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Trimble Navigation Limited Annual Management Incentive Plan

 EXHIBIT 10.1 
 Trimble Navigation Limited Annual Management Incentive Plan 
  

	1.	Definitions: 

  

	 	a.	“Company” means Trimble Navigation Limited, a California corporation. 

  

	 	b.	“Board of Directors” means the Board of Directors of the Company. 

  

	 	c.	“Operating Income” means (i) with respect to a division, operating income for that division and (ii) with respect to the Company, operating income for the
Company, adjusted for amortization of intangibles, restructuring and infrequent charges. 

  

	 	d.	“Operating Margin” means Operating Income divided by revenue. 

  

	 	e.	“Plan” means this Trimble Navigation Limited Annual Management Incentive Plan. 

  

	2.	Participants: The Chief Executive Officer of the Company (the “CEO”), all of the vice presidents of the Company and a number of senior-level managers and individual
contributors as nominated by their respective vice presidents and approved by the CEO. 

  

	3.	Payments earned under the Plan depend upon the Company’s quarterly and annual Operating Margin, and/or Operating Income, with certain goals and minimum thresholds for Operating
Income as a percentage of revenue, as such goals and thresholds are established by the CEO and/or the Board of Directors, for each participant. 

  

	4.	Target payouts, ranging from 10% to 100% of base annual salary for each participant are determined by the CEO of the Company in conjunction with the executive officers and the vice
presidents of the Company, and approved by the Board of Directors. The Board of Directors has established a target for the CEO of 100% of base annual salary. 

  

	5.	The payout under the Plan ranges from zero to 300% of each participant’s target, upon achievement of each fiscal year’s planned goals based on Operating Margin and/or
Operating Income of a combination of division and/or Company performance. However, the Board of Directors has determined that the CEO and certain vice presidents of the Company, including any “covered employees” under
Section 162(m)(3) of the Internal Revenue Code of 1986, as amended, will be eligible for payouts ranging from zero to 200% of each participant’s target based upon achievement of Operating Margin or Operating Income goals of a combination
of division and/or Company performance, as applicable, for such participant. Payments are made on a quarterly basis, ranging from 10% to 17.5% of target each quarter and the remainder after the close of the respective fiscal year. All payments are
made net of employment, income and other applicable tax withholding. Participants may be required to remain continuously employed through a payment date to be entitled to a payout for the applicable period. 

  

	6.	No payout under the Plan shall be intended to be deferred compensation under section 409A of the Internal Revenue Code of 1986, as amended, and the Plan will be interpreted
accordingly. In this regard, all payouts under the Plan (to the extent otherwise payable pursuant to the terms of the Plan) shall be made no later than 2-1/2 months following the end of the year in which the payout is no longer subject to a
substantial risk of forfeiture. 

  

	7.	The Plan shall continue in effect, from year to year, until terminated or amended by the Board of Directors.Amendment No. 2 to the Research Collaboration and License Agreement

 Exhibit 10.40 
 [*] = CERTAIN CONFIDENTIAL INFORMATION CONTAINED IN THIS DOCUMENT, MARKED
BY BRACKETS, HAS BEEN 
 OMITTED AND
FILED SEPARATELY WITH THE SECURITIES AND EXCHANGE COMMISSION PURSUANT TO RULE
24B-2 OF 
 THE SECURITIES EXCHANGE ACT
OF 1934, AS AMENDED. 
 AMENDMENT No. 2 
 This Amendment No. 2 (the “Amendment”) to the Agreement dated 1 September 2006 by and between 
  

	(1)	ASTRAZENECA AB, a company incorporated in Sweden under no. 556011-7482 with offices at S-151 85 Södertälje, Sweden (“AstraZeneca”); and

  

	(2)	DYNAVAX TECHNOLOGIES CORPORATION, a Delaware corporation with offices at 2929 Seventh Street, Suite 100, Berkeley CA 94710-2753, USA (“Dynavax”)

 (the “Agreement”) is made effective as of the 3 day of February 2009 (the “Amendment Effective Date”).

 Recitals 
 WHEREAS, the Parties desire to amend, modify
and restate certain terms and conditions of the Agreement. 
 Agreement 
 NOW, THEREFORE, in consideration of the mutual covenants contained in this Amendment, and other good and valuable consideration, the receipt and sufficiency of which are hereby acknowledged, the Parties, intending to
be legally bound, agree as follows: 
  

	1	Definitions 

 Any capitalized term not separately defined in
this Amendment shall have the meaning ascribed to it in the Agreement. 
  

