Exhibit
10.24


 





 


Severance Plan Policy


 


1.              Purpose


 


Lantheus Medical Imaging,
Inc. has established this Severance Plan (hereafter, the “Plan”) as set forth
below for Lantheus Medical Imaging and any other participating company. This
document contains the official text of the Plan and also serves as the summary
plan description for the Plan.


 


This severance plan is
established for several purposes:


 


·                  First, it respects and
values Lantheus employees who are involuntarily terminated on a not - for-cause
basis by providing financial support to new employment.


·                  In addition, this plan
serves to enhance employee retention by reassuring all employees of company
sponsored support in the event of an involuntary, not-for-cause termination.


 


This plan supersedes all
prior statements, guidelines, policies and plans regarding severance benefits
that were in existence prior to the effective date.


 


This document, like all
plans, policies and/or practices of Lantheus, is not a contract of employment.
It is not intended to create, and should not be construed to create, any
contractual rights, either express or implied, between Lantheus and its
employees. The benefits, practices and procedures described in this document
may be changed, suspended, altered, modified or terminated at any time, with or
without prior notice.


 


The employment relationship
between any participating company and its employees is “at will.” This means
that employees have the right to quit their employment at any time, for any
reason, and the participating company reserves the right to terminate any
employee’s employment, with or without cause, at any time and for any reason.


 


2.              Scope


 


2.1            Eligibility


 


The benefits under this Plan
are limited to employees who are classified by a Participating Company as a
regular full-time or regular part -time employee, and who is not excluded under
paragraph 2.2 below. Employees who are (a) on leaves of absence with right of
reinstatement, and (b) receiving short tam disability benefits shall be
eligible for termination benefits if such employee receives written
notification of Surplus status upon return to work.


 


2.2            Exclusions to Eligibility


 


Unless Lantheus provides
otherwise in writing, any individual who is classified by a Participating
Company as a leased worker, independent contractor, intern, Term Employee, or
Temporary Employee shall not be eligible to participate participation in the
Plan.


 


3.              Policy
Statement


 


3.1            Definitions


 


3.1.1                “Annual Base Salary” shall mean, with respect to an employee’s
former job (the job at the time of Formal Notification), the employee’s current
annual rate of base cash


 


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Medical Imaging confidential and proprietary information. Individuals printing
a copy of a Lantheus Medical Imaging procedural document are responsible for
ensuring that revisions to the document have been issued since the date of
printing.


 


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compensation exclusive of
commission and incentive payments, bonuses or other performance awards, and
exclusive of any  overtime, differentials
and other allowances. “Annual Base Salary” for regular, part-time employees,
means the annual, full-time rate of base compensation, excluding items
referenced above, times a fraction which is the number of scheduled hours of
work per week divided by 40.


 


3.1.2                “Guidelines” shall mean any Lantheus Guidelines for Force
Reduction, as set forth in separate documents not a part of this Plan, as they
may be amended from time to time. Any such Guidelines provide flexible guidance
to managers in exercising management discretion in reductions in force,
including the exercise of the management decision to place employees in the
reduction in force status, and the management decision whether or not an
employee in the Force Group shall be placed in an ongoing position. Such
decisions are business decisions and are not subject to the terms of this Plan.


 


3.1.3                “Lantheus” shall mean Lantheus Medical Imaging, Inc. and any
other specifically identified participating companies.


 


3.1.4                “Management Team” shall mean those managers directly
responsible for resolving the employees in a particular Force Group, pursuant
to the Guidelines.


 


3.1.5                “Notification Date” is the date on which an employee is
notified by a Participating Company in writing that he or she is either (i)
Employee in Reduction in Status and subject to involuntary termination, or (ii)
a member of a Force Group implementing a Voluntary Termination Program.


 


3.1.6                “Participant” means an employee eligible to participate in the
Plan as described in 2.1 Eligibility.


 


3.1.7                “Participating Company” shall mean Lantheus and any other
company identified in Addendum I of the Plan, as such Addendum may be amended from time to time, with the approval of
the Vice President of Human Resources.


