Document:

Annual Employee Bonus Plan

 Exhibit 10.57 
 InterDigital Communications Corporation 
 Annual Employee Bonus Plan 
 Purpose 
 This Annual Employee Bonus Plan (“Plan”) is
designed to provide an effective means to motivate and compensate eligible employees, on an annual basis, through cash and stock award bonuses based on the achievement of business and individual performance objectives during each calendar year
(“Plan Year”). The Plan is intended to be the Company’s primary vehicle for the granting of bonuses. However, the Company may, in certain limited circumstances, grant bonuses outside of this program, in the sole discretion of the
Company. 
 The compensation contemplated under this Plan is considered “payment for success” in that any payout under the Plan is subject to the
achievement of specific performance goals by the Company and by each individual during the Plan Year. The Company believes that such compensation can be a highly effective form of compensation that can enhance the employer—employee
“stakeholder” relationship. In addition, the Company hopes that by providing short-term incentive compensation, the Company will motivate and increase the retention rate among its employees which, in turn, will enhance the Company’s
long-term value. 
 Who Is Eligible? 
 All regular full-time or part-time employees1 will be eligible to receive a bonus under the Plan, unless an employee: (i) is not working actively at the time of the payout of the bonus or at least as
of March 15th of the year following the end of the Plan Year (unless such person was involuntarily terminated other than for intentional wrongdoing after the end of the Plan Year, but before the bonus was paid); (ii) was working actively
for the Company for less than ninety (90) days during the Plan Year, (iii) received an individual performance appraisal rating of less than “2.75” (Meets Job Requirements) for the Plan Year, or (iv) was involuntarily
terminated for unsatisfactory performance or misconduct, such determination to be made in the CEO’s sole discretion (or the Compensation Committee in the case of Section 16 Officers) based upon documented or other objective substantiation.

 The Compensation Committee (“Compensation Committee”) may grant exceptions to the above eligibility criteria in its sole discretion. The Senior
Human Resources Officer may grant exceptions to the above eligibility criteria for non-executive employees who have worked through the end of the third quarter of a Plan Year provided however any bonus so awarded may not exceed $25,000. In addition,
Employees who meet the eligibility requirements set out above but were not regular full-time or regular 

	 1
	 “Regular full-time” and “regular part-time” employees are defined in the employee
handbook and specifically exclude “seasonal/casual employees” (which are also defined in the employee handbook). 

 part-time employees for the full Plan Year will be paid any bonus
on a pro rata basis.2 The pro-rata amount will be calculated based on the employee’s income, i.e., base
salary/regular pay and other eligible earned income, if applicable, paid during the Plan Year. 
 How Does the Plan Work? 
 Each employee is assigned a target bonus. The target bonus is a percentage of the employee’s annual base salary in effect as of the end of the Plan Year. If the
Company or Department achieves certain business performance results, and the employee achieves certain individual goals, the employee will receive the target bonus. Company or Department business performance results will be measured either based on
the Company’s Annual Goals, as approved by the Compensation Committee, for C.E.O., President, and Sr. Officers, and based on Departmental Goals, as approved by the Department Head and C.E.O or President, for all other levels of employees. If
the actual results of the Company or Department business performance for the year exceed or fall short of the targets, then the target bonus will be adjusted up or down, depending upon the level of business and individual achievement. The specific
adjustments and an example of how the bonus is calculated are described below. 
 The business performance goals will be determined by the Compensation
Committee for the C.E.O., President and Sr. Officer levels and the business performance goals for each Department will be determined by the Department Head and C.E.O or President and will be communicated to the employees, normally in the first
quarter of each Plan Year. The assessment of individual performance goals will be accomplished through the employee’s annual performance rating. The business and individual performance goals are intended to be reasonable “stretch”
goals. 
 The impact of actual business or individual performance during the Plan Year on the bonus paid varies between positions, with the bonus for the
Company officers being more dependant upon overall Company performance, while the bonuses for management and non-management employees being more dependant upon individual performance. The relative weighting of the business and individual performance
goals has been established based upon an estimation of the employee’s ability, based on their position within the Company, to directly impact and be held accountable for, his or her achievements and the Company’s overall performance.

