Document:

First Amending Agreement, dated as of December 7, 2007 amending the Credit

 Exhibit 4.4 
 FIRST AMENDING AGREEMENT 
 THIS FIRST AMENDING AGREEMENT is made as of
December 7, 2007 between SOCIÉTÉ GÉNÉRALE (CANADA), a bank organized and existing under the laws of Canada (“Lender”), QUEBECOR MEDIA INC. / QUEBECOR MEDIA INC., a company incorporated under the laws
of Canada (“Borrower”). 
 RECITALS 
 The Borrower and the Lender have entered into a credit agreement dated as of April 7, 2006 (as amended, restated or otherwise modified from time to time, the “Credit Agreement”).

 The parties wish to amend the Credit Agreement. 
 NOW, THEREFORE, THE PARTIES AGREE AS FOLLOWS:  
  

	1.	Interpretation 

  

	 	1.1	Capitalized terms used herein and, defined in the Credit Agreement have the meanings ascribed to them in the Credit Agreement unless otherwise defined herein.

  

	 	1.2	Any reference to the Credit Agreement in any Finance Document refers to the Credit Agreement as amended hereby. 

 Amendment to the Credit Agreement 
  

	 	2.1	Section 1.1 of the Credit Agreement is amended by deleting the definition of “Availability Period” therein and replacing it with the following:

 “Availability Period” means the period beginning on the date on which all Initial Conditions
Precedent have been satisfied or waived and ending on the earlier of (i) March 1, 2008, and (ii) the date, if any, on which the Credit Facility is no longer available to Borrower for any reason in accordance with this Credit
Agreement. 
  

	3.	Fees and Expenses 

 The Borrower agree to pay on demand all reasonable costs and expenses of the Lender in connection with the preparation, execution, delivery, implementation and administration of this Agreement including, without limitation, the reasonable
fees and expenses of counsel for the Lender. 
  

	4.	Counterparts 

 This Agreement may be executed in any number of counterparts, all of which taken together constitute one and the same instrument. A party may execute this Agreement by signing any counterpart. 

	5.	No other amendment 

 The parties acknowledge and agree that, except as amended pursuant to this Agreement, the provisions of the Credit Agreement remain in full force and effect, without novation of and without derogation from the rights and obligations of the
parties thereunder. 
  

	6.	No waiver 

 This
First Amending Agreement will not be deemed to constitute any waiver of or prejudice to any rights, powers or remedies which the Lender has or may have in the future under the Credit Agreement or otherwise. 
  

	7.	HERMES Approval 

 Lender hereby confirms that it has received approval from HERMES to the extension of the Availability Period and that the HERMES Insurance Policy, absent any other circumstances (of which the Lender is not aware), remains in full force and
effect. 
  

	8.	Governing Law 

 This Agreement is governed by, and construed in accordance with, the laws of the Province of Québec and of the laws of Canada applicable therein. 
 [Remainder of the page intentionally left in blank—Signature page follows] 

 - 3 - 
  

 IN WITNESS WHEREOF the parties hereto have caused this Agreement to be duly executed as of the date and year
first above written. 
  

			
	SOCIÉTÉ GÉNÉRALE (CANADA)
		
		 	

		 	 Name: Benoît Desmarais
 Title: Managing Director

		
	Per:	 	

		 	 Name: David Baldoni
 Title:
Managing Director

  
  

			
	QUEBECOR MEDIA INC.
		
	Per:	 	

		 	 Name:
 Title:

		
	Per:	 	

		 	 Name:
 Title:Management Bonus Program for 2009

 Exhibit 10.11 
 OTIX GLOBAL, INC. 
 Management Bonus Program 

 2010 
 MANAGEMENT BONUS PROGRAM 
 The Management Bonus Program (“the Program”) is designed to reward senior level managers
for achieving specified Company performance goals and individual performance objectives. The Program’s objective is to motivate such senior level managers by providing an annual cash bonus opportunity. 
 PROGRAM SUMMARY 
 The Compensation Committee
of the Board of Directors administers the Program. Funding for the Program is based on the performance of the Company for the year. Bonuses are calculated and distributed during the first quarter of the subsequent year, following audit of the
Company’s full year results. 
 Bonuses are based on achievements of goals in three segments: the Company’s annual sales goal, the
Company’s annual EBITDA (earnings before interest, taxes, depreciation and amortization) goals, and individual performance goals. The three segments, weighted 25% for annual sales goal, 50% for annual EBITDA goal and 25% for individual
performance goals, are independent. Under-achievement in one of them may reduce that segment’s bonus to zero, but would not affect the other two segments. Similarly, over-achievement in one segment may increase that portion of the bonus without
affecting the other segments. 
 TARGETS 
 Targets for sales and EBITDA will be based on the Company’s operating plan and will be approved by the Compensation Committee of the Board of Directors. 
 BONUS LEVELS FOR ACHIEVEMENT OF PLAN 
 A
“base bonus” will be paid if the targets in the three segments are met. Base bonus levels for participants may vary by title and position. A listing of participants and their base bonus levels is recommended annually by the Chief Executive
Officer (“CEO”) and approved by the Compensation Committee of the Board of Directors. Base salary means compensation paid during the Program year, excluding commissions, special awards and perquisites. 
 Actual sales and EBITDA will be as reflected in the Company’s audited financial statements. Participant’s objectives will be measurable,
quantifiable and agreed to beforehand. The CEO will make the final determination of the degree of achievement for the other executives. 
 OVER-ACHIEVEMENT OF PLAN 
 If the sales and/or the EBITDA numbers are better than the “at target” figures, the bonus
for that segment will increase. Over-achievement of a participant’s individual goals may result in an increased bonus for that segment as well. A participant’s total bonus payment shall not exceed 200% of his/her “base bonus.”

