Document:

EX-10.11

 Exhibit 10.11 

BLACKLINE, INC. 

EMPLOYEE INCENTIVE COMPENSATION PLAN 

1. Purposes of the Plan. The Plan is intended to increase shareholder value and the success of the Company by motivating Employees
to (a) perform to the best of their abilities and (b) achieve the Company’s objectives. 
 2. Definitions. 

(a) “Actual Award” means as to any Performance Period, the actual award (if any) payable to a Participant for the Performance
Period, subject to the Committee’s authority under Section 3(d) to modify the award. 
 (b) “Affiliate” means any
corporation or other entity (including, but not limited to, partnerships and joint ventures) controlled by the Company. 
 (c)
“Board” means the Board of Directors of the Company. 
 (d) “Bonus Pool” means the pool of funds available
for distribution to Participants. Subject to the terms of the Plan, the Committee establishes the Bonus Pool for each Performance Period. 

(e) “Code” means the Internal Revenue Code of 1986, as amended. Reference to a specific section of the Code or
regulation thereunder will include such section or regulation, any valid regulation promulgated thereunder, and any comparable provision of any future legislation or regulation amending, supplementing or superseding such section or regulation. 

(f) “Committee” means the committee appointed by the Board (pursuant to Section 5) to administer the Plan. Unless
and until the Board otherwise determines, the Board’s Compensation Committee will administer the Plan. 
 (g)
“Company” means BlackLine, Inc., a Delaware corporation, or any successor thereto. 
 (h) “Disability”
means a permanent and total disability determined in accordance with uniform and nondiscriminatory standards adopted by the Committee from time to time. 

(i) “Employee” means any executive, officer, or other employee of the Company or of an Affiliate, whether such individual is
so employed at the time the Plan is adopted or becomes so employed subsequent to the adoption of the Plan. 
 (j) “Fiscal
Year” means the fiscal year of the Company. 
 (k) “Participant” means as to any Performance Period, an Employee
who has been selected by the Committee for participation in the Plan for that Performance Period. 

 (l) “Performance Period” means the period of time for the measurement of the
performance criteria that must be met to receive an Actual Award, as determined by the Committee in its sole discretion. A Performance Period may be divided into one or more shorter periods if, for example, but not by way of limitation, the
Committee desires to measure some performance criteria over 12 months and other criteria over three months. 
 (m) “Plan”
means this Employee Incentive Compensation Plan, as set forth in this instrument (including any appendix attached hereto) and as hereafter amended from time to time. 

(n) “Target Award” means the target award, at 100% of target level performance achievement, payable under the Plan to a
Participant for the Performance Period, as determined by the Committee in accordance with Section 3(b). 
 (o) “Termination of
Service” means a cessation of the employee-employer relationship between an Employee and the Company or an Affiliate for any reason, including, but not by way of limitation, a termination by resignation, discharge, death, Disability,
retirement, or the disaffiliation of an Affiliate, but excluding any such termination where there is a simultaneous reemployment by the Company or an Affiliate. 

3. Selection of Participants and Determination of Awards. 

(a) Selection of Participants. The Committee, in its sole discretion, will select the Employees who will be Participants for any
Performance Period. Participation in the Plan is in the sole discretion of the Committee, on a Performance Period by Performance Period basis. Accordingly, an Employee who is a Participant for a given Performance Period in no way is guaranteed or
assured of being selected for participation in any subsequent Performance Period or Performance Periods. 
 (b) Determination of Target
Awards. The Committee, in its sole discretion, will establish a Target Award for each Participant (which may be expressed as a percentage of a Participant’s average annual base salary for the Performance Period or a fixed dollar amount
or such other amount or based on such other formula as the Committee determines). 
 (c) Bonus Pool. Each Performance Period,
the Committee, in its sole discretion, will establish a Bonus Pool, which pool may be established before, during or after the applicable Performance Period. Actual Awards will be paid from the Bonus Pool. 