 


3.1.8                “Plan” refers to
this Severance Plan.


 


3.1.9                “Plan Administrator” means the Company or such other person or
committee appointed from time to time by the Company to administer the Plan.


 


3.1.10         “Term of Employment” shall mean the period of elapsed time
since the first date of employment with Lantheus, as determined by the
Participating Company.


 


3.1.11         Termination
Date” means a Participant’s last day of active employment with a
Participating Company.


 


3.1.12         “Release Agreement” shall mean the letter agreement (containing
a general release and waiver and encompassing the conditions described in the
Plan) that Employees are required to sign as a condition for receipt of
termination benefits under this Plan


 


3.2            Involuntary Termination of Employment


 


3.2.1                Involuntary
Termination


 


An employee will be eligible
for severance benefits under this Plan only if Lantheus, in its sole
discretion, determines that the employee’s employment is being terminated
involuntarily for any of the following reasons:


 


·                  Reduction in staff or
layoff.


·                  Position elimination.


·                  Facility closing.


·                  Closure of a business unit.


 


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·                  Organization restructuring.


·                  Such other circumstances as
the Company deems appropriate for the payment of severance benefits.


 


3.2.2                Termination Not Eligible for Benefits


 


Unless Lantheus provides
otherwise in writing, an employee will not be eligible for severance benefits
if the Lantheus, in its sole discretion, determines that the employee’s
employment is terminated for any of the following reasons:


 


·                  An Employee terminated “for
cause”. For purposes of this Plan, “for cause termination” includes but is not
limited to: commission of acts of willful misconduct or activity deemed
detrimental to the interests of the company, purposeful or repeated violation
of company policy, acts involving dishonesty, insubordination, theft,
disorderly conduct, discriminatory or harassing conduct including sexual
harassment, unauthorized disclosure of company confidential information, the
entry of a plea of nolo contendre to, or the conviction of, a crime, failure to
perform one’s job duties when fully capable and when given reasonable
opportunities to do so (excludes where the failure results from incapacity due
to disability or inability), refusal to accept a transfer to a position for
which the employee is qualified by reason of knowledge, training, and
experience at a new work location that is less than 50 miles from the employee’s
residence and at the same compensation and comparable benefits.


·                  An involuntarily terminated
employee is excluded when he/she is in a position that has been outsourced and,
within two weeks of the date of termination of employment from Lantheus, are
offered employment, with comparable compensation and benefits, with the entity
or agent or affiliate thereof that has been contracted to provide outsourced
services to the company;


·                  An involuntarily terminated
employee is excluded when he/she rejects continued employment with an acquirer
of all or part of the company’s business assets provided the employee is
offered comparable employment by the acquirer of such assets within a 50 mile
radius;


·                  An employee voluntarily
terminates employment (resigns) or voluntarily retires from employment; and


·                  An employee is excluded when
he/she voluntarily terminates employment prior to a scheduled termination date.


 


3.3            Involuntary Termination Benefits


 


3.3.1                Severance
Pay


 


The duration of Severance
Pay to which each eligible employee shall be eligible shall be calculated based
on the table below. Years of service will be based on adjusted years of service
as defined by the Company.


 


Lantheus has the sole
discretion to determine the column to be assigned to each position level in the
table below. The titles and descriptors used in the column headings are for
illustrative purposes only.


 


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Medical Imaging confidential and proprietary information. Individuals printing
a copy of a Lantheus Medical Imaging procedural document are responsible for
ensuring that revisions to the document have been issued since the date of
printing.


 


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  Position level

  
	
  Years of service

  	
   

  	
  All non exempt

  	
   

  	
  Exempt Individual

  Contributor/ & Sales

  	
   

  	
  Professional, Assoc

  Dir, Manager & Sales

  Mgt

  	
   

  	
  Directors, Sr.

