Document:

Gilead Sciences, Inc. 2005 Deferred Compensation Plan

 Exhibit 10.1 
 GILEAD SCIENCES, INC. 
 2005 DEFERRED COMPENSATION PLAN 

 TABLE OF CONTENTS 
  

							
	 	 	 	  	 	  	Page
	1.	 	HISTORY OF THE PLAN	  	1
		 	1.1	  	Prior Plan	  	1
			
	2.	 	PURPOSE OF THE PLAN	  	1
		 	2.1	  	Plan Purpose	  	1
			
	3.	 	EFFECTIVE DATE OF THE PLAN	  	1
		 	3.1	  	Effective Date	  	1
			
	4.	 	DEFINITIONS	  	1
		 	4.1	  	Definitions	  	1
			
	5.	 	ELIGIBILITY; PARTICIPATION	  	6
		 	5.1	  	Eligibility	  	6
		 	5.2	  	Resumption of Participation Following Re-employment	  	6
		 	5.3	  	Cessation or Resumption of Participation Following a Change in Status	  	6
			
	6.	 	DEFERRAL AND DISTRIBUTION ELECTIONS	  	6
		 	6.1	  	Deferral Elections	  	6
		 	6.2	  	Deferral Election for Newly Eligible Employees	  	7
		 	6.3	  	Deferral Elections for Newly Eligible Directors	  	7
		 	6.4	  	Deferral Increments	  	7
		 	6.5	  	Special Elections in 2005 regarding Deferrals	  	7
		 	6.6	  	Phantom Share Program for Directors	  	7
		 	6.7	  	Distribution Election	  	7
		 	6.8	  	Special Distribution Election in 2006	  	8
		 	6.9	  	Election Form	  	8
		 	6.10	  	Time of Making Employer Contributions	  	8
			
	7.	 	PARTICIPANTS’ ACCOUNTS	  	8
		 	7.1	  	Individual Accounts	  	8
			
	8.	 	INVESTMENT OF CONTRIBUTIONS	  	8
		 	8.1	  	Manner of Investment	  	8
		 	8.2	  	Investment Decisions	  	8
			
	9.	 	DISTRIBUTION OF BENEFITS	  	9
		 	9.1	  	Distribution of Benefits to Participants	  	9
		 	9.2	  	Determination of Timing and Method of Distribution	  	9
		 	9.3	  	Default Distribution Election	  	9
		 	9.4	  	Delayed Distribution to Key Employee	  	9
		 	9.5	  	Unforeseeable Emergency	  	10
		 	9.6	  	Prohibition on Acceleration	  	10

  

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		  	9.7	  	Adjustment for Investment Experience	  	10
		  	9.8	  	Notice to Trustee	  	10
		  	9.9	  	Time of Distribution	  	10
			
	10.	  	EFFECT OF DEATH OF A PARTICIPANT	  	11
		  	10.1	  	Distributions	  	11
		  	10.2	  	Beneficiary Designation	  	11
			
	11.	  	ESTABLISHMENT OF A TRUST	  	11
		  	11.1	  	Trust	  	11
		  	11.2	  	General Duties of Trustee	  	12
			
	12.	  	AMENDMENT AND TERMINATION	  	12
		  	12.1	  	Amendment by the Company	  	12
		  	12.2	  	Retroactive Amendments	  	12
		  	12.3	  	Termination	  	12
			
	13.	  	MISCELLANEOUS	  	13
		  	13.1	  	Withholding Taxes	  	13
		  	13.2	  	Participant’s Unsecured Rights	  	13
		  	13.3	  	Limitation of Rights	  	13
		  	13.4	  	Nonalienability of Benefits	  	13
		  	13.5	  	Facility of Payment	  	14
		  	13.6	  	Governing Law	  	14
			
	14.	  	PLAN ADMINISTRATION	  	14
		  	14.1	  	Powers and Responsibilities of the Administrator	  	14
		  	14.2	  	Claims and Review Procedure	  	15
		  	14.3	  	Execution and Signature	  	17
		
	ATTACHMENT A ELIGIBLE EMPLOYEES	  	1
		
	ATTACHMENT B PLAN INVESTMENT OPTIONS	  	1

  

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	1.	HISTORY OF THE PLAN. 

 1.1 Prior Plan. Effective January 1, 2002, Gilead Sciences, Inc. (the “Company”) adopted the Gilead Sciences, Inc. Deferred Compensation Plan (the “Prior Plan”). Effective
on and after December 31, 2004, the Prior Plan will be frozen and no new contributions will be made to it; provided, however, that any deferrals made under the Prior Plan before January 1, 2005 (as adjusted for investment experience) will
continue to be governed by the terms and conditions of the Prior Plan as in effect on October 4, 2004. The Company adopted the Gilead Sciences, Inc. 2005 Deferred Compensation Plan (the “Plan”) effective as of
January 1, 2005. Any deferrals made after December 31, 2004 will be deemed to have been made under the Plan and all such deferrals will be governed by the terms and conditions of the Plan as it may be amended from time to time.

  

	2.	PURPOSE OF THE PLAN. 

 2.1 Plan Purpose. The Company maintains the Plan, a deferred compensation plan, for the benefit of a select group of management or highly compensated employees of the Employer as well as non-employee members of
the Company’s Board of Directors. The Company intends that the existence of a Trust will not alter the characterization of the Plan as “unfunded” for purposes of the Employee Retirement Income Security Act of 1974, as amended
(“ERISA”), and will not be construed to provide income to Plan Participants under the Plan prior to actual payment of the vested accrued benefits hereunder. The Company intends that the Plan comply with the requirements of
Section 409A of the Code and the regulations promulgated thereunder. 
  

	3.	EFFECTIVE DATE OF THE PLAN. 

 3.1 Effective Date. The effective date of the Plan is January 1, 2005. 
  

	4.	DEFINITIONS. 

 4.1 Definitions.

 (a) Wherever used herein, the following terms have the meanings set forth below, unless a different meaning is
clearly required by the context: 
 (1) “Account” means an account established on the books of the Company
for the purpose of recording amounts credited on behalf of a Participant and any income, expenses, gains or losses included thereon. 
 (2) “Administrator” means the Company adopting the Plan, or other person or committee designated by the Company. 
 (3) “Annual Retainer” means the annual retainer paid to an Eligible Director. 
 (4) “Beneficiary” means the person or persons entitled under Section 10.2 to receive benefits under the Plan upon the death of a Participant. 
  

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 (5) “Board” means the Board of Directors of the Company, as constituted
from time to time. 
 (6) “Bonus” means an Eligible Employee’s bonus paid pursuant to the
Employer’s corporate bonus program. 
 (7) “Change of Control” has the meaning set forth in
Section 409A of the Code. As of the date of the adoption of the Plan, a Change in Control will be deemed to occur on the date that: 
 (A) Any one person, or more than one person acting as a group (as defined in Proposed Regulation Section 1.409A-3(g)(5)(v)(B)), acquires ownership of stock of the Company, that together with stock held by
such person or group, constitutes more than fifty percent of the total fair market value or total voting power of the stock of the Company. However, if any one person, or more than one person acting as a group, is considered to own more than fifty
percent of the total fair market value or total voting power of the stock of the Company, the acquisition of additional stock by the same person or persons is not considered a Change of Control. This Section 4.1(a)(7)(A) applies only when there
is a transfer of stock of the Company (or the issuance of stock of the Company) and stock in the Company remains outstanding after the transaction; or 
 (B) Any one person, or more than one person acting as a group (as defined in Proposed Regulation Section 1.409A-3(g)(5)(v)(B)), acquires (or has acquired during the twelve-month period ending on the date
of the most recent acquisition by such person or persons) assets from the Company that have a total “gross fair market value” (as defined in Proposed Regulation Section 1.409A-3(g)(5)(vii)(A)) equal to or more than forty percent of
the total gross fair market value of all of the assets of the Company immediately prior to such acquisition or acquisitions; or 
 (C) Any one person, or more than one person acting as a group (as defined in Proposed Regulation Section 1.409A-3(g)(5)(v)(B)), acquires (or has acquired during the twelve-month period ending on the date of the most recent
acquisition by such person or persons) ownership of stock of the Company possessing thirty-five percent or more of the total voting power of the stock of the Company; or 
 (D) A majority of the members of the Board is replaced during any twelve-month period by directors whose appointment or election
is not endorsed by a majority of the members of the Board prior to the date of the appointment or election; provided, however, that no Change of Control will be deemed to have occurred if any other corporation is a majority shareholder of the
Company. 
 (8) “Code” means the Internal Revenue Code of 1986, as amended from time to time and the
regulations promulgated thereunder. 
 (9) “Company” means Gilead Sciences, Inc. 
  

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 (10) “Compensation” means Salary, Bonus and Annual Retainer.
Compensation will not include, among other items, employee referral awards or severance payments. 
 (11)
“Deferral Election” means the election described in Section 6.1. 
 (12) “Determination Date”
means each December 31. 
 (13) “Distribution Election” means the election described in
Section 6.7. 
 (14) “EIP” means the Gilead Sciences, Inc. 2004 Executive Incentive Plan, as it may be
amended from time to time. 
 (15) “Eligible Director” means a non-employee member of the Board who is a U.S.
citizen or U.S. tax resident. 
 (16) “Eligible Employee” means only those employees of an Employer who are
in a position of Vice President or higher and who are listed in Attachment A. 
 (17) “Employer” means the
Company and any other Subsidiary authorized by the Company to participate in the Plan. 
 (18) “Entry Date”
means, except as provided in Section 6.3, each January 1 and July 1. 
 (19) “ERISA” means the
Employee Retirement Income Security Act of 1974, as amended from time to time. 
 (20) “Fidelity Fund” means
any fund listed on Attachment B. 
 (21) “Fund Share” means the share, unit, or other evidence of ownership
in a Fidelity Fund. 
 (22) “Key Employee” means a “Specified Employee” as defined under
Section 409A of the Code. As of the adoption date of the Plan, a Key Employee is an Eligible Employee who, on a Determination Date, is: 
 (A) An officer of the Employer having annual compensation greater than the compensation limit in Section 416(i)(1)(A)(i) of the Code, provided that no more than fifty officers of the Employer shall be
determined to be Key Employees as of any Determination Date; 
 (B) A five percent owner of the Employer; or

 (C) A one percent owner of the Employer having annual compensation from the Employer of more than $150,000.

  

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 If an Eligible Employee is identified as a Key Employee on a Determination Date, then such Eligible Employee shall be
considered a Key Employee for purposes of the Plan during the period beginning on the first April 1 following the Determination Date and ending on the next March 31. 
 (23) “Participant” means any Eligible Employee or Eligible Director who elects to participate in the Plan. 
 (24) “Phantom Share” means an investment measured in shares of the Company’s common stock in which the Participant
has the right to receive an amount equal to the value of a specified number of shares of the Company’s common stock over a specified period of time and which will be payable in whole shares of the Company’s common stock, with the value of
any fractional Phantom Share being paid in cash. Any distribution in shares of the Company’s common stock shall be made in the manner established by the administrator of the EIP and shall count against the share reserves set forth in the EIP.

 (25) “Plan” means the Gilead Sciences, Inc. 2005 Deferred Compensation Plan. 
 (26) “Plan Year” means the calendar year. 
 (27) “Prior Plan” means the Gilead Sciences, Inc. Deferred Compensation Plan, as in effect on October 4, 2004.

