Document:

Exhibit 10.4

 

BONANZA CREEK ENERGY, INC.
 SHORT TERM INCENTIVE GUIDELINES

 

I.             Purpose.  These Bonanza Creek Energy, Inc. (the “Company”) Short Term Incentive Guidelines (these “Guidelines”) are designed to reward employees for their performance in achieving the Company’s short term goals by providing individual annual cash incentives for meeting or exceeding those goals (“Awards”). Achievement of such goals will be measured by reference to (A) in the case of Company goals, identified key performance indicators (“KPIs”) and (B) in the case of individual goals, goals and objectives set at each employee’s annual review (“Individual Goals”).  These Guidelines have been approved by the Company’s Compensation Committee.  These Guidelines have been established by reference to market benchmarks and input from the Company’s compensation consultant.

 

II.            Bonus Pool.  At the outset of each year, a total estimated bonus pool will be established based on a metric recommended by executive management and approved by the Compensation Committee (the “Pool”).  Any significant changes to the budget will require the Compensation Committee to reevaluate the Pool.

 

III.          Performance Measures.  All performance measures will be set and communicated to employees prior to or at the beginning of each performance period.  Executive management recommends to the Compensation Committee three categories of performance measures: (A) Company KPIs (those measured on a Company-wide basis); (B) regional KPIs (those measured by reference to a particular region for operational employees, Rocky Mountain or Mid- Continent) and (C) Individual Goals (those measured only with respect to an individual employee).  Departmental defined goals for corporate and administrative assigned employees (accounting, human resources, corporate development, reserve engineering, land and legal) will be taken into account when determining each individual’s Individual Goals.  Company and Regional KPIs will be identified at threshold, target and outperform levels.

 

A.            Company KPIs.  Company KPIs are based on each year’s identified strategic annual objectives and can be changed by the Compensation Committee based on the Company’s strategic direction. Each eligible participant will have a portion or all of their performance assessment based on these Company KPIs.  Company KPIs, as well as the weighting thereof within the category, will be recommended by executive management and approved by the Compensation Committee annually.

 

B.            Regional KPIs.  Regional KPIs, as well as the weighting thereof within the category, will be suggested by the vice president in charge of each region (Rocky Mountain or Mid-Continent) and approved by executive management annually. Regional KPIs will be set based on that region’s contribution used in the creation of the Company KPIs and can be changed as necessary in connection with Company KPI changes.

 

C.            Individual Goals.  Individual Goals, as well as the weighting thereof within the category, will be suggested by each employee and approved by such employee’s manager in connection with such employee’s annual performance review.  Examples of Individual Goals include specific business objectives, job-related performance items and project completion, personal development goals such as completion of training and education and certifications to support identified business objectives and, in the case of corporate and administrative employees, departmental goals.

 

D.            Performance measures may be paid on a pro rata basis, as suggested and approved as set forth above.

 

IV.          Tiers.  Each employee will be placed within one of up to eight tiers of personnel within the Company.  Tiers will generally be determined by positional hierarchy and salary level.

 

A.            Tier 1 (Executive Tier) — (a) President & Chief Executive Officer and (b) Rule 3(b)-7 executive officers

 

B.            Tier 2 — Vice Presidents

 

 

C.            Tiers 3 — 8 — all other employees

 

V.            Performance Measure Breakdown by Tier. Unless otherwise determined by the Compensation Committee at the time performance measures are set pursuant to Article III, above, the following shall be the performance measure breakdowns by tier:

 

A.            Tier 1 (Executive Tier other than Covered Employees (as defined below)) — 75% Company KPIs; 25% Individual Goals; Covered Employees — 100% Company KPIs

 

B.            Tiers 2 — 5 (regionally assigned operations employees) — 25% Company KPIs, 25% Regional KPIs, 50% Individual Goals

 

C.            Tiers 2 — 5 (corporate or administrative employees) — 65% Company KPIs, 35% Individual Goals

 

D.            Tiers 6 — 8 (regionally assigned operations employees) — 45% Company KPIs, 25% Regional KPIs, 30% Individual Goals

 

E.            Tiers 6 — 8 (corporate or administrative employees) — 35% Company KPIs, 65% Individual Goals

 

VI.          Eligibility.  Employees must be actively employed at the time of pay-out. Employees hired April 1st through September 30th will be eligible for a pro-rata payment for the first year of participation.  Generally, employees hired after October 1st will not be eligible to participate in the current year’s program, but this may be changed with executive management approval.

