Document:

Performance-Based Annual Incentive Compensation Plan

 Exhibit 10.16 

 

 

 August 2007 
 PERFORMANCE-BASED 
 ANNUAL
INCENTIVE COMPENSATION PLAN 
 Amendment #4 July 2009 

Amendment #3 February 2009 
 Amendment #2 July 2008 
 Amendment #1 March 2008 

 PERFORMANCE-BASED 
 ANNUAL INCENTIVE COMPENSATION PLAN 
 INTRODUCTION 
 Pacific Capital Bancorp (the
“Company”) is willing to provide annual cash incentive award opportunities for eligible employees, through the use of a Performance-Based Annual Incentive Compensation Plan (the “Plan”). The annual incentive awards will provide a
payment based upon attainment of specified goals and objectives. The objective is to align the interests of these employees with the interests of the Company in obtaining superior financial results. 
  

	1.	OBJECTIVE & PURPOSE 

 The Company believes in pay for performance and desires to implement a performance-based culture. The Company is committed to rewarding employees for the achievement of annual performance goals. This Plan is designed to reward and retain
high performers and to drive the long-term financial success of the Company. The Plan should encourage teamwork and create an environment where executives are rewarded if the Company and his/her department achieve or exceed pre-determined annual
performance criteria. The Plan is also designed to reward employees for achieving and exceeding individual performance criteria. It is prospective in design with the utilization of a defined payout formula that is based upon the achievement of a
combination of pre-determined Company and department/individual performance criteria. 
  

	2.	PARTICIPATION/ELIGIBLITY 

 Each Plan Year the CEO shall submit to the Compensation Committee of the Board of Directors (“Committee”) a list of eligible employees (or employee groups) for participation in the Plan for the upcoming Plan Year. In addition to a
listing of the eligible employees, the CEO shall also provide the Committee with a summary of the annual incentive award tiers, the incentive award opportunities for each tier, the weighting of Company versus department/individual performance goals,
and a summary of possible payouts. Each Plan participant shall be notified of eligibility for participation in the Plan. 
 The Plan has been limited to a select group of officers of the Company as defined under the Plan Design Chart set forth in Section 4. In addition, at the sole and absolute discretion of the CEO, annual incentive payments may be made
under the Plan to other exempt employees who have demonstrated exemplary performance but have not been designated eligible employees under the Plan. Such incentive payment amounts will be determined in accordance with the Plan Design Chart set forth
in Section 4. In the case of an employee who has been granted eligibility to participate in the Plan but does not maintain a job title that qualifies for an incentive payment under Plan Design Chart, the CEO may award a discretionary incentive
payment to such individual under the Plan, subject to the approval of the Compensation Committee. 

 Eligibility requirements include: 
  

	 	•	 	 Eligibility shall be based on the employee’s position on January 1st. 

  

	 	•	 	 If an eligible employee is promoted after January 1st, any incentive award will be pro-rated based on the employee’s achievement of performance goals for the old and
new position. 

  

	 	•	 	 New employees must be employed by October 1st in a given Plan Year to be eligible for an award related to performance in that Plan Year.

  

	 	•	 	 Employees hired after October 1st must wait until the next fiscal year to be eligible for an award. 

  

	 	•	 	 Employees hired before October 1st who work a partial year will receive pro-rated awards. 

  

	 	•	 	 Plan participants must receive a threshold performance rating of “expectations achieved” or better for the Plan Year to be eligible
for any payout. 

  

	 	•	 	 A Plan participant must be an active employee as of the award payout date to receive an award. 

  

	 	•	 	 Eligible employees who terminate employment due to disability, death or retirement (as defined by the Company’s official retirement
policies) can receive a partial award based on the percentage of days the eligible employee was actively employed in the calendar year, even if they are not employed as of the award payout date. 

  

	 	•	 	 Employees who participate in variable or commission pay programs or the Refund Anticipation Loan department incentive program are not eligible
to participate in this Plan. 