 (28) “Salary” means an Eligible Employee’s base salary. 
 (29) “Separation from Service” means termination of (i) a Participant’s employment as a common-law employee of
an Employer and any member of its controlled group as defined under Section 414(b) or (c) of the Code, or (ii) service as an elected, Eligible Director, as applicable. 
 A Separation from Service will not be deemed to have occurred if an Eligible Employee continues to provide services to an Employer in a capacity other than as an employee and if the former Eligible Employee is
providing services at an annual rate that is fifty percent or more of the services rendered, on average, during the immediately preceding three full calendar years of employment with an Employer (or if employed by an Employer less than three years,
such lesser period) and the annual remuneration for such services is fifty percent or more of the annual remuneration earned during the final three full calendar years of employment (of if less, such lesser period); provided, however, that a
Separation from Service will be deemed to have occurred if an Eligible Employee’s service with an Employer is reduced to an annual rate that is less than twenty percent of the services rendered, on average, during the immediately preceding
three full calendar years of employment with an Employer (or if employed by an Employer less than three years, such lesser period) or the annual remuneration for such services is less than twenty percent of the annual remuneration earned during the
three full calendar years of employment with an Employer (or if less, such lesser period). 
 In addition to the foregoing, a Separation from Service will
not be deemed to have occurred while an Eligible Employee is on military leave, sick leave, or other bona fide leave of absence if 

  

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the period of such leave does not exceed six months, or if longer, so long as the Eligible Employee’s right to reemployment with an Employer is provided
either by statute or contract. If the period of leave exceeds six months and the Eligible Employee’s right to reemployment is not provided either by statute or contract, then the Eligible Employee is deemed to have Separated from Service on the
first day immediately following such six-month period. 
 (30) “Subsidiary” means any corporation with
respect to which the Company, one or more Subsidiaries, or the Company together with one or more Subsidiaries owns not less than 80% of the total combined voting power of all classes of stock entitled to vote, or not less than the total value of all
shares of all classes of stock. 
 (31) “Trust” means the trust created by the Company. 
 (32) “Trust Agreement” means the agreement between the Employer and the Trustee, as set forth in a separate agreement,
under which assets are held, administered, and managed subject to the claims of the Company’s creditors in the event of the Employer’s insolvency, until paid to the Participants and their Beneficiaries as specified in the Plan. 

(33) “Trust Fund” means the property held in the Trust by the Trustee. 
 (34) “Trustee” means the corporation or individuals appointed by the Company to administer the Trust in accordance with
the Trust Agreement. 
 (35) “Unforeseeable Emergency” means a severe financial hardship to the Participant
resulting from: 
 (A) An illness or accident of the Participant, the Participant’s spouse, or the
Participant’s dependent (as defined in Section 152(a) of the Code); or 
 (B) Loss of the Participant’s
property due to casualty (including the need to rebuild a home following damage to the home not otherwise covered by insurance); or 
 (C) Other similar extraordinary and unforeseeable circumstances arising as a result of events beyond the control of the Participant as may otherwise be permitted under Section 409A of the Code. 
 Financial hardship shall not constitute an Unforeseeable Emergency under the Plan to the extent that it is, or may be, relieved by (i) reimbursement or
compensation, by insurance or otherwise, (ii) liquidation of the Participant’s assets to the extent that the liquidation of such assets would not itself cause severe financial hardship, or (iii) cessation of deferrals under the Plan.

 (b) Pronouns used in the Plan are in the masculine gender but include the feminine gender unless the context clearly
indicates otherwise. 
  

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	5.	ELIGIBILITY; PARTICIPATION. 

 5.1 Eligibility. Only those Eligible Employees and Eligible Directors listed on Attachment A will be eligible to participate in the Plan. An Eligible Employee or Eligible Director will become a Participant in the Plan upon
making an election to defer Compensation under the Plan in accordance with Section 6. 
 5.2 Resumption of Participation
Following Re-employment. If a Participant ceases to be an Eligible Employee or an Eligible Director due to a Separation from Service he will no longer be entitled to defer Compensation to the Plan; however, he will remain a Participant until the
entire amount of his benefit is distributed. In the event such a Participant returns to service with an Employer, he will again become eligible to defer Compensation to the Plan on the January 1 following the date he again becomes an Eligible
Employee or Eligible Director and files a Deferral Election pursuant to Section 6.1. 
 5.3 Cessation or Resumption of
Participation Following a Change in Status. If any Participant continues in the service of an Employer but ceases to be an Eligible Employee or Eligible Director, the individual will continue to be a Participant until the entire amount of his
benefit is distributed; however, the Participant will not be entitled to defer Compensation during the period that he is not an Eligible Employee or Eligible Director. In the event that the Participant subsequently again becomes an Eligible Employee
or Eligible Director, he will again become eligible to defer Compensation to the Plan on the January 1 following the date he again becomes an Eligible Employee or Eligible Director and files a Deferral Election pursuant to Section 6.1.

  

	6.	DEFERRAL AND DISTRIBUTION ELECTIONS. 

 6.1 Deferral Elections. Each Eligible Employee or Eligible Director may elect to execute a Salary/Bonus/Annual Retainer reduction agreement
(a “Deferral Election”) with an Employer to reduce his Compensation by a specified percentage not exceeding the percentage set forth in Section 6.4 and equal to a whole number multiple of one percent. Compensation shall not be
deferred with respect to a Participant’s initial Deferral Election until the first Entry Date following the date the Deferral Election was filed with the Administrator and will only apply to Compensation earned with respect to services rendered
after such Entry Date. For any subsequent Plan Year in which a Participant wishes to defer Compensation a new Deferral Election must be filed with the Administrator. Each Deferral Election other than the initial Deferral Election shall defer
Compensation beginning on the first day of the next following Plan Year. Thus, a Deferral Election made before the end of a given Plan Year may relate to Salary and Annual Retainers for services in the following Plan Year and a Bonus payable for a
service or period which begins in such following Plan Year. The Company will credit an amount to the Account maintained on behalf of the Participant corresponding to the amount of Compensation deferred. Under no circumstances may a Deferral Election
be adopted retroactively. After the last day of the Plan Year preceding the date the Deferral Election is to be effective or such earlier date established by the Administrator, a Participant’s Deferral Election for the subsequent Plan Year
shall be irrevocable and unless otherwise permitted under Code Section 409A shall remain in force for the applicable Plan Year. 
  

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 6.2 Deferral Election for Newly Eligible Employees. An employee who becomes a
newly-Eligible Employee between October 31 and April 30 because he is hired or promoted and his name is added to Attachment A shall be deemed to be eligible to participate in the Plan on April 1st or, if later, his date of hire. Such
newly-Eligible Employee may elect to participate in the Plan effective with the next July 1 Entry Date by submitting a Deferral Election in such form as the Administrator may specify, provided that such Deferral Election is executed and becomes
irrevocable not later than April 30 and provided further that such Deferral Election applies only to Compensation earned on or after the July 1 Entry Date. 
 6.3 Deferral Elections for Newly Eligible Directors. In the Administrator’s discretion, a newly Eligible Director may elect to participate in the Plan effective during a Plan Year by submitting a
Deferral Election in such form as the Administrator may specify, provided that such Deferral Election is executed and becomes irrevocable not later than thirty days following the date such newly Eligible Director is first elected to the Board and
provided further that such Deferral Election applies only to Compensation earned on or after the date of the election. 
 6.4 Deferral
Increments. 
 (a) The minimum deferral per Plan Year will be determined by the Administrator. 
 (b) A Participant who is an Eligible Employee may elect to defer (less any withholding requirements) up to 70% of Salary and up to
100% of Bonus. 
 (c) A Participant who is an Eligible Director may elect to defer up to 100% of Annual Retainer.

 6.5 Special Elections in 2005 regarding Deferrals. In accordance with IRS Notice 2005-1, Q/A-20, on or before March 15,
2005, Eligible Employees were permitted to make Deferral Elections with respect to Bonus earned in 2005. Deferral Elections made pursuant to this Section 6.5 are irrevocable and subject to any special administrative rules imposed by the
Administrator consistent with Section 409A of the Code and IRS Notice 2005-1, A-20. No special Deferral Election under this Section 6.5 will be permitted after March 15, 2005. 
 6.6 Phantom Share Program for Directors. In accordance with the EIP and the Rules Governing Awards of Stock Options and Phantom Shares to
Non-Employee Directors promulgated thereunder, Eligible Directors may invest all or a portion of their deferred Annual Retainer into fully vested Phantom Shares. 
 6.7 Distribution Election. The initial Deferral Election entered into under this Section 6 also will include an election as to the time and form of payment of the deferred Compensation (a
“Distribution Election”). Each Participant’s initial Distribution Election shall remain in force unless and until such time as the Participant elects to modify his Distribution Election in accordance with Section 9.2. 

 

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 (a) A Participant may elect to receive a distribution or commence distributions
from his Account pursuant to Section 9 upon the attainment of one of the following ages: 75, 70, 65, 60, 55 and 50. 
 (b) Alternatively, a Participant may elect to receive a distribution or commence distributions from his Account pursuant to Section 9 either (i) five years following the date of the Participant’s Separation from
Service, (ii) two years following the date of such Separation from Service or (iii) subject to Section 9.4, immediately following the date of such Separation from Service. 
 6.8 Special Distribution Election in 2006. Participants may make a special Distribution Election to change the time and form of the
distribution of their Account, provided that the Distribution Election is made at least twelve months in advance of both the newly elected distribution date and the previously scheduled distribution date and the election is made no later than
December 31, 2006. An election made pursuant to this Section 6.8 shall be treated as an initial Distribution Election and shall be subject to any special administrative rules imposed by the Administrator including rules intended to comply
with Section 409A of the Code and IRS Notice 2005-1, Q/A-19. No election under this Section 6.8 shall (i) change the payment date of any distribution otherwise scheduled to be paid in 2006 or cause a payment to be paid in 2006, or
(ii) be permitted after December 31, 2006. 
 6.9 Election Form. All Deferral Elections and Distribution Elections
under this Section 6 will be made in a manner prescribed for these purposes by the Administrator. 
 6.10 Time of Making
Employer Contributions. The Company may from time to time make a transfer of assets to the Trustee for a Plan Year. The Company will provide the Trustee with information on the amount to be credited to the separate account of each Participant
maintained under the Trust. 
  

	7.	PARTICIPANTS’ ACCOUNTS. 

 7.1 Individual Accounts. The Company shall establish and maintain an Account for each Participant which shall reflect deferred Compensation credited to the Account on behalf of the Participant and earnings, expenses, gains and
losses credited thereto. The Company shall establish and maintain such other accounts and records as it decides in its discretion to be reasonably required or appropriate in order to discharge its duties under the Plan. Participants will at all
times be 100% vested in their Accounts. Participants will be furnished statements of their Account values at least once each Plan Year. 
  

	8.	INVESTMENT OF CONTRIBUTIONS. 

 8.1 Manner of Investment. All amounts credited to the Participants’ Accounts shall be treated as though invested and reinvested only in eligible investments selected by the Employer in Attachment B,
except that the Accounts of Participants who are Eligible Directors may be treated as though invested and reinvested in Phantom Shares. 
 8.2 Investment Decisions. Investments in which the Participants’ Accounts shall be treated as invested and reinvested shall be directed by the Participants. All dividends, interest, 

  

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gains, losses and distributions of any nature earned in respect of Fund Shares in which the Account is treated as investing shall be credited to the Account
as though reinvested in additional shares of that Fidelity Fund. All dividend equivalents earned in respect of Phantom Shares shall be deemed deferred by the Participant and shall be credited to the Account as though reinvested in additional Phantom
Shares. Expenses attributable to the acquisition of investments shall be charged to the Participants’ Account for which such investment is made. 
  

