Exhibit 10.13

[AOL LOGO]

AOL Inc. - Annual Bonus Plan

1. Objective

The success of AOL Inc., along with its subsidiaries and affiliates (together the “Company”), is to a great extent dependent on the caliber of its employees. The AOL Inc. Annual Bonus Plan (the “ABP”) is a critical tool in rewarding outstanding Company performance, individual performance and behaviors that contribute to the achievement of corporate objectives.

At the discretion of senior management, the ABP provides participating employees (other than the executive officers of the Company whose participation is governed by the AOL Inc. Annual Incentive Plan for Executive Officers (the “Executive AIP”) and Section 6 herein) with the opportunity to receive cash incentives based on the financial and operational performance of the Company as well as their own individual performance.

The guidelines provided in this document are applicable to all ABP eligible employees regardless of location. As appropriate, due to local country laws or regulations, certain processes or calculations may be modified. For guidance on the application of the ABP within your particular country, please contact your HR representative.

The ABP shall supersede the Global Bonus Plan (GBP) in its entirety.

2. Eligibility

Employees of the Company with job grades A through J are eligible to participate in the ABP, subject to the terms of the ABP and the following conditions (each such employee, a “Participant”).

3. Target Incentive

The ABP target incentive for Participants in job grades A through J is reflected as a percentage of such Participant’s annual base pay. If a Participant in grades A through J is an executive officer of the Company, then the applicable ABP target incentive for such Participant will be a component in the criteria used by the Committee (as defined in the Executive AIP) to apply negative discretion in determining the actual annual incentive payable to such Participant pursuant to the terms of the Executive AIP. No annual incentive payment will be made to an executive officer of the Company unless and until the performance goal specified in Section 3.2 of the Executive AIP is achieved.

Actual annual incentive payouts, if granted, will be calculated based on a Participant’s actual base pay for the plan year in accordance with the administrative guidelines of the ABP.

4. Performance Measures & Weighting

ABP target incentive payouts are calculated based on the following factors:

5. Funding

The Company’s total ABP funding is based on the Company’s operating income before depreciation and amortization (“OIBDA”) and Free Cash Flow achievement level, excluding restructuring costs. The OIBDA and Free Cash Flow goals are determined at the beginning of each plan year by senior management.

The ABP funding levels at various levels of the Company’s achievement are determined on an annual basis at the beginning of each plan year.

Both the OIBDA and Free Cash Flow metrics must meet the minimum threshold associated with a targeted funding level in order to have any payment at that targeted funding level. There is no guarantee of payout if the threshold is not met.

An employee who is rated below 100% in his or her individual performance metric will be funded at the lower of his or her performance rating or the Company’s performance rating. For example, if the Company achieves a 110% rating and the employee receives a 70% rating, the employee’s bonus will be funded at 70% for both the individual rating as well as the Company rating.

Final ABP funding is at the discretion of the Chief Executive Officer of the Company.

6. Executive Officers

This Section 6 will apply only to those Participants who are also executive officers, which determination will be made by the Committee. Only with respect to annual incentives payable to such Participants should the ABP be considered a sub-plan of the

Executive AIP. The eligibility of such Participants will be determined pursuant to Section 5 of the Executive AIP and the performance goals for such Participants will be determined pursuant to Section 3 of the Executive AIP. In addition, this sub-plan for Participants who are executive officers will be administered in accordance with Section 4 of the Executive AIP. The method, timing and/or form of any annual incentive payouts to such Participants will be as set forth in the Executive AIP. Once the Committee determines in writing that performance goals have been achieved (pursuant to Section 3 of the Executive AIP), the Committee may use negative discretion to finalize the annual incentive payouts, pursuant to the guidelines established under the ABP. The guidelines for each plan year will be set forth on an addendum to the ABP. Any capitalized terms used in this section (and throughout the ABP with respect to a Participant who is an executive officer of the Company) but not otherwise defined herein, in connection with determining the annual incentive payouts for such Participant only, will have the meaning set forth in the Executive AIP. In the event of a conflict between any term or provision contained in the ABP and a term or provision of the Executive AIP, the terms and provisions of the Executive AIP will govern and prevail.

7. Administrative Guidelines

India: Any payouts will be distributed once a year and no later than March 31^st following the end of the applicable plan year.

India - Participants on an approved leave of absence without pay (Loss of Pay leave) are eligible for an ABP payout only for the prorated time period when they were either at work or on approved leave of absence with pay during the applicable plan year. Such Participants are eligible for payment only upon return to work. If a Participant does not return from a leave of absence without pay, the individual will not receive a bonus payment.

Canada - Participants on an approved leave of absence are eligible for a prorated ABP payout for the time period during the applicable plan year that they were scheduled to work 25 or more hours/week. Participants are eligible for payment only upon a return to work. If a Participant does not return from a leave of absence, the individual will not receive a bonus payment.

8. Miscellaneous