	2	Modifications 

 Both Parties wishes mutually to extend the
Research Term until July 1, 2010. The number of FTEs during the Research term shall be a maximum [*] FTEs per year. The FTE rate shall be [*] for all FTEs provided by Dynavax for the screening and characterization of [*], during the Research
Term, as extended. The FTE rate shall be [*] for FTE efforts provided by Dynavax other than in support of the [*] effort. 
  

	3	Amendment Effective Date 

 This Amendment shall become
effective on the Amendment Effective Date. 
  

	4	Entire Agreement 

 This Amendment, together with the
Agreement, constitutes the entire agreement between the Parties with respect to the subject matter of the Agreement. The Agreement together with this Amendment supersedes all prior agreements, whether written or oral, with respect to the subject
matter of the Agreement, as amended. Each Party confirms that it is not relying on any representations, warranties or covenants of the other Party except as specifically set out in the Agreement as amended. Nothing in this Amendment is intended to
limit or exclude any liability for fraud. The Parties hereby agree that subject to the modifications specifically stated in this Amendment, all terms and conditions of the Agreement shall remain in full force and effect. 
 Execution 
 THIS AGREEMENT IS EXECUTED by the authorised
representatives of the Parties as of the date first written above. 

									
	 SIGNED for and on behalf of
 AstraZeneca
AB (publ)
	 		 	 SIGNED for and on behalf of
 Dynavax
Technologies Corporation

			
	/s/ Jan M. Lundberg	 		 	/s/ Dino Dina
	Signature	 		 	Signature
					
	Name:	 	Jan Lundberg	 		 	Name:	 	Dino Dina
	Title:	 	Authorised Signatory	 		 	Title:	 	CEO

 [*] = Certain confidential information contained in this document, marked by brackets, has been omitted and filed
separately with the Securities and Exchange Commission pursuant to Rule 24b-2 of the Securities Exchange Act of 1934, as amended.Summary of 2009 Long-Term Incentive Program

 Exhibit 10.50 
 PHARMERICA CORPORATION 
 SUMMARY OF 2009 LONG-TERM INCENTIVE PLAN 
 On March 3, 2009, the Compensation Committee of the Board of Directors of PharMerica Corporation (the “Corporation”) adopted the 2009
Long-Term Incentive Program (the “LTIP”) under the PharMerica Corporation 2007 Omnibus Plan, as amended (the “Omnibus Plan”), to provide stock options, performance share unit awards, and performance-based cash awards to
the Corporation’s executives and certain other officers and employees based on pre-established performance objectives and goals. The LTIP advances the Corporation’s commitment to performance-based compensation practices by providing
participants an opportunity to earn equity-based and cash awards upon the achievement of certain pre-established long-term performance objectives. The LTIP also is designed to drive consistent growth of the Corporation over a multiple-year
performance period. 
 Eligibility. The Chief Executive Officer, the other executive officers and all employees in grades
“J” through “N” are eligible to receive awards under the LTIP. 
 Performance Cycle. LTIP performance cycle begins
on January 1, 2009 and ends on December 31, 2011. 
 Award Targets. The amount of the awards under the LTIP are based on
individual participant bonus targets and company performance criteria. Individual participant bonus targets are established by the Compensation Committee for each participant based upon the Compensation Committee’s determination of the
appropriate bonus target amounts which will enable the Corporation to remain competitive and retain and recruit top employees. 
 The
Compensation Committee established the bonus targets under the LTIP for the Corporation’s principal executive officer, principal financial officer and fiscal 2008 named executive officers as follows: 
  

					
	 Executive
	 	 Title
	 	 Bonus Target

	 Gregory S. Weishar
	 	Chief Executive Officer	 	200% of base salary
	 Michael J. Culotta
	 	Executive Vice President & Chief Financial Officer	 	175% of base salary
	 Robert McKay
	 	Senior Vice President of Sales and Marketing	 	130% of base salary
	 Thomas Caneris
	 	Senior Vice President, General Counsel and Secretary	 	140% of base salary
	 Anthony Hernandez
	 	Senior Vice President of Human Resources	 	100% of base salary

