Document:

EX-10.15

 Exhibit 10.15 
 December 5, 2012 
 William (Obi) Greenman 

[Address] 
 Dear Obi, 

The purpose of this letter is to amend the terms of your Employment Letter Agreement with Cerus Corporation dated May 12, 2011 (the
“Agreement”) in order to comply with Section 409A of the Internal Revenue Code of 1986, as amended. 
 Effective as of the date
of this amendment, the Agreement is amended to add the following as a new paragraph in the section titled “Section 409A” in the Agreement: 
 If the Company determines that the Severance Benefits constitute “deferred compensation” under Section 409A, then notwithstanding anything in this Agreement to the contrary (but subject to
the immediately foregoing paragraph), payment of the Severance Benefits shall commence on a date within fifty-three (53) days following your separation from service (which period constitutes the period with the latest permitted effective date
of the Release), with the first such payment paid in a lump sum amount equal to the sum of the Severance Benefits that you would otherwise have received on or prior to such date but for the delay in payment related to the effectiveness of the
Release and the balance of the Severance Benefits, if any, paid thereafter in accordance with the applicable payment schedule set forth in this Agreement, provided that the Release becomes effective in accordance with its terms by such date;
provided, however, that if such fifty-three (53) day period begins in one taxable year and ends in a second taxable year, such payment shall commence in the second taxable year. 
 Please sign below to indicate your acceptance of this amendment of the Agreement. 
 Sincerely,

  

	
	 /s/ Lori L. Roll

	Lori L. Roll
	Vice President, Administration

  

									
	Approved and Accepted	 	 /s/ William (Obi) Greenman
	 		 	Date	 	12/5/2012
		 	William (Obi) GreenmanEX-10.24

 Exhibit 10.24 
 October 19, 2012 
 Chrystal Menard 
 [Address] 
 Dear Chrystal: 
 Cerus Corporation (“Cerus” or the “Company”) is pleased to offer you the full time position of Chief Legal Officer. In your role your primary responsibilities will be to oversee and
manage Cerus’ corporate legal affairs, as well as directing and leading Cerus’ compliance activities. You will report to Obi Greenman, President and CEO. You will work at the Company’s offices in Concord, California. The Company may
change your position, duties, reporting relationship, hours, and work location from time to time in its discretion. 
 You will be paid
semi-monthly at the base rate of $11,666.66, which calculates to an annual salary of $280,000, (the quoting of an annual salary is for illustrative purposes only). In addition to your salary, you are eligible to participate our Bonus Plan for Senior
Management of Cerus (the “Bonus Plan”). Annual bonuses are not guaranteed and such bonuses, if any, are awarded at the sole discretion of the Board based on its assessment of your performance and the Company’s performance with respect
to corporate and personal objectives. As provided in the Bonus Plan, you must remain employed through the date the bonus is paid in order to earn and be eligible to receive a bonus; no pro rata or partial bonuses will be provided. The Board shall
have the sole discretion to change or eliminate the annual bonus program at any time, and to determine the amount of bonus earned, if any. For 2013, the maximum target bonus percentage for your position is 35% of base salary. 

In addition to your base salary, you will be eligible to participate in all of Cerus’ standard employee benefits plans in accordance with the terms
and conditions of such plans, which include employer subsidized medical, dental and vision plan coverage, long term disability insurance, life insurance, 401(k) plan, and Cerus’ Employee Stock Purchase Plan. You will also accrue paid vacation
at the rate of 20 days per year. You should note that Cerus may modify compensation and benefits from time to time in its discretion. 
 Subject
to the approval of the Cerus Board of Directors, you will receive an option exercisable for 130,000 shares of common stock at an exercise price equal to the fair market value of such shares at the time of the grant as determined by the Board. The
options shall vest as to one eighth of the shares six months after the vesting start date and as to one forty-eighth of the shares each month thereafter. 
 Normal working hours are from 8:00 a.m. to 5:00 p.m., Monday through Friday. As an exempt employee, you will be occasionally asked to work additional hours as required by your assignments. 

