Document:

<PAGE>
                                                                    EXHIBIT 4.11

                                  COMMON SHARES

  Number                                                                Shares

[CSI LOGO]                 CANADIAN SOLAR INC.

                       CONTINUED UNDER THE LAWS OF CANADA

                                                           CUSIP _______________
                                                    SEE REVERSE SIDE FOR CERTAIN
                                                               DEFINITIONS

THIS CERTIFIES THAT

IS THE OWNER OF

FULLY-PAID AND NON-ASSESSABLE COMMON SHARES, WITH NO PAR VALUE, OF CANADIAN
SOLAR INC. transferable on the books of the Company by the holder hereof, in
person, or by duly authorized attorney upon surrender of this Certificate
properly endorsed. The shares represented by this Certificate are subject to the
provisions of the articles of incorporation and by-laws of the Company as from
time to time amended or restated. This Certificate is not valid until
countersigned by the Transfer Agent and registered by the Registrar.

Witness the facsimile signatures of its duly authorized officers

     PRESIDENT AND                                      CHIEF FINANCIAL OFFICER
CHIEF EXECUTIVE OFFICER

Countersigned and Registered:

THE BANK OF NEW YORK
By:

    ----------------------------
    Transfer Agent and Registrar
    Authorized Officer

--------------------------------------------------------------------------------

<PAGE>

                               CANADIAN SOLAR INC.

THE COMPANY IS AUTHORIZED TO ISSUE MORE THAN ONE CLASS OR SERIES OF SHARES. UPON
WRITTEN REQUEST, THE COMPANY WILL FURNISH WITHOUT CHARGE TO EACH SHAREHOLDER WHO
SO REQUESTS THE POWERS, DESIGNATIONS, PREFERENCES AND RELATIVE, PARTICIPATING,
OPTIONAL, OR OTHER SPECIAL RIGHTS OF EACH CLASS OF SHARES OR SERIES THEREOF AND
THE QUALIFICATIONS, LIMITATIONS OR RESTRICTIONS OF SUCH PREFERENCES AND/OR
RIGHTS.

The following abbreviations, when used in the inscription on the face of this
certificate, shall be construed as though they were written out in full
according to applicable laws or regulations:

<Table>
<S>                                                             <C>

TEN      --  as tenants in common                                   UNIF GIFT MIN ACT -- ____________
COM                                                                         Custodian____________

TEN      --  as tenants by the entireties
ENT
                                                                (Custodian)                              (Minor)
JT TEN   --  as joint tenants with right of survivorship
                 and not as tenants in common
                                                                       Under Uniform Gifts to Minors Act

                                                                              _________(State)
</Table>

Additional abbreviations may also be used though not in the above list.
For value received,________________________hereby sell, assign and transfer
unto

      PLEASE INSERT SOCIAL SECURITY OR OTHER IDENTIFYING NUMBER OF ASSIGNEE

  (PLEASE PRINT OR TYPEWRITE NAME AND ADDRESS, INCLUDING ZIP CODE OF ASSIGNEE)

_______________________________shares represented by the within Certificate, and
do hereby irrerocably constitute and appoint____________________________Attorney
to transfer the said shares on the books of the within named Company with full
power of substitution in the premises.

Dated
      _________________________    X   _________________________________________

                                   X   _________________________________________
Signature(s) Guaranteed:               NOTICE: THE SIGNATURE ON THIS ASSIGNMENT
                                       MUST CORRESPOND EXACTLY WITH THE NAME
                                       WRITTEN UPON THE FACE OF THE CERTIFICATE.

____________________________________________________
THE SIGNATURE(S) SHOULD BE GUARANTEED BY AN ELIGIBLE
GUARANTOR INSTITUTION, AS DEFINED IN RULE 17AD-15
UNDER
THE SECURITIES AND EXCHANGE ACT OF 1934, AS AMENDED

KEEP THIS CERTIFICATE IN A SAFE PLACE. IF IT IS LOST, STOLEN, OR DESTROYED, THE
COMPANY MAY REQUIRE A BOND OF INDEMNITY AS A CONDITION TO THE ISSUANCE OF A
REPLACEMENT CERTIFICATE.Exhibit 10.1

     LNB Bancorp, Inc. 2006 Chief Executive Officer Long Term Incentive Plan

         The purpose of the LNB Bancorp, Inc. 2006 Chief Executive Officer Long
Term Incentive Plan is to provide the CEO of LNB Bancorp, Inc. (the "Bancorp")
with a long term incentive to achieve superior personal performance at the
Bancorp during 2006 in order to benefit the Bancorp and its shareholders. The
Long Term Incentive Plan has been developed through communication and reflection
on subjective performance goals intended to challenge the CEO to obtain the
Bancorp's long term objectives.

         The 2006 CEO Long Term Incentive goals include, but are not limited to:

          1.   growth in the overall  business  of the Bancorp in Lorain  County
               and Cuyahoga County;

          2.   evaluation and restructuring of the internal departments, if
               necessary; and

          3.   other performance goals as established by the Board of Directors
               of the Bancorp.

