Document:

exhibit10_86.htm

MOVE, INC. 

RESTRICTED STOCK AWARD (RSA) CERTIFICATE 

Non-transferable 

 

GRANT TO 

 

[_________________________]

(“Grantee”)

 

by Move, Inc. (the “Company”) of 

 

[______________]

 

shares of its common stock, par value $0.001 per share (the “Shares”). 

 

The Shares are granted pursuant to and subject to the provisions of the Move, Inc. 2011 Incentive Plan (the “Plan”), which provisions are incorporated by reference into this Award Certificate (“Certificate”), and of this Certificate. By accepting the Shares, Grantee shall be deemed to have agreed to the provisions of this Certificate and the Plan. Capitalized terms used in this Certificate and not otherwise defined herein shall have the meanings assigned to such terms in the Plan. 

 

[                    Vesting schedule/terms                    ]. 

 

The Shares are subject to each of the following restrictions. [                              Restrictions                              ]. 

 

After Shares are issued to the Grantee, dividends, if any, declared and paid on the Shares while the Shares are unvested or otherwise forfeitable shall be credited to an account for the Grantee, and accumulated without interest, by the Company during the Restricted Period and paid to Grantee only if and when the related Shares vest and become non-forfeitable. Regarding Shares that are unvested or otherwise restricted, any new, additional or different securities the Grantee may become entitled to receive with respect to the Shares by virtue of a stock dividend, stock split or any other change in the corporate or capital structure of the Company will be subject to the same restrictions as those Shares.

 

IN WITNESS WHEREOF, Move, Inc., acting by and through its duly authorized officers, has caused this Award Certificate to be duly executed. 

 

MOVE, INC. 

 

	By:  	                                                      	, its Authorized Officer	            	Grant Date: [_________________]exhibit10_87.htm

Steve Berkowitz

2011 Management incentive Plan 

 

Under the Move, Inc. 2011 Management Incentive Plan (the “Bonus Plan”), you will be eligible to receive a performance bonus based upon achievement of performance objectives. Your bonus may be up to the following amounts: 

 

Sixty Percent (60%) will be based on Corporate Financial Performance. Forty Percent (40%) will be based on Individual Performance Objectives; provided that the Company must exceed the Threshold Performance level for a bonus to be payable under the Bonus plan. Your target bonus for 2011 is 100 % of your 2011 annual base salary (“Target Bonus”). Your Target Bonus is your expected bonus amount assuming acceptable satisfaction of your objectives achievement of all of the corporate and all of your performance objectives. Your bonus may be above the target bonus performance level (see below) based on achievement over and above stated performance objectives. 

 

	       At Threshold Performance Level:	      	0% of Target Bonus
	 
	       At Target Performance Level:	 	100% of Target Bonus (60% for Corporate
	 	 	Financial Performance; 40% for Individual
	 	 	Performance)
	 
	       Above Target Performance Level:	 	200% (maximum) of Target Bonus (60% for
	 	 	Corporate Financial Performance; 40% for
	 	 	Individual Performance)

Achievement in between levels will be calculated according to the bonus formula described below. 

 

Individual Performance Objectives 

 

Your expected bonus for the Individual Performance Element is 40% of your Target Bonus (at acceptable satisfaction of your objectives). Your performance will be assessed by the Management Development and Compensation Committee based on how you and Move, Inc. (the “Company”) delivered against the published Corporate goals.

 

Corporate Financial Performance Element 

 

The Corporate Financial Performance element will be determined based on the financial matrix that includes EBITDA and Revenue components. A copy of the financial matrix is being provided to you in connection with this Bonus Plan. Final determination of any and all bonus awards is subject to Management Development and Compensation Committee approval.

 

 

Steve Berkowitz 

 

Payment of any bonus award shall be based on the Company’s overall financial position at the time performance is reviewed by the Management Development and Compensation Committee. Final approved bonuses, as applicable, will be paid after year-end close (i.e., the bonus is annual, not quarterly). 

 

General Terms & Conditions: 

 

These general terms and conditions apply to the Bonus Plan and any and all applicable payments under the Bonus Plan. To the extent that these general terms and conditions conflict with any other terms of this Bonus Plan, these general terms and conditions shall control. 

 

Participant must be employed on the Bonus Plan payment date (“Payment Date”) to be eligible to receive a bonus. The Payment Date will be no later than April 15, 2012.

 

Any participants who become employed after January 1, 2011 will have their payout pro-rated based on the number of days employed in 2011, provided they meet the other terms and conditions of this Bonus Plan, including remaining employed through the Payment Date. 

