Document:

Exhibit 10.34

 

 

John
Moss

Intraware, Inc.

25
Orinda Way

Orinda,
CA 94563

 

Dear
John:

 

As
a valuable member of the Internal Control Project Steering Committee, I would
like to thank you on behalf of Intraware. 
The talent and dedication you bring to the team will determine Intraware’s
success in the Internal Control Project.

 

The
extraordinary service you are providing above your normal job duties is
appreciated.  Intraware would like to
acknowledge that service in the form of a bonus to you.

 

Following
is:

•                  your total target payout amount

•                  your list of deliverables to be completed or
milestones to be achieved for payout

•                  the due date for the deliverable

•                  the percentage of the total target payout
amount to be paid at each payout date

•                  the payout amount for each payout date

•                  the anticipated date of the payout should the
objective be met and measurements completed

 

Total target
bonus amount:               $15,000.00

 

	
  Deliverables to be Completed or

  Milestones to be Achieved

  	
   

  	
  Due Date

  	
   

  	
  Payout

  Percent

  	
   

  	
  Payout

  Amount

  	
   

  	
  Anticipated

  Payout Date

  	
   

  
	
  Legal & Board of Directors portion
  of Environmental Assessment, Sales Fraud and Financial Reporting cycles
  (complete and in policyIQ)

  	
   

  	
  11/30/04

  	
   

  	
  75%

  	
   

  	
  $

  	
  11,250.00

  	
   

  	
  3/15/05

  	
   

  
	
  Develop and Implement Department Governance
  Plan consistent with Environmental Assessment and overall Corporate
  Governance Initiative

  	
   

  	
  2/28/05

  	
   

  	
  “

  	
   

  	
  “

  	
   

  	
  “

  	
   

  
	
  Round 1 and Round 2 operating effectiveness
  testing completed. Successfully meet all project deliverables through Q306.

  	
   

  	
  9/30/05

  	
   

  	
  25%

  	
   

  	
  $

  	
  3,750.00

  	
   

  	
  10/15/05

  	
   

  
	
  Update Policy IQ information as needed
  throughout Q306.

  	
   

  	
  9/30/05

  	
   

  	
  “

  	
   

  	
  “

  	
   

  	
  “

  	
   

  

 

We
expect success in all areas.  However, payout
for the bonus is not an “all or nothing” condition.  Should deliverables not be completed or
milestones not be achieved, payout will be determined by amount of control you
had in the outcome of a deliverable or milestone, percentage of task accomplished,
as well as other factors.  Intraware
retains the right, at the discretion of the CFO and the HR Director, to
determine the amount of payout in these cases.

 

You
must be employed at Intraware at the time of the payout in order to receive the
bonus.

 

Again,
thank you for your commitment to this project and to Intraware.

 

 

	
  Sincerely,

  
	
   

  
	
  /s/
  MELINDA ERICKS

  	
   

  
	
   

  
	
  Melinda
  Ericks

  
	
  Director,
  Human ResourcesExhibit 10.35

 

 

Richard
Northing

Intraware, Inc.

25
Orinda Way

Orinda,
CA 94563

 

Dear
Richard:

 

As
a valuable member of the Internal Control Project Steering Committee, I would
like to thank you on behalf of Intraware. 
The talent and dedication you bring to the team will determine Intraware’s
success in the Internal Control Project.

 

The
extraordinary service you are providing above your normal job duties is
appreciated.  Intraware would like to
acknowledge that service in the form of a bonus to you.

 

Following
is:

•                  your total target payout amount

•                  your list of deliverables to be completed or
milestones to be achieved for payout

•                  the due date for the deliverable

•                  the percentage of the total target payout amount
to be paid at each payout date

•                  the payout amount for each payout date

•                  the anticipated date of the payout should the objective
be met and measurements completed

 

Total target
bonus amount:               $15,000.00

 

	
  Deliverables to be Completed
 or Milestones to be Achieved

  	
   

  	
  Due Date

  	
   

  	
  Payout

  Percent

  	
   

  	
  Payout

  Amount

  	
   

  	
  Anticipated

  Payout Date

  	
   

  
	
  Approve IT and Engineering capital and
  expense budget for all of 404 and SAS 70; submit to CFO 11/30/04.