(d) Discretion to Modify Awards. Notwithstanding any contrary provision of the Plan, the Committee may, in its sole discretion and
at any time, (i) increase, reduce or eliminate a Participant’s Actual Award, and/or (ii) increase, reduce or eliminate the amount allocated to the Bonus Pool. The Actual Award may be below, at or above the Target Award, in the
Committee’s discretion. The Committee may determine the amount of any increase, reduction or elimination on the basis of such factors as it deems relevant, and will not be required to establish any allocation or weighting with respect to the
factors it considers. 
 (e) Discretion to Determine Criteria. Notwithstanding any contrary provision of the Plan, the
Committee, in its sole discretion, will determine the performance goals (if any) 

  
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applicable to any Target Award (or portion thereof) which may include, without limitation, (i) annualized recurring revenue; (ii) attainment of research and development milestones,
(iii) bookings, (iv) business divestitures and acquisitions, (v) cash flow, (vi) cash position, (vii) contract awards or backlog, (viii) customer renewals, (ix) customer retention rates, (x) earnings (which
may include earnings before interest and taxes, earnings before taxes, and net taxes), (xi) earnings per share, (xii) expenses, (xiii) free cash flow, (xiv) gross margin, (xv) growth in stockholder value relative to the moving average
of the S&P 500 Index or another index, (xvi) internal rate of return, (xvii) market share, (xviii) net income, (xix) net profit, (xx) net sales, (xxi) new product development, (xxii) new product invention or
innovation, (xxiii) number of customers, (xxiv) operating cash flow, (xxv) operating expenses, (xxvi) operating income, (xxvii) operating margin, (xxviii) overhead or other expense reduction, (xxix) product defect
measures, (xxx) product release timelines, (xxxi) productivity, (xxxii) profit, (xxxiii) retained earnings, (xxxiv) return on assets, (xxxv) return on capital, (xxxvi) return on equity, (xxxvii) return on
investment, (xxxviii) return on sales, (xxxxix) revenue, (xl) revenue growth, (xli) sales results, (xlii) sales growth, (xliii) stock price, (xliv) time to market, (xlv) total stockholder return,
(xlvii) working capital and (xlvii) individual objectives such as peer reviews or other subjective or objective criteria. As determined by the Committee, the performance goals may be based on generally accepted accounting principles
(“GAAP”) or non-GAAP results and any actual results may be adjusted by the Committee for one-time items or unbudgeted or unexpected items and/or payments of Actual Awards under the Plan when determining whether the performance goals have
been met. The goals may be on the basis of any factors the Committee determines relevant, and may be on an individual, divisional, business unit, segment or Company-wide basis. Any criteria used may be measured on such basis as the
Committee determines, including but not limited to, as applicable, (A) in absolute terms, (B) in combination with another performance goal or goals (for example, but not by way of limitation, as a ratio or matrix), (C) in relative
terms (including, but not limited to, results for other periods, passage of time and/or against another company or companies or an index or indices), (D) on a per-share basis, (E) against the performance of the Company as a whole or a
segment of the Company and/or (F) on a pre-tax or after-tax basis. The performance goals may differ from Participant to Participant and from award to award. Failure to meet the goals will result in a failure to earn the Target Award,
except as provided in Section 3(d). The Committee also may determine that a Target Award (or portion thereof) will not have a performance goal associated with it but instead will be granted (if at all) in the sole discretion of the
Committee. 
 4. Payment of Awards. 

(a) Right to Receive Payment. Each Actual Award will be paid solely from the general assets of the Company. Nothing in this Plan
will be construed to create a trust or to establish or evidence any Participant’s claim of any right other than as an unsecured general creditor with respect to any payment to which he or she may be entitled. 

(b) Timing of Payment. Payment of each Actual Award shall be made as soon as practicable after the end of the Performance Period to
which the Actual Award relates and after the Actual Award is approved by the Committee, but in no event later than the later of (i) the 15th day of the third month of the Fiscal Year immediately following the Fiscal Year in which the
Participant’s Actual Award is first no longer subject to a substantial risk of forfeiture, and (ii) March 15 of the calendar year immediately following the calendar year in which the Participant’s Actual Award is

  
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first no longer subject to a substantial risk of forfeiture. Unless otherwise determined by the Committee, to earn an Actual Award a Participant must be employed by the Company or any
Affiliate on the date the Actual Award is paid. 
 It is the intent that this Plan be exempt from or comply with the requirements of Code
Section 409A so that none of the payments to be provided hereunder will be subject to the additional tax imposed under Code Section 409A, and any ambiguities herein will be interpreted to be so exempt or so comply. Each payment under
this Plan is intended to constitute a separate payment for purposes of Treasury Regulation Section 1.409A-2(b)(2). 
 (c) Form of
Payment. Each Actual Award generally will be paid in cash (or its equivalent) in a single lump sum. The Committee reserves the right, in its sole discretion, to settle an Actual Award with a grant of an equity award under the
Company’s then-current equity compensation plan. 
 (d) Payment in the Event of Death or Disability. If a Participant dies
or is terminated due to his or her Disability prior to the payment of an Actual Award the Committee has determined will be paid for a prior Performance Period, the Actual Award will be paid to his or her estate or to the Participant, as the case may
be, subject to the Committee’s discretion to reduce or eliminate any Actual Award otherwise payable. 
 5. Plan Administration.

