Common use of Short Term Incentive Plan Clause in Contracts

Short Term Incentive Plan. The Executive will be eligible for short-term incentive payment at target of 50% of his gross base salary. For calendar year 2004, STIP will be pro-rated based on the period between August 9 and December 31, 2004 and: (i) 75% of the STIP payment will be awarded based on the Company’s achievement of its corporate financial goals; and (ii) 25% will be awarded based on the Executive’s achievement of personal objectives. Moreover, (a) no bonus will be paid unless 80% of the financial results are attained; (b) at 80% attainment, 50% of the financial results component of the target will be paid; (c) at 100% attainment, 100% of the financial results component of the target will be paid; (d) at 120% attainment or greater, 150% of the financial results component of the target will be paid; and (e) pro-rating will apply between levels of attainment. Thereafter, the Board of Directors will decide on the applicable structure, threshold and opportunities for future years. 2.1 In calendar year 2004, for the corporate financial component, 100% payment of the 75% is based on the Company’s 100% attainment of financial goals, as set out on an annual basis by the Board. The 100% is currently weighted as follows: revenue (25%), EBITDA (50%) and Net Income (25%). The personal objectives component will be based on the achievement of personal objectives as approved by the Board. The Board will determine the level of attainment and the pay-out. 2.2 The financial results and the personal objectives components for each fiscal year are to be submitted by the Executive to the appropriate committees of the Board for review and final determination or approval by the Board by January 31 of each year. In the event that either or both of the components are not submitted and/or approved by mid-February, the determination of these components must be set by the Board. The Board’s decision with respect to the financial results components and the personal objectives components in any calendar year is final. The financial results component will be adjusted for overlays for acquisitions, divestitures, financings and other significant unusual transactions as approved by the Board at the time of the transaction.

Short Term Incentive Plan. “STIP”). The Executive will be eligible for a short-term incentive payment at target of 50% of his gross base salary. For While the STIP structure will be reviewed periodically and can be changed by the Board of Directors, for calendar year 2004, STIP will be pro-rated based on the period between August 9 and December 31, 2004 and: (i) 75% (of the 50%) of the STIP payment will be awarded based on the Company’s achievement of its corporate financial goals; and (ii) 25% (of the 50%) will be awarded based on the Executive’s achievement of personal objectives. Moreover,In calendar year 2004, for the corporate financial component, 100% payment of the 75% is based on the Company’s 100% attainment of financial goals, as set out on an annual basis by the Board. The 100% is currently weighted as follows: revenue (25%), EBITDA (50%) and Net Income (25%). The personal objectives component will be based on the achievement of personal objectives as approved by the Board. The Board will determinate the level of attainment and the payout. The following additional terms. are also applicable: (a) no bonus STIP payment will be paid unless 80% of the financial results are attained; (b) at 80% attainment, 50% of the financial results component of the target will be paid; (c) at 100% attainment, 100% of the financial results component of the target will be paid; (d) at 120% attainment or greater, 150% of the financial results component of the target will be paid; and (e) pro-rating will apply between levels of attainment. Thereafter, . 2.1 The Executive and the Board of Directors Company will decide agree on the applicable structure, threshold and opportunities for future years. 2.1 In calendar year 2004, for the corporate financial component, 100% payment of the 75% is based on the Company’s 100% attainment of financial goals, as set out on an annual basis by the Board. The 100% is currently weighted as follows: revenue (25%), EBITDA (50%) and Net Income (25%). The personal objectives component will be based on the achievement of personal objectives as approved by the Board. The Board will determine the level of attainment and the pay-out. 2.2 The financial results and the personal objectives components for each fiscal year are to be submitted by the Executive to the appropriate committees of the Board for review and final determination or approval by the Board by January 31 of each year. In the event that either or both of the (components are not submitted and/or approved by mid-February, the determination of these components must be set by the Board. The Board’s decision with respect to the financial results components and the personal objectives components in any calendar year is final. The financial results component will be adjusted for overlays for acquisitionsacquisitions and financings, divestitures, financings and other significant unusual transactions as approved by the Board board at the time of the transactionacquisition, investment or financing.

