Document:

CSMG 2012 SVP/Managing Director Bonus
Plan

 

 

 

This 2012 SVP/Managing Director Bonus Plan covers only the SVP/Managing
Director of Cambridge Strategic Management Group, Inc. and Cambridge Adventis Ltd. (together “CSMG”) – i.e. Susan
Simmons. The available bonus pool is calculated as follows:

 

		1.	If the 2012 Direct Contribution Margin (DCM) for CSMG is equal to or greater than $2,000,000, the SVP/MD will be eligible to
receive a bonus of $50,000.

 

		2.	The SVP/MD will be eligible to receive an additional bonus based upon the 2012 Unit Contribution Margin (UCM) for CSMG as the
UCM thresholds in the table below are met.

 

	UCM Threshold	Additional Eligible Bonus	Cumulative Additional Eligible Bonus
	$1,000,000	$50,000	$50,000
	$1,500,000	$35,000	$85,000
	$2,000,000	$65,000	$150,000

 

 

Bonus will be paid under the SVP/Managing Director Bonus Plan
within ninety days of calendar year end once all revenue and expense numbers have been finalized for the year.

 

Definitions

 

Controllable Selling General and Administrative (SG&A)
– Includes non-billable salaries & benefits, sign on bonus and delivery bonus (a portion of these bonuses is allocated
to SG&A based on professional staff non-billable time), non-billable travel and entertainment, non-billable consultant time,
recruiting fees, bad debt expense, severance and Controllable G&A Expenses. See Appendix A for a list of Controllable G&A
Expenses.

 

Cost of Services – The actual cost incurred
to provide the services – including salaries, taxes and benefits, out of pocket expense, surcharges, Research & Information
Fees, external consultant fees and agent fees and delivery and sign on bonuses (a portion of these bonuses is allocated to Cost
of Service based on utilization of professional staff).

 

Direct Contribution Margin (DCM) – Total
Revenue minus Cost of Services and minus Controllable Selling General and Administrative (SG&A) expenses.

 

Expense Revenue – GAAP revenues recognized
within the period for reimbursed project expenses.

 

Fee Revenue – GAAP revenues for professional
services performed working on client engagements within the period. Fee Revenue includes Expense Revenue (or charge) to the extent
that Expense Revenues exceed or fall short of actual expenses booked against the project.

 

Non – Controllable SG&A expenses –
Reference Appendix B for a listing of accounts included. Disputes regarding whether a cost is controllable or non-controllable
will be addressed in a fair and appropriate manner. The final determination of what will be included will be made by the CFO.

 

    	 

    	 

    

 

CSMG, Inc. – 2012 SVP/MD Bonus Plan

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Research & Information Fees – includes
charges for 3rd party paid research services including but not limited to IDC, Thompson Financial and other third party
research and information services. These fees are assessed as a cost to the project at a rate of 3% of Fee Revenue.

 

Total Revenue – GAAP Fee Revenue
for professional services performed working on client engagements plus Expense Revenue billed to and reimbursed by the client (including
Research & Information Fees).

 

Unit Contribution Margin (UCM) – DCM minus
Non-Controllable SG&A Expenses and minus VP Bonus.

 

VP Bonus – Any bonus paid under the CSMG
2012 Sales Bonus Plan.

 

    	 

    	 

    

 

CSMG, Inc. – 2012 SVP/MD Bonus Plan

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APPENDIX A: Controllable G&A Expenses - consist of the
following P&L accounts 

 

 

