Document:

Exhibit 10.2

    
      

    

     

    Exhibit
      10.2

    

    

    

    

    

    

    To: Tracy
      Jackson

    

    Date: April
      17,
      2006

    

    Re: Employment
      with Oasys Mobile, Inc. 

    

    Hello
      Tracy:

    

    I
      am
      pleased to offer you a full-time position as the Chief Financial Officer of
      Oasys Mobile, Inc. (“Oasys Mobile” or the “Company”) in Raleigh, North Carolina.

    

    Following
      are the details of the offer:

    

    
      	1.	
              Title:   Chief
                Financial Officer 

            

    

    

    
      	2.	
              Annual
                Salary:  $130,000
                

            

    

     

    
      	3.	
              Semimonthly
                Payment: $5,416.66

            

    

    

    
      	4.	
              Reports
                to:  Chief
                Executive Officer

            

    

    

    
      	
              5.

            	
              Stock
                Options: As a full-time regular employee, you qualify for this plan.
                The
                number of options granted will be determined based upon your salary,
                position held in the Company, or as otherwise stated in our option
                plan or
                as determined by the Board of Directors. The plan is set each year
                by the
                Board of Directors. Upon your employment, you will receive options
                to
                purchase 90,000 shares of Oasys Mobile common stock (the “Option Grant”);
                this Option Grant shall vest monthly in equal amounts over a three
                year
                period from the April 17, 2006 date of grant. The exercise price
                for this
                Option Grant is $1.40 per share (the closing price of Oasys Mobile
                common
                stock on April 17, 2006). The shares issuable upon exercise of this
                Option
                Grant will be subject to any agreement in effect between you and
                Oasys
                Mobile at the time of exercise. This Option Grant is not valid until
                approved by the Board of Directors.

            

    

    

    
      	
              6.

            	
              Location
                of Employment: Your place of employment will be at 434 Fayetteville
                Street, Suite 600, Raleigh, NC
                27601.

            

    

    

    
      	
              7.

            	
              Non-Competition,
                Confidentiality and Assignment of Invention Provisions: You will
                be
                required to execute a Non-Competition and Confidentiality Agreement,
                which
                is required for all employees of Oasys Mobile having significant
                duties.
                

            

    

    

    
      	
              8.

            	
              Benefits:
                You will be entitled to the other benefits generally available to
                full-time employees of the Company from time to time. Currently,
                these
                benefits include:

            

    

    

    
      	 	
              a)

            	
              Vacation
                Policy:
                You will be entitled to four weeks (or 20 calendar days) of vacation
                time
                annually. Your vacation is accrued throughout the calendar year but
                is
                available to you upon your date of hire (pro-rated for the remainder
                of
                the first calendar year of your employment) and the start of each
                calendar
                year following. 

            

    

    

     

    

    
      
        
          

          

          Oasys
            Mobile, Inc  Page
            1
of 
            2

          
          

        

        
          
          

          
            

          

        

        
          
          

        

      

    

     

    
      	 	
              b)

            	
              
                Health
                  & Dental Insurance:
                  The Company shall pay 50% of your premiums for health insurance
                  and dental
                  insurance for you and your family (qualified dependents). Our current
                  insurance plan is with United Health Care for both medical and
                  dental
                  coverage. Our health plans are administered by Administaff.
                  

              

            

      	 	 	 

    

    
      	 	
              c)

            	
              401(k)
                Retirement Plan:
                You are eligible to contribute to the Oasys Mobile 401(k) plan. You
                may
                defer from 1% - 15% of your salary, within IRS maximum guidelines.
                Oasys
                Mobile does not provide matching contributions at this time.
                

            

    

    

    
      	 	
              d)

            	
              Performance
                Bonus Program:
                You will be eligible to receive up to 50% of your annual salary based
                on
                specified Company and individual performance goals jointly defined
                by you
                and your supervisor. The bonus will be paid after receipt of the
                audited
                fiscal year-end financial statements of Oasys Mobile certified by
                its
                outside auditors and the confirmation of the achievement of the
                performance goals set. Bonus plans and payout are subject to Board
                approval and may consist of cash, options or a combination of both.
                Your
                bonus for the first fiscal year of your employment will be prorated
                based
                on your months of service.

            

    

    

    
      	 	
              e)

            	
              Severance
                Upon Change of Control:
                Upon a Change of Control of Oasys Mobile, (1) you will receive six
                (6)
                months severance of salary and benefits and (2) any and all stock
                options
                granted to you and unvested at the time of such Change of Control
                shall
                accelerate and be completely vested and exercisable by you, subject
                to the
                rules and regulations of the Securities and Exchange Commission.
                For
                purposes of this Agreement, a “Change of Control” occurs when (1) there is
                a sale or acquisition of a majority of the assets of Oasys Mobile
                and (2)
                you are not retained as the Chief Financial Officer of the combined
                or
                resulting entity within six (6) months after the closing of such
                transaction creating the Change of Control.

