Document:

EX-10.1

 Exhibit 10.1 

HCA HEALTHCARE, INC. 

2019 SENIOR OFFICER PERFORMANCE EXCELLENCE PROGRAM 

Purpose and Administration of the Program 

The 2019 Senior Officer Performance Excellence Program (the “Program”) has been established by HCA Healthcare, Inc. (the “Company”) to
encourage outstanding performance from its senior officers. Awards under the Program shall be administered as “Performance-Based Awards” pursuant to the 2006 Stock Incentive Plan for Key Employees of HCA Holdings, Inc. and its Affiliates,
as Amended and Restated (the “2006 Plan”). Subject to applicable law, all designations, determinations, interpretations, and other decisions under or with respect to the Program or any award shall be within the sole discretion of the
Compensation Committee of the Board of Directors of HCA Healthcare, Inc., including any subcommittee formed pursuant to Section 3(a) of the 2006 Plan (the “Committee”), may be made at any time and shall be final, conclusive and
binding upon all persons. Designations, determinations, interpretations, and other decisions made by the Committee with respect to the Program or any Award, including but not limited to the application of the PEP Recoupment Policy, described herein,
need not be uniform and may be made selectively among Participants, whether or not such Participants are similarly situated. 
 Participation 

All officers of the Company who have been designated by the Company as “executive officers” of the Company during 2019 (the “Fiscal Year”)
are eligible to receive an award pursuant to the Program (each, a “Participant”). 
 Incentive Calculation and Payment of Awards 

Awards shall be calculated based on the financial results for the Fiscal Year and most recently available quality and patient experience results and shall be
paid within two and one-half months following the end of the Fiscal Year. No awards will be paid to a Participant until the Chief Executive Officer has affirmed that the Participant’s behavior and actions
during the Fiscal Year were consistent with the Company’s stated mission and values, the Code of Conduct and other regulatory requirements. 
 The
Committee will make awards pursuant to the Program (each, an “Award”) as set forth on Schedule A hereto, on such terms as the Committee may prescribe based on the performance criteria set forth on Schedule A hereto
and such other factors as it may deem appropriate. The targets for the performance criteria shall be determined by the Committee, in its discretion, within the first ninety (90) days of the Fiscal Year. The Committee shall determine and certify
whether and to what extent each performance or other goal has been met prior to the payment of any Award hereunder. A Participant is required to remain employed with the Company through the end of the Fiscal Year in order to have a legally binding
right to the Award. 
 Awards pursuant to the Program will be paid solely in cash. 

  
 1 

 Except as provided for in any employment agreement or as the Committee may otherwise determine in its sole
and absolute discretion, termination of a Participant’s employment prior to the end of the Fiscal Year will result in the forfeiture of the Award by the Participant, and no payments shall be made with respect thereto. 

This Program is not a “qualified” plan for federal income tax purposes, and any payments are subject to applicable tax withholding requirements.

 Adjustments for Unusual or Nonrecurring Events 
 In
addition to any adjustments enumerated in the definition of the performance goals set forth on Schedule A hereto, the Committee is hereby authorized to make adjustments in the terms and conditions of, and the criteria included in, awards in
recognition of unusual or nonrecurring events affecting any Participant, the Company, or any subsidiary or affiliate, or the financial statements of the Company or of any subsidiary or affiliate; in the event of changes in applicable laws,
regulations or accounting principles; or in the event the Committee determines that such adjustments are appropriate in order to prevent dilution or enlargement of the benefits or potential benefits intended to be made available under the Program.
The Committee is also authorized to adjust performance targets or awards downward to avoid unwarranted windfalls. 
 PEP Recoupment Policy 

