Document:

Exhibit 10.14

 Exhibit 10.14 
 DANAHER CORPORATION 
 2007 EXECUTIVE INCENTIVE
COMPENSATION PLAN 
 Amended and Restated Effective as of January 1, 2009 
  

			
	PURPOSE	  	Danaher Corporation, a Delaware corporation (the “Company”), wishes to motivate, reward, and retain executive officers of the Company and its subsidiaries. To further these
objectives, the Company hereby sets forth this Danaher Corporation 2007 Executive Incentive Compensation Plan (the “Plan”), effective as of January 1, 2007, to provide participants with performance-based bonus awards
(“Awards”), in accordance with Section 162(m) (“Section 162(m)”) of the Internal Revenue Code of 1986 (the “Code”). (All references to Section 162(m) or any other Code provision include successor
provisions, related regulations, and amendments.)
		
	PARTICIPANTS	  	The Participants in the Plan shall be the Executive Officers of the Company (including those of any subsidiary, operating unit, or division).
		
		  	Executive Officer has the meaning set forth in Rule 3b-7 issued under the Securities Exchange Act of 1934, as amended from time to time, and anyone else the Committee determines to treat
as an Executive Officer for purposes of this Plan.
		
	ADMINISTRATOR	  	The Plan’s Administrator will be the Compensation Committee (the “Committee”) of the Board of Directors (the “Board”) of the
Company.
		
		  	The Committee will include two or more members, each of whom qualifies as an “outside director” within the meaning of Section 162(m), and those outside directors will have exclusive
authority under this Plan to make Awards and determine the attainment of Performance Goals. The Committee may satisfy this requirement through (i) providing that persons who are not “outside directors” cannot vote on an issue, (ii)
allowing those persons to abstain from voting, or (iii) creating a subcommittee of qualifying outside directors to take action with respect to this Plan. If a Committee member intended to qualify as an outside director does not in fact so qualify,
the mere fact of such nonqualification will not invalidate the payment of any Award or other action by the Committee under the Plan that was otherwise valid under the Plan.

			
		  	The Committee is responsible for the general operation and administration of the Plan and for carrying out its provisions and has full discretion in interpreting and administering the provisions
of the Plan. Subject to the express provisions of the Plan, the Committee may exercise such powers and authority of the Board as the Committee may find necessary or appropriate to carry out its functions. The Committee will exercise its powers under
the Plan in a manner that preserves the Company’s Federal income tax deduction for payments made under the Plan, in accordance with the requirements of Section 162(m), to the maximum practical extent.
		
	 GENERAL RESPONSIBILITIES
 OF THE COMMITTEE
	  	Subject to the terms of the Plan, for each Performance Period the Committee will:
		  	 establish each Participant’s potential Award,

		
		  	 define Performance Goals and other Award terms and conditions for each Participant,

		
		  	 determine and certify in writing the Award amounts earned, based on actual performance as compared to the Performance Goals,

		
		  	 determine and make permitted Negative Discretion Adjustments to Awards otherwise earned, and

		
		  	 decide whether, under what circumstances, and subject to what terms, Awards will be paid on a deferred basis (including automatic deferrals at the Committee’s
election or elective deferrals at the election of Participants).

		
		  	Unless the Plan otherwise expressly provides, all designations, determinations, interpretations, and other decisions made under or with respect to the Plan and all Awards made under the Plan are
within the sole and absolute discretion of the Committee and will be final, conclusive and binding on all persons, including the Company, Participants, and Beneficiaries or other persons having or claiming any rights under the Plan.
		
	AWARDS 	  	For any single Performance Period, an Award shall only be payable to a Participant if the Company has positive net income for such Performance Period as determined under GAAP and the amount
payable to a Participant for such Performance Period shall equal the lesser of (1) five million dollars ($5,000,000.00), or (2) the amount earned pursuant to the Performance Goals and other Award terms and conditions established by the Committee
with respect to such Performance Period; in each case, subject to any further Negative Discretion Adjustments as the Committee may determine. The Committee will establish each Participant’s potential Award, including the applicable Performance
Goals and related terms and conditions, for each Performance Period within the Applicable Period. A Participant’s potential Award may be expressed in dollars or may be based on a formula that is consistent with the provisions of the
Plan.

  

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	 PERFORMANCE
 PERIOD
	  	A Performance Period is a period for which Performance Goals are set and during which performance is to be measured to determine whether a Participant is entitled to payment of an Award
under the Plan. A Performance Period may coincide with one or more complete or partial calendar or fiscal years of the Company. Unless otherwise designated by the Committee, the Performance Period will be based on the calendar year.
		
	 PERFORMANCE
 GOALS
	  	The Committee will have the authority to establish and administer Performance Goals with respect to such Awards as it considers appropriate, which Performance Goals must be satisfied, as the
Committee specifies, before a Participant receives an Award.
		
		  	Performance Goals will be based exclusively on one or more of the following performance-based measures determined based on the Company and its subsidiaries on a group-wide basis or on the basis
of subsidiary, business platform, or operating unit results (subject to the Committee’s exercise of negative discretion):
		
		  	 earnings per share (on a fully diluted or other basis),

		
		  	 pretax or after tax net income,

		
		  	 operating income,

		
		  	 gross revenue,

		
		  	 profit margin,

		
		  	 stock price targets or stock price maintenance,

		
		  	 working capital,

		
		  	 free cash flow,

		
		  	 cash flow,

		
		  	 return on equity,

		
		  	 return on capital or return on invested capital,

		
		  	 earnings before interest, taxes, depreciation, and amortization (EBITDA),

		
		  	 strategic business criteria, consisting of one or more objectives based on meeting specified revenue, market penetration, geographic business expansion goals, cost
targets, or objective goals relating to acquisitions or divestitures,

		
		  	 or any combination of these measures.

  

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		  	The Committee shall determine whether such Performance Goals are attained, and such determination will be final and conclusive. Each Performance Goal may be expressed in absolute and/or relative
terms, may be based on or use comparisons with internal targets, the past performance of the Company (including the performance of one or more subsidiaries, divisions, business platforms, and/or operating units) and/or the past or current
performance of other companies. In the case of earnings-based measures, Performance Goals may use comparisons relating to capital (including, but not limited to, the cost of capital), shareholders’ equity and/or shares outstanding, or to assets
or net assets.
		
