Document:

EX-10.3

 Exhibit 10.3 

LUCIRA HEALTH, INC. 

EMPLOYEE CASH INCENTIVE PLAN 

Adopted by the Board of Directors on January 12, 2021 

1.    Purposes of the Plan. The Plan is intended to increase shareholder value and the success of the Company by
motivating Employees to (a) perform to the best of their abilities, and (b) achieve the Company’s performance objectives though the granting of Performance Awards that may be earned by eligible selected Employees. The Plan sets forth
the guidelines to be considered by the Plan Administrator in granting such Performance Awards. 

2.    Definitions. 

(a)    “Affiliate” means any corporation or other entity (including, but not limited to, partnerships and
joint ventures) controlled by the Company. 
 (b)    “Actual Award” means with respect to any
Performance Period, the actual cash award amount (if any) determined to be payable to a Participant for the Performance Period, subject to the Plan Administrator’s authority under Section 3(d) to modify the actual award. 

(c)    “Base Compensation” means a Participant’s base salary or base wages and does not include any non-regular or special payments such as any bonuses, commissions or other incentive compensation, amounts received or recognized in connection with equity awards, expense reimbursements, relocation payments,
overtime or shift differential payments, Company contributions made under any employee benefit plan, the value of any employee benefits or perquisites paid for by the Company, or any other similar items of compensation a Participant may receive.
Base Compensation used in calculating Target Awards will be the “gross” Base Compensation amount (determined before any deductions for taxes or benefits and any deferrals or contributions under any Company-sponsored plan). 

(d)     “Board” means the Board of Directors of the Company. 

(e)    “Bonus Pool” means the pool of funds available for distribution to Participants. Subject to the
terms of the Plan, the Committee establishes the Bonus Pool for each Performance Period. 

(f)    “Cause” has the meaning ascribed to such term in any written agreement between the Employee and
the Company defining such term and, in the absence of such agreement, such term means, with respect to an Employee, the occurrence of any of the following events: (i) such Employee’s attempted commission of, or participation in, a fraud or
act of dishonesty against the Company or any Affiliate; (ii) such employee’s intentional, material violation of any contract or agreement between the Employee and the Company or any Affiliate or of any statutory duty owed to the Company or
any Affiliate; (iii) such Employee’s unauthorized use or disclosure of the Company’s or any Affiliate’s confidential information or trade secrets; or (iv) such Employee’s gross misconduct. 

(g)    “Code” means the Internal Revenue Code of 1986, as amended. Reference to a specific section of the
Code or regulation thereunder will include such section or regulation, any valid regulation promulgated thereunder, and any comparable provision of any future legislation or regulation amending, supplementing or superseding such section or
regulation. 
 (h)    “Committee” means the Compensation Committee of the Board. 

  
 1 

 (i)    “Company” means Lucira Health, Inc., a Delaware
corporation, or any successor thereto. 
 (j)    “Effective Date” means the date of the underwriting
agreement between the Company and the underwriter(s) managing the initial public offering of the Company’s common stock, pursuant to which the Company’s common stock is priced for the Company’s initial public offering. 

(k)    “Employee” means any employee of the Company or of an Affiliate whether such individual is so
employed at the time the Plan is adopted or becomes so employed subsequent to the adoption of the Plan. 

(l)    “Equity Plan” means the Company’s 2021 Equity Incentive Plan. 

(m)    “Participant” means as to any Performance Period, an Employee who has been selected by the Plan
Administrator for participation in the Plan for that Performance Period and notified of their eligibility to participate in the Plan for such Performance Period. 

(n)    “Performance Awards” has the meaning set forth in the Equity Plan. 

(o)    “Performance Period” means the period of time for the measurement of the performance criteria that
must be met to receive an Actual Award, as determined by the Plan Administrator in its sole discretion. Any Performance Period may be divided into one or more shorter or longer periods if, for example, but not by way of limitation, the Plan
Administrator desires to measure some performance criteria over 12 months, other performance criteria over 24 months, and other criteria over 3 months.    Unless otherwise determined by the Plan Administrator the Performance
Periods will generally coincide with calendar years. 
 (p)    “Plan” means this Lucira Health, Inc.
Employee Cash Incentive Plan and as hereafter amended from time to time. 
 (q)    “Plan Administrator”
means the Committee with respect to Employees who are the Chief Executive Officer, Executive-level or Officer-level Employees. With respect to Eligible Employees who are Director-level or below employees, the Company’s Chief Financial Officer
is the Plan Administrator. 
 (r)    “Target Award” means the amount payable under the Plan to a
Participant if 100% of the target level of performance goals specified for the Performance Period are achieved and the Participant otherwise satisfies all other conditions to earn the award, as determined by the Plan Administrator. 

3.    Selection of Participants and Determination of Awards. 

(a)    Selection of Participants. The Plan Administrator, in its sole discretion, will select the Employees who
will be Participants for any Performance Period. Participation in the Plan is in the sole discretion of the Plan Administrator, on a Performance Period by Performance Period basis. Accordingly, an Employee who is a Participant for a given
Performance Period in no way is guaranteed or assured of being selected for participation in any subsequent Performance Period or Periods. 

(b)    Determination of Target Awards. The Plan Administrator, in its sole discretion, will establish a Target
Award for each Participant for the applicable Performance Period, which may be a percentage of a Participant’s Base Compensation actually earned during the Performance Period, 

  
 2 

 
annualized Base Compensation rate at the beginning or end of any Performance Period or a fixed dollar amount. The Target Award will be set forth in the Participant’s written employment offer
letter or agreement or other written agreement with the Company or otherwise communicated in writing to the Participant by the Plan Administrator.    Participants who were not employed with the Company for the full Performance
Period will generally be allocated their Target Awards on a pro-rata basis, which will be calculated based upon the amount of time that the Participant was an Employee during the Performance Period 

(c)    Bonus Pool. Each Performance Period, the Plan Administrator, in its sole discretion, will establish a Bonus
Pool, which pool may be established before, during or after the applicable Performance Period. Actual Awards will be paid from the Bonus Pool. 

(d)    Discretion to Determine and Modify Actual Awards. Notwithstanding any contrary provision of the Plan, the
Plan Administrator may, in its sole discretion and at any time, (i) increase, reduce or eliminate a Participant’s Actual Award, and/or (ii) increase, reduce or eliminate the amount allocated to the Bonus Pool. The Actual Award may be
below, at or above the Target Award amount, as determined in the Plan Administrator’s discretion. The Plan Administrator may determine the amount of any Actual Award on the basis of such factors as it deems relevant, and will not be required to
establish any allocation or weighting with respect to the factors it considers. 
 (e)    Discretion to Determine
Performance Goals Pursuant to Equity Plan. Notwithstanding any contrary provision of the Plan, the Plan Administrator will, in its sole discretion, determine the performance goals applicable to any Performance Period. The goals may be on the
basis of any factors the Plan Administrator determines relevant, and may be on an individual, divisional, business unit or Company-wide basis as permitted by the Equity Plan. The performance goals may differ from Participant to Participant and from
award to award. 
 4.    Payment of Awards. 

(a)    Performance Goals. Eligibility to receive an Actual Award will be determined by the Plan Administrator in
its discretion after considering the level of attainment of the performance goals. Failure to meet any threshold performance goals established by the Plan Administrator will result in a failure to receive any Actual Award, except if approved by the
Plan Administrator as provided in Section 3(d). The Plan Administrator may, in its sole discretion, consider other factors, such as individual performance, in determining an eligible Participant’s Actual Award. 

