Document:

exv10w1

 

Exhibit 10.1

W. Michael Long

2005 Executive Bonus Plan

For 2005, you will be eligible to receive a performance bonus based upon achievement of performance
objectives. Your bonus may be up to the following amounts:

Sixty Percent (60%) of your 2005 bonus award will be based on Corporate Financial Performance (as
outlined below). Forty Percent (40%) of your 2005 bonus award will be based on Individual
Performance Objectives (as outlined below). Your Target Bonus for 2005 is $500,000. Your Target
Bonus is your expected bonus amount assuming successful achievement of all of your performance
objectives. If you significantly exceed your performance objectives, you may receive a bonus in
excess of your Target Bonus, up to a maximum of 200% of your Target Bonus.

	 	 	 
	At Threshold Performance Level:

	 	0% of Target Bonus
	 
	 	 
	At Target Performance Level:

	 	100% of Target Bonus (60% for Corporate
Financial Performance; 40% for Individual
Performance)
	 
	 	 
	At Growth Performance Level:

	 	200% of Target Bonus (120% for Corporate
Financial Performance; 80% for Individual
Performance)

Achievement in between levels will be calculated according to a bonus formula described below.

Corporate Financial Performance Element

The Corporate Financial Performance element will be determined based on a financial matrix that
includes Cash Operating Income and Revenue components. For purposes of this Bonus Plan, “Cash
Operating Income” means Operating Income less non-cash charges and extraordinary, non-recurring
items, calculated before payment of executive bonuses. A copy of the matrix for your 2005 bonus,
as approved by the Compensation Committee, is being provided to you in connection with this Bonus
Plan.

Individual Performance Objectives

Your maximum potential bonus award for the Individual Performance element is 80% of your Target
Bonus (for extraordinary performance). Your expected bonus for the Individual Performance Element
is 40% of your Target Bonus (at acceptable satisfaction of your objectives). A copy of your
individual performance objectives is being provided to you in connection with this Bonus Plan.

36exv10w2

 

Exhibit 10.2

Jack Dennison

2005 Executive Bonus Plan

For 2005, you will be eligible to receive a performance bonus based upon achievement of performance
objectives. Your bonus may be up to the following amounts:

Sixty Percent (60%) of your 2005 bonus award will be based on Corporate Financial Performance (as
outlined below). Forty Percent (40%) of your 2005 bonus award will be based on Individual
Performance Objectives (as outlined below). Your Target Bonus for 2005 is $400,000. Your Target
Bonus is your expected bonus amount assuming successful achievement of all of your performance
objectives. If you significantly exceed your performance objectives, you may receive a bonus in
excess of your Target Bonus, up to a maximum of 200% of your Target Bonus.

	 	 	 
	At Threshold Performance Level:

	 	0% of Target Bonus
	 
	 	 
	At Target Performance Level:

	 	100% of Target Bonus (60% for Corporate
Financial Performance; 40% for Individual
Performance)
	 
	 	 
	At Growth Performance Level:

	 	200% of Target Bonus (120% for Corporate
Financial Performance; 80% for Individual
Performance)

Achievement in between levels will be calculated according to a bonus formula described below.

Corporate Financial Performance Element

The Corporate Financial Performance element will be determined based on a financial matrix that
includes Cash Operating Income and Revenue components. For purposes of this Bonus Plan, “Cash
Operating Income” means Operating Income less non-cash charges and extraordinary, non-recurring
items, calculated before payment of executive bonuses. A copy of the matrix for your 2005 bonus,
as approved by the Compensation Committee, is being provided to you in connection with this Bonus
Plan.

Individual Performance Objectives

Your maximum potential bonus award for the Individual Performance element is 80% of your Target
Bonus (for extraordinary performance). Your expected bonus for the Individual Performance Element
is 40% of your Target Bonus (at acceptable satisfaction of your objectives). A copy of your
individual performance objectives is being provided to you in connection with this Bonus Plan.

37exv10w3

 

Exhibit 10.3

Allan Dalton

Realtor + Top Producer

2005 Executive Bonus Plan

For 2005, you will be eligible to receive a performance bonus based upon achievement of performance
objectives. Your bonus will be determined based on the following amounts:

Thirty Percent (30%) of your 2005 bonus award will be based on Corporate Financial Performance (as
outlined below), Fifty Percent (50%) will be based on Business Unit Financial Performance (as
outlined below) and Twenty Percent (20%) will be based on Individual Performance Objectives (as
outlined below). Your Target Bonus for 2005 is $325,000. Your Target Bonus is your expected bonus
amount assuming successful achievement of all of your performance objectives. If you significantly
exceed your performance objectives, you may receive a bonus in excess of your Target Bonus, up to a
maximum of 200% of your Target Bonus.

	 	 	 
	At Threshold Performance Level:

	 	0% of Target Bonus
	 
	 	 
	At Target Performance Level:

	 	100% of Target Bonus (30% for Corporate
Financial Performance, 50% for Business Unit
Financial Performance, 20% for Individual
Performance)
	 
	 	 
	At Growth Performance Level:

	 	200% of Target Bonus (60% for Corporate
Financial Performance, 100% for Business Unit
Financial Performance, 40% for Individual
Performance)

Achievement in between levels will be calculated according to a bonus formula described below.