	 2
	 Employees who do not work a full Plan Year because they were out of work on an approved leave of absence
for part of the plan year will be paid any bonus on a pro rata basis by calculating the bonus based on the actual amount of eligible base income earned during the Plan Year. If the Employee is paid for part of the leave through PTO or other eligible
accrued form of income, (not including STD or worker’s compensation payments), this income will be included in the base salary calculation. 

 The Annual Target Bonus for each band, and the associated weighting factors are as follows: 
  

							
	 Band
 (In the event a Participant changes bands during the Plan Year, the Annual Target
Bonus will be calculated based on the Participant’s actual band at year-end)
	  	Annual Target
Bonus
(% of base salary)	 	Percentage of Bonus
Related to Business
Performance (either
Company or
Departmental)	 	Percentage of Annual
Target Bonus
Related to Individual
Performance
	 C.E.O.
	  	57%	 	75%	 	25%
	 President3
	  	50%	 	75%	 	25%
	 Sr. Officer
	  	40%	 	75%	 	25%
	 Functional VP
	  	35%	 	75%	 	25%
	 Senior Director
	  	25%	 	60%	 	40%
	 Director/Functional Equivalent
	  	20%	 	60%	 	40%
	 Senior Manger/ Functional Equivalent
	  	15%	 	40%	 	60%
	 Manager/ Functional Equivalent
	  	10%	 	40%	 	60%
	 Non-Management
	  	4%/6%/8%
based on grade level	 	25%	 	75%

 In each Plan Year, the portion of the Annual Target Bonus related to business performance may be allocated among a
number of business goals. 

	 3
	 Where this position is filled by a different individual than C.E.O.. 

 How Do Actual Business and Individual Performance Affect the Bonus to be Paid? 
 As described above, the bonus consists of two components: the bonus attributable to business /departmental performance, and the bonus attributable to individual
performance. The impact of actual results as compared to business/departmental and individual goals on any bonus to be paid is described below. 
 Business Goals. The calculation of the bonus payout for the business performance will be based upon either Company’s actual business results measured against the goals set by the Compensation Committee (for the C.E.O, President
and Sr. Officer) or the Department’s actual business results measured against the goals set by the Department (for all other bands). If the Company or Department achieves a specified goal, then 100% of the bonus related to that business goal
will be awarded. If actual results deviate from established business goals, then the bonus payout amounts will be determined as follows. 
 Results
above the goal: If the Company/Department performance exceeds the established business goals by a certain percentage (e.g., actual Company earnings exceed an established goal by ten percent), then the payout of that portion of the annual
target bonus related to that business goal will be increased by that percentage amount above the goal, up to a maximum of a 100% increase over the bonus associated that goal. Thus, if actual Company/Department performance on a particular goal
exceeds the goal by 10%, then the target bonus associated with that goal will be increased by 10%, see below: 
  

			
	 Results
	  	 Percentage Payout

	 101%
	  	101%
	   ò
	  	ò    
	 200%
	  	200%

 Results below the goal: If the actual business performance falls short of an established goal by a
certain percentage (e.g., actual Company earnings are 10% less than the earnings goal), then the bonus associated with that business goal will be decreased by that percentage of the shortfall, with no bonus being payable for a goal if the goal is
missed by more than 20%. The scale for results below the target is given below: 
  

				
	 Results
	  	Percentage
Payout	 
	 100%
	  	100	%
	 90%
	  	90	%
	 80%
	  	80	%
	 79%
	  	0	%

 The Compensation Committee, in its sole discretion, can determine that a business goal has been substantially met
or has been met to a degree warranting a higher pay-out than would otherwise be calculable under this Plan. For example, the Compensation Committee may determine that one-time charges should be disregarded in determining the pay-out under an
earnings performance goal. 