	9.	DISTRIBUTION OF BENEFITS. 

 9.1 Distribution of Benefits to Participants. 
 (a) Except as provided in
Section 9.1(c), distributions under the Plan to a Participant will be made in a lump sum in cash or under a systematic withdrawal plan not exceeding ten years. 
 (b) Except as provided in Section 9.1(c), distributions under a systematic withdrawal plan must be made in annual
installments, in cash, over a period certain which does not extend for more than ten years. A systematic withdrawal plan may include a plan whereby one installment is elected. For purposes of the Plan, installment payments shall be treated as a
single distribution under Section 409A of the Code. 
 (c) Notwithstanding Sections 9.1(a) and (b), distributions
under the Plan to Eligible Directors that are attributable to an investment in Phantom Shares shall be distributed in shares of the Company’s common stock issuable under the EIP. Distributions of the Company’s common stock may be in a lump
sum or under a systematic withdrawal plan. The value of any fractional Phantom Share shall be paid in cash. 
 9.2 Determination of
Timing and Method of Distribution. The Participant will elect the timing and method of distribution of Plan benefits to himself. Such election will be made at the time the Participant makes his or her initial Deferral Election, or in accordance
with Sections 6.5 and 6.8, and will apply to all amounts credited to the Participant’s Account. A Participant may modify his Distribution Election by submitting a completed and executed form approved by the Administrator for such purposes;
provided, however, that such modified Distribution Election will not be given effect unless it is provided to the Administrator at least twelve months before the first distribution becomes payable to the Participant, under the Plan it is not
effective for at least twelve months after receipt by the Administrator and the newly elected distribution date is at least five years after the originally elected distribution date. 
 9.3 Default Distribution Election. If the Participant does not elect the method of distribution, the method of distribution will be a lump
sum and payment will be made in cash (except that any whole Phantom Shares credited to the Participant’s account shall be distributed in shares of the Company’s common stock). Subject to Section 9.4 below, if the Participant does not
elect the timing of distribution, the Participant’s Account balance will be distributed upon his Separation from Service. 
 9.4
Delayed Distribution to Key Employees. Notwithstanding any other provision this Section 9, a distribution made to a Participant who is identified as a Key Employee at the time of his Separation from Service will be delayed for a minimum
of six months if the 

  

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Participant’s distribution is triggered solely by his Separation from Service. Any payment that otherwise would have been made pursuant to this
Section 9 during such sixth month period will be made in one lump sum payment not later than the last day of the second month following the month that is six months from the date the Participant Separates from Service. The determination of
which Participants are Key Employees will be made by the Administrator in its sole discretion in accordance with Section 4.1(a)(22) of the Plan and 409A of the Code. 
 9.5 Unforeseeable Emergency. In the event of a Participant’s Unforeseeable Emergency, and upon application by such Participant, the Administrator may determine in its sole discretion that payment of
all, or part, of the Participant’s Account will be made in one lump sum payment no later than the last day of the second month following the month in which the distribution is approved by the Administrator. Payments due to a Participant’s
Unforeseeable Emergency will be permitted only to the extent reasonably required to satisfy the Participant’s need. The minimum amount of a distribution due to a Participant’s Unforeseeable Emergency will be $1,000.00. 
 9.6 Prohibition on Acceleration. Notwithstanding any other provision of the Plan to the contrary, no distribution will be made from the
Plan that would constitute an impermissible acceleration of payment as defined in Section 409A of the Code. 
 9.7 Adjustment
for Investment Experience. If any distribution under this Section 9 is not made in a single lump sum payment, the amount remaining in the Account after the first installment payment will be subject to adjustment until distributed to reflect
the income and gain or loss on the investments in which such amount is treated as invested and any expenses properly charged under the Plan and Trust to such amounts. 
 9.8 Notice to Trustee. The Administrator will notify the Trustee in writing whenever any Participant or Beneficiary is entitled to receive benefits under the Plan. The Administrator’s notice will
indicate the form, amount and frequency of benefits that such Participant or Beneficiary will receive. 
 9.9 Time of Distribution.

 (a) Except as provided in Section 9.4, in no event shall a distribution to a Participant be made later than
the last day of the second month following the month in which the Participant attains the elected age specified in his Deferral Election or the last day of the second month following the month in which the Participant Separates from Service,
provided that such distribution shall be made in accordance with the Participant’s election made pursuant to Section 6.7. 
 (b) Notwithstanding the foregoing to the contrary, a Participant’s distribution may be delayed under the following circumstances: 
 (1) if the Company’s income tax deduction under Code Section 162(m) would be limited or eliminated; provided, however, that the amount to be distributed will be paid at the earliest date the Company
reasonably anticipates that the deduction will not be limited or eliminated or, if sooner, the last day of calendar year of the Participant’s Separation from Service; 
  

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 (2) if the amount to be distributed from the Participant’s Account would
violate a loan covenant to which any Employer is a party, and the violation is expected to cause material harm to an Employer provided, however, that the distribution will occur at the earliest date it is reasonable to expect that the payment will
not cause material harm; 
 (3) if the amount to be distributed from the Participant’s Account is reasonably
likely to violate federal or applicable state securities laws; provided, however, that the distribution will occur at the earliest date the Company reasonably anticipates that the distribution will not cause a violation; or 
 (4) if the amount to be distributed from the Participant’s Account is subject to a bona fide dispute; provided, however, that
the distribution occurs during the first calendar year in which the Participant and the Employer enter into legally binding settlement agreement or pursuant to a final non-appealable judgment or other binding decision. 
  

	10.	EFFECT OF DEATH OF A PARTICIPANT. 

 10.1 Distributions. In the event of a Participant’s death, the Participant’s Account shall be distributed to the
Participant’s Beneficiary in a single lump sum payment in cash not later than the last to occur of (i) December 31 of the year in which the Participant’s death occurs or (ii) 2-1/2 months after the date of the
Participant’s death. 
 10.2 Beneficiary Designation. Upon enrollment in the Plan, each Participant shall file a
prescribed form with the Employer naming a person or persons as the Beneficiary who will receive distributions payable under the Plan in the event of the Participant’s death. If the Participant does not name a Beneficiary, or if none of the
named Beneficiaries is living at the time payment is due, then the Beneficiary shall be the Participant’s spouse or registered domestic partner, or if none, the Participant’s estate. 
 The Participant may change the designation of a Beneficiary at any time in accordance with procedures established by the Administrator. Designation of a Beneficiary, or
an amendment or revocation thereof, shall be effective only if made in the prescribed manner and received by the Administrator prior to the Participant’s death. 
  

	11.	ESTABLISHMENT OF A TRUST. 

 11.1 Trust. The Company shall be responsible for the payment of benefits under the Plan. At its discretion, the Company may establish one or more grantor trusts for the purpose of providing for the
payment of benefits under the Plan; provided, however, that the establishment of such a trust shall not affect the status of the Plan as an unfunded plan. Such trust or trusts may be irrevocable, but the assets thereof shall be subject to the claims
of the employer’s creditors in the event of its bankruptcy or insolvency. Benefits paid the Participants from any such trust shall be considered paid by the Company for purposes of meeting the obligation of the Company under the Plan.
Notwithstanding the establishment of a trust, the Company reserves the right at any time and from time to time to pay Plan benefits to Participants or their Beneficiaries in whole or in part from sources other than the Trust, in which case upon the
Company’s request, the Company shall receive a distribution from the Trust in an amount equal to the amount paid by the Company from sources other than the Trust to the Participant in satisfaction of its 

  

 11 

 
obligations under the Plan, provided that such distribution shall not exceed the amount of Trust assets previously allocated to such Participant or
Beneficiary. 
 11.2 General Duties of Trustee. The Trustee shall manage, invest and reinvest the Trust Fund as provided in the
Trust Agreement. The Trustee shall collect the income on the Trust Fund and make distributions therefrom, all as provided in the Plan and in the Trust Agreement. 
  

	12.	AMENDMENT AND TERMINATION. 

 12.1 Amendment by the Company. The Company reserves the authority to amend the Plan in its sole discretion. Such amendments are to be effective on the effective date of such amendment. Any such amendment
notwithstanding, no Participant’s Account will be reduced by such amendment below the amount to which the Participant would have been entitled if he had voluntarily Separated from Service immediately prior to the date of the amendment. The
Company may from time to time make any amendment to the Plan that may be necessary to satisfy the Code or ERISA. The Company reserves the right, to the extent it deems necessary or advisable in its sole discretion, to unilaterally amend or modify
this Plan as may be necessary to permit benefits provided under the Plan to qualify for exemption from or to comply with Section 409A of the Code; provided, however, that the Company makes no representation that the benefits provided under this
Plan will be exempt from or comply with Section 409A of the Code and makes no undertaking to preclude Section 409A of the Code from applying to the benefits provided under this Plan. The Board or other individual(s) designated by the Board
will act on behalf of the Company for purposes of this Section 12.1. 
 12.2 Retroactive Amendments. An amendment made by
the Company in accordance with Section 12.1 may be made effective on a date prior to the first day of the Plan Year in which it is adopted if such amendment is necessary or appropriate to enable the Plan and Trust to satisfy the applicable
requirements of the Code or ERISA or to conform the Plan to any change in federal law or to any regulations or ruling thereunder. Any retroactive amendment by the Company will be subject to the provisions of Section 12.1. 
 12.3 Termination. The Company has adopted the Plan with the intention and expectation that contributions will be continued indefinitely.
However, the Company has no obligation or liability whatsoever to maintain the Plan for any length of time and may suspend the Plan by discontinuing contributions under the Plan or terminate the Plan at any time in its discretion without any
liability hereunder for any such suspension or termination. 
 (a) Except as provided in Sections 12.3(b) and
(c) below, in the event of termination of the Plan, the Accounts of Participants shall be distributed within the period beginning twelve months after the date the Plan was terminated and ending twenty-four months after the date the Plan was
terminated, or pursuant to Sections 9 or 10 of the Plan, if earlier. If the Plan is terminated and Accounts are distributed, the Company shall terminate all “account balance non-qualified deferred compensation plans” (within the meaning of
Section 409A of the Code) with respect to all participants and shall not adopt a new account balance non-qualified deferred compensation plan for at least five years after the date the Plan was terminated. 
  

 12 

 (b) The Company may terminate the Plan thirty days prior to or twelve months
following a Change of Control and distribute the Accounts of the Participants within the twelve-month period following the termination of the Plan. If the Plan is terminated and Accounts are distributed, the Company shall terminate all substantially
similar non-qualified deferred compensation plans sponsored by the Company and all of the benefits of the terminated plans shall be distributed within twelve months following the termination of the plans. 
 (c) The Company may terminate the Plan upon a corporation dissolution of the Company that is taxed under Section 331 of the
Code or with the approval of a bankruptcy court pursuant to 11 U.S.C. Section 503(b)(1)(A), provided that the Participants’ Accounts are distributed and included in the gross income of the Participants by the latest of (i) the Plan
Year in which the Plan terminates or (ii) the first Plan Year in which payment of the Accounts is administratively practicable. 
  

	13.	MISCELLANEOUS. 

 13.1
Withholding Taxes. All distributions under the Plan shall be subject to reduction in order to reflect tax withholding obligations imposed by law. 
 13.2 Participant’s Unsecured Rights. The Account of any Participant, and such Participant’s right to receive distributions from his Account, shall be considered an unsecured claim against the
general assets of the Company; such Accounts are unfunded bookkeeping entries. The Company considers the Plan to be unfunded for tax purposes and for purposes of Title I of ERISA. No Participant shall have an interest in, or make claim against, any
specific asset of the Company, an Employer, or a Subsidiary pursuant to the Plan. 
 13.3 Limitation of Rights. Neither the
establishment of the Plan and the Trust, nor any amendment thereof, nor the creation of any fund or account, nor the payment of any benefits, will be construed as giving to any Participant or other person any legal or equitable right against the
Company, Employer, Subsidiary, Administrator or Trustee, except as provided herein; and in no event will the terms of employment or service of any Participant be modified or in any way affected hereby. 
 13.4 Nonalienability of Benefits. Except as provided in Sections 13.4(a) and (b) with respect to domestic relations orders, the
benefits provided hereunder will not be subject to alienation, assignment, garnishment, attachment, execution or levy of any kind, either voluntarily or involuntarily, and any attempt to cause such benefits to be so subjected will not be recognized,
except to such extent as may be required by law. 
 (a) The procedures established by the Administrator for the
determination of the qualified status of domestic relations orders and for making distributions under qualified domestic relations orders, as provided in Section 206(d) of ERISA, shall apply to the Plan, to the extent applicable. 
 (b) To the extent required to comply with a qualified domestic relations order, amounts awarded to an alternate payee under a
qualified domestic relations order shall be distributed in the form of a lump sum distribution as soon as administratively feasible following the determination of the qualified status of the domestic relations order. [To the extent that the 

  

 13 

 
qualified domestic relations order does not require an immediate lump sum distribution, the alternate payee shall have all rights regarding investment
elections and distribution elections and withdrawal rights as if such alternate payee were a Participant. For purposes of determining distributions to an alternate payee, “Separation from Service” shall be the Separation from Service of
the Participant whose Account was the subject of the qualified domestic relations order.] 
 13.5 Facility of Payment. In the
event the Administrator determines, on the basis of medical reports or other evidence satisfactory to the Administrator, that the recipient of any benefit payments under the Plan is incapable of handling his affairs by reason of minority, illness,
infirmity or other incapacity, the Administrator may direct the Trustee to disburse such payments to a person or institution designated by a court which has jurisdiction over such recipient or a person or institution otherwise having the legal
authority under state law for the care and control of such recipient. The receipt by such person or institution of any such payments will be complete acquittance therefore, and any such payment to the extent thereof, will discharge the liability of
the Trust for the payment of benefits hereunder to such recipient. 
 13.6 Governing Law. The validity, interpretation,
construction and performance of the Plan shall be governed by ERISA, and, to the extent that they are not preempted, by the laws of the State of California, excluding California’s choice-of-law provisions. 
  

