Document:

Exhibit

EXHIBIT 10.19

MERCK & CO. INC. U.S. SEPARATION BENEFITS PLAN

 Amended and Restated as of January 1, 2019

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MERCK & CO., INC., U.S. SEPARATION BENEFITS PLAN 

SECTION 1
PREAMBLE

Merck Sharp & Dohme Corp. established the MSD Separation Benefits Plan (the "MSD Plan"), as amended from time to time, to provide benefits to eligible non-union employees whose employment with Merck Sharp & Dohme Corp. or a participating wholly owned subsidiary (collectively, "MSD") was terminated under certain circumstances at the initiative of MSD.

Schering-Plough Corporation established the Schering-Plough Separation Benefits Plan (the "Schering Plan"), as amended from time to time, for the purpose of providing severance benefits to eligible union and non-union employees whose employment with Schering Corporation and certain of its U.S. affiliated companies was terminated under certain circumstances. 

Effective January 1, 2012, the Schering Plan merged into the MSD Plan with the MSD Plan being renamed the Merck & Co., Inc. U.S. Separation Benefits Plan (the "Plan").  The Plan was amended and restated in its entirety at that time.  Effective January 1, 2013, September 1, 2013, October 1, 2013, November 15, 2014 and January 1, 2017, the Plan was reinstated in its entirety.  Effective January 1, 2019, the Plan is again being amended and restated in its entirety as set forth herein. 

The purpose of the Plan is to provide benefits to eligible employees whose employment with an Employer is terminated at the initiative of the Employer for reasons described below. This Plan is part of the MSD Separation Allowance Plan (Plan No. 514). 

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SECTION 2
DEFINITIONS

For the purposes of this Plan, the following terms shall have the following meanings:

2.1    “Annual Base Salary” means 

(a) With respect to a Participant who is exempt as of his or her Separation Date, his or her annual base salary in effect as of his or her Separation Date, according to the Employer’s payroll records, without reduction for any contributions to Employer-sponsored benefit plans.  For the avoidance of doubt, (i) with respect to a Participant who is exempt and regularly scheduled to work less than full-time as of his or her Separation Date, Annual Base Salary is the reduced annual base salary in effect on his or her Separation Date applicable to the less than full time position, according to the Employer’s payroll records, without reduction for any contributions to the Employer-sponsored benefit plans and (ii) no adjustment is made to Annual Base Salary if the Participant’s annual base salary in effect during any period prior to his or her Separation Date is higher or lower (for any reason, including promotion/demotion or a move to or from full-time or part-time status) than his or her annual base salary in effect as of his or her Separation Date, according to the Employer’s payroll records.  

(b) With respect to a Participant who is non-exempt as of his or her Separation Date, the hourly rate according to the Employer’s payroll records in effect as of his or her Separation Date multiplied by the number of hours the Eligible Employee is regularly scheduled to work as of his or her Separation Date (up to a maximum of 2080 hours).

Annual Base Salary does not include bonuses, commissions, overtime pay, shift pay, premium pay, lump sum merit increases, cost of living allowances, income from stock options or other incentives under an Incentive Stock Plan of the Employer (or the Parent or any of its subsidiaries), stock grants or other incentives, or other pay not specifically included above.

For example, a Participant who is regularly scheduled to work less than full-time on his Separation Date has 10 Complete Years of Continuous Service (9 at full-time and 1 at less than full-time), had an annual base salary of $100,000 as a full-time employee but on his Separation Date has an annual base salary of $50,000 according to the Employer’s payroll records because it was reduced as applicable for the less than full-time position.  The Participant’s Separation Pay will be calculated using 10 Complete Years of Continuous Service and an Annual Base Salary of $50,000.  There is no adjustment in Annual Base Salary for prior years of higher annual base salary due to full-time service.
2.2    “Base Pay Rate” means
(a)     With respect to an Eligible Employee who is exempt, his/her annual base pay according to the Employer’s payroll records in effect as of the date the Eligible Employee is offered a Qualified Alternative Position or a Negotiated Job Offer.  For an Eligible Employee who is regularly scheduled to work less than full-time, annual base pay is the reduced annual base pay to the less than full-time position.
(b)     With respect to an Eligible Employee who is non-exempt, the hourly rate according to the Employer’s payroll records in effect as of the date the Eligible Employee is 

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offered a Qualified Alternative Position or a Negotiated Job Offer multiplied by the number of hours the Eligible Employee is regularly scheduled to work (up to a maximum of 2080 hours). 

Base Pay Rate is calculated without reduction for any contributions to Employer-sponsored benefit plans. Base Pay Rate includes applicable shift pay and premium pay but does not include bonuses, commissions, overtime pay, lump sum merit increases, cost of living allowances, income from awards granted under an Incentive Stock Plan of the Employer (or the Parent or its subsidiaries), or other pay not specifically included above.

2.3    “Basic Life Insurance” means life insurance provided to an Eligible Employee under a plan sponsored by Parent or a subsidiary of Parent equal to 1x "base pay" as defined under the life insurance plan in which the Eligible Employee participates, as it may be amended from time to time.

2.4    “Benefits Continuation Period” means the period of time, as set forth on Schedule B-2, during which a Participant is eligible to receive Separation Benefits, provided, however that the Participant may elect to end the period earlier than indicated on Schedule B-2 by notifying the Employer's health and insurance plan administrator (i) within the later of thirty (30) days from the Participant's Separation Date or the date by which the Participant is provided to review the Separation Letter so that the Benefit Continuation Period ends on the date it would have otherwise begun, or (ii) during the Employer's annual open enrollment period for health and insurance benefits so that the Benefit Continuation Period ends the following January 1 (provided that date is not beyond the period set forth on Schedule B-2), or (iii) mid-year with a qualified status change that otherwise permits the Participant to make a change to the Participant's healthcare coverage in accordance with the terms of the Employer's healthcare plan so that the Benefits Continuation Period ends on the date the mid-year change would otherwise be effective under the terms of the Employer's healthcare plan (provided that date is not beyond the period set forth on Schedule B-2).

2.5    “Change in Control” shall have the meaning set forth in the CIC Plan (and, for avoidance of doubt, a valid amendment of that definition under the CIC Plan shall constitute an amendment of this Plan without further action).

2.6    “CIC Plan” means the Merck & Co., Inc. Change in Control Separation Benefits Plan, as amended and restated effective January 1, 2013 and as it may be further amended from time to time, and any successor thereto.

2.7    “Claims Reviewer” means the Merck & Co., Inc. Employee Benefits Committee (or its delegate) whose members are appointed by the Parent's Executive Vice President of Human Resources or his or her delegate; provided, however, for Section 16 Officers, Claims Reviewer means the Compensation and Benefits Committee of the Board of Directors of Parent or its delegate. 

2.8    “Code” means the Internal Revenue Code of 1986, as amended and the regulations promulgated thereunder.

2.9    “Complete Years of Continuous Service” means (a) for a Legacy Schering Employee, a year from the Participant’s Most Recent Hire Date with a Legacy Schering Entity to its anniversary, and thereafter from each anniversary to the next, (b) for a Legacy Merck Employee, a year from the Participant's Most Recent Hire Date with a Legacy Merck Entity to its anniversary, and thereafter from each anniversary to the next, (c) for a Legacy Inspire Employee, a year from

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the Participant’s Most Recent Hire Date with a Merck Entity to its anniversary, and thereafter from each anniversary to the next, and (d) for a Non-Legacy Company Employee, from the Participant’s Most Recent Hire Date with a Merck Entity, and thereafter from each anniversary to the next.

2.10    “Continuous Service” means (a) for a Legacy Schering Employee, the period of a Participant's continuous employment with a Legacy Schering Entity commencing on the Participant's Most Recent Hire Date with a Legacy Schering Entity and ending on the Separation Date as reflected on the Employer’s employee database, (b) for a Legacy Merck Employee, the period of a Participant's continuous employment with a Legacy Merck Entity commencing on the Participant's Most Recent Hire Date with a Legacy Merck Entity and ending on the Separation Date as reflected on the Employer’s employee database, (c) for a Legacy Inspire Employee, the period of a Participant's continuous employment with a Merck Entity commencing on the Participant's Most Recent Hire Date with a Merck Entity and ending on the Separation Date as reflected on the Employer’s employee database, and (d) for a Non-Legacy Company Employee, the period of a Participant's continuous employment with a Merck Entity commencing on the Participant's Most Recent Hire Date with a Merck Entity and ending on the Separation Date as reflected on the Employer’s employee database.  For the avoidance of doubt, service prior to November 4, 2009 by a Legacy Schering Employee with a Legacy Merck Entity or a Legacy Merck Employee with a Legacy Schering Entity is excluded from “Continuous Service.”  Notwithstanding anything contained in this Plan to the contrary, employment with a Legacy Schering Entity, Legacy Merck Entity or a Merck Entity as an Excluded Person does not count as "Continuous Service".  
2.11    “Eligible Employee” means (a) any regular full-time or regular part-time employee of an Employer who is on the Employer's normal U.S. payroll and as to whom the terms and conditions of employment are not covered by a collective bargaining agreement unless the collective bargaining agreement specifically provides for coverage under the Plan; or (b) a U.S. Expatriate on an Employer's normal U.S. payroll.
The term “Eligible Employee” shall not include:
(i)    an employee (x) who is a party to an employment agreement with the Employer or with the Parent (or any of its subsidiaries) or (y) who is entitled, upon termination of employment with the Employer, to separation, severance, termination or other similar payments (1) under another plan or program sponsored by the Employer or Parent (or any of its subsidiaries); or (2) pursuant to a separate agreement with the Employer or Parent (or any of its subsidiaries) or (z) who is a party to an agreement with the Employer or Parent (or any of its subsidiaries) that provides that no payment or benefits are due to the employee in connection with his or her termination of employment; provided, however, in each case under the foregoing clauses (x), (y) and (z) unless the plan, program or agreement expressly provides for benefits under this Plan;

(ii)    a participant in the CIC Plan (but this clause shall only apply during the Protection Period (as defined in Section 8.1)); 

(iii)     temporary employees (including college coops, summer employees, high school coops, flexible workforce employees, post-doctorate research fellows and any other such temporary classifications ) and/or employees called by the Employer at any time for employment in the U.S. on a non-scheduled and non-recurring basis, and who becomes an employee of the Employer only after reporting to work for the period of time during which the person is working; 

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(iv) an Excluded Person;

(v) employees of a non-US subsidiary of an Employer (or who are dual employees of a non-US subsidiary of an Employer) who are on assignment in the US;

(vi) employees whose employment ends for any reason while on unapproved leaves of absence; 

(vii) employees whose employment ends for any reason while on approved leaves of absence for a period equal to or more than six continuous months regardless of the reason(s) for the leave excluding the following approved leaves of absence: medical disability leaves, military leaves and family medical leaves under federal or state family medical leave laws ; 

(viii) employees whose employment ends for any reason while on approved leaves of absence for medical disability for a period equal to or more than one year; 

(ix) employees who are covered by the IAM Agreement at the Kenilworth, NJ site who elect to retain their recall rights.

 

For purposes of the foregoing clauses (vii) and (viii), a series of leaves of absence is considered one continuous leave for purposes of calculating the six-month or one-year requirement if the employee does not return to active employment for any reason, including but not limited to because the employee’s former position is unavailable and the employee is unable to secure a new position. 

Whether an individual is an Eligible Employee or not is determined as of the date of his/her Termination due to Workforce Restructuring or for Rebadged Employees as of the date of his/her termination of employment due to an outsource transaction .

2.12    “Employer” means individually and collectively, the entities identified on Schedule A attached hereto.

2.13    “ERISA” means the Employee Retirement Income Security Act of 1974, as amended, and the regulations promulgated thereunder.

2.14    “Excluded Person” means a person who (i) is an independent contractor, or agrees or has agreed that he/she is an independent contractor, or (ii) has any agreement or understanding with the Employer, or any of its affiliates that he/she is not an employee or an Eligible Employee, or (iii) is employed by a temporary or other employment agency, regardless of the amount of control, supervision or training provided by the Employer or its affiliates, or (iv) is a “leased employee” as defined under Section 414(n) of the Internal Revenue Code of 1986, as amended, or (v) is not treated by the Employer as an employee for purposes of withholding federal income taxes, regardless of any contrary Internal Revenue Service, governmental or judicial determination relating to such employment status or tax withholding.  An Excluded Person is not eligible to participate in the Plan even if a court, agency or other authority rules that he/she is a common‐law employee of the Employer or its affiliates.

2.15    Intentionally Omitted.  

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2.16    Intentionally Omitted.

2.17    “IAM Agreement” means a collective bargaining agreement between Merck Sharp & Dohme Corp. and District 15, Lodge 315 of the International Association of Machinists and Aerospace Workers. 

2.18    “Legacy Inspire Employee”  means an Eligible Employee who (a) as of December 31, 2012 is employed by a Merck Entity and either continues to be employed by such entity until his/her Separation Date or is rehired or transferred to such entity after December 31, 2012, and (b) as of his/her Separation Date is (i) employed by an Employer, and (ii) coded in the employee data base of Parent as S6 (Legacy Inspire) under infotype 35, and (iii) not covered by a collective bargaining agreement.

2.19    "Legacy Merck Employee" means an Eligible Employee who (a) as of December 31, 2012 is employed by a Merck Entity and either continues to be employed by such entity until his/her Separation Date or is rehired or transferred to such entity after December 31, 2012, and (b) as of his/her Separation Date is (i) employed by an Employer, and (ii) coded in the employee data base of Parent with a blank indicator under infotype 35, and (iii) not covered by a collective bargaining agreement, other than one of the IAM Agreements. For the avoidance of doubt, “Legacy Merck Employee” excludes employees who are covered by the IAM Agreement at the Kenilworth, NJ site who elect to retain their recall rights.