 Individual Performance. The evaluation of the individual performance is the responsibility of the employee’s
supervisor using the Company’s performance evaluation system. The payout of the bonus related to individual performance will be based on the employee’s individual appraisal rating given pursuant to the performance evaluation, as follows:

  

						
	 Appraisal Rating
	  	 	  	 Percentage Payout of
Bonus Related to
 Individual
Performance
	 
	 4.85 – 5.0
	  	(Outstanding)	  	150	%
	 4.70 – 4.84
	  	 ( “ )
	  	145	%
	 4.55 – 4.69
	  	(Exceeds Job Requirements)	  	140	%
	 4.40 – 4.54
	  	 ( “ )
	  	135	%
	 4.25 – 4.39
	  	 ( “ )
	  	130	%
	 4.10 – 4.24
	  	 ( “ )
	  	125	%
	 3.95 – 4.09
	  	 ( “ )
	  	120	%
	 3.80 – 3.94
	  	 ( “ )
	  	115	%
	 3.65 – 3.79
	  	(Meets Job Requirements)	  	110	%
	 3.50 – 3.64
	  	 ( “ )
	  	105	%
	 3.35 – 3.49
	  	 ( “ )
	  	100	%
	 3.20 – 3.34
	  	 ( “ )
	  	95	%
	 3.05 – 3.19
	  	 ( “ )
	  	90	%
	 2.90 – 3.04
	  	 ( “ )
	  	85	%
	 2.75 – 2.89
	  	 ( “ )
	  	80	%
	 2.74 ò
	  	(Needs Improvement/Unsatisfactory)	  	0	%

 When Will the Bonus Be Paid? 
 Bonuses will normally be paid under the Plan between February 15 and March 31 of the year following each Plan Year. 

 An Example of How the Bonus is Calculated 
 Assume an entry level management employee is earning a base salary of $50,000 and is employed for the full Plan Year. The employee has an annual target
bonus of 10% of base salary ($5000). The Department previously established two business targets of equal weight for the Plan Year. The actual results for the first goal were 4% below the goal.; the actual results for the second goal were 2% above
the goal. The employee achieves an individual performance appraisal of “3.3”. The employee’s bonus would be calculated as follows: 
  

									
	 Performance Factor
	  	 A
 Percentage of
Bonus Relating to
Performance
Factor
	 	 B
 Result as a
Percentage
of Goal
	 	 C
 Percentage
Payout
	  	 AxC
 Weighted Result

	 Goal One
	  	20%	 	96%	 	96%
(1 to 1 ratio)	  	19.00%
(96% x 20%)
	 Goal Two
	  	20%	 	102%	 	102%
(1 to 1 ratio)	  	20.40%
(102% x 20%)
	 Individual Performance
	  	60%	 	95%	 	95%	  	57%
(60% x 95%)
	 Total
	  	100%	 	N/A	 	N/A	  	96.40%
	 Bonus Calculation
	  	Base Salary x Weighted Result x Annual Target
Bonus = Bonus to be paid
$50,000 x 96.40% x 10% =
$4,820

 Who Will Receive Bonus Payments in Common Stock? 
 For the CEO, President, Sr. Officer, and Functional Vice President bands or technical equivalent positions (ie – “Fellow”), the Compensation Committee may,
in its discretion, pay up to 30% of the bonus in restricted common stock pursuant to the 1999 Restricted Stock Plan, as amended. If restricted common stock is to be paid in lieu of cash, the number of shares to be granted will be calculated as
follows: 
  

			
	Number of Shares =	  	Up to 30% of Bonus
		  	Closing Common Stock Price on the Date Prior to the Grant as reported in the Wall Street Journal

 The Company will reimburse the employee, on a grossed-up basis, for any tax liability (including, in the event of
a Change of Control, any excise tax liability under Section 4999 of the IRS Code or any successor provision that may apply to such Restricted Stock payment) associated with the grant of restricted stock. Tax liability will be calculated using
maximum tax rates. The stock will be registered but will be subject to a two-year holding period. The Company will not impose any other material restrictions (other than those set out in the 1999 Restricted Stock Plan or required by law) or
forfeiture provisions, including no forfeiture provisions applicable to termination of employment except in the case of termination during the two-year holding period for intentional wrongdoing. 

