Document:

EX-10.1

 Exhibit 10.1 

ZimVie Inc. 
 Executive
Severance Plan 
 Effective as of January 1, 2022 

 TABLE OF CONTENTS 
  

					
	 	  	Page	 
		
	 INTRODUCTION
	  	 	1	 
		
	 ABOUT YOUR PARTICIPATION
	  	 	1	 
		
	 Eligibility to Participate in the Plan
	  	 	1	 
		
	 Eligibility to Receive Severance Benefits
	  	 	2	 
		
	 AMOUNT OF SEVERANCE BENEFIT OFFER
	  	 	3	 
		
	 How Your Severance Benefit Offer Is Calculated
	  	 	3	 
		
	 HOW SEVERANCE BENEFITS ARE PAID
	  	 	4	 
		
	 General Release Requirements
	  	 	5	 
		
	 Forfeiture and Repayment
	  	 	5	 
		
	 Form of General Release
	  	 	5	 
		
	 How Other Benefits Are Affected
	  	 	6	 
		
	 Deductions from Severance Benefits
	  	 	6	 
		
	 PLAN ADMINISTRATION
	  	 	7	 
		
	 Plan Sponsor
	  	 	7	 
		
	 Plan Administrator
	  	 	7	 
		
	 Agent for Service of Legal Process
	  	 	9	 
		
	 Identification Numbers
	  	 	9	 
		
	 Plan Year
	  	 	9	 
		
	 Plan Funding
	  	 	9	 
		
	 Amendments/Reservation of Rights
	  	 	9	 
		
	 Plan Document
	  	 	9	 
		
	 CLAIM AND APPEAL PROCESS FOR SEVERANCE BENEFITS
	  	 	9	 
		
	 Initial Claim for Benefits
	  	 	10	 
		
	 Procedures for Appealing an Adverse Benefit Determination
	  	 	10	 
		
	 YOUR RIGHTS UNDER ERISA
	  	 	11	 
		
	 Receive Information About Your Plan and Benefits
	  	 	11	 
		
	 Enforce Your Rights
	  	 	12	 
		
	 Assistance with Your Questions
	  	 	12	 
		
	 GENERAL PROVISIONS
	  	 	12	 
		
	 GOVERNING LAW
	  	 	13	 
		
	 SECTION 409A
	  	 	13	 

  

 INTRODUCTION 

ZimVie Inc. (the “Company”) hereby establishes the ZimVie Inc. Executive Severance Plan (the “Executive Severance Plan” or the
“Plan”), effective as of January 1, 2022. This document serves as the plan document and summary plan description (SPD) for the Plan. It describes the benefits as they apply to eligible executives. The plan document applies to eligible
participants (as defined below) who are notified in writing by the Company on or after the Plan’s effective date of their separation or pending separation from employment with the Company. 

Nothing in this Plan creates or constitutes a contract of employment with the Company or any of its direct or indirect subsidiaries or affiliates. Employment
with the Company and its affiliates is “at-will” absent any contractual employment agreement or applicable law to the contrary, which means that either the executive or the Company, subsidiary or
affiliate may terminate the employment relationship at any time for any reason, with or without cause or notice. 
 ABOUT YOUR PARTICIPATION 

This section includes important information about your participation in the Executive Severance Plan. The Plan provides severance benefits to eligible
executives of the Company and its direct and indirect subsidiaries and affiliates whose employment is involuntarily terminated for reasons other than misconduct or other cause, subject to the terms set forth below. No individual shall have a vested
right to benefits under the Plan. 
 This section covers two types of eligibility—eligibility to participate in the Plan and eligibility to receive
severance benefits under the Plan. You must satisfy both eligibility requirements to be eligible for benefits. 
 Eligibility to Participate in the Plan

 You are eligible to participate in the Executive Severance Plan if at the time of the Company’s providing to you written notice of immediate or
pending separation from employment as of a specified date, you are: 
  

	 	•	 	 A member of the Company’s Leadership Team or a successor committee; and 

 

	 	•	 	 Designated in writing as a participant in this Plan by the Committee, or the Company’s highest-level Human
Resources executive (“CHRO”). “Committee” means the committee designated by the Board of Directors of the Company (the “Board”) to administer the Plan. It is intended that the Committee will be the Compensation and
Management Development Committee of the Board of Directors of Zimmer Biomet Holdings, Inc. until the Company ceases to be a subsidiary of Zimmer Biomet Holdings, Inc. Thereafter, it is intended that the Committee will be the Compensation Committee
of the Board. 

 Notwithstanding the foregoing, you are not eligible to participate in this Plan if you: 

 

	 	•	 	 Are eligible to receive (regardless of whether you actually qualify for or receive the benefits), or have
received, an offer of severance benefits pursuant to terms and conditions of an individual employment or change in control severance agreement; 

  

	 	•	 	 Have been designated as no longer eligible to participate by the Committee or the CHRO; 

 

	 	•	 	 Are entitled to long-term disability (LTD) benefits under a Company LTD plan; and/or 

 

	 	•	 	 Have agreed in writing that you are not entitled to participate in this Plan. 

If you are a participant in this Plan, you are not eligible to participate in or receive benefits under the ZimVie Inc. Severance Plan, the Zimmer Biomet
Holdings, Inc. Executive Severance Plan, the Zimmer Biomet Holdings, Inc. Restated Severance Plan, or any other severance plan or arrangement of Zimmer Biomet Holdings, Inc., in each case regardless of the terms of such plan. 

  
 1 

 When Participation Ends 

Participation in the Plan ends on the first of the following dates: 
  

	 	•	 	 The date you no longer meet the eligibility requirements to participate, including due to your removal as a
participant by the Committee or the CHRO, regardless of whether you are notified of such ineligibility or removal; 

  

	 	•	 	 The date all severance benefits you are eligible to receive have been paid; 

 

	 	•	 	 The date your employment ends for any reason that does not qualify you for an offer of severance benefits;

  

	 	•	 	 The date of your death; or 

 

	 	•	 	 The date the Plan is terminated or amended so that you lose coverage. 

Eligibility to Receive Severance Benefits 
 As a Plan
participant, you become eligible to receive severance benefits if you meet all of the following requirements: 
  

	 	•	 	 You are notified in writing that your employment with the Company is being terminated; 

 

	 	•	 	 You sign the general release required by the Company within the time period specified within the general release
and, if applicable, do not validly revoke your signature within the revocation period; 

  

	 	•	 	 If required to do so, you execute any confidentiality, intellectual property, and/or other restrictive covenant
agreement in a form provided by the Company; and 

  

	 	•	 	 You work through your scheduled termination date. 

Notwithstanding the foregoing, you will not be eligible to receive severance benefits under this Plan if your employment is terminated for any of the
following reasons: 
  

	 	•	 	 Voluntary termination of employment or resignation of employment before your scheduled termination date;

  

	 	•	 	 Mandatory retirement due to Company policies or legal requirements; 

 

	 	•	 	 Willful misconduct or activity that the Company has deemed actually or potentially detrimental to the interests
of the Company, which may include, but is not limited to, dishonesty; theft; violation of the Company Code of Business Conduct and Ethics or other Company policy, rule, or procedure, such as those relating to alcohol or drugs, discrimination or
harassment, workplace violence, use of social media, product quality, safety, etc.; unauthorized disclosure of confidential information; conduct inconsistent with any applicable law or regulation; or other serious misconduct; 

 

	 	•	 	 Willful failure or refusal to substantially perform job responsibilities (other than any such failure resulting
from incapacity due to disability), as determined by the Company, including but not limited to deliberate unsatisfactory behavior and/or job performance; 

  

	 	•	 	 Excessive, unauthorized absenteeism; 

 

	 	•	 	 Any act or omission that the Company has determined has caused, is causing, will cause, or has the potential to
cause, significant harm or loss to the Company, its officers, and/or its employees; 

  

	 	•	 	 Refusal to accept reassignment to a different primary work location designated by the Board (for the President
and CEO) or by the President and CEO or the CHRO (for other Leadership Team or successor committee members), despite the availability of relocation assistance benefits in accordance with the terms of the Company’s relocation policy and plan as
applicable for senior executives; 

  
 2 

	 	•	 	 The sale of all or part of the Company’s business, if you are offered comparable employment with the
acquiring or restructured company; or 

  

	 	•	 	 Extended absence under a Company short-term disability (STD) or LTD plan or program, including your failure or
inability to return to active employment from a period of receiving STD/LTD benefits; provided, however, if, but for your approved leave, you would have been separated from employment for a reason unrelated to your leave, such as position
elimination or organizational restructuring, while you are receiving STD benefits, then you may be eligible for severance benefits equal to the amount of benefits determined under the Plan less the amount of STD benefits paid after the date your
employment would have terminated. 

 When Severance Benefits End 

Severance benefit eligibility will end on the earliest of the following dates: 
  

	 	•	 	 The date you receive all severance benefits to which you are entitled or agree to receive; 

 

	 	•	 	 The date you effectively revoke your signature on your release within the time allowed; 

 

	 	•	 	 The date you engage in activity that the Company determines has caused, is causing, will cause, or has the
potential to cause significant loss or harm to the Company, its officers and/or its employees; or 

  

	 	•	 	 The date the Plan is terminated or amended to change eligibility requirements so as to make you ineligible.

 AMOUNT OF SEVERANCE BENEFIT OFFER 

The amount of your severance benefit offer is calculated based on the following as of the date of your termination of employment: 

How Your Severance Benefit Offer Is Calculated 
  

			
	Position	  	 
	 	 
	President and CEO	  	 2x the sum of your annualized base salary plus your target annual bonus, determined as of your
separation date
  

	 	 
	 Other eligible Leadership Team or successor
committee members
  
	  	1x the sum of your annualized base salary plus your target annual bonus, determined as of your separation date

 In addition to the benefit described above, if you are eligible to receive severance benefits (including providing a valid
general release as described above) and you are covered under the federal law known as COBRA, you will receive an amount equal to the then-current monthly COBRA premium based upon the group health insurance (medical and dental, but excluding vision)
you had in effect the day before your separation from employment, multiplied by 24 for the President and CEO and by 12 for other members of the Leadership Team or successor committee. If you are eligible to receive severance benefits, you will
receive this amount (less all applicable withholding taxes) whether or not you elect COBRA coverage or use the amount to pay for the cost of COBRA coverage. In order to continue your health insurance coverage after your separation from employment,
you must elect continuation of coverage in accordance with COBRA instructions you will be provided upon your separation from employment, and pay the applicable premiums in a timely manner. 