	Description	 
	Cellular Service	Photocopy
	Blackberry	Postage
	Bridge	Payroll Fees
	Legal – Services	Research & Data Fees
	Legal – Expenses	Surveys
	Consulting	Training
	External Consultants	Dues/Memberships
	Outside/Temp Help	Sales Support Presentation
	Commission – Agent	Proposal Support
	Facilitator Fees	Sales Training
	Advertising	Sales/Project Tracking System
	Marketing	Contributions
	Product Development	Memberships
	Direct Marketing	Computer Allowance
	Tradeshows	Meetings
	Newsletter	Meetings Expense
	Holiday Gifts, Cards, Etc.	Special Events – TMC's
	Gifts –  Consult/Clients/Other	Client Events
	Brochure/Collateral	Auto Lease
	Auto Insurance	Car Allowance
	D&O Insurance	Courier
	Stationery	Cleaning
	Research & Data Fees	Storage Fees
	Office Supplies	Rental Equipment
	Computer Supplies	Repair & Maintenance
	Printing	Federal Express
	Stationery	Currency Gain/Loss
	Subscriptions	Misc. Exp
	 	 

 

 

    	 

    	 

    

 

APPENDIX B: Non-Controllable G&A Expenses - consists
of the following P&L Accounts

 

CSMG, Inc. – 2012 SVP/MD Bonus Plan

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        Description 

	
        Website

        ISP/Net Circuit

        Local – Voice

        Long Distance Service

        Database Management

        Accounting

        Legal Settlement

        Bank Service Charges

        Credit Card Charges

        Credit inquiry fees

        Penalties and Fines

        Taxes – Personal Property

        Interest Expense – Miscellaneous

        Commercial Liab Ins

        Auto Insurance

        D&O Insurance

        Mark-Up Expense Clearing

        Extraordinary Items

        Gain & Loss On Disposal

        Repair & Maintenance – Contract

        Investor Relations

        Public Relations

        NASDAQ Fees

        Office Relocation

        General Taxes & Licenses

        Sales Use Tax

        Operating Taxes

        Rent Office Space

        Accretion Expense

        Electric

        Gas

        Water

         

 

    	 

    	 

    
 

CSMG 2012 Sales Bonus Plan

(also referred to as Incentive Compensation
Agreement in some Employment Agreements)

 

 

Who is Eligible for the CSMG 2012 Sales Bonus Plan?

 

This 2012 Sales Bonus Plan covers only the Vice Presidents (VP’s)
of Cambridge Strategic Management Group, Inc. and Cambridge Adventis Ltd. (together “CSMG”). This plan does not cover
projects that are sold and delivered by employees of any other TMNG Global company, i.e. TMNG US, TMNG Europe or Cartesian.

 

In order to be eligible to participate in the 2012 Sales Bonus
Plan, the VP must have high enough Potential VP Compensation to cover their Annual Base Salary. If the Potential VP Compensation
for that VP is not high enough to cover the VP’s Annual Base Salary, that VP will not receive a sales bonus.

 

The bonus shall become earned in whole and shall become fully
vested if the VP remains continuously employed until December 31, 2012 and qualifies for a bonus payment under the terms outlined
herein.

 

The VP is not required to make any monetary payment as a condition
to being eligible to participate and receive bonus compensation under the Plan. The sole consideration for participation shall
be the services rendered to CSMG or for its benefit during the 2012 fiscal year.

 

VP Bonus Determinants and Calculations

 

The VP Earned Bonus is calculated as follows:

 

		1.	Determine the VP’s Individual Contribution Margin % (ICM%). The ICM% is calculated from Individual Contribution Margin
Reports (see attached CSMG 2012 Sales Bonus Plan – Proforma ICM Report Illustration tab for an example). While the ICM% calculation
will be analyzed quarterly, ultimately it is an annual calculation that will determine the final amount earned under the Plan.

 

		2.	Each ICM % range (see attached CSMG 2012 Sales Bonus Plan - Bonus Calculator Matrix ICM tab) corresponds to a VP Bonus Percentage.

 

		3.	That VP Bonus Percentage is then multiplied by an individual VP’s Fee Revenue to calculate the Potential VP Compensation
for that VP.

 

		4.	Each VP’s Annual Base Salary is then subtracted from their Potential VP Compensation. If for any VP, this calculation
results in a negative number, that VP is not eligible to receive any pay-outs under this Plan. Only VP’s that have Potential
VP Compensation in excess of their Annual Base Salary are eligible for bonus.