  

	3.	PLAN YEAR/PERFORMANCE PERIOD 

 The Plan and performance period operates on a calendar year basis (January 1st to December 31st). 
  

	4.	PLAN DESIGN 

 The Plan
design incorporates a tiered approach with annual incentive awards that are linked to the achievement of pre-defined performance goals. The incentive ranges (as a percent of salary) are designed to provide market competitive payouts for the
achievement of threshold, target and maximum performance goals. The table below provides the basic Plan design to be used until the Plan is amended, and the Plan will be reviewed annually to ensure alignment with corporate objectives. The basic Plan
design must be approved by both the Compensation Committee and the Board of Directors on an annual basis. 

																		
	 Tier
	  	 Officers Included
	  	Incentive Award Opportunities
(Percent of Salary)	 	 	Performance Objectives
(Weighting)	 
	  	  	Threshold	 	 	Target	 	 	Maximum	 	 	Company	 	 	Dept/
Individual	 
	 I
	  	CEO	  	0	% 	 	75	% 	 	150	% 	 	80	% 	 	20	% 
	 II A
	  	EVPs	  	0	% 	 	50	% 	 	85	% 	 	75	% 	 	25	% 
	 II B
	  	EVPs	  	0	% 	 	40	% 	 	75	% 	 	75	% 	 	25	% 
	 III A
	  	SVPs – Production	  	0	% 	 	25	% 	 	50	% 	 	40	% 	 	60	% 
	 III B
	  	SVPs – Operations	  	0	% 	 	20	% 	 	40	% 	 	50	% 	 	50	% 
	 IV A
	  	 VPs – Production
 (+ Branch Mgrs.)
	  	0	% 	 	15	% 	 	30	% 	 	25	% 	 	75	% 
	 IV B
	  	VPs – Operations	  	0	% 	 	12.5	% 	 	25	% 	 	30	% 	 	70	% 

  

	5.	AWARD OPPORTUNITIES 

 Threshold, target, and maximum award opportunity levels, expressed as a percent of salary, have been set for each eligible employee. The actual payouts will be calculated using a ratable approach, where payouts are calculated as a
proportion of threshold, target and maximum performance levels. An example calculation is provided in Section 7. 
  

	 	A.	Threshold Performance: The threshold level of performance needed to be eligible to receive an incentive award. 

  

	 	B.	Target Performance: The budgeted, or expected, level of performance based upon both historical data and management’s best judgment of expected
performance during the performance period. 

  

	 	C.	Maximum Performance: The level of performance which based upon historical performance and management’s judgment would be exceptional or significantly
beyond the expected. 

  

	6.	PERFORMANCE OBJECTIVES 

 The Plan will provide annual incentive awards to Plan participants based on overall Company and Department and/or Individual performance objectives. The performance objectives are determined by using the Company’s performance history,
peer data, market data, and management’s judgment of what reasonable levels can be reached based on previous experience. At the beginning of each plan year, based on recommendations from the CEO and other Company management, the Compensation
Committee shall determine and approve the performance objectives for the CEO, CFO and the three other

 
most highly compensated executives (the “Senior Executive Officers”). The performance objectives for the Senior Executive Officers may consist of one or more of the following: Revenue,
Revenue Growth, Net Income, Net Income Growth, Total Assets, Growth in Total Assets, Deposits, Growth of Deposits, Loans, Loan Growth, EPS, EPS Growth, Efficiency Ratio Improvement, Charge Offs, Non-Performing Loans to Total Loans [and others
that may apply to the Senior Executive Officers]. 
 The foregoing performance objectives may be applied to the Company, a
division of the corporation or subsidiary of the corporation. The Compensation Committee will submit the approved plan design to the Board of Directors for approval. The specific performance criteria for participants that are not Senior Executive
Officers will be determined by management and communicated via a goal setting worksheet. These worksheets will clearly define the performance objectives at threshold, target, and maximum levels and will define the potential award opportunity for the
Plan participants. 
  