Corporate Financial Performance Element 

The Corporate Financial Performance element will be determined based on a financial matrix that
includes Cash Operating Income and Revenue components. For purposes of this Bonus Plan, “Cash
Operating Income” means Operating Income less non-cash charges and extraordinary, non-recurring
items, calculated before payment of executive bonuses. A copy of the matrix for your 2005 bonus,
as approved by the Compensation Committee, is being provided to you in connection with this Bonus
Plan.

Business Unit Financial Performance Element

The Business Unit Financial Performance element will be determined based on a financial matrix that
includes Operating Income achievement and Revenue components. A copy of the matrix for your 2005
bonus, as approved by the Compensation Committee, is being provided to you in connection with this
Bonus Plan.

Individual Performance Objectives

Your maximum potential bonus award for the Individual Performance element is 40% of your Target
Bonus (for extraordinary performance). Your expected bonus for the Individual Performance Element
is 20% of your Target Bonus (at acceptable satisfaction of your objectives). A copy of your
individual performance objectives is being provided to you in connection with this Bonus Plan.

38exv10w4

 

Exhibit 10.4

Lewis R. Belote, III

2005 Executive Bonus Plan

For 2005, you will be eligible to receive a performance bonus based upon achievement of performance
objectives. Your bonus may be up to the following amounts:

Sixty Percent (60%) of your 2005 bonus award will be based on Corporate Financial Performance (as
outlined below). Forty Percent (40%) of your 2005 bonus award will be based on Individual
Performance Objectives (as outlined below). Your Target Bonus for 2005 is $350,000. Your Target
Bonus is your expected bonus amount assuming successful achievement of all of your performance
objectives. If you significantly exceed your performance objectives, you may receive a bonus in
excess of your Target Bonus, up to a maximum of 200% of your Target Bonus.

	 	 	 
	At Threshold Performance Level:

	 	0% of Target Bonus
	 
	 	 
	At Target Performance Level:

	 	100% of Target Bonus (60% for Corporate
Financial Performance; 40% for Individual
Performance)
	 
	 	 
	At Growth Performance Level:

	 	200% of Target Bonus (120% for Corporate
Financial Performance; 80% for Individual
Performance)

Achievement in between levels will be calculated according to a bonus formula described below.

Corporate Financial Performance Element

The Corporate Financial Performance element will be determined based on a financial matrix that
includes Cash Operating Income and Revenue components. For purposes of this Bonus Plan, “Cash
Operating Income” means Operating Income less non-cash charges and extraordinary, non-recurring
items, calculated before payment of executive bonuses. A copy of the matrix for your 2005 bonus,
as approved by the Compensation Committee, is being provided to you in connection with this Bonus
Plan.

Individual Performance Objectives

Your maximum potential bonus award for the Individual Performance element is 80% of your Target
Bonus (for extraordinary performance). Your expected bonus for the Individual Performance Element
is 40% of your Target Bonus (at acceptable satisfaction of your objectives). A copy of your
individual performance objectives is being provided to you in connection with this Bonus Plan.

39exv10w5

 

Exhibit 10.5

Michael R. Douglas

2005 Executive Bonus Plan

For 2005, you will be eligible to receive a performance bonus based upon achievement of performance
objectives. Your bonus may be up to the following amounts:

Sixty Percent (60%) of your 2005 bonus award will be based on Corporate Financial Performance (as
outlined below). Forty Percent (40%) of your 2005 bonus award will be based on Individual
Performance Objectives (as outlined below). Your Target Bonus for 2005 is $325,000. Your Target
Bonus is your expected bonus amount assuming successful achievement of all of your performance
objectives. If you significantly exceed your performance objectives, you may receive a bonus in
excess of your Target Bonus, up to a maximum of 200% of your Target Bonus.

	 	 	 
	At Threshold Performance Level:

	 	0% of Target Bonus
	 
	 	 
	At Target Performance Level:

	 	100% of Target Bonus (60% for Corporate
Financial Performance; 40% for Individual
Performance)
	 
	 	 
	At Growth Performance Level:

	 	200% of Target Bonus (120% for Corporate
Financial Performance; 80% for Individual
Performance)

Achievement in between levels will be calculated according to a bonus formula described below.

Corporate Financial Performance Element

The Corporate Financial Performance element will be determined based on a financial matrix that
includes Cash Operating Income and Revenue components. For purposes of this Bonus Plan, “Cash
Operating Income” means Operating Income less non-cash charges and extraordinary, non-recurring
items, calculated before payment of executive bonuses. A copy of the matrix for your 2005 bonus,
as approved by the Compensation Committee, is being provided to you in connection with this Bonus
Plan.

Individual Performance Objectives

Your maximum potential bonus award for the Individual Performance element is 80% of your Target
Bonus (for extraordinary performance). Your expected bonus for the Individual Performance Element
is 40% of your Target Bonus (at acceptable satisfaction of your objectives). A copy of your
individual performance objectives is being provided to you in connection with this Bonus Plan.

40

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