Exhibit
10.23 CYMER,
INC. REDUCTION
IN FORCE SEPARATION BENEFITS PLAN  REVISION
4, NOVEMBER 14, 2007  SECTION 1.PURPOSE  This Plan (as defined
herein) is designed to provide separation pay and benefits to Eligible
Employees (as defined herein) of the Company (as defined herein) pursuant to
the terms and conditions set forth in this Plan.  The Plan is intended to be an employee
welfare benefit plan, as defined in Section 3(1) of ERISA (as defined
herein) and shall be interpreted to effectuate this intent.  This document shall serve as both a plan
document and summary plan description for purposes of Title I of ERISA.  SECTION 2.EFFECTIVE DATE AND TERM  Any and all of the Companys policies and practices regarding severance
benefits or similar payments upon employment termination or position
elimination with respect to Eligible Employees due to a Reduction in Force
other than written employment or separation agreements with the Company that
provide severance benefits are hereby superseded by this Plan, effective as of October         ,
2007.  This plan will remain in effect
until terminated by the Board of Directors of Cymer, Inc. or its designee.  SECTION 3.DEFINITIONS  (a)BASE SALARY means
the Eligible Employees wages earned on the basis of a 40 hour work week
determined as of the Eligible Employees Termination Date (as defined herein),
excluding bonuses and commissions, and, if paid hourly, is based on the average
number of regularly scheduled hours worked per week for the three months
preceding the Termination Date.  (b)BOARD means the
Board of Directors of Cymer, Inc.  (c)CAUSEmeans, with
respect to a particular Eligible Employee: (i) fraud, misappropriation, embezzlement or other act of misconduct against
the Company; (ii) conviction of a felony; (iii) violation of any rules or
regulations of any governmental or regulatory body which has an adverse effect
on the Company; (iv) a material breach of the terms of the Eligible
Employees employment obligations, or a breach of the Eligible Employees duty
not to engage in any transaction that represents, directly or indirectly,
self-dealing with the Company or any of the Companys affiliates, which has not
been approved by the Company; (v) unsatisfactory performance; (vi) violation
of state or federal law in connection with the Eligible Employees performance
of his/her job; or (vii) a leave of absence exceeding the period allowed
by contract, policy or applicable law. 
Notwithstanding the foregoing, termination of the Eligible Employees
employment due to death or disability shall not be considered termination for
Cause.The determination that a termination is for Cause
shall be by the Committee, as applicable, in its sole and exclusive judgment
and discretion.  (d)COMMITTEEmeans
the Committee of the Board (and any delegatee(s) of such Committee)
established by the Board to administer this Plan in accordance with its terms.  1


(e)COMPANY means
Cymer, Inc. and its subsidiaries.  (f)COMPARABLE POSITION  means any position with the Company,
regardless of title and responsibilities, that is located within 50 miles of the location at which the Eligible Employee was
performing his or her duties immediately prior to his or her Termination Date
and the base salary offered for such position is not less than eighty-five
percent (85%) of Eligible Employees Base Salary as of the Eligible Employees
Termination Date.  (g)ELIGIBLE EMPLOYEEmeans
any non-temporary, full-time or part-time employee (i.e., working at least 20
hours per week) of the Company (specifically excluding any individual who is
not treated by the Company as a common law employee without regard to the
characterization or recharacterization of such individuals status by any court
or governmental agency), who is paid from the Companys United States payroll
and who has been notified by the Company that he or she is subject to
Involuntary Termination Without Cause as a result of a Reduction in Force and
who has not been offered a Comparable Position with the Company.  Employees who do not return to work following
a leave of absence prior to a Reduction in Force and/or who begin receiving
benefits under the Companys long-term disability plan are not eligible for the
benefits provided herein.  (h)ERISAmeans the
Employee Retirement Income Security Act of 1974, as amended.  (i)GROUP HEALTH PLAN
means a plan offered by the Company that provides medical, dental and/or vision
coverage to the Companys employees, but does not include an Internal Revenue
Code Section 125 health care reimbursement plan.  (j)HEALTH BENEFIT PERIOD
the first full calendar month that commences following the Participants
Termination Date.  (k)INVOLUNTARY TERMINATION
WITHOUT CAUSE means an employees dismissal or discharge by the Company
for a reason other than for Cause.  The
termination of an employees employment will not be deemed to be an Involuntary
Termination Without Cause if such termination either occurs as a result of (1) the
employees death or disability, (2) a force majeure circumstance beyond the Companys control
including, but not limited to, fire, flood, explosion, bombing, earthquake or
civil unrest, or (3) the employees resignation for any reason
(including retirement).  (l)PARTICIPANTmeans
an Eligible Employee who has fulfilled the requirements of Section 4
herein.  (m)PLANmeans this
Cymer, Inc. Reduction in Force Separation Benefits Plan, as set forth in
this instrument and as amended from time to time.  (n)REDUCTION IN FORCE
means the Involuntary Termination without Cause (as defined in the Plan) of the
employment of two (2) or more full-time or part-time employees of the
Company within a ninety (90) day period as a result of lack of work, lack of
funds, economic slowdowns, technological or structural changes in the Companys
operations, a corporate restructuring, or any business, operational or other
circumstances which necessitate a reduction in the number of U.S. employees on
U.S. payroll as a means of ensuring the financial health, efficiency and
viability of the Company on a short-term or long-term basis.  The determinationas to whether or not a
Reduction in Force has occurred under particular circumstances shall be made by
the Committee in its sole and exclusive discretion.  2


