, accurate, timely and understandable disclosure in reports and documents that the Company files with or submits to the SEC and in other
public communications; 

  

	 	•	protect information, in any form, that belongs to the Company, its customers and suppliers; 

  

	 	•	protect the Company’s assets and ensure their efficient use and report any suspected incident of fraud or theft immediately; and 

  

	 	•	never use your position with the Company or Company assets or information for improper personal gain. 

  
 This includes some general principles. You will have to apply these principles to your own specific responsibilities. If you
have any questions about the proper application of the principles or about what is required by the law in any given situation, you must consult with the Company’s General Counsel. 

 If you violate this Code, you will be subject to disciplinary action, up to and including immediate
termination of your employment. You must report potential or actual violations of this Code to your immediate supervisor, or, alternatively, to the Company’s General Counsel or the Chairman of the Audit Committee. If your situation requires
that your identity be kept a secret, your anonymity will be protected. 
  
 Under no circumstances will you be subject to any disciplinary or retaliatory action for reporting a violation or potential violation, unless it is your own. However, making known false or malicious reports will not be tolerated, and you
will be subject to appropriate disciplinary action if you file such reports. 
  
 No representation is expressed or implied that the policies stated in this Code are all of the Company’s relevant policies, or that they are a comprehensive, full or complete explanation of the laws or standards
of conduct that are applicable to you or the Company. You have a continuing obligation to familiarize yourself with applicable law and Company policy. 
  
 You must sign a certification in the attached form acknowledging receipt of this Code. This Code is available in the Company’s Handbook, is posted on
the Company’s intranet and is included as an exhibit to the Company’s annual report. This Code is also available to the public on the Company’s website at www.xcytetherapies.com. 
  
 * * * * * * * * * * * * * * * * * * * * * 
 Nothing contained in this Code of Business Conduct and Ethics is 
 intended by the Company to be, nor shall it be construed as, an 
 employment agreement.

 * * * * * * * * * * * * * * * * * * * * * 

 TABLE OF CONTENTS 
  

					
	 Section

	  	Page

	Introduction — General Statement of Company Policy.	  	i
			
	1.	  	Lawful and Ethical Behavior.	  	1
			
	2.	  	Code of Ethics	  	1
			
	3.	  	Accurate Books and Records.	  	2
			
	4.	  	Confidential Information.	  	2
			
	5.	  	Securities Laws and Insider Trading.	  	3
			
	6.	  	Conflicts of Interest.	  	3
			
	7.	  	Gifts and Entertainment.	  	4
			
	8.	  	Corporate Opportunities.	  	4
			
	9.	  	Unauthorized Use of Company Property or Services.	  	5
			
	10.	  	Fair Competition.	  	5
			
	11.	  	Antitrust.	  	5
			
	12.	  	Government Business.	  	5
			
	13.	  	Political Activity.	  	6
			
	14.	  	Environment, Health and Safety; Substance Abuse.	  	6
			
	15.	  	Copyrights and Computer Software.	  	6
			
	16.	  	International Business.	  	7
			
	17.	  	Audits.	  	9

 1. Lawful and Ethical Behavior. 
  
 The foundation on which this Code of Business Conduct and Ethics is built is obeying the law and acting ethically. It is the
Company’s policy that you conduct business in accordance with applicable federal, state and local laws, rules and regulations and with the laws, rules and regulations of other countries in which the Company does business. In addition, the
Company’s policy demands that you adhere to the highest standard of business ethics and conduct. 
  
 You must be alert and sensitive to situations that could result in illegal, unethical, or improper action. When you are faced with a business decision
that seems to have ethical overtones, here are some questions that should be helpful to determine if your actions are proper: 
  

	 	•	Do I have all the necessary facts? 

  

	 	•	Am I informed about all of the legal implications? 

  

	 	•	Who has an important stake in the outcome (e.g., employees, customers, suppliers, etc.), and what is that stake? 

  

	 	•	Does the issue raise ethical issues that go deeper than legal or institutional concerns? 

  

	 	•	What are the options for acting, and which options will produce the most good and do the least harm? Which options respect the dignity of all stakeholders? 

 

	 	•	Would I be proud to explain my actions to my family, fellow employees, customers - or on tonight’s news broadcast? 

  
 If you remain uncertain about what to do, if you need advice, or if you have
reason to believe that a domestic or foreign law could be violated in connection with Company business or that this Code has been violated in any way, notify your immediate supervisor, the Company’s General Counsel or the Chairman of the Audit
Committee at once. 
  
 2. Code of Ethics 
  
 This Code of Ethics is promulgated by the Board of Directors under section
406 of the Sarbanes Oxley Act of 2002 and the related rules of the SEC and applies to all employees, officers and directors of the company. It contains standards reasonably necessary to promote: honest and ethical conduct, including the ethical
handling of actual or apparent conflicts of interest between personal and professional relationships; full, fair, accurate, timely, and understandable disclosure in the periodic reports required to be filed by the issuer and in other public
communications; and compliance with applicable governmental laws, rules and regulations. 
  
 You must: 
  
 1. Act with honesty
and integrity, avoiding actual or apparent conflicts of interest in personal and professional relationships. You should recognize that even the appearance of a conflict of interest can damage the Company. A conflict of interest may exist because of
a relationship of yours or of a family member that is inconsistent with the Company’s best interests or could cause a conflict with your ability to perform your job responsibilities. 

 2. If you are an employee or officer, report to the Company’s General Counsel any transaction that
reasonably could be expected to give rise to a conflict of interest. If you are a director, report to the Board of Director’s any transaction that reasonably could be expected to give rise to a conflict of interest pursuant to Section 144 of
the Delaware General Corporation Law. 
  
 3. Produce, or cause to
produced, full, fair, accurate, timely and understandable disclosure in reports and documents that the Company files with or submits to the Securities and Exchange Commission and in other public communications. 
  