            

    

    

    
      	
              9.

            	
              This
                Agreement is made with the understanding that it does not constitute
                a
                guarantee of employment and is an offer for at-will employment. Conditions
                of employment are subject to change. Details regarding benefits coverage
                are available in the plan documents from our Human Resources Department.
                

            

    

    

    
      	
              10.

            	
              Start
                Date: Your start date is set for April 17, 2006. Please execute and
                return
                this Agreement to me; via fax is acceptable at 919-807-5604.
                

            

    

    

    

    Sincerely,

    

    /s/
      Gary
      E. Ban

    Gary
      E.
      Ban

    Chief
      Executive Officer

    

    ACCEPTED
      AND AGREED:

    

    

     
      /s/ Tracy T. Jackson

    Tracy
      T.
      Jackson

    Date:
      April 17, 2006

    

     

    

     

    Oasys
      Mobile, Inc. Page 2 of 2Citrix Systems, Inc. 2006 Executive Bonus Plan

 Exhibit 10.1 
 CITRIX SYSTEMS, INC. 
 2006 EXECUTIVE BONUS PLAN 
  

	I.	PURPOSE 

 The purpose of the Citrix Systems, Inc.
2006 Executive Bonus Plan (“Plan”) is to provide to executive officers of Citrix Systems, Inc. (the “Company”) competitive compensation opportunities that are aligned with and promote the overall financial objectives of the
Company and its shareholders. In addition to base salary and long-term equity awards, this will be accomplished through incentives payable in the form of cash bonuses designed to reward executives for the financial and operational success of
the Company. This Plan does not govern the Company’s base salary and long-term equity awards compensation practices. 
  

	II.	ELIGIBILITY 

 Company executives are eligible to
participate in the Plan. As of January 1, 2006, the following executives are among those who have been approved for participation in the Plan (the “Participants”): 
  

	 	•	 	PRESIDENT & CEO 

  

	 	•	 	SENIOR VICE PRESIDENT, CORPORATE SALES AND SERVICES

  

	 	•	 	GENERAL COUNSEL AND CORPORATE VICE PRESIDENT, HUMAN RESOURCES

  

	 	•	 	SENIOR VICE PRESIDENT AND CHIEF FINANCIAL OFFICER 

 

	 	•	 	VICE PRESIDENT, EMEA SALES AND GENERAL MANAGER 

  

	 	•	 	GROUP VICE PRESIDENT AND GENERAL MANAGER, ONLINE GROUP

 Other individuals may become Plan Participants during a fiscal year (“New Participants”) provided such an
individual is: (1) an executive of the Company; (2) recommended for participation by the President & CEO; and (3) approved for participation by the Compensation Committee of the Board of Directors (the “Compensation
Committee”). 
  

	III.	PLAN ADMINISTRATION 

 The Plan will be administered
by the President & CEO and the Compensation Committee. 
  

	 	A.	President & CEO Responsibilities. 

  

	 	1.	Recommend new executives for Plan participation. 

  

	 	2.	Develop specific bonus recommendations for all Participants (except the President & CEO) and submit to the Compensation Committee for approval. 

  

	 	3.	Propose performance measures, weightings, and performance levels for the Plan, and changes thereto. 

  

	 	4.	Evaluate actual performance against bonus measures and goals. 

  

	 	5.	Communicate Plan parameters and mechanics to Participants. 

  

	 	B.	Compensation Committee Responsibilities. 

  

	 	1.	Approve new Plan Participants. 

  

	 	2.	Review target bonus awards, including benchmarking to peer group companies. 

  

	 	3.	Review bonus measures, goals, and weightings. 

  

	 	4.	Certify achievement of bonus measures. 

  

	 	5.	Review and approve the President & CEO’s bonus recommendations for Participants and develop bonus recommendations for the President & CEO.

  

	IV.	BONUS STRUCTURE 

  

	 	A.	Performance Period. This Plan will measure and reward performance on an annual basis (January 1 – December 31). 

  

	 	B.	Eligibility. All Plan Participants as of January 1st are eligible to participate in this Plan. New 

 Participants will be eligible to participate in this Plan upon the recommendation of the
President & CEO and approval by the Compensation Committee. A New Participant’s bonus opportunity will be prorated based on the number of full and partial months remaining in the performance period at the time Plan participation
is approved. New Participants approved for the Plan may be eligible to receive a bonus (prorated based on the number of full and partial months remaining in the performance period) for the achievement of individual performance measures, as
recommended by the President & CEO and approved by the Compensation Committee.
  

	 	C.	Performance Measures and Weighting. For all Participants other than the Group Vice President and General Manager, Online Group and the VP, EMEA Sales and General
Manager, bonus awards are tied solely to the achievement of corporate financial targets (“Financial Targets”).