  	
   

  	
  1/7/05

  	
   

  	
  50%

  	
   

  	
  $

  	
  7,500.00

  	
   

  	
  3/15/05

  	
   

  
	
  Complete Readiness Assessment with Deloitte
  for Type I SAS 70 in December and terminate Contractor Support from
  Resources Connection no later than January 7, 2005.

  	
   

  	
  1/7/05

  	
   

  	
  “

  	
   

  	
  “

  	
   

  	
  “

  	
   

  
	
  Review IT Process Documentation and
  policies and procedures in policy IQ. Incorporate IT Governance into
  appraisal process.

  	
   

  	
  1/30/05

  	
   

  	
  “

  	
   

  	
  “

  	
   

  	
  “

  	
   

  
	
  Complete remediation associated with PWC
  FY04 Management Comment Letter on time throughout FY05.

  	
   

  	
  2/28/05

  	
   

  	
  “

  	
   

  	
  “

  	
   

  	
  “

  	
   

  
	
  Complete SAS 70 Type 2 Audit no later than
  September 2005. Bonus payable within 15 days or receipt of a
  non-qualified SAS 70 Type 2 report.

  	
   

  	
  9/30/05

  	
   

  	
  50%

  	
   

  	
  $

  	
  7,500.00

  	
   

  	
  10/15/05

  	
   

  
	
  Effectively manage group’
  s effort to support SOX 404 deliverables communicated by Project
  Manager through Q305.

  	
   

  	
  9/30/05

  	
   

  	
  “

  	
   

  	
  “

  	
   

  	
  “

  	
   

  
	
  SOX 404 and SAS 70 effort completed within
  budget. Develop and deliver IT Governance communication plan to IT and
  Engineering.

  	
   

  	
  9/30/05

  	
   

  	
  “

  	
   

  	
  “

  	
   

  	
  “

  	
   

  

 

We
expect success in all areas.  However, payout
for the bonus is not an “all or nothing” condition.  Should deliverables not be completed or
milestones not be achieved, payout will be determined by amount of control you
had in the outcome of a deliverable or milestone, percentage of task accomplished,
as well as other factors.  Intraware
retains the right, at the discretion of the CFO and the HR Director, to
determine the amount of payout in these cases.

 

You
must be employed at Intraware at the time of the payout in order to receive the
bonus.

 

Again,
thank you for your commitment to this project and to Intraware.

 

	
  Sincerely,

  
	
   

  
	
  /s/
  MELINDA ERICKS

  	
   

  
	
   

  
	
  Melinda
  Ericks

  
	
  Director,
  Human ResourcesExhibit 10.36

 

AMENDMENT
ONE

TO
INTRAWARE, INC.

CHANGE OF CONTROL SEVERANCE AGREEMENT

 

This amendment
(“Amendment One”) amends the Change of Control Severance Agreement dated          
(the “Agreement”) between Intraware, Inc. (the “Company”) and           
(the “Employee”).  The parties hereby
amend the Agreement, effective as of the latest date set forth by the
signatures of the parties hereto below.

 

1.                                     Full
Acceleration of All Outstanding Options on Severance Termination.  Subpart (3)(a)(3) is deleted and
replaced with the following:

 

(3)  Option
Accelerated Vesting.  All outstanding
stock options held by Employee which are unvested as of the Termination Date of
Employee’s Severance Termination shall immediately become fully vested and
exercisable as of such Termination Date (but, in no event, shall any option
become vested and exercisable as to more than one hundred percent (100%) of the
shares subject to such option).  All of
Employee’s options (including the portion of such options which becomes vested
pursuant to this Section) shall remain exercisable for such period of time as
is prescribed in the respective stock option agreements.

 

Subject to the above modification, the Agreement shall remain in full
force and effect.

 

	
  COMPANY

  	
  INTRAWARE, INC.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  By:

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  Name:

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  Title:

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  Date:

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  EMPLOYEE

  	
  Signed:

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  Date:Exhibit 10.37

 

March 30, 2005

 

Dr. Richard J.
Northing

Intraware, Inc.

