Document:

Prepared by R.R. Donnelley Financial -- EX-10.27

 Exhibit 10.27 
 ULTRAGENYX PHARMACEUTICAL INC. 
 CORPORATE BONUS PLAN 

 

	1.	Purpose  

 This Corporate
Bonus Plan (the “Bonus Plan”) is intended to provide an incentive for superior work and to motivate eligible executives of Ultragenyx Pharmaceutical Inc. (the “Company”) toward even higher achievement
and business results, to tie their goals and interests to those of the Company and its stockholders and to enable the Company to attract and retain highly qualified executives. The Bonus Plan is for the benefit of Covered Executives (as defined
below). 
  

	2.	Covered Executives  

 From
time to time, the Compensation Committee of the Board of Directors of the Company (the “Compensation Committee”) may select certain key executives (the “Covered Executives”) to be eligible to receive
bonuses hereunder. Participation in this Plan does not change the “at will” nature of a Covered Executive’s employment with the Company. 
  

	3.	Administration  

 The
Compensation Committee shall have the sole discretion and authority to administer and interpret the Bonus Plan. 
  

	4.	Bonus Determinations  

(a) Corporate Performance Goals. A Covered Executive may receive a bonus payment under the Bonus Plan based upon the attainment of
one or more performance objectives that are established by the Compensation Committee and relate to financial and/or operational metrics with respect to the Company or any of its subsidiaries (the “Corporate Performance
Goals”), including the following: sales; revenue; assets; expenses; earnings from operations, earnings before or after deduction for all or any portion of interest, taxes, depreciation, amortization, incentives, service fees or
extraordinary or special items, whether or not on a continuing operations or an aggregate or per share basis; net income or net income per common share (basic or diluted); return on equity, investment, capital or assets; one or more operating
ratios; borrowing levels, leverage ratios or credit rating; market share; capital expenditures; cash flow, free cash flow, cash flow return on investment, or net cash provided by operations; stock price, dividends or total stockholder return;
development of new technologies or products; sales of particular products or services; economic value created or added; operating margin or profit margin; customer acquisition or retention; raising or refinancing of capital; successful hiring of key
individuals; resolution of significant litigation; acquisitions and divestitures (in whole or in part); joint ventures and strategic alliances; spin-offs, split-ups and the like; reorganizations; recapitalizations, restructurings, financings
(issuance of debt or equity) or refinancings; or strategic business criteria, consisting of one or more objectives based on the following goals: meeting specified market penetration or value added, product development or introduction (including,
without limitation, any clinical trial accomplishments, regulatory or other filings or approvals, or other product development milestones), geographic business expansion, cost targets, cost reductions or savings, customer satisfaction, operating
efficiency, acquisition or retention, employee satisfaction, information technology, corporate development (including, without limitation, licenses, innovation, research or establishment of third party collaborations), manufacturing or process
development, legal compliance or risk reduction, patent application or issuance goals, or goals relating to acquisitions or divestitures (in whole or in part), joint ventures or strategic alliances, any of which may be (A) measured in absolute
terms or compared to any incremental increase, (B) measured in terms of growth, (C) compared to another company or companies or to results of a peer group, (D) measured against the market as a whole and/or as compared to applicable
market indices and/or (E) measured on a pre-tax or post-tax basis (if applicable). Further, any Corporate Performance Goals may be used to measure the performance of the Company as a whole or a business unit or other segment of the Company, or
one or more product lines or specific markets. The Corporate Performance Goals may differ from Covered Executive to Covered Executive. 

