Document:

EX-10.3

 Exhibit 10.3 

AMENDMENT TO STEREOTAXIS, INC. 2009 EMPLOYEE STOCK PURCHASE PLAN 

This Amendment (this “Plan Amendment”) to Stereotaxis, Inc. 2009 Employee Stock Purchase Plan (the “ESPP”), is made
effective as of February 18, 2015. 
 1. Section 4(c) of the ESPP is hereby deleted in its entirety and the following is
substituted therefor: 
 (c) By enrolling in the Plan, each participant will be deemed to have authorized the establishment
of an account in his or her name at the Company’s designated transfer agent at the time of such enrollment, which firm shall serve as custodial agent for the purpose of holding shares purchased under the Plan. The account will be governed by,
and subject to, the terms and conditions of a written agreement between the Company and such firm. 
 2. Except as otherwise provided in
this Plan Amendment, capitalized terms used in this Amendment shall have the same meaning ascribed to them in the ESPP. 
 3. Except as
specifically modified by this Plan Amendment, all terms and conditions of the ESPP shall continue in full force and effect. 
 *** 

The foregoing Plan Amendment was approved and adopted by the Compensation Committee of the Board of Directors of Stereotaxis, Inc. on
February 27, 2015. 
 /s/ Karen W. Duros 

SecretaryEX-10.4

 Exhibit 10.4 

STEREOTAXIS 
 MANAGEMENT
BONUS PLAN 
 The Stereotaxis Management Bonus Plan is designed to bring annual focus to the financial and operating metrics, and strategic initiatives
that contribute to sustainable growth in shareholder value. The bonus plan performance measures for any particular year represent key drivers of our business such as orders, revenue, gross margins, utilization, operating expenses, operating
profitability, and specific strategic initiatives such as technology or business development projects. 
 Establishment of Metrics 

Each year the Compensation Committee of the Board of Directors will determine the objectives and corresponding weighting for the bonus plan based on the
priorities of the business for the upcoming performance year. Three levels of performance are established for each objective. The annual business plan, which includes growth rates or other success metrics for each objective, establishes the target
level of performance (100% of the business plan) for financial and operating metrics; threshold performance is defined as 90% of the business plan for each objective; and the overachievement level of performance is 120% of the business plan for
each objective. 
  

			
	FINANCIAL/OPERATING METRICS
		
	 PERFORMANCE LEVEL
	  	 PERFORMANCE DEFINITION

	Threshold	  	90% Business Plan
		
	Target	  	100 % of Business Plan
		
	Overachievement	  	120 % of Business Plan

 Specific objectives are established for any strategic initiatives that are included in the plan for the upcoming performance
year. Similar to our financial and operating metrics, threshold, target, and overachievement levels of performance are established for each objective. Each objective is also assigned a weighting to designate the level of priority for that particular
performance year. 
 Target Incentive Award Levels 

Participants in the Stereotaxis Management Bonus Plan will be assigned to one of six target incentive award levels ranging from 15% to 60% of base salary
based on their ability to impact results. 
 An incentive payout level is associated with each level of performance against each objective. Unless otherwise
established by the Committee for a particular performance year, performance at threshold results in payout of 50% of target award; performance at target will result in a payout of 100% of target award; and performance at the overachievement level of
performance results in a payout at the corresponding overachievement level of the participant identified below. A straight-line calculation is made to determine the payout level for performance against objectives between threshold and target
performance and between target and overachievement performance. Performance at the overachievement level is subject to maximum payouts identified below, unless otherwise determined by the Committee for a particular metric or performance year. 

			
	 PERFORMANCE
	  	 % TARGET AWARD

	 Threshold
	  	50%
		
	 Target
	  	100%
		
	 Overachievement
	  	 200 % Maximum (Levels V - VI)

150% Maximum (Levels I - IV)

 Determination of Award Pool 

The payout result of each objective will be independently calculated incorporating the actual performance against the objective, the weighting of each
objective, and the overachievement factor, if performance against the objective is above plan. The total of each calculation determines the Company’s overall level of performance against its objectives. This total percent, multiplied by the
total sum of the target awards for each participant, determines the total award pool. The Compensation Committee approves the award pool and all awards to Section 16 Officers. 

Distribution of Award Pool 
 The distribution of the award
pool will be allocated by the President & CEO to each function based on its level of contribution toward the achievement of annual objectives. In turn, each functional leader will determine each participant’s award, as follows: 

 

	 	•	 	25% will automatically be awarded to each individual as a participant in the plan. 

  

	 	•	 	The remaining 75% will be adjusted by the functional leader based on performance of each participant against his or her personal goals. 