	14.	PLAN ADMINISTRATION. 

 14.1 Powers and Responsibilities of the Administrator. The Administrator has the full power and the full responsibility to administer the Plan in all of its details. The Administrator’s powers and responsibilities
include, but are not limited to, the following: 
 (a) To make and enforce such rules and regulations as it deems
necessary or proper for the efficient administration of the Plan; 
 (b) To interpret the Plan, its interpretation
thereof in good faith to be final and conclusive on all persons claiming benefits under the Plan; 
 (c) To decide all
questions concerning the Plan and the eligibility of any person to participate in the Plan; 
 (d) To administer the
claims and review procedures specified in Section 14.2; 
 (e) To compute the amount of benefits which will be
payable to any Participant or Beneficiary in accordance with the provisions of the Plan; 
 (f) To determine the person
or persons to whom such benefits will be paid; 
 (g) To authorize the payment of benefits; 
 (h) To comply with the reporting and disclosure requirements of Part 1 of Subtitle B of Title I of ERISA; 
  

 14 

 (i) To direct the Trustee in writing, from time to time, to invest and reinvest
the Trust Fund, or any part thereof. This shall include the right to select or modify the Plan’s investment options set forth on Attachment B. 
 (j) To appoint such agents, counsel, accountants, and consultants as may be required to assist in administering the Plan; and 
 (k) By written instrument, to allocate and delegate its responsibilities, including the formation of an Administrative Committee to
administer the Plan. 
 14.2 Claims and Review Procedure. 
 (a) Informal Resolution of Questions. Any Participant or Beneficiary who has questions or concerns about his benefits under
the Plan is encouraged to communicate with the Administrator. If this discussion does not give the Participant or Beneficiary satisfactory results, a formal claim for benefits may be made within one year of the event giving rise to the claim in
accordance with the procedures of this Section 14.2. 
 (b) Formal Benefits Claim – Review by
Administrator. A Participant or Beneficiary may make a written request for review of any matter concerning his benefits under this Plan. The claim must be addressed to the Administrator, 2005 Deferred Compensation Plan, Gilead Sciences, Inc.,
333 Lakeside Drive, Foster City, California 94404. The Administrator shall decide the action to be taken with respect to any such request and may require additional information if necessary to process the request. The Administrator shall review the
request and shall issue his decision, in writing, no later than 90 days after the date the request is received, unless the circumstances require an extension of time. If such an extension is required, written notice of the extension shall be
furnished to the person making the request within the initial 90-day period, and the notice shall state the circumstances requiring the extension and the date by which the Administrator expects to reach a decision on the request. In no event shall
the extension exceed a period of 90 days from the end of the initial period. 
 (c) Notice of Denied Request. If
the Administrator denies a request in whole or in part, he shall provide the person making the request with written notice of the denial within the period specified in Section 14.2(b) above. The notice shall set forth the specific reason for
the denial, reference to the specific Plan provisions upon which the denial is based, a description of any additional material or information necessary to perfect the request, an explanation of why such information is required, and an explanation of
the Plan’s appeal procedures and the time limits applicable to such procedures, including a statement of the claimant’s right to bring a civil action under Section 502(a) of ERISA following an adverse benefit determination on review.

 (d) Appeal to Administrator. 
 (1) A person whose request has been denied in whole or in part (or such person’s authorized representative) may file an appeal
of the decision in writing with the Administrator within 60 days of receipt of the notification of denial. The appeal must be addressed to: Administrator, 2005 Deferred Compensation Plan, Gilead Sciences, Inc., 333 Lakeside Drive, Foster City,
California 94404. The Administrator, for good cause shown, may extend the period during which the appeal may be filed for another 60 days. The appellant 

  

 15 

 
and/or his authorized representative shall be permitted to submit written comments, documents, records and other information relating to the claim for
benefits. Upon request and free of charge, the applicant should be provided reasonable access to and copies of, all documents, records or other information relevant to the appellant’s claim. 
 (2) The Administrator’s review shall take into account all comments, documents, records and other information submitted by the
appellant relating to the claim, without regard to whether such information was submitted or considered in the initial benefit determination. The Administrator shall not be restricted in his review to those provisions of the Plan cited in the
original denial of the claim. 
 (3) The Administrator shall issue a written decision within a reasonable period of
time but not later than 60 days after receipt of the appeal, unless special circumstances require an extension of time for processing, in which case the written decision shall be issued as soon as possible, but not later than 120 days after receipt
of an appeal. If such an extension is required, written notice shall be furnished to the appellant within the initial 60-day period. This notice shall state the circumstances requiring the extension and the date by which the Administrator expects to
reach a decision on the appeal. 
 (4) If the decision on the appeal denies the claim in whole or in part written
notice shall be furnished to the appellant. Such notice shall state the reason(s) for the denial, including references to specific Plan provisions upon which the denial was based. The notice shall state that the appellant is entitled to receive,
upon request and free of charge, reasonable access to, and copies of, all documents, records, and other information relevant to the claim for benefits. The notice shall describe any voluntary appeal procedures offered by the Plan and the
appellant’s right to obtain the information about such procedures. The notice shall also include a statement of the appellant’s right to bring an action under Section 502(a) of ERISA. 
 (5) The decision of the Administrator on the appeal shall be final, conclusive and binding upon all persons and shall be given the
maximum possible deference allowed by law. 
 (e) Exhaustion of Remedies. No legal or equitable action for
benefits under the Plan shall be brought unless and until the claimant has submitted a written claim for benefits in accordance with Section 14.2(b) above, has been notified that the claim is denied in accordance with Section 14.2(c)
above, has filed a written request for a review of the claim in accordance with Section 14.2(d) above, and has been notified in writing that the Administrator has affirmed the denial of the claim in accordance with Section 14.2(d) above;
provided, however, that an action for benefits may be brought after the Administrator has failed to act on the claim within the time prescribed in Section 14.2(b) and Section 14.2(d), respectively. 
  

 16 

 14.3 Execution and Signature. To record the adoption of the Plan by the Board, the Company
has caused its duly authorized officer to affix the corporate name hereto: 
  

			
	GILEAD SCIENCES, INC.
		
	By:	 	/s/ Kristen M. Metza
		 	 Printed Name: Kristen M. Metza
 Title: Vice President,
Human Resources

  

 17Gilead Sciences, Inc. Severance Plan

 Exhibit 10.2 
 GILEAD SCIENCES, INC. 
 SEVERANCE PLAN 
 (As Amended and Restated Effective January 1, 2005) 
 Adopted on
March 23, 2004, 
 to be effective January 29, 2003 
 Amended and Restated on May 9, 2006, 
 to be effective January 1,
2005 

 TABLE OF CONTENTS 
  

					
	I.	  	INTRODUCTION	  	1
			
	II.	  	COMMENCEMENT OF PARTICIPATION	  	1
			
	III.	  	TERMINATION OF PARTICIPATION	  	1
			
	IV.	  	SEVERANCE PAY BENEFIT	  	2
			
	V.	  	TIME AND FORM OF SEVERANCE PAY BENEFIT	  	5
			
	VI.	  	DEATH OF A PARTICIPANT	  	5
			
	VII.	  	AMENDMENT AND TERMINATION	  	5
			
	VIII.	  	NON-ALIENATION OF BENEFITS	  	7
			
	IX.	  	SUCCESSORS AND ASSIGNS	  	7
			
	X.	  	LEGAL CONSTRUCTION	  	7
			
	XI.	  	ADMINISTRATION AND OPERATION OF THE PLAN	  	7
			
	XII.	  	CLAIMS, INQUIRIES AND APPEALS	  	8
			
	XIII.	  	BASIS OF PAYMENTS TO AND FROM PLAN	  	10
			
	XIV.	  	OTHER PLAN INFORMATION	  	10
			
	XV.	  	STATEMENT OF ERISA RIGHTS	  	11
			
	XVI.	  	AVAILABILITY OF PLAN DOCUMENTS FOR EXAMINATION	  	12
			
	XVII.	  	DEFINITIONS	  	12
			
	XVIII.	  	EXECUTION	  	16
		
	APPENDIX A Chief Executive Officer Severance Benefits	  	17
		
	APPENDIX B Executive Vice President and Senior Vice President Severance Benefits	  	19
		
	APPENDIX C Vice President and Senior Advisor Severance Benefits	  	21
		
	APPENDIX D Severance Benefits for Eligible Employees other than Chief Executive Officer, Executive Vice President, Senior Vice President, Vice President and Senior
Advisor	  	23

  

 i 

 GILEAD SCIENCES, INC. 
 SEVERANCE PLAN 
 (As Amended and Restated Effective January 1, 2005) 
  

	I.	INTRODUCTION 

 The Gilead Sciences, Inc. Severance Plan (the
“Plan”) was adopted by the Company effective January 29, 2003 and amended and restated to read as set forth herein effective January 1, 2005. This retroactive amendment and restatement is adopted pursuant to Treasury Notice
2005-1, Q&A-19, as modified by the preamble to the proposed regulations pursuant to Section 409A of the Code, published in the Federal Register on October 4, 2005. The Plan replaces all severance or similar plans or programs of the
Company previously in effect. The Company has no severance or similar plan or program other than this Plan.1

 The purpose of the Plan is to provide a Severance Pay Benefit to certain Eligible Employees whose employment with the Company terminates. The Company is
the Plan Administrator for purposes of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”). The Plan is intended to comply with the requirements of Section 409A of the Code. 
 Capitalized terms used in this Plan shall have the meaning set forth in Section XVII. 
  

	II.	COMMENCEMENT OF PARTICIPATION 

 An Eligible Employee shall commence
participation in the Plan upon the later of (i) January 29, 2003, or (ii) his or her date of hire. 
  

	III.	TERMINATION OF PARTICIPATION 

 A Participant’s participation in the
Plan shall terminate upon the occurrence of the earliest of the following: 
  

	(a)	The Participant’s employment terminates without meeting the requirements of Section IV(a)(i)(1). 

  

	(b)	The Participant’s employment terminates with a provision of Section IV(a)(ii) being applicable. 

  

	(c)	The Participant fails to meet the requirements of Section IV(a)(i)(2). 

  

	(d)	The Participant has received a complete distribution of his or her Severance Pay Benefit. 

  

	1	The Triangle Pharmaceuticals, Inc. Severance Plan remained in effect until January 23, 2004 and provided benefits to employees of Triangle who were
involuntarily terminated. 

 1 

	(e)	The Participant ceases to be an Eligible Employee (other than by reason of termination of his or her employment with the Company). 

  

	(f)	The Plan terminates. 

  

	IV.	SEVERANCE PAY BENEFIT 

  

	(a)	Eligibility for Severance Pay Benefit 

  

	 	(i)	Subject to Section IV(a)(ii), a Participant shall be eligible for a Severance Pay Benefit only if the Participant meets the requirements of Section IV(a)(i)(1) and Section
IV(a)(i)(2). 

  

	 	(1)	The Participant incurs a Termination of Employment due to involuntary termination by the Company on a date determined by the Company in its sole discretion because of a Company-wide
or departmental reorganization or a significant restructuring of the Eligible Employee’s job duties; provided, however, that a Participant shall be deemed to have been involuntarily terminated by the Company if he or she incurs a Termination of
Employment due to resignation because of (A) a transfer to a new work location that is more than 50 miles from his or her previous work location, and (B) in the case of a Participant whose Severance Pay Benefit is determined with reference
to Appendix A, B or C, a Constructive Termination (as defined in Section 11(d) of the Gilead Sciences, Inc. 2004 Equity Incentive Plan, as it may be amended from time to time or any successor to such provision) in conjunction with a Change in
Control and within the time specified in Appendix A, B or C, as applicable. 

