Bonus Program Sample Contracts

VMware, Inc. Executive Bonus Program (June 11th, 2018)

The Compensation and Corporate Governance Committee has adopted a cash bonus program relating to performance (the "Executive Bonus Program") under the 2007 Equity and Incentive Plan (the "Plan") providing for possible cash bonuses to specified executives of VMware, Inc. and its consolidated subsidiaries (the "Company"). Unless otherwise indicated herein, provisions of the Plan shall apply to the Executive Bonus Program.

[Section 16 Officers] EFI 2018 Bonus Program We Are Pleased to Offer You Participation in the EFI 2018 Bonus Program (The Program) on the Terms Below. (May 9th, 2018)

Each participant (the Participant) in the Program will, provided that the Participant remains employed by EFI through the date of grant of such awards, be granted an award of restricted stock units that is subject to vesting requirements based on the performance of Electronics For Imaging, Inc. (EFI or the Company) for 2018 and the Participants continued employment as set forth below.

Santander Consumer USA Holdings Inc. – February 23, 2018 Dear Josh, We Are Happy to Offer You the Position of Chief Risk Officer With a Date of Hire of February 5, 2018 ("Date of Hire"). You Will Be Reporting Hierarchically to the Santander Consumer USA ("SC") Chief Executive Officer and Functionally to the SHUSA Chief Risk Officer. The Compensation and Benefit Details for Your Position Are as Follows: Base Salary: Your Base Salary Will Be $700,000.00 Gross Per Year, and It Will Be Paid Over 26 Equal Bi-Weekly Pay Periods Per Year. Annual Incentive Compensation: You Will Be Eligible to Participate in Our Annual Incentive Bonus Prog (May 2nd, 2018)

This bonus is contingent on the approval of the Santander Consumer USA Holdings, lnc.'s Compensation Committee. The award will also be contingent on your executing applicable award agreements, and such awards will be subject to the terms of those agreements, including, without limitation, the restriction against selling or transferring shares of common stock settled upon the vesting of the RSUs until the one year anniversary of the vesting date.

Newmont Equity Bonus Program for Grades E-5 to E-6 (April 26th, 2018)

This Equity Bonus Program for Grades E5 to E6 includes the Restricted Stock Unit Bonus program and Performance Leveraged Stock Bonus program for the eligible Employees. This program is a restatement of the Newmont Equity Bonus Program for Grades E-5 to E-6 effective January 1, 2017. The purpose of this program is to provide to Employees of Newmont Mining and its Affiliated Entities that participate in this program a more direct interest in the success of the operations of Newmont Mining. The eligible Employees will be rewarded in accordance with the terms and conditions described below.

Restaurant Brands International Inc. – Annual Bonus Program (April 24th, 2018)

The objective of this Annual Bonus Program (the "Program") is to set forth the terminology, process and rules used to determine payment, if any, under the Program.

Telephone and Data Systems, Inc. (Tds) 2018 Officer Bonus Program (March 29th, 2018)

This bonus program covers all TDS officers other than the President and CEO of TDS. Payments under this program to the TDS Telecom President and CEO and the below listed executive officers require specific approval of the TDS Compensation Committee. Bonuses for other officers covered by this program require the approval of the President and CEO of TDS. This program does not apply to any officer of a TDS subsidiary other than the President and CEO of TDS Telecom.

Verint Systems Inc. Stock Bonus Program Originally Adopted: September 1, 2011 Revised: March 22, 2018 (March 29th, 2018)

This document outlines the Verint Systems Inc. Stock Bonus Program (the "Stock Bonus Program"), under which participating employees are eligible to receive a portion of their earned bonus otherwise payable in cash in shares of Verint common stock.

BUILD-A-BEAR WORKSHOP, INC. Description of Build-A-Bear Workshop, Inc. Cash Bonus Program for Chiefs (March 21st, 2018)

The purpose of the Build-A-Bear Workshop, Inc. (the "Company") Cash Bonus Program for Chiefs (the "Program") is to attract and retain highly qualified executive officers, motivate these executive officers to materially contribute to the Company's business success, and align the interests of the Company's executive officers and stockholders by rewarding the executive officers for performance based on achievement of targets established by the Compensation and Development of the Company's Board of Directors (the "Committee"). The Program has been adopted under the Company's 2017 Omnibus Incentive Plan (the "2017 Plan").

Summary of 2018 Bonus Program (March 9th, 2018)

The following is a summary description of the terms and conditions of the 2018 Bonus Program, under which quarterly bonuses may be paid to the Company's "named executive officers" (as defined in Item 402(a)(3) of Regulation S-K promulgated by the Securities and Exchange Commission) ("NEOs") as determined by the Board of Directors ("Board") and the Compensation Committee of the Board ("Compensation Committee"). The 2018 Bonus Program is designed to align compensation with company and individual performance.

