Document:

2006 Management Incentive Plan

 EXHIBIT 10.11 
 

 
 2006 
 Management 
 Incentive 
 Plan 

 

 
 2006 Digital Insight Management Incentive Plan 

			
	 I. PLAN PURPOSE
	  	2
		
	 II. EFFECTIVE DATE
	  	2
		
	 III. ELIGIBILITY AND PARTICIPATION
	  	2
		
	 IV. DEFINITIONS
	  	3
		
	 V. PLAN STRUCTURE
	  	4
		
	 VI. PLAN AND DEPARTMENT FUNDING
	  	4
		
	 VII. BONUS PAYOUT, TIMING, & EXAMPLES
	  	5
		
	 VIII. DISCLAIMERS
	  	9
		
	 IX. ADMINISTRATION
	  	10

  

			
	2006 Digital Insight Management Incentive Plan	  	1

 CONFIDENTIAL – Any Financial Objectives in this document are strictly Company confidential 
 Effective 1/1/06 

 2006 Digital Insight Management Incentive Plan (the “Plan”) 
 I. PLAN PURPOSE 
 The Plan is designed to motivate, recognize, and
reward Participants for their contributions towards Digital Insight (the “Company”) meeting its annual Financial Objectives and strategic goals. 
 II. EFFECTIVE DATE 
 This plan is effective as of January 1, 2006 and will remain in effect through December 31,
2006 (the “Effective Period”), unless revoked or modified by the Chief Executive Officer (the “CEO”) and/or Board of Directors (the “BOD”). 
 The Plan does not renew automatically at the end of the Plan’s Effective Period. Its continuation, modification or cancellation is determined solely by the CEO and/or BOD. 
 III. ELIGIBILITY AND PARTICIPATION 
 All full-time employees in management roles may be considered for participation in the Plan. 
  

	 	•	 	For employees at the Senior Vice President or Executive Vice President level, participation will be determined by the CEO. 

  

	 	•	 	For employees below the Senior Vice President level, recommendations for participation will be reviewed by the Senior Vice President of the department and submitted to Human
Resources for review and approval. The Senior Vice President of Human Resources and/or the CEO will make the final decision regarding Plan participation. 

 For purposes of quarterly calculations, the employee’s participation in the Plan will begin on the first day of the first full fiscal quarter for which he or she is designated as a participant; for purposes of
annual calculations, the employees’ participation will begin on the first day of the first full fiscal month for which he or she is designated as a participant. At any time prior to October 1, 2006, a newly hired or newly promoted employee
may be designated a participant effective on the first day of the next calendar quarter. 
 Participants below the Senior Vice President level are eligible
for quarterly and annual bonus payouts. Senior Vice President and above are eligible for an annual bonus payout. 
 Participants who are on a quarterly bonus
schedule must maintain full-time active status for the entire quarter to be eligible for a payment when the bonus pool funds. Annual calculations will be prorated according to the calculation below. Quarterly calculations will not be prorated. If a
participant’s MIP Target percentage changes due to a management level change (higher or lower) during the quarter, the MIP Target percentage for his or her management level as of the last day of the calculation period will be used for the
applicable quarterly and annual calculations. 
 The annual calculations for an eligible employee who becomes a participant after January 1st, but no
later than September 30th, will be prorated. The pro-ration will be “n/12” of annual entitlement where “n” equals the number of full fiscal months the employee participated in the Plan during the Effective Period of the
Plan. 
  

			
	2006 Digital Insight Management Incentive Plan	  	2

 CONFIDENTIAL – Any Financial Objectives in this document are strictly Company confidential 
 Effective 1/1/06 

 An eligible employee whose performance has been documented as marginal or poor may be designated as ineligible or
partially eligible to participate for one or more quarters and for all or a portion of the annual calculation with approval from Human Resources and the Senior Vice President of the department. The individual will be advised in writing prior to
quarter-end of the reduced or eliminated participation status. 
 IV. DEFINITIONS 
 2006 Financial Objectives: The Board of Directors approved financial plan for 2006 includes two financial measures that drive Plan funding—Operating Income and Revenue. 
 Operating Income: For purposes of this Plan, Operating Income shall be defined by the Company’s Board of Directors in its reasonable, good faith discretion.

