Senior Executive Severance Plan



 Exhibit 10.6 
 Bristol-Myers Squibb Company 
 Senior Executive Severance Plan 
 and 
 Summary Plan Description 

 Senior Executive Severance Plan, as amended effective June 10, 2008 
  

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	 Purpose
	  	1
		
	 Section 1 – Eligibility to Participate
	  	1
		
	 Section 2 – Eligibility for Severance Payments and Benefits
	  	1
		
	 Section 3 – Severance Payments And Benefits
	  	3
		
	 Section 4 – Amendment and Plan Termination
	  	9
		
	 Section 5 – Miscellaneous
	  	9
		
	 Section 6 – Administrative Information About Your Plan
	  	12
		
	 Section 7 – Your Rights and Privileges Under ERISA
	  	14
		
	 Section 8 – Other Administrative Facts
	  	16

  

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 Purpose 
 The
Compensation and Management Development Committee of the Board of Directors of Bristol-Myers Squibb Company (“BMS” or the “Company”) has adopted the Bristol-Myers Squibb Company Senior Executive Severance Plan (the
“Plan”) for eligible senior executives of the Company and its participating subsidiaries and affiliates (“Participating Employer”). The purpose of the Plan is to provide equitable treatment for terminated senior executives
consistent with the values and culture of the Company, provide financial support for senior executives seeking new employment, recognize senior executives contributions to the Company, and to avoid or mitigate the Company’s potential exposure
to litigation. The Company further believes that the Plan will aid the Company in attracting and retaining highly qualified senior executives who are essential to its success. 
 Section 1 – Eligibility to Participate 
 You are eligible to participate in the Plan if you are a senior
executive at the E9 grade level or above of the Company or a Participating Employer (excluding the chairperson of the Board of Directors of the Company). 
 Notwithstanding anything contained herein, you are not eligible to participate in the Plan and will be excluded from coverage under the Plan if you are a party to an individual arrangement or a written employment agreement providing
severance payments other than pursuant to the Plan or you are covered by a local practice outside the U.S. and Puerto Rico that provides for severance payments and/or benefits in connection with a voluntary or involuntary termination of employment
that is greater than the severance payments and/or benefits set forth herein. For further information, see “Offset for Executives in Puerto Rico and U.S. Expatriates” and “Pay in Lieu of Notice Periods and Offsets for
Executives Employed Outside the U.S. and Puerto Rico Who Are Not U.S. Expatriates” on page 4. 
 Section 2 – Eligibility for Severance
Payments and Benefits 
 Right to Severance Payments and Benefits 
 You shall be eligible to receive from the Company severance payments and benefits as set forth in Section 3 if your employment by the Company or a Participating Employer is terminated for any one or more of the
following reasons: 
  

	 	(a)	Your employment is terminated involuntarily, other than for Cause (as defined below). 

  

	 	(b)	You voluntarily terminate your employment for Good Reason (as defined below). 

  

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 To qualify for severance payments and benefits under the Plan upon voluntary termination for Good Reason, you must notify
the Company in writing of termination for Good Reason specifying the event constituting Good Reason within fifteen (15) calendar days of the event. Failure for any reason to give written notice of termination of employment for Good Reason shall
be deemed a waiver of the right to voluntarily terminate employment for such Good Reason. The Company shall have a period of thirty (30) days in which to cure the Good Reason. If the Good Reason is cured within this period, you will not be
entitled to severance payments and benefits hereunder. If the Company waives its right to cure or does not, within the thirty (30) day period, cure the Good Reason, you shall be entitled to severance payments and benefits and your actual
termination date shall be determined in the sole discretion of the Company but in no event later than thirty (30) calendar days from the date the Company waives its right to cure or the end of the period in which to cure the Good Reason,
whichever is earlier. 
 Ineligibility for Severance Payments and Benefits 
 Notwithstanding any provision of the Plan, you shall not be eligible for separation payments and benefits under Section 3 if your termination of employment occurs by reason of any of the following: 
  

	 	•	 	 voluntary termination other than for reasons specified above; 


  

	 	•	 	 mandatory retirement from employment in accordance with Company policy or statutory requirements; 