	 	A.	Company Performance - The overall Company performance will be based on measurement criteria approved by the Compensation Committee and Board of Directors.
The percentage of payout for overall Company performance will be allocated based on the specific weighting of the Company goal(s), as well as on the participant’s tier level and the actual performance compared to the pre-determined threshold,
target, and maximum performance levels. 

  

	 	B.	Department or Individual Performance - Plan participants below Tier I of the Plan will also have a portion of their annual incentive award based on a
combination of department and/or individual performance criteria. The number of performance criteria included, the specific type of performance criteria to use, and the weighting of each criteria for the overall incentive award, will vary based on
tier and Plan participant. 

  

	7.	AWARD CALCULATION (Example) 

 The actual award payouts will be calculated using a ratable approach, where award payouts are calculated as a proportion of threshold, target and maximum award opportunities. If actual performance falls between a performance level, the
payout will also fall between the pre-defined performance level on a pro-rated basis. 
 An example of how a payout amount is
determined is provided in the example below. 
  

	 	•	 	 Plan participant = Tier IIA Executive with a salary of $200,000 

  

	 	•	 	 Award Opportunity = 50% of salary at target and 85% of salary at maximum 

  

	 	•	 	 Performance Objectives = 75% based on Company performance and 25% based on Department or Individual performance 

																		
	 Company Goal/s
	  	Goal Weight
(Total 100%)	 	 	 Criteria
 (example)
	  	 Threshold
	  	 Target
	  	 Maximum
	  	 Actual
Performance
	  	 Bonus Calculation
	  	Actual Payment
	75%	  	100%	  	 	Net Income	  	X Value	  	Y Value	  	Z Value	  	Y Value (Target)	  	Salary x Target Performance % x Company Goal % x Goal Weight %	  	$200,000 x 50% x
75% x 100% =
$75,000
									
	 Dept. / Indiv. Goal/s
	  	Dept./ Indiv.
Goal Weight
(Total 100%)	 	 	 Criteria
	  	 Threshold
	  	 Target
	  	 Maximum
	  	 Actual
Performance
	  	 Bonus Calculation
	  	Actual Payment
	25%	  	50%	  	 	Fee Income	  	X	  	Y	  	Z	  	Y (Target)	  	Salary x Target Performance % x Dept./Ind. Goal % x Goal Weight %	  	$200,000 x 50% x
25% x 50% =
$12,500
	  	20%	  	 	Deposit Growth	  	A	  	B	  	C	  	C (Maximum)	  	Salary x Max Performance % x Dept./Ind. Goal % x Goal Weight %	  	$200,000 x 85% x
25% x 20% =
$8,500
	  	5%	  	 	Loan Growth	  	Q	  	R	  	S	  	Q (Threshold)	  	Salary x Threshold Performance % x Dept./Ind. Goal % x Goal Weight %	  	$200,000 x 0% x
25% x 5% =$0
	  	25	% 	 	Other	  	L	  	M	  	N	  	M/N (Between Target & Max)	  	Salary x Between Targ. & Max Performance & x Dept./Ind. Goal % x Goal Weight %	  	$200,000 x 65% x
25% x 25% =
$8,125
		  			 		  		  		  		  		  		  	 
	TOTAL PAYOUT	  			 		  		  		  		  		  		  	$111,000 (55.5%)
		  			 		  		  		  		  		  		  	 

 Notwithstanding the foregoing, no incentive payment
shall be made to a Covered Employee unless prior to such payment, the Compensation Committee certifies that the performance goals that provide for the payment have been satisfied. 
  

	8.	EARNING OF ANNUAL INCENTIVE AWARDS 

 Incentive awards will be earned during each Plan Year/Performance Period. If the Company does not meet threshold performance levels, there will be no payouts for the Company’s performance objective
portion to Plan participants. However, the Plan participants will still be eligible to receive payouts related to their department or individual performance objectives. 
  