 

VII.         Calculations.  Employees within each tier will have a “target” bonus amount based on market competitive data from, in the case of the executive tier, our compensation consultant and, in the case of all other employees, ECI.  These targets are expressed as a percentage of salary for exempt employees and a fixed amount for non-exempt employees.  The threshold level of Company KPIs and Region KPIs must be met to provide an incentive payout. Likewise, employees will be eligible for an additional award payout if an outperform level of Company and Region KPIs are met.

 

VIII.       Payment.  Payment of Awards will be determined and made after conclusion of the Company’s annual audit, approximately mid-March of each year. In the event of mergers, acquisitions, offerings or other significant accomplishments, executive management may request changes or additions. The aggregate payout under these Guidelines, as well as individual Awards to executive officers, need to be approved by the Compensation Committee prior to payment. Except with respect to Covered Employees (with respect to whom the Compensation Committee has only the authority to adjust downward), the Compensation Committee has the authority to adjust Awards upward or downward in its discretion.

 

IX.          Covered Employees.  The following rules shall apply with respect to Awards (i) granted to employees that are or are likely to be “covered employees” as defined in Section 162(m) of the Internal Revenue Code of 1986, as amended (the “Code”) or that are otherwise selected to receive Awards under this Article IX (each a “Covered Employee”) and (ii) that are intended to be “qualified performance-based compensation” under Code Section 162(m).  The rules of this Article IX shall supplement, but shall also supercede anything to the contrary in the provisions in the remainder of these Guidelines.

 

A.            Grant is Made Under LTIP.  Any Award under this Article IX shall be made under the terms and conditions of the Bonanza Creek Energy, Inc. 2011 Long Term Incentive Plan (the “LTIP”) as an “Annual Incentive Award.”  With respect to any such Award, in the event of any conflict between the terms and conditions of these Guidelines and the terms and conditions of the LTIP, the terms and conditions of the LTIP shall govern.  There shall be no form of LTIP award agreement for any such Award, although the Company shall communicate the terms and conditions of the Award in writing to the participant as soon as reasonably practicable after the performance measures and other specifics of the Award have been established.

 

 

B.            Performance Measures.  The performance measures for any Award under this Article IX shall be established by the Compensation Committee in accordance with Section 14.2 of the LTIP.  Without limiting the generality of the foregoing, such performance measures (i) shall be objective and substantially uncertain to be achieved when established, (ii) shall be established by the Compensation Committee in writing within 90 days after the beginning of the performance period to which they relate, and (iii) shall be based solely on those criteria set forth in Section 14.2.2. of the LTIP.

 

C.            Award Limitations.  The maximum amount of any Award under this Article IX shall be established in writing by the Compensation Committee for each Covered Employee coincident with the establishment of the performance goals for the performance period, and shall be subject in all events to the limitation on payouts for “Annual Incentive Awards” set forth in the LTIP

 

D.            Determination of Awards.  As soon as reasonably practicable following the end of the performance period, the Compensation Committee shall certify in writing the extent to which the performance measures have been satisfied and the resulting Award amount (if any) earned by the Covered Employee.  In no event shall the Covered Employee be entitled to all or any portion of an Award if the applicable performance measure has not been satisfied to the degree established by the Compensation Committee at the time the performance goal was approved, and in no event may the Compensation Committee increase the Award to which any individual would otherwise be entitled.  The Compensation Committee in its discretion may reduce (or eliminate) the amount of any Award to which a participant may be entitled; provided, however, that the reduction of any Award to any participant under these Guidelines may not result in the increase of any Award to a Covered Employee under this Article IX.Exhibit 10.5

 

 

March 4, 2013

 

Pedro Lichtinger

7211 Eads Ave

La Jolla, CA 92037

 

Re:  Separation from Optimer Pharmaceuticals, Inc.

 

Dear Mr. Lichtinger:

 

This letter sets forth the terms and conditions of the separation agreement (the “Agreement”) that OPTIMER PHARMACEUTICALS, INC. (the “Company”) is offering to aid in your employment transition.  This Agreement shall be effective as of the Effective Date as defined in Section 14(d) herein.  As part of this Agreement, and pursuant to and subject to the terms of the Company’s Amended and Restated Severance Benefit Plan (the “Severance Plan”), and the letter agreement between you and the Company dated as of May 5, 2010 (the “Employment Agreement”), the Company will provide you certain separation benefits outlined below.  All initially capitalized terms not otherwise defined herein shall have the meaning ascribed to such terms in the Severance Plan.