2.20    "Legacy Merck Entity" means (a) for the period prior to November 4, 2009, Old Merck and its direct or indirect wholly owned subsidiaries and (b) for the period beginning November 4, 2009, New Merck and its direct or indirect wholly owned subsidiaries.

2.21    "Legacy Schering Employee" means an Eligible Employee who (a) as of December 31, 2012 is employed by a Merck Entity and either continues to be employed by such entity until his/her Separation Date or is rehired by or transferred to such entity after December 31, 2012, and (b) as of his/her Separation Date is (i) employed by an Employer, (ii) coded in the employee data base of Parent as S1 (Legacy Organon), S2 (Legacy Intervet) or S5 (Legacy Schering-Plough) under infotype 35, and (iii) not covered by a collective bargaining agreement other than one of the IAM Agreements or an agreement that specifically provides for benefits under this Plan.  For the avoidance of doubt, “Legacy Schering Employee” excludes employees who are covered by the IAM Agreement  at the Kenilworth, NJ site who elect to retain their recall rights.

2.22    "Legacy Schering Entity" means (a) for the period prior to November 4, 2009, Schering-Plough Corporation and its direct or indirect wholly owned subsidiaries and (b) for the period beginning November 4, 2009, New Merck and its direct or indirect wholly owned subsidiaries. 

2.23    “Merck Entity” means for the period beginning November 4, 2009, New Merck and its direct or indirect wholly owned subsidiaries.

2.24    “Merck Retiree Medical Plan” means the retiree medical plan sponsored by Merck Sharp & Dohme which includes the following components:  (i) the Merck Group Retiree Medical Plan which provides group retiree medical and prescription drug benefits to eligible retirees and their eligible dependents, in each case who are under age 65 or not Medicare-eligible as more fully described in the Merck Group Retiree Medical Plan SPD, and (ii) the Merck Retiree HRA which provides reimbursement benefits to eligible retirees and their eligible dependents who are eligible

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for subsidized retiree medical benefits and, in each case ,who are  age 65 or older and Medicare-eligible as more fully described in the Merck Retiree Health Reimbursement Account SPD.

2.25    “Misconduct” means conduct which includes (a) falsification of an Employer's or Parent's records/misrepresentation; (b) theft; (c) acts or threats of violence; (d) refusal to carry out assigned work; (e) unauthorized possession of alcohol or illegal drugs on an Employer's or Parent's premises; (f) being under the influence of alcohol or illegal drugs during work hours; (g) willful intent to damage or destroy an Employer's or Parent's property; (h) violation of the Parent's "Our Values and Standards"; (i) acts of discrimination/harassment; (j) conduct jeopardizing the integrity of the products of an Employer, Parent or one or more of its subsidiaries; (k) violation of rules, policies, and/or practices of an Employer or Parent; or (l) other conduct considered to be detrimental to an Employer, the Parent or one or more of its subsidiaries.

2.26    “Most Recent Hire Date” means (a) for a Legacy Schering Employee, his or her most recent hire date at a Legacy Schering Entity or an entity acquired by a Legacy Schering Entity as reflected on the Employer’s employee data system, (b) for a Legacy Merck Employee, his or her most recent hire date at a Legacy Merck Entity or an entity acquired by a Legacy Merck Entity as reflected on the Employer’s employee data system, (c) for a Legacy Inspire Employee, his or her most recent hire date at a Merck Entity or an entity acquired by a Merck Entity as reflected on the Employer’s employee data system, and (d) for a Non-Legacy Company Employee, his or her most recent hire date at a Merck Entity or an entity acquired by a Merck Entity as reflected on the Employer’s employee data system.  Notwithstanding the foregoing, the most recent hire date for a Legacy Merck Employee who was employed by a Legacy Merck Entity on December 31, 1997, transferred from that entity to Merial as of January 1, 1998, remained continuously employed by Merial through the date he or she transferred employment from Merial to a Legacy Merck Entity and whose transfer to a Legacy Merck Entity occurred between October 1, 2000 and June 1, 2001, is his or her most recent hire date on the Employer's employee data system at a Legacy Merck Entity prior to his or her transfer to Merial.  Notwithstanding the foregoing, the most recent hire date for a Legacy Merck Employee who was employed by a Legacy Merck Entity on December 31, 2007, transferred from that entity to PRWT as of January 1, 2008, remained continuously employed by PRWT through September 3, 2010 and who was rehired by a Legacy Merck Entity as of September 3, 2010, is his or her most recent hire date on the Employer’s employee data system at a Legacy Merck Entity prior to his or her transfer to PRWT.  For the avoidance of doubt, the most recent hire date at an acquired entity may occur before the date the entity was acquired by a Legacy Schering Entity, Legacy Merck Entity or Merck Entity, provided such date is reflected on the Employer’s employee data system.

2.27    "Negotiated Job Offer" means an offer of employment (or an offer of continued employment) with a successor employer or outsource vendor the terms and conditions of which are negotiated by an Employer, Parent or one of its subsidiaries or affiliates and may include, among other things, a reduction in Base Pay Rate.

2.28    “New Merck” means Merck & Co., Inc. (formerly known as Schering-Plough Corporation) on and after November 4, 2009.

2.29    “Non-Legacy Company Employee”  means an Eligible Employee who (a) is first hired by a Merck Entity on or after January 1, 2013, and (b) as of his/her Separation Date is (i) employed by an Employer, and (ii) coded in the employee data base of Parent with a blank indicator under infotype 35, and (iii) not covered by a collective bargaining agreement. For purposes of determining whether an Eligible Employee is a “Non-Legacy Company Employee” only, an Eligible Employee who was an employee of an entity on the date that it was acquired by a

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Merck Entity is considered to be first hired by a Merck Entity on the date the entity became a wholly owned subsidiary of New Merck or one of its wholly owned subsidiaries.

2.30    "Offer Outside Geographic Parameters" means (A) for an Eligible Employee who is not eligible to participate in the Company’s sales incentive plan and who does not qualify as other field-based personnel, a Negotiated Job Offer that results in the relocation of the Eligible Employee's principal business location to a new principal business location (x) where the distance between the Eligible Employee’s residence immediately prior to the extension of the Negotiated Job Offer and his/her new principal business location is more than 50 miles greater than the distance between the Eligible Employee's residence and his/her principal business location at the time the Negotiated Job Offer is extended or (y) more than 75 miles from the Eligible Employee's residence at the time the Negotiated Job Offer is extended and not closer to the Eligible Employee's residence at that time, and (B) for an Eligible Employee who is eligible to participate in the Company’s sales incentive plan or who qualifies as other field-based personnel, a Negotiated Job Offer that results in the relocation of the Eligible Employee's geographic workload center location to a new geographic workload center location (x) where the distance between the Eligible Employee’s residence immediately prior to the extension of the Negotiated Job Offer and his/her new geographic workload center location is more than 50 miles greater than the distance between the Eligible Employee's residence and his/her geographic workload center location at the time the Negotiated Job Offer is extended and (y) more than 75 miles from the Eligible Employee's residence at the time the Negotiated Job Offer is extended and not closer to the Eligible Employee's residence at that time.  
The Employer, in its sole and absolute discretion, will determine (i) whether an Eligible Employee qualifies as other field-based personnel, (ii) distance using a nationally recognized mapping service, (iii) principal business location, and (iv) the geographic workload center.
Whether a position is an Offer Outside Geographic Parameters shall be determined at the time a Negotiated Job Offer is offered or communicated to the Eligible Employee by the Employer.

		
	2.31
	“Old Merck” means Merck & Co., Inc. prior to November 4, 2009 (subsequently known as Merck Sharp & Dohme Corp).

2.32    “Outplacement Benefits” means benefits for outplacement counseling or other outplacement services made available to a Participant as provided pursuant to Section 4.4 of this Plan.

2.33    “Parent” means New Merck.

2.34    “Participant” means an Eligible Employee who has experienced a Termination due to Workforce Restructuring and who has signed, and, if a revocation period is applicable, not revoked, a Release of Claims in a form that is satisfactory to the Employer in its sole and absolute discretion. 

The term "Participant" shall also include, where and as applicable a Rebadged Employee who has signed and, if a revocation period is applicable, not revoked a Release of Claims in a form that is satisfactory to the Employer in its sole and absolute discretion.

2.35    “Plan” means the Merck & Co., Inc., U.S. Separation Benefits Plan as set forth herein, and as may be amended from time to time.

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2.36    “Plan Administrator” means the Parent or its delegate.

2.37    “Plan Year” means the calendar year January 1 through December 31 on which the records of the Plan are kept.
2.38    “Qualified Alternative Position” means a position with an Employer, the Parent or any of its subsidiaries which does not result in either of the following:
(i) a reduction in the Eligible Employee's Base Pay Rate; or 

(ii) (A) for an Eligible Employee who is not eligible to participate in the Company’s sales incentive plan,  relocation of the Eligible Employee's principal business location to a new principal business location (x) where the distance between the Eligible Employee’s residence immediately prior to the relocation and his/her new principal business location is more than 50 miles greater than the distance between the  the Eligible Employee's residence and his/her principal business location immediately prior to the relocation or (y) that is more than 75 miles from the Eligible Employee's residence immediately prior to the relocation and not closer to the Eligible Employee's residence at that time, and (B) for an Eligible Employee who is eligible to participate in the Company’s sales incentive plan or who qualifies as other field-based personnel, relocation of the Eligible Employee's geographic workload center location to a new geographic workload center location (x) where the distance between the Eligible Employee’s residence immediately prior to the relocation and his/her new geographic workload center location is more than 50 miles greater than the distance between the Eligible Employee's residence and his/her geographic workload center location immediately prior to the relocation and (y) more than 75 miles from the Eligible Employee's residence at the time the Negotiated Job Offer is extended and not closer to the Eligible Employee's residence at that time. 
The Employer, in its sole and absolute discretion, will determine (i) whether an Eligible Employee qualifies as other field-based personnel, (ii) distance using a nationally recognized mapping service, (iii) principal business location, and (iv) the geographic workload center. 
Whether a position is a Qualified Alternative Position shall be determined at the time such position is offered or communicated to the Eligible Employee by his/her manager. 
2.39    "Rebadged Employee” means an Eligible Employee whose employment with the Employer is terminated by the Employer in connection with the outsourcing of work by the Employer in a transaction with a third‐party vendor where the Eligible Employee is offered a Negotiated Job Offer and: 

(a) (i) accepts the Negotiated Job Offer; or (ii) declines the Negotiated Job Offer, provided the Negotiated Job Offer is not an Offer Outside Geographic Parameters; and

(b) remains employed with the Employer through the date established by the Employer as the employee's Separation Date unless the Employer expressly waives this provision.

Whether an Eligible Employee is a Rebadged Employee shall be determined by the Employer or Parent in its sole discretion. An Eligible Employee shall not be considered to be a Rebadged Employee if his or her employment with the Employer (i) does not end as set forth in this Section 2.38 (ii) ends due to the declination of a Negotiated Job Offer that is an Offer Outside Geographic Parameters, or (iii) ends as a result of any of the events described in Section 3.1(e).

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For the avoidance of doubt, a Rebadged Employee shall not be considered to have experienced a Termination due to Workforce Restructuring for purposes of the Plan.
2.40    “Release of Claims” means the agreement that an Eligible Employee must execute in order to become a Participant and to receive Separation Plan Benefits, which shall be prepared by the Employer or the Parent and shall contain such terms and conditions as determined by the Employer or the Parent, including but not limited to a general release of claims, known or unknown, that the Eligible Employee may have against the Employer (and the Parent and any of its subsidiaries and/or affiliates), including claims related to the employment and termination of employment of the Eligible Employee; such Release of Claims may also contain, in the Employer’s or the Parent's discretion, other terms and conditions including, without limitation, cooperation in litigation, non-disclosure, confidentiality, non-disparagement, non-solicitation and/or non-competition provisions.

2.41    “Section 16 Officer” means an “officer” as such term is defined in Rule 16(a)-1(f) of the Securities Exchange Act of 1934 of the Parent who is also an Eligible Employee of an Employer.  

2.42    “Separation Benefits” means the benefits provided pursuant to Sections 4.2 and 4.3 of this Plan.  

2.43    “Separation Date” means the Eligible Employee’s last day of employment with the Employer due to a Termination due to Workforce Restructuring or, in the case of a Rebadged Employee, due to the outsourcing transaction. The Separation Date of an Eligible Employee who dies prior to his or her scheduled Separation Date but after he or she was notified of a scheduled Separation Date shall be deemed to have occurred on the day before his/her date of death.  
 
2.44    “Separation Pay” means the cash benefit payable under this Plan pursuant to Section 4.1 or to a Rebadged Employee pursuant to Section 4.5.

2.45    “Separation Plan Benefits” means, collectively, Separation Pay, Separation Benefits and Outplacement Benefits.

2.46    "Termination Due to Non-Performance" means a termination of an Eligible Employee's employment as determined and caused by the Employer due to the Eligible Employee's failure to perform his or her job assignments in a satisfactory manner.

2.47    “Termination due to Workforce Restructuring ” means the termination of an Eligible Employee's employment as determined and caused by the Employer due to:
		
	(a)
	the elimination of an Eligible Employee's job;

		
	(b)
	organizational changes; or 

		
	(c)
	a general reduction of the workforce.

Whether an Eligible Employee's job is eliminated is determined by the Employer but excludes the maintenance of the position with the elimination of a part-time or job share arrangement or other flexible work arrangement.  

Organizational changes are determined by the Employer and include the following actions: discontinuance of operations, location closings, corporate restructuring but exclude a reduction in job title, grade or band level, Base Pay Rate, short term incentive opportunity (e.g., cash bonuses under any bonus or incentive plan or program of the Parent), long-term incentive compensation

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opportunity, equity compensation opportunity and/or other forms of remuneration of an Eligible Employee with or without a change in the Eligible Employee's job duties where such reduction is due to (i) a general change in the Employer’s or the Parent’s compensation framework as it applies to similarly situated Eligible Employees (e.g., a change in the general compensation framework applicable to similar jobs with the Employer, or an identifiable segment of the Employer such as a subsidiary, division or department); (ii) an action to align the Eligible Employee with the Employer's or the Parent's compensation and career framework as it applies to similarly situated Eligible Employees; or (iii) a demotion or other action taken as a result of the Eligible Employee's performance or behaviors.

