Document:

EX-10.4

 Exhibit 10.4 
  

 
 USA Mobility, Inc. 
 2012 Short-Term Incentive Plan 
 (Effective January 1, 2012) 

 

	I.	Effective Date. The 2012 Short-Term Incentive Plan (the “Plan”) for USA Mobility, Inc., (the “Company”) was adopted by the Compensation
Committee of the Board of Directors (the “Board”) of USA Mobility, Inc., (the “Parent”), a Delaware corporation for the employees of USA Mobility Wireless, Inc., a Delaware corporation and a subsidiary of the Parent, and for
Amcom Software, Inc., a Delaware corporation and a subsidiary of the Parent on December 1, 2011. The Plan is effective as of January 1, 2012 and supersedes and replaces all former management short-term incentive plans, including the USA
Mobility Wireless, Inc., 2011 Short-Term Incentive Plan and the Amcom Software, Inc. 2011 Short Term Incentive Plan. 

  

	II.	Purpose. The Plan is designed to attract, motivate, retain and reward key employees for their performance during the calendar year, from January 1 through
December 31, 2012 (the “Performance Period”). The Plan rewards key employees by allowing them to receive cash bonuses based on how well the Company performs against the performance objectives selected by the Board and set forth in
Exhibit A (the “Performance Objectives”), as may be adjusted by the Board in the event of a Change of Control or other corporate reorganization, merger, similar transaction, to take into account extraordinary events or as the Committee
determines is in the best interests of the Company. In order for bonuses to be earned, the Company must meet the Performance Objectives as outlined on Exhibit A on December 31, 2012. Performance Objectives are based solely on the performance of
USA Mobility Wireless, Inc. and its affiliate Metrocall Ventures, Inc. and its subsidiaries and Amcom Software, Inc. and its subsidiary Commtech Wireless Pty, LTD. For clarity, Performance Objectives and the attainment thereof does not include
revenue or expenses related to acquisitions or due diligence occurring after the Effective Date of this Plan except as directed by the Compensation Committee. 

 

	III.	Eligibility. Participation in the Plan is limited to those key employees who are selected for participation in the Plan by the Board, in its sole discretion
(each such individual, a “Participant”). Individuals selected by the Board to participate as of January 1, 2012 are listed on Exhibit B. Newly hired or promoted employees, or employees who otherwise become eligible to
participate, who are selected to participate in the Plan after January 1, 2012 but before October 1, 2012 will participate in the Plan on a prorated basis based on the number of days worked during the performance period after becoming
bonus eligible. Employees who are newly hired or promoted on or after October 1, 2012 will not be eligible to participate in the Plan. 

  

	IV.	Target Bonus. The target bonus for each Participant is based on a percentage of the Participant’s annual (or prorated, if applicable) salary as of
January 1, 2012 (or date of hire or promotion to an eligible position, if later). The applicable percentage is determined by the Compensation Committee with respect to executives earning $250,000 or more and by the CEO for other management and
need not be identical among Participants. The earned bonus may be greater than or less than the target bonus depending on the level at which the Performance Objectives are attained. For 2012, in order for the CEO of USA Mobility, Inc., to earn more
than 100% of his target bonus, both operating subsidiaries must attain at least 95% of their Operating Cash Flow (OCF) target. In addition, for 2012, in order for all other Participants (excluding the CEO of USA Mobility, Inc.) to earn more than
100% of their target bonus, their respective operating entity must achieve at least 95% of its Operating Cash Flow (OCF) target. 

  
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	V.	Payment of Earned Bonus. 

  

	 	a.	Except as provided herein, each earned bonus under the Plan will be calculated based on the attainment of the Performance Objectives and will be paid in a lump sum
(subject to any required withholding for income and employment taxes) after the 2012 annual audit of the Parent’s consolidated financial statement has been completed and the Parent’s annual report on Form 10K has been filed with the
Securities and Exchange Commission but in no event later than December 31, 2013. 

  

	 	b.	If the Participant involuntarily Separates from Service without Cause or due to disability or dies prior to December 31, 2012, he or she will be eligible to
receive a prorated bonus provided that the Company is on track to attain the Performance Objectives as reasonably determined by the Compensation Committee and provided further that, in the event Participant involuntarily Separates from Service
without Cause, he or she has executed a release, any waiting period in connection with such release has expired, he or she has not exercised any rights to revoke the release and he or she has followed any other applicable and customary termination
procedures, as determined by the Parent in its sole discretion. The bonus will be prorated to the date of Participant’s Separation from Service or death, calculated as follows: one-hundred percent (100%) of a Participant’s target
bonus will be multiplied by a fraction, the numerator of which is the number of days the Participant was continuously providing services to the Company from January 1, 2012 through the date immediately prior to the Participant’s Separation
from Service or death, and the denominator of which is 366 days. Prorated bonuses will be paid to the Participant, or in the event of Participant’s death, the Participant’s estate, on the sixty-fifth (65th) day following the date of
Participant’s Separation from Service or death. 