 (b) Calculation of Corporate Performance Goals. At the beginning of each applicable
performance period, the Compensation Committee will determine whether any significant element(s) will be included in or excluded from the calculation of any Corporate Performance Goal with respect to any Covered Executive. In all other respects,
Corporate Performance Goals will be calculated in accordance with the Company’s financial statements, generally accepted accounting principles, or under a methodology established by the Compensation Committee at the beginning of the performance
period and which is consistently applied with respect to a Corporate Performance Goal in the relevant performance period. 
 (c)
Target; Minimum; Maximum. Each Corporate Performance Goal shall have a “target” (e.g., 100 percent attainment of the Corporate Performance Goal) and may also have a “minimum” hurdle and/or a “maximum”
amount. 
 (d) Bonus Requirements; Individual Goals. Except as otherwise set forth in this Section 4(d), to the
extent practicable under the circumstances: (i) any bonuses paid to Covered Executives under the Bonus Plan shall be based upon objectively determinable bonus formulas that tie such bonuses to one or more performance targets relating to the
Corporate Performance Goals, (ii) bonus formulas for Covered Executives shall be adopted in each performance period by the Compensation Committee and communicated to each Covered Executive at the beginning of each performance period and
(iii) no bonuses shall be paid to Covered Executives unless and until the Compensation Committee makes a determination with respect to the attainment of the performance targets relating to the Corporate Performance Goals. Notwithstanding the
foregoing, the Compensation Committee may adjust bonuses payable under the Bonus Plan based on achievement of one or more individual performance objectives or pay bonuses (including, without limitation, discretionary bonuses) to Covered Executives
under the Bonus Plan based on individual performance goals and/or upon such other terms and conditions as the Compensation Committee may in its discretion determine. 
 (e) Individual Target Bonuses. The Compensation Committee shall establish a target bonus opportunity for each Covered Executive for each performance period. For each Covered Executive, the
Compensation Committee shall have the authority to apportion the target award so that a portion of the target award shall be tied to attainment of Corporate Performance Goals and a portion of the target award shall be tied to attainment of
individual performance objectives. 
 (f) Employment Requirement. Subject to any additional terms contained in a written
agreement between the Covered Executive and the Company, the payment of a bonus to a Covered Executive with respect to a performance period shall be conditioned upon the Covered Executive’s employment by the Company on the bonus payment date.
If a Covered Executive was not employed for an entire performance period, the Compensation Committee may pro rate the bonus based on the number of days employed during such period. 

 

	5.	Timing of Payment  

 (a)
The Corporate Performance Goals will be measured at the end of each performance period after the Company’s financial reports with respect to such period(s) have been published. If the Corporate Performance Goals and/or individual goals for such
period are met, payments will be made as soon as practicable following the end of such period, but not later 74 days after the end of the fiscal year in which such performance period ends. 

(b) With respect to Corporate Performance Goals established and measured on an annual or multi-year basis, Corporate Performance Goals
will be measured as of the end of each such performance period (e.g., the end of each fiscal year) after the Company’s financial reports with respect to such period(s) have been published. If the Corporate Performance Goals and/ or
individual goals for any such period are met, bonus payments will be made as soon as practicable, but not later than 74 days after the end of the relevant fiscal year. 
 (c) For the avoidance of doubt, bonuses earned at any time in a fiscal year must be paid no later than 74 days after the last day of such fiscal year. 

	6.	Amendment and Termination  

The Company reserves the right to amend or terminate the Bonus Plan at any time in its sole discretion.EX-10.35

 Exhibit 10.35 
 FIRST AMENDMENT TO THE STYRON US HOLDING, INC. 
 EMPLOYMENT AGREEMENT

 This First Amendment to the Styron US Holding, Inc. Employment Agreement (this “Amendment”), dated
as of January 17, 2014 (the “Amendment Date”), is entered into by and between Styron US Holding, Inc. (the “Company”) and Martin Pugh (“Executive”).

WHEREAS, Executive is employed by the Company pursuant to an Styron US Holding, Inc. Employment Agreement, dated March 1, 2013
(the “Agreement”); 
 WHEREAS, Section 23 of the Agreement provides that the Agreement may be modified
by a written instrument executed by Executive and the Company; and 
 WHEREAS, Executive and the Company desire to amend
the Agreement to provide Executive with a retirement allowance in the amount of 250,000 CHF (Swiss francs) at the end of the month in which he turns age 65. 
 NOW, THEREFORE, in consideration of the above premises, the parties hereto, intending to be legally bound, hereby amend the Agreement as follows, effective as of the Amendment Date: 

 

	1.	Section 6 of the Agreement is amended by adding the following subsection (g) to the end thereof: 

 

	 	“(g)	RETIREMENT ALLOWANCE. The Executive shall be eligible to receive, and the Company shall pay the Executive, a lump sum payment equal to the Retirement Allowance
(as defined below) within thirty (30) days following the earlier of (i) February 28, 2018 (i.e., the end of the month in which he attains age sixty-five (65)), or (ii) the date the Executive ceases to be employed by the Company and its
subsidiaries for any reason (or no reason). 

 For purposes of this Section 6(g), “Retirement
Allowance” shall mean an amount equal to (i) 250,000 CHF (Swiss francs), multiplied by (ii) a fraction, the numerator of which is the number of days he was employed hereunder between March 1, 2013 and February 28, 2018, and the denominator
of which is the total number of days between March 1, 2013 and February 28, 2018.” 
  

	2.	In all other respects, the provisions of the Agreement are hereby ratified and confirmed, and they shall continue in full force and effect.

IN WITNESS WHEREOF, the parties hereto have executed this Amendment on the day first above written. 

 

							
	STYRON US HOLDING, INC.:	 		 	EXECUTIVE:
				
	By:	 	 /s/ Christopher Pappas
	 		 	 /s/ Martin Pugh

		 	Christopher Pappas, President and CEO	 		 	Martin Pugh

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