Document:

Gilead Sciences, Inc. Employee Stock Purchase Plan

 Exhibit 10.29 
 GILEAD SCIENCES, INC. 
 EMPLOYEE STOCK PURCHASE PLAN

 Adopted November 15, 1991 
 Amended May 25, 1994 
 Amended and Restated January 22, 1998

 Approved by Stockholders May 27, 1998 
 Amended March 30, 1999 
 Approved by
Stockholders July 29, 1999 
 Amended and Restated July 27, 2005 
 Amended and Restated January 22, 2007 
 Approved by Stockholders May 9, 2007 
 Amended and Restated
November 3, 2009 
 Termination Date: January 22, 2017 
  

	 	 1.
	 PURPOSE. 

 (a)         The purpose of the Employee Stock Purchase Plan (“the Plan”) is to provide a means by which employees of
GILEAD SCIENCES, INC., a Delaware corporation (the “Company”), and its participating Affiliates (as defined in subparagraph 1(c)) may be given an opportunity to purchase
stock of the Company pursuant to a plan that qualifies as an employee stock purchase plan under Section 423 of the Internal Revenue Code of 1986, as amended (the “Code”). 
 (b)         The Plan initially was adopted on November 15, 1991,
and subsequently amended on May 25, 1994. The Plan has been amended and restated on several subsequent occasions, and each offering under the Plan has been subject to the terms and provisions of the Plan in force and effect on the start date of
that offering. Effective November 3, 2009, the Plan was amended and restated in its entirety, and the maximum number of shares of the Company’s common stock reserved for issuance under the Plan, as so amended and restated, will
subsequently be reduced, on a one-for-one basis, by the number of shares of the Company’s common stock issued under the Company’s International Employee Stock Purchase Plan (the “International Plan”). 
 (c)         The term “Affiliate” as used in the Plan means any
parent corporation or subsidiary corporation of the Company, as those terms are defined in Sections 424(e) and (f), respectively, of the Code. 
 (d)         The Company, by means of the Plan, seeks to retain the services of its employees and employees of its Affiliates, to secure and retain the
services of new employees, and to provide incentives for such persons to exert maximum efforts for the success of the Company. 
 (e)         The Company intends that the rights to purchase stock of the Company granted under the Plan be considered options issued under an
“employee stock purchase plan” as that term is defined in Section 423(b) of the Code, although the Company makes no undertaking or representation to maintain such qualification. The provisions of the Plan shall be construed,
administered and enforced in accordance with Section 423(b) of the Code. The Company may also grant rights to purchase stock under the International Plan that are not intended to meet the requirements of Section 423(b) of the Code,
pursuant to rules, procedures or sub-plans adopted by the Company under such plan and designed to achieve tax, securities law or other objectives in one or more jurisdictions outside the United States, provided that (i) eligible employees (as
that term is described in paragraph 5) who reside in the United States and are employed by the Company or an Affiliate located in the United States will not be granted rights to purchase stock under the International Plan and (ii) eligible
employees of Related Entities (as such term is

  

 1 

 
defined in the International Plan), whether or not located in the United States, will not be granted rights to purchase stock under the Plan. Except to the limited extent otherwise provided in
the International Plan, the purchase rights granted under that plan will be subject to the same terms, provisions and restrictions as in effect for the purchase rights granted under the Plan. 
  

	 	 2.
	 ADMINISTRATION. 

 (a)         The Plan shall be administered by the Board of Directors (the “Board”) of the Company unless and until the
Board delegates administration to a Committee, as provided in subparagraph 2(c). Whether or not the Board has delegated administration, the Board shall have the final power to determine all questions of policy and expediency that may arise in the
administration of the Plan. All determinations of the Board or the Committee shall be final, conclusive and binding on all persons and otherwise accorded the maximum deference permitted by law. 
 (b)         The Board shall have the power, subject to, and within the
limitations of, the express provisions of the Plan: 
   (i)         To determine when and how rights to purchase stock of the Company shall be granted and the provisions to be in effect for each offering of such rights (with no need for
the provisions of each offering to be identical). 
   (ii)         To designate from time to time which Affiliates shall be eligible to participate in the Plan. 
   (iii)        To construe and interpret the Plan and rights granted under it, and to establish, amend and revoke rules and
regulations for its administration. The Board, in the exercise of this power, may correct any defect, omission or inconsistency in the Plan, in a manner and to the extent it shall deem necessary or expedient to make the Plan fully effective.

   (iv)        To amend the Plan as provided in paragraph
13. 
   (v)         Generally, to exercise such
powers and to perform such acts as the Board deems necessary or expedient to promote the best interests of the Company. 
 (c)         The Board may delegate administration of the Plan to a committee composed of not fewer than two (2) members of the Board (the
“Committee”). If administration is delegated to a Committee, the Committee shall have, in connection with the administration of the Plan, the powers theretofore possessed by the Board, subject, however, to such resolutions, not
inconsistent with the provisions of the Plan, as may be adopted from time to time by the Board. The Board may abolish the Committee at any time and revest in the Board the administration of the Plan. 
 (d)         The Board (or the Committee, as appropriate) may, from time
to time, employ an entity unrelated to the Company to assist with administration, recordkeeping and other ministerial duties in connection with the Plan (a “Third Party Administrator”). 
  

	 	 3.
	 SHARES SUBJECT TO THE PLAN.

 Subject to the provisions of paragraph 12 relating to adjustments upon
changes in stock, the total number of shares that may be sold pursuant to rights granted under the Plan shall not exceed in the aggregate the thirty-three million two hundred eighty thousand (33,280,000)1 shares of the Company’s $.001 par value common 
  
 1 Share reserve consists of 4,000,000 shares authorized in November 15, 1991, when the Plan was adopted, an additional 8,000,000 shares 
  

 2 

 stock (the “Common Stock”) that the Company’s stockholders have approved for
issuance under the Plan. Shares of Common Stock sold pursuant to rights granted under the Plan shall reduce, on a one-for-one basis, the number of shares remaining available for sale and issuance under the Plan. In addition, any shares of Common
Stock sold pursuant to rights granted under the International Plan shall also reduce, on a one-for-one basis, the number of shares available for sale and issuance under the Plan. If any right granted under the Plan shall for any reason terminate
without having been exercised, the Common Stock not purchased under such right shall again become available for issuance under the Plan, unless otherwise issued under the International Plan. The Common Stock issuable under the Plan may be unissued
shares or reacquired shares, bought on the market or otherwise. 
  

	 	 4.
	 GRANT OF RIGHTS; OFFERING. 

 The Board or the Committee may from time to time grant or provide for the grant of rights to purchase Common Stock under the
Plan to eligible employees (an “Offering”) on a date or dates (the “Offering Date(s)”) selected by the Board or the Committee. Each Offering shall be in such form and shall contain such terms and conditions as the Board or the
Committee shall deem appropriate. The provisions of separate Offerings need not be identical, but each Offering shall include (through incorporation of the provisions of the Plan by reference in the Offering or otherwise) the substance of the
provisions contained in paragraphs 5 through 8, inclusive. 
  

	 	 5.
	 ELIGIBILITY. 

 (a)         Rights may be granted only to employees of the Company or, to employees of any Affiliate designated by the Board or
the Committee as provided in subparagraph 2(b). Except as provided in subparagraph 5(b), an employee of the Company or any designated Affiliate shall not be eligible to be granted rights under the Plan, unless, on the Offering Date, such employee
has been in the employ of the Company or one or more Affiliates for such continuous period preceding the grant date as the Board or the Committee may require, but in no event shall the required period of continuous employment be equal to or greater
than two (2) years. In addition, unless otherwise determined by the Board or the Committee and set forth in the terms of the applicable Offering, no employee of the Company or any designated Affiliate shall be eligible to be granted rights
under the Plan, unless, on the Offering Date, such employee’s customary employment with the Company or such designated Affiliate is at least twenty (20) hours per week and at least five (5) months per calendar year. 
 (b)         The Board or the Committee may provide that, each person
who, during the course of an Offering, first becomes an eligible employee of the Company or of any designated Affiliate will, on a date or dates specified in the Offering which coincides with the day on which such person becomes an eligible employee
or occurs thereafter, receive a right under that Offering, which right shall thereafter be deemed to be a part of that Offering. Such right shall have the same characteristics as any rights originally granted under that Offering, as described
herein, except that: 
 (i)        the date on which such right
is granted shall be the “Offering Date” of such right for all purposes, including determination of the exercise price of such right; 
 (ii)       the Offering Period (as defined in subparagraph 6(a)) for such right shall begin on its Offering Date and end coincident with the end of such Offering;

 (iii)      the Offering Date shall constitute the beginning of a
Purchase Period; and 
  
  
 authorized on May 24, 1994, an additional 8,000,000 authorized on May 27, 1998, an additional 5,280,000 shares authorized on
July 29, 1999, and an additional 8,000,000 shares authorized on May 9, 2007. The share amounts so indicated have been adjusted to reflect the four (4) two-for-one stock splits of the Common Stock effected in February 2001, March
2002, September 2004, and June 2007, respectively. 
  

