Document:

A-10.31.2014-EX-10.61

Exhibit 10.61

CONTRACT OF EMPLOYMENT - CORPORATE VICE PRESIDENT

Between    Dako Denmark A/S 
Company Reg. No. 33 21 13 17
Produktionsvej 42
2600 Glostrup 
Denmark 

and         Jacob Thaysen 
Holmbladsgade 70A, 3.tv.
DK-2300 København S.

1

	
			
	TABLE OF CONTENTS

	1
	CONDITIONS OF EMPLOYMENT 
	3

	2
	RESPONSIBILITIES
	3

	3
	RESTRICTIONS
	4

	4
	SALARY, ETC.
	4

	5
	BENEFITS
	5

	6
	SECRECY
	5

	7
	INTELLECTUAL PROPERTY RIGHTS
	5

	8
	NON-COMPETITION CLAUSE
	6

	9
	TERMINATION
	7

	10
	HOLIDAY
	8

	11
	ILLNESS
	8

	12
	USE OF IT-SYSTEM
	8

	13
	BREACHES
	9

	14
	DISPUTES
	9

	15
	GOVERNING LAW
	10

	16
	SIGNATURE
	11

2

This Contract of Employment is entered into on <date> between:

		
	(1)
	Dako Denmark A/S, (hereinafter referred to as "the Company") and

		
	(2)
	Jacob Thaysen, (hereinafter referred to as "the Employee").

The Company and the Employee hereinafter referred to collectively as the "Parties" and separately as a "Party".

Upon the signing of this Contract, all previous agreements that might have been entered into concerning the Employee's attachment to the Company, whether in writing or orally, shall lapse. 

1    Conditions of Employment

		
	1.1
	The Company shall employ the Employee as Corporate Vice President, R&D effective as of 1 April 2011.

		
	1.2
	Due to the nature of the Employee's position, no maximum hours of work have been agreed upon, and the agreed remuneration includes payment for overtime or additional work.

		
	1.3
	The Employee’s place of work shall until further notice be at the Company’s business address from time to time, currently Produktionsvej 42, Glostrup, Denmark. The Employee may be required to travel on company business in Denmark as well as abroad.

2    Responsibilities

		
	2.1
	The Employee shall report to the CEO and is responsible for the daily management of the Company’s R&D department.

		
	2.2
	The Employee shall comply with the general and special instructions that may be determined by the CEO, and the Employee shall inform the CEO of all material matters that may be of importance to the Company.

		
	2.3
	The Employee shall be obliged to invest all his abilities and all his knowledge in the service of the Company and shall safeguard the Company’s interests in the best possible manner.

3

3    Restrictions

		
	3.1
	The Employee may not without the consent of the CEO accept salaried or unsalaried duties with other businesses or undertake salaried positions of trust or be a personally liable shareholder/member of any business. The Employee is, however, entitled to make ordinary capital investments in listed securities provided no holding of shares in any listed company exceeds 1 per cent of such company's share capital.

		
	3.2
	The Employee is obligated to serve as a director in subsidiaries or affiliated companies, if requested by the Company. The Employee shall not receive separate payment for any future directorships; as such payment is included in the Employee’s remuneration mentioned in clauses 4. This shall apply irrespective of whether other members of the board of directors in the company in question receive payment for their tasks.

4    Salary, etc.

		
	4.1
	The Employee's annual salary shall amount to DKK 1,680,000.00 excluding pension contribution, of which 1/12, excluding tax and social contributions, shall be paid in arrear no later than on the 28th of each month to a Danish bank account designated by the Employee.

		
	4.2
	Salary is fixed individually and is reviewed annually in April. Subject to a PM rating of 4, the Employee’s monthly base salary will be adjusted to 150,000.00 on April 1st 2012. Any adjustment in salary is subject to the approval of the Nomination and Compensation Committee.