 (a) Committee is the Administrator. The Plan will be administered by the Committee. The Committee will consist of not
less than two members of the Board. The members of the Committee will be appointed from time to time by, and serve at the pleasure of, the Board. 

(b) Committee Authority. It will be the duty of the Committee to administer the Plan in accordance with the Plan’s
provisions. The Committee will have all powers and discretion necessary or appropriate to administer the Plan and to control its operation, including, but not limited to, the power to (i) determine which Employees will be granted awards,
(ii) prescribe the terms and conditions of awards, (iii) interpret the Plan and the awards, (iv) adopt such procedures and subplans as are necessary or appropriate to permit participation in the Plan by Employees who are foreign
nationals or employed outside of the United States, (v) adopt rules for the administration, interpretation and application of the Plan as are consistent therewith, and (vi) interpret, amend or revoke any such rules. 

(c) Decisions Binding. All determinations and decisions made by the Committee, the Board, and/or any delegate of the Committee
pursuant to the provisions of the Plan will be final, conclusive, and binding on all persons, and will be given the maximum deference permitted by law. 

(d) Delegation by Committee. The Committee, in its sole discretion and on such terms and conditions as it may provide, may
delegate all or part of its authority and powers under the Plan to one or more directors and/or officers of the Company. 
 (e)
Indemnification. Each person who is or will have been a member of the Committee will be indemnified and held harmless by the Company against and from (i) any loss, 

  
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cost, liability, or expense that may be imposed upon or reasonably incurred by him or her in connection with or resulting from any claim, action, suit, or proceeding to which he or she may be a
party or in which he or she may be involved by reason of any action taken or failure to act under the Plan or any award, and (ii) from any and all amounts paid by him or her in settlement thereof, with the Company’s approval, or paid by
him or her in satisfaction of any judgment in any such claim, action, suit, or proceeding against him or her, provided he or she will give the Company an opportunity, at its own expense, to handle and defend the same before he or she undertakes to
handle and defend it on his or her own behalf. The foregoing right of indemnification will not be exclusive of any other rights of indemnification to which such persons may be entitled under the Company’s Certificate of Incorporation or
Bylaws, by contract, as a matter of law, or otherwise, or under any power that the Company may have to indemnify them or hold them harmless. 

6. General Provisions. 

(a) Tax Withholding. The Company or any Affiliate will withhold all applicable taxes from any Actual Award, including any federal,
state and local taxes (including, but not limited to, the Participant’s FICA and SDI obligations). 
 (b) No Effect on Employment or
Service. Nothing in the Plan will interfere with or limit in any way the right of the Company or any Affiliate to terminate any Participant’s employment or service at any time, with or without cause. For purposes of the Plan,
transfer of employment of a Participant between the Company and any one of its Affiliates (or between Affiliates) will not be deemed a Termination of Service. Employment with the Company and its Affiliates is on an at-will basis only. The
Company expressly reserves the right, which may be exercised at any time and without regard to when during a Performance Period such exercise occurs, to terminate any individual’s employment with or without cause, and to treat him or her
without regard to the effect that such treatment might have upon him or her as a Participant. 
 (c) Participation. No Employee
will have the right to be selected to receive an award under this Plan, or, having been so selected, to be selected to receive a future award. 

(d) Successors. All obligations of the Company under the Plan, with respect to awards granted hereunder, will be binding on any
successor to the Company, whether the existence of such successor is the result of a direct or indirect purchase, merger, consolidation, or otherwise, of all or substantially all of the business or assets of the Company. 

(e) Nontransferability of Awards. No award granted under the Plan may be sold, transferred, pledged, assigned, or otherwise
alienated or hypothecated, other than by will, by the laws of descent and distribution. All rights with respect to an award granted to a Participant will be available during his or her lifetime only to the Participant. 

7. Amendment, Termination, and Duration. 

(a) Amendment, Suspension, or Termination. The Board and/or the Committee, in its sole discretion, may amend or terminate the
Plan, or any part thereof, at any time and for any reason. The amendment, suspension or termination of the Plan will not, without the consent of the 

  
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Participant, alter or impair any rights or obligations under any Actual Award theretofore earned by such Participant. No award may be granted during any period of suspension or after
termination of the Plan. 
 (b) Duration of Plan. The Plan will commence on the date first adopted by the Board or the
Compensation Committee of the Board, and subject to Section 7(a) (regarding the Board’s and/or the Committee’s right to amend or terminate the Plan), will remain in effect thereafter until terminated. 