  

	 	•	 	 disability (as defined in the Company’s long-term disability plan); 


  

	 	•	 	 for Cause; 


  

	 	•	 	 refusal to accept a transfer to a position with the Company or a Participating Employer, as applicable, (for which you are qualified as determined by the Company by
reason of knowledge, training, and experience) provided the transfer would not constitute Good Reason for a voluntary termination; 


  

	 	•	 	 the sale of all or part of the Company or Participating Employer’s business assets if you are offered employment by the acquirer of such assets regardless of
the terms and conditions of employment offered by the acquirer; 


  

	 	•	 	 upon the formation of a joint venture or other business entity in which the Company or a Participating Employer, as applicable, directly or indirectly will own some
outstanding voting or other ownership interest if you are offered employment by the joint venture entity or other business entity regardless of the terms and conditions of employment offered by the joint venture entity or other business entity; or



  

	 	•	 	 you are reporting to a different person. 


 Cause 
 “Cause” shall mean: 
  

	 	(i)	failure or refusal by you to substantially perform your duties with the Company or a Participating Employer (except where the failure results from incapacity due to disability); or


  

	 	(ii)	 severe misconduct or activity deemed detrimental to the interests of the Company or a Participating Employer. This may include, but is not limited to, the
following: acts involving dishonesty, violation of Company or a Participating Employer written policies (such as those related to alcohol or drugs, etc.), violation of safety rules, disorderly 



  

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conduct, discriminatory harassment, unauthorized disclosure of Company or a Participating Employer confidential information, or the entry of a plea of nolo
contendere to, or the conviction of, a crime. 


 “Cause” shall be interpreted by the Company in its sole discretion and such
interpretation shall be conclusive and binding on all parties. 
 Good Reason 
 “Good Reason” shall mean the occurrence of any one or more of the following events: 
 (i) A material reduction in
your Base Pay (as defined on page 12). 
 (ii) A material reduction in your executive grade level (e.g., the Company changes your job level from an E10 to an
E9) resulting in a material diminution of your authority, duties, or responsibilities. 
 (iii) A change in the location of your job or office, so that you
will be based at a location which is more than 50 miles further (determined in accordance with the Company’s relocation policy) from your primary residence than your work location immediately prior to the proposed change in job or office.

 Section 3 – Severance Payments And Benefits 
 Under the Plan, you are eligible to receive Basic Severance and Supplemental Severance, provided you meet the eligibility criteria for severance payments and benefits in Section 2. 
 Basic Severance 
 As Basic Severance, you shall receive severance
payments equal to four (4) times your Base Pay (as defined below, see page 12). You are not required to sign a General Release to receive Basic Severance. 
 Supplemental Severance 
 In addition to Basic Severance, if you are eligible, you may receive Supplemental Severance
as follows: 
  

			
	 Grade Level
	  	 Supplemental Severance

	E9	  	74 times your Base Pay (as defined below)
	E10 and above	  	100 times your Base Pay (as defined below)

  