The Company may recover any incentive compensation awarded or paid pursuant to this Program based on (i) achievement of financial results that were
subsequently the subject of a restatement due to material noncompliance with any financial reporting requirement under either GAAP or the federal securities laws, other than as a result of changes to accounting rules and regulations, or (ii) a
subsequent finding that the financial information or performance metrics used by the Committee to determine the amount of the incentive compensation were materially inaccurate, in each case regardless of individual fault. In addition, the Company
may recover any incentive compensation awarded or paid pursuant to this Program based on a Participant’s conduct which is not in good faith and which materially disrupts, damages, impairs or interferes with the business of the Company and its
affiliates. This PEP Recoupment Policy applies to any incentive compensation earned or paid to a Participant pursuant to this Program. Subsequent changes in status, including retirement or termination of employment, do not affect the Company’s
rights to recover compensation under this policy. The Committee will administer this policy and exercise its discretion and business judgment in the fair application of this policy based on the facts and circumstances as it deems relevant in its
sole discretion. More specifically, the Committee shall determine in its discretion any appropriate amounts to recoup, the officers from whom such amounts shall be recouped (which need not be all officers who received the bonus compensation at
issue) and the timing and form of recoupment; provided, that only compensation paid or settled within three years prior to the Committee taking action under this PEP Recoupment Policy shall be subject to recoupment; provided further, that any
recoupment pursuant to clause (i) or (ii) of the first sentence of this paragraph shall not exceed the portion of any applicable bonus paid hereunder that is in excess of the amount of performance-based or incentive compensation that would have
been paid or granted based on the actual, restated financial statements or actual level of the applicable financial or performance metrics as determined by the Committee in its sole discretion. 

  
 2 

 For avoidance of doubt, the Company may set off the amounts of any such required recoupment against any
amounts otherwise owed by the Company to a Participant as determined by the Committee in its sole discretion, solely to the extent any such offset complies with the requirements of Section 409A of the Code and the guidance issued thereunder.

 If any restatement of the Company’s financial results indicates that the Company should have made higher performance-based payments than those
actually made under the Program for a period affected by the restatement, then the Committee shall have discretion, but not the obligation to cause the Company to make appropriate incremental payments to affected Participants then-currently employed
by the Company. The Committee will determine, in its sole discretion, the amount, form and timing of any such incremental payments, which shall be no more than the difference between the amount of performance-based compensation that was paid or
awarded and the amount that would have been paid or granted based on the actual, restated financial statements. 
 No Right to Employment 

The grant of an award shall not be construed as giving a Participant the right to be retained in the employ of the Company or any subsidiary or affiliate. 

No Trust or Fund Created 
 Neither the Program nor any
award shall create or be construed to create a trust or separate fund of any kind or a fiduciary relationship between the Company or any subsidiary or affiliate and a Participant or any other person. To the extent that any person acquires a right to
receive payments from the Company or any subsidiary or affiliate pursuant to an award, such right shall be no greater than the right of any unsecured general creditor of the Company or any subsidiary or affiliate. 

No Rights to Awards 
 No person shall have any claim to be
granted any award and there is no obligation for uniformity of treatment among Participants. The terms and conditions of awards, if any, need not be the same with respect to each Participant. The Company reserves the right to terminate the Program
at any time in the Company’s sole discretion. 
 Section 409A of the Internal Revenue Code 

This Program is intended to comply with Section 409A of the Code and will be interpreted in a manner intended to comply with Section 409A of the
Code. 

  
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 Interpretation and Governing Law 

This Program shall be governed by and interpreted and construed in accordance with the internal laws of the State of Delaware, without reference to principles
of conflicts or choices of laws. In the event the terms of this Program are inconsistent with the terms of any written employment agreement between a Participant and the Company, the terms of such written employment agreement shall govern the
Participant’s participation in the Program. Capitalized terms not otherwise defined herein shall have the meanings ascribed to them in the 2006 Plan. 

  
 4 

 Schedule A 

2019 PEP Measures and Weightings 
  

							
	 	  	Target PEP
Opportunity1
(% of base salary)	  	EBITDA
Weight2	  	Quality
Weight3
	 CEO
	  	170%	  	80%	  	20%
	 EVP & CFO
	  	125%	  	80%	  	20%
	 Group Presidents
	  	85-100%	  	80%	  	20%
	 Other Participants
	  	50-75%	  	80-90%	  	10-20%

 1 PEP Opportunity: Target PEP Opportunities are
expressed as a percentage of base salary as approved by the Committee. Maximum PEP opportunity payouts shall not exceed 200% of the Target PEP Opportunity stated above for any Participant. 