		
	4.3
	The Employee is covered by the Company's pension and insurance plan. The Company currently pays 10 %, and the Employee currently pays 5%, of the base salary specified in clause 4.1 under the plan each month. 

		
	4.4
	The Employee may in addition to his salary, pension contributions, and any other benefits be eligible for an annual bonus of up to 50% of the base salary specified under clause 4.1. On an annual basis, the Company will lay down the exact terms and conditions for the Employee’s bonus eligibility in a separate bonus plan. Accordingly, targets may vary from one year to the next and may depend on both the Company’s and the Employee’s performance.

4

5    Benefits

		
	5.1
	The Company shall pay the Employee's private fixed line phone and provide the Employee with a free mobile phone including all reasonable expenses for company and private use.

		
	5.2
	The Company shall provide free ADSL Internet connection.

		
	5.3
	The Company shall, according to agreement, make a company car at a maximum leasing price at DKK 9,500.00 per month available to the Employee and shall bear all costs in connection with the running of the car, e.g. gas, maintenance , insurance, etc. The Employee may use the company car for private purposes. The Employee may instead of a company car elect a car allowance of DKK 9,500.00 per month. 

		
	5.4
	The Employee shall be covered by insurance of accident, health and travel in accordance with the company rules. 

		
	5.5
	The Employee is entitled to reasonable training and development as relevant to his position and as agreed in advance with the CEO.

6    Secrecy

		
	6.1
	The Employee undertakes to keep confidential and not to disclose any information obtained about the Company during the Employee's performance of his duties for the Company, including without limitation information concerning the Company's technical know-how, customers, marketing, products, prices, and similar business secrets

The duty of confidentiality shall also apply in connection with and until 5 years after the termination of the Employee’s employment for whatever reason and the Employee is aware of the obligations for the protection of business secrets and demands for loyal conduct laid down by Sections 1 and 19 of the Danish Marketing Practises Act.

6.2    Any breach of the secrecy obligation shall constitute material breach of this Contract. 

		
	7
	Intellectual Property Rights

		
	7.1
	All intellectual property rights and know-how, worldwide, including rights to inventions, patentable or not, works protected by copyright and neighbouring rights, databases, computer software, designs, trademarks or other intellectual property rights and know-how, made or created by the Employee in the employment or during the term of this Contract or subsequent 

5

to the termination of the employment, in substance as a result of the employment with the Company, shall exclusively belong to the Company. For the avoidance of doubt, the right to transfer intellectual property rights and make amendments to protected material shall belong to the Company. Unless otherwise provided by mandatory law, the Employee shall not receive any compensation in addition to salary and other employment benefits set forth herein, for the creation of intellectual property rights and know-how referred to in this clause 7.1.

		
	8
	Non-Competition Clause

		
	8.1
	The Employee shall for a period of twelve (12) months from the day of termination of the employment not be engaged in any business activity, whether as employee, consultant, associate, independent contractor, or any other capacity (full or part-time), that competes or conflicts with the business interests of the Company or any company owned entirely or partly by the Company, Dako Denmark A/S. (hereinafter referred to as “Group Companies”) , including employment or interest, directly or indirectly, in any business which develops and/or distributes the products and services developed/distributed by the Company or Group Companies in competition with the Company or Group Companies or in any business that competes in any other way with the Company or Group Companies. This limitation shall include any interest whatsoever by way of e.g. employment, ownership in full or in part, membership of a board, consultancy services, and the like in Denmark and abroad.

		
	8.2
	The day of termination shall mean the day when the period under notice expires and this shall apply irrespective of whether the Employee is released from his duties at an earlier date

		
	8.3
	In consideration of the non-competition clause the Employee shall receive a monthly remuneration pursuant to the Danish Salaried Employees Act equivalent to (at present) 50 % of the monthly salary at the time of resignation in the entire period after the termination of the employment in which the clause applies. 

