Document:

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                                                                   EXHIBIT 10.34

                            FIFTH AMENDMENT TO LEASE
                            ------------------------
                       (Deletion of Portion of Premises)

     THIS FIFTH AMENDMENT TO LEASE ("Amendment") is executed as of June ___,
1999, between BAY COLONY CORPORATE CENTER LLC, a Delaware limited liability
company ("Landlord"), and LEASECOMM CORPORATION, a Massachusetts corporation,
and MICROFINANCIAL, INC., a Massachusetts corporation (collectively "Tenant"),
jointly and severally.

                                    RECITALS
                                    --------

         A.  Reference is made to that certain lease between Desmond Taljaard
and Howard Friedman, Trustees of London & Leeds NDAI Bay Colony II Realty Trust
("Original Landlord"), as landlord, and LeaseComm Corporation and Boyle Leasing
Technologies, Inc., a Massachusetts corporation ("Boyle Leasing"), jointly and
severally (collectively, "Original Tenant"), as tenant, dated April 14, 1994,
pursuant to which Original Tenant leased from Original Landlord certain premises
on the fourth (4th) floor of the building located at 950 Winter Street, Waltham,
Massachusetts (the "Building"). The lease was amended by (i) an Amendment to
Lease between Original Landlord and Original Tenant, dated as of November 1984,
pursuant to which certain additional premises on the fourth (4th) floor of the
Building were added to the premises under the lease, (ii) that certain Second
Amendment to Lease between Original Landlord and Original Tenant, dated as of
February 28, 1995, pursuant to which, among other matters, the rent payable with
respect to the additional fourth (4th) floor premises was increased and the
effective date for the increase in Basic Rent was postponed, (iii) that certain
Third Amendment to Lease between Original Tenant and Shorenstein Management,
Inc., as Trustee for SRI Two Realty Trust ("SMI") (as successor in interest to
Original Landlord), dated as of April 17, 1996, pursuant to which certain
additional premises on the second (2nd) floor of the Building were added to the
premises under the lease (the "2nd Floor Premises"), and (iv) that certain
Fourth Amendment to Lease between Landlord and Tenant, dated as of June 14, 1999
(the "Fourth Amendment"), pursuant to which, among other things, the lease term
was extended for the portion of the fourth (4th) floor  premises (the "4th Floor
Premises"). The lease, as so amended, is referred to herein as the "Lease."
Capitalized terms not otherwise defined herein shall have the meanings given
them in the Lease.

         B.   The Lease term is currently scheduled to expire on July 31,
1999, with respect to the 2nd Floor Premises, and on July 31, 2004, with respect
to the 4th Floor Premises. Landlord and Tenant presently desire to amend the
Lease to accelerate the date on which the Lease will terminate with respect to
the 2nd Floor Premises, upon and subject to the terms and conditions set forth
herein.

         NOW, THEREFORE, in consideration of the foregoing, the parties hereto
agree as follows:

         1.  EARLY  DELETION OF 2ND FLOOR  PREMISES. The Term of the Lease with
respect to the 2nd Floor Premises shall expire on June 16, 1999, instead of July
31, 1999. Accordingly, Paragraph 1.b. and Paragraph 2 of the Fourth Amendment
are hereby deleted and replaced with the following:

          b.  PREMISES REDUCED FOR EXTENDED  TERM. The Term of the Lease with
     respect to that portion of the Premises located on the second (2nd) floor
     of the Building (referred to herein as the "2nd Floor Premises") shall
     expire on June 16, 1999. Accordingly, effective as of June 17, 1999, (i)
     the term "Premises" and the term "Leased  Premises" shall refer only to the
     4th Floor Premises, (ii) the terms "Size of Space" and "Tenant's Rentable
     Area" shall mean 21,656 rentable square feet, and (iii) Tenant's Tax and
     Operating Percentage, as set forth in Article I of the Lease, shall be
     7.886%.

