Document:

05 2012 Amendments to 2012 Directors' Fees Policy

Board Approved 11-17-1105-18-12

Federal Home Loan Bank of Indianapolis
Directors' Compensation and Travel Expense Reimbursement Policy
Effective January 1, 2012
    

Annual Director Fees

The annual director fees are generally split in half in the form of an annual retainer fee with the other half being paid based on attendance. The retainer and attendance fees will be paid quarterly, on or about the end of each quarter. The director will be paid a per-day fee for each day a director spends at an in-person meeting of the Board or its committees. The annual fee schedule for 2012 represents reasonable compensation and expense reimbursement based on market comparable data for directorships, including other Federal Home Loan Banks.  The fee schedule is summarized as follows:

	
					
	 
	Total Estimated Annual Fee*
	Quarterly 
Retainer
	Per-Day Attendance Fee
	Additional Annual Committee Chair Fees

	Chair
	$100,000
	$12,500
	$4,167
	$10,000 Finance Committee

	Vice Chair
	$85,000
	$10,625
	$3,542
	$10,000 Audit Committee

	Director
	$75,000
	$9,375
	$3,125
	$10,000 Other Committees

*Third or fourth quarter payments may be reduced because payments are subject to the annual cap.  The cap is determined based on director status and committee chair assignments throughout the year.    

The annual director fees are established based on an evaluation of McLagan market research data and a fee comparison among the FHLBanks.  It is also based on the Bank's ability to recruit and retain highly qualified directors with particular emphasis on retaining directors during conditions of economic stress for the Bank and the industry.
    
Per-Day Fees Defined

Per-day attendance fee will be paid for each day, or partial day, that a director attends an in-person meeting of the Board or its committees. Per-day fee payments will also include pre-scheduled director orientations and FHLBank System meetings, including the Council of FHLBanks. Bank webinar meetings and member marketing meetings are not included in the per-day fee.  Cancellations by the Bank due to inclement weather or other circumstances beyond a director's control (except illness) will be reimbursed as a regular per-day meeting fee.

Except as provided below, attendance by conference call for Board or committee meetings will not be eligible for reimbursement.

Timing of Fee Payments

Fees shall be paid quarterly on or about the last day of each March, June, September and December and shall be paid to the Director upon timely election by the Director, or to the Director's employer pursuant to the terms of the employer's authorized charitable contribution plan.  Annual Committee Chair fees shall be paid pro-rata on a quarterly basis, and to be eligible for a Committee Chair fee the Director 

1

Board Approved 11-17-1105-18-12

must be designated by the Board as Chair as of the last day of the quarter.  Directors retiring or resigning from the Board shall be entitled to a pro-rata payment (measured monthly) of their quarterly retainer. 

Reduction in Compensation

A director's quarterly retainer, payable in the future, will be reduced by a majority vote of disinterested directors, if a majority of the disinterested directors determines such director's Board performance, ethical conduct, or Board meeting attendance is significantly deficient.  The facts supporting the determination and the amount of the reduction will be documented in the Bank's Board minutes.

Attendance Hardship Provision

If a director is unable to attend enough of the meetings of the Board or its committees in order to receive the full annual fee payment, the director may petition the Board for consideration of payment based on hardship. The Human Resources committee will review the petition and will make recommendation to the Board on whether to make a hardship payment. Hardship will not include other ordinary business commitments. The Board and Human Resources committee will consider such petitions on a case-by-case basis.

As part of the hardship provision, the Board may reimburse attendance for Board or committee meeting conference calls (limited to $250 per call per day) and other special meetings attended on behalf of the Bank throughout the year, subject to the annual director fee limit.

Travel Expense Reimbursement

Travel expense reimbursement will be provided for Board meetings, committee meetings, director orientation, director educational seminars, or member events scheduled concurrently with board meetings, Federal Housing Finance Agency System meetings, Council of Federal Home Loan Bank meetings, Community Investment Conference meetings, or Bank marketing meetings. Travel expenses include reasonable transportation, food, hotel expenses, and reasonable long-distance telephone and internet charges.

Expense Procedures

		
	1.
	No gift or entertainment expenses initiated by a director shall be reimbursed without being prearranged by the Bank.  Each director should review the Bank's Code of Conduct concerning gift and entertainment restrictions.

