Document:

exv10w4w17

Exhibit 10.4.17

MODIFICATION TO COMPENSATION ARRANGEMENT FOR EXECUTIVE OFFICER — MARC H. LEVIN

     On June 14, 2011, the Compensation Committee of the Board of Directors of Harris Interactive
Inc. (the “Company”) approved an increase in the annual base salary of Marc H. Levin from $255,000
to $275,000, effective June 15, 2011, in connection with his promotion to Chief Administrative
Officer. Mr. Levin maintained his roles as the Company’s Executive Vice President, General Counsel
and Corporate Secretary.exv10w4w20

Exhibit 10.4.20

November 2, 2009

Todd Myers

Dear Todd:

We are delighted to present you with this offer to join Harris Interactive!

Our people, individually and collectively, are critical to our success, and one of our strategic
business objectives focuses specifically on cultivating a strong, informed, engaged, and committed
team. We believe you have skills for individual growth and advancement in a dynamic, fast-paced
environment, and that you will contribute to, and be a vital part of, our success.

The specifics of our offer to you are as follows:

	 	•	 	Your position will be SVP, Global Operations, reporting to the EVP, Research
Operations.
	 
	 	•	 	Your start date will be mutually determined but should be no later than
December 1, 2009.
	 
	 	•	 	Your starting salary will be $230,000 per year, earned and payable on a
bi-weekly basis of approximately $8,846.15, prior to any payroll deductions.
	 
	 	•	 	Your performance and salary will be reviewed annually. You will be eligible
to be considered for a salary increase in the Company’s regular annual review cycle. To
the extent merit increases are granted, eligibility will be based on your individual
performance.
	 
	 	•	 	As SVP, Global Operation, for each fiscal year ending on June 30, you are
eligible to receive a target annual bonus of 30% of your base salary, pro-rated in this
2010 fiscal year based on your start date. For FY10 you will be entitled to a minimum
guaranteed bonus of $35,000 pro-rata based on the date of your employment. The
Compensation Committee of the Board of Directors retains discretionary authority over all
bonus awards. It also establishes metrics and objectives for bonus awards annually. For
fiscal 2010 your bonus eligibility is covered by the Corporate Bonus Plan, and the
Corporate Bonus Plan makes awards contingent upon the Company’s achievement of pre-set
adjusted EBITDA targets. Declared bonuses are paid within 75 days after the end of the
fiscal year.
	 
	 	•	 	Subject to approval by the Compensation Committee of the Board of Directors,
you will have the option to purchase 40,000 shares of Harris Interactive Inc. common stock
under the terms and conditions more fully described in the enclosed sample stock option
agreement. The option price will be the fair market price of our stock on the grant date.
The company’s regular quarterly grants are made at the close of trading on the later of
(i) the 15th day of the second month of the fiscal quarter and (ii) one week
after the Company’s quarterly earnings release. If the day falls on a non business day,
the fair market price will be the next business day.
	 
	 	•	 	Should the Company terminate your employment for any reason other than for
“cause”, you will receive six months in severance payments. While on Severance you will
be entitled to continued participation in the Company’s Health & Welfare Plans in which
you are enrolled.
	 
	 	•	 	You are eligible for 20 days of vacation, which accrue at 6.153 hours per pay
period.

 

 

Harris Interactive offers a comprehensive benefits package. Details of all of our benefits
offerings, including eligibility and effective dates, are included in the attached Employee
Benefits Summary. Additional information will be provided in your Welcome Kit, as well as at New Hire Orientation on
your first day. With all of our benefits, we strive to provide offerings that are valuable to our
employees at an affordable cost.

Please note that as part of our selection process, we conduct reference and background checks on
all candidates, as well as review any potential limitations resulting from non-compete agreements
you may have signed with previous employers. This employment offer is contingent upon successful
completion of your reference and background checks, review of any non-compete agreements, and your
ability to present appropriate documentation to prove your eligibility to work in the United
States. Harris Interactive is an Equal Opportunity Employer.

Your employment at Harris Interactive is “at will”, which means that the employment relationship
between you and the company may be terminated at any time, by either you or Harris Interactive, for
any reason not expressly prohibited by law.