Effective as of February 24, 2015QuickLinks
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  Exhibit 10.1    
    

 
    NRG ENERGY, INC.
  SECOND AMENDED AND RESTATED ANNUAL INCENTIVE PLAN
  FOR DESIGNATED CORPORATE OFFICERS    
    

	1.
	Definitions.    When the following terms are used herein with initial capital letters, they shall
have the following meanings:

	1.1
	Base Pay — as determined by Compensation Committee.

	1.2
	Code — the Internal Revenue Code of 1986, as it may be amended from time to time, and any
proposed, temporary or final Treasury Regulations promulgated thereunder.

	1.3
	Company — NRG Energy, Inc., a Delaware corporation, and any of its affiliates that
adopt this Plan.

	1.4
	Company Performance Factor — percentage identified in Schedule Z. The Company
Performance Factor shall be directly and specifically tied to one or more of the following business criteria, determined with respect to the Company: consolidated pre-tax earnings; net or gross
revenues; net earnings; operating income; earnings before interest and taxes; earnings before interest, taxes, depreciation, and amortization; cash flow; return on equity; return on net assets
employed; earnings per share; fleet in-market availability; safety criteria; environmental criteria; revenue growth; cash flow from operations; net income, diluted or basic; return on sales; return on
assets; earnings per share from continuing operations, diluted or basic; earnings from continuing operations; net asset turnover; capital expenditures; income from operations; income before income
taxes; gross or operating margin; return on total assets; return on invested capital; return on investment; return on revenue; market share; economic value added; cost of capital; expense reduction
levels; stock price; productivity; customer satisfaction; employee satisfaction; and total shareholder return for the applicable Performance Period, all as computed in accordance with Generally
Accepted Accounting Principles (if relevant) as in effect from time to time and as applied by the Company in the preparation of its financial statements and subject to such other special rules and
conditions as the Compensation Committee may establish at any time ending on or before the 90th day of the applicable Performance Period. For any Plan Year, Performance Factors may be
determined on an absolute basis or relative to internal goals or relative to levels attained in years prior to such Plan Year or related to other companies or indices or as ratios expressing
relationships between two or more Performance Factors. Performance Factors may be in respect of the performance of the Company, any of its subsidiaries or affiliates or any combination thereof on
either a consolidated, business unit or divisional level. Performance Factors may be absolute or relative (to prior performance of the Company or to the performance of one or more other entities or
external indices) and may be expressed in terms of a progression within a specified range. The foregoing criteria shall have any reasonable definitions that the Committee may specify, which may
include or exclude any or all of the following items, as the Committee may specify: extraordinary, unusual or non-recurring items; effects of accounting changes; effects of currency fluctuations;
effects of financing activities (e.g., effect on earnings per share of issuing convertible debt securities); expenses for restructuring, productivity initiatives or new business initiatives;
non-operating items; acquisition expenses; and effects of divestitures. Such Performance Factors shall constitute the sole business criteria upon which the performance goals under this Plan shall be
based.

	1.5
	Compensation Committee — a committee comprised solely of two or more members of the Board
of Directors of NRG Energy, Inc., each of whom is an "outside director" within the 

meaning
of Section 162(m) of the Code and a "Non-Employee Director" within the meaning of Rule 16b-3 under the Exchange Act.  

	1.6
	Legal Representative — shall mean a guardian, legal representative, or other person
acting in a similar capacity with respect to a Participant.

	1.7
	Participant — the President and Chief Executive Officer, and any of the Officers of the
Company who are designated by the Compensation Committee at any time ending on or before the 90th day of each Performance Period as Participants in this Plan.

	1.8
	Performance Period — the twelve consecutive month period which coincides with the
Company's fiscal year.

	1.9
	Targeted Bonus Percentage — the percentage identified in Schedule Y.

 

	2.
	Administration.

	2.1
	Compensation Committee.    The Compensation Committee shall administer the Plan.

	2.2
	Determinations Made Prior to Each Performance Period.    At any time ending on or before the
90th day of each Performance Period, the Compensation Committee shall:

	(a)
	designate
Participants for that Performance Period;

	(b)
	establish
Targeted Bonus Percentages for the Performance Period by amending (in writing) Schedule Y;

	(c)
	establish
Company Performance Factors for the Performance Period by amending (in writing) Schedule Z.

	2.3
	Certification.    Following the close of each Performance Period and prior to payment of any bonus
under the Plan, the Compensation Committee must certify in writing that the Company Performance Factor and all other factors upon which a bonus is based have been attained.

	2.4
	Stockholder Approval.    The material terms of this Plan shall be disclosed to and approved by the
stockholders of the Company in accordance with Section 162(m) of the Code.