 3 

 (iv)       the Board or the
Committee may provide that if such person first becomes an eligible employee within a specified period of time before the end of the Offering Period (as defined in subparagraph 6(a)) for such Offering, he or she will not receive any right under that
Offering. 
 (c)       No employee shall be eligible for the grant of
any rights under the Plan if, immediately after any such rights are granted, such employee owns stock possessing five percent (5%) or more of the total combined voting power or value of all classes of stock of the Company or of any Affiliate.
For purposes of this subparagraph 5(c), the rules of Section 424(d) of the Code shall apply in determining the stock ownership of any employee, and stock which such employee may purchase under all outstanding rights and options shall be treated
as stock owned by such employee. 
 (d)       An eligible employee may
be granted rights under the Plan only if such rights, together with any other rights granted to such employee under “employee stock purchase plans” of the Company and any Affiliate, as specified by Section 423(b)(8) of the Code, do
not permit such employee’s rights to purchase Common Stock of the Company or any Affiliate to accrue at a rate which exceeds U.S. twenty-five thousand dollars (U.S. $25,000) of fair market value of such Common Stock (determined at the time such
rights are granted) for each calendar year in which such rights are outstanding at any time. 
 (e)       Officers of the Company and any designated Affiliate shall be eligible to participate in Offerings under the Plan, provided, however, that the Board may provide in an Offering that certain
employees who are highly compensated employees within the meaning of Section 423(b)(4)(D) of the Code shall not be eligible to participate. 
  

	 	 6.
	 RIGHTS; PURCHASE PRICE. 

 (a)       On each Offering Date, each eligible employee, pursuant to an Offering
made under the Plan, shall be granted the right to purchase the number of shares of Common Stock purchasable with up to fifteen percent (15%) (or such lower percentage as the Board determines for a particular Offering) of such employee’s
Earnings (as defined in subparagraph 7(b)) during the period which begins on the Offering Date (or such later date as the Board determines for a particular Offering) and ends on the date stated in the Offering, which date shall be no more than
twenty-seven (27) months after the Offering Date (the “Offering Period”). In connection with each Offering made under the Plan, the Board or the Committee shall specify a maximum number of shares which may be purchased by any employee
and a maximum aggregate number of shares which may be purchased by all eligible employees pursuant to such Offering. Each Offering Period may contain more than one exercise date, as defined in the relevant Offering (the “Exercise Date”),
in which case there will be multiple “Purchase Periods,” the first commencing with the Offering Date and ending with the first Exercise Date of that Offering and subsequent ones commencing with the first day following the immediately
preceding Exercise Date and ending with the next Exercise Date of that Offering. Where an Offering contains more than one Exercise Date, the Board or the Committee may, prior to the start of that Offering, specify a maximum number of shares which
may be purchased by any employee on each such Exercise Date within such Offering and a maximum aggregate number of shares which may be purchased by all eligible employees on such Exercise Date. If the aggregate purchase of shares upon exercise of
rights granted under the Offering would exceed any such maximum aggregate number, the Board or the Committee shall make a pro rata allocation of the shares available in as nearly a uniform manner as shall be equitable and practicable under the
circumstances. 
 (b)       The purchase price of Common Stock
acquired pursuant to rights granted under the Plan shall be equal to eighty-five percent (85%) of the lower of: 
 (i)        the Fair Market Value per share of Common Stock on the start of the Offering Period or, if an employee enters the Offering Period after the start date, then the greater of
(A) the Fair Market Value per share on the start date of the Offering Period or (B) the Fair Market Value per share on his or her entry date into that Offering Period; or 
 (ii)       the Fair Market Value per share of Common Stock on the Exercise Date.

  

 4 

 (c)       As of any date,
“Fair Market Value” is defined as the closing sales price for the Common Stock (or the closing bid, if no sales were reported) on such day as quoted on The Nasdaq Stock Market or as reported by such other source as the Board deems
reliable. If there are no quotations for the relevant day, “Fair Market Value” is defined with reference to the most recent preceding date on which there are quotations. 
  

	 	 7.
	 PARTICIPATION; WITHDRAWAL; TERMINATION. 

 (a)       An eligible employee may become a participant in an Offering by
submitting an enrollment form to the Company or by accessing the Third Party Administrator’s website and electronically enrolling within the Offering on or before his or her applicable Offering Date for that Offering. During such enrollment
process, the employee shall authorize payroll deductions of up to fifteen percent (15%) (or such lower percentage as the Board determines for a particular Offering) of such employee’s Earnings (as defined in subparagraph 7(b)) during the
Offering Period. The payroll deductions made for each participant shall be credited to an account for such participant under the Plan and shall be deposited with the general funds of the Company. A participant may reduce, increase or begin payroll
deductions after the beginning of any Offering Period only as provided for in that Offering. A participant may make additional payments into his or her account only if specifically provided for in the Offering and only if the participant has not had
the maximum amount withheld during the Offering Period. 
 (b)       “Earnings” is defined as an employee’s total compensation, including (i) all salary, wages and other remuneration paid to the employee (including amounts elected to be
deferred or contributed under any cash or deferred arrangement or cafeteria benefit plan maintained by the Company (or any participating Affiliate) pursuant to Sections 401(k) and 125, respectively, of the Code and (ii) overtime pay,
commissions, bonuses, profit sharing and any special payments for extraordinary services. However, “Earnings” shall not include the cost of employee benefits paid by the Company or any Affiliate, education or tuition fee reimbursements,
imputed income arising under any group insurance or other employee benefit program, reimbursement of traveling, business or moving expenses, income realized in connection with stock options or other equity awards, amounts elected to be deferred
under any nonqualified deferred compensation plan established by the Company or any Affiliate and referral pay which is paid in recognition of referring an employee candidate. 
 (c)       At any time during an Offering Period a participant may terminate his or her payroll deductions under the Plan and withdraw from
the Offering by submitting a withdrawal notice to the Company or by accessing the Third Party Administrator’s website and electronically electing to withdraw. Such withdrawal may be elected at any time prior to the end of the Purchase Period.
Upon such withdrawal from the Offering by a participant, the Company shall distribute to such participant all of his or her accumulated payroll deductions (reduced to the extent, if any, such deductions have been used to acquire shares for the
participant) under the Offering, without interest unless the terms of the Offering specifically so provide, and such participant’s interest in that Offering shall be automatically terminated. A participant’s withdrawal from an Offering
will have no effect upon such participant’s eligibility to participate in any other future Offerings under the Plan but such participant will be required to re-enroll in order to participate in subsequent Offerings under the Plan. 

(d)       Rights granted pursuant to any Offering under the Plan shall
terminate immediately upon cessation of any participating employee’s employment with the Company or any participating Affiliate for any reason, and the Company shall distribute to such terminated employee all of his or her accumulated payroll
deductions (reduced to the extent, if any, such deductions have been used to acquire shares for the terminated employee) under the Offering, without interest unless the terms of the Offering specifically so provide. 
 (e)       Should a participating employee cease to remain in active service by
reason of an approved unpaid leave of absence, then such employee shall have the right, exercisable up until the last business day of the Purchase Period in which such leave commences, to (a) withdraw all the payroll deductions collected to
date on his or her behalf for that Purchase Period or (b) have such funds held for the purchase of shares on his or her behalf on the next scheduled Exercise Date. If the participating employee fails to make a timely election, the accumulated
payroll deductions will automatically be applied to the purchase of shares on his or her behalf on the

  

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next scheduled Exercise Date. In no event, however, shall any further payroll deductions be collected on the employee’s behalf during such leave. Upon the participating employee’s
return to active service (i) within three (3) months following the commencement of such leave or (ii) prior to the expiration of any longer period for which such employee had reemployment rights with the Company or any participating
Affiliate provided by either statute or contract, his or her payroll deductions under the Plan shall automatically resume at the rate in effect at the time the leave began, unless the employee withdraws from the Plan prior to his or her return. An
employee who returns to active employment following a leave of absence that exceeds in duration the applicable time period set forth in (i) or (ii) above shall be treated as a new employee for purposes of subsequent participation in the
Plan and must accordingly re-enroll in the Plan in order to participate in subsequent Offerings under the Plan. 
 (f)       A participating employee who transfers employment from the Company or any Affiliate participating in the Plan to an Affiliate or Related Entity participating in the International Plan
shall immediately cease to participate in the Plan. However, his or her accumulated payroll deductions for the Purchase Period in which such transfer occurs shall be transferred to the International Plan, and such individual shall immediately join
the then current Offering under the International Plan upon the same terms and conditions in effect for his or her participation in the Plan, except for such modifications as may be required by applicable local law. A participating employee who
transfers employment from an Affiliate or Related Entity participating in a current Offering under the International Plan to the Company or any other Affiliate participating in the Plan shall remain a participant in the International Plan until the
earlier of (i) the end of the current Offering Period under the International Plan or (ii) the start date of the first Offering under the Plan in which he or she participates following such transfer. 
 (g)       Rights granted under the Plan shall not be transferable by a participant
otherwise than by will or the laws of descent and distribution, or by a beneficiary designation as provided in paragraph 14 and, otherwise during his or her lifetime, shall be exercisable only by the person to whom such rights are granted.