  Director & MDs

  	
   

  	
  Vice Presidents

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  <1 yr

  	
   

  	
  2
  weeks

  	
   

  	
  3
  weeks

  	
   

  	
  3
  weeks

  	
   

  	
  4
  weeks

  	
   

  	
  4
  weeks

  
	
  >1 yr but < 2 yrs

  	
   

  	
  3

  	
   

  	
  4

  	
   

  	
  5

  	
   

  	
  6

  	
   

  	
  8

  
	
  >2 yrs but < 3 yrs

  	
   

  	
  4

  	
   

  	
  5

  	
   

  	
  6

  	
   

  	
  7

  	
   

  	
  8

  
	
  >3 yrs but < 4 yrs

  	
   

  	
  5

  	
   

  	
  6

  	
   

  	
  7

  	
   

  	
  8

  	
   

  	
  8

  
	
  >4 yrs but < 5 yrs

  	
   

  	
  6

  	
   

  	
  7

  	
   

  	
  8

  	
   

  	
  9

  	
   

  	
  8

  
	
  >5 yrs but < 6 yrs

  	
   

  	
  7

  	
   

  	
  8

  	
   

  	
  9

  	
   

  	
  10

  	
   

  	
  18

  
	
  >6 yrs but < 7 yrs

  	
   

  	
  8

  	
   

  	
  9

  	
   

  	
  10

  	
   

  	
  11

  	
   

  	
  20

  
	
  >7 yrs but < 8 yrs

  	
   

  	
  9

  	
   

  	
  10

  	
   

  	
  11

  	
   

  	
  13

  	
   

  	
  22

  
	
  >8 yrs but < 9 yrs

  	
   

  	
  10

  	
   

  	
  11

  	
   

  	
  13

  	
   

  	
  15

  	
   

  	
  24

  
	
  >9 yrs but <10 yrs

  	
   

  	
  11

  	
   

  	
  13

  	
   

  	
  15

  	
   

  	
  17

  	
   

  	
  26

  
	
  >10yrs but < 12 yrs

  	
   

  	
  13

  	
   

  	
  15

  	
   

  	
  17

  	
   

  	
  19

  	
   

  	
  26

  
	
  >12 yrs but < 14 yrs

  	
   

  	
  15

  	
   

  	
  17

  	
   

  	
  19

  	
   

  	
  21

  	
   

  	
  26

  
	
  >14 yrs but < 16 yrs

  	
   

  	
  17

  	
   

  	
  19

  	
   

  	
  21

  	
   

  	
  23

  	
   

  	
  26

  
	
  >16 yrs but < 18 yrs

  	
   

  	
  19

  	
   

  	
  21

  	
   

  	
  23

  	
   

  	
  25

  	
   

  	
  26

  
	
  >18 yrs but < 20 yrs

  	
   

  	
  21

  	
   

  	
  23

  	
   

  	
  25

  	
   

  	
  26

  	
   

  	
  26

  
	
  >20 yrs but < 25 yrs

  	
   

  	
  22

  	
   

  	
  24

  	
   

  	
  26

  	
   

  	
  26

  	
   

  	
  26

  
	
  >25 yrs but < 30 yrs

  	
   

  	
  23

  	
   

  	
  25

  	
   

  	
  26

  	
   

  	
  26

  	
   

  	
  26

  
	
  >30 yrs but < 35 yrs

  	
   

  	
  24

  	
   

  	
  26

  	
   

  	
  26

  	
   

  	
  26

  	
   

  	
  26

  
	
  >35

  	
   

  	
  26

  	
   

  	
  26

  	
   

  	
  26

  	
   

  	
  26

  	
   

  	
  26

  



 


Severance Pay shall be
calculated by dividing the employee’s Annual Base Salary by 52 to achieve a
weekly rate and multiplying the weekly rate times the total number of weeks of
Severance Pay for which the employee is eligible based on his or her Annualized
Base Salary or rate.