 

Cross-Selling and Co-Selling Bonus Calculations

 

The VP’s of CSMG are able to earn bonus through Cross-Selling
and Co-Selling. It is understood that the sale of a consulting project involves both a relationship and content delivery. Each
sale may involve a different level of effort (i.e. lead, qualifying, proposal development and close). The CSMG VP has the opportunity
to evaluate level of effort required and whether or not to pursue that opportunity given bonus sharing arrangements. We will not
double count revenue for “cross selling”.

 

There are 3 possible scenarios for VP’s to participate
in Cross-Selling and Co-Selling:

 

Scenario 1 – cross-selling –
A non-strategy project is sold & delivered solely by a CSMG VP utilizing a combination of CSMG and non-CSMG professional
staff. The CSMG VP gets credit for 100% of the project’s Fee Revenue and the CSMG Sales Bonus Plan applies.

 

Scenario 2 – cross-selling –
A strategy project is sold solely or jointly by a non-CSMG company but delivered by CSMG. The CSMG VP responsible for delivering
the project gets credit for 100% of the project’s Fee Revenue and the CSMG Sales Bonus Plan applies.

 

    	 

    	 

    

CSMG – 2012 Sales Bonus Plan

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Scenario 3 – co-selling –
multiple CSMG VPs are involved in the sale of a strategy project. The project revenue is split among the VPs (as agreed to by the
VPs) and the CSMG Bonus Plan applies. The revenue split must be identified on the project set-up sheet.

 

Treatment of Significant Events

 

The following situations are considered significant events and
may result in a pro-rata calculation of CSMG’s VP’s Earned Bonus:

 

		i)	If TMNG experiences a Change in Control, any bonus that has been earned but not paid under the CSMG 2012 Sales Bonus Plan as
of the date of the Change in Control, shall be assumed by the acquiring or successor entity and settled in accordance with the
terms and guidelines as set forth in this document. Notwithstanding the above, in the event of a Change in Control wherein CSMG
continues in existence after such Change in Control and actively continues the conduct of its ongoing business, the CSMG 2012 Sales
Bonus Plan shall be deemed to remain in effect through the end of 2012 and CSMG shall remain responsible for the settlement of
any vested or future bonus payments in accordance with the terms and conditions outlined in this document;

 

		ii)	If TMNG sells CSMG, any bonus that has been earned but not yet paid under the CSMG 2012 Sales Bonus Plan as of the date of
the sale, shall either be paid by CSMG or TMNG on the date of sale. Notwithstanding the above, in the event of a sale wherein CSMG
continues in existence after such sale and actively continues the conduct of its ongoing business, the CSMG 2012 Sales Bonus Plan
shall be deemed to remain in effect through the end of 2012 and CSMG shall remain responsible for the settlement of any vested
or future bonus payments in accordance with the terms and conditions outlined in this document.;

 

		iii)	If TMNG shuts down CSMG and CSMG ceases to be an ongoing concern, any bonus that has been earned under the CSMG 2012 Sales
Bonus Plan as of the date the business is terminated, shall be paid at the time of the termination. In order to allow a fair and
reasonable amount of time to close the books and determine controllable expenses in order to calculate the payouts, the VP Bonus
Compensation will be determined as of the last date that CSMG is considered a going concern, or not more than 30 days after the
company ceases marketing efforts.

 

  

When Bonus Will be Paid

 

When business projections warrant it, individual sales bonus
will be paid on a quarterly basis within 60 days of the close of the quarter with the exception of the fourth quarter, which will
be paid within ninety days of the fiscal year end. The first three quarterly payments are considered to be “recoverable payments”.
Recoverable payments take into consideration a VP’s full Annual Base Salary, along with Fee Revenue to-date, pipeline, etc.
Any recoverable payment may or may not be made at the discretion of TMNG’s CFO. The fourth quarter will be a true up for
the year based upon final operating results for CSMG. If any quarterly bonus calculation produces negative results, management
reserves the right to adjust payroll accordingly.