 4. Comply with applicable governmental laws, rules and regulations.

  
 5. Promptly report any violation of this Code of Ethics to the
Company’s General Counsel. 
  
 6. Proactively promote ethical
behavior by other Company officers and employees involved in financial reporting. 
  
 You will be held accountable for your adherence to this Code of Ethics. Your failure to observe the terms of this Code of Ethics may result in disciplinary action, up to and including immediate termination of your
employment. 
  
 If you are a senior executive officer (chief
executive officer, chief financial officer, principal financial officer or controller), other executive officer or director, any request by you for a waiver of any provision of this Code of Ethics must be in writing and addressed to the Chairman of
the Audit Committee. If you are not an executive officer or director, any request by you for a waiver of any provision of this Code of Ethics must be in writing and addressed to the Compliance Officer. 
  
 With regard to senior financial officers, other executive officers and
directors, the Board will have the sole and absolute discretionary authority, acting upon such recommendation as may be made by the Audit Committee, to approve any waiver from this Code of Ethics. Any waiver for senior financial officers, other
executive officers or directors from this Code of Ethics will be disclosed promptly on Form 8-K or any other means that complies with SEC rules or applicable listing standards. 
  
 3. Accurate Books and Records. 
  
 The Company requires full, fair, accurate, timely and understandable recording and reporting of all Company information. You
must act in a manner that ensures that all of the Company’s books, records, accounts and financial statements are maintained in reasonable detail, appropriately reflect the Company’s transactions and conform both to applicable legal
requirements and to the Company’s system of internal controls. To do so, you must execute and record transactions in accordance with all internal control procedures implemented by Company management. Furthermore, all of your expense
reimbursements must accurately reflect the true nature and amount of the expenses. In addition, if you are in any way involved in preparing the Company’s disclosure documents (such as SEC filings or press releases), you must produce full, fair,
accurate, timely and understandable disclosure in such documents. 
  
 It is very important that you do not create, or participate in the creation, or perpetuation of, any records that are intended to mislead anyone or conceal any improper act or conduct. 
  
 4. Confidential Information. 
  
 Confidential Company information is an important corporate asset that merits
the same protection as the Company’s’ physical assets. It is very important for you to safeguard the Company’s confidential 

 information and to refuse any improper access to such information entrusted to you or any employee for whatever purpose.
You have entered into a non-disclosure or confidentiality agreement (as set forth in the Proprietary Information and Inventions Agreement) detailing your obligations regarding the Company’s confidential information, and you must adhere to this
agreement. You also have an obligation to protect the confidential information provided to the Company by its customers and suppliers and your fellow workers during the course of the Company’s business. They expect your confidentiality —
just as the Company expects theirs. Issues with respect to confidential information may also arise in securities transactions as further discussed in the “Securities Laws and Insider Trading” section below. 
  
 5. Securities Laws and Insider Trading. 
  
 The rules relating to trading in the Company’s securities and those of
other companies with which the Company does business are covered in detail in the Company’s Insider Trading Policy, with which you must become familiar and with which you must comply at all times. If you are uncertain about the legal rules
involving your purchase, sale or transfer of any securities of the Company or any securities in companies familiar to you by virtue of your work for the Company, you should consult with the Company’s General Counsel before making any such
purchase or sale. 
  
 6. Conflicts of Interest. 

 
 The Company knows that it can only be truly successful through the
diligence and loyalty of its employees. Therefore, you must put the best interests of the Company at the forefront of any work-related activity or decision and scrupulously avoid conflicts of interest. You must use your best judgment in determining
whether a conflict of interest exists and then avoid any conduct, activity, relationship or other situation that would create or cause an actual or potential conflict of interest. 
  
 While it is not possible to identify every particular activity that might give rise to a conflict of interest, a conflict of
interest may exist because of a relationship of yours or of a family member that is inconsistent with the Company’s best interests or could cause a conflict with your ability to perform your job responsibilities. If you or your family members
are engaged in any of the activities listed below, then there may be a conflict of interest. If you are an employee or officer, you must disclose the facts concerning this activity to your immediate supervisor or the General Counsel in order to have
the Company address the situation. If you are a director, you must disclose the facts concerning this activity to the Board. 
  
 (a) any ownership interest in any supplier, customer or competitor (other than nominal amounts of stock in publicly traded companies); 
  
 (b) any consulting or employment relationship with any customer, supplier or
competitor; 
  
 (c) any outside activity that harms a relationship
between the Company and any customer or potential customer, or that interferes with a current or potential contract relationship; 
  
 (d) any outside business activity that is competitive with any of the Company’s businesses; 
  
 (e) any outside activity of any type that is so substantial as to call into
question your ability to devote appropriate time and attention to your duties and responsibilities to the Company; 

 (f) any service on any board of directors or advisory board of any customer, supplier or competitor
unless such board service has been disclosed to the Company; 
  
 (g) any direct supervisory, review or other influential position on the job evaluation, pay or benefits of any close relative who is employed by the Company; 
  
 (h) any sales or purchases of anything to or from the Company (unless it is pursuant to a routine program of disposal of
surplus property that is offered to all employees in general); and 
  
 (i) any situation in which, without proper authorization, you are required or tempted to disclose, or do disclose, any trade secret, confidential or proprietary information or intellectual property of the Company. 
  
 If you have any questions regarding activity which may create a conflict of
interest, please discuss the situation immediately with your immediate supervisor or the General Counsel, if you are an employee or officer. If you are a director, you should consult your own independent counsel if you have any questions regarding
activity that may create a conflict of interest. If you know of a conflict of interest that exists elsewhere in the Company, you must disclose such conflict to the General Counsel. 
  
