Document:

Employment Agreement

 Exhibit 10.46 
  
 

 
  
 Powerwave Technologies Sweden AB hereinafter
referred to as the Company, and Johan Ek, hereinafter referred to as Ek, have today agreed to the following Agreement (the “Agreement”): 
  

	1.	Background and responsibilities 

  
 Ek has been employed by the Company as President for Powerwave’s European Business Unit, reporting to Ron Buschur, President and COO for Powerwave Technologies
worldwide. For the purposes of this Agreement, “Powerwave” shall mean the worldwide Powerwave Group. 
  

	2.	Commitment 

  
 Ek shall work full time at the Company. The type of employment includes travel, extended hours as needed and the hours of work may be inconvenient at times. 
  
 Ek may not without prior written consent from the President and COO of Powerwave, have an
occupation other than employment in the Company and under no circumstances either directly or indirectly engage in any task, employment, membership of the Board of Directors or be in possession of stocks and shares or otherwise, in companies which
are in competition with the Company or its parent company Powerwave Technologies Inc., with the exception of ownership of less than one (1) percent of such a company if it is a stock market company. 
  

	3.	Pay 

  
 As from 1 May 2004 Ek’s monthly salary is SEK 154,375, which annualizes to SEK 1,852,500; and is paid at the end of the month in twelve equal monthly increments. Ek’s salary is renegotiated at the beginning
of every year. The negotiation is between Ek and the President and COO of Powerwave with the first negotiation in February of 2005. Ek is not entitled to any additional remuneration for travel time and overtime. 
  

	4.	Bonus 

  
 Ek will be entitled to participate in the Powerwave Bonus Plan and be eligible to receive a bonus up to 30% of Ek ́s annual salary. The payment of a bonus in any amount is not guaranteed, but is conditioned upon
achievement by Powerwave of the goals and objectives of the then current Powerwave bonus plan, including those related to overall Powerwave company performance. Powerwave reserves the right to change the bonus plan upon notice to eligible employees.
Based on Powerwave ́s current bonus plan, the bonus payments that may be payable to Ek under the Powerwave Bonus Plan the year Ek is hired will be prorated based on Ek ́s hire date. Participation in the Powerwave Bonus Plan is subject to
the terms of the Plan and applicable U.S. law. Ek acknowledges and agrees that participation in the Powerwave Bonus Plan is discretionary on the part of the Company and Powerwave 

  

							
	Employment Agreement	 	Original date	 	 Version number
         1.17.05
	 	 Date of issue
   08-06-2004

  

 
and that such participation is not consideration for Ek’s employment for the Company. 
  

	5.	Insurance schemes and pensions 

  
 Ek will be entitled to participate in the Company’s ITP pension plan (unless he chooses the alternative below). 
  
 However, provided the collective bargaining agreement so allows, Ek will have the option, as
an alternative to the normal ITP plan, to chose an individually tailored pension insurance to be taken out at the insurance company of his choice within the parameters established by the Company. If the total costs of the pension exceed the current
regulations for deduction of pension provision for tax purposes, the excess premium shall be agreed as direct pension, guaranteed by endowment insurance pledged in favour of the pension commitment to Ek. 
  
 The Company shall pay an annual pension premium of up to 27 % of the base salary described in
Section 3 and any bonus payment made to the employee described in Section 4. The pension premium, thus, paid shall, apart from old age pension, also cover. 
  

	 	•	 	premium exemption insurance (Sw: premiebefrielse försäkring), and 

  

	 	•	 	repayment protection for surviving relatives (Sw: efterlevandeskydd), if applicable, – in relation to which it is the duty of Ek to report changes in family
circumstances, and 

  

	 	•	 	sickness insurance applicable after 3 months’ illness; the compensation level for sickness insurance shall be equivalent to the compensation levels in force in accordance with
the ITP plan. 