  

	 	(2)	The Participant executes the Release within the time prescribed therein (or such extension as may be granted by the Company in its sole discretion) and the period (if any such
period is prescribed in the Release) for revoking the execution of the Release under the Older Workers’ Benefit Protection Act, 29 U.S.C. § 626(f), has expired. 

 Under no circumstances shall a Participant be construed as having terminated employment or be eligible for a Severance Pay Benefit because he or she
terminates employment with the Company for the purpose of accepting employment with the entity that effectuates a Change in Control, its subsidiaries or affiliates. 
  

	 	(ii)	Notwithstanding Section IV(a)(i), a Participant shall be disqualified from receiving a Severance Pay Benefit upon the occurrence of any of the following: 

 

	 	(1)	The Participant voluntarily terminates employment with the Company for any reason prior to the termination date set by the Company; 

  

	 	(2)	 The Participant’s employment with the Company is terminated by death or for cause (including, without limitation, gross misconduct or dereliction of 

  

 2 

	 	 
duty) or for failure to meet performance goals or objectives as determined by the Company; 

  

	 	(3)	If the Participant is receiving short-term sick leave benefits on the date of termination, the Participant fails to execute a written waiver of any short-term sick leave benefits
that might otherwise be payable after employment terminates; 

  

	 	(4)	The Participant terminates employment with the Company in order to accept employment with an organization that is wholly or partly owned (directly or indirectly) by the Company or
an Affiliate; 

  

	 	(5)	The Participant accepts any job with a Buyer or Outsourcing Supplier; 

  

	 	(6)	The Participant is offered full-time employment with a Buyer or Outsourcing Supplier at a new work location when such position is 50 miles or less from his or her previous work
location with the Company and taking such position would not result in a reduction in Regular Earnings; 

  

	 	(7)	Except in the case of a Severance Pay Benefit payable on account of a Change in Control of the Company, if the Participant received a severance benefit in connection with an
acquisition by the Company within 24 months prior to his or her termination of employment; or 

  

	 	(8)	Except in the case of a Severance Pay Benefit payable on account of a Change in Control of the Company, if the Participant has not completed six months of Continuous Service as of
the date of his or her termination of employment with all members of the Affiliated Group. 

 The business decisions that may
result in a Participant qualifying for a Severance Pay Benefit are decisions to be made by the Company in its sole discretion. In making these decisions, similarly situated organizations, locations, functions, classifications, and/or Participants
need not be treated in the same manner. The date selected by the Company to terminate the Participant’s employment is within its sole discretion. 
  

	(b)	Amount of Severance Pay Benefit 

  

	 	(i)	Subject to Section IV(b)(ii), the Severance Pay Benefit payable to a Participant shall be as set forth in the applicable Appendix: 

  

	 	(1)	Appendix A – Chief Executive Officer. 

  

	 	(2)	Appendix B – Executive Vice Presidents and Senior Vice Presidents. 

  

	 	(3)	Appendix C – Vice Presidents and Senior Advisors. 

  

 3 

	 	(4)	Appendix D – All Eligible Employees not covered by Appendix A, B, or C. 

  

	 	(ii)	Notwithstanding Section IV(b)(i), any Severance Pay Benefit otherwise payable under that section shall be reduced (but not below zero) as follows: 

  

	 	(1)	If a Participant is reemployed by the Company or an Affiliate within the number of weeks after the Termination of Employment that is equal to the number of weeks taken into
consideration in calculating the Severance Plan Benefit, the Severance Pay Benefit shall be reduced to the amount that the Participant’s Regular Earnings would have been for the period from the date of termination to the date of reemployment.
In all cases, the reduced benefit will be based on the Participant’s Regular Earnings used to calculate such Participant’s Severance Pay Benefit under the Plan. A Participant will be considered “reemployed” under the Plan for
purposes of the repayment provision in this Section IV(b)(ii)(1) if retained at a Company facility as or through a contractor for more than a full-time equivalent of more than 45 work days. 

  

	 	(2)	If a Participant is employed by a Buyer or Outsourcing Vendor within the number of weeks after Termination of Employment that is equal to the number of weeks taken into
consideration in calculating the Severance Plan Benefit, the Severance Pay Benefit shall be reduced to the amount that the Participant’s Regular Earnings would have been for the period from the date of termination to the date of employment with
the Buyer or Outsourcing Vendor. 

 This Section IV(b)(ii)(2) may be waived in writing by the Company in its sole discretion.

  

	 	(3)	By severance pay or other similar benefits payable under any other plan or policy of the Company or an Affiliate or government required payment (other than unemployment compensation
under United States law), including, but not limited to, any benefit enhancement program that may be adopted as part of a pension plan. 

  

	 	(4)	By any amounts payable pursuant to the Worker Adjustment and Retraining Notification Act (“WARN”) or any other similar federal, state or local statute.

  

	 	(5)	By the amount of any indebtedness to the Company. 

  

	(c)	Repayment of the Severance Pay Benefit 

 If the Participant
has received payment under the Plan in excess of the Severance Pay Benefit, as reduced in Section IV(b)(ii), the Participant must agree as a condition of reemployment that such excess will be repaid to the Company. 
  

 4 

	V.	TIME AND FORM OF SEVERANCE PAY BENEFIT 

  

	(a)	The Severance Pay Benefit shall be paid in installment payments over the period with respect to which the Severance Pay Benefit is determined, payable on the regularly scheduled pay
dates for the Participant’s former job and location, except as follows: 

  

	 	(i)	Severance Pay Benefits that become payable in January, 2005 shall be paid in the form determined pursuant to the terms of the plan as in effect prior to January 1,
20052; and 

  

	 	(ii)	Except as may otherwise be permitted under Section 409A of the Code, the payment of any Severance Pay Benefit that is “nonqualified deferred compensation” within the
meaning of and subject to Section 409A of the Code to a Participant who is a Key Employee at the time of his or her Termination of Employment shall commence no earlier than six months after the Participant’s Termination of Employment. Any
payment that otherwise would have been made during such six-month period shall be made in one lump sum payment not later than the last day of the seventh month following the month of the Participant’s Termination of Employment. After the lump
sum catch up payment has been made, the payment of any remaining Severance Pay Benefit shall be made in accordance with the schedule described in Section V(a) above. 

  

	(b)	Notwithstanding any other provision of the Plan to the contrary, no distribution shall be made from the Plan that would constitute an impermissible acceleration of payment as
defined in Section 409A(3) of the Code and the regulations promulgated thereunder. 

  

	(c)	No interest shall be paid on a Severance Pay Benefit. 

  

	VI.	DEATH OF A PARTICIPANT 

 If a Participant dies after
qualifying for a Severance Pay Benefit but before such benefit is completely paid, the balance of the Severance Pay Benefit shall be paid in a lump sum to the Participant’s Beneficiary not later than the last to occur of
(i) December 31 of the year in which the Participant’s death occurred or (ii) 2-1/2 months after the date of the Participant’s death. 
  

	VII.	AMENDMENT AND TERMINATION 

  

	(a)	General Rule. 

 Although the Company expects to continue
the Plan indefinitely, inasmuch as future conditions cannot be foreseen, (subject to Sections VII(b) and (c)) the Company reserves 

  

	2	Prior to January 1, 2005, the Plan provided that Participants could elect one of the following forms of distribution: (i) installment payments over the
period with respect to which the Severance Pay Benefit is determined, payable on the regularly scheduled pay dates for the Participant’s former job and location; (ii) a lump sum payment before December 31 of the year in which
employment terminates; (iii) a lump sum payment after December 31 of the year in which employment terminates but within 24 months after termination of employment; or (iv) a maximum of two installment payments over a period not to
exceed 24 months from the termination date. 

 5 

 
the right to amend or terminate the Plan at any time by action of its board of directors or by action of a committee or individual(s) acting pursuant to a
valid delegation of authority of the board of directors. However, no amendment or termination shall adversely affect the right to: 
  

	 	(i)	Any unpaid Severance Pay Benefit; or 

  

	 	(ii)	Qualify for a Severance Pay Benefit by the timely execution of the Release after such amendment or termination. 

  

	(b)	Restrictions on Amendments. 

 Notwithstanding Section
VII(a) of the Plan, and except to the extent required to comply with applicable law, no termination of the Plan and no amendment described below shall be effective if adopted within six months before or at any time after the public announcement of
an event or proposed transaction which would constitute a Change in Control (as such term is defined prior to such amendment); provided, however, that such an amendment or termination of the Plan may be effected, even if adopted after such a public
announcement, if (a) the amendment or termination has been adopted after any plans have been abandoned to cause the event or effect the transaction which, if effected, would have constituted the Change in Control, and the event which would have
constituted the Change in Control has not occurred, and (b) within a period of six months after such adoption, no other event constituting a Change in Control has occurred, and no public announcement of a proposed transaction which would
constitute a Change in Control has been made, unless thereafter any plans to effect the Change in Control have been abandoned and the event which would have constituted the Change in Control has not occurred. 
 The amendments prohibited by this Section VII(b) include any amendment which is executed (or would otherwise become effective) at the request of a third
party who effectuates a Change in Control or any amendment which, if adopted and given effect would: 
  

	 	(i)	Deprive any individual who is an Eligible Employee as of the Change in Control of coverage under the Plan as constituted at the time of such amendment; 

  

	 	(ii)	Limit eligibility for or reduce the amount of any Severance Pay Benefit; or 

  

	 	(iii)	Amend Section VII, IX, or the definitions of the terms “Change in Control” or “Successors and Assigns” in Section XVII of the Plan. 

 No person shall take any action that would directly or indirectly have the same effect as any of the prohibited amendments or termination described in
this Section VII(b). 
  

	(c)	Amendments to Comply with Section 409A of the Code. 

 Notwithstanding any provision of Section VII to the contrary, the Company reserves the right, to the extent the Company deems necessary or advisable in its sole discretion, to 

  

 6 

 
unilaterally amend or modify this Plan as may be necessary to ensure the Severance Pay Benefits provided under this Plan are made in a manner that qualifies
for exemption from or complies with Section 409A of the Code; provided, however, that the Company makes no representation that the Severance Pay Benefit provided under this Plan will be exempt from or comply with Section 409A of the Code
and makes no undertaking to preclude Section 409A of the Code from applying to the Severance Pay Benefits provided under this Plan. 
  

	VIII.	 NON-ALIENATION OF BENEFITS 

 To the full extent
permitted by law and except as provided in the Plan, no Severance Pay Benefit shall be subject to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance, or charge, and any attempt to do so shall be void. 
  

	IX.	SUCCESSORS AND ASSIGNS 

 The Plan shall be binding upon the
Company, its Successors and Assigns. Notwithstanding that the Plan may be binding upon such Successors and Assigns by operation of law, the Company shall require any Successor or Assign to expressly assume and agree to be bound by the Plan in the
same manner and to the same extent that the Company would be if no succession or assignment had taken place. 
  

	X.	LEGAL CONSTRUCTION 

 This Plan is governed by and shall be
construed in accordance with the Code and ERISA and, to the extent not preempted by ERISA, with the laws of the State of California. 
  

	XI.	ADMINISTRATION AND OPERATION OF THE PLAN 

  

	(a)	Plan Sponsor and Plan Administrator. 

 The Company is the
“Plan Sponsor” and the “Plan Administrator” of the Plan as such terms are used in ERISA. 
  

	(b)	Administrative Power and Responsibility. 

 The Company in
its capacity as Plan Administrator of the Plan is the named fiduciary that has the authority to control and manage the operation and administration of the Plan. The Company shall make such rules, regulations, interpretations, and computations and
shall take such other action to administer the Plan as it may deem appropriate. The Company shall have the sole discretion to interpret the provisions of the Plan and to determine eligibility for benefits pursuant to the objective criteria set forth
in the Plan. In administering the Plan, the Company shall at all times discharge its duties with respect to the Plan in accordance with the standards set forth in section 404(a)(l) of ERISA. The Company may engage the services of such persons or
organizations to render advice or perform services with respect to its responsibilities under the Plan as it shall determine to be necessary or appropriate. Such persons or organizations may include (without limitation) actuaries, attorneys,
accountants and consultants. 
  