(o)SERVICE DATE
means the Eligible Employees first date of employment with the Company or, if
rehired by the Company, the date of rehire.  (p)TERMINATION DATEmeans
the date of the Eligible Employees Involuntary Termination Without Cause.  (q)YEARS OF SERVICEmeans
the number of full years (i.e., a period of twelve complete months) or partial
years of service completed by the Eligible Employee measured from the Service
Date to the Termination Date, rounded up to the next whole year.  SECTION 4.DEPARTURE AND ENTITLEMENT PROCEDURE.  As a condition to receiving the severance benefits described in Section 5,
the Eligible Employee must deliver to the Human Resources Department, or its
designee an effective Release in substantially the form attached hereto as Exhibit A
or Exhibit B, as appropriate (the Release),
within the time period set forth therein, but in no event later than forty-five
(45) days following the Termination Date, and such release must become
effective in accordance with its terms. 
The Company, in its discretion, may modify the form of the required
Release at any time to comply with applicable law and shall determine the form
of the required Release.  Additionally, a
condition to receiving the severance benefits described in Section 5, the
Eligible Employee must return all Company property within five (5) days of
the Eligible Employees Termination Date.  SECTION 5.PARTICIPATION AND BENEFITS.  (a)SEVERANCE
BENEFITS.An Eligible Employee who
timely returns a Release as described in Section 4 and meets the
additional departure conditions described in Section 4 shall become a
Participant as of the effective date of the Release and the following shall
apply.  (i)Severance Payments.The Participant shall receive a lump-sum
severance payment within one (1) week (seven days) of becoming a
Participant and the amount of such payment shall be based on the Participants
position level (as designated by the Company) and the Participants Years of
Service as of the Participants Termination Date as set forth below.  In the event of the Participants death prior
to receipt of the severance payment, such severance payment shall be made to
the Participants beneficiary or beneficiaries, as applicable.  POSITION LEVEL
  
  SEVERANCE PAYMENTSSenior
  Director/Director
  
  4 months Base
  Salary plus
  1 week Base Salary
  per Year of ServiceSenior Manager/Manager
  
  2 months Base
  Salary plus
  1 week Base Salaryper Year of ServiceSenior Level Professional,
  
  2 months Base Salary plus  3


Individual
  Contributor (IC 5-6)
  
  1 week Base
  Salary
  per Year of
  ServiceSupervisor
  
  1 month Base Salary plus
  1 week Base Salary
  per Year of ServiceExempt or Technical
  Employee (IC 1-4)
  
  1 month Base Salary plus
  1 week Base Salary
  per Year of ServiceNon-Exempt
  Employee
  
  1 week Base
  Salary
  per Year of Service
  (minimum 3 weeks Base Salary)  (ii)Outplacement
Assistance.The Participant shall be
eligible for outplacement assistance provided by a vendor to be chosen by the
Company at the Companys sole and exclusive discretion for the applicable
period of time based on the Participants position level (as designated by the
Company) and Years of Service as of the Participants Termination Date as set
forth below.  POSITION LEVEL
  