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 Nothing in this Section 3, the Plan, a change in control letter agreement, an offer letter from the Company or a
Participating Employer, a prevailing practice of the Company or a Participating Employer, or any oral statement made by or on behalf of the Company or a Participating Employer shall entitle you to receive duplicate benefits in connection with a
voluntary or involuntary termination of employment. For example, you are not eligible for payments and benefits under both this Plan and a change in control letter agreement between you and the Company. The obligation of the Company, to make
payments hereunder shall be expressly conditioned upon you not receiving duplicate payments. 
 Pay in Lieu of Notice Periods for U.S. and Puerto
Rico Executives and U.S. Expatriate Executives 
 The Basic Severance and Supplemental Severance payments under the Plan shall not be reduced by any
cash payments to which you may be entitled under any federal, state or local plant-closing or mass layoff law (or similar or analogous) law, including, without limitation, pursuant to the U.S. Worker Adjustment and Retraining Notification Act or any
state or local “pay in lieu of notice” law or regulation (“WARN Act”); provided, however, the payment for time not worked during a WARN Act notice period up to a maximum of four weeks’ base pay will be offset
from the Basic Severance payments under the Plan. 
 Offset for Executives in Puerto Rico and U.S. Expatriates 
 The Basic Severance and Supplemental Severance payments under the Plan shall be reduced (but not below zero) for executives in Puerto Rico by any payments under Puerto
Rico Act 80, as amended on October 7, 2005. The Basic Severance and Supplemental Severance payments under the Plan shall be reduced (but not below zero) for U.S. expatriates with respect to any statutory payments of severance in any country
other than the U.S. and the payments and benefits hereunder are conditioned upon statutory payments, if any, being offset. 
 Pay in Lieu of Notice
Periods and Offsets for Executives Employed Outside the U.S. and Puerto Rico Who Are Not U.S. Expatriates 
 The Basic Severance and Supplemental
Severance payments under the Plan shall be reduced (but not below zero) by any cash payments to which you may be entitled under or in respect of any of the following: (i) “pay in lieu of notice” or “notice” laws,
(ii) any pay in lieu of notice under your contract of employment, (iii) any damages for breach of your employment contract calculated by reference to any period of notice required to be given to terminate your contract which was not given
in full, (iv) any compensation required to be paid by any law of any jurisdiction in respect of the termination of your employment, (v) any law of any jurisdiction with respect to the payment of severance, termination indemnities or other
similar payments, or (vi) any contract, agreement, plan, program, practice or arrangement which are payable due to your termination of employment with the Company or an affiliate or subsidiary of the Company (but excluding, for the avoidance of
doubt, any payments made on retirement from a retirement savings plan, pension plan or provident fund). 
 No Mitigation 
 You shall not be required to mitigate the amount of any payment provided for in the Plan by seeking other employment and no such payment shall be offset or reduced by the
amount of any compensation or benefits provided to you in any subsequent employment. 
  

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 Debt Owed to the Company or a Participating Employer 
 If you owe the Company or a Participating Employer money for any reason, the Company or Participating Employer may offset the amount of the debt from your severance
payments to the extent permitted by law. 
 General Release and Restrictive Covenants 
 The obligation of the Company to pay you Supplemental Severance and provide you with the opportunity to continue up to 56 weeks of subsidized medical, dental (not
applicable for Puerto Rico executives) and life insurance coverage shall be expressly conditioned upon you timely executing a separation agreement in a form that is satisfactory to the Company and such separation agreement shall include a general
release of claims against the Company, its affiliates and their respective officers, directors, employees and agents, and shall contain certain restrictive covenants and obligations of you including, but not limited to, non-competition and
non-solicitation covenants for a period of one-year following your separation date, an agreement by you not to make use of confidential or proprietary information of the Company or its affiliates, an agreement not to disparage or encourage or induce
others to disparage the Company, its affiliates or their respective products for a period no more than the period you are receiving payments hereunder, an agreement to return Company property, and an agreement to cooperate with legal matters of the
Company in which you might have knowledge. To be eligible to receive Supplemental Severance, Company-subsidized medical, life and dental benefits and to the extent applicable other benefits as set forth below, you must execute and return a
separation agreement during the requisite time period. 
 How Your Benefit Is Paid 
 Basic Severance payments will be made at regular payroll intervals according to your pay schedule prior to the termination. Supplemental Severance payments will not begin until at least eight days after you return a
signed General Release to the Company. Thereafter, Supplemental Severance payments will be made at regular payroll intervals according to your pay schedule prior to your termination (unless otherwise required under Section 409A of the Internal
Revenue Code of 1986, as amended (the “Code”), see section entitled “Specified Employees”, page 10 of the Plan). 
 Severance Pay
Period is defined as the number of weeks’ base pay for which you are eligible under the Plan. For example, if you qualify for 78 weeks of severance pay, your Severance Pay Period is 78 weeks. 
 Continuation of Employee Benefits For U.S. and Puerto Rico and U.S. expatriate Executives E9 and Above Only 
 During the Severance Pay Period, you are not considered an employee of the Company or a Participating Employer for any purpose — including eligibility under any
employee benefit plan. The following benefits, however, will continue to be available as outlined below: 
  