 7 

	(c)	Review Panel. 

 Upon receipt of a request for review, the
Company shall appoint a Review Panel that shall consist of three or more individuals. The Review Panel shall be the named fiduciary that shall have authority to act with respect to appeals from denial of benefits under the Plan. 
  

	(d)	Service in More Than One Fiduciary Capacity. 

 Any person
or group of persons may serve in more than one fiduciary capacity with respect to the Plan. 
  

	(e)	Performance of Responsibilities. 

 The responsibilities of
the Company under the Plan shall be carried out on its behalf by its officers, employees, and agents. The Company may delegate any of its fiduciary responsibilities under the Plan to another person or persons pursuant to a written instrument that
specifies the fiduciary responsibilities so delegated to each such person. 
  

	(f)	Employee Communications and Other Plan Activities. 

 In
communications with its employees and in any other activities relating to the Plan, the Company shall comply with the rules, regulations, interpretations, computations, and instructions that were issued to administer the Plan. With respect to
matters relating to the Plan, directors, officers, and employees of the Company shall act on behalf or in the name of the Company in their capacity as directors, officers, and employees and not as individual fiduciaries. 
  

	XII.	CLAIMS, INQUIRIES AND APPEALS 

  

	(a)	Claims for Benefits and Inquiries. 

 All claims for
benefits and all inquiries concerning the Plan or present or future rights to benefits under the Plan, shall be submitted to the Plan Administrator in writing and addressed as follows: “Gilead Sciences, Inc., Plan Administrator under the Gilead
Sciences, Inc. Severance Plan, 333 Lakeside Drive, Foster City, CA 94404 “ or such other location as communicated to the Participant. A claim for benefits shall be signed by the Participant, or if a Participant is deceased, by such
Participant’s spouse or registered domestic partner, designated beneficiary or estate, as the case may be. 
  

	(b)	Denials of Claims. 

 In the event that any claim for
benefits is denied, in whole or in part, the Plan Administrator shall notify the claimant in writing of such denial and of the right to a review thereof. Such written notice shall set forth in a manner calculated to be understood by the claimant,
specific reasons for such denial, specific references to the Plan provision on which such denial is based, a description of any information or material necessary to perfect the claim, an explanation of why such material is necessary, an 

  

 8 

 
explanation of the Plan’s review procedure which includes information on how to appeal the denial and a statement regarding the claimant’s right to
bring a civil action under ERISA section 502(a) following an adverse benefit determination on review. Such written notice shall be given to the claimant within 90 days after the Plan Administrator receives the claim, unless special circumstances
require an extension of time of up to an additional 90 days 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. This notice of extension shall indicate the special circumstances requiring the extension of time and the date by which the Plan Administrator expects to render its decision on the claim for benefits. The claimant shall be permitted
to appeal such denial in accordance with the Review Procedure set forth below. 
  

	(c)	Review Panel. 

 The Plan Administrator shall appoint a
“Review Panel,” consisting of three or more individuals who may (but need not) be employees of the Company. The Review Panel shall be the named fiduciary that has the authority to act with respect to any appeal from a denial of benefits.

  

	(d)	Requests for a Review. 

 Any person whose claim for
benefits is denied in whole or in part, or such person’s duly authorized representative, may appeal from such denial by submitting a request for a review of the claim to the Review Panel within 60 days after receiving written notice of such
denial from the Plan Administrator. A request for review shall be in writing and shall be addressed as follows: “Review Panel under the Gilead Sciences, Inc. Severance Plan, 333 Lakeside Drive, Foster City, CA 94404” or such other location
as communicated to the Participant. A request for review shall set forth all of the grounds on which it is based, all facts in support of the request and any other matters that the claimant deems pertinent. As part of the review procedure, the
claimant or the claimant’s duly authorized representative may submit written comments, documents, records and other information related to the claim. The Review Panel will consider all comments, documents, records and other information
submitted by the claimant or the claimant’s duly authorized representative relating to the claim, without regard to whether such information was submitted or considered in the initial benefit determination. The claimant will be provided, upon
request and free of charge, reasonable access to and copies of all documents, records or other information (all of which must not be privileged) relevant to the benefit claim. The Review Panel may require the claimant to submit such additional
facts, documents or other material as it may deem necessary or appropriate in making its review. 
  

	(e)	Decision on Review. 

 The Review Panel shall act on each
request for review and notify the claimant within 60 days after receipt thereof unless special circumstances require an extension of time, up to an additional 60 days, for processing the request. If such an extension for review is 

  

 9 

 
required, written notice of the extension shall be furnished to the claimant within the initial 60-day period. The Review Panel shall give prompt, written
notice of its decision to the claimant and to the Plan Administrator. In the event that the Review Panel confirms the denial of the claim for benefits, in whole or in part, such notice shall set forth, in a manner calculated to be understood by the
claimant, the specific reasons for such denial, specific references to the Plan provisions on which the decision is based, a statement that the claimant is entitled to receive, upon request and free of charge, reasonable access to and copies of all
documents, records and other information relevant to the benefit claim, a statement describing any voluntary appeal procedures offered by the Plan and the claimant’s right to obtain information about such procedures, and a statement informing
the claimant of his or her right to bring a civil action under ERISA section 502(a). 
  

	(f)	Rules and Procedures. 

 The Review Panel shall establish
such rules and procedures, consistent with the Plan and with ERISA, as it may deem necessary or appropriate in carrying out its responsibilities under this Section XII. The Review Panel may require a claimant who wishes to submit additional
information in connection with an appeal from the denial of benefits to do so at the claimant’s own expense. 
  

	(g)	Exhaustion of Remedies. 

 No legal action for benefits
under the Plan shall be brought unless and until the claimant: 
  

	 	(i)	has submitted a written claim for benefits in accordance with Section XII(a); 

  

	 	(ii)	has been notified by the Plan Administrator that the claim is denied; 

  

	 	(iii)	has filed a written request for a review of the claim in accordance with Section XII(d); and 

  

	 	(iv)	has been notified in writing that the Review Panel has affirmed the denial of the claim. 

  

	XIII.	 BASIS OF PAYMENTS TO AND FROM PLAN 

 All Severance
Pay Benefits under the Plan shall be paid by the Company. The Plan shall be unfunded and benefits hereunder shall be paid only from the general assets of the Company. 
  

	XIV.	 OTHER PLAN INFORMATION 

  

	(a)	Plan Identification Numbers. 

 The Employer Identification
Number (EIN) assigned to the Plan Sponsor (Gilead Sciences, Inc.) by the Internal Revenue Service is 94-3047598. The Plan Number (PN) 

  

 10 

 
assigned to the Plan by the Plan Sponsor pursuant to instructions of the Internal Revenue Service is 508. 
  

	(b)	Ending Date of the Plan’s Fiscal Year. 

 The date of
the end of the year for the purpose of maintaining the Plan’s fiscal records is December 31. 
  

	(c)	Agent for the Service of Legal Process. 

 The agent for the
service of legal process with respect to the Plan is the Secretary of Gilead Sciences, Inc., 333 Lakeside Drive, Foster City, CA 94404. The service of legal process may also be made on the Plan by serving the Plan Administrator. 
  

	(d)	Plan Sponsor and Administrator. 

 The “Plan
Sponsor” and the “Plan Administrator” of the Plan is Gilead Sciences, Inc., 333 Lakeside Drive, Foster City, CA 94404; 650-522-5800 or such other location as communicated to the Participant. The Plan Administrator is the named
fiduciary charged with responsibility for administering the Plan. 
  

	XV.	STATEMENT OF ERISA RIGHTS 

  

	(a)	As a participant in this Plan (which is a welfare plan sponsored by the Company), you are entitled to the following rights and protection under ERISA: 

  

	(b)	Examine, without charge, at the Plan Administrator’s office and at other specified locations such as work sites, all Plan documents, collective bargaining agreements and copies
of all documents filed by the Plan with the U.S. Department of Labor. 

  

	(c)	Obtain copies of all Plan documents and other Plan information upon written request to the Plan Administrator. The Plan Administrator may make a reasonable charge for the copies.

  

	(d)	In addition to creating rights for Plan Participants, ERISA imposes duties upon the people responsible for the operation of the employee benefit Plan. The people who operate your
Plan, called “fiduciaries” of the Plan, have a duty to do so prudently and in the interest of you and other Plan Participants and Beneficiaries. 

  

	(e)	No one, including your employer, your union, nor any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a Plan benefit or
exercising your rights under ERISA. If your claim for a Plan benefit is denied in whole or in part, you must receive a written explanation of the reason for the denial. You have the right to have the claim reviewed and reconsidered.

  

	(f)	 Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request materials from the Plan 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 Plan Administrator to 

  

 11 

	 	 
provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control
of the Plan Administrator. If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or federal court. If it should happen that the Plan fiduciaries misuse the Plan’s money, 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 should 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 your claim is frivolous. 

  

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

  

	XVI.	 AVAILABILITY OF PLAN DOCUMENTS FOR EXAMINATION 

 ERISA requires Gilead Sciences, Inc., as the Plan Administrator of a benefit plan sponsored by the Company, to make available for your examination the Plan documents under which the Plan is established and operated. 
 The pertinent Plan documents include official Plan texts and any other documents under which the Plan is established or operated, and applicable
collective bargaining agreements. 
 These Plan documents are available for your examination at the Plan Administrator’s office, 333
Lakeside Drive, Foster City, CA 94404, and at certain other locations such as the Company’s Human Resources offices. 
  

	XVII.	 DEFINITIONS 

  

	(a)	“Affiliate” means a member of the Affiliated Group other than Gilead Sciences, Inc. and any Subsidiary. 

  

	(b)	“Affiliated Group” means Gilead Sciences, Inc., each Subsidiary and each other entity that has been designated in writing as a member of the Affiliated Group by the
Company. 

  

	(c)	“Beneficiary” means the person or persons so designated by a Participant. A Participant may change or revoke a designation of a Beneficiary at any time. To be effective,
any designation of a Beneficiary, or any change or revocation thereof, must be made in writing on the prescribed form, must be received by the Company (in a form acceptable to the Company) before the Participant’s death. If a Participant fails
to make a valid designation of a Beneficiary, or if the validly designated Beneficiary is not living when a payment is to be made to a Beneficiary hereunder, the Participant’s Beneficiary shall be the Participant’s spouse or registered
domestic partner if then living or, if not, the Participant’s estate. 

  

 12 

	(d)	“Buyer” means an entity that purchases (or has purchased) some or all of the Affiliated Group’s interest applicable to the operation in which the Participant is
employed, or an entity that is a direct or indirect successor in ownership or management of the operation in which the Participant is employed. Notwithstanding the above, Buyer shall not include the entity that effectuates a Change in Control.

  

	(e)	“Change in Control” means an event which constitutes a change in control of the Company as defined in Section 2(i) of the Gilead Sciences, Inc. 2004 Equity Incentive
Plan, as it may be amended from time to time or any successor to such provision. 

  

	(f)	“Code” means the Internal Revenue Code of 1986, as amended from time to time, and the regulations promulgated thereunder. 

  

	(g)	“Company” means Gilead Sciences, Inc. Where the context requires, “Company” also includes its Subsidiaries, and any of their Successors and Assigns.

  

	(h)	“Continuous Service” means the sum of the following: 

  

	 	(i)	Any period of time during which a person qualifies as an Eligible Employee or, having once so qualified, is on a leave of absence with pay, a paid vacation or holiday or is
receiving benefits under the Company’s short-term disability plan; or; 

  

	 	(ii)	Any other period that constitutes Continuous Service under written rules or procedures adopted from time to time by the Company, subject to such terms and conditions as the Company
may establish; and any period of time while employed by Company’s Successor or Assigns that that would have constituted Continuous Service if the service had been with the Company prior to the Change in Control. 

 If an Eligible Employee’s Continuous Service is interrupted and the Eligible Employee subsequently returns to a status that constitutes Continuous
Service, such prior Continuous Service shall be disregarded for all purposes of the Plan except that if an Eligible Employee is reemployed within one year following termination of Continuous Service, all prior Continuous Service and the time period
between the date of termination and reemployment will be considered Continuous Service. 
  