         The Compensation Committee ("the Committee") of the Board of Directors
of the Bancorp will oversee the administration of the Long Term Incentive Plan.
The Committee may delegate ministerial duties to other persons and the Bancorp
will furnish the Committee with clerical and other assistance for administration
of the Long Term Incentive Plan. The Chairman of the Board will make
recommendations to the Committee, for its consideration in its sole discretion,
concerning the CEO's achievement of the established performance goals and the
amount of the incentive payment, if any.

         The amount of the incentive payment to be paid to the CEO under the
Long Term Incentive Plan will be determined by the Committee, in its sole
discretion, after December 31, 2006. This payment, which can be up to 50% of the
CEO's base pay, is based upon the Committee's determination of the CEO's
achievement of the CEO's 2006 Long Term Incentive goals. If the Committee
determines that the CEO has earned a long term incentive payment, the Bancorp
will notify the CEO of the amount, if any, and the long term incentive payment
will be made to the CEO in cash no later than March 15, 2007. The CEO must be
employed by the Bancorp, or one of its subsidiaries, on the date of payment. All
payments under the Long Term Incentive Plan will be subject to applicable tax
withholding.

         The Committee will have the authority, in its sole discretion, to
interpret the Long Term Incentive Plan and to make any determinations it may
deem necessary or advisable under the Plan. Any such interpretation or
determination of the Committee will be binding on the CEO.Exhibit 10.1

    Exhibit
      10.1

    

    Effective
      October 2, 2006

    Amended
      and Restated

    Geron
      Corporation

    Severance
      Plan

    (and
      Summary Plan Description)

     

    This
      Severance Plan (the “Plan”)
      sets
      forth the severance benefits available to Covered Employees of Geron Corporation
      (together with any successor to substantially all of its business, stock or
      assets, the “Company”)
      in the
      event of a transaction resulting in a Change of Control (as defined
      below).

    

    The
      Plan
      is an employee welfare benefit plan subject to the Employee Retirement Income
      Security Act of 1974, as amended (“ERISA”).
      This
      Plan document is also the summary plan description of the Plan. References
      in
      the Plan to “You” or “Your” are references to an employee of the
      Company.

    

    1. General
      Eligibility.
      You
      shall only be eligible for benefits under this Plan if, immediately prior to
      a
      Triggering Event, you are an employee of the Company.

    

    2. Enhanced
      Severance. Upon
      a
      Triggering Event following a Change of Control (as described in Section
      13(c)(ii), (iii) or (iv) below), you shall receive a severance payment equal
      to
      the amount of your base salary for a severance period that is determined based
      on your position with the Company immediately before such Triggering Event
      pursuant to the following schedule:

    

    
      	
              Covered
                Position

            	
              Severance
                Period

            
	
              CEO

            	
              18
                months

            
	
              Group
                President, Executive Vice President, Senior Vice President, Chief
                Financial Officer, Chief Scientific Officer, and other named
                officers

            	
              15
                months

            
	
              Vice
                President, Executive Director

            	
              12
                months

            
	
              Senior
                Director, Director, Associate Director

            	
              6
                months

            
	
              Senior
                Scientist/Scientist,

              Manager,
                Associate, other Staff

            	
              3
                months

            

    

    

    3. Payment
      and Other Terms.

    

    (a) All
      severance payments under this Plan shall be made in a lump-sum and be reduced
      by
      any applicable taxes or any other amounts required to be paid or withheld by
      the
      Company. Such payments shall be made as soon as practicable following the
      applicable Triggering Event and no later than 21⁄2 months following the year in
      which the Triggering Event occurred; provided, however, that if the Plan
      Administrator determines in good faith that the payments constitute a deferral
      of compensation subject to Section 409A of the Internal Revenue Code of 1986,
      as
      amended (the “Code”) and that you are a “specified employee” for purposes of
      Section 409A(a)(2)(B) of the Code, the payments due to you under this Plan
      that
      would otherwise have been payable at any time during the six-month period
      immediately following a “separation from service” as set forth in Section
      409A(a)(2)(B)(i) of the Code, shall not be paid prior to, and shall be payable
      in a lump sum as soon as practicable following, the expiration of such six-month
      period. In the event of your death during such six-month period, upon provision
      to the Company of a signed general release of all claims against the Company
      and
      its affiliates in a form acceptable to the Company, you (or your estate) will
      receive the severance benefits described in this paragraph.

    

    (b) The
      Company will pay all premiums required for continuation of health benefits
      under
      the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”)
      through the earlier of the end of your enhanced severance period as specified
      in
      Section 2 or when you obtain other employment offering health care
      coverage.

    
      
        
        

      

      
        1

        
          

        

      

      
        
        

      

       

    

    (c) The
      receipt of any severance pursuant to this Section 3 will be subject to your
      signing and not revoking a general release of all claims against the Company
      and
      its affiliates in a form acceptable to the Company. No severance pursuant to
      Section 3 will be paid or provided until the general release of claims becomes
      effective. 