  

	 	i.	 For purposes of the Plan, “Separation from Service” shall have the meaning provided in the Treasury Regulations under section 409A of the
Internal Revenue Code of 1986, as amended (the “Code”), and “Separates from Service” shall have a consistent meaning. Unless otherwise defined in an employment agreement between the Participant and the Parent or the Company, for
purposes of the Plan, “Cause” means (i) dishonesty of a material nature that relates to the performance of services for the Company by Participants; (ii) criminal conduct (other than minor infractions and traffic violations) that
relates to the performance of services for the Company by Participant; (iii) the Participant’s willfully breaching or failing to perform his or her duties as an employee of the Company (other than any such failure resulting from the
Participant having a disability (as defined herein)), within a reasonable period of time after a written demand for substantial performance is delivered to the Participant by the Board, which demand specifically identifies the manner in which the
Board believes that the Participant has not substantially performed his duties; or (iv) the willful engaging by the Participant in conduct that is demonstrably and materially injurious to the Parent, Company or an Affiliate, monetarily or
otherwise. No act or failure to act on the Participant’s part shall be deemed “willful” unless done, or omitted to be done; by the Participant not in good faith and without reasonable belief that such action or omission was in the
reasonable best interests of the Parent, Company and Affiliates. For this purpose, “disability” means a 

  
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condition or circumstance such that the Participant has become totally and permanently disabled as defined or described in the Parent’s long term disability benefit plan applicable to
executive officers as in effect at the time the Participant incurs a disability. 

  

	 	c.	Notwithstanding anything to the contrary in this Plan, no payments contemplated by this Plan will be paid during the six-month period following a Participant’s
Separation from Service unless the Company determines, in its good faith judgment, that paying such amounts at the time indicated in paragraph B above would not cause the Participant to incur an additional tax under Code section 409A (a)(2)(B)(i),
in which case the bonus payment shall be paid in a lump sum on the first day of the seventh month following the Participant’s Separation from Service. 

 

	VI.	Forfeiture. Any Participant whose employment is terminated for Cause or who voluntarily Separates from Service prior to the date bonuses are paid shall forfeit
any right to receive a bonus award. 

  

	VII.	Administrator. The Compensation Committee of the Board shall administer the Plan in accordance with its terms, and shall have full discretionary power and
authority to construe and interpret the Plan; to prescribe, amend and rescind rules and regulations, terms, and notices hereunder; and to make all other determinations necessary or advisable in its discretion for the administration of the Plan. Any
actions of the Compensation Committee with respect to the Plan shall be conclusive and binding upon all persons interested in the Plan. The Compensation Committee, in its sole discretion and on such terms and conditions as it may provide, may
delegate all or part of its authority and powers under the Plan to one or more directors and/or officers of the Parent or the Company. 

  

	VIII.	Amendment; Termination. The Board, in its sole discretion, without prior notice to Participants, may amend or terminate the Plan, or any part thereof, including
the Performance Objectives as described in Section II, at any time and for any reason, to the extent such action will not cause adverse tax consequences to a participant under Code section 409A. Any amendment or termination must be in writing and
shall be communicated to all Participants. No award may be granted during any period of suspension or after termination of the Plan. 

  

	IX.	Miscellaneous. 

  

	 	a.	No Rights as Employee. Nothing contained in this Plan or any documents relating to this Plan shall (a) confer on a Participant any right to continue in the
employ of the Company; (b) constitute any contract or agreement of employment; or (c) interfere in any way with the Company’s right to terminate the Participant’s employment at any time, with or without Cause.

  

	 	b.	Tax Withholding. To the extent required by applicable federal, state, local or foreign law, the Company shall withhold all applicable taxes (including, but not
limited to, the Participant’s FICA and Social Security obligations) from any bonus payment. 

  

	 	c.	Transferability. A Participant may not sell, assign, transfer or encumber any of his or her rights under the Plan. 