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          2.  RENT.

              a. BASE RENT. Commencing on June 17, 1999, the Basic Rent
     described in Article I and Section 3.1 of the Lease shall be the respective
     sums set forth as follows:

              Period                             Basic Rent
              ------                             ----------
     Rent June 17, 1999, through
     July 31, 2001.                              $55,944.67 per month

     August 1, 2001, through
     July 31, 2002.                              $57,749.33 per month

     August 1, 2002, through
     July 31, 2004.                              $59,554.00 per month

              b. REAL ESTATE TAXES AND OPERATING EXPENSES. Effective as of
     August 1, 1999, the Operating Expense Base described in Article I and
     Section 6.1 of the Lease shall be the Operating  Expenses incurred on
     account of calendar year 1999, and the Tax Base described in Article I and
     Section 5.1 of the Lease shall be the Taxes incurred on account of the
     fiscal tax year ending June 30, 2000. Notwithstanding the provisions of
     Sections 5.1 and 6.2 of the Lease to the contrary, Tenant's Tax Excess and
     Tenant's Operating Expense Excess shall not be payable with respect to the
     period commencing on August 1, 1999, and ending on July 31, 2000.

              c. ELECTRICAL  CHARGE.  Effective as of June 17, 1999, the
     Tenant's Electrical Charge described in Article I and Section 3.1 of the
     Lease shall be the sum of One  Thousand Seven  Hundred Fourteen and 96/100
     Dollars ($1,714.42) per month (which is $0.95 per rentable square foot per
     annum).

          2.  TERMINATION FEE. In consideration for the early termination of the
Lease with respect to the 2nd Floor Premises, Tenant shall pay Landlord the
amount of Twenty-Three Thousand Two Hundred Seven and 16/100 Dollars
($23,207.16) as a termination fee, which amount shall be deemed rent payable
under the Lease and shall be payable no later than July 1, 1999.

          3.  AUTHORITY. If Tenant is a corporation, partnership, trust,
association or other entity, Tenant and each person executing this Amendment on
behalf of Tenant hereby covenants and warrants that (a) Tenant is duly
incorporated or otherwise established or formed and validly existing under the
laws of its state of incorporation, establishment or formation, (b) Tenant has
and is duly qualified to do business in the state in which the Real Property is
located, (c) Tenant has full corporate, partnership, trust, association or other
appropriate power and authority to enter into this Amendment and to perform all
Tenant's obligations under the Lease, as amended by this Amendment, and (d) each
person (and all of the persons if more than one signs) signing this Amendment on
behalf of Tenant is duly and validly authorized to do so.

          4.  REAL ESTATE  BROKERS. Tenant represents and warrants that it
has negotiated this Amendment directly with Shorenstein Management, Inc. and has
not  authorized or employed, or acted by implication to authorize or to employ,
any other real estate broker or salesman to act for Tenant in connection with
this Amendment other than Fallon, Hines & O'Connor. Tenant shall indemnify,
defend and hold Landlord harmless from and against any and all claims,
liabilities, damages, costs and expenses, including reasonable attorneys' fees
and costs incurred in defending against the same, arising out of a breach or
failure of the foregoing warranty and representation.

          5.  NO  OFFER. Submission  of this instrument for examination and
signature by Tenant does not constitute an offer to lease or to amend the Lease,
or an reservation of or option for lease or to amend the Lease, and is not
effective as a lease amendment or otherwise until execution and delivery by both
Landlord and Tenant.

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          6.  LEASE IN FULL FORCE AND EFFECT. Except as provided above, the
Lease is unmodified hereby and remains in full force and effect.

          IN WITNESS WHEREOF, the parties have executed this document as of the
date and year first above written.

Landlord:                                  Tenant:
BAY COLONY CORPORATE CENTER LLC,           LEASECOMM CORPORATION, a
a Delaware limited liability company       Massachusetts corporation

By: Shorenstein Realty Investors Two,
    L.P., a California limited
    partnership, Member

    By SRI Investors Two, L.P., a          By: _____________________________
       California limited
       partnership, General Partner        Name:____________________________

       By Shorenstein Management, Inc.,    Title:___________________________
          a California corporation,
          General Partner

          By_______________________        MICROFINANCIAL, INC., a
            Douglas W. Shorenstein         Massachusetts corporation
            President

                                           By:______________________________

                                           Name:____________________________

                                           Title:___________________________

                                       3<PAGE>   1

  Confidential Materials omitted and filed separately with the Securities and
                Exchange Commission. Asterisks denote omissions.

EXHIBIT 10.7
1999 PERFORMANCE INCENTIVE BONUS PLAN

                        SAPIENT 1999 PI COMPENSATION PLAN

  DIRECTORS, VICE PRESIDENTS, EXECUTIVE OFFICERS AND BUSINESS DEVELOPMENT ROLES

A.  OVERVIEW

Sapient Directors, Vice Presidents, executive officers and Business Development
people are compensated for their contributions to Sapient in three components:
base salary, Performance Incentive (PI) and stock options. This 1999 PI
Compensation Plan (the Plan) focuses specifically on PI, which is intended to
reward Sapient Directors, Vice Presidents, executive officers and Business
Development people for specific Sapient outcome performance as outlined in this
Plan.