	(i)	“Determination Date” means each December 31. 

  

	(j)	 “Eligible Employee” means any common law employee on the U.S. dollar payroll of the Company who (i) is not on the payroll of a person other than the
Company and who for any reason is deemed to be a common law employee of the Company; (ii) is not considered to be an independent contractor by the Company in its sole discretion regardless of whether the individual is in fact a common law
employee of the Company; and (iii) who at termination of employment with the Company is not on a Leave of Absence Without Pay. An individual’s status as an Eligible Employee shall be determined by the Company in its sole discretion, and
such determination shall be conclusively binding on all persons. Notwithstanding the foregoing, “Eligible Employee” does not include an employee or former employee of an entity the stock or 

  

 13 

	 	 
assets of which are acquired by the Company, unless and until the Company’s management determines that the Plan shall be applicable to such employees or
former employees. 

  

	(k)	“ERISA” means the Employee Retirement Income Security Act of 1974, as amended from time-to-time. 

  

	(l)	“Family Leave” means a leave under the Company’s family leave policy. 

  

	(m)	“Key Employee” means a “specified employee” as defined under Section 409A of the Code. As of the adoption date of the Plan, a Key Employee is an Eligible
Employee who, on a Determination Date, is: 

  

	 	(i)	An officer of the Company having annual compensation greater than the compensation limit in Section 416(i)(1)(A)(i) of the Code, provided that no more than fifty officers of
the Company shall be determined to be Key Employees as of any Determination Date; 

  

	 	(ii)	A five percent owner of the Company; or 

  

	 	(iii)	A one percent owner of the Company having annual compensation from the Company of more than $150,000. 

 If an Eligible Employee is determined to be a Key Employee on a Determination Date, then such Eligible Employee shall be considered a Key Employee for
purposes of the Plan during the period beginning on the first April 1 following the Determination Date and ending on the next March 31. 
  

	(n)	“Leave of Absence Without Pay” means a leave of absence without pay under the Company’s leave of absence policy. 

  

	(o)	“Outsourcing Supplier” means an entity to whom the Company outsources a function performed by Eligible Employees where the Company agrees with such entity in the
outsourcing agreement that it will offer jobs to current Eligible Employees performing that function for the Company. 

  

	(p)	“Participant” means any Eligible Employee who has commenced participation in the Plan pursuant to Section II and whose participation has not terminated pursuant to Section
III. 

  

	(q)	“Plan” means the Gilead Sciences, Inc. Severance Plan. 

  

	(r)	“Plan Administrator” means the Company. 

  

	(s)	 “Regular Earnings” means straight-time wages or salary paid to a Participant by any entity within the Affiliated Group for working a regular work schedule
or for a leave of absence with pay, and shall include any amount that is contributed to any employee benefit plan on behalf of the Participant by any entity within the Affiliated Group under a salary reduction agreement entered into pursuant to such
plan and that is excluded from 

  

 14 

	 	 
the Participant’s gross income under section 125, 132(f), or 402(g) of the Internal Revenue Code of 1986, as amended. 

  

	(t)	“Release” means a Release in the form prescribed by the Company in its sole discretion. Pursuant to such Release, the Participant shall waive all employment-related claims
in connection with his or her employment with the Company other than claims for benefits under the actual terms of an employee benefit plan and worker’s compensation. For employees subject to the Age discrimination in Employment Act, such
Release shall be construed to comply with the requirements of the Older Workers’ Benefit Protection Act, 29 U.S.C. § 626(f). The form of Release may vary among categories of employees and from employee to employee within any category of
employees. 

  

	(u)	“Severance Pay Benefit” means a benefit provided by the Plan, as determined pursuant to Section IV. 

  

	(v)	“Subsidiary” means any corporation with respect to which Gilead Sciences, Inc., one or more Subsidiaries, or Gilead Sciences, Inc., together with one or more Subsidiaries,
own not less than 80% of the total combined voting power of all classes of stock entitled to vote, or not less than 80% of the total value of all shares of all classes of stock. 

  

	(w)	“Successors and Assigns” means a corporation or other entity acquiring all or substantially all the assets and business of the Company (including the Plan) whether by
operation of law or otherwise. 

  

	(x)	“Termination of Employment” means termination of a Participant’s employment as a common-law employee of the Company. 

 A Termination of Employment will not be deemed to have occurred if an Eligible Employee continues to provide services to the Company in a capacity other
than as an employee and if the former Eligible Employee is providing services at an annual rate that is fifty percent or more of the services rendered, on average, during the immediately preceding three full calendar years of employment with the
Company (or if employed by the Company less than three years, such lesser period) and the annual remuneration for such services is fifty percent or more of the annual remuneration earned during the final three full calendar years of employment (of
if less, such lesser period); provided, however, that a Termination of Employment will be deemed to have occurred if an Eligible Employee’s service with the Company is reduced to an annual rate that is less than twenty percent of the services
rendered, on average, during the immediately preceding three full calendar years of employment with the Company (or if employed by the Company less than three years, such lesser period) or the annual remuneration for such services is less than
twenty percent of the annual remuneration earned during the three full calendar years of employment with the Company (or if less, such lesser period). 
 In addition to the foregoing, a Termination of Employment will not be deemed to have occurred while an Eligible Employee is on military leave, sick leave, or other bona fide leave of absence if the period of such
leave does not exceed six months, or if longer, so long as the Eligible Employee’s right to reemployment with the Company is provided 

  

 15 

 
either by statute or contract. If the period of leave exceeds six months and the Eligible Employee’s right to reemployment is not provided either by
statute or contract, then the Eligible Employee is deemed to have had a Termination of Employment on the first day immediately following such six-month period. This definition shall not be interpreted as limiting the right of the Company to
terminate the employment of an individual while on military leave, sick leave or other bona fide leave of absence. 
  

	(y)	“Year of Continuous Service” means the number of days (as defined by the Company in written rules adopted by it from time to time) of Continuous Service, divided by 365. A
Participant’s Severance Pay Benefit calculation shall include both full and any partial Years of Continuous Service. 

  

	XVIII.	 EXECUTION 

 Pursuant to the authority granted by
resolutions adopted by the board of directors of Gilead Sciences, Inc. on May 9, 2006, the Company has caused its authorized officer to execute the foregoing Plan as amended and restated effective as of January 1, 2005. 
  

			
	GILEAD SCIENCES, INC.
	
	/s/  John C. Martin
	By:	 	 John C. Martin, President and
 Chief Executive
Officer

		
	Date:	 	May 9, 2006

  

 16 

 APPENDIX A 
 Chief Executive Officer 
 Severance Benefits 
  

	A.	Change in Control Severance Pay Benefit. 

 If a Severance
Pay Benefit under Section IV(a)(i) is payable within the 24 months following or, solely with respect to a Constructive Termination, the period specified in the definition thereof that precedes a Change in Control (the “Change in Control
Period”), the Severance Pay Benefit shall be: 
  

	 	1.	Three times annual Regular Earnings, plus three times the greater of (a) the last bonus paid under the Company’s annual bonus plan applicable to the Participant Bonus Plan
or (b) the target bonus under the Company’s annual bonus plan applicable to the Participant for the bonus year in which employment terminates. 

  

	 	2.	The Company will provide continuation coverage for a Participant (including, if applicable, the employee’s eligible family members) under the Company’s group health plan
as well as any other welfare plans that permit the coverage of former employees, until the earliest of (a) the end of the 36 month period following the date of Termination of Employment or (b) the date the Participant secures comparable
group health plan coverage from another employer. During the continuation coverage period the Company shall pay its share of the monthly premium (if any) for group health plan and other welfare plan coverage to the same extent it pays for coverage
for similarly situated active employees; however, such payment is contingent upon the Participant’s timely payment of the employee portion of any monthly premium. Further, as a condition of such coverage, the Participant will be required to
notify the Company upon securing comparable coverage from another employer during such 36 month period. The period of continuation coverage provided by the Company shall reduce the number of months of continuation coverage which the Participant
(including, if applicable, the Participant’s eligible family members) is entitled to receive under the Consolidated Omnibus Budget Reconciliation Act or 1985, as amended (“COBRA”). 

  

	 	3.	Outplacement services for 12 months following the date of Termination of Employment. 

  

	 	4.	 An additional payment in an amount such that after payment by the Eligible Employee of all taxes (including, without limitation, any income and employment taxes and
any interest and penalties imposed thereon) and the excise tax imposed on such additional payment pursuant to Section 4999 of the Code, the Eligible Employee retains an amount equal to the excise tax imposed pursuant to Section 4999 of the
Code on the Severance Pay Benefit and any other payment in the nature of compensation that constitutes a “parachute payment” under Section 

  

 17 

	 	 
280G of the Code. All calculations required pursuant to this provision shall be performed by the independent accountants retained by the Company most
recently prior to the Change in Control, based on information supplied by the Company and the Eligible Employee. Such calculations shall be conclusive and binding on all interested persons. 

  

	B.	Severance Pay Benefit. 

 If a Severance Benefit under
Section IV(a)(i) is payable upon completion of six or more months of Continuous Service and at any time other than within the Change in Control Period as defined in paragraph A of the Appendix A, then the Severance Pay Benefit shall be: 

 

	 	1.	Two times annual Regular Earnings plus two times the target bonus under the Company’s annual bonus plan applicable to the Participant for the bonus year in which employment
terminates, prorated for the number of months of employment in the bonus year. 

  

	 	2.	The Company will provide continuation coverage for a Participant (including, if applicable, the employee’s eligible family members) under the Company’s group health plan
as well as any other welfare plans that permit the coverage of former employees, until the earliest of (a) the end of the 24 month period following the date of Termination of Employment or (b) the date the Participant secures comparable
group health plan coverage from another employer. During the continuation coverage period the Company shall pay its share of the monthly premium (if any) for group health plan and other welfare plan coverage to the same extent it pays for coverage
for similarly situated active employees; however, such payment is contingent upon the Participant’s timely payment of the employee portion of any monthly premium. Further, as a condition of such coverage, the Participant will be required to
notify the Company upon securing comparable coverage from another employer during such 24 month period. The period of continuation coverage provided by the Company shall reduce the number of months of continuation coverage which the Participant
(including, if applicable the Participant’s eligible family members) is entitled to receive under COBRA. At the end of any Company provided period of continuation coverage the Participant may, at his or her own expense, continue COBRA coverage
for the remainder of the period, if any, for which the Participant is eligible under COBRA. 

  

	 	3.	Outplacement services for 12 months following the date of Termination of Employment. 

  

 18 

 APPENDIX B 
 Executive Vice President and 
 Senior Vice President 
 Severance Benefits 
  

	A.	Change in Control Severance Pay Benefit. 

 If a Severance
Pay Benefit under Section IV(a)(i) is payable within the 18 months following or, solely with respect to a Constructive Termination, the period specified in the definition thereof that precedes a Change in Control (the “Change in Control
Period”), the Severance Pay Benefit shall be: 
  

	 	1.	2.5 times annual Regular Earnings, plus 2.5 times the greater of (a) the last bonus paid under the Company’s annual bonus plan applicable to the Participant or
(b) the target bonus under the Company’s annual bonus plan applicable to the Participant for the bonus year in which employment terminates. 

  

	 	2.	The Company will provide continuation coverage for a Participant (including, if applicable, the employee’s eligible family members) under the Company’s group health plan
as well as any other welfare plans that permit the coverage of former employees, until the earliest of (a) the end of the 30 month period following the date of Termination of Employment or (b) the date the Participant secures comparable
group health plan coverage from another employer. During the continuation coverage period the Company shall pay its share of the monthly premium (if any) for group health plan and other welfare plan coverage to the same extent it pays for coverage
for similarly situated active employees; however, such payment is contingent upon the Participant’s timely payment of the employee portion of any monthly premium. Further, as a condition of such coverage, the Participant will be required to
notify the Company upon securing comparable coverage from another employer during such 30 month period. The period of continuation coverage provided by the Company shall reduce the number of months of continuation coverage which the Participant
(including, if applicable, the Participant’s eligible family members) is entitled to receive under COBRA. At the end of any Company provided period of continuation coverage the Participant may, at his or her own expense, continue COBRA coverage
for the remainder of the period, if any, for which the Participant is eligible under COBRA. 