 The Company reserves the right to determine when actual or potential conflicts of interest exist, and then to take any
action, which in the sole judgment of the Company, is needed to prevent the conflict from continuing, or in the case of a director, disclose such actual or potential conflict of interest and take such actions as are appropriate in accordance with
Section 144 of the Delaware General Corporation Law. Such action may include, but is not limited to, having you divest the conflicting interest or return the benefit or gain received, realigning your duties and responsibilities, or disciplinary
action, up to and including immediate termination of your employment or removal from the Board. 
  
 7. Gifts and Entertainment. 
  
 Generally, you and members of your immediate family may not accept gifts, services, discounts or favors from those with whom the Company does business or
considers doing business. Gifts, entertainment, favors or gratuities are subject to the following guidelines: 
  
 (a) You may accept gifts of nominal value ordinarily used for sales promotion (for example, calendars, appointment books, pens, etc.). 
  
 (b) Ordinary “business lunches” or reasonable entertainment
consistent with local social and business customs may also be permissible if these actions can be reciprocated by you and are reasonable in cost and frequency. 
  

If you receive a gift that does not fall within these guidelines, you must report it to your supervisor and return the gift. If return of the gift is
not practical, you should give it to the Company for charitable disposition or such other disposition as the Company deems appropriate. 
  
 8. Corporate Opportunities. 
  
 You may not use corporate property, information, or position for improper personal gain. You owe a duty to the Company to advance its legitimate interests
when the opportunity to do so arises. You are prohibited from competing with the Company or taking advantage for personal gain of any opportunity that is discovered through the use of Company property, information or position. You should report any
corporate opportunity to your supervisor or other appropriate individual within the Company to determine whether the Company desires to take advantage of the opportunity. 

 If you are an officer, you have an additional obligation not to take advantage for personal gain of any
opportunity that the Company may have an interest in pursuing, notwithstanding that your knowledge of such opportunity is obtained independently of your relationship with the Company. 
  
 9. Unauthorized Use of Company Property or Services. 
  
 You may only use Company property (including the e-mail system) for legitimate business purposes. You may not use or remove
from Company premises any Company property or services for any personal benefit or the personal benefit of anyone else. The Company realizes that sometimes the line between personal and Company benefits is difficult to draw, and sometimes there are
both personal and Company benefits in certain activities. Examples include articles of a technical or professional nature that may enhance the stature or reputation of the author and also may have some benefit to the Company, and employee
participation in continuing education programs. You must obtain approval from your supervisor in advance of any use of Company property or services that is not solely for the benefit of the Company. 
  
 10. Fair Competition. 
  
 The Company intends to succeed in the marketplace through superior
performance, not by unethical or manipulative practices. You must treat customers and suppliers honestly and fairly. Do not make false or misleading remarks to customers or suppliers about other customers/suppliers or about competitors of the
Company, their products or their services. You must avoid deprecation and criticism of competitors, their products or services, but you may state truthful descriptions of specifications and shortcomings of such products or services. 
  
 11. Antitrust. 
  
 The economies of the United States and of most countries in which the
Company does business are based on the principle that competition and profit will produce high-quality goods at fair prices. Most countries, including the United States, have laws prohibiting certain business practices that could inhibit effective
competition. Whether termed antitrust, competition, or free trade laws, the rules are designed to keep the marketplace thriving and competitive. These antitrust laws are broad and far-reaching, and touch upon and affect virtually all aspects of the
Company’s operations. 
  
 The antitrust laws generally
prohibit agreements that restrict competition and include agreements between competitors as to pricing, bidding, production, supply and customer practices. These laws also apply to various forms of unfair conduct that may tend to create a monopoly.

  
 The Company supports these laws not only because they are the
law, but also because it believes in the free market and the idea that healthy competition is essential to its long-term success. As such, you should avoid conduct that violates or appears to violate these laws. In all cases where there is question
or doubt about a particular activity or practice, you should contact the Company’s General Counsel before taking any action that may fall within the scope of these laws. 
  
 12. Government Business. 
  
 Special requirements often apply when contracting with any government body (including national, state, provincial, municipal, or other similar government
divisions in local jurisdictions). 

 Because government officials are obligated to follow specific codes of conduct and laws, you must take
special care in government procurement. Some key requirements for you to follow in doing business with a government are: 
  

	 	•	Accurately representing which Company products are covered by government contracts; 

  

	 	•	Not offering or accepting kickbacks, bribes, gifts, gratuities or anything else of value with the intent of obtaining favorable treatment from the recipient (a gift that is
customary in the business sector may be perceived as a bribe by a government official); 

  

	 	•	Not improperly soliciting or obtaining confidential information, such as sealed competitors’ bids, from government officials prior to the award of a contract;

  

	 	•	Hiring present and former government personnel may only occur in compliance with applicable laws and regulations (as well as consulting the General Counsel).

  
 13. Political Activity. 
  
 You may not use corporate funds or other assets — including your work
time, Company premises, or Company equipment — to make political contributions of any kind to any candidate, political party or in support of any referendum or initiative. This prohibition covers not only direct contributions but also indirect
assistance or support of candidates or political parties through the purchase of tickets to special dinners or other fund-raising events, and the furnishing of any other goods, services or equipment to political parties or committees. Political
contributions or activities by you on your own behalf and with your own money and on your own time are, of course, permissible. The Company will not reimburse you directly or indirectly for any political contribution or for the cost of attending any
political event. 
  
 14. Environment, Health and Safety;
Substance Abuse. 
  
 The Company is committed to providing a
work environment that strives to protect employee health and safety, as health and safety are important aspects of job performance. It is also the Company’s policy to manage its business in a manner that is sensitive to the environment and
conserves natural resources. You must learn and follow the safety procedures applicable to your job, and you must comply with all environmental, health and safety laws. 
  
 Furthermore, substance abuse poses serious health and safety risks not only to the few abusers, but also to all employees
who work with them. Therefore, in furtherance of the above general policy, you may not possess any illegal drug, any legal prescription drug that is a controlled substance (unless the prescription has been issued to you and is being used in a manner
consistent with the prescribed directions for use), or any alcohol on Company property, except in the case of Company-sanctioned events. You are also prohibited from being on Company property under the influence of alcohol or any controlled or
illegal substance. 
  