  

	 	 8.
	 EXERCISE. 

 (a)       On each Exercise Date, each participant’s accumulated payroll
deductions (without any increase for interest unless the terms of the Offering specifically so provide) will be applied to the purchase of whole shares of Common Stock, up to the maximum number of shares permitted pursuant to the terms of the Plan
and the applicable Offering, at the purchase price specified in the Offering. No fractional shares shall be issued upon the exercise of rights granted under the Plan. The amount, if any, of accumulated payroll deductions remaining in each
participant’s account after the purchase of shares which is less than the amount required to purchase one share of Common Stock on the final Exercise Date of an Offering shall be held in each such participant’s account for the purchase of
shares under the next Offering under the Plan, unless such participant withdraws from such next Offering, as provided in subparagraph 7(c), or is no longer eligible to be granted rights under the Plan, as provided in paragraph 5, in which case such
amount shall be distributed to the participant as soon as administratively practicable after such final Exercise Date, without interest unless the terms of the Offering specifically so provide. The amount, if any, of accumulated payroll deductions
remaining in any participant’s account after the purchase of shares which is equal to the amount required to purchase one or more whole shares of Common Stock on the final Exercise Date of an Offering shall be distributed in full to the
participant as soon as administratively possible after such Exercise Date, without interest unless the terms of the Offering specifically so provide. 
 (b)       No rights granted under the Plan may be exercised to any extent unless the Plan (including rights granted thereunder) is covered by an effective
registration statement pursuant to the U.S. Securities Act of 1933, as amended. If on an Exercise Date of any Offering hereunder the Plan is not so registered, no rights granted under the Plan or any Offering shall be exercised on such Exercise
Date, and all payroll deductions accumulated during the Purchase Period ending on such Exercise Date (reduced to the extent, if any, such deductions have been used to acquire shares) shall be distributed to the participants, without interest, unless
the terms of the Offering specifically so provide. 
  

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	 	 9.
	 COVENANTS OF THE COMPANY. 

 (a)       While rights granted under the Plan remain outstanding, the Company shall keep available at all times the number of shares of Common Stock required to
satisfy such rights. 
 (b)       The Company shall seek to obtain
from each regulatory commission or agency having jurisdiction over the Plan such authority as may be required to issue and sell shares of Common Stock upon exercise of the rights granted under the Plan. If, after reasonable efforts, the Company is
unable to obtain from any such regulatory commission or agency the authority which counsel for the Company deems necessary for the lawful issuance and sale of shares under the Plan, the Company shall be relieved from any liability for failure to
issue and sell shares upon exercise of such rights unless and until such authority is obtained. 
  

	 	 10.
	 ACCUMULATED PAYROLL DEDUCTIONS. 

 A participant’s accumulated payroll deductions are part of the general funds of the Company and do not earn interest,
unless the terms of the Offering specifically so provide. 
  

	 	 11.
	 RIGHTS AS A STOCKHOLDER. 

 A participant shall not be deemed to be the holder of, or to have any of the rights of a holder with respect to, any shares
subject to rights granted under the Plan unless and until certificates representing such shares shall have been issued. 
  

	 	 12.
	 ADJUSTMENTS UPON CHANGES IN STOCK. 

(a)       If any change is made in the securities subject to the Plan, or
subject to any rights granted under the Plan (through merger, consolidation, reorganization, recapitalization, stock dividend, dividend in property other than cash, stock split, liquidating dividend, combination of shares, exchange of shares, change
in corporate structure or otherwise), the Plan and the outstanding rights thereunder will be appropriately adjusted as to the class(es) and maximum number of securities subject to the Plan and the class(es) and number of securities and price per
share subject to each outstanding purchase right. 
 (b)       In the
event of: (1) a dissolution or liquidation of the Company; (2) a merger or consolidation in which the Company is not the surviving corporation; (3) a reverse merger in which the Company is the surviving corporation but in which the
shares of Common Stock outstanding immediately preceding the merger are converted by virtue of the merger into other property, whether in the form of securities, cash or otherwise; or (4) any other capital reorganization in which more than
fifty percent (50%) of the shares of the Company entitled to vote are exchanged, then, as determined by the Board in its sole discretion (i) any surviving corporation may assume outstanding rights or substitute similar rights for those
under the Plan, (ii) such rights may continue in full force and effect, or (iii) the accumulated payroll deductions may be used to purchase shares of Common Stock immediately prior to the transaction described above and the rights of
participants under the ongoing Offering shall be terminated. 
  

	 	 13.
	 AMENDMENT OF THE PLAN. 

 (a)       The Board at any time, and from time to time, may amend the Plan.
However, except as provided in paragraph 12 relating to adjustments upon certain changes to the Common Stock, no amendment shall be effective unless approved by the stockholders of the Company within twelve (12) months before or after the
adoption of the amendment, where the amendment will: 
 (i)        Increase the total number of shares reserved for issuance and sale in the aggregate under the Plan and the International Plan; 
  

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 (ii)       Modify the provisions
as to eligibility for participation in the Plan (to the extent such modification requires stockholder approval in order for the Plan to maintain employee stock purchase plan treatment under Section 423 of the Code); or 
 (iii)      Modify the Plan in any other way if such modification requires stockholder
approval in order for the Plan to maintain employee stock purchase plan treatment under Section 423 of the Code or to comply with any applicable Nasdaq or securities exchange listing requirements. 
 The Board may, in its sole discretion, submit any other amendment to the Plan for stockholder approval. It is expressly
contemplated that the Board may amend the Plan in any respect the Board deems necessary or advisable to provide eligible employees with the maximum benefits provided or to be provided under the provisions of the Code and the regulations promulgated
thereunder relating to employee stock purchase plans and/or to bring the Plan and/or rights granted under it into compliance therewith. 
 (b)       Rights and obligations under any rights granted before amendment of the Plan shall not be altered or impaired by any amendment of the Plan, except with
the consent of the person to whom such rights were granted or except as necessary to comply with applicable laws or governmental regulations or to ensure that the Plan and/or rights granted thereunder comply with the requirements of Section 423
of the Code. 
  

	 	 14.
	 DESIGNATION OF BENEFICIARY. 

 (a)       A participant may file a written designation of a beneficiary who is to
receive any shares and cash, if any, from the participant’s account under the Plan in the event of such participant’s death subsequent to the end of an Offering but prior to delivery to the participant of such shares and cash. In addition,
a participant may file a written designation of a beneficiary who is to receive any cash from the participant’s account under the Plan in the event of such participant’s death during an Offering. 
 (b)       The participant may change such designation of beneficiary at any time
by written notice. In the event of the death of a participant in the absence of a beneficiary validly designated under the Plan who is living at the time of such participant’s death, the Company shall deliver such shares and/or cash to the
executor or administrator of the estate of the participant, or if no such executor or administrator has been appointed (to the knowledge of the Company), the Company, in its sole discretion, may deliver such shares and/or cash to the spouse or to
any one or more dependents or relatives of the participant, or if no spouse, dependent or relative is known to the Company, then to such other person as the Company may designate or determine to be the appropriate recipients of the shares and/or
cash under applicable law. 
  

