Document:

Form of Grant Acceptance Agreement

 Exhibit 10.2 
  
 Form of Grant Acceptance Agreement under 
 Amended and Restated Danaher Corporation 1998 Stock Option Plan 
  
 GRANT ACCEPTANCE AGREEMENT 
  
 Congratulations <First Name> on your recent stock option grant from Danaher Corporation! Option grants are an important way for the Company to demonstrate its appreciation for your support and commitment as we continue to deliver
outstanding financial performance to our shareholders. Please review your grant details detailed below: 
  

			
	 Name:
	 	 <XXXXXXX>

	 Grant Date:
	 	                <XXX>

	 Grant Price:
	 	 <XXX>

	 Number of Options Granted:
	 	 <XXX>

	 Grant Expiration Date:
	 	 <XX/XX/XX>

  
 Your vesting terms for this grant are
detailed on the Vesting Schedule and Details page of the web site. 
  
 The option
is subject in all respects to the applicable provisions of the Danaher Corporation 1998 Stock Option Plan document (the “Plan”). This Agreement does not cover all of the rules that apply to the option under the Plan, and the Plan defines
any terms in this Agreement that the Agreement does not define. Please read the Plan to familiarize yourself with key Plan terms regarding vesting, grant award expiration (due to termination, retirement, end of grant “lifespan”, etc.), how
to exercise a grant, etc. 
  
 Unexercisable portions of your option expire
immediately when you cease to be employed. Exercisable portions of your option remain exercisable until the first to occur of the following, each as defined further in the Plan, and then immediately expire: 
  

	 	•	 	The 30th day after your employment ends (unless
another provision applies) 

  

	 	•	 	The fifth anniversary of Retirement 

  

	 	•	 	Immediately upon termination for Gross Misconduct 

  

	 	•	 	For disability, the earlier of (i) the first anniversary of your termination of employment for disability and (ii) 60 days after you cease to have a disability

  

	 	•	 	The first anniversary of your death 

  

	 	•	 	Immediately upon violation of covenant not to compete or other post-employment restrictions. 

  
 After reviewing the Plan document and specific grant details above, please acknowledge your grant by checking the box labeled “I have
read the grant agreement.” and by clicking on the Accept button at the bottom of the page if the grant information is accurate. If any grant details appear incorrect, please check the box labeled “I have read the grant agreement”,
click on the Decline button at the bottom of the page, and notify your local HR representative of the errors. 
  
 Through this acknowledgement, you agree to the terms and conditions of the Plan and this Agreement and confirm that this acknowledgement serves as your notice of right to this grant. You will not be able to exercise
any shares subject to this option grant until (i) you accept this grant via the web site, (ii) the shares become exercisable in accordance with the vesting schedule, and (iii) all applicable requirements imposed by law have been met. Additionally,
any sale of the shares or any other transactions you might make with the stock are subject to Danaher’s insider trading policy.Description of compensation arrangements

 Exhibit 10.6 
  
 Danaher Corporation 
 Description of Compensation Arrangements for Certain Executive Officers 
  
 Following is a description of the compensation arrangements for each of the Company’s named executive officers and for each other executive officer who is also a
member of the Company’s Board of Directors (the “officers”). The compensation arrangements consist of salary and perquisites, and, for all officers other than Messrs. Steven M. Rales and Mitchell P. Rales, annual cash incentive
compensation and equity awards. Except for Mr. Culp, who is party to an employment agreement with Danaher incorporated by reference to Exhibits 10.11 and 10.12 to Danaher’s Annual Report on Form 10-K for the year ended December 31, 2004, each
of the officers is an at-will employee of Danaher. 
  

					
	 Name and Position

	  	Base Salary

	 
	 Steven M. Rales
 Chairman of the Board
	  	$	295,000	 
	 Mitchell P. Rales
 Chairman of the Executive Committee
	  	$	295,000	 
	 H. Lawrence Culp, Jr.
 President and Chief Executive Officer
	  	$	1,000,000	 
	 Patrick W. Allender
 Executive Vice President, Chief Financial Officer and Secretary
	  	$	550,000	 
	 Philip W. Knisely
 Executive Vice President
	  	$	550,000	 
	 Steven E. Simms
 Executive Vice President
	  	$	550,000	 
	 Daniel L. Comas
 Senior Vice President-Finance and Corporate Development
	  	$	300,000 	($400,000 effective April 4, 2004)

  
 The officers are entitled to all
benefits made generally available to Danaher associates. In addition, the perquisites provided to the officers consist primarily of term life insurance, reimbursement for club dues and tax preparation and financial planning services, parking, an
automobile allowance, relocation costs, annual physical, and, with respect to the Chief Executive Officer and the Chief Financial Officer, personal use of the Company plane when not in use for business purposes. In addition, Messrs. Steven M. Rales
and Mitchell P. Rales are permitted to make personal use of designated Company office space and secretarial, tax and accounting services. 
  