If you are in agreement with the terms of this offer, please sign one copy of this letter and
return to me along with the completed contents of the Welcome packet by November 10, 2009.

Once you have accepted this job offer, you will receive additional information via email regarding
your first day, including plans for your New Hire Orientation.

Todd, we are very pleased to make this offer to you. Please contact me if you have any questions
about Harris Interactive or the specifics of this employment offer. We look forward to you joining
the Harris Interactive team.

Sincerely,

/s/ Wanda M. Callahan

Wanda M. Callahan

Sr. Staffing & Recruitment Manager

I accept this offer of employment as outlined above.

	 	 	 	 	 

	/s/ Todd Myers

	 	 	 	11/9/09
	 
	 	 	 	 
	Todd Myers

	 	 	 	Dateexv10w4w52

Exhibit 10.4.52

RETENTION BONUS AGREEMENT

1. Purpose. This Retention Bonus Agreement (this “Agreement”) is entered into as of August
22, 2011 by Harris Interactive Inc. (the “Company”) and Mike de Vere (“Executive”) for the purpose
of setting forth the requirements for the Executive to receive a retention bonus of $100,000 (the
“Retention Bonus Amount”) as encouragement for Executive’s continued service to the Company during
a transition period following the recent change in Chief Executive Officer of the Company.

2. Requirements for Receiving Retention Bonus Amount. The Retention Bonus Amount shall be
earned in four equal installments (each, an “Installment”), as follows:

	 	• Executive will be entitled to receive twenty five percent (25%) of the Retention Bonus
Amount if Executive is employed by the Company in good standing and in a full-time capacity
on September 15, 2011.
	 
	 	• Executive will be entitled to receive twenty five percent (25%) of the Retention Bonus
Amount if Executive is employed by the Company in good standing and in a full-time capacity
on December 15, 2011.
	 
	 	• Executive will be entitled to receive twenty five percent (25%) of the Retention Bonus
Amount if Executive is employed by the Company in good standing and in a full-time capacity
on March 15, 2012.
	 
	 	• Executive will be entitled to receive twenty five percent (25%) of the Retention Bonus
Amount if Executive is employed by the Company in good standing and in a full-time capacity
on June 15, 2012.

September 15, 2011, December 15, 2011, March 15, 2012, and June 15, 2012 are each referred to
herein as a “Retention Bonus Date”.

3. Time of Payment of Retention Bonus Amount. If earned, the Company shall pay an
Installment to Executive in the first available pay period on or after the applicable Retention
Bonus Date.

4. Preservation of At-Will Employment. Nothing in this Agreement alters the at-will nature
of Executive’s employment with the Company, meaning either Executive or the Company can end
Executive’s employment at any time, with or without cause and with or without notice, subject to
the terms of Executive’s offer letter and/or other employment related agreement with the Company.
For the avoidance of doubt, if Executive’s employment ends for any reason prior to any Retention
Bonus Date, Executive will not be entitled to any portion of the Retention Bonus Amount that has
yet to be paid.

5. Section 409A. This Agreement is unfunded and the Retention Bonus Amount is subject to a
substantial risk of forfeiture and thus is not intended to qualify as deferred compensation for
purposes of Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”).
Furthermore, the payment of the Retention Bonus Amount is intended to be exempt from the
requirements of Section

 

 

409A of the Code as a “short-term deferral” as described in Section 409A of
the Code, and the provisions regarding such payment shall be interpreted accordingly.

6. Miscellaneous. This Agreement constitutes the entire agreement between Executive and the
Company with respect to the subject matter hereof and supersedes all prior oral and written
agreements and understandings between Executive and the Company with respect to the subject matter.
This Agreement will be deemed to be made and entered into in the State of New York and will in all
respects be interpreted, enforced and governed under the laws of the State of New York. This
Agreement may be amended or modified only by a formal written instrument signed by Executive and by
a duly authorized representative of the Company. This Agreement shall inure to the benefit of and
be binding upon the Company and its successors and permitted assigns. This Agreement may be
executed in counterparts, both of which taken together shall constitute one instrument.

IN WITNESS WHEREOF, this Agreement has been executed and delivered as of the date first above
written.