 Miscellaneous 
 The establishment of this Plan, any provisions of this Plan, and/or any action of the Compensation Committee or any Company officer with respect to this Plan, does not confer upon any employee the right to continued employment with the
Company. The Company reserves the right to dismiss any employee at will (at any time, with or without prior notice, with or without cause), or otherwise deal with an employee to the same extent as though the Plan had not been adopted. 
 The Company may, at its discretion, provide for any federal, state or local income tax withholding requirements and Social Security or other tax requirements applicable
to the accrual of payment of benefits under the Plan, and all such determinations shall be final and conclusive. 
 Payment of bonuses awarded under this
Plan shall be made no later than March 15 of the year following the Plan Year in which the services relating to such bonus award were rendered. The resolution of any questions with respect to payments and entitlements pursuant to the provisions
of this Plan shall be determined by the Compensation Committee, in its sole discretion, and all such determinations shall be final and conclusive. 
 This
Plan may be terminated or revoked by the Compensation Committee, at its sole discretion, at any time and amended by the Compensation Committee, at its sole discretion, from time to time without the approval of any employee provided that such action
does not reduce the amount of any Bonus payment below an amount equal to the amount that would have been payable to the eligible employee with respect to the Plan Year in which the termination, revocation or amendment of the Plan occurs under the
terms of the Plan as in effect immediately prior to such termination, revocation or amendment, applied on a pro-rata basis. 
 ****************************************Restricted Stock Unit Award Agreement

 EXHIBIT 10.58 
 INTERDIGITAL COMMUNICATIONS CORPORATION  
 RESTRICTED STOCK UNIT AWARD AGREEMENT

 This Restricted Stock Unit Award Agreement (this “Agreement”) is made as of January 1, 2007 (the “Date of Grant”) by
InterDigital Communications Corporation (the “Company”) to                      (“Grantee”) pursuant to the terms of the
InterDigital Communications Corporation 1999 Restricted Stock Plan (the “Plan”), and is intended to constitute Performance RSUs, as that term is used in the Long Term Compensation Program Terms and Conditions. 
 Definitions. Capitalized terms shall have the meanings set forth below or in the Plan. As used herein: 
 “Account” shall mean a bookkeeping account reflecting Grantee’s interest in restricted stock units. 
 “Cause” means: (a) willful and repeated failure of Grantee to perform substantially his or her duties (other than any such failure resulting from incapacity due to physical or mental illness); (b) Grantee’s
conviction of, or plea of guilty or nolo contendere to, a felony which is materially and demonstrably injurious to the Company or an Affiliate; (c) willful misconduct or gross negligence by Grantee in connection with his or her service to the
Company; or (d) Grantee’s breach of any material obligation or duty owed to the Company or an affiliate. 
 “Change in Control Event”
means any transaction or series of transactions that constitutes both a Change of Control as defined in the Plan and a “change in the ownership” of the Company, a “change in effective control” of the Company, or a “change in
the ownership of a substantial portion of the assets” of the Company for purposes of Code Section 409A and applicable IRS guidance promulgated thereunder. 
 “Disability” a disability entitling Grantee to long-term disability benefits under the applicable long-term disability plan of the Company (or its Affiliate if Grantee is employed by such Affiliate); or
(b) if Grantee is not covered by such a plan, a physical or mental condition or illness that renders Grantee incapable of performing his or her duties for a total of 180 days or more during any consecutive 12-month period. 
 “Dividend Equivalent” means credits arising in respect of dividends paid on Shares, as described in Section 6 herein. 