This Plan will be effective as of January 1, 1999 for all eligible Directors,
Vice Presidents, executive officers and Business Development people employed by
Sapient in a covered role (Plan Participants) on or after that date. The
objectives of this Plan are two-fold:

-        To align all members of the leadership team of Sapient around the same
         business objectives

-        Reward teamwork and joint accountability

MEASUREMENT AREAS AND COMPENSATION STRATEGY
There are four key measurement areas found in this Plan:
1.       Client Project Satisfaction
2.       People
3.       Revenue
4.       Operating Margin

Depending on role (see matrix attached as Attachment #1-A) each Director, Vice
President, executive officer or Business Development person will be eligible for
different percentages of his or her Performance Incentive, based on achievement
in each of the key measurement areas. Also depending on role, a Director, Vice
President, executive officer or Business Development person will be measured on
the results at different levels of the Company. For example, some people may be
measured on Company-wide results, while others may be measured at an industry,
geography or other measurement level.

CONFIDENTIALITY: This Plan contains highly confidential information on revenue
targets and other Sapient business information. This Plan may not be shared with
anyone inside or outside of Sapient, and each Plan Participant is required to
keep this Plan and its contents confidential at all times.

B. PERFORMANCE INCENTIVE

Measurement period:        The Plan is an annual plan.

Payment period:            PI will be paid annually, within 45 days of the close
                           of the fiscal year. Plan Participants may receive a
                           twice-monthly recoverable draw against the Plan equal
                           to a specific percentage (as determined by the
                           appropriate Business Unit Leader, Industry Leader or
                           Vice President) of what the Plan would pay at 100%.
                           Final plan payment will be net of the twice-monthly
                           draw.

                              SAPIENT CONFIDENTIAL

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  Confidential Materials omitted and filed separately with the Securities and
                Exchange Commission. Asterisks denote omissions.

Eligibility:      Plan Participants must be employed in an eligible role and
                  qualified under the Plan on the last day of the fiscal year
                  (i.e. December 31, 1999) to be paid the annual PI. If the Plan
                  Participant ceases to be eligible or qualified under the Plan
                  prior to the last day of the fiscal year, he or she will be
                  paid based on his or her last complete quarter worked, with
                  changes to the calculations as noted in Section F below.

C. MEASUREMENT DEFINITION AREAS

The following are the definitions for specific measures to be used to determine
payment under this Plan. PLEASE REFER TO THE MATRIX ATTACHED AS ATTACHMENT #1-A
FOR MORE INFORMATION ON YOUR SPECIFIC METRICS UNDER THE PLAN.

1.   CLIENT PROJECT SATISFACTION

     Based on the weighted average (using the weighting factors listed below) of
     all unadjusted client satisfaction scores pertaining to either your
     clients, your business unit or Sapient overall (depending on your role and
     as stated in the matrix attached as Attachment #1-A), Client Satisfaction
     will be calculated based on the formula below.

     Target: [**]

     Performance % = Actual/Target

     Final Score = (Performance % * 1.5) - .5

     Weighting Factors:

         Project                    Weight
         -------                    ------
         RIP                        1
         Design                     3
         IMP < [**]                 10
         IMP >= [**]                15

     If the actual Client Project Satisfaction is below a 3, the payout for this
metric will be 0%.

2.   PEOPLE

     Based on the achievement of specific goals for annualized voluntary
     turnover in your geography, business unit, or Sapient-wide (based on your
     role and as stated in the matrix attached as Attachment #1-A), the People
     metric will be based on the following formula:

     Target: [**]

     Performance % = 1/(Actual/Target)

     Final Score = (Performance % * 1.5) - .5

     If the actual People performance is over [**], the payout for this metric
will be 0%.