		  	The measures used in setting Performance Goals under the Plan for any given Performance Period will, to the extent applicable, be determined in accordance with generally accepted accounting
principles (“GAAP”) and in a manner consistent with the methods used in the Company’s audited financial statements, without regard to (i) extraordinary or nonrecurring items in accordance with GAAP, (ii) the impact of any
change in accounting principles that occurs during the Performance Period (or that occurred during any period that the Performance Period is being compared to) and the cumulative effect thereof (provided that the Committee may either apply the
changed accounting principle to all periods referenced in the Award, or exclude the changed accounting principle from all periods referenced in the Award), (iii) goodwill and other intangible impairment charges, (iv) gains or charges
associated with discontinued operations or restructuring activities, (v) gains or charges related to the sale or impairment of assets, (vi) all charges directly related to acquisitions, including all contingent liabilities identified as of
the acquisition date, (vii) the impact of any change in tax law that occurs during the Performance Period (or that occurred during any period that the Performance Period is being compared to) which exceeds $10 million, and (viii) other
objective income, expense, asset, and/or cash flow adjustments as may be consistent with the purposes of the Performance Goals set for the given Performance Period and specified by the Committee within the Applicable Period, unless in each case the
Committee decides otherwise within the Applicable Period; provided, that with respect to the gains and charges referred to in sections (iii) through (vi), only gains or charges that individually or as part of a series of related items exceed
$10 million are excluded.
		
		  	In all cases, Performance Goals are to be set in a manner that will satisfy any applicable requirements under Treas. Reg. Sec. 1.162-27(e)(2) (as amended from time to time). Subject to any
amendment to such regulation, such requirements include requirements that achieving Performance Goals be “substantially uncertain” at the time that they are established, that Performance Goals be defined in such a

  

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		  	way that a third party with knowledge of the relevant facts could determine whether and to what extent the Goals have been met, and such a third party could determine the maximum amount of the
resulting Award payable (subject to the Committee’s right to make Negative Discretion Adjustments).
		
		  	The Applicable Period with respect to any Performance Period for an Award means a period beginning on or before the first day of the Performance Period and ending no later than the
earlier of (i) the 90th day of the Performance Period or (ii) the date on which 25% of the Performance Period has been completed.
		
		  	Any action required under the Plan to be taken within the Applicable Period may be taken at a later date only if the provisions of Section 162(m) or the regulations thereunder are modified, or
are interpreted by the Internal Revenue Service, to permit such later date. In such event, the definition of the Applicable Period under this Plan will be deemed to be amended accordingly.
		
	 PAYMENT
 OF
AWARDS
	  	Subject to the limitations set forth in this section, Awards determined under the Plan for a Performance Period will be paid to Participants in cash no earlier than the January 1st and no later
than the March 15th of the calendar year following the end of the Performance Period to which the Awards apply, unless deferred pursuant to the Plan.
		
	CERTIFICATION 	  	No Award will be paid unless and until the Committee, based on the Company’s audited financial results for such Performance Period (as prepared and reviewed by the Company’s
independent public accountants) to the extent applicable, has certified in the manner prescribed under applicable regulations the extent to which the Performance Goals for the Performance Period have been attained and has made and exercised its
decisions regarding the extent of any Negative Discretion Adjustment of Awards for Participants for the Performance Period.
		
	DEFERRAL	  	All or any portion of the Award for any given Performance Period may be deferred under the Danaher Corporation & Subsidiaries Amended and Restated Executive Deferred Incentive
Program.
		
	 CONTINUED
 EMPLOYMENT
	  	The Committee may require that Participants for a Performance Period must still be employed as of end of the Performance Period and/or as of the later date that the Awards for the Performance
Period are communicated to be eligible for an Award for the Performance Period. Any such requirement must be established and announced within the Applicable Period, and may be subject to such exceptions as the Committee may specify within the
Applicable Period.

  

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	 FORFEITURE
 OR
PRORATION
	  	Within the Applicable Period and subject to the Committee certification required for payment of Awards, the Committee may adopt such forfeiture, proration, or other rules as it deems
appropriate, in its sole and absolute discretion, regarding the impact on Awards of a Participant’s death, Disability, or other events or situations determined by the Committee to constitute an appropriate exception to attainment of any
Performance Goal for purposes of Treas. Reg. Sec. 1.162-27(e)(2) (as amended from time to time).
		
		  	A Participant shall be considered to have a Disability if the Participant (i) is unable to engage in any substantial gainful activity by reason of any medically determinable physical or
mental impairment which can be expected to result in death or that has lasted or can be expected to last for a continuous period of not less than 12 months, or (ii) is, by reason of any medically determinable physical or mental impairment which can
be expected to result in death or that has lasted or can be expected to last for a continuous period of not less than 12 months, receiving income replacement benefits for a period of not less than 3 months under an accident and health plan covering
employees of the Participant’s employer.
		
	 NEGATIVE
 DISCRETION
 ADJUSTMENTS
	  	The Committee’s powers include the power to make Negative Discretion Adjustments, which are adjustments that eliminate or reduce (but not increase) an Award otherwise payable to a
Participant for a Performance Period. No Negative Discretion Adjustment may cause an Award to fail to qualify as “performance based compensation” under Section 162(m).
		
	 OTHER
 PLANS

	  	A Participant in this Plan may not also participate in the Company’s general bonus plans during any Performance Period if such participation would cause an Award under this Plan to fail to
qualify as “performance based” under Section 162(m).
		
		  	Awards will not be treated as compensation for purposes of any other compensation or benefit plan, program, or arrangement of the Company or any subsidiary unless and except to the extent that
the Board or the Committee determines in writing.
		
		  	Neither the adoption of this Plan nor the submission of the Plan to the Company’s shareholders for approval will be construed as limiting the power of the Board or the Committee to adopt
such other incentive arrangements as either may otherwise deem appropriate.
		
	 LEGAL
 COMPLIANCE
	  	The Company will not make payments of Awards until all applicable requirements imposed by Federal and state laws, rules, and regulations, and by any applicable regulatory agencies, have been
fully met. No provision in the Plan or action taken under it authorizes any action that Federal or state laws otherwise prohibit.