 “Fair Market Value” means the closing price of a Share on the exchange or on NASDAQ, as reported in The Wall
Street Journal on the relevant valuation date or, if there is no trading on that date, on the next preceding trading date. 
 “Restricted Period”
means the period beginning on the Date of Grant and ending on the Vesting Date. 
 “Restricted Stock Unit” means a right to receive
                     Shares issued pursuant to the Plan. 
 “Retirement” means resignation by Grantee after attaining a combination of age plus years of service at the Company (and Affiliates) equal to 70 with the consent of the Company. 
 “Vesting Date” means January 1, 2010, subject to the conditions set forth in Section 4 below. 
 Grant of Restricted Stock Units. 
 Subject to the terms and conditions set
forth herein and in the Plan, the Company hereby grants to Grantee the Restricted Stock Units. The Company shall maintain an Account for Grantee reflecting the number of Restricted Stock Units credited to Grantee hereunder. 
 All of the terms, conditions and other provisions of the Plan are hereby incorporated by reference into this Agreement. Capitalized terms used in this Agreement but not
defined herein shall have the same meanings as in the Plan. If there is any conflict between the provisions of this Agreement and the provisions of the Plan, the provisions of the Plan shall govern. Grantee acknowledges receipt of the Plan, a copy
of which is annexed hereto, represents that he/she is familiar with the terms and provisions thereof and hereby agrees to be bound by the Plan (as presently in effect or hereafter amended) and this Agreement, and by all decisions and determinations
of the Committee thereunder. (For purposes of this provision and other provisions of this Agreement, references to the Committee include any persons or administrative body to whom the Committee has delegated authority.) 
 Restrictions on Restricted Stock Units. Subject to the terms and conditions set forth herein and in the Plan, Grantee shall not be permitted to sell, transfer, pledge or
assign the Restricted Stock Units except by will or by the laws of descent and distribution. No such transfer occurring as a result of the Grantee’s death shall be effective to bind the Company unless the Committee shall have been furnished
with a copy of the applicable will or such other evidence as the Committee may deem necessary to establish the validity of the transfer. 

 Vesting and Forfeiture. 
 Restricted Stock Units granted hereunder shall vest (meaning that the risk of forfeiture of such Restricted Stock Units shall lapse) on the Vesting Date if all of the following conditions are met: 
 Grantee remains continuously employed by the Company through that date; and 
 One or more of the Performance Target or Targets set forth in the Performance Target Schedule attached hereto as Exhibit A have been attained. Each Restricted Stock Unit credited under Section 6 in respect of Dividend Equivalents shall
vest at the time of vesting of the Restricted Stock Unit that gives rise, directly or indirectly, to such Dividend Equivalent. 
 For purposes of this
Section 4(b), the portion of the Restricted Stock Units granted hereunder that becomes vested on the Vesting Date shall be determined by reference to the Performance Target Schedule, and any Restricted Stock Units that do not become vested as
of the Vesting Date shall be immediately forfeited without regard to the Grantee’s continued employment with the Company. 
 If Grantee’s service
as a director and/or employee of the Company ends prior to the Vesting Date due to a termination for Cause or a resignation for any reason other than Grantee’s death, Disability, Retirement, or termination by the Company without Cause, all
Restricted Stock Units granted hereunder will be forfeited. 
 If Grantee’s service or employment with the Company ceases prior to the Vesting Date due
to death, Disability, Retirement, or termination by the Company without Cause, Grantee will become vested in a pro-rata portion of his or her Restricted Stock Units. That pro-rata portion will be determined by multiplying the number of Restricted
Stock Units by a fraction equal to the portion of the Restricted Period that has transpired prior to such cessation of service or employment. Settlement for Restricted Stock Units that become vested pursuant to this Section 4(c) will occur
subject to the terms of the Plan as set forth in Section 5(a) of this Agreement; provided, however, that in no event will settlement of Grantee’s Restricted Stock Units be made before the date which is six months after the date of
Grantee’s termination of employment if Grantee is a “specified employee” within the meaning of Section 409A(a)(2)(B)(i) of the Internal Revenue Code, or any successor provision. 
 Settlement and Election to Defer Settlement. 
 Restricted Stock Units
credited hereunder (including Restricted Stock Units credited in respect of Dividend Equivalents) will be settled by delivery of one share of the Company’s Common Stock for each Restricted Stock Unit being settled. Subject to Section 4(c)
of this Agreement, settlement will occur as soon as practicable following both scoring by the Compensation Committee of the goals set forth on Exhibit A and passage of the applicable Vesting Date, but in no event later than March 15, 2010.

