Document:

exv10w1

 

EXHIBIT 10.1

Ixia

2006 Employee Bonus Plan

The 2006 Employee Bonus Plan (“2006 Bonus Plan”) is designed to motivate employees of Ixia (“Ixia”
or the “Company”) and any subsidiaries and to reward them for their continuing contributions to the
Company’s business if Ixia achieves certain financial results in 2006 and based on their individual
contributions to the Company during 2006. The Company believes that the achievement of these
results is essential for the Company’s success and for the continued growth in shareholder value.

	A.	 	Eligible Employees:

For purposes of the 2006 Bonus Plan, “Eligible Employees” are all full-time and part-time employees
of Ixia, and any subsidiaries, except those categories of employees listed below:

	 	1.	 	Commissioned employees;
	 
	 	2.	 	Employees who are expressly covered by any other Ixia 2006 bonus plans (e.g.,
employees of the Company’s Romanian and Indian subsidiaries); and
	 
	 	3.	 	Casual, co-op or temporary employees

In order to earn and be eligible to receive a bonus pursuant to Part B of this 2006 Bonus Plan (an
“Annual Bonus”), a person must be employed by Ixia or one of its subsidiaries as an Eligible
Employee (i) for some portion of fiscal 2006, and (ii) on the date on which such bonuses are paid,
unless such requirement(s) is waived in writing by the Chief Executive Officer of the Company (the
“CEO”), in his sole discretion, provided, however, that any such waiver for any
Executive Officer of the Company shall be required to be approved by the Compensation Committee of
the Company’s Board of Directors (the “Compensation Committee”). An employee who is on an approved
leave of absence from the Company during any part of fiscal 2006 will, for purposes of determining
eligibility under the 2006 Bonus Plan, be treated as being employed by the Company during such
leave of absence only if so determined by the CEO, in his sole discretion; provided,
however, that in the case of any Executive Officer of the Company, any such determination
shall be required to be made by the Compensation Committee.

	B.	 	Annual Bonus Calculation:

The financial measures for calculating the Annual Bonuses will include bonus rates based on (i) the
Company’s Annual Revenue as determined in accordance with U.S. generally accepted accounting
principles (“GAAP”) and (ii) the Company’s Modified GAAP Operating Income” (as defined herein)
calculated on a consolidated basis. Modified GAAP Operating Income is defined as GAAP income
before income taxes, interest and other income, and excluding stock based compensation. The bonus
rates based on Annual Revenues are referred to in this 2006 Bonus Plan as the “Revenue Bonus
Rates.” The bonus rates based on Modified GAAP Operating Income are referred to in this 2006 Bonus
Plan as the “Profit Bonus Rates.”

The amount allocated as an Annual Bonus to the “Bonus Pool” (as defined herein) in which an
Eligible Employee participates will be calculated by multiplying (i) the Eligible Employee’s
Qualified Earnings by (ii) the average of the Revenue and Profit Bonus Rates listed below in Tables
1 and 2, and subtracting (iii) any discretionary bonuses previously paid for fiscal 2006.
Qualified Earnings are the employee’s actual paid annual earnings per his or her W-2, excluding
payments for non-base compensation such as reimbursement for moving expenses, bonus

 

 

payments for the current or prior year, stock option compensation, disability benefits, sign-on
bonuses, vacation cash-outs, on call pay, and similar payments.

Stated mathematically, the Annual Bonus allocated to the Bonus Pool in which an Eligible Employee
participates equals A * (B+C)/2 – D, where A = an Eligible Employee’s Qualified Earnings; B = the
applicable Profit Bonus Rate listed in Table 1; C = the applicable Revenue Bonus Rate listed in
Table 2; and D = Bonuses relating to fiscal 2006 paid previously during the year.

	C.	 	Bonus Pools:

All Annual Bonuses so calculated, except bonuses for Executive Officers, will be pooled by
functional department (e.g., Application Development, Customer Support, Finance, etc.) into a bonus
pool for that department (each a “Bonus Pool”). The Vice Presidents of each department will then
allocate their Bonus Pools to individual employees based on their assessment of an employee’s
performance for the 2006 fiscal year.

	D.	 	Review of Bonus Amounts:

Before
payment of the Annual Bonuses, the Vice President of Human Resources
and the Chief Financial
Officer will review the bonus allocations for all employees for reasonableness, except for those
payable to Executive Officers. If the Chief Executive Officer recommends that a proposed Annual
Bonus for an Executive Officer be based on other than the formula described in Section B above,
Compensation Committee approval will be required before such bonus can be paid.

	E.	 	Determination of Annual Revenue and Modified GAAP Operating Income Targets:

The Annual Revenue and Modified GAAP Operating Income targets to be used in determining the
applicable Revenue Bonus Rates and Profit Bonus Rates shall be established and approved by the
Company’s Board of Directors and Compensation Committee.