3.   REVENUE

     Revenue will be calculated based on the achievement of personal,
     geographical, business unit or Sapient-wide goals (based on your role and
     as stated in the matrix attached as Attachment #1-A). Revenue is based on
     actual work performed by Sapient on projects for clients, unless no binding
     commitment letter, contract or PO has

SAPIENT CONFIDENTIAL                                                           2
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  Confidential Materials omitted and filed separately with the Securities and
                Exchange Commission. Asterisks denote omissions.

     been signed and work has been going on for more than 60 days, in which
     event such revenue will not be included in the calculation. Sales made
     and/or services provided that determine targets and qualify for PI
     calculation include sales of Sapient services that are in accordance with
     currently established terms and prices. Revenue associated with Studio
     Archetype will be included in Sapient-wide goals and actuals but will not
     be included in personal, geographical or business unit goals and actuals.
     Revenue included in the calculation may not necessarily match revenue
     recorded on the financial statements. Should an acquisition occur in 1999
     and financials consolidated, these numbers will be adjusted to reflect the
     revenue after the acquisition. Sapient reserves the right to change the
     revenue plans based on changes in circumstances.

         Targets:  Will be determined at the personal, geography, business unit
                   or Sapient-wide levels, as stated on the Attachment #1-A
                   matrix. These targets will be provided by the person
                   responsible for communicating this plan, and will be
                   handwritten on your plan document and initialed by the
                   appropriate Industry Leader, Business Unit Leader or Vice
                   President. Certain Revenue Targets by office, industry group
                   and other business units are included on the spreadsheet
                   attached as Attachment #1-B.

         Revenue Leverage =
                   If your target is based on a personal target, 1.5
                   If your business unit or geography target <= [**], 1.3
                   If your business unit or geography target >[**] 1.4
                   If your business unit or geography target > [**], 1.5
                   If your target is based on a Sapient-wide target, 1.5

         Performance % = Actual/Target

         Final Score = (Performance % * Revenue Leverage) - (Revenue Leverage -
         1)

         If your target is based on Sapient-wide revenue and actual Sapient-wide
         revenue performance is less than [**] of the target, the payout for
         this metric will be 0%. If your target is based on Business Unit or
         Geography level and actual Business Unit or Geography revenue
         performance is less than [**] of the target; the payout for this metric
         will be 0%. If your target is an individual target and your actual
         Individual performance is less than [**] of the target, the payout for
         this metric will be 0%.

         Attached is a spreadsheet entitled "PI Revenue Leverage Table"
         (Attachment #1-C) which shows the results of these formulas being
         applied to many "over" and "under" revenue scenarios. The spreadsheet
         illustrates the effects of applying the revenue leverage formulas but
         does not cover every possible scenario.

4.   OPERATING MARGIN

     Based on the achievement of meeting our Operating Margin goals, the
     Operating Margin metric will be calculated on a Sapient-wide basis, based
     on the following formula.

     Target:      [**]%

     Performance % = Actual/Target

     Score = (Performance % * 1.5) - .5

     If the actual operating margin is less than [**], the payout for this
     metric will be 0%.

D.       ADDITIONAL REVENUE INFORMATION FOR BUSINESS DEVELOPMENT PEOPLE

For Business Development Plan Participants, at the beginning of each fiscal year
or at the time a Business

SAPIENT CONFIDENTIAL                                                           3
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Development person's entry into this Plan is effective, the Business Development
person is assigned a Revenue Target by the appropriate Industry Leader, Business
Unit Leader or Vice President (see Attachment #2). Revenue Targets for certain
Business Development people are established based on roll-up of the Revenue
Targets for the individuals listed on Attachment #2 and on the Business
Development person's direct sales, as determined by the appropriate Industry
Leader, Business Unit Leader or Vice President. In the event one of the
individuals listed for roll-up on Attachment #2 leaves the Plan, the revenue
Target on Attachment #2 is not reduced. In the event a newly hired or other
Business Development person is added to an area of vertical sales or region, the
Revenue Target will be adjusted accordingly for the person who receives the
roll-up for that new hire.

Certain sales opportunities may require two or more Business Development people
to work as a team. In such cases, the Industry Leader will determine the
apportionment that is appropriate among the team members. Each Business
Development person will be credited a portion of accrued revenue for the
services sold by the team to be used in calculating the Revenue Component
payments. Total revenue credit received by all members of the team may not
exceed 100% of the actual revenue metric.

