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Exhibit 10.13

Non-Employee Director Compensation Policy
Amended 2/24/21
Each member of the Board of Directors (the “Board”) of Cardlytics, Inc. (the “Company”) who is a non-employee director of the Company (each such member, a “Non-Employee Director”) will receive the compensation described in this Non-Employee Director Compensation Policy (the “Director Compensation Policy”) for his or her Board service following the closing of the initial public offering of the Company’s common stock (the “IPO”).
The Director Compensation Policy will be effective upon the execution of the underwriting agreement in connection with the IPO (the “Effective Date”). The Director Compensation Policy may be amended at any time in the sole discretion of the Board or the Compensation Committee of the Board.
A Non-Employee Director may decline all or any portion of his or her compensation by giving notice to the Company prior to the date cash is to be paid or equity awards are to be granted, as the case may be.  
Annual Cash Compensation
Commencing at the beginning of the first calendar quarter following the Effective Date, each Non-Employee Director will receive the cash compensation set forth below for service on the Board.  The annual cash compensation amounts will be payable in arrears following the end of each quarter in which the service occurred, pro-rated for any partial months of service.  All annual cash fees are vested upon payment. 
1.Annual Board Service Retainer: 
a. All Eligible Directors: $30,000
b.Non-Executive Chairman: $45,000 or Lead Independent Director: $15,000 (in lieu of above) 
2.  Annual Committee Member Service Retainer:
a.Member of the Audit Committee: $20,000
b. Member of the Compensation Committee: $10,000
c. Member of the Nominating and Corporate Governance Committee: $10,000
3.Annual Committee Chair Service Retainer (in lieu of Committee Member Service Retainer):
a.Chairman of the Audit Committee: $30,000
b.Post IPO one-year increase for Chairman of the Audit Committee:  $60,000.  (Total Audit Committee                                                                                                       chairman pay for the first year after IPO is $90,000)
Chairman of the Compensation Committee: $15,000 
c.Chairman of the Nominating and Corporate Governance Committee: $15,000
Equity Compensation
Equity awards will be granted under the Company’s 2018 Equity Incentive Plan or any successor equity incentive plan (the “Plan”).  All stock options granted under this policy will be Nonqualified Stock Options (as defined in the Plan), with a term of ten years from the date of grant and an exercise price per share equal to 100% of the Fair Market Value (as defined in the Plan) of the underlying common stock of the Company on the date of grant.  

 (a)    Automatic Equity Grants.  
(i)    Initial Grant for New Directors.  Without any further action of the Board, each person who, after the Effective Date, is elected or appointed for the first time to be a Non-Employee Director will automatically, upon the date of his or her initial election or appointment to be a Non-Employee Director, be granted a restricted stock unit award with a grant date fair value of $165,000, pro-rated based on the number of months of service until the next Annual Meeting (the “Initial Grant”).  For example, if a director joins the Board on February 1st and the Annual Meeting is June 1st, the director’s Initial Grant would be valued at $55,000 (4 months/12 months x $165,000 = $55,000).  Each Initial Grant will vest 100% on the day immediately preceding the one-year anniversary of the Initial Grant, provided that such Non-Employee Director remains a Non-Employee Director on such date.
(ii)    IPO Grant.  Without any further action of the Board, at the close of business on the date that is twenty 20 business days following the Effective Date, each person who is then a Non-Employee Director will automatically be granted a one-time restricted stock unit award with a grant date fair value of $150,000 (the “IPO Grant”).  Each IPO Grant will vest in full on the one-year anniversary of date of grant, provided that such Non-Employee Director remains a Non-Employee Director on such date.

Exhibit 10.13

(iii)    Annual Grant.  Without any further action of the Board, at the close of business on the date of each Annual Meeting following the IPO, each person who is then a Non-Employee Director will automatically be granted a restricted stock unit award with a grant date fair value of $165,000 (the “Annual Grant”).  Each Annual Grant will vest in full on the one-year anniversary of date of grant, provided that such Non-Employee Director remains a Non-Employee Director on such date.
(b)    Calculation of Value of a Restricted Stock Unit Award.  The value of a restricted stock unit award to be granted under this policy will be determined based on the Fair Market Value per share on the grant date (as defined in the Plan).
(c)    Remaining Terms.  The remaining terms and conditions of each stock option, including transferability, will be as set forth in the Company’s standard Restricted Stock Unit Award Agreement, in the form adopted from time to time by the Board. 
Expenses
The Company will reimburse each Non-Employee Director for ordinary, necessary and reasonable out-of-pocket travel expenses to cover in-person attendance at and participation in Board and committee meetings; provided, that such Non-Employee Director timely submit to the Company appropriate documentation substantiating such expenses in accordance with the Company’s travel and expense policy, as in effect from time to time.Document

Exhibit 10.29

Master Agreement Change Order
															
					
					

General Services Agreement Change Order

Change Order Number: CW1718895
Bank of America General Services Agreement Number: CW251208

This General Services Agreement (GSA) Change Order CW1718895 which is effective upon the 
date of the last signature, extends the term of GSA number CW251208, including Amendments 
CW372019, CW811075, CW1417829, CW1569602, CW641256, and CW967765 thereto,
through March 31, 2022. All other terms and conditions of the original GSA, except as mutually 
amended, will remain unchanged. 

									
	Agreed to:		Agreed to:
	Bank of America, N.A	 	Cardlytics, Inc.
		 	