	F.	 	Bonus Participation Levels:

Table 1 – Profit Bonus Rates

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	% of Modified	 	PROFIT BONUS RATES
	GAAP Operating	 	 	 	 	 	 	 	 	 	Non-	 	 	 	 	 	 	 	 	 	 
	Income Target	 	 	 	 	 	Exec.	 	Executive	 	 	 	 	 	 	 	 	 	 
	Attained	 	CEO	 	Officer	 	VP	 	Sr. Dir.	 	Sr. Dir.*	 	Director	 	Manager	 	Staff
	 	100	%	 	 	0.00	%	 	 	0.00	%	 	 	0.00	%	 	 	12.00	%	 	 	10.00	%	 	 	8.00	%	 	 	6.00	%	 	 	4.00	%
	 	110.02	%	 	 	0.00	%	 	 	0.00	%	 	 	0.00	%	 	 	14.25	%	 	 	11.88	%	 	 	9.50	%	 	 	7.13	%	 	 	4.75	%
	 	120.04	%	 	 	0.00	%	 	 	0.00	%	 	 	0.00	%	 	 	16.50	%	 	 	13.75	%	 	 	11.00	%	 	 	8.25	%	 	 	5.50	%
	 	130.06	%	 	 	20.00	%	 	 	10.00	%	 	 	8.00	%	 	 	18.75	%	 	 	15.63	%	 	 	12.50	%	 	 	9.38	%	 	 	6.25	%
	 	140.08	%	 	 	40.00	%	 	 	20.00	%	 	 	16.00	%	 	 	21.00	%	 	 	17.50	%	 	 	14.00	%	 	 	10.50	%	 	 	7.00	%
	 	150.10	%	 	 	60.00	%	 	 	30.00	%	 	 	24.00	%	 	 	23.25	%	 	 	19.38	%	 	 	15.50	%	 	 	11.63	%	 	 	7.75	%
	 	160.12	%	 	 	80.00	%	 	 	40.00	%	 	 	32.00	%	 	 	25.50	%	 	 	21.25	%	 	 	17.00	%	 	 	12.75	%	 	 	8.50	%
	 	170.14	%	 	 	100.00	%	 	 	50.00	%	 	 	40.00	%	 	 	30.00	%	 	 	25.00	%	 	 	20.00	%	 	 	15.00	%	 	 	10.00	%
	 	180.16	%	 	 	120.00	%	 	 	60.00	%	 	 	48.00	%	 	 	32.25	%	 	 	26.88	%	 	 	21.50	%	 	 	16.13	%	 	 	10.75	%
	 	190.18	%	 	 	140.00	%	 	 	70.00	%	 	 	56.00	%	 	 	34.50	%	 	 	28.75	%	 	 	23.00	%	 	 	17.25	%	 	 	11.50	%
	 	200.19	%	 	 	160.00	%	 	 	80.00	%	 	 	64.00	%	 	 	36.75	%	 	 	30.63	%	 	 	24.50	%	 	 	18.38	%	 	 	12.25	%

 

			
	*	 	Special bonus grade for one senior director.

2

 

Table 2 – Revenue Bonus Rates

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	REVENUE BONUS RATES
	 	 	 	 	 	 	 	 	 	 	 	 	Non-	 	 	 	 	 	 	 	 	 	 
	% of Revenue	 	 	 	 	 	Exec.	 	Executive	 	 	 	 	 	 	 	 	 	 
	Target Attained	 	CEO	 	Officer	 	VP	 	Sr. Dir.	 	Sr. Dir.*	 	Director	 	Manager	 	Staff
	 	100	%	 	 	0.00	%	 	 	0.00	%	 	 	0.00	%	 	 	12.00	%	 	 	10.00	%	 	 	8.00	%	 	 	6.00	%	 	 	4.00	%
	 	102	%	 	 	0.00	%	 	 	0.00	%	 	 	0.00	%	 	 	14.25	%	 	 	11.88	%	 	 	9.50	%	 	 	7.13	%	 	 	4.75	%
	 	104	%	 	 	0.00	%	 	 	0.00	%	 	 	0.00	%	 	 	16.50	%	 	 	13.75	%	 	 	11.00	%	 	 	8.25	%	 	 	5.50	%
	 	106	%	 	 	20.00	%	 	 	10.00	%	 	 	8.00	%	 	 	18.75	%	 	 	15.63	%	 	 	12.50	%	 	 	9.38	%	 	 	6.25	%
	 	107	%	 	 	40.00	%	 	 	20.00	%	 	 	16.00	%	 	 	21.00	%	 	 	17.50	%	 	 	14.00	%	 	 	10.50	%	 	 	7.00	%
	 	109	%	 	 	60.00	%	 	 	30.00	%	 	 	24.00	%	 	 	23.25	%	 	 	19.38	%	 	 	15.50	%	 	 	11.63	%	 	 	7.75	%
	 	111	%	 	 	80.00	%	 	 	40.00	%	 	 	32.00	%	 	 	25.50	%	 	 	21.25	%	 	 	17.00	%	 	 	12.75	%	 	 	8.50	%
	 	113	%	 	 	100.00	%	 	 	50.00	%	 	 	40.00	%	 	 	30.00	%	 	 	25.00	%	 	 	20.00	%	 	 	15.00	%	 	 	10.00	%
	 	115	%	 	 	120.00	%	 	 	60.00	%	 	 	48.00	%	 	 	32.25	%	 	 	26.88	%	 	 	21.50	%	 	 	16.13	%	 	 	10.75	%
	 	117	%	 	 	140.00	%	 	 	70.00	%	 	 	56.00	%	 	 	34.50	%	 	 	28.75	%	 	 	23.00	%	 	 	17.25	%	 	 	11.50	%
	 	119	%	 	 	160.00	%	 	 	80.00	%	 	 	64.00	%	 	 	36.75	%	 	 	30.63	%	 	 	24.50	%	 	 	18.38	%	 	 	12.25	%

 

			
	*	 	Special bonus grade for one senior director.