		
	2.
	To qualify for reimbursement, all eligible expenses incurred must be submitted for payment to the Bank within 3 months of the date that the expenses were incurred.  This requirement may be waived, at the discretion of the Chief Accounting Officer, in the event of an error or omission or other reasonable circumstances.

Spouse/Guest Travel (Two Events per Year)

Expenses of a director's spouse or guest may be reimbursed in accordance with the Travel Expense Policy subject to a limit of two travel events per year.  Spousal entertainment expenses incidental to the hotel property or event are permitted where prearranged by the Bank, subject to two travel events per year.  Income tax reporting will be made by the Bank as required by law, on spousal/guest travel if the spouse or guest attends the event without a bona fide Bank business purpose.

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Board Approved 11-17-1105-18-12

Air Travel and First Class

		
	1.
	The Bank will pay the direct common carrier expense (as defined in paragraph 4 below) for a director between the director's residence and the site of a Bank function and the return.  The actual cost of private air travel will not be reimbursed, but the equivalent direct common carrier expense (as defined in paragraph 4 below) may be substituted. 

		
	2.
	First-class air travel will be reimbursed at the regular coach rate, unless the upgrade was necessary due to scheduling or flight availability.

		
	3.
	If a director's non-Bank activity requires a route to attend a Bank function which originates or terminates in a location other than the place of residence, the Bank will reimburse the director an amount equal to the direct common carrier expense from the director's location to the location of the Bank function and then to the director's next intended destination (without regard to stops named as temporary layovers), subject to a limit of an amount not to exceed two times the direct common carrier expense to the Board meeting location and from the director's residence and return to his residence.

		
	4.
	The “direct common carrier expense” shall be the regular market-rate coach or first-class fare if applicable, and should be documented by the director submitting an expense report.  The direct common carrier expense will also include any reasonable fees associated with air travel, including baggage fees and airport fees. These items should be documented by the director and included in the expense report. Travel scheduling affecting the direct common carrier expense shall be reasonable, given the timing of the meetings.  

Issues of Interpretation

Unless expressly provided herein or in 12 CFR Part 1261.20-24 (as amended), the Bank's current Travel Policy as contained in the Employee Handbook shall control with respect to the travel expense reimbursement.  The Federal Housing Finance Agency's former Director Travel Policy (FHFB Resolution 93-12) is superseded, but may be used as non-binding precedent should issues of interpretation arise. The General Counsel, and Chief Accounting Officer are authorized, in their respective reasonable discretion, to interpret the provisions of the policy and to address situations not anticipated by the policy, consistent with the requirements set forth in the statute or the regulations promulgated by the Federal Housing Finance Agency.

 
Human Resources Committee Annual Review and Reporting

The Human Resources Committee shall annually review this policy and shall submit its recommendation to the Board for approval no later than the last regularly scheduled meeting of the Board for the year. Per 1261.22, the Board shall also submit the annually adopted Directors' Compensation and Travel Expense Reimbursement Policy and supporting decisional documentation to the Federal Housing Finance Agency Director within ten days of Board approval, no later than December 31 of each calendar year and at least 30 days prior to disbursing the first payment to any directors. 

In addition, per 1261.21, no later than the tenth business day of each calendar year, the Bank shall report to the Finance Agency the amount of compensation and expenses paid to each director, along with the total number of meetings held by the Board and its designated committees, and the number of Board and designated committee meetings each director attended in-person or through electronic means for the immediately preceding calendar year.  

3Exhibit 10.1

 

EMPLOYMENT AGREEMENT

 

 

THIS EMPLOYMENT AGREEMENT (the “AGREEMENT’)
is dated as of the 1st day of April 2011. It is made and entered into by and between Accend Media, a Nevada corporation,
located at 8275 S. Eastern Avenue, Suite 200-306, Las Vegas, NV 89123 (hereinafter referred to as the “Company’), and
Scott Gerardi, who resides at 3008 Manhattan Avenue, Manhattan Beach, CA 90266 (hereinafter referred to as “Employee”).