		
	8.4
	The Company may terminate the non-competition clause at one (1) month’s notice to the expiry of a calendar month.

		
	8.5
	If the Employee breaches the clause mentioned in clause 8.1, he shall in addition to general liability to pay damages also become liable to pay an agreed penalty equal to 50% of the Employee's annual income as specified in clause 4.1 calculated on the basis of the last monthly salary during his employment. 

		
	8.6
	The agreed penalty shall be paid for any one breach, and payment of the penalty shall not terminate the clauses. In case of continued breaches of the clauses, the agreed penalty shall be paid monthly.

6

		
	8.7
	The Company may also try to counter a breach of the clauses by means of an injunction according to the general rules of Danish law. 

		
	8.8
	For a period of twelve (12) months from the day of termination, the Employee shall inform the Company in writing of the commencement of any new employment, including set-up of the Employee's own business. 

		
	9
	Termination

		
	9.1
	Termination takes place in accordance with The Danish Salaried Employees Act (Funktionærloven) and must be given in writing by either party.

		
	9.2
	The Employment is valid for an indefinite period of time. 

		
	9.3
	The Company may terminate the employment relationship by giving 12 months’ notice in writing, to expire at the end of a calendar month.

		
	9.4
	The Employee can terminate the Contract by giving 6 months’ notice in writing, to expire at the end of a calendar month. 

		
	9.5
	The employment shall terminate automatically and without further notice at the end of the calendar month, in which the Employee reaches the age, where employments may legally expire due to age (currently 70), cf. the Danish Act on Differential Treatment. 

		
	9.6
	If, during a period of 12 consecutive months, the Employee has received salary during illness for a total of 120 days, the Company may terminate the employment at one months’ notice for expiry at the end of a month.

		
	9.7
	All material, which is made available to the Employee during the employment, shall be the Company's property. Upon termination of the employment, the Employee shall return all work material to the Company and any other material belonging to the Company, which is in the possession of the Employee. The Employee shall not keep any copies of the material or any part of the material.

7

		
	9.8
	In case of termination and subsequent release from his duties, the Employee shall no longer be entitled to free fixed line phone, mobile phone and Internet connection, cf. clauses 5.1 and 5.2, and company car, cf. clause 5.3 above. During the remaining part of the period under notice, the Employee shall only be entitled to receive payment corresponding to the tax value of the free fixed line phone, mobile phone, Internet connection and company car.

		
	10
	Holiday

		
	10.1
	The Employee is entitled to 5 weeks of holiday with pay per holiday year in accordance with the Danish Holiday Act as well as extra holiday (currently 5 days) in accordance with the company holiday policy.  

		
	10.2
	The Employee shall determine the time of his holidays in consultation with the CEO and in consideration of the Company's interests.

		
	11
	Illness

		
	11.1
	The Employee receives salary during illness. 

		
	12
	Use of IT-System

		
	12.1
	The IT-systems are to be used for the solving of Company work-related tasks.  Occasional use of Company e-mail and Internet access for private correspondence and information is permitted.  The IT-systems may not be used to the detriment of the Company’s image or name nor in any way that could be damaging to the confidentiality of Company data.  The IT systems may not be used in any way that could inconvenience the Company’s customers, partners or employees.

		
	12.2
	Correspondence and other communication created on Company electronic communication and/or mail system is considered the property of the Company.  This means that the Company has access to this information and can make use of it in the same way as any other company correspondence.  Should the Employee wish to use the Company’s IT-system for private communication, he is requested to mark the communication as private under “subject”.  The Company will only secure access to private correspondence as a part of routine monitoring.  Please note that all electronic communication to and from the Company can be used in connection with any lawsuit involving the Company.

		
	12.3
	The downloading or forwarding of music, video files, chain letters, pornography and/or racist material is strictly forbidden, as is misuse of licensed software.  Listening to Internet distributed 

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radio and/or TV is also forbidden unless it is a direct necessity in connection with a work-related task for the Company.