    

    4. Effective
      Date of Plan/Amendment.
      This
      Plan shall be effective as of January 21, 2003. The Board shall have the power
      to amend or terminate this Plan from time to time in its discretion and for
      any
      reason (or no reason), provided that no such amendment or termination shall
      be
      effective with respect to a Triggering Event that occurred prior to the
      amendment or termination.

    

    5. Claims
      Procedures.

    

    (a) Normally,
      you do not need to present a formal claim to receive benefits payable under
      this
      Plan.

    

    (b) If
      any
      person (the “Claimant”) believes that benefits are being denied improperly, that
      the Plan is not being operated properly, that fiduciaries of the Plan have
      breached their duties, or that the Claimant’s legal rights are being violated
      with respect to the Plan, the Claimant must file a formal claim, in writing,
      with the Plan Administrator. This requirement applies to all claims that any
      Claimant has with respect to the Plan, including claims against fiduciaries
      and
      former fiduciaries, except to the extent the Plan Administrator determines,
      in
      its sole discretion, that it does not have the power to grant all relief
      reasonably being sought by the Claimant.

    

    (c) A
      formal
      claim must be filed within 90 days after the date the Claimant first knew or
      should have known of the facts on which the claim is based, unless the Plan
      Administrator in writing consents otherwise. The Plan Administrator shall
      provide a Claimant, on request, with a copy of the claims procedures established
      under subsection (d).

    

    (d) The
      Plan
      Administrator has adopted procedures for considering claims (which are set
      forth
      in Appendix A), which it may amend from time to time, as it sees fit. These
      procedures shall comply with all applicable legal requirements. These procedures
      may provide that final and binding arbitration shall be the ultimate means
      of
      contesting a denied claim (even if the Plan Administrator or its delegates
      have
      failed to follow the prescribed procedures with respect to the claim). The
      right
      to receive benefits under this Plan is contingent on a Claimant using the
      prescribed claims and arbitration procedures to resolve any claim. 

    

    6. Plan
      Administration.

    

    (a) The
      Plan
      Administrator is responsible for the general administration and management
      of
      the Plan and shall have all powers and duties necessary to fulfill its
      responsibilities, including, but not limited to, the discretion to interpret
      and
      apply the Plan and to determine all questions relating to eligibility for
      benefits. The Plan shall be interpreted in accordance with its terms and their
      intended meanings. However, the Plan Administrator and all Plan fiduciaries
      shall have the discretion to interpret or construe ambiguous, unclear, or
      implied (but omitted) terms in any fashion they deem to be appropriate in their
      sole discretion, and to make any findings of fact needed in the administration
      of the Plan. The validity of any such interpretation, construction, decision,
      or
      finding of fact shall not be given de novo review if challenged in court, by
      arbitration, or in any other forum, and shall be upheld unless clearly arbitrary
      or capricious.

    

    (b) All
      actions taken and all determinations made in good faith by the Plan
      Administrator or by Plan fiduciaries will be final and binding on all persons
      claiming any interest in or under the Plan. To the extent the Plan Administrator
      or any Plan fiduciary has been granted discretionary authority under the Plan,
      the Plan Administrator’s or Plan fiduciary’s prior exercise of such authority
      shall not obligate it to exercise its authority in a like fashion
      thereafter.

    
       

      
        
        

      

      
        2

        
          

        

      

      
        
        

      

    

    (c) If,
      due
      to errors in drafting, any Plan provision does not accurately reflect its
      intended meaning, as demonstrated by consistent interpretations or other
      evidence of intent, or as determined by the Plan Administrator in its sole
      discretion, the provision shall be considered ambiguous and shall be interpreted
      by the Plan Administrator and all Plan fiduciaries in a fashion consistent
      with
      its intent, as determined in the sole discretion of the Plan Administrator.
      The
      Plan Administrator shall amend the Plan retroactively to cure any such
      ambiguity.

    

    (d) No
      Plan
      fiduciary shall have the authority to answer questions about any pending or
      final business decision of the Company or any affiliate that has not been
      officially announced, to make disclosures about such matters, or even to discuss
      them, and no person shall rely on any unauthorized, unofficial disclosure.
      Thus,
      before a decision is officially announced, no fiduciary is authorized to tell
      any employee, for example, that the employee will or will not be laid off or
      that the Company will or will not offer exit incentives in the future. Nothing
      in this subsection shall preclude any fiduciary from fully participating in
      the
      consideration, making, or official announcement of any business
      decision.

    

    (e) This
      Section may not be invoked by any person to require the Plan to be interpreted
      in a manner inconsistent with its interpretation by the Plan Administrator
      or
      other Plan fiduciaries.