(b)    Right to Earn and Receive Payment. Except as specifically provided herein, to receive an Actual Award a
Participant must be employed in good standing by the Company or any Affiliate on the date the Actual Award is paid. Accordingly, except as specifically provided herein, an Actual Award is not considered earned until paid. No Actual Award is
considered earned under this Plan until the time that the Plan Administrator determines that the applicable performance goals have been met, the Plan Administrator has approved the Actual Award and the Actual Award is paid to the Participant. No
payment of any portion of any Target Award is guaranteed and all Actual Awards must be earned in accordance with the terms of this Plan. Whether any performance goals have been achieved, any adjustments for individual performance, and the
determination of whether a Participant is in good standing, is determined in the sole discretion of the Plan Administrator. 

(c)    Timing of Payment. Each Actual Award will be fully paid in cash (or its equivalent) no later than March 15th
of the calendar year following the year in which the performance goals were attained. 

  
 3 

 (d)    Termination without Cause. If a Participant was employed
in good standing through the last day of a calendar year and is terminated by the Company without Cause prior to the date that Actual Awards in respect of performance for such calendar year are determined and paid, such Participant is also eligible
to receive an Actual at the same time as Actual Awards are regularly paid to other eligible Participants, subject to the Participant’s timely provision of a release of claims against the Company. To the extent such Participant may otherwise be
entitled to such Actual Award as a severance benefit under any separate severance benefit agreement or severance pay plan with the Company (each a “Severance Plan”), such Participant will not be entitled to such Actual Award payment
under the Plan, and such Participant’s severance benefit eligibility will be determined solely by the terms of such other Severance Plan. The determination that a termination of a Participant’s employment is either for Cause or without
Cause will be made by the Plan Administrator. Any determination by the Plan Administrator that a Participant’s employment was terminated with or without Cause for the purposes of the Plan will have no effect upon any determination of the rights
or obligations of the Company or such Employee for any other purpose. 
 (e)    Legal and Ethical Standards. No
Employee shall attempt to earn any Plan award by engaging in any conduct which violates any anti-trust laws, other laws, or the Company’s ethical standards, policies, or practices. An Employee shall not pay, offer to pay, assign or give any
part of his or her Target Award or Actual Award, other compensation, or anything else of value to any agent, customer, supplier or representative of any customer or supplier, or to any other person, as an inducement or reward for direct or indirect
assistance in earning an Actual Award. Any infraction of this Section 3(e), or of recognized ethical standards, will subject the Employee to disciplinary action up to and including termination of employment and ineligibility to receive any
Actual Award under the Plan. 
 5.    Plan Administration. 

(a)    Plan Administrator Authority. It will be the duty of the Plan Administrator to administer the Plan in
accordance with the Plan’s provisions. The Plan Administrator will have all powers and discretion necessary or appropriate to administer the Plan and to control its operation, including, but not limited to, the power to (i) determine which
Employees will be granted awards, (ii) prescribe the terms and conditions of awards, (iii) construe interpret the Plan and the awards, (iv) approve Target Awards and Actual Awards (v) adopt such procedures and sub-plans as are necessary or appropriate to permit participation in the Plan by Employees who are foreign nationals or employed outside of the United States, (vi) adopt rules for the administration,
interpretation and application of the Plan as are consistent therewith, and (vii) interpret, amend or revoke any such rules. 

(b)    Decisions Binding. All determinations and decisions made by the Plan Administrator, the Board, and any
delegate of the Plan Administrator pursuant to the provisions of the Plan will be final, conclusive, and binding on all persons, and will be given the maximum deference permitted by law 

(c)    Delegation by Plan Administrator. The Plan Administrator, in its sole discretion and on such terms and
conditions as it may provide, may delegate all or part of its authority and powers under the Plan to one or more directors and/or officers of the Company. 

(d)    Indemnification. Each person who is or will have been a member of the Plan Administrator will be indemnified
and held harmless by the Company against and from (i) any loss, cost, liability, or expense that may be imposed upon or reasonably incurred by him or her in connection with or resulting from any claim, action, suit, or proceeding to which he or
she may be a party or in which he or she may be involved by reason of any action taken or failure to act under the Plan or any award, and (ii) from any and all amounts paid by him or her in settlement thereof, with the Company’s approval,
or paid 

  
 4 

 
by him or her in satisfaction of any judgment in any such claim, action, suit, or proceeding against him or her, provided he or she will give the Company an opportunity, at its own expense, to
handle and defend the same before he or she undertakes to handle and defend it on his or her own behalf. The foregoing right of indemnification will not be exclusive of any other rights of indemnification to which such persons may be entitled under
the Company’s Certificate of Incorporation or Bylaws, by contract, as a matter of law, or otherwise, or under any power that the Company may have to indemnify them or hold them harmless. 

6.    General Provisions. 

(a)    Tax Withholding. The Company will withhold all applicable taxes from any Actual Award, including any
federal, state and local taxes (including, but not limited to, the Participant’s FICA and SDI obligations). 

(b)    No Effect on Employment or Service. Nothing in the Plan will 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. Employment with the Company and its Affiliates is on an at-will basis only. The Company expressly
reserves the right, which may be exercised at any time and without regard to when during a Performance Period such exercise occurs, to terminate any individual’s employment with or without Cause, and to treat him or her without regard to the
effect that such treatment might have upon him or her as a Participant. 
 (c)    Participation. No Employee will
have the right to be selected to receive an award under this Plan, or, having been so selected, to be selected to receive a future award. 

(d)    Successors. All obligations of the Company under the Plan, with respect to awards granted hereunder, will be
binding on any successor to the Company, whether the existence of such successor is the result of a direct or indirect purchase, merger, consolidation, or otherwise, of all or substantially all of the business or assets of the Company. 

(e)    Nontransferability of Awards. No award granted under the Plan may be sold, transferred, pledged, assigned,
or otherwise alienated or hypothecated, other than by will, by the laws of descent and distribution, or to the limited extent provided in Section 6(e). All rights with respect to an award granted to a Participant will be available during his or
her lifetime only to the Participant. 
 (f)    Unfunded Liability.    Each Actual Award will
be paid solely from the general assets of the Company. Nothing in this Plan will be construed to create a trust or to establish or evidence any Participant’s claim of any right other than as an unsecured general creditor with respect to any
payment to which he or she may be entitled. 
 (g)    Section 409A. All Plan payments are intended to qualify for
the “short-term deferral” exemption from application of Section 409A provided under Treasury Regulations Sections 1.409A-1(b)(4) and any ambiguities herein shall be interpreted accordingly. Each
payment under this Plan is intended to constitute a separate payment for purposes of Treasury Regulation Section 1.409A-2(b)(2). 

(h)    Clawback/Recovery. All Actual Awards and payouts under the Plan will be subject to recoupment in
accordance with the following provisions, as applicable (the “Clawback Provisions”): (i) any clawback policy that the Company (x) is required to adopt pursuant to the listing standards of any national securities exchange or
association on which the Company’s securities are listed or as is otherwise required by the Dodd-Frank Wall Street Reform and Consumer Protection Act or other applicable law and (y) otherwise voluntarily adopts, to the extent applicable
and permissible under applicable law; and (ii) such other clawback, recovery or recoupment provisions set forth in an individual written agreement between the Company and the Participant. No recovery of compensation under such a Clawback
Provision will be an event giving rise to a right to resign for “good reason” or “constructive termination” (or similar term) under any agreement with the Company. 