 

    	 

    	 

    

 

CSMG – 2012 Sales Bonus Plan

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Definitions

 

Annual Base Salary – the gross wages paid
to the US VP on a regular bi-weekly basis multiplied by twenty-six or to the UK VP on a regular monthly basis times twelve. STD
and LTD gross ups are not included in Annual Base Salary.

 

Bonus % - Bonus % is determined by the ICM%. See
the Bonus Calculator Matrix ICM tab in the CSMG 2012 Sales Bonus file for the Bonus % assigned to each ICM%.

 

Change in Control – a Change in Control
shall be deemed to occur upon the occurrence of any of the following events: (i) the sale, lease or conveyance or other disposition
of at least fifty percent (50%) of TMNG’s assets as an entirety or substantially as an entirety to any person, entity or
group of persons acting in concert other than in the ordinary course of business; (ii) any transaction or series of related transactions
(as a result of a tender offer, merger, consolidation or otherwise) that results in any Person (as defined in Section 13(h)(8)(E)
under the Securities Exchange Act of 1934) becoming the beneficial owner (as defined in Rule 13d-3 under the Securities Exchange
Act of 1934), directly or indirectly, of more than 50% of the aggregate voting power of all classes of common equity of TMNG, except
if such Person is (a) a subsidiary of TMNG, (b) an employee stock ownership plan for employees of TMNG or (c) a company formed
to hold TMNG’s common equity securities, provided that, at the time such company became such holding company, substantially
all the stockholders of TMNG comprise such holding company’s stockholders and hold at least a majority of the voting power
of such holding company; or (iii) a merger (in which TMNG is not the surviving operating entity), consolidation, liquidation or
dissolution of TMNG or winding up of the business of TMNG.

 

Co-Selling – occurs when two or more business
development VPs are involved in the sale of a project. In the case of a co-sale, project revenue may be split among multiple VPs.
Any co-sales should be designated as such on the project set-up sheet and a list of VPs and the percent of revenue they will receive
credit for should be included.

 

Cost of Service – The actual cost incurred
to provide the services – including salaries, taxes, benefits, out of pocket expenses, surcharges, external consultant fees
and agent fees.

 

Cross Selling – occurs when a strategy project
is sold by a non-CSMG employee or when CSMG sells a non-strategy project that is delivered by a non-CSMG business unit.

 

Earned Bonus - that VP’s Fee Revenue multiplied
by that VP’s Bonus % minus that VP’s Annual Base Salary.

 

Fee Revenue – GAAP revenues for professional
services performed working on client engagements.

 

Gross Margin – Total Revenue minus Cost
of Service and minus Cross Selling Expense.

 

Individual Contribution Margin (ICM) – The
Gross Margin for that VP’s projects minus the Non-Billable VP Salaries & Benefits for that VP, minus the T&E –
VP Non-billable for that VP and minus Research & Information Fees.

 

Individual Contribution Margin % (ICM%) –
Individual Contribution Margin divided by Fee Revenue.

 

Non-Billable VP Salaries & Benefits – the
non-billable portion of VP salaries, taxes & benefits.

 

Potential VP Compensation – the VP’s
Fee Revenue multiplied by that VP’s Bonus Percentage.

 

Research & Information Fees – includes
charges for 3rd party paid research services including but not limited to IDC, Thompson Financial and other third party
research and information services. These fees are assessed as a cost to the project at a rate of 3% of Fee Revenue.

 

    	 

    	 

    
 

CSMG – 2012 Sales Bonus Plan

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T&E – VP Non-billable –
includes the VP’s non-billable airfare, hotel, meals, entertainment, rental car, transportation, parking and any other applicable
non-billable travel expenses.

 

Total Revenue –GAAP revenue for professional
services performed working on client engagements plus expenses billed to and reimbursed by the client (including Research &
Information Fees).