2 EBITDA Weight: For the minimum acceptable (threshold) level of
performance with respect to the EBITDA measure, a Participant may receive 25% of the EBITDA-weighted portion of the Target PEP Opportunity. For target level of performance with respect to the EBITDA measure, a Participant may receive 100% of the
EBITDA-weighted portion of the Target PEP Opportunity. For the maximum level of performance with respect to the EBITDA measure, a Participant may receive 200% of the EBITDA-weighted portion of the Target PEP Opportunity. Payouts for performance
between the threshold and maximum levels of performance for Participants will be calculated by the Committee in its sole discretion using straight-line interpolation. 

The EBITDA weighted portion of the American Group and National Group Presidents’ PEP awards will be based 50% on Company EBITDA
performance and 50% on their respective Group’s EBITDA performance. 
 For the purposes of this calculation, EBITDA means earnings
before interest, income taxes, depreciation, amortization, net income attributable to noncontrolling interests, gains or losses on sales of facilities, gains or losses on extinguishment of debt, legal claim costs (benefits), asset or investment
impairment charges, restructuring charges, expenses for share-based compensation under ASC Topic 718, and any other gains or charges resulting from significant, unusual and/or nonrecurring events, as described in management’s discussion
and analysis of financial condition and results of operations appearing in the Company’s annual report for the Fiscal Year, as determined in good faith by the Board or the Committee in consultation with the CEO. In the event the Company
disposes of any facility during the Fiscal Year, the EBITDA target for such year shall be adjusted appropriately (based on the number of days during the year for which the facility was owned) to reflect the disposition. In the event the Company
acquires a facility during the Fiscal Year, the EBITDA attributable to such facility will not be included in the calculation of the Company’s EBITDA performance for the Fiscal Year. 

  
 5 

 3 Quality Weight: The Quality
Weight for each Participant is based on each of the following three quality categories: Healthcare-Associated Infections (35%), Core Measures (20%), and Patient Experience (45%) (as defined below). For performance at or below the minimum acceptable
(threshold) level of performance with respect to each individual quality metric, a Participant will not receive a payout for that metric. For target level of performance with respect to each individual quality metric, a Participant may receive 100%
of the Quality-weighted portion of the PEP Opportunity tied to that individual quality metric. Payouts for performance above the threshold and below the target levels of quality metric performance for Participants will be calculated by the Committee
in its sole discretion using straight-line interpolation. 
 In the event the Company exceeds its consolidated target level of EBITDA
adopted by the Committee with respect to the EBITDA measure, the Committee shall multiply the payout percentage calculated for each individual quality metric which qualifies for 100% payout as described above by the EBITDA payout percentage. In the
event the Company’s actual EBITDA is less than 90% of the target level of EBITDA set by the Committee, there will be no payout with respect to the quality-weighted portion of PEP opportunity. 

Healthcare Associated Infections metrics are Central Line-Associated Blood Stream Infection (CLABSI), Catheter-Associated Urinary Tract
Infection (CAUTI), Surgical Site Infections (SSI), Methicillin Resistant Staphylococcus Aureus (MRSA) and Clostridium difficile (C. diff ) for the Centers for Medicare and Medicaid Services (CMS) reportable patient populations as
defined by the Centers for Disease Control and Prevention’s National Healthcare Safety Network (CDC – NHSN). 
 The Core Measures
metric includes the following inpatient core measures: Sepsis Bundle (SEP-1) and Early Elective Delivery (PC-01) as developed by The Joint Commission and the Centers for
Medicare and Medicaid Services (CMS) and set forth in the Specifications Manual for National Hospital Inpatient Quality Measures. 
 The
Patient Experience metric for inpatients is the CMS Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) overall rating top box score (CMS defines the “top box” score for the overall rating question to be a response of
nine or ten on the CMS HCAHPS survey). The Patient Experience metric for emergency room patients is the Press Ganey Emergency Room overall rating “top box” score (Press Ganey defines the top box score for the overall question to be a
response of Very Good on the Patient Experience Emergency Room survey). 
 In the event the applicable governmental agency adjusts any of
the definitions of the quality metrics set forth above during the performance period, appropriate adjustments shall be made to the targets, or results, or both, to properly account for such changes, in the Committee’s sole discretion. 