		
	12.4
	Any breach of this provision shall be deemed a material breach of this Contract with the ensuing consequences for the Employee.

		
	13
	Breaches

		
	13.1
	If the Employee or the Company commits material breach of the relevant obligations according to this Contract, the injured party may terminate the Contract without notice or terminate it for an arbitrarily determined date. If the termination is caused by breach on the part of the Employee, he shall only be entitled to salary according to clause 4 until the day of termination.

		
	14
	Disputes

		
	14.1
	Any dispute arising between the Company and the Employee out of the employment established by Contract, which cannot be settled by the Parties by negotiation, shall be settled finally and conclusively and with binding effect by arbitration in accordance with the rules of the Danish Institute of Arbitration and the following rules:

		
	14.1.1
	Each Party is entitled to request arbitration on the occasion of a dispute.

		
	14.1.2
	The Party requesting arbitration to settle a dispute shall appoint one arbitrator and request the other Party, by registered letter, to appoint its arbitrator within 14 days. Such letter shall also include a brief indication of the question(s) which the tribunal is requested to determine. If the other Party has not appointed its arbitrator within the said period, such arbitrator shall be appointed by the President of the Maritime and Commercial Court in Copenhagen.

		
	14.1.3
	The Parties' arbitrators shall together appoint an umpire. In case of disagreement on the appointment of an umpire, the appointed arbitrators shall jointly request the President of the Maritime and Commercial Court in Copenhagen to appoint an umpire following prior deliberation with the Parties, and such umpire shall act as the chairman of the arbitration.

		
	14.2
	Such arbitration proceedings and award shall be subject to confidentially on the part of both the Company and the Employee.

		
	14.2
	The arbitration tribunal shall settle a dispute pursuant to applicable law and determine the rules of procedure in accordance with the principles of the Danish Administration of Justice Act (retsplejeloven). The Company shall defray all tribunal costs. If the arbitration tribunal finds that the Employee has breached this Contract, the tribunal shall determine the distribution of 

9

the costs. The arbitration tribunal shall determine when the award shall be complied with, which shall normally be not later than 14 days after the date of the award.

		
	15
	Governing Law

		
	15.1
	This Contract shall be governed by the laws of Denmark. The Danish Salaried Employees Act and the Danish Holiday Act shall apply to the Contract.

		
	15.2
	The Employee must comply with the Company Employment Policies and IT Policies, which are available on the Company’s Intranet.

10

		
	16
	Signature

		
	16.1
	Two signed copies of this Contract have been made. One copy shall remain with the Company and the other copy shall be given to the Employee. 

	
				
	Place:
	 
	Place:
	 

	Date:
	 
	Date:
	 

	 
	 
	 
	 

	 
	 
	 
	 

	For and on behalf of:
	 
	 
	 

	Dako Denmark A/S:
	 
	The Employee:
	 

	 
	 
	 
	 

	 
	 
	 
	 

	/s/ Jørgen Andersen
	 
	/s/ Jacob Thaysen
	 

	Jørgen Andersen
	 
	Jacob Thaysen
	 

	CVP, HR
	 
	 
	 

11A-10.31.2014-EX-10.62

                

Exhibit 10.62
Letter of Terms and Conditions
INTERNATIONAL LONG TERM ASSIGNMENT (ILTA)
Jacob Thaysen

30 January 2013

Dear Jacob:

This letter outlines the terms and conditions of your assignment including compensation, travel, and financial arrangements.

During your ILTA assignment you will remain an employee of Dako Denmark A/S (keeping your seniority and remaining covered by Danish employment legislation), seconded to Dako North America, Inc., but working for Agilent Technologies, Inc. as per the below terms and conditions. 

During your ILTA assignment, you will be based in the United States. Your assignment is scheduled to commence on or about 1 March 2013 and is expected to last until about 28 February 2015.    

