Document:

exv10w11w19

 

 

EXHIBIT 10.11.19

 

    FIRST
    AMENDMENT TO

    THE 2004 STOCK OPTION, RESTRICTED STOCK AND DEFERRED STOCK UNIT
    PLAN OF LEAP WIRELESS INTERNATIONAL, INC.

 

    THIS FIRST AMENDMENT TO the 2004 STOCK OPTION, RESTRICTED STOCK
    AND DEFERRED STOCK UNIT PLAN OF LEAP WIRELESS INTERNATIONAL,
    INC. (this “Amendment”), dated as of
    March 8, 2007, is made and adopted by LEAP WIRELESS
    INTERNATIONAL, INC., a Delaware corporation (the
    “Company”). Capitalized terms used but not
    otherwise defined herein shall have the meanings ascribed to
    them in the Plan (as defined below).

 

    RECITALS

 

    WHEREAS, the Company has adopted The 2004 Stock Option,
    Restricted Stock and Deferred Stock Unit Plan of Leap Wireless
    International, Inc. (the “Plan”);

 

    WHEREAS, the Company desires to amend the Plan as set forth
    below;

 

    WHEREAS, pursuant to Section 10.2 of the Plan, the Plan may
    be amended by the Board of Directors of the Company; and

 

    WHEREAS, the Board of Directors of the Company has approved this
    Amendment pursuant to resolutions adopted on March 8, 2007.

 

    NOW, THEREFORE, in consideration of the foregoing, the Company
    hereby amends the Plan as follows:

 

    1. Section 1.17 of the Plan is hereby amended to read
    as follows:

 

    “Fair Market Value” of a share of Common Stock
    as of a given date shall be: (a) the closing price of a
    share of Common Stock on the principal exchange on which shares
    of Common Stock are then trading, if any (or as reported on any
    composite index which includes such principal exchange), on such
    date, or if shares were not traded on such date, then on the
    next preceding date on which a trade occurred, or (b) if
    the Common Stock is not publicly traded on an exchange but is
    quoted on an automated quotation system, the mean between the
    closing representative bid and asked prices for the Common Stock
    on such date as reported by such automated quotation system, or
    (c) if Common Stock is not publicly traded on an exchange,
    and not quoted on an automated quotation system, the fair market
    value of a share of Common Stock as established by the
    Administrator acting in good faith.

 

    2. Section 10.3(a) of the Plan is hereby amended to
    read as follows:

 

    (a) Subject to Section 10.3(d), in the event that any
    dividend or other distribution (whether in the form of cash,
    Common Stock, other securities or other property),
    recapitalization, reclassification, stock split, reverse stock
    split, reorganization, merger, consolidation,
    split-up,
    spin-off, combination, repurchase, liquidation, dissolution, or
    sale, transfer, exchange or other disposition of all or
    substantially all of the assets of the Company, or exchange of
    Common Stock or other securities of the Company, issuance of
    warrants or other rights to purchase Common Stock or other
    securities of the Company, or other similar corporate
    transaction or event affects the Common Stock, then the
    Administrator shall equitably adjust any or all of the following
    in order to prevent dilution or enlargement of the benefits or
    potential benefits intended to be made available under the Plan
    or with respect to an Award:

 

    (i) The number and kind of shares of Common Stock (or other
    securities or property) with respect to which Awards may be
    granted or awarded (including, but not limited to, adjustments
    of the limitations in Section 2.1 on the maximum number and
    kind of shares which may be issued and the Award Limit);

 

    (ii) The number and kind of shares of Common Stock (or
    other securities or property) subject to outstanding
    Awards; and

 

    (iii) The grant or exercise price with respect to any Award;

 

    provided, however, that no such adjustment shall be made in the
    event of ordinary cash dividends with respect to the Common
    Stock.

    

    1

 

 

    3. This Amendment shall be and is hereby incorporated in
    and forms a part of the Plan. All other terms and provisions of
    the Plan shall remain unchanged except as specifically modified
    herein. The Plan, as amended by this Amendment, is hereby
    ratified and confirmed.