  
 5 

 7.    Amendment, Termination, and Duration. 

(a)    Amendment, Suspension, or Termination. The Plan Administrator, in its sole discretion, may amend or
terminate the Plan, or any part thereof, at any time and for any reason. The amendment, suspension or termination of the Plan will not, without the consent of the Participant, alter or impair any rights or obligations under any Actual Award
theretofore earned by such Participant. No award may be granted during any period of suspension or after termination of the Plan. 

(b)    Duration of Plan. The Plan will commence on the date specified herein, and subject to Section 7(a)
(regarding the Plan Administrator’s right to amend or terminate the Plan), will remain in effect until terminated. 

8.    Legal Construction. 

(a)    Governing Documents. From and following the Effective Date, this Plan amends, restates and supersedes in its
entirety the Lucira Health, Inc. Employee Bonus Plan previously approved by the Board. With respect to eligible Participants this Plan supersede all prior plans and guidelines for the bonus compensation plans or programs of the Company and all other
previous oral or written statements regarding the terms of any such bonus compensation programs or plans. All Plan awards are Performance Awards that are settled in cash and granted under subject to the terms of the Equity Plan, the applicable terms
of which are incorporated by reference herein. 
 (b)    Gender and Number. Except where otherwise indicated by
the context, any masculine term used herein also will include the feminine; the plural will include the singular and the singular will include the plural. 

(c)    Severability. In the event any provision of the Plan will be held illegal or invalid for any reason, the
illegality or invalidity will not affect the remaining parts of the Plan, and the Plan will be construed and enforced as if the illegal or invalid provision had not been included. 

(d)    Requirements of Law. The granting of awards under the Plan will be subject to all applicable laws, rules and
regulations, and to such approvals by any governmental agencies or national securities exchanges as may be required. 

(e)    Governing Law. The Plan will be construed in accordance with and governed by the laws of the State of
Delaware, but without regard to its conflict of law provisions. 
 (f)    Bonus Plan. The Plan is intended to be
a “bonus program” as defined under U.S. Department of Labor regulation 2510.3-2(c) and will be construed and administered in accordance with such intention. 

(g)    Captions. Captions are provided herein for convenience only, and will not serve as a basis for
interpretation or construction of the Plan. 

  
 6EX-10.5

 Exhibit 10.5 

LUCIRA HEALTH, INC. 

OFFICER SEVERANCE BENEFIT PLAN 

APPROVED BY THE BOARD OF DIRECTORS:
JANUARY 12, 2021 
 Section 1.      INTRODUCTION. 

The Lucira Health, Inc. Officer Severance Benefit Plan (the “Plan”) is hereby established effective upon the
date of approval by the Board of Directors of Lucira Health, Inc. (the “Company”) set forth above (the “Effective Date”). The purpose of the Plan is to provide for the payment of severance benefits to
eligible officers of the Company in the event that such officers become subject to involuntary or constructive employment terminations. This Plan shall supersede any severance benefit plan, policy or practice previously maintained by the
Company. This Plan document also is the Summary Plan Description for the Plan. 
 For purposes of the Plan, the following terms are defined
as follows: 
 (a)    “Affiliate” means any corporation (other than the Company) in an
“unbroken chain of corporations” beginning with the Company, if each of the corporations other than the last corporation in the unbroken chain owns stock possessing fifty percent (50%) or more of the total combined voting power of all
classes of stock in one of the other corporations in such chain. 
 (b)    “Base Salary”
means base pay (excluding incentive pay, premium pay, commissions, overtime, bonuses and other forms of variable compensation) as in effect prior to any reduction that would give rise to an officer’s right to a resignation for Good Reason. 

(c)    “Board” means the Board of Directors of the Company; provided, however, that if the
Board has delegated authority to administer the Plan to the Compensation Committee of the Board, then “Board” shall also mean the Compensation Committee. 

(d)    “Cause” means, with respect to a particular Eligible Officer, the
occurrence of any of the following events: (i) such officer’s commission or conviction (including a guilty plea or plea of nolo contendere) of any felony or any other crime involving fraud, dishonesty or moral turpitude; (ii) such
officer’s commission or attempted commission of or participation in a fraud or act of dishonesty or misrepresentation against the Company; (iii) such officer’s material breach of fiduciary, contractual, statutory or common law duties
to the Company; (iv) such officer’s intentional damage to any property of the Company; (v) such officer’s misconduct, or other violation of Company policy that causes harm; ; or (vi) conduct by such officer which in the good
faith and reasonable determination of the Company demonstrates gross unfitness to serve. The determination that a termination is for Cause shall be made by the Company in its sole discretion. 

(e)    “Change in Control” means: (i) any consolidation or merger of the Company with
or into any other corporation or other entity or person, or any other corporate reorganization, other than any such consolidation, merger or reorganization in which the stockholders of the Company immediately prior to such consolidation, merger or
reorganization, continue to hold a majority of the voting power of the surviving entity (or, if the surviving entity is a wholly owned subsidiary, its parent) immediately after such consolidation, merger or reorganization; (ii) any transaction
or series of related transactions to which the Company is a party in which in excess of 50% of the Company’s voting power is transferred; provided that the foregoing shall not include any transaction or series of transactions principally for
bona fide equity financing purposes in which cash is received by the Company or indebtedness of the Company is cancelled or converted or a combination thereof; or (iii) a sale, lease, exclusive license or other disposition of all or
substantially all of the assets of the Company. 

 (f)     “Change in Control Period” means
the period commencing three (3) months prior to the Closing of a Change in Control and ending twelve (12) months immediately following the Closing of a Change in Control. 

(g)    “Change in Control Termination” means an Involuntary Termination that occurs within
the Change in Control Period. For such purposes, if the events giving rise to an Eligible Officer’s right to a resignation for Good Reason arise within the Change in Control Period, and such officer’s resignation occurs not later than
thirty (30) days after the expiration of the Cure Period (as defined below), such termination shall be a Change in Control Termination. 

(h)    “Closing” means the initial closing of the Change in Control as defined in the
definitive agreement executed in connection with the Change in Control. In the case of a series of transactions constituting a Change in Control, “Closing” means the first closing that satisfies the threshold of the definition for a Change
in Control. 
 (i)    “COBRA” means the Consolidated Omnibus Budget Reconciliation Act of
1985. 
 (j)    “Code” means the Internal Revenue Code of 1986, as amended, including any
applicable regulations and guidance thereunder. 
 (k)    “Company” means Lucira Health,
Inc. or, following a Change in Control, the surviving entity resulting from such event. 
 (l)    
“Covered Termination” means a Regular Termination or a Change in Control Termination. 

(m)    “Director” means a member of the Board. 

(n)    “Eligible Officer” means an officer (defined as an employee at the Vice President
level or above) of the Company that meets the requirements to be eligible to receive Plan benefits as set forth in Section 2. 