 15. Copyrights and Computer Software.

  
 You may sometimes need to use third-party copyrighted
material to perform your job. It is the Company’s policy to respect copyright laws. Therefore, before you may use such third-party material, appropriate authorization from the copyright holder must be obtained. The need for such permission may
exist whether or not the end product containing third-party material is for personal use, for Company use internally or other use. 

 You must observe the terms and conditions of any license agreements to which the Company is a party. In
most cases, you do not have the right to make copies of software, except for backup purposes. This includes not only the substantial software programs the Company may license, but also the smaller so-called “shrink-wrap” programs typically
used for word processing, spreadsheets and data management. 
  
 You may not copy copyrighted intellectual property licensed to the Company or otherwise make use of property, other than on your Company computer in furtherance of Company business, and such use must be as permitted under the copyright
laws. It is against Company policy and it may be unlawful for you to copy, reproduce, scan, digitize, broadcast, or modify third-party copyrighted material when preparing Company products or promotional materials, unless written permission from the
copyright holder has been obtained prior to the proposed use. Improper use could subject both the Company and you to possible civil and criminal actions for copyright infringement. It is also against Company policy for you to use the Company’s
facilities for the purpose of making or distributing unauthorized copies of third-party copyrighted materials for personal use or for use by others. 
  
 16. International Business. 
  
 The Company observes the highest ethical standards in all of its business transactions — including those involving foreign countries. You may not
take any action in connection with any international transaction or any action in any foreign country that would be illegal or improper in the US. Furthermore, you are required to observe all applicable foreign laws to which you or the Company may
be subject, including foreign tax laws, customs duties and regulations, drug testing, licensing, manufacturing and marketing laws, rules and regulations and currency restrictions. You should not take any actions that are intended to improperly
circumvent the application of such laws. Some of the concerns raised by international business are as follows: 
  
 (a) Foreign Corrupt Practices Act. 
  
 With limited exceptions, the Foreign Corrupt Practices Act prohibits the Company and you from, among other things, making an offer, payment, promise to
pay or authorization of the payment of any money, or offer, gift, promise to give, or authorization of the giving of anything of value to any foreign official, any foreign political party or official thereof or any candidate for foreign political
office, or any other person, such as a foreign agent or consultant, knowing that all or a portion of such money or thing of value will be offered, given or promised, directly or indirectly, to any foreign official, any foreign political party or
official thereof, or any candidate for foreign political office, for the purpose of (i) influencing any act or decision of such foreign official in his or her official capacity, (ii) inducing such foreign official to do or omit to do any act in
violation of the lawful duty of such official, or (iii) securing any improper advantage, or inducing such foreign official to use his or her influence with a foreign government or instrumentality thereof to affect or influence any act or decision of
such government or instrumentality, in order to assist the Company in obtaining or retaining business for or with, or directing business to, any person. 
  
 If you are asked to make any such payment, you should consult with your supervisor and the General Counsel before taking any action. 

 (b) Antiboycott Laws. 
  
 U.S. antiboycott laws prohibit or severely restrict the Company from participating in boycotts against countries friendly to
the US, and require the Company to report both legal and illegal boycott requests to the U.S. government. If you are involved in selling the Company’s products internationally, you must become familiar with the antiboycott laws and observe all
of their requirements. Further information and guidance can be obtained from the General Counsel. 
  
 (c) New Foreign Countries. 
  
 The decision to expand the Company’s distribution or to establish an operation in any other country, besides those in which it is already qualified
to do business, may carry many important legal and tax implications. You must not undertake to expand the Company’s operations into any country outside the US without prior consultation with the General Counsel. 
  
 (d) Export Controls. 
  
 In general, any goods that the Company sells to a customer in a foreign
country must be covered by an export license. The definition of “export” is quite broad and can include conversations of a technical nature with a citizen of another country even though that conversation takes place entirely within the US.
Another example of a possible export would include tours of the Company’s facilities where foreign visitors could obtain technical information. 
  
 There are certain statutory licenses which allow exporting of certain products — generally nonmilitary or non-high-technology goods — to the
United States’ allies without any further license. Export control regulations are, however, quite complex, and if you are involved in any export transaction you must observe at least the following two rules: 
  
 (i) You must satisfy yourself that there is some regulation or specific
export license that covers the export you want to make. This includes exports of technology, as well as exports of goods or services. 
  
 (ii) You must furnish only truthful and accurate information to other Company employees, to the government or to companies that the Company may have
hired to facilitate the Company’s export transactions. This includes both information as to the technology in question and information as to the economic value of the exports. 
  
 If you are involved in the Company’s export business, you must be reasonably alert to situations in which inaccurate
information may have been furnished, either to the Company or to any of the Company’s agents, involving the ultimate destination or use of the goods. This is particularly important for goods of the type that are not permitted to be shipped to
certain countries. 
  
 If you have any doubt as whether a
situation involves an “export” within the meaning of the applicable export control laws, or as to the truth or accuracy of the information being furnished to the Company regarding the ultimate destination or use of products the Company
exports, you must contact your supervisor or the General Counsel. 

 (e) Imports. 
  
 All goods imported into the US must pass through customs and, except in some limited cases where there are exemptions, a
duty must be paid. The amount of that duty is based upon the classification of the goods and the value of the merchandise. You must furnish truthful and accurate information to any customs official or to any agent that the Company hires to
facilitate its imports. 
  
 (f) Bioterrorism. 

 
 You must report any requests to manufacture or sell any drug or other
product that could be used in an act of terrorism to the General Counsel. 
  
 17. Audits. 
  
 In some
cases, the Company will monitor compliance with its policies by audits. These may be done by the Company’s legal counsel or at the direction of the General Counsel/internal auditor. You are required to cooperate fully with any such audits and
to provide truthful and accurate responses to any request. 
  
