Document:

EXHIBIT 10.334

AMENDMENT NO. 8 TO

AGREEMENT

 

This Amendment No. 8 (“Amendment No. 8”) is entered into effective as of February 8,
2006 (the “Amendment Effective Date”),
pursuant to and amending that certain Agreement between Gen-Probe Incorporated,
a Delaware corporation (“Gen-Probe”) and
Chiron Corporation, a Delaware corporation (“Chiron”).
Capitalized terms used but not defined herein shall have the meanings set forth
in the Agreement.

 

Recitals

 

A.                                   The
parties entered into the Agreement as of June 11, 1998 pursuant to which,
among other things, the parties described their respective rights and
obligations with respect to the development, manufacture, marketing and
distribution of Products in the Blood Screening and Clinical Diagnostic Fields.

 

B.                                     The
Agreement has been previously amended and supplemented by further written
agreements of the parties.

 

C.                                     Subsequent
to the execution of the Agreement, Chiron assigned its rights and obligations
with respect to Clinical Diagnostic Products to Chiron Diagnostics Corporation
(“CDC”), and sold the common stock of CDC to Bayer Corporation (CDC, Bayer
Corporation, and Bayer Corporation’s affiliates being collectively referred to
as “Bayer”). Chiron retained all rights and obligations under the Agreement
with respect to Blood Screening Products. This amendment is effective as
between Chiron and Gen-Probe with respect to Blood Screening Products only, and
nothing herein shall affect any rights or obligations of Gen-Probe or Bayer
with respect to Clinical Diagnostic Products.

 

D.                                    Gen-Probe
has previously developed an end-point detection assay for the quantitative
detection of hepatitis C virus (the “End-Point HCV QC Assay”), to be used as a
quality control assay in connection with the development and manufacture of
Blood Screening Assays for HCV and Clinical Diagnostic Assays for HCV pursuant
to the Agreement.

 

E.                                      As
part of its continuous improvement program, Gen-Probe has commenced
development of a next generation quality control assay using real time
detection technology (the Real Time HCV QC Assay).

 

Agreement

 

NOW, THEREFORE, for and in consideration of the mutual
covenants and agreements set forth in this Amendment No. 8, the parties
agree as follows:

 

1.                                       Unless
otherwise stated herein, all capitalized terms shall have the meaning set forth
in the Collaboration Agreement.

 

1

 

2.                                       For
the avoidance of doubt, Chiron agrees that Gen-Probe’s development of the Real
Time HCV QC Assay for use as a quality control assay, to be used for the
development and manufacture of Blood Screening Assays for use in the Blood
Screening Field, is authorized by and pursuant to section 3.1.5(a) and
section 3.2.6(a) of the Collaboration Agreement, and Chiron hereby
expressly consents to the development of the Real Time HCV QC Assay for use in
the Blood Screening Field.

 

3.                                       Nothing
herein shall be construed as a license to develop or manufacture any product
for use in the Clinical Diagnostic Field. Gen-Probe agrees that it will not
undertake any development activities with respect to the Real Time HCV QC Assay
that are unique and specific to the use of such assay in the Clinical
Diagnostic Field without the express written consent of Bayer HealthCare LLC. By
way of example and not of limitation, Gen-Probe agrees that it will not
undertake any clinical studies, clinical trials, or regulatory submissions for
clinical diagnostic use of the Real Time HCV QC Assay without the express
written consent of Bayer HealthCare LLC. Chiron shall have reasonable rights of
inspection and audit to assure Gen-Probe’s compliance with this paragraph.

 

4.                                       This
Amendment No. 8 shall not be interpreted to suggest that the development
and use of the Real Time HCV QC Assay, for use solely as a quality control
assay in connection with the manufacture of Clinical Diagnostic Assays, is
either authorized or not authorized pursuant to section 4.1.5(a) of
the Collaboration Agreement.

 

5.                                       Except
as is expressly set forth in this Amendment No. 8, all other terms and
conditions of the Agreement shall continue in full force and effect.

 

6.                                       This
Amendment No. 8 may be executed in counterparts, each of which shall
be an original, and all of which together shall constitute one and the same
instrument.

 

IN
WITNESS WHEREOF, the parties have caused this Amendment No. 8 to be
executed and the persons signing below warrant that they are duly authorized to
sign for and on behalf of the respective parties.