 For
all Participants other than the Group Vice President and General Manager, Online Group and VP, EMEA Sales and General Manager, bonus awards under this Plan will be calculated based on the following financial components for purposes of performance
measurement and weightings: 
  

				
	 Financial Component
	  	Weighting	 
	 Reported Revenue
	  	40	%
	 Product Revenue
	  	30	%
	 Corporate Operating Income
	  	30	%

 The bonus award for the Group Vice President and General Manager, Online Group and VP, EMEA Sales
and General Manager is tied to the achievement of segment financial targets and individual goals in the following percentages: 
  

				
	 Bonus Award Component
	  	 Bonus Mix
 (as a % of total bonus
award)
	 
	 Financial Targets
	  	70	%
	 Individual Goals
	  	30	%

 Bonus awards for the Group Vice President and General Manager, Online Group for achievement of the
financial targets component under this Plan will be calculated based on the following financial components for purposes of performance measurement and weightings: 
  

				
	 Financial Component
	  	Weighting	 
	 Division Recognized Revenue
	  	50	%
	 Division Total Expenses
	  	20	%
	 Corporate Operating Income
	  	30	%

 Bonus awards for the VP, EMEA Sales and General Manager for achievement of the financial targets
component under this Plan will be calculated based on the following financial components for purposes of performance measurement and weightings: 
  

				
	 Financial Component
	  	Weighting	 
	 EMEA Total Bookings
	  	40	%
	 EMEA Product Bookings
	  	30	%
	 Corporate Operating Income
	  	30	%

 Bonus awards for the Group Vice President and General Manager, Online Group and VP, EMEA Sales and
General Manager for achievement of the individual goals component under this Plan will be determined by the President & CEO or a direct report of the President & CEO to whom the President & CEO has delegated such
authority. 
 Bonus awards are subject to a minimum performance requirement before any award may be 

 earned. The performance requirements are as follows: 
  

	 	(1)	No bonus award will be paid with respect to a financial component category unless the Company achieves 80% of the Financial Target, or segment financial target (as the case may be),
for such category. 

  

	 	(2)	For all Participants other than the Group Vice President and General Manager, Online Group and VP, EMEA Sales and General Manager, notwithstanding the achievement of 80% in any
financial component category, no bonus award of any kind will be made unless 90% of the annual corporate EPS is achieved. 

  

	 	(3)	For the Group Vice President and General Manager, Online Group and VP, EMEA Sales and General Manager, in the event 90% of the annual corporate EPS is not achieved, only the
Corporate Operating Income financial component will not be paid. 

 For purposes of this Plan, Corporate Operating Income and
EPS shall be calculated on an adjusted basis that specifically excludes amortization of intangible assets, write-offs of in-process research and development, charges associated with the expensing of equity-based compensation and other adjustments
approved by the Compensation Committee. 
 Financial components and weightings will be reviewed periodically throughout the year to ensure
continued alignment with the Company’s business strategy and objectives. Upon the recommendation of the President & CEO and approval of the Compensation Committee, the financial components and weightings may be adjusted at such
time to reflect changes in business priorities. 
  

	 	D.	Bonus Levels. Target bonus levels for each Participant are established based on competitive practice and Citrix’s compensation philosophy. Target bonus levels
payable under this Plan assume that the Company achieves 100% of its Financial Targets during the Plan period. Target bonus awards under this Plan are as follows: 

  

				
	 Title/Level
	  	Target Bonus
(as a % of base salary)	 
	 PRESIDENT & CEO
	  	100	%
	 SENIOR VICE PRESIDENT, CORPORATE SALES AND
SERVICES
	  	100	%
	 GENERAL COUNSEL AND CORPORATE VICE PRESIDENT,
HUMAN RESOURCES
	  	55	%
	 SENIOR VICE PRESIDENT AND CHIEF FINANCIAL
OFFICER
	  	55	%
	 VICE PRESIDENT, EMEA SALES AND GENERAL
MANAGER
	  	75	%
	 GROUP VICE PRESIDENT AND GENERAL MANAGER,
ONLINE GROUP
	  	74	%

 In the event of the under-achievement by the Company of the Financial Targets, or segment financial
target (as the case may be), for each financial component category but subject to the requirements of subsections IV.C (1) and (2) above, bonus awards will be adjusted downwards from the Plan Participant’s target bonus award as
follows: 

 For all Participants other than the Group Vice President and General Manager, Online Group and the VP,
EMEA Sales and General Manager: 
  

				
	 Financial Component
	  	 Reduction for each 1%*
Shortfall
from
Achievement of 100%
 (as a % of target bonus
award for applicable
financial component)
	 