	9.	PAYMENT OF AWARDS 

 After
all performance results are available at year-end, the award calculation for each Plan participant will be submitted to the CEO and the Compensation Committee for approval. In approving an award, the CEO and the Compensation Committee shall have the
discretionary authority to consider all performance results including Company, department, and individual performance. Payouts will be based on the eligible salary of the Plan Participant. Eligible salary is defined as the actual amount of salary
earned in the calendar year in which the award is based. Awards are then paid out as a special payment, less any applicable tax withholdings, within two and one half months following the fiscal year-end. The awards granted and payments made to
Senior Executive Officers under this Plan are intended to qualify as performance-based compensation under Section 162(m). 

	10.	RECOVERY OF AWARDS MADE TO SENIOR EXECUTIVE OFFICERS 

 Any employee that is prohibited from receiving bonus or incentive compensation under the Emergency Economic Stabilization Act of 2008, as amended (“EESA”), shall be required to forfeit such
compensation paid to such employee if the bonus or incentive compensation is paid during the period that the Department of the Treasury holds a debt or equity position in the Company. In addition, certain other highly compensated employees of the
Company (as determined under EESA), that are not prohibited from receiving bonus or incentive compensation under EESA, shall be required to forfeit any bonus or inventive compensation paid to such employee during the period that the Department of
Treasury holds a debt or equity position in the Company, if the award or incentive compensation is based on statements or earnings, gains, or other criteria that are later proven to be materially inaccurate. 
  

	11.	PLAN ADMINISTRATION 

 The
Program Administrator is the Chief People Officer of the Company. The Program Administrator reviews all recommendations with the CEO for approval prior to submission to the Compensation Committee and has responsibility to ensure fair and consistent
consideration of eligible Plan participants. The Program Administrator or the CEO may recommend modifications to the program design and review the effectiveness of the plan on an annual basis with the Compensation Committee. 
 The Board also has the sole ability to decide if an extraordinary occurrence totally outside of management’s influence, be it a windfall
or a shortfall, has occurred during the current Plan Year, and whether the awards should be adjusted to reflect the effects of such events. 
  

	12.	TERMINATION OF EMPLOYMENT 

 If a Plan participant is terminated by the Company, or voluntarily terminates his/her employment with the Company prior to payout, no incentive award will be paid. To encourage employees to remain employed by the Company, a participant must
be an active employee of the Bank on the date the incentive is paid to receive an award. However, there are exceptions for terminations as a result of death, disability, or official retirement. 
 If a participant is disabled and placed on long-term disability, his/her bonus award for the Plan period shall be prorated so that no award
will be earned during the period of long-term disability. In the event of death, the Company will pay to the participant’s estate the pro-rata portion of the award that had been earned by the participant. Employees who qualify for official
retirement will receive payment for a pro-rata portion of the award that they would be eligible for prior to retirement. 

	13.	AMENDMENTS AND PLAN TERMINATION 

 The Company has developed the Plan on the basis of existing business, market and economic conditions, current services, and staff assignments. If substantial changes occur that affect these conditions, services, assignments, or forecasts,
the Company may add to, amend, modify or discontinue any of the terms or conditions of the Plan at any time with approval from the Board of Directors. The Board of Directors may, at its sole discretion, terminate, change or amend any of the Plan as
it deems appropriate to comply with applicable laws and regulations. 
  

	14.	CLAIMS AND REVIEW PROCEDURES 

 The Administrator shall have the authority to interpret, administer and decide participant claims with the approval of the CEO and the Compensation Committee. 
  

	15.	MISCELLANEOUS 

  

	 	A.	Binding Effect. This Plan shall bind the Plan participant, the Company, and their beneficiaries, survivors, executors, successors, administrators and
transferees. 

  

	 	B.	No Guarantee of Employment. This Plan is not an employment policy or contract. It does not give the Plan participant the right to remain an employee of
the Company, nor does it interfere with the Company’s right to discharge the Plan participant. 