    

    7. Superseding
      Plan.
      As of
      January 21, 2003, this Plan (i) shall be the only plan with respect to which
      benefits may be provided to you upon a Change of Control and (ii) shall
      supersede any other plan (other than the 1992 Stock Option Plan and the 2002
      Equity Incentive Plan and any option agreements thereunder) previously adopted
      by the Company with respect to a transaction resulting in a Change of Control;
      provided, however, that this Plan shall not supersede any employment agreement
      or other similar agreement entered into between an individual and the Company,
      and provided, further, that payments under any such employment agreement or
      other similar agreement shall be reduced by the amount of severance or other
      cash compensation, if any, payable under this Plan.

    

    8. Limitation
      On Employee Rights;
      At-Will Employment. This
      Plan
      shall not give any employee the right to be retained in the service of the
      Company or interfere with or restrict the right of the Company to discharge
      or
      retire the employee. All employees of the Company are employed at
      will.

     

    9. No
      Third-Party Beneficiaries. This
      Plan
      shall not give any rights or remedies to any person other than covered employees
      and the Company.

     

    10. Governing
      Law. This
      Plan
      is a welfare plan subject to ERISA and it shall be interpreted, administered,
      and enforced in accordance with that law. To the extent that state law is
      applicable, the statutes and common law of the State of California, excluding
      any that mandate the use of another jurisdiction’s laws, shall
      apply.

     

    11. Miscellaneous. Where
      the
      context so indicates, the singular will include the plural and vice versa.
      Titles are provided herein for convenience only and are not to serve as a basis
      for interpretation or construction of the Plan. Unless the context clearly
      indicates to the contrary, a reference to a statute or document shall be
      construed as referring to any subsequently enacted, adopted, or executed
      counterpart.

    

    12. Section
      409A.
      To the
      extent applicable, this Plan shall be interpreted in accordance with, and
      incorporate the terms and conditions required by, Section 409A of the Code
      and
      Department of Treasury regulations and other interpretive guidance issued
      thereunder, including without limitation any such regulations or other guidance
      that may be issued after the adoption of this Plan. Notwithstanding any
      provision of this Plan to the contrary, in the event that the Company determines
      that any amounts payable hereunder will be immediately taxable to you under
      Section 409A of the Code and related Department of Department of Treasury
      guidance, the Company shall (a) cooperate in good faith to adopt such amendments
      to this Plan and appropriate policies and procedures, including amendments
      and
      policies with retroactive effect, that they determine necessary or appropriate
      to preserve the intended tax treatment of the benefits provided by this Plan,
      preserve the economic benefits of this Plan and avoid less favorable accounting
      or tax consequences for the Company and/or (b) take such other actions as
      mutually determined necessary or appropriate to exempt the amounts payable
      hereunder from Section 409A of the Code or to comply with the requirements
      of
      Section 409A of the Code and thereby avoid the application of penalty taxes
      under such section.

    
      
        
        

      

      
        3

        
          

        

      

      
        
        

      

    

    13. Definitions. For
      purposes of this Plan, the following terms shall have the following meanings:
      

    

    (a) “Cause”
shall
      mean any of the following:

    (i) your
      continued failure to satisfactorily perform your duties to the Company (other
      than as a result of your total or partial incapacity due to physical or mental
      illness); 

    

    (ii) any
      willful act or omission by you constituting dishonesty, fraud or other
      malfeasance against the Company; 

    

    (iii)
       your
      conviction of a felony under the laws of the United States or any state thereof
      or any other jurisdiction in which the Company conducts business; 

    

    (iv) your
      debarment by
      the U.S.
      Food and Drug Administration from working in or providing services to any
      pharmaceutical or biotechnology company under the Generic Drug Enforcement
      Act
      of 1992, or other ineligibility under any law or regulation to perform your
      duties to the Company; or
      

    

    (v) your
      breach of any of the material policies of the Company including without
      limitation being under the influence of illicit drugs or alcohol at work or
      on
      the Company’s premises. 

    

    (b) “Change
      of Control”
shall
      mean the occurrence of any of the following: 

    

    (i) as
      a
      result of any merger or consolidation, the voting securities of the Company
      outstanding immediately prior thereto represent (either by remaining outstanding
      or by being converted into voting securities of the surviving or acquiring
      entity) less than 49% of the combined voting power of the voting securities
      of
      the Company or such surviving or acquiring entity outstanding immediately after
      such merger or consolidation; 

    

    (ii) during
      any period of twenty four consecutive calendar months, the individuals who
      at
      the beginning of such period constitute the Company’s Board of Directors (the
“Board”),
      and
      any new directors whose election by such Board or nomination for election by
      stockholders was approved by a vote of at least two-thirds of the members of
      such Board who were either directors on such Board at the beginning of the
      period or whose election or nomination for election as directors was previously
      so approved, for any reason cease to constitute at least a majority of the
      members thereof; 

    

    (iii) any
      individual, entity or group (within the meaning of Section 13(d)(3) or 14(d)(2)
      of the Securities Exchange Act of 1934 as amended (“Exchange Act”))(a “Person”)
      shall become the beneficial owner (within the meaning of Rule 13d-3 promulgated
      under the Exchange Act) of more than 20% of the then outstanding shares of
      Common Stock of the Company; 

    

    (iv) any
      sale
      of all or substantially all of the assets of the Company; provided that in
      the
      event of a sale of less than all of the assets of the Company the Plan
      Administrator may determine that a Change of Control has only occurred (for
      purposes of determining eligibility for benefits under the Plan) with regard
      to
      those employees whose services are specifically attributable to the sold assets,
      or 

    

    (v) the
      complete liquidation or dissolution of the Company.

