Document:

Extreme Networks, Inc. Fiscal 2011 Executive Incentive Plan

 Exhibit 10.1 

EXTREME NETWORKS, Inc. 

2011 Executive Incentive Plan 

Plan Objective: The objective of the 2011 Executive Incentive Plan (“EIP”) is to attract, retain, motivate and reward
executives of the Company for driving the Company to achieve specific corporate objectives. 
 Plan Summary: The EIP is a restricted
stock-based bonus program that provides payouts which are earned based on (i) corporate achievement of pre-established objectives (ii) on continued employment through a specified date. 

Plan Funding: The EIP is funded by the issuance of restricted stock. 

Eligible Employees: All Executive Officers who are not on a commission plan (the “Executives”) are eligible for the EIP.
In order to participate in the EIP, Executives must have been employed by Extreme for a minimum of one full fiscal quarter, and Executives must be employed by Extreme Networks, or one of its subsidiaries, on the day the restricted shares vest.

 Calculation of Number of shares: The number of restricted shares an Executive may receive will be calculated based upon the number of
shares equal to 150% of the Executive’s Target bonus divided by the opening price of the Company’s stock on the first day of fiscal 2011. 

Vesting of Restricted Shares: 

Restricted Shares issued under the EIP will vest, if at all, on August 15, 2011 as follows: 

 

	 	•	 	 One third if the Company’s Board approved revenue and operating profit targets are satisfied; 

 

	 	•	 	 One-third if such revenue and operating profits targets are exceeded by specified amounts; and 

 

	 	•	 	 One-third of the shares vesting if the Executive remains employed on August 15, 2011 

Committee Discretion: The Compensation Committee retains the right to adjust the Executive Incentive Plan based on changes in the business during
the year.Employment Letter

 Exhibit 10.1 

 

 

 14 July 2010 

Gregory Kaiser 
 9109 Royal Gate Drive

 Windermere FL 34786 
 Dear
Greg, 
 We are pleased to present the following offer of employment. This letter will summarize and confirm the details of our offer to you of
employment by Lighting Science Group Corporation (the “Company”). 
 Start Date. Your employment by the Company
will commence by no later than 02 August 2010. 
 Position, Responsibilities & Duties. Your initial job
title will be Chief Financial Officer. You will initially report to John Stanley, Chief Operating Officer. Your responsibilities and duties will be as the Chief Operating Officer may specify. You are expected to devote your full time professional
efforts to the fulfillment of your responsibilities and duties. 
 Base Compensation. Your annual salary will be two
hundred thousand United States dollars (US$200,000.00), less standard payroll deductions and all required withholdings, and paid in accordance with the Company’s payroll policies. 

Stock Options. If the Company elects to convert your interim status to regular status, subject to approval by the Company’s
Board of Directors, you will be granted stock options in an amount to be determined. The issuance of the stock options will be subject to standard written Company agreements that will be presented to you in due course. 

Performance Bonus. You will be eligible to participate in the Company’s performance bonus plan(s) on a pro-rated basis up to
forty percent (40%) of your base salary, based on a combination of Company performance and personal achievements as determined by your manager. 

Temporary Housing. If, during the first sixty (60) days of your employment by the Company, you elect to reside in temporary
housing close by the Company’s office, the Company will cover the reasonable cost of such temporary housing and pay a per diem for your expenses, in accordance with the Company’s policy. 

Relocation. If during the first year of your employment by the Company, you elect to relocate your residence to be close by the
Company’s office, the Company will pay or reimburse your reasonable moving costs, in accordance with the Company’s policy. 

 

 

 Benefits. The Company currently offers a suite of benefits for you and your qualified
dependents including medical, dental, vision and life insurance options, effective first day of employment. Additionally, you are eligible for paid sick time off and paid holidays. You will initially be eligible to accrue twenty (20) days of
paid vacation per year of employment. Additional details regarding benefits will be provided by the Company’s human resources department in due course. Benefits shall cease immediately upon the termination of your employment by the Company
except as provided by law or as the Company’s policies may allow. 
 Required Documentation. To comply with the
government-mandated confirmation of employment eligibility, you will be required to complete an I-9 Employment Eligibility Verification form. 

