Document:

EX-10.1

 Exhibit 10.1 

Global Blood Therapeutics, Inc. (the “Company”) 

Change in Control Policy 

Adopted on July 23, 2015 

(amended on January 6, 2016, July 5, 2017, July 26, 2017, 

December 13, 2017 and March 13, 2018) 

In connection with a Sale Event (as defined in the Company’s 2015 Stock Option and Incentive Plan (as may be further amended or restated,
the “2015 Plan”)), employees of the Company will be entitled to receive the following benefits in the event of a termination of their employment or other service relationship with the Company (or its successor or acquirer) without
Cause (as defined in the 2015 Plan) or for Good Reason (as defined below) within one year after the closing of the Sale Event, subject to each such employee’s execution and non-revocation of a severance
agreement within 60 days following the date of such termination, including a general release of claims acceptable to the Company or its successor or acquirer: 
  

	 	•	 	Full acceleration of vesting of all outstanding equity-based awards, including stock options and restricted stock units (collectively, “Awards”), under the 2015 Plan, the Company’s 2017 Inducement
Equity Plan (as each may be further amended or restated), and such additional equity incentive plans, arrangements and agreements covering employees of the Company as the Board may adopt and approve from time to time, and for the sake of clarity,
for any Awards accelerated in such manner that contain conditions and restrictions relating to the attainment of performance goals, such performance goals will be deemed achieved at one hundred percent (100%) of target levels; 

 

	 	•	 	Payment of (a) severance in a lump sum in the amounts set forth below, (b) target incentive bonus payouts in the amounts set forth below, equal to (i) 100% of the employee’s incentive bonus target
for the year in which the closing of the Sale Event occurred plus (ii) a prorated incentive bonus payout for the portion of the year in which the closing of the Sale Event occurred, prorated based on employee’s incentive bonus target and
the date of termination of their employment or other service relationship with the Company and (c) if the employee was participating in the Company’s group health plan immediately prior to the date of termination of his or her employment
and elects COBRA health continuation, payment of a monthly cash payment for the period set forth below or the employee’s COBRA health continuation period, whichever ends earlier, in an amount equal to the monthly employer contribution that the
Company would have made to provide health insurance to the employee if the employee had remained employed by the Company, including, if applicable, the monthly employer contribution to a health savings account: 

 

							
	 Position
	  	 Severance (Amount

of Base Salary)
	  	 Incentive Bonus
	  	 Benefits

Continuation

	 Chief Executive Officer
	  	18 months	  	1x bonus target and prorated payout	  	18 months
				
	 Senior Management Team Members and Principal Accounting Officer (1)
	  	12 months	  	1x bonus target and prorated payout	  	12 months

							
	 Senior Vice Presidents and Vice Presidents (other than Senior Management Team Members)
	  	6 months	  	1x bonus target and prorated payout	  	6 months
				
	 Senior Directors and Directors
	  	5 months	  	1x bonus target and prorated payout	  	5 months
				
	 All Other Employees
	  	4 months	  	1x bonus target and prorated payout	  	4 months

  

	(1)	For purposes of this Change in Control Policy, Senior Management Team Members are Jung Choi, Jeffrey Farrow, David Johnson, Matt Krause, Myesha Lacy, Joshua Lehrer, Peter Radovich, Hing Sham, Jonathan Sorof and
Tricia Suvari, who shall each continue to be considered Senior Management Team Members for purposes of Change in Control Benefits so long as they are employed with the Company in any capacity. In addition, for purposes of this Change in Control
Policy, Lesley Calhoun in her capacity as Principal Accounting Officer has the same level of Change in Control Benefits as members of the Senior Management Team, so long as she is employed with the Company in this capacity. 

The amounts payable pursuant to this policy shall be paid or commence to be paid within 60 days following the date of termination of employment, provided that
if the 60-day period begins in one calendar year and ends in a second calendar year, such payments shall be paid or commence to be paid in the second calendar year by the last day of such 60-day period. 
 In addition, upon the consummation of a Sale Event, to the extent Section 280G of the Internal
Revenue Code is applicable to such employee, each employee shall be entitled to receive either: (a) payment of the full amounts set forth above to which the employee is entitled or (b) payment of such lesser amount that does not trigger
excise taxes under Section 280G, whichever results in the employee receiving a higher amount after taking into account all federal, state, and local income, excise and employment taxes. 

