Document:

Exhibit 10.1

2007

Executive Bonus Plan

(EBP)

Amended and restated

as of March 19, 2007

 

1.             PLAN OBJECTIVE

The Executive Bonus Plan (“EBP” or “the
Plan”) has been designed to reward and incent the efforts of the
executive officers of CB Richard Ellis (“CBRE”
or “the Company”) to successfully
attain the Company’s goals by directly tying the Participant’s compensation to
Company and individual results.   The EBP is also designed to:

(a)                                  provide
competitive compensation opportunities for executive officers; and

(b)                                assist
in retaining and attracting key employees for CBRE.

2.                                      EFFECTIVE DATE AND PLAN YEAR

This amended Plan
shall be effective March 19, 2007 and supersedes and replaces, in total, all
prior versions of this Plan or any other bonus guarantees.   A “Plan Year” starts on January 1 and ends
December 31 of the same year.

3.                                      PLAN ADMINISTRATION

Human Resources
will administer the Plan, including participation, eligibility criteria and
payment of Awards, subject to final review and approval by the Chief Executive
Officer and the Board of Directors.  The
Board of Directors may delegate any of its duties hereunder in its discretion
to its Compensation Committee.

4.                                      ELIGIBILITY

4.1                                  Eligibility for participation in the EBP and receipt of
bonus awards pursuant to the terms and conditions of the Plan (“Awards”) will be limited to the Chief Executive Officer and
other executive officers specifically designated and approved by the Chief
Executive Officer and the Board of Directors each year (“Participants”).  Unless otherwise specifically approved by the
Chief Executive Officer and the Board of Directors, employees who participate
in any other Company bonus plan and employees who are paid on a commission
basis or participate in the bonus plan for commissioned salespersons, are not
eligible to participate in the EBP.

4.2                                 Participation
for a Participant begins the first day of employment or the designated
effective date of an employee’s eligibility to participate in the EBP.   Eligibility for the EBP does not guarantee
payment of an Award, since payment is dependent upon earning the Award and the
other provisions of the EBP, including both individual and Company performance.

4.3                                 Participants
who are newly hired, transfer to a new position or become eligible to participate
during a Plan Year are eligible to earn an Award as follows:

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(a)                                  Newly-hired
participants will be eligible for a pro-rated award based on the number of full
calendar weeks worked in the eligible position from the first date of
employment or the designated effective date during the Plan Year.

(b)                                 Employees
who transfer to a new position that is not currently eligible for the Plan will
be eligible for a prorated Award based on the number of full calendar weeks
worked in the eligible position during the Plan Year.

(c)                                  Employees
who transfer or are promoted to another position and remain eligible for
another bonus plan, will be eligible to earn a prorated Award for each position
based on the number of full weeks worked in each position during the Plan Year.  Eligibility to earn Awards will be based on
the number of full weeks an employee worked in each position and the applicable
Target Awards and/or ratings for each position.

4.4                                 If the employment status of a
Participant changes prior to the Payment Date (defined below), eligibility for
an Award will depend on the reason for the status change:

(a)                                  Resignation or termination for any reason:  Eligibility for Awards is forfeited on
resignation or termination for any reason before the Payment Date.

(b)                                 Retirement: If a Participant retires under the Company
retirement plan (currently age 55 or older with at least 15 years of service or
65 years of age with at least 10 years of service) and participated in the Plan
for at least six months of the Plan Year, eligibility for an Award may be
prorated based on the number of full weeks of participation in the Plan
Year.  A prorated Award will be paid at
the time Awards are paid to all Participants. 
If participation in the Plan is less then six months during the Plan Year,
the employee is not eligible for an Award for that Plan Year.

(c)                                  Death or disability: 
Eligibility to earn an Award for any Participant who dies or becomes
disabled during a Plan Year will be prorated based on the number of full weeks
of participation in the Plan Year.  Any
Award will be paid at the time other Awards and bonuses are paid to all
Participants.  A Participant will be
considered “disabled” if the Participant is disabled as defined under the
provisions of the Company’s Long-Term Disability Plan then in effect.  For a Participant who dies prior to the
Payment Date, the Award will be paid to the Participant’s beneficiary as
designated in the Participant’s group term life insurance at the time of death.

5.                                      DISCRETIONARY COMPANY THRESHOLDS

Awards may not be
paid to any Participant if the Company fails to achieve one or more minimum
financial performance targets (the “Discretionary Company
Thresholds”) as 

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determined and set
by the Company in its sole discretion. 
The Discretionary Company Thresholds may be set and/or amended by the
Company at its sole discretion at any time during the Plan Year and up to the
date of payment of the Awards under the Plan. 
The Company will communicate the Discretionary Company Thresholds to
Participants from time to time, but no later than the date on which the Awards
are paid.