 


3.3.2                Method and Timing of Termination Benefit Payments


 


The payments for Severance
Pay, less applicable withholding for income and employment taxes, shall be paid
as salary continuance. That is, payments will be made in accordance with the
regular pay cycle for active employees after the employee’s signed valid
Release Agreement is received by the appropriate Lantheus personnel and becomes
effective. The employee will be expected to arrange to receive payment via a
direct deposit.


 


3.3.3                Health Care Coverage


 


Employees will be eligible
to elect continuation of health care benefits under COBRA. To the extent that
COBRA coverage is subsidized by the American Recovery and Reinvestment Act
(ARRA), the COBRA rate charged to employees electing coverage will be reduced
by Lantheus.


 


3.4            Conditions for Receipt of Termination Benefits


 


3.4.1                General
Release


 


In consideration for and as
a pre-condition of receiving severance benefits under this Plan, an employee
must sign a General Release Agreement, which will include such provisions as
severance offered and terms of relating to severance offered, 2) non


 


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ensuring that revisions to the document have been issued since the date of
printing.


 


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disparagement, 3
confidentiality, and 4) non competition. The non competition clause will
specify companies prohibited from employment under this agreement. The General
Release Agreement must be validly executed by an employee and it must not be
revoked by the employee at any time as a condition of receiving termination
benefits. As a condition of receiving termination benefits pursuant to this
Plan, all prior agreements executed by a Lantheus employee and those included
in the Release Agreement, regarding proprietary information, covenants not to compete,
non-solicitation of customers and/or employees, and other terms as specified in
the General Release Agreement shall remain in full force and legal effect.


 


3.4.2                Offset by Other Awards and Obligations


 


To the extent permitted by
applicable Federal law, any termination benefits under Part V may be reduced by
the amount of any outstanding monetary debts owed by the employee to a Lantheus
or any of its subsidiaries and affiliates. Such debts will be treated as
satisfied to the extent of the withheld payments.


 


3.5            Right to Terminate Benefits


 


Notwithstanding anything in
this Plan to the contrary, in the event that Lantheus in its discretion
determines that:


 


·                  an employee is
reemployed by Lantheus or any of its subsidiaries, affiliates, or successors
before the completion of the scheduled payment of severance pay, OR


·                  Lantheus determines that an
employee has breached any of the terms and conditions set forth in any
agreement executed by the employee as a condition to receiving benefits under
this Plan, including, but not limited to, the separation agreement and general
release,


 


then Lantheus shall have the
right to terminate the benefits payable under this Plan at any time.


 


3.6            Administration and General Rules


 


3.6.1                Administration of the Plan


 


The Plan Administrator shall
have sole authority and discretion to administer and construe the terms of this
Plan, subject to applicable requirements of law. Without limiting the
generality of the foregoing, the Plan Administrator shall have complete
discretionary authority to carry out the following powers and duties:


 


1.               To make and enforce such
rules and regulations as it deems necessary or proper for the efficient
administration of the Plan;


2.               To interpret the Plan, its
interpretation thereof to be final and conclusive on all persons claiming
benefits under the Plan;


3.               To decide all questions,
including without limitation, issues of fact, concerning the Plan, including
the eligibility of any person to participate in, and receive benefits under,
the Plan; and


4.               To appoint such agents,
counsel, accountants, consultants and other persons as may be required to
assist in administering the Plan.


 


3.6.2                Effect on Other Benefit Plans, Programs and Policies


 


Except with respect to
severance plans, programs and policies as discussed below in this paragraph B,
nothing in this Plan shall alter or enhance the benefits available under the
terms of any other plans, programs or policies which apply to terminated
employees, and terminated employees will be entitled to all rights and benefits
of such other plans, programs and policies if the conditions therein are
satisfied. This Plan supersedes all other severance pay plans, guidelines,
programs, or policies covering benefits to be received upon termination of
Lantheus employees resulting from force


 


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Medical Imaging confidential and proprietary information. Individuals printing
a copy of a Lantheus Medical Imaging procedural document are responsible for
ensuring that revisions to the document have been issued since the date of
printing.