An Eligible Employee shall not be considered to have incurred a Termination due to Workforce Restructuring if his or her employment with the Employer (i) does not end due to this Section 2.46 (a), (b) or (c) or (ii) ends as a result of any of the events described in Section 3.1(d).  

For the avoidance of doubt with respect to outsourcing transactions, (x) an Eligible Employee whose employment with the Employer is terminated by the Employer in connection with the outsourcing of work by the Employer in a transaction with a third‐party vendor where the individual is offered a Negotiated Job Offer and declines the Negotiated Job Offer because it is an Offer Outside Geographic Parameters, is considered to have incurred a Termination due to Workforce Restructuring provided his or her employment with the Employer does not end as a result of any of the events described in Section 3.1 (d), and (y) a Rebadged Employee shall not be considered to have experienced a Termination due to Workforce Restructuring for purposes the Plan.

2.48    “U.S. Expatriate” means a U.S. citizen or individual with U.S. Permanent Resident status who is employed by the Employer and on assignment outside the U.S. and who is not an Excluded Person.

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SECTION 3
ELIGIBILITY FOR BENEFITS

3.1    Eligibility.
(a)    An Eligible Employee will be eligible for Separation Plan Benefits described in Section 4 (excluding Section 4.5) when he/she experiences a Termination due to Workforce Restructuring; provided, however, that a Legacy Inspire Employee will be eligible for Separation Plan Benefits described in Section 4 (excluding Section 4.5) only if he/she experiences a Termination due to Workforce Restructuring on or after May 17, 2013.    Separation Plan Benefits shall be provided under this Plan to an Eligible Employee who experiences a Termination due to Workforce Restructuring only if the Eligible Employee has executed and, if a revocation period is applicable, not revoked a Release of Claims in a form satisfactory to the Employer or Parent in its sole and nonreviewable discretion.  An Eligible Employee who has executed and, if a revocation period is applicable, not revoked a Release of Claims is a Participant. 

(b)    A Rebadged Employee will be eligible for Separation Pay described in Section 4.5; provided, however, that a Rebadged Employee who is a Legacy Inspire Employee will be eligible for Separation Pay described in Section 4.5 only if his/her employment with an Employer is terminated by the Employer in connection with the outsourcing of work on or after May 17, 2013.  Separation Pay shall be provided under this Plan to a Rebadged Employee only if the Rebadged Employee has executed and, if a revocation period is applicable, not revoked a Release of Claims in a form satisfactory to the Employer or Parent in its sole and nonreviewable discretion.  A Rebadged Employee who has executed and, if a revocation period is applicable, not revoked a Release of Claims is a Participant.  A Rebadged Employee is not eligible for Separation Benefits or Outplacement Benefits.

(c)    An Eligible Employee will also be entitled to receive those pension benefits set forth in Schedule D (Change in Control/Pension) and retiree medical benefits set forth in Schedule E (Change in Control/Retiree Medical) if (i) a Change in Control has occurred and (ii) within two years thereafter, the Eligible Employee’s employment with the Employer (or successor employer) is terminated by the Employer (or successor employer) for any reason other than for Misconduct, death or "Permanent Disability" (as such term is defined in the CIC Plan), and (iii) the Eligible Employee signs and returns the release of claims in use under the CIC Plan and in accordance with the process established under the CIC Plan.  
(d)    Notwithstanding anything herein to the contrary, an Eligible Employee shall not be considered to have incurred a Termination due to Workforce Restructuring under the Plan if his or her employment ends as a result of any of the following events: 
(i)     a divestiture of a subsidiary, division or other identifiable segment of the Employer or Parent or a transfer of the Eligible Employee to a joint venture or other business entity in which the Employer or the Parent directly or indirectly will own some outstanding voting or other ownership interest, in each case where either 
(x) the Eligible Employee is offered and accepts, or continues in, a Negotiated Job Offer; or
(y) the Eligible Employee is offered and declines a Negotiated Job Offer, unless the Negotiated Job Offer is an Offer Outside Geographic Parameters with the acquiring entity or vendor; 

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(ii)         the Employer's decision to outsource work to a third-party vendor where the Eligible Employee is a Rebadged Employee;
(iii)    the Eligible Employee's voluntary resignation for any reason including after reaching early or normal retirement age under the retirement plan applicable to the Eligible Employee; 
(iv)     a termination for Misconduct; 
(v)     death (unless the Eligible Employee dies after he/she has been notified of his/her scheduled Separation Date but before the Separation Date occurs and a valid Release of Claims is executed by the Eligible Employee's estate) in which case the Eligible Employee's Separation Date shall be deemed to have occurred on the day before his/her date of death;
(vi)     the Eligible Employee terminating employment with the Employer prior to the date identified as the date the employee would experience a Termination due to Workforce Restructuring unless the Employer expressly agreed to waive this provision; 
(vii)    failure by the Eligible Employee  to return to work at the Employer (or the Parent or any of its subsidiaries) for any reason, including, but not limited to the Eligible Employee’s failure to secure a position at the Employer (or the Parent or any of its subsidiaries) upon a return from a leave of absence for any reason; or
(viii)    Intentionally Omitted;
(ix)    the Eligible Employee's decision to decline a Qualified Alternative Position for any reason (including, but not limited to because the employee is a part-time employee and is offered a full-time position, is a shift-worker and the position offered is on a different shift or has a job share or other flexible work arrangement and the position offered is not a job share or does not include a flexible work arrangement) that is offered to the Eligible Employee prior to the Eligible Employee's Separation Date; or
(x)    the Eligible Employee's decision to accept an alternate position with the Employer, Parent or any of its subsidiaries (whether or not the position is a Qualified Alternative Position) and to later decline it; or
(xi)    Termination Due to Non-Performance.
(e)    Notwithstanding anything herein to the contrary, an Eligible Employee shall not be considered to be a Rebadged Employee under the Plan if his or her employment ends as a result of any of the following events: 
(i)     a divestiture of a subsidiary, division or other identifiable segment of the Employer or Parent or a transfer of the Eligible Employee to a joint venture or other business entity in which the Employer or the Parent directly or indirectly will own some outstanding voting or other ownership interest; 
(ii)         the Employer's decision to outsource work to a third-party vendor where the Eligible Employee is offered a Negotiated Job Offer and declines it because it is an Offer Outside Geographic Parameters;
(iii)    the Eligible Employee's voluntary resignation for any reason including after reaching early or normal retirement age under the retirement plan applicable to the Eligible Employee; 
(iv)     a termination for Misconduct; 

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(v)     death (unless the Eligible Employee dies after he/she has been notified of his/her scheduled Separation Date but before the Separation Date occurs and a valid Release of Claims is executed by the Eligible Employee's estate) in which case the Eligible Employee's Separation Date shall be deemed to have occurred on the day before his/her date of death;
(vi)     the Eligible Employee terminating employment with the Employer prior to the date identified by the Employer as the Separation Date unless the Employer expressly agreed to waive this provision; 
(vii)    failure by the Eligible Employee  to return to work at the Employer (or the Parent or any of its subsidiaries) for any reason, including, but not limited to the Eligible Employee’s failure to secure a position at the Employer (or the Parent or any of its subsidiaries) upon a return from a leave of absence for any reason; or
Intentionally Omitted
(viii)    Termination Due to Non-Performance.

3.2    Termination of Eligibility for Benefits.  A Participant shall cease to participate in the Plan, and all Separation Plan Benefits shall cease upon the occurrence of the earliest of:
(a)      Termination of the Plan prior to, or more than two years following, a Change in Control;
(b)     Inability of the Employer to pay Separation Plan Benefits when due;
(c)     Completion of payment to the Participant of the Separation Plan Benefits for which the Participant is eligible; and
(d)     The Claims Reviewer's determination, in its sole discretion, of the occurrence of the Eligible Employee’s Misconduct, regardless of whether such determination occurs before or after the Eligible Employee’s Separation Date, unless the Claims Reviewer determines in its sole discretion that Misconduct shall not cause the cessation of Separation Plan Benefits in a particular case. 

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SECTION 4    
BENEFITS

4.1    Separation Pay.  Separation Pay shall be payable under this Plan to a Participant who is not a Rebadged Employee as set forth on Schedule B-1.  The terms of Schedule B-1 are hereby fully incorporated into and shall be considered as part of Section 4 of this Plan.  For Separation Pay payable under this Plan to a Rebadged Employee, see Section 4.5 of this Plan.

4.2    

(a)      A Participant who is covered under any of the Employer's group employee medical and dental plans as of his or her Separation Date will be provided the opportunity to continue such employee coverage during his or her Benefits Continuation Period, as determined in accordance with Schedule B-2 of this SPD. as such coverage may be amended from time to time, in accordance with the terms and conditions of such plans, provided the Participant timely pays the required contribution to continue coverage.  The required contribution is calculated at active employee rates, as the same may be changed from time to time, during his or her Benefits Continuation Period.  

(b)     A Participant who, prior to his or her Separation Date, had elected no employee medical or dental coverage under the applicable employee medical or dental plan will not be permitted to change from no medical and/or dental coverage to coverage as a result of a Termination due to Workforce Restructuring.    

(c)     Employee medical and dental continuation coverage, as it may be amended from time to time, at active rates shall continue during the Benefits Continuation Period.  The Benefits Continuation Period begins on the first day of the month following the Participant's Separation Date and shall end on the last day of the month in which the Benefits Continuation Period ends as determined in accordance with Schedule B-2 of this SPD, provided the Participant pays the required contributions for coverage in the time and manner required.  If the Participant fails to pay the required contributions for coverage in the time and manner required, or the Participant elects to terminate active medical and/or dental coverage, coverage will end as of the last day of the month for which the contribution was paid and it will not be reinstated during the Benefits Continuation Period.  If the Participant has medical and/or dental coverage on the last day of the Benefits Continuation Period, the Participant may be eligible to continue coverage in effect at the end of the Benefits Continuation Period in accordance with COBRA by timely electing and paying the full COBRA premium. 

(d)     If, as of his or her Separation Date, a Participant is eligible to participate in the Merck Retiree Medical Plan at subsidized rates, then he or she (i) shall be eligible to continue employee medical and dental benefits in accordance with this Section 4.2 and, (ii) following the completion of the Benefits Continuation Period, shall be eligible for retiree medical benefits at subsidized rates under the Merck Retiree Medical Plan, as it may be amended from time to time, provided that those eligible dependents who are age 65 or older and Medicare-eligible will only be eligible to participate in the Merck HRA component of the Merck Retiree Medical Plan.  If a Participant is not eligible to continue active medical coverage during the Benefits Continuation Period (i.e., because the Participant had no employee coverage on his/her Separation) or the Participant's employee medical coverage ends during the Benefits Continuation Period (for any

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reason, including non-payment), the Participant cannot enroll for medical coverage as a retiree until the end of the Benefits Continuation Period.  If the Participant elects to end the Benefits Continuation Period earlier than the period set forth on Schedule B-2 as permitted in Section 2.4, all employee medical and/or dental benefit coverage that the Participant would otherwise have been eligible to receive during the maximum Benefits Continuation Period will be permanently and irrevocably forfeited.  A Participant cannot be covered as an employee and as a retiree (even under the retiree no coverage option, if available) in a medical plan of an Employer (or Parent) during the same period; provided, however, that a Participant may be covered through COBRA at full COBRA rates for dental coverage even if during that period the Participant is also covered as a retiree for medical coverage.  

(e)    Rebadged Employees are not eligible for continuation of employee medical and dental benefits at active contribution rates during the Benefits Continuation Period described in this Section 4.2.

4.3    Life Insurance Benefits

(a)    A Participant shall be eligible to continue Basic Life Insurance coverage at no cost to the Participant during his or her Benefits Continuation Period, as determined in accordance with Schedule B-2, subject to and in accordance with the terms of the applicable life insurance plan as they may be amended from time to time.  The Participant is responsible for paying applicable tax on imputed income, if any, for Basic Life Insurance coverage during his or her Benefits Continuation Period.  The terms of such Schedule B-2 are hereby fully incorporated into and shall be considered as part of Section 4 of this Plan. 

(b)     Basic Life Insurance coverage shall end on the last day of the month in which the Benefits Continuation Period ends.  If the Participant elects to end the Benefits Continuation Period earlier than the period set forth on Schedule B-2 as permitted in Section 2.4, all Basic Life Insurance coverage that the Participant would otherwise have been eligible to receive during the maximum Benefits Continuation Period will be permanently and irrevocably forfeited.

(c)     Rebadged Employees are not eligible for the life insurance benefits described in this Section 4.3.

4.4    Outplacement Benefits.  Benefits for outplacement counseling or other outplacement services, as set forth in Schedule C, will be made available to a Participant.  The terms of such Schedule C are hereby fully incorporated into and shall be considered as part of Section 4 of this Plan.  Outplacement benefits shall be provided in kind; cash shall not be paid in lieu of outplacement benefits nor will Separation Pay be increased if a Participant declines or does not use the outplacement benefits.  Rebadged Employees are not eligible for outplacement benefits described in this Section 4.4.

4.5.    Separation Pay for Rebadged Employees.  A Rebadged Employee who is a Participant shall be eligible for Separation Pay under this Plan in an amount equal to 50% of the Separation Pay that would be payable had he or she experienced a Termination due to Workforce Restructuring. 

For the avoidance of doubt, a Rebadged Employee shall not be eligible for any Separation Plan Benefits other than the Separation Pay described in this Section 4.5.