(o)    “Entity” means a corporation, partnership, limited liability company or other
entity. 
 (p)    “Exchange Act” means the Securities Exchange Act of 1934, as amended,
and the rules and regulations promulgated thereunder. 
 (q)    “Exchange Act Person”
means any natural person, Entity or “group” (within the meaning of Section 13(d) or 14(d) of the Exchange Act), except that “Exchange Act Person” will not include (i) the Company or any Subsidiary of the Company,
(ii) any employee benefit plan of the Company or any Subsidiary of the Company or any trustee or other fiduciary holding securities under an employee benefit plan of the Company or any Subsidiary of the Company, (iii) an underwriter
temporarily holding securities pursuant to a registered public offering of such securities, (iv) an Entity Owned, directly or indirectly, by the stockholders of the Company in substantially the same proportions as their Ownership of stock of
the Company; or (v) any natural person, Entity or “group” (within the meaning of Section 13(d) or 14(d) of the Exchange Act) that, as of the Effective Date, is the Owner, directly or indirectly, of securities of the Company
representing more than 50% of the combined voting power of the Company’s then outstanding securities. 

 (r)    “Good Reason” for an Eligible
Officer’s resignation from employment with the Company means the occurrence of any of the following actions are taken by the Company without such officer’s prior written consent: (i) a material reduction in such officer’s
base salary, which the parties agree is a reduction of at least 10% of such officer’s base salary (unless pursuant to a salary reduction program applicable generally to the Company’s similarly situated employees); (ii) a material reduction
in such officer’s duties (including responsibilities and/or authorities), provided, however, that a change in job position (including a change in title) shall not be deemed a “material reduction” in and of itself unless such
officer’s new duties are materially reduced from the prior duties; or (iii) relocation of such officer’s principal place of employment to a place that increases such officer’s one-way
commute by more than 50 miles as compared to such officer’s then-current principal place of employment immediately prior to such relocation. In order to resign for Good Reason, such officer must provide written notice to the Company’s
Chief Executive Officer, or if such Eligible Officer is the Chief Executive Officer, must provide such written notice to the Company’s Board, within 30 days after the first occurrence of the event giving rise to Good Reason setting forth the
basis for such officer’s resignation, allow the Company at least 30 days from receipt of such written notice to cure such event, and if such event is not reasonably cured within such period, the officer must resign from all positions the
officer then holds with the Company not later than 30 days after the expiration of the cure period. 
 (s)    
“Involuntary Termination” means a termination of employment that is due to: (1) a termination by the Company without Cause or (2) an officer’s resignation for Good Reason. 

(t)    “Own,” “Owned,” “Owner,”
“Ownership” means a person or Entity will be deemed to “Own,” to have “Owned,” to be the “Owner” of, or to have acquired “Ownership” of securities if such person or Entity, directly or
indirectly, through any contract, arrangement, understanding, relationship or otherwise, has or shares voting power, which includes the power to vote or to direct the voting, with respect to such securities. 

(u)    “Participation Agreement” means an agreement between an officer and the Company in
substantially the form of Appendix A attached hereto, and which may include such other terms as the Board deems necessary or advisable in the administration of the Plan. 

(v)    “Plan Administrator” means the Board prior to the Closing and the Representative
upon and following the Closing, as applicable. 
 (w)    “Representative” means one or
more members of the Board or other persons or entities designated by the Board prior to or in connection with a Change in Control that will have authority to administer and interpret the Plan upon and following the Closing as provided in
Section 7(a). 
 (x)    “Regular Termination” means an Involuntary Termination that
is not a Change in Control Termination. 

(y)    “Section 409A” means Section 409A of the Code
and the regulations and other guidance thereunder and any state law of similar effect. 

(z)    “Subsidiary” means, with respect to the Company, (i) any corporation of which
more than 50% of the outstanding capital stock having ordinary voting power to elect a majority of the board of directors of such corporation (irrespective of whether, at the time, stock of any other class or classes of such corporation will have or
might have voting power by reason of the happening of any contingency) is at the time, directly or indirectly, Owned by the Company, and (ii) any partnership, limited liability company or other entity in which the Company has a direct or
indirect interest (whether in the form of voting or participation in profits or capital contribution) of more than 50%. 

 Section 2.      ELIGIBILITY FOR
BENEFITS. 
 (a)    Eligible Officer. An officer of the Company is eligible to
participate in the Plan if (i) the Board has designated such officer as eligible to participate in the Plan by providing such person with a Participation Agreement; (ii) such officer has signed and returned such Participation Agreement to
the Company within the period specified therein; (iii) such officer’s employment with the Company terminates due to a Covered Termination; and (iv) such officer meets the other Plan eligibility requirements set forth in this
Section 2. The determination of whether an officer is an Eligible Officer shall be made by the Plan Administrator, in its sole discretion, and such determination shall be binding and conclusive on all persons. 

(b)    Release Requirement. In order to be eligible to receive benefits under the Plan, the Eligible Officer
also must execute a general waiver and release in such a form as provided by the Company (the “Release”), within the applicable time period set forth therein, and such Release must become effective in accordance with its
terms, which must occur in no event more than sixty (60) days following the date of the applicable Covered Termination. 

(c)    Plan Benefits Provided In Lieu of Individual Agreement Benefits. This Plan shall supersede any change
in control or severance benefit plan, policy or practice previously maintained by the Company with respect to an Eligible Officer and any change in control or severance benefits in any individually negotiated employment contract or other agreement
between the Company and an Eligible Officer, except to the extent such agreement specifically provides that its terms shall supersede and/or supplement the terms of the Plan. 

(d)    Exceptions to Benefit Entitlement. An officer who otherwise is an Eligible Officer will not receive
benefits under the Plan in the following circumstances, as determined by the Plan Administrator in its sole discretion: 

(1)    The officer voluntarily terminates employment with the Company without Good Reason, or terminates employment
due to the officer’s death or disability. Voluntary terminations include, but are not limited to, resignation, retirement or failure to return from a leave of absence on the scheduled date. 

(2)    The officer voluntarily terminates employment with the Company in order to accept employment with another
entity that is wholly or partly owned (directly or indirectly) by the Company or an Affiliate. 
 (3)    The
officer is offered an identical or substantially equivalent or comparable position with the Company or an Affiliate. For purposes of the foregoing, a “substantially equivalent or comparable position” is one that provides the officer
substantially the same level of responsibility and compensation and would not give rise to the officer’s right to a resignation for Good Reason. 

(4)    The officer is offered immediate reemployment by a successor to the Company or an Affiliate or by a
purchaser of the Company’s assets, as the case may be, following a Change in Control and the terms of such reemployment would not give rise to the officer’s right to resign for Good Reason. For purposes of the foregoing, “immediate
reemployment” means that the officer’s employment with the successor to the Company or an Affiliate or the purchaser of its assets, as the case may be, results in uninterrupted employment such that the officer does not incur a lapse
in pay or benefits as a result of the change in ownership of the Company or the sale of its assets. 

 (5)    The officer is rehired by the Company or an Affiliate and
recommences employment prior to the date benefits under the Plan are scheduled to commence. 

(e)    Termination or Reduction of Severance Benefits. An Eligible Officer’s right to receive benefits
under this Plan shall terminate immediately if, at any time prior to or during the period for which the Eligible Officer is receiving benefits under the Plan, the Eligible Officer, without the prior written approval of the Board willfully and
materially breaches any fiduciary, statutory, common law, or contractual obligation to the Company or an Affiliate (including, without limitation, the contractual obligations set forth in any confidential information and inventions assignment
agreement or similar type agreement between the Eligible Officer and the Company, as applicable). 

Section 3.      AMOUNT OF BENEFITS. 