 


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reductions. If an employee
becomes entitled to any payment under any severance benefit plan, program or
policy not described in the preceding sentence, as well as to a benefit under
this Plan by reason of the same employment termination, the total benefits
under this Plan shall be reduced by the amount of the severance payment
received under such other plan, program or policy.


 


3.6.3                Claims and Appeals Regarding Guideline Application and Termination
Benefits


 


All claims by persons who
believe that the Plan has not been properly administered or that they did not
receive a Plan benefit to which they were entitled shall be referred to their
Human Resources Business Partner or the Vice President, Human Resources,
Lantheus Medical Imaging for review and coordination of response. Claims
regarding any termination benefit must be submitted in writing.


 


A denial of any claim
regarding a Plan benefit shall be issued in writing within not more than ninety
days after receipt of the written claim. The written response will include the
specific reasons for the denial, specific references to pertinent Plan
provisions on which the denial is based, a description of any additional
material or information necessary to perfect the claim and why such material or
information is necessary, and an explanation of the appeal procedure


 


Within sixty days of
receiving a denial of any claim regarding a Plan benefit, the claimant may
submit a written appeal for review of the denial. The Vice President, Human
Resources, Lantheus Medical Imaging, shall appoint a Review Committee which
shall be the named fiduciary that will afford a full review of the denial of
any claim regarding a Plan benefit. The Review Committee shall consist of three
or more persons and may be appointed as a standing committee or as needed on an
ad hoc basis. On receipt of a written appeal regarding a Plan benefit, the
Review Committee shall:


 


·                  make a full
review of such decision within sixty days of receipt of the written appeal or
within 120 days, provided the claimant is notified of the delay and the reasons
for requiring an additional sixty days, and


·                  notify the
claimant in writing of the decision on review, specifying the reasons for the
decision and providing specific references to pertinent Plan provisions


 


Any person whose claim
regarding a Plan benefit is denied shall have such further rights as are
provided in Section 503 of ERISA and the regulations hereunder, and Lantheus’
Vice President Human Resources or a designee of the Vice President, Human
Resources.


 


Lantheus Medical Imaging and
the Review Committee shall retain such right, authority and discretion as is
provided in or not expressly limited by Section 503 and the regulations there
under.


 


3.6.4                Funding of
Plan Benefits


 


All benefits under this Plan
are unfunded benefits and shall be paid out of the general assets of the
Participating Company from which the employee is terminated and charged to the
employee’s department as an expense unless the payments or charges are properly
allocated to another appropriate company or department.


 


3.6.5                Assignment
and Waiver of Benefits


 


Benefits provided under this
Plan shall not be subject to assignment or alienation except as expressly
provided for in this Plan. Involuntary termination benefits under Part V of
this Plan shall be deemed irrevocably waived and forfeited in the event a
Participant otherwise eligible to receive such benefits accepts an offer for
extended employment after the Participant has signed a Waiver Letter.


 


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ensuring that revisions to the document have been issued since the date of
printing.


 


6

















 


3.6.6                Effect of Death


 


No benefits shall be paid
under the Plan with respect to employees who die prior to the date of
termination. For eligible employees entitled to receive any payment under this
Plan who die after signing their Waiver Letter, any unpaid amounts owing under
this Plan at the time of death shall be paid to the employee’s properly
identified heirs or estate.


 


3.6.7                Effect on Employment Rights


 


Nothing in this Plan shall
be construed as giving to any officer, agent or employee of a Participating
Company any right, express or implied, to be employed by Lantheus, nor shall
this Plan be construed as a contract for, or as providing any right to claim,
any pension or other benefit allowance after any termination for the service of
Lantheus, except as set forth herein. Employment at Lantheus remains “at will”
which means that employees may terminate their employment at any time, with or
without cause, and the Lantheus reserve the right to do the same. Except as
otherwise provided herein, this Plan shall have no effect upon the Lantheus
Retirement Saving Plan nor upon any other employee benefit plan maintained in
whole or in part by Lantheus. No officer, agent or employee of Lantheus shall,
because of this Plan, become entitled to any offer of relocation, lateral
transfer, downgrade with pay protection, or any other tam, benefit or
entitlement of employment at any time, whether or not such individual is
covered by this Plan, unless such provision is specifically set forth herein.