 

    	 

    	 

    

 

CSMG – 2012 Sales Bonus Plan

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	BONUS CALCULATOR MATRIX
	Based Upon individual Contribution Margin (ICM) %
	 	 	 	 
	 	ICM	VP BONUS Factor %	 
	 	30%	0.00%	 
	 	31%	12.25%	 
	 	32%	12.50%	 
	 	33%	12.75%	 
	 	34%	13.00%	 
	 	35%	13.25%	 
	 	36%	13.50%	 
	 	37%	13.75%	 
	 	38%	14.00%	 
	 	39%	14.25%	 
	 	40%	14.50%	 
	 	41%	14.75%	 
	 	42%	15.00%	 
	 	43%	15.25%	 
	 	44%	15.50%	 
	 	45%	15.75%	 
	 	46%	16.00%	 
	 	47%	16.25%	 
	 	48%	16.50%	 
	 	49%	16.75%	 
	 	51%	17.00%	 
	 	52%	17.25%	 
	 	53%	17.50%	 
	 	54%	17.75%	 
	 	55%	18.00%	 
	 	56%	18.25%	 
	 	57%	18.50%	 
	 	58%	18.75%	 
	 	59%	19.00%	 
	 	60%	19.25%	 
	 	61%	19.50%	 
	 	62%	19.75%	 
	 	63%	20.00%	 
	 	64%	20.25%	 
	 	65%	20.50%	 
	 	66%	20.75%	 
	 	67%	21.00%	 
	 	68%	21.25%	 
	 	69%	21.50%	 
	 	70%	21.75%EMPLOYMENT AGREEMENT

 

This
Employment Agreement (the "Agreement"), entered into effective as of the 9th day of May, 2012, by and between
SPINE PAIN MANAGEMENT, INC., a Delaware corporation (the "Company"), and Eric
K. Groteke ("Executive").

 

W I T N E S S E T H:

 

WHEREAS,
the Company desires to employ Executive as provided herein; and

 

WHEREAS,
Executive desires to accept such employment.

 

NOW, THEREFORE,
for and in consideration of the mutual covenants and agreements contained herein, and for other good and valuable consideration,
the receipt and sufficiency of which are hereby acknowledged, the parties hereto agree as follows:

 

1.Employment.
The Company hereby employs Executive, and Executive hereby accepts employment with the Company upon the terms and conditions
hereinafter set forth.

 

2.Duties.
Subject to the power of the Board of Directors of the Company to elect and remove officers, Executive will serve the Company
as its Senior Vice President of Sales and Marketing/Chief Technology Officer and will faithfully and diligently perform the services
and functions relating to such office or otherwise reasonably incident to such office, provided that all such services and functions
will be reasonable and within Executive's area of expertise. Executive will, during the term of this Agreement (or any extension
thereof), devote his time, attention and skills and best efforts to the promotion of the business of the Company. The foregoing
will not be construed as preventing Executive from making investments in other businesses or enterprises provided that (a) Executive
agrees not to become engaged in any other business activity that interferes with his ability to discharge his duties and responsibilities
to the Company and (b) Executive does not violate any other provision of this Agreement.

 

3.Term.
Subject to the terms and conditions hereof, the term of employment of Executive will commence on May 9, 2012 (the "Commencement
Date") and will end on May 9, 2014, unless earlier terminated by either party pursuant to the terms hereof. The term of this
Agreement is referred to herein as the "Term."

 

4.Compensation
and Benefits During the Employment Term.

 

		(a)	Salary. At such time as funds become available,
the Board of Directors of the Company may, in its sole discretion, approve the payment of an annual base salary of $100,000.00
to Executive, after a review of Executive’s performance of his duties hereunder.

 

		(b)	Bonus. At the sole discretion of the Board of
Directors of the Company, it may from time to time grant performance bonuses to Executive.

 

Employment Agreement - Page 1 

    	 

    	 

    
 

 

		(c)	Expenses. Upon submission of a detailed statement
and reasonable documentation, the Company will reimburse Executive in the same manner as other executive officers for all reasonable
and necessary or appropriate out-of-pocket travel and other expenses incurred by Executive in rendering services required under
this Agreement.