  OUTPLACEMENT SERVICESSenior
  Director/Director
  
  3-monthsSenior
  Manager/Manager
  
  1-monthSenior
  Level Professional,
  Individual Contributor (IC 5-6)
  
  1-monthSupervisor
  
  2-day workshopExempt
  or Technical
  Employee (IC 1-4)
  
  2-day workshopNon-Exempt
  Employee
  
  2-day workshop  (iii)Group Health Plan
Coverage Payments.Assuming the
Participant timely elects to continue his Group Health Plan coverage under the
Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) during the
Health Benefit Period the Company will pay the applicable portion of the
Company premium for the Participant and any qualified dependents for Group
Health Plan coverage as in effect immediately prior to the Participants
Termination Date.  As a condition to
receiving such benefits, during the Health Benefit Period the Participant must
continue to pay the Participants applicable portion of the premium for the
Participant and any qualified dependents for Group Health Plan coverage as in
effect immediately prior to the Participants Termination Date.  The
Company agrees that, in the event of the death of the Participant prior to the
end of the Benefit Period, the Participants surviving  4


spouse
and the Participants eligible dependent children covered under the Companys
Group Health Plan at the time of the Participants death, shall continue to
receive benefits under this Section for the Heath Benefit Period.No further provisions in this
agreement are made available to a Participants surviving spouse or the
Participants dependent children.  Following the Health Benefit Period, the
Participant, Participants spouse, and Participants eligible dependent
children, may continue to receive coverage under the Companys Group Health
Plan by paying for the entire applicable COBRA coverage premiums until the
Participant, Participants spouse, or Participants dependent children, as applicable,
cease to be eligible for COBRA continuation coverage.  (iv)Deferred Compensation. Benefits payable under the Plan are intended
to be payable pursuant to the short-term deferral rule set forth in Section 1.409A-1(b)(4) of
the Treasury Regulations or otherwise exempt from application of Section 409A
of the Code.  (b)VOLUNTARY
RESIGNATION/TERMINATION FOR CAUSE. 
Notwithstanding any other provision of the Plan to the contrary, in no
event shall an Eligible Employee receive any benefits hereunder if his or her
termination is for Cause, occurs as a result of his or her death or disability,
a force majeure circumstance beyond the
Companys control including, but not limited to, fire, flood, explosion,
bombing, earthquake or civil unrest, or his or her resignation for any
reason (including retirement).  (c)AT WILL EMPLOYMENT.  No provision of this Plan alters a
Participants at will employment status with the Company.  (d)OFFSETS/WITHHOLDING.Notwithstanding any other provision of
the Plan to the contrary, severance benefits received pursuant to this Plan
shall be subject to offset(s) and withholding as set forth below to the
extent permitted by applicable laws.  (i)All severance
benefits under this Plan shall be subject to legal deductions and applicable
withholding.  (ii)The Company
reserves the right to offset the benefits payable under this Plan by any
advanced monies the Participant owes the Company.  (iii)The benefits and
amounts payable under this Plan shall be reduced (but not below zero) by any
severance pay or benefits to which an Eligible Employee or Participant, as
applicable, is or becomes entitled under any other severance pay plan,
agreement, policy or  arrangement other
than individual written employment or separation agreements with the Company
that provide severance benefits or any severance programs that specifically
provide for benefits additional to those provided by this Plan.  (iv)There shall be no
duplication of benefits under this Plan.  The Committee shall determine in its sole and
exclusive judgment and discretion whether and in what manner the provisions of
this subsection 5(d) shall apply.  (e)LOSS AND REDUCTION OF
BENEFITS; NON-DUPLICATION OF BENEFITS.Notwithstanding
any other provision of the Plan to the contrary,  severance benefits under this Plan shall
terminate and/or shall be reduced as set forth below.  5