(a)    Benefits in Participation Agreement. Benefits under the Plan, if any, shall be provided to an Eligible
Officer as set forth in the Participation Agreement. 
 (b)    Additional Benefits. Notwithstanding the
foregoing, the Company may, in its sole discretion, provide benefits to employees who are not Eligible Officers (“Non-Eligible Employees”) chosen by the Board, in its sole discretion,
and the provision of any such benefits to a Non-Eligible Employee shall in no way obligate the Company to provide such benefits to any other Non-Eligible Employee, even
if similarly situated. If benefits under the Plan are provided to a Non-Eligible Employee, references in the Plan to “Eligible Officer” (and similar references) shall be deemed to refer to such Non-Eligible Employee. 
 (c)    Certain Reductions. The Company, in its
sole discretion, shall have the authority to reduce an Eligible Officer’s severance benefits, in whole or in part, by any other severance benefits, pay and benefits provided during a period following written notice of a business closing or mass
layoff, pay and benefits in lieu of such notice, or other similar benefits payable to the Eligible Officer by the Company or an Affiliate that become payable in connection with the Eligible Officer’s termination of employment pursuant to
(i) any applicable legal requirement, including, without limitation, the Worker Adjustment and Retraining Notification Act or any other similar state law, (ii) any individually negotiated employment contract or agreement or any other
written employment or severance agreement with the Company, or (iii) any Company policy or practice providing for the Eligible Officer to remain on the payroll for a limited period of time after being given notice of the termination of the
Eligible Officer’s employment, and the Plan Administrator shall so construe and implement the terms of the Plan. Any such reductions that the Company determines to make pursuant to this Section 3(c) shall be made such that any severance
benefit under the Plan shall be reduced solely by any similar type of benefit under such legal requirement, agreement, policy or practice (i.e., any cash severance benefits under the Plan shall be reduced solely by any cash payments or
benefits under such legal requirement, agreement, policy or practice, and any continued insurance benefits under the Plan shall be reduced solely by any continued insurance benefits under such legal requirement, agreement, policy or practice). The
Company’s decision to apply such reductions to the severance benefits of one Eligible Officer and the amount of such reductions shall in no way obligate the Company to apply the same reductions in the same amounts to the severance benefits of
any other Eligible Officer, even if similarly situated. In the Company’s sole discretion, such reductions may be applied on a retroactive basis, with severance benefits previously paid being
re-characterized as payments pursuant to the Company’s statutory obligation. 

 (d)    Parachute Payments. If any payment or benefit an
Eligible Officer will or may receive from the Company or otherwise (a “Payment”) would (i) constitute a “parachute payment” within the meaning of Section 280G of the Code, and (ii) but for this
sentence, be subject to the excise tax imposed by Section 4999 of the Code (the “Excise Tax”), then any such Payment shall be equal to the Reduced Amount. The “Reduced Amount” shall be either
(x) the largest portion of the Payment that would result in no portion of the Payment (after reduction) being subject to the Excise Tax or (y) the largest portion, up to and including the total, of the Payment, whichever amount (i.e., the
amount determined by clause (x) or by clause (y)), after taking into account all applicable federal, state and local employment taxes, income taxes, and the Excise Tax (all computed at the highest applicable marginal rate), results in the
Eligible Officer’s receipt, on an after-tax basis, of the greater economic benefit notwithstanding that all or some portion of the Payment may be subject to the Excise Tax. If a reduction in a Payment is
required pursuant to the preceding sentence and the Reduced Amount is determined pursuant to clause (x) of the preceding sentence, the reduction shall occur in the manner (the “Reduction Method”) that results in the
greatest economic benefit for the Eligible Officer. If more than one method of reduction will result in the same economic benefit, the items so reduced will be reduced pro rata (the “Pro Rata Reduction Method”). 

Notwithstanding any provisions in this Section above to the contrary, if the Reduction Method or the Pro Rata Reduction Method would result in
any portion of the Payment being subject to taxes pursuant to Section 409A that would not otherwise be subject to taxes pursuant to Section 409A, then the Reduction Method and/or the Pro Rata Reduction Method, as the case may be, shall be
modified so as to avoid the imposition of taxes pursuant to Section 409A as follows: (A) as a first priority, the modification shall preserve to the greatest extent possible, the greatest economic benefit for the Eligible Officer as
determined on an after-tax basis; (B) as a second priority, Payments that are contingent on future events (e.g., being terminated without Cause), shall be reduced (or eliminated) before Payments
that are not contingent on future events; and (C) as a third priority, Payments that are “deferred compensation” within the meaning of Section 409A shall be reduced (or eliminated) before Payments that are not deferred
compensation within the meaning of Section 409A. 
 The Company shall appoint a nationally recognized accounting or law firm to make
the determinations required by this Section. The Company shall bear all expenses with respect to the determinations by such accounting or law firm required to be made hereunder. The Company shall use commercially reasonable efforts to cause the
accounting or law firm engaged to make the determinations hereunder to provide its calculations, together with detailed supporting documentation, to Eligible Officer and the Company within 15 calendar days after the date on which Eligible
Officer’s right to a Payment becomes reasonably likely to occur (if requested at that time by Eligible Officer or the Company) or such other time as requested by Eligible Officer or the Company. 

If the Eligible Officer receives a Payment for which the Reduced Amount was determined pursuant to clause (x) above and the Internal
Revenue Service determines thereafter that some portion of the Payment is subject to the Excise Tax, Eligible Officer agrees to promptly return to the Company a sufficient amount of the Payment (after reduction pursuant to clause (x) above) so
that no portion of the remaining Payment is subject to the Excise Tax. For the avoidance of doubt, if the Reduced Amount was determined pursuant to clause (y) above, the Eligible Officer shall have no obligation to return any portion of the
Payment pursuant to the preceding sentence. 
 Section 4.      RETURN OF
COMPANY PROPERTY. 
 An Eligible Officer will not be entitled to any severance benefit under the Plan
unless and until the Eligible Officer returns all Company Property. For this purpose, “Company Property” means all Company documents (and all copies thereof), other Company property, and confidential, proprietary or trade secret
information which the Eligible Officer had in his or her possession at any time, including, but not 

 
limited to, Company files, notes, drawings, records, plans, forecasts, reports, studies, analyses, proposals, agreements, financial information, research and development information, sales and
marketing information, operational and personnel information, specifications, code, software, databases, computer-recorded information, tangible property and equipment (including, but not limited to, computers, facsimile machines, mobile telephones,
servers), credit cards, entry cards, identification badges and keys; and any materials of any kind which contain or embody any proprietary, confidential, or trade secret information of the Company (and all reproductions thereof in whole or in part).

 Section 5.      TIME OF PAYMENT AND FORM
OF BENEFITS. 
 The Company reserves the right in the Participation Agreement to specify whether severance
payments under the Plan will be paid in a single sum, in installments, or in any other form and to determine the timing of such payments. All such payments under the Plan will be subject to applicable withholding for federal, state and local taxes.
If an Eligible Officer is indebted to the Company on his or her termination date, the Company reserves the right to offset any severance payments under the Plan by the amount of such indebtedness. All severance benefits provided under the Plan are
intended to satisfy the requirements for an exemption from application of Section 409A of the Code to the maximum extent that an exemption is available and any ambiguities herein shall be interpreted accordingly; provided, however, that to the
extent such an exemption is not available, the severance benefits provided under the Plan are intended to comply with the requirements of Section 409A to the extent necessary to avoid adverse personal tax consequences and any ambiguities herein
shall be interpreted accordingly. 
 Notwithstanding anything to the contrary set forth herein, any payments and benefits provided under the
Plan that constitute “deferred compensation” within the meaning of Section 409A shall not commence in connection with an Eligible Officer’s termination of employment unless and until the Eligible Officer has also incurred a
“separation from service,” as such term is defined in Treasury Regulations Section 1.409A-1(h) (“Separation from Service”), unless the Company reasonably determines that
such amounts may be provided to the Eligible Officer without causing the Eligible Officer to incur the adverse personal tax consequences under Section 409A. 