  

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		  	The Plan is intended to conform with all provisions of Section 162(m) and Treas. Reg. § 1.162-27 to the extent necessary to allow the Company a Federal income tax deduction for Awards
as “qualified performance-based compensation.”
		
		  	Notwithstanding anything in the Plan to the contrary, the Committee must administer the Plan, and Awards may be granted and paid, only in a manner that conforms to such laws, rules, and
regulations. To the extent permitted by applicable law, the Plan will be treated as amended to the extent necessary to conform to such laws, rules, and regulations.
		
	TAX WITHHOLDING	  	The Company may make all appropriate provisions for the withholding of Federal, state, and local taxes imposed with respect to Awards, which provisions may vary with the time and manner of
payment.
		
	 NONTRANSFER
 OF
RIGHTS
	  	Except as and to the extent the law requires, or as the Plan expressly provides, a Participant’s rights under the Plan may not be assigned, pledged, or otherwise transferred in any way,
whether by operation of law or otherwise or through any legal or equitable proceedings (including bankruptcy), by the Participant to any person.
		
	 BENEFICIARY
 DESIGNATIONS
	  	Each Participant may designate in a written form filed with the Committee (or another designated recipient) the person or persons (the “Beneficiary” or
“Beneficiaries”) to receive the amounts (if any) payable under the Plan if the Participant dies before the Award payment date for a Performance Period. A Beneficiary designation filed under this section will not be considered a
prohibited transfer of rights.
		
		  	A Participant may change a Beneficiary designation at any time without the Beneficiary’s consent (unless otherwise required by law) by filing a new written Beneficiary designation with the
Committee. A Beneficiary designation will be effective only if the Company is in receipt of the designation before the Participant’s death.
		
		  	If no effective Beneficiary designation is made, the beneficiary of any amounts due will be the Participant’s estate.

  

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	 AMENDMENT OR
 TERMINATION
 OF PLAN
	  	Subject to the limitations set forth in this section, the Board may amend, suspend, or terminate the Plan at any time, without the consent of the Participants or their
Beneficiaries.
		
		  	The Board or the Committee may make any amendments necessary to comply with applicable regulatory requirements, including Section 162(m) and regulations thereunder.
		
		  	The Board must submit any Plan amendment to the Company’s shareholders for their approval if and to the extent such approval is required under Section 162(m).
		
	 LIMITATIONS ON
 LIABILITY
	  	No member of the Committee and no other individual acting as a director, officer, other employee or agent of the Company will be liable to any Participant, former Participant, spouse,
Beneficiary, or any other person or entity for any claim, loss, liability, or expense incurred in connection with the Plan. No member of the Committee will be liable for any action or determination (including, but limited to, any decision not to
act) made in good faith with respect to the Plan or any Award under the Plan. If a Committee member intended to qualify as an ‘outside director’ under Section 162(m) does not in fact so qualify, the mere fact of such nonqualification will
not invalidate any award or other action made by the Committee under the Plan that otherwise was validly made under the Plan.
		
	 NO EMPLOYMENT
 CONTRACT
	  	Nothing contained in this Plan constitutes an employment contract between the Company and the Participants. The Plan does not give any Participant any right to be retained in the Company’s
employ, nor does it enlarge or diminish the Company’s right to end the Participant’s employment or other relationship with the Company.
		
	APPLICABLE LAW	  	The laws of the State of Delaware (other than its choice of law provisions) govern this Plan and its interpretation.
		
	 DURATION OF
 THE PLAN
	  	The Plan will remain effective until terminated by the Board, provided, however, that the continued effectiveness of the Plan will be subject to the approval of the Company’s
shareholders at such times and in such manner as Section 162(m) may require.
		
	 DISCLOSURE AND
 APPROVAL OF
 THE PLAN
	  	The Plan must be submitted to Company shareholders for their approval. The specific terms of the Plan, including the class of employees eligible to be Participants, the Performance Goals, and
the terms of payment of Awards, must be disclosed to the shareholders to the extent Section 162(m) requires. The shareholders must approve the Plan by a separate vote after such disclosure. If the shareholders do not approve the Plan, the Plan will
be treated as void and of no effect.

  

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	CODE SECTION 409A REQUIREMENTS	  	Notwithstanding anything to the contrary in this Plan, these provisions shall apply to any payments and benefits otherwise payable to or provided to a Participant under this Plan. For purposes
of Code Section 409A, each “payment” (as defined by Code Section 409A) made under this Plan shall be considered a “separate payment.” In addition, for purposes of Code Section 409A, payments shall be deemed exempt from the
definition of deferred compensation under Code Section 409A to the fullest extent possible under (i) the “short-term deferral” exemption of Treasury Regulation § 1.409A-1(b)(4), and (ii) (with respect to amounts paid as separation pay
no later than the second calendar year following the calendar year containing the Participant’s “separation from service” (as defined for purposes of Code Section 409A)) the “two years/two-times” separation pay exemption of
Treasury Regulation § 1.409A-1(b)(9)(iii), which are hereby incorporated by reference.
		
		  	If the Participant is a “specified employee” as defined in Code Section 409A (and as applied according to procedures of the Company and its affiliates) as of his separation from
service, to the extent any payment under this Plan constitutes deferred compensation (after taking into account any applicable exemptions from Code Section 409A), and to the extent required by Code Section 409A, no payments due under this Plan may
be made until the earlier of: (i) the first day of the seventh month following the Participant’s separation from service, or (ii) the Participant’s date of death; provided, however, that any payments delayed during this six-month period
shall be paid in the aggregate in a lump sum, without interest, on the first day of the seventh month following the Participant’s separation from service. If this Plan fails to meet the requirements of Code Section 409A, neither the Company nor
any of its affiliates shall have any liability for any tax, penalty or interest imposed on the Participant by Code Section 409A, and the Participant shall have no recourse against the Company or any of its affiliates for payment of any such tax,
penalty or interest imposed by Code Section 409A.