 

5.Confidentiality,
Intellectual Property and Non-Competition.

 

		(a)	Confidentiality. In the course of the performance
of Executive’s duties hereunder, Executive recognizes and acknowledges that Executive may have access to certain confidential
and proprietary information of the Company or any of its affiliates. Without the prior written consent of the Company, Executive
shall not disclose any such confidential or proprietary information to any person or firm, corporation, association, or other
entity for any reason or purpose whatsoever, and shall not use such information, directly or indirectly, for Executive’s
own behalf or on behalf of any other party. Executive agrees and affirms that all such information is the sole property of the
Company and that at the termination and/or expiration of this Agreement, at the Company's written request, Executive shall promptly
return to the Company any and all such information so requested by the Company.

 

The
provisions of this Section 5 shall not, however, prohibit Executive from disclosing to others or using in any manner information
that:

 

		(i)	has been published or has become part of the public domain
other than by acts, omissions or fault of Executive;

 

		(ii)	has been furnished or made known to Executive by third
parties (other than those acting directly or indirectly for or on behalf of Executive) as a matter of legal right without restriction
on its use or disclosure;

 

		(iii)	was in the possession of Executive prior to obtaining
such information from Company in connection with the performance of this Agreement; or

 

		(iv)	is required to be disclosed by law.

 

		(b)	Non-Competition. Executive agrees that he will
not, for himself, on behalf of, or in conjunction with any person, firm, corporation or entity, either as principal, employee,
shareholder, member, director, partner, consultant, owner or part-owner of any corporation, partnership or any other type of business
entity, directly or indirectly, own, manage, operate, control, be employed by, participate in, or be connected in any manner with
the ownership, management, operation, or control of any business similar to or competitive with the business presently conducted
by the Company of delivering turnkey solutions to spine surgeons and orthopedic surgeons for necessary and appropriate treatment
for musculo-skeletal spine injuries, anywhere in the United States for a period of one year (the “Non-Compete Period”)
from the termination of this Agreement. However, in the event of the termination of Executive's employment pursuant to Section
7(d) or 7(f), the Non-Compete Period shall be six months.

 

Employment Agreement - Page 2

    	 

    	 

    
 

 

			Executive agrees not to hire, solicit or attempt to solicit for employment by Executive or any
company to which he may be involved, either directly or indirectly, any party who is an employee or independent contractor of the
Company or any entity which is affiliated with the Company, or any person who was an employee or independent contractor of the
Company or any entity which is affiliated with the Company within the one year period immediately following the termination of
this Agreement.

 

			Executive acknowledges that he has carefully read and considered all provisions of this Agreement
and agrees that:

 

		(i)	Due to the nature of the Company's business, the foregoing
covenants place no greater restraint upon Executive than is reasonably necessary to protect the business and goodwill of the Company;

 

		(ii)	These covenants protect the legitimate interests of the
Company and do not serve solely to limit the Company's future competition;

 

		(iii)	This Agreement is not an invalid or unreasonable restraint
of trade;

 

		(iv)	A breach of these covenants by Executive would cause irreparable
damage to the Company;

 

		(v)	These covenants are reasonable in scope and are reasonably
necessary to protect the Company's business and goodwill which the Company has established through its own expense and effort;
and

 

		(vi)	The signing of this Agreement is necessary as part of
the consummation of the transactions described in the preamble.

 

6.Indemnification.
The Corporation shall to the full extent permitted by law or as set forth in the Articles of Incorporation and the Bylaws
of the Company, indemnify, defend and hold harmless Executive from and against any and all claims, demands, liabilities, damages,
loses and expenses (including reasonable attorney's fees, court costs and disbursements) arising out of the performance by him
of his duties hereunder except in the case of his willful misconduct.

 

7.Termination.
This Agreement and the employment relationship created hereby will terminate (i) upon the death or disability of Executive
under section 7(a) or 7(b); (ii) with cause under Section 7(c); (iii) for good reason under Section 7(d); (iv) upon the voluntary
termination of employment by Executive under Section7(e); or without cause under Section 7(f).