  

	 	C.	Non-Transferability. Benefits under this Plan cannot be sold, transferred, assigned, pledged, attached or encumbered in any manner.

  

	 	D.	Reorganization. If the Company shall merge into or consolidate with another company, or reorganize, or sell substantially all of its assets to another
company, firm, or person such succeeding or continuing company, firm, or person shall succeed to, assume and discharge the obligations of the Company under this Plan. Upon the occurrence of such event, the term “Company” as used in this
Plan shall be deemed to refer to the successor or survivor company. 

  

	 	E.	Tax Withholding. The Company shall withhold any taxes that are required to be withheld from the benefits provided under this Plan.

  

	 	F.	Applicable Law. The Plan and all rights hereunder shall be governed by the laws of the State of California, except to the extent preempted by the laws of
the United States of America. 

  

	 	G.	Entire Plan. This Plan constitutes the entire Plan between the Company and the Plan participant as to the subject matter hereof. No rights are granted to
the Plan participant by virtue of this Plan other than those specifically set forth herein. 

  

	 	H.	Designated Fiduciary. The Company shall be the named fiduciary and Plan Administrator under the Plan. The named fiduciary may delegate to others certain
aspects of the management and operation responsibilities of the Plan including the employment of advisors and the delegation of ministerial duties to qualified individuals. 

 IN WITNESS WHEREOF, the Company has signed this Plan document as of
            , 20        . 
  

			
	 Company Name:

		
	By:	 	  

			
		
	Title:First Amendment to License and Distribution Agreement

 Exhibit 10.4.1 
 CONFIDENTIAL 
 FIRST AMENDMENT TO 
 GALECTIN-3
LICENSE AND DISTRIBUTION AGREEMENT 
 THIS FIRST AMENDMENT TO GALECTIN-3 LICENSE AND DISTRIBUTION AGREEMENT (this “First
Amendment”) is entered into as of February 3, 2010 (the “First Amendment Date”) by and between Abbott Laboratories, a corporation of the state of Illinois, having its principal place of business at 100 Abbott Park
Road, Abbott Park, Illinois 60064-3500 (“Abbott”) and BG Medicine, Inc., a corporation of the state of Delaware, having its principal place of business at 610 Lincoln Street North, Waltham, Massachusetts 02451
(“BGM”). 
 RECITALS 
 A. Abbott and BGM are parties to that certain Galectin-3 License and Distribution Agreement, dated as of November 11, 2009 (the
“Agreement”), pursuant to which BGM granted Abbott a license under BGM’s Patent Rights to commercialize Products in the Territory. 
 B. Pursuant to Section 2.1 of the Agreement, prior to commercializing a Product for use on a point-of-care platform, Abbott must first notify BGM in writing of its desire to do so, and the Parties
must negotiate in good faith to amend the Agreement accordingly. 
 C. The Parties now to desire to amend the Agreement as
contemplated by Section 2.1 to address point-of-care Products, on the terms set forth in this Amendment. 
 NOW, THEREFORE, in consideration of the mutual covenants and agreement contained herein, and upon the terms and subject to the conditions set forth below, Abbott and BGM hereby agree as follows: 
 AMENDMENT 
 1. Capitalized terms used and not otherwise defined herein shall have the meanings given to them in the Agreement. 
 2. This First Amendment shall constitute the written notice required from Abbott pursuant to Section 2.1 of the Agreement. 
 3. A new Section 1.10A is hereby added to the Agreement to read as follows: 
 1.10A “Non-POC Product” means any Product other than a POC Product. 
 4. A new Section 1.12A is hereby added to the Agreement to read as follows: 
 1.12A “POC Product” means a specific type of Product developed for use on unit-of-use or point-of-care instruments.

