Document:

exv10w19

Exhibit 10.19

T. Rowe Price Group, Inc.

Policy for Recoupment of Incentive Compensation

In the event of a determination of a need for a material restatement of the Company’s financial
results within three years of the original reporting, the Board will review the facts and
circumstances that led to the requirement for the restatement and will take actions it deems
necessary and appropriate. The Board will consider whether any executive officer received
incentive compensation, including equity awards, based on the original financial statements that in
fact was not warranted based on the restatement. The Board will also consider the accountability
of any executive officer whose acts or omissions were responsible in whole or in part for the
events that led to the restatement. The actions the Board could elect to take against a particular
executive officer, depending on all facts and circumstances as determined during their review,
include: the recoupment of all or part of any bonus or other incentive compensation paid to the
executive officer, including recoupment in whole or in part of equity awards; disciplinary actions,
up to and including termination; and/or the pursuit of other available remedies, at the Board’s
discretion.

For purposes of this policy, the term “executive officer” shall mean executive officers of the
Company as defined under the Securities Exchange Act of 1934, as amended, and such other senior
executives as may be determined by the Board.

The Company shall take such action as it deems necessary or appropriate to implement this Policy,
including requiring all covered officers to acknowledge the rights and powers of the Company and
the Board of Directors hereunder.

Adopted: April 14, 2010

Board of Directors

T. Rowe Price Group, Inc.exv10w1

Exhibit 10.1

Majesco Entertainment Company

2010 Executive Officer Incentive Bonus Program

The 2010 incentive bonus program of Majesco Entertainment Company (the “Company”) applies to the
Company’s executive officers and other management. The program is comprised of two components, a
funding component and an allocation component. The funding component is the basis on which the
dollar amount of the bonus pool to be allocated among all participants is calculated and is based
on the achievement by the Company of financial and operational goals (the “Goals”). The allocation
component is the basis on which the actual bonus amount will be paid to each participant.

If the Company meets all of the financial and operational goals set forth below, the bonus pool for
executive officers will be $635,000 (the “Bonus Target”). All payments will be made no later than
January 15, 2011. The Bonus Target is determined as follows:

GOALS

The financial goal (the “Financial Goal”) accounts for 75% of the Bonus Target, and is determined
by a measure of net income.

The purpose of the operational goals (the “Operational Goals”) is to provide incentives for
activities important to the Company’s long term value, outside of immediate financial impact. The
Operational Goals address the following such areas:

	 	•	 	Emerging digital platforms
	 
	 	•	 	Focus on key customer accounts/retail placement
	 
	 	•	 	Franchise creation
	 
	 	•	 	Intellectual property/content license acquisition

The four Operational Goals each account for 6.25% of the Bonus Target, and are as follows:

	 	•	 	Achieve a defined revenue target for titles on emerging digital platforms;
	 
	 	•	 	Key Customer Account (“Key Accounts”) focus for the Company’s top four titles in 2010 (“Top Titles”):

	 	§ 	 	Achieve placement in at least 80% of the Key Accounts for each Top Title;
	 
	 	§ 	 	Total revenue from each Top Title for Key Accounts should be at least 75% of the forecasted estimate
for each account;

	 	•	 	Franchise Creation: for one of the Top Titles, exceed the Company’s original internal
forecast by 50% (150% of forecast inclusive of all versions of the title); and
	 
	 	•	 	License Acquisition: During fiscal 2010, secure the license for an additional top quality title with
franchise potential.

PAYMENT

If all of the Goals are achieved, the full Bonus Target will be paid. However, the Bonus Target can
be increased if the Financial Goal is exceeded. Similarly, if all of the Goals are not achieved,
the Bonus Target will be reduced as follows:

	 	•	 	If the Financial Goal is achieved, 75% of the Bonus Target will be earned.

 

 

	 	•	 	If the Financial Goal is partially achieved, a percentage less than 75% of the Bonus Target will be earned.
	 
	 	•	 	Each Operational Goal is either achieved or not, each counting for 6.25% towards the Bonus Target.
	 
	 	•	 	If the Financial Goal is achieved, even partially, some percentage of the Bonus Target would be earned,
even if no Operational Goals are achieved.
	 
	 	•	 	If all of the Operational Goals are achieved (4 x 6.25%), 25%
of the Bonus Target could be earned under certain circumstances, even if
the Financial Goal is not achieved.

ALLOCATION

The Bonus Target will be allocated pro rata among the participants based on their target bonus
amounts set forth below. Subject to the terms of any individual’s employment agreement, an
individual must be employed by the Company on the last day of the Company’s fiscal year in order to
be eligible to receive payment under the program. If any participant is not entitled to a payment,
their pro rata portion will not be allocated to the other participants.