 Revenue: Revenue shall be equal to the “Total Revenue” amounts as presented in the Company’s periodic filings with the SEC.

 Base Salary: The wages paid to an employee each payroll period, without regard to performance. The base salary for the Plan Participant is
initially determined at the time of hire. Thereafter, increases or decreases in salary are determined at the sole discretion of authorized Company management. There is no promise or implied promise of salary increases. If salary is presented,
discussed or in any manner referred to as an annualized number, the annualized number does not imply or promise continued employment. Base Salary for Bonus Payout calculation purposes will be the Base Salary as of the last day of the calculation
period (e.g., last day of fiscal quarter.) 
 MIP Target: The bonus target for a Plan Participant during the Effective Period for the Plan, stated as
a percentage of his or her Base Salary, if the Company’s Financial Objectives and the Participant’s expected personal objectives are achieved. A Participant’s level in the organization determines the MIP Target. 
 MIP Bonus Range: The minimum and maximum bonus target for which a Plan Participant is eligible during the Effective Period for the Plan based on his or her
achievement of personal objectives, stated as percentages of his or her base salary (e.g., x% to y% of Base Salary), if the Company’s Financial Objectives are achieved. 
 Bonus Payout: The actual amount paid to an eligible employee under the Plan after adjustment for Company performance versus Financial Objectives, individual performance and the discretion of the Board of
Directors, the Compensation Committee of the Board of Directors, and/or CEO. Plan funding does not guarantee a Bonus Payout. 
  

			
	2006 Digital Insight Management Incentive Plan	  	3

 CONFIDENTIAL – Any Financial Objectives in this document are strictly Company confidential 
 Effective 1/1/06 

 V. PLAN STRUCTURE 
 The Plan contains two basic components that influence the individual Bonus Payout, if any. 
  

					
	 	  	 Company Financial Objectives
	  	 Personal Objectives

			
		  	 •      Operating Income
 •      Revenue
	  	Participant’s contribution to assigned goals aligned with the 2006 Corporate Goals as evaluated by the Participant’s manager.
	Description	  	The Company’s Financial Objectives for the Plan are established by the CEO, and approved by the Board of Directors. Achievement versus objective determines plan funding (see
below.)	  
			
		  		  	

 VI. PLAN AND DEPARTMENT FUNDING 
 (a) OVERALL PLAN FUNDING 
 Plan funding is driven by two financial measures: (1) Operating Income and
(2) Revenue. The bonus pool is funded based on achievement against the Financial Objectives approved and in accordance with the Plan’s bonus funding matrix (the “Matrix”.) 
 The Matrix was designed in accordance with the following principles: 
  

	 	•	 	At 100% achievement of the Company’s “plan” Financial Objectives, the bonus pool will be fully funded (100%). 

  

	 	•	 	A minimum performance level or threshold for bonus pool funding and payout has been established. If Company Operating Income achievement falls below 90% and/or Company Revenue
achievement is below 95%, the bonus pool funding will be zero. 

 (b) DEPARTMENT BONUS POOL FUNDING 
 Once the bonus pool funds based on the Company’s achievement against the established Financial Objectives, each department will receive a bonus pool for distribution
to eligible Plan Participants. 
 The total size of a department’s bonus pool is determined by two factors: 
  

	 	1.	The Company’s overall Operating Income and Revenue achievement versus the approved Financial Objectives. 

  

	 	2.	The number of eligible department Participants and their associated MIP Target. The addition of newly eligible employees during the Plan’s Effective Period and in accordance
with the eligibility guidelines will increase the size of the department’s bonus pool accordingly. 