 

    I hereby certify that the foregoing Amendment was duly adopted
    by the Board of Directors of Leap Wireless International, Inc.
    on March 8, 2007.

 

			
	 	    By: 
	
    /s/  Robert
    J. Irving, Jr.

    Name: Robert J. Irving, Jr.

			
	 	    Title: 
	
    Secretary

    

    2exv10w13

 

Exhibit 10.13

2007 Cricket Non-Sales Bonus Plan

SECTION 1 — ESTABLISHMENT AND OBJECTIVE

1.1 Establishment of Plan

Cricket Communications, Inc. (the “Company”) hereby establishes the 2007 Cricket Non-Sales Bonus
Plan (the “Plan”) for eligible employees of the Company as provided in Section 3 below.

1.2 Objective of the Plan

The objective of the Plan is to attract, motivate and retain employees who can, through their
collective and individual efforts, help the Company achieve its 2007 business goals. The Plan is
intended to share the success of the Company with eligible employees to the extent that the
Company’s performance and an employee’s individual performance warrant, and to provide compensation
for eligible employees which is competitive in a manner consistent with the Company’s philosophy of
paying for performance.

SECTION 2 — DEFINITIONS

Active Employee is any employee who is performing the regular duties of his/her assigned
work on a full-time or part-time basis.

Non-Sales Employee is defined as any employee of the Company who does not work in a Cricket
retail location or who is not assigned to support Cricket’s indirect dealers or distributors,
including but not limited to employees with the titles listed in the attachments to the plan.

Annual Base Salary Rate In the case of a salaried employee, his/her annual salary, or in
the case of a full time non-exempt employee, his/her hourly rate of pay, multiplied by 2080 hours,
and in each case, prorated to reflect any salary/hourly rate changes received during the plan year.

Bonus Target Percentage is the established percentage for each eligible participant based
on the participant’s title and grade in the compensation structure, and is described as a
percentage of an employee’s Annual Base Salary Rate.

Target Bonus is the employee’s Annual Base Salary Rate multiplied by the Bonus Target
Percentage for the employee’s position.

Version 2007.1

Page 1 of 10

 

2007 Cricket Non-Sales Bonus Plan

Performance Metric Results are the results of the Company, Region, Area, or Market on
financial or business performance metrics specified in the Plan for a particular plan year. The
Performance Metric Results are measured against the year-to-date budget for the current Plan
year/quarter. Metric goals are set by the Chief Executive Officer.

Individual Escalator Eligible Employee, for purposes of this Plan only, is defined as any
exempt employee that has a pay grade of 4 or higher.

SECTION 3 — ELIGIBILITY

3.1 Eligibility

All regular Non-Sales Employees classified as working twenty (20) hours per week or more shall be
eligible participants in the Plan. Bonuses paid under the Plan to employees classified as working
less than thirty-five (35) hours but at least twenty (20) hours per week will be pro-rated to 50%
of the bonus otherwise payable under the Plan. An employee who joins the Company or otherwise
becomes eligible to participate in the Plan during the year will have any bonus awarded under this
Plan pro-rated from the date on which he/she first becomes a participant in the Plan.

Except as provided in Section 4.2, to receive a payment under the Plan, an employee must be an
Active Employee of the Company or one of its wholly owned subsidiaries on the day the bonus payment
is made.

An employee on a Performance Improvement Plan and/or a Leave of Absence will be ineligible to
participate in the Plan for the period of time he/she is on the Performance Improvement Plan and/or
Leave of Absence. Payments will be reduced/pro-rated for periods on a Performance Improvement
Plan and/or Leave of Absence.

Employees who change positions during the Plan year will receive payments pro-rated for the time
and applicable Target Bonus for each position.

No participant in the Cricket Sales Bonus Plan or any other Company bonus plan may participate in
this Plan, except to the extent that the participant participates in two plans as a result of a
change in position during a Plan year.