Short Term Incentive Plan. The Executive will be eligible for short-term incentive payment at target of 5060% of his gross base salary. For calendar year 2004, STIP will be pro-rated based on the period between August 9 and December 31, 2004 eight months of employment and: (i) 75% (of the 60%) of the STIP payment will be awarded based on the Company’s achievement of its corporate financial goals; and (ii) 25% (of the 60%) will be awarded based on the Executive’s achievement of personal objectives. Moreover, (a) no bonus will be paid unless 80% of the financial results are attained; (b) at 80% attainment, 50% of the financial results component of the target will be paid; (c) at 100% attainment, 100% of the financial results component of the target will be paid; (d) at 120% attainment or greater, 150% of the financial results component of the target will be paid; and (e) pro-rating will apply between levels of attainment. Thereafter, the Board of Directors Directors, in consultation with the Executive will decide on the applicable structure, threshold and opportunities for future years. 2.1 In calendar year 2004, for the corporate financial component, 100% payment of the 75% is based on the Company’s 100% attainment of financial goals, as set out on an annual basis by the Board. The 100% is currently weighted as follows: revenue (25%), EBITDA (50%) and 50%)and Net Income (25%). The personal objectives component will be based on the achievement of personal objectives as approved by the Board. The Board will determine the level of attainment and the pay-out. 2.2 The financial results and the personal objectives components for each fiscal year are to be submitted by the Executive to the appropriate committees of the Board for review and final determination or approval by the Board by January 31 of each year. In the event that either or both of the components are not submitted and/or approved by mid-February, the determination of these components must be set by the Board. The Board’s decision with respect to the financial results components and the personal objectives components in any calendar year is final. The financial results component will be adjusted for overlays for acquisitions, divestitures, financings and other significant unusual transactions as approved by the Board at the time of the transaction.

Short Term Incentive Plan. The Executive will be eligible for short-term incentive payment at target of 5065% of his gross base salary. For calendar year 2004, STIP will be pro-rated based salary on the period between August 9 and December 31, 2004 andfollowing basis: (i) 75% (of the 65%) of the STIP payment will be awarded based on the Company’s achievement of its corporate financial goals; and (ii) 25% (of the 65%) will be awarded based on the Executive’s achievement of personal objectives. Moreover,. 2.1 In the first year of this Employment Agreement: (a) no bonus will be paid unless 80% of the financial results are attained; (b) at 80% attainment, 50% of the financial results component of the target will be paid; (c) at 100% attainment, 100% of the financial results component of the target will be paid; (d) at 120% attainment or greater, 150% of the financial results component of the target will be paid; and (e) pro-rating will apply between levels of attainment. Thereafter, The Executive and the Board of Directors Company will decide agree on the applicable structure, threshold and opportunities available for future subsequent years. 2.1 In calendar year 2004, for 2.2 For the corporate financial component, 100% payment of the 75% is based on the Company’s 100% %, attainment of financial goals, as set out on an art annual basis by the Board. The 100% is currently weighted as follows: revenue (25%), EBITDA (50%) and Net Income (25%). The personal objectives component will be based on the achievement of personal objectives as approved by the Board. The Board will determine the level of attainment and the pay-out. The personal objectives component will be based on the achievement of personal objectives as approved by the Board. The Board will determine the level of attainment and the pay-out. 2.2 2.3 The financial results and the personal objectives components for each fiscal year are to be submitted by the Executive to the appropriate committees of the Board for review and final determination or approval by the Board by January 31 of each year. In the event that either or both of the components are not submitted and/or approved by mid-February, the determination of these components must be set by the Board. The Board’s decision with respect to the financial results components and the personal objectives components in any calendar year is final. The financial results component will be adjusted for overlays for acquisitionsacquisitions and financings, divestitures, financings and other significant unusual transactions as approved by the Board board at the time of the transactionacquisition, investment or financing.