Revance Therapeutics – 2018 Management Bonus Program (March 2nd, 2018)

On February 8, 2018, the Compensation Committee of the Board of Directors of Revance Therapeutics, Inc. (the "Company") approved the Company's 2018 corporate objectives, weighted for purposes of determining bonuses, if any, for the Company's executive officers with respect to performance for fiscal year 2018 (the "2018 Bonus Program").

Five9, Inc. 2018 Executive Bonus Program (March 1st, 2018)

On February 8, 2018, the Compensation Committee of the Board of Directors (the "Compensation Committee") of Five9, Inc. (the "Company") approved performance targets for the year ending December 31, 2018 that will be used to determine the amount of cash bonus awards that may be earned, on a quarterly basis, by the Company's Section 16 officers pursuant to the Company's 2018 bonus program (the "2018 Bonus Program").

January 15, 2018 Name: Steve Pietkiewicz (40074) RE: LTC Discretionary Bonus Program Dear Steve, (February 28th, 2018)

I am writing to you as you have recently received awards under the LTC Discretionary Bonus Program, and to inform you that as we align our compensation programs, the LTC Discretionary Bonus Program will cease to operate effective May 5th, 2018.

Santander Consumer USA Holdings Inc. – January 24, 2018 Dear Reza, We Are Happy to Offer You the Position of Chief Information Officer With a Date of Hire of February 12, 2018 ("Date of Hire"). You Will Be Reporting Hierarchically to the Santander Consumer USA ("SC") Chief Executive Officer and Functionally to the SHUSA Chief Technology Officer. The Compensation and Benefit Details for Your Position Are as Follows: Base Salary: Your Base Salary Will Be $500,000.00 Gross Per Year, and It Will Be Paid Over 26 Equal Bi-Weekly Pay Periods Per Year. Annual Incentive Compensation: You Will Be Eligible to Participate in Our Annual Incenti (February 28th, 2018)

This bonus is contingent on the approval of the Santander Consumer USA Holdings, Inc.'s Compensation Committee. The award will also be contingent on your executing applicable award agreements, and such awards will be subject to the terms of those agreements, including, without limitation, the restriction against selling or transferring shares of common stock settled upon the vesting of the RSUs until the one year anniversary of the vesting date.

Rayonier Annual Bonus Program (February 23rd, 2018)
Summary of Cognex Corporation Annual Bonus Program (February 15th, 2018)

Cognex Corporation (the "Company") maintains a performance-based annual bonus program (the "Bonus Program") for employees (including the Company's executive officers), other than those employees on a sales commission plan. Each participant in the Bonus Program is assigned a target annual cash bonus. Participants may earn their bonuses based on the achievement of certain financial goals set forth in the Company's annual budget related to budgeted non-GAAP consolidated operating income as a percentage of revenue ("operating margin").

Sunesis Pharmaceuticals, Inc. 2018 Bonus Program (February 5th, 2018)

The 2018 Bonus Program (the "Program") of Sunesis Pharmaceuticals, Inc. (the "Company") is effective as of January 1, 2018 (the "Effective Date"). The Program is designed to motivate, retain and reward Company employees through a combination of corporate and individual performance-based incentive compensation objectives from the Effective Date through December 31, 2018 (the "Performance Period"). Individuals employed by the Company during the Performance Period who are designated for participation by the Compensation Committee of the Company's Board of Directors (the "Committee") and who are employed by the Company on the Payment Date (as defined below) (each a "Participant") shall be eligible to earn and receive a bonus under the Program. The Program is administered by the Committee, and any decisions made in good faith by the Committee shall be final and binding on all Participants.

Bonus Program for Executive Officers (February 5th, 2018)

Our executive officers are eligible for cash incentives through individual bonus arrangements based on improvements in the overall financial performance of the company and/or their respective areas of responsibility. The bonus arrangements provide our executive officers with the opportunity to earn a cash bonus for each quarter during a year when we increase our earnings above a predetermined minimum target.

Fiscal 2018 Annual Performance Bonus Program for the President & Chief Executive Officer (January 9th, 2018)

The Amended and Restated Employment Agreement between the Company and Tamara L. Lundgren provides for an annual cash bonus under a bonus program to be developed by the Compensation Committee (the "Committee"), with bonuses payable based on Company financial performance and achievement of management objectives as determined by the Committee at the beginning of each fiscal year. The annual bonus program for Ms. Lundgren for fiscal 2018 has two components. The first component consists of an award with a cash payout based on achievement of Company financial performance targets established by the Committee. The second component consists of an award with a cash payout based on the achievement of management objectives established by the Committee. The two components of the annual performance bonus program shall operate independently, and the Committee shall make determinations with respect to the second component without regard to the outcomes under the first component.