 In general, the Compensation Committee, or the Chief Executive Officer, as applicable has the
authority to make such combination of cash awards, stock options and performance share units as deemed appropriate. The Compensation Committee granted the 2009 LTIP awards for the fiscal 2008 named executive officers in the following amounts as a
percentage of the bonus target: 50% non performance-based stock options and 50% performance share units. 
 On March 3, 2009, the
Compensation Committee awarded non performance-based stock options under the LTIP for the Corporation’s principal executive officer, principal financial officer and fiscal 2008 named executive officers as follows: 
  

					
	 Executive
	  	 Title
	  	 Stock Options (50% of Bonus Target)

	 Gregory S. Weishar
	  	Chief Executive Officer	  	166,664
	 Michael J. Culotta
	  	Executive Vice President & Chief Financial Officer	  	83,615
	 Robert McKay
	  	Senior Vice President of Sales and Marketing	  	37,912
	 Thomas Caneris
	  	Senior Vice President, General Counsel and Secretary	  	40,791
	 Anthony Hernandez
	  	Senior Vice President of Human Resources	  	23,652

 The Compensation Committee delegated authority to the Chief Executive Officer to determine the
bonus targets for other employees within the target ranges approved by the Compensation Committee. 
 Performance Criteria. The LTIP
performance criteria are tied to company performance. Company performance will be measured for purposes of the LTIP by comparing the Corporation’s adjusted EBITDA at the end of the performance cycle to a target end-of-performance cycle adjusted
EBITDA set by the Committee. With respect to the Chief Executive Officer and Executive Vice 

 
Presidents the adjusted EBITDA target accounts for 85% of their respective performance target and the remaining 15% is determined by achievement of a target
measure of an adjusted return on invested capital (“ROIC”). 
 Award Payouts. Award payouts are based on the percentage of
the performance target achieved. Generally, the percentage of the award earned at the end of the performance cycle based on the performance target shall be determined according to the following schedule; however the actual LTIP award payout will be
interpolated between the percentages set forth in the chart based on actual results: 
  

			
	 Performance Level
	  	 Payout Level

	 < 75% of Performance Target
	  	    0% of Award Target
	 75% of Performance Target
	  	  50% of Award Target
	 90% of Performance Target
	  	  80% of Award Target
	 100% of Performance Target
	  	100% of Award Target
	 110% of Performance Target
	  	140% of Award Target
	 120% of Performance Target
	  	180% of Award Target
	 125% of Performance Target
	  	200% of Award Target
	 > 125% of Performance Target
	  	200% of Award Target

 Award Agreements. Awards of stock options, performance share units and long-term cash
awards are made under the LTIP pursuant to award agreements with each recipient. The forms of Non-Qualified Stock Option Agreement, Performance Share Award Agreement and Long-Term Cash Award Agreement are filed, respectively, as Exhibits 10.44,
10.26 and 10.27 to the Corporation’s Quarterly Reports on Form 10-Q for the periods ended March 31, 2008, June 30, 2007 and June 30, 2007, respectively, and are incorporated herein by reference. The form of Performance Share
Award Agreement for the Chief Executive Officer and the Executive Vice Presidents, including the adjusted EBITDA and ROIC performance targets, is filed as Exhibit 10.49 to the Corporation’s Current Report on Form 8-K filed with the SEC on
March 9, 2009, and is incorporated herein by reference. 
 Payment of Awards. Equity-based and cash awards will be paid on a
specific date by which the Compensation Committee reasonably expects it will be able to determine whether and the extent that the performance target applicable to such award was met. The Corporation will make the payment of the LTIP awards to
participants as soon as administratively practicable following the date of the award determination, but no later than March 15, 2012. 
 Vesting and Forfeiture. Recipients of LTIP awards generally must remain continuously employed by the Corporation until the date designated for payout under the applicable award agreement and receive a certain minimum score on their
general performance appraisals for the LTIP period. Exceptions may be provided for termination of employment by reason of death, disability, retirement and change in control. 
 Other Terms & Provisions. Participants are not permitted to transfer LTIP awards, except by will or the laws of descent and distribution.
The Corporation is entitled to withhold from any payments of awards under the LTIP or the Omnibus Plan any and all amounts required to be withheld for federal, state and local withholding taxes. The Compensation Committee has the discretion to
change terms and conditions of LTIP awards as it deems necessary to ensure that the LTIP awards satisfy all requirements for “performance-based compensation” within the meaning of Section 162(m)(4)(c) of the Internal Revenue Code. In
addition to the above conditions, payment of any incentive award is contingent upon the participant executing a written agreement to protect company assets.

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