  
 3 

 In addition to the above amounts, if your employment is terminated by the Company on or after January 1
but prior to the payment date for bonuses related to the previous calendar year under the Company’s Executive Annual Incentive Plan or the Non-Executive Employee Annual Incentive Plan (collectively, the
“AIP”), and you were eligible to participate in the AIP immediately prior to your separation and are entitled to severance benefits under this Plan, your severance benefit will be increased by the value of the bonus you would have received
under the AIP, if any, had you remained employed on the payment date (the “Enhanced Amount”). If AIP payout amounts have not yet been determined at that time, your lump-sum severance payment that
includes the base pay, target bonus, and COBRA subsidy components will include a bonus component based upon the approximate value of the anticipated bonus you would have been eligible to receive had you remained employed as of the payout date (the
“Estimated Bonus Payment”). The Company, upon finalizing bonus payment calculations for the year, will determine the actual bonus you would have been paid had you remained employed on the payout date and, if that amount is greater than the
Estimated Bonus Payment, will pay such difference (the “Bonus True-Up Payment”) to you. 
 Notwithstanding
the foregoing, if you are on an approved STD leave and would, but for your approved STD leave, be separated from employment for a severance-qualifying reason unrelated to your leave, such as position elimination or organizational restructuring, then
you may be eligible for severance benefits upon your separation equal to the amount of benefits determined under the Plan less the amount of STD benefits paid after the date your employment would have terminated. 

Any severance benefits otherwise offered under this Plan shall be reduced by any severance benefits required to be paid under applicable law, including, but
not limited to, statutes, ordinances, or local laws or customs (collectively, “Other Severance Benefits”). If the amount of Other Severance Benefits is greater than the amount offered under this Plan, no benefits are payable under this
Plan. In the event that in your situation the laws of a country other than the United States may apply to this Plan and/or to your employment relationship with the Company or its affiliates, and such laws will cause, directly or indirectly, total
severance benefits under this Plan and Other Severance Benefits otherwise payable to you to exceed the benefits payable under this Plan, then you shall be excluded from participation in this Plan. 

The Company will also offer to you, if you are eligible, reasonable outplacement services provided through a third-party administrator at the Company’s
expense (with a value not to exceed $25,000) or an equivalent cash benefit in the plan administrator’s discretion. 
 The Company may from time to time
amend this Plan, via addendum or otherwise, to provide for different severance benefits and/or severance benefit terms and conditions, or to eliminate severance benefits entirely, for all or a portion of the Company’s executives. Any addendum
will be effective only upon approval by the Committee (or by the Board, should the Board limit or remove the authority of the Committee to approve such Plan changes). All other terms of the plan document shall continue to apply. 

HOW SEVERANCE BENEFITS ARE PAID 
 Severance payments will
be made in lump-sum form, less tax withholdings and any amounts owed to the Company for any reason. Payment will be made as soon as administratively feasible, in accordance with the Company’s regular
payroll schedule, after your timely return of a signed general release in the form you were provided and, if applicable, after the expiration of a specified revocation period during which you do not validly revoke your signature on the general
release, provided that such payment must be made no later than the March 15 following the year of your severance. Any Bonus True-Up Payment you are eligible to receive will be paid in lump-sum form as soon as administratively feasible in accordance with the Company’s regular payroll schedule once the amount has been determined, provided that such payment must be made no later than the
March 15 following the year of your severance, less tax withholdings and any amounts owed to the Company for any reason. 

  
 4 

 Notwithstanding the foregoing, severance benefits will not be paid to you unless, as of the time of payment,
you have returned all Company-owned property to the Company in a condition satisfactory to the Company. Company-owned property shall include, but not be limited to, the Company’s intellectual property and confidential and trade secret
information as well as Company-issued computers, PDAs, electronic tablets, cell phones, and corporate credit cards that are in your possession or control. 

General Release Requirements 
 You must sign a release in
the form provided by the Company to receive severance benefits. By signing the release, you agree to the terms of the release, which include giving up, to the fullest extent permitted by law, any right to sue the Company and any of its direct or
indirect subsidiaries and affiliates. 
 The general release you are provided will state how many days you have to sign and deliver the release to the
Company and, if applicable, how many days you have to rescind your signature. If you do not deliver the signed release within the time allowed, or if you timely and properly rescind your signature, the Company will consider this a refusal to sign
and you will not be eligible to receive severance benefits. 
 Forfeiture and Repayment 

If (1) you violate or breach any term of the Plan or the general release or any non-disclosure, intellectual
property, and/or other restrictive covenant agreement with the Company or any of its direct or indirect subsidiaries or affiliates, or (2) after your termination of employment, facts are disclosed or discovered that could have supported your
termination for cause and would have rendered you ineligible to receive severance benefits under this Plan, as described in the Eligibility to Receive Severance Benefits section above, then you shall automatically forfeit any and all rights
to benefits under this Plan, and, to the extent payments or benefits have been paid or provided to you under this Plan, you must repay the full amount within 15 days of receiving written notification from the Company. The Company may recover any
benefits that you fail to repay in any of the following ways: 
  

	 	•	 	 Withholding wages, or any other money owed to you, if permitted by applicable law; and 

 

	 	•	 	 Using other appropriate legal means. 

These remedies are not exclusive, and the Company may pursue any other legal claims and/or remedies that it may have against you arising out of or related to
the facts supporting the forfeiture of rights under this Plan. 
 Form of General Release 

The form of general release you must sign to receive any severance benefits for which you are eligible will be determined by the Company at the time of your
separation from employment, and may include, among other provisions, the following: 
  

	 	•	 	 Your agreement that you will not take any action or make any statement that disparages the Company or other
released parties, or its or their practices, or which disrupts or impairs its or their normal operations so as to cause a material adverse impact; provided, however, that nothing in the general release shall restrict your rights to make disclosures
specifically allowed or required under applicable law. 

  

	 	•	 	 Your agreement to make yourself reasonably available by telephone, without additional compensation beyond your
severance benefit, for a specified period of time following your separation date to respond in a timely manner to inquiries from one or more designated Company officials related to carrying out an orderly transition of business.

  
 5 

	 	•	 	 Your agreement to cooperate with the Company and any of its direct or indirect subsidiaries and affiliates on an
ongoing basis to the extent reasonably necessary for response to any governmental investigation or defense of litigation, with reimbursement for reasonable out-of-pocket
expenses that you may incur in providing this cooperation and compensation for your time at an hourly rate based on your final Company base salary. 

  

	 	•	 	 If your separation date falls on or after January 1 but prior to the payment date for bonuses related to the
previous calendar year under the AIP and your severance benefit includes an Enhanced Amount, your specific waiver and release of any entitlement to any further payout under the AIP for the prior calendar year. 

How Other Benefits Are Affected 
 Your participation in
all Company employee benefit plans will end on your termination date, unless the provisions of a plan specifically allow for benefits to continue following termination. 

Severance benefits shall not be considered compensation for purposes of any qualified or nonqualified deferred compensation or retirement plan or program.

 Deductions from Severance Benefits 
 Amounts Owed to
the Company 
 The Company reserves the right to deduct any amount you owe the Company, or any of its direct or indirect subsidiaries or affiliates, for any
reason, including but not limited to plan premiums, borrowed vacation/PTO days, loans, signing or retention incentives, educational assistance, and/or relocation reimbursement, from any severance benefits payable to you, to the fullest extent
permitted by law. Any offset shall be considered a reduction in severance benefits under this Plan (but may still be considered taxable income under applicable law). 

Deductions 
 Federal, state, and local income taxes and other
deductions required by law will be withheld from all severance benefits. 
 Correction of Errors 

The Company reserves the right to correct any errors that may occur in administering the Plan. The Company has the right to recover, at any time, any excess
severance benefits that occur if severance benefits paid exceed those due to you because of a mistake, incorrect information about your entitlement to severance benefits, or any other reason. The Company may recover any excess severance benefits
paid to you in any of the following ways: 
  

	 	•	 	 Reducing or suspending future severance benefit payments; 

 

	 	•	 	 Requesting direct payment from you; 

 

	 	•	 	 Withholding wages, or any other money owed to you, if permitted by applicable law; and 

 

	 	•	 	 Using other appropriate legal means. 

These remedies are not exclusive, and the Company may pursue any other legal claims and/or remedies that it may have against you arising out of or related to
the facts supporting the correction of any errors under this Plan as described above. 