 

1.                                      SEPARATION DATE.  Your last day of work with the Company and your employment termination date was February 26, 2013 (the “Separation Date”).

 

2.                                      BASE SALARY SEVERANCE, BONUS, AND ADDITIONAL CASH PAYMENT.  Pursuant to the Severance Plan, this Agreement, and the Employment Agreement, if you sign, date and return this Agreement to the Company within twenty-one (21) days of the date hereof, you do not revoke it, and you comply with your continuing obligations under this Agreement and the Severance Plan (including your continuing obligations under your Employee Proprietary Information Agreement, the Company will pay you cash severance in an amount equivalent to 24 months of your Base Salary less $45,968.42 (which severance equates to $1,082,781.58), a cash bonus of $184,275, and an additional cash payment of $45,968.42, subject to standard payroll deductions and withholdings (the “Base Salary Severance,” “Bonus,” and “Additional Cash Payment” respectively).  Except in the event of a Change of Control, the Base Salary Severance will be paid to you in substantially equal installments on the Company’s normal payroll periods during the 24 month period following your Separation Date, beginning no later than the second payroll date that occurs following the Effective Date (the “Severance Payment Schedule”), with the first payment to include the installments that would have been paid between your Separation Date and the date of the first payment, provided the Company has received the executed Agreement from you on or before that date, with the remaining installments occurring on the Company’s regularly scheduled payroll dates thereafter.  In the event that a Change of Control occurs prior to the payment of the last installment of the Base Salary Severance under the Severance Payment Schedule, your right to receive any remaining Base Salary Severance payments that do not constitute “deferred compensation” within the meaning of Section 409A (as defined below) shall accelerate and such remaining Base Salary Severance shall be paid to you in a lump sum within ten (10) days following the Change of Control.  The Bonus and the Additional Cash Payment will be paid to you in a lump sum no later than the second payroll date that occurs after the Effective Date.

 

 

3.                                      EQUITY SUMMARY.

 

(a)                                 Stock Option Summary. In connection with your employment, you were granted stock options covering a total of 858,000 shares of the Company’s common stock (the “Options”).  Under the terms of your stock option agreements and the applicable plan documents, vesting of the Options ceased as of the Separation Date.  As of the Separation Date, 271,041 shares subject to the Options have vested and 586,959 shares remain unvested.  However, pursuant to the Severance Plan, if you sign, date and return this Agreement to the Company within twenty-one (21) days of the date hereof and do not revoke your waiver pursuant to Section 14(d), and you comply with your continuing obligations under this Agreement and the Severance Plan (including your continuing obligations under your Employee Proprietary Information Agreement), then the Company will accelerate vesting of the Options, effective as of the Effective Date, to provide for vesting of an additional 230,292 shares subject to the Options (equal to 24 more months of vesting), which then shall be exercisable by you (resulting in a total of 501,333 vested shares subject to the Options).  You have one year from the Separation Date to exercise the vested portion of the Options granted pursuant to your employment agreement with the Company (a total of 353,333 Options) and three (3) months from the Separation Date to exercise the remaining vested portion of the Options (a total of 148,000 Options).  All remaining unvested shares shall terminate on the Separation Date.  Your rights to exercise your vested shares subject to the Options are governed by the terms of your stock option agreements and the Company’s applicable Equity Incentive Plan.

 

(b)                                 Restricted Stock Unit Summary. In connection with your employment, you were granted restricted stock units covering a total of 225,000 shares of common stock of the Company (the “RSUs”). Under the terms of your restricted stock award agreements and the applicable plan documents, vesting of your RSUs ceased as of the Separation Date.  As of the Separation Date, 26,645 shares were released to you, 84,000 shares were cancelled and 114,355 shares remain unvested.  However, pursuant to the Severance Plan, if you sign, date and return this Agreement to the Company within twenty-one (21) days of the date hereof and do not revoke your waiver pursuant to Section 14(d), and you comply with your continuing obligations under this Agreement and the Severance Plan (including your continuing obligations under your Employee Proprietary Information Agreement), then Company will accelerate vesting of the RSUs, effective as of the Separation Date, to provide for vesting of an additional 30,500 shares (equal to 24 more months of vesting), resulting in a total of 57,145 shares that shall then be released to you and 83,855 shares that will remain unvested and be cancelled. Your rights with respect to any such vested and unvested shares are governed by the restricted stock award agreement, grant notice, and related plan documents.