Your ILTA assignment will be governed by the terms and conditions of the Agilent ILTA program guidelines. You may view full details of the ILTA policy through the Meidas system at:  Meidas > Job Information > Relocate > Change Work Time > Relocation. Summaries of those guidelines as they pertain to your specific assignment are as follows:

Compensation: 
Your base salary is as stated in the compensation worksheet. Your business unit appraisal process, salary review and any associated salary treatment will continue according to your business unit requirements.

The compensation worksheet will be forwarded to you separately by your designated Cartus Consultant.

Preview Trip:
Agilent will provide a preview trip to the destination location for you and if appropriate, your spouse.  Agilent will cover reasonable costs for meals, lodging, travel (in accordance with the Agilent Technologies’ Global Travel policy and Guidelines) and local transportation up to 10 calendar days.

Taxes: 
Your actual worldwide income and social taxes while on international assignment will be different from what they would have been had you stayed in your home country. This is because you will receive taxable assignment-related allowances and because you are subject to host country income taxes.

It is Agilent policy that the ILTA assignee pays a hypothetical home country tax.  This hypothetical tax approximates the national and local income tax you would have paid as a result of income earned if you had not gone on assignment.  Your hypothetical tax will be calculated based upon your home address on file with Agilent at the time you accept this assignment. This is calculated by Agilent’s tax service 

Jacob Thaysen - 2335587
ILTA – Glostrup, Denmark to Santa Clara, CA USA
Page 1 of 6

                

provider before the start of your assignment and reset once a year. To ensure that your hypothetical tax calculation is accurate at the start of the assignment, it is vital that you schedule a tax briefing in your home country as soon as an invitation is sent to you.  Please also be sure to review your yearly updated hypothetical tax calculation to ensure that it reflects your best estimate of your financial situation for the current year. This will be sent to you electronically.

Tax equalization is a procedure whereby Agilent assumes responsibility for the administration of all home and host location taxes, while you pay a hypothetical home country tax that approximates the national and local income tax you might have paid if the assignment had not occurred.  A pro rated portion of the estimated hypothetical tax amount shall be deducted from each paycheck while you are on assignment. Please note that a final settlement between you and Agilent will occur once your tax return is finalized.

Because of the complexity of worldwide taxation and the uniqueness of each case, you will be provided with the tax services of Agilent's expatriate tax service provider. These services include tax briefings in the home and host locations, annual tax return and tax equalization preparation during your international assignment, and pre-departure and repatriation consultation. When your current international assignment comes to an end, Agilent's tax provider will conduct a pre-departure and post arrival tax counseling session to review your tax obligations and ensure all obligations are met.

A condition of this assignment is that you agree to comply with all provisions of the Agilent ILTA tax program (including, but not limited to, the deduction of hypothetical income taxes from each pay check), as specified in the Agilent ILTA policy, and outlined in the pre-assignment tax consultation.

Travel:  
Your assignment travel will be dictated by Agilent Technologies’ Global Travel Policy and Guidelines.  

Please contact your Cartus designated Consultant for your travel needs.

Temporary Living: 
Up to 30 days of temporary living accommodations are provided, including reasonable and actual expense reimbursement for lodging (room and tax) transportation, and per diem for meals, local phone calls and laundry expenses.  

The temporary living period should be as short as possible and should not exceed 30 days from the date of vacating your home country residence until settling into the host country residence (and 30 days upon return). If there is a delay in receiving necessary household goods or securing housing in the host location, an extension may be granted.

  You and your dependents are entitled to per diem during your temporary living period.  Specific per diem amounts for your situation will be reviewed by your Cartus Consultant.

Medical: 

Jacob Thaysen - 2335587
ILTA – Glostrup, Denmark to Santa Clara, CA USA
Page 2 of 6

                

Agilent strongly recommends that you and your family receive physical examinations and associated tests in preparation for your international assignment. You will be reimbursed for the cost of required procedures not covered by your medical insurance. 