  
 6 

 PLAN ADMINISTRATION 

This information about the administration of the Plan is provided in compliance with the Employee Retirement Income Security Act of 1974, as amended (ERISA).
While you should not need these details on a regular basis, the information may be useful if you have specific questions about the Plan. 
 Plan Sponsor

 The name and address of the plan sponsor are: 

ZimVie Inc. 
 10225 Westmoor Drive

 Westminster, CO 80021 
 This Plan is a
welfare benefit plan that provides severance benefits to eligible executives. 
 Plan Administrator 

The name, address and telephone number of the plan administrator and named fiduciary are: 

While ZimVie Inc. is a subsidiary of Zimmer Biomet Holdings, Inc.: 

Administrative Committee 
 Zimmer
Biomet Holdings, Inc. 
 345 East Main Street 

Warsaw, IN 46580 
 1-574-267-6131 
 Once ZimVie Inc. is an independent public company
and no longer a subsidiary of Zimmer Biomet Holdings, Inc.: 
 Administrative Committee 

ZimVie Inc. 
 10225 Westmoor Drive

 Westminster, CO 80021 
 1-303-443-7500 
 The administration of the Plan will be under the supervision of
the plan administrator. To the fullest extent permitted by law, the plan administrator will have the discretion to determine all matters relating to eligibility, coverage, and benefits under the Plan. Benefits under the Plan will be paid only if the
plan administrator or any authorized delegate decides in the administrator’s or delegate’s discretion that the applicant is entitled to them. The plan administrator will also have the discretion to determine all matters relating to the
interpretation and operation of the Plan. Any determination by the plan administrator or any authorized delegate shall be final and binding. 
 Questions
regarding this Plan should be directed to the plan administrator at the address shown above. 
 In addition to any other authority or responsibility placed
upon the plan administrator under the terms of this Plan or applicable law, the plan administrator is responsible for and authorized to do the following: 
  

	 	•	 	 To grant or deny an individual’s claim for benefits under the Plan; 

  
 7 

	 	•	 	 To require any individual seeking benefits under the Plan to furnish such information as the plan administrator
may request for the purpose of the proper administration of the Plan and as a condition to receiving any benefits under the Plan; 

  

	 	•	 	 To make and enforce such rules and regulations and prescribe the use of such forms as the plan administrator
deems necessary for the efficient administration of the Plan; 

  

	 	•	 	 To decide such questions as may arise in connection with the operation of the Plan including, but not limited to,
questions concerning the eligibility of any individual to participate in or receive benefits under the Plan; 

  

	 	•	 	 To determine the amount of benefits which shall be payable to an executive in accordance with the provisions of
the Plan and to authorize payment of such benefits; 

  

	 	•	 	 To require, as a condition of receiving any benefits payable under the Plan, the filing of an authorization or
release by the spouse of an eligible executive divesting such spouse of any right in the Plan or in any payments thereunder which such spouse may have by operation of law under the laws of his or her matrimonial domicile or otherwise;

  

	 	•	 	 To comply with all reporting and disclosure requirements with respect to the Plan; 

 

	 	•	 	 To interpret and construe, with discretionary authority, the provisions of the Plan and to resolve ambiguities,
inconsistencies and omissions therein; 

  

	 	•	 	 To employ legal counsel, who may be counsel to the Company, in which case the employment of such counsel shall
not be construed or otherwise used in any direct or indirect manner to support any allegation of an actual or purported conflict of interest (inherent, structural, or otherwise) under the Plan, and such other specialists or persons as the plan
administrator deems necessary or desirable in connection with the administration of the Plan; and 

  

	 	•	 	 To delegate any of the plan administrator’s discretionary or ministerial responsibilities to other
designated persons as the plan administrator may see fit, including, but not limited to, the determination of questions concerning the eligibility of any employee to participate in or receive benefits under the Plan, the interpretation and
construction of the provisions of the Plan and the resolution of ambiguities, inconsistencies, and omissions therein, and the resolution of any appeal of the denial of a claim for benefits under the Plan. The delegation of ministerial
responsibilities may be effected with or without written instrument, including pursuant to a standard operating procedure that the plan administrator utilizes to administer the Plan. The delegation of discretionary responsibilities will be effected
by written instrument executed by the plan administrator. Notwithstanding the foregoing, the plan administrator’s failure to delegate responsibilities in writing shall not affect or undermine the propriety of any delegation of the plan
administrator’s responsibilities under the Plan, and the plan administrator may ratify, at any later time, through written instrument or otherwise, actions that a delegate has taken in accordance with delegation authority not previously
conveyed through written instrument, upon which ratification the delegate’s actions shall be treated as if originally taken under a delegation effected in accordance with the terms of the Plan. The determination of the plan administrator as to
any question involving the general administration and interpretation of the Plan, and such determinations made by each person to whom the plan administrator may delegate the plan administrator’s responsibilities under the Plan, shall be final,
conclusive and binding upon all persons claiming any interest in or under the Plan except as otherwise provided by law. Any discretionary actions to be taken under the Plan by the plan administrator, and such actions taken by each person to whom the
plan administrator may delegate the plan administrator’s responsibilities under the Plan, shall not be subject to de novo review if challenged in court, by arbitration or in any other forum, and shall be upheld unless found to be an abuse of
discretion. 

  
 8 

 Consistent with the requirements of ERISA and the regulations thereunder of the Secretary of Labor, the plan
administrator will: 
  

	 	•	 	 Provide adequate notice in writing to any individual whose claim for benefits under the Plan has been denied,
setting forth specific reasons for such denial, written in a manner calculated to be understood by such employee or former employee, and 

  

	 	•	 	 Afford a reasonable opportunity to any individual whose claim for benefits has been denied for a full and fair
review of the decision denying the claim. 

 Agent for Service of Legal Process 

The name and address of the agent for service of legal process are: 

Corporate Secretary 
 ZimVie Inc.

 10225 Westmoor Drive 

Westminster, CO 80021 
 Legal process also
can be served on the plan administrator. 
 Identification Numbers 

The Employer Identification Number (EIN) assigned by the Internal Revenue Service to the Company is 87-2007795. The
plan number for the Plan is [513]. 
 Plan Year 
 The
plan year for the Plan is January 1 through December 31. 
 Plan Funding 

The Plan is funded from the general assets of the Company, as needed. Executives are not required to contribute to the Plan. 

Amendments/Reservation of Rights 
 The Plan may be amended
by the duly authorized action of the Committee or by the Board, should the Board limit or remove the authority of the Committee to approve such Plan changes. 

The Company reserves the right, as described above, to amend, terminate, suspend, withdraw, or modify the Plan, in whole or in part, at any time, for any or
no reason, and without prior notice. Any Plan amendments may be made by execution of a written document incorporating the changes. The Company also reserves in the plan administrator and service providers, as applicable, the discretionary authority
and responsibility to interpret and construe the provisions of the Plan as described in the above Plan Administrator section. 
 Plan Document

 This document serves as both the summary plan description (SPD) and the official plan document for the ZimVie Inc. Executive Severance Plan. 

CLAIM AND APPEAL PROCESS FOR SEVERANCE BENEFITS 
 As
further explained below, if your claim for severance benefits is denied, you will receive a notice in writing that explains the reasons for the denial. You will then have the opportunity to appeal the denial of your claim and receive a full and fair
review of the decision. 

  
 9 

 Initial Claim for Benefits 

The plan administrator, or its delegate, will consider your involuntary termination to be a claim for benefits under the Plan. Notwithstanding the foregoing,
if you believe that you are entitled to benefits under this Plan, you may submit a claim to the plan administrator within 60 days of your date of termination. Your claim submission must be written and delivered to the plan administrator. 

If the plan administrator delegates the initial determination on your claim, that delegation shall be considered a delegation of the plan administrator’s
ministerial responsibilities under the Plan, unless the plan administrator determines that the delegation was of its discretionary responsibilities under the Plan and effects, or ratifies, the discretionary delegation in accordance with the
Plan’s terms. 
 If the determination on your claim is adverse because your claim is denied in whole or in part, the plan administrator or its delegate
will notify you of that adverse determination within a reasonable period of time, but not later than 90 days after receiving the claim, or within 90 days of your date of termination if the plan administrator or its delegate has automatically
considered your termination to be a claim for benefits under the Plan. 
 If an adverse determination is made on your claim, the plan administrator’s,
or its delegate’s, notice to you will include: 
  

	 	•	 	 The specific reason(s) for the adverse benefit determination; 

 

	 	•	 	 References to the specific Plan provisions on which the benefit determination is based; and

  

	 	•	 	 A description of the Plan’s appeal procedures and the time limits applicable to those procedures, including
a statement of your right to bring a civil action under ERISA after an adverse determination on appeal. 

 The 90-day claim determination period may be extended for up to an additional 90 days if the plan administrator or its delegate (1) determines that special circumstances require an extension of time for processing
the claim, and (2) notifies you, before the initial 90-day period expires, of the special circumstances requiring the extension of time along with the date by which the it expects to render a
determination. 
 In the event that additional material or information is needed from you to process and make a determination on your claim, the plan
administrator or its delegate will send you a request for that information, along with an explanation of why it is necessary. If an extension of time is necessary in order to obtain such additional information, the Plan’s time frame for making
a benefit determination on review will be suspended from the date the plan administrator or its delegate sends you the request for information with an extension notification until the date you respond to the request for additional information. 

Procedures for Appealing an Adverse Benefit Determination 

If you receive an adverse benefit determination, you may appeal that determination. You or your authorized representative will have 60 days following receipt
of a notification of an adverse benefit determination within which to appeal the determination. You have the right to: 
  

	 	•	 	 Request, free of charge, reasonable access to, and copies of, all documents, records, and other information
relevant to your claim for benefits. For this purpose, a document, record, or other information is treated as “relevant” to your claim if it: 

  

	 	•	 	 Was relied upon in making the benefit determination; 

  
 10 

	 	•	 	 Was submitted, considered, or generated in the course of making the benefit determination, regardless of whether
such document, record or other information was relied upon in making the benefit determination; or 

  

	 	•	 	 Demonstrates compliance with the administrative processes and safeguards required in making the benefit
determination. 

  

	 	•	 	 Submit written comments, documents, records, and other information relating to your claim for benefits, which
will be taken into account in the review on appeal, regardless of whether the information was submitted or considered in the initial benefit determination. 

The plan administrator or its delegate will notify you of the determination on appeal within a reasonable period of time, but not later than 60 days after
receipt of your request to appeal. This 60-day period may be extended for up to an additional 60 days if the plan administrator or its delegate (1) determines that special circumstances require an
extension of time for processing the claim, and (2) notifies you, before the initial 60-day period expires, of the special circumstances requiring the extension of time and the date by which a
determination on review is expected. 
 In the event that additional material or information is needed from you to process and make a determination on your
request for appeal, the plan administrator or its delegate will send you a request for that information. If an extension of time is necessary in order to obtain such additional information, the time frame for making a benefit determination on appeal
will be suspended from the date the plan administrator or its delegate sends you the request for information with an extension notification until the date you respond to the request for additional information. 