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4.6    Reduction of Benefits.  Notwithstanding anything in this Plan to the contrary, a Participant's Separation Pay (including Separation Pay described in Section 4.5) and Separation Benefits, if applicable, shall be reduced by:
(a)      any amount the Plan Administrator reasonably concludes the Participant owes the Employer (or the Parent or any subsidiary or affiliate of the Parent) including, without limitation, unpaid bills under the corporate credit card program, and for vacation used, but not earned;
(b)      any severance or severance type benefits that the Employer (or the Parent or any subsidiary or affiliate of the Parent) must pay to a Participant under applicable law; 
(c)      where permitted by law, any payments received by the Participant pursuant to state workers compensation laws; 
(d)      short-term disability benefits where state law does not permit Separation Pay to be offset from short-term disability benefits (or where the Employer in its sole and absolute discretion determines it is administratively easier for the Employer to reduce Separation Pay by short-term disability benefits in lieu of reducing short-term disability benefits by Separation Pay);
(e)    For Participants whose employment ends on or after January 1, 2017 who experienced one or more one-way transfers from a non-U.S. subsidiary to another non-U.S. subsidiary and/or to a U.S. subsidiary, any severance or severance type benefits paid by the Parent or any subsidiary or affiliate of the Parent to the Participant as a result of such transfer(s), provided such amount is determined using the exchange rate on the date(s) of the one-way transfer(s) or the Separation Date, whichever provides the lowest amount.

Notwithstanding anything in the Plan to the contrary, a Participant’s Separation Pay (including Separation Pay described in Section 4.5) and Separation Benefits are not meant to duplicate pay and benefits provided by the Employer (or the Parent or any of its subsidiaries) in connection with any Participant's Termination due to Workforce Restructuring or in connection with a Participant's termination due to the outsourcing of work to a third-party vendor, including pay and benefits under the federal Worker Adjustment Retraining and Notification Act and any state or local equivalent (collectively, the "WARN Act").  If the Plan Administrator determines that a Participant is entitled to WARN Act damages or WARN Act notice, the Plan Administrator in its sole and absolute discretion may reduce the Participant's Separation Pay and Separation Benefits under the Plan by the WARN Act damages or pay and benefits after receiving WARN Act notice, but not below $500, with the remaining Separation Pay and Separation Benefits provided to the Participant in accordance with the terms of the Plan in satisfaction of the Participant's WARN Act notice rights or damages.  In all other cases, Separation Pay paid under the Plan in excess of $500 will be treated as having been paid to satisfy any WARN Act damages, if applicable.

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SECTION 5
FORM AND TIMING OF BENEFITS; FORFEITURE 
AND REPAYMENT OF BENEFITS

5.1    Form and Time of Payment 

(a)    Except as otherwise provided in subsection (b), Separation Pay, less taxes and applicable deductions shall be paid in a lump sum as soon as practicable after the Participant's Termination due to Workforce Restructuring (or in the case of a Rebadged Employee, after termination of employment due to the outsourcing transaction) and the expiration of any period during which the Participant may consider, sign and, if a revocation period is applicable, revoke the Release of Claims, but in no event later than March 15 of the calendar year following the year of a Participant's Separation Date. 

(b)    If it is determined by the Employer or Parent in its discretion, that (i) the Participant is, as of his or her Separation Date, a "specified employee" (as such term is defined in Section 409A(2)(B) of the Code); and (ii) the Separation Pay payable pursuant to the terms of the Plan constitutes nonqualified deferred compensation that would subject the Participant to “additional tax” under Section 409A(a)(1)(B) of the Code (the "409A Tax"), then the payment of Separation Pay will be postponed to the first business day of the seventh month following the Separation Date or, if earlier, the date of the Participant's death.  

5.1    Taxes.  Separation Pay payable under this Plan shall be subject to the withholding of appropriate federal, state and local taxes. 
 
Notwithstanding anything in this Plan to the contrary, the Employer or Parent will take such actions as it deems necessary, in its sole and absolute discretion, to avoid the imposition of a 409A Tax at such time and in such manner as permitted under Section 409A of the Code, including, but not limited to, reducing or eliminating benefits and changing the time or form of payment of benefits.

5.3    Forfeiture of Benefits.  The Employer reserves the right, in its sole and absolute discretion, to cancel all Separation Plan Benefits and seek the return of Separation Pay in the event a Participant engages in any activity that the Employer considers detrimental to its interests (or the interests of the Parent or any of its subsidiaries) as determined by the Parent’s Executive Vice President and General Counsel and the Parent’s Executive Vice President, Human Resources.  Activities that the Employer considers detrimental to its interest (or the interests of the Parent or any of its subsidiaries) include, but are not limited to: 
(a)    breach of any obligations of the Participant's terms and conditions of employment;
(b)    making false or misleading statements about the Employer, the Parent or any of its subsidiaries or their products, officers or employees to competitors, customers, potential customers of the Employer, the Parent or any of its subsidiaries or to current or former employees of the Employer, the Parent or any of its subsidiaries; and
(c)    breaching any terms of the Release of Claims, including any non-solicitation or non-competition provisions, if applicable.

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5.4     Cessation of Separation Pay and Separation Benefits.  Separation Pay, Outplacement Benefits and Separation Benefits shall cease in the event a Participant is rehired by the Employer, the Parent or one of its subsidiaries or affiliates.  

5.5    Return of Separation Pay.  Upon the occurrence of an event described in Section 5.3 or 5.4 of this Plan, the Participant shall repay to the Employer that portion of the lump sum amount that would not have been paid had the Separation Pay been paid in weekly installments from the Participant's Separation Date. If the Participant receives short-term disability benefits from the Employer after his or her Separation Date, the Employer reserves the right to seek repayment by the Participant of that portion of the Separation Pay that would not have been paid in accordance with Section 4.6 had the Separation Pay been paid in installments.

5.6    Death of Participant.  

For Participants Who Die Before January 1, 2017:

If a Participant dies before January 1, 2017 following his or her Separation Date and a valid Release of Claims was signed by the Participant or is signed by the Participant's estate then
(a) any unpaid Separation Pay will be paid to the Participant's estate; and
(b) if the Participant was eligible to continue medical and/or dental coverage during the Benefits Continuation Period on the Participant's date of death and the Participant’s surviving dependents were covered under the Participant's medical and dental coverages (other than coverages applicable to retirees and their dependents) on that date, they may continue such employee coverage for the balance of the Benefits Continuation Period, provided they continue to remain eligible dependents and they pay the applicable contributions at active employee rates, as they may change from time to time, to continue coverage.  Thereafter, if, as of his or her Separation Date, such Participant (i) was eligible to participate in the Merck Retiree Medical Plan at subsidized rates, then following the completion of the Benefits Continuation Period, surviving eligible dependents shall be eligible for retiree medical benefits at subsidized rates under the terms of the Merck Retiree Medical Plan applicable to such Participant, as may be amended from time to time, provided that those eligible dependents who are age 65 or older and Medicare-eligible will only be eligible to participate in the Merck HRA component of the Merck Retiree Medical Plan, or (ii) was eligible to participate in the Merck Retiree Medical Plan at unsubsidized rates, then following the completion of the Benefits Continuation Period the surviving dependents may be eligible to continue coverage in effect at the end of the Benefits Continuation Period for the remaining COBRA period, if any, in accordance with COBRA by paying the full COBRA premium and thereafter may be eligible for retiree medical benefits at unsubsidized rates under the terms of the Merck Retiree Medical Plan applicable to such Participant, as may be amended from time to time, provided that those eligible dependents who are age 65 or older and Medicare-eligible will not be eligible to participate in the  Merck Retiree Medical Plan or (iii) was not eligible to participate in the Merck Retiree Medical Plan at subsidized or unsubsidized rates, then following the completion of the Benefits Continuation Period the surviving dependents may be eligible to continue coverage in effect at the end of the Benefits Continuation Period for the remaining COBRA period, if any, in accordance with COBRA by paying the full COBRA premium, or (iv) was not eligible to participate in the Merck Retiree Medical Plan at subsidized or unsubsidized rates but had at least 25 years of service as of his/her date of death, then following the completion of the Benefits Continuation Period, surviving eligible dependents shall be eligible for medical benefits at subsidized rates under the terms of medical plan that would have been applicable to such Participant if he/she had been eligible for long term disability benefits, as may be amended from time to time; and

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(c) if the if the Participant was eligible to continue medical coverage during the Benefits Continuation Period on the Participant's date of death and the Participant’s surviving dependents were not covered under the Participant's medical coverage at the time of the Participant’s death or if the Participant was not eligible to continue medical coverage during the Benefits Continuation Period and, in either case, if as of his or her Separation Date, such Participant (i) was eligible to participate in the Merck Retiree Medical Plan at subsidized or unsubsidized rates, then following the date of death, surviving eligible dependents who were not then enrolled for coverage under the Participant’s medical coverage shall be eligible to enroll for retiree medical benefits at the subsidized or unsubsidized rates, as applicable, under the terms of the Merck Retiree Medical Plan applicable to such Participant, as may be amended from time to time, provided that those eligible dependents who are age 65 or older and Medicare-eligible will only be eligible to participate in the Merck HRA component of the Merck Retiree Medical Plan  and will only be eligible for such coverage if they are eligible for subsidized coverage (dependents eligible for unsubsidized coverage are not eligible to participate in the Merck HRA component of the Merck Retiree Medical Plan), or (ii) was not eligible to participate in the Merck Retiree Medical Plan at subsidized or unsubsidized rates but had at least 25 years of service as of his/her date of death, then following the date of death, surviving eligible dependents who were not then enrolled for coverage under the Participant’s medical coverage shall be eligible to enroll for medical benefits at subsidized rates under the terms of medical plan that would have been applicable to such Participant if he/she had been eligible for long term disability benefits, as may be amended from time to time.  

Medical and dental coverage under this Section 5.6  shall be subject to and in accordance with the terms of the applicable plans as they may be amended from time to time. 

The Separation Date of an Eligible Employee who dies prior to his or her scheduled Separation Date but after he or she was notified of a scheduled Separation Date shall be deemed to have occurred on the day before his/her date of death.

For Participants Who Die On or After January 1, 2017:

If a Participant dies on or after January 1, 2017 following his or her Separation Date and a valid Release of Claims was signed by the Participant or is signed by the Participant's estate then
		
	(a)
	any unpaid Separation Pay will be paid to the Participant's estate; and

(b) if the Participant was eligible to continue medical and/or dental coverage during the Benefits Continuation Period on the Participant's date of death and the Participant’s surviving dependents were covered under the Participant's medical and dental coverages  at the time of the Participant’s death, they may continue such employee coverage for the balance of the Benefits Continuation Period, provided they continue to remain eligible dependents and they pay the applicable contributions at active employee rates, as they may change from time to time, to continue coverage.  Thereafter, if, as of his or her Separation Date, such Participant (i) was eligible to participate in the Merck Retiree Medical Plan  at subsidized rates, then following the completion of the Benefits Continuation Period, surviving eligible dependents shall be eligible for retiree medical benefits at subsidized rates under the terms of Merck Retiree Medical Plan, as may be amended from time to time, provided that those eligible dependents who are age 65 or older and Medicare-eligible will only be eligible to participate in the Merck HRA component of the Merck Retiree Medical Plan, or (ii) was not eligible to participate in the Merck Retiree Medical Plan at subsidized rates, then following the completion of the Benefits Continuation Period the surviving dependents may be eligible to continue coverage in effect at the end of the Benefits Continuation

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Period in accordance with COBRA by timely electing COBRA coverage and paying the full COBRA premium; or (iii) was not eligible to participate in the Merck Retiree Medical Plan at subsidized rates but had at least 25 years of service as of his/her Separation Date, then following the completion of the Benefits Continuation Period, surviving eligible dependents shall be eligible for retiree medical benefits at subsidized rates under the terms of the Merck Retiree Medical Plan, as may be amended from time to time, provided that those eligible dependents who are age 65 or older and Medicare-eligible will only be eligible to participate in the Merck HRA component of the Merck Retiree Medical Plan; and 

(c) if the Participant was eligible to continue medical coverage during the Benefits Continuation Period on the Participant's date of death and the Participant’s surviving dependents were not covered under the Participant's medical coverage at the time of the Participant’s death or if the Participant was not eligible to continue medical coverage during the Benefits Continuation Period and, in either case, if as of his or her Separation Date, such Participant (i) was eligible to participate in the Merck Retiree Medical Plan at subsidized rates, then following the date of death, surviving eligible dependents who were not then enrolled for coverage under the Participant’s medical coverage shall be eligible to enroll for retiree medical benefits at subsidized rates under the terms of Merck Retiree Medical Plan, as may be amended from time to time, provided that those eligible dependents who are age 65 or older and Medicare-eligible will only be eligible to participate in the Merck HRA component of the Merck Retiree Medical Plan; or (ii) was not eligible to participate in the Merck Retiree Medical Plan at subsidized rates but had at least 25 years of service as of his/her Separation Date, then following the date of death, surviving eligible dependents who were not then enrolled for coverage under the Participant’s medical coverage shall be eligible to enroll for medical benefits at subsidized rates under the terms of the Merck Retiree Medical Plan, as may be amended from time to time, provided that those eligible dependents who are age 65 or older and Medicare-eligible will only be eligible to participate in the Merck HRA component of the Merck Retiree Medical Plan.

Medical and dental coverage under this Section 5.6 shall be subject to and in accordance with the terms of the applicable plans as they may be amended from time to time. 

The Separation Date of an Eligible Employee who dies prior to his or her scheduled Separation Date but after he or she was notified of a scheduled Separation Date shall be deemed to have occurred on the day before his/her date of death.