Home Country Housing: 
You are responsible for your home country residence and all associated costs. It is expected that you will lease or rent your home country residence.  If you decide to sell, selling expenses will not be reimbursed and capital gains taxes will not be equalized or protected. 

If you are a renter in your home country Agilent will reimburse you for the cost of reasonable early termination fees. 

Host Country Housing: 
Agilent will provide for host country housing through a housing allowance or direct payment to the leaser, for company approved housing, including rent and utilities (except telephone and cable television service). You will be required to reimburse Agilent for damage inflicted on the host country housing during your stay.

Host Location Furnishings: 
It is Agilent’s intent to provide host location housing that is adequately furnished. If furnishings need to be acquired to ensure that local norms are met, these may be provided directly or provided as an allowance.

In the event, you elect to not ship your personal effects, you may rent furniture through Cort Furniture (preferred provider).

Work Permits/ Residence Permits/Visas: 
If applicable, Cartus will coordinate with the appropriate party in the host location to obtain the required visa and permits for you and your family.  Your assignment is contingent upon the issuance of a valid work/residence permit and visa necessary to legally reside/work in the USA.  You must not make any final plans regarding the timing of your physical relocation until you have obtained the necessary work/residence permit.  Processing times vary greatly between countries and may be subject to circumstances outside of Agilent’ control.  You and your accompanying family members will be required to abide by the terms of the work/residence permit and visa of the host location country.

Depending on the location of your assignment, immigration services will either be provided by one of Agilent’s third-party partners (e.g. Fragomen) or coordinated with the assistance of Country HR in the host country.  

Shipment of Personal Effects: 
Agilent will assume reasonable expenses incurred for insuring and shipping a limited amount (refer to ILTA program guidelines) of personal effects to Santa Clara, CA.  Agilent will also cover any import duties and other expenses if necessary for the actual delivery of these goods. It is recommended that you review the ILTA policy for a detailed list of items for which Agilent Technologies will neither ship nor cover import duties or taxes.

Jacob Thaysen - 2335587
ILTA – Glostrup, Denmark to Santa Clara, CA USA
Page 3 of 6

                

You are eligible for 4,500 lbs Surface/Sea Shipment and 500 lbs Air Shipment.

Should you choose to place any personal goods into storage in Denmark you will be responsible for any costs associated with such storage.

Relocation Allowance: 
A relocation allowance is intended to assist in paying for any incidental expenses involved in establishing a residence at a new location; for example: international drivers license, special clothing due to temperature change at host, small appliances, small furnishings, home preparation for rental. The allowance will equal one twelfth of the annual base salary and will be paid Pre Departure through your home country payroll with this fully signed Terms & Conditions Letter. Please note that according to Agilent’s ILTA policy, you will be responsible for the tax liability on this income.

You are eligible for one twelfth of your annual base salary ‘GO’ Relocation Allowance upon Expatriation and one twelfth of your annual base salary ‘Return’ Relocation Allowance upon Repatriation.

Settling-In Assistance: 
Agilent has engaged a destination services provider in your host country.  You will be provided their assistance to become familiarized with activities such as shopping and banking in your new location.

Dwellworks will be assisting you with this service.

Home Leave: 
You and your accompanying family will be entitled to one home leave trip for each full year on assignment (counted from assignment start date) to enable you to return to your home location.   It is recommended that the first leave be taken after six months into the assignment and the final leave not be taken within six months of repatriation.   

You are responsible for providing written approval to Cartus from a manager on the Travel Approver List  prior to requesting booking of home visit travel.  All airline reservations must be booked and ticketed in coach/economy class or lowest possible fare price. Exceptions regarding travel class or destination require written approval from a member of the CEO/COO Staff. 

You and your accompanying family will be entitled to3 home leave trip(s) for the duration of your assignment.