6.             TIMING OF CALCULATIONS,
PAYMENTS

6.1                                 Awards
are earned by performance during the Plan Year and by remaining employed by the
Company through the date Awards are paid (“Payment
Date”).

6.2                                 Subject
to final approval by the Chief Executive Officer and the Board of Directors,
the Payment Date will be on or before March 15 following the end of the fiscal
year, but not before the completion of the audit of the Company’s financial
statements.

6.3                                 If
a Participant’s employment terminates prior to the Payment Date, the award is
forfeited, unless the termination is caused by retirement, death or disability,
in which case payment is governed by Section 4.4 above.

6.4                                 It
is intended that all Awards earned will be paid in cash.  However, the Company reserves the right to
distribute common stock in the Company or other non-cash forms of compensation
in lieu of cash in the event economic circumstances dictate such action.

6.5                                 Federal
and state income taxes and other required taxes will be withheld from bonuses
under applicable law.

7.                                      MAXIMUM
ANNUAL BONUSES

The
maximum Award to be received by any Participant shall not exceed 200% of the
Target Award (as defined below), inclusive of CEO Awards (defined below).

8.                                      CEO AWARDS

The Company
reserves the right to award Participants in cases of exceptional and
exceedingly deserving circumstances through a supplemental discretionary bonus
award to be determined in the Chief Executive Officer’s sole discretion
(subject to the ratification by the Board of Directors), referred to as a “CEO’s
Award.”

9.                                      AWARD
CALCULATION

9.1                                 Employees
are eligible for an Award each Plan Year, based on (a) financial measures (“Financial Performance Targets”) for the Company, business
unit or line of business and (b) individual achievement of important Company or
individual objectives in each Participant’s area of responsibility (“Strategic Performance Measures”).

 4
 

9.2                                 Target Awards:

(a)                                  Each
Participant will be assigned a “Target Award”
by the Company in its sole discretion (generally based on a Participant’s
position and that position’s potential contribution to the Company) by March 31
of each Plan Year.  For new hires or
newly eligible Participants (whether by transfer or promotion), the Target
Award will be set within ninety (90) days of eligibility for the Plan.

(b)                                 Target
Awards will be weighted based on achievement of Financial  Performance Targets and Strategic Performance
Measures established at or near the beginning of a Plan Year for each
Participant.  As between Financial
Performance Targets and Strategic Performance Measures, Awards will be weighted
80% on Financial Performance Targets and 20% on individual achievement of
Strategic Performance Measures.

(c)                                  In
the event that a Target Award amount is changed during a Plan Year, the payment
of that year’s bonus award will be pro-rated based on the number of full weeks
that each respective Target was in force, unless other written agreements
supersede this provision.

9.3           Financial Performance
Targets:

Financial
Performance Targets are approved by the Board of Directors at or near the
beginning of each Plan Year.  For the
2007 Plan Year, EBITDA will be the metric utilized to set Financial Performance
Targets for the Company, regions, business units and lines of business.  The Company reserves the right to change the
Financial Performance Target metric each year without the necessity of amending
the Plan.

9.4                                 Strategic Performance Measures:

(a)                                  Participants
must have a minimum of three and a maximum of six measurable Strategic Performance Measures set by
the Company in writing by March 31 of each Plan Year.

(b)                                 For
new hires or newly eligible Participants (whether by transfer or promotion),
the Strategic Performance Measures  must be set within ninety (90) days
of eligibility for the Plan.

(c)                                  Non-submission
of Strategic Performance Measures to the Board of Directors) will make the
Participant ineligible for an Award.

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(d)                               Each Strategic Performance Measure will
be assigned a weight and approved by the Board of Directors. The aggregate
weightings of all Strategic Performance Measures must equal 100%.

9.5                                 Calculation of Awards: 
At the conclusion of the Plan Year, assuming the Discretionary Company
Thresholds are satisfied, Awards are calculated by adding the Financial Performance Award (as calculated and defined in
Section 9.5(a) below) and the Strategic Performance
Measure Award (as calculated and defined in Section 9.5(b) below).

(a)                                  Financial Performance Award: 
Actual financial performance is compared to the Financial Performance
Targets and an Adjustment Factor is determined as follows:

	
  Achievement 

  Against Financial

  Performance Target

  	
   

  	
  

  Adjustment Factor

  	
   

  	
  

  Example

  	
   

  
	
  0 - 80%

  	
   

  	
  0

  	
   

  	
  0%
  Adjustment Factor

  	
   

  
	
  80% - 120%

  	
   

  	
  5% for every 1% over
  80% up 

  to a maximum adjustment

   factor of 200%

  	
   

  	
  90% of target = 50%

  Adjustment Factor (10%
  x 5)

  	
   

  

 

The Adjustment Factor is
then multiplied by the dollar amount of the Target Award allocated to Financial
Performance Targets (i.e., 80% of
the Target Award).  This amount equals
the “Financial Performance Award.”