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SECTION 6

PLAN ADMINISTRATION

6.1    Plan Administrator.  Parent or its delegate is the Plan Administrator for purposes of ERISA.

6.2    Powers and Duties of Plan Administrator.  The Plan Administrator or its delegate shall have the full discretionary power and authority to:  (i) construe and interpret the Plan (including, without limitation, supplying omissions from, correcting deficiencies in, or resolving inconsistencies or ambiguities in, the language of the Plan); (ii) determine all questions of fact arising under the Plan, including questions as to eligibility for and the amount of benefits; (iii) establish such rules and regulations (consistent with the terms of the Plan) as it deems necessary or appropriate for administration of the Plan; (iv) delegate responsibilities to others to assist in administering the Plan; and (v) perform all other acts it believes reasonable and proper in connection with the administration of the Plan.  The Plan Administrator or its delegate shall be entitled to rely on the records of the Employer in determining any Participant's entitlement to and the amount of benefits payable under the Plan.  Any determination of the Plan Administrator or its delegate, including interpretations of the Plan and determinations of questions of fact, shall be final and binding on all parties.

With respect to determining claims and appeals for benefits under this Plan, the Claims Reviewer (and its delegate) shall be deemed to be the delegate of the Plan Administrator and shall have all of the powers and duties of the Plan Administrator described above.

6.3    Additional Discretionary Authority.  The Plan Administrator may, upon written approval of the Parent’s Executive Vice President, Human Resources (written approval of the Compensation and Benefits Committee of the Board of Directors of the Parent or its delegate with respect to Section 16 Officers), take the following actions under the Plan:

(a)grant some, all or any portion of the benefits under this Plan to an employee who would not otherwise be eligible for such benefits under Section 3 above;
(b)waive the requirement set forth in Section 3 for any individual Eligible Employee or group of Eligible Employees to execute a Release of Claims; and
(c)grant additional Separation Plan Benefits to a Participant. 

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SECTION 7 
CLAIMS AND APPEALS PROCEDURES

7.1    Claims.
(a)Any request or claim for benefits under the Plan must be filed by a claimant or the claimant’s authorized representative within 60 days after the date claimant’s employment with an Employer ends; provided, however, for claims under Section 5.3, claims must be filed within 60 days after the date Separation Plan Benefits are cancelled. 

(b)Any request or claim for benefits under the Plan shall be deemed to be filed when a written request made by the claimant or the claimant's authorized representative addressed to the Claims Reviewer at the address below is received by the Claims Reviewer.  

Claims Reviewer for the Separation Benefits Plan
c/o Secretary of the Merck & Co., Inc. Employee Benefits Committee
Merck & Co., Inc.
2000 Galloping Hill Road
Mailstop K-1 3029
Kenilworth, NJ 07033
The claim for benefits shall be reviewed by, and a determination shall be made by, the Claims Reviewer, within the timeframe required for notice of adverse benefit determinations described below.  

(c)    The Claims Reviewer shall provide written or electronic notification to the claimant or the claimant’s authorized representative of any “adverse benefit determination.”  Such notice shall be provided within a reasonable time but not later than 90 days after the receipt by the Claims Reviewer of the claimant's claim, unless the Claims Reviewer determines that special circumstances require an extension of time for processing the claim.  If the Claims Reviewer determines that an extension of time for processing is required, written notice of the extension shall be furnished to the claimant before the expiration of the initial 90-day period indicating the special circumstances requiring an extension and the date by which the Claims Reviewer expects to render the benefit determination.  No extension can exceed 90 days from the end of the initial 90-day period (i.e., 180 days from the receipt of the claim by the Claims Reviewer) without the consent of the claimant or the claimant’s authorized representative.    

(d)    An “adverse benefit determination” is a denial, reduction, or termination of, or a failure to provide or make payment (in whole or part) for a benefit, including one that is based on a determination of a claimant’s eligibility to participate in the Plan.

(e)    The notice of adverse benefit determination shall be written in a manner calculated to be understood by the claimant and shall:    

(i)    set forth the specific reasons for the adverse benefit determination;
(ii)          contain specific references to Plan provisions on which the determination is based; 
(iii)    describe any material or information necessary for the claim for benefits to be allowed and an explanation of why such information is necessary; and

23

(iv)    describe the Plan’s appeal procedures and the time limits applicable to such procedures, including a statement of the claimant’s right to bring a civil action under section 502(a) of ERISA following an adverse benefit determination on review.

7.2    Appeals of Adverse Benefit Determinations. 

(a)    Any request to review the Claims Reviewer’s adverse benefit determination under the Plan must be filed by a claimant or the claimant’s authorized representative in writing within 60 days after receipt by the claimant of written notification of adverse benefit determination by the Claims Reviewer.  If the claimant or the claimant’s authorized representative fails to file a request for review of the Claims Reviewer’s adverse benefit determination in writing within 60 days after receipt by the claimant of written notification of adverse benefit determination, the Claims Reviewer’s determination shall become final and conclusive.

(b)    Any request to review an adverse benefit determination under the Plan shall be deemed to be filed when a written request is made by the claimant or the claimant's authorized representative addressed to the Employee Benefits Committee at the address below is received by the Secretary of the Employee Benefits Committee.  
Merck & Co., Inc. Employee Benefits Committee
c/o Secretary Employee Benefits Committee
Merck & Co., Inc.
2000 Galloping Hill Road
Mailstop K-1 3029
Kenilworth, NJ 07033

(c)    If the claimant or the claimant’s authorized representative timely files a request for review of the Claims Reviewer’s adverse benefit determination as specified in this Section 7.2, the Employee Benefits Committee shall re-examine all issues relevant to the original adverse benefit determination taking into account all comments, documents, records, and other information submitted by the claimant or the claimant’s authorized representative relating to the claim, without regard to whether such information was submitted or considered in the initial benefit determination.  Any such claimant or his or her duly authorized representative may:

(i)         upon request and free of charge have reasonable access to, and copies of, all documents, records, and other information relevant to the claimant’s claim for benefits; whether an item is relevant shall be determined by the Employee Benefits Committee in accordance with 29 CFR 2560.503-1 (m)(8); and
(ii)         submit in writing any comments, documents, records, and other information relating to the claim for benefits.
(d)    The Claims Reviewer shall provide written or electronic notice to the claimant or the claimant’s authorized representative of its benefit determination on review.  Such notice shall be provided within a reasonable time but not later than 60 days after the receipt by the Claims Reviewer of the claimant's request for review, unless the Claims Reviewer determines that special circumstances require an extension of time for processing the request for review.  If the Claims Reviewer determines that an extension of time for processing is required, written notice of the extension shall be furnished to the claimant before the expiration of the initial 60-day period indicating the special circumstances requiring an extension and the date by which the Claims Reviewer expects to render the benefit determination.  No extension can exceed 60 days from the end of the initial 60-day period (i.e., 120 days from the date the request for review is received by

24

the Claims Reviewer) without the consent of the claimant or the claimant’s authorized representative.

(e)    If the claimant’s appeal is denied, the notice of adverse benefit determination on review shall be written in a manner calculated to be understood by the claimant and shall:    

(i)           set forth the specific reasons for the adverse benefit determination on review;
(ii)contain specific references to Plan provisions on which the
benefit determination is based;
		
	(iii)
	contain a statement that the claimant is entitled to receive, 

upon request and free of charge, reasonable access to, and copies of, all documents, records, and other information relevant to the claimant’s claim for benefits; whether an item is relevant shall be determined by the Claims Reviewer in accordance with 29 CFR 2560.503-1 (m)(8); and
(iv)include a statement of the claimant’s right to bring a civil action under section 502(a) of ERISA.

25

SECTION 8

AMENDMENT AND TERMINATION

8.1    Amendment and Termination.  

(a)    Except as otherwise set forth in subsection (b) below, Parent or its delegate has the right to amend, suspend or terminate the Plan at any time without prior notice to or the consent of any employee; provided, however, that amendments that apply only to Section 16 Officers must also be approved by the Compensation and Benefits Committee of the Board of Directors of Parent or its delegate.  No such amendment shall give the Employer or Parent the right to recover any amount paid to a Participant prior to the date of such amendment. Any such amendment, however, may cause the cessation and discontinuance of payments of Separation Plan Benefits to any person or persons under the Plan. Parent may delegate the authority to amend, suspend or terminate the Plan to the person, entity or committee selected by the Chief Executive Officer and as set forth in the applicable written corporate grant signed by the Chief Executive Officer (the “Corporate Grant”).  Such Corporate Grant shall allow for the delegation of the authority to an individual, entity or committee; provided the financial impact of such amendment, suspension or termination does not exceed certain predetermined thresholds identified in the applicable Corporate Grant.  The person, entity or committee provide with the authority to amend, suspend or terminate the Plan by the Corporate Grant, may further delegate the authority to amend, suspend or terminate the Plan to an individual, entity or committee, in accordance with the appropriate corporate action.  Amendments to the Plan must be in writing and approved in accordance with the Corporate Grant. 

(b)     Except to the extent required by applicable law, for the entirety of the Protection Period, the material terms of the Plan, including this Section 8.1, shall not be modified in any manner that is materially adverse to a Qualifying Participant.

 (c)    Parent or any such successor to Parent, shall pay all legal fees and related expenses (including the costs of experts, evidence and counsel) reasonably and in good faith incurred by a Qualifying Participant if the Qualifying Participant prevails on at least one material item of his or her claim for relief in an action (x) by the Qualifying Participant claiming that the provisions of this Section 8.1 have been violated (but, for the avoidance of doubt, excluding claims for plan benefits in the ordinary course) and (y) if applicable, by the Employer, Parent or its successor to enforce post-termination covenants against the Qualifying Participant.
(d)    Definitions.  For purposes of this Section 8.1:
(i)    “Protection Period” shall mean the period beginning on the date of the Change in Control and ending on the second anniversary of the date of the Change in Control; and
(ii)    “Qualifying Participant” shall mean an individual who is an Eligible Employee or a Participant as of the date immediately prior to the Change in Control.

26

SECTION 9

GENERAL PROVISIONS

9.1    Unfunded Obligation.  Separation Plan Benefits provided under this Plan shall constitute an unfunded obligation of the Employer.  Payments shall be made, as due, from the general funds of the Employer.  This Plan shall constitute solely an unsecured promise by the Employer to pay such benefits to Participants to the extent provided herein.  

9.2    Applicable Law.  It is intended that the Plan be an "employee welfare benefit plan" within the meaning of Section 3(1) of ERISA, and the Plan shall be administered in a manner consistent with such intent.  The Plan and all rights thereunder shall be governed and construed in accordance with ERISA and, to the extent not preempted by federal law, with the laws of the state of New Jersey, wherein venue shall lie for any dispute arising hereunder.

9.3    Severability.  If any provision of this Plan shall be held illegal or invalid for any reason, said illegality or invalidity shall not affect the remaining parts of this Plan, but this Plan shall be construed and enforced as if said illegal or invalid provision had never been included herein.

9.4    Employment at Will.  Nothing contained in this Plan shall give an employee the right to be retained in the employment of the Employer or shall otherwise modify the employee's at will employment relationship with the Employer.  This Plan is not a contract of employment between the Employer and any employee.

9.5    Heirs, Assigns, and Personal Representatives. The Plan shall be binding upon the heirs, executors, administrators, successors, and assigns of the parties, including each Participant, present and future.

9.6    Payments to Incompetent Persons, Etc. Any benefit payable to or for the benefit of a minor, an incompetent person or other person incapable of receipting therefore shall be deemed paid when paid to such person’s guardian or to the party providing or reasonably appearing to provide for the care of such person, and such payment shall fully discharge the Employer, Parent, the Plan Administrator, the Claims Administrator and all other parties with respect thereto.

9.7    Lost Payees. Benefits shall be deemed forfeited if the Plan Administrator is unable to locate a Participant to whom Separation Plan Benefits are due. Such Separation Plan Benefits shall be reinstated if application is made by the Participant for the forfeited Separation Plan Benefits within one year of the Participant’s Separation Date and while the Plan is in operation.

27

SCHEDULE A

List of participating Employers:

All U.S. direct and indirect wholly owned subsidiaries of Merck & Co. Inc. excluding the following and their subsidiaries, successors and assigns:

		
	•
	Comsort, Inc.

		
	•
	

		
	•
	Merck Global Health Innovation Fund, LLC

		
	•
	

		
	•
	HMR Weight Management Services Corp. 

		
	•
	ILUM Health Solutions, LLC (formerly known as Healthcare Services and Solutions, LLC)

28

SCHEDULE B-1

Separation Pay for Participants with a 
Separation Date Occurring on or after January 1, 2013

Amount of Separation Pay in weeks (Annual Base Salary divided by 52)

	
							
	Complete Years of Continuous Service at Separation Date
	BAND LEVEL

	Band 200
	Band 300
	Band 400
	Band 500
	Band 600
	Band 700/800

	0
	10
	12
	18
	24
	26
	26

	1
	10
	12
	18
	24
	32
	40

	2
	10
	12
	18
	24
	32
	40

	3
	10
	12
	18
	24
	32
	40

	4
	10
	12
	18
	24
	32
	40

	5
	12
	14
	20
	26
	34
	42

	6
	14
	16
	22
	28
	36
	44

	7
	16
	18
	24
	30
	38
	46

	8
	18
	20
	26
	32
	40
	48

	9
	20
	22
	28
	34
	42
	50

	10
	22
	24
	30
	36
	44
	52

	11
	24
	26
	32
	38
	46
	54

	12
	26
	28
	34
	40
	48
	56

	13
	28
	30
	36
	42
	50
	58

	14
	30
	32
	38
	44
	52
	60

	15
	32
	34
	40
	46
	54
	62

	16
	34
	36
	42
	48
	56
	64

	17
	36
	38
	44
	50
	58
	66

	18
	38
	40
	46
	52
	60
	68

	19
	40
	42
	48
	54
	62
	70

	20
	42
	44
	50
	56
	64
	72

	21
	44
	46
	52
	58
	66
	74

	22
	46
	48
	54
	60
	68
	76

	23
	48
	50
	56
	62
	70
	78

	24
	50
	52
	58
	64
	72
	78

	25
	52
	54
	60
	66
	74
	78

	26
	54
	56
	62
	68
	76
	78

	27
	56
	58
	64
	70
	78
	78

	28
	58
	60
	66
	72
	78
	78

	29
	60
	62
	68
	74
	78
	78

	30
	62
	64
	70
	76
	78
	78

	31
	64
	66
	72
	78
	78
	78

	32
	66
	68
	74
	78
	78
	78

	33
	68
	70
	76
	78
	78
	78

	34
	70
	72
	78
	78
	78
	78

	35
	72
	74
	78
	78
	78
	78

	36
	74
	76
	78
	78
	78
	78

	37
	76
	78
	78
	78
	78
	78

	38+
	78
	78
	78
	78
	78
	78

29

SCHEDULE B-2

MEDICAL / DENTAL AND LIFE INSURANCE CONTINUATION

	
		
	COMPLETE YEARS OF CONTINUOUS SERVICE AT SEPARATION DATE
	BENEFITS CONTINUATION PERIOD

	< 5
	26 weeks

	5 – 9.9
	39 weeks*

	10 – 19.9
	52 weeks*

	20+
	78 weeks*

*For Participants who are eligible for subsidized retiree medical benefits under the Merck Retiree Medical Plan on their Separation Date, the Benefits Continuation Period shall continue to the last day of the month in which the number of weeks set forth above occurs.