If an adverse determination is made on your appeal, the plan administrator’s or its delegate’s notice to you will include: 

 

	 	•	 	 The specific reason(s) for the adverse benefit determination; 

 

	 	•	 	 References to the specific Plan provisions on which the benefit determination is based; 

 

	 	•	 	 A statement that you are entitled to receive, upon request and free of charge, reasonable access to, and copies
of, all documents, records and other information relevant to your claim; and 

  

	 	•	 	 A statement describing any further voluntary appeal procedures that may be offered under the Plan and your right
to obtain information about such procedures, and a statement of your right to bring an action under ERISA. 

 You must use and exhaust the
Plan’s administrative claim and appeal procedures described above before bringing a lawsuit claiming benefits under the Plan in either state or federal court. Your failure to follow the Plan’s prescribed procedures in a timely manner may
cause you to lose your right to contest an adverse benefit determination in court. Any lawsuit claiming benefits must be filed within two years from your date of termination. In other words, you may not file a lawsuit related to any claim for
benefits under the Plan on or after the second anniversary of your termination date. 
 YOUR RIGHTS UNDER ERISA 

As a participant in the Plan, you are entitled to certain rights and protections under ERISA. ERISA provides that all Plan participants 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, such as
worksites, all documents governing the Plan, including a copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security
Administration. 

  
 11 

	 	•	 	 Obtain, upon written request to the plan administrator, copies of documents governing the operation of the Plan,
including copies of the latest annual report (Form 5500 Series) and updated SPD. The plan administrator may make a reasonable charge for the copies. 

  

	 	•	 	 Receive a summary of the Plan’s annual financial report. The plan administrator is required by law to
furnish each participant with a copy of this summary annual report. 

 Enforce Your Rights 

If your claim for Plan benefits is denied or ignored, in whole or in part, you have the 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 that is denied or ignored, in whole or in part, you may file a suit in a state or federal court, but only after you have
exhausted the Plan’s claims and appeals procedures as described in the Claim and Appeal Process for Severance Benefits section. 
 If it should
happen that Plan fiduciaries misuse Plan money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. The court will decide who should pay
court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. 

Assistance with Your Questions 
 If you have any questions
about the 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, DC 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. 
 GENERAL PROVISIONS 

The Plan shall not be deemed to constitute a contract of employment, nor shall anything contained herein be deemed to give you any right to be retained in the
employ of any employer or to interfere with the rights of the employer to discharge you at any time and to treat you without regard to the effect which such treatment might have upon you with respect to participation in the Plan. 

If the plan administrator or its delegate determines that you are entitled to benefits under the Plan but are incompetent or unable to care for your affairs
by reason of physical or mental disability, the plan administrator or its delegate may cause all payments thereafter becoming due to you to be made to another person for your benefit, without responsibility to follow the application of amounts so
paid. Payments made pursuant to this provision shall completely discharge the Company, its direct and indirect subsidiaries and affiliates, the plan administrator, its delegate(s), and the named fiduciary with respect to such payments. 

  
 12 

 In the United States, the Plan is not in lieu of, and does not affect any requirement for coverage by,
workers’ compensation insurance. 
 You have no right to anticipate, expect, assign, or otherwise dispose of any interest under the Plan, nor may your
interests under the Plan be assigned or transferred by operation of law. 
 GOVERNING LAW 

The provisions of the Plan shall be construed, administered and governed under the laws of the State of Colorado to the extent such laws are not pre-empted by ERISA. To the extent that the laws of a country other than the United States may apply to an eligible executive, the Plan shall be administered consistent with the laws of the other country, or, in the
alternative and notwithstanding any other provisions of this Plan, the plan administrator or its delegate may deem the executive ineligible to participate in this Plan, and the Company may provide alternative benefits as it deems reasonable in its
sole discretion. 
 SECTION 409A 
 The Plan is intended
to comply with the requirements of Section 409A of the Internal Revenue Code (the “Code”) and shall be interpreted and construed consistently with such intent. Payments to you pursuant to the Plan are also intended to be exempt from
Section 409A of the Code to the maximum extent possible, under either the separation pay exemption pursuant to Treasury regulation §1.409A-1(b)(9)(iii) or as short-term deferrals pursuant to Treasury
regulation §1.409A-1(b)(4), and, for purposes of such exemptions, each payment under the Plan shall be considered a separate payment. In the event the terms of the Plan would subject you to taxes or
penalties under Section 409A of the Code (“409A Penalties”), the Company shall cooperate diligently with you to amend the terms of the Plan to avoid such 409A Penalties, to the extent possible. Notwithstanding any other provision in
the Plan, if you are a “specified employee,” as defined in Section 409A of the Code, as of the date of your separation from service, then to the extent any amount payable under the Plan (i) constitutes the payment of nonqualified
deferred compensation, within the meaning of Section 409A of the Code, (ii) is payable upon your separation from service and (iii) under the terms of the Plan would be payable prior to the
six-month anniversary of your separation from service, such payment shall be delayed until the earlier to occur of (a) the six-month anniversary of your separation
from service or (b) the date of your death. In addition to the foregoing, to the extent that any payment of deferred compensation subject to Section 409A of the Code is contingent upon the execution of a written release, if the designated
period for executing a written release spans two tax years, the payment will be paid in the second tax year. 
 [End of Plan document.] 

  
 13EX-10.2

 Exhibit 10.2 

ZIMVIE INC. CHANGE IN CONTROL SEVERANCE AGREEMENT 

THIS AGREEMENT, dated as of March 1, 2022, is made by and between ZimVie Inc., a Delaware corporation (the “Company”), and Vafa
Jamali (the “Executive”). The capitalized words and terms used throughout this Agreement are defined in Article XIII. 

Recitals 
 A. The
Company considers it essential to the best interests of its stockholders to foster the continuous employment of key management personnel. 

B. The Board recognizes that, as is the case with many publicly held corporations, the possibility of a Change in Control exists and that such
a possibility, and the uncertainty and questions that it may raise among management, may result in the departure or distraction of management personnel to the detriment of the Company and its stockholders. 

C. The Board has determined that appropriate steps should be taken to reinforce and encourage the continued attention and dedication of members
of the Company’s management, including the Executive, to their assigned duties without distraction in the face of potentially disturbing circumstances arising from the possibility of a Change in Control. 

D. The parties intend that no amount or benefit will be payable under this Agreement unless a termination of the Executive’s employment
with the Company occurs following a Change in Control, or is deemed to have occurred following a Change in Control, as provided in this Agreement. 

Agreement 
 In
consideration of the premises and the mutual covenants and agreements set forth below, the Company and the Executive agree as follows: 

ARTICLE I 

Term of Agreement 

This Agreement will commence on the date stated above and will continue in effect through December 31, 2022. Beginning on January 1,
2023, and each subsequent January 1, the term of this Agreement will automatically be extended for one additional year, unless either party gives the other party written notice not to extend this Agreement at least 30 days before the extension
would otherwise become effective or unless a Change in Control occurs prior to such January 1. If a Change in Control occurs during the term of this Agreement (regardless whether before or after the delivery of any written notice of non-extension in accordance with the preceding sentence), this Agreement will continue in effect for a period of 24 months from the end of the month in which the Change in Control occurs and will thereafter
terminate. 

 ARTICLE II 

Compensation other than Severance Payments 

SECTION 2.01. Disability Benefits. Following a Change in Control and during the term of this Agreement, during any period that the
Executive fails to perform the Executive’s full-time duties with the Company as a result of Disability, the Executive will receive short-term and long-term disability benefits as provided under short-term and long-term disability plans having
terms no less favorable than the terms of the Company’s short-term and long-term disability plans as in effect immediately prior to the Change in Control, together with all other compensation and benefits payable to the Executive pursuant to
the terms of any compensation or benefit plan, program, or arrangement maintained by the Company during the period of Disability. 

SECTION 2.02. Compensation Previously Earned. If the Executive’s employment is terminated for any reason following a Change
in Control and during the term of this Agreement, the Company will pay the Executive’s salary accrued through the Date of Termination, at the rate in effect at the time the Notice of Termination is given, together with all other compensation
and benefits payable to the Executive through the Date of Termination under the terms of any compensation or benefit plan, program, or arrangement maintained by the Company during that period. 

SECTION 2.03. Normal Post-Termination Compensation and Benefits. Except as provided in Section 3.01, if the Executive’s
employment is terminated for any reason following a Change in Control and during the term of this Agreement, the Company will pay the Executive the normal post-termination compensation and benefits payable to the Executive under the terms of the
Company’s retirement, insurance, and other compensation or benefit plans, programs, and arrangements, as in effect immediately prior to the Change in Control. This provision does not restrict the Company’s right to amend, modify, or
terminate any plan, program, or arrangement prior to a Change in Control. 
 SECTION 2.04. No Duplication. Notwithstanding any other
provision of this Agreement to the contrary, the Executive will not be entitled to duplicate benefits or compensation under this Agreement and the terms of any other plan, program, or arrangement maintained by the Company or any affiliate. 

  
 2 

 ARTICLE III 

Severance Payments 

SECTION 3.01. Payment Triggers. 

(a) In lieu of any other severance compensation or benefits to which the Executive may otherwise be entitled under any agreement, plan,
program, policy, or arrangement of the Company (and which the Executive hereby expressly waives), the Company will pay the Executive the Severance Payments described in Section 3.02 upon termination of the Executive’s employment following
a Change in Control and during the term of this Agreement, in addition to the payments and benefits described in Article II, unless the termination is (1) by the Company for Cause, (2) by reason of the Executive’s death, or
(3) by the Executive without Good Reason. 
 (b) For purposes of this Section 3.01, the Executive’s employment will be deemed
to have been terminated following a Change in Control by the Company without Cause or by the Executive with Good Reason if (1) the Executive’s employment is terminated without Cause prior to a Change in Control at the direction of a Person
who has entered into an agreement with the Company, the consummation of which will constitute a Change in Control; or (2) the Executive terminates his employment with Good Reason prior to a Change in Control (determined by treating a Potential
Change in Control as a Change in Control in applying the definition of Good Reason), if the circumstance or event that constitutes Good Reason occurs at the direction of such a Person. 