  

 As a Cerus employee you will be expected to abide by Company rules and regulations. You will be specifically
required to sign an acknowledgment that you have read, understand and will comply with the Company rules and policies contained in the Cerus Employee Handbook. In addition, as a condition of your hire and employment, you will be required to sign and
comply with the enclosed Proprietary Information and Inventions Agreement. 
 In your work for the Company, you will be expected not to make
unauthorized use or disclosure of any confidential information or materials, including trade secrets, of any former employer or other third party to whom you have an obligation of confidentiality. Rather, you will be expected to use only that
information generally known and used by persons with training and experience comparable to your own, which is common knowledge in the industry or otherwise legally in the public domain, or which is otherwise provided or developed by the Company. By
accepting employment with the Company, you are representing to us that you will be able to perform your duties within the guidelines set forth in this paragraph. In addition, by signing this letter agreement, you confirm to the Company that you have
no contractual commitments or other legal obligations that might restrict your activities on behalf of the Company in any manner. 
 As an
employee you may terminate employment at any time and for any reason whatsoever upon notice to Cerus. Although not required, we request that, in the event of resignation, you give the Company at least two weeks notice to aid in an orderly transition
of your duties and responsibilities. Cerus may terminate your employment at any time, with or without cause and with or without advance notice. 

This letter agreement, together with the Proprietary Information and Inventions Agreement, forms the complete and exclusive statement of your agreement
with the Company concerning your employment. The terms in this letter agreement supersede and replace any other agreements, representations or understandings, whether written, oral or implied, made to you by any party regarding your employment. The
terms of this agreement cannot be changed (except with respect to those changes expressly reserved to the Company’s discretion in this letter) without a written agreement signed by you and a duly authorized officer of the Company. As required
by law, this offer is subject to your satisfactory proof of your identity and right to work in the United States, which must be provided no later than three days after your employment begins. 
 If you wish to accept employment at Cerus under the terms set out above, please sign and date this letter and return them both to me by Wednesday, October 24, 2012. If you accept our offer, your
first day of employment will be Monday, December 3, 2012. 

  

 We look forward to your favorable reply and to a productive and exciting work relationship. 

Sincerely, 
  

	
	   /s/ Lori L. Roll

	Lori L. Roll
	Vice President, Administration

 Understood and Accepted by: 
  

	
	   /s/ Chrystal Menard

	 Chrystal Menard

   10/19/12             

 
 Date 

Attachment — Proprietary Information and Inventions AgreementEX-10.39

 Exhibit 10.39 
 BONUS PLAN FOR SENIOR MANAGEMENT OF 
 CERUS CORPORATION 

Approved: January 1, 2006 
 Amended: December 11, 2008 
 Amended: February 4, 2010

 Amended: December 5, 2012 
 This document sets forth the complete terms and conditions of the Bonus Plan for Senior Management of Cerus Corporation (“Cerus” or the “Company”) (the “Senior Management Bonus
Plan”). This Plan went into effect on January 1, 2006 and was amended on December 11, 2008, February 4, 2010 and December 5, 2012, and will remain in effect until modified or terminated by the Company. The Plan Year for
this Senior Management Bonus Plan runs from January 1 each year to December 31 each year. 
  

	1.	Purposes of the Senior Management Bonus Plan 

  

	 	•	 	 Focus the organization on the goals which are most critical to the Company’s success; 

 

	 	•	 	 Attract and retain a high caliber of employee; 

  

	 	•	 	 Promote a pay-for-results philosophy; 

  

	 	•	 	 Provide competitive compensation opportunities; 

  

	 	•	 	 Allow management judgment and flexibility; and 

  

	 	•	 	 Reinforce the overall compensation strategy. 

  

	2.	Coverage 

 This Senior
Management Bonus Plan covers the following bonus programs for senior management at Cerus: Signing Bonuses, Retention Bonuses and Performance Bonuses. 
  

	3.	Eligibility 

  

	 	•	 	 Employees must qualify as “Senior Management” of the Company to be eligible for bonuses under the Senior Management Bonus Plan. The Company
retains the sole discretion to determine which employees qualify as Senior Management and will provide written notice to all eligible employees of their status as a member of Senior Management. 

 

	 	•	 	 The only employees who are eligible for Signing Bonuses or Retention Bonuses are those employees who are expressly notified of such eligibility in a
writing signed by a Company officer. 

  

	 	•	 	 Senior Management is not eligible for Recruiting Bonuses. 

	 	•	 	 All employees who have been designated as Senior Management are eligible for Performance Bonuses. Senior Management who work part-time are eligible to
receive pro-rata Performance Bonuses based on the number of hours they are regularly scheduled to work. New Senior Management employees who are hired after the Plan Year begins are eligible to participate on a pro-rata basis after completing three
months of employment (unless otherwise approved by the CEO). Eligible Senior Management participants who are on a leave of absence for any portion of the Plan Year are also eligible to participate on a pro-rata basis, provided they work at least
thirty days during the Plan Year. 

