Document:

2012 SENIOR EXECUTIVE ANNUAL BONUS PLAN

 Exhibit 10.2 
 SEATTLE GENETICS, INC. 
 2012 Senior Executive Annual Bonus Plan

 This 2012 Senior Executive Annual Bonus Plan (the “Plan”) is intended to enhance stockholder value by promoting
a connection between the performance of Seattle Genetics, Inc. (the “Company”) and the compensation of senior executives of the Company and to promote retention of participating senior executives. 

1. Executives of the Company at the Vice President level and above (“Participants”) are eligible to receive annual bonuses for
2012 according to this Plan. The Plan will be administered by the Compensation Committee of the Board of Directors of the Company (the “Committee”). The Committee shall have all powers and discretion necessary to administer the Plan and to
control its operation and may delegate responsibilities to Company officers as it deems appropriate. Participants are eligible to receive bonuses based on their individual performance and the Company’s performance during 2012. A Participant who
does not demonstrate satisfactory individual performance (50% or higher), however, will not be eligible for any portion of his or her bonus, including the portion based on Company performance. 

2. Company performance shall be determined by the Committee based on the Company’s ability to meet or exceed Company goals as set
forth by the Board of Directors of the Company, which may include such factors as research, development and clinical milestones, hiring goals, strategic alliances, licensing and partnering transactions and financings. For clarification, the
Committee may determine in its sole discretion that the Company did not satisfactorily complete enough goals and in that case, the Committee may determine that no bonus shall be paid to Participants. Individual performance of the Participants shall
be reviewed and recommended to the Committee by the Head of Human Resources and the Chief Executive Officer, except for the individual performance of the Chief Executive Officer, which shall be determined by the Committee, and in all cases shall be
based on the individual Participant’s satisfactory completion of individual performance goals. 
 3. To be eligible for a
bonus, a Participant must be on payroll prior to November 1, 2012 and must by employed by the Company as of the date of payment of the bonus. A Participant hired after commencement of the Plan Year shall be eligible for a pro-rated bonus. A
Participant who is promoted into a position with a higher bonus target will have a pro-rated bonus based on his or her time in each position and the applicable individual performance targets for such positions but calculated based on the
Participant’s annual base pay as of December 31, 2012. 
 4. A Participant who has taken an approved leave of absence
pursuant to the Company’s policies of longer than 90 calendar days during 2012 shall receive a pro-rated bonus calculated by excluding the number of days that exceed 90 calendar days during 2012 that he or she was on an approved leave of
absence. For example, a person on an approved leave of absence for 100 days is eligible for a pro-rated bonus by subtracting 10 days from the bonus calculation. 

 5. A Participant who is on an approved leave of absence on the date the bonus payment is
made will be eligible to receive a pro-rated bonus as calculated above upon the bonus payment date. 
 6. The amount of a
Participant’s bonus is based on a target percentage of such Participant’s annual base pay as of December 31, 2012. This target percentage shall be determined by the Committee at the beginning of the Plan Year on a position level basis
so that all Participants with the same position level shall have the same target percentage. The target percentage shall then be adjusted based on the Company’s performance and the individual Participant’s performance over the course of
the Plan Year to arrive at a final performance percentage. For all Participants that are not members of the Company’s Executive Committee, the final performance percentage shall be based 50% on the Company’s performance and 50% on each
Participant’s individual performance. For those Participants that are members of the Company’s Executive Committee, other than the Chief Executive Officer and the Chief Operating Officer, the final performance percentage shall be based 60%
on the Company’s performance and 40% on each Participant’s performance. The Chief Operating Officer’s final performance percentage shall be based 80% on the Company’s performance and 20% on the Participant’s performance and
the Chief Executive Officer’s final performance percentage shall be determined by the Committee in its sole discretion. The Company performance percentage and/or the individual performance percentage may exceed 100% in the event the Company or
the individual Participant exceeds expected goals, provided that neither percentage may exceed 150%. For example, assuming the Company has met 100% of its goals, a Participant, not a member of the Company’s Executive Committee, who has met 150%
of his or her individual goals, has a target percentage of 25% and has a base pay rate of $100,000 will receive a bonus of $31,250 (100% × 0.5 + 150% × 0.5 = 125%; and 125% × 25% = 31.25%; and 31.25% of Participant’s base pay
rate of $100,000 = $31,250). A Participant’s bonus may be paid in cash or stock or a combination of both at the discretion of the Committee. All determinations and decisions made by the Committee shall be final, conclusive and binding on all
persons and shall be given the maximum deference permitted by law. 
 7. This Plan is effective for the Company’s 2012
calendar year beginning January 1, 2012 through December 31, 2012 (the “Plan Year”) and will expire automatically on December 31, 2012. Bonus payments will be made by February 15th following the end of the Plan Year.