30

SCHEDULE C

OUTPLACEMENT BENEFITS

	
			
	

BAND LEVEL

	

BENEFIT

	DURATION

	 
	 
	 

	Band 200

	Quick Start Plus
	3 Months

	 
	 
	 

	Band 300

	Professional--Career Assistance
	3 Months

	 
	 
	 

	Band 400

	Professional--Career Transition
	6 Months

	 
	 
	 

	Band 600/500

	Executive
	12 Months

	 
	 
	 

	Band 800/700

	Executive Premium
	12 Months

The Outplacement Benefits are provided through a third party vendor.  The vendor and/or the programs may change from time to time. 

31

SCHEDULE D (Change in Control/Pension) 
Description of Change-in-Control Benefits under the  
Pension Plan
This Schedule describes benefits under the Pension Plan and the Supplemental Plan (as each is defined below) provided to an Eligible Employee under the Plan if such Eligible Employee signs and returns the Release of Claims in use under the CIC Plan and in accordance with the process established under the CIC Plan.
I.    If an Eligible Employee’s employment is terminated in circumstances entitling him or her to the benefits provided in Section 3.1 (c) of the Plan: 
1.    For an Eligible Employee who participates in the Retirement Plan for Salaried Employees of MSD or its successor (the “MSD Pension Plan) and on his or her Separation Date is not at least age 55 with at least ten years of Credited Service under the MSD Pension Plan but would attain at least age 50 and have at least ten years of Credited Service under the MSD Pension Plan within two years following the date of the Change in Control (assuming continued employment during the entirety of such two-year period), then the Eligible Employee shall be deemed to be eligible for a subsidized early retirement benefit on his “Prior Plan Formula” (as defined in the MSD Pension Plan) under the MSD Pension Plan commencing in accordance with the terms of the MSD Plan.
2.    For an Eligible Employee who participates in the MSD Pension Plan or the Legacy Schering Retirement Plan, or their successors (collectively the “Pension Plan”) and on his or her Separation Date is not at least age 65 but would attain at least age 65 within two years following the date of the Change in Control (assuming continued employment during the entirety of such two-year period), then the Eligible Employee shall be deemed to be eligible for a Prior Plan Formula benefit unreduced for early commencement under the Pension Plan commencing in accordance with the terms of the Pension Plan.
3.    For an Eligible Employee who participates in the MSD Pension Plan and on his or her Separation Date is not eligible for the “Rule of 85 Transition Benefit” (as such term is defined in the MSD Pension Plan) but would have been eligible for the Rule of 85 Transition Benefit within two years following the date of the Change in Control (assuming continued employment during the entirety of such two-year period), then the Eligible Employee shall be deemed to be eligible for the Rule of 85 Transition Benefit upon commencement of his or her pension benefit under the MSD Pension Plan.  
4,    For an Eligible Employee who participates in the Pension Plan on his or her Separation Date who is not vested in his or her accrued benefit under the Pension Plan, he or she shall be vested in his accrued benefit under the Pension Plan on his or her Separation Date.

II.    The benefits described in this Schedule D shall be payable from the Pension Plan and, to the extent that such benefits cannot be paid from the Pension Plan the Employer may, to the extent it deems necessary or appropriate (including to comply with applicable law and to preserve grandfathered status of arrangements subject to Section 409A of the Code), cause such benefits to be paid under a Supplemental Retirement Plan of MSD or the Legacy Schering Benefits Excess Plan, as applicable and any successors thereto (collectively, the “Supplemental Plan”) or under new arrangements or from the Employer's general assets.  

32

SCHEDULE E (Change in Control/Retiree Medical)
 
Description of Change-in-Control Benefits under Health Plan 
This Schedule describes benefits under the Health Plan provided to an Eligible Employee under the Plan if such Eligible Employee signs and returns the Release of Claims in use under the CIC Plan and in accordance with the process established under the CIC Plan.
I.    If an Eligible Employee’s employment is terminated in circumstances entitling him or her to the benefits provided in Section 3.1 (c) of the Plan: 
If the Eligible Employee is eligible to participate in the Health Plan and on his or her Separation Date is not at least age 55 with the requisite amount of service with an Employer to satisfy the requirements to be considered a retiree eligible for subsidized retiree medical benefits under the Health Plan but would attain at least age 50 and meet the service requirements to be considered a retiree eligible for subsidized retiree medical benefits under the Health Plan within two years following the date of the Change in Control (assuming continued employment during the entirety of such two-year period), then the Eligible Employee shall be eligible for subsidized retiree medical benefits under the Health Plan on the date his or her Benefits Continuation Period Ends on the same terms and conditions applicable to salaried U.S.-based employees of the Employer whose employment terminated the last day of the month prior to the Eligible Employee’s Separation Date who were treated as retirees eligible for subsidized retiree medical benefits under the Health Plan as of that date.  

II.    The Employer may, to the extent it deems necessary or appropriate (including to comply with applicable law and to preserve grandfathered status of arrangements subject to Section 409A of the Code), cause the benefits set forth in this Schedule E to be provided from insured arrangements, or pursuant to new arrangements, individual arrangements or otherwise.  Further, notwithstanding anything to the contrary, to the extent any benefits to which an Eligible Employee is entitled under this Schedule E would reasonably be likely to constitute a discriminatory benefit under Section 105(h) of the Code or a similar law or regulation at the time the benefit is to be provided to the Eligible Employee, as determined in the sole discretion of the Parent, the Employer may, to the extent it deems necessary or appropriate (including to comply with applicable law), modify the benefit so that the benefit would no longer constitute a discriminatory benefit under Section 105(h) of the Code or such similar law, including, but not limited to, eliminating all subsidy from the Parent or the Employer, requiring that the Eligible Employee pay for participation in the benefit program with after-tax funds or causing the full employer and employee portions of the cost of the benefit to be imputed as gross income to the Eligible Employee.
III.      For purposes of this Schedule E, “Health Plan” means one or more plans sponsored by the Parent or one of its subsidiaries that provide medical benefits to Eligible Employees and to former Eligible Employees who are considered retirees thereunder and to the eligible dependents of each of the foregoing. 

33Exhibit

December 1. 2018

Adam H. Schechter  

Re:    Severance Agreement and General Release

Dear Adam:

This letter agreement (“Agreement”) will confirm our discussions and sets forth the arrangements that have been made concerning your employment status with Merck Sharp & Dohme Corp. (“the "Company"), a wholly-owned subsidiary of Merck & Co., Inc. (“Merck”).  

As we have discussed, as part of organizational changes and a general restructuring, the Company has decided to eliminate your current role of Executive Vice President, Global Human Health and the responsibilities of that role will be re-assigned.  We have agreed that the elimination of your position will be effective December 31, 2018 at which time you will be transferred to a Special Advisor Assignment (as described below). 

  At the conclusion of the Special Advisor Assignment, you will be separated from the Company and, provided that you re-execute this Agreement and do not revoke that re-execution as described below, you will be eligible for benefits under the Merck & Co., Inc. U.S. Separation Benefits Plan (“Separation Plan”) and the benefits applicable to a “Legacy Merck Separated Retirement-Eligible Employee” as described in the “Legacy Merck Separated Retirement-Eligible Employee Brochure” ("Retirement - Eligible Brochure").  This Agreement is a memorialization of your move into the Special Advisor Assignment and, ultimately, the cessation of your employment at the end of that assignment.

This Agreement is an important legal document.  Please do not sign it until you have thoroughly reviewed it and understand its terms and effect and unless you do so voluntarily.  In accordance with the Older Workers’ Benefit Protection Act of 1990, you have several rights, as follows: 

		
	•
	You have twenty-one (21) days from your initial receipt of this Agreement within which to consider whether to sign the Agreement.  

		
	•
	Should you choose to sign this Agreement, you will be entitled to revoke your acceptance at any time within seven (7) days after signing it.  If revoked by you within that time period, the Agreement will be null and void for all purposes.  The Agreement will not become effective or enforceable until the revocation period has expired.  

		
	•
	You have the right to consult with an attorney before signing this Agreement.

Page 2 of 2 (A. Schechter)

		
	•
	Upon your separation from employment, you will have twenty-one (21) days from your Separation Date to consider the terms of this Agreement and decide whether to re-sign this Agreement.

		
	•
	Should you choose to re-sign this Agreement, you will be entitled to revoke your acceptance at any time within seven (7) days after such re-signing.  If revoked by you within that time period, the Agreement will be null and void as re-executed, but such revocation would not affect this Agreement as initially executed.  The Agreement will not become effective or enforceable as re-executed until this revocation period has expired.

		
	•
	You have the right to consult with an attorney before re-signing this Agreement.

I have enclosed with this letter the summary plan description (“SPD”) that describes the benefits available to you under the Separation Plan and the Retirement-Eligible Brochure which explains the impact that your separation has on the various benefits (such as medical and dental benefits, life insurance,  pension (including the Supplemental Executive Retirement Plan, if applicable), savings plan, and stock incentives) to which you may have been entitled as an employee of the Company  The Retirement-Eligible Brochure sets forth what you are entitled to receive in the event that you re-sign the Agreement and what benefits you are entitled to receive regardless of whether you re-sign the Agreement.  As set forth in the Brochure, you will receive payment for any and all accrued, unused vacation days as of your Separation Date as soon as practicable after the Separation Date.

I have enclosed four originals of this Agreement signed by me.  If you choose to accept the terms, then please sign all four originals and return three of the originals to Steve Mizell at the address noted in Section 16(a).  On or about the Separation Date, the Company will provide you with two of the signed originals for re-execution.  If you choose to re-execute the Agreement, then please sign both originals and return one fully signed original to Mr. Mizell.  

Please read and review this entire document very carefully.  We encourage you to seek legal counsel to review this Agreement on your behalf.  You should contact Mr. Mizell if you have any questions regarding the benefits outlined in this document before you make your decision.  
The terms of the Agreement are as follows:

1.Employment Status.

(a)Special Advisor Assignment.  Effective December 31, 2018 your current role will be eliminated and you will be transferred to a special assignment reporting to me (“Special Advisor Assignment”). Effective December 31, 2018, you will  resign from any directorship(s) and officership from the Company, Merck or an Affiliate (as defined below) and execute any documentation necessary to effectuate such resignation.  During your Special Advisor Assignment, you will be responsible to perform aspects of your former position as well as to work with me and others as directed by me or others to ensure an orderly and smooth transition and to perform such other tasks as directed by the Company.  You are expected to, and represent and warrant that you will, use your best effort to complete your duties and to otherwise conduct yourself in the best interests of the Company.   

(b)Compensation and Benefits.  During the Special Advisor Assignment, you (i) will be paid your normal salary and will be required to perform work duties (ii) will be entitled to participate in the Company’s health and insurance benefits program in accordance with your elections under those benefit programs, subject to normal employee cost share requirements; (iii) will continue to accrue pension service credit; (iv) will be paid your accrued, unused vacation as soon as administratively feasible after your Separation, (v) will not be eligible for any further equity grants (any such prior grant(s) will be governed by the terms of the individual grant(s)) (vi) will not be eligible for any base salary increases and (vii) will not be eligible for a 2019 Executive Incentive Bonus (“EIP”) but will be eligible for an 2018 EIP bonus at 

Page 3 of 3 (A. Schechter)

your current target based on Company performance.  Your participation in the benefit and stock-based plans is on the terms and conditions as set forth in the official plan documents, including their summary plan descriptions, as in effect from time to time.

(c)No Separation.  You agree your transfer to the Special Advisor Assignment is not a “Termination due to a Workforce Restructuring" within the meaning of the Separation Plan and you are not, by reason of the transfer, eligible for benefits under the Separation Plan.  You also agree that the termination of your employment before the Separation Date is not a “Termination due to a Workforce Restructuring" within the meaning of the Separation Plan.

(d)Length of Assignment.  Your employment in the Special Advisor Assignment will end and your employment will terminate on (i) June 30, 2019 or (ii) such earlier date as we mutually agree (“Separation Date”).  During the Special Advisor Assignment, your employment will continue to be on an “at will” basis, which means that either you or the Company may terminate the employment relationship at any time, with or without notice, for any lawful reason. Notwithstanding the prior sentence, a decision by the Company to terminate your employment during the Special Advisor Assignment will be deemed to be a termination on the Separation Date unless the Company provides you with a written notification of termination articulating the reason for termination and why such termination does not qualify as a “Termination due to a Workforce Restructuring" within the meaning of the Separation Plan.    