 

Employees who go on a leave of absence, including disability, will have any potential bonus payment pro-rated based on actual days of full service employment in 2011, provided they meet the other terms and conditions of this Bonus Plan, including remaining employed through the Payment Date. Vacation, normal sick leave and jury duty will not cause a pro-ration. 

 

The Company reserves the right to amend the Bonus Plan at any time with or without notice, and all payments under the Bonus plan are at the sole discretion of senior management, except as subject to the Management Development and Compensation Committee approval. 

 

Participation in the Bonus Plan does not change your at-will employment status at Move. This means that unless expressly agreed otherwise in writing signed by the Chairman of the Board of Directors of Move and you, both you and the Company retain the right to end your employment relationship at any time with or without notice, with or without cause. 

 

Your signature below indicates that you have received, read and understand the Bonus Plan. 

 

	        /s/ Steven H. Berkowitz	            	        April 12, 2011
	Name	 	Date
	 
	Steven H. Berkowitz	 	 
	Print Nameexhibit10_88.htm

Rob Krolik

2011 Management incentive Plan

 

Under the Move, Inc. 2011 Management Incentive Plan (the “Bonus Plan”), you will be eligible to receive a performance bonus based upon achievement of performance objectives. Your bonus may be up to the following amounts: 

 

Sixty Percent (60%) will be based on Corporate Financial Performance. Forty Percent (40%) will be based on Individual Performance Objectives; provided that the Company must exceed the Threshold Performance level for a bonus to be payable under the Bonus plan. Your target bonus for 2011 is 50 % of your 2011 annual base salary (“Target Bonus”). Your Target Bonus is your expected bonus amount assuming acceptable satisfaction of your objectives achievement of all of the corporate and all of your performance objectives. Your bonus may be above the target bonus performance level (see below) based on achievement over and above stated performance objectives. 

 

	       At Threshold Performance Level:	      	0% of Target Bonus
	 
	       At Target Performance Level:	 	100% of Target Bonus (60% for Corporate
	 	 	Financial Performance; 40% for Individual
	 	 	Performance)
	 
	       Above Target Performance Level:	 	200% (maximum) of Target Bonus (60% for
	 	 	Corporate Financial Performance; 40% for
	 	 	Individual Performance)

Achievement in between levels will be calculated according to the bonus formula described below. 

 

Individual Performance Objectives 

 

Your expected bonus for the Individual Performance Element is 40% of your Target Bonus (at acceptable satisfaction of your objectives). Your performance will be assessed by the Management Development and Compensation Committee based on how you and Move, Inc. (the “Company”) delivered against the published Corporate goals.

 

Corporate Financial Performance Element 

 

The Corporate Financial Performance element will be determined based on the financial matrix that includes EBITDA and Revenue components. A copy of the financial matrix is being provided to you in connection with this Bonus Plan. Final determination of any and all bonus awards is subject to Management Development and Compensation Committee approval.

 

 

Rob Krolik

 

Payment of any bonus award shall be based on the Company’s overall financial position at the time performance is reviewed by the Management Development and Compensation Committee. Final approved bonuses, as applicable, will be paid after year-end close (i.e., the bonus is annual, not quarterly). 

 

General Terms & Conditions: 

 

These general terms and conditions apply to the Bonus Plan and any and all applicable payments under the Bonus Plan. To the extent that these general terms and conditions conflict with any other terms of this Bonus Plan, these general terms and conditions shall control. 

 

Participant must be employed on the Bonus Plan payment date (“Payment Date”) to be eligible to receive a bonus. The Payment Date will be no later than April 15, 2012.

 

Any participants who become employed after January 1, 2011 will have their payout pro-rated based on the number of days employed in 2011, provided they meet the other terms and conditions of this Bonus Plan, including remaining employed through the Payment Date. 

 

Employees who go on a leave of absence, including disability, will have any potential bonus payment pro-rated based on actual days of full service employment in 2011, provided they meet the other terms and conditions of this Bonus Plan, including remaining employed through the Payment Date. Vacation, normal sick leave and jury duty will not cause a pro-ration. 

 

The Company reserves the right to amend the Bonus Plan at any time with or without notice, and all payments under the Bonus plan are at the sole discretion of senior management, except as subject to the Management Development and Compensation Committee approval. 

 

Participation in the Bonus Plan does not change your at-will employment status at Move. This means that unless expressly agreed otherwise in writing signed by the Chief Executive Officer of Move and you, both you and the Company retain the right to end your employment relationship at any time with or without notice, with or without cause. 

 

Your signature below indicates that you have received, read and understand the Bonus Plan. 

 

	        /s/ Rob J. Krolik	            	        April 25, 2011
	Name	 	Date
	 
	Rob J. Krolik	 	 
	Print Name

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