Document:

Exhibit 10.34  

August 14,
2003 

Mr. Bob
Richardson

7072 Eveningsong Dr.

Huntington Beach, CA 92648 

Dear
Bob: 

        We
are pleased to offer you the position of Senior Vice President—Professional Services with Primal Solutions, Inc., "Primal," a Delaware Corporation. This is an
exempt position based at our Irvine office, located at 18881 Von Karman Avenue, Suite 500, Irvine, California. You will report directly to me. This offer is made contingent upon receipt of acceptable
background and reference checks. Your anticipated start date is August 18, 2003. 

        Our
normal office hours are Monday through Friday, 8:00 am to 5:00 pm. We maintain a business casual office environment. Client meetings may require more formal business attire. This
position involves travel to client sites, industry events, and partner locations. 

        As
a condition of employment, you will be required to sign our standard Employee Confidentiality Invention Assignment Agreement, which is enclosed. Further, this offer of employment is
contingent on verification of your right to work in the United States, as required by the Immigration Reform and Control Act of 1986. 

        Your
compensation will include: 

	Annual Base Salary	 	$6,250.00 paid semi-monthly based on Primal's current policy ($150,000.00 annualized amount working full time). All matters relating to executive compensation are reviewed and approved by the Board of Directors on an
annual basis.
	

Executive Incentive Compensation	
 	

Your Annual Incentive Compensation at 100% achievement of objectives will be targeted at 100% of your Annual Base Salary. Your Incentive Compensation for 2003/2004 will be 70% driven by your Individual Sales Objectives, 15% driven by your Individual
Performance Objectives, and 15% driven by Corporate Performance Objectives. We will develop a prorated plan covering September through December 2003, and a full year plan covering calendar year 2004 prior to your start date for your review and
signature. Thereafter, you will be provided a new plan for each calendar year. All Executive Incentive Plans are reviewed and approved by the Compensation Committee of the Board of Directors.
	

Draw against Incentive Compensation	
 	

You will be provided a recoverable draw against your incentive compensation in the amount of $4,166.67 per month for the first six (6) months of your employment. The recovery of the draw only applies to an offset against incentive compensation
earned.
	

Performance Review	
 	

New employees are "introductory" employees for the first 90 days of employment with Primal. During this period, you will have the opportunity to learn your new position and see whether you enjoy your employment with Primal. We will also use this
period to determine your performance in this position and as an employee of Primal. At the end of the 90 days, you will have a performance review with me to mutually discuss the first 90 days as an employee.
	 	 	 

 

	

Paid Time Off	
 	

You are eligible for paid vacations, personal holidays, and sick leave as an employee of Primal. The Employee Hand-book describes Primal's current policies regarding these benefits. You will accrue vacation and sick time during your "introductory"
period. However, these cannot be used until after your introductory period. You will be eligible for four (4) weeks paid vacation as part of your employment with Primal. The vacation accrual schedule is defined within the Employee
Handbook.
	

Benefits	
 	

Primal provides medical, dental, life, AD&D, short- and long-term disability insurance and a 401K program. You will be eligible to participate in our company benefits plan per company policy. Except for the 401K plan, we will waive the 90 day
waiting period associated with the benefit plans.
	

Stock Options	
 	

Upon joining the company, you will be awarded 360,000 Primal Incentive Stock Options (ISO), subject to the terms and conditions of the Primal ISO Plan, which includes a 3-year vesting schedule. All necessary documentation related to the ISO plan and
your individual grant award will be provided to you during your orientation.

        You
acknowledge that this offer letter is not intended to be construed as an employment agreement for any specific term, and that Primal is an "at-will" employer. Either you
or Primal are free to terminate your employment relationship at any time, with or without cause and with or without notice. This is the full and complete agreement between us concerning duration of
employment and termination of employment. The "at-will" nature of your employment may only be changed in an expressed writing signed by you and the President of Primal. 

        If
you have any questions concerning the terms of this offer, please do not hesitate to contact me. I feel the position will be a challenging, exciting and rewarding one for you, and I
personally look forward to working with you. 

        Please
acknowledge your acceptance and understanding of these terms by signing and returning the following endorsement no later than August 18, 2003. If possible, also please fax
a copy of the signed letter and the last page of the Confidentiality Agreement within the next day to (949) 221-8590. The additional copy is for your records. This offer is valid
through August 18, 2003. Congratulations! 

Sincerely, 

/s/  JOSEPH R. SIMRELL      

Joseph
R. Simrell

Chief Executive Officer 

CC:
Personnel File 

Attachment:
Employee Confidentiality and Invention Assignment Agreement 

Accepted
and Agreed to: 

	/s/  ROBERT RICHARDSON      
 Signature	 	8/18/03
 Date	 	 

2Exhibit 10.35  

August 18,
2003 

Mr. Bob
Richardson

7072 Eveningsong Dr.

Huntington Beach, CA 92648 

	Re:
	Side Letter regarding transition assistance and Option Vesting on Change of Control

Dear
Bob: 

        This
letter confirms our agreement regarding the level of transition assistance Primal would provide you in the event your employment with Primal is involuntarily terminated for any
reason other than cause, and how your options vest in the event of a change in control or change in CEO. 