For purposes of this policy, “Good Reason” shall mean that the employee followed the “Good Reason Process” following the occurrence of
(a) a material diminution in the employee’s job responsibilities (provided that a change in the employee’s job title or reporting relationship shall not be deemed a material diminution in the employee’s job responsibilities),
(b) a material diminution in the employee’s base salary or (c) the relocation of the employee’s principal place of business to a location that is more than twenty-five (25) miles from the employee’s
then-current location of employment. “Good Reason Process” shall mean that (i) the employee reasonably determines in good faith that a “Good Reason” condition has occurred; (ii) the employee notifies the
Company (or its successor) in writing of the first occurrence of the Good Reason condition within 60 days of the first occurrence of such condition; (iii) the employee cooperates in good faith with the Company’s (or its
successor’s) efforts, for a period not less than 30 days following such notice (the “Cure Period”), to remedy the condition; (iv) notwithstanding such efforts, the Good Reason condition continues to exist; and
(v) the employee terminates his employment within 60 days after the end of the Cure Period. If the Company or its successor cures the Good Reason condition during the Cure Period, Good Reason shall be deemed not to have occurred. 

  
 2 

 This policy shall be administered by the Company, and the Company shall have the power and authority to interpret
the terms and provisions of this policy, to make all determinations it deems advisable for the administration of this policy, to decide all disputes arising in connection with this policy and to otherwise supervise administration of this policy. The
Company retains the right to amend, revise, change or end this policy at any point in the future; provided that this Policy may not be amended or terminated during the period commencing on the date that it enters into a definitive agreement that if
consummated, would result in a Sale Event and ending on the earlier of (i) 12 months after a Sale Event and (ii) the termination of the definitive agreement without the consummation of a Sale Event. This policy does not change the “at-will” employment status of any employee. 
 In the event an employee of the Company is party to an agreement
or other arrangement with the Company that provides greater benefits than set forth in this policy, such employee shall be entitled to receive the payments or benefits under such other agreement or arrangement and shall not be eligible to receive
any payments or benefits under this policy. 
 The payments under this policy are intended either to be exempt from Section 409A of the Internal
Revenue Code of 1986, as amended (“Section 409A”) under the short-term deferral, separation pay, or other applicable exception, or to otherwise comply with Section 409A. This policy shall be administered in a manner
consistent with such intent. For purposes of Section 409A, all payments under this policy shall be considered separate payments. To the extent that any payment or benefit described in this policy constitutes “non-qualified deferred compensation” under Section 409A, and to the extent that such payment or benefit is payable upon an employee’s termination of employment, then such payments or benefits
shall be payable only upon such employee’s “separation from service” (determined in accordance with the presumptions set forth in Treasury Regulation Section 1.409A 1 (h)). Notwithstanding any provision to the contrary, to
the extent an employee is considered a specified employee under Section 409A and would be entitled during the six-month period beginning on such employee’s separation from service to a payment that
is not otherwise excluded under Section 409A, such payment will not be made until the earlier of (i) the date six months and one day after the employee’s separation from service or (ii) the employee’s death. This policy
may be amended as may be necessary to fully comply with Section 409A and all related rules and regulations in order to preserve the payments and benefits provided hereunder. The Company makes no representation or warranty and shall have no
liability to any employee or any other person if any provisions of this Agreement are determined to constitute deferred compensation subject to Section 409A but do not satisfy an exemption from, or the conditions of, such Section. 

  
 3EX-10.2

 Exhibit 10.2 
  

 
 GLOBAL BLOOD THERAPEUTICS, INC. 

400 EAST JAMIE COURT, SUITE 101 

SOUTH SAN FRANCISCO, CA 94080 

October 9, 2014 
 Peter Radovich 

Dear Peter, 
 Global Blood Therapeutics, Inc.
(the “Company”) is pleased to offer you employment on the following terms: 
 1. Position. Your initial title will be VP of Program
Leadership and Business Strategy, and you will initially report to the Company’s CEO. This is a full-time position. While you render services to the Company, you will not engage in any other employment, consulting or other business activity
(whether full-time or part-time) that would create a conflict of interest with the Company. By signing this letter agreement, you confirm to the Company that you have no contractual commitments or other legal obligations that would prohibit you from
performing your duties for the Company. 
 2. Cash Compensation. The Company will pay you a starting salary at the rate of $280,000 per year, payable
in accordance with the Company’s standard payroll schedule. This salary will be subject to adjustment pursuant to the Company’s employee compensation policies in effect from time to time. In addition to your salary, you will be eligible to
participate in the Annual Performance-Based Cash Incentive Award Program which is based on the achievement of Company performance goals and your personal goals to be set with your manager. 