 * *
* * * * * * * * * * * * * * * * * * *Executive Employment Agreement

 Exhibit 10.1 
  
 EXECUTIVE EMPLOYMENT AGREEMENT 
  
 This Executive Employment Agreement (“Agreement”) is made effective as of the date signed by the parties below
(“Effective Date”), by and between Provide Commerce Inc. (“Company”) and Blake Bilstad (“Executive”). 
  
 The parties agree as follows: 
  
 1. At Will Employment. Company and Executive agree that Executive’s employment is not for a specified period, and either party may terminate
the employment relationship at any time, with or without cause or notice. 
  
 2. Duties. 
  
 2.1 Position. Executive is employed as General Counsel and Sr. Vice President and shall have the duties and responsibilities as set forth on the attached job description, as may be amended by company from time to time. Executive
shall perform faithfully and diligently all duties assigned to Executive. Company reserves the right to modify Executive’s position and duties at any time in its sole and absolute discretion. 
  
 2.2 Best Efforts/Full-time. Executive will expend
Executive’s best efforts on behalf of Company, and will abide by all policies and decisions made by Company, as well as all applicable federal, state and local laws, regulations or ordinances. Executive will act in the best interest of Company
at all times. Executive shall devote Executive’s full business time and efforts to the performance of Executive’s assigned duties for Company, unless Executive notifies the CEO in advance of Executive’s intent to engage in other paid
work and receives the CEO’s written consent to do so. Notwithstanding the foregoing, the Company acknowledges that Executive has previously entered into a consulting agreement with Executive’s prior employer, Vivendi Universal Net USA
Group, Inc. (“VUNet USA”), which the Company will permit Executive to maintain; provided, however, that this relationship does not interfere in any way with Executive’s work responsibilities at the Company and that Executive shall not
violate any confidences or ethical duties whatsoever with either the Company or VUNet USA by nature of this relationship and/or the work performed thereunder (which Executive has represented will be minimal). 
  
 2.3 Compliance With Company Policies, Rules and
Directives. Executive understands and agrees that familiarity and compliance with Company’s lawful policies, rules and directives are a condition of employment. In particular, Executive understands the importance of and agrees to read and
comply with the Insider Trading Policy, the Code of Business Conduct and Ethics, and the Whistleblowing Procedures for Accounting and Auditing matters. As General Counsel and Sr. Vice President, Executive agrees to be responsible for advising the
Company on full and proper enforcement of these policies. 

 2.4 Work Location. Executive’s principal place of work shall be located in
San Diego, CA, or such other location as the parties may agree upon from time to time. 
  
 2.5 Start Date. Executive’s first day of employment with the Company shall be on April 26, 2004 (“Start Date”).

  
 3. Compensation. 
  
 3.1 Base Salary. As compensation for Executive’s
performance of Executive’s duties hereunder, Company shall pay to Executive, commencing as of the Start Date, an initial Base Salary of Two Hundred Ten Thousand Dollars ($210,000) per year, payable in accordance with the normal payroll
practices of Company, less required deductions for state and federal withholding tax, social security and all other employment taxes and payroll deductions. In the event Executive’s employment under this Agreement is terminated by either party,
for any reason, Executive will earn the Base Salary prorated to the date of termination. 
  
 3.2 Corporate Annual Bonus. In addition to the base salary, Executive will be eligible to earn a corporate annual bonus based upon
fiscal year end corporate results and contingent upon his employment on the last day of the applicable fiscal year. The bonus will be paid in the pay period after fiscal year end corporate results are audited and approved by the Vice President of
Finance. 
  
 (a) The amount of the corporate
annual bonus will be determined at the sole and absolute discretion of the Company, based on fiscal year end corporate results. Bonus target amounts are generally determined as a percentage of base salary. The target percentage for Executive’s
position is currently twenty percent (20%) of his base salary. 
  
 (b) The Company reserves the right to alter or discontinue the corporate annual bonus, at any time, at its discretion, but such change or discontinuation will be effective on a prospective basis. If the corporate
annual bonus is altered or discontinued before the fiscal year end, Executive shall be paid a bonus in accordance with the current plan, after the end of the fiscal year, in proportion to the number of months he worked before the bonus plan was
altered or discontinued. 
  
 3.3 Stock
Options. Subject to the Board of Directors’ approval, Executive will be granted an incentive stock option to purchase 35,000 shares of Company’s Common Stock under Company’s 2003 Stock Option/Stock Issuance Plan and related option
documents at an exercise price equal to the fair market value of that stock on the date of the grant (the “Option”). The Option will be subject to the terms and conditions of the Plan and the standard stock option agreement provided
pursuant to the Plan, which Executive will be required to sign as a condition of receiving the Option. These documents will be provided to you under separate cover. 
  
 3.4 Supplemental Executive Retirement Plan (SERP) and Deferred Compensation. As an executive level
employee, Executive is eligible to participate in Company’s SERP and Deferred Compensation plans, in accordance with the terms and conditions of those plans. Further details are available in the applicable plan documents. 
  
 3.5 Performance and Salary Review. The CEO
will periodically review Executive’s performance on no less than an annual basis. Adjustments to salary or other compensation, if any, may be made by the CEO, at any time, in its sole and absolute discretion. Executive’s base salary and
benefits will not be reduced, unless the Company determines, for 
  

 -2- 

 business reasons, the salaries and/or benefits of all senior executives of the Company must be reduced.

  
 3.6 Customary Fringe Benefits.
Executive will be eligible for all customary and usual fringe benefits generally available to full time employees of Company subject to the terms and conditions of Company’s benefit plan documents. Accordingly, Executive will earn 17 days of
PTO per year during the first two years of employment. 
  
 3.7 Modification of Benefits. Company reserves the right to change or eliminate any of the fringe benefits on a prospective basis, at any time, effective upon notice to Executive. 
  