Mitek System Inc. – Mitek Systems Executive Bonus Program Fiscal Year 2018 (December 29th, 2017)

The objective of the Mitek Executive Bonus Program ("the Program") is to reward executives with an opportunity to earn an annual cash bonus for their contributions to the achievement of corporate goals during the fiscal year. This Program is intended to ensure a competitive total compensation opportunity and to foster a team effort in the attainment of corporate goals.

National Western Life Group, Inc. – Internationl Marketing Officer Bonus Program (December 18th, 2017)

This 2018 International Marketing Officer Bonus Program (the "Program") is designed to reward eligible International Marketing officers of National Western Life Insurance Company (the "Company") for their performance in achieving pre-determined sales targets while assisting the Company in managing to its expense and profit criteria. An International Marketing officer of the Company who is designated by the Committee as a participant in the Program (a "Participant") shall be eligible to receive a bonus hereunder.

National Western Life Group, Inc. – Executive Officer Bonus Program - Addendum (December 18th, 2017)

The Program incorporates three measurable performance factors: (1) Company sales, which are defined as net placed annualized target premium for Life business and as total placed premium for Annuity business, (2) Company expense management, and (3) overall profitability.

National Western Life Group, Inc. – Domestic Marketing Officer Bonus Program (December 18th, 2017)

This 2018 Domestic Marketing Officer Bonus Program (the "Program") is designed to reward eligible Domestic Marketing officers of National Western Life Insurance Company (the "Company") for their performance in achieving pre-determined sales targets while assisting the Company in managing to its expense and profit criteria. A Domestic Marketing officer of the Company who is designated by the Committee as a participant in the Program (a "Participant") shall be eligible to receive a bonus hereunder.

National Western Life Group, Inc. – Officer Bonus Program (December 18th, 2017)

This 2018 Officer Bonus Program (the "Program") is designed to reward eligible Officers (excludes the President, CEO, Domestic Marketing Officers, and International Marketing Officers) of National Western Life Insurance Company (the "Company") for their performance in assisting the Company in achieving pre-determined sales targets while managing to its expense and profit criteria. A Senior Vice President, Vice President, or Assistant Vice President of the Company who is designated by the Committee as a participant in the Program (a "Participant") shall be eligible to receive a bonus hereunder.

Geospace Technologies Corporation Annual Bonus Program (December 1st, 2017)

This plan includes all employees of the Company (except the Company's Russian employees who are rewarded under a small local plan). The Tier 1 program is intended to focus each employee toward maximizing the Company's profits and improving the Company's cohesiveness and morale. The participants must have been employed by the Company for at least three months and be employed at the time of bonus disbursal.

Santander Consumer USA Holdings Inc. – September 28, 2017 Dear Juan Carlos, We Are Happy to Offer You the Position of Chief Financial Officer, With a Date of Hire of October 2, 2017 (Date of Hire). You Will Be Reporting Hierarchically to the Santander Consumer (SC) Chief Executive Officer and Functionally to the SHUSA Chief Financial Officer. The Compensation and Benefit Details for Your Position Are as Follows: Base Salary: Your Base Salary Will Be $1,000,000.00 Gross Per Year, and It Will Be Paid Over 26 Equal Bi-Weekly Pay Periods Per Year. Annual Incentive Compensation: You Will Be Eligible to Participate in Our Annual Incentiv (October 2nd, 2017)

This bonus is contingent on the approval of the Santander Consumer USA Holdings, Inc.s Compensation Committee. The award will also be contingent on your executing applicable award agreements, and such awards will be subject to the terms of those agreements, including, without limitation, the restriction against selling or transferring shares of common stock settled upon the vesting of the RSUs until the one year anniversary of the vesting date.

Santander Consumer USA Holdings Inc. – September 20, 2017 Dear Sandy, We Are Happy to Offer You the Position of EVP, Head of Operations With a Date of Hire of October 10, 2017 (Date of Hire). You Will Be Reporting Hierarchically to the Santander Consumer (SC) Chief Executive Officer and Functionally to the SHUSA Chief Operations Officer. The Compensation and Benefit Details for Your Position Are as Follows: Base Salary: Your Base Salary Will Be $850,000.00 Gross Per Year, and It Will Be Paid Over 26 Equal Bi-Weekly Pay Periods Per Year. Annual Incentive Compensation: You Will Be Eligible to Participate in Our Annual Incentive Bonus (October 2nd, 2017)

This bonus is contingent on the approval of the Santander Consumer USA Holdings, Inc.s Risk Committee and Compensation Committee. The award will also be contingent on your executing applicable award agreements, and such awards will be subject to the terms of those agreements, including, without limitation, the restriction against selling or transferring shares of common stock settled upon the vesting of the RSUs until the one year anniversary of the vesting date.