  

	 	3.	Outplacement services for 6 months following the date of Termination of Employment. 

  

	 	4.	 An additional payment in an amount such that after payment by the Eligible Employee of all taxes (including, without limitation, any income and employment taxes and
any interest and penalties imposed thereon) and the excise tax imposed on such additional payment pursuant to Section 4999 of the Code, the Eligible 

  

 19 

	 	 
Employee retains an amount equal to the excise tax imposed pursuant to Section 4999 of the Code on the Severance Pay Benefit and any other payment in
the nature of compensation that constitutes a “parachute payment” under Section 280G of the Code. All calculations required pursuant to this provision shall be performed by the independent accountants retained by the Company most
recently prior to the Change in Control, based on information supplied by the Company and the Eligible Employee. Such calculations shall be conclusive and binding on all interested persons. 

  

	B.	Severance Pay Benefit. 

 If a Severance Benefit under
Section IV(a)(i) is payable upon completion of six or more months of Continuous Service and at any time other than within the Change in Control Period as defined in paragraph A of this Appendix B, then the Severance Pay Benefit shall be: 

 

	 	1.	1.5 times annual Regular Earnings plus 1.5 times the target bonus under the Company’s annual bonus plan applicable to the Participant for the bonus year in which employment
terminates, prorated for the number of months of employment in the bonus year. 

  

	 	2.	The Company will provide continuation coverage for a Participant (including, if applicable, the employee’s eligible family members) under the Company’s group health plan
as well as any other welfare plans that permit the coverage of former employees, until the earliest of (a) the end of the 18 month period following the date of Termination of Employment or (b) the date the Participant secures comparable
group health plan coverage from another employer. During the continuation coverage period the Company shall pay its share of the monthly premium (if any) for group health plan and other welfare plan coverage to the same extent it pays for coverage
for similarly situated active employees; however, such payment is contingent upon the Participant’s timely payment of the employee portion of any monthly premium. Further, as a condition of such coverage, the Participant will be required to
notify the Company upon securing comparable coverage from another employer during such 18 month period. The period of continuation coverage provided by the Company shall reduce the number of months of continuation coverage which the Participant
(including, if applicable the Participant’s eligible family members) is entitled to receive under COBRA. At the end of any Company provided period of continuation coverage the Participant may, at his or her own expense, continue COBRA coverage
for the remainder of the period, if any, for which the Participant is eligible under COBRA. 

  

	 	3.	Outplacement services for 6 months following the date of Termination of Employment. 

  

 20 

 APPENDIX C 
 Vice President and Senior Advisor 
 Severance Benefits 
  

	A.	Change in Control Severance Pay Benefit. 

 If a Severance
Pay Benefit under Section IV(a)(i) is payable within the 12 months following or, solely with respect to a Constructive Termination, the period specified in the definition thereof that precedes a Change in Control (the “Change in Control
Period”), the Severance Pay Benefit shall be: 
  

	 	1.	Two times annual Regular Earnings, plus two times the greater of (a) the last bonus paid under the Company’s annual bonus plan applicable to the Participant or
(b) the target bonus under the Company’s annual bonus plan applicable to the Participant for the bonus year in which employment terminates. 

  

	 	2	The Company will provide continuation coverage for a Participant (including, if applicable, the employee’s eligible family members) under the Company’s group health plan
as well as any other welfare plans that permit the coverage of former employees, until the earliest of (a) the end of the 24 month period following the date of Termination of Employment or (b) the date the Participant secures comparable
group health plan coverage from another employer. During the continuation coverage period the Company shall pay its share of the monthly premium (if any) for group health plan and other welfare plan coverage to the same extent it pays for coverage
for similarly situated active employees; however, such payment is contingent upon the Participant’s timely payment of the employee portion of any monthly premium. Further, as a condition of such coverage, the Participant will be required to
notify the Company upon securing comparable coverage from another employer during such 24 month period. The period of continuation coverage provided by the Company shall reduce the number of months of continuation coverage which the Participant
(including, if applicable, the Participant’s eligible family members) is entitled to receive under COBRA. At the end of any Company sponsored period of continuation coverage the Participant may, at his or her own expense, continue COBRA
coverage for the remainder of the period, if any, for which the Participant is eligible under COBRA. 

  

	 	3.	Outplacement services for 6 months following the date of Termination of Employment. 

  

	 	4.	 An additional payment in an amount such that after payment by the Eligible Employee of all taxes (including, without limitation, any income and employment taxes and
any interest and penalties imposed thereon) and the excise tax imposed on such additional payment pursuant to Section 4999 of the Code, the Eligible Employee retains an amount equal to the excise tax imposed pursuant to 

  

 21 

	 	 
Section 4999 of the Code on the Severance Pay Benefit and any other payment in the nature of compensation that constitutes a “parachute
payment” under Section 280G of the Code. All calculations required pursuant to this provision shall be performed by the independent accountants retained by the Company most recently prior to the Change in Control, based on information
supplied by the Company and the Eligible Employee. Such calculations shall be conclusive and binding on all interested persons. 

  

	B.	Severance Pay Benefit. 

 If a Severance Benefit under
Section IV(a)(i) is payable upon completion of six or more months of Continuous Service and at any time other than within the Change in Control Period as defined in paragraph A of this Appendix C, then the Severance Pay Benefit shall be: 

 

	 	1.	One times annual Regular Earnings, plus one times the target bonus under the Company’s annual bonus plan applicable to the Participant for the bonus year in which employment
terminates, prorated for the number of months of employment in the bonus year. 

  

	 	2.	The Company will provide continuation coverage for a Participant (including, if applicable, the employee’s eligible family members) under the Company’s group health plan
as well as any other welfare plans that permit the coverage of former employees, until the earliest of (a) the end of the 12 month period following the date of Termination of Employment or (b) the date the Participant secures comparable
group health plan coverage from another employer. During the continuation coverage period the Company shall pay its share of the monthly premium (if any) for group health plan and other welfare plan coverage to the same extent it pays for coverage
for similarly situated active employees; however, such payment is contingent upon the Participant’s timely payment of the employee portion of any monthly premium. Further, as a condition of such coverage, the Participant will be required to
notify the Company upon securing comparable coverage from another employer during such 12 month period. The period of continuation coverage provided by the Company shall reduce the number of months of continuation coverage which the Participant
(including, if applicable, the Participant’s eligible family members) is entitled to receive under COBRA. At the end of any Company sponsored period of continuation coverage the Participant may, at his or her own expense, continue COBRA
coverage for the remainder of the period, if any, for which the Participant is eligible under COBRA. 

  

	 	3.	Outplacement services for 6 months following the date of Termination of Employment. 

 Senior Advisors shall not be entitled to any benefits under Section B of this Appendix C. 
  

 22 

 APPENDIX D 
 Severance Benefits for Eligible Employees 
 other than Chief Executive Officer, 
 Executive Vice President, Senior Vice President, 
 Vice President and Senior Advisor 
  

	A.	Eligible Employees in Grades 31 through 34 Who Have Completed Six or More Months of Continuous Service: 

  

	 	1.	Three weeks of Regular Earnings times Years of Continuous Service, with a maximum of 52 weeks of Regular Earnings and a minimum of 22 weeks of Regular Earnings.

  

	 	2.	The Company will provide continuation coverage for a Participant (including, if applicable the employee’s eligible family members) under the Company’s group health plan as
well as any other welfare plans that permit the coverage of former employees, until the earliest of (a) the end of the severance payment period or (b) the date the Participant secures subsequent comparable group health plan coverage from
another employer. During the continuation coverage period the Company shall pay its share of the monthly premium (if any) for group health plan and other welfare plan coverage to the same extent it pays for coverage for similarly situated active
employees; however, such payment is contingent upon the Participant’s timely payment of the employee portion of any monthly premium. Further, as a condition of such coverage, the Participant will be required to notify the Company upon securing
comparable coverage from another employer during the severance payment period. The period of continuation coverage provided by the Company shall reduce the number of months of continuation coverage which the Participant (including, if applicable the
Participant’s eligible family members) is entitled to receive under COBRA. At the end of this period of continuation coverage the Participant may, at his or her own expense, continue COBRA coverage for the remainder of the period, if any, for
which the Participant is eligible under COBRA. 

  

	 	3.	Outplacement services for six months following the date of Termination of Employment. 

  

	B.	Eligible Employees in Grades 25 through 30 Who Have Completed Six or More Months of Continuous Service: 

  

	 	1.	Three weeks of Regular Earnings times Years of Continuous Service, with a maximum of 39 weeks of Regular Earnings and a minimum of 13 weeks of Regular Earnings.

  

	 	2.	 The Company will provide continuation coverage for a Participant (including, if applicable the employee’s eligible family members) under the Company’s
group 

  

 23 

	 	 
health plan as well as any other welfare plans that permit the coverage of former employees, until the earliest of (a) the end of the severance payment
period or (b) the date the Participant secures subsequent comparable group health plan coverage from another employer. During the continuation coverage period the Company shall pay its share of the monthly premium (if any) for group health plan
and other welfare plan coverage to the same extent it pays for coverage for similarly situated active employees; however, such payment is contingent upon the Participant’s timely payment of the employee portion of any monthly premium. Further,
as a condition of such coverage, the Participant will be required to notify the Company upon securing comparable coverage from another employer during the severance payment period. The period of continuation coverage provided by the Company shall
reduce the number of months of continuation coverage which the Participant (including, if applicable the Participant’s eligible family members) is entitled to receive under COBRA. At the end of this period of continuation coverage the
Participant may, at his or her own expense, continue COBRA coverage for the remainder of the period, if any, for which the Participant is eligible under COBRA. 

  

	 	3.	Outplacement services for 3 months following the date of Termination of Employment. 

  

	C.	Eligible Employees in Grades 21 through 24 Who Have Completed Six or More Months of Continuous Service: 

  

	 	1.	Three weeks of Regular Earnings times Years of Continuous Service, with a maximum of 26 weeks of Regular Earnings and a minimum of nine weeks of Regular Earnings.

  

	 	2.	The Company will provide continuation coverage for a Participant (including, if applicable the employee’s eligible family members) under the Company’s group health plan as
well as any other welfare plans that permit the coverage of former employees, until the earliest of (a) the end of the severance payment period or (b) the date the Participant secures subsequent comparable group health plan coverage from
another employer. During the continuation coverage period the Company shall pay its share of the monthly premium (if any) for group health plan and other welfare plan coverage to the same extent it pays for coverage for similarly situated active
employees; however, such payment is contingent upon the Participant’s timely payment of the employee portion of any monthly premium. Further, as a condition of such coverage, the Participant will be required to notify the Company upon securing
comparable coverage from another employer during the severance payment period. The period of continuation coverage provided by the Company shall reduce the number of months of continuation coverage which the Participant (including, if applicable the
Participant’s eligible family members) is entitled to receive under COBRA. At the end of this period of continuation coverage the Participant may, at his or her own expense, continue COBRA coverage for the remainder of the period, if any, for
which the Participant is eligible under COBRA. 

  

 24 

	 	3.	Group outplacement services for a week or less following the date of Termination of Employment. 

  

	D.	Eligible Employees Who Have Not Completed Six or More Months of Continuous Service but are eligible for a Severance Pay Benefit under Section IV(a)(i) within 12 months following a
Change in Control: 

  

	 	1.	Three weeks of Regular Earnings. 

  

	 	2.	Continuation of coverage under and Company contributions toward the cost of the Company’s health and welfare plans for the period of severance pay. Such continuation period
shall reduce the period of COBRA coverage to which the Participant is entitled. At the end of this period of continuation coverage the Participant may, at his or her own expense, continue COBRA coverage for the remainder of the period, if any, for
which the Participant is eligible under COBRA. 

  

	 	3.	Outplacement services as provided in A.3, B.3, or C.3 above, determined with reference to the Eligible Employee’s Grade. 

 Note: An Employee who has not completed six or more months of Continuous Service and whose employment with all members of the Affiliated Group has
terminated other than within 12 months following a Change in Control is not entitled to any Severance Pay Benefit under the Plan. 
  

 25

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