(b)           Strategic Performance
Measure Award: Performance against each Strategic Performance
Measure will be rated on a scorecard using a scale of 1 through 5, with 1 being
“far below expectations” or its equivalent and 5 being “far exceeds
expectations” or its equivalent.  The
scorecard will also contain space for qualitative comments regarding the
Participant’s performance (e.g., describing special circumstances).  The information on the scorecard, taken as a
whole, is then used to determine the amount of the Strategic Performance
Measure Award, from zero to a maximum of 150% of the dollar amount of the
Target Award allocated to Strategic Performance Measures (i.e.,
20% of the Target Award).  The final
Strategic Performance Measure Award payout recommendation will be made by the
Chief Executive Officer and approved by the Board of Directors.

(c)           Notwithstanding the foregoing, if
Discretionary Company Thresholds are not met, no Award will be paid.

10.                               SUSPENSION, AMENDMENT OR TERMINATION OF THE
PLAN

The Company
reserves the right at any time prior to payment of the Awards to review,
interpret, alter, amend, or terminate (discontinue) — with or without notice —
the Executive Bonus Plan, including, without limitation, the calculation and
method of and eligibility for Award payments. 
This Plan does not constitute a contract of employment (express or 

 6
 

implied) and
cannot be relied upon as such.  This Plan
does not alter the at will employment relationship between the Company and the
Plan Participants.

11.           ETHICS

The Board of
Directors shall have the right to withhold or decrease incentive
compensation on account of any employee’s violations of the Standards
of Business Conduct or other Company policies, including, without
limitation, the failure to model and enforce CBRE’s high
standards of ethical conduct or to demonstrate a commitment to a
discrimination, retaliation and harassment-free workplace. 
Conversely, the Board of Directors may increase incentive compensation (up to
the total maximum Award under this Plan) for Participants who demonstrate
extraordinary achievements in these critical areas for our Company.

 

 7Exhibit
10.1

AMENDMENT TO EMPLOYMENT AGREEMENT

THIS AMENDMENT AGREEMENT
is made as of
the 6th day of
May, 2007 effective as of  April 1, 2007.

BETWEEN:

	
  (1)

  	
  Ness Technologies, Inc.

  
	
   

  	
  a Delaware Corporation

  
	
   

  	
  of Kiryat Atidim,Israel

  
	
   

  	
  (hereinafter including any subsidiary the  “Company”)

  
	
  (2)

  	
  Mr.
  Tuvia Feldman

  
	
   

  	
  (the “Executive”)

  

 

WHEREAS,
the Parties have previously entered into an Employment Agreement dated as of
December 12, 1995 and addendum as of August 27, 2000 (the “Employment Agreement”), setting forth the
terms and conditions of the employment relationship of the Executive with the
Company;

WHEREAS,
the Parties desire to amend the provisions of the Employment Agreement in the
manner hereinafter appearing:

NOW,
THEREFORE, in
consideration of the premises, and intending to be legally bound, the parties
hereto hereby agree as follows:

1.                     In this Agreement, unless there is something
in the subject or context inconsistent therewith, capitalized terms appearing
in this Agreement shall have the meaning assigned to them in the Employment
Agreement

2.
                  The employment term is hereby extended until
31.12.08. This extension will not derogate from Section H to the Employment
Agreement.

3.                     The Executive 
is hereby granted a sign up grant of 135,000$ (gross in NIS) that shall
be paid  upon the execution of this
agreement. Should the Executive resign before 31.12.08 the grant will be
proportionately reduced and any excessive payment may be set off against
any  payment due to him by the Company.

IN WITNESS WHEREOF, the parties have executed this Agreement on
the date first above written.

Ness Technologies Inc.

	
  BY:

  	
  /s/ AHARON
  FOGEL

  	
   

  	
   

  	
  /s/ ISSACHAR
  GERLITZ

  	
   

  
	
   

  	
  Aharon Fogel

  	
   

  	
   

  	
  Issachar Gerlitz

  	
   

  
	
  Title:

  	
  Chairman of the board

  	
   

  	
   

  	
  President & CEO

  	
   

  
	
  The
  Executive

  	
   

  	
   

  	
   

  	
   

  
	
  BY:

  	
   

  	
   

  	
   

  	
  /s/ TUVIA FELDMAN

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
  Tuvia Feldman

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