 UNDER-ACHIEVEMENT OF PLAN 
 If the sales and/or the EBITDA numbers are worse than the “at target” figures, the bonus for that segment will decrease. There will be an appropriate decrease in bonus for under-achievement in the individual objectives segment as
well. 
 ELIGIBILITY 
 Participation in the Bonus Program will be recommended by the CEO and approved by the Compensation Committee of the Board of Directors. New employees hired during the year may be eligible to participate on a pro rata basis. Employees
promoted during the year may be eligible to participate or participate at a higher award level, on a pro rata basis. 

 TERMINATION OF EMPLOYMENT 
 In the event that any participant shall cease to be a full-time employee during any year in which he/she is participating in the Program or at the time the bonus is paid out, that participant will not be
entitled to a bonus payment for that Program year. 
 AMENDMENT OF THE PROGRAM 
 The Compensation Committee of the Board of Directors may, from time to time, make amendments to the Program, as it believes appropriate, and may terminate
the Program at any time. In addition, the Compensation Committee of the Board of Directors may consider unusual and/or extraordinary events that occur during the year when considering bonus awards. 
 MISCELLANEOUS 
 Nothing contained in the
Program shall be construed to confer upon any participant any right to continue in the employ of the Company or affect in any way the Company’s right to terminate a participant’s employment at any time. 
 SALES SEGMENT BONUS 
 The bonus for the
segment measured by the Company’s net sales target will be 25% of the participant’s base bonus, adjusted for over/under-achievement per the schedule below. For every 2.0% increase in sales above target, the bonus increases by 5% of base
bonus. For every 2.0% shortfall in sales below target, the bonus decreases by 5% of base bonus, but below 90.0% of target, no bonus is paid. The bonus for this segment cannot be less than zero. 
  

					
	 Net Sales
	 	 % Target
	 	 % of Base Bonus

	>10.0%	 	<90.0%	 	No Bonus
	-8.0%	 	92.0%	 	5.0%
	-6.0%	 	94.0%	 	10.0%
	-4.0%	 	96.0%	 	15.0%
	-2.0%	 	98.0%	 	20.0%
	Target	 	100%	 	25.0%
	2.0%	 	102%	 	30.0%
	4.0%	 	104%	 	35.0%
	6.0%	 	106%	 	40.0%
	8.0%	 	108%	 	45.0%
	10.0%	 	110%	 	50.0%
	No Limit	 	No Limit	 	Subject to 200% total bonus limit

 EBITDA SEGMENT BONUS 
 The bonus for the segment measured by the Company’s EBITDA will be 50% of the participant’s base bonus, adjusted for over/under-achievement per the schedule below. For every 2.0% increase in
EBITDA above target, the bonus increases by 10% of base bonus. For every 2.0% shortfall in EBITDA below target, the bonus decreases by 10% of base bonus, but below 90.0% of target, no bonus is paid. The bonus for this segment cannot be less than
zero. 
  

					
	 EBITDA
	 	% Target	 	 % of Base Bonus

	>10.0%	 	<90.0%	 	No Bonus
	-8.0%	 	92.0%	 	10.0%
	-6.0%	 	94.0%	 	20.0%
	-4.0%	 	96.0%	 	30.0%
	-2.0%	 	98.0%	 	40.0%
	Target	 	100%	 	50.0%
	2.0%	 	102%	 	60.0%
	4.0%	 	104%	 	70.0%
	6.0%	 	106%	 	80.0%
	8.0%	 	108%	 	90.0%
	10.0%	 	110%	 	100.0%
	No Limit	 	No Limit	 	Subject to 200% total bonus limit

 INDIVIDUAL PERFORMANCE SEGMENT BONUS 
 The CEO and each Program participant will mutually
agree upon a set of objectives, whose accomplishment will determine the bonus level for this segment: 
  

							
	  	 	 OBJECTIVE
	  	% WEIGHTING	  	ACHIEVEMENT
LEVEL (%)
	 1.
	 	 ________________________________________________________
	  	__________	  	__________
	 2.
	 	 ________________________________________________________
	  	__________	  	__________
	 3.
	 	 ________________________________________________________
	  	__________	  	__________
	 4.
	 	 ________________________________________________________
	  	__________	  	__________

 Under-achievement of objectives
will result in a reduction in bonus for this segment. Over-achievement should be rare, since the goals will be set high. Should over achievement occur, the bonus may increase. 
  

			
	Objectives approved:                                   
                         	  	Date:                                      
  
	(Program Participant)	  	
		
	Objectives approved:                                   
                         	  	Date:                                      
  
	(Chief Executive Officer)	  	
		
	Achievement level approved:                                 
              	  	Date:                                      
  
	(Chief Executive Officer)

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