 

 

	
  Gen-Probe:
  

  	
   

  	
  Chiron:
  

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  GEN-PROBE
  INCORPORATED,

  a Delaware corporation    

  	
   

  	
  CHIRON
  CORPORATION,

  a Delaware corporation 

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  By:

  	
  /s/ Henry L.
  Nordhoff

  	
   

  	
   

  	
  By:

  	
  /s/ Gene W.
  Walther

  	
   

  	
   

  
	
  Its: President &
  Chief Executive Officer

  	
   

  	
  Its: President,
  Chiron Blood Testing 

  	
   

  
	
  Date: February 22,
  2006

  	
   

  	
  Date: February 10,
  2006

  	
   

  
								

 

2Exhibit
10.507

 

CHIRON CORPORATION

EXECUTIVE OFFICER SEVERANCE PLAN

(As Amended Effective December 1, 2005)

 

The
purpose of this Chiron Corporation Executive Officer Severance Plan is to
assist full-time executive employees who are in Salary Grades E3 and above, as
may be adjusted from time to time (excluding the President and Chief Executive
Officer) (the “Executive Employees”), who as a result of workforce reduction or
job elimination, lose their positions with the Corporation or any of its
subsidiaries (each referred to as a “Chiron Company”) which is at the time of
termination designated as a Participating Company in Exhibit A, as
attached hereto from time to time (each referred to as a “Participating Company”).
This plan applies only to U.S.-based Executive Employees.

 

The
plan is effective for terminations of employment that occur on or after
December 1, 2003. The plan was amended effective December 1, 2005 to comply
with the provisions of Section 409A of the Internal Revenue Code (the “Code”). The
plan is intended to comply with the provisions of Code Section 409A and shall
be administered and operated in conformity with those provisions and applicable
Treasury Regulations.

 

ELIGIBILITY

 

If you
are an Executive Employee of a Participating Company, you will be eligible for
executive severance pay if your active employment is involuntarily terminated
by your employer because of a workforce reduction or a job elimination on or
after December 1, 2003 and before this plan is terminated. Except to the extent
that severance is required by statute, this voluntary executive severance pay
plan is in consideration of your signing a separation agreement and release
which releases Chiron from any legal claims you may have against Chiron
Companies, and their employees and agents.

 

You
are not eligible for Executive Employee severance pay under the plan if:

 

1.                                       You
voluntarily terminate employment, unless you already received notice of a
qualifying involuntary termination and Chiron determines in its sole discretion
that earlier voluntary termination is in the best interests of Chiron;

 

2.                                       You
are discharged for reason other than workforce reduction or job elimination
(including, but not limited to, poor performance, gross negligence or cause
(including, but not limited to, any act of dishonesty, willful misconduct,
fraud or embezzlement or any unauthorized disclosure of confidential
information or trade secrets or violation of company policy or rules), whether
or not you had already received notice of a qualifying termination;

 

3.                                       You
either continue employment or are offered and decline employment with a Chiron
Company or any employer that acquires all or any portion of the assets or
operations of a Chiron Company or ceases to be a Chiron Company;

 

1

 

4.                                       You
are covered by any other severance pay plan or arrangement or by an employment
agreement, unless and to the extent that Chiron agrees in writing; provided
that in no event will benefits be payable under this plan to the extent that
they would duplicate benefits payable under such other plan, arrangement or
agreement.

 

5.                                       You
are on a leave of absence (including disability leave), except to the extent
permitted by Chiron in its sole discretion, or you die before you receive a
severance payment under the plan;

 

6.                                       You
are not classified by a Participating Company as an Executive Employee (whether
or not such classification is subsequently deemed proper by a government agency
or court); or

 

7.                                       You
are employed by a Chiron Company or a work unit that the Plan Administrator
determines is not covered by the Plan.

 

HOW THE PLAN WORKS

 

Executive
Employees covered under the plan will receive eight (8) weeks of paid advance
notice of a qualifying termination. The notice may be working or non-working,
at the discretion of the supervisor; however, at least 6 weeks must be
non-working. Termination of employment occurs at the end of this advance notice
period. Following termination, a qualifying participant who properly executes a
release of claims against Chiron Companies and their employees and agents in
the form provided by Chiron will receive the following benefits:

 

1.                                       Cash
Severance Amount. Cash severance will be paid equal to 6 weeks base salary
and bonus per year of service. However, the total period of advance notice and
severance will not be less than 26 weeks and cannot be longer than 2 years. The
rate of severance pay will be determined by dividing annual base salary by 52
to determine the amount of weekly salary and adding target bonus divided by 52.

 

Base
salary is calculated at the annualized rate paid for the
payroll period immediately before the Executive Employee’s notice of
termination, including any pre-tax amount the Executive Employee elected to
have contributed to a 401(k) plan or to a Section 125 plan.