    

    The
      Plan
      Administrator shall have sole discretion with regard to whether a Change of
      Control has occurred for purposes of this Plan, and if a Change of Control
      has
      occurred as a result of sale of less than all of the Company’s assets as
      described in clause (iv) above, shall have sole discretion with regard to the
      determination of which employees’ services are specifically attributable to the
      sold assets and are therefore eligible for benefits under this Plan in
      connection with such sale of assets.

    
      
        
        

      

      
        4

        
          

        

      

      
        
        

      

       

    

    (c) “Triggering
      Event”
shall
      mean:

    

    (i) your
      employment is terminated by the Company without Cause in connection with a
      Change of Control or within twelve (12) months following a Change of Control;
      provided, however, if you are terminated by the Company in connection with
      a
      Change of Control but immediately accept employment with the Company’s successor
      or acquirer, you will not be deemed to be covered by this subsection (i), unless
      you are subsequently terminated without Cause by the successor or acquirer
      within the twelve (12) months following the Change of Control;

    

    (ii) you,
      in
      connection with a Change of Control, are not offered Comparable Employment
      (new
      or continuing) by the Company or the Company’s successor or acquirer within
      thirty (30) days after the Change of Control or you reject any employment that
      you are offered. “Comparable
      Employment”
shall
      mean employment on terms which provide (a) the same or greater rate of base
      pay
      or salary as in effect immediately prior to a Change of Control, (b) the same,
      equivalent or higher job title and level of responsibility as you had prior
      to a
      Change of Control, (c) if as of the Change of Control you are employed at the
      director level or above, equivalent or higher bonus opportunity as your bonus
      opportunity for the year preceding the year in which the Change of Control
      occurs, and d) a principal work location that is both (i) no more than
      forty-five (45) miles from your principal work location immediately prior to
      the
      Change of Control and (ii) no more than thirty (30) miles farther from your
      principal weekday residence than was your principal work location immediately
      prior to the Change of Control; or

    

    (iii) after
      accepting (or continuing) employment with the Company after a Change of Control,
      you resign employment within six (6) months following a Change of Control due
      to
      a Material Change in Your Terms of Employment. For purposes of the foregoing,
      a
“Material
      Change in Your Terms of Employment”
shall
      occur if: (a) your base salary or job title is materially reduced from that
      in
      effect immediately prior to a Change of Control or (b) if as of the Change
      of
      Control you are employed at the director level or above, you are subject to
      a
      substantial reduction in bonus opportunity from your bonus opportunity for
      the
      year preceding the year in which the Change of Control occurs, or (c) your
      principal work location is to be moved to a location that is either (i) more
      than forty-five (45) miles from your principal work location immediately prior
      to the Change of Control or (ii) more than thirty (30) miles farther from your
      principal weekday residence than was your principal work location immediately
      prior to the Change of Control. 

    
 

    
      
        
        

      

      
        5

        
          

        

      

      
        
        

      

    

    APPENDIX
      A

     

    Detailed
      Claims And Arbitration Procedures

     

    1. Claims
      Procedure

     

    Initial
      Claims

    

    All
      claims shall be presented to the Plan Administrator in writing. Within 90 days
      after receiving a claim, a claims official appointed by the Plan Administrator
      shall consider the claim and issue his or her determination thereon in writing.
      If the Plan Administrator or claims official determines that an extension of
      time is necessary, the claims official may extend the determination period
      for
      up to an additional 90 days by giving the Claimant written notice indicating
      the
      special circumstances requiring the extension of time prior to the termination
      of the initial 90 day period. Any claims that the Claimant does not pursue
      in
      good faith through the initial claims stage shall be treated as having been
      irrevocably waived.

     

    Claims
      Decisions

    

    If
      the
      claim is granted, the benefits or relief the Claimant seeks shall be provided.
      If the claim is wholly or partially denied, the claims official shall, within
      90
      days (or a longer period, as described above), provide the Claimant with written
      notice of the denial, setting forth, in a manner calculated to be understood
      by
      the Claimant: (1) the specific reason or reasons for the denial; (2) specific
      references to the provisions on which the denial is based; (3) a description of
      any additional material or information necessary for the Claimant to perfect
      the
      claim, together with an explanation of why the material or information is
      necessary; and (4) an explanation of the procedures for appealing denied claims.
      If the Claimant can establish that the claims official has failed to respond
      to
      the claim in a timely manner, the Claimant may treat the claim as having been
      denied by the claims official.