Version 2007.1

Page 2 of 10

 

2007 Cricket Non-Sales Bonus Plan

SECTION 4 — PAYMENT OF BONUSES

4.1 Calculation of Bonuses

The total target bonus for each employee is broken down into two separate and distinct components.
75% of the target bonus will be based on Performance metric results while the remaining 25% of the
target bonus will be based on the participant’s Individual performance. These two components are
measured and paid independently of each other throughout the year.

Performance Metric Results:

75% of each participant’s target bonus will be based on the performance metric results of a
combination of the Company and the region, area or market which the participant most closely
supports based on their cost location code in the Human Resource Management System and the
participant’s title. The percentages for each employee group are described on Attachment I to the
Plan.

This component of the bonus is measured on a year to date basis as follows: First, at the end of
each quarter, the total number of eligible days for each participant is measured against the total
number of elapsed days in the year. The resulting percentage is applied to the annual target bonus
for the participant to determine the year to date bonus available. Second, a metric multiplier is
determined for the Company and each region, area or market. The metric multiplier is the result of
applying the percent attained for the relevant financial or business performance metric against a
performance scale, which can be found in Attachment V and then applying the metric weighting which
can be found in Attachment II. Third, the metric multiplier is applied to the year to date bonus
available to determine the year to date bonus earned by the participant.

The amount of bonus payable for the first three quarters of the year is capped at 100% of the
available year to date performance metric bonus, less any metric bonus paid in previous quarters.
For the fourth quarter, the performance metric bonus will be calculated in accordance with scales
found in Attachment V to the Plan, and may be up to 200% of the available year to date bonus, based
on the final end of year metric attainment, less any metric bonus paid in previous quarters.

Notwithstanding the other provisions of this Plan, an employee who receives a bonus under the
Executive Incentive Bonus Plan will not be eligible to receive a bonus under this Plan with respect
to the performance metric results of the Company, and if applicable, region, area and market.

Individual Performance Rating:

25% of each participant’s target bonus is based on their individual performance rating. This bonus
is measured and calculated on a stand alone, quarterly basis. The amount of the target bonus for
each “quarter” is based on the specific number of days that the employee was an eligible
participant for the quarter as a percentage of the actual number of days in the quarter.

Version 2007.1

Page 3 of 10

 

2007 Cricket Non-Sales Bonus Plan

Each participant will be assigned a performance rating by their supervisor based on the
participant’s achievement of his/her individual objectives during each quarter. Individual
objectives should be established early in the Plan year by the participant and his/her supervisor,
and each participant’s achievement against such objectives should be measured each quarter by two
levels of supervision.

The bonus will be measured and calculated each quarter in accordance with the Attachments III and
IV to the plan, with the resultant payment due with the final fourth quarter bonus payment.

4.2 Payment of Bonuses

The employee’s bonus, as calculated under Subsection 4.1, shall be earned by and paid to the
employee only if he/she is an Active Employee on the payroll or an employee classified as on a
Leave of Absence on the date the bonus payment is made. If an employee dies or becomes disabled
during the Plan year, he/she or his/her estate, personal representative or beneficiary shall be
paid a pro-rated portion of the bonus earned for the applicable period representing the days of
active employment during such period.

The Company will withhold, or require the withholding from any payment, any federal, state, or
local taxes required by law to be withheld with respect to such payment.

An employee’s bonus is not considered eligible compensation for purposes of employee contributions
or employer matching contributions to the employees’ 401(k) Plan.

4.3 Estimate of Performance Metrics/Correction of Errors

To ensure timely payment of bonus awards, the Company’s Chief Executive Officer may estimate
Performance Metric Results, and may base the portion of the bonus awards based on Performance
Metric Results and paid to participants on such estimated results.

The Company reserves the right to recalculate and correct any bonus awards that were calculated and
paid based on any clerical or administrative error. This includes, but is not limited to, changes
to Performance Metrics Results, dates in position, dates on Performance Improvement Plans or Leaves
Of Absence’s, changes in Target Bonus or salaries, etc. Any bonus award that was overpaid in error
must be repaid by the employee within 30 days of notification of the error.