	 	 15.
	 TERMINATION OR SUSPENSION OF THE
PLAN. 

 (a)       The Board may suspend or terminate the Plan at any time. Unless sooner terminated, the Plan shall terminate ten (10) years from the date the Plan was adopted by the Board or approved
by the stockholders of the Company, whichever was earlier. No rights may be granted under the Plan while the Plan is suspended or after it is terminated. 
 (b)       Rights and obligations under any rights granted while the Plan is in effect shall not be impaired by suspension or termination of the Plan, except as
expressly provided in the Plan or with the consent of the person to whom such rights were granted, or except as necessary to comply with applicable laws or governmental regulation or to ensure that the Plan and/or rights granted thereunder comply
with the requirements of Section 423 of the Code. 
  

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	 	 16.
	 SEVERABILITY. 

 If any particular provision of the Plan is found to be invalid or unenforceable, such provision shall not affect the other provisions of the Plan, but the Plan shall be construed in all respects as if
such invalid provision had been omitted. 
  

	 	 17.
	 GOVERNING LAW. 

 Except to the extent that provisions of the Plan are governed by applicable provisions of the Code or any other substantive
provision of U.S. federal law, the Plan shall be construed in accordance with, and shall be governed by, the substantive laws of the State of Delaware without resort to Delaware’s conflict-of-laws rules. 
  

	 	 18.
	 EFFECTIVE DATE OF PLAN. 

 The Plan shall become effective as determined by the Board, but no rights granted under the Plan shall be exercised unless
and until the stockholders of the Company have approved the Plan. 
  

 9Gilead Sciences, Inc. Severance Plan

 Exhibit 10.35 
  
 GILEAD SCIENCES, INC. 
 SEVERANCE PLAN 
 Adopted on March 23, 2004, 
 to be effective January 29, 2003 
 Amended and Restated on May 9, 2006, 
 to be effective January 1, 2005 
 Amended and Restated on
May 8, 2007 
 to be effective May 8, 2007 
 Amended on February 8, 2008 
 to be effective
January 1, 2008 
 Amended on May 7, 2008 
 to be effective May 7, 2008 
 Amended on
December 15, 2008 
 to be effective January 1, 2009 
 Amended on December 14, 2009 
 to be effective
January 1, 2010 
  
 Amended on January 28,
2010 
 to be effective January 28, 2010 

 TABLE OF CONTENTS 
  

					
	 I.
	  	 INTRODUCTION
	  	1
			
	 II.
	  	 COMMENCEMENT OF PARTICIPATION
	  	2
			
	 III.
	  	 TERMINATION OF PARTICIPATION
	  	2
			
	 IV.
	  	 SEVERANCE PAY BENEFIT
	  	2
			
	 V.
	  	 TIME AND FORM OF SEVERANCE PAY BENEFIT
	  	6
			
	 VI.
	  	 DEATH OF A PARTICIPANT
	  	8
			
	 VII.
	  	 AMENDMENT AND TERMINATION
	  	8
			
	 VIII.
	  	 NON-ALIENATION OF BENEFITS
	  	10
			
	 IX.
	  	 SUCCESSORS AND ASSIGNS
	  	10
			
	 X.
	  	 LEGAL CONSTRUCTION
	  	10
			
	 XI.
	  	 ADMINISTRATION AND OPERATION OF THE PLAN
	  	10
			
	 XII.
	  	 CLAIMS, INQUIRIES AND APPEALS
	  	11
			
	 XIII.
	  	 BASIS OF PAYMENTS TO AND FROM PLAN
	  	13
			
	 XIV.
	  	 OTHER PLAN INFORMATION
	  	13
			
	 XV.
	  	 STATEMENT OF ERISA RIGHTS
	  	14
			
	 XVI.
	  	 AVAILABILITY OF PLAN DOCUMENTS FOR EXAMINATION
	  	15
			
	 XVII.
	  	 DEFINITIONS
	  	15
			
	 XVIII.
	  	 EXECUTION
	  	20
		
	 APPENDIX A Chief Executive Officer Severance Benefits
	  	21
		
	 APPENDIX B Executive Vice President and Senior Vice President Severance Benefits
	  	26
		
	 APPENDIX C Vice President and Senior Advisor Severance Benefits
	  	31
		
	 APPENDIX D Severance Benefits for Eligible Employees other than Chief Executive Officer, Executive Vice President, Senior Vice President, Vice
President and Senior Advisor
	  	37

  

 i 

 GILEAD SCIENCES, INC. 
 SEVERANCE PLAN 
 AND 
 SUMMARY PLAN DESCRIPTION 
 (As Amended and Restated Effective January 28, 2010) 
  

	 I.
	 INTRODUCTION 

 The Gilead Sciences, Inc. Severance Plan (the “Plan”) was originally adopted by the Company effective January 29, 2003, and was subsequently amended and restated effective January 1, 2005, on May 9, 2006. The Plan
was further amended and restated on May 8, 2007 and subsequently amended in February and May 2008 in order to effect the following: (i) bring the Plan into documentary compliance with Section 409A of the Code and the final Treasury
Regulations thereunder and (ii) incorporate certain transitional relief in accordance with (A) Treasury Notice 2005-1, Q&A-19, as modified by the preamble to the proposed and the final regulations pursuant to Section 409A of the
Code, published in the Federal Register on October 4, 2005 and April 17, 2007, respectively, and (B) Treasury Notice 2007-86. This Plan and Summary Plan Description as so amended and restated effects such full documentary compliance
under Section 409A of the Code and the applicable Treasury Regulations, effective January 1, 2009, and replaces all severance or similar plans or programs of the Company previously in effect. The Company has no severance or similar plan or
program other than this Plan.1 
 The May 7, 2008 restatement of the Plan also revised the bonus component of the Severance Pay Benefit formulas in Appendix A, Appendix
B and Appendix C to comply with Revenue Ruling 2008-13. Such amendment was effective as of May 7, 2008. 
 The Plan was
further amended on December 15, 2008 to provide, effective as of January 1, 2009, that (i) the cash severance benefits to which individuals covered by Appendix D may become entitled under the Plan shall be paid in a lump sum and
(ii) the COBRA coverage costs that Participants may incur for the applicable period specified in Appendix A, B, C or D following their termination of employment shall be paid in the form of a lump sum prepayment, subject to the Company’s
collection of the applicable withholding taxes. 
 The Plan was amended on December 14, 2009 to provide, effective as of
January 1, 2010, that the bonus component of the severance benefit formula in effect under Appendix A and Appendix B of the Plan for the covered Participants thereunder whose qualifying termination occurs in a non-change in control situation
will no longer calculated by applying the specified multiple in such situation to a pro-rated portion of their average actual bonus for the three-year or shorter period preceding the fiscal year of their termination but will instead be calculated by
applying that multiple to one hundred percent of such average actual annual bonus. 
  
  
 1    The Triangle
Pharmaceuticals, Inc. Severance Plan remained in effect until January 23, 2004 and provided benefits to employees of Triangle who were involuntarily terminated. 
  

 1 

 The Plan was further amended on January 28, 2010 to limit the class of participants
eligible to qualify for the potential tax gross-up payment under Appendicies A through C to the Plan that is designed to cover any excise tax liability they might incur under Section 4999 of the Code in connection with the severance benefits
provided to them under the Plan and to implement a greatest after-tax benefit limitation for participants whose benefits under the Plan may constitute parachute payments under Section 280G of the Code but who are not otherwise eligible for any
tax gross-up payment under the Plan that would cover any resulting tax liability to which they might otherwise become subject under Section 4999 of the Code. 
 The purpose of the Plan is to provide a Severance Pay Benefit to certain Eligible Employees whose employment with the Company terminates under certain prescribed circumstances. The Company is the Plan
Administrator for purposes of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”). The Plan is intended to comply with the requirements of Section 409A of the Code. 
 Capitalized terms used in this Plan shall have the meaning set forth in Section XVII. 
  

	 II.
	 COMMENCEMENT OF PARTICIPATION 

 An Eligible Employee shall commence participation in the Plan upon the later of (i) January 29, 2003 or (ii) his or her date of hire. 
  

	 III.
	 TERMINATION OF PARTICIPATION 

 A Participant’s participation in the Plan shall terminate upon the occurrence of the earliest of the following: 
  

	 (a)
	 The Participant’s employment terminates without meeting the requirements of Section IV(a)(i)(1). 

  

	 (b)
	 The Participant’s employment terminates with a provision of Section IV(a)(ii) being applicable. 

  

	 (c)
	 The Participant fails to meet the requirements of Section IV(a)(i)(2). 

  

	 (d)
	 The Participant has received a complete distribution of his or her Severance Pay Benefit. 