25 Orinda Way

Orinda, CA 94563

 

Dear Richard:

 

We are
delighted to promote you to the position of Intraware’s Executive Vice
President and Chief Operating Officer. 
This letter documents certain aspects of your compensation as EVP/COO, per
our recent discussions.

 

1.               Base
Salary.  Your base salary will be
$200,000 per annum.

 

2.               Employee
Retention Bonus.  In consideration for your decision
to remain at Intraware and accept the position of EVP/COO, Intraware will pay
you an employee retention bonus of $10,000 within 30 days after your signature
of this letter.

 

3.               Customer
Retention Bonus.  If, on February 28,
2006, Intraware’s total annual contract value for its SubscribeNet customers
that were Intraware SubscribeNet customers on February 28, 2005 (i.e.,
excluding customers acquired after February 28, 2005), is at least [*], Intraware
will pay you a bonus of $10,000, payable within 30 days after Intraware
publicly releases its earnings for its 2006 fiscal year.

 

4.               Termination
Other Than For Cause.

 

a.               Severance
Termination.  If your employment with
Intraware as Chief Operating Officer terminates as a result of an Involuntary
Termination (as defined below) other than for Cause (as defined below), then,
subject to Section 3(d) below, you will be entitled to the following:

 

i.                  Cash
Payment.  You shall receive a cash
payment in an amount equal to fifty percent (50%) of your then-current annual
base salary, plus 50% of your annualized commissions (annualized commissions
shall be determined by reference to the commissions earned by you under your
sales commission plan with Intraware for the six months preceding the
Termination Date or the period such plan has been in effect, which ever is
shorter), plus a pro rata payment of the current fiscal year bonus award based
on your target bonus amount.  Any such
payment to which you are entitled will be paid by Intraware to you within 30
days after the Termination Date (as defined below), subject to withholding of
applicable income and employment taxes.

 

ii.               Option
Accelerated Vesting.  You shall
receive vesting of all of your outstanding stock options to the extent of the
shares that would have become vested and exercisable upon December 31 of
the year following the year in which the Termination Date falls (but, in no
event, shall any option become vested and exercisable as to more than one
hundred percent (100%) of the shares subject to

 

*      Denotes
material has been omitted pursuant to a request for confidential treatment
filed with the Securities and Exchange Commission (“SEC”).  This material has been filed separately with
the SEC. 

 

 

such
option).  The vested portion of your
options (including the portion of such options which becomes vested pursuant to
this Section) shall remain exercisable for such period of time as is prescribed
in the respective stock option agreements.

 

b.              Voluntary
Resignation; Termination For Cause; Disability; Death.  You will not be entitled to receive severance
if your employment terminates by reason of your voluntary resignation (and is
not an Involuntary Termination), or your employment is terminated for Cause, or
Intraware terminates your employment as a result of your Disability (as defined
below), or your employment is terminated due to your death, or by reason of any
termination or other action of Intraware after you have voluntarily changed
your position at Intraware from Chief Operating Officer to a different position.

 

c.               Attorney
Fees, Costs and Expenses.  Intraware
will reimburse you for reasonable attorney fees, costs and expenses incurred by
you in connection with any action brought by you to enforce your rights
hereunder, provided such action is not decided in favor of Intraware.

 

d.              Limitation
on Payments.

 

i.                  In
the event that the severance provided for in this Section 3 (i) constitutes
a “parachute payment” within the meaning of Section 280G of the Internal
Revenue Code of 1986, as amended (the “Code”) and (ii) but for this Section 3(d),
would be subject to the excise tax imposed by Section 4999 of the Code,
then your severance under Section 3(a) shall be either

 

(A)                              delivered
in full, or

 

(B)                                delivered
as to such lesser extent which would result in no portion of such severance
benefits being subject to excise tax under Section 4999 of the Code,

 

whichever of the
foregoing amounts, taking into account the applicable federal, state and local
income taxes and the excise tax imposed by Section 4999, results in the
receipt by you on an after-tax basis, of the greatest amount of severance,
notwithstanding that all or some portion of such severance benefits may be
taxable under Section 4999 of the Code. 
Any taxes due under Section 4999 shall be your responsibility.