 Dividend Equivalents and Adjustments. Dividend Equivalents shall be credited on Restricted Stock Units (other than
Restricted Stock Units that, at the relevant record date, previously have been settled or forfeited) in accordance with this Section 6: 
 Cash
Dividends. If the Company declares and pays a dividend or distribution on its Shares in the form of cash, then a number of additional Restricted Stock Units shall be credited to Grantee’s Account as of the payment date for such dividend or
distribution equal to the number of Restricted Stock Units credited to the Account as of the record date for such dividend or distribution, multiplied by the amount of cash actually paid as a dividend or distribution on each outstanding Share at
such payment date, divided by the Fair Market Value of a Share as of such payment date. 
 Non Cash Dividends. If the Company declares and pays a dividend or
distribution on Shares in the form of property other than Shares, then a number of additional Restricted Stock Units shall be credited to Grantee’s Account as of the payment date for such dividend or distribution equal to the number of
Restricted Stock Units credited to the Account as of the record date for such dividend or distribution, multiplied by the fair market value of such property actually paid as a dividend or distribution on each outstanding Share at such payment date,
divided by the Fair Market Value of a Share as of such payment date. 
 Stock Dividends. If the Company declares and pays a dividend or distribution on
Shares in the form of additional Shares, then a number of additional Restricted Stock Units shall be credited to Grantee’s Account as of the payment date for such dividend or distribution equal to the number of Restricted Stock Units credited
to the Account as of the record date for such dividend or distribution or split, multiplied by the number of additional Shares actually paid as a dividend or distribution or issued in such split in respect of each outstanding Share. 
 Other Terms Relating to Restricted Stock Units. 
 The number of Restricted
Stock Units credited to a Grantee’s Account shall include fractional Restricted Stock Units calculated to at least three decimal places, unless otherwise determined by the Committee. Upon settlement of Restricted Stock Units, Grantee shall be
paid, in cash, an amount equal to the value of any fractional Share that would have otherwise been deliverable in settlement of such Restricted Stock Units. 
 It shall be a condition to the Company’s obligation to issue and deliver Shares in settlement of the Restricted Stock Units that Grantee (or the person to whom ownership rights may have passed by will or the laws of descent and
distribution) pay to the Company, upon its demand, such amount as may be required by the Company for the purpose of satisfying any liability to withhold federal, state, or local income or other taxes. If the amount required is not paid, the 

 
Company may refuse to deliver the Shares in settlement of the Restricted Stock Units until such amount is paid. The Committee may, in its discretion, permit
a Grantee (or the person to whom ownership rights may have passed by will or the laws of descent and distribution) to pay all or a portion of the amount required by the Company for such tax withholding, at such time and in such manner as the
Committee shall deem to be appropriate, including by authorizing the Company to withhold from the Shares to be delivered in settlement, or by agreeing to surrender to the Company on or about the date such tax liability is determinable, Shares having
a Fair Market Value on such date equal to the amount of such tax liability or a specified portion of such tax liability. 
 Absence of Tax Gross-Up Payment.
There shall be no tax gross-up on the Restricted Stock Units. 
 Notices. Any notice to the Company under this Agreement shall be made in care of the
Committee to the office of the General Counsel, at the Company’s main office in King of Prussia, Pennsylvania. All notices under this Agreement shall be deemed to have been given when hand-delivered or mailed, first class postage prepaid, and
shall be irrevocable once given. 
 Securities Laws. The Committee may from time to time impose any conditions on the Restricted Stock Units (or the
underlying Shares) as it deems necessary or advisable to comply with applicable securities laws. 
 Award Not to Affect Service. The award granted hereunder
shall not confer upon Grantee any right to continue service as an employee and/or director of the Company. 
 Miscellaneous. 
 The address for Grantee to which notice, demands and other communications to be given or delivered under or by reason of the provisions hereof shall be the Grantee’s
address as reflected in the Company’s personnel records. 
 Grantee authorizes the Company to withhold in accordance with applicable law from any
compensation payable to him/her any taxes required to be withheld by federal, state or local law in connection with this award. 
 Any provision for
distribution in settlement of Grantee’s Account hereunder shall be by means of bookkeeping entries on the books of the Company and shall not create in Grantee or any person to whom ownership right may have passed any right to, or claim against
any specific assets of the 