  

	 (e)
	 The Participant ceases to be an Eligible Employee (other than by reason of termination of his or her employment with the Company).

  

	 (f)
	 The Plan terminates. 

  

	 IV.
	 SEVERANCE PAY BENEFIT 

  

	 (a)
	 Eligibility for Severance Pay Benefit. 

  

 2 

	 	 (i)
	 Subject to Section IV(a)(ii), a Participant shall be eligible for a Severance Pay Benefit only if the Participant meets the requirements of Section
IV(a)(i)(1) and Section IV(a)(i)(2). 

  

	 	 (1)
	 The Participant incurs a Separation from Service as a result of an involuntary termination of his or her Employee status by the Company because of a
Company-wide or departmental reorganization or a significant restructuring of the Participant’s job duties; provided, however, that a Participant’s Employee status shall also be deemed to have been involuntarily terminated by the Company
if he or she resigns because of (A) a transfer to a new work location that is more than 50 miles from his or her previous work location, and (B) in the case of a Participant whose Severance Pay Benefit is determined with reference to
Appendix A, B or C, a Constructive Termination (as defined in Section 11(d) of the 2004 Equity Incentive Plan) in conjunction with a Change in Control and within the time specified in Appendix A, B or C, as applicable.

  

	 	 (2)
	 The Participant executes and delivers to the Company the Release within the time frame prescribed by the Company therein, but in no event later than
the forty-fifth (45th) day following his or her Separation from Service, and the period (if any such period is prescribed by the Company in the Release) for revoking the execution of the Release under the Older Workers’ Benefit Protection
Act, 29 U.S.C. § 626(f), expires without the Participant’s revocation of such Release. 

 Under no circumstances shall a Participant be eligible for a Severance Pay Benefit under the Plan if he or she terminates Employee status for the purpose of accepting employment with the entity that effectuates a Change in Control, its
subsidiaries or affiliates. 
  

	 	 (ii)
	 Notwithstanding Section IV(a)(i), a Participant shall be disqualified from receiving a Severance Pay Benefit upon the occurrence of any of the
following: 

  

	 	 (1)
	 The Participant voluntarily terminates Employee status for any reason prior to the termination date set by the Company;

  

	 	 (2)
	 The Participant’s Employee status is terminated by death or for cause (including, without limitation, gross misconduct or dereliction of duty)
or for failure to meet performance goals or objectives as determined by the Company; 

  

	 	 (3)
	 If the Participant is receiving short-term sick leave benefits on the date his or her Employee status terminates, the Participant fails to execute
and deliver to the Company, within thirty (30) days after his or her Separation from Service, a written waiver of any short-term sick leave benefits that might otherwise be payable after such termination of Employee status;

  

 3 

	 	 (4)
	 The Participant terminates Employee status in order to accept employment with an organization that is wholly or partly owned (directly or
indirectly) by the Company or an Affiliate; 

  

	 	 (5)
	 The Participant accepts any job with a Buyer or Outsourcing Supplier; 

  

	 	 (6)
	 The Participant is offered full-time employment with a Buyer or Outsourcing Supplier at a new work location 50 miles or less from his or her
previous work location with the Company and taking such position would not result in a reduction in his or her Regular Earnings; 

  

	 	 (7)
	 Except in the case of a Severance Pay Benefit payable on account of a Change in Control of the Company, the Participant received a severance benefit
in connection with an acquisition effected by the Company within 24 months prior to his or her Separation from Service; or 

  

	 	 (8)
	 Except for a Severance Pay Benefit payable on account of a Change in Control of the Company, the Participant has not completed six months of
Continuous Service as of the date of his or her termination of Employee status; provided, however, that, effective May 8, 2007, such service requirement shall not be applicable to Employees who are Vice Presidents or in Grades 21 through 34.

 The business decisions that may result in a Participant qualifying for a Severance Pay
Benefit are decisions to be made by the Company in its sole discretion. In making these decisions, similarly situated organizations, locations, functions, classifications, and/or Participants need not be treated in the same manner. Each Participant
remains an employee at will, and the date selected by the Company to terminate the Participant’s Employee status is within its sole discretion. 
  

	 (b)
	 Amount of Severance Pay Benefit. 

  

	 	 (i)
	 Subject to Section IV(b)(ii), the Severance Pay Benefit payable to a Participant shall be as set forth in the applicable Appendix:

  

	 	 (1)
	 Appendix A – Chief Executive Officer. 

  

	 	 (2)
	 Appendix B – Executive Vice Presidents and Senior Vice Presidents. 

  

	 	 (3)
	 Appendix C – Vice Presidents and Senior Advisors. 

  

	 	 (4)
	 Appendix D – All Eligible Employees not covered by Appendix A, B, or C. 

 Senior Advisors covered under Appendix C shall only be eligible for a Severance Pay Benefit in connection with a Change in
Control. 
  

 4 

	 	 (ii)
	 Notwithstanding Section IV(b)(i), the total Severance Pay Benefit otherwise payable to a Participant under the Plan shall be subject to reduction
(but not below zero) as follows: 

  

	 	 (1)
	 If a Participant is reemployed by the Company or an Affiliate within the number of weeks after his or her Separation from Service that is equal to
the number of weeks taken into consideration in calculating the Regular Earnings component of his or her Severance Pay Benefit, the total Severance Pay Benefit payable to such Participant shall be reduced to the dollar amount that the
Participant’s Regular Earnings would have been for the period from the date of termination to the date of reemployment. In all cases, the reduced benefit will be based on the Participant’s Regular Earnings used to calculate such
Participant’s Severance Pay Benefit under the Plan. A Participant will be considered “reemployed” under the Plan for purposes of the foregoing repayment provision if he or she is rehired as an Employee or if he or she is retained at a
Company facility as or through a contractor for more than a full-time equivalent of more than 45 work days. 

  

	 	 (2)
	 If a Participant is employed by a Buyer or Outsourcing Vendor within the number of weeks after his or her Separation from Service that is equal to
the number of weeks taken into consideration in calculating the Regular Earnings component of his or her Severance Pay Benefit, the total Severance Pay Benefit payable to such Participant shall be reduced to the dollar amount that the
Participant’s Regular Earnings would have been for the period from the date of termination to the date of employment with the Buyer or Outsourcing Vendor. 

 Section IV(b)(ii)(2) may be waived in writing by the Company in its sole discretion. 
  

	 	 (3)
	 The Severance Pay Benefit shall be reduced by severance pay or other similar benefits payable under any other plan or policy of the Company or an
Affiliate or government required payment (other than unemployment compensation under United States law), including, but not limited to, any benefit enhancement program adopted as part of a pension plan, but only to the extent the time and form of
such alternative payments do not otherwise result in an impermissible acceleration or deferral under Code Section 409A of the Severance Pay Benefit payable under this Plan. 

  

	 	 (4)
	 The Severance Pay Benefit shall be reduced by any amounts payable pursuant to the Worker Adjustment and Retraining Notification Act
(“WARN”) or any other similar federal, state or local statute. 

  

 5 

	 	 (5)
	 The Severance Pay Benefit shall be reduced by the amount of any indebtedness owed to the Company, but only to the extent such offset would not
otherwise contravene any applicable limitations of Code Section 409A. 

  

	 	 (c)
	 Repayment of the Severance Pay Benefit. 

 If the Participant has received payment under the Plan in excess of the Severance Pay Benefit, as reduced in accordance with Section IV(b)(ii), the Participant must agree as a
condition of reemployment that such excess will be repaid to the Company within sixty (60) days after the date his or her reemployment commences. 
  

	 V.
	 TIME AND FORM OF SEVERANCE PAY BENEFIT 

  

	 (a)
	 The Severance Pay Benefit (other than the Lump Sum Health Care Payment) for each Participant, other than a Participant whose Severance Pay Benefit
is determined pursuant to Appendix D, shall be paid in equal periodic installments over the total number of weeks taken into account in calculating the Regular Earnings component of the Severance Pay Benefit to which such Participant is entitled.
Except as set forth below, such installments shall be payable over the applicable period on the regularly scheduled pay dates in effect for the Company’s salaried employees, beginning with the first such pay date within the sixty (60)-day
period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section IV(a)(i)(2) is effective following the expiration of the applicable maximum review and
revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) has been delivered on a timely basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or
beginning on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall the first such installment be paid later than the last day of such sixty (60)-day period, provided such Release and waiver have
each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such Release has not been revoked. 