 

Bonus
is the Executive Employee’s target Annual Incentive Plan (‘AIP”) bonus
applicable for the period immediately before the Executive Employee’s notice of
termination.

 

A year
of service means each 12 month period of employment with a Participating
Company, beginning with the Executive Employee’s most recent hire date. Years
of service will not include service with a company before it becomes a
Participating Company unless otherwise specified by Chiron.

 

2.                                       Election
Between Lump Sum and Continuation of Salary and Benefits. An Executive
Employee who qualifies for severance benefits may elect (in accordance with the
provisions of 

 

2

 

Paragraph 3 below) to
receive those benefits either in a lump sum following termination of employment
or in the form of salary continuation pursuant to the Participating Company’s
normal payroll practice, beginning after termination of employment. If an
Executive Employee elects to receive severance in the form of salary
continuation then those Executive Employee benefits listed in Exhibit B
will continue during the period of salary continuation, provided that the
Executive Employee maintains his or her Executive Employee contributions and
the Participating Company from which the Executive Employee terminates offers
such benefits to its active Executive Employees. The period of continuation of
health benefits will count towards the period for which health care coverage is
required to be provided by statute under the Consolidated Omnibus
Reconciliation Act. If an Executive Employee elects (or, in accordance with
paragraph 3, is otherwise paid) a lump sum severance payment, no benefits
continue after termination of employment, except as may otherwise be provided
under the relevant benefit plans for terminations of employment generally.

 

3.                                       Timing
of Election. The election to receive severance benefits in the form of a
lump sum payment or salary continuation must be made on or prior to December
30, 2005. Such election shall be made on the forms provided by the Company and
the election shall be irrevocable once made. If no election is made by an
Executive Employee on or prior to December 30, 2005, any severance payments
payable to such Executive Employee under the plan shall be paid in a lump sum.

 

4.                                       Deferred
Commencement Date for Key Employees. Notwithstanding any provision to the
contrary in the plan, to the extent required to avoid a prohibited distribution
under Code Section 409(A)(2), no severance payments or other benefits to which
the Executive Employee becomes entitled under the plan shall be made prior to
the earlier of (i) the expiration of the six (6)-month period measured from the
date of the Executive Employee’s “separation from service” (as defined under
Code section 409(A) and regulations thereunder) or (ii) the death of the
Executive Employee if the Executive Employee is at the time a “key employee”
within the meaning of that term under Code Section 409A. Upon the expiration of
the applicable Code Section 409(A)(2) deferral period, all payments otherwise
payable in a lump sum and deferred pursuant to this paragraph shall be paid in
a lump sum. All payments and benefits deferred under this paragraph otherwise
payable in the form of a salary continuation, shall be paid by the end of the
first month following the expiration of the Code Section 409(A)(2) deferral
period. In the event of the Executive Employee’s death, any amounts deferred
under this paragraph shall be paid to the personal representative of the
Executive Employee’s estate as soon as practicable but in all events within
sixty (60) days after the date of the Executive Employee’s death.

 

For
purposes of determining the individuals who will be key employees under the
plan, the identification date shall be December 31 of each calendar year.

 

5.                                       Reemployment
Outside of Chiron. Should an Executive Employee find other work outside of
the Chiron Companies before any severance benefit has been paid under the plan
then, in lieu of any other benefits under the plan, the Executive Employee will
be paid a lump sum cash payment equal to one-half of the cash severance pay
that would have been paid had the Executive Employee not begun such work. If
the Executive Employee had elected and already started to receive salary
continuation payments, then the Executive Employee’s salary continuation and
benefits will stop at the point this new work begins and the lump sum cash
payment will equal one-half of the remaining

 

3

 

salary continuation that
would have been paid thereafter had the Executive Employee not begun such work.
An Executive Employee who is re-employed with a non-Chiron company will not be
required to return any amount already received under the plan.

 

6.                                       Reemployment
With a Chiron Company. Should an Executive Employee find work with a Chiron
Company before any severance benefit has been paid under the plan, then no
benefit will be payable under the plan. If salary continuation had already
begun under the plan, then salary continuation and benefits will stop and no
lump sum severance will be paid, but the Executive Employee will again be
eligible for benefits under this plan in the event of any subsequent qualifying
termination of employment while the plan is in effect. If an Executive Employee
is reemployed by a Chiron Company after receiving a lump sum severance payment
but before the end of the period for which the Executive Employee would have
received salary continuation had he or she not elected a lump sum, Chiron will
require repayment of that portion of the lump sum attributable to the remainder
of that period as a condition of reemployment.