At Will Employment. Please understand the Company is an employment-at-will company. This means that you or the Company may
terminate your employment at any time, for any reason or for no reason, with or without notice. Accordingly, this letter is not a contract or commitment for continued employment. The Company also reserves the right to amend its benefits, plans or
programs at any time. 
 Severance. If you are terminated for reasons other than cause or change of control during your
initial twelve months of employment, you will receive a minimum severance amount equivalent to twelve (12) weeks of base pay. After one year of employment the severance amount will increase to twenty-four (24) weeks. Severance will be
conditional upon your first executing (and not revoking) a valid waiver and release of all claims that you may have against Lighting Science Group. Termination for “cause” will eliminate eligibility for severance. 

Change Of Control. If your employment by the Company or its successor is terminated by the Company or its successor due to a change
of control of the Company during your first twelve months of employment, you will receive a severance payment equal to twenty-four (24) weeks of your base pay. The severance payment will be conditional upon your first executing (and not
revoking) a valid waiver and release of all claims that you may have against the Company and/or its successor. 
 Resignation
Notice. In the event you elect to discontinue your employment by the Company, you shall give the Company notice of at least four (4) weeks. During such four (4) week notice period, you shall, at the Company’s discretion, perform
no services, minimal services, transition services, or such services as the Company may reasonably require up to and including the duties and responsibilities of your position. The Company may elect to shorten or waive the four (4) week period.
During such notice period, your salary and benefits in effect at the time of such notice shall remain in effect. Notwithstanding the foregoing, the Company retains the option of terminating your employment upon such notice or before the end of the
notice period. If you elect to discontinue your employment by the Company and even if the Company terminates your employment prior to the end of the notice period, you will not be eligible for a severance payment. 

Cause. “Cause” shall mean: any act or omission which constitutes a felony or any crime involving dishonesty, theft, or
fraud; any act of dishonesty resulting or intended to result directly or indirectly in gain or personal enrichment to you at the expense of the Company; and/or, the failure to substantially perform the duties and responsibilities of your position.

 Additional Terms & Conditions Of Employment. The Company requires its employees to sign and comply with
additional terms and conditions of employment concerning confidentiality, assignment 
  

 Page 2 of 3 

 
of inventions and works of authorship, non-competition, and non-recruitment. The additional terms and conditions of employment will be presented to you for your review, consideration and
signature in due course and must be signed by within ten (10) days of receipt by you. All offers of employment are contingent upon the results of our reference and background check process. 

If you wish to accept employment under the terms described above, please sign and date a copy of this letter and return the signed and dated copy to me
no later than 16 July 2010. 
 By signing this letter, you acknowledge that this offer letter supersedes any other offer, agreement, or
promises made to you by anyone, whether oral or written, specifically concerning the offer of employment by the Company, and with the exception of the determination of the number of options as noted above, this letter comprises the complete
agreement between you and the Company concerning the offer of employment by the Company. 
 If you have any questions regarding this offer,
please do not hesitate to contact me or John Stanley. 
 I look forward to your favorable reply and to a productive and enjoyable work
relationship. 
  

					
	Sincerely,	 		 	Agreed & Accepted:
			
	 /s/ Bruce Krangel
	 		 	 /s/ Gregory Kaiser

	Bruce Krangel	 		 	Gregory Kaiser
	Director, HR	 		 	
		 		 	Date: July 16, 2010
		 		 	
		 		 	
		 		 	

  

 Page 3 of 3EXECUTIVE OFFICERS BONUS PLAN, AS AMENDED

 Exhibit 10.2 

GENTIVA HEALTH SERVICES, INC. 

EXECUTIVE OFFICERS BONUS PLAN 

(amended as of January 1, 2005 and containing performance 

criteria approved by shareholders on May 13, 2010) 

SECTION 1. Purpose. 