Repatriation to the Home Country:
At the end of your ILTA assignment, you will return to your home country under the Agilent ILTA repatriation program guidelines in effect at that time which may include: host country departure program, en route travel to the home country and temporary living, return shipment of household goods and personal effects, and return relocation allowance.

Jacob Thaysen - 2335587
ILTA – Glostrup, Denmark to Santa Clara, CA USA
Page 4 of 6

                

Host Country Transportation:
Agilent will provide an allowance for the lease or purchase of a car. If a car is not feasible in your location a public transportation allowance will be provided.

You will be provided with a car allowance of $795.00 per month for the duration of the assignment 

International Mobility Bonus 
You are eligible to receive a  Global Mobility Bonus of  $40,000.00 USD; paid in 4 equal increments quarterly upon your acceptance to the terms and conditions of your transfer from the Home Country to Host Country. Please note that according to Agilent’s ILTA policy, you will be responsible for the tax liability on this income.

Educational Assistance – Nursery School 
You will be reimbursed 50% of the costs of nursery school or host country equivalent for up to three years or length of assignment.

Termination: 
In the event of involuntary or voluntary termination, you will provide post-employment contact information to Agilent's tax service provider so that final tax reconciliation can be completed.  Per Agilent's tax equalization policy; you are responsible for paying any tax settlements due to Agilent, if your year-end expatriate tax reconciliation shows that one is due.  If you have questions about this, please contact Agilent's tax service at us-agilentus@kpmg.com.  Also, in the event of involuntary termination, return benefits will be limited to the items described in the ILTA policy. 

Voluntary Termination: 
In the event that you resign and accept employment with another company within twelve months of transferring to your new location, you may be required to reimburse Agilent for the relocation expenses and benefits paid to you or on your behalf by Agilent.  Any benefits or relocation expenses paid to you as a result of your relocation will be pro-rated in an amount equal to 1/12 of the total bonus and expense payment for every month less than 12 worked by you.

In the event of voluntary termination, Agilent will cease immediately to subsidize host country housing, living, and automobile costs, and to pay any other allowances, per diems, and reimbursements. Agilent will not assume the cost for return transportation to your home location or return shipment of furniture, household goods, or personal effects except where mandated by law. Further, any funds advanced to you are immediately payable to Agilent. 

Holidays: 
All employees transferred to another Agilent location are required to observe the local legal holiday schedule, regardless of whether or not this schedule is similar to that observed at their home location. 

Jacob Thaysen - 2335587
ILTA – Glostrup, Denmark to Santa Clara, CA USA
Page 5 of 6

                

Summary: 
This terms and conditions letter and the provisions of Agilent Technologies policy are subject to change at any time at our sole discretion. Your assignment may be terminated or extended at Agilent’s discretion. Exceptions to the ILTA policy need to be approved by myself, the Business/Assignment Manager, and the Agilent Global Relocation Manager. 

Kindly acknowledge receipt and acceptance of the above terms.  Please forward a signed copy to your consultant, Jennifer Castagna, at email address Email jennifer.castagna@Cartus.com   or via fax at 203-749-1126. Please contact Jennifer directly at 203-205-3079 with questions relating to your ILTA assignment.

By accepting the above terms, you also consent to the electronic transfer and use of appropriate employment data and relevant other personal and family information by Cartus and Agilent for the sole purpose of administering this relocation.

Sincerely,

	
					
	 	/s/ Lars Holmkvist
	 

	 	Lars Holmkvist  (signature)
	 Date

	 	Agilent Technologies

	 	 

	 
	 	APPROVAL & ACCEPTANCE

	 	 

	 
	 	/s/ Jacob Thaysen

	 	Jacob Thaysen     (signature)
	Date

	 	This signature denotes that you have read and 
understand the Long-Term International Assignment Policy and this Terms and Conditions Letter.

Jacob Thaysen - 2335587
ILTA – Glostrup, Denmark to Santa Clara, CA USA
Page 6 of 6

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