  

	 (b)
	 For purposes of Section 409A of the Code, the Severance Pay Benefit payable pursuant to Section V(a) above shall be deemed to be a series of
separate payments, with each installment of the Severance Pay Benefit to be treated as a separate payment. 

  

	 (c)
	 The Severance Pay Benefit for each Participant whose Severance Pay Benefit is determined pursuant to Appendix D shall be paid in a lump sum on the
first regularly scheduled pay date for the Participant’s former job and location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the
Participant in accordance with Section IV(a)(i)(2) is effective following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) has been delivered
on a timely basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall

  

 6 

	 	 
such lump sum payment be made later than the last day of such sixty (60)-day period provided such Release and waiver have each been delivered to the Company within the required time period
following the Participant’s Separation from Service, as set forth in Section IV, and such Release has not been revoked. 

  

	 (d)
	 Notwithstanding any provision to the contrary in this Section V or any other Section of the Plan, other than Section V(e) and (f) below, no
Severance Pay Benefit (or component thereof) that is deemed to constitute “nonqualified deferred compensation” within the meaning of and subject to Section 409A of the Code shall commence with respect to a Participant until the
earlier of (i) the first day of the seventh (7th) month following the date of such Participant’s Separation from Service or (ii) the date of his or her death, if the Participant is deemed at the time of such Separation from
Service to be a Specified Employee and such delayed commencement is otherwise required in order to avoid a prohibited distribution under Code Section 409A(a)(2). Upon the expiration of the applicable deferral period, all payments
deferred pursuant to this Section V(d), whether they were otherwise payable in installments or a lump sum, shall be paid in a lump sum to the Participant, and any remaining Severance Pay Benefit shall be paid in accordance with the schedule
described in Section V(a) above or in a lump sum to the extent such Severance Pay Benefit is to be paid pursuant to Section V(c) above. Notwithstanding Section V(d), should a Participant who is a Specified Employee at the time of his or her
Separation from Service become entitled to a General Severance Pay Benefit prior to the occurrence of a Change in Control, then the portion of that Severance Pay Benefit that does not exceed the dollar limit described below and is otherwise
scheduled to be paid no later than the last day of the second calendar year following the calendar year in which his or her Separation from Service occurs will not be subject to any deferred commencement date under Section V(d) and shall be paid to
such Participant as it becomes due under Section V(a), provided and only if such portion qualifies as an involuntary separation pay plan in accordance with the requirements set forth in Section 1.409A-1(b)(9)(iii) of the Treasury
Regulations. For purposes of this Section V(e), the applicable dollar limitation will be equal to two (2) times the lesser of (A) the Participant’s annualized compensation (based on his or her annual rate of pay for the taxable year
preceding the taxable year of his or her Separation from Service, adjusted to reflect any increase during that taxable year which was expected to continue indefinitely had such Separation from Service not occurred) or (B) the compensation limit
under Section 401(a)(17) of the Code as in effect in the year of the Separation from Service. To the extent the portion of the Severance Pay Benefit to which such Participant would otherwise be entitled under Section V(a) during the deferral
period under Section V(d) exceeds the foregoing dollar limitation, such excess shall be paid in a lump sum upon the expiration of that deferral period, in accordance with the payment delay provisions of Section V(d), and the remainder of the
Severance Pay Benefit (if any) shall be paid in accordance with the schedule described in Section V(a). In no event, however, shall this Section V(e) be applicable to any Severance Pay Benefit (or any portion thereof) which does not qualify as an
involuntary separation pay plan under Section 1.409A-(b)(9)(iii) of the Treasury Regulations. 

  

	 (e)
	 Section V(d) shall not apply to the lump sum prepayment of COBRA Coverage Costs under Appendix A through D to the extent the dollar amount of that
prepayment does not

  

 7 

	 	 
exceed the applicable dollar amount in effect under Section 402(g)(1)(B) of the Code for the calendar year in which the Participant’s Separation form Service occurs.

  

	 (f)
	 Notwithstanding any other provision of the Plan to the contrary, no distribution shall be made from the Plan that would constitute an impermissible
acceleration of payment as defined in Section 409A(3) of the Code and the Treasury Regulations thereunder. 

  

	 (g)
	 No interest shall be paid on a Severance Pay Benefit required to be deferred in accordance with the foregoing. 

  

	 VI.
	 DEATH OF A PARTICIPANT 

 If a Participant dies after qualifying for a Severance Pay Benefit but before such benefit is completely paid, the balance of the Severance Pay Benefit shall be paid in a lump sum to the
Participant’s Beneficiary not later than the later of (i) December 31 of the year in which the Participant’s death occurred or (ii) the fifteenth (15th) day of the third (3rd) calendar month following the date of
the Participant’s death. 
  

	 VII.
	 AMENDMENT AND TERMINATION 

  

	 (a)
	 General Rule. 

 Although the Company expects to continue the Plan indefinitely, inasmuch as future conditions cannot be foreseen, (subject to Sections VII(b) and (c)) the Company reserves the right to amend or terminate
the Plan at any time by action of its Board of Directors or by action of a committee or individual(s) acting pursuant to a valid delegation of authority of the Board of Directors. However, no amendment or termination shall adversely affect the right
of a Participant who incurs a Separation from Service prior to the date of such amendment or termination to: 
  

	 	 (i)
	 receive the unpaid balance of any Severance Pay Benefit that has become payable in accordance with the foregoing provisions of the Plan, with such
balance to be paid in accordance with the provisions of the Plan in effect immediately prior to such amendment or termination; or 

  

	 	 (ii)
	 qualify for a Severance Pay Benefit upon the timely execution and delivery of the requisite Release after the date of such amendment or termination.

  

	 (b)
	 Restrictions on Amendments. 

 Notwithstanding Section VII(a) of the Plan, and except to the extent required to comply with applicable law, no termination of the Plan and no amendment described below shall be effective if adopted
within six months before or at any time after the public announcement of an event or proposed transaction which would constitute a Change in Control (as such term is defined prior to such amendment); provided, however, that such an amendment or
termination of the Plan may be effected, even if adopted after such a public announcement, if (a) the amendment or termination is adopted after any plans have been abandoned to cause the event or effect the transaction which, if effected, would
have

  

 8 

 
constituted the Change in Control, and the event which would have constituted the Change in Control has not occurred, and (b) within a period of six months after such adoption, no other
event constituting a Change in Control has occurred, and no public announcement of a proposed transaction which would constitute a Change in Control has been made, unless thereafter any plans to effect the Change in Control have been abandoned and
the event which would have constituted the Change in Control has not occurred. 
 The amendments prohibited by
this Section VII(b) include any amendment which is executed (or would otherwise become effective) at the request of a third party who effectuates a Change in Control or any amendment which, if adopted and given effect would: 
  

	 	 (i)
	 Deprive any individual who is an Eligible Employee as of the Change in Control of coverage under the Plan as in effect at the time of such
amendment; 

  

	 	 (ii)
	 Limit eligibility for or reduce the amount of any Severance Pay Benefit; or 

  

	 	 (iii)
	 Amend Section VII, IX, or the definitions of the terms “Change in Control” or “Successors and Assigns” in Section XVII of the
Plan. 

 No person shall take any action that would directly or indirectly have the same
effect as any of the prohibited amendments or termination described in this Section VII(b). 
  

	 (c)
	 No Change in Payment Schedule. 

 Under no circumstances shall any amendment or termination of the Plan affect or modify the payment schedule in effect for a Participant’s Severance Pay Benefit in a manner which would otherwise
result in an impermissible acceleration or deferral of that payment schedule under Code Section 409A. 
  

	 (d)
	 Amendments to Comply with Section 409A of the Code. 

 Notwithstanding any provision of Section VII to the contrary, the Company reserves the right, to the extent the Company deems necessary or advisable in its sole discretion, to
unilaterally amend or modify this Plan as may be necessary to ensure the Severance Pay Benefits provided under this Plan are made in a manner that qualifies for exemption from, or otherwise complies with, Section 409A of the Code; provided,
however, that the Company makes no representation that the Severance Pay Benefit provided under this Plan will be exempt from or comply with Section 409A of the Code and makes no undertaking to preclude Section 409A of the Code from
applying to the Severance Pay Benefits provided under this Plan. 
  

 9 

 To the extent there is any ambiguity as to whether any provision of this
Plan would otherwise contravene one or more requirements or limitations of Code Section 409A applicable to the Plan, such provision shall be interpreted and applied in a manner that does not result in a violation of the applicable requirements
or limitations of Code Section 409A and the Treasury Regulations thereunder. 
  