Gentiva Health Services, Inc. (the “Company”) has established this Executive Officers Bonus Plan (the “Plan”), which
was originally effective January 1, 2000. The Plan is hereby amended, effective January 1, 2005, subject to shareholder approval, in order to provide the Company’s executive officers with an opportunity to earn annual bonus
compensation, contingent on the achievement of certain performance goals, as an incentive and reward for their leadership, ability and exceptional services. 

SECTION 2. Definitions. 

2.1 “Award” means the amount of bonus compensation to which an Eligible Employee is entitled to each Plan Year as determined by
the Committee pursuant to Section 4 of the Plan. 
 2.2 “Code” means the Internal Revenue Code of 1986, as
amended, including applicable regulations thereunder. 
 2.3 “Committee” means a committee of the Company’s Board
of Directors (the “Board”) consisting solely of not less than two persons who, to the extent required to satisfy the exception for performance-based compensation under Code Section 162(m), are “outside directors” within the
meaning of such section. The members of the Committee shall serve at the pleasure of the Board. 
 2.4 “Determination
Date” means (i) the day immediately preceding the first day of a Plan Year; or (ii) no later than ninety (90) days after the beginning of the Plan Year (provided however, that if the performance period is a period of less than
one year, the Committee shall take any such actions prior to the lapse of 25% of the performance period), by which date the Committee may establish performance goals for a Plan Year without causing an Award to be treated as other than
performance-based compensation within the meaning of Code Section 162(m). 
 2.5 “Eligible Employee” means any
executive officer of the Company. 
 2.6 “Plan Year” means the fiscal year of the Company. 

 

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 SECTION 3. Administration. 

3.1 The Plan shall be administered by the Committee. A majority of the Committee shall constitute a quorum, and the acts of a majority of
the members present at any meeting at which a quorum is present shall be deemed the acts of the Committee. 
 3.2 The Committee
shall have the authority to establish performance goals for the awarding of Awards for each Plan Year; to determine the Eligible Employees to whom Awards are to be made for each Plan Year; to determine whether performance goals for each Plan Year
have been achieved; to authorize payment of Awards under the Plan; to adopt, alter and repeal such administrative rules, guidelines and practices governing the Plan as it shall deem advisable; to interpret the terms and provisions of the Plan; and
to correct any defect, supply any omission or reconcile any inconsistency or conflict in the Plan or in any Award. The Committee’s determinations under the Plan need not be uniform among all Eligible Employees. 

3.3 Subject to the provisions of the Plan, the Committee shall have the authority and discretion to determine the extent to which Awards
under the Plan will be structured to conform to the requirements applicable to performance-based compensation as described in Code Section 162(m), and to take such action, establish such procedures, and impose such restrictions at the time such
Awards are granted as the Committee determines to be necessary or appropriate to conform to such requirements. Notwithstanding any provision of the Plan to the contrary, if an Award under the Plan is intended to qualify as performance-based
compensation under Code Section 162(m) and the regulations issued thereunder and a provision of the Plan would prevent such Award from so qualifying, such provision shall be administered, interpreted and construed to carry out such intention
(or disregarded to the extent such provision cannot be so administered, interpreted or construed). 
 3.4 Notwithstanding any
provision of the Plan to the contrary, if any Award provided under the Plan is subject to the provisions of Section 409A of the Code and the regulations issued thereunder, the provisions of the Plan shall be administered, interpreted and
construed in a manner necessary to comply with Section 409A and the regulations issued thereunder (or disregarded to the extent such provision cannot be so administered, interpreted, or construed.) 

3.5 All determinations made by the Committee, in its sole and absolute discretion, with respect to the Plan and Awards thereunder shall
be final and binding on all persons, including the Company and all Eligible Employees. 
 SECTION 4. Determination of Awards. 