  

			
	2006 Digital Insight Management Incentive Plan	  	4

 CONFIDENTIAL – Any Financial Objectives in this document are strictly Company confidential 
 Effective 1/1/06 

 The sum of the individual bonus payout recommendations within the department may not exceed the department’s
available funds for distribution without approval from the Senior Vice President of Human Resources and the CEO. All recommendations will be reviewed by and subject to the approval of the Senior Vice President of Human Resources and the CEO.

 VII. BONUS PAYOUT, TIMING, AND EXAMPLES 
 (a)
INDIVIDUAL BONUS PAYOUT 
 Individual Bonus Payouts are determined by four factors: 
  

	 	1.	Plan Payout Schedule: Percentage of the Participant’s annual bonus allocated per payout period. 

  

	 	2.	Company Performance: The bonus pool funds based on the Company’s achievement against the Financial Objectives. 

  

	 	3.	MIP Target: The target bonus payout as determined by the Participant’s position level (e.g., expressed as a percentage of the Participant’s base salary.)

  

	 	4.	Individual Performance: The manager’s evaluation of the Participant’s achievement against his or her assigned personal goals balanced against the manager’s
determination of how the Participant exemplified the Company’s stated values in achieving such goals. 

 1. Plan Payout Schedule 
 For the Senior Vice President level and above, the Plan Payout Schedule is annual at 100%. For Participants below
the Senior Vice President level, the Plan Payout Schedule below indicates the percentage of the Participant’s annual bonus allocated per payout period. 
 Plan Payout Schedule for Employees on a quarterly and annual bonus schedule: 
  

																
	 	  	1st Qtr	 	 	2nd Qtr	 	 	3rd Qtr	 	 	4th Qtr	 	 	Total	 
	 Quarterly
	  	10	%	 	20	%	 	20	%	 	30	%	 	80	%
	 Annual
	  			 			 			 	20	%	 	20	%
		  			 			 			 			 	 	 
		  			 			 			 			 	100	%

 2. Company Performance 
 As discussed in the Plan and Department Funding Section, Company performance against the Financial Objectives will affect available funds for bonus payouts. The Matrix
illustrates how the Plan will fund at various Operating Income and Revenue achievement levels versus the “plan” Financial Objectives. No individual bonus payouts will be made if the Company does not meet threshold performance levels for
both Operating Income (90%) and Revenue (95%) achievement. 
 3. and 4. MIP Target and Individual
Performance 
 Based on the Manager’s assessment of the Participant’s individual performance and the manner through which such results were
achieved, the actual Bonus Payout may be greater than or lower than the Participant’s MIP target (see MIP Bonus Range in the Definitions section.) The MIP Bonus Ranges by level are proposed amounts and are not guaranteed (see table next page.)
The actual percentage may be between the recommended ranges. After a Participant’s recommended Bonus Payout has been determined by his or her manager and reviewed by the Senior Vice President of the department, it shall be reviewed and approved
by the Senior Vice President of Human Resources and the CEO. The final Bonus Payout may be adjusted upwards or downwards at their sole discretion. 
  

			
	2006 Digital Insight Management Incentive Plan	  	5

 CONFIDENTIAL – Any Financial Objectives in this document are strictly Company confidential 
 Effective 1/1/06 

 MIP Targets and Bonus Ranges by Position Level 
  

																
	 	  	 	 	 	MIP Bonus Range Guidelines Based on
Individual Contribution	 
	 Position Level
	  	MIP Target	 	 	None	 	 	Some	 	 	Expected	 	 	Extraordinary	 
	 Manager
	  	15	%	 	0	%	 	10	%	 	15	%	 	20	%
	 Director
	  	20	%	 	0	%	 	15	%	 	20	%	 	25	%
	 Vice President
	  	30	%	 	0	%	 	20	%	 	30	%	 	40	%
	 Senior Vice President
	  	50	%	 	0	%	 	35	%	 	50	%	 	65	%
	 Executive Vice President
	  	70	%	 	0	%	 	55	%	 	70	%	 	85	%