(c) The Severance Payments described in this Article III are subject to the conditions stated in Article VI. 

SECTION 3.02. Severance Payments. The following are the Severance Payments referenced in Section 3.01: 

(a) Lump Sum Severance Payment. In lieu of any further salary payments to the Executive for periods after the Date of Termination, and
in lieu of any severance benefits otherwise payable to the Executive, the Company will pay to the Executive, in accordance with Section 3.04, a lump sum severance payment, in cash, equal to two and
one-half (2-1/2) times the sum of (1) the higher of the Executive’s annual base salary in effect immediately prior to the event or circumstance upon which the
Notice of Termination is based or in effect immediately prior to the Change in Control, and (2) if Severance Payments are triggered under Section 3.01(a), the amount of the Executive’s target annual bonus entitlement under the
Incentive Plan (or any other bonus plan of the Company then in effect) as in effect immediately prior to the event or circumstance giving rise to the Notice of Termination, or, if Severance Payments are triggered under Section 3.01(b), the
amount of the largest aggregate 

  
 3 

 
annual bonus paid to the Executive by the Company (or by the Company’s former parent, Zimmer Biomet Holdings, Inc.) with respect to the three years immediately prior to the year in which the
Notice of Termination was given. If the Board determines that it is not workable to determine the amount that the Executive’s target bonus would have been for the year in which the Notice of Termination was given, then, for purposes of this
paragraph (a), the Executive’s target annual bonus entitlement will be the amount of the largest aggregate annual bonus paid to the Executive by the Company (or by the Company’s former parent, Zimmer Biomet Holdings, Inc.) with
respect to the three years immediately prior to the year in which the Notice of Termination was given. 
 (b) Incentive Compensation.
Notwithstanding any provision of the Incentive Plan or any other compensation or incentive plans of the Company, the Company will pay to the Executive, in accordance with Section 3.04, a lump sum amount, in cash, equal to the sum of
(1) any incentive compensation that has been allocated or awarded to the Executive for a completed calendar year or other measuring period preceding the Date of Termination (to the extent not payable pursuant to Section 2.02) provided
that, if Severance Payments are triggered under Section 3.01(b), the performance conditions applicable to such incentive compensation are met, and (2) if Severance Payments are triggered under Section 3.01(a), a pro rata portion
(based on elapsed time) to the Date of Termination of the aggregate value of all contingent incentive compensation awards to the Executive for the current calendar year or other measuring period under the Incentive Plan, the Award Plan, or any other
compensation or incentive plans of the Company, calculated as to each such plan using the Executive’s annual target percentage under that plan for that year or other measuring period and as if all conditions for receiving that target award had
been met, or, if Severance Payments are triggered under Section 3.01(b), then with respect to each such plan, an amount equal to the average annual award paid to the Executive under such plan (or under a comparable plan of the Company’s
former parent, Zimmer Biomet Holdings, Inc.) during the three years immediately prior to the year in which the Notice of Termination was given multiplied by a fraction, the numerator of which is the number of whole months elapsed since the beginning
of the calendar year or other measuring period to the Date of Termination and the denominator of which is 12 (or the number of whole months in the measuring period). 

(c) Equity-Based Compensation. To the extent not otherwise provided under the written agreement evidencing the grant of any equity-based
award to the Executive, (1) all outstanding Options will become immediately vested and exercisable (to the extent not yet vested and exercisable as of the Date of Termination), (2) all time-based restrictions imposed under all outstanding
awards of restricted stock and restricted 

  
 4 

 
stock units (including performance-based restricted stock and restricted stock units) shall immediately lapse, and (3) with respect to an equity-based award that is subject to the
satisfaction of any targets for Performance Criteria (as defined under the Award Plan), the number of Shares or units deemed earned shall be the greater of (i) the target number of Shares or units specified in the Executive’s award
agreement or (ii) the number of Shares or units that would have been earned by applying the Performance Criteria specified in the award agreement to the Company’s actual performance from the beginning of the applicable award period to the
date of the Change in Control. Notwithstanding the foregoing, equity-based awards remain subject to any forfeiture or clawback claims under the Award Plan or applicable award agreement. 

(d) Welfare Benefits. Except as otherwise provided in this Section 3.02(d), for a 24-month
period after the Date of Termination, the Company will arrange to provide the Executive with life insurance coverage substantially similar to that which the Executive is receiving from the Company immediately prior to the Notice of Termination
(without giving effect to any reduction in that coverage subsequent to a Change in Control). Life insurance coverage otherwise receivable by the Executive pursuant to this Section 3.02(d) will be reduced to the extent comparable coverage is
actually received by or made available to the Executive without greater cost to Executive than as provided by the Company during the 24-month period following the Executive’s termination of employment
(and the Executive will report to the Company any such coverage actually received by or made available to the Executive). 
 If, as of the
Date of Termination, the Company reasonably determines that the continued life insurance coverage required by this Section 3.02(d) is not available from the Company’s group insurance carrier, cannot be procured from another carrier, and
cannot be provided on a self-insured basis without adverse tax consequences to the Executive or his death beneficiary, then, in lieu of continued life insurance coverage, the Company will pay the Executive, in accordance with Section 3.04, a
lump sum payment, in cash, equal to 24 times the full monthly premium payable to the Company’s group insurance carrier for comparable coverage for an executive employee under the Company’s group life insurance plan then in effect. 

The Company will offer the Executive and any eligible family members the opportunity to elect to continue medical and dental coverage pursuant
to COBRA. The Executive will be responsible for paying the required monthly premium for that coverage, but the Company will pay the Executive, in accordance with Section 3.04, a lump sum cash stipend equal to 24 times the monthly COBRA premium
then charged to qualified beneficiaries for the same level of health and dental coverage the Executive had in effect immediately prior to his 

  
 5 

 
termination, and the Executive may, but is not required to, choose to use the stipend for the payment of COBRA premiums for any COBRA coverage that the Executive or eligible family members may
elect. The Company will pay the stipend to the Executive whether or not the Executive or any eligible family member elects COBRA coverage, whether or not the Executive continues COBRA coverage for the maximum period permitted by law, and whether or
not the Executive receives medical or dental coverage from another employer while the Executive is receiving COBRA continuation coverage. Payment of the stipend will not in any way extend or modify the Executive’s continuation coverage rights
under COBRA or any similar continuation coverage law. 
 (e) Matching Contributions. In addition to the vested amounts, if any, to
which the Executive is entitled under the Savings Plan as of the Date of Termination, the Company will pay the Executive, in accordance with Section 3.04, a lump sum amount equal to the value of the unvested portion, if any, of the employer
matching contributions (and attributable earnings) credited to the Executive under the Savings Plan. 
 (f) Outplacement Services. For
a period not to exceed six (6) months following the Date of Termination, the Company will provide the Executive with reasonable outplacement services consistent with past practices of the Company prior to the Change in Control or, if no past
practice has been established prior to the Change in Control, consistent with the prevailing practice in the medical device manufacturing industry (with a value not to exceed $25,000). 

SECTION 3.03. Limitation on Severance Payments. 

(a) Notwithstanding anything to the contrary contained in this Agreement, in the event that any Severance Payments paid or payable to the
Executive or for his benefit pursuant to the terms of this Agreement or otherwise in connection with a Change in Control (“Total Payments”) would be subject to any Excise Tax, then the value of the Total Payments will be reduced to the
extent necessary so that, within the meaning of Code Section 280G(b)(2)(A)(ii), the aggregate present value of the payments in the nature of compensation to (or for the benefit of) the Executive that are contingent on a Change in Control (with
a Change in Control for this purpose being defined in terms of a “change” described in Code Section 280G(b)(2)(A)(i) or (ii)), do not exceed 2.999 multiplied by the Base Amount. For this purpose, cash Severance Payments will be
reduced first (if necessary, to zero), and all other, non-cash Severance Payments will be reduced next (if necessary, to zero). For purposes of the limitation described in the preceding sentence, the following
will not be taken into account: (1) any portion of the Total Payments the receipt or enjoyment of which the Executive effectively waived in writing prior to the Date of Termination, and (2) any portion of the Total Payments that, in the
opinion of the Accounting Firm, does not constitute a “parachute payment” within the meaning of Code Section 280G(b)(2). 

  
 6 

 (b) For purposes of this Section 3.03, the determination of whether any portion of the
Total Payments would be subject to an Excise Tax will be made by an Accounting Firm selected by the Company and reasonably acceptable to the Executive. For purposes of that determination, the value of any
non-cash benefit or any deferred payment or benefit included in the Total Payments will be determined by the Accounting Firm in accordance with the principles of Section 280G(d)(3) and (4). 

SECTION 3.04. Time of Payment. Except as otherwise expressly provided in Section 3.02, payments provided for in that Section
will be made as follows: 
 (a) Subject to Section 3.04(c), if Executive signs and does not rescind the General Release in accordance
with Section 6.03, the Company will pay to the Executive the amount due under Section 3.02 on the sixtieth (60th) business day following the Date of Termination. 

(b) At the time that payment is made under Section 3.04(a), the Company will provide the Executive with a written statement setting forth
the manner in which all of the payments to Executive under this Agreement were calculated and the basis for the calculations including, without limitation, any opinions or other advice the Company received from auditors or consultants (other than
legal counsel) with respect to the calculations (and any such opinions or advice that are in writing will be attached to the statement). 

(c) Notwithstanding any of the foregoing, any and all payments under this Agreement that constitute deferred compensation under the
Section 409A Standards shall be suspended until, and will be payable on, the date that is six (6) months after the Executive’s separation from service (or, if earlier, the date the Executive dies after separation from service). 