  
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	 	d.	Unsecured General Creditor. Participants (or their beneficiary) may seek to enforce any rights or claims for payment under the Plan solely as an unsecured
general creditor of the Parent or Company. 

  

	 	e.	Successors. This Plan shall be binding upon and inure to the benefit of the Parent, Company and any successor to the Company and the Participant’s heirs,
executors, administrators and legal representatives. 

  

	 	f.	Code Section 409A. The Plan is intended to be a nonqualified deferred compensation plan within the meaning of Code section 409A and shall be interpreted to
meet the requirements of Code section 409A. To the extent that any provision of the Plan would cause a conflict with the requirements of Code section 409A, or would cause the administration of the Plan to fail to satisfy Code section 409A, such
provision shall be deemed null and void to the extent permitted by applicable law. Nothing herein shall be construed as a guarantee of any particular tax treatment to a Participant. 

 

	 	g.	Governing Law. All questions pertaining to the validity, construction and administration of the Plan shall be determined in accordance with the laws of the State
of Delaware, without regard to conflicts of law provisions. 

  

	 	h.	Integration. This document and each exhibit hereto represent the entire agreement and understanding between the Company and the Participants and supersede any
and all prior agreements or understandings, whether oral or written, with the Company relating to the subject matter covered by this Plan. 

  

	 	i.	Severability. In case any provision of this Plan shall be held illegal or invalid, such illegality or invalidity shall be construed and enforced as if said
illegal or invalid provision had never been inserted herein and shall not affect the remaining provisions of this Plan, but shall be fully severable, and the Plan shall be construed and enforced as if any such illegal or invalid provision were not a
part hereof. 

 [Execution page follows] 

  
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 IN WITNESS WHEREOF, USA Mobility, Inc., by its duly authorized officer acting in
accordance with a resolution duly adopted by the Compensation Committee of the Board of Directors of USA Mobility, Inc., has executed this Plan for the benefit of employees of USA Mobility Wireless, Inc., and Amcom Software, Inc., on
December 1, 2011, effective as of January 1, 2012. 
  

	
	USA MOBILITY, INC.
	
	  

	Vincent D. Kelly, President & CEO

  
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 Exhibit A 
 Performance Objectives 
 USA Mobility 2012 Short Term Incentive Plan
(STIP) Payout Scale 

 

													
	 Consolidated Operating Cash Flow
(50%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	65.807	  	 	 	120.0	% 	 	 	125.0	% 
	 	$	63.065	  	 	 	115.0	% 	 	 	120.0	% 
	 	$	60.323	  	 	 	110.0	% 	 	 	115.0	% 
	 	$	57.581	  	 	 	105.0	% 	 	 	107.5	% 
	 Target
	 	$	54.839	  	 	 	100.0	% 	 	 	100.0	% 
	 Under Perform
	 	$	52.097	  	 	 	95.0	% 	 	 	92.5	% 
	 	$	49.355	  	 	 	90.0	% 	 	 	85.0	% 
	 	$	46.613	  	 	 	85.0	% 	 	 	80.0	% 
	 	$	43.871	  	 	 	80.0	% 	 	 	75.0	% 
	 	<$	43.871	  	 	 	<80.0	% 	 	 	0.0	% 

													
	 Consolidated Revenue
(20%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	246.508	  	 	 	110.0	% 	 	 	125.0	% 
	 	$	235.303	  	 	 	105.0	% 	 	 	115.0	% 
	 	$	229.700	  	 	 	102.5	% 	 	 	110.0	% 
	 	$	226.339	  	 	 	101.0	% 	 	 	105.0	% 
	 Target
	 	$	224.098	  	 	 	100.0	% 	 	 	100.0	% 
	 Under Perform
	 	$	221.857	  	 	 	99.0	% 	 	 	95.0	% 
	 	$	218.495	  	 	 	97.5	% 	 	 	90.0	% 
	 	$	212.893	  	 	 	95.0	% 	 	 	85.0	% 
	 	$	201.688	  	 	 	90.0	% 	 	 	75.0	% 
	 	< $	201.688	  	 	 	<90.0	% 	 	 	0.0	% 

 

 