 (b) BONUS PAYOUT TIMING 
 Quarterly bonus payouts for Q1, Q2, and Q3 will be calculated during the first 45 days following the end of the fiscal quarter based on the Participant’s Base Salary as of the last day of the quarter. The Q4
bonus payout will be calculated during the first 60 days following the end of the fiscal quarter. The BOD will approve the plan funding percentage based on the Company’s achievement of the Plan’s Financial Objectives. Annual bonus payouts
will be calculated during the first 15—30 days following the BOD approval meeting. 
 (c) SAMPLE QUARTERLY PLAN BONUS PAYOUT CALCULATIONS

 Example 1– Meet Company “Plan” Financial Objectives & Meet Individual Goals  
 Company Achieves 100% of Plan’s Financial Objectives. 
 Manager
is making an expected contribution to the achievement of his/her assigned personal goals. 
 Digital Insight Manager:
MIP target of 15% 
 Base salary as of 3/31/2006:    $80,000 
 Quarterly Allocation of Annual Bonus: 20% 
  

					
	 Bonus Component
	  	 Achievement
	  	 Calculation / Payout

	Company Financial Objectives	  	 Met 100% “plan” objectives for:
  
 • Operating Income
  
 • Revenue
	  	Bonus pool fully funded (100%)
			
	 Achievement against the
 Participant’s
individual
 assigned goals
	  	 Some contribution                  10%
 Expected contribution         15%
 Extraordinary contribution     20%
	  	15% x $80,000 x 20% x 100% funding
		
		  	TOTAL QUARTERLY PAYOUT         $2,400

  

			
	2006 Digital Insight Management Incentive Plan	  	6

 CONFIDENTIAL – Any Financial Objectives in this document are strictly Company confidential 
 Effective 1/1/06 

 Example 2 – Meet Company “Plan” Financial Objectives & Exceed Individual Goals 

 Company Achieves 100% of Plan’s Financial Objectives. 
 Manager is making an extraordinary contribution to the achievement of his/her assigned personal goals. 
 Digital Insight Manager: MIP target of 15% 
 Base salary as of 3/31/2006:     $80,000

 Quarterly Allocation of Annual Bonus: 20% 
  

					
	 Bonus Component
	  	 Achievement
	  	 Calculation / Payout

	Company Financial Objectives	  	 Met 100% “plan” objectives for:
  
 • Operating Income
  
 • Revenue
	  	Bonus pool fully funded (100%)
			
	 Achievement against the
 Participant’s
individual
 assigned goals
	  	 Some contribution                    10%
 Expected contribution               15%
 Extraordinary contribution   20%
	  	 20% x $80,000 x 20% x 100% funding

		
		  	TOTAL QUARTERLY PAYOUT         $3,200

 Example 3 – Exceed Company “Plan” Financial Objectives & Exceed Individual Goals
 
 Company Achieves 102% of Plan’s Financial Objectives. 
 Manager is making an extraordinary contribution to the achievement of his/her assigned personal goals. 
 Under this
example the Plan’s bonus pool funding increases by 10% allowing for individual bonus payouts to exceed their MIP bonus range, based on individual performance. 
 Digital Insight Manager: MIP target of 15% 
 Base salary as of 3/31/2006:     $80,000 
 Quarterly Allocation of Annual Bonus: 20% 
  

					
	 Bonus Component
	  	 Achievement
	  	 Calculation / Payout

	Company Financial Objectives	  	 Met 102% of “plan” objectives for:
  
 • Operating Income
  
 • Revenue
	  	 Bonus pool funding at 110%

			
	 Achievement against the
 Participant’s
individual
 assigned goals
	  	 Some contribution
                    10%
 Expected contribution
              15%
 Extraordinary contribution   20%
	  	 20% x $80,000 x 20% x 110% funding

		
		  	TOTAL QUARTERLY PAYOUT         $3,520

  