3. Sign-On Bonus. The Company will pay you a sign-on bonus in the
amount of $90,000. Your sign-on bonus will be paid in three equal installments of $30,000. The second and third installment payments are contingent upon you remaining employed with the Company through the day
of each payment. The first installment will be paid within 30 days of your employment. Your second installment will be paid when the Company distributes performance bonuses in 2015, which typically happens in March. Your third and final installment
will be paid when the Company distributes performance bonuses in 2016. All sign-on bonus payments will be subject to standard payroll deductions. If you resign or are terminated for cause before one year of
service, you will be required to reimburse the Company for the all sign-on bonus payments you have received. Payment is required within 30 days of your separation date. 

4. Employee Benefits. As a regular employee of the Company, you will be eligible to participate in a number of Company-sponsored benefits. Should
you decide to participate in the Company health benefits program, your coverage will begin the first day of the month following your start date. In addition, you will be entitled to 20 days of paid time off in accordance with the Company’s
policy. 
 5. Stock Options. Subject to the approval of the Company’s Board of Directors or its Compensation Committee, you will be granted an
option to purchase 250,000 shares of the Company’s Common Stock. The exercise price per share will be determined by the Board of Directors or the Compensation Committee when the option is granted. The option will be subject to the terms and
conditions applicable to options granted under the Company’s 2012 Stock Plan (the “Plan”), as described in the Plan and the applicable stock option agreement. You will vest in 25% of the option shares after 12 months of continuous
service, and the balance will vest in equal quarterly installments over the next 36 months of continuous service, as described in the applicable stock option agreement. 

6. Employee Confidentiality and Assignment Agreement. Like all Company employees, you will be required, as a condition of your employment with the
Company, to sign the Company’s standard Employee Confidentiality and Assignment Agreement, a copy of which is attached hereto as Exhibit A. 

7. Background Check. The Company may conduct a background or reference check (or both). If so, then you agree to cooperate fully in those procedures,
and this offer is subject to the Company’s approving the outcome of those checks, in the discretion of the Company. 

 8. Employment Relationship. Employment with the Company is for no specific period of time. Your employment
with the Company will be “at will,” meaning that either you or the Company may terminate your employment at any time and for any reason, with or without cause. Any contrary representations that may have been made to you are superseded by
this letter agreement. This is the full and complete agreement between you and the Company on this term. Although your job duties, title, reporting relationship, compensation and benefits, as well as the Company’s personnel policies and
procedures, may change from time to time, the “at will” nature of your employment may only be changed in an express written agreement signed by you and a duly authorized officer of the Company (other than you). 

9. Taxes. All forms of compensation referred to in this letter agreement are subject to reduction to reflect applicable withholding and payroll taxes
and other deductions required by law. You agree that the Company does not have a duty to design its compensation policies in a manner that minimizes your tax liabilities, and you will not make any claim against the Company or its Board of Directors
related to tax liabilities arising from your compensation. 
 10. Interpretation, Amendment and Enforcement. This letter agreement and Exhibit A
constitute the complete agreement between you and the Company, contain all of the terms of your employment with the Company and supersede any prior agreements, representations or understandings (whether written, oral or implied) between you and the
Company. This letter agreement may not be amended or modified, except by an express written agreement signed by both you and a duly authorized officer of the Company. The terms of this letter agreement and the resolution of any disputes as to the
meaning, effect, performance or validity of this letter agreement or arising out of, related to, or in any way connected with, this letter agreement, your employment with the Company or any other relationship between you and the Company will be
governed by California law, excluding laws relating to conflicts or choice of law. 
 * * * * * 

We hope that you will accept our offer to join the Company. You may indicate your agreement with these terms and accept this offer by signing
and dating both the enclosed duplicate original of this letter agreement and the enclosed Proprietary Information and Inventions Agreement and returning them to me. This offer, if not accepted, will expire at the close of business on
October 15, 2014. As required by law, your employment with the Company is contingent upon your providing legal proof of your identity and authorization to work in the United States. Your employment is also contingent upon your starting work
with the Company on November 17, 2014. 
 If you have any questions, please call me at 650.741.7720. 

 

	
	 Very truly yours,

	
	 /s/ Ted W. Love

	
	 Ted W. Love, M.D.

	 Chief Executive Officer

	 GLOBAL BLOOD THERAPEUTICS,
INC.

 I have read and accept this employment offer: 
  

					
	 /s/ Peter Radovich

	Peter Radovich
		
	Dated:	 	10/15/14

 Attachment 

Exhibit A: Employee Confidentiality and Assignment Agreement 

  
 2

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