 

4.                                      AGREEMENT TO REPAY.  Pursuant to the letter agreement between you and the Company dated as of the Separation Date (the “Letter Agreement”), the benefits provided to you pursuant to Sections 2 and 3 above, except for the Bonus, and any payment by the Company of COBRA Premiums pursuant to Section 8 below, are subject to your agreement to repay such benefits and payments in the event that it is finally determined by a court that you engaged in any act for which you would not be entitled to indemnification under Section 8.1 of the Company’s by-laws.

 

 

5.                                      ACCRUED SALARY, VACATION AND EMPLOYEE STOCK PURCHASE PLAN (ESPP) CONTRIBUTIONS FOR CURRENT PERIOD.  On the next regular payroll date following the Separation Date, the Company will pay you all accrued salary, and all accrued and unused vacation, earned through the Separation Date, subject to standard withholdings and deductions.  Additionally, you will also be reimbursed for contributions made in the current period under the Company’s ESPP, if any. You are entitled to these payments regardless of whether or not you sign this Agreement.

 

6.                                      EXPENSE REIMBURSEMENT.  Within thirty (30) business days following the Separation Date, you agree to submit all final documented expense reimbursement statements reflecting all business expenses you incurred prior to and including the Separation Date, if any, for which you seek reimbursement.  The Company shall reimburse your expenses pursuant to Company policy and regular business practice.

 

7.                                      OTHER COMPENSATION AND BENEFITS/EQUITY.  Except as expressly provided herein, you acknowledge and agree that you are not entitled to and will not receive any additional compensation, severance (pursuant to the Severance Plan or otherwise), bonuses, stock options, stock or benefits from the Company.

 

8.                                      HEALTH INSURANCE/COBRA. To the extent provided by the federal COBRA law or, if applicable, state insurance laws (collectively, “COBRA”), and by the Company’s current group health insurance policies, your health insurance benefits will continue through the end of the month of your Separation Date (February 2013).  Later, you may be able to convert to an individual policy through the provider of the Company’s health insurance, if you wish.  However, if you (i) sign, date and return this Agreement to the Company within the applicable time-frame and do not revoke it, (ii) and comply with your continuing obligations under this Agreement and the Severance Plan (including your continuing obligations under your Employee Proprietary Information Agreement), and (iii) timely elect continued group health coverage pursuant to COBRA, then the Company will pay, as and when due to the insurance carrier or COBRA administrator (as applicable), the full amount of your COBRA premiums sufficient to maintain group health insurance coverage in effect as of the Separation Date for you and your qualified dependants (the “COBRA Premiums”) for a maximum period of 24 months following the Separation Date (the “COBRA Premiums Period”).  If the Company determines, in its sole discretion, that it cannot pay the COBRA Premiums without a substantial risk of violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act), the Company instead shall pay to you, on the first day of each month, a cash payment equal to the applicable COBRA Premiums for that month (including premiums for you and your eligible dependents who have elected and remain enrolled in such COBRA coverage), subject to applicable tax withholdings (such amount, the “Special Cash Payment”), during the COBRA Premiums Period.  If, during the COBRA Premiums Period, you become eligible for group health insurance coverage through another employer or otherwise cease to be eligible for COBRA, the Company’s obligation to pay your COBRA Premiums (or Special Cash Payment) will terminate.  You are required to notify the Company’s Senior Vice President of Human Resources in writing as soon as reasonably practicable if you become eligible for coverage under a group health plan of a subsequent employer.  You will be provided with a separate notice describing your rights and obligations under COBRA laws on or after the Separation Date.

 

 

9.                                      RETURN OF COMPANY PROPERTY.  You hereby represent, warrant and acknowledge to the Company that you have returned all Company Property and have not made or maintained copies, reproductions or summaries of any Company Property (except for materials that are subject to any existing document preservation or hold notice) as required by the Severance Plan and this Agreement.  For this purpose, “Company Property” means all Company documents (and all copies thereof) and other Company property which you had in you possession at any time, including, but not limited to, Company files, notes, drawings records, plans, forecasts, reports, studies, analyses, proposals, agreements, financial information, research and development information, sales and marketing information, operational and personnel information, specifications, code, software, databases, computer-recorded information, tangible property and equipment (including, but not limited to, leased vehicles, computers, iPads, facsimile machines, mobile telephones, Cisco phones, servers), credit cards, entry cards, identification badges and keys; and any materials of any kind which contain or embody any proprietary or confidential information of the Company (and all reproductions thereof in whole or in part).  You acknowledge and agree that any breach of or inaccuracy in the representations and warranties in this Section 9 will be deemed to be a material breach of your ongoing obligations under this Agreement.

