Document:

EX-10.5

 Exhibit 10.5 

FibroGen, Inc.
 Bonus
Plan 
 The FibroGen, Inc. (“FibroGen” or the “Company”) Bonus Plan (the “Plan”) is designed to offer employees a
performance based plan that rewards the achievement of corporate goals, as well as individual goals that are consistent with the corporate goals and organizational priorities. The Plan will govern bonuses paid to employees for work performed during
the period from January 1 to December 31 of a calendar year (a “Plan Year”), with assessments and bonuses to be paid in the following calendar year (a “Review Year”). 

Purpose of the Plan 
 The Plan is designed to: 

 

	 	•	 	Provide a bonus program that helps achieve overall corporate goals and enhances shareholder value 

  

	 	•	 	Reward individuals for achievement of corporate and individual goals 

  

	 	•	 	Encourage teamwork among all disciplines within the Company 

  

	 	•	 	Offer an attractive bonus program to help attract and retain key employees 

 Plan Governance 

The Compensation Committee of the Board of Directors or such other committee as the Board of Directors may determine (any such committee, the
“Committee”) is responsible for reviewing and approving the Plan and any proposed modifications to the Plan. The CEO of FibroGen is responsible for administration of the Plan, provided that the Committee is responsible for reviewing and
approving all compensation for the executive officers of the Company. All interpretations and determinations of the Committee under the Plan will be final and binding. 

Eligibility 
 All regular employees of the Company who are
regularly scheduled to work at least 20 hours per week will be eligible to participate in the Plan. Temporary employees and part-time employees (who are regularly scheduled to work less than 20 hours per week) are not included in this Plan. In order
to be eligible to receive any bonus award (or “Bonus”) under this Plan, a participant: (a) must have commenced their employment with the Company prior to October 1 of the Plan Year and remained continuously employed through the
time Bonuses are paid; and (b) must be an employee in good standing and has received a performance rating of “Met Expectations” or better, and have not been on a 

  
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performance improvement plan as of the date bonuses are paid. Employees joining during the Plan Year will have their actual bonus amount prorated based on their actual time with the Company
during the Plan year. 
 A participant whose employment terminates or who has submitted a notice of resignation voluntarily prior to the payment of a Bonus
award will not be eligible to receive a Bonus award. Continued employment is a condition of payout for the plan. 
 Corporate and Individual Performance

 The CEO will present to the Committee a list of the overall corporate goals for the Plan year, which is subject to approval by the Committee. All
participants in the Plan will then develop a list of key individual goals, which will be subject to approval by their manager and used for the basis of the performance review and individual performance rating. 

The total bonus pool for the Plan will be based on achievement of the Plan Year corporate goals and, where applicable, the individual’s annual
performance review rating. 
 Bonus Awards 
 The Bonus
will be paid in cash and is based on achievement of the Plan Year corporate goals and achievement of individual goals. The Bonus will be calculated by using the actual base salary during the Plan Year, weighting factor, target bonus percentage, and
goal multipliers as identified below. 
 Weighting Factor 

The relative weight between the corporate and individual Bonus components will vary based on levels within the organization, as determined by the Committee.
The weighting factors will be reviewed annually and adjusted, as necessary or appropriate. 
 Target Bonus Percentages 

Bonus amounts will be determined by applying a “target bonus percentage” to the actual base salary to employees in the Plan, as determined by the
Committee.     
 The actual base salary during the Plan Year multiplied by the target bonus percentage will be used to establish the
target Bonus amount for the Plan Year. 
 Goal Multipliers 

Corporate Goal Multiplier: The Committee will determine the “total corporate goal multiplier” based upon measurement of corporate performance
versus the pre-established corporate goals. The Committee will evaluate each corporate goal and shall provide a goal multiplier for such goal based on the achievement of the goal with a range of 0% for goals
for which the performance was 

  
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unacceptable to 150% for goals for which the performance significantly exceeded the goal or was excellent in view of prevailing conditions. 

Individual Goal Multiplier: The “individual goal multiplier” will be determined by taking into account the employee’s achievement of
their individual goals, utilizing the same metrics as used for the corporate goal evaluation. 
 Goals under the Plan will be set based on performance
criteria set forth in Exhibit A hereto. 
 Maximum Bonus Payout 

To the extent a bonus is paid under this Plan, the maximum bonus payable to any individual shall be one hundred fifty percent (150%) of the
individual’s target bonus. The CEO may recommend to the Committee (other than for the CEO), and the Committee may determine in its discretion to increase or decrease any individual’s bonus based on individual performance. 