2017 Target Bonus Program (August 9th, 2017)

On May 2, 2017, the Compensation Committee (the "Compensation Committee") of the Board of Directors of NeoPhotonics Corporation (the "Company") approved a 2017 performance bonus program (the "2017 Bonus Program") for the Company's executive officers and other employees. The Compensation Committee structured target bonuses for the fiscal year 2017 so that payouts would be determined based in part on achievement against corporate objectives, including:

Executive Annual Bonus Program (August 8th, 2017)

This Program shall be administered by the Committee, which shall consist solely of two or more members of the Board who are "outside directors" within the meaning of Section 162(m). Action of the Committee with respect to the administration of this Program shall be taken pursuant to a majority vote or by the unanimous written consent of its members. The Committee shall have the authority to construe and interpret this Program and any agreements or other document relating to Awards under the Program, may adopt rules and regulations relating to the administration of this Program, and shall exercise all other duties and powers conferred on it by this Program. Any decision or action of the Committee within its authority hereunder shall be conclusive and binding upon all persons. Neither the Board nor the Committee, nor any person acting at the direction thereof, shall be liable for any act, omission, interpretation, construction or determination made in good faith in connection with th

Calumet Specialty Products – Calumet Gp, Llc Annual Bonus Program (August 7th, 2017)

The purpose of the Calumet GP, LLC Annual Bonus Program (the "Plan") is to attract, retain and motivate Participants (as defined below) by providing the opportunity to earn bonuses pursuant to the Plan.

VMware, Inc. Executive Bonus Program (June 9th, 2017)

The Compensation and Corporate Governance Committee has adopted a cash bonus program relating to performance (the "Executive Bonus Program") under the 2007 Equity and Incentive Plan (the "Plan") providing for possible cash bonuses to specified executives of VMware, Inc. and its consolidated subsidiaries (the "Company"). Unless otherwise indicated herein, provisions of the Plan shall apply to the Executive Bonus Program.

Telephone and Data Systems, Inc. (Tds) 2017 Officer Bonus Program (May 31st, 2017)

This bonus program covers all TDS officers other than the President and CEO of TDS. Payments under this program to the TDS Telecom President and CEO and the below listed executive officers require specific approval of the TDS Compensation Committee. Bonuses for other officers covered by this program require the approval of the President and CEO of TDS. This program does not apply to any officer of a TDS subsidiary other than the President and CEO of TDS Telecom.

Rayonier Annual Bonus Program (May 5th, 2017)
[Section 16 Officers] EFI 2017 Bonus Program We Are Pleased to Offer You Participation in the EFI 2017 Bonus Program (The Program) on the Terms Below. (May 2nd, 2017)

Each participant (the Participant) in the Program will, provided that the Participant remains employed by EFI through the date of grant of such awards, be granted an award of restricted stock units that is subject to vesting requirements based on the performance of Electronics For Imaging, Inc. (EFI or the Company) for 2017 and the Participants continued employment as set forth below.

Sunesis Pharmaceuticals, Inc. 2017 Bonus Program (March 27th, 2017)

The 2017 Bonus Program (the Program) of Sunesis Pharmaceuticals, Inc. (the Company) is effective as of January 1, 2017 (the Effective Date). The Program is designed to motivate, retain and reward Company employees through a combination of corporate and individual performance-based incentive compensation objectives from the Effective Date through December 31, 2017 (the Performance Period). Individuals employed by the Company during the Performance Period who are designated for participation by the Compensation Committee of the Companys Board of Directors (the Committee) and who are employed by the Company on the Payment Date (as defined below) (each a Participant) shall be eligible to earn and receive a bonus under the Program. The Program is administered by the Committee, and any decisions made in good faith by the Committee shall be final and binding on all Participants.

BUILD-A-BEAR WORKSHOP, INC. Description of Build-A-Bear Workshop, Inc. Cash Bonus Program for Chiefs (March 17th, 2017)

The purpose of the Build-A-Bear Workshop, Inc. (the "Company") Cash Bonus Program for Chiefs (the "Program") is to attract and retain highly qualified executive officers, motivate these executive officers to materially contribute to the Company's business success, and align the interests of the Company's executive officers and stockholders by rewarding the executive officers for performance based on achievement of targets established by the Compensation and Development of the Company's Board of Directors. The Program has been adopted under the Company's Third Amended and Restated 2004 Stock Incentive Plan (the "2004 Plan").