(i)If an Eligible
Employee resigns for any reason prior to his or her Termination Date, then
he/she shall not be entitled to any severance benefits hereunder.  (ii)If, within the
period commencing 90 days prior to the Termination Date and ending on the date
upon which the severance payment described in subparagraph 5(a)(i) is
paid, an Eligible Employee or Participant, as applicable, is offered a
Comparable Position with the Company, then he or she will not receive the
benefits described in subparagraph 5(a)(i) irrespective of whether or not
he or she accepts such Comparable Position.  (iii)If, during the base salary
replacement period represented by the severance payment described in
subparagraph 5(a)(i), a Participant is offered and accepts a position (whether
a Comparable Position or not) with the Company, then he or she shall not
receive any further severance benefits under this Plan and must repay the
Company the pro-rata portion of the lump sum severance payment representing the
portion of the base salary replacement period that follows his or her date of
rehire.  (iv)If, prior to the
date on which the severance payment described in subparagraph 5(a)(i) is
paid, it is discovered that an otherwise Eligible Employee or Participant, as
applicable, engaged in conduct prior to or following his or her Termination
Date which would constitute Cause as defined herein, then severance payments
and applicable benefits shall cease immediately and such Eligible Employee or
Participant, as applicable, shall no longer be entitled to any benefits
hereunder.  (v)If an Eligible
Employee receives pay and/or other benefits in lieu of notice, or receives pay
and/or other benefits during an applicable notice period, under any applicable
Federal, state or local law including, but not limited to, the Worker
Adjustment Retraining Notification Act, 29 U.S.C. Section 2101 et seq., or
the California mini-WARN Act, then the benefits and amounts payable under
subsection 5(a) of this Agreement shall be reduced (but not below 1 week
Base Salary) by an amount equal to the aggregate amount of such pay and/or
other benefits received by Eligible Employee in lieu of such notice or during
such notice period.  The Committee shall determine in its sole and
exclusive judgment and discretion whether and in what manner the provisions of
this subsection 5(e) shall apply  (f)LIMITATION ON EMPLOYEE
RIGHTS.The Plan shall not give any
employee of the Company the right to be retained in the service of the Company
or to interfere with or restrict the right of the Company to discharge any
employee at any time, for any reason, with or without Cause.  SECTION 6.ADMINISTRATION AND OPERATION OF THE PLAN  (a)PLAN SPONSOR AND ADMINISTRATOR.The Company is the Plan Sponsor and the
Plan Administrator of the Plan (as such terms are defined in ERISA) and shall
have responsibility for complying with any reporting and disclosure rules applicable
to the Plan under ERISA.  In all other
respects, except as provided herein, the Plan shall be administered and
operated by the Committee and its delegatee(s). 
The Committee is empowered to construe and interpret the provisions of
the Plan and to decide all questions of eligibility for benefits under this
Plan and shall make such determinations in its sole and absolute discretion
which shall be conclusive and binding upon all persons.  The Committee may at any time delegate to any
other named person or body, or reassume therefrom, any of its fiduciary
responsibilities or administrative duties with respect to this Plan.  6


(b)The members of the
Committee shall be the named fiduciaries with respect to this Plan for purposes
of Section 402 of ERISA.  (c)The Committee may
contract with one or more persons including, but without limitation, actuaries,
attorneys, accountants and consultants to render advice with regard to any
responsibility it has under the Plan.  (d)Subject to the
limitations of this Plan, the Committee shall from time to time establish such rules for
the administration of this Plan as it may deem desirable.  (e)The Company shall,
to the extent permitted by law, by the purchase of insurance or otherwise,
indemnify and hold harmless the members of the Committee and each other
fiduciary with respect to this Plan for liabilities or expenses they and each
of them incur in carrying out their respective duties under the Plan, other
than for any liabilities or expenses arising out of such fiduciarys gross
negligence or willful misconduct.  A
fiduciary shall not be responsible for any breach of responsibility of any
other fiduciary except to the extent provided in Section 405 of ERISA.  SECTION 7.CLAIMS, INQUIRIES AND APPEALS  (a)APPLICATIONS FOR BENEFITS
AND INQUIRIES.  Except as otherwise
provided in this subsection 7(a), no application for benefits is required to
receive benefits under this Plan.  If an
individual believes that he or she has been wrongfully denied any benefits
under this Plan, such individual shall submit an application for benefits
signed and in writing to: Human Resources Department, Cymer, Inc., 17075
Thornmint Court, San Diego, California 92127, which shall forward such request
to the Committee.  (b)DENIAL OF CLAIMS.  If any application for benefits is denied in
whole or in part, the Committee must notify the claimant, in writing, of the
denial of the application, and of the claimants right to review of the
denial.  The written notice of denial
will be set forth in a manner designed to be understood, and will include
specific reasons for the denial, specific references to the Plan provision upon
which the denial is based, a description of any information or material that
the Committee needs to complete the review and an explanation of the Plans
review procedure.  (i)This written
notice will be provided to the claimant within ninety (90) days after the
Committee receives the application, unless special circumstances require an
extension of time, in which case, the Committee has up to an additional ninety
(90) days for processing the application. 
If an extension of time for processing is required, written notice of
the extension will be furnished to the claimant before the end of the initial
90-day period.  (ii)This notice of
extension will describe the special circumstances necessitating the additional
time and the date by which the Committee is to render its decision on the
application.  If written notice of denial
of the application for benefits is not furnished within the specified time, the
application shall be deemed to be denied. 
The claimant will then be permitted to appeal the denial in accordance
with the review procedure described below.  7