 4. Business Expenses. Executive will be reimbursed for all reasonable,
out-of-pocket business expenses incurred in the performance of Executive’s duties on behalf of Company. To obtain reimbursement, expenses must be submitted promptly with appropriate supporting documentation in accordance with Company’s
policies. 
  
 5. Termination of Executive’s
Employment. 
  
 5.1 Termination for Cause
by Company. Although Company anticipates a mutually rewarding employment relationship with Executive, Company may terminate Executive’s employment immediately at any time for Cause. For purposes of this Agreement, “Cause” is
defined as: (a) Executive’s material breach of this Agreement including, but not limited to, the Insider Trading Policy, the Code of Business Conduct and Ethics, the Whistleblowing Procedures for Accounting and Auditing Matters, and the
Company’s Employee Innovations and Proprietary Rights Agreement; (b) Executive’s final, non-appealable conviction or entry of a plea of nolo contendere for fraud, misappropriation or embezzlement, or any felony; or (c) Executive’s
death. In the event Executive’s employment is terminated in accordance with this subsection 5.1, Executive shall be entitled to receive only the Base Salary then in effect, prorated to the date of termination. All other Company obligations to
Executive pursuant to this Agreement, other than vested retirement and pension benefits, if any, will become automatically terminated and completely extinguished. Executive will not be entitled to receive the Severance Payment described in
subsection 5.2 below. 
  
 5.2 Termination
Without Cause by Company/Severance. Although Executive’s employment is terminable at will, and Company may terminate Executive’s employment under this Agreement without Cause at any time, it shall provide at least fifteen calendar (15)
days’ advance written notice of a termination without Cause to Executive. In the event of such termination, Executive will receive the Base Salary then in effect, prorated to the date of termination, and a “Severance Payment”
equivalent to six (6) months of Executive’s Base Salary then in effect, less all legally required deductions, payable over the six months in accordance with Company’s regular payroll cycle, provided that Executive: (a) complies with all
surviving provisions of this Agreement as specified in subsection 11.8 below; and (b) executes a full general release, releasing all claims, other than vested retirement and pension benefits, if any, known or unknown, that Executive may have against
Company arising out of or any way related to Executive’s employment or termination of employment with Company. All other Company obligations to Executive, other than vested retirement and pension benefits, if any, will be automatically
terminated and completely extinguished. In addition, the Company agrees that should it choose to terminate this Agreement and/or Executive’s offer of employment hereunder without Cause prior to the Start Date, the Company shall pay Executive
the full amount of the Severance Payment. In the event, the Executive does not start employment as a full-time employee as of April 26, 2004, this agreement and all of its provisions become null and void. 
  

 -3- 

 5.3 Voluntary Resignation by Executive. Executive may voluntarily resign
Executive’s position with Company, at any on fifteen (15) calendar days’ advance written notice. In the event of Executive’s resignation, Executive will be entitled to receive only the Base Salary for the fifteen-day notice period.
All other Company obligations to Executive pursuant to this Agreement, other than vested retirement and pension benefits, will become automatically terminated and completely extinguished. In addition, Executive will not be entitled to receive the
Severance Payment described in subsection 5.2 above. 
  
 6. No
Conflict of Interest. During the term of Executive’s employment with Company and during any period Executive is receiving payments from Company pursuant to this Agreement, Executive must not engage in any conduct, paid or unpaid, that
creates a conflict with the essential business-related interests of the Company that would materially and substantially disrupt Company’s operations. Such conduct shall include, but is not limited to, directly or indirectly competing with
Company in any way, or acting as an officer, director, employee, consultant, stockholder, volunteer, lender, or agent of any business enterprise of the same nature as, or which is in direct competition with, the business in which Company is now
engaged or in which Company becomes engaged during the term of Executive’s employment with Company, or while Executive is receiving payments from company pursuant to this Agreement, as may be determined by the CEO in his sole discretion. If the
CEO determines such a conflict exists during the term of this Agreement, the CEO may take action to eliminate the conflict, which may include asking Executive to choose to discontinue the other work or resign employment with Company. If the CEO
determines such a conflict exists during any period in which Executive is receiving severance payments pursuant to this Agreement, the CEO may take action to eliminate the conflict, which may include asking Executive to choose to discontinue the
other work or forfeit the remaining severance payments. In addition, Executive agrees not to refer any client or potential client of Company to competitors of Company, without obtaining Company’s prior written consent, during the term of
Executive’s employment and during any period in which Executive is receiving severance payments from Company or is subject to the Nonsolicitation provision, paragraph 8.1, below. Nothing contained herein or in Paragraph 2.2 shall prevent
Executive from serving on a Board of Directors with a company that is not in competition with the Company, nor from participating in a volunteer capacity with a charitable institution. 
  
 7. Confidentiality and Proprietary Rights. Executive agrees to read, sign and abide by Company’s Employee
Innovations and Proprietary Rights Assignment Agreement, which is provided with this Agreement and incorporated herein by reference, and may be amended by Company, from time to time. 
  
 8. Nonsolicitation. Executive understands and agrees that all information regarding Company employees and/or
customers that is not a matter of public record is confidential and constitutes trade secrets, and the following nonsolicitation provisions are intended for the protection of these assets. 
  
 8.1 Nonsolicitation of Customers or Prospects.
Executive agrees that during the term of this Agreement and for a period of one (1) year after the termination of this Agreement, Executive will not either directly or indirectly, separately or in association with others, interfere with, impair,
disrupt or damage Company’s relationship with any of its customers or customer prospects by soliciting or encouraging others to solicit any of the Company’s customers or encourage others to solicit any of them for the purpose of diverting
or taking away business from Company. 
  

 -4- 

 8.2 Nonsolicitation of Company’s Employees. Executive agrees that during the
term of this Agreement and for a period of one (1) year after the termination of this Agreement, Executive will not either directly or indirectly, separately or in association with others, interfere with, impair, disrupt or damage Company’s
business by soliciting, encouraging or attempting to hire any of Company’s employees or causing others to solicit or encourage any of Company’s employees to discontinue their employment with Company. 
  