 

 

Employment Agreement - Page 3

    	 

    	 

    
 

 

		(a)	Disability. The Company shall have the right
to terminate the employment of the Executive under this Agreement for disability in the event Executive suffers an injury, illness,
or incapacity of such character as to substantially disable him from performing his duties without reasonable accommodation by
the Company hereunder for a period of more than ninety (90) consecutive days upon the Company giving at least thirty (30) days
written notice of termination.

 

		(b)	Death. This Agreement will terminate on the Death
of the Executive.

 

		(c)	With Cause. The Company may terminate this Agreement
at any time because of (i) Executive's material breach of any term of the Agreement, (ii) the determination by the Board of Directors
in the exercise of its reasonable judgment that Executive has committed an act or acts constituting a felony or other crime involving
moral turpitude, dishonesty or theft or fraud; or (iii) Executive's gross negligence in the performance of his duties hereunder,
provided, in each case, however, that the Company shall not terminate this Agreement pursuant to this Section 7(c) unless the
Company shall first have delivered to the Executive, a notice which specifically identifies such breach or misconduct and the
executive shall not have cured the same within fifteen (15) days after receipt of such notice.

 

		(d)	Good Reason. The Executive may terminate his
employment for "Good Reason" if:

 

		(i)	he is assigned, without his express written consent, any
duties materially inconsistent with his positions, duties, responsibilities, or status with the Company as of the date hereof,
or a change in his reporting responsibilities or titles as in effect as of the date hereof; provided, however, that Executive
must provide the Company with written notice of his dispute of such re-assignment of duties or change in his reporting responsibilities
under this Section 7(d)(i) and give the Company opportunity to cure such inconsistency. If such dispute is not resolved within
thirty (30) days, the Company shall submit such dispute to arbitration under Section 14.

 

		(ii)	his compensation is reduced;

 

		(iii)	the Company does not pay any material amount of compensation
due hereunder and then fails either to pay such amount within the ten (10) day notice period required for termination hereunder
or to contest in good faith such notice. Further, if such contest is not resolved within thirty (30) days, the Company shall submit
such dispute to arbitration under Section 14.

 

		(e)	Voluntary Termination. The Executive may terminate
his employment voluntarily.

 

Employment Agreement - Page 4

    	 

    	 

    
 

 

		(f)	Without Cause. The Company may terminate this
Agreement without cause.

 

8.Obligations
of Company Upon Termination.

 

		(a)	In the event of the termination of Executive's employment pursuant to Section
7 (a), (b), (c) or (e), Executive will be entitled only to the compensation earned by him hereunder as of the date of such termination.

 

		(b)	In the event of the termination of Executive’s employment pursuant
to Section 7 (d) or (f), Executive will be entitled to receive in one lump sum payment the full remaining amount under the Term
of this Agreement to which he would have been entitled had this Agreement not been terminated.

 

9.Waiver
of Breach. The waiver by any party hereto of a breach of any provision of this Agreement will not operate or be construed
as a waiver of any subsequent breach by any party.

 

10.Costs.
If any action at law or in equity is necessary to enforce or interpret the terms of this Agreement, the prevailing party will
be entitled to reasonable attorney's fees, costs and necessary disbursements in addition to any other relief to which he or it
may be entitled.

 

11.Notices.
Any notices, consents, demands, requests, approvals and other communications to be given under this Agreement by either party
to the other will be deemed to have been duly given if given in writing and personally delivered or within two days if sent by
mail, registered or certified, postage prepaid with return receipt requested, as follows:

 

 

	 	If to Company:	Spine Pain Management, Inc.
	 	 	5225 Katy Freeway, #600
	 	 	Houston, Texas 77007
	 	 	Attention: William F. Donovan, M.D.
	 	 	 
	 	If to Executive:	Erick K. Groteke
	 	 	2495 Enterprise Road, Suite 104
	 	 	Clearwater, Florida 33763

 

Notices
delivered personally will be deemed communicated as of actual receipt.