			
	2006 Digital Insight Management Incentive Plan	  	7

 CONFIDENTIAL – Any Financial Objectives in this document are strictly Company confidential 
 Effective 1/1/06 

 Example 4 – Below Company “Plan” Financial Objectives & Meet Individual Goals 

 Company Achieves 95% of Plan’s Financial Objectives. 
 Manager is making an expected contribution to the achievement of his/her assigned personal goals. 
 Under
this example the Plan’s bonus pool funding is at 75% of target. 
 Digital Insight Manager: MIP target of 15%

 Base salary as of 3/31/2006:    $80,000 
 Quarterly Allocation of Annual Bonus: 20% 
  

					
	 Bonus Component
	  	 Achievement
	  	 Calculation / Payout

	Company Financial Objectives	  	 Met 95% of “plan” objectives for:
  
 • Operating Income
  
 • Revenue
	  	 Bonus pool funding at 75%

			
	 Achievement against the
 Participant’s
individual
 assigned goals
	  	 Some contribution                   10%
 Expected contribution          15%
 Extraordinary contribution      20%
	  	 15% x $80,000 x 20% x 75% funding

		
		  	TOTAL QUARTERLY PAYOUT         $1,800

  

			
	2006 Digital Insight Management Incentive Plan	  	8

 CONFIDENTIAL – Any Financial Objectives in this document are strictly Company confidential 
 Effective 1/1/06 

 VIII. DISCLAIMERS 
 The CEO may approve exceptions or alternative awards as well as eliminate or reduce actual bonus payouts at the CEO’s sole discretion. Achievement of Company Financial Objectives and/or personal goals is not a guarantee of bonus
payout. 
 (a) CONDITIONS OF EMPLOYMENT 
 Participants are
subject to the same terms and conditions of employment as all Company employees, unless a written agreement, signed by the CEO, supersedes these standard terms and conditions. 
 Employment is on an at-will basis. Both the Company and the Participant have the right to terminate employment at any time, with or without notice, for any reason or for no reason. Modifications to the terms and
conditions must be defined in writing and signed by the CEO and the relevant employee, which states the intent of both to alter the relationship. 
 (b)
TERMINATION OF EMPLOYMENT 
 The Participant must be employed through the last day of the current quarter in the Plan’s Effective Dates to be
eligible to receive a bonus payout for that quarter. If employment terminates before the end of the current quarter as a result of the Participant’s voluntary resignation or as a result of an involuntary termination, the Participant will not be
eligible for a Bonus Payout. In addition, the Participant will not receive any pro-rata portion of the annual Bonus Payout. Subject to applicable state and federal law, Bonus Payments are subject to reduction by monies due from the Participant to
the Company. 
 If employment terminates as a result of death or disability, the pro-rata Bonus Payout will be paid to the Plan Participant, the Plan
Participant’s estate or the Plan Participant’s designated beneficiary, whichever is applicable. Subject to applicable state and federal law, Bonus Payments are subject to reduction by monies due from the Plan Participant to the Company.

 Calculation and payment of Bonus Payouts will be made at the regularly scheduled times as discussed in the individual bonus payout section of the Plan
document. 
  

			
	2006 Digital Insight Management Incentive Plan	  	9

 CONFIDENTIAL – Any Financial Objectives in this document are strictly Company confidential 
 Effective 1/1/06 

 IX. ADMINISTRATION 
 All payments are subject to applicable taxes and will be reported as earnings on the Participant’s year-end W-2 Form. 
 Participation in this program does not establish or imply any entitlement to continued employment. Employment remains on an at-will basis at all times. 
  