(c)REQUEST FOR REVIEW.  The claimant (or the claimants authorized
representative) may appeal a denied benefit claim by submitting a written
request for a review to: Corporate Human Resources, Cymer, Inc., 16750 Via
Del Campo Court, San Diego, California 92127, who shall forward such request to
the Committee.  (i)Any appeal must be
submitted within sixty (60) days after the application is denied (or deemed
denied).  The Committee will give the
claimant (or the claimants representative) an opportunity to review pertinent
documents in preparing a request for a review.  (ii)A request for
review must set forth all of the grounds on which it is based, all facts in
support of the request and any other matters that the claimant or the claimants
representative feel are pertinent.  The
Committee may require the claimant or the claimants representative to submit
additional facts, documents or other material as it may find necessary or
appropriate in making its review.  (iii)If the claimant
wishes to submit additional information in connection with an appeal from the
denial (or deemed denial) of benefits, the claimant may be required to do so at
the claimants own expense.  (d)DECISION ON REVIEW.  The Committee will act on each request for
review within sixty (60) days after receipt of the request, unless special
circumstances require an extension of time (not to exceed an additional sixty
(60) days) for processing the request for a review.  If an extension for review is required,
written notice of the extension will be furnished within the initial 60-day
period.  The Committee will give written
notice of its decision to the applicant. 
In the event that the Committee confirms the denial of the application
for benefits in whole or in part, the notice will outline the specific Plan
provisions upon which the decision is based. 
If written notice of the Committees decision is not given within the
time prescribed above, the application will be deemed denied on review.  (e)EXHAUSTION OF REMEDIES.  No legal action for benefits under the Plan
may be brought until (i) a written application for benefits has been
submitted in accordance with the procedures described above, (ii) the
person claiming benefits has been notified by the Committee that the
application is denied (or the application is deemed denied due to the Committees
failure to act on it within the time prescribed), (iii) a written request
for a review of the application has been submitted in accordance with the
appeal procedure described above and (iv) the person appealing the denial
has been notified in writing that the Committee has denied the appeal (or the
appeal is deemed to be denied due to the Committees failure to take any action
on the claim within the time prescribed).  SECTION 8.BASIS OF PAYMENTS TO AND FROM THE PLAN  All benefits under the Plan shall be paid by the Company.  The Plan shall be unfunded and benefits
hereunder shall be paid only from the general assets of the Company.  An Eligible Employees right to receive
payments under the Plan is no greater than that of the Companys unsecured
general creditors.  Therefore, if the
Company were to become insolvent, the Eligible Employee might not receive
benefits under the Plan.  8