 

12.Entire
Agreement. This Agreement and the agreements contemplated hereby constitute the entire agreement of the parties regarding
the subject matter hereof, and supersede all prior agreements and understanding, both written and oral, among the parties, or
any of them, with respect to the subject matter hereof.

 

13.Severability.
If any provision of this Agreement is held to be illegal, invalid or unenforceable under present or future laws effective
during this Agreement, such provision will be fully severable and this Agreement will be construed and enforced as if such illegal,
invalid or unenforceable provision never comprised a part hereof; and the remaining provisions hereof will remain in full force
and effect and will not be affected by the illegal, invalid or unenforceable provision or by its severance herefrom. Furthermore,
in lieu of such illegal, invalid or unenforceable provision there will be added automatically as part of this Agreement a provision
as similar in its terms to such illegal, invalid or unenforceable provision as may be possible and be legal, valid and enforceable.

 

 

Employment Agreement - Page 5

    	 

    	 

    
 

 

14.Arbitration.
If a dispute should arise regarding this Agreement the parties agree that all claims, disputes, controversies, differences
or other matters in question arising out of this relationship shall be settled finally, completely and conclusively by arbitration
in Houston, Texas in accordance with the Commercial Arbitration Rules of the American Arbitration Association (the "Rules").
The governing law of this Agreement shall be the substantive law of the State of Texas, without giving effect to conflict of laws.
A decision of the arbitrator shall be final, conclusive and binding on the Company and Executive. Any arbitration held in accordance
with this paragraph shall be private and confidential and no person shall be entitled to attend the hearings except the arbitrator,
Executive, Executive's attorneys, a representative of the Company, the Company's attorneys, and advisors to or witnesses for any
party. The matters submitted to arbitration, the hearings and proceedings and the arbitration award shall be kept and maintained
in the strictest confidence by Executive and the Company and shall not be discussed, disclosed or communicated to any persons
except as may be required for the preparation of expert testimony. On request of any party, the record of the proceeding shall
be sealed and may not be disclosed except insofar, and only insofar, as may be necessary to enforce the award of the arbitrator
and any judgement enforcing an award. The prevailing party shall be entitled to recover reasonable and necessary attorneys' fees
and costs from the non-prevailing party and the determination of such fees and costs and the award thereof shall be included in
the claims to be resolved by the arbitrator hereunder.

 

15.Captions.
The captions in this Agreement are for convenience of reference only and will not limit or otherwise affect any of the terms
or provisions hereof.

 

16.Gender
and Number. When the context requires, the gender of all words used herein will include the masculine, feminine and neuter
and the number of all words will include the singular and plural.

 

17.
Execution. This Agreement may be executed in two or more counterparts, all of which when taken together shall be considered
one and the same agreement and shall become effective when counterparts have been signed by each party and delivered to the other
party, it being understood that both parties need not sign the same counterpart. In the event that any signature is delivered
by facsimile transmission or by e-mail delivery of a “.pdf” format data file, such signature shall create a valid
and binding obligation of the party executing (or on whose behalf such signature is executed) with the same force and effect as
if such facsimile or “.pdf” signature page were an original thereof.

 

[Remainder of page intentionally left
blank. Signature page follows.]

 

 

Employment Agreement - Page 6 

    	 

    	 

    

 

 

IN WITNESS WHEREOF,
the parties hereto have duly executed this Agreement to become effective as of the day and year first above written.

 

	 	 	 
		COMPANY:
	 	 	 
	 	SPINE PAIN MANAGEMENT, INC., a Delaware Corporation
	 	 	 
	 	 	 
	 	By:	/s/ William F. Donovan, M.D.
	 	 	William F. Donovan, M.D., President/CEO
	 	 	 
	 	 	 
	 	 	 
		EXECUTIVE:
	 	 	 
	 	 	 
	 	 	/s/ Eric K. Groteke
	 	 	Eric K. Groteke, Individually

 

Employment Agreement - Page 7

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