	 	 	 	 	 
	Name	 	Position	 	Target Bonus
	Jesse Sutton

	 	Chief Executive Officer
	 	100% of annual salary, or $363,000
	John Gross

	 	Executive Vice President, Chief
Financial Officer
	 	50% of annual salary, or $147,000
	Gui Karyo

	 	Executive Vice President, Operations
	 	50% of annual salary, or $125,000exv10w08wb

Exhibit 10.08(b)

The Bon-Ton Stores, Inc. Supplemental Executive Retirement Plan

AMENDMENT NO. 1

Effective as of January 1, 2009

     WHEREAS, The Bon-Ton Stores, Inc, a Pennsylvania corporation (the “Company”), maintains The
Bon-Ton Stores, Inc. Supplemental Executive Retirement Plan (the “Plan”); and

     WHEREAS, the Company desires to incorporate into the plan document certain modifications
intended to comply with changes in federal income tax laws; and

     WHEREAS, pursuant to the provisions of Article 6 of the Plan, the Company has retained the
right to amend or terminate the Plan by action of the Board of Directors of the Company;

     NOW, THEREFORE, effective as of the date hereof (or as otherwise specified hereinafter), the
Plan is hereby amended as follows:

     1. A new Article 8, relating to compliance with Section 409A of the Internal Revenue Code of
1986, as amended (the “Code”) is hereby added to the Plan, to read:

     “Article 8. Compliance with Code Section 409A.

     8.1 General. Notwithstanding anything herein to the contrary, distribution of
Participants’ Benefits under the Plan shall be made in a manner and at such times as
comply with all applicable provisions of Code Section 409A, as in effect from time
to time, including, for these purposes, applicable effective date rules for such
Code section, applicable transitional rules and guidance issued by the Secretary of
the Treasury or the Internal Revenue Service, and proposed and final Treasury
Regulations promulgated pursuant to Code Section 409A. The intent of this Article 8
is to bring the Plan into compliance with the requirements of Code Section 409A so
that no Participant should be subject to any tax liability or penalty pursuant to
Code Section 409A as a result of any failure to comply with all of the requirements
of such Code Section. This Article 8. shall be interpreted in light of, and
consistent with, such requirements. This Article 8, and the following rules, shall
apply only to a 409A Benefit (as hereinafter defined) under the Plan, but only to
the extent required in order to avoid taxation of, or interest penalties on, an
affected Participant under Code Section 409A. To the extent, therefore, that a
determination is made that all or a portion of a

 

 

Participant’s particular benefit is not a 409A Benefit, the modifications to the
Plan by this Article 8 shall not be applicable. It is also intended that no
modification to the Plan by reason of this Article 8 be considered to constitute a
“material modification” of the Plan (as defined in Section 885(d) of the American
Jobs Creation Act of 2004). A “409A Benefit” shall be any portion of a
Participant’s benefit payable under the Plan that is subject to Code Section 409A
and shall not include any portion of a Participant’s benefit having become vested
prior to January 1, 2005 or that, for any other reason, is not otherwise subject to
Code Section 409A.

     8.2. Payment on termination of Employment. If a Participant’s termination of
employment requires the payment of a 409A Benefit, such payment may not be made
unless the termination of employment is a Separation From Service (as defined in
Section 8.3). If a Participant’s termination of employment is not a Separation From
Service, the payment of the 409A Benefit shall be made when the Participant
experiences a Separation From Service or when the Participant is entitled to a
payment for a reason other than a Separation From Service, whichever is first.

     8.3 Six Month Waiting Period. In the event any Participant is considered, for
purposes of Code Section 409A, to be a Specified Employee (as hereinafter defined)
as of the date such Participant terminates his or her employment with the Company,
and such Participant is entitled to receive a 409A Benefit hereunder by reason of
such termination of employment, then no 409A Benefit shall be distributed to any
such Participant by reason of such Participant’s termination of employment until the
date that is six months following the date of the Participant’s termination of
employment. For purposes of this Article 8, the references to termination of
employment shall carry the same meaning as the term Separation From Service (as
hereinafter defined). To the extent any payment is delayed by reason of this Article
8, the payment shall be increased by an amount equal to the amount that such payment
would have earned had it been invested in an interest bearing account providing
interest at the prime rate, as published in the Wall Street Journal or other
comparable publication. For purposes of the Plan, the term Specified Employee shall
mean any employee who is a “specified employee” as that term is defined in Treasury
Regulation Section 1.409A-1(i). For purposes of the Plan, the term Separation From
Service shall mean any termination of employment that is properly characterized as a
“separation from service” as that term is defined in Treasury Regulation Section
1.409A-1(h).”

     8.3 Lump Sum Distributions: Notwithstanding anything herein to the contrary,
the Board’s discretion to award a lump sum payment of any benefit under the Plan as
described in Section 4.2 shall not apply to any 409A Benefit available under the
Plan.

     2. In all other respects the Plan is hereby ratified and confirmed.

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     IN WITNESS WHEREOF, the Board of Directors of the Company has caused this Amendment No. 1 to
the Plan to be executed this       day of                     , 2008.

	 	 	 	 	 
	 	 	 
	 	By:  	
 	 
	 	 	 	 
	 	 	 	 
	 

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