 4.1 No later than the Determination Date, the Committee shall establish (i) the Eligible Employees who shall be eligible
for an Award for a Plan Year, (ii) the performance goals for such Plan Year and (iii) the corresponding Award amounts payable under the Plan upon achievement of such performance goals. 

 

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 4.2 The amount of an Award for any Plan Year shall be an amount not greater than the lesser
of: (i) 200% of such Eligible Employee’s annual base salary; or (ii) $2.5 million, which amount shall be determined based on the achievement of one or more performance goals established by the Committee with respect to such Eligible
Employee. 
 4.3 Performance goals may vary from Eligible Employee to Eligible Employee and shall be based upon such one or more
of the following performance criteria as the Committee may deem appropriate: appreciation in share value, total shareholder return, earnings per share, operating income, net income, pro forma net income, return on equity, return on designated
assets, return on capital, economic value added, earnings, revenues, expenses, operating profit margin, operating cash flow, gross profit margin, net profit margin, employee turnover, employee headcount, labor costs, market share and accounts
receivable. The performance goals may be determined by reference to the performance of the Company, or of a subsidiary or affiliate, or of a division or unit of any of the foregoing. In addition to establishing minimum performance goals below which
no compensation shall be payable pursuant to an Award, the Committee, in its sole discretion, may create a performance schedule under which the Committee balances various factors in determining whether the target Award may be paid, including
determining that an amount less than or more than the target Award will be paid as a result of the interplay of such factors. 

4.4 The Committee, in its sole discretion, may also establish such additional restrictions or conditions that must be satisfied as a
condition precedent to the payment of all or a portion of any Awards. Such additional restrictions or conditions need not be performance-based and may include, among other things, the receipt by an Eligible Employee of a specified annual performance
rating, the continued employment by the Eligible Employee and/or the achievement of specified performance goals by the Company, business unit or Eligible Employee. Furthermore and notwithstanding any provision of the Plan to the contrary, the
Committee, in its sole discretion, may reduce the amount of any Award to an Eligible Employee if it concludes that such reduction is necessary or appropriate based upon: (i) an evaluation of such Eligible Employee’s performance;
(ii) comparisons with compensation received by other similarly situated individuals working within the Company’s industry; (iii) the Company’s financial results and conditions; or (iv) such other factors or conditions that
the Committee deems relevant. Notwithstanding any provision of the Plan to the contrary, the Committee shall not use its discretionary authority to increase any Award that is intended to be performance-based compensation under Code
Section 162(m). 
 4.5 To the extent consistent with Code Section 162(m), the Committee may determine that certain
adjustments shall apply, in whole or in part, in such manner as specified by the Committee, to exclude the effect of any of the following events that occur during a performance period hereunder: the impairment of tangible or intangible assets;
litigation or claim judgments or settlements; the effect of changes in tax law, accounting principles or other such laws or provisions affecting reported results; accruals for reorganization and restructuring programs, including, but not limited to,
reductions in force and early retirement incentives; currency fluctuations; and any extraordinary, unusual, infrequent or non-recurring items, including, but not limited to, such items described in management’s discussion and analysis of
financial condition and results of operations or the financial statements and notes thereto appearing in the Company’s annual report on Form 10-K for the applicable year. 

 

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 SECTION 5. Payment of Award. 

5.1 An Award (if any) to any Eligible Employee for a Plan Year shall be paid in a single lump sum in cash as soon as practicable after the
end of the Plan Year, provided, however, (A) that the Committee shall have first certified in writing (i) that a performance goal with respect to such Eligible Employee for such Plan Year was satisfied and the level of such goal attained,
and (ii) the amount of each such Eligible Employee’s Award; and (B) such payment shall be made no later than two and one-half months from the end of the Plan Year in which the Eligible Employee performed the services related to the
Award. 
 5.2 If an Eligible Employee dies after the end of a Plan Year but before receiving payment of any Award, the amount of
such Award shall be paid to a designated beneficiary or, if no beneficiary has been designated, to the Eligible Employee’s estate, in the form of a lump sum payment in cash as soon as practicable after the Award for the Plan Year has been
determined and certified in accordance with this Section 5. 
 5.3 Notwithstanding the foregoing, the Committee may
determine, by separate employment agreement with any Eligible Employee or otherwise, that all or a portion of an Award for a Plan Year shall be payable to the Eligible Employee during the Plan Year upon the Eligible Employee’s death, disability
(which, to the extent necessary to comply with Code Section 409A, shall have the meaning set forth in Code Section 409A(a)(2)(C)) or termination of employment with the Company, or upon a change of control of the Company (which, to the
extent necessary to comply with Code Section 409A, shall have the meaning set forth in Code Section 409A(a)(2)(A)(v)). 