	 VIII.
	 NON-ALIENATION OF BENEFITS 

 To the full extent permitted by law and except as expressly provided in the Plan, no Severance Pay Benefit shall be subject to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance, or
charge, and any attempt to do so shall be void. 
  

	 IX.
	 SUCCESSORS AND ASSIGNS 

 The Plan shall be binding upon the Company, its Successors and Assigns. Notwithstanding that the Plan may be binding upon such Successors and Assigns by operation of law, the Company shall require any
Successor or Assign to expressly assume and agree to be bound by the Plan in the same manner and to the same extent that the Company would be if no succession or assignment had taken place. 
  

	 X.
	 LEGAL CONSTRUCTION 

 This Plan is governed by and shall be construed in accordance with the Code and ERISA and, to the extent not preempted by ERISA, with the laws of the State of California. 
  

	 XI.
	 ADMINISTRATION AND OPERATION OF THE PLAN 

  

	 (a)
	 Plan Sponsor and Plan Administrator. 

 The Company is the “Plan Sponsor” and the “Plan Administrator” of the Plan as such terms are used in ERISA. 
  

	 (b)
	 Administrative Power and Responsibility. 

 The Company in its capacity as Plan Administrator of the Plan is the named fiduciary that has the authority to control and manage the operation and administration of the Plan. The
Company shall make such rules, regulations, interpretations, and computations and shall take such other action to administer the Plan as it may deem appropriate. The Company shall have the sole discretion to interpret the provisions of the Plan and
to determine eligibility for benefits pursuant to the objective criteria set forth in the Plan. In administering the Plan, the Company shall at all times discharge its duties with respect to the Plan in accordance with the standards set forth in
section 404(a)(l) of ERISA. The Company may engage the services of such persons or organizations to render advice or perform services with respect to its responsibilities under the Plan as it shall determine to be necessary or appropriate. Such
persons or organizations may include (without limitation) actuaries, attorneys, accountants and consultants. 
  

 10 

	 (c)
	 Review Panel. 

 Upon receipt of a request for review, the Company shall appoint a Review Panel that shall consist of three or more individuals. The Review Panel shall be the named fiduciary that shall have authority to
act with respect to appeals from denial of benefits under the Plan. 
  

	 (d)
	 Service in More Than One Fiduciary Capacity. 

 Any person or group of persons may serve in more than one fiduciary capacity with respect to the Plan. 
  

	 (e)
	 Performance of Responsibilities. 

 The responsibilities of the Company under the Plan shall be carried out on its behalf by its officers, employees, and agents. The Company may delegate any of its fiduciary responsibilities under the Plan
to another person or persons pursuant to a written instrument that specifies the fiduciary responsibilities so delegated to each such person. 
  

	 (f)
	 Employee Communications and Other Plan Activities. 

 In communications with its employees and in any other activities relating to the Plan, the Company shall comply with the rules, regulations, interpretations, computations, and
instructions that were issued to administer the Plan. With respect to matters relating to the Plan, directors, officers, and employees of the Company shall act on behalf or in the name of the Company in their capacity as directors, officers, and
employees and not as individual fiduciaries. 
  

	 XII.
	 CLAIMS, INQUIRIES AND APPEALS 

  

	 (a)
	 Claims for Benefits and Inquiries. 

 All claims for benefits and all inquiries concerning the Plan or present or future rights to benefits under the Plan, shall be submitted to the Plan Administrator in writing and addressed as follows:
“Gilead Sciences, Inc., Plan Administrator under the Gilead Sciences, Inc. Severance Plan, 333 Lakeside Drive, Foster City, CA 94404” or such other location as communicated to the Participant. A claim for benefits shall be signed by the
Participant, or if a Participant is deceased, by such Participant’s spouse or registered domestic partner, designated beneficiary or estate, as the case may be. 
  

	 (b)
	 Denials of Claims. 

 In the event that any claim for benefits is denied, in whole or in part, the Plan Administrator shall notify the claimant in writing of such denial and of the right to a review thereof. Such written
notice shall set forth in a manner calculated to be understood by the claimant, specific reasons for such denial, specific references to the Plan provision on which such denial is based, a description of any information or material necessary to
perfect the claim, an explanation of why such material is necessary, an

  

 11 

 
explanation of the Plan’s review procedure which includes information on how to appeal the denial and a statement regarding the claimant’s right to bring a civil action under ERISA
section 502(a) following an adverse benefit determination on review. Such written notice shall be given to the claimant within 90 days after the Plan Administrator receives the claim, unless special circumstances require an extension of time of up
to an additional 90 days for processing the claim. If such an extension of time for processing is required, written notice of the extension shall be furnished to the claimant prior to the termination of the initial 90-day period. This notice of
extension shall indicate the special circumstances requiring the extension of time and the date by which the Plan Administrator expects to render its decision on the claim for benefits. The claimant shall be permitted to appeal such denial in
accordance with the Review Procedure set forth below. 
  

	 (c)
	 Review Panel. 

 The Plan Administrator shall appoint a “Review Panel,” consisting of three or more individuals who may (but need not) be employees of the Company. The Review Panel shall be the named fiduciary
that has the authority to act with respect to any appeal from a denial of benefits. 
  

	 (d)
	 Requests for a Review. 

 Any person whose claim for benefits is denied in whole or in part, or such person’s duly authorized representative, may appeal from such denial by submitting a request for a review of the claim to
the Review Panel within 60 days after receiving written notice of such denial from the Plan Administrator. A request for review shall be in writing and shall be addressed as follows: “Review Panel under the Gilead Sciences, Inc. Severance Plan,
333 Lakeside Drive, Foster City, CA 94404” or such other location as communicated to the Participant. A request for review shall set forth all of the grounds on which it is based, all facts in support of the request and any other matters that
the claimant deems pertinent. As part of the review procedure, the claimant or the claimant’s duly authorized representative may submit written comments, documents, records and other information related to the claim. The Review Panel will
consider all comments, documents, records and other information submitted by the claimant or the claimant’s duly authorized representative relating to the claim, without regard to whether such information was submitted or considered in the
initial benefit determination. The claimant will be provided, upon request and free of charge, reasonable access to and copies of all documents, records or other information (all of which must not be privileged) relevant to the benefit claim. The
Review Panel may require the claimant to submit such additional facts, documents or other material as it may deem necessary or appropriate in making its review. 
  

	 (e)
	 Decision on Review. 

 The Review Panel shall act on each request for review and notify the claimant within 60 days after receipt thereof unless special circumstances require an extension of time, up to an additional 60 days,
for processing the request. If such an extension for review is

  

 12 

 
required, written notice of the extension shall be furnished to the claimant within the initial 60-day period. The Review Panel shall give prompt, written notice of its decision to the claimant
and to the Plan Administrator. In the event that the Review Panel confirms the denial of the claim for benefits, in whole or in part, such notice shall set forth, in a manner calculated to be understood by the claimant, the specific reasons for such
denial, specific references to the Plan provisions on which the decision is based, a statement that the claimant is entitled to receive, upon request and free of charge, reasonable access to and copies of all documents, records and other information
relevant to the benefit claim, a statement describing any voluntary appeal procedures offered by the Plan and the claimant’s right to obtain information about such procedures, and a statement informing the claimant of his or her right to bring
a civil action under ERISA section 502(a). 
  

	 (f)
	 Rules and Procedures. 

 The Review Panel shall establish such rules and procedures, consistent with the Plan and with ERISA, as it may deem necessary or appropriate in carrying out its responsibilities under this Section XII.
The Review Panel may require a claimant who wishes to submit additional information in connection with an appeal from the denial of benefits to do so at the claimant’s own expense. 
  

	 (g)
	 Exhaustion of Remedies. 

 No legal action for benefits under the Plan shall be brought unless and until the claimant: 
  

	 	 (i)
	 has submitted a written claim for benefits in accordance with Section XII(a); 

  

	 	 (ii)
	 has been notified by the Plan Administrator that the claim is denied; 

  

	 	 (iii)
	 has filed a written request for a review of the claim in accordance with Section XII(d); and 

  

	 	 (iv)
	 has been notified in writing that the Review Panel has affirmed the denial of the claim. 

  

	 XIII.
	 BASIS OF PAYMENTS TO AND FROM PLAN 

 All Severance Pay Benefits under the Plan shall be paid by the Company. The Plan shall be unfunded and benefits hereunder shall be paid only from the general assets of the Company. 
  

	 XIV.
	 OTHER PLAN INFORMATION 

  

	 (a)
	 Plan Identification Numbers. 