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 Health Care Plans 
 If you and your dependents were enrolled in the Company’s health plan on your termination date, this coverage will continue until the end of the month in which you are no longer employed with the Company or a Participating Employer, as
applicable. At termination of employment, you and your enrolled eligible dependents will be offered the opportunity to elect to continue your current plan coverage beyond the end of the month in which you are no longer employed with the Company
under either of two options: 
 Under Option I, if you sign and return the General Release in the requisite time period, your eligibility for Company
subsidized health plan benefits shall continue for you and your family until the earlier of (i) fifty-six weeks measured from the date you separated employment with the Company or (ii) the date you begin new employment. Please remember
that your eligible dependents will be able to continue Option I coverage only if you also elect to continue coverage under this option. 
 Option II provides
for the continuation of health plan coverage as required under Federal law (COBRA). Under COBRA you are required to pay the full cost of coverage for you and your covered dependents plus a 2% administrative fee. The COBRA continuation period begins
as of the first day following the month in which your termination date occurs. Any health care coverage that continues during your Severance Pay Period is also applied toward the maximum continuation period. 
 After your Option I coverage ends, you can continue COBRA coverage; provided, however, any health care coverage that continues during your Severance Pay
Period is also applied toward the maximum continuation period under COBRA. 
 Detailed information about the two benefit continuation options described above
will be mailed to your home at the time of termination. 
 Life Insurance 
 Your current level of basic life insurance coverage will continue until the end of the month in which your termination occurs. Thereafter, Company-provided life insurance coverage equal to one times (two times if you
are an executive employed in Puerto Rico and retiree eligible (i.e., age 55 or older with at least ten years of service)) your base pay at termination date will be continued until the earlier of (i) fifty-six weeks measured from the date
you separated employment with the Company or (ii) the date you begin new employment. 
 When you are terminated, if you are participating in the
Survivor Income Plan (not applicable for executives in Puerto Rico), Dependent Life Insurance Plan(s), or the Voluntary Life Insurance Plan(s), coverage will end on the last day of the month in which your termination occurs. When your employment
terminates, you may have the opportunity to elect to convert all or part of any terminating life insurance coverage to an individual policy with the insurer. 
 Long Term Care Plan (not applicable for executives in Puerto Rico) 
 If you are participating in the Long Term Care Plan, you may be
able to continue coverage directly through the Long Term Care Plan’s insurer, Aetna. 
  

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 Employee Assistance Program (EAP) 
 You may continue to participate in the Employee Assistance Program during the benefits continuation period, as long as you remain eligible for benefits under the Company’s Medical Plan. If you elect COBRA
continuation coverage, you may continue to participate in the EAP. You will receive additional information regarding participation at the time of your termination. 
 Outplacement 
 You will be eligible for outplacement services in accordance with the Company’s outplacement services that are in
effect for executives at your level as of the date your employment ends with the Company, provided you timely sign and return a separation agreement (as set forth above). 
 Company Perquisites 
 Effective December 31, 2007, the Company eliminated the executive perquisite
program. As such, no perquisites will be made available to you after your separation from the Company. 
 Other Benefits 
 Accrued and unused vacation days (including banked vacation), long-term performance awards, vesting and exercising of stock options, vesting of restricted stock and
restricted stock units, deferred distributions under the Performance Incentive Plan (PIP) and bonus payments will be determined in accordance with the applicable Company plans, programs and/or policies. 
 All other benefit coverages, and eligibility to participate in the Company’s plans, will end as of your termination date. These benefits include, but are not
limited to: 
  

	 	•	 	 contributions to the Dependent Care Reimbursement Account (not applicable for executives in Puerto Rico); 


  

	 	•	 	 contributions to the Company’s Savings and Investment Program; 


  

	 	•	 	 earning additional service for vesting and benefit accrual purposes under the Company’s Retirement Income Plan; and 


  

	 	•	 	 participation in the Company’s disability plans. 


 Rule of 70 (for U.S. and Puerto Rico and U.S. expatriate executives E9 and above only) 
 If you are eligible for severance benefits but not eligible to retire1, you may qualify for the “Rule of 70” benefits when you
are terminated if: 
  

	 	•	 	 you sign and return the General Release during the requisite time period; 


  

	 	•	 	 on termination, your age plus years of service equals at least 70 (rounded to the next higher whole number); and 


  

	 	 •
	 	 you have a minimum of 10 years of service2. 