8. Legal Construction. 

(a) Gender and Number. Except where otherwise indicated by the context, any masculine term used herein also will include the
feminine; the plural will include the singular and the singular will include the plural. 
 (b) Severability. In the event any
provision of the Plan will be held illegal or invalid for any reason, the illegality or invalidity will not affect the remaining parts of the Plan, and the Plan will be construed and enforced as if the illegal or invalid provision had not been
included. 
 (c) Requirements of Law. The granting of awards under the Plan will be subject to all applicable laws, rules and
regulations, and to such approvals by any governmental agencies or national securities exchanges as may be required. 
 (d) Governing
Law. The Plan and all awards will be construed in accordance with and governed by the laws of the State of California, but without regard to its conflict of law provisions. 

(e) Bonus Plan. The Plan is intended to be a “bonus program” as defined under U.S. Department of Labor regulation
2510.3-2(c) and will be construed and administered in accordance with such intention. 
 (f) Captions. Captions are provided
herein for convenience only, and will not serve as a basis for interpretation or construction of the Plan. 

  
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 Exhibit 10.12 
  

 
  

2015 Executive Officer Bonus Plan 

PURPOSE: The BlackLine (“Company”) Executive Officer Bonus Plan (the “Plan”) is designed to incentivize the achievement of
BlackLine’s strategic priorities through compensation that that supports overall excellence in job performance in accordance with BlackLine business objectives and goals. 

DEFINITIONS: 
 For the purpose of the Plan, the
following definitions apply: 
 a. “Free Cash Flow” (“FCF”): A measure of financial performance calculated after
accounting for capital expenditures. 
 b. “Net Bookings”: Refers to the total value of accepted term contracts, contracted work or
services, and changes to such contracts as of either the order date or the effective date of the transaction. Bookings typically include all items with a revenue implication, such as new contracts, renewals, upgrades, downgrades, add-ons, early
terminations and refunds. 
 c. “Participant”: Chief Finance Officer, Chief Accounting Officer, Chief Marketing Officer, Chief
Technology Officer, Chief Security Officer , Chief Strategy Officer. 
 PLAN DESIGN: 

The bonus payment is discretionary, subject to assessment of overall individual performance and approval by the Chief Executive Officer. 

The eligible earning rate is 20% of the participant’s annual salary at the time of payout. 

The Bonus Plan is contingent upon the Company meeting specific financial goals and thresholds, as determined by the Board of Directors. 

For 2015, the company must meet pre-established FCF thresholds and vesting schedule is proportionate to the following achievement of revenue goals:

 

	 	•	 	Plan begins to vest at 80% Net Bookings achievement. 

  

	 	•	 	Once 80% Net Bookings have been met, the Plan pays out at 50%. 

  

	 	•	 	At 100% Net Bookings achievement, the Plan is fully vested at 100%. 

  

	 	•	 	Beyond 100% Net Bookings achievement, up to 120% Net Bookings achievement, the Plan will pay 5% increased payout for each additional 1% of Net Bookings achievement. 

 

	 	•	 	The 2015 Plan is capped at 200% payout, for a total eligible earning rate of 40% of the participant’s annual salary. 

  
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 ELIGIBILITY: 
  

	 	•	 	Discretionary to CEO approval of performance in role. The participant must be an active, full-time employee and not participating in an Individual Compensation Program. 

PAYMENT OF BONUSE: 
  

	 	•	 	Bonus payment, if earned, is targeted for distribution in March 2016. 

  

	 	•	 	Bonus amounts are subject to government required withholding payments/deductions. 

  

	 	•	 	All bonus calculations are based on the employee’s regular 2015 earnings, which excludes OT, commissions, bonus, etc. 

PARTICIPANT ACKNOWLEDGMENT 
 I
acknowledge that I have carefully read, understand and agree to the provisions of the BlackLine Executive Officer Bonus Plan (the “Plan”). I understand and agree that the Plan is not intended to, and does not, alter the at-will employment
relationship that exists between the Company and me. I further understand and acknowledge that the Board of Directors is free to amend, modify or eliminate the Plan, in whole or in part, at any time in its sole discretion. 

 

									
					
	Employee Name:	 	 	 		 		 	

									
					
	Signature:	 	 	 		 	Date:	 	 

  
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