  
 The collective bargaining agreement for
white-collar employees to which the Company is bound, contains certain additional compensations in case of sick leave and parental leave. If Ek is on sick leave or on parental leave and should the collective bargaining agreement have awarded him
compensation in addition to what he will receive according to this Agreement (if it had been applicable), the Company shall compensate him up to the level of the collective bargaining agreement. 
  
 The Company will, furthermore supply group life insurance (TGL) and industrial injury
insurance (TFA) or insurance solutions with at least the same compensation levels. 
  
 The Company shall pay medical insurance, (provided insurance on standard terms is awarded by the insurance company), for Ek as well as the costs for medical care, medicine and annual health checks. These costs have an annual cap of SEK
5,000. 
  

	6.	Other benefits 

  
 Ek shall enjoy the benefit of an automobile with a maximum value of four hundred thousand Swedish kronor (SEK 400,000). Costs of maintenance, fuel, and all costs associated with the daily operations of the vehicle are
to be paid by Ek. The Company pays the tax, insurance and yearly examination. Ek may use the car for private travel. 
  
 Necessary entertainment is paid for upon production of a receipt and in line with Company policy on expenses and entertainment. Entertainment at Ek’s home 

  

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	Employment Agreement	 	Original date	 	 Version number
         1.17.05
	 	 Date of issue
   08-06-2004

  

 
requires prior approval from the President and COO of Powerwave, in order to be reimbursed after presentation of appropriate receipts and documentation.

  

	7.	Holidays 

  
 Ek is entitled to thirty (30) days of annual leave, which must be arranged in consultation with the President and COO of Powerwave. Company policy applies. 
  

	8.	Gifts 

  
 Under no circumstances may employees of the Company accept any offer, payment, promise to pay, or authorization to pay any money, gift, or anything of value from customers, vendors, consultants, etc. that is perceived
as or intended to influence any business decision, any act or failure to act, any commitment of fraud, or opportunity for the commission of any fraud. Inexpensive gifts, infrequent business meals, celebratory events and entertainment, provided that
they are not excessive or create an appearance of impropriety, do not violate this policy. Questions regarding whether a particular payment or gift violates this policy are to be directed to Human Resources. 
  
 Gifts given by the Company to suppliers or customers or received from suppliers or customers
should always be appropriate to the circumstances and should never be of a kind that could create an appearance of impropriety. The nature and cost must always be accurately recorded in the Company’s books and records. 
  

	9.	Handling of personal data 

  
 Ek is herewith informed that the information in this Agreement and other employment-related information will be processed (recorded, organized, stored, processed,
altered, compiled, etc.), manually as well as automatically. Such information as, among other things, period of employment, working hours, salaries, holidays, holiday benefits, tasks, working environment, etc. and processing of personal data is
already allowed in accordance with the provisions of the Personal Data Act 1998:204 (hereinafter referred to as “PUL”). 
  
 Against the background of the aforementioned, Ek permits the Company– also in addition to the consequences of the provisions of PUL – to process personal data
concerning him and transfer this between the Company and other affiliated companies within the same group with respect to the aforementioned or which otherwise follows from PUL or corresponding legislation in other countries. Ek further permits the
Company to display his picture on the Company web page. 
  

	10.	Immaterial rights 

  
 The copyright and/or any other intellectual property rights to all work as well as all materials produced by Ek in relation to the employment at the Company, as well as all other incorporeal and industrial rights
which may have arisen as a consequence of Ek ́s or another person’s employment at the Company, shall belong without remuneration or restriction to the Company, which is also entitled to transfer such rights to third parties. If during
employment Ek has produced copyright or another incorporeal right, he shall without delay inform the Company thereof. 
  