 8.3 No Violation of Rights of Third Parties.
Executive warrants that the performance of all of the terms of this Agreement and as an employee of Company does not and will not breach any agreement to keep in confidence proprietary information, knowledge or data acquired by Executive prior to
his employment with Company. Executive agrees not to disclose to Company, or induce Company to use, any confidential or proprietary information or material belonging to any previous employer or others. Executive warrants that he is not a party to
any other agreement that will interfere with his full compliance with this Agreement. Executive further agrees not to enter into any agreement, whether written or oral, in conflict with the provisions of this Agreement. 
  
 9. Injunctive Relief. Executive acknowledges that Executive’s
breach of the covenants contained in sections 6-8 (collectively “Covenants”) may cause irreparable injury to Company and agrees that in the event of any such breach, Company shall be entitled to seek temporary, preliminary and permanent
injunctive relief without the necessity of proving actual damages. 
  
 10. Agreement to Arbitrate. To the fullest extent permitted by law, Executive and Company agree to arbitrate any controversy, claim or dispute between them arising out of or in any way related to this Agreement, the employment
relationship between Company and Executive and any disputes upon termination of employment, including but not limited to breach of contract, tort, discrimination, harassment, wrongful termination, demotion, discipline, failure to accommodate, family
and medical leave, compensation or benefits claims, constitutional claims; and any claims for violation of any local, state or federal law, statute, regulation or ordinance or common law. Claims for workers’ compensation and unemployment
insurance benefits are excluded. For the purpose of this agreement to arbitrate, references to “Company” include all parent, subsidiary or related entities and their employees, supervisors, officers, directors, agents, pension or benefit
plans, pension or benefit plan sponsors, fiduciaries, administrators, affiliates and all successors and assigns of any of them, and this agreement shall apply to them to the extent Executive’s claims arise out of or relate to their actions on
behalf of Company. 
  
 10.1 Consideration.
The mutual promise by Company and Executive to arbitrate any and all disputes between them (except for those referenced above) rather than litigate them before the courts or other bodies, provides the consideration for this agreement to arbitrate.

  
 10.2 Initiation of Arbitration. Either
party may exercise the right to arbitrate by providing the other party with written notice of any and all claims forming the basis of such right in sufficient detail to inform the other party of the substance of such claims. In no event shall the
request for arbitration be made after the date when institution of legal or equitable proceedings based on such claims would be barred by the applicable statute of limitations. 
  

 -5- 

 10.3 Arbitration Procedure. The arbitration will be conducted in San Diego,
California by a single neutral arbitrator and in accordance with the California Arbitration Act, California Code of Civil Procedure 1281 et seq. The parties are entitled to representation by an attorney or other representative of their choosing.
The arbitrator shall have the power to enter any award that could be entered by a judge of the trial court of the State of California, or federal district court for the Southern District of California, as applicable to the claim(s), and only such
power, and shall follow the law. The parties agree to abide by and perform any award rendered by the arbitrator. The arbitrator shall issue the award in writing and therein state the essential findings and conclusions on which the award is based.
Judgment on the award may be entered in any court having jurisdiction thereof. 
  
 10.4 Costs of Arbitration. Company shall bear the costs of the arbitration filing and hearing fees and the cost of the arbitrator.

  
 11. General Provisions. 
  
 11.1 Successors and Assigns. The rights and
obligations of Company under this Agreement shall inure to the benefit of and shall be binding upon the successors and assigns of Company. Executive shall not be entitled to assign any of Executive’s rights or obligations under this Agreement.

  
 11.2 Waiver. Either party’s
failure to enforce any provision of this Agreement shall not in any way be construed as a waiver of any such provision, or prevent that party thereafter from enforcing each and every other provision of this Agreement. 
  
 11.3 Attorneys’ Fees. Each side will bear its
own attorneys’ fees in any dispute, unless a statutory section at issue, if any, authorizes the award of attorneys’ fees to the prevailing party, in which case the arbitrator may award attorneys fees in accordance with the law. 

 
 11.4 Severability. In the event any provision of
this Agreement is found to be unenforceable by an arbitrator or court of competent jurisdiction, such provision shall be deemed modified to the extent necessary to allow enforceability of the provision as so limited, it being intended that the
parties shall receive the benefit contemplated herein to the fullest extent permitted by law. If a deemed modification is not satisfactory in the judgment of such arbitrator or court, the unenforceable provision shall be deemed deleted, and the
validity and enforceability of the remaining provisions shall not be affected thereby. 
  
 11.5 Interpretation; Construction. The headings set forth in this Agreement are for convenience only and shall not be used in
interpreting this Agreement. This Agreement has been drafted by legal counsel representing Company, but Executive has participated in the negotiation of its terms. Furthermore, Executive acknowledges that Executive has had an opportunity to review
and revise the Agreement and have it reviewed by legal counsel, if desired, and, therefore, the normal rule of construction to the effect that any ambiguities are to be resolved against the drafting party shall not be employed in the interpretation
of this Agreement. 
  
 11.6 Governing Law.
This Agreement will be governed by and construed in accordance with the laws of the United States and the State of California. Each party consents 
  

 -6- 

 to the jurisdiction and venue of the state or federal courts in San Diego, California, if
applicable, in any action, suit, or proceeding arising out of or relating to this Agreement. 
  
 11.7 Notices. Any notice required or permitted by this Agreement shall be in writing and shall be delivered as follows with notice
deemed given as indicated: (a) by personal delivery when delivered personally; (b) by overnight courier upon written verification of receipt; (c) by telecopy or facsimile transmission upon acknowledgment of receipt of electronic transmission; or (d)
by certified or registered mail, return receipt requested, upon verification of receipt. Notice shall be sent to the addresses set forth below, or such other address as either party may specify in writing. 
  
