Bonus. Executive will be eligible for an annual discretionary bonus of up to % of Executive’s Base Salary. Executive’s annual target bonus percentage, whether Executive receives an annual bonus for any given year, and the amount of any such annual bonus, will be determined by the Board in its sole discretion based upon the Company’s and Executive’s achievement of objectives and milestones to be determined on an annual basis by the Board in consultation with Executive. Bonuses are generally paid by March 15 following the applicable bonus year, and Executive must be an active employee on the date any Annual Bonus is paid in order to earn any such Annual Bonus. Executive will not be eligible for, and will not earn, any Annual Bonus (including a prorated bonus) if Executive’s employment terminates for any reason before the date Annual Bonuses are paid.

Bonus. The Company shall set for the President and CEO an annual target bonus of one hundred percent ( 100%) of his annual base salary as may be earned by him under the Company’s non-equity incentive bonus plan (the “Incentive Bonus”). The bonus shall be due and payable on or before March 31 of each contract year of this Agreement commencing with the bonus corresponding to calendar year 2016 due and payable on or before March 31, 2017.

Bonus. As soon as feasible following termination, the Company will pay you any deferred and unpaid bonus amounts due for the fiscal year immediately preceding your termination and a prorated amount of the bonus at Target for the bonus period in which your termination date occurs. The prorated bonus payment will be in an amount equal to the product of # the bonus at Target for the bonus period and # a fraction, the numerator of which is the number of days from the first day of the bonus period to your termination date, and the denominator of which is the number of days in the bonus period.

Bonus. Subject to approval of Crawford's Board of Directors, you are eligible to participate in the Crawford Short Term Incentive Plan ("STIP"). Your STIP Target Bonus will be 57.50% of your Base Salary, with a maximum STIP bonus of 115% of your Base Salary. Any STIP bonus will be payable in accordance with the STIP terms, and will be subject to applicable withholding taxes.

Bonus. To the extent the Employee meets the eligibility requirements, for each fiscal year within the Employment Period, the Employee shall be eligible for an annual performance bonus (the “Bonus”) as determined under the provisions of the then-applicable [[Corporation:Organization]] Short Term Incentive Plan (“Short Term Plan”), as amended from time to time, any successor to such plan, or such other annual incentive compensation program developed for the Corporation’s officers, with performance goals and other terms consistent with other officers of the Corporation. Any Bonus shall be paid at the same time as bonuses are paid to other officers of the Corporation under the then-applicable Short Term Plan.

Bonus. The Employee shall be eligible to receive an annual performance bonus (“Annual Bonus”) as follows: # for calendar 2015, the Annual Bonus shall be equal to the sum of # One Hundred Twenty Thousand Dollars ($120,000), plus # in the discretion of the Compensation Committee (the “Committee) of the Board of Directors, an additional bonus which, if awarded, is expected to be in the range of Fifty Thousand Dollars to One Hundred Thousand Dollars ($50,000-$100,000), # in the discretion of the Committee, at the end of each of 2016 and 2017, and any subsequent Renewal Term, a bonus which, if awarded, is expected to be in the range of One Hundred Thousand Dollars ($100,000) to Three Hundred Thousand Dollars ($300,000). All bonuses shall be paid within ninety (90) days after the end of the applicable year of the Term.

Bonus. The Company shall establish an annual bonus plan of which certain management employees of the Company shall be eligible to participate, which annual bonus plan shall comprise a calendar year (the “Plan Year”). Melamed shall participate in such annual bonus plan during each year of the term of this Agreement with goals (the “Annual Goals”) established and approved by the Board of Directors. Pursuant to this annual bonus plan, Melamed shall be eligible for discretionary performance and incentive bonuses if and as may be determined in the sole discretion of the Board of Directors of the Company. The bonus criteria for Melamed shall be tied to the Company’s Long Term Financial Pro Forma (as adopted by the Company upon execution of this Agreement) and shall serve as the basis of evaluation for any payments awarded pursuant to the Company’s annual bonus plan by the Board of Directors. At the conclusion of the Plan Year, the Board of Directors shall determine the level of success achieved by the Melamed against the Annual Goals and recommend the amount of the annual bonus plan payment. If Melamed’s employment is terminated for reasons other than Due Cause or her voluntary resignation, she shall receive within 30 days after such date of termination any bonus earned up to the date of termination as reasonably determined by the Board of Directors. All payments related to the annual bonus plan are subject to the prior approval by the Board of Directors and the Company’s ability to make such payments when considering the cash position of the Company. Melamed Bonus Guidelines are attached to this Agreement as Exhibit B.

Bonus Formulas. Except as otherwise set forth in this Bonus Plan or determined by the Administrator, any bonuses paid to Covered Executives under this Bonus Plan shall be based upon formulas that tie such bonuses to attainment of the Performance Goals. Notwithstanding the foregoing, the Company may pay bonuses (including discretionary bonuses) to Covered Executives under this Bonus Plan based upon such other terms and conditions as the Administrator may in its sole discretion determine.

Retention Bonus. In order to induce Employee to remain in Albany’s employ and to encourage him to remain so employed through and until January 21, 2023 (the “Retention Date”), Albany agrees to pay Employee a retention incentive in the manner, and according to the terms, set forth herein.

Bonus Severance. In addition, the Company shall provide Pennypacker with a pro-rata share of that amount to which he would have otherwise been eligible to receive as a bonus under the Company’s 2020 Short-Term Incentive Plan had he completed his current year of employment. The bonus severance shall be provided in a lump sum, less withholding and deductions, at the same time as short-term incentive bonus payments are provided to other executives in the Company (approximately March 1, 2021), so long as Pennypacker has not materially violated, in the Company’s exclusive determination exercised in good faith, any term of this Agreement.