SECTION 3.05. Attorneys’ Fees and Expenses. To the extent permissible under the Section 409A Standards, if the Executive
finally prevails with respect to any bona fide, good faith dispute between the Executive and the Company regarding the interpretation, terms, validity or enforcement of this Agreement (including any dispute as to the amount of any payment due under
this Agreement), the Company will pay or reimburse the Executive for all reasonable attorneys’ fees and expenses incurred by the Executive in connection with that dispute pursuant to the terms of this paragraph. Payment or reimbursement of
those fees and expenses will be made within fifteen (15) business days after delivery of the Executive’s written request for payment, accompanied by such evidence of fees and expenses incurred as the Company reasonably may require, but the
Executive may not 

  
 7 

 
submit such a request until the dispute has been finally resolved by a legally binding settlement or by an order or judgment that is not subject to appeal or with respect to which all appeals
have been exhausted. Any payment pursuant to this paragraph will be made no later than the end of the calendar year following the calendar year in which the dispute is finally resolved by a legally binding settlement or nonappealable judgment or
order. 
 In addition, the Company will pay the reasonable legal fees and expenses incurred by the Executive in connection with any tax
audit or proceeding to the extent attributable to the application of Code Section 4999 to any payment or benefit provided under this Agreement and including, but not limited to, auditors’ fees incurred in connection with the audit or
proceeding. Payment pursuant to the preceding sentence shall be made within fifteen (15) business days after the delivery of the Executive’s written request for payment, accompanied by such evidence of fees and expenses incurred as the
Company reasonably may require, but in no case later than the end of the calendar year following the calendar year in which the audit is completed or there is a final and nonappealable settlement or other resolution of the matter. 

ARTICLE IV 

Termination of Employment 

SECTION 4.01. Notice of Termination. After a Change in Control or otherwise in connection with any termination described in
Section 3.01(b) and during the term of this Agreement, any purported termination of the Executive’s employment (other than by reason of death) will be communicated by a written notice of termination from one party to the other party in
accordance with Article VIII (a “Notice of Termination”). The Notice of Termination will indicate the specific termination provision in this Agreement relied upon and will set forth in reasonable detail the facts and circumstances
claimed to provide a basis for termination of the Executive’s employment under the cited provision. 
 SECTION 4.02. Date of
Termination. Except as otherwise provided in Section 4.01, with respect to any purported termination of the Executive’s employment after a Change in Control and during the term of this Agreement, the term “Date of
Termination” will have the meaning set forth in this Section. If the Executive’s employment is terminated for Disability, Date of Termination means thirty (30) days after Notice of Termination is given, provided that the Executive
does not return to the full-time performance of the Executive’s duties during that 30-day period. If the Executive’s employment is terminated for any other reason, Date of Termination means the date
specified in the Notice of Termination, which, in the case of a termination by the Company, cannot be less than 30 days (except in the case of a termination for Cause) and, in the case of a termination by the Executive, cannot be less than 15 days
nor more than 60 days from the date on which the Notice of Termination is given. 

  
 8 

 ARTICLE V 

No Mitigation 
 The
Company agrees that, if the Executive’s employment by the Company is terminated during the term of this Agreement, the Executive is not required to seek other employment or to attempt in any way to reduce any amounts payable to the Executive by
the Company pursuant to Article III. Further, the amount of any payment or benefit provided for in Article III (other than Section 3.02(d)) will not be reduced by any compensation earned by the Executive as the result of employment by
another employer, by retirement benefits, by offset against any amount claimed to be owed by the Executive to the Company, or otherwise. 

ARTICLE VI 

The Executive’s Covenants 

SECTION 6.01. Noncompetition Agreement. In consideration for this Agreement, the Executive will execute, concurrent with the execution
of this Agreement, a noncompetition agreement with the Company; provided, however, that if the Executive has an existing noncompetition agreement with the Company, the Company, rather than entering into a new noncompetition agreement with the
Executive, may instead, as a condition to entering into this agreement, require that the Executive acknowledge and affirm his continuing obligations under such existing noncompetition agreement and re-affirm
his agreement to honor the obligations as set forth in that document. 
 SECTION 6.02. Potential Change in Control. The Executive
agrees that, subject to the terms and conditions of this Agreement, in the event of a Potential Change in Control during the term of this Agreement, the Executive will remain employed by the Company until the earliest of (a) a date that is six
months following the date of the Potential Change of Control, (b) the date of a Change in Control, (c) the date on which the Executive terminates employment for Good Reason (determined by treating the Potential Change in Control as a
Change in Control in applying the definition of Good Reason) or by reason of death, or (d) the date the Company terminates the Executive’s employment for any reason. 

  
 9 

 SECTION 6.03. General Release. The Executive agrees that, notwithstanding any other
provision of this Agreement, the Executive will not be eligible for any Severance Payments under this Agreement unless the Executive timely signs, and does not timely revoke, a General Release in substantially the form attached to this Agreement as
Exhibit A. The Executive will be given 21 days to consider the terms of the General Release. The General Release will not become effective until seven days following the date the General Release is executed. If the Executive does not return the
executed General Release to the Company by the end of the 21-day period, that failure will be deemed a refusal to sign, and the Executive will not be entitled to receive any Severance Payments under this Agreement. In certain circumstances, the
21-day period to consider the General Release may be extended to a 45-day period. The Executive will be advised in writing if the 45-day period is applicable. In the absence of such notice, the 21-day period applies. If any payment under this
Agreement constitutes deferred compensation under the Section 409A Standards, and the 21-day or 45-day review period extends into a new calendar year, any payment
of such deferred compensation shall occur in the new calendar year. 
 ARTICLE VII 

Successors; Binding Agreement 

SECTION 7.01. Obligation of Successors. 

(a) In addition to any obligations imposed by law upon any successor to the Company, the Company will require any successor (whether direct or
indirect, by purchase, merger, consolidation, or otherwise) to all or substantially all of the business and/or assets of the Company to expressly assume and agree to perform this Agreement in the same manner and to the same extent that the Company
would be required to perform it if no succession had occurred. 
 (b) Subject to Section 7.01(c), failure of the Company to obtain such
an assumption and agreement under Section 7.01(a) prior to the effectiveness of any such succession will be a breach of this Agreement and will entitle the Executive to compensation from the Company in the same amount as the Executive would be
entitled to under this Agreement if the Executive were to terminate employment for Good Reason after a Change in Control, except that, for purposes of implementing the foregoing, the date on which the succession becomes effective will be deemed the
Date of Termination. 
 (c) Payment of benefits under Section 7.01(b) shall be made on the deemed Date of Termination if, and only if,
the succession resulted from a transaction that satisfies the definition of change in control under Section 409A of the Code. If the transaction does not satisfy the definition of change in control under Section 409A, payment of benefits
due under Section 7.01(b) shall be made within 30 days of the Executive’s actual date of termination of employment, subject to the provisions of Section 3.04(c). No interest or earnings shall be paid due to any delay in payment under
this Section 7.01(c). 

  
 10 

 SECTION 7.02. Enforcement Rights of Others. This Agreement will inure to the
benefit of and be enforceable by the Executive’s personal or legal representatives, executors, administrators, successors, heirs, distributees, devisees, and legatees. If the Executive dies while any amount is still payable to the Executive
under this Agreement, (other than amounts that, by their terms, terminate upon the Executive’s death), then, unless otherwise provided in this Agreement, all such amounts will be paid in accordance with the terms of this Agreement to the
executors, personal representatives, or administrators of the Executive’s estate. 
 ARTICLE VIII 

Notices 
 For the
purpose of this Agreement, notices and all other communications provided for in the Agreement will be in writing and will be deemed to have been duly given when delivered or mailed by United States registered mail, return receipt requested, postage
prepaid, addressed to the respective addresses set forth below, or to such other address as either party may furnish to the other in writing in accordance with this Article VIII, except that notice of change of address will be effective only
upon actual receipt: 
 To the Company: 

ZimVie Inc. 
 Attention: Chief
Legal & Compliance Officer 
 10225 Westmoor Drive 

Westminster, CO 80021 
 To
the Executive: 
 At Executive’s principal residence as reflected in the records of the Company 

ARTICLE IX 

Miscellaneous 

This Agreement will not be construed as creating an express or implied contract of employment and, except as otherwise agreed in writing
between the Executive and the Company, the Executive will not have any right to be retained in the employ of the Company. No provision of this Agreement may be modified, waived, or discharged unless the waiver, modification, or discharge is agreed
to in writing and signed by the Executive and an officer of the Company specifically designated by the Board. No waiver by either party at any time of any breach by the other party of, or compliance with, any condition or provision of this Agreement
to be performed by the other party will be deemed a waiver of similar or dissimilar provisions or conditions at the same or at any other time. Neither party has made any agreements or representations, oral or otherwise, express or implied, with
respect to the subject matter of this Agreement that are not expressly set forth in this Agreement. Except as provided in the following two sentences, the validity, interpretation, construction, and performance of this Agreement will be

  
 11 

 
governed by the laws of the State of Colorado, to the extent not preempted by federal law.    This Agreement will at all times be effected, construed, interpreted, and applied
in a manner consistent with the Section 409A Standards, and in resolving any uncertainty as to the meaning or intention of any provision of this Agreement, the interpretation that will prevail is the interpretation that causes the Agreement to
comply with the Section 409A Standards. In addition, to the extent that any terms of this Agreement would subject the Executive to gross income inclusion, interest, or additional tax pursuant to Code Section 409A, those terms are to that
extent superseded by the applicable Section 409A Standards. All references to sections of the Exchange Act or the Code will be deemed also to refer to any successor provisions to those sections. Any payments provided for under this Agreement
will be paid net of any applicable withholding required under federal, state, or local law and any additional withholding to which the Executive has agreed. The obligations of the Company and the Executive under Articles III, IV, and VI will
survive the expiration of the term of this Agreement. In no event shall Company be liable for any taxes, penalties, interest or additional tax payments assessed against Executive because of any benefits, remuneration or reimbursements provided under
this Agreement. 
 ARTICLE X 

Validity 
 The
invalidity or unenforceability of any provision or this Agreement will not affect the validity or enforceability of any other provision of this Agreement, which will remain in full force and effect. 

ARTICLE XI 

Counterparts 
 This
Agreement may be executed in several counterparts, each of which will be deemed to be an original but all of which together will constitute one and the same instrument. 