 

RECITALS

 

WHEREAS, the Company is evaluating a
change of control of ownership, whereby the Employee, who is currently CEO/Director of the Company would relinquish his CEO post
to become Chief Compliance Officer upon the exchange of the majority of his control shares to the shareholder(s) of the incoming
entity.

 

WHEREAS, Employee has specialized skills,
experience and knowledge to help the Company with its business development;

 

WHEREAS, the Company is desirous of
retaining Employee’s services and Employee is desirous of formalizing a new relationship with the Company, and

 

WHEREAS, the Company is willing to enter
into an employment agreement with the Employee to provide services for the Company, but only upon the terms and condition provided
for hereinafter,

 

NOW, THEREFORE, IN CONSIDERATION of
the mutual promises made herein and certain additional valuable consideration, as provided for hereafter, it is AGREED, that

 

1. SERVICES.

 

Subject to the provisions contained herein,
Employee’s title shall be Chief Compliance Officer and maintain a seat on the board of directors. The description of the
duties responsibilities and accountabilities shall be, responsible 1) to help the Company complete its required filings with the
U.S. Securities and Exchange Commission in a timely manner; 2) to prepare and disseminate press releases for the company; 3) to
serve at the Investor Relations liaison for the Company; and 4) communicate on behalf of the Company to resolve SEC and FINRA issues.
The Company agrees to retain Employee to provide such services under the terms and conditions set forth herein. Employee agrees
to render all services under this Agreement in. a professional and business-like manner and in full accordance with the terms and
conditions of this Agreement. During the term of this Agreement, Employee shall devote his energy, skill and best efforts to promote
Employers business and affairs and to perform his duties hereunder.

 

2. COMPENSATION AND TERM. 

 

The Company shall pay the Employee for his
loyal and consistent services as follows:

 

2.1 REMUNERATION AND TERM. For a period of
twelve months, commencing on the first of the month following the exchange of Employees shares, the Employee will be paid $4,000
per month. Payment is due at the end of each month following the rendering of services to the Company.

 

2.2. LOCK-UP OF SHARES. The Employee agrees
to lock-up his shares of Accend Media for a period of one year. The lock-up period begins upon the name change of the Company.

 

2.3 ACCELERATION CLAUSE. If for any reason, the Employee’s
services are prematurely terminated by the Company, without cause, the Employee is entitled to $8,000 per month, for the remaining
unpaid months of this twelve month agreement.

 

3. EMPLOYMENT STATUS.

 

The Company and Employee agree that Employee
is an employee of the Company for every purpose. As an employee of the Company, Employee shall be subject to all policies, rules
and regulations established by the Company. Employee shall also have the opportunity to participate in all benefit programs established
by the Company and approved by the Company. The purpose of this agreement is to define the terms of the employee’s relationship
with the Company.

 

4. INTELLECTUAL PROPERTY. 

 

Prior to accepting the position as Chief Compliance
Officer, the Employee desires to transfer certain intellectual property from the Company to the Employee personally. This intellectual
property has no bearing on the future business of the Company. It is personal property that was transferred to the Company some
time ago, at no cost to the Company, that needs to be returned to the Employee. Specifically this intellectual property includes:

 

1)Unsub
Today Email Suppression List Software and associated domains unsubtoday.com and unsubtoday.net.

2)CYA Click
software and associated domain cyaclick.com.

 

 

5. TERMINATION.

 

5.1. Only the Employee can terminate this employment
agreement by giving the Company thirty days notice as both director and officer of the Company. The Employer cannot terminate this
agreement at will, nor terminate the Employee as a director of the Company.

 

5.2. The Employer can only terminate this employment
agreement, without penalties, by demonstrating willful misconduct, malfeasance, gross negligence or other like conduct adversely
affecting the best interests of the Employer, including, without limitation, (i) the failure or neglect by the Employee to perform
his duties hereunder; (ii) the commission of any felony against the Company, including, without limitation, any fraud against the
Employer, any of its affiliates, clients or customers of the Employer.