													
	 Operations Bookings
(15%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	40.920	  	 	 	110.0	% 	 	 	130.0	% 
	 	$	39.060	  	 	 	105.0	% 	 	 	120.0	% 
	 	$	38.130	  	 	 	102.5	% 	 	 	110.0	% 
	 	$	37.572	  	 	 	101.0	% 	 	 	105.0	% 
	 Target
	 	$	37.200	  	 	 	100.0	% 	 	 	100.0	% 
	 Under Perform
	 	$	36.828	  	 	 	99.0	% 	 	 	95.0	% 
	 	$	36.270	  	 	 	97.5	% 	 	 	90.0	% 
	 	$	35.340	  	 	 	95.0	% 	 	 	80.0	% 
	 	$	33.480	  	 	 	90.0	% 	 	 	70.0	% 
	 	<$	33.48	  	 	 	<90.0	% 	 	 	0.0	% 

 

													
	 Paging Revenue (15%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	167.343	  	 	 	110.0	% 	 	 	130.0	% 
	 	$	159.736	  	 	 	105.0	% 	 	 	120.0	% 
	 	$	155.933	  	 	 	102.5	% 	 	 	110.0	% 
	 	$	153.651	  	 	 	101.0	% 	 	 	105.0	% 
	 Target
	 	$	152.130	  	 	 	100.0	% 	 	 	100.0	% 
	 Under Perform
	 	$	150.608	  	 	 	99.0	% 	 	 	95.0	% 
	 	$	148.326	  	 	 	97.5	% 	 	 	90.0	% 
	 	$	144.523	  	 	 	95.0	% 	 	 	80.0	% 
	 	$	136.917	  	 	 	90.0	% 	 	 	70.0	% 
	 	<$	136.917	  	 	 	<90.0	% 	 	 	0.0	% 

 
 

  
 In order for an employee of Wireless
to earn over 100% of their target bonus, Wireless Company OCF must equal or exceed $40,406,000 and in order for an employee of Software to earn over 100% of their target bonus, Software Company OCF must equal or exceed $11,691,000. 

In order for the CEO of USA Mobility, Inc., to earn more than 100% of his target bonus, Wireless Company OCF must equal or exceed $40,406,000 and
Software Company OCF must equal or exceed $11,691,000. 

 

 
  

 Exhibit B 
 List of USA Mobility Wireless Participants (as of January 1, 2012) 
  

							
	 Name, Wireless Employee
	  	 Title
	  	Bonus Target
as % of Base
Salary	 
	 Executives
	  		  			
	 KELLY, VINCE
	  	CEO*	  	 	100	% 
	 ENDSLEY, SHAWN E.
	  	CFO	  	 	75	% 
	 SAINE, THOMAS
	  	CIO	  	 	75	% 
	 GRANDFIELD, PAUL
	  	EVP, Operations	  	 	75	% 
	 BOSO, JIM
	  	EVP, Sales & Marketing	  	 	75	% 
	 CULP, BONNIE
	  	EVP, Human Resources	  	 	75	% 
	 SENIOR VICE PRESIDENTS
	  		  			
	 WOODS, SHARON
	  	Corp Secretary/Treasurer	  	 	50	% 
	 POGUE, KEDRON
	  	SVP, Customer Operations	  	 	50	% 
	 ASH, GARY
	  	SVP, Sales	  	 	50	% 
	 CHANG, MYLE
	  	Controller	  	 	50	% 
	 FUNCTIONAL VP’S
	  		  			
	 DEWEY, RICH
	  	VP, Engineering Services	  	 	40	% 
	 HENDERSON, MACK
	  	VP, Perf Management	  	 	40	% 
	 MERTES, DOUG
	  	VP, Human Resources	  	 	40	% 
	 SALES VP’S
	  		  			
	 WAX, JONATHAN
	  	VP, Sales - East	  	 	30	% 
	 STEIN, JAMES
	  	VP, Sales - West	  	 	30	% 

  

	*	The Chief Executive Officer of USA Mobility, Inc. participates in the Plan pursuant to his employment agreement, which provides that his target bonus is two-hundred
(200) percent of base salary, and further provides that his bonus is payable fifty (50) percent in cash and fifty (50) percent in unrestricted stock. The cash portion of the Chief Executive Officer’s bonus shall be paid through
this Plan. The stock portion shall be granted by the Company pursuant to and as governed by the USA Mobility, Inc. Equity Incentive Plan. 