     

    Appeals
      of Denied Claims

    

    Each
      Claimant shall have the opportunity to appeal the claims official’s denial of a
      claim in writing to an appeals official appointed by the Plan Administrator
      (which may be a person, committee, or other entity). A Claimant must appeal
      a
      denied claim within 60 days after receipt of written notice of denial of the
      claim, or within 60 days after it was due if the Claimant did not receive it
      by
      its due date. The Claimant (or the Claimant’s duly authorized representative)
      shall be provided upon request and free of charge, reasonable access to, and
      copies of, all documents, records and other information relevant to the
      Claimant’s claim. The appeals official shall take into account during its review
      all comments, documents, records and other information submitted by the Clamant
      relating to the claim, without regard to whether such information was submitted
      or considered in the initial benefits review. Any claims that the Claimant
      does
      not pursue in good faith through the appeals stage, such as by failing to file
      a
      timely appeal request, shall be treated as having been irrevocably
      waived.

     

    Appeals
      Decisions

    

    The
      decision by the appeals official shall be made not later than 60 days after
      the
      written appeal is received by the Plan Administrator, however, if the appeals
      official determines that an extension of time is necessary, the appeals official
      may extend the determination period for up to an additional 60 days by giving
      the Claimant written notice indicating the special circumstances requiring
      the
      extension of time prior to the termination of the initial 60 day period. The
      appeal decision shall be in writing, shall be set forth in a manner calculated
      to be understood by the Claimant and shall include the following: (1) the
      specific reason or reasons for the denial; (2) specific references to the
      provisions on which the denial is based; (3) a statement that the Claimant
      is
      entitled to receive, upon request and free of charge, reasonable access to,
      and
      copies of, all documents, records and other information relevant to the
      Claimant’s claim. If a Claimant does not receive the appeal decision by the date
      it is due, the Claimant may deem the appeal to have been denied.

    
      
        
        

      

      
        1

        
          

        

      

      
        
        

      

    

    Procedures

    

    The
      Plan
      Administrator shall adopt procedures by which initial claims shall be considered
      and appeals shall be resolved; different procedures may be established for
      different claims. All procedures shall be designed to afford a Claimant full
      and
      fair consideration of his or her claim.

     

    Arbitration
      of Rejected Appeals

    

    If
      a
      Claimant has pursued a claim through the appeal stage of these claims
      procedures, the Claimant may contest the actual or deemed denial of that claim
      through arbitration, as described below. In no event shall any denied claim
      be
      subject to resolution by any means (such as in a court of law) other than
      arbitration in accordance with the following provisions.

    

    2. Arbitration
      Procedure

     

    Request
      for Arbitration

    

    A
      Claimant must submit a request for arbitration to the Plan Administrator within
      60 days after receipt of the written denial of an appeal (or within 60 days
      after he or she should have received the determination). The Claimant or the
      Plan Administrator may bring an action in any court of appropriate jurisdiction
      to compel arbitration in accordance with these procedures.

     

    Applicable
      Arbitration Rules

    

    If
      the
      Claimant has entered into a valid arbitration agreement with the Company, the
      arbitration shall be conducted in accordance with that agreement. If not, the
      rules set forth in the balance of this Appendix shall apply: The arbitration
      shall be held under the auspices of the Judicial Arbitration and Mediation
      Service (JAMS), whichever is chosen by the party who did not initiate the
      arbitration. Except as provided below, the arbitration shall be in accordance
      with JAMS’s then-current employment dispute resolution rules. The Arbitrator
      shall apply the Federal Rules of Evidence and shall have the authority to
      entertain a motion to dismiss or a motion for summary judgment by any party
      and
      shall apply the standards governing such motions under the Federal Rules of
      Civil Procedure. The Federal Arbitration Act shall govern all arbitrations
      that
      take place under these Detailed Claims and Arbitration Procedures (or that
      are
      required to take place under them), and shall govern the interpretation or
      enforcement of these Procedures or any arbitration award. To the extent that
      the
      Federal Arbitration Act is inapplicable, California law pertaining to
      arbitration agreements shall apply.

    

    Arbitrator

    

    The
      Arbitrator shall be an attorney familiar with employee benefit matters who
      is
      licensed to practice law in the state in which the arbitration is convened.
      The
      Arbitrator shall be selected in the following manner from a list of 11
      arbitrators drawn by the sponsoring organization under whose auspices the
      arbitration is being conducted and taken from its panel of labor and employment
      arbitrators. Each party shall designate all arbitrators on the list whom they
      find acceptable; the parties shall then alternately strike arbitrators from
      the
      list of arbitrators acceptable to both parties, with the party who did not
      initiate the arbitration striking first. If only one arbitrator is acceptable
      to
      both parties, he or she will be the Arbitrator. If none of the arbitrators
      is
      acceptable to both parties, a new panel of arbitrators shall be obtained from
      the sponsoring organization and the selection process shall be
      repeated.

    

    Location

    

    The
      arbitration will take place in or near the city in which the Claimant is or
      was
      last employed by the Company or in which the Plan is principally administered,
      whichever is specified by the Plan Administrator, or in such other location
      as
      may be acceptable to both the Claimant and the Plan Administrator.