 

6. CONFIDENTIALITY.

 

6.1. Employee acknowledges he will have access
to operating, financial and other information of Employer and customers of the Employer including, without limitation, procedures,
business strategies, and prospects and opportunities, techniques, methods and information about, or received by it, from its customers
and that divulgence will irreparably harm the Employer (“Confidential Information”). Employee also acknowledges that
the foregoing provides Employer with a competitive advantage (or that could be used to the disadvantage of the Employer by a competitor).
Employee also acknowledges the interest of the Employer in maintaining the confidentiality of such information and Employee shall
not, nor any person acting on behalf of Employee, divulge, disclose or make known in any way or use for the individual benefit
of Employee or others any of such Confidential Information. The foregoing is not applicable to such Confidential Information that
is established by Employee to be in the public domain otherwise than as a result of its unauthorized disclosure by Employee or
any other person.

 

6.2. The customers of the Employer entrust
the Employer with responsibility for their business in the expectation that the Employer will hold all such matters, including
in some cases the fact that they are doing business with the Employer and the specific transactions in which they are engaged,
in the strictest confidence (“Customer Confidences”). Employee covenants that after the termination of his employment
with the Employer, he will hold all Customer Confidences in a fiduciary capacity and will not directly or indirectly disclose or
use such information.

 

6.3. Employee acknowledges that the Employer
has a compelling business interest in preventing unfair competition stemming from the use or disclosure of Customer Confidences
and Confidential Information in the event that, after any termination on the post-employment activities of Employee, Employee goes
to work or becomes affiliated with a competitor of the Employer.

 

6.4. Employee further acknowledges that all
customers he services or dealt with while employed with the Employer are customers of the Employer and not Employee’s personally.
Employee also acknowledges that, by virtue of his employment with the Employer, Employee has gained or will gain knowledge of the
identity, characteristics and preferences of the customers of the Employer, and that Employee will not use such Customer Confidences
and Confidential Information at any time.

 

7. RETURN OF DOCUMENTS.

 

On termination of the Employee’s employment
with the Company, or at any time upon the request of the Company or its affiliates, the Employee shall return to the Employer all
documents, including all copies thereof, and all other property relating to the business or affairs of the Employer, including,
without limitation, customer lists, agents or representatives lists, commission schedules and information manuals, letters, materials,
reports, lists and records (all such documents and other property being hereinafter referred to collectively as the “Materials”),
in his possession or control, no matter from whom or in what manner he may have acquired such property. The Employee acknowledges
and agrees that all of the Materials are property of the Employer and releases all claims of right of ownership thereto.

 

8. BLUE-PENCIL. 

 

If any court of competent jurisdiction shall
at any time deem the term of any of the covenants and undertakings of the Employee under Sections 6, 7 and 8 herein too lengthy,
the other provisions of those Sections 6, 7 and 8 shall nevertheless stand, the period of restriction shall be deemed to be the
longest period permissible by law under the circumstances. The court in each case shall reduce the period of restriction to permissible
duration.

 

9. MUTUAL INDEMNITIES. 

 

THE COMPANY AND EMPLOYEE JOINTLY AGREE TO AND
SHALL INDEMNIFY, DEFEND AND HOLD HARMLESS THE OTHER FROM AND AGAINST ANY AND ALL CLAIMS, LOSSES, DAMAGES, CAUSES OF ACTION, SUITS,
AND LIABILITY OF EVERY KIND, INCLUDING ALL EXPENSES OF LITIGATION, COURT COSTS, AND ATTORNEYS’ FEES, FOR INJURY TO OR DEATH
OF ANY PERSON, OR FOR DAMAGE TO ANY PROPERTY, ARISING OUT OF EITHER NEGLIGENCE OR MISCONDUCT IN CONNECTION WITH THE WORK DONE BY
EMPLOYEE UNDER THIS AGREEMENT; PROVIDED THAT THIS INDEMNIFICATION SHALL NOT APPLY IN THE EVENT OF ANY GROSS NEGLIGENCE OR WILLFUL
MISCONDUCT BY THE EMPLOYEE.

 

10. ASSIGNMENT OF CONTRACT. 

 

The Employee may not assign his rights under
this Agreement without the written consent of the Company.

 

11. GOVERNING LAW. 

 

This Agreement, and the rights and obligations
of the parties hereto, shall be governed by and construed in accordance with the laws of the State of Nevada without regard to
principles of conflict of laws. Any disputes with respect to the interpretation of this Agreement or the rights and obligations
of the parties hereto shall be exclusively brought in any federal or state court of competent jurisdiction located in the City
of Las Vegas, State of Nevada. Each of the parties waives any right to object to the jurisdiction or venue of such courts or to
claim that such courts are an inconvenient forum.