 In addition, each officer (other than Messrs. Steven M. Rales and Mitchell P. Rales) participates in the Company’s Executive Deferred Incentive Program
(“EDIP”), a shareholder-approved, non-qualified, unfunded deferred compensation program. The Company credits an amount to the officer’s EDIP account on an annual basis in accordance with the terms of the EDIP, which is incorporated by
reference as Exhibit 10.4 to Danaher’s Annual Report on Form 10-K for the year ended December 31, 2004. 
  
 Annual cash incentive compensation awards are determined in accordance with the Danaher Corporation executive officer incentive compensation program, which is described in Exhibit 10.7 to Danaher’s Annual Report
on Form 10-K for the year ended December 31, 2004. 
  
 Awards of equity
compensation are made in accordance with the Amended and Restated Danaher Corporation 1998 Stock Option Plan, which is attached as Exhibit 10.1 to Danaher’s Annual Report on Form 10-K for the year ended December 31, 2004, or any successor
stockholder-approved equity compensation plan. 
  
 All officers (other than
Messrs. H. Lawrence Culp, Jr., Patrick W. Allender, Steven M. Rales and Mitchell P. Rales) are party to a Noncompetition Agreement, the form of which is attached as Exhibit 10.17 to Danaher’s Annual Report on Form 10-K for the year ended
December 31, 2004. With respect to Messrs. Culp and Allender, non-competition provisions are included in their employment agreement and retirement agreement, respectively. In addition, Mr. Allender is party to arrangements incorporated by reference
to Exhibits 10.15 and 10.16 to the Form 10-K, Mr. Knisely is party to an arrangement incorporated by reference to Exhibit 10.13 to the Form 10-K, and Mr. Simms is party to an arrangement incorporated by reference to Exhibit 10.14 to the Form 10-K.Description of incentive compensation program

 Exhibit 10.7 
  
 Danaher Corporation 
 Description of Incentive Compensation Program for Executive Officers 
  
 1. Overview. Danaher’s incentive compensation program for executive officers is based on the following formula. 
  
 Base salary X Target Bonus Percentage X Financial Factor
X Personal Factor = Bonus 
  
 All incentive
compensation payments to Danaher’s executive officers (other than Messrs. Steven M. Rales and Mitchell P. Rales, who do not receive incentive compensation) are subject to the approval of the Compensation Committee of Danaher’s Board of
Directors. 
  
 2. Base Salary and Target Bonus Percentage. The base salary
and target bonus percentage for each officer are established early in the calendar year in accordance with Danaher’s standard procedures. 
  
 3. Financial Factor. The Financial Factor is calculated as follows: 
  
 0.9 +/- 
  
 “Factor” X the higher of: 
  

	 	•	 	% increase/decrease in actual, current year EPS over prior year EPS, or 

  

	 	•	 	% increase/decrease in actual, current year EPS over cumulative EPS since 1/1/03 

  
 “Factor” is equal to 4.0 if current year earnings per share (“EPS”) increased over prior
year EPS, and -2.0 if current year EPS decreased over prior year EPS. Calculation of EPS is on a diluted basis and excludes extraordinary or non-recurring items such as accounting changes. If current year EPS declines by more than 15%
over prior year EPS, the Financial Factor equals zero and no bonus is awarded. 
  
 4. Personal Factor. The Personal Factor is a percentage that ranges from 0 to 1.5, depending on the performance of the particular officer. Early in the calendar year, each officer in coordination with his or her supervisor develops
goals and objectives for the year. These goals and objectives can be qualitative or quantitative, but they are directly related to critical business objectives. The proposed written objectives are then reviewed and if appropriate approved by the
Danaher Compensation Committee. The officer’s Personal Factor for a given year is determined by comparing the officer’s actual documented performance to these goals and objectives. Performance that meets expectations results in a Personal
Factor of 1.0, performance below expectations results in a Personal Factor of less than 1.0 and performance that exceeds expectations results in a Personal Factor between 1 and 1.5, with 1.5 being the maximum Personal Factor that can be awarded.

  
 5. 162(m) Cap. Annual awards payable to executive officers under
Danaher’s incentive compensation program are subject to an overall cap. The cap was approved by Danaher’s shareholders in 2003 and is intended to ensure that payments to Danaher’s chief executive officer and four other most highly
paid executive officers under the incentive compensation program constitute “qualified performance-based compensation” exempt from the $1 million deduction limit under Section 162(m) of the Internal Revenue Code of 1986, as amended. The
cap limits the maximum annual incentive compensation award payable to any officer as follows: the product of (1) the Target Bonus Percentage and (2) the Personal Factor cannot exceed 300% for the President, 150% for any Executive Vice President and
100% for any Vice President. In addition, no annual incentive compensation award to any person can exceed $5 million.

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