Calculation of Bonus Amount 
 The example below shows a
sample Bonus amount calculation under the Plan. First, a target Bonus amount is calculated for each Plan participant by multiplying the employee’s actual base salary during the Plan Year by the target bonus percentage. This dollar figure is
then divided between the corporate component and the individual component based on the weighting factor for that position. This calculation establishes specific dollar target Bonus amounts for the performance period for each of the corporate and
individual components. 
 At the end of the performance period, corporate and individual goal multipliers will be established using the criteria described
above. The corporate goal multiplier, which is based on overall corporate performance, is used to calculate the corporate component of the Bonus amount for all Plan participants. This is accomplished by multiplying the target corporate Bonus amount
established for each individual by the total corporate goal multiplier. The individual goal multiplier, which is based on an individual’s performance rating, is used in the same way to calculate the actual individual component of the Bonus
amount.

  
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	 Example: Actual Bonus Amount Calculation
	  			
	 Salary Paid During Plan Year
	  	$	100,000	 
	 Target Bonus Percentage
	  	 	10	% 
	 Target Bonus Amount
	  	$	10,000	 
	 Target Bonus Components:
	  			
	 Target Bonus Amount based on corporate performance (50%)
	  	$	5,000	 
	 Target Bonus Amount based on individual performance (50%)
	  	$	5,000	 
	 Corporate Goal Multiplier
	  	 	80	% 
	 Individual Goal Multiplier
	  	 	105	% 
	 Actual Bonus Amount Calculation:
	  			
	 Corporate Bonus Amount
	  	$	4,000 ($5,000 x 80	%) 
	 Individual Bonus Amount
	  	$	5,100 ($5,000 x 105	%) 
	 Actual Cash Bonus Amount (prior to taxes)
	  	$	9,100	 

 Payment of the Bonus Amounts 

Annual performance reviews for Plan participants will be completed by January 31 of the Review Year or as soon thereafter as practicable. Payments of
actual Bonus amounts (less applicable taxes) will be made as soon as practical, but no later than March 15 of the Review Year. Participants’ entitlement to Bonuses under this Plan does not occur until the Bonuses are actually paid. This
plan is not intended to be subject to Section 409A of the Internal Revenue Code of 1986, as amended. 
 Company’s Absolute Right to Alter or
Abolish the Plan 
 The Committee reserves the right in its absolute discretion to terminate and/or abolish all or any portion of the Plan at any time or
to alter the terms and conditions under which a Bonus will be paid. In the event of the Plan’s termination prior to the payment of a Bonus, such Bonus will not be payable under this Plan. Such discretion may be exercised any time before,
during, and after the Plan year is completed. No participant shall have any right to receive any payment until actual delivery of such compensation. Notwithstanding the generality of the foregoing, at the Company’s discretion, and subject to
compliance in all events with, and if and only if permitted by, applicable federal and state securities laws and the listing rules and requirements of any stock exchange or trading market on which the Company’s common stock is listed or traded,
all or a portion of a Bonus payment may be made in vested shares of the Company’s common stock. Any such issuance 

  
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of shares will be made pursuant to an award granted under the Company’s 2014 Equity Incentive Plan, or a successor plan thereto. No payment in stock or other equity under this Plan may be
made if such issuance or payment would conflict with any such securities laws or listing rules or requirements. 
 The Committee, in its discretion, may
also determine whether to increase the payout under the Plan for extraordinary achievement or to reduce payout if economic and business conditions warrant such action. 

Employment Duration/Employment Relationship 
 This Plan
does not, and the Company’s policies and practices in administering this Plan do not, constitute an express or implied contract or other agreement concerning the duration of any participant’s employment with the Company. The employment
relationship of each participant is “at will” and may be terminated at any time by the Company or by the participant with or without cause.