4.4 Special Circumstances

In the event that an employee is part of a reduction in force during the year, the bonus payment
for that portion of the year that falls between the employee’s final day of employment and the end
of the previous quarter will be calculated and paid at 100% of the employee’s Target Bonus,
pro-rated for the period of time the employee was an Active Employee during the applicable period.

Version 2007.1

Page 4 of 10

 

2007 Cricket Non-Sales Bonus Plan

With respect to each quarter in 2007, if an employee has not completed any Company required
training by the last day of such quarter, or is delinquent in other responsibilities on the last
day of such quarter (for example, if the employee is delinquent in preparing individual goals and
objectives or in preparing performance evaluations for employees in his or her group) then, at the
discretion of the Company:

(i) the employee shall not receive a separate bonus payment for such quarter, and

(ii) instead, once the employee has completed the required training or has performed such
other responsibilities, and the Human Resources department has been notified of such
successful completion or performance in writing by the employee’s supervisor or higher level
manager, the employee’s bonus payment on the next regularly scheduled payroll date (or on
such date as soon thereafter as reasonably practical) will be calculated based on cumulative
performance on the applicable metrics through the most recently ended quarter of 2007 less
bonuses already paid under this Plan to such employee.

Notwithstanding the provisions of the preceding sentence, if an employee does not complete any
Company required training or perform any other required responsibilities within one quarter
following the quarter in which such training or other responsibilities were first due, the Company,
in its discretion, may permanently withhold the bonus payment otherwise payable with respect to the
quarter in which such training or other responsibilities were first due.

SECTION 5 — GENERAL PROVISIONS

5.1 Administration 

The Chief Executive Officer, Sr. Vice President Human Resources, and the Director, Compensation and
Benefits responsible for compensation systems (the “Committee”), shall administer this Plan for the
Company. The Committee shall have the authority to delegate responsibility for performance of
administrative functions necessary for administration of the plan.

The interpretation of any provisions of the Plan by the Chief Executive Officer shall be final
unless otherwise determined by the Board of Directors and/or the Compensation Committee of the
Company. The Chief Executive Officer is authorized to interpret the Plan, to prescribe, amend and
rescind rules and regulations relating to it, and to make all other determinations necessary for
its administration. The Plan is intended to be reviewed and approved by the Chief Executive
Officer not less often than semi-annually and may be amended or terminated at any time in the Chief
Executive Officer’s sole discretion.

The Chief Executive Officer shall have the authority to establish performance criteria and
calculate bonus award amounts.

Version 2007.1

Page 5 of 10

 

2007 Cricket Non-Sales Bonus Plan

Bonuses for all participants must be reviewed and approved by the Chief Executive Officer. Because
bonuses calculated under the Plan can reward or penalize a participant for developments unrelated
to his/her own efforts, the Chief Executive Officer reserves the right to make adjustments to
bonuses calculated under the terms of the Plan when, in the Chief Executive Officer’s opinion, it
would be inequitable or inappropriate to pay the bonus otherwise calculated under this Plan. It
also remains the Chief Executive Officer’s prerogative, in the Chief Executive Officer’s sole
discretion, to refrain from paying bonuses to participants who may attain the payment criteria
specified in this Plan but have otherwise failed to perform satisfactorily or have failed to
perform in a correct and efficient manner in accordance with the known or published policies and
procedures of the Company. In addition, the Chief Executive Officer may adjust bonuses otherwise
payable under the Plan to the extent he or she determines that the financial results, position or
interests of the Company make it prudent, in the Chief Executive Officer’s sole discretion, to make
such adjustments.