			
	2006 Digital Insight Management Incentive Plan	  	10

 CONFIDENTIAL – Any Financial Objectives in this document are strictly Company confidential 
 Effective 1/1/06Executive Stock Ownership Program

 EXHIBIT 10.12 
 DIGITAL INSIGHT CORPORATION 
 EXECUTIVE STOCK OWNERSHIP PROGRAM 
 The Digital Insight Corporation Executive Stock Ownership Program (the “Program”) is effective February 8, 2006, and is intended to encourage and
facilitate stock ownership among officers at Digital Insight Corporation (the “Company”). 
 The Board of Directors (the “Board”) of the
Company believes that the investment community values stock ownership by senior management and that, by holding an equity position in the Company, officers demonstrate their commitment to and belief in the long-term profitability of the Company.
Accordingly, the Board believes that ownership of the common stock of the Company (“Company Stock”) by officers should be encouraged. 
 The Program applies to the Company’s officers at the Senior Vice President level and above (each, a “Senior Executive”). 
 The Program consists of two components: (1) Stock Ownership Guidelines (the “Guidelines”), and (2) the Executive Stock Purchase Matching Program (the “Matching Program”). The details of
each component are set forth in greater detail in Sections 1 and 2 below. Each component is subject to the general provisions contained in Section 3 below. 
 1. STOCK OWNERSHIP GUIDELINES 
 Target Ownership 
 Each Senior Executive should seek to acquire and maintain a level of ownership of Company Stock as follows: 
  

					
	 	  	 Stock
 Ownership
Guideline
 (No. of Shares)
	  	 Value of Stock
Guideline as Multiple
of Salary at $32
 per Share
(Approx.)

	 Chief Executive Officer
	  	65,000	  	5x
	 Executive Vice Presidents
	  	18,000	  	2x
	 Senior Vice Presidents
	  	11,000	  	1.5x

 Each Senior Executive should work toward achieving these levels of ownership with the objective of meeting the
Guidelines by February 8, 2011 or, if later, within five years after becoming subject to these Guidelines. Once a Senior Executive has achieved the target level of Company Stock ownership, the Senior Executive should maintain at least that
level of ownership for the duration of his or her tenure with the Company. 
  

					
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 Compliance with the Guidelines is not a condition of employment or a criterion in individual performance evaluations.

 Adherence to the Guidelines is in addition to, not in lieu of, compliance with any other applicable laws or Company policies. See “Compliance with
Applicable Law and Company Policies” in Section 3 below. 
 Implementation 
 For purposes of determining whether the above ownership target is satisfied, the following sources of Company Stock ownership will be included: 
  

	 	•	 	shares of Company Stock owned directly by a Senior Executive, without regard to whether such shares are unvested or subject to a substantial risk of forfeiture;

  

	 	•	 	shares of Company Stock owned directly by a member of a Senior Executive’s immediate family sharing the same household with the Senior Executive; 

  

	 	•	 	shares of Company Stock held in a trust established by the Senior Executive and/or the Senior Executive’s spouse that is revocable by the Senior Executive and/or the Senior
Executive’s spouse and over which the Senior Executive and/or the Senior Executive’s spouse has or shares investment control; and 

  

	 	•	 	any stock units credited under any deferred compensation plan maintained by the Company. 

 For purposes of determining whether the ownership target is satisfied, shares underlying any outstanding options will not be included. 
 Review of Guidelines 
 The Compensation Committee of the Board (the “Compensation Committee”) will review the Guidelines periodically to assess their continued appropriateness and to monitor the progress of each Senior Executive in light of the
Guidelines. 
 2. EXECUTIVE STOCK PURCHASE MATCHING PROGRAM 
 Eligible Purchases and Amount of Matching Award 
 Shares of Company Stock that a Senior Executive acquires through either (1) purchase on the open market or (2) the exercise of an option granted under the Digital Insight Corporation 1999 Stock Plan, as
amended, (the “1999 Stock Plan”), or any other equity incentive compensation plan adopted by the Company other than the Company’s Employee Stock Purchase Plan, are referred to as shares of “Qualifying Stock.” Each Senior
Executive who acquires shares of Qualifying Stock shall be eligible to receive a 
  