E.       REPAYMENT OF EXCESS DRAW

In the event that the fiscal year has closed and a Plan Participant has received
a PI Draw in excess of his or her actual PI as calculated under this Plan, then
as long as the Plan Participant meets the qualifications of this Plan and
remains eligible to participate in this Plan the following applies: The Plan
Participant is responsible for repayment of the excess to Sapient within 120
days after the actual PI has been calculated. Any amounts due Sapient after the
120-day period will be deducted from the Plan Participant's compensation.
However, Sapient will not deduct unpaid excess PI from a Plan Participant's base
salary as long as he or she meets the qualifications and is an eligible
participant under the Plan.

In the event that the fiscal year has closed and an individual has received a PI
Draw in excess of his or her actual PI as calculated under this Plan, then if
that person no longer meets the qualifications of this Plan or is eligible to
participate in this Plan, then the individual is responsible for repayment of
the excess to Sapient within 30 days after the actual PI has been calculated. If
the individual's employment at Sapient ends for any reason prior to repayment in
full, the balance may be deducted from his or her paychecks, including payment
of base salary, vacation pay, PI pay and other compensation.

F.       QUALIFICATIONS

1.       Participation and Eligibility

A Director, Vice President, executive officer or Business Development person is
a qualified Plan Participant if that individual has been assigned to the Sapient
role described on Attachment #1-A, is in compliance with Sapient policies and
the terms of this Plan, has not left the Plan and, in the case of Business
Development people who have individualized revenue targets, has signed and
returned to the appropriate Industry Leader, Business Unit Leader or Vice
President two originals of this Plan and Attachment #2. Plan Participants must
be employed in an eligible role and qualified under the Plan on the last day of
the fiscal year to be eligible to receive PI under this Plan. If the Plan
Participant ceases to be eligible or qualified under the Plan prior to the last
day of the fiscal year, he or she will be paid PI based on his or her last
complete quarter worked, with unadjusted scores for Client Satisfaction and
other changes to the calculations as noted below.

2.   Leaving the Plan

     a.  End of Employment

     If a Plan Participant's employment with Sapient ends, voluntarily or
     involuntarily, for any reason, he or she is no longer a Plan Participant as
     of the effective date that employment ends. Examples of reasons for the end
     of employment include resignation, retirement, death, layoff, long term
     disability or discharge. Other events may also result in the end of
     employment. If, before the end of a fiscal year, a Plan Participant in good
     standing

SAPIENT CONFIDENTIAL                                                           4
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     ceases to be employed by Sapient, PI under this Plan will be paid through
     the last completed quarter with the changes to the calculations of the
     various metrics as noted below. If an individual has received a PI draw in
     excess of his or her actual PI as calculated through the last complete
     quarter, then the individual is responsible for repayment of the excess to
     Sapient immediately, and the amount of any excess may be deducted from his
     or her paychecks, including payment of base salary, vacation pay, PI pay
     and other compensation.

     b.  Change to Role Not Covered in this Plan

     A Plan Participant also leaves the Plan if he or she changes to a Sapient
     role or job that is not described in the Plan. If a person remains employed
     by Sapient but moves to a role that is not covered by this Plan, then that
     person must decide, with the approval of the appropriate Industry Leader,
     Business Unit Leader or Vice President, whether to remain on this Plan for
     the entire fiscal year, including the remainder of the fiscal year after
     the role change, or choose to go onto another Sapient PI plan for that
     entire fiscal year, including the part of the fiscal year elapsed prior to
     the role change. In the event of a switch to a different PI plan during a
     fiscal year, all draws will cease effective with the change in role except
     to the extent that they are permitted under the new PI plan chosen. In the
     event that the individual has received a PI draw in excess of his or her
     actual PI as calculated under the newly chosen plan for that fiscal year,
     then the individual is responsible for repayment of the excess to Sapient
     within 120 days after the actual PI has been calculated. Any amounts due
     Sapient after the 120-day period will be deducted from the individual's
     compensation. If the individual's employment at Sapient ends for any reason
     prior to repayment in full, the balance may be deducted from his or her
     paychecks, including payment of base salary, vacation pay, PI pay and other
     compensation.

     c.   Change to Different Role Covered in this Plan

     If a Plan Participant remains on this Plan for the entire fiscal year but
     during that fiscal year switches to a different role also covered by this
     Plan, then that Plan Participant will be paid using the metrics for the new
     role for the entire fiscal year, including the part of the fiscal year
     elapsed prior to the role change. For example, if a Director begins the
     fiscal year on this Plan in the "Delivery-D" category, and switches to an
     Office Owner role in July, this individual would be paid under this Plan in
     the Office Owner category for all of the fiscal year.