For performance between the listed data points, the Bonus Rates should be interpolated in a
linear manner.

	G.	 	Discretionary Bonuses:

Discretionary bonuses may also be paid under the 2006 Bonus Plan but only if, in Management’s view,
the Company is able to pay a discretionary bonus without materially adversely affecting the
Company’s financial results and special circumstances exist. Consideration for such bonuses may be
given for special circumstances or achievements by a division, group or individual, or the Company.
The Chief Executive Officer of the Company has the authority to award discretionary bonuses to
Eligible Employees other than Executive Officers, and the Compensation Committee has the authority
to award discretionary bonuses to Eligible Employees who are Executive Officers, including the CEO.

*     *     *     *

3exv4w1

 

EXHIBIT 4.1

CERTIFICATE OF MEMBERSHIP UNITS

	 	 	 	 	 	 	 
	 

	 	 	 	 	 	Membership
	 

	 	Number
	 	 
	 	Units
	 

	 	 

	 	 	 	 

ONE EARTH ENERGY, LLC

A Limited Liability Company Organized Under the Laws of the State of Illinois

     THIS CERTIFIES THAT   
                                                           
is/are the
owner(s) of                                                              UNITS (             
       ) of the Membership Units of ONE EARTH
ENERGY, LLC, an Illinois limited liability company. Changes in the actual Membership Units
held by the Members are reflected in the Certificate of Registration of the Company.

The Membership Units represented by this Certificate may not be transferred or assigned except
in compliance with the Operating Agreement of the Company, a copy of which is available at the
principal office of the Company.

IN WITNESS WHEREOF, the Company has caused this Certificate to be signed by its duly authorized
President and Secretary as of this                      day of                                         , 20 .

	 	 	 
	 	 	 
	 

Steven P. Kelly, President
	 	 

Jack Murray, Secretary

 

 

FOR VALUE RECEIVED,    
               
   hereby sell, assign, and transfer unto      
             
            
                 
              
               
              
              
                  
     
              
             
        
Units represented by the within Certificate, and do hereby irrevocably constitute
and appoint            
             
              
             
          
                 
   Attorney to transfer the said Units on the books of the within named Company with full power
of substitution in the premises.

Dated                                         ,                     .

In Presence of

	 	 	 	 	 	 	 
	 

	 	 	 	 	 	 
	 

	 	 	 	 

	 	 
	 
	 	 	 	 	 	 
	 

	 	 	 	 

	 	 

THE MEMBERSHIP INTEREST (UNITS) OF THE COMPANY REPRESENTED BY THIS INSTRUMENT HAS
NOT BEEN REGISTERED UNDER ANY SECURITIES LAW AND THE TRANSFERABILITY OF SUCH
MEMBERSHIP INTEREST (UNITS) IS RESTRICTED. SUCH MEMBERSHIP INTEREST (UNITS) MAY
NOT BE SOLD, OFFERED FOR SALE, ASSIGNED OR TRANSFERRED, NOR WILL ANY ASSIGNEE,
VENDEE, TRANSFEREE OR ENDORSEE THEREOF BE RECOGNIZED AS HAVING ACQUIRED ANY SUCH
MEMBERSHIP INTEREST (UNITS) BY THE ISSUER FOR ANY PURPOSES, UNLESS (I) A
REGISTRATION UNDER THE SECURITIES ACT OF 1933 (AS AMENDED) WITH RESPECT TO SUCH
MEMBERSHIP INTEREST (UNITS) SHALL THEN BE IN EFFECT AND SUCH TRANSFER HAS BEEN
QUALIFIED UNDER APPLICABLE STATE SECURITIES LAWS, OR (II) THE AVAILABILITY OF AN
EXEMPTION FROM SUCH REGISTRATION AND QUALIFICATION SHALL BE ESTABLISHED TO THE
SATISFACTION OF COUNSEL TO THE COMPANY.

ADDITIONALLY, NO MEMBERSHIP INTEREST (UNITS) REPRESENTED BY THIS INSTRUMENT MAY BE
SOLD, ASSIGNED, PLEDGED, GIFTED, BEQUEATHED OR OTHERWISE TRANSFERRED EXCEPT AS
PROVIDED IN THE OPERATING AGREEMENT OF THE COMPANY. COPIES OF THE OPERATING
AGREEMENT ARE AVAILABLE FOR INSPECTION AT THE PRINCIPAL OFFICE OF THE COMPANY.

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00106-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00106-of-00352.parquet"}]]