5.4 In the event a separate employment agreement does not provide for payment upon the events described in Section 5.3, unless
otherwise determined by the Committee, Eligible Employees who have terminated employment with the Company prior to the end of a performance period for any reason other than death, retirement or disability, shall forfeit any and all rights to payment
under any Awards then outstanding under the terms of the Plan and shall not be entitled to any cash payment for such period. Unless otherwise determined by the Committee, if an Eligible Employee’s employment with the Company should terminate
during a performance period by reason of death, retirement or disability, the Eligible Employee’s Award shall be prorated to reflect the period of service prior to his/her death, retirement or disability, and shall be paid either to the
Eligible Employee or, as appropriate, to his/her estate, subject to the Committee’s certification that the applicable performance goals have been met. 

SECTION 6. Non-transferability. 

No Award or rights under this Plan may be transferred or assigned other than by will or by the laws of descent and distribution.

  

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 SECTION 7. Amendments and Termination. 

7.1 The Board may terminate the Plan at any time and may amend it from time to time, provided, however, that no termination or amendment
of the Plan shall adversely affect the rights of an Eligible Employee or a beneficiary to a previously certified Award. Amendments to the Plan may be made without shareholder approval except as required to satisfy Code Section 162(m).

 7.2 Notwithstanding the foregoing or any provision of the Plan to the contrary, the Committee may at any time (without the
consent of the Eligible Employee) modify, amend or terminate any or all of the provisions of the Plan to the extent necessary to conform the provisions of the Plan with Code Section 409A, regardless of whether such modification, amendment, or
termination of the Plan shall adversely affect the rights of an Eligible Employee under the Plan. 
 SECTION 8. General Provisions.

 8.1 Nothing set forth in the Plan shall prevent the Board from adopting other or additional compensation arrangements.
Neither the adoption of the Plan nor the determination of any Award hereunder shall confer upon an Eligible Employee any right to continued employment. 

8.2 No member of the Board or the Committee, nor any officer or employee of the Company acting on behalf of the Board or the Committee,
shall be personally liable for any action, determination or interpretation taken or made with respect to the Plan, and all members of the Board or the Committee and all officers or employees of the Company acting on their behalf shall, to the extent
permitted by law, be fully indemnified and protected by the Company in respect of any such action, determination or interpretation. 

8.3 The Plan is not funded, and all Awards payable hereunder shall be paid from the general assets of the Company. No provision contained
in the Plan and no action taken pursuant to the provisions of the Plan shall create a trust of any kind or require the Company to maintain or set aside any specific funds to pay benefits hereunder. To the extent an Eligible Employee acquires a right
to receive payments from the Company under the Plan, such right shall be no greater than the right of any unsecured general creditor of the Company. 

8.4 The Company shall have the right to withhold from any Awards payable under the Plan or other wages payable to an Eligible Employee
such amounts sufficient to satisfy federal, state and local tax withholding obligations arising from or in connection with the Eligible Employee’s participation in the Plan and such other deductions as may be authorized by the Eligible Employee
or as required by applicable law. 
 SECTION 9. Effective Date of Plan. 

The Plan was originally effective January 1, 2000, and the Plan, as herein amended, shall be effective January 1, 2005, subject
to approval by the shareholders of the Company. 
  

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