HARRIS INTERACTIVE INC.

	 	 	 	 	 
	 	 	 
	 	By:  	/s/ Marc H. Levin
 	 
	 	 	Marc H. Levin 	 
	 	 	EVP, Chief Administrative Officer & General Counsel 	 
	 

EXECUTIVE

	 	 	 

	/s/ Mike de Vere
 

Mike de Vereexv10w4w53

Exhibit 10.4.53

RETENTION BONUS AGREEMENT

1. Purpose. This Retention Bonus Agreement (this “Agreement”) is entered into as of August
22, 2011 by Harris Interactive Inc. (the “Company”) and Marc Levin (“Executive”) for the purpose of
setting forth the requirements for the Executive to receive a retention bonus of $100,000 (the
“Retention Bonus Amount”) as encouragement for Executive’s continued service to the Company during
a transition period following the recent change in Chief Executive Officer of the Company.

2. Requirements for Receiving Retention Bonus Amount. The Retention Bonus Amount shall be
earned in four equal installments (each, an “Installment”), as follows:

	 	• Executive will be entitled to receive twenty five percent (25%) of the Retention Bonus
Amount if Executive is employed by the Company in good standing and in a full-time capacity
on September 15, 2011.
	 
	 	• Executive will be entitled to receive twenty five percent (25%) of the Retention Bonus
Amount if Executive is employed by the Company in good standing and in a full-time capacity
on December 15, 2011.
	 
	 	• Executive will be entitled to receive twenty five percent (25%) of the Retention Bonus
Amount if Executive is employed by the Company in good standing and in a full-time capacity
on March 15, 2012.
	 
	 	• Executive will be entitled to receive twenty five percent (25%) of the Retention Bonus
Amount if Executive is employed by the Company in good standing and in a full-time capacity
on June 15, 2012.

September 15, 2011, December 15, 2011, March 15, 2012, and June 15, 2012 are each referred to
herein as a “Retention Bonus Date”.

3. Time of Payment of Retention Bonus Amount. If earned, the Company shall pay an
Installment to Executive in the first available pay period on or after the applicable Retention
Bonus Date.

4. Preservation of At-Will Employment. Nothing in this Agreement alters the at-will nature
of Executive’s employment with the Company, meaning either Executive or the Company can end
Executive’s employment at any time, with or without cause and with or without notice, subject to
the terms of Executive’s offer letter and/or other employment related agreement with the Company.
For the avoidance of doubt, if Executive’s employment ends for any reason prior to any Retention
Bonus Date, Executive will not be entitled to any portion of the Retention Bonus Amount that has
yet to be paid.

5. Section 409A. This Agreement is unfunded and the Retention Bonus Amount is subject to a
substantial risk of forfeiture and thus is not intended to qualify as deferred compensation for
purposes of Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”).
Furthermore, the payment of the Retention Bonus Amount is intended to be exempt from the
requirements of Section

 

 

409A of the Code as a “short-term deferral” as described in Section 409A of
the Code, and the provisions regarding such payment shall be interpreted accordingly.

6. Miscellaneous. This Agreement constitutes the entire agreement between Executive and the
Company with respect to the subject matter hereof and supersedes all prior oral and written
agreements and understandings between Executive and the Company with respect to the subject matter.
This Agreement will be deemed to be made and entered into in the State of New York and will in all
respects be interpreted, enforced and governed under the laws of the State of New York. This
Agreement may be amended or modified only by a formal written instrument signed by Executive and by
a duly authorized representative of the Company. This Agreement shall inure to the benefit of and
be binding upon the Company and its successors and permitted assigns. This Agreement may be
executed in counterparts, both of which taken together shall constitute one instrument.

IN WITNESS WHEREOF, this Agreement has been executed and delivered as of the date first above
written.

HARRIS INTERACTIVE INC.

	 	 	 	 	 
	 	 	 
	 	By:  	/s/ Al Angrisani
 	 
	 	 	Al Angrisani 	 
	 	 	Interim Chief Executive Officer 	 
	 

EXECUTIVE

	 	 	 

	/s/ Marc Levin
 

Marc Levin

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