     d.   Calculations Through Last Complete Quarter

     When a Plan Participant leaves Sapient prior to the end of the fiscal year
     and the final PI payment is calculated through the last complete quarter,
     the targets for the Client Satisfaction, People and Operating Margin
     metrics will remain the same as the annual targets, but the Revenue target
     will be determined by dividing the annual Revenue Targets by 4 and then
     multiplying by the number of completed quarters. Calculation of results for
     each of the metrics will be as follows:

         The Client Satisfaction metric will be the average (using the weighting
         factors above) for client satisfaction scores available through all
         prior completed quarters for the fiscal year. The People Metric will be
         calculated using the average annualized data through the last complete
         quarter. The Operating Margin metric will be determined as the average
         of all prior completed quarters for the fiscal year. Accelerators and
         decelerators will not be applied for the Client Satisfaction, People or
         Operating Margin metrics.

         For the Revenue metric, if performance is less than 100%, the Revenue
         metric formula (see Section C.3 "Revenue") will be applied with Revenue
         Leverage. If performance is 100% or more, the Revenue Leverage of the
         Revenue Metric will not be applied. In that case, the Director, Vice
         President, executive officer or Business Development person will be
         paid a percent of his or her year-to-date prorated Revenue Target equal
         to his or her percent performance.

     In the event that a person's employment ends before the completion of the
     first quarter, then he or she will not be paid PI for the partial quarter
     and remains responsible to repay any draws. If applicable, for a Director,
     Vice President, executive officer or Business Development person who leaves
     the Plan because he or she ceases to be employed by Sapient before the end
     of the fiscal year, Sapient will use diligent efforts to make payments due
     to

SAPIENT CONFIDENTIAL                                                           5
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     that individual within 90 days after the date the individual leaves the
     Plan.

     3.   Leaves of Absence and Short Term Disability

     Plan Participants who are on paid leave (e.g., personal day,
     company-approved vacation, paid portion of maternity leave, paid military
     duty, jury duty or bereavement) continue to participate in the Plan and to
     receive applicable quarterly payments under this Plan.

     If a Plan Participant goes on short-term disability leave, that person
     ceases to participate in the Plan on the last day of the completed quarter
     prior to when short-term disability begins. The calculation in Section F.2
     above under "Leaving the Plan" for people whose employment ceases will be
     used to calculate payment of the metrics through the last day of the
     completed quarter prior to the start of short-term disability. All PI draws
     cease as of the date the employee goes on short-term disability, because
     short-term disability payments are calculated based on amounts that include
     the prior year's PI payments whether or not the employee was on this Plan.

     If a Plan Participant goes on unpaid leave (e.g., any unpaid maternity
     leave, unpaid Family and Medical leave, unpaid military duty or other
     personal leave) more than 30 days, then he or she is considered to have
     left the Plan, and all draws stop, as of the quarter last completed through
     the 31st day of the unpaid leave. When a Director, Vice President,
     executive officer or Business Development person returns to work after
     unpaid leave, he or she re-enters the Plan under transition terms to be
     determined by the applicable Industry Leader, Business Unit Leader or Vice
     President.

G.  DISPUTES

In the event a Plan Participant wishes to dispute a payment made or omitted
under this Plan, that individual must request reconsideration in writing. The
request must be given to the Industry Leader or Business Unit Leader for your
industry vertical group or business unit, respectively, by the end of the first
full month after the date the disputed amount was or would have been paid. The
Industry Leader or Business Unit Leader will resolve the disputed matter, upon
review of the circumstances and of the available documentation. The decision of
the Industry Leader or Business Unit Leader as to a dispute is final.

H.  MISCELLANEOUS

This Plan does not constitute an employment agreement. Sapient may, at its
discretion and without notice, amend or terminate this Plan or take other
actions affecting Directors, Vice Presidents, executive officers, Business
Development people or other roles under this Plan. An Industry Leader, Business
Unit Leader or Vice President may delegate authority under this Plan to any Vice
President, Chief Financial Officer or Chief Executive Officer.

A Plan Participant may not assign this Plan or any PI payment or right to
payment. If a provision is found invalid, illegal or unenforceable, no other
provision is affected. This Plan supersedes all prior understandings,
negotiations and agreements, whether written or oral, between the Plan
Participant and Sapient as to the subject matter covered by this Plan.

SAPIENT CONFIDENTIAL                                                           6

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