					
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 matching award of shares of Company Stock that are unvested and non-transferable (“Restricted Company Stock”)
in an amount equal to one share of Restricted Company Stock for every two shares of Qualifying Stock purchased or acquired. A Senior Executive’s purchase or acquisition of shares of Company Stock that are not shares of Qualifying Stock
(including shares of Company Stock acquired under the Company’s Employee Stock Purchase Plan) will not be eligible for any matching award. 
 Source of Restricted Company Stock 
 The shares of Restricted Company Stock may be granted under the
1999 Stock Plan or any other Company plan that provides for awards of Restricted Company Stock (each a “Stock Plan”), subject to the availability of shares of Company Stock for issuance under the Stock Plan. Awards of Restricted Company
Stock will be subject to the terms and conditions of the applicable Stock Plan and will be evidenced by an award agreement under the applicable Stock Plan (an “Award Agreement”). 
 Time of Grant 
 The
Compensation Committee will generally make a matching award at the first meeting of the Compensation Committee that occurs after a Senior Executive’s purchase or acquisition of Qualifying Stock. If insufficient shares are available under the
applicable Stock Plan to award the number of shares of Restricted Company Stock to eligible Senior Executives in accordance with the terms of the Matching Program, the Compensation Committee will determine the number of shares of Restricted Company
Stock to be granted to each eligible Senior Executive and shall delay the timing of additional awards to such time, if any, as sufficient shares are available. 
 Share Limits 
 The
aggregate number of shares of Restricted Company Stock that may be granted to a Senior Executive under this Matching Program during any Company fiscal year is subject to the following share limits: 
  

						
	 	  	 Annual Limit
 on Restricted
 Stock
Grants
	  	 Value at
 $32 per Share

	 Chief Executive Officer
	  	13,000 Shares	  	$	416,000
	 Executive Vice Presidents
	  	3,600 Shares	  	$	115,200
	 Senior Vice Presidents
	  	2,200 Shares	  	$	70,400

 Vesting 
 Unless otherwise provided in the applicable Award Agreement, a matching award of shares of Restricted Company Stock will become 100% vested on the three-year 

 

					
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 anniversary of the “Vesting Commencement Date” (as defined below) provided that (1) the Senior Executive
has remained in the continuous employ of the Company for such three-year period and (2) the Senior Executive has not, during the three years following the “Vesting Commencement Date,” sold the shares of Qualifying Stock with respect
to which the shares of Restricted Company Stock were granted. “Vesting Commencement Date” shall be determined by the Compensation Committee, and shall mean either the date the Senior Executive acquires the corresponding Qualifying Stock or
the date of grant of the shares of Restricted Company Stock. 
 As a condition to the grant of an award of Restricted Company Stock under this Matching
Program, a Senior Executive will be required to agree to establish an account with a brokerage company designated by the Company, to transfer the shares of Qualifying Stock to such account and to direct the brokerage company to notify the Company of
any sales of the shares of Qualifying Stock held in such account (or to otherwise allow the Company such access to the account as may be necessary to monitor sales or transfers from such account). If a Senior Executive receives more than one grant
of Restricted Company Stock under this Matching Program, any shares of Qualifying Stock sold or transferred out of the Senior Executive’s account with the designated brokerage company will be deemed shares of the Qualifying Stock that the
Senior Executive first acquired to the extent thereof and then shares of the Qualifying Stock that the Senior Executive next acquired to the extent thereof, and continuing on a “first in, first out” basis. 
 If the Senior Executive sells any shares of the Qualifying Stock with respect to which the shares of Restricted Company Stock are granted during the three-year vesting
period, such sale shall cause a forfeiture of one share of Restricted Company Stock for each two shares of Qualifying Stock sold. (The number of shares to be forfeited shall be rounded to the next higher, full number in the event of the sale of an
odd number of shares.) If the Senior Executive has been continuously employed by the Company during the three-year vesting period, any shares of Restricted Company Stock that have not been forfeited as described in this paragraph shall become vested
and no longer subject to forfeiture. 
 Partial Vesting Upon Certain Terminations of Employment