(e)Separation from Employment.  The termination of your employment on the Separation Date will be considered as a "Termination due to Workforce Restructuring" under the Separation Plan (“Separation”) and, provided that you are still employed until the Separation Date, will become effective as of the Separation Date without further notice.  On or about the Separation Date, the Company will offer to you the right to re-execute this Agreement and become entitled to the Severance Benefits and Additional Benefits as set forth in Sections 3 and 4 below. 

(f)Status After Separation Date.  You agree that, as of the termination of your employment, whether or not on the Separation Date:

		
	i.
	Your employment relationship with the Company and/or Merck will be permanently and irrevocably severed.  

		
	ii.
	Nothing in this Section 1(f) would require you to resign from a position at a company that later becomes an Affiliate; however, neither the Company nor an Affiliate are in any way obligated to maintain your employment or even to consider you for continuous employment should you be employed by a company that later becomes an Affiliate.

		
	iii.
	Nothing in this Section 1(f) prohibits you from working with or for an entity which is not an Affiliate but which may have a contractual or other relationship with the Company, Merck or an Affiliate, provided you agree to comply with the requirements set forth in Section 9 (e) herein.

		
	iv.
	In addition to the obligations provided under Section 1(a) herein, you are to cooperate with Merck, the Company and/or an Affiliate to execute any documents (including without limitation letters of resignation and share transfer agreements) and take any other actions reasonably necessary to terminate your employment relationship with Merck, the Company and/or Affiliates, including signing any other document(s) which may be legally required, consistent with the terms of this Separation Agreement.

Page 4 of 4 (A. Schechter)

2.    Consideration.  You acknowledge that in exchange for your agreement to accept and abide by the terms of this Agreement both upon initial execution and re-execution, you are receiving benefits which are provided to you solely pursuant to this Agreement and which represent benefits to which you are otherwise not entitled.  Specifically, you acknowledge that:

(a)In consideration of your initial execution, the Company has agreed to forego its right to end your employment at this time and to offer to you the Special Advisor Assignment.  You understand that the offer of the Special Advisor Assignment not only allows you the opportunity to continue to earn a salary and other benefits until the Separation Date but also allows you to continue to vest in prior equity grants (in accordance with their terms); and

(b)In consideration of your re-execution of this Agreement after the Separation Date, the Company is providing you with the Severance Benefits and Additional Benefits  set forth in Section 3 and 4 and other terms of this Agreement.  

2.Severance Benefits.  Provided that your employment continues until and ends on the Separation Date and provided that you re-execute this Agreement at such time, the Company will provide you with the separation benefits described below.  To the extent that the separation benefits described in this Section 3 are different or vary in any way, including providing more or less benefits than those described in the SPD and Brochure as then in effect and as may be amended from time to time, you agree that the terms and conditions of the SPD and the Brochure shall govern and supersede those benefits provided herein; that this Section 3 will be reformed to conform to the terms of the SPD and the Brochure; and that you will waive any claim you may have to enforce the terms and conditions of this Section 3 to the extent that they are different from the terms and conditions set forth in the SPD and the Brochure.  You understand that the severance benefits described below assume a Separation Date of June 30, 2019 and agree that, in the event the Separation Date occurs prior to June 30, 2019 as a result of you commencing employment elsewhere, this Agreement will be amended to reflect the severance benefits that you are eligible for under the SPD and Brochure based on that earlier Separation Date prior to presentation to you for re-execution. 

(a)Separation Pay.  You will receive a lump sum severance benefit in the amount of $1,593,273.00 (which is equal to 78 weeks of base pay), less applicable deductions and withholdings, subject to Section 5(c).

(b)Medical Benefits.  You will be entitled to medical (including prescription drug) and dental coverage at subsidized rates equal to active employee contribution rates for 78 weeks, provided that you participate in these plans as of the Separation Date.

(c)Life Insurance.  You will be entitled to basic life insurance coverage at no cost to you for a total of 78 weeks.

(d)Outplacement.  You will receive Senior Executive Service outplacement services over a period of 12 months.  You may initiate outplacement services when the revocation period of the First Signing Period (as provided in Section 16 herein) has expired.

(e)Equity Grants.  As described in the Brochure, you will be considered “Retired” for purposes of your outstanding unexercised stock options, restricted stock units and performance share units, in each case, if any.  It is your responsibility to familiarize yourself with the terms of your individual equity grants.

(f)Special Payment In Lieu of AIP.  You will be eligible for a special payment in lieu of an AIP award in accordance with the terms of the Retirement-Eligible Brochure.

Page 5 of 5 (A. Schechter)

		
	3.
	Additional Benefits.  Provided you re-execute and do not revoke this Agreement, you will receive an additional payment of One Million Dollars ($1,000,000.00) less applicable deductions and withholdings, as soon as practicable following your Separation Date.

5.    Payments. 

(a)Generally.  All payments made pursuant to Section 3 of this Agreement will be based on your base salary as of the Separation Date. Further all payments made pursuant to Sections 3, and 4 of this Agreement are subject to applicable deductions and withholding. You understand and agree that the payments described in Sections 3 and 4 of this Agreement are not considered pensionable pay with respect to the Retirement Plan for Salaried Employees of the Company and are not considered base pay for purposes of any other employee benefit plan sponsored by Merck or its subsidiaries in which you participate or are eligible to participate

(b)Timing.  Provided that you meet all applicable payment conditions and subject to Section 5(c) below, the Company will issue the payments set forth in Sections 3 and 4 within thirty calendar days after the conditions of Section 18 have been satisfied, but in any event, if at all, no later than March 15 of the calendar year following the Separation Date.  

(c)Section 409 (A).  If at the time your employment terminates you are a “Specified Employee” as defined in Treas. Reg. Sec. 1.409A-1(i) or any successor thereto, which in general includes the top 50 employees of a company ranked by compensation, subject to certain exceptions, payments generally may not be made on account of separation from service for six months following termination of employment.  Therefore, if and to the extent required by Section 409A of the Internal Revenue Code of 1986, as amended, no payments will be made prior to the first day of the month following such six-month period; rather, amounts that would have been paid will be accumulated and paid, without interest, as soon as administratively feasible thereafter. 

6.    Definitions.

(a)When used in this Agreement, the word “Released Parties” means the Company, Merck, the Affiliates, their benefit plans, and all and each of their past and present divisions, subsidiaries, affiliated corporations, companies, partnerships, joint ventures and other related entities and their groups, divisions and departments and their past and present directors, officers, managers, partners, supervisors, employees, agents, contractors and consultants and their predecessors, successors, and assigns, and all persons or entities acting by, with, through, under, or in concert with any of them.

(b)When used in this Agreement, the word “Claim” means: (i) each and every claim, complaint, cause of action, administrative complaint, grievance, demand, allegation or accusation, whether known or unknown, whether suspected or unsuspected, and whether fixed, vested or contingent; (ii) each and every promise, assurance, contract, representation, obligation, guarantee, warranty, liability, right and commitment of any kind, whether known or unknown, whether suspected or unsuspected, and whether fixed, vested or contingent; and (iii) all costs, expenses, damages, unpaid wages, bonuses, benefits, compensatory damages, punitive damages, liquidated damages, back pay, prospective pay, injunctive, legal and equitable relief, debts, interest and attorneys’ fees, and all other forms of relief whether known or unknown, whether suspected or unsuspected, and whether fixed, vested or contingent.

(c)When used in this Agreement, the word “Affiliate” means a Company or Merck subsidiary or any entity in which the Company or Merck or a Merck subsidiary has a 50% or greater ownership interest.

Page 6 of 6 (A. Schechter)

7.    Release. 

(a)In consideration of the promises of the Company as set forth in this Agreement, and with the intent to be bound legally, you agree to irrevocably release and forever discharge the Released Parties from and with respect to any Claim arising out of or in any way relating to your employment with the Company or the termination thereof, or arising out of or in any way relating to any transaction, occurrence, act or omission or any loss, damage or injury occurring at any time up to and including the date and time on which you sign this Agreement, including, but not limited to (i) any and all Claims based upon any law, statute, ordinance, regulation, constitution or executive order or based in contract, tort or common law or any other legal or equitable theory of relief; (ii) any and all Claims arising under the Employee Retirement Income Security Act of 1974; (iii) any and all claims under the civil rights laws of any federal, state or local jurisdiction, including, but not limited to, Title VII of the Civil Rights Act of 1964; the Age Discrimination in Employment Act; the Americans with Disabilities Act; Sections 503 and 504 of the Rehabilitation Act; the Family Medical Leave Act; the Pennsylvania Human Relations Act; and the New Jersey Law Against Discrimination; (iv) any and all Claims based on veteran's status or under the Uniformed Services Employment and Reemployment Rights Act; and (v) any and all claims based on any whistleblower laws or whistleblower provisions of laws, including, but not limited to, the New Jersey Conscientious Employee Protection Act.

(b)You understand that by signing this Agreement, you are waiving any and all Claims against any and all Released Parties to the greatest extent allowable under law.

(c)Nothing in this Agreement shall be read as a waiver of any vested rights in any Company sponsored pension plan.  

(d)Nothing in this Agreement affects your right to elect, at your sole expense, continued health care coverage under the Company’s or a Company affiliate's health plan pursuant to the coverage continuation provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA).

(e)This Release shall remain enforceable despite any breach of this Agreement other than an uncured breach by the Company of its undertakings as described in Sections 3 and 4.

8.    Representations and Covenants.

(a)No Pending Action.  You represent that you have not commenced any legal, equitable or administrative proceeding against any of the Released Parties.

(b)Covenant Not to Accept Relief.  You agree not to accept any relief through any legal, equitable or administrative proceeding that may be commenced by any person or entity to the extent such relief is based upon Claims released herein.  You understand that you may file a charge with or participate in any investigation or proceeding conducted by the Equal Employment Opportunity Commission (EEOC) or similar federal or state agency, but that by signing this Agreement you are waiving your right to obtain any monetary or other recovery based on any such charge.

(c)Covenant Not to Join Collective Action.  You agree that by executing this Agreement, you waive and surrender any right to become, and promise not to consent to become, a member of any class or collective action in which claims are asserted against each or any of the Released Parties that are related in any way to your employment or the termination of your employment with the Company  and/or Merck.  If, without your prior knowledge or consent, you are made a member of a class in any proceeding, you agree to opt-out of the class at the first opportunity.

Page 7 of 7 (A. Schechter)

(d)No Known Wrongdoing.  You represent that you are without any knowledge or information sufficient to form the belief that any of the Released Parties has, is or may have engaged in any conduct, actions or omissions that would constitute fraudulent or illegal conduct or that would be in violation of any federal, state or local law or regulation.  You understand, however, that nothing in this Agreement prohibits you from communicating directly with, cooperating with, providing relevant information to, testifying before, or otherwise assisting in an investigation or proceeding by the Securities and Exchange Commission (“SEC”) or any other governmental or regulatory body or official(s) regarding a possible violation of law, rules, or regulations; provided, however, you waive any right to, and agree not to seek, any personal or monetary relief from the Company based upon any such investigation or proceeding.

(e)Return of Company Property.  You understand that all documents, records, data, apparatus, equipment and other physical property which were furnished to you by the Company, Merck and/or Merck affiliate or which were produced by you in connection with your employment at the Company and/or Merck (whether or not such property or information is Merck Information, as defined in Section 9(f)) are and remain the sole property of the Company, Merck and/or a Merck affiliate.  You agree that you will, upon the cessation of your employment (whether on the Separation Date or otherwise), return to the Company all property and information belonging to the Company, Merck and/or a Merck affiliate generated or received by you in the course of your employment, including, without limitation, your Company car (if any), your laptop, your corporate credit card, your employee identification, your access card, any and all copies of any and all papers, documents, files, information, reports, studies, data and other similar materials whether in tangible or intangible form ("Merck Property").  You also agree that you will not retain any copies (including without limitation computer generated copies) of any Merck Property.

9.    Conditions of Agreement. 

(a)Terms and Conditions.  This Agreement is conditioned on your abiding by all the terms and conditions of this Agreement and the terms and conditions set forth in the Company's Conditions of Employment Agreement, incorporated herein by reference.

(b)Confidentiality.  You agree to hold the existence of this Agreement, the terms and conditions of this Agreement, the circumstances surrounding your employment with the Company and/or Merck (including, without limitation, your transfer to the Special Assignment) and the termination thereof, in strict confidence and you agree not to disclose, except as may be required by law or legal process, any such information to any third party other than members of your immediate family, tax authorities, tax consultants or legal advisors unless such information becomes known to the general public without your violation of this Section 9(b)..  You agree that, if you are subjected to a subpoena or other court process or order requiring you to bear witness on matters concerning your employment with or your knowledge about the Company and/or Merck you shall contact the Company immediately unless notification is prohibited by law or order of a court.  Nothing in this provision shall be construed as precluding you from cooperating with federal or state law enforcement or regulatory agencies in connection with any lawful government inquiries. 

(c)Non-Disparagement.  You agree not to communicate negatively about or to otherwise disparage the Company, Merck, any Affiliate or their products or each and any of the Released Parties in any way whatsoever.  You agree that you shall not make, participate in the making of or encourage any other person to make, any public statements, written or oral or by any other medium of communication (including, but not limited to, Internet communications such as e-mails, message boards, “chat rooms” and web postings), which is intended to criticize, disparage, or defame the goodwill or reputation of, or which 

Page 8 of 8 (A. Schechter)

are intended to embarrass the Company, Merck, an Affiliate or their products or each and any of the Released Parties.  You further agree not to make any negative public statements, written or oral or by any other medium of communication, relating to your employment, the cessation of your employment, or any aspect of the business of the Company, Merck, or each and every Affiliate.  Merck agrees to direct the Executive Committee members (as constituted on January 1, 2019) not to (i) communicate negatively about or to otherwise disparage you, and (ii) not to make any negative statements written or oral or by any other medium of communications relating to your employment or separation from Merck.