 

	3.
	Bonus Payment.

	3.1
	Formula.    Each Participant shall receive a bonus payment for each Performance Period in an
amount not greater than:

	(a)
	the
Participant's Base Pay for the Performance Period, per schedule "X."

	(b)
	the
Participant's Targeted Bonus Percentage for the Performance Period, per schedule "Y."

	(c)
	the
Participant's Company Performance Factor for the Performance Period, per schedule "Z."

	3.2
	Limitations.

	(a)
	No
payment if Company Performance Factor not achieved. In no event shall any Participant receive a bonus payment hereunder if the Company Performance Factor
and all other factors on which the bonus payment is based is not achieved during the Performance Period.

	(b)
	No
payment in excess of pre-established amount. No Participant shall receive a bonus payment under this Plan for any Performance Period in excess of
$5,000,000. 

	(c)
	Compensation
Committee may reduce bonus payment. The Compensation Committee retains sole discretion to reduce the amount of or eliminate any bonus otherwise
payable under this Plan.

	3.3
	Claw back.

	(a)
	If
the Company is required to prepare an accounting restatement due to the material noncompliance of the Company with any financial reporting requirement
under the securities laws, then any participant who has been paid a bonus under this Plan based upon or affected by the restated financial report shall be required, at the discretion of the Board, to
reimburse the Company for all or any portion of such bonus paid to such participant.

 

	4.
	Amendments and Termination.    The Compensation Committee may amend this Plan prospectively at any
time and for any reason deemed sufficient by it without notice to any person affected by this Plan and may likewise terminate or curtail the benefits of this Plan both with regard to persons expecting
to receive benefits hereunder in the future and persons already receiving benefits at the time of such action.

	5.
	Miscellaneous.

	5.1
	Effective Date.    The effective date of this Plan shall be January 1, 2015.

	5.2
	Term of the Plan.    Unless the Plan shall have been discontinued or terminated, the Plan shall
terminate on January 1, 2025. No bonus shall be granted after the termination of the Plan; provided, however, that a payment with respect to a
Performance Period which begins before such termination may be made thereafter. In addition, the authority of the Compensation Committee to amend the Plan, shall extend beyond the termination of the
Plan.

	5.3
	Headings.    Headings are given to the sections and subsections of the Plan solely as a
convenience to facilitate reference. Such headings shall not be deemed in any way material or relevant to the construction or interpretation of the Plan or any provision thereof.

	5.4
	Applicability to Successors.    This Plan shall be binding upon and inure to the benefit of the
Company and each Participant, the successors and assigns of the Company, and the beneficiaries, personal representatives and heirs of each Participant. If the Company becomes a party to any merger,
consolidation or reorganization, this Plan shall remain in full force and effect as an obligation of the Company or its Successors in interest.

	5.5
	Employment Rights and Other Benefits Programs.    The provisions of this Plan shall not give any
Participant any right to be retained in the employment of the Company. In the absence of any specific agreement to the contrary, this Plan shall not affect any right of the Company, or of any
affiliate of the Company, to terminate, with or without cause, the participant's employment at any time. This Plan shall not replace any contract of employment, whether oral, or written, between the
Company and any Participant, but shall be considered a supplement thereto. This Plan is in addition to, and not in lieu of, any other employee benefit plan or program in which any Participant may be
or become eligible to participate by reason of employment with the Company. Receipt of benefits hereunder shall have such effect on contributions to and benefits under such other plans or programs as
the provisions of each such other plan or program may specify.

	5.6
	Governing Law.    The place of administration of the Plan shall be in the State of Delaware. The
corporate law of the State of Delaware shall govern issues relating to the validity and issuance of shares of Common Stock. Otherwise, the Plan shall be construed and administered in accordance with
the laws of the State of Delaware, without giving effect to principles relating to conflict of laws. 

	5.7
	Severability.    If any provision of the Plan is or becomes or is deemed to be invalid, illegal or
unenforceable in any jurisdiction such provision shall be construed or deemed amended to conform to applicable laws, or if it cannot be so construed or deemed amended without, in the determination of
the Compensation Committee, materially altering the purpose or intent of the Plan, such provision shall be stricken as to such jurisdiction, and the remainder of the Plan shall remain in full force
and effect.

	5.8
	Qualified Performance Based Compensation.    All of the terms and conditions of the Plan shall be
interpreted in such a fashion as to qualify all compensation paid hereunder to the maximum extent possible as qualified performance-based compensation within the meaning of Section 162(m) of
the Code. 

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Exhibit 10.1

NRG ENERGY, INC. SECOND AMENDED AND RESTATED ANNUAL INCENTIVE PLAN FOR DESIGNATED CORPORATE OFFICERS

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