 

ii.               Unless
Intraware and you otherwise agree in writing, any determination required under
this Section 3(d) shall be made in writing by Intraware’s accountants,
whose determination shall be conclusive and binding upon the you and Intraware
for all purposes.  For purposes of making
the calculations required by this Section 3(d), Intraware’s accountants
may, after taking into account the information provided by you, make reasonable
assumptions and approximations concerning applicable taxes and may rely on
reasonable, good faith interpretations concerning the application of Sections
280G and 4999 of the

 

2

 

Code.  Intraware and you shall furnish to Intraware’s
accountants such information and documents as the accountants may reasonably
request in order to make a determination under this Section.  Intraware shall bear all costs the accountants
may reasonably incur in connection with any calculations contemplated by this Section 3(d)(iii).

 

e.               Definition
of Terms.  The following terms
referred to in this Section 3 shall have the following meanings:

 

i.                  Cause.  “Cause” shall mean (A) any act of
personal dishonesty taken by you in connection with your responsibilities as an
employee and intended to result in your substantial personal enrichment, (B) the
conviction of a felony, (C) a willful act by you that constitutes gross
misconduct and that is injurious to Intraware, or (D) for a period of not
less than thirty (30) days following delivery to you of a written demand for
performance from Intraware that describes the basis for Intraware’s belief that
you have not substantially performed your duties, continued violations by you
of your obligations to Intraware that are demonstrably willful and deliberate
on your part.  Any dismissal for cause in
accordance with Subsection (D) of this Section 3(e) must be
approved by Intraware’s Board of Directors prior to the dismissal date.

 

ii.               Disability.  “Disability” shall mean that you have been
unable to perform your Intraware duties as the result of your incapacity due to
physical or mental illness, and such inability, at least twenty-six (26) weeks
after its commencement, is determined to be total and permanent by a physician
selected by Intraware or its insurers and acceptable to you or your legal
representative (such agreement as to acceptability not to be unreasonably
withheld).  Termination resulting from
Disability may only be effected after at least thirty (30) days’ written notice
by Intraware of its intention to terminate your employment.  In the event that you resume the performance
of substantially all of your duties hereunder before the termination of your
employment becomes effective, the notice of intent to terminate shall
automatically be deemed to have been revoked.

 

iii.            Involuntary
Termination.  “Involuntary Termination”
shall mean (i) without your express written consent, the significant
reduction of your duties, authority or responsibilities, relative to your
duties, authority or responsibilities as in effect immediately prior to such
reduction, or the assignment to you of such reduced duties, authority or
responsibilities; (ii) without your express written consent, a substantial
reduction, without good business reasons, of the facilities and perquisites
(including office space and location) available to you immediately prior to
such reduction; (iii) a reduction by Intraware in your base salary or
target bonus as in effect immediately prior to such reduction; (iv) a
material reduction by Intraware in the kind or level of employee benefits,
including bonuses, to which you were entitled immediately prior to such
reduction with the result that your overall benefits package is significantly
reduced; (v) your relocation to a facility or a location more than
twenty-five (25) miles from your present location, without your express written
consent; (vi) any purported termination of your employment by Intraware
that is not effected for Disability or for Cause, or any purported

 

3

 

termination
for which the grounds relied upon are not valid; (vii) the failure of Intraware
to obtain the assumption of this Section 3 by any successors contemplated
in Section f(i) below; or (viii) any act or set of facts or
circumstances that would, under California case law or statute, constitute a
constructive termination of your employment.