  

 - 9 -Exhibit 10.15

 Exhibit 10.15 
 SENIOR LEADER’S SEVERANCE PAY PLAN 
 OF DANAHER CORPORATION AND ITS AFFILIATED COMPANIES 
 PLAN AND SUMMARY PLAN DESCRIPTION 

 SENIOR LEADER’S SEVERANCE
PAY PLAN 
 OF DANAHER CORPORATION AND
ITS AFFILIATED COMPANIES 
 Table of Contents 
  

					
	 	 	 	  	Page
	 I.
	 	 Introduction
	  	1
			
	 II.
	 	 Eligibility
	  	1
			
	 III.
	 	 Calculation of Severance Pay
	  	4
			
	 IV.
	 	 Provisions Applicable to Severance Benefits
	  	5
			
	 V.
	 	 Termination or Amendment of the Plan
	  	9
			
	 VI.
	 	 How the Plan is Administered
	  	9
			
	 VII.
	 	 How to Make or Appeal a Claim
	  	9
			
	 VIII.
	 	 Other Plan Provisions
	  	11
			
	 IX.
	 	 ERISA Rights
	  	12
			
	 X.
	 	 General Information
	  	14

  

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 SENIOR LEADER’S SEVERANCE
PAY PLAN 
 OF DANAHER CORPORATION AND
ITS AFFILIATED COMPANIES 
 Plan and Summary Plan Description 
  

	I.	INTRODUCTION 

 Danaher Corporation
(the “Company”) has established this Senior Leader’s Severance Pay Plan of Danaher Corporation and its Affiliated Companies (the “Plan”) for the benefit of eligible Senior Leader employees of the Company and the
Company’s domestic (United States) affiliates (individually and collectively referred to as the “Employer”). The purpose of the Plan is to provide an eligible Senior Leader employee who is terminated under the conditions described
herein a measure of financial security while seeking new employment. 
 The Plan is an unfunded welfare benefit plan for purposes of the
Employee Retirement Income Security Act of 1974 (“ERISA”) and a severance pay plan within the meaning of United States Department of Labor regulations section 2510.3-2(b). The Plan supersedes any prior Employer severance pay plans,
programs or policies affecting eligible employees, both formal and informal. This document serves as both the Plan document and the Summary Plan Description for the Plan for all purposes under ERISA. 
 Nothing in this Plan is to be read or interpreted as changing the Employer policy that all covered employees are employed at will, and the Employer
continues to retain the absolute right and power to terminate any employee with or without good cause and with or without prior notice. Furthermore, nothing contained in this Plan confers any right or guarantee of continued employment on any
employee. No one has any authority to make any promises or commitments changing this employment at will policy, unless clearly set forth in a written employment agreement specifically designated as such and signed by an authorized officer of the
Employer. 
  

	II.	ELIGIBILITY 

  

	 	A.	Eligible Employees 

 Regular full-time salaried
employees of domestic (U.S.) Employer locations who meet one of the following requirements (an “eligible employee”) shall be eligible for severance pay under this Plan under certain conditions: 
  

	 	1.	The employee is a president of a U.S. operating Employer with annual revenue of at least $100 million, or is a management employee who is a direct report to such a president
employee; or 

  

	 	2.	The employee is employed by an Employer in a capacity considered to be the equivalent of a more senior role than “president employees” described in Item 1 above (for
example, Danaher Corporation Executive Officers, Corporate Officers, Executive Vice Presidents, Senior Vice Presidents, Group Executives, etc.) or is a management employee who is a direct report to employees in such a senior leadership role.

  

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 Eligible employees will be eligible for benefits under the Plan if their employment is permanently
terminated due to: 
  

	 	1.	a reduction in the Employer’s workforce or a plant closing; 

  

	 	2.	elimination of their jobs or positions; 

  

	 	3.	termination by the Employer prior to and in connection with a sale or divestiture of the Employer, or any division, business unit, plant or office location of the Employer, where
the employees affected are not offered continuing or new employment by the purchaser or the Employer and do not leave prior to the termination date selected by the Employer; or 

  

	 	4.	the Employer’s determination that they are unsuited for their position, and/or their performance, though well-intentioned, does not meet the Employer’s standards. Despite
this provision, employees terminated for “cause” (see definition in Section II.B below) are not eligible for benefits under this Plan. 

 For purposes of the Plan, a “full-time” employee is one regularly scheduled to work 30 or more hours per week. 
 The Plan does not apply to part-time employees (employees regularly scheduled to work less than 30 hours per week), temporary employees, independent contractors, consultants, individuals performing services for the
Employer who have entered into an independent contractor or consulting agreement with the Employer, or leased workers or personnel of the Employer. In particular, individuals not treated as employees by the Employer on its payroll records are
excluded from participation even if a court or administrative agency determines that such individuals are employees and not independent contractors. 
 The decision as to whether or not an employee is eligible for severance is solely within the Plan Administrator’s discretion. 
  

	 	B.	Employees Ineligible to Receive Benefits 

 An
otherwise eligible employee shall not be eligible for severance pay or benefits under the Plan if the Plan Administrator determines, in its sole discretion, that: 
  

	 	1.	 the employee voluntarily quits or is discharged for cause, as determined by the employee’s Employer in its sole discretion (“cause” for purposes of
the Plan means: (i) the employee’s dishonesty, fraud, misappropriation, embezzlement, willful misconduct or gross negligence with respect to the Employer, or any other action in willful disregard of the interests of the Employer;
(ii) the employee’s conviction of, or pleading guilty or no contest to (1) a felony, (2) any misdemeanor (other than a traffic violation), or (3) any other crime or activity that would impair the employee’s ability to
perform duties or impair the business 

  

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reputation of the Employer; (iii) the employee’s willful failure or refusal to satisfactorily perform any duties assigned to the employee;
(iv) the employee’s failure or refusal to comply with Company standards, policies or procedures, including without limitation the Company’s Standards of Conduct as amended from time to time; (v) the employee’s violation of
any restrictive covenant agreement with an Employer, (vi) the employee’s engaging in any activity that is in conflict with the business purposes of the Employer, as determined in the Employer’s sole discretion), or (vii) a
material misrepresentation or a breach of any of the employee’s representations, obligations or agreements under this Agreement); 

  

	 	2.	the employee voluntarily elects early or normal retirement; 

  

	 	3.	the employee terminates employment by reason of death; 

  

	 	4.	the employee terminates employment under circumstances that entitle the employee to receive long term disability benefits; 

  

	 	5.	the employee’s position is eliminated by the Employer, but the employee is offered and refuses the same or a substantially similar position at comparable base salary and
comparable annual target incentive compensation at the same location or within commuting distance of his or her home (defined as 35 miles from his or her residence, or his or her current commute, whichever is greater); 

  

	 	6.	the employee’s employment with the Employer is terminated, but the employee is offered and refuses the same or a substantially similar position at comparable base salary and
comparable annual target incentive compensation at the same location or within commuting distance of his or her home (defined as 35 miles from his or her residence, or his or her current commute, whichever is greater) by an entity purchasing the
Employer or any division, business unit, plant or office location of the Employer, which employs such employees; 

  

	 	7.	the employee’s employment with the Employer ends after this Plan has been terminated; or 

  

	 	8.	the employee has been informed of the termination of his or her employment, but the employee leaves employment with the Employer before a date authorized by the Employer.