In the event the Company acquires or opens new facilities during the measurement period, the newly opened or acquired facilities will be
excluded for purposes of calculating the Company’s performance on the quality weighted metrics. 
 The threshold, target and maximum
EBITDA performance levels and other goals shall be set by the Committee in its sole discretion. The maximum dollar amount that may be paid to any Participant under the Program with respect to the Fiscal Year shall not exceed the amount set forth in
Section 5(f)(iii) of the 2006 Plan. 

  
 6EX-10.1

 Exhibit 10.1 
  

 
  
  

March 15, 2019 
 llan Daskal 

1731 Juarez Avenue 
 Los Altos, CA 94024 

Dear llan, 
 I am pleased to extend to you our written offer of
employment to join Bio-Rad Laboratories as the EVP & Chief Financial Officer reporting directly to Norman Schwartz, President & CEO. In your new position, your
bi-weekly salary will be $19,230.77, equivalent to $500,000 annually. 
 You are eligible to participate in our
Corporate Incentive Bonus Plan (IBP) with a targeted bonus of 65% of your eligible earnings, payable in March 2020. Your bonus will be pro-rated based on your time in the position. The terms and conditions of
the IBP are contained in the plan document which you will receive at a later date. 
 You will also be eligible to participate in the 2019 Stock Program. We
will grant 3,500 Restricted Stock Units and 3,500 Stock Options within 30 days of your hire date; this grant has an estimated target value of $1.2 to $1.5 million, based on our share performance history. 

If after you begin employment with Bio-Rad your employment is terminated by
Bio-Rad without good cause, you will be entitled to a lump sum severance payment equal to one-year of your then current annual base salary provided that you first enter
into a full release of all claims in favor of Bio-Rad, its affiliates and their respective officers, directors and employees in a form provided by Bio-Rad. 

This offer is contingent upon your passing a background check and drug test prior to starting employment and entering into a mutual agreement to arbitrate
with the company. The type of information requested in the background check includes: education verification, previous employment verification, professional references, and criminal record check. 

Bio-Rad maintains a smoke-free and drug-free work environment. As such, our expectation is that you complete a drug
test within five days of this offer. Hire Right, our background screening provider, will contact you regarding a clinic location for the drug test. 

 Bio-Rad’s comprehensive benefits package provides you with a
variety of options that will help meet your needs. You will have up to 31 days from your start date to enroll in these benefits. If you wish to enroll your eligible dependents, you may be required to present evidence of your dependents’
eligibility, such as a marriage certificate or birth certificate. 
 Please acknowledge your acceptance of this offer by March 18, 2019. This offer is
null and void after this date. Once received, a ‘Welcome to Bio-Rad’ letter will be e-mailed with details regarding your
on-boarding processes and a “tentative” new hire orientation date. Please note that an official start date can’t be determined until your background has cleared. 

For over 60 years, Bio-Rad has benefited from the contributions of exceptional people like you. We seek the best
talent to build on the success of our Company and we look forward to you joining our highly collaborative environment. 
 Sincerely, 

 

			
	 /s/ Colleen Corey

	Colleen Corey
	SVP, Global Human Resources
	Bio-Rad Laboratories

 I accept Bio-Rad Laboratories’ offer of employment as herein described. 

 

							
	 /s/ Ilan Daskal
	 		 	     3/15/2019
	 	

	Signature	 	                Date

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