 

 
  

 Exhibit B1 
 List of Amcom Software Participants (as of January 1, 2012) 
  

							
	 Name, Amcom Employee
	  	 Title
	  	Bonus Target
as % of Base
Salary	 
	 Executives
	  		  			
	 CHRIS HEIM*
	  	President	  	 	100	% 
	 DAN MAYLEBEN*
	  	COO	  	 	100	% 
	 VICE PRESIDENTS
	  		  			
	 SEAN COLLINS
	  	VP, Sales	  	 	50	% 
	 KATE BOLSETH
	  	VP, Development	  	 	20	% 
	 KATHY VELDBOOM
	  	VP, Quality & Support	  	 	20	% 
	 MIKE DEVINE
	  	VP, Marketing	  	 	20	% 
	 RANDY HOFFMAN
	  	VP, Profession Services	  	 	20	% 
	 MIKE MEHR
	  	VP, Finance	  	 	25	% 
	 OTHER MANAGEMENT
	  		  			
	 GRAEME HULL
	  	GM, FL Division	  	 	25	% 
	 LOU KURPIS
	  	GM, NY DIVISION	  	 	25	% 
	 MARIANNE GRAY
	  	GM, NH DIVISION	  	 	25	% 
	 JOANNA LEACH
	  	HR DIRECTOR	  	 	10	% 

 C. Heim and D. Mayleben voluntary separated on June 29, 2012, thereby forfeiting any award pursuant to this plan.

 

 
  

 Exhibit B2 
 List of Amcom Software Participants (as of September 19, 2012) 
  

							
	 Name, Amcom Employee
	  	 Title
	  	Bonus Target
as % of Base
Salary	 
	 Executives
	  		  			
	 COLIN BALMFORTH**
	  	President	  	 	75	% 
	 KATE BOLSETH*
	  	COO	  	 	60	% 
	 SEAN COLLINS*
	  	EVP, Sales	  	 	50	% 
	 LYNN DANKO**
	  	Chief Financial Officer	  	 	40	% 
	 VICE PRESIDENTS
	  		  			
	 KATHY VELDBOOM
	  	VP, Quality & Support	  	 	20	% 
	 MIKE DEVINE
	  	VP, Marketing	  	 	20	% 
	 RANDY HOFFMAN
	  	VP, Profession Services	  	 	20	% 
	 MIKE MEHR
	  	VP, Finance	  	 	25	% 
	 OTHER MANAGEMENT
	  		  			
	 GRAEME HULL
	  	GM, FL Division	  	 	25	% 
	 LOU KURPIS
	  	GM, NY DIVISION	  	 	25	% 
	 MARIANNE GRAY
	  	GM, NH DIVISION	  	 	25	% 
	 JOANNA LEACH
	  	HR DIRECTOR	  	 	10	% 
	 BETH WEINBERGER**
	  	Director, Sales Operations	  	 	20	% 
	 MATHILDE VAN WIJK**
	  	Director, Technical Support	  	 	20	% 

 * K. Bolseth was elevated from Vice President, Development to Chief Operating Officer effective July 1, 2012.

 * S. Collins was elevated to the position of Executive Vice President effective July 1, 2012. 

** Participant of the Plan based on hiring date.EX-10.5

 Exhibit 10.5 
  

 
 USA Mobility, Inc. 
 2013 Short-Term Incentive Plan 
 (Effective January 1, 2013) 

 

	I.	Effective Date. The 2013 Short-Term Incentive Plan (the “Plan”) for USA Mobility, Inc., (the “Company”) was adopted by the Compensation
Committee of the Board of Directors (the “Board”) of USA Mobility, Inc., (the “Parent”), a Delaware corporation for the employees of USA Mobility Wireless, Inc., a Delaware corporation and a subsidiary of the Parent, and for
Amcom Software, Inc., a Delaware corporation and a subsidiary of the Parent on December 21, 2012. The Plan is effective as of January 1, 2013 and supersedes and replaces all former management short-term incentive plans, including the USA
Mobility Inc., 2012 Short-Term Incentive Plan. 

  

	II.	Purpose. The Plan is designed to attract, motivate, retain and reward key employees for their performance during the calendar year, from January 1 through
December 31, 2013 (the “Performance Period”). The Plan rewards key employees by allowing them to receive cash bonuses based on how well the Company performs against the performance objectives selected by the Board and set forth in
Exhibits A and B (the “Performance Objectives”), as may be adjusted by the Board in the event of a Change of Control or other corporate reorganization, merger, similar transaction, to take into account extraordinary events or as the
Committee determines is in the best interests of the Company. In order for bonuses to be earned, the Company must meet the Performance Objectives as outlined in Exhibits A or B on December 31, 2013. Performance Objectives are based solely on
the performance of USA Mobility Wireless, Inc. and its affiliate Metrocall Ventures, Inc. and its subsidiaries and Amcom Software, Inc. and its subsidiary Commtech Wireless Pty, LTD. For clarity, Performance Objectives and the attainment thereof
does not include revenue or expenses related to acquisitions or due diligence occurring after the Effective Date of this Plan except as directed by the Compensation Committee. 