  

	 	C.	Multiple Severance Arrangements 

 In the event an
otherwise eligible employee is covered by an authorized individual written employment, noncompetition or severance agreement that provides for the payment of severance pay, noncompete pay or other termination or post-termination pay, whether in the
form of weeks or months of pay or a flat dollar amount, the terms of such other arrangement shall be honored in terms of the time and form and amount of pay, but such other pay (of whatever nature) shall not be duplicative of severance pay under
this Plan. In such event, no such duplicate payment shall be made from this Plan. In the 

  

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event this Plan provides severance pay in excess of the amount payable under such other arrangement (or provides for severance benefits not available under
such other arrangement, such as subsidized COBRA continuation benefits), then only the additional severance pay (or benefits) shall be made under the Plan in accordance with the payment schedule otherwise set forth under this Plan. For example, if
an employee with twenty-four (24) years of service is entitled to thirty (30) weeks of noncompete pay in a lump sum payment under the terms of an individual employment agreement (but no subsidized COBRA continuation), and is entitled to
forty-eight (48) weeks of severance pay under this Plan, then such employee shall receive thirty (30) weeks of noncompete pay in a lump sum payment in accordance with the terms of the individual employment agreement, and shall receive the
remaining eighteen (18) weeks of severance pay under this Plan beginning with week thirty-one (31) from the date benefits under this Plan would otherwise begin. Such employee would also be entitled to subsidized COBRA continuation for the
full 48 weeks under the Plan, as described in Section IV.C. below. 
  

	III.	CALCULATION OF SEVERANCE PAY 

  

	 	A.	Severance Pay 

 The amount of the benefits an
eligible employee will receive will be based on his or her base salary at the time he or she is notified of termination. Any performance/merit reviews that are pending, in process, or “past due” will not affect the amount of the severance
benefits. For purposes of calculating “salary” for commission sales representatives, the base salary will be based on the employee’s total earnings (salary plus commission) for the twelve-month period preceding the commencement of any
severance pay. If the terminating employee’s length of service is less than twelve months, severance pay will be based on the terminating employee’s pro rata earnings during the term of employment. 
  

	 	B.	Amount of Severance Pay 

 Employees are not entitled
to any severance pay or benefits under the Plan unless they sign (and do not later revoke) a Separation and General Release Agreement (discussed below). 
 Eligible employees who sign (and do not later revoke) a Separation and General Release Agreement within the allotted timeframe shall be entitled to receive severance pay under the Plan equal to a minimum amount of
three months of annual base salary, plus one month of annual base salary for each year of service. The maximum amount of severance pay an eligible employee can receive under this Plan is 12 months of annual base salary. Years of service are
calculated in full years as of the date of termination based on the most recent anniversary date, as determined by the Employer’s personnel records. 
 The Company may, in its sole discretion, provide additional benefits to a Plan participant, or make available additional or other forms of severance pay or benefits. In the event any benefit paid to a participant
under the Plan constitutes “deferred compensation” for purposes of Internal Revenue Code Section 409A (“Section 409A”), all payments to such participant shall be paid as provided in Section IV.G. below. 
  

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	IV.	PROVISIONS APPLICABLE TO SEVERANCE BENEFITS 

  

	 	A.	Method of Severance Payments – Severance payments will be made only if the Employer receives a signed Separation and General Release Agreement from the eligible employee
no later than 21 days after his or her termination of employment if the eligible employee is age 40 and older and no later than 14 days after the eligible employee’s termination of employment if he or she is age 39 and younger. If the
termination of employment is part of an exit incentive or other employment termination program for a group or class of employees, then the Employer must receive the signed Separation and General Release Agreement from an eligible employee age 40 and
older no later than 45 days after his or her termination of employment (14 days after termination of employment in the case of an eligible employee age 39 and younger). If the eligible employee age 40 and older has not revoked the Separation and
General Release Agreement, payment will begin on the next regular pay date following 10 days after the Employer receives the signed Separation and General Release Agreement. Severance payments to eligible employees shall be paid in accordance with
the Employer’s customary payroll practices for the Employer’s full and partial pay periods until the total severance is paid. Severance pay is subject to any federal, state and local tax deductions and withholding.

  

	 	B.	Rehire and Calculation of Years of Service – Severance benefits will cease upon an eligible employee’s rehire with any Employer. If a rehired employee is later
separated from service and again eligible for benefits under the Plan, severance pay for the employee’s years of service is payable only once. If any employee is separated, paid the maximum amount of severance pay to which he was entitled under
the Plan and is later rehired, that employee will begin to accumulate years of service for any subsequent severance pay under the Plan only from the date of rehire. To the extent an employee begins receiving severance pay under the Plan but is
rehired before the entire benefit is paid, the severance pay will cease as of the rehire date, and the employee will be credited with the years of service for which he did not receive severance pay for purposes of calculating any subsequent
severance pay under the Plan. (For example, if an eligible employee is entitled to ten weeks of severance pay for five years of service, but is rehired after six weeks of severance has been paid, that employee would not be credited with three years
of service as of his rehire date for purposes of calculating any later severance pay that could become payable under the Plan. The employee would be credited with the two years of service for which no severance benefit had been paid.)