 

7.                                       Tuition
Reimbursement. All Executive Employees who have classes in progress for
which Chiron tuition reimbursement would normally apply will be provided the
benefit in accordance with Chiron policy.

 

8.                                       Stock
Options. The effect of termination of employment on an Executive Employee’s
stock option will be determined by the terms of the option agreement relating
to that option. The following describes the effect of termination of employment
under most Chiron stock options for most types of qualifying terminations:  An Executive Employee who has unvested stock
options when notice of termination is given will continue to vest in those
options during the period of advance notice, but not during any subsequent
salary continuation period. A stock option that is unvested at the end of the
advance notice period will be cancelled. Executive Employees with vested stock
options at the end of the advance notice period must exercise those options
within three months after the end of the notice period or the options will be
cancelled. Executive Employees with option grants that contain the retirement
feature and who qualify for the retirement feature under the terms of those
grants will have extended vesting and exerciseability according to the terms of
each grant. Continued employment with a company that ceases to be a Chiron
Company is not considered continued employment for purposes of stock option
vesting or exercisability.

 

9.                                       Bonuses
and Commissions. This plan will not affect any Executive Employee’s right
to bonuses or commissions fully earned before the end of the notice period in
accordance with the terms of the applicable bonus or commission plan.

 

10.                                 Job
Search Assistance. Executive Employees will be provided with the additional
benefit of job search assistance. The job search assistance will be provided as
follows:

 

Full
outplacement service including office space and clerical support for a period
of six months.

 

11.                                 409A
Compliance. Notwithstanding any other provisions to the contrary, an
Executive Employee will not receive any payments or any benefits under the plan
earlier than permitted by

 

4

 

Code Section 409A, or
later than the latest day permitted by Code Section 409A in order to avoid
taxation under Code Section 409A.

 

FAILURE TO EXECUTE A RELEASE

 

All
benefits provided under the plan after the end of the notice period (including
any lump sum severance payment, continuation of salary and\or benefits) are in
consideration of your execution of a release of claims against all Chiron
companies and their employees and agents in the form provided by Chiron. If you
do not properly execute such a release within forty-five (45) days from the
notice of your termination of employment or if you revoke it, you will not be
entitled to any of the benefits of this plan, other than the period of advance
notice.

 

OTHER IMPORTANT INFORMATION

 

1.                                       Plan
Administrator’s Discretion. As the Plan Administrator, Chiron will have
full discretionary authority to administer and interpret this plan, including,
but not limited to discretionary authority to determine eligibility for
benefits under the plan and the amount of benefit under the plan. Chiron may
delegate administrative duties to Chiron personnel. Any such delegation will
carry with it the full discretionary authority of the Administrator to carry
out these duties. Any determination by the Administrator or its delegate will
be final and conclusive upon all persons.

 

2.                                       Non-Assignability.
Benefits under the plan are not assignable and will be paid when due from the
general assets of Chiron or the Participating Company that employed the
eligible Executive Employee.

 

3.                                       Confidentiality
Agreements. Benefits under the plan are conditioned upon your compliance
with any confidentiality agreement you have entered into with a Chiron Company.

 

4.                                       Coordination
With Mandated Benefits. Any advance notice or benefits provided under this
plan shall, to the fullest extent permitted by law, be considered to be in
satisfaction of, rather than in addition to, any federal, state or local
requirement to provide advance notice or severance-type benefits. To the extent
that notice or benefits provided under this plan cannot be considered in
satisfaction of any such requirement, the amount of notice and benefits
otherwise payable under this plan shall be reduced by the amount of notice and
benefits that are required to be given by federal, state or local law.

 

5.                                       Claims
Disputes. If you believe you are entitled to a greater benefit under the
plan, you may submit a signed, written application to the Plan Administrator
within 90 days of your termination. You will generally be notified of the
approval or denial of this application within 90 days of the date that the Plan
Administrator receives the application. If your claim is denied, the
notification will state specific reasons for the denial and you will have 60
days to file a signed, written request for a review of the denial with the Plan
Administrator. This request should include the reasons you are requesting a
review, facts supporting your request and any

 

5

 

other relevant comments. The
Plan Administrator will generally make a final, written determination of your
eligibility for benefits within 60 days of receipt of your request for review.

 

6.                                       Amendment
and Termination. Chiron reserves the right, in its sole and unlimited
discretion, to amend or terminate the plan at any time and in any manner.

 

7.                                       Withholding
Taxes. Chiron will withhold taxes and other payroll deductions from any
severance payment.