 

	III.	Eligibility. Participation in the Plan is limited to those key employees who are selected for participation in the Plan by the Board, in its sole discretion
(each such individual, a “Participant”). Individuals selected by the Board to participate as of January 1, 2013 are listed on Exhibits C, D, and E. Newly hired or promoted employees, or employees who otherwise become eligible
to participate, who are selected to participate in the Plan after January 1, 2013 but before October 1, 2013 will participate in the Plan on a prorated basis based on the number of days worked during the performance period after becoming
bonus eligible. Employees who are newly hired or promoted on or after October 1, 2013 will not be eligible to participate in the Plan. 

  

	IV.	Target Bonus. The target bonus for each Participant is based on a percentage of the Participant’s annual (or prorated, if applicable) salary as of
January 1, 2013 (or date of hire or promotion to an eligible position, if later). The applicable percentage is determined by the Compensation Committee with respect to executives earning $250,000 or more and by the CEO for other management and
need not be identical among Participants. The earned bonus may be greater than or less than the target bonus depending on the level at which the Performance Objectives are attained for the Participants entity. For 2013, the CEO of USA Mobility, Inc.
and Corporate Executives (Exhibit C), will be paid in accordance with the payout percentage of the lower performing of the two entities; Software or Wireless. 

  
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	V.	Payment of Earned Bonus. 

  

	 	a.	Except as provided herein, each earned bonus under the Plan will be calculated based on the attainment of the Performance Objectives and will be paid in a lump sum
(subject to any required withholding for income and employment taxes) after the 2013 annual audit of the Parent’s consolidated financial statement has been completed and the Parent’s annual report on Form 10K has been filed with the
Securities and Exchange Commission but in no event later than December 31, 2014. 

  

	 	b.	If the Participant involuntarily Separates from Service without Cause or due to disability or dies prior to December 31, 2013, he or she will be eligible to
receive a prorated bonus provided that the Company is on track to attain the Performance Objectives as reasonably determined by the Compensation Committee and provided further that, in the event Participant involuntarily Separates from Service
without Cause, he or she has executed a release, any waiting period in connection with such release has expired, he or she has not exercised any rights to revoke the release and he or she has followed any other applicable and customary termination
procedures, as determined by the Parent in its sole discretion. The bonus will be prorated to the date of Participant’s Separation from Service or death, calculated as follows: one-hundred percent (100%) of a Participant’s target
bonus will be multiplied by a fraction, the numerator of which is the number of days the Participant was continuously providing services to the Company from January 1, 2013 through the date immediately prior to the Participant’s Separation
from Service or death, and the denominator of which is 365 days. Prorated bonuses will be paid to the Participant, or in the event of Participant’s death, the Participant’s estate, on the sixty-fifth (65th) day following the date of
Participant’s Separation from Service or death. 

  

	 	i.	 For purposes of the Plan, “Separation from Service” shall have the meaning provided in the Treasury Regulations under section 409A of the
Internal Revenue Code of 1986, as amended (the “Code”), and “Separates from Service” shall have a consistent meaning. Unless otherwise defined in an employment agreement between the Participant and the Parent or the Company, for
purposes of the Plan, “Cause” means (i) dishonesty of a material nature that relates to the performance of services for the Company by Participants; (ii) criminal conduct (other than minor infractions and traffic violations) that
relates to the performance of services for the Company by Participant; (iii) the Participant’s willfully breaching or failing to perform his or her duties as an employee of the Company (other than any such failure resulting from the
Participant having a disability (as defined herein)), within a reasonable period of time after a written demand for substantial performance is delivered to the Participant by the Board, which demand specifically identifies the manner in which the
Board believes that the Participant has not substantially performed his duties; or (iv) the willful engaging by the Participant in conduct that is demonstrably and materially injurious to the Parent, Company or an Affiliate, monetarily or
otherwise. No act or failure to act on the Participant’s part shall be deemed “willful” unless done, or omitted to be done; by the Participant not in good faith and without reasonable belief that such action or omission was in the
reasonable best interests of the Parent, Company and Affiliates. For this purpose, “disability” means a 

  
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condition or circumstance such that the Participant has become totally and permanently disabled as defined or described in the Parent’s long term disability benefit plan applicable to
executive officers as in effect at the time the Participant incurs a disability. 