	 Reported Revenue
	  	6	%
	 Product Revenue
	  	5	%
	 Corporate Operating Income
	  	3	%

 For the Group Vice President and General Manager, Online Group: 
  

				
	 Financial Component
	  	 Reduction for each 1%*
Shortfall
from
Achievement of 100%
 (as a % of target bonus
award for applicable
financial component)
	 
	 Division Recognized Revenue
	  	2	%
	 Division Total Expenses
	  	4	%
	 Corporate Operating Income
	  	3	%

 For the VP, EMEA Sales and General Manager: 
  

				
	 Financial Component
	  	 Reduction for each 1%*
Shortfall
from
Achievement of 100%
 (as a % of target bonus
award for applicable
financial component)
	 
	 EMEA Total Bookings
	  	3	%
	 EMEA Product Bookings
	  	3	%
	 Corporate Operating Income
	  	3	%

 In the event of the over-achievement by the Company of the Financial Targets, or segment financial
target (as the case may be), for each financial component category, bonus awards will be adjusted upwards but capped at a maximum of 200% of the Plan Participant’s target bonus award as follows: 
 For all Participants other than the Group Vice President and General Manager, Online Group and the VP, EMEA Sales and General Manager: 
  

				
	 Financial Component
	  	 Increase for each 1%* in
Excess
of Achievement
 of 100%
 (as a % of target bonus
award for applicable
financial component)
	 
	 Reported Revenue
	  	12	%
	 Product Revenue
	  	10	%
	 Corporate Operating Income
	  	6	%

	*	Including any fraction of a percent rounded to one decimal place. 

 For the Group Vice President and General Manager, Online Group: 
  

				
	 Financial Component
	  	 Increase for each 1%* in
Excess
of Achievement
 of 100%
 (as a % of target bonus
award for applicable
financial component)
	 
	 Division Recognized Revenue
	  	4	%
	 Division Total Expenses
	  	2	%
	 Corporate Operating Income
	  	6	%

 For VP, EMEA Sales and General Manager: 
  

				
	 Financial Component
	  	 Increase for each 1%* in
Excess
of Achievement
 of 100%
 (as a % of target bonus
award for applicable
financial component)
	 
	 EMEA Total Bookings
	  	6	%
	 EMEA Product Bookings
	  	6	%
	 Corporate Operating Income
	  	6	%

  

	 	E.	Bonus Determination. The President & CEO will be responsible for evaluating actual performance against the performance goals and determining the bonus award
earned. Written documentation supporting the President & CEO’s evaluation of performance and calculation of awards will be submitted to the Compensation Committee for review. The Compensation Committee will make all final
award determinations. 

  

	 	F.	Bonus Payout. For all Participants other than the Senior Vice President, Corporate Sales and Services, the Group Vice President and General Manager, Online Group and the
VP, EMEA Sales 

  

 * Including any fraction of a percent rounded to one decimal place. 

 and General Manager, if financial performance of all three financial components is tracking to 100% of
each associated Financial Target and the EPS target is on track, then twenty-five percent (25%) of forecasted bonus awards will be paid in cash after June 30. For the Senior Vice President, Corporate Sales and Services, the Group Vice
President and General Manger, Online Group and VP, EMEA Sales and General Manager, up to twenty-five percent (25%) of annual targeted bonus awards will be paid quarterly in cash based on the applicable percentage achieved of each associated
Financial Target, or segment financial target (as the case may be), with a reconciliation based on final achievement of Financial Targets, or segment financial target (as the case may be), at year-end. Subject to approval by the Compensation
Committee, the balance of all bonus awards will be paid in cash no later than the first quarter following the conclusion of the fiscal year to which the award relates. 
  

	V.	MISCELLANEOUS PROVISIONS 

  

	 	A.	This Plan is effective as of January 1, 2006 and will continue until the Compensation Committee and/or Board of Directors terminates or amends the Plan. The Compensation
Committee and/or Board of Directors retain the right to amend, alter, or terminate this Plan at any time. The President & CEO and the Compensation Committee retain the right to establish and amend the base salary and long-term equity awards
compensation of the Company’s executives and employees. The Compensation Committee and/or Board of Directors retain the right to make discretionary bonus awards or to amend or alter the Financial Targets and segment financial targets at any
time. 

  

	 	B.	All decisions made by the Compensation Committee and/or Board of Directors regarding administration and interpretation of the Plan shall be final and binding on all persons,
including the Company and Participants. 

  

	 	C.	Nothing contained in this document shall be deemed to alter the relationship between the Company and a Participant, or the contractual relationship between a Participant and the
Company if there is a written contract regarding such relationship. Furthermore, nothing contained in this document shall be construed to constitute a contract of employment between the Company and a Participant. The Company and each of
the Participants continue to have the right to terminate the employment or service relationship at any time for any reason, except as provided in a written contract.

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