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	Employment Agreement	 	Original date	 	 Version number
         1.17.05
	 	 Date of issue
   08-06-2004

  

	11.	Confidentiality, the Company’s property, the Company’s employees, competition 

  
 During and after termination of employment – regardless of the reason for and manner of termination – Ek may not reveal any
“Company business secret”. Ek must also observe confidentiality regarding all the Company circumstances and what has been conveyed to him or what he has otherwise learnt as a result of employment in line with the Corporate Employee Secrecy
Agreement. Ek must have on file a signed and dated copy of a current Corporate Employee Secrecy Agreement at all times.  
  
 Company confidentiality means information about business or operating conditions in the Company, Powerwave and/or its affiliated group companies, which is not intended,
for third parties. 
  
 Upon termination of employment, regardless of the reason
for the termination, the following shall apply. 
  

	11.A 	Non-Competition and Non-Solicitation 

  

	1	Ek agrees to, during the term of this Agreement and for one (1) year after its termination, to refrain from, directly and indirectly, alone or as a partner, officer, employee,
director or executive or consultant, engaging or having an interest in any business which directly or indirectly is engaged in business which is, at the time of the expiry of his employment, in competition with the business of the Company or any
associated company. 

  

	2	Nor shall Ek, directly or indirectly, during the period referred to in Section 11.A (1) above, solicit or try to solicit employees of the Company, or any of its associated
companies, or use their services for any means other than for the benefit of the Company. 

  

	3	If Ek’s employment is terminated due to reasons other than Ek’s retirement, the Company shall as compensation for the inconvenience that the existing non-competition
Section causes Ek pay Ek per month the difference between his salary paid by the Company at the time of the termination of his employment and the (lower) salary which he earns from his new employment. However, the compensation payable shall not
exceed sixty (60) per cent of Ek’s monthly salary at the time of the termination of his employment nor be paid during a period, which exceeds the period of this competition Section. To enable the Company to calculate the appropriate
compensation, Ek is obliged to inform the Company of the level of his current salary from his new employment. The compensation provided for in this Section 11A shall not be paid during any period for which Ek receives severance pay from the Company.

  

	4	The Company may release Ek from the non-competition obligation. If so, the Company is no longer obliged to pay compensation in accordance with Section 11A (3) above.

  

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	Employment Agreement	 	Original date	 	 Version number
         1.17.05
	 	 Date of issue
   08-06-2004

  

	11.B 	Liquidated Damages 

  
 If Ek fails to comply with the provisions Section 11.A (Non-Competition and Non-Solicitation), Ek shall, in respect of every breach, pay a penalty to the Company amounting to six (6) times Ek’s average monthly
gross salary with the Company during the six months preceding the breach or, if his employment has expired, immediately prior to the expiry of his employment. Should a breach be of an ongoing kind, each month that the situation or action
constituting the breach continues—despite written objection from the Company to Ek, shall be deemed to constitute one breach and cause obligation to pay liquidated damages as above. Should the actual loss caused to the Company exceed this
amount, the Company shall be entitled to damages in respect of such excess amount and/or to take other legal measures. 
  

	12.	Termination 

  
 In the case of termination of employment by the Company, a period of notice of six (6) months shall apply. In the case of termination by Ek, a period of notice of six (6) months shall apply. Notice of termination must
be in writing. 
  
 In the event of termination by either party, Ek must, if so
requested by the Company, even before termination of employment, i.e. before expiry of the period of notice, leave his post at the time indicated by the Company, after which Ek has no access to the place of work. Regardless of such garden leave, Ek
shall be entitled to keep his salary, insurance policies, pensions and auto until termination of the period of notice in accordance with this Agreement. However, this does not apply to stock options and bonuses, which instead are governed by the
applicable Powerwave Option Plan and Bonus Plan respectively. 
  
 The Company has
the right to immediately dismiss Ek if he has seriously neglected his obligations towards the Company, or in any way seriously broken the Agreement or intentionally caused harm to the Company. This includes, for example, repeated neglect of duty or
offences that are liable to seriously damage confidence in Ek. 
  