  
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 EXHIBIT A 

The Performance Criteria that will be used to establish goals under the Plan may be based on any one of, or combination of, the following as determined by the
Committee: (1) earnings (including earnings per share and net earnings); (2) earnings before interest, taxes and depreciation; (3) earnings before interest, taxes, depreciation and amortization; (4) total stockholder return;
(5) return on equity or average stockholder’s equity; (6) return on assets, investment, or capital employed; (7) stock price; (8) margin (including gross margin); (9) income (before or after taxes); (10) operating income;
(11) operating income after taxes; (12) pre-tax profit; (13) operating cash flow; (14) sales or revenue targets; (15) increases in revenue or product revenue; (16) expenses and
cost reduction goals; (17) improvement in or attainment of working capital levels; (18) economic value added (or an equivalent metric); (19) market share; (20) cash flow; (21) cash flow per share; (22) share price
performance; (23) debt reduction; (24) customer satisfaction; (25) stockholders’ equity; (26) capital expenditures; (27) debt levels; (28) operating profit or net operating profit; (29) workforce diversity;
(30) growth of net income or operating income; (31) billings; (32) pre-clinical development related compound goals; (33) financing; (34) regulatory milestones, including approval of a compound;
(35) stockholder liquidity; (36) corporate governance and compliance; (37) product commercialization; (38) intellectual property; (39) personnel matters; (40) progress of internal research or clinical programs;
(41) progress of partnered programs; (42) partner satisfaction; (43) budget management; (44) clinical achievements; (45) completing phases of a clinical study (including the treatment phase); (46) announcing or presenting
preliminary or final data from clinical studies; in each case, whether on particular timelines or generally; (47) timely completion of clinical trials; (48) submission of INDs and NDAs and other regulatory achievements; (49) partner
or collaborator achievements; (50) internal controls, including those related to the Sarbanes-Oxley Act of 2002; (51) research progress, including the development of programs; (52) investor relations, analysts and communication;
(53) manufacturing achievements (including obtaining particular yields from manufacturing runs and other measurable objectives related to process development activities); (54) strategic partnerships or transactions (including in-licensing and out-licensing of intellectual property; (55) establishing relationships with commercial entities with respect to the marketing, distribution and sale of
the Company’s products (including with group purchasing organizations, distributors and other vendors); (56) supply chain achievements (including establishing relationships with manufacturers or suppliers of active pharmaceutical ingredients
and other component materials and manufacturers of the Company’s products); (57) co-development, co-marketing, profit sharing, joint venture or other similar
arrangements; (58) individual performance goals; (59) corporate development and planning goals; and (60) other measures of performance selected by the Committee (as applicable). 

  
 6quot-ex109_175.htm

Exhibit 10.9

 

QUOTIENT TECHNOLOGY INC.

NOTICE OF GRANT OF RESTRICTED STOCK UNITS

 

Quotient Technology Inc. (f/k/a Coupons.com Incorporated) (the “Company”) has granted to the Participant an award (the “Award”) of certain units pursuant to the Quotient Technology Inc. 2013 Equity Incentive Plan (the “Plan”), each of which represents the right to receive on the applicable Settlement Date one (1) share of Stock, as follows: 

 

	
Participant:  
	
  
	
Employee ID:
	
 

	
Date of Grant:
	
 

	
Total Number of Units:
	
[NUMBER], subject to adjustment as provided by the Restricted Stock Units Agreement.

	
Settlement Date:
	
Except as provided by the Restricted Stock Units Agreement, the date on which a Unit becomes a Vested Unit.

	
Vesting Start Date: 
	
 

	
Vested Units:
	
[INSERT VESTING SCHEDULE, e.g.: Except as provided in the Restricted Stock Units Agreement or the Plan, and provided that the Participant’s Service has not terminated prior to the applicable date, the number of Vested Units (disregarding any resulting fractional Unit) as of any date is determined by multiplying the Total Number of Units by the “Vested Ratio” determined as of such date, as follows:

	
 
	
 
	
Vested Ratio

	
 
	
Prior to first anniversary of Vesting Start Date 
	
0

	
 
	
On first anniversary of Vesting Start Date (the “Initial Vesting
Date”) 
	
1/4

	
 
	
Plus
	
 

	
 
	
For each additional three-month period from the Initial Vesting Date until the Vested Ratio equals 1/1, an additional
	
1/16]

 

By their signatures below or by electronic acceptance or authentication in a form authorized by the Company, the Company and the Participant agree that the Award is governed by this Grant Notice and by the provisions of the Restricted Stock Units Agreement and the Plan, both of which are made a part of this document, and by the Participant’s individual employment or severance agreement (the “Superseding Agreement”), if any.  The Participant acknowledges that a copy of the Plan and the Plan Prospectus are available on the Company’s internal web site and may be viewed and printed by the Participant for attachment to the Participant’s copy of the Restricted Stock Units Agreement and copy of this Grant Notice.  The Participant represents that the Participant has read and is familiar with the provisions of the Restricted Stock Units Agreement and the Plan, and hereby accepts the Award subject to all of their terms and conditions.

 

	
QUOTIENT TECHNOLOGY INC.
	
PARTICIPANT

	
 
	
 

	
By: 
	
 

	
Connie Chen
	
Signature

	
General Counsel, Compliance Officer & Secretary
	
 

	
 
	
Date

	
Address:
	
400 Logue Avenue
	
 

	
 
	
Mountain View, California 94043
	
Address

	
 
	
 
	
 

 

	
ATTACHMENTS:
	
Restricted Stock Units Agreement; Notice of Grant

	
 
	
 

	
Available on Company’s internal web site: 

	
 

	
 
	
2013 Equity Incentive Plan, as amended to the Date of Grant; and Plan Prospectus

 

DOC2_Notice_Grant_RSU_All

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