    
      
        
        

      

      
        2

        
          

        

      

      
        
        

      

    

    Authority
      of Arbitrator

    

    The
      Arbitrator shall have the authority to resolve any factual or legal claim
      relating to the Plan or relating to the interpretation, applicability, or
      enforceability of these arbitration procedures, including, but not limited
      to,
      any claim that these procedures are void or voidable. The Arbitrator may grant
      a
      Claimant’s claim only if the Arbitrator determines that it is justified because:
      (1) the appeals official erred on an issue of law; or (2) the appeals official’s
      findings of fact, if applicable, were not supported by substantial evidence.
      The
      arbitration shall be final and binding on all parties.

     

    Limitation
      on Scope of Arbitration

    

    The
      Claimant may not present any evidence, facts, arguments, or theories at the
      arbitration that the Claimant did not pursue in his or her appeal, except in
      response to new evidence, facts, arguments, or theories presented on behalf
      of
      the other parties to the arbitration. However, an arbitrator may permit a
      Claimant to present additional evidence or theories if the Arbitrator determines
      that the Claimant was precluded from presenting them during the claim and appeal
      procedures due to procedural errors of the Plan Administrator or its
      delegates.

     

    Administrative
      Record

    

    The
      Plan
      Administrator shall submit to the Arbitrator a certified copy of the record
      on
      which the appeals official’s decision was made.

     

    Experts,
      Depositions, and Discovery

    

    Except
      as
      otherwise permitted by the Arbitrator on a showing of substantial need, either
      party may: (1) designate one expert witness; (2) take the deposition of one
      individual and the other party’s expert witness; (3) propound requests for
      production of documents; and (4) subpoena witnesses and documents relating
      to
      the discovery permitted in this paragraph.

     

    Pre-Hearing
      Procedures

    

    At
      least
      30 days before the arbitration hearing, the parties must exchange lists of
      witnesses, including any expert witnesses, and copies of all exhibits intended
      to be used at the hearing. The Arbitrator shall have jurisdiction to hear and
      rule on pre-hearing disputes and is authorized to hold pre-hearing conferences
      by telephone or in person, as the Arbitrator deems necessary.

     

    Transcripts

    

    Either
      party may arrange for a court reporter to provide a stenographic record of
      the
      proceedings at the party’s own cost.

     

    Post-Hearing
      Procedures

    

    Either
      party, on request at the close of the hearing, may be given leave to file a
      post-hearing brief within the time limits established by the
      Arbitrator.

     

    Costs
      and Attorneys’ Fees

    

    The
      Claimant and the Company shall equally share the fees and costs of the
      Arbitrator, except that the Claimant shall not be required to pay any of the
      Arbitrator’s fees and costs if such a requirement would make mandatory
      arbitration under these procedures unenforceable. On a showing of material
      hardship, the Company, in its discretion, may advance all or part of the
      Claimant’s share of the fees and costs, in which case the Claimant shall
      reimburse the Company out of the proceeds of the arbitration award, if any,
      that
      the Claimant receives. Each party shall pay its own costs and attorneys’ fees,
      except as required by applicable law.

    
      
        
        

      

      
        3

        
          

        

      

      
        
        

      

       

    

    Procedure
      for Collecting Costs From Claimant

    

    Before
      the arbitration commences, the Claimant must deposit with the Plan Administrator
      his or her share of the anticipated fees and costs of the Arbitrator, as
      reasonably determined by the Plan Administrator. At least 2 weeks before
      delivering his or her decision, the Arbitrator shall send his or her final
      bill
      for fees and costs to the Plan Administrator for payment. The Plan Administrator
      shall apply the amount deposited by the Claimant to pay the Claimant’s share of
      the Arbitrator’s fees and costs and return any surplus deposit. If the
      Claimant’s deposit is insufficient, the Claimant will be billed for any
      remaining amount due. Failure to pay any amount within 10 days after it is
      billed shall constitute the Claimant’s irrevocable election to withdraw his or
      her arbitration request and abandon his or her claim.

     

    Arbitration
      Award

    

    The
      Arbitrator shall render an award and opinion in the form typically rendered
      in
      labor arbitrations. Within 20 days after issuance of the Arbitrator’s award and
      opinion, either party may file with the Arbitrator a motion to reconsider,
      which
      shall be accompanied by a supporting brief. If such a motion is filed, the
      other
      party shall have 20 days from the date of the motion to respond, after which
      the
      Arbitrator shall reconsider the issues raised by the motion and either promptly
      confirm or promptly change his or her decision. The decision shall then be
      final
      and conclusive on the parties. Arbitrator fees and other costs of a motion
      for
      reconsideration shall be borne by the losing party, unless the Arbitrator orders
      otherwise. Either party may bring an action in any court of appropriate
      jurisdiction to enforce an arbitration award. A party opposing enforcement
      of an
      arbitration award may not do so in an enforcement proceeding, but must bring
      a
      separate action in a court of competent jurisdiction to set aside the award.
      In
      any such action, the standard of review shall be the same as that applied by
      an
      appellate court reviewing the decision of a trial court in a nonjury
      trial.