  

	 1
	 To be eligible to retire, you must be at least age 55 with 10
years of service or age 65. 



	 2
	 Years of service for the “Rule of 70” eligibility purposes, means total years of employment from date of hire
to date of termination. 


  

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 Medical Plan 
 The Rule of 70 benefits give you the opportunity to extend Medical Plan coverage beyond the end of the Severance Pay Period as long as you are Rule of 70 eligible, have no other group medical coverage available to you and no other group
medical coverage becomes available. 
 Between the time that medical coverage under the Plan would normally end and until the date you reach age 55, you can
continue medical coverage by paying the full cost of medical coverage, plus a 2% administrative fee. After the date you reach age 55, you can continue coverage under the Medical Plan as if you were a retired employee by paying the retiree medical
coverage contribution rate in effect at that time. 
 Extension of Benefits Under Rule of 70 
 If you become eligible for an extension of medical benefits as a result of your qualification for “Rule of 70” benefits under the Plan, your cost-sharing for
medical coverage will be based on your service as of your actual date of termination of employment pursuant to the terms of the Company’s medical plans. 
 Under the Retiree Medical Plan, if you are eligible to enroll in Medicare coverage, Medicare will be your primary coverage and the Company plan will be secondary whether or not you actually enroll in Medicare. The Company reserves the right
to amend, suspend or terminate its Retiree Medical Plan (and your rights with regard thereto), in whole or in part, any time in its sole and absolute discretion. 
 For more detailed information about retiree medical coverage and the cost-sharing formula, refer to “Retirement Coverage” in the Medical Plan section of Your Benefits booklet. 
 Retirement Income Plan 
 The Rule of 70 gives you the
opportunity to receive benefits under the Company’s Retirement Income Plan. If you are Rule of 70 eligible, retirement benefits payable before age 65 are calculated using the same factors as those used for employees who retire at their Early
Retirement Date (as defined by the Retirement Income Plan). The Rule of 70 benefits make it possible for eligible participants to receive benefit payments before age 55 with additional reduction factors applied to account for payment over a longer
period of time; provided, however, this may not be applicable under the BEP-Retirement Income Plan for your pre 2005 vested and accrued benefit if you have not made a timely election. 
 For more information about the payment of retirement benefits, refer to the Retirement Income Plan section of Describing Your Benefits booklet. 

Although eligible for retiree medical coverage, a Rule of 70 participant is not a Bristol-Myers Squibb Company retiree, regardless of when the participant ultimately
chooses benefit payments to begin. Your Human Resources representative will determine whether you qualify for Rule of 70 and advise you at the time of termination. 
  

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 Section 4 – Amendment and Plan Termination 
 Bristol-Myers Squibb Company reserves the right to terminate or amend, in whole or in part, the Plan at any time in its sole discretion by resolution adopted by the Compensation and Management Development Committee
of the Board of Directors of the Company. The Company reserves the right to implement changes even if they have not been reprinted or substituted in this document. 
 Section 5 – Miscellaneous 
 Employment Status 
 The Plan does not constitute a contract of employment and nothing in the Plan provides or may be construed to provide that participation in the Plan is a guarantee of
continued employment with the Company, a Participating Employer or any of their respective affiliates. 
 Withholding of Taxes 
 The Company shall withhold from any amounts payable under the Plan all federal, state, local or other taxes that are legally required to be withheld. 
 No Effect on Other Benefits 
 Neither the provisions of this
Plan nor the severance payments and benefits provided for hereunder shall reduce any amounts otherwise payable to you under any incentive, retirement, stock option, stock bonus, stock ownership, group insurance or other benefit plan. 
 Validity and Severability 
 The invalidity or unenforceability
of any provision of the Plan shall not affect the validity or enforceability of any other provision of the Plan, which shall remain in full force and effect, and any prohibition or unenforceability in any jurisdiction shall not invalidate or render
unenforceable such provision in any other jurisdiction. 
 Unfunded Obligation 
 All severance payments and benefits under the Plan shall constitute unfunded obligations of the Company. Severance payments shall be made, as due, from the general funds of the Company. The Plan shall constitute
solely an unsecured promise by the Company to provide such benefits to you to the extent provided herein. For avoidance of doubt, any health benefits to which you may be entitled under the Plan shall be provided under other applicable employee
benefit plans of the Company. 
 Governing Law 
 This Plan is intended to constitute an unfunded “employee welfare benefit plan” maintained for the purpose of providing severance benefits to a select group of management or highly compensated employees, and the Plan shall be
administered in a manner consistent with such intent. The Plan is 