 

iv.           Termination
Date.  “Termination Date” shall mean (i) if
your employment is terminated by Intraware for Disability, 30 days after notice
of termination is given to you (provided that you shall not have returned to the
performance of your duties on a full-time basis during such 30-day period), (ii) if
your employment is terminated by Intraware for any other reason, the date on
which a notice of termination is given, provided that if within 30 days after Intraware
gives you notice of termination, you notify Intraware that a dispute exists
concerning the termination or severance payments due pursuant to this Section 3,
then the Termination Date shall be the date on which such dispute is finally
determined, either by mutual written agreement of the parties, or a by final
judgment, order or decree of a court of competent jurisdiction (the time for
appeal therefrom having expired and no appeal having been perfected), or (iii) if
your employment is terminated by you, the date on you deliver the notice of
termination to Intraware.

 

f.                 Successors.

 

i.                  Intraware’s
Successors.  Subject to Section 3(g) below,
any successor to Intraware (whether direct or indirect and whether by purchase,
merger, consolidation, liquidation or otherwise) to all or substantially all of
Intraware’s business and/or assets shall assume the obligations under this Section 3
and agree expressly to perform the obligations under this Section 3 in the
same manner and to the same extent as Intraware would be required to perform
such obligations in the absence of a succession.  For all purposes under this Section 3,
the term “Intraware” shall include any successor to Intraware’s business and/or
assets which executes and delivers the assumption agreement described in this Section 3(f)(i) or
which becomes bound by the terms of this Section 3 by operation of law.

 

ii.               Your
Successors.  The terms of this Section 3
and all your rights hereunder shall inure to the benefit of, and be enforceable
by, your personal or legal representatives, executors, administrators,
successors, heirs, distributees, devisees and legatees.

 

g.              Change
of Control.  In the event you become
entitled to benefits under the Change of Control Severance Agreement dated May 5,
2004, between you and Intraware, you will not be entitled to benefits under
this Section 3.

 

h.              Notice.

 

i.                  General.  Notices and all other communications
contemplated by this Section 3 shall be in writing and shall be deemed to
have been duly given when personally delivered or when mailed by U.S.
registered or certified mail, return receipt

 

4

 

requested
and postage prepaid.  In your case,
mailed notices shall be addressed to you at the home address which you most
recently communicated to Intraware in writing. 
In the case of Intraware, mailed notices shall be addressed to its
corporate headquarters, and all notices shall be directed to the attention of its
General Counsel.

 

ii.               Notice
of Termination.  Any termination by Intraware
for Cause or by you as a result of a voluntary resignation or an Involuntary
Termination shall be communicated by a notice of termination to the other party
hereto given in accordance with Section 3(h)(i).  Such notice shall indicate the specific
termination provision in this Section 3 relied upon, shall set forth in
reasonable detail the facts and circumstances claimed to provide a basis for
termination under the provision so indicated, and shall specify the termination
date (which shall be not more than 30 days after the giving of such
notice).  Your failure to include in the
notice any fact or circumstance which contributes to a showing of Involuntary
Termination shall not waive any right you have hereunder or preclude you from
asserting such fact or circumstance in enforcing your rights hereunder

 

i.                  No
Duty to Mitigate.  You shall not be
required to mitigate the amount of any payment contemplated by this Section 3,
nor shall any such payment be reduced by any earnings that you may receive from
any other source.

 

j.                  Waiver.  No provision of this Section 3 shall be
modified, waived or discharged unless the modification, waiver or discharge is
agreed to in writing and signed by you and by an authorized officer of Intraware
(other than you).  No waiver by either
party of any breach of, or of compliance with, any condition or provision of this
Section 3 by the other party shall be considered a waiver of any other
condition or provision or of the same condition or provision at another time.

 

5.               Whole
Agreement. This letter represents the entire understanding of the parties
hereto with respect to the aspects of your compensation discussed herein, and
supersedes all prior arrangements and understandings regarding same. No
agreements, representations or understandings (whether oral or written and
whether express or implied) which are not expressly set forth in this Section 3
have been made or entered into by either party with respect to such aspects of
your compensation.

 

	
  Very truly
  yours,

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ PETER H.
  JACKSON

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  Peter H. Jackson

  	
   

  	
   

  
	
  Chairman, Chief
  Executive Officer and President

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  Accepted and
  Agreed:

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ RICHARD J.
  NORTHING

  
	
   

  	
   

  	
  Richard J.
  Northing

  
				

 

5

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