  

	 	c.	Notwithstanding anything to the contrary in this Plan, no payments contemplated by this Plan will be paid during the six-month period following a Participant’s
Separation from Service unless the Company determines, in its good faith judgment, that paying such amounts at the time indicated in paragraph B above would not cause the Participant to incur an additional tax under Code section 409A (a)(2)(B)(i),
in which case the bonus payment shall be paid in a lump sum on the first day of the seventh month following the Participant’s Separation from Service. 

 

	VI.	Forfeiture. Any Participant whose employment is terminated for Cause or who voluntarily Separates from Service prior to the date bonuses are paid shall forfeit
any right to receive a bonus award. 

  

	VII.	Administrator. The Compensation Committee of the Board shall administer the Plan in accordance with its terms, and shall have full discretionary power and
authority to construe and interpret the Plan; to prescribe, amend and rescind rules and regulations, terms, and notices hereunder; and to make all other determinations necessary or advisable in its discretion for the administration of the Plan. Any
actions of the Compensation Committee with respect to the Plan shall be conclusive and binding upon all persons interested in the Plan. The Compensation Committee, in its sole discretion and on such terms and conditions as it may provide, may
delegate all or part of its authority and powers under the Plan to one or more directors and/or officers of the Parent or the Company. 

  

	VIII.	Amendment; Termination. The Board, in its sole discretion, without prior notice to Participants, may amend or terminate the Plan, or any part thereof, including
the Performance Objectives as described in Section II, at any time and for any reason, to the extent such action will not cause adverse tax consequences to a participant under Code section 409A. Any amendment or termination must be in writing and
shall be communicated to all Participants. No award may be granted during any period of suspension or after termination of the Plan. 

  

	IX.	Miscellaneous. 

  

	 	a.	No Rights as Employee. Nothing contained in this Plan or any documents relating to this Plan shall (a) confer on a Participant any right to continue in the
employ of the Company; (b) constitute any contract or agreement of employment; or (c) interfere in any way with the Company’s right to terminate the Participant’s employment at any time, with or without Cause.

  

	 	b.	Tax Withholding. To the extent required by applicable federal, state, local or foreign law, the Company shall withhold all applicable taxes (including, but not
limited to, the Participant’s FICA and Social Security obligations) from any bonus payment. 

  

	 	c.	Transferability. A Participant may not sell, assign, transfer or encumber any of his or her rights under the Plan. 

  
 3 

 

 
  

	 	d.	Unsecured General Creditor. Participants (or their beneficiary) may seek to enforce any rights or claims for payment under the Plan solely as an unsecured
general creditor of the Parent or Company. 

  

	 	e.	Successors. This Plan shall be binding upon and inure to the benefit of the Parent, Company and any successor to the Company and the Participant’s heirs,
executors, administrators and legal representatives. 

  

	 	f.	Code Section 409A. The Plan is intended to be a nonqualified deferred compensation plan within the meaning of Code section 409A and shall be interpreted to
meet the requirements of Code section 409A. To the extent that any provision of the Plan would cause a conflict with the requirements of Code section 409A, or would cause the administration of the Plan to fail to satisfy Code section 409A, such
provision shall be deemed null and void to the extent permitted by applicable law. Nothing herein shall be construed as a guarantee of any particular tax treatment to a Participant. 

 

	 	g.	Governing Law. All questions pertaining to the validity, construction and administration of the Plan shall be determined in accordance with the laws of the State
of Delaware, without regard to conflicts of law provisions. 

  

	 	h.	Integration. This document and each exhibit hereto represent the entire agreement and understanding between the Company and the Participants and supersede any
and all prior agreements or understandings, whether oral or written, with the Company relating to the subject matter covered by this Plan. 

  

	 	i.	Severability. In case any provision of this Plan shall be held illegal or invalid, such illegality or invalidity shall be construed and enforced as if said
illegal or invalid provision had never been inserted herein and shall not affect the remaining provisions of this Plan, but shall be fully severable, and the Plan shall be construed and enforced as if any such illegal or invalid provision were not a
part hereof. 

 [Execution page follows] 

  
 4 

 

 
  

 IN WITNESS WHEREOF, USA Mobility, Inc., by its duly authorized officer acting in
accordance with a resolution duly adopted by the Compensation Committee of the Board of Directors of USA Mobility, Inc., has executed this Plan for the benefit of employees of USA Mobility Wireless, Inc., and Amcom Software, Inc., on, effective as
of January 1, 2013. 
  