 


3.6.8                Amendment and Termination


 


Any decision to amend or
terminate this Plan, in whole or in part, including decisions as to the nature
and timing of such amendments or termination, shall constitute business
decisions by Lantheus Medical Imaging, Inc. as the Plan sponsor and not as a
Plan fiduciary. As such, these decisions shall be made in the sole discretion
of Lantheus on the basis of business considerations. Lantheus has delegated
this authority to its Vice President, Human Resources, who may further
delegate, and by virtue of this Plan document has further delegated, such
authority.


 


·                  This Plan may be amended or
terminated without prior notice in whole or in part at any time, such amendment
or termination shall occur only by and with the approval of the Vice President,
Human Resources, Lantheus Medical Imaging.


·                  With the written approval of
the Vice President, Human Resources, Lantheus Medical Imaging, may request an
amendment of any or all provisions of this Plan with respect to the employees
of Lantheus; provided, however, that such amendment must be in writing, and
such writing shall be incorporated into this Plan.


·                  Amendments in or termination
of the Plan shall not affect the rights of any employee, without the employee’s
consent, to any Plan benefit to which the employee may have become irrevocably
entitled under the Plan prior to the date such amendment or termination is
adopted


 


3.6.9                Right to Withhold Taxes


 


Lantheus shall withhold such
amounts from payments under this Plan as it determines necessary to fulfill any
federal, state, or local wage or compensation withholding requirements.


 


3.6.10         Governing
Laws and Time Limit for Beginning Legal Actions


 


The provisions of the Plan
shall be construed, administered and enforced according to applicable federal
law and, where appropriate, the laws of the Commonwealth of Massachusetts
without reference to its conflict of laws rules and without regard to any


 


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a copy of a Lantheus Medical Imaging procedural document are responsible for
ensuring that revisions to the document have been issued since the date of
printing.


 


7

















 


rule of any jurisdiction
that would result in the application of the law of another jurisdiction.


 


The parties expressly
consent that any action or proceeding relating to this Plan or any release or
other agreement entered into with respect to this Plan will only be brought in
the federal or state courts, as appropriate, located in the Commonwealth of
Massachusetts and that any such action or proceeding be heard without jury, and
the parties expressly waive the right to bring any such action in any other
jurisdiction and have such action heard before a jury.


 


No action relating to this
Plan or any release or other agreement entered into with respect to this Plan
may be brought later than the second anniversary of earlier of termination of
employment or other event giving rise to the claim.


 


3.7            Effective Date


 


As amended and restated in
this document, this Plan is effective as of February 24, 2009. With respect to
subsidiaries acquired or organized by Lantheus, Inc, after February 24, 2009,
the Plan shall be effective only as of the date, if any, that participation by
such subsidiary is approved by the VP Human Resources, Lantheus Medical
Imaging.


 


3.8            STATEMENT OF ERISA RIGHTS


 


As a participant in this
Plan you are entitled to certain rights and protections under the Employee
Retirement Income Security Act of 1974 (ERISA). ERISA provides that all plan
participants shall be entitled to:


 


3.8.1                Receive Information about Your Plan and Benefits


 


Examine, without charge, at
the plan administrator’s office and at other specified locations all documents
governing the plan and a copy of the latest annual report (Form 5500 Series)
required to be filed by the plan with the U.S. Department of Labor and
available at the Public Disclosure Room of the Employee Benefits Security
Administration.


 


Obtain, upon written request
to the plan administrator, copies of documents governing the operation of the
plan and copies of the latest annual report (Form 5500 Series), if any
required, and updated summary plan description. The administrator may make a
reasonable charge for the copies.