If the Company has not finalized the calculation of Performance Metric Results at the time any
bonus payment under this Plan is to be paid in accordance with Company payroll practices, the
Company may estimate any applicable metric result, and calculate and pay bonus awards based on such
estimated metric(s). The Company may, but shall not be required to, adjust the bonus payments once
the calculation of the metric results are finalized. Similarly, if the Company revises the
calculation of any metric result after paying bonus awards based on such metric result, the Company
may, but shall not be required to, adjust the bonus payments

5.2 Employment Rights

The establishment of this Plan shall not confer legal rights upon any employee for the continuation
of employment, nor shall it interfere with the rights of the Company to discharge any person and/or
treat him/her without regard to the effect that such treatment might have upon him/her under this
Plan. All employees covered by this Plan remain “at will” employees unless otherwise expressly
agreed in writing in a separate contract.

5.3 Applicable Laws

The Plan shall be governed by and construed according to the laws of the State of California.

Version 2007.1

Page 6 of 10

 

2007 Cricket Non-Sales Bonus Plan

ATTACHMENTS TO THE PLAN

Attachment I — Allocation of Bonus $’s to Business Unit Level by Participant

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Employee	 	 	Functional Area or	 	Tied to	 	 	Tied to	 	 	Tied to	 	 	Tied to	 	 	Tied to	 	 	Total	 
	Group	 	 	Position	 	Total Company	 	 	Region	 	 	Area	 	 	Market	 	 	Indiv Results	 	 	Bonus	 
	 
	Corporate Employees	 	 	75	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 
	Regional Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	Field IT
	 	 	75.0	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Tech Ops
	 	 	75.0	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Field HR
	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Field Finance
	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Reg’l G&A
	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Reg’l Marketing Mgrs
	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Reg’l COM’s
	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Reg’l Sales VP’s
	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 
	Area Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	AGM
	 	 	37.5	%	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Area COM’s
	 	 	37.5	%	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Admin Assist to AGM
	 	 	37.5	%	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Marketing Mgrs
	 	 	37.5	%	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Receptionist
	 	 	37.5	%	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 
	Market Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	District Directors
	 	 	25.0	%	 	 	 	 	 	 	 	 	 	 	50.0	%	 	 	25	%	 	 	100	%
	 	 	 	 	District Managers
	 	 	25.0	%	 	 	 	 	 	 	 	 	 	 	50.0	%	 	 	25	%	 	 	100	%
	 	 	 	 	Market COM’s
	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	25	%	 	 	100	%
	 	 	 	 	Marketing Mgrs
	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	25	%	 	 	100	%
	 	 	 	 	Tech Ops
	 	 	75.0	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 	 	Admin Assistants
	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	25	%	 	 	100	%
	 	 	 	 	Customer Svc Assist
	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	25	%	 	 	100	%
	 	 	 	 	Analyst Project
	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	25	%	 	 	100	%
	 
	 	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Launch Team Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	All Launch Team EE’s
	 	 	75.0	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 

* Market refers to the specific Market where an employee works.

** Participants / positions listed are for example purposes only and are not intended to include
all positions

*** Certain geographic situations may make the above allocations impractical, in which case the
allocations may be tied at least one level “higher” than the level noted above

Version 2007.1

Page 7 of 10

 

2007 Cricket Non-Sales Bonus Plan

Attachment II — Performance Metric Ratings—Weighting of Performance Metrics

	 	 	 	 	 	 	 	 	 
	Metric	 	Measurement	 	Weighting	 	Definition
	 
	OIBDA
	 	YTD v. Plan
	 	 	50	%	 	Operating income before
depreciation and amortization,
adjusted to exclude the effects
of: gain/loss on disposal of
wireless licenses and operating
assets; impairment of
indefinite-lived intangible
assets and/or long-lived
assets; items (i.e., expenses
net of any associated revenues)
arising at the market level in
connection with the launch of
Auction 66 markets (i.e.,
excluding corporate and
regional level expenses); items
(i.e., expenses net of any
associated revenues) arising at
the market level in connection
with the market launch of
broadband services (including
items arising in connection
with the market launch of
broadband services in test
markets); share-based
compensation expense.