 

10.                               EMPLOYEE PROPRIETARY INFORMATION AGREEMENT.  You acknowledge your continuing obligation to comply with your Employee Proprietary Information Agreement, a copy of which is attached hereto as Exhibit A.

 

11.                               CONFIDENTIALITY.  The provisions of this Agreement shall be held in the strictest confidence by you and the Company and shall not be publicized or disclosed in any manner whatsoever.  Notwithstanding the prohibition in the preceding sentence: (a) you may disclose this Agreement, in confidence, to your immediate family; (b) the parties may disclose this Agreement in confidence to their respective attorneys, accountants, auditors, tax preparers, and financial advisors; (c) the Company may disclose this Agreement as necessary to fulfill standard or legally required corporate reporting or disclosure requirements; and (d) the parties may disclose this Agreement insofar as such disclosure may be necessary to enforce its terms.

 

12.                               NONDISPARAGEMENT. You agree not to disparage the Company and its officers, directors, employees, shareholders, investors, and agents, in any manner likely to be harmful to them or their business, business reputations, or personal reputations; provided that you may respond accurately and fully to any request for information to the extent required by legal process (e.g., a valid subpoena or other similar compulsion of law) or as part of a government investigation.

 

 

13.                               NO VOLUNTARY ADVERSE ACTION / COOPERATION.  You agree that you will not voluntarily provide assistance, information or advice, directly or indirectly (including through agents or attorneys), to any person or entity in connection with any proposed or pending litigation, arbitration, administrative claim, cause of action, or other formal proceeding of any kind brought against the Company, its parent or subsidiary entities, affiliates, officers, directors, employees or agents, nor shall you induce or encourage any person or entity to bring any such claims; provided that you may respond accurately and fully to any question, inquiry or request for information when required by legal process (e.g., a valid subpoena or other similar compulsion of law) or as part of a government investigation.  You agree to provide reasonable cooperation to the Company in connection with its actual or contemplated defense, prosecution, or investigation of any claims or demands by or against third parties, or other matters arising from events, acts, or failures to act that occurred during the period of your employment by the Company.  Such cooperation includes, without limitation, making yourself available to the Company upon reasonable notice, without subpoena, to provide complete, truthful and accurate information in witness interviews, depositions, and trial testimony.  The Company will reimburse you for reasonable out-of-pocket expenses you incur in connection with any such cooperation (excluding forgone wages, salary, or other compensation) and will make reasonable efforts to accommodate your scheduling needs.  In addition, you agree to execute all documents (if any) necessary to carry out the terms of this Agreement.

 

14.                               RELEASE OF CLAIMS.

 

(a)                                 General Release.  In exchange for the consideration provided to you under this Agreement and the Severance Plan to which you would not otherwise be entitled, including but not limited to the Regular Covered Termination Severance Benefits, you hereby generally and completely release the Company and its current and former directors, officers, employees, shareholders, investors, partners, agents, attorneys, predecessors, successors, parent and subsidiary entities, insurers, affiliates, and assigns (collectively, the “Released Parties”) of and from any and all claims, liabilities and obligations, both known and unknown, that arise out of or are in any way related to events, acts, conduct, or omissions occurring prior to or on the date you sign this Agreement (collectively, the “Released Claims”).

 