 8. The Company shall provide a copy of this Plan to each Participant and communicate to each Participant his or her target
percentage as determined by the Committee at the beginning of the Plan Year. 
 9. This Plan supersedes all prior bonus plans or
any written or verbal representations regarding the subject matter of this Plan and is the entire understanding between the Company and the Participant regarding the subject 

  
 -2-

 
matter of this Plan. Participation in this Plan during the Plan Year will not convey any entitlement to participate in this or future plans or to the same or similar bonus payments. The Committee
may at any time amend, suspend, or terminate this Plan, including amendment of the target percentages for each Participant and amendment so as to ensure that no amount paid or to be paid hereunder shall be subject to the provisions of
Section 409(a)(1)(B) of the Internal Revenue Code of 1986, as amended (the “Code”). For the avoidance of doubt, it is intended that the Plan satisfy the exemption from the application of Section 409A of the Code and the Treasury
Regulations and other guidance issued thereunder and any state law of similar effect provided under Section 1.409A-1(b)(4) of the Treasury Regulations, and the Plan shall be administered and interpreted to the greatest extent possible in
compliance therewith. 
 10. The Company shall withhold all applicable taxes from any bonus payment, including any federal,
state and local taxes. 
 11. Nothing in this Plan shall interfere with or limit in any way the right of the Company to
terminate any Participant’s employment or service at any time, with or without cause. Nothing in these guidelines should be construed as an employment agreement or an entitlement to any Participant for any incentive payment hereunder.

 12. This Plan and all awards shall be construed in accordance with and governed by the laws of the State of Washington,
without regard to its conflict of law provisions. 
 13. Payments under this Plan shall be unsecured, unfunded obligations of
the Company. To the extent a Participant has any rights under this Plan, the Participant’s rights shall be those of a general unsecured creditor of the Company. 

  
 -3-Amendment No. 1 to Second Amended and Restated Employment Agreement

 Exhibit 10.12 
 AMENDMENT NO. 1 TO EMPLOYMENT AGREEMENT 
 This Amendment to the Employment
Agreement (the “Amendment”) by and between IPC THE HOSPITALIST COMPANY, INC, a Delaware corporation (“Company”) and Devra G. Shapiro (“Employee”), serves to modify by mutual consent the Second Amended and
Restated Employment Agreement between Company and Employee which was effective August 5, 2009 (the “Agreement”). 

NOW, THEREFORE, in consideration of the mutual covenants and promises contained herein, and other good and valuable consideration, the
receipt and sufficiency of which are hereby acknowledged, the parties agree as follows: 
  

	 	1.	Article 1.2 - Term is hereby deleted in its entirety and replaced as follows: 

The term of employment under this agreement shall continue in force through March 31, 2013, at which time it may be
extended by mutual consent of both parties. 
  

	 	2.	Section 1.3.1 – Service with the Company and Section 1.3.2 – Service with Subsidiaries and other Affiliates. 

“Chief Financial Officer” shall be replace with “Chief Administrative Officer” 

 

	 	3.	Section 1.4 – Compensation 

 Strike “but the Base Salary (including any previously approved increase) may not be decreased as long as Employee remains a full-time employee of the Company” and add “the Base Salary of
the Employee shall be reduced by mutual consent of the Company and Employee following a transition period, but in no case prior to March 1, 2012.” 
  

	 	4.	Section 1.6.1 – Vacation 

 Add “On February 29, 2012, Employee’s accrued vacation shall be paid in a lump sum at the current base salary rate of $350,000 and she shall not accrue vacation or sick leave for the
remaining term of her employment.” 
  

	 	5.	Section 1.6.4 – Facilities shall be deleted in its entirety and replaced as follows: 

Employee shall be permitted to work from a home office out of the State of California and shall be entitled to reasonable
travel and living expenses at such times as she is working at the Company headquarters in North Hollywood, California. 

	 	6.	Section 3.1 – Termination shall be deleted in its entirety and replaced as follows: 

The Term and Employee’s employment (a) shall automatically terminate immediately upon Employee’s death,
(b) may be terminated at any time by the Board as set forth herein for Cause (as defined in Section 3.2.2) or by reason of Employee’s Permanent Disability (as defined in Section 3.3.2), upon written notice to
Employee, or (d) may be terminated at any time by Employee in accordance with Section 3.4. Employee’s employment shall not be terminated by the Board without cause prior to March 31, 2013. 

 

	 	7.	Section 3.3.1. – Separation Benefits 

 “for a period of twelve (12) months” shall be deleted and replace by “until March 31, 2013”. 
  

	 	8.	Article 3.5 – Termination by Employee for Good Reason or by Company without Cause shall be deleted in its entirety. 

 

							
	COMPANY	 		 	 IPC THE HOSPITALIST COMPANY, INC.,
 a Delaware corporation

				
		 		 	By:	 	 /s/ Adam D. Singer, M.D.

		 		 	Title:	 	 Chief Executive Officer

			
	EMPLOYEE	 		 	 /s/ Devra G. Shapiro

		 		 	DEVRA G. SHAPIRO

 Date: November 1, 2011

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