     

    Severability

    

    The
      invalidity or unenforceability of any part of these arbitration procedures
      shall
      not affect the validity of the rest of the procedures.

    
 

    
      
        
        

      

      
        4

        
          

        

      

      
        
        

      

      APPENDIX
        B

    

     

    ADDITIONAL
      INFORMATION

     

    RIGHTS
      UNDER ERISA

     

    As
      a
      participant in the Plan, you are entitled to certain rights and protections
      under ERISA. ERISA provides that all Plan participants will be entitled
      to:

    

    Receive
      Information About Your Plan and Benefits

     

    1. Examine,
      without charge, at the Plan administrator’s office and at certain Company
      offices, all Plan documents including collective bargaining agreements, if
      any,
      and copies of all documents filed by the Plan with the U.S. Department of Labor,
      and available at the Public Disclosure Room of the Pension and Welfare Benefit
      Administration, such as annual reports and Plan descriptions.

    

    2. Obtain,
      upon written request to the Plan administrator, copies of documents governing
      the operation of the Plan, including collective bargaining agreements, if any,
      and copies of the latest annual report (Form 5500 Series) and updated summary
      plan description. The Plan Administrator may make a reasonable charge for the
      copies.

    

    3. Receive
      a
      summary of the Plan’s annual financial report, if any. The Plan administrator is
      required by law to furnish each participant with a copy of this summary annual
      report.

    

    Prudent
      Actions by Plan Fiduciaries

    

    In
      addition to creating rights for Plan participants, ERISA imposes duties upon
      the
      people who are responsible for the operation of the employee benefit plan.
      The
      people who operate your Plan, called “fiduciaries” of the Plan, have a duty to
      do so prudently and in the interest of you and other Plan participants and
      beneficiaries. No one, including the Company, your union, or any other person,
      may fire you or otherwise discriminate against you in any way to prevent your
      from obtaining a welfare benefit or exercising your right under
      ERISA.

    

    Enforce
      Your Rights

    

    If
      your
      claim for a welfare 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 and do not receive them within 30 days, you may file suit in a Federal
      court. In such a case, the court may require the Plan Administrator to 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.
      In
      addition, if you disagree with the Plan’s decision or lack thereof concerning
      the qualified status of a domestic relations order or a medical child support
      order, you may file suit in Federal court. If it should happen that Plan
      fiduciaries misuse the Plan’s money, or if you are discriminated against for
      asserting your rights, you may seek assistance from the U.S. Department of
      Labor, or you may file suit in a federal court. The court will decide who should
      pay court costs and legal fees. If you are successful, the court may order
      the
      person you have sued to pay these costs and fees. If you lose, the court may
      order you to pay these costs and fees, for example, if it finds your claim
      is
      frivolous.

    

    Assistance
      with Your Questions

    

    If
      you
      have any questions about your Plan, you should contact the Plan Administrator.
      If you should 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 Pension and Welfare
      Benefits Administration, U. S. Department of Labor, listed in your
      telephone directory or the Division of Technical Assistance and Inquires,
      Pension and Welfare Benefits 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 Pension and Welfare Benefits
      Administration.

    
      
        
        

      

      
        1

        
          

        

      

      
        
        

      

       

       

    

    
      	
              ADMINISTRATIVE
                INFORMATION

            
	
              Name
                of Plan:

            	
              The
                Geron Corporation Change of Control Plan with respect to Options
                and
                Severance 

            
	 	 
	
              Plan
                Administrator:

            	
              Compensation
                Committee of the Board of Directors

              Geron
                Corporation

              230
                Constitution Drive

              Menlo
                Park, CA 94025 USA

              Tel:
                650-473-7700

              Fax:
                650-473-7750

            
	 	 
	
              Type
                of Administration:

            	
              Self-Administered

            
	 	 
	
              Type
                of Plan:

            	
              Severance
                Pay Employee Welfare Benefit Plan

            
	 	 
	
              Employer
                Identification Number:

            	
              75-2287752

            
	 	 
	
              Direct
                Questions Regarding the Plan to:

            	
              Compensation
                Committee of the Board of Directors

              Geron
                Corporation

              230
                Constitution Drive

              Menlo
                Park, CA 94025 USA

              Tel:
                650-473-7700

              Fax:
                650-473-7750

            
	 	 
	
              Agent
                for Service of Legal Process:

            	
              Corporate
                Secretary

              Geron
                Corporation

              230
                Constitution Drive

              Menlo
                Park, CA 94025 USA

              Tel:
                650-473-7700

              Fax:
                650-473-7750

              Service
                of Legal Process may also be made upon the Plan
                Administrator

            
	 	 
	
              Plan
                Year:

            	
              Calendar
                Year

            
	 	 
	
              Plan
                Number:

            	
              SP-1

            

    

     

    
       

      
        2

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