(b)                                 Scope of Release.  The Released Claims include, but are not limited to: (i) all claims arising out of or in any way related to your employment with the Company, or the termination of that employment; (ii) all claims related to your compensation or benefits from the Company, including salary, bonuses, commissions, vacation pay, expense reimbursements, severance pay (pursuant to the Severance Plan or otherwise), fringe benefits, stock, stock options, or any other ownership interests in the Company; (iii) all claims for breach of contract, wrongful termination, and breach of the implied covenant of good faith and fair dealing (including, but not limited to, claims arising under or based on the Severance Plan); (iv) all tort claims, including claims for fraud, defamation, emotional distress, and discharge in violation of public policy; and (v) all federal, state, and local statutory claims, including claims for discrimination, harassment, retaliation, attorneys’ fees, or other claims arising under the federal Civil Rights Act of 1964 (as amended), the federal Americans with Disabilities Act of 1990 (as amended), the federal Family and Medical Leave Act (as amended) (“FMLA”), the federal Employee Retirement Income Security Act of 1974 (as amended), the federal Age Discrimination in Employment Act of 1967 (as amended) (the “ADEA”), the Genetic Information Nondiscrimination Act, the California Fair Employment and Housing Act (as amended), the California Labor Code, the California Family Rights Act (“CFRA”), the New Jersey Law Against Discrimination, and the New Jersey Conscientious Employee Protection Act.

 

 

(c)                                  Excluded Claims.  Notwithstanding the foregoing, the following are not included in the Released Claims (the “Excluded Claims”): (i) any rights or claims for indemnification you may have pursuant to any written indemnification agreement with the Company to which you are a party, the charter, bylaws, or operating agreements of the Company, or under applicable law; (ii) any rights which are not waivable as a matter of law; and (iii) any claims for breach of this Agreement.  In addition, nothing in this Agreement prevents you from filing, cooperating with, or participating in any proceeding before the Equal Employment Opportunity Commission, the Department of Labor, the California Department of Fair Employment and Housing, or any other government agency, except that you acknowledge and agree that you are hereby waiving your right to any monetary benefits in connection with any such claim, charge or proceeding.  You hereby represent and warrant that, other than the Excluded Claims, you are not aware of any claims you have or might have against any of the Released Parties that are not included in the Released Claims.

 

(d)                                 ADEA Waiver/Effective Date of the Agreement.  You acknowledge that you are knowingly and voluntarily waiving and releasing any rights you may have under the ADEA (the “ADEA Waiver”), and that the consideration given for the ADEA Waiver in this Section 14(d) is in addition to anything of value to which you are already entitled.  You further acknowledge that you have been advised, as required by the ADEA, that:  (i) the ADEA Waiver does not apply to any rights or claims that may arise after the date that you sign this Agreement; (ii) you should consult with an attorney prior to signing this Agreement (although you may choose voluntarily not to do so); (iii) you have twenty-one (21) days in which to consider this Agreement (although you may choose voluntarily to sign it earlier); (iv) you have seven (7) days following the date you sign this Agreement to revoke the ADEA Waiver (by providing written notice of your revocation to the Company’s Senior Vice President of Human Resources); and (v) this ADEA Waiver will not be effective until the date upon which the revocation period has expired, which will be the eighth day after the date that this Agreement is signed by you provided that you do not revoke it (the “Effective Date”).  Nevertheless, except for the ADEA Waiver in this Section 14(d), your general release of claims in Sections 14(a) and 14(b) herein, is effective immediately, and not revocable.

 

(e)                                  Waiver of Unknown Claims.  In giving the releases set forth in this Agreement, which include claims which may be unknown to you at present, you acknowledge that you have read and understand Section 1542 of the California Civil Code which reads as follows:  “A general release does not extend to claims which the creditor does not know or suspect to exist in his or her favor at the time of executing the release, which if known by him or her must have materially affected his or her settlement with the debtor.”  You hereby expressly waive and relinquish all rights and benefits under that section and any law or legal principle of similar effect in any jurisdiction with respect to the releases granted herein, including but not limited to the release of unknown and unsuspected claims granted in this Agreement.

 

15.                               NO ADMISSIONS.  The parties hereto hereby acknowledge that this is a compromise settlement of various matters, and it shall not be construed to be an admission of any liability or obligation by either party to the other party or to any other person whomsoever.

 

 

16.                               REPRESENTATIONS. You hereby represent that you have been paid all compensation owed for all time worked, you have received all the leave and leave benefits and protections for which you are eligible pursuant to FMLA, CFRA, or any applicable laws or Company policies, and you have not suffered any work-related injury or illness for which you have not already filed a workers’ compensation claim.