  

	 	C.	 Benefit Continuation - The number of weeks during which the eligible employee is entitled to severance pay is called the “Severance Period.” An
employee eligible for severance payments who is enrolled in one or more of the following programs under the Danaher Corporation and Subsidiaries Medical Plan, Dental 

  

 -5- 

	 	 
Plan or Vision Plan (“Danaher Corporation Welfare Benefit Plans”) shall be given the opportunity to continue enrollment and coverage in such
programs during the Severance Period at the same cost as active employees in positions similar to that held by the eligible employee at termination: 

  

	 	•	 	 Medical 

  

	 	•	 	 Prescription Drug 

  

	 	•	 	 Dental 

  

	 	•	 	 Vision 

 For purposes of medical,
prescription drug, dental and vision coverage, the coverage shall be provided under Section 4980B(f) of the Internal Revenue Code (“COBRA”) for the maximum COBRA coverage period available, subject to all conditions and limitations
(including payment of premiums) of COBRA. If the eligible employee or one or more covered dependents elect COBRA coverage, the Company shall pay the Company portion of the COBRA coverage during the Severance Period, and the eligible employee shall
continue to pay the active employee rate. Upon the expiration of the Severance Period, the employee shall be responsible for paying the full cost of the COBRA coverage (including a two percent administration charge) for the balance of the maximum
COBRA coverage period. 
 The appropriate deductions for such COBRA coverage will be made by the Payroll Department on an after-tax basis
during the duration of the Severance Period. If the employee contribution rates for such coverage change for employees generally during the Severance Period, the change in rates will apply to individuals receiving severance payments. 
 Enrollment in all other Employer benefits, including the Danaher Corporation & Subsidiaries Disability Plan and the Danaher
Corporation & Subsidiaries Life Insurance Plan shall cease on the employee’s last day of work and will not remain in effect during the Severance Period. (Note: You may be entitled to certain COBRA and reimbursement rights for your
Health Care Flexible Spending Account. Certain reimbursements from your Dependent Care Flexible Spending Account may also be available. Contact Human Resources for details.) Severance pay does not constitute compensation for purposes of any Company
or Employer 401(k) Plan or any other plan. All contributions to the Danaher Corporation or Employer 401(k) Plan on behalf of the individual receiving severance under the Plan will cease on the employee’s last day of work and any elections to
contribute to that plan will not remain in effect during the Severance Period. 
  

	 	D.	Vacation - An employee shall receive vacation pay for any earned and unused vacation pay in accordance with the applicable Employer’s Vacation Policy then in effect.
Vacation benefits are not earned or accrued during the Severance Period. 

  

 -6- 

	 	E.	Mandated Payments - The severance pay available under this Plan is the maximum amount an eligible employee is entitled to receive in the event of involuntary termination of
employment. To the extent that a federal, state or local law may mandate the Employer to make a payment to an eligible employee because of involuntary termination of employment or in accordance with a plant closing law, the severance pay available
under the Plan shall be reduced by the amount of such mandated payment. In no event, however, will your severance pay under this Plan be less than three (3) months of severance pay. The period of your subsidized COBRA coverage is reduced in the
same way. 

  

	 	F.	Separation and General Release Agreement - To receive severance pay and benefits under the Plan, an eligible employee must sign a Separation and General Release Agreement in
a form prepared by the Company, and this Separation and General Release Agreement shall have the effect of waiving and releasing all legally waivable claims or lawsuits against the Employer and its affiliates, its and their respective officers,
directors, agents, representatives and employees based on any facts occurring prior to the time of the effective date of the release. An eligible employee age 40 and older will have 21 days (45 days in cases of group termination) to consider the
Separation and General Release Agreement. An eligible employee age 39 and younger will have 14 days to consider the Separation and General Release Agreement. Eligible employees are advised of their right to contact an attorney of their choice at
their own expense to review the Separation and General Release Agreement if they so desire. The eligible employee must then submit a signed Separation and General Release Agreement to the Plan Administrator (or its delegate) within the time
specified by the Plan Administrator. 

 An eligible employee age 40 and older may revoke a signed Separation and General Release
Agreement within seven (7) days of signing the Separation and General Release Agreement (within fifteen (15) days for Minnesota employees age 40 and older). An eligible employee age 39 and younger cannot revoke a signed Separation
Agreement and General Release. Any revocation by an eligible employee age 40 and older must be made in writing and must be received by the Plan Administrator within such revocation period. An eligible employee who timely revokes the Separation and
General Release Agreement shall not be eligible to receive severance pay or continued health and life insurance benefits under this Plan. An eligible employee who revokes his or her signature on a Separation and General Release Agreement is required
to reimburse the Employer for any pay and benefits provided under this Plan prior to the revocation, including severance pay received and premiums for participation in the Danaher Corporation Welfare Benefit Plans. The Employer reserves all remedies
available to it at law for the recovery of such amounts. 
  

	 	G.	Section 409A Restrictions - Section 409A places certain restrictions on when severance pay may be distributed if the eligible employee is considered a
“specified employee” under Section 409A (generally, “specified employees” are the 50 highest-paid employees of the Company in a given year) and the severance pay is considered “deferred compensation” under
Section 409A. Not all severance pay under this Plan, however, is considered deferred compensation for these purposes. 

  

 -7- 

	 	(1)	Any payments provided under the Plan on or before March 15th of the calendar year following the eligible employee’s “separation of service” (as defined by
Section 409A) will be treated as a short-term deferral under Treasury Regulation § 1.409A-1(b)(4) and not deferred compensation under Section 409A. 

  

	 	(2)	If any payments are provided to an eligible employee under the Plan after March 15th of the calendar year following the eligible employee’s “separation of
service” (as defined by Section 409A), then to the extent the total of such payments does not exceed the limit provided under the Section 409A exemption for involuntary separation pay, such payments will be considered separation pay
due to involuntary separation from service under Treasury Regulation § 1.409A-1(b)(9)(iii) and not deferred compensation under Section 409A. 

  

	 	(3)	If the eligible employee is entitled to additional payments under the Plan that are not described in subsections (1) or (2) above, and the eligible employee is considered
a “specified employee” under Section 409A (as applied according to Company procedures), such payments will not be made until the earlier of (a) the first day of the seventh month following the date of the eligible employee’s
“separation from service” (as defined by Section 409A), or (b) the eligible employee’s death. Any delayed payments will be paid in the aggregate in a lump sum, without interest, on the first day of the seventh month
following the date of the eligible employee’s “separation from service” (as defined by Section 409A). 

  

	 	(4)	For purposes of Section 409A, each “payment” (as defined by Section 409A) made under this Plan is considered a “separate payment.”