  

	 	•	 	 Employees are only eligible for bonuses under this Senior Management Bonus Plan if they sign and date this document and return it to the Company.

  

	4.	Amount and Calculation of Bonuses 

  

	 	•	 	 The amount of any Signing Bonus or Retention Bonus that an eligible employee may receive will be as set forth in the written document signed by a Cerus
officer notifying the employee of their eligibility for such a bonus. Any terms and conditions set forth in that document will also apply. 

  

	 	•	 	 Performance Bonuses: 

  

	 	•	 	 At the beginning of each Plan Year, the Company shall set commercial goals and strategic goals for the Plan Year. Goals are generally submitted to the
Compensation Committee by the CEO by the end of the first quarter of each year for approval by the Compensation Committee. 

  

	 	•	 	 Commercial Goals: 

  

	 	•	 	 Commercial goals will generally be based upon empirical results for the applicable Plan Year, such as revenue, end of year cash balance and profits.

  

	 	•	 	 At the beginning of each Plan Year, Compensation Committee will: 

 

	 	•	 	 assign a percentage-value that reflects the significance that the commercial goals, as a whole, will be accorded in the determination of bonus payouts
at the end of the Plan Year (the “Commercial Goals Multiplier”) 

  

	 	•	 	 assign a value to each commercial goal that reflects the significance that such commercial goal will be accorded in the determination of bonus payouts
at the end of the Plan Year (each, a “Commercial Goal Component Value”). The aggregate value of the Commercial Goal Component Values will equal 100% of the portion of the bonus payout at the end of the Plan Year attributable to achievement
of the commercial goals. 

  

	 	•	 	 assign a threshold metric, a target metric and a stretch metric for each commercial goal. 

	 	•	 	 At the end of each Plan Year, the Compensation Committee will determine, in its sole discretion, if and the extent to which each commercial goal has
met its threshold metric, target metric or stretch metric and assign a multiplier to each commercial goal that reflects such determination (each, a “Commercial Goal Payout Multiplier”) as follows: 

 

	 	•	 	 Achievement of less than the threshold metric: multiplier of 0; 

 

	 	•	 	 Achievement of at least the threshold metric, but not the target metric: multiplier of no less than 0.5 and no more than 0.99;

  

	 	•	 	 Achievement of the target metric, but not the stretch metric: multiplier of no less than 1.0 and no more than 1.49; and 

 

	 	•	 	 Achievement of the stretch metric or more: multiplier of no more than 1.5. 

 

	 	•	 	 The Commercial Goal Payout Multiplier for each commercial goal is then multiplied by the Commercial Goal Component Value assigned to such goal to
determine the amount of the performance bonus earned for each such commercial goal (each, a “Commercial Goal Component Payout” and in the aggregate, (the “Earned Commercial Goals Payout”). 

 

	 	•	 	 Strategic Goals: 

  

	 	•	 	 Strategic goals will generally consist of corporate development milestones used to measure how well the Company has executed on its business plan for
the Plan Year, such as product development goals, clinical development goals or corporate partnering effort goals. 

  

	 	•	 	 At the beginning of each Plan Year, the Compensation Committee will assign a percentage value that reflects the significance that the strategic goals,
as a whole, will be accorded in the determination of bonus payouts at the end of the Plan Year (the “Strategic Goals Multiplier”). 

  

	 	•	 	 At the end of the Plan Year, the CEO will determine, subject to final review by the Compensation Committee, if and the extent to which the strategic
goals have been met (the “Earned Strategic Goals Payout”). 

  

	 	•	 	 At the end of each Plan Year, the Company will create a bonus pool based on the achievement of the commercial goals and strategic goals for the
applicable Plan Year as follows: 

  

	 	•	 	 Each Senior Management employee’s current bonus-year base pay is multiplied by the applicable bonus target percentage for that employee and then
aggregated among all Senior Management employees (collectively, the “Employee Base Pay Component”). (Target bonus percentages are assigned at the beginning of each Plan Year in writing.) 

	 	•	 	 The product of the Commercial Goals Multiplier and the Earned Commercial Goals Payout will be added to the product of the Strategic Goals Multiplier
and the Earned Strategic Goals Payout, the sum of which shall then be multiplied by the Employee Base Pay Component to determine the total amount available in the bonus pool. 