It is intended that (i) each installment of any benefits payable under the Plan to an Eligible Officer be regarded as a separate
“payment” for purposes of Treasury Regulations Section 1.409A-2(b)(2)(i), (ii) all payments of any such benefits under the Plan satisfy, to the greatest extent possible, the exemptions from the
application of Section 409A provided under Treasury Regulations Sections 1.409A-1(b)(4), 1.409A-1(b)(5) and
1.409A-1(b)(9)(iii), and (iii) any such benefits consisting of COBRA premiums also satisfy, to the greatest extent possible, the exemption from the application of Section 409A provided under Treasury
Regulations Section 1.409A-1(b)(9)(v). However, if the Company determines that any such benefits payable under the Plan constitute “deferred compensation” under Section 409A and the
Eligible Officer is a “specified employee” of the Company, as such term is defined in Section 409A(a)(2)(B)(i), then, solely to the extent necessary to avoid the imposition of the adverse personal tax consequences under
Section 409A, (A) the timing of such benefit payments shall be delayed until the earlier of (1) the date that is six (6) months and one (1) day after the Eligible Officer’s Separation from Service and (2) the date
of the Eligible Officer’s death (such applicable date, the “Delayed Initial Payment Date”), and (B) the Company shall (1) pay the Eligible Officer a lump sum amount equal to the sum of the benefit payments that
the Eligible Officer would otherwise have received through the Delayed Initial Payment Date if the commencement of the payment of the benefits had not been delayed pursuant to this paragraph and (2) commence paying the balance, if any, of the
benefits in accordance with the applicable payment schedule. 
 In no event shall payment of any benefits under the Plan be made prior to an
Eligible Officer’s termination date or prior to the effective date of the Release. If the Company determines that any payments or benefits provided under the Plan constitute “deferred compensation” under Section 409A, and

 
the Eligible Officer’s Separation from Service occurs at a time during the calendar year when the Release could become effective in the calendar year following the calendar year in which the
Eligible Officer’s Separation from Service occurs, then regardless of when the Release is returned to the Company and becomes effective, the Release will not be deemed effective any earlier than the latest permitted effective date (the
“Release Deadline”). If the Company determines that any payments or benefits provided under the Plan constitute “deferred compensation” under Section 409A, then except to the extent that payments may be delayed
until the Delayed Initial Payment Date pursuant to the preceding paragraph, on the first regular payroll date following the effective date of an Eligible Officer’s Release, the Company shall (1) pay the Eligible Officer a lump sum amount
equal to the sum of the benefit payments that the Eligible Officer would otherwise have received through such payroll date but for the delay in payment related to the effectiveness of the Release and (2) commence paying the balance, if any, of
the benefits in accordance with the applicable payment schedule. 
 All severance payments under the Plan shall be subject to applicable
withholding for federal, state and local taxes. If an Eligible Officer is indebted to the Company at his or her termination date, the Company reserves the right to offset any severance payments under the Plan by the amount of such indebtedness. 

Section 6.      REEMPLOYMENT. 

In the event of an Eligible Officer’s reemployment by the Company during the period of time in respect of which severance benefits
pursuant to the Plan have been paid, the Company, in its sole and absolute discretion, may require such Eligible Officer to repay to the Company all or a portion of such severance benefits under the Plan as a condition of reemployment. 

Section 7.      RIGHT TO INTERPRET AND
ADMINISTER PLAN; AMENDMENT AND TERMINATION. 

(a)    Interpretation and Administration. Prior to the Closing, the Board shall be the Plan Administrator and
shall have the exclusive discretion and authority to establish rules, forms, and procedures for the administration of the Plan and to construe and interpret the Plan and to decide any and all questions of fact, interpretation, definition,
computation or administration arising in connection with the operation of the Plan, including, but not limited to, the eligibility to participate in the Plan and amount of benefits paid under the Plan. The rules, interpretations, computations and
other actions of the Board shall be binding and conclusive on all persons. Upon and after the Closing, the Plan will be interpreted and administered in good faith by the Representative who shall be the Plan Administrator during such period. All
actions taken by the Representative in interpreting the terms of the Plan and administering the Plan upon and after the Closing will be final and binding on all Eligible Officers. Any references in this Plan to the “Board” or “Plan
Administrator” with respect to periods following the Closing shall mean the Representative. 

(b)    Amendment. The Plan Administrator reserves the right to amend this Plan at any time; provided,
however, that any amendment of the Plan will not be effective as to a particular Eligible Officer who is or may be adversely impacted by such amendment or termination and has an effective Participation Agreement without the written consent of
such Eligible Officer. 
 (c)    Termination. The Plan will automatically terminate following satisfaction
of all the Company’s obligations under the Plan. 

 Section 8.      NO IMPLIED
EMPLOYMENT CONTRACT. 
 The Plan shall not be deemed (i) to give any officer or other person any right
to be retained in the employ of the Company or (ii) to interfere with the right of the Company to discharge any officer or other person at any time, with or without cause and with or without advance notice, which right is hereby
reserved. 
 Section 9.      LEGAL CONSTRUCTION. 

This Plan is intended to be governed by and shall be construed in accordance with the Employee Retirement Income Security Act of 1974
(“ERISA”) and, to the extent not preempted by ERISA, the laws of the State of California. 

Section 10.    CLAIMS, INQUIRIES AND APPEALS. 

(a)    Applications for Benefits and Inquiries. Any application for benefits, inquiries about the Plan or
inquiries about present or future rights under the Plan must be submitted to the Plan Administrator in writing by an applicant (or his or her authorized representative). The Plan Administrator is: 

Lucira Health, Inc. 
 Board of
Directors 
 1412 62nd Street 

Emeryville, California 94608 

(b)    Denial of Claims. In the event that any application for benefits is denied in whole or in part, the
Plan Administrator must provide the applicant with written or electronic notice of the denial of the application, and of the applicant’s right to review the denial. Any electronic notice will comply with the regulations of the U.S. Department
of Labor. The notice of denial will be set forth in a manner designed to be understood by the applicant and will include the following: 

(1)    the specific reason or reasons for the denial; 

(2)    references to the specific Plan provisions upon which the denial is based; 

(3)    a description of any additional information or material that the Plan Administrator needs to complete the
review and an explanation of why such information or material is necessary; and 
 (4)    an explanation of the
Plan’s review procedures and the time limits applicable to such procedures, including a statement of the applicant’s right to bring a civil action under Section 502(a) of ERISA following a denial on review of the claim, as described
in Section 10(d) below. 
 This notice of denial will be given to the applicant within ninety (90) days after the Plan
Administrator receives the application, unless special circumstances require an extension of time, in which case, the Plan Administrator has up to an additional ninety (90) days for processing the application. If an extension of time for
processing is required, written notice of the extension will be furnished to the applicant before the end of the initial ninety (90) day period. 

This notice of extension will describe the special circumstances necessitating the additional time and the date by which the Plan
Administrator is to render its decision on the application. 