	13.	Change in Control 

  
 If the employment of Ek is terminated within twelve (12) months following a Change in Control (as defined in Exhibit A), 
  

	 	•	 	by the Company due to any other reason than Cause (as defined in Exhibit A) or 

  

	 	•	 	by Ek due to Good Reason (as defined in Exhibit A), 

  
 Ek shall, in addition to the payment(s) during the notice period, be entitled to severance payment equalling twelve (12) months base salary as per the termination of the
employment plus a target bonus for the year in which the termination occurs. This amount shall be subject to applicable withholdings and will be paid within thirty (30) days following the termination of the employment, or thirty days following the
Company’s receipt of an executed release of claims, whichever is later. In absence of such a release of claims Ek will not be entitled to the severance payment. The 

  

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release shall be signed by Ek and returned of the signed original to Powerwave’s Vice President Organizational Development prior to payment. 

 

	13.1 	Severance Pay 

  
 In cases where Section 13 above is not applicable (cases not involving a Change of Control), if the employment of Ek is terminated by the Company with out Cause (as defined in Exhibit A), Ek, in addition to the
payment(s) during the notice period, shall be entitled to severance equal to twelve (12) months base salary. The severance shall be paid in a lump sum at the end of the notice period specified in section 12. The severance pay shall be based on the
base salary as of the beginning of the notice period and shall be subject to all legally required withholdings. 
  
 Payment of the severance is contingent on Ek signing a mutually agreed Release with the Company and returning the signed original to Powerwave’s Vice President,
Organizational Development. This provision is not applicable in the event of Change in Control as such situation is subject to section 13 of this Agreement. 
  

	14.	Notices, changes 

  
 All notices regarding this Agreement must be in writing 
  

	15.	Applicable legislation 

  
 This Agreement is governed by Swedish law. 
  
 However, for the sake of clarity it is noted that all matters related to stock option grants, including issues of vesting, eligibility and plan interpretation are solely
governed by the plan documents and laws of the United States. The same applies to any Powerwave bonus plans in which Ek may participate. 
  

	16.	Arbitration 

  
 Any dispute, controversy or claim arising out of or in connection with this Agreement, or the breach, termination or invalidity thereof, shall be settled by arbitration in accordance with the Swedish Arbitration Act
(Sw. lag (1999:116) om skiljeförfarande). 
  
 The arbitral tribunal
shall be composed by one (1) arbitrator. In case the Parties are unable to agree on the appointment of the arbitrator, the arbitrator shall be appointed by the Arbitration Institute of the Stockholm Chamber of Commerce. 
  
 The Company shall, unless the arbitrator holds that Ek has called for the arbitration without
reasonable cause, pay the arbitrator’s fees and, if applicable, the fees of the Arbitration Institute of the Stockholm Chamber of Commerce. Other costs, such as legal fees, shall be apportioned between the Parties in accordance with the
provisions of the Swedish Code of Judicial Procedure (Sw. Rättegångsbalken (1942:740)). 
  

	17.	Final regulation 

  
 The signing of this Agreement means that all previous agreements or the like, oral as well as written are no longer applicable. 
  

* * * 
  

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	Employment Agreement	 	Original date	 	 Version number
         1.17.05
	 	 Date of issue
   08-06-2004

  

 This Agreement has been drawn up in two (2) identical copies, of which the Company and Ek have each received one.

  
 Date: January 28, 2005 
  

					
			
	 /s/ Johan Ek
	 	 	 	 /s/ Ron Buschur

	 Johan Ek
	 	 	 	 Ron Buschur

	 President
	 	 	 	 President/COO

	 European Business Unit
	 	 	 	 Powerwave Technologies, Inc.