 

	 	•	 	 Once the bonus pool is created, the CEO shall determine distribution of the bonus pool among members of Senior Management based upon individual
performance and contribution, which distribution shall be submitted to the Compensation Committee for approval. Whether Senior Management employees receive a Performance Bonus, and the amount of any such Performance Bonus, is entirely within the
discretion of the CEO and the Compensation Committee, and is also dependent on the Company’s ability to pay. 

  

	 	•	 	 The Company determines the actual amount of Performance Bonuses based on the above criteria every February for the preceding year.

  

	5.	Payment of Bonuses 

  

	 	•	 	 No bonus is earned prior to the date it is actually paid under this Senior Management Bonus Plan. Therefore, in the event an employee’s employment
is terminated (either by the Company or by the employee, whether voluntarily or involuntarily) before a bonus is paid, then the employee will not have earned that bonus, and will not be entitled to any portion of that bonus. The cash portion of any
earned bonus will be paid as set forth below but in no event will any earned cash bonus be paid later than March 31 of the year following the year in which it was earned. 

 

	 	•	 	 Signing Bonuses are paid on the first payday following the employee’s completion of the required period of active, full-time employment stated in
the employee’s offer letter. If the employee does not complete the required period of employment, or is not in good standing with the Company as of the date the Signing Bonus otherwise would be payable, then the employee will not have earned
the Signing Bonus and no Signing Bonus will be paid. 

  

	 	•	 	 Retention Bonuses are paid on the first payday following the retention date specified in the employee’s Retention Bonus Memorandum provided that
the employee remains an active full-time employee of the Company from the date of such memorandum through the Retention Date. 

  

	 	•	 	 The cash portion of any Performance Bonus is paid in the February following the end of the Plan Year. An eligible employee must be actively employed by
the Company in good standing on the day the bonus is paid, or the stock is granted, in order to receive the Performance Bonus. 

  

	6.	Bonuses Disputes 

  

	 	•	 	 A Bonus Review Board will be established to review and decide any disputes arising under this Senior Management Bonus Plan. It shall consist of the
Company’s Chief Executive Officer and Vice President of Administration. Any employee with an issue related to this Senior Management Bonus Plan shall provide a written request for review to Human Resources who, in turn, shall convene the Board
to resolve the issue. All decisions of the Bonus Review Board are final and binding. 

	7.	Legal and Ethical Standards 

  

	 	•	 	 No employee shall attempt to earn a bonus by engaging in any conduct which violates any anti-trust laws, other laws, or the Company’s ethical
standards, policies or practices. 

  

	 	•	 	 No employee shall pay, offer to pay, assign or give any part of his or her bonus, 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 a bonus. 

 

	 	•	 	 Any infraction of this Senior Management Bonus Plan, or of recognized ethical standards, will subject the employee to disciplinary action up to and
including termination of employment and revocation of any bonuses under this Senior Management Bonus Plan to which the employee otherwise would be entitled. 

 

	8.	Miscellaneous 

  

	 	•	 	 Nothing in this Senior Management Bonus Plan is intended to alter the at-will nature of employment with the Company, that is, the employee’s right
or the Company’s right to terminate the employee’s employment at will, at any time with or without cause or advance notice. In addition, acceptance of this Senior Management Bonus Plan shall not be construed to imply a guarantee of
employment for any specified period of time. 

  

	 	•	 	 This Senior Management Bonus Plan contains the entire agreement between the Company and its employees on this subject, and supercedes all prior bonus
compensation plans or programs of the Company and all other previous oral or written statements regarding any such bonus compensation programs or plans. 

 

	 	•	 	 Cerus reserves the right to modify any of the provisions of this Senior Management Bonus Plan in its sole discretion at any time with 10 days’
written notice to eligible employees; provided, however, that this Senior Management Bonus Plan may not be modified or amended except in a writing signed by a Company officer and upon approval by the Company’s Compensation Committee.

  

	 	•	 	 No bonus amounts are guaranteed and all bonuses must be earned in accordance with the terms of this Senior Management Bonus Plan. The Company will make
all determinations under the Senior Management Bonus Plan within its sole discretion, including but not limited to: whether a Performance Bonus has been earned and the amount of any Performance Bonus; and whether an employee is in good standing.

  

	 	•	 	 This Senior Management Bonus Plan shall be governed by and construed under the laws of the State of California. 

*   *   * 
 I
have read and understand the provisions of this Bonus Plan and hereby accept its terms. 
  

					
			
	  
 Employee Name
(Printed)
	  	  
 Employee
Signature
	 	  
 Date

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