  

 Portions of this Exhibit were omitted and have been filed separately with the Secretary of
the Commission pursuant to the Registrant’s application requesting confidential treatment pursuant to Rule 406 of the Securities Act of 1933, as amended. 

 5. The penultimate paragraph of Section 3.2 is hereby amended and restated in its
entirety, and a new paragraph is hereby added immediately thereafter, to read as follows: 
 If: (1) pursuant to [***]
above, an [***] confirms that the [***] by BGM and the BGM Licensees in the given [***] period was [***] Dollars (US $[***]); and (2) the [***] for [***] is [***] (i.e., [***]% or more) than the [***] for [***] by BGM and the BGM Licensees that
are [***] to the POC Products and/or Non-POC Products, respectively, then [***] to [***] in [***] for that particular Product category. 
 If Abbott is entitled to a reduction in Product Fee pursuant to this Section 3.2, then the adjusted Product Fee for POC Products or Non-POC Products, as applicable, shall not exceed [***] percent ([***]%) of Abbott’s then current
[***] for POC Products or Non-POC Products, respectively. 
 6. Section 5.1 of the Agreement is hereby amended and restated
in its entirety to read as follows: 
 5.1 Clinical Studies and Clinical Indications. 
  

	 	(a)	BGM shall use Commercially Reasonable Efforts to validate the clinical use of Galectin-3 as described on Exhibit 5.1 and any amendments added to Exhibit
5.1 by mutual written agreement of the Parties. 

  

	 	(b)	BGM shall provide Abbott or its Affiliate with: (i) reasonable quantities of Galectin-3 reagents, at no cost where cell lines or technology may be transferred to
Abbott or its Affiliate, or otherwise at BGM’s actual cost; and, at no cost, access to aliquots of samples, owned or controlled by BGM and used by BGM to establish claims for other Galectin-3 products; and/or (ii) to the extent reasonably
possible the ability to include Abbott’s or its Affiliate’s Galectin-3 Products in clinical studies being sponsored by BGM. 

  

	 	(c)	Abbott or its Affiliate will use Commercially Reasonable Efforts to negotiate for and, if successful, pay for the inclusion of Galectin-3 testing in its current
point-of-care study evaluating [***]. 

  

	 	(d)	The Parties shall discuss the protocols, intended use objectives, status, results and opportunities for expanded clinical claims for the Products during the quarterly
Steering Committee meetings. 

 7. A new Article 5A is hereby added to the Agreement to read as follows:

 ARTICLE 5A.POINT-OF-CARE
DEVELOPMENT 
 5A.1 Development Timeline. The preliminary timeline for
Abbott or its Affiliate to develop a POC Product is as follows: 
  

	 	(a)	The Parties will [***] for the POC Product within [***] ([***]) days after the First Amendment Date; 

  

 Portions of this Exhibit were omitted and have been filed separately with the Secretary of
the Commission pursuant to the Registrant’s application requesting confidential treatment pursuant to Rule 406 of the Securities Act of 1933, as amended. 

	 	(b)	Abbott or its Affiliate to [***] POC Product [***] within [***] ([***]) days after agreement is reached pursuant to the preceding paragraph (a);

  

	 	(c)	Abbott or its Affiliate to [***] POC Product [***] by [***]; 

  

	 	(d)	Abbott or its Affiliate to [***] POC Product [***] by [***]; 

  

	 	(e)	Abbott or its Affiliate to [***] and [***] for the POC Product by [***]; and 

  

	 	(f)	Abbott or its Affiliate to [***] POC Product by [***], or, if later, as soon as reasonably practicable following [***]. 