  

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intended to be excepted from the definitions of “employee pension benefit plan” and “pension plan” set forth under Section 3(2) of
the Employee Retirement Income Security Act of 1974, as amended (“ERISA”). The Plan and all rights thereunder shall be governed and construed in accordance with ERISA and, to the extent not preempted by Federal law, with the laws of the
state of New York. 
 Section 409A 
 Exemption 
 It is intended that payments under the Plan shall be exempt from Code Section 409A to the extent payments (i) do not
exceed two times the lesser of (1) the employee’s total annual compensation based on the employee’s annual rate of pay for the prior taxable year (adjusted for any increases that was expected to continue indefinitely) or (2) the
limitation under Code Section 401(a)(17) for the year in which the employee has a separation from service within the meaning of Code Section 409A and Treas. Reg. Section 1.409A-1(h) ($230,000 in 2008 (2x = $460,000)) (such amount
being referred to as the “2x Limitation”), and (ii) are paid in full no later than December 31 of the second year following a separation from service. 
 Specified Employees 
 In general, Code Section 409A prohibits certain payments to “Specified Employees”
(defined as an officer of the Company who is one of the top 50 highest paid employees as determined by the Company) within six months following the Specified Employee’s Separation from Service. An exception to this general rule allows payments
to Specified Employees during the six-month period following Separation from Service up to, but not exceeding, the 2x Limitation . Thus, Specified Employees shall receive severance payments under the Plan up to the 2x Limitation without regard to a
six-month delay in accordance with the Specified Employee’s regular payroll intervals. Any amount that would have been paid during this six month period but for the 2x Limitation will be paid the first business day of the seventh month
following the Separation from Service, or, if earlier, the date of the Specified Employee’s death (the “Delayed Payment Date”). 
 Statement of Intent 
 To the fullest extent possible, amounts and other benefits payable under the Plan are intended to be exempt from the
definition of “nonqualified deferred compensation” under Code Section 409A in accordance with one or more exemptions available under the final Treasury regulations promulgated under Code Section 409A. To the extent that any such
amount or benefit is or becomes subject to Code Section 409A, this Plan is intended to comply with the applicable requirements of Code Section 409A with respect to such amounts or benefits so as to avoid the imposition of taxes and
penalties. This Plan shall be interpreted and administered to the extent possible in a manner consistent with the foregoing statement of intent. 
 If you
notify the Company (with specificity as to the reason therefore) that you believe that any provision of this Plan or of any payment to be made or benefit granted under this Plan would cause you to incur any additional tax, penalty or interest under
Code Section 409A and the Company concurs, or if the Company (without any obligation whatsoever to do so) independently makes such determination, the Company shall, after consulting with you, reform such provision to try to comply with Code
Section 409A or to be exempt from Code Section 409A to the extent possible without thereby creating other liability. The Company in its sole discretion may modify the timing of payments and benefits hereunder for the sole purpose of
exempting said payments and benefits from Code 

  

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Section 409A. To the extent that any payment or benefit hereunder is modified in order to comply with Code Section 409A or is exempted from Code
Section 409A, such modification or exemption shall be made in good faith and shall, to the maximum extent reasonably possible, maintain the original intent and economic benefit to you and the Company of the applicable payment or benefit without
violating the provisions of Code Section 409A. 
 Notwithstanding anything in this Plan or elsewhere to the contrary, if you are a Specified Employee on
the date of your Separation from Service from the Company or Participating Employer and the Company or Participating Employer determines that any amount or other benefit payable under the Plan due to your Separation from Service constitutes
nonqualified deferred compensation that will subject you to “additional tax” under Code Section 409A(a)(1)(B) (together with any interest or penalties imposed with respect to, or in connection with, such tax, a “409A Tax”)
with respect to the payment of such amount or the provision of such benefit if paid, then the payment or provision thereof shall be postponed to the Delayed Payment Date. You and the Company may agree to take other actions to avoid the imposition of
a 409A Tax at such time and in such manner as permitted under Code Section 409A. In the event that this paragraph requires a delay of any payment, such payment shall be accumulated and paid in a single lump sum on the Delayed Payment Date.