	/s/ Sam Griffin		/s/ Andrew Christiansen
	W Sam Griffin		Andrew Christiansen
	Sr. Procurement Specialist		Chief Financial Officer
(Principal Financial and Accounting Officer)Document

Exhibit 10.30

Master Agreement Change Order
															
					
					

General Services Agreement Change Order

Change Order Number: CW1760559
Bank of America General Services Agreement Number: CW251208

This General Services Agreement (GSA) Change Order CW1760559 which is effective upon 
the date of the last signature, extends the term of GSA number CW251208, including 
Amendments CW372019, CW811075, CW1417829, CW1569602, CW641256, and CW967765 
thereto, through August 31, 2022. All other terms and conditions of the original GSA, except as 
mutually amended, will remain unchanged. 

									
	Agreed to:		Agreed to:
	Bank of America, N.A	 	Cardlytics, Inc.
		 	
	/s/ Sam Griffin		/s/ Andrew Christiansen
	W Sam Griffin		Andrew Christiansen
	Sr. Procurement Specialist		Chief Financial Officer
(Principal Financial and Accounting Officer)Document

Exhibit 10.31

2020 Bonus Plan
Overview
The Cardlytics Bonus Plan (“Bonus Plan”) rewards employees for helping Cardlytics (“Company”) reach our corporate goals and for employees’ personal performance. This document provides details on the 2019 Bonus Plan. If you have additional questions, please speak with your manager or People Operations.
Bonus Potential
Your bonus potential is a percentage (%) of your annualized base salary. For each bonus period (either a quarter or the year), your bonus potential is based on your base salary at the end of that period. Your bonus % is based upon your level and will be communicated to you by your manager. Your bonus % can also be found in Namely.
Bonus Components
Your bonus consists of two components: corporate and personal. The weight of each of these components depends upon your level.
 
									
	Level	Corporate Component	Personal Component
	C-Level Executives	100%	—%
	SVP/VP	75%	25%
	Sr Director / Sr Principal	60%	40%
	Director / Principal / Manager / Sr Manager	50%	50%
	Entry-level / Mid / Senior	40%	60%

Payout
•Corporate component
◦Paid out quarterly based upon Company performance on two metrics
◦Typically paid out within 45 days of the end of each quarter
•Personal component
◦Paid out annually based upon 2019 personal performance
◦Typically paid out within 90 days of the end of the year
◦The company must meet a minimum performance threshold for personal bonus to be paid
Corporate Component
The corporate component of the bonus is paid out based upon two metrics:
1.Adjusted Contribution (as reported)
2.Adjusted EBITDA (as reported)

Each metric makes up half of the quarterly bonus potential.
The adjusted contribution metric is paid out independently at the following levels:
•Under the Threshold: 0% payout
•From the Threshold to just below the Target: 50% payout
•At Target: 100% payout
•Over the Target: For every 1% achievement over Target, pay out of 2%, so 102% pays out 104%, capped at 120% payout.

Exhibit 10.31

Examples: If the Company’s adjusted contribution is over the Threshold but below the Target, then the adjusted 
contribution portion will pay out at 50%. If the Company’s adjusted contribution is 104% of the Target, then the 
adjusted contribution portion will pay out at 108%. If the Company’s adjusted contribution is 115% of the Target, 
then the adjusted contribution portion will reach the 120% pay out cap.
The adjusted EBITDA metric is determined after accounting for any bonus payments and is paid out independently 
at the following levels:
•Under the Threshold: 0% payout
•From the Threshold to just below the Target: 50% payout
•At Target: 100% payout
•Over the Target: capped at 100% payout
Personal Component
The personal component of bonus is paid out based on each employee’s performance for 2019.
The Company must hit at least 85% of the adjusted contribution Target and be within $6,000,000 of the adjusted EBITDA Target before payout of the personal component.
Executives
For Executives, 20% of the employee’s target is paid out each quarter based upon quarterly corporate performance, and 20% is paid out annually based on annual corporate performance. The Executive annual component is paid out just like the quarterly as noted above.
Fine Print
•Regular, full-time employees are eligible to participate
•Employees hired during a quarter will be eligible for a pro-rated bonus for the quarter in which he/she was hired
•Employees hired between January 1, 2019 and October 1, 2019 will be eligible for a pro-rated annual bonus; employees hired after October 1, 2019 will not be eligible for any annual portion of the bonus but will be eligible for a pro-rated Q4 corporate bonus
•Employees who switch from the bonus plan to a commission plan, or vice versa, will be eligible for pro-rated participation in the bonus plan based on the portion of the year he/she was bonus eligible
•Employees are not eligible to participate in a commission plan and the bonus plan simultaneously. Commissioned employees will only be eligible for incentive compensation through his/her commission plan
•You must be an active employee of Cardlytics on the date the bonus is paid in order to be eligible; participants who voluntarily resign prior to the bonus payment date may not be eligible for payment
•The Bonus Plan, its guidelines and your participation are all subject to modification or termination at any time at the sole discretion of the Company
•People Operations and Finance calculate bonus payments and their interpretations of the plan are final in all respects
•Quarterly payments will typically be made 45 days after the end of the quarter, but will be no later than 60 days after the end of the quarter
•Annual payments will typically be made 90 days after the end of the year, but will be made no later than 120 days after the end of the year
•All bonus payments are subject to applicable federal, state and local tax withholdings
•This plan does not create a contract of employment or a contract for pay or benefits

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