ARTICLE XII 

Settlement of Disputes; Arbitration 

All claims by the Executive for benefits under this Agreement must be in writing and will be directed to and determined by the Board. Any
denial by the Board of a claim for benefits under this Agreement will be delivered to the Executive in writing and will set forth the specific reasons for the denial and the specific provisions of this Agreement relied upon. The Board will afford a
reasonable opportunity to the Executive for a review of the decision denying a claim and will further allow the Executive to appeal to the Board a decision of the Board within 60 days after notification by the Board that the Executive’s
claim has been denied. Any further dispute or 

  
 12 

 
controversy arising under or in connection with this Agreement will be settled exclusively by arbitration in Denver, Colorado in accordance with the rules of the American Arbitration Association
then in effect. Judgment may be entered on the arbitrator’s award in any court having jurisdiction. Each party will bear its own expenses in the arbitration for attorneys’ fees, for its witnesses, and for other expenses of presenting its
case. Other arbitration costs, including arbitrators’ fees, administrative fees, and fees for records or transcripts, will be borne equally by the parties. Notwithstanding anything in this Article to the contrary, if the Executive prevails with
respect to any dispute submitted to arbitration under this Article, the Company will reimburse or pay all reasonable legal fees and expenses that the Executive incurred in connection with that dispute as required by Section 3.05. 

ARTICLE XIII 

Definitions 
 For
purposes of this Agreement, the following terms will have the meanings indicated below: 
 (a) “Accounting Firm” means an
accounting firm, other than the Company’s independent auditors, that is designated as one of the four largest accounting firms in the United States. 

(b) “Award Plan” means the Company’s 2022 Stock Incentive Plan and any successor stock incentive plan of the Company.

 (c) “Base Amount” has the meaning stated in Code Section 280G(b)(3). 

(d) “Beneficial Owner” has the meaning stated in Rule 13d-3 under the Exchange
Act. 
 (e) “Board” means the Board of Directors of the Company. 

(f) “Cause” for termination by the Company of the Executive’s employment, after any Change in Control, means (1) the
willful and continued failure by the Executive to substantially perform the Executive’s duties with the Company (other than any such failure resulting from the Executive’s incapacity due to physical or mental illness or any such actual or
anticipated failure after the issuance of a Notice of Termination for Good Reason by the Executive pursuant to Section 4.01) for a period of at least 30 consecutive days after a written demand for substantial performance is delivered to
the Executive by the Board, which demand specifically identifies the manner in which the Board believes that the Executive has not substantially performed the Executive’s duties; (2) the Executive willfully engages in conduct that is
demonstrably and materially injurious to the Company or its subsidiaries, monetarily or otherwise; or (3) the Executive is convicted of, or has entered a plea of no contest to, a felony. For purposes of clauses (1) and (2) of this
definition, no act, or failure to act, on the Executive’s part will be deemed “willful” unless it is done, or omitted to be done, by the Executive not in good faith and without reasonable belief that the Executive’s act, or
failure to act, was in the best interest of the Company. 

  
 13 

 (g) A “Change in Control” will be deemed to have occurred if any of the
following events occur: 
 (1) any Person is or becomes the Beneficial Owner, directly or indirectly, of securities of the
Company (not including in the securities beneficially owned by that Person any securities acquired directly from the Company or its affiliates) representing 20% or more of the combined voting power of the Company’s then-outstanding securities;
or 
 (2) during any period of two consecutive years (not including any period prior to the execution of this Agreement),
individuals who at the beginning of the period constitute the Board and any new director (other than a director designated by a Person who has entered into an agreement with the Company to effect a transaction described in clause (1), (3) or
(4) of this paragraph whose election by the Board or nomination for election by the Company’s stockholders was approved by a vote of at least two-thirds (2/3) of the directors then still in office
who either were directors at the beginning of the period or whose election or nomination for election was previously approved), cease for any reason to constitute a majority of the Board; or 

(3) the stockholders of the Company approve a merger or consolidation of the Company with any other corporation, other than
(A) a merger or consolidation that would result in the voting securities of the Company outstanding immediately prior to the merger or consolidation continuing to represent (either by remaining outstanding or by being converted into voting
securities of the surviving entity), in combination with the ownership of any trustee or other fiduciary holding securities under an employee benefit plan of the Company, at least 75% of the combined voting power of the voting securities of the
Company or the surviving entity outstanding immediately after the merger or consolidation; or (B) a merger or consolidation effected to implement a recapitalization of the Company (or similar transaction) in which no Person acquires more than
50% of the combined voting power of the Company’s then-outstanding securities; or 
 (4) the stockholders of the Company
approve a plan of complete liquidation of the Company or an agreement for the sale or disposition by the Company of all or substantially all the Company’s assets. 

  
 14 

 Notwithstanding the foregoing, a Change in Control will not include any event, circumstance, or transaction
occurring during the six-month period following a Potential Change in Control that results from the action of any entity or group that includes, is affiliated with, or is wholly or partly controlled by the
Executive; provided, further, that such an action will not be taken into account for this purpose if it occurs within a six-month period following a Potential Change in Control resulting from the
action of any entity or group that does not include the Executive. Additionally, notwithstanding the foregoing, in no event will the distribution of the Company’s common stock to stockholders of Zimmer Biomet Holdings, Inc. pursuant to the
Separation and Distribution Agreement by and between Zimmer Biomet Holdings, Inc. and the Company constitute a Change in Control or Potential Change in Control for purposes of this Agreement. 

(h) “COBRA” means the continuation coverage provisions of the Consolidated Omnibus Budget Reconciliation Act of 1985, as
amended. 
 (i) “Code” means the Internal Revenue Code of 1986, as amended from time to time, and interpretative rules and
regulations. 
 (j) “Company” means ZimVie Inc., a Delaware corporation, and any successor to its business and/or assets
that assumes and agrees to perform this Agreement by operation of law, or otherwise (except in determining, under Section XIII(g), whether or not any Change in Control of the Company has occurred in connection with the succession). 

(k) “Date of Termination” has the meaning stated in Section 4.02. 

(l) “Disability” has the meaning stated in the Company’s short-term or long-term disability plan, as applicable, as in
effect immediately prior to a Change in Control. 
 (m) “Exchange Act” means the Securities Exchange Act of 1934, as amended
from time to time, and interpretive rules and regulations. 
 (n) “Excise Tax” means any excise tax imposed under Code
Section 4999. 
 (o) “Executive” means the individual named in the first paragraph of this Agreement. 

(p) “General Release” has the meaning stated in Section 6.03. 

(q) “Good Reason” for termination by the Executive of the Executive’s employment means the occurrence (without the
Executive’s express written consent) of any one of the following acts by the Company, or failures by the Company to act, unless, in the case of any act or failure to act described in paragraph (1), (4), (5), (6), or (7) below, the act
or failure to act is corrected prior to the Date of Termination specified in the Executive’s Notice of Termination: 

  
 15 

 (1) the assignment to the Executive of any duties inconsistent with the
Executive’s status as an executive officer of the Company or a substantial adverse alteration in the nature or status of the Executive’s responsibilities from those in effect immediately prior to a Change in Control; 

(2) a reduction by the Company in the Executive’s annual base salary as in effect on the date of this Agreement or as the
same may be increased from time to time, or the level of the Executive’s entitlement under the Incentive Plan as in effect on the date of this Agreement or as the same may be increased from time to time; 

(3) the Company’s requiring the Executive to be based more than 50 miles from the Company’s offices at which the
Executive is based immediately prior to a Change in Control (except for required travel on the Company’s business to an extent substantially consistent with the Executive’s business travel obligations immediately prior to the Change in
Control), or, in the event the Executive consents to any such relocation of his offices, the Company’s failure to provide the Executive with all of the benefits of the Company’s relocation policy as in operation immediately prior to the
Change in Control; 
 (4) the Company’s failure, without the Executive’s consent, to pay to the Executive any
portion of the Executive’s current compensation (which means, for purposes of this paragraph (4), the Executive’s annual base salary as in effect on the date of this Agreement, or as it may be increased from time to time, and the
awards earned pursuant to the Incentive Plan) or to pay to the Executive any portion of an installment of deferred compensation under any deferred compensation program of the Company, within seven days of the date the compensation is due; 

(5) the Company’s failure to continue in effect any compensation plan in which the Executive participates immediately
prior to a Change in Control, which plan is material to the Executive’s total compensation, including, but not limited to, the Incentive Plan and the Award Plan or any substitute plans adopted prior to the Change in Control, unless an equitable
arrangement (embodied in an ongoing substitute or alternative plan) has been made with respect to that plan, or the Company’s failure to continue the Executive’s participation in such a plan (or in a substitute or alternative plan) on a
basis not materially less favorable, both in terms of the amount of benefits provided and the level of the Executive’s participation relative to other participants, as existed at the time of the Change in Control; 

  
 16 

 (6) the Company’s failure to continue to provide the Executive with
benefits substantially similar to those enjoyed by the Executive under any of the Company’s pension (including, without limitation, the Company’s Savings Plan), life insurance, medical, health and accident, or disability plans in which the
Executive was participating at the time of the Change in Control; the taking of any action by the Company that would directly or indirectly materially reduce any of those benefits or deprive the Executive of any material fringe benefit enjoyed by
the Executive at the time of a Change in Control; or the Company’s failure to provide the Executive with the number of paid vacation days to which the Executive is entitled on the basis of years of service with the Company in accordance with
the Company’s normal vacation policy in effect at the time of the Change in Control; or 
 (7) any purported termination
of the Executive’s employment that is not effected pursuant to a Notice of Termination satisfying the requirements of Section 4.01; for purposes of this Agreement, no such purported termination will be effective. 

The Executive’s right to terminate the Executive’s employment for Good Reason will not be affected by the Executive’s
incapacity due to physical or mental illness. The Executive’s continued employment will not constitute consent to, or a waiver of rights with respect to, any act or failure to act that constitutes Good Reason. 