 11.8 Survival. Sections 5.2 (Termination Without
Cause/Severance), 6 (“No Conflict of Interest”), 7 (“Confidentiality and Proprietary Rights”), 8 (“Nonsolicitation”), 9 (“Injunctive Relief”), 10 (“Agreement to Arbitrate”), 11 (“General
Provisions”) and 12 (“Entire Agreement”) of this Agreement shall survive Executive’s employment with Company. 
  
 12. Entire Agreement. This Agreement, including the Company Employee Innovations and Proprietary Rights Assignment Agreement incorporated herein by
reference and Company’s 2003 Stock Option/Stock Issuance Plan, and related option documents described in subsection 3.3 of this Agreement, constitutes the entire agreement between the parties relating to this subject matter and supersedes all
prior or simultaneous representations, discussions, negotiations, and agreements, whether written or oral. This Agreement may be amended or modified only with the written consent of Executive and the CEO. No oral waiver, amendment or modification
will be effective under any circumstances whatsoever. 
  
 THE PARTIES TO THIS
AGREEMENT HAVE READ THE FOREGOING AGREEMENT AND FULLY UNDERSTAND EACH AND EVERY PROVISION CONTAINED HEREIN. WHEREFORE, THE PARTIES HAVE EXECUTED THIS AGREEMENT ON THE DATES SHOWN BELOW. 
  

									
				
	 Dated:   March 15, 2004            
	 	 	 	By:	 	 /s/    BLAKE BILSTAD       

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 BLAKE BILSTAD
  

			
	 	 	 	 	  
 Provide Commerce Inc.

 

				
	 Dated:  March 15, 2004            
	 	 	 	By:	 	 /s/    PENNY HANDSCOMB       

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 Penny Handscomb
 VP Human Resources &
Training
 5005 Wateridge Vista Drive, Suite 200
 San Diego, CA 92121

	 	 	 	 	 	 	 	 	 

  

 -7- 

 EXHIBIT A 
  

Job Description—General Counsel, Sr. VP 
  
 Reporting to the Chief Executive Officer: 
  
 Responsibilities 
  
 General Overview of Duties: The General Counsel, Sr. VP will be responsible for monitoring and ensuring the Company’s full and proper compliance with all applicable laws affecting the business, its
operations and its personnel. The General Counsel, SVP will be familiar with and help develop the Company’s policies and procedures, and will be responsible for advising the Company on full and proper enforcement of those policies and
procedures. To fulfill these responsibilities, the General Counsel, SVP must be intimately familiar with the business and how it operates, and will also be responsible for the following: 
  
 Management of the Corporate Legal Department (1 person department) 
  

	 	•	Participate in key meetings and provide legal advice and counsel regarding significant corporate decisions. 

  

	 	•	Establish corporate policies and procedures to ensure timely legal review of all appropriate matters and to provide prompt response and practical resolutions to legal issues.

  

	 	•	Assist corporate teams to review and analyze potential business development opportunities. Anticipate potential legal issues and advise as to desirable, legally compliant strategy
for accomplishing objectives. 

  

	 	•	Prepare and maintain proper documentation in connection with General Counsel, SVP duties. Participate in developing, implementing and monitoring document retention policies and
procedures for the Company. 

  
 Risk and Crisis Avoidance/Management

  

	 	•	Continuous assessment of potential issues and risks in the operation of the business; develop plans and strategies for mitigation and contingencies; develop policies and procedures,
and conduct employee training, etc., to ensure proper implementation and compliance. 

  
 Legal Services to Internal Clients 
  

	 	•	Counseling, negotiating, drafting and reviewing contracts, etc., for Finance, Human Resources, Operations, Sales, Marketing, IT, Investor Relations, Executives, Board of Directors,
and Committees reporting to the Board as required. 

  

 -8- 

	 	•	Help monitor and manage the compliance with and enforcement of business agreements, including financing, credit agreements and debt instruments. 

  

	 	•	Review all advertising, marketing and promotional material for legal compliance, disclosure and potential risk. 

  

	 	•	Respond to inquiries from government agencies, business groups and consumers regarding advertising and marketing practices. 

  

	 	•	Work with public relations team. Advise and assist public relations team and review corporate communications, including press releases, media talking points and internal
communications to ensure legal compliance. 

  
 SEC Compliance and
Corporate Governance 
  

	 	•	Monitor and advise Company on compliance with Sarbanes-Oxley and all other applicable SEC and NASDAQ regulations. 

  
 Transactional Matters 
  

	 	•	Drafting and negotiating template agreements, custom agreements, and negotiating contracts prepared by other parties; implementation and administration of contracts; other
transactional matters. 

  
 Intellectual Property Matters 

 

	 	•	Develop and oversee a decision-making process for committing resources to prosecute patents, register copyrights and trademarks, etc.; manage and assist IP counsel; implement
strategic licensing of IP; maintain and defend IP; trade secret, proprietary information and confidentiality/ non-disclosure protection; etc. 

  
 Litigation 
  

	 	•	Interview, retain, manage, assist and negotiate/monitor fees for outside counsel; act as a liaison between outside counsel and internal clients involved in litigation; report to
Executive Committee and Board of Directors as necessary. 

  

	 	•	Work closely with customer facing departments, such as customer relations and operations, to develop cooperative practice for responding to complaints and resolve them efficiently.

  

	 	•	And any other duties, which may be assigned from time to time 

  
 Qualifications 
  

	 	•	10+ years of legal experience with in-house environment experience 

  

	 	•	Prior General Counsel experience with a publicly-held company 

  

	 	•	A member in good standing of the California Bar Collaborative team player; adaptability/flexibility; professionalism, integrity and honesty; “can do” attitude; excellent
business judgment and awareness; well organized; attention to detail; ability to prioritize and multi-task 

  

 -9-

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