  

	 	H.	Death Benefits – In the event an eligible employee dies before receiving all of the severance pay otherwise payable to the eligible employee under the Plan, the remaining
balance of the deceased eligible employee’s severance pay shall be payable to the deceased eligible employee’s then living spouse. If no spouse survives the eligible employee, then the remaining balance will be paid to the deceased
eligible employee’s estate. Such payment shall be made in a single lump sum within 30 days of the date of the eligible employee’s death. 

  

	 	I.	Interrupted or Terminated Payroll Deductions for COBRA Continuation Coverage – In the event that payroll deductions for payment of COBRA Coverage is disrupted or terminated
(e.g., based on the application of Section 4.G or Section 4.H of this Plan), payment for the full cost of any COBRA continuation coverage shall be the sole responsibility of the eligible employee or the eligible employee’s
surviving spouse or other dependent during the period of disruption or after termination of payroll deductions and any portion of Company premium contribution due under this Plan shall be reimbursed to the eligible employee or the eligible
employee’s surviving spouse in a lump sum payment as soon as practicable. 

  

 -8- 

	V.	TERMINATION OR AMENDMENT OF THE PLAN 

 Eligible employees do not have any vested right to severance pay under this Plan. The Plan is intended to be a continuing part of the Company’s
benefits program. However, the Company retains the right to amend the Plan at any time in any and all respects, to terminate the Plan in its entirety, or to exclude participation by the employees of certain Employers, at the Company’s sole
discretion and without prior consent of the participants. Any such amendment or termination of the Plan shall be effected by a written instrument signed by the Vice President of Human Resources of Danaher Corporation, without need of any resolution
of the Board of Directors of Danaher Corporation or any Employer. 
  

	VI.	HOW THE PLAN IS ADMINISTERED 

 The Company is the “Plan Administrator” of the Plan and the “named fiduciary” within the meaning of such terms as defined in ERISA.
The Company has delegated the authority to decide initial claims for benefits under this Plan to the Company’s Benefits Committee. The Company has delegated the authority to make final determinations on appeals of denied claims under this Plan
to the Corporate Vice President – Human Resources. 
 The Plan Administrator or its delegate shall have the discretionary authority to
determine eligibility for Plan benefits and to construe the terms of the Plan, including the making of factual determinations. Benefits under the Plan shall be payable only if the Plan Administrator or its delegate determines, in its sole
discretion, that an eligible employee is entitled to them. The decisions of the Plan Administrator or its delegate shall be final and conclusive with respect to all questions concerning the administration of the Plan. The Company may, in its sole
discretion, provide additional benefits to a Plan participant, or make available additional or other forms of severance pay or benefits. 
 The Plan Administrator may delegate to other persons responsibilities for performing certain of the duties of the Plan Administrator under the terms of the Plan and may seek expert advice as the Plan Administrator deems reasonably necessary
with respect to the Plan. The Plan Administrator shall be entitled to rely upon the information and advice furnished by such persons and experts, unless actually knowing such information and advice to be inaccurate or unlawful. 
  

	VII.	HOW TO MAKE OR APPEAL A CLAIM 

  

	 	A.	 Making a Claim for Severance Benefits - Generally, eligible employees do not need to make a claim for benefits under the Plan to receive Plan benefits (other
than completing the Separation and General Release Agreement to obtain severance pay and benefits). However, if an employee believes he is entitled to 

  

 -9- 

	 	 
benefits, or to greater benefits than are paid under the Plan, the employee may file a claim for benefits with the Company’s Benefits Committee. The
Benefits Committee will either accept or deny the claim, and will notify the claimant of acceptance or denial of the claim within a reasonable period of time after receipt of the claim by the Benefits Committee. 

 For purposes of this section, a period of time will be deemed to be unreasonable if it exceeds 90 days after receipt of the claim by the Benefits
Committee unless special circumstances require an extension of time for processing the claim. If such an extension of time for processing is required, written notice of the extension shall be furnished to the claimant prior to the termination of the
initial 90-day period. In no event shall such extension exceed a period of 90 days from the end of such initial period. The extension notice shall indicate the special circumstances requiring an extension of time and the date by which the Benefits
Committee expects to render a decision. 
 The Benefits Committee shall provide to every claimant who is denied a claim for benefits written
notice setting forth in a manner calculated to be understood by the claimant: 
  

	 	(1)	the specific reason or reasons for the denial; 

  

	 	(2)	specific reference to pertinent Plan provisions on which the denial is based; 

  

	 	(3)	a description of any additional material or information necessary for the claimant to perfect the claim and an explanation of why such material or information is necessary;

  

	 	(4)	appropriate information as to the steps to be taken if the claimant wishes to submit a claim for review; and 

  

	 	(5)	a statement of the claimant’s right to bring a civil action under Section 502(a) of ERISA following a denial of the claim on review. 

  

	 	B.	Appealing a Denied Claim - A claimant who does not agree with the decision of the Benefits Committee may appeal to the Corporate Vice President – Human Resources. A
claimant may: 

  

	 	(1)	request a review upon written application; 

  

	 	(2)	receive copies of all documents, records and other information relevant to the claim upon request and free of charge (including items used in the determination, even if not relied
upon in making the final determination, and items demonstrating consistent application and compliance with this Plan’s administrative processes and safeguards); and 

  

 -10- 

	 	(3)	submit comments, documents, records and other information relating to the claim, even if the information was not submitted or considered in the initial determination, in writing.

 The claimant must file any request for review of a denied claim within 60 days after receipt by the claimant of written
notification of denial of a claim. 
 A decision by the Corporate Vice President – Human Resources shall be made promptly, and shall not
ordinarily be made later than 60 days after the Corporate Vice President – Human Resources’ receipt of a request for review unless special circumstances require an extension of time for processing, in which case a decision shall be
rendered as soon as possible, but not later than 120 days after receipt of a request for review. If such an extension of time for review is required because of special circumstances, written notice of the extension shall be furnished to the claimant
prior to the commencement of the extension. 
 The Corporate Vice President – Human Resources will notify the claimant of its decision in
writing. This notice will include specific reasons for the decision, written in a manner to be understood by the claimant, as well as specific references to the pertinent plan provisions on which the decision is based. If the claim is denied, the
notice will also include a statement that the claimant is entitled to receive, upon request and free of charge, copies of all documents, records or other information relevant to the claim and a statement of the claimant’s right to bring a civil
action under Section 502(a) of ERISA. 
  