	 	 	 	 	 Director

	 	 	 	 	 Powerwave Technologies Sweden AB

  

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	Employment Agreement	 	Original date	 	 Version number
         1.17.05
	 	 Date of issue
   08-06-2004

  

 Exhibit A 
  
 Definitions 
  
 A. Change in Control 
  
 “ Change in Control” shall mean the occurrence of any of the following events: 
  
 The acquisition, directly or indirectly, by any person or group (within the meaning of Section 13(d)(3) of the United States Securities Exchange Act of 1934, as amended)
of the beneficial ownership of more than fifty percent (50%) of the outstanding securities of Powerwave; 
  
 A merger or consolidation in which Powerwave is not the surviving entity, except for a transaction the principal purpose of which is to change the state in which Powerwave is incorporated; 
  
 The sale, transfer or other disposition of all or substantially all of the assets of
Powerwave; 
  
 A complete liquidation or dissolution of Powerwave; or 

 
 Any reverse merger in which Powerwave is the surviving entity but in which securities
possessing more than fifty percent (50%) of the total combined voting power of Powerwave’s outstanding securities are transferred to a person or persons different from the persons holding those securities immediately prior to such merger.

  
 B. Cause 
  
 “Cause” shall mean any of the following: 
  

	 	1.	The continued, unreasonable refusal or omission by the employee to perform any material duties required of him by the Company, if such duties are consistent with duties customary
for your position; 

  

	 	2.	Any material act or omission by the employee involving malfeasance or gross negligence in the performance of your duties to, or material deviation from any of the policies or
directives of, the Company; 

  

	 	3.	Conduct by the employee which constitutes the breach of any statutory or common law duty of loyalty to the Company; including the unauthorized disclosure of material confidential
information or trade secrets of the Company; or 

  

	 	4.	Any illegal act by the employee which materially and adversely affects the business of the Company or any felony committed by the employee, as evidenced by conviction thereof,
provided that the Company may suspend the employee with pay while any allegation of such illegal or felonious act is investigated. 

  

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	Employment Agreement	 	Original date	 	 Version number
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 C. Good Reason 
  
 “Good Reason” shall mean any of the following, without your written consent, but if you do not resign within nine (9) months of the occurrence of an event
(1)-(6) as listed below, you will have consented and acquiesced to the event which shall not thereafter constitute “good reason.” 
  
 1. A reduction by the Company in your compensation that is not made in connection with an across the board reduction of all the Company’s executive salaries;

  
 2. A reduction by the Company of your benefits from those you were
entitled to immediately prior to the resignation of employment that is not made in connection with an across the board reduction of all the Company’s offered benefits; 
  
 3. The failure of the Company to obtain an agreement from any successor to Powerwave, or purchaser of all or substantially all of
Powerwave’s assets, to assume this Agreement; 
  
 4. Your assignment
to duties which reflect a material adverse change in authority, responsibility or status with the Company or any successor; 
  
 5. Your relocation to a location more than 30 miles from the location where you were regularly assigned to immediately prior to your resignation of employment;

  
 6. A failure by the Company to pay any portion of your compensation
within ten (10) days of the date due. 
  

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 Initials2005 Executive Bonus Plan

 Exhibit 10.47 
  
 2005 EXECUTIVE BONUS PLAN 
  
 GOALS AND OBJECTIVES FOR 2005 
  

			
	 1)      Revenue:
	  	$650 - $690 million
	 2)      Diluted EPS**:
	  	$.34 - $.42

  
 The revenue and
diluted earnings per share (EPS) targets for each quarter are broken down as follows: 
  

									
	 	  	Q1 2005

	  	Q2 2005

	  	Q3 2005

	  	Q4 2005

	 Revenue
	  	$145M - $155M	  	$155 - $165M	  	$170 - $180M	  	$180 - $190M
	 EPS
	  	$.06 - $.08	  	$.07 - $.09	  	$09 - $.11	  	$.12 - $.14

  
 REQUIREMENTS 
  

	•	 	An eligible employee may receive a bonus payment four times a year up to the following maximum amounts: 

  

			
	 1st
Quarter 2005
	 	(up to 20% of target annual bonus)
	 2nd
Quarter 2005
	 	(up to 20% of target annual bonus)
	 3rd
Quarter 2005
	 	(up to 20% of target annual bonus)
	 4th
Quarter 2005
	 	(up to 40% of target annual bonus)

  

	•	 	Each fiscal quarter has a revenue and EPS target and the fourth quarter also has a performance target related to the individual employee objectives as reflected in the annual
employee performance rating. 

