Marketing – Case Study Incentive Plan - Team Member - Effective April 1, 2025

Marketing – Case Study Team Member Incentive Plan

1. Payment Structure

Employees will be compensated monthly based on the number of published case study for the current month. The payment rates are as follows:

2. Multipliers 

If any product goals are hit, then there will be a multiplier 2 on that product incentive. For clarity, there will not be a multiplier 2 on total payouts but only on that product. An example is below for clarity.

Example of Month Goals: 

For example, If we have 2 ESEE and 1 BoldSign case study published this month, the ESEE goal is met, but the BoldSign goal is not met.  The incentive payout will be calculated as follows: 

• • ESEE: 1500 KES x 2 (x 2 - multiplier) = 6,000 KES 
  • BS: 2,500 KES x 1 = 2500 KES (goal not met)

Total incentive payout for that month: 8,500 KES.

Definitions:

A ‘published Case Study’ shall include both a written and a video component. Both will be required to have compensation under this policy. The video component will be a video on sites such as YouTube or a Syncfusion site, while the written component can take the form of a detailed Case Study or a blog post.

To be considered a Case Study it must be approved by the VP of Marketing.

3. Payment Process

• Payments will be transferred via the company’s designated payroll system.

4. Performance & Quality Standards

• Each submission must meet the company’s quality guidelines.

• Any incomplete or substandard submissions may result in deductions or non-payment.

5. Bonus & Incentives

• Exceptional quality work may qualify for additional incentives at management’s discretion.

Legal Notes

Superseding Clause

This plan supersedes any previously issued commission plans, policies, or agreements and shall continue in effect until superseded or terminated by Syncfusion. Syncfusion may terminate this plan with or without notice or cause.

Employment at Will

Participation in this compensation plan does not alter the at-will nature of employment. Both the company and the employee reserve the right to terminate the employment relationship at any time, with or without cause, subject to applicable laws and regulations.

Plan Adjustments

The company reserves the right to modify, amend, or terminate this compensation plan at any time, at its sole discretion. Any changes will be communicated in writing to affected employees prior to taking effect. Changes will not be retroactive unless mandated by law.

Compliance with Laws

This compensation plan complies with all applicable federal, state, and local laws and regulations. In the event of any conflict between this plan and applicable law, the law will prevail.

Dispute Resolution

Any disputes arising from the interpretation or application of this compensation plan will be subject to the company’s dispute resolution process. If unresolved, disputes may be subject to arbitration, as outlined in the company’s employment agreement or policies.

Confidentiality

The terms and details of this compensation plan are confidential and may not be disclosed to any third party without express written consent from the company, except as required by law.