 Unless otherwise defined in the applicable Stock Plan or Award Agreement, for purposes of this Matching Program, the terms “Disability,”
“Cause,” and “Good Reason” shall have the meanings as set forth in Appendix A hereto. 
 In the event that the Senior Executive’s
employment with the Company terminates by reason of death, Disability, involuntary termination by the Company without Cause, or voluntary termination by the Senior Executive with Good Reason, each award of shares of Restricted Company Stock granted
to such Senior Executive under this Matching Program will vest upon the Senior Executive’s final date of employment with the Company as to that number of shares of Restricted Company Stock determined by multiplying the total number of shares
remaining subject to award by a fraction, the numerator of which is the number of whole months (not to exceed 36) since the date of grant of such award and the denominator of which is 36. The remaining shares of Restricted Company Stock subject to
each award shall be forfeited. 
  

					
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 In the event that the Senior Executive’s employment with the Company terminates for any reason not set forth in the
previous sentence, then, unless otherwise provided in the applicable Award Agreement, such Senior Executive’s shares of Restricted Company Stock granted under this Matching Program that have not previously vested will be forfeited. 

3. GENERAL PROVISIONS 
 The
following provisions apply to both components of the Program. 
 Amendment of Program 
 The Compensation Committee may amend the Program from time to time as it deems necessary or appropriate. 
 Compliance with Applicable Law and Company Policies 
 Senior Executives may be subject to applicable federal and state laws and Company policy restricting trading on material non-public or “inside” information. These laws and rules may limit a Senior
Executive’s ability to buy or sell shares from time to time. 
 Senior Executives may only execute purchases of Company Stock during quarterly
“window periods” as determined by the Company. 
 Senior Executives of the Company whose compensation is reported in the Company’s annual
proxy statement may be subject to reporting obligations and potential matching liability under Section 16 of the Securities Exchange Act of 1934. Any resales of shares of Company Stock by these Senior Executives must typically be made in
accordance with the volume, manner of sale, notice and other requirements of SEC Rule 144. 
 Without limiting the generality of the foregoing, it is the
Company’s policy that Senior Executives must notify the Company’s General Counsel at least three business days in advance of any purchase or sale of Company Stock (including, without limitation, in connection with a stock option exercise
that involves a sale of shares on the market). 
 Company Contact 
 If you have any questions regarding the Program, please contact Myra Stevens at (818) 878-6010 or myra.stevens@digitalinsight.com. 
  

					
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 APPENDIX A 
 “Disability” means total and permanent disability as defined in Section 22(e)(3) of the Internal Revenue Code of 1986, as amended. 
 “Cause” means a finding by the Company that the Senior Executive: 
  

	 	•	 	is or has been dishonest, incompetent, or negligent in the discharge of his or her duties to the Company or has refused to perform stated or assigned duties; or

  

	 	•	 	has committed a theft or embezzlement, or a breach of confidentiality or unauthorized disclosure or use of inside information, customer lists, trade secrets or other confidential
information, or a breach of fiduciary duty involving personal profit, or a willful or negligent violation of any law, rule or regulation or of Company rules or policy, in any material respect, or has been convicted of a felony or misdemeanor (other
than minor traffic violations or similar offenses); or 

  

	 	•	 	has materially breached any of the provisions of any agreement with the Company or an affiliated entity; or 

  

	 	•	 	has engaged in unfair competition with, or otherwise acted intentionally in a manner injurious to the reputation, business or assets of the Company, or has induced a customer to
break or terminate any contract with the Company or an affiliate, or has induced any principal for whom the Company (or an affiliate) acts as agent to terminate such agency relationship. 

 “Good Reason” means a requirement, without the Senior Executive’s written consent, that he or she relocate his or her principal office to a location more
than twenty-five (25) miles from his or her then current office location. 
  

					
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 Copyright Digital Insight
Corporation© 1/1/2006
	 	6	 	Version 2006-A

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