 


3.8.2                Prudent
Actions by Plan Fiduciaries


 


In addition to creating
rights for plan participants ERISA imposes duties upon the people who are
responsible for the operation of the employee benefit plan. The people who
operate your plan, called “fiduciaries” of the plan, have a duty to do so
prudently and in the interest of you and other plan participants and
beneficiaries. No one, including your employer, or any other person, may fire
you or otherwise discriminate against you in any way to prevent you from
obtaining a welfare benefit or exercising your rights under ERISA.


 


3.8.3                Enforce
Your Rights


 


If your claim for a
severance benefit is denied or ignored, in whole or in part, you have a right
to know why this was done, to obtain copies of documents relating to the
decision without charge, and to appeal any denial, all within certain time
schedules. Under ERISA, there are steps you can take to enforce the above
rights. For instance, if you request a copy of plan documents or the latest
annual report from the plan and do not receive them within 30 days, you may
file suit in a Federal court. In such a case, the court may require the plan
administrator to provide the materials and pay you up to $110 a day until you
receive the materials, unless the materials were not sent because


 


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a copy of a Lantheus Medical Imaging procedural document are responsible for
ensuring that revisions to the document have been issued since the date of printing.


 


8

















 


of reasons beyond the
control of the administrator. If you have a claim for benefits which is denied
or ignored, in whole or in part, you may file suit in a state or Federal court.
If it should happen that plan fiduciaries misuse the plan’s money, or if you
are discriminated against for asserting your rights, you may seek assistance
from the U.S. Department of Labor, or you may file suit in a Federal court. The
court will decide who should pay court costs and legal fees. If you are
successful the court may order the person you have sued to pay these costs and
fees. If you lose, the court may order you to pay these costs and fees, for
example, if it finds your claim is frivolous.


 


3.8.4                Assistance with Your Questions


 


If you have any questions
about your plan, you should contact the plan administrator. If you have any
questions about this statement or about your rights under ERISA, or if you need
assistance in obtaining documents from the plan administrator, you should
contact the nearest office of the Employee Benefits Security Administration,
U.S. Department of Labor, listed in your telephone directory or the Division of
Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S.
Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You
may also obtain certain publications about your rights and responsibilities
under ERISA by calling the publications hotline of the Employee Benefits
Security Administration.


 


4.            ADDITIONAL INFORMATION


 


	
  Plan Sponsor:

  	
  Lantheus Medical Imaging

  
	
   

  	
  Bldg. 200-1 

  331 Treble Cove Rd.

  N. Billerica, MA 01862

  
	
   

  	
   

  
	
  Employer Identification
  Number

  	
  51-0396366

  
	
  (EIN):

  	
   

  
	
   

  	
   

  
	
  Plan Name:

  	
  Lantheus Medical Imaging
  Severance Plan

  
	
   

  	
   

  
	
  Type of Plan:

  	
  Welfare benefit plan -
  severance pay

  
	
   

  	
   

  
	
  Plan Year:

  	
  Calendar year

  
	
   

  	
   

  
	
  Plan Number:

  	
  601

  
	
   

  	
   

  
	
  Plan Administrator:

  	
  Lantheus Medical Imaging

  
	
   

  	
  Bldg. 200-1

  
	
   

  	
  331 Treble Cove Rd.

  
	
   

  	
  N. Billerica, MA 01862

  
	
   

  	
  Attention: Vice President,
  Human Resources

  
	
   

  	
   

  
	
  Agent for Service of Legal

  	
   

  
	
  Process:

  	
  Plan Administrator

  
	
   

  	
   

  
	
  This policy is February
  24, 2009.

  	
   

  



 


5.              ADDENDUM I


 


Participating
Companies


 


Lantheus Medical Imaging,
Inc.


 


This documnet is Lantheus
Medical Imaging confidential and proprietary information. Individuals printing
a copy of a Lantheus Medical Imaging procedural document are responsible for
ensuring that revisions to the document have been issued since the date of
printing.


 


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