 
Company, nor result in the creation of any trust or escrow account for Grantee or any person to whom ownership rights may have passed. Grantee (or any other
person entitled to a distribution hereunder) shall be a general creditor of the Company. 
 To the extent not preempted by federal law, the validity,
performance, construction and effect of this award shall be governed by the laws of the Commonwealth of Pennsylvania, without giving effect to principles of conflicts of law. 
 To the extent Grantee elects to defer settlement of Restricted Stock Units pursuant to Section 5(b), this Agreement is intended to constitute part of a “top-hat” plan described in Section 201(2) of
ERISA. 
 Claims Procedure. 
 To initiate a claim with respect to
the settlement of Restricted Stock Units deferred in accordance with Section 5(b), Grantee (or the person to whom ownership rights may have passed by will or the laws of descent and distribution) (the “Claimant”) must file a written
request with the Company. Upon receipt of such claim, the Company will advise the Claimant within ninety (90) days of receipt of the claim whether the claim is denied. If special circumstances require more than ninety (90) days for
processing, the Claimant will be notified in writing within ninety (90) days of filing the claims than the Company requires up to an additional ninety (90) days to reply. The notice will explain what special circumstances make an extension
necessary and indicate the date a final decision is expected to be made. 
 If the claim is denied in whole or in part, the Claimant will be provided a
written opinion, in language calculated to be understood by the Claimant, setting forth (i) the specific reason(s) for the denial of the claim, or any part of it, (ii) specific reference(s) to pertinent provisions of the Plan or this award
upon which such denial was based, (iii) a description of any additional material or information necessary for the Claimant to perfect the claim, and an explanation of why such material or information is necessary, (iv) an explanation of
the claim appeal procedure set forth in Section 13(c), below; and (v) a statement of the Claimant’s right to bring a civil action under section 502(a) of ERISA following an adverse determination upon appeal. 
 Within sixty (60) days after receiving a notice from the Company that a claim has been denied, in whole or in part, a Claimant (or the Claimant’s duly
authorized representative) may file with the Company a written request for a review of the denial of the claim. The Claimant or his duly authorized representative may, but need not, review the pertinent documents and submit issues and comments in
writing for consideration by the Company. If the Claimant does not request a review of the initial determination within such sixty (60) days period, the Claimant will be barred and estopped from challenging the determination. 

 Within sixty (60) days after the Company’s receipt of a request for review, it will review the initial
determination. After considering all materials presented by the Claimant, without regard to whether such materials were submitted or considered in the initial review, the Company will render a written opinion. The manner and content of the final
decision will include the same information described above in Section 13(b) with respect to the initial determination. If special circumstances require that the sixty (60) day time period be extended, the Company will so notify the
Claimant and will render the decision as soon as possible, but no later than one hundred twenty (120) days after receipt of the request for review. The notice will explain what special circumstances make an extension necessary and indicate the
date a final decision is expected to be made. Any decision on appeal will be final, conclusive and binding upon all parties. 
 IN WITNESS
WHEREOF, the Company has caused this Restricted Stock Unit Award Agreement to be executed by its duly authorized officer, and Grantee has executed this Restricted Stock Unit Award Agreement, in each case as of the date first above written.

  

			
	INTERDIGITAL COMMUNICATIONS CORPORATION
		
	By:	 	  
	Name:	 	William J. Merritt, President & CEO
	
	GRANTEE
		
	By:	 	  
	Name:	 	

 EXHIBIT A 
 PERFORMANCE TARGET SCHEDULE 
 By January 1, 2010, InterDigital must achieve certain design wins, and specified
volumes of chip sales containing InterDigital content must be met (the “Performance Targets”). Each Performance Target is worth 50% of the payout, if any. The following table indicates the percentage of your performance RSUs that will vest
depending upon the level of the Performance Target that is achieved, as more fully described in the Performance Share Goals Presentation delivered to you January 4, 2007.

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