SECTION 9.AMENDMENT AND TERMINATION  The Company reserves the right to amend or terminate this Plan at any
time; provided, however, that no amendment or
termination shall diminish benefits to which a Participant is currently
entitled under this Plan.  Any amendment
or other modification of the Plan shall be only in writing and signed by an
authorized officer of the Company.  SECTION 10.NON-ALIENATION
OF BENEFITS  No Plan benefit may be anticipated, alienated, sold, transferred,
assigned, pledged, encumbered or charged, and any attempt to do so will be
void.  SECTION 11.LEGAL
CONSTRUCTION  This Plan shall be interpreted in accordance with
ERISA and, to the extent not preempted by ERISA, with the laws of the State of
California.  SECTION 12.OTHER PLAN
INFORMATION  Plan Identification Number:  The Plan ID #501  Type of Plan:Welfare benefit plan  Employer Identification Number:
33-0175463  Ending of the Plans Fiscal Year:
December 31.  Agent for the Service of Legal Process:  The Plans agent for service of legal process
is:  Vice President or acting Vice
President, Human Resources, Cymer, Inc., 17075 Thornmint Court, San Diego,
California 92127.  SECTION 13.STATEMENT
OF ERISA RIGHTS AND DUTIES  (a)Participants in
this Plan (which is a welfare benefit plan sponsored by the Company) are
entitled to certain rights and protections under ERISA, including the right to:  (i)Examine, without
charge, at the Plan Administrators office and at other specified locations,
such as work sites, all Plan documents and copies of all documents filed by the
Plan with the U.S. Department of Labor, such as detailed annual reports;  (ii)Obtain copies of
all Plan documents and Plan information upon written request to the Plan
Administrator.  The Plan Administrator
may make a reasonable charge for the copies; and  (iii)Receive a summary of
the Plans annual financial report, in the case of a plan which is required to
file an annual financial report with the Department of Labor.  (Generally, all pension plans and welfare
plans with 100 or more participants must file these annual reports.)  (b)In addition to
creating rights for Plan participants, ERISA imposes duties upon the people
responsible for the operation of the employee benefit plan.  The people who operate the Plan, called
fiduciaries of the Plan, have a duty to do so prudently and in the interest
of Plan participants and beneficiaries.  9


(c)No one, including
the Company or any other person, may fire any person or otherwise discriminate
against him or her in any way to prevent him or her from obtaining a Plan
benefit or exercising rights under ERISA. 
If a claim for a Plan benefit is denied in whole or in part, the
claimant must receive a written explanation of the reason for the denial.  A claimant has the right to have the Plan
review and reconsider his or her claim.  (d)Under ERISA, there
are steps an employee can take to enforce the above rights.  For instance, if an employee request materials
from the Plan and does not receive them within 30 days, he or she may file suit
in a federal court.  In such a case, the
court may require the Plan Administrator to provide the materials and pay up to
$100 a day until the employee receives the materials, unless the materials were
not sent because of reasons beyond the control of the Plan Administrator.  If an employee has a claim for benefits that
is denied or ignored, in whole or in part, he or she may file suit in a state
or federal court.  If it should happen
that the Plan fiduciaries misuse the Plans money, or if an employee is
discriminated against for asserting his or her rights, he or she may seek
assistance from the U.S. Department of Labor, or file suit in a federal
court.  The court will decide who should
pay court costs and legal fees.  If he or
she is successful, the court may order the person sued to pay these costs and
fees.  If he or she is unsuccessful, the
court may order him or her to pay these costs and fees, for example, if it finds
the claim is frivolous.  (e)If an employee has
any questions about the Plan, the employee should contact the Plan
Administrator.  If an employee any
questions about this statement or about the employees rights under ERISA, or
if the employee needs assistance in obtaining documents from the Plan
Administrator, the employee should contact the nearest office of the Employee
Benefits Security Administration, U.S. Department of Labor, listed in the
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.  The employee may also obtain certain
publications about the employees rights and responsibilities under ERISA by calling
the publications hotline of the Employee Benefits Security Administration or
accessing its website at http://www.dol.gov/ebsa/.  10