Notwithstanding the foregoing, the occurrence of an event that would otherwise constitute Good Reason will cease to be an event constituting
Good Reason if the Executive does not timely provide a Notice of Termination to the Company within 120 days of the date on which the Executive first becomes aware (or reasonably should have become aware) of the occurrence of that event. 

(r) “Incentive Plan” means the Company’s Executive Annual Incentive Plan. 

(s) “Notice of Termination” has the meaning stated in Section 4.01. 

(t) “Options” means options for Shares granted to the Executive under the Award Plan. 

(u) “Person” has the meaning stated in section 3(a)(9) of the Exchange Act, as modified and used in sections 13(d)
and 14(d) of the Exchange Act; however, a Person will not include (1) the Company or any of its subsidiaries, (2) a trustee or other fiduciary holding securities under an employee benefit plan of the Company or any of its subsidiaries,
(3) an underwriter temporarily holding securities pursuant to an offering of those securities, or (4) a corporation owned, directly or indirectly, by the stockholders of the Company in substantially the same proportions as their ownership
of stock of the Company. 

  
 17 

 (v) ”Potential Change in Control” will be deemed to have occurred if
any one of the following events occurs: 
 (1) the Company enters into an agreement, the consummation of which would result
in the occurrence of a Change in Control; 
 (2) the Company or any Person publicly announces an intention to take or to
consider taking actions that, if consummated, would constitute a Change in Control; 
 (3) any Person who is or becomes
the Beneficial Owner, directly or indirectly, of securities of the Company representing 10% or more of the combined voting power of the Company’s then-outstanding securities, increases that Person’s beneficial ownership of those securities
by 5% or more over the percentage so owned by that Person on the date of this Agreement; or 
 (4) the Board adopts a
resolution to the effect that, for purposes of this Agreement, a Potential Change in Control has occurred. 
 (w) “Savings
Plan” means any qualified retirement plan of the Company, which, for purposes of this Agreement, will be deemed to include the ZimVie Inc. Deferred Compensation Plan. 

(x) “Section 409A Standards” means the requirements for nonqualified deferred compensation plans
established by Code Section 409A and the Treasury Regulations and other guidance issued thereunder. 
 (y) “Severance
Payments” means the payments described in Section 3.02. 
 (z) “Shares” means shares of the common stock,
$0.01 par value, of the Company. 
 (aa) “Total Payments” has the meaning stated in Section 3.03(a). 

 

									
	EXECUTIVE	 		  	ZIMVIE INC.	  	
					
	 /s/ Vafa Jamali
	 	        	  	By:	  	 /s/ David Harmon
	  	        
	Vafa Jamali	 		  		  	David Harmon	  	
		 		  		  	SVP, Chief Human Resources Officer	  	

  
 18 

 EXHIBIT A 

ZimVie Inc. 
 GENERAL RELEASE 

Name: __________________________                Notification Date:
____________ 
 ZimVie Inc. (the “Company”) has offered me certain severance benefits (the “Severance Benefits”) pursuant to a Change in
Control Severance Agreement (“Agreement”) between the Company and me. I will only be able to receive the Severance Benefits in consideration for my signing this General Release. 

The Company has advised me of, and I acknowledge the following: 

I have (INSERT NUMBER – 21 OR 45, DEPENDING ON REASON FOR SEPARATION – IN ACCORDANCE WITH OWBPA REQUIREMENTS) calendar days (the “Review
Period”) from the date I receive this General Release to consider and sign it. If I do not return this signed General Release by the end of the Review Period (i.e., by INSERT DATE), the Company will consider this my refusal to sign, and I will
not receive the Severance Benefits. If I choose to sign this General Release prior to expiration of the Review Period, I thereby waive my right to review for the full time period allowed. If I sign this General Release and am age 40 or older as of
the date of my signing, it will not be effective for a period of seven calendar days thereafter, during which time I may change my mind and revoke my signature. To revoke my signature, I must notify the Company in writing at ZimVie Inc., 10225
Westmoor Drive, Westminster, CO 80021 Attention: Chief Human Resources Officer, within seven calendar days of the date I signed this General Release. 
 By
signing this General Release I am giving up, to the fullest extent permitted by law, my right to sue the Company and any of its affiliates, parent companies and subsidiaries, and its and their past and present officers, directors, employees, and
agents (collectively, the “Released Parties”) based upon any act or event occurring prior to my signing this General Release. Without limitation, and again to the fullest extent permitted by law, I specifically release the Company from any
and all claims arising out of my employment and termination, up to and including the date of my signing of this General Release, including claims based on discrimination under federal anti-discrimination laws such as Title VII of the Civil Rights
Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans With Disabilities Act of 1990, claims for interference with my rights to benefits under section 510 or penalties under section 502(c) of the Employee Retirement Income
Security Act of 1974, and any and all applicable federal, state, and local laws. I acknowledge and agree that I have received all compensation to which I am entitled from the Released Parties other than the above-referenced Severance Benefits (which
remain subject to my entering into this General Release) and agree that I am not eligible to receive any additional form of compensation under any Released Party’s pay, bonus, commission, or incentive policy or program. I further agree that
although I am not precluded by this Agreement from filing an administrative charge with the Equal Employment Opportunity Commission or a comparable state or local civil rights commission, I specifically and expressly waive any rights to receive,
directly or indirectly, any monetary damages or other monies from the filing of such charge. 
 I agree, as a condition of receiving the Severance Benefits,
and subject to any rights and obligations I may have under applicable law (including, but not limited to, my right to file and participate in the investigation of an administrative charge of the type described above and any non-waivable rights I may have to make disclosures specifically allowed or required by applicable law), that I will not make negative comments about or otherwise disparage or try to injure the reputation of any of
the Released Parties. I agree to refrain from making negative statements about any Released Party and/or its methods of doing business, management practices, policies, and the quality of its services or products. I acknowledge and agree that this
restriction applies to all forms of communication including such things as oral statements, written statements, e-mail, text messages, comments on blogs or any other form of electronic or other type of
communication. 
 I understand that the Company agrees not to make any public statements that will materially disparage me. I further understand that the
Company will not be liable for any breach of the foregoing obligation if it informs its directors and executive officers, as such term is defined in Rule 3b-7 promulgated under the Securities Exchange Act of
1934, as amended, of the content of its agreement hereunder and takes reasonable measures to ensure that such individuals honor the Company’s agreement. Notwithstanding the foregoing, nothing in this paragraph shall prohibit any person from
making truthful statements when required by order of a court or other governmental or regulatory body having jurisdiction or to enforce any legal right including, without limitation, the terms of this General Release. 

  
 A-1 

 For the sake of clarification, and subject to any non-waivable
rights as described above, I acknowledge that this General Release shall not affect my legal obligation to protect the confidentiality of the Released Parties’ information or any of my other obligations under any confidentiality, intellectual
property, non-competition, and/or non-solicitation agreement that I have entered into with the Company or with any of the other Released Parties. 

As a condition of receiving the Severance Benefits I agree that for a period of 90 calendar days beginning with my separation date I shall make myself
reasonably available to respond to inquiries from the Released Parties related to carrying out an orderly transition of business following my termination of employment. I agree that I will provide the Company’s Chief Legal and Compliance
Officer or his or her delegate two contact telephone numbers at which I can be reached, either in person or by message, and will update that contact information within 24 hours if it changes. I further agree that I will return such calls from any of
the Released Parties no later than the end of the business day immediately following the date of the call, and will provide information responsive to the request to the best of my ability. I understand and acknowledge that my agreement to promptly
and fully respond to such inquiries is a material condition of my eligibility for the Severance Benefits, and further understand and agree that in the event I do not cooperate as described herein, I will be immediately obligated to repay to the
Company the entire gross amount of my Severance Benefits. 
 By signing this General Release, I affirm that I have provided complete and truthful
information in response to all inquiries (the “Inquiries”) made by any of the Released Parties and any investigating authorities in connection with any governmental investigation of any of the Released Parties or litigation involving any
of the Released Parties. By signing this General Release, I further affirm that I have disclosed to the Company’s Chief Legal and Compliance Officer or his or her delegate any and all concerns I may have had arising from or related to my
employment regarding potential material violations of applicable law and/or the Company’s Code of Business Conduct and Ethics. I agree, by signing the General Release, that if it is later determined that I knowingly provided materially
misleading or untruthful information in response to any such Inquiries or failed to disclose during my employment any potential material violations of applicable law or the Company’s Code of Business Conduct and Ethics of which I was aware, I
will be immediately obligated to repay to the Company the entire gross amount of my Severance Benefits. 
 I agree to cooperate with any of the Released
Parties in response to any governmental investigation. I acknowledge that in connection with my job responsibilities with any of the Released Parties I may have obtained or been privy to information that could be relevant to its or their defense of
Company-related lawsuits currently pending or which may be asserted against it or them. I agree to make myself reasonably available for providing such information and, to the extent necessary, testimony. I understand that the Company will reimburse
any reasonable out-of-pocket expenses I may incur in providing this cooperation. I further understand that the Company will compensate me for time spent on such
assistance at an hourly rate based on my base salary as of my termination date, with time spent rounded to the nearest quarter hour for billing purposes. Any such payment will be reported to me on a Form 1099, and I agree that I will be responsible
for any resulting tax liability. 
 By signing this General Release, I am NOT giving up my right to appeal a denial of a claim for benefits submitted under
my medical or dental coverage, life insurance or disability program maintained by the Company. Also, I am NOT giving up my right to file for unemployment insurance benefits at the appropriate time if I so choose, and my signing of this General
Release will NOT affect my rights, if any, to coverage by Workers’ Compensation insurance. In addition, this General Release will not affect any benefits to which I am entitled under the Agreement or any claim arising out of the enforcement of
the Agreement. I agree that this General Release shall be interpreted and enforced in accordance with the laws of the State of Colorado. 
 My signature
below acknowledges that I have read the above, understand what I am signing, and am acting of my own free will. The Company has advised me to consult with an attorney and any other advisors of my choice prior to signing this General Release.

  

			
	SIGNATURE ________________________________	  	DATE ____________________
		
	PRINT NAME ________________________________	  	

  
 A-2

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