 (c)    Request for a Review. Any person (or that
person’s authorized representative) for whom an application for benefits is denied, in whole or in part, may appeal the denial by submitting a request for a review to the Plan Administrator within sixty (60) days after the application is
denied. A request for a review shall be in writing and shall be addressed to: 
 Lucira Health, Inc. 

Board of Directors 
 1412 62nd
Street 
 Emeryville, California 94608 
 A
request for review must set forth all of the grounds on which it is based, all facts in support of the request and any other matters that the applicant feels are pertinent. The applicant (or his or her representative) shall have the opportunity to
submit (or the Plan Administrator may require the applicant to submit) written comments, documents, records, and other information relating to his or her claim. The applicant (or his or her representative) shall be provided, upon request and free of
charge, reasonable access to, and copies of, all documents, records and other information relevant to his or her claim. The review shall take into account all comments, documents, records and other information submitted by the applicant (or his or
her representative) relating to the claim, without regard to whether such information was submitted or considered in the initial benefit determination. 

(d)    Decision on Review. The Plan Administrator will act on each request for review within sixty
(60) days after receipt of the request, unless special circumstances require an extension of time (not to exceed an additional sixty (60) days), for processing the request for a review. If an extension for review is required, written
notice of the extension will be furnished to the applicant within the initial sixty (60) day period. This notice of extension will describe the special circumstances necessitating the additional time and the date by which the Plan Administrator
is to render its decision on the review. The Plan Administrator will give prompt, written or electronic notice of its decision to the applicant. Any electronic notice will comply with the regulations of the U.S. Department of Labor. In the event
that the Plan Administrator confirms the denial of the application for benefits in whole or in part, the notice will set forth, in a manner calculated to be understood by the applicant, the following: 

(1)    the specific reason or reasons for the denial; 

(2)    references to the specific Plan provisions upon which the denial is based; 

(3)    a statement that the applicant is entitled to receive, upon request and free of charge, reasonable access
to, and copies of, all documents, records and other information relevant to his or her claim; and 
 (4)    a
statement of the applicant’s right to bring a civil action under Section 502(a) of ERISA. 

(e)    Rules and Procedures. The Plan Administrator will establish rules and procedures, consistent with the
Plan and with ERISA, as necessary and appropriate in carrying out its responsibilities in reviewing benefit claims. The Plan Administrator may require an applicant who wishes to submit additional information in connection with an appeal from the
denial of benefits to do so at the applicant’s own expense. 
 (f)    Exhaustion of Remedies. No
legal action for benefits under the Plan may be brought until the applicant (i) has submitted a written application for benefits in accordance with the procedures described by Section 10(a) above, (ii) has been notified by the Plan
Administrator that the 

 
application is denied, (iii) has filed a written request for a review of the application in accordance with the appeal procedure described in Section 10(c) above, and (iv) has been
notified that the Plan Administrator has denied the appeal. Notwithstanding the foregoing, if the Plan Administrator does not respond to an Eligible Officer’s claim or appeal within the relevant time limits specified in this Section 10,
the Eligible Officer may bring legal action for benefits under the Plan pursuant to Section 502(a) of ERISA. 

Section 11.    BASIS OF PAYMENTS TO AND
FROM PLAN. 
 The Plan shall be unfunded, and all cash payments under the Plan shall be paid only from the
general assets of the Company. 
 Section 12.    OTHER PLAN INFORMATION. 

(a)    Employer and Plan Identification Numbers. The Employer Identification Number assigned to the Company
(which is the “Plan Sponsor” as that term is used in ERISA) by the Internal Revenue Service is 27-2491037. The Plan Number assigned to the Plan by the Plan Sponsor pursuant to the instructions of the
Internal Revenue Service is 510. 
 (b)    Ending Date for Plan’s Fiscal Year. The date of the
end of the fiscal year for the purpose of maintaining the Plan’s 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: 
 Lucira Health, Inc. 

Plan Administrator 
 1412 62nd
Street 
 Emeryville, California 94608 
 In
addition, service of legal process may be made upon the Plan Administrator. 
 (d)    Plan Sponsor. The
“Plan Sponsor” is: 
 Lucira Health, Inc. 

1412 62nd Street 
 Emeryville,
California 94608 
 (510) 350-8071 

(e)    Plan Administrator. The Plan Administrator is the Board prior to the Closing and the Representative
upon and following the Closing. The Plan Administrator’s contact information is: 
 Lucira Health, Inc. 

Board of Directors or Representative 

1412 62nd Street 
 Emeryville,
California 94608 
 (510) 350-8071 

The Plan Administrator is the named fiduciary charged with the responsibility for administering the Plan. 

 Section 13.    STATEMENT OF ERISA
RIGHTS. 
 Participants in this Plan (which is a welfare benefit plan sponsored by Lucira Health, Inc.) are entitled to
certain rights and protections under ERISA. If you are an Eligible Officer, you are considered a participant in the Plan and, under ERISA, you are entitled to: 

(a)    Receive Information About Your Plan and Benefits. 

(1)    Examine, without charge, at the Plan Administrator’s office and at other specified locations, such as
worksites, all documents governing the Plan and a copy of the latest annual report (Form 5500 Series), if applicable, filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security
Administration; 
 (2)    Obtain, upon written request to the Plan Administrator, copies of documents governing
the operation of the Plan and copies of the latest annual report (Form 5500 Series), if applicable, and an updated (as necessary) Summary Plan Description. The Administrator may make a reasonable charge for the copies; and 

(3)    Receive a summary of the Plan’s annual financial report, if applicable. The Plan Administrator is
required by law to furnish each Eligible Officer with a copy of this summary annual report. 
 (b)    Prudent
Actions by Plan Fiduciaries. In addition to creating rights for Plan Eligible Officers, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate the Plan, called
“fiduciaries” of the Plan, have a duty to do so prudently and in the interest of you and other Eligible Officers and beneficiaries. No one, including your employer, your union or 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. 

(c)    Enforce Your Rights. If your claim for a Plan benefit is denied or ignored, in whole or in part, you
have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules. 

Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of Plan documents or the latest
annual report from the Plan, if applicable, and do not receive them within thirty (30) days, you may file suit in a Federal court. In such a case, the court may require the Plan Administrator to 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 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. 
 (d)    Assistance with Your Questions. If you have
any questions about the Plan, you should contact the Plan Administrator. If you have any questions about this statement or about your rights 

 
under ERISA, or if you need assistance in obtaining documents from the Plan Administrator, you should contact the nearest office of the Employee Benefits Security Administration, U.S. Department
of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain
certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. 

 APPENDIX A 

LUCIRA HEALTH, INC. 

OFFICER SEVERANCE BENEFIT PLAN 

PARTICIPATION AGREEMENT 

Name:   ___________________ 

Section 1.      ELIGIBILITY. 

You have been designated as eligible to participate in the Lucira Health, Inc. Officer Severance Benefit Plan (the
“Plan”), a copy of which is attached as Annex I to this Participation Agreement (the “Agreement”). Capitalized terms not explicitly defined in this Agreement but defined in the Plan shall have the same
definitions as in the Plan. 
 Section 2.      SEVERANCE BENEFITS 

Subject to the terms of the Plan and Section 3 of this Agreement, if you are terminated in a Covered Termination, and meet all the other
eligibility requirements set forth in the Plan, including, without limitation, executing the required Release within the applicable time period set forth therein and provided that such Release becomes effective in accordance with its terms, you will
receive the severance benefits set forth in this Section 2. Notwithstanding the schedule for provision of severance benefits as set forth below, the provision of any severance benefits under this Section 2 is subject to any delay in
payment that may be required under Section 5 of the Plan. 
 (a)    Regular Termination. Upon a
Regular Termination, you shall be eligible to receive the following severance benefits. 
 (1)    Cash
Severance Benefit. You will be entitled to continue to receive your then-current Base Salary for [            ] months (such period of months, the “Severance
Period”) commencing on the first payroll period following the effective date of your Release. 