 In no event whatsoever shall the Company be liable for any additional tax, interest or penalties that may be imposed on you by Code Section 409A or
any damages for failing to comply with Code Section 409A. 
 Payment Capped 
 If at any time, it shall be determined by the Company’s independent auditors that any payment or benefit to you pursuant to this Plan (“Potential Parachute Payment”) is or will become subject to the
excise tax imposed by Section 4999 of the Code or any similar tax payable under any United States federal, state, local, foreign or other law (“Excise Taxes), then the Potential Parachute Payment payable to you shall be reduced to the
largest amount which would both (a) not cause any Excise Tax to be payable by you and (b) not cause any Potential Parachute Payments to become nondeductible by the Company by reason of Section 280G of the Code (or any successor
provision). 
 Assignment 
 The Plan shall inure to
the benefit of and shall be enforceable by your personal or legal representatives, executors, administrators, successors, heirs, distributees, devisees and legatees. If you should die while any amount is still payable to you under the Plan had you
continued to live, all such amounts, unless otherwise provided herein, shall be paid in accordance with the terms of the Plan to your estate in a single lump-sum within 90 days of your death. Your rights under the Plan shall not otherwise be
transferable or subject to lien or attachment. 
 Other Benefits 
 Nothing in this document is intended to guarantee that benefit levels or costs will remain unchanged in the future in any other plan, program or arrangement of the Company. The Company and its affiliates and
subsidiaries reserve the right to terminate, amend, modify, suspend, or discontinue any other plan, program or arrangement of the Company or its subsidiaries or affiliates in accordance with such, plan, program and arrangement and applicable law.

  

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 Oral Statements 
 The payments and benefits hereunder shall supercede any oral statements made by any employee, officer or Board member of the Company regarding severance payments and benefits. 
 Successors and Assigns 
 This Plan shall be binding upon and inure to the benefit of the Company and its
successors and assigns and shall be binding upon and inure to the benefit of you and your legal representatives, heirs and legatees. 
 Definition

 Base Pay means your weekly base pay rate in effect as of the effective date of your Separation from Service including any salary reductions
under Code sections 132(f), 125, 137, or 401(k), and excluding overtime, commissions, bonuses, income from stock options, stock grants, dividend equivalents, benefits-in-kind, allowances (including, but not limited to, car values, vacation bonuses,
food coupons) or other incentives, and any other forms of extra compensation. No foreign service or expatriate allowances shall be included in determining Base Pay or the amount of severance payments payable under the Plan. 
 Section 6 – Administrative Information About Your Plan 
 Employer Identification Number 
 Bristol-Myers Squibb Company’s employer identification number is #22-0790350. 
 Claim for Benefits 
 If you believe you are entitled to
payments and benefits under the Plan, then contact the Plan Administrator in writing. 
 Claims Review Procedures 
 You will be notified in writing by the Company if you are denied payments and benefits under the Plan. 
 If a claim for benefits under the Plan is denied in full or in part, you* may appeal the decision to the Plan Administrator. To appeal a decision, you* must submit a written document through the U.S. Postal Service or
other courier service appealing the denial of the claim within 60 days after your termination of employment or you will no longer be eligible to receive benefits under the Plan. You* may also include information or other documentation in support of
your claim. You* will be notified of a decision within 90 days (which may be extended to 180 days, if required) of the date your appeal is received. This notice will include the reasons for the denial and the specific provision(s) on which the
denial is based, a description of any additional information needed to resubmit the claim, and an explanation of the claims review procedure. If an extension of time is required by the plan, you* will receive notice of the reason for the extension
within the initial 90-day period and a date by which you can expect a decision. 
  