 

17.                               SECTION 409A.  It is intended that all of the severance benefits payable under this Agreement and the Severance Plan satisfy, to the greatest extent possible, the exemptions from the application of Section 409A of the Internal Revenue Code, as amended (the “Code”), provided under Treasury Regulations 1.409A-1(b)(4), 1.409A-1(b)(5) and 1.409A-1(b)(9), and this Agreement will be construed to the greatest extent possible as consistent with those provisions.  If not so exempt, this letter (and any definitions hereunder) will be construed in a manner that complies with Section 409A of the Internal Revenue Code, as amended, and the regulations and other guidance thereunder and any state law of similar effect (collectively, “Section 409A”), and incorporates by reference all required definitions and payment terms.  Notwithstanding anything to the contrary set forth herein, any payments and benefits provided under Section 2 and Section 8 of this Agreement that constitute “deferred compensation” within the meaning of Section 409A of the Code and the regulations and other guidance thereunder and any state law of similar effect (collectively, “Section 409A”) shall not commence unless and until you have also incurred a “separation from service” (as such term is defined in Treasury Regulation Section 1.409A-1(h)).    Any payments made in reliance on Treasury Regulation Section 1.409A-1(b)(4) will be made not later than March 15 of the year following the year in which your “separation from service” (as defined under Treasury Regulation Section 1.409A-1(h)) occurred.  For purposes of Section 409A, your right to receive any installment payments under this Agreement (whether severance payments, reimbursements or otherwise) shall be treated as a right to receive a series of separate payments and, accordingly, each installment payment hereunder shall at all times be considered a separate and distinct payment.

 

18.                               ENTIRE AGREEMENT.  This Agreement, including Exhibit A, the Letter Agreement, the Severance Plan, and the Employment Agreement together constitute the complete, final and exclusive embodiment of the entire Agreement between you and the Company with regard to the subject matter hereof.  This Agreement is entered into without reliance on any promise or representation, written or oral, other than those expressly contained herein, and supersedes any such promises or representations.  This Agreement may not be modified except in a writing signed by you and a duly authorized officer of the Company.  Each party has carefully read this Agreement, has been afforded the opportunity to be advised of its meaning and consequences by his or its respective attorneys, and signed the same of his or its free will.

 

19.                               SUCCESSORS AND ASSIGNS.  This Agreement shall bind the heirs, personal representatives, successors, assigns, executors, and administrators of each party, and inures to the benefit of each party, its agents, directors, officers, employees, servants, heirs, successors and assigns.

 

20.                               SEVERABILITY.  If a court, arbitrator, or other authority of competent jurisdiction determines that any term or provision of this Agreement is invalid or unenforceable, in whole or in part, then the remaining terms and provisions hereof shall be unimpaired, and the invalid or unenforceable term or provision shall be replaced with a valid and enforceable term or provision that most accurately represents the parties’ intention with respect to the invalid or unenforceable term or provision.

 

 

21.                               AUTHORITY.  You warrant and represent that there are no liens or claims of lien or assignments in law or equity or otherwise of or against any of the claims or causes of action released herein and that you are duly authorized to give the release granted herein.

 

22.                               COUNTERPARTS.  This Agreement may be executed in counterparts, each of which shall be deemed to be part of one original, and facsimile signatures and signatures transmitted by PDF shall be equivalent to original signatures.

 

23.                               SECTION HEADINGS.  The section and paragraph headings contained in this Agreement are for reference purposes only and shall not affect in any way the meaning or interpretation of this Agreement.

 

If this Agreement is acceptable to you, please sign below and return the fully signed Agreement to me within twenty-one (21) days of your receipt of this Agreement.  If you do not sign and return it to the Company within the aforementioned timeframe, the Company’s offer to enter into this Agreement will expire.

 

Let me know if you have any questions.  We wish you the best in your future endeavors.

 

Sincerely,

 

OPTIMER PHARMACEUTICALS, INC.

 

	
/s/   Linda E. Amper
    	
 
    
	
Linda   E. Amper
    	
 
    
	
Sr.   Vice President, Human Resources
    	
 
    

 

Attachment: Exhibit A — Employee Proprietary Information Agreement

 

I UNDERSTAND THAT THIS AGREEMENT INCLUDES A RELEASE OF ALL KNOWN AND UNKNOWN CLAIMS, EVEN THOSE UNKNOWN CLAIMS THAT IF KNOWN BY ME, WOULD AFFECT MY DECISION TO ACCEPT THIS AGREEMENT.

 

 

	
/s/   Pedro Lichtinger
    	
 
    	
Dated:
    	
March 25,   2013
    
	
PEDRO   LICHTINGER
    	
 
    	
 
    

 

 

EXHIBIT A

 

EMPLOYEE PROPRIETARY INFORMATION AGREEMENT

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