For
Employees Under Age 40  EXHIBIT A  RELEASE
AND WAIVER OF CLAIMS  In consideration of the payments and other benefits set forth in Section 4
of the Reduction In Force Separation Benefits Plan dated October         ,
2007, to which this form is attached, I, [Employee], hereby furnish Cymer, Inc.
(the Company), with the following release and waiver (Release and Waiver).  I hereby release, and forever discharge the Company, its officers,
directors, agents, employees, stockholders, successors, assigns, affiliates,
parent, subsidiaries, and benefit plans (the Releasees), of and from any and
all claims, liabilities, demands, causes of action, costs, expenses, attorneys
fees, damages, indemnities and obligations of every kind and nature, in law,
equity, or otherwise, known and unknown, suspected and unsuspected, disclosed
and undisclosed, arising at any time prior to and including my employment
termination date with respect to any claims relating to my employment and the
termination of my employment, including but not limited to, claims pursuant to
any federal, state or local law relating to employment, including, but not
limited to, discrimination claims, claims under the California Fair Employment
and Housing Act, Title VII of the 1964 Civil Rights Act, as amended, the
Americans with Disabilities Act, and the Federal Age Discrimination in
Employment Act of 1967, as amended (ADEA), or claims for wrongful
termination, breach of the covenant of good faith, contract claims, tort
claims, and wage or benefit claims, including but not limited to, claims for
salary, bonuses, commissions, stock, stock options, vacation pay, fringe
benefits, severance pay or any form of compensation.  I also acknowledge that I have read and understand Section 1542 of
the California Civil Code which reads as follows:  A general release does not
extend to claims which the creditor does not know or suspect to exist in his
favor at the time of executing the release, which if known by him must have
materially affected his settlement with the debtor.I hereby expressly waive and relinquish all rights and
benefits under that section and any law of any jurisdiction of similar effect
with respect to any claims I may have against the Releasees.  I further acknowledge that I have been advised that I have seven (7) days
to consider this Release and Waiver (although I may choose voluntarily to
execute this Release and Waiver earlier).  Date:
  
  
  By:[EMPLOYEE]  1


For
Employees Over Age 40  EXHIBIT B  RELEASE
AND WAIVER OF CLAIMS  In consideration of the payments and other benefits set forth in Section 4
of the Reduction In Force Separation Benefits Plan dated October         ,
2007, to which this form is attached, I, [Employee], hereby furnish Cymer, Inc.
(the Company), with the following release and waiver (Release and Waiver).  I hereby release, and forever discharge the Company, its officers,
directors, agents, employees, stockholders, successors, assigns, affiliates,
parent, subsidiaries, and benefit plans (the Releasees), of and from any and
all claims, liabilities, demands, causes of action, costs, expenses, attorneys
fees, damages, indemnities and obligations of every kind and nature, in law,
equity, or otherwise, known and unknown, suspected and unsuspected, disclosed
and undisclosed, arising at any time prior to and including my employment
termination date with respect to any claims relating to my employment and the
termination of my employment, including but not limited to, claims pursuant to
any federal, state or local law relating to employment, including, but not
limited to, discrimination claims, claims under the California Fair Employment
and Housing Act, Title VII of the 1964 Civil Rights Act, as amended, the
Americans with Disabilities Act, and the Federal Age Discrimination in
Employment Act of 1967, as amended (ADEA), or claims for wrongful
termination, breach of the covenant of good faith, contract claims, tort
claims, and wage or benefit claims, including but not limited to, claims for
salary, bonuses, commissions, stock, stock options, vacation pay, fringe
benefits, severance pay or any form of compensation.  I also acknowledge that I have read and understand Section 1542 of
the California Civil Code which reads as follows:  A general release does not
extend to claims which the creditor does not know or suspect to exist in his
favor at the time of executing the release, which if known by him must have
materially affected his settlement with the debtor.I hereby expressly waive and relinquish all rights and
benefits under that section and any law of any jurisdiction of similar effect
with respect to any claims I may have against the Releasees.  I acknowledge that, among other rights, I am waiving and releasing any
rights I may have under ADEA, that this Release and Waiver is knowing and
voluntary, and that the consideration given for this Release and Waiver is in
addition to anything of value to which I was already entitled as an executive
of the Company.  I further acknowledge
that I have been advised, as required by the Older Workers Benefit Protection
Act, that:  (a) the Release and
Waiver granted herein does not relate to claims which may arise after this
Release and Waiver is executed; (b) I should consult with an attorney
prior to executing this Release and Waiver; (c) I have forty-five (45)
days to consider this Release and Waiver (although I may choose voluntarily to
execute this Release and Waiver earlier); (d) I have seven (7) days
following the execution of this Release and Waiver to revoke my consent to this
Release and Waiver; and (e) this Release and Waiver shall not be effective
until the seven (7) day revocation period has expired unexercised.  Date:
  
  
  By:[EMPLOYEE]  1