	
	USA MOBILITY, INC.
	
	  

	Vincent D. Kelly, President & CEO

  
 5 

 

 
  

 Exhibit A 
 Wireless Performance Objectives 

 

													
	 Operating Cash Flow - Wireless
(50%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Target
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Under Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	<$	***	  	 	 	<***	% 	 	 	***	% 

													
	 Paging Revenue (20%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Target
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Under Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	<$	***	  	 	 	<***	% 	 	 	***	% 

 

 

													
	 Direct Units in Service
(15%)
	 
	(in thousands)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	 	***	  	 	 	***	% 	 	 	***	% 
	 	 	***	  	 	 	***	% 	 	 	***	% 
	 	 	***	  	 	 	***	% 	 	 	***	% 
	 	 	***	  	 	 	***	% 	 	 	***	% 
	 Target
	 	 	***	  	 	 	***	% 	 	 	***	% 
	 Under Perform
	 	 	***	  	 	 	***	% 	 	 	***	% 
	 	 	***	  	 	 	***	% 	 	 	***	% 
	 	 	***	  	 	 	***	% 	 	 	***	% 
	 	 	***	  	 	 	***	% 	 	 	***	% 
	 	 	<***	  	 	 	<***	% 	 	 	***	% 

 

													
	 Total Company Revenue
(15%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Target
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Under Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	<$	***	  	 	 	<***	% 	 	 	***	% 

 
 

  

	***	Means that certain confidential information has been deleted from this document and filed separately with the Securities and Exchange Commission.

 

 
  

 Exhibit B 
 Software Performance Objectives 

 

													
	 Total Software Revenue
(30%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Target
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Under Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	<$	***	  	 	 	<***	% 	 	 	***	% 

													
	 Operations Bookings
(30%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Target
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Under Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	<$	***	  	 	 	<***	% 	 	 	***	% 

 

 

													
	 Total Company Revenue
(15%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Target
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Under Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	<$	***	  	 	 	<***	% 	 	 	***	% 

 

													
	 Operating Cash Flow - Software
(25%)
	 
	($ in millions)	 
	 	 	Result	 	 	Performance	 	 	Payout	 
	 Over Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Target
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 Under Perform
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	$	***	  	 	 	***	% 	 	 	***	% 
	 	<$	***	  	 	 	<***	% 	 	 	***	% 

 
 

  

	***	Means that certain confidential information has been deleted from this document and filed separately with the Securities and Exchange Commission.

 

 
  

 Exhibit C 
 List of USA Mobility Corporate Executive Participants* 
 (as of
January 1, 2013) 
  

							
	 Name, Corporate Employee
	  	 Title
	  	Bonus Target
as % of Base
Salary	 
	 Executives
	  		  			
	 Kelly, Vince
	  	CEO	  	 	100	% 
	 Endsley, Shawn
	  	CFO	  	 	75	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 Culp, Bonnie
	  	EVP, H.R. & CCO	  	 	75	% 

  

	*	Target Bonus will be paid in accordance with the payout percentage of the lower performing of the two entities: Software or Wireless. 

	***	Means that certain confidential information has been deleted from this document and filed separately with the Securities and Exchange Commission.

 

 
  

 Exhibit D 
 List of USA Mobility Wireless Participants* (as of January 1, 2013) 
  

							
	 Name, Wireless Employee
	  	 Title
	  	Bonus Target
as % of Base
Salary	 
	 Executives
	  		  			
	 Boso, Jim
	  	President	  	 	75	% 
	 Saine, Tom
	  	CIO	  	 	75	% 
	 ***
	  	***	  	 	***	% 
	 Functional VP’s
	  		  			
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 Sales VP’s
	  		  			
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 

  

	*	Participants participate under the Wireless Performance Objectives (Exhibit A) 

	***	Means that certain confidential information has been deleted from this document and filed separately with the Securities and Exchange Commission.

 

 
  

 Exhibit E 
 List of Amcom Software Participants* (as of January 1, 2013) 
  

							
	 Name, Amcom Employee
	  	 Title
	  	Bonus Target
as % of Base
Salary	 
	 Executives
	  		  			
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 Vice Presidents
	  		  			
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 Other Management
	  		  			
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 
	 ***
	  	***	  	 	***	% 

  

	*	Participants participate under the Software Performance Objectives (Exhibit B) 

	***	Means that certain confidential information has been deleted from this document and filed separately with the Securities and Exchange Commission.

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