	*	or your duly authorized representative 

  

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 If the original denial is upheld on first appeal, you* may request a review of this decision. You* may submit a written
request for reconsideration to the Plan Administrator (as listed on the last page of this section) within 60 days after receiving the denial. 
 You* can
review all plan documents in preparing your appeal and you* may have a qualified person represent you* during the appeal process. Any documents or records that support your position must be submitted with your appeal letter. 
 The case will be reviewed, and you* will receive written notice of the decision within 60 days (which may be extended to 120 days, if required) including the specific
reasons for the decision and specific reference to the plan provision(s) on which the decision is based. 
 Any decision on final appeal shall be final,
conclusive and binding upon all parties. If the final appeal is denied, however, you will be advised of your right to file a claim in court. It is the intent of the Company that the standard of review applied by a court of law or a professional
arbitrator to any challenge to a denial of benefits on final appeal under these procedures shall be an arbitrary and capricious standard and not a de novo review. 
 Legal Action 
 You may not bring a lawsuit to recover benefits under the Plan until you have exhausted the
internal administrative process described above. No legal action may be commenced at all unless commenced no later than one (1) year following the issuance of a final decision on the claim for benefits, or the expiration of the appeal decision
period if no decision is issued. This one-year statute of limitations on suits for all benefits shall apply in any forum where you may initiate such a suit. 
 Participating Employers 
 A complete list of Bristol-Myers Squibb Company, affiliates, subsidiaries or divisions that participate in
the Plan may be obtained from the Plan Administrator by written request. (See the chart at the end of this section for the name and address of the Plan Administrator.) 
 Plan Administrator 
 The administration of the Plan is the responsibility of the Plan Administrator. The Plan
Administrator has the discretionary authority and responsibility for, among other things, determining eligibility for benefits and construing and interpreting the terms of the Plan. In addition, the Plan Administrator has the authority, at its
discretion, to delegate its responsibility to others. The chart at the end of this section contains the name and address of the Plan Administrator. 
  

	*	or your duly authorized representative 

  

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 Section 7 – Your Rights and Privileges Under ERISA 
 As a participant in the Plan, you are entitled to certain rights and protection under ERISA. ERISA provides that you shall be entitled to: 
 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 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 updated
summary plan description. The administrator may make a reasonable charge for the copies. 
 Prudent Actions by Plan Fiduciaries 
 In addition to creating certain rights for you, 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. 
 Enforce Your Rights

 If your claim for a welfare 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 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. In addition, if you disagree with the
plan’s decision or lack thereof concerning the qualified status of a medical child support order, you may file suit in a 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 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.

  

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 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 at 1-866-444-EBSA (3272) or accessing their website at http://www.dol.gov/ebsa. 
  

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 Section 8 – Other Administrative Facts 
  

			
	 	  	 Senior Executive Severance Plan

	Name of Plan	  	Bristol-Myers Squibb Company Senior Executive Severance Plan
		
	Type of Plan	  	“Welfare” plan
		
	Plan Records	  	Kept on a calendar-year basis
		
	Plan Year	  	January 1 – December 31
		
	Plan Funding	  	Company and participating employers provide severance benefits from general revenues.
		
	Plan Sponsor	  	Bristol-Myers Squibb Company
		
	Plan Number	  	554
		
	 Plan Administrator
 and Named Fiduciary

	  	 Bristol-Myers Squibb Company
 c/o Senior Vice
President, Human Resources
 345 Park Avenue
 New York, NY 10154

 Telephone: (212) 546-4000

		
	 Agent for
 Service of Legal

Process on the Plan
	  	 Bristol-Myers Squibb Company
 c/o Senior Vice
President and General Counsel
 345 Park Avenue
 New York, NY
10154
 Telephone: (212) 546-4000
  
 Bristol-Myers Squibb Company
 c/o Senior Vice President, Human
Resources
 345 Park Avenue
 New York, NY 10154
 Telephone: (212) 546-4000

		
	Trustee	  	Not applicable
		
	Insurance Company	  	Not applicable

  

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