 

12. ENTIRE AGREEMENT AMENDMENT. 

 

This Agreement constitutes the entire Agreement,
representation and understanding of the parties hereto with respect to the subject matter hereof, and no amendment or modification
shall be valid or binding unless made in writing and signed by the parties to this Agreement. This Agreement supersedes any and
all other agreements, either oral or written, between the Company and Employee with respect to the subject matter hereof, and contains
all of the covenants and agreements between the parties relating in any way to Employee’s services for the Company.

 

13. NOTICES. 

 

All notices or other communications required
or permitted hereunder shall be in writing. All notices or other required or permitted communications shall be delivered or sent,
as the case may be, by any of the following methods: (i) personal delivery; (ii) overnight commercial carrier;- or (iii) registered
or certified mail, postage prepaid, return receipt requested. Receipt and effective delivery shall occur upon the earlier of the
following: (a) If personally delivered, the date of delivery to the address of the person to receive such notice; (b) If delivered
by overnight commercial earner, one day following the receipt of such communication by such carrier from the sender as shown on
the sender’s delivery invoice from such carrier; or (c) If mailed, two (2) business days after the date of posting by the
United States post office. No notice or other required or permitted communication shall be effective unless and until received.

 

 

14. MODIFICATION AND WAIVER. 

 

No change or modification of this Agreement
shall be valid or binding upon the parties hereto unless such change or modification shall be in writing and signed by the Company
and Employee. No course of dealing between the Company and Employee, nor any waiver by the Company of a breach of any provision
of this Agreement, or delay in exercising any right under this Agreement, shall operate or be construed as a waiver of any subsequent
breach by Employee.

 

15. REMEDIES FOR BREACH.

 

Employee recognizes and acknowledges that the
remedy at law for a breach by Employee of any of the covenants contained in this Agreement shall be inadequate. Employee agrees
that the Company, in addition to all other legal and equitable remedies it may have, shall have the right to injunctive relief
to enforce the provisions of this Agreement if there is such a breach or threatened breach. The Company hereby expressly reserves
the right to offset any costs it incurs as a result of any breach of this Agreement by Employee against any amounts payable to
Employee hereunder and the right to -terminate this Agreement upon written notice for a breach of this Agreement by Employee. Both
parties shall have all other rights and remedies available at law or in equity for a breach or threatened breach of this Agreement.
Employee agrees that all sums payable to it under this Agreement shall be available to the Company to satisfy Employee’s
breach of this Agreement and to satisfy Employee’s indemnity agreement set forth herein. If any action at law or in equity
is necessary to enforce or interpret the terms of this Agreement, the prevailing party shall be entitled to recover its reasonable
costs and attorneys’ fees from the other party.

     

     

    

 

16. REMOVAL OF ILLEGAL, INVALID-OR UNENFORCEABLE
PROVISIONS. 

 

If any provision of this Agreement is held
to be illegal, invalid or unenforceable, such provision may be removed. Thereafter, the Agreement shall be considered to be legal,
valid or enforceable provision as though the removed provision had never comprised a part of the Agreement. The remaining provisions
of this Agreement shall remain in full force and effect and shall not be affected by the illegal, invalid or unenforceable provision
or by their removal from this Agreement.

 

17. NO PARTNERSHIP OR JOINT VENTURE. 

 

Nothing in this Agreement is either intended
and should not in any way be construed to create any form of joint venture, partnership or agency relationship of any kind between
the Company and Employee. The parties expressly disclaim any intention of any kind to create any such relationship between themselves.

 

 

IN WITNESS WHEREOF, the parties have
executed this Agreement or caused this Agreement to be executed on the date first set forth above.

 

Accend Media

(“The Company”)

 

/s/ Scott Gerardi

By: Scott Gerardi

Title: President

 

Date: March 23, 2012

 

 

Scott Gerardi

("EMPLOYEE"):

 

s/ Scott Gerardi

By: Scott Gerardi

 

Date: March 23, 2012

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