(2)    Payment of Continued Group Health Plan Benefits. 

(i)    If you timely elect continued group health plan continuation coverage under COBRA the Company shall pay the
full amount of your COBRA premiums, or shall provide coverage under any self-funded plan, on behalf of you for your continued coverage under the Company’s group health plans, including coverage for your eligible dependents, for [the Severance
Period] or [[                    ] months commencing with the first month following your Regular Termination] (the “COBRA Payment
Period”). Upon the conclusion of such period of insurance premium payments made by the Company, or the provision of coverage under a self-funded group health plan, you will be responsible for the entire payment of premiums (or payment
for the cost of coverage) required under COBRA for the duration of your eligible COBRA coverage period. For purposes of this Section, (i) references to COBRA shall be deemed to refer also to analogous provisions of state law and (ii) any
applicable insurance premiums that are paid by the Company shall not include any amounts payable by you under an Internal Revenue Code Section 125 health care reimbursement plan, which amounts, if any, are your sole responsibility. 

 (ii)    Notwithstanding the foregoing, if at any time the
Company determines, in its sole discretion, that it cannot provide the COBRA premium benefits without potentially incurring financial costs or penalties under applicable law (including, without limitation, Section 2716 of the Public Health
Service Act), then in lieu of paying COBRA premiums on the your behalf, the Company will instead pay you on the last day of each remaining month of the COBRA Payment Period a fully taxable cash payment equal to the COBRA premium for that month,
subject to applicable tax withholding (such amount, the “Special Severance Payment”), such Special Severance Payment to be made without regard to your election of COBRA coverage or payment of COBRA premiums and without regard
to your continued eligibility for COBRA coverage during the COBRA Payment Period. Such Special Severance Payment shall end upon expiration of the COBRA Payment Period. 

(b)    Change in Control Termination. Upon a Change in Control Termination, you shall be eligible to receive
the following severance benefits. For the avoidance of doubt, in no event shall you be entitled to benefits under both Section 2(a) and this Section 2(b). If you are eligible for severance benefits under both Section 2(a) and this
Section 2(b), you shall receive the benefits set forth in this Section 2(b) and such benefits shall be reduced by any benefits previously provided to you under Section 2(a). 

(1)    Cash Severance Benefit. You will receive the cash severance benefit described in
Section 2(a)(1) above, except that: 
 (i)    your Severance Period will be
[                            ] months and Base Salary payment will be paid to you in a lump sum cash payment
no later than the first payroll cycle following the later of (i) the effective date of the Release or (ii) the Closing, but in any event not later than March 15 of the year following the year in which the Change in Control Termination
occurs; and 
 (ii)    you will additionally be entitled to the annual target cash bonus established for you, if
any, for the year in which the Change in Control Termination occurs, pro-rated for the period of time in which you provided services to the Company prior to your Change in Control Termination in the year in
which your Change in Control Termination occurs, payable in a lump sum cash payment no later than the first payroll cycle following the later of (i) the effective date of the Release or (ii) the Closing, but in any event not later than
March 15 of the year following the year in which the Change in Control Termination occurs. 

(2)    Accelerated Vesting of Stock Awards. 

(i)    Effective as of the later of the effective date of your Release or the effective date of the Closing, to the
extent not previously vested: (i) the vesting and exercisability of all outstanding stock options to purchase the Company’s common stock that are held by you on such date shall be accelerated in full, (ii) any reacquisition or
repurchase rights held by the Company in respect of common stock issued pursuant to any other stock award granted to you by the Company shall lapse in full, and (iii) the vesting of any other stock awards granted to you by the Company, and any
issuance of shares triggered by the vesting of such stock awards, including any restricted stock unit awards, shall be accelerated in full. Notwithstanding the foregoing, this Section 2(b)(2) shall not apply to stock awards issued under or held
in any Qualified Plan. For purposes of determining the number of shares that will vest pursuant to the foregoing provision with respect to any performance based vesting award that has multiple vesting levels depending upon the level of performance,
vesting acceleration shall occur with respect to the number of shares subject to the award as if the applicable performance criteria had been attained at a 100% level. 

 (ii)    If necessary to give effect to the intent of the
foregoing provision, notwithstanding anything to the contrary set forth in your stock award agreements or the applicable equity incentive plan under which such stock award was granted that provides that any then unvested portion of your award will
immediately expire upon your termination of service, the unvested portion of your stock award shall terminate on the earlier of (i) thirty (30) days following your Covered Termination or (ii) Closing, if sooner. 

(3)    Payment of Continued Group Health Plan Benefits. You will receive the payment for continued group
health plan benefits described in Section 2(a)(2) above, except that the COBRA Payment Period will be equal to the Severance Period applicable to a Change in Control Termination as set forth in Section 2(b)(1) above. 

Section 3.      DEFINITIONS. 

(a)    “Equity Plan” means the Company’s 2014 Equity Incentive Plan, 2021 Equity
Incentive Plan, or any successor or other equity incentive plan adopted by the Company which govern your stock awards, as applicable. 

(b)    “Qualified Plan” means a plan sponsored by the Company or an Affiliate that is
intended to be qualified under Section 401(a) of the Internal Revenue Code. 

Section 4.      ACKNOWLEDGEMENTS. 

As a condition to participation in the Plan, you hereby acknowledge each of the following: 

(a)    The severance benefits that may be provided to you under this Agreement are subject to all of the terms of
the Plan which is incorporated into and becomes part of this Agreement, including but not limited to the potential reductions and terminations to your severance benefits under the circumstances specified in Section 2 and Section 3 of the
Plan 
 (b)    Your eligibility for and receipt of any severance benefits to which you may become entitled as
described in Section 2 above is also expressly contingent upon your compliance with the terms and conditions of the provisions of the Employee Confidential Information and Inventions Assignment Agreement between you and the Company that you
signed when you joined the Company, as may be amended from time to time (the “CIIAA”). Severance benefits under this Agreement shall immediately cease in the event of your violation of the provisions of the CIIAA. 

(c)    This Agreement and the Plan supersedes any severance benefit plan, policy or practice previously maintained
by the Company that may have been applicable to you. This Agreement and the Plan do not supersede, replace or otherwise alter the CIIAA. 

(d)    You may not sell, transfer, or otherwise assign or pledge your right to benefits under this Agreement and
the Plan to either your creditors or to your beneficiary, except to the extent permitted by the Plan Administrator if such action would not result in adverse tax consequences under Section 409A. 

 To accept the terms of this Agreement and participate in the Plan, please sign and date this Agreement in
the space provided below and return it to _____________________ no later than _________,20__. 
  

			
	Lucira Health, Inc.
		
	By:	 	 
	Title:	 	

  

					
	   
	 		 	   

	[Eligible Officer]	 		 	Date

 ANNEX I 

LUCIRA HEALTH, INC. OFFICER SEVERANCE BENEFIT
PLAN

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00319-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00319-of-00352.parquet"}]]