(d)Non-Solicitation:  For a period of two (2) years following the Separation Date, you will not directly or indirectly, cause, induce or influence any employee of the Company, Merck and/or an Affiliate to leave the employ of the Company, Merck and/or an Affiliates or to accept employment with you or any other person, firm, association or company.  You understand that nothing contained in this paragraph will prohibit you from providing personal references or recommendations for individuals in connection with such individuals’ application for employment by, or other association with, a person, firm, association or company if the personal reference or recommendation was requested by such person, firm, association or company without your initiation and if you are not employed by or otherwise associated with such person, firm, association or company.

(e)Agreement Not to Compete.  You agree that while employed by the Company and for 12 months following the Separation Date, you will not conduct business in competition with the Company.  “Conduct business in competition with the Company,” means, for purposes of this Agreement, to be, or become connected in any manner with, a Competitor (defined below), directly or indirectly, as an individual or as a director, trustee, officer or employee of, or debt or equity investor in, or consultant or other independent contractor to, a Competitor, or through ownership, management, operation or control of a person or entity that is a Competitor; provided that in no event shall ownership of 1% or less of the outstanding equity securities of any issuer whose securities are registered under the Securities Exchange Act of 1934, as amended, or association or employment with a venture or private equity fund that has investment in the equity securities of any issuer standing alone, be prohibited by this subparagraph so long as you do not have, or exercise, any rights to manage, operate or control the business of such issuer.  The term "Competitor" means any of the following companies as well as their parents, subsidiaries, affiliates, joint ventures and successors:  AbbVie, Amgen, Astra Zeneca, Biogen, Bristol-Myers Squibb, Celgene, Eli Lilly, Gilead, GlaxoSmithKline, Johnson & Johnson, Novartis, Pfizer, Roche, and Sanofi.  During the non-competition term, upon request of the Company or Merck, you will notify the Company or Merck in writing of your then-current employment status.

(f)Non-Disclosure.  You acknowledge that, in the course of your employment with the Company, you had access to trade secrets and to confidential and/or proprietary information owned by the Company, Merck and/or an Affiliate ("Merck Information") and that your employment created a relationship of confidence and trust between you and the Company with respect to Merck Information.  “Merck Information” means nonpublic information belonging to the Company, Merck and/or an Affiliate which is of value to the Company, Merck and/or an Affiliate in the course of conducting its and/or their business and the disclosure of which could result in a competitive or other disadvantage to the Company , Merck and/or an Affiliate.  Merck Information includes without limitation, financial information, reports, and forecasts; inventions, improvements and other intellectual property, trade secrets, know-how, designs, processes or formulae, software, manufacturing information or plans, market or sales information or plans, customer lists; and business plans, prospects, strategies and opportunities (such as possible acquisitions or dispositions of businesses or facilities) which have been discussed or considered by the management of the Company, Merck and/or an Affiliate.  Merck Information includes information developed by you in the course of your employment, as well as other information to which you have had access in connection with your employment.  You agree to keep in confidence and trust all such Merck Information and to not use or disclose any such Merck Information without the prior written consent of an Officer of the Company. 

Page 9 of 9 (A. Schechter)

(g)Reports to Government Entities.  Notwithstanding any provisions of this Agreement, including but not limited to those relating to pending actions and my Promise Not to Sue, Confidentiality, and Non-Disparagement, nothing in this Agreement shall prevent you from initiating communications directly with, responding to any inquiries from, providing testimony before, providing information to, reporting possible violations of law or regulation to, or from filing a claim or assisting with an investigation directly with a self-regulatory authority or a government agency or entity, including the U.S. Equal Employment Opportunity Commission, the Department of Labor, the National Labor Relations Board, the Department of Justice, the Securities and Exchange Commission, the Congress, and any agency Inspector General (collectively, the “Regulators”), or from making other disclosures that are protected under the provisions of state or federal law or regulation.  However, to the maximum extent permitted by law, you are waiving your right to receive any individual monetary relief from the Company or the Released Parties resulting from such claims or conduct, regardless of whether you or another party has filed them.  In the event that you were to obtain such monetary relief, the Company will be entitled to an offset for the payments made pursuant to this Agreement.  This Agreement does not limit your right to receive an award from any Regulator that provides awards for providing information relating to a potential violation of law.  You do not need the prior authorization of the Company to engage in conduct protected by this paragraph, and you do not need to notify the Company that you have engaged in such conduct.

(h)Extension of Time.  The period of time during which you are prohibited from engaging in the activities described in subsection (d) and (e) of this Section 9 will be extended by the length of time, if any, during which you are in breach of those subsections.

(i)Reformation.  You acknowledge and agree that the periods, scope and restrictions imposed upon you by this Section 9 are fair and reasonably required for the protection of the Company and/or Merck’s legitimate business interests.  You agree that if any portion of this Section 9 is determined to be invalid, such determination will not affect the enforceability of the remaining portions of this Section and this Section will be interpreted as if the invalid portions had not been inserted.  You agree that if such invalidity is caused by the length of any period of time or the size of any area in this Section, then the period of time or the area, or both, will, without need of further action by any party, be deemed to be reduced to a period or area that will cure the invalidity.

10.    Remedy.  You agree that a violation of any of your agreements contained in Section 9 will cause immediate and irreparable injury to the Company and/or Merck and it is and will be impossible to estimate and determine the damage that will be suffered by the Company and/or Merck in the event of your breach.  You agree that, in the event that you violate any of your agreements in Section 9, then separate and apart from any other remedy that the Company and or Merck may have, the Company and/or Merck will be entitled to (a) temporary and permanent injunctive relief restraining any further violation by you, your employers, employees, partners, agents, or other associates or any of them, without the necessity of proving actual damages, or immediate and irreparable harm, or of posting a bond; (b) cease and desist from providing you with any further benefits under this Agreement; and (c) all reasonable attorney's fees and costs.  You agree that, in the event that you violate any of your agreements in Section 9, then separate and apart from any other remedy that the Company may have, the Company will be entitled to (a) temporary and permanent injunctive relief restraining any further violation by you, your employers, employees, partners, agents, or other associates or any of them, without the necessity of proving actual damages, or immediate and irreparable harm, or of posting a bond; (b) cease and desist from providing you with any further benefits under this Agreement; (c) an award of liquidated damages equal to all monies paid to you in accordance with Sections 3 and 4 of this Agreement; and (d) all associated attorney's fees and costs.

Page 10 of 10 (A. Schechter)

11.    Litigation.  In connection with litigation, investigation, inquiry or proceedings before a court, arbitrator, government or administrative agency or other tribunal, you may be asked by the Company or Merck to testify as a witness or to provide information concerning matters you were involved in during the course of your employment with the Company and/or Merck.  You agree to cooperate reasonably with the Company and/or Merck’s counsel by making yourself reasonably available to such counsel to discuss your information or to review your testimony reasonably in advance of such litigation or proceedings, by making yourself available to testify at depositions or trial as required or reasonably requested by the Company and/or Merck.  The Company and/or Merck agree to use reasonable efforts to minimize personal inconvenience to you in connection with this Section 11 by, for example, scheduling interviews and preparation sessions after work hours and/or by telephone when possible.  Other than travel expenses and applicable, or statutorily mandated, witness fees, you agree that you will not be paid in connection with your testimony, appearance or participation pursuant to this Section in such litigation or proceedings.  This Section does not affect any right you may have to indemnification under Merck’s corporate bylaws or policies, or your eligibility to have Merck advance to you reasonable costs, disbursements and counsel fees under certain circumstances, in connection with proceedings related to or arising out of your activities as a Company and/or Merck employee.

12.    No Representation.  You acknowledge that no promise, other than the promises in this Agreement, have been made to you and that in signing this Agreement you are not relying upon any statement or representation made by or on behalf of the Released Parties and each or any of them concerning the merits of any Claims or the nature, amount, extent or duration of any damages relating to any Claims or the amount of any money, benefits, or compensation due you or claimed by you, or concerning the Agreement or concerning any other thing or matter.

13.    Voluntariness.  You agree that you are relying solely upon your own judgment; that you are over eighteen years of age and are legally competent to sign this Agreement; that you are signing this Agreement of your free will; that you have read and understood the Agreement before signing it; and that you are signing this Agreement in exchange for consideration that you believe is satisfactory and adequate.

14.    Legal Counsel.  You acknowledge that you have been informed of your right to consult with legal counsel and have been encouraged to do so.

15.    Complete Agreement.  This Agreement constitutes the complete and final agreement between the parties and supersedes and replaces all prior or contemporaneous agreements, negotiations, or discussions relating to the subject matter of this Agreement.  

16.    First Signing Period.  You agree and understand that you must sign this Agreement within the First Signing Period as described below as a condition precedent to your commencing the Special Assignment.  By your initial signature, you acknowledge that:

(a)Acceptance.  You have been given a period of 21 days starting on the date of this letter and ending 21 days thereafter (the "First Signing Period") within which to consider this Agreement.  You may accept this Agreement at any time during the First Signing Period by signing the Agreement and returning it Steve Mizell, Chief Human Resources Officer, 2000 Galloping Hill Road, Kenilworth, New Jersey 07033.

(b)Revocability.  You have been informed that, upon your initial execution, this Agreement will not become effective or enforceable until 7 calendar days after such execution.  You may revoke your acceptance of this Agreement at any time within that 7- calendar day period by sending written notice to Mr. Mizell at the address set forth in Section 16(a).  Such notice must be received by Mr. Mizell within the 

Page 11 of 11 (A. Schechter)

7- calendar day period in order to be effective and, if so received, would void this Agreement for all purposes.

(c)Full Enforceability.  You understand that if you sign this Agreement, then all rights and obligations of this Agreement will be fully effective and enforceable regardless of whether you re-sign the Agreement in accordance with Section 17, except for your right to receive the Severance Benefits and Additional Benefits set forth in Sections 3 and 4, which is conditioned upon your re-signing this Agreement as set forth in section 17.

17.    Second Signing Period.  You agree and understand that you must have signed this Agreement within the First Signing Period and then must re-sign this Agreement within the Second Signing Period as described below as a condition precedent to receiving the Severance Benefits and Additional Benefits as set forth in Sections 3 and 4.  By your re-signature, you acknowledge that:

(a)Acceptance.  You have been given a period of 21 days starting on the Separation Date and ending 21 days thereafter (the "Second Signing Period") within which to consider whether to re-sign this Agreement.  You may accept this Agreement at any time during the Second Signing Period by signing the Agreement and returning it Mr. Mizell at the address set forth in Section 16(a).

(b)Revocability.  You have been informed that, upon re-execution, this Agreement as re-executed will not become effective or enforceable until 7 calendar days after such re-execution.  You may revoke your acceptance of this Agreement as re-executed at any time within that 7- calendar day period by sending written notice to Mr. Mizell at the address set forth in Section 16(a).  Such notice must be received by Mr. Mizell within the 7 -calendar day period in order to be effective and, if so received, would void this Agreement as re-executed, but will not affect this Agreement as initially executed.

(c)Release.  Upon re-execution, the date of such re-execution will be the date on which you sign this Agreement for the purposes of this Agreement, including without limitation, for the purposes of the Release set forth in Section 7. 

(d)Exclusive Obligation.  Upon re-execution, you agree that, except for as set forth Sections 3 and 4 and except for any unpaid wages for time worked prior to the Separation Date, no other compensation will be paid to you or on your behalf.  

18.    Conditions of Payment.  The Company and/or Merck shall not be required to comply with any provision of or make any payment called for by Sections 3 and 4 of this Agreement until the following have occurred:  (a) one original of this Agreement re-signed by you in accordance with Section 17 has been received by the Company; (b) the revocation period of section 17(b) has elapsed; and (c) you have returned to me (or to my designee) all Merck Property (as defined in Section 8(e)).

19.    Counterparts; Facsimile and E-Mail Signature.  This Agreement may be executed in counterparts, each of which shall be deemed an original, and all of which together shall constitute one and the same agreement.  Each of the parties to this Agreement agrees that a signature affixed to a counterpart of this Agreement and delivered by facsimile or e-mail by any person is intended to be its, his or her signature and shall be valid, binding and enforceable against such person.

20.    Intent to be Bound.  You and the Company have entered into this Agreement with the intent to be legally bound.

21.    Amendment, Termination of Plans.  Merck, the Company or each of their applicable subsidiaries retain the right (to the extent permitted by law) to amend or terminate the Separation Plan and any benefit 

Page 12 of 12 (A. Schechter)

or plan described in the SPD and/or the Retirement Eligible  Employee Brochure (or otherwise) at any time, and nothing in this Agreement affects or alters that right.  While it has no current intention to do so, Merck also may extend, or enhance, the Separation Plan in the future.  If after the Separation Date, you re-execute and return this Agreement, any later amendment or termination will not increase or decrease the amount of separation pay or the other separation benefits you are eligible to receive as described in this Agreement as of the Separation Date.

I have enclosed four signed originals of this Agreement.  If you choose to accept the Agreement and the Special Assignment, then please sign all four originals in the First Signing Period signature line below and return three signed originals to me within the First Signing Period (beginning on the date of this letter and ending 21 days thereafter).  

In the event that your employment ends on the Separation Date, the Company will present to you two of the original signed Agreements for re-execution.  At that time, if you chose to re-sign this Agreement and to accept the Severance Benefits and Additional Benefits of Sections 3 and 4, then please sign those two originals in the Second Signing Period signature line below and return one fully signed original to Mr. Mizell within the Second Signing Period. 

	
	
	Very truly yours,

	 

	s/s Kenneth C. Frazier

	Kenneth C. Frazier

	Chairman and Chief Executive Officer

        
	
		
	ACCEPTED (First Signing Period):

	 

	 

	s/s Adam Schechter

	Adam H. Schechter

	 

	 

	Dated:
	12/10/18

	 

	 

	 

	ACCEPTED (Second Signing Period)

	 

	 

	 

	Adam H. Schechter

	 

	 

	Dated:

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