	 	 	 	 	 	 	 	 	 

	 
	Net Adds
	 	YTD v. Plan
	 	 	50	%	 	Net growth in the customer base equals
gross additions minus First Bill Non Pays (FBNP) minus net
deactivations

	 	 	 	 	 	 	 	 	 

	 
	Total
	 	 	 	 	100	%	 	 

	 

Attachment III —Payout Scale for Individual Performance Component for Individual
Escalator Eligible Employees at Various Levels of Attainment (to be pro-rated to reflect that
amount of the bonus award in the period represented by individual performance achievement).

	 	 	 
	Quarter End Rating	 	% Payout
	 
	Top Performer
	 	200%
	 
	Outstanding Performer
	 	150%
	 
	Successful Performer
	 	100%
	 
	Developing Performer
	 	75%
	 
	Needs Improvement
	 	0
	 

Version 2007.1

Page 8 of 10

 

2007 Cricket Non-Sales Bonus Plan

Attachment IV — Payout Scale for Individual Performance Component for Employees who
are not Individual Escalator Eligible Employees at Various Levels of Attainment (to be pro-rated to
reflect that amount of the bonus award in the period represented by individual performance
achievement).

	 	 	 
	Quarter End Rating	 	% Payout
	 
	Top Performer
	 	100%
	 
	Outstanding Performer
	 	100%
	 
	Successful Performer
	 	100%
	 
	Developing Performer
	 	75%
	 
	Needs Improvement
	 	0
	 

Attachment V — Payout Scale for Performance Metrics at Various Levels of Attainment

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	OIBDA (50%)
	Total Company	 	Region	 	Area	 	Market
	YTD	 	%	 	YTD	 	%	 	YTD	 	%	 	YTD	 	%
	Achievement	 	Payout	 	Achievement	 	Payout	 	Achievement	 	Payout	 	Achievement	 	Payout
	Level % *	 	**	 	Level % *	 	**	 	Level % *	 	**	 	Level % *	 	**
	 
	<89.2%
	 	0%
	 	<89.2%
	 	0%
	 	<85.0%
	 	0%
	 	<85.0%
	 	0%
	 
	89.2%
	 	50%
	 	89.2%
	 	50%
	 	85.0%
	 	50%
	 	85.0%
	 	50%
	 
	100.0%
	 	100%
	 	100.0%
	 	100%
	 	100.0%
	 	100%
	 	100.0%
	 	100%
	 
	110.8%
	 	200%
	 	110.8%
	 	200%
	 	115.0%
	 	200%
	 	115.0%
	 	200%
	 

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Net Adds (50%)
	Total Company	 	Region	 	Area	 	Market
	YTD	 	%	 	YTD	 	%	 	YTD	 	%	 	YTD	 	%
	Achievement	 	Payout	 	Achievement	 	Payout	 	Achievement	 	Payout	 	Achievement	 	Payout
	Level % *	 	**	 	Level % *	 	**	 	Level % *	 	**	 	Level % *	 	**
	 
	<80.0%
	 	0%
	 	<80.0%
	 	0%
	 	<70.0%
	 	0%
	 	<70.0%
	 	0%
	 
	80.0%
	 	50%
	 	80.0%
	 	50%
	 	70.0%
	 	50%
	 	70.0%
	 	50%
	 
	100.0%
	 	100%
	 	100.0%
	 	100%
	 	100.0%
	 	100%
	 	100.0%
	 	100%
	 
	102.8%
	 	200%
	 	102.8%
	 	200%
	 	107.8%
	 	200%
	 	107.8%
	 	200%
	 

* Please note that the portion of any bonus payments related to Performance Metric Results
for Q1, Q2 or Q3 according to the payout scales above are capped at 100% of the target payout
(pro-rated) for that portion of the bonus (i.e. up to 75% of the total Target Bonus). The amounts
noted for payout above 100% are available only at the end of the fourth quarter, up to the maximum
of 200% (pro-rated).

** The above payout levels contain only specific points of achievement and % payouts. Amounts
achieved between the specific points noted and the corresponding bonus award multipliers will be
determined by a calculation based on the known points and payout factors.

Version 2007.1

Page 9 of 10

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00123-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00123-of-00352.parquet"}]]