Transition Assistance  

        As discussed, Primal would provide you with ninety (90) days transition assistance pay. This would be contingent upon your entering into a standard written
separation agreement and release with Primal and would be paid out according to the normal payroll schedule. This agreement will apply only if your employment is involuntarily terminated for other
than cause and will not apply if your employment is terminated for cause or you voluntarily terminate your employment with Primal. 

        "Cause"
means: (a) your failure to perform (other than by reason of disability) your duties and responsibilities to Primal in any material respect in the good faith determination
of the Board of
Directors and, after receiving written notice to such effect from Primal, fails to cure the problem within ten (10) days of receipt of such written notice; (b) your gross negligence or
willful misconduct in the performance of your duties and responsibilities to Primal, such duties and responsibilities not to be unreasonably imposed; (c) your appropriation (or attempted
appropriation) of a material business opportunity of Primal's, including attempting to secure or securing any personal profit in connection with any transaction entered into on behalf of Primal;
(d) your misappropriation (or attempted misappropriation) of any of Primal's funds or property; or (e) the conviction of, or the entering of a guilty plea or plea of no contest by you
with respect to, a felony 

Option Vesting on Change of Control  

        As discussed, to the extent permitted under applicable law, upon the occurrence of a Change of Control or change in CEO all outstanding unvested stock options
granted to you by the Company shall accelerate and vest. Change of Control shall mean a change in the beneficial ownership of 50% or more of the combined voting power of Primal's then outstanding
voting securities, excluding a refinancing unless it causes a change in the control of the board of directors. 

        If
this arrangement is acceptable to you, please sign the enclosed copy of this letter and return it to me at your earliest convenience. 

Very
truly yours, 

/s/  JOSEPH R. SIMRELL    

Joseph
R. Simrell

Chief Executive Officer 

cc:
Personnel File 

I
agree to the terms described above: 

	/s/  ROBERT RICHARDSON      
 Signature	 	8/18/03
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Exhibit 10.28    
    

 
 

Director Compensation    
    

        Effective January 1, 2005, Marathon Oil Corporation will pay its non-employee directors as follows: 

	Annual Retainer	 	$60,000
	

Annual Non-Retainer Common Stock Unit Award	
 	

$60,000
	

Committee Membership Fee	
 	

$5,000

($10,000 for audit committee chair)

($6,000 for other committee chairs)
	

Meeting Fee (for board or committee attendance)	
 	

$2,000

        In
addition to the annual retainer, Marathon will pay its Chairman of the Board, Mr. Usher, a chairman's fee of $240,000 in 2005. The chairman does not receive meeting fees for
his attendance. 

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Exhibit 10.28

Director CompensationQuickLinks
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Exhibit 10.29    
    

 
  Summary of Named Executive Officer Compensation & Performance Criteria    
    

2004 Annual Bonus Awards  

        The Compensation Committee (the "Committee") of our Board of Directors approved the following cash bonus payments for the named executive officers for 2004 in
accordance with the performance-based bonus program established during the first quarter of 2004 under our stockholder-approved Incentive Compensation Plan: 

	Clarence P. Cazalot Jr.	 	$	1,900,000
	

Janet F. Clark	
 	
$	

420,000
	

Philip G. Behrman	
 	
$	

305,000
	

Steven B. Hinchman	
 	
$	

295,000
	

Steve J. Lowden	
 	
$	

295,000

2005 Base Salaries (effective April 1, 2005) 

        The
Committee approved base salaries for the named executive officers, effective April 1, 2005, as follows: 

	Clarence P. Cazalot Jr.	 	$	1,100,000
	

Janet F. Clark	
 	
$	

475,000
	

Philip G. Behrman	
 	
$	

335,000
	

Steven B. Hinchman	
 	
$	

335,000
	

Steve J. Lowden	
 	
$	

335,000

2005 Annual Bonus Performance Criteria  

        The Committee also approved the performance criteria for the officers' 2005 annual bonus program under the Incentive Compensation Plan. The Committee established
a 2005 bonus pool for officers based on the Company's 2005 income from operations. Officers' 2005 bonuses, in the aggregate, may not exceed the amount available in that pool. 

        The
Committee also established the following performance measures that, along with individual performance, will be considered in awarding individual bonus payments for 2005: 

	•
	Upstream
Adjusted Net Income per Barrel of Oil Equivalent Competitive Comparison

	•
	Downstream
Adjusted Operating Income per Barrel of Crude Oil Throughput Competitive Comparison

	•
	Safety
Measures

	•
	Environmental
Measures

	•
	Budget/G&A
Cost Measures

	•
	Net
Proved Reserve Additions

	•
	Refining
Mechanical Availability

	•
	Net
Production

	•
	Downstream
Return on Capital Employed

	•
	Marathon
Oil Corporation Stock Price Performance 

	•
	Individual
Performance, including Living the Marathon Values 

        Each
officer's bonus payment will be tied to the performance measures that correspond to the success of his or her respective business unit segment. The Committee reserves the right to
adjust or eliminate an annual bonus award based on its assessment of overall performance. 

QuickLinks

Exhibit 10.29

Summary of Named Executive Officer Compensation & Performance Criteria

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