 

8.                                       No
Right to Employment. This plan does not provide you with any right to
continue employment with any Chiron Company or affect the right of you or your
Chiron Company employer to terminate your employment at any time, with or
without cause; provided that nothing herein shall adversely affect any rights
under a written employment agreement executed by the parties thereto.

 

9.                                       ERISA
Governs. This plan is governed by the Employee Retirement Income Security
Act of 1974, as amended (“ERISA”) and, to the extent applicable, the laws of
the State of California. This Plan is not intended to be funded for purposes of
ERISA.

 

10.                                 Plan
Year. The Plan Year is the calendar year.

 

11.                                 Agent
for Service of Process. The Agent for service of legal process for this
plan is the General Counsel of Chiron Corporation. Process may also be served
on Chiron. Chiron’s employer identification number is 94-2754624. Chiron
Corporation’s address and telephone number are 4560 Horton Street, Emeryville,
CA 94608, (510) 655-8729.

 

STATEMENT OF ERISA RIGHTS

 

If you
are eligible for benefits under the plan, you are entitled to certain rights
and protections under ERISA. You may examine (without charge) all plan
documents, including documents filed with the U.S. Department of Labor, at the
Human Resources Department, Chiron Corporation, 4560 Horton Street, Emeryville,
CA. You may obtain copies of all plan documents and other plan information upon
written request to the Plan Administrator. (The document containing this
statement constitutes both the plan document and the summary plan
description.)  A reasonable charge may be
made for such copies.

 

In
addition to creating rights for certain employees under the plan, ERISA imposes
duties upon the people who are responsible for the operation of the plan. The
people who operate the plan (called “fiduciaries”) have a duty to do so
prudently and in the interest of Chiron Executive Employees who are covered by
the plan. No one, including Chiron or any other person, may fire you or
otherwise discriminate against you in any way to prevent you from obtaining a
benefit to which you are entitled under the plan or from exercising your rights
under ERISA. If your claim for a severance benefit is denied, in whole or in
part, you must receive a written explanation of the reason for the denial and
you have the right to a review of the denial.

 

6

 

Under
ERISA, there are steps you can take to enforce the above rights. For instance,
if you request materials and do not receive them within 30 days, you may file
suit in a federal court. In such a case, the court may require the
Administrator to provide the materials and to pay you up to $100 a day until
you receive the materials, unless the materials were not sent because of
reasons beyond the control of the Administrator. If you have a claim that is
denied or ignored, in whole or in part, you may file suit in a state or federal
court. If it should happen that plan fiduciaries misuse the plan’s assets (if
any), or if you are discriminated against for asserting your rights, you may
seek assistance from the U.S. Department of Labor, or you may file suit in a
federal court.

 

The
court will decide who will pay court costs and legal fees. If you are
successful, the court may order the person you have sued to pay these costs and
fees. If you lose, the court may order you to pay these costs and fees, for
example, if it finds that your claim is frivolous.

 

You
are entitled to receive, upon request and free of charge, reasonable access to,
and copies of, all documents, records and other information relevant to your
claim for benefits.

 

If you
have any questions about the plan you may contact the Plan Administrator. If
you have any questions about this statement or about your rights under ERISA,
you may contact the nearest area office of the U.S. Labor-Management Services
Administration, Department of Labor.

 

7

 

EXHIBIT A

 

PARTICIPATING COMPANIES

 

Commencing December 1,
2003 (or as otherwise noted) and continuing thereafter until the Plan
Administrator determines otherwise or the plan terminates, the following Chiron
Companies shall be Participating Companies in the plan:

 

All
Chiron Companies with U.S.-based Executive Employees, except:

 

PowderJect Pharaceuticals

 

8

 

EXHIBIT B

 

Executive
Employee Benefits Which Continue During Salary Continuation

 

•                                          Medical/Dental/Vision
Coverage

•                                          Reimbursement
accounts (i.e., medical care account, dependent care account)

•                                          Group
Life Insurance Plans (i.e., life insurance, AD&D, dependent life insurance)

•                                          Prepaid
Legal

 

Executive
Employee Benefits Which Do Not Continue During Salary Continuation

 

•                                          Business
Travel Accident

•                                          Workers
Compensation

•                                          Vacation
and Sick Leave Accruals

•                                          401(k)
Plan

•                                          Employee
Stock Purchase Plan

•                                          Stock
Options

•                                          Short and
Long Term Disability (including Supplemental Long Term Disability Insurance)

•                                          Other
Benefits Not Listed Above

 

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