 The activities and dates set forth in paragraphs (a) through (d) above are for informational and planning purposes only, and Abbott’s failure
to achieve the milestones in such paragraphs by the specified dates shall not constitute a breach of this Agreement. The milestones set forth in paragraphs (e) and (f) above shall be subject to Section 5A.2. 
 5A.2 Extensions. If at any time Abbott or its Affiliate experiences technical or other difficulties in the POC Product development
program set forth above, it shall promptly notify BGM and the Parties shall negotiate in good faith to agree upon an appropriate extension of time for Abbott to achieve the applicable milestone(s). Without limiting the foregoing, if, despite using
Commercially Reasonable Efforts, Abbott or its Affiliate fails to achieve the milestones in Section 5A.1(e) and/or 5A.1(f), BGM shall agree to extend the milestone dates set forth in Section 5A.1(e) and/or 5A.1(f) for up to twelve
(12) months, unless a longer period of time is agreed by the Parties. 
 5A.3 Termination of Point-of-Care Rights.
If Abbott or its Affiliate fails to achieve the milestones in Section 5A.1(e) and/or 5A.1(f) by the dates set forth therein, as extended pursuant to Section 5A.2, then the Parties shall discuss the reasons for such failure and in good
faith negotiate possible additional extensions or other alternative solutions. If the Parties are unable to reach agreement as to additional extensions or other alternatives after thirty (30) days of good faith negotiations, then BGM may, upon
thirty (30) days prior written notice to Abbott, terminate Abbott’s rights under this Agreement solely with respect to POC Products, subject to Section 12.12 if Abbott disagrees. In such event, all of Abbott’s rights with
respect to Non-POC Products, and all other provisions of this Agreement (except to the extent related to POC Products) shall remain in full force and effect. Failure by Abbott or its Affiliate to achieve the milestones set forth in
Section 5A.1(e) or 5A.1(f) shall not constitute a breach of this Agreement, and this Section 5A.3 constitutes BGM’s sole and exclusive remedy with respect to such failure. 
 8. The first paragraph of Section 11.2 of the Agreement is hereby amended and restated in its entirety to read as follows: 

 

	 	11.2	 Abbott Termination. Abbott shall have the right to terminate this Agreement with respect to either the POC Products or the Non-POC Products (and
termination as to one product category will not terminate this Agreement as to the other product

  

 Portions of this Exhibit were omitted and have been filed separately with the Secretary of
the Commission pursuant to the Registrant’s application requesting confidential treatment pursuant to Rule 406 of the Securities Act of 1933, as amended. 

	 	 
category), or both the POC Products and the Non-POC Products, on thirty (30) days written notice to BGM without further payments due to BGM, other than payment obligations that have accrued
prior to termination, if Abbott determines that any of the following occurs: 

 9. The following sentence is
hereby appended to the end of Section 11.3 of the Agreement: 
 For avoidance of doubt, nothing in this Section 11.3
shall apply to POC Products, which the Parties acknowledge and agree are not addressed in the Umbrella Agreement. 
 10. A new
Section 12.18 is hereby added to the Agreement to read as follows: 
  

	 	12.18	Third Party Beneficiary. Without limiting any provision in this Agreement, Abbott’s Affiliate, Abbott Point of Care Inc., a Delaware corporation, is hereby
expressly designated by the Parties as a third party beneficiary with respect to this Agreement. 

 11. Except as
expressly amended by this First Amendment, all of the terms and conditions of the Agreement remain in full force and effect. 
 12. This First Amendment may be executed in two (2) original counterparts, each of which shall be deemed an original, but all of which together shall constitute one and the same instrument. 
 IN WITNESS WHEREOF, the Parties have executed this First Amendment as of the date first above
written. 
  

									
	ABBOTT LABORATORIES	 		 	BG MEDICINE, INC.
					
	By:	 	 /s/ Illegible     for Michael Warmuth
	 		 	By:	 	 /s/ Pieter Muntendam

		 	Michael J. Warmuth	 		 		 	Pieter Muntendam
	Title:	 	Senior Vice President, Diagnostics	 		 	Title:	 	President & CEO

  

 Portions of this Exhibit were omitted and have been filed separately with the Secretary of
the Commission pursuant to the Registrant’s application requesting confidential treatment pursuant to Rule 406 of the Securities Act of 1933, as amended.

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