  

	•	 	An employee target bonus amount is based upon a percentage of his or her base salary earned during the specific annual bonus period. If you do not know what your target bonus
percentage is, please contact Human Resources. 

  

	•	 	Bonus Allocation 

  

	 	•	 	2005 Employee Bonuses are based 80% upon the achievement of quarterly company goals and objectives, and 20% upon performance to individual employee objectives, as reflected in the
annual employee performance rating. Payment of the Q1, Q2 and Q3 employee bonuses is based solely upon Powerwave fulfilling its revenue and EPS targets. For each of these three bonus periods up to 20% of an eligible employee’s target bonus can
be earned. 

  

	 	•	 	The Q4 employee bonus can be up to 40% of an eligible employee’s target bonus (up to 20% will be based on company performance to plan and up to 20% will be based on individual
performance to objectives as identified by their performance review). No payments will be made with respect to fulfillment of individual performance targets in Q4 if Powerwave does not fulfill its revenue and EPS goals. 

  

	•	 	Each fiscal quarter has a two-tier revenue and EPS target. The lower tier revenue and EPS targets shall be referred to as tier 1 targets. For example, in Q1, these targets are $145M
in revenue and $.06/per EPS. The upper tier revenue and EPS targets shall be referred to as tier two targets. For example, in Q1 the tier two targets are $155M in revenue and $.08/share EPS. In order for an eligible employee to receive any quarterly
bonus payment under this bonus plan, Powerwave must achieve both the tier one revenue and the tier one EPS targets for the quarter. If Powerwave fulfills the tier one revenue and tier one EPS targets for the quarter, then an eligible employee will
receive a bonus equal to one half of 20% of his or her annual target bonus (i.e.10%). If Powerwave fulfills the tier two revenue and tier two EPS targets for the quarter, an eligible employee will receive a bonus equal to 20% of his or her annual
target bonus. 

  

	•	 	Any earned bonus will be paid within the three weeks following the public announcement of Powerwave’s result for the applicable quarter of fiscal 2005.

  

	•	 	The individuals covered by this plan are the following executives of Powerwave Technologies, Inc. which presently include Bruce C. Edwards, Chief Executive Officer, Ronald Buschur,
President and Chief Operating Officer, Kevin T. Michaels, Senior Vice President Finance, Chief Financial Officer and Secretary, Robert Legendre, President North America and Asia Business Unit and Johan Ek, President European Business Unit. Any
person who becomes an executive officer of Powerwave during 2005 shall also be eligible to participate in this plan if specified in his or her offer letter. 

  

	•	 	In order to be eligible to receive an employee bonus, you must be a current employee of Powerwave or a covered subsidiary at the time any bonus is paid. In addition, you must have
been an employee for a minimum of 45 days prior to the end of any bonus period to be eligible for a bonus distribution based upon your target bonus percentage applied to your actual base salary earned during the period. Also, you must not be
participating in any other Powerwave bonus or retention plan. 

  

	•	 	The Board of Directors of Powerwave reserves the right to modify or terminate this Bonus Plan, including modifying the goals and objectives in case of significant changes to
Powerwave, such as acquisitions or divestitures. 

  

	**	Note: The term earnings per share as used in this document is determined without taking into account one-time charges, such as restructuring charges, and acquisition- related
amortization expenses, all at the sole discretion of the Board of Directors and refers to diluted earnings per share. 

  

					
	 Powerwave Technologies Confidential
	 	2

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