	VIII.  	OTHER PLAN PROVISIONS 

  

	 	A.	No Assignment - Severance pay payable under the Plan shall not be subject to alienation, pledge, sale, transfer, assignment, attachment, execution or encumbrance or any kind
and any attempt to do so shall be void, except as required by law. 

  

	 	B.	Recovery of Payments Made By Mistake - An eligible employee shall be required to return to the Employer any severance pay, or portion thereof, made by a mistake of fact or
law, or contrary to the terms of the Plan (for example, if an eligible employee receiving severance pay obtains new employment, but does not timely notify the Plan Administrator), and the Employer shall have all remedies available at law for the
recovery of such amounts. 

  

	 	C.	No Representations Contrary to the Plan - No supervisor, manager, employee, officer, or director of the Employer has the authority to alter, vary or modify the terms of the
Plan, other than through authorized written amendment as provided in Section V. No verbal or written representations contrary to the terms of the Plan and its written amendments shall be binding upon the Plan, the Plan Administrator or the Employer.

  

	 	D.	Plan Funding - No eligible employee shall acquire by reason of the Plan any right in or title to any assets, funds, or property of the Employer. Any severance pay benefits
which become payable under the Plan are unfunded obligations of the Employer and shall be paid from the general assets of the Employer. No employee, officer, director or agent of the Employer guarantees in any manner the payment of Plan severance
pay. 

  

 -11- 

	 	E.	Severability - If a provision of the Plan is found, held or deemed by the Plan Administrator or a court of competent jurisdiction to be void, unlawful or unenforceable under
any applicable statute or other controlling law, the provision shall be severed from the Plan and the remainder of the Plan shall continue in full force and effect. 

  

	 	F.	Return of Employer Property - Except as otherwise permitted by the Employer in writing, all Employer property (i.e., keys, credit cards, documents and records, identification
cards, computers and business equipment, car/mobile telephones, parking stickers, etc.) must be returned by an eligible employee as of his or her date of termination of employment from the Employer in order for the eligible employee to commence
receiving severance pay under the Plan. 

  

	IX.	ERISA RIGHTS 

 Participants in the
Plan are entitled to certain rights and protection under the Employee Retirement Income Security Act of 1974 (“ERISA”). ERISA provides that all Plan participants shall be entitled to: 
 Receive Information About the Plan and Benefits 
  

	 	•	 	 Examine, without charge, at the Plan Administrator’s office, all documents governing the Plan, and a copy of the latest annual report (Form 5500 Series) filed
by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration. 

  

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

  

	 	•	 	 Receive a summary of the Plan’s annual financial report (if any). The Plan Administrator may be required by law to furnish each participant with a copy of this
summary annual report. 

 Prudent Actions of Fiduciaries 
 In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are responsible for the operation of the Plan. The people
who operate the Plan, called “fiduciaries” of the Plan, have a duty to do so prudently and in the interest of Plan participants and beneficiaries. No one, including the Employer or any other person, may fire or otherwise discriminate
against a Plan participant under the Plan or prevent the participant from obtaining a Plan benefit or exercising a right under ERISA. 
  

 -12- 

 Enforcing Rights 
 If the claim for a Plan benefit is denied or ignored, in whole or in part, a participant has a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any
denial, all within certain time schedules. 
 Under ERISA, there are steps a participant can take to enforce the above rights. For instance,
if the participant requests a copy of the Plan documents or the latest annual report from the Plan Administrator and does not receive them within 30 days, the participant may file suit in a federal court. In such case, the court may require the Plan
Administrator to provide the materials and pay the participant up to $110 a day until the participant receives the materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator. 
 If the participant has a claim for benefits which is denied after exhaustion of the appeal process, or is ignored, in whole or in part, the participant
may file suit in a state or federal court. If it should happen that Plan fiduciaries misuse the Plan’s money, or if a participant is discriminated against for asserting the participant’s rights, the participant may seek assistance from the
U.S. Department of Labor, or file suit in a federal court. The court will decide who should pay court costs and legal fees. If the participant is successful, the court may order the person the participant sued to pay these costs and fees. If the
participant loses, the court may order the participant to pay these costs and fees, for example, if it finds the claim is frivolous. 
 Assistance with Questions 
 If a participant has any questions about the Plan, the participant should contact the Plan
Administrator. If a participant has any questions about this statement or about rights under ERISA, or if needs assistance in obtaining documents from the Plan Administrator, the participant should contact the nearest office of the Employee Benefits
Security Administration, U.S. Department of Labor, listed in the telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue, N.W.,
Washington, D.C. 20210. Participants may also obtain certain publications about participant rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. 
  

 -13- 

	X.	GENERAL INFORMATION 

  

			
	Plan Name:	  	Senior Leader’s Severance Pay Plan of Danaher Corporation and its Affiliated Companies
		
	Type of Plan:	  	The Plan is an unfunded severance pay plan, which is a welfare benefit plan under ERISA
		
	Plan Number:	  	530
		
	Plan Sponsor:	  	 Danaher Corporation
 2099 Pennsylvania Avenue,
12th Floor
 Washington, D.C. 20006
 Telephone: (202) 828 0850

		
	 Plan Sponsor’s Employer
 Identification
Number:
	  	59-1995548
		
	Plan Administrator – Initial Claims:	  	 Danaher Corporation
 Attention: Benefits Committee

 c/o Vice President – Benefits
 2099 Pennsylvania Avenue,
12th Floor
 Washington, D.C. 20006
 Telephone: (202) 828-0850

		
	Plan Administrator – Appeals	  	 Danaher Corporation
 Attention: Corporate Vice
President –
 Human Resources
 2099 Pennsylvania Avenue, 12
th Floor
 Washington, D.C. 20006
 Telephone: (202) 828-0850

		
	Agent for Service of Legal Process:	  	 Danaher Corporation
 Legal Department
 Attention: General Counsel
 2099 Pennsylvania Avenue, 12th Floor
 Washington, D.C. 20006
 Telephone: (202) 828-0850

		
	Plan Year	  	Calendar year

  

 -14-

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