 The Employer Identification Number (EIN) assigned to the Plan Sponsor (Gilead Sciences, Inc.) by the Internal Revenue Service is 94-3047598. The Plan Number (PN)

  

 13 

 
assigned to the Plan by the Plan Sponsor pursuant to instructions of the Internal Revenue Service is 508. 
  

	 (b)
	 Ending Date of the Plan’s Fiscal Year. 

 The date of the end of the year for the purpose of maintaining the Plan’s fiscal records is December 31. 
  

	 (c)
	 Agent for the Service of Legal Process. 

 The agent for the service of legal process with respect to the Plan is the Secretary of Gilead Sciences, Inc., 333 Lakeside Drive, Foster City, CA 94404. The service of legal process
may also be made on the Plan by serving the Plan Administrator. 
  

	 (d)
	 Plan Sponsor and Administrator. 

 The “Plan Sponsor” and the “Plan Administrator” of the Plan is Gilead Sciences, Inc., 333 Lakeside Drive, Foster City, CA 94404; 650-522-5800 or such other location as communicated to
the Participant. The Plan Administrator is the named fiduciary charged with responsibility for administering the Plan. 
  

	 XV.
	 STATEMENT OF ERISA RIGHTS 

 As a participant in this Plan (which is a welfare plan sponsored by the Company), you are entitled to the following rights and protection under ERISA: 
  

	 (a)
	 Examine, without charge, at the Plan Administrator’s office and at other specified locations such as work sites, all Plan documents, collective
bargaining agreements and copies of all documents filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure of the Employee Benefits Security Administration. 

  

	 (b)
	 Obtain copies of all Plan documents and other Plan information upon written request to the Plan Administrator. The Plan Administrator may make a
reasonable charge for the copies. 

  

	 (c)
	 In addition to creating rights for Plan Participants, ERISA imposes duties upon the people responsible for the operation of the employee benefit
Plan. The people who operate your Plan, called “fiduciaries” of the Plan, have a duty to do so prudently and in the interest of you and other Plan Participants and Beneficiaries. 

  

	 (d)
	 No one, including your employer, your union, nor any other person, may fire you or otherwise discriminate against you in any way to prevent you from
obtaining a Plan benefit or exercising your rights under ERISA. If your claim for a Plan benefit is denied in whole or in part, you must receive a written explanation of the reason for the denial. You have the right to have the claim reviewed and
reconsidered. 

  

 14 

	 (e)
	 Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request materials from the Plan and do not receive them
within 30 days, you may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of
reasons beyond the control of the Plan Administrator. If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or federal court. If it should happen that the Plan fiduciaries misuse the
Plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. The court will decide who should pay court costs and legal fees. If
you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. 

  

	 (f)
	 If you have any questions about your Plan, you should contact the Plan Administrator. If you have any questions about this statement or about your
rights under ERISA, you should contact the nearest office of the Employee Benefits Security Administration, U.S. Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security
Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits
Security Administration. 

  

	 XVI.
	 AVAILABILITY OF PLAN DOCUMENTS FOR EXAMINATION 

 ERISA requires Gilead Sciences, Inc., as the Plan Administrator of a benefit plan sponsored by the Company, to make available for your examination the Plan documents under which the
Plan is established and operated. 
 The pertinent Plan documents include official Plan texts and any other
documents under which the Plan is established or operated, and applicable collective bargaining agreements. 
 These Plan documents are available for your examination at the Plan Administrator’s office, 333 Lakeside Drive, Foster City, CA 94404, and at certain other locations such as the Company’s Human Resources offices. 
  

	 XVII.
	 DEFINITIONS 

  

	 (a)
	 “Affiliate” means a member of the Affiliated Group other than Gilead Sciences, Inc. and any Subsidiary. 

  

	 (b)
	 “Affiliated Group” means the Company and each member of the group of commonly controlled corporations or other businesses that include the
Company, as determined in accordance with Section 414(b) and (c) of the Code and the Treasury Regulations issued thereunder. 

  

 15 

	 (c)
	 “Beneficiary” means the person or persons so designated by a Participant. A Participant may change or revoke a designation of a
Beneficiary at any time. To be effective, any designation of a Beneficiary, or any change or revocation thereof, must be made in writing on the prescribed form and must be received by the Company (in a form acceptable to the Company) before the
Participant’s death. If a Participant fails to make a valid designation of a Beneficiary, or if the validly designated Beneficiary is not living when a payment is to be made to such Beneficiary hereunder, the Participant’s Beneficiary
shall be the Participant’s spouse or registered domestic partner if then living or, if not, the Participant’s estate. 

  

	 (d)
	 “Buyer” means an entity that purchases (or has purchased) some or all of the Affiliated Group’s interest applicable to the operation
in which the Participant is employed, or an entity that is a direct or indirect successor in ownership or management of the operation in which the Participant is employed. Notwithstanding the above, Buyer shall not include the entity that
effectuates a Change in Control. 

  

	 (e)
	 “Change in Control” means an event which constitutes a change in control of the Company as defined in Section 2(i) of the Gilead
Sciences, Inc. 2004 Equity Incentive Plan, as it may be amended from time to time or any successor to such provision. 

  

	 (f)
	 “Code” means the Internal Revenue Code of 1986, as amended from time to time, and the regulations promulgated thereunder.

  

	 (g)
	 “Company” means Gilead Sciences, Inc. Where the context requires, “Company” also includes its Subsidiaries, and any of their
Successors and Assigns. 

  

	 (h)
	 “Continuous Service” means the sum of the following: 

  

	 	 (i)
	 Any period of time during which a person qualifies as an Eligible Employee or, having once so qualified, is on a leave of absence with pay, a paid
vacation or holiday or is receiving benefits under the Company’s short-term disability plan; or; 

  

	 	 (ii)
	 Any other period that constitutes Continuous Service under written rules or procedures adopted from time to time by the Company, subject to such
terms and conditions as the Company may establish; and any period of time while employed by the Company’s Successor or Assigns that that would have constituted Continuous Service if the service had been with the Company prior to the Change in
Control. 

 If an Eligible Employee’s Continuous Service is interrupted and the Eligible
Employee subsequently returns to a status that constitutes Continuous Service, such prior Continuous Service shall be disregarded for all purposes of the Plan, except that if an Eligible Employee is reemployed within one year following termination
of Continuous Service, all prior Continuous Service and the time period between the date of termination and reemployment will be considered Continuous Service. 
  

	 (i)
	 “Determination Date” means each December 31. 

  

 16 

	 (j)
	 “Eligible Employee” means any common law employee on the U.S. dollar payroll of the Company or any Subsidiary who (i) is not on the
payroll of a person other than the Company or such Subsidiary and is for any reason deemed by the Company or any Subsidiary to be a common law employee of the Company or such Subsidiary; (ii) is not considered by the Company or any Subsidiary
in its sole discretion to be an independent contractor, regardless of whether the individual is in fact a common law employee of the Company or such Subsidiary; and (iii) who at the time of his or her Separation from Service with the Company or
such Subsidiary is not on a Leave of Absence Without Pay. An individual’s status as an Eligible Employee shall be determined by the Company in its sole discretion, and such determination shall be conclusively binding on all persons.
Notwithstanding the foregoing, “Eligible Employee” does not include an employee or former employee of an entity the stock or assets of which are acquired by the Company or any Subsidiary, unless and until the Company’s management
determines that the Plan shall be applicable to such employees or former employees. 

  

	 (k)
	 “Employer Group” means the Company and each other member of the group of commonly controlled corporations or other businesses that include
the Company, as determined in accordance with Sections 414(b) and (c) of the Code and the Treasury Regulations thereunder, except that in applying Sections 1563(1), (2) and (3) of the Code for purposes of determining the controlled
group of corporations under Section 414(b), the phrase “at least 50 percent” shall be used instead of “at least 80 percent” each place the latter phrase appears in such sections, and in applying Section 1.414(c)-2 of
the Treasury Regulations for purposes of determining trades or businesses that are under common control for purposes of Section 414(c), the phrase “at least 50 percent” shall be used instead of “at least 80 percent” each
place the latter phrase appears in Section 1.414(c)-2 of the Treasury Regulations. 

  

	 (l)
	 “Employee” means an individual for so long as he or she is in the employ of at least one member of the Employer Group, subject to the
control and direction of the employer entity as to both the work to be performed and the manner and method of performance. 

  

	 (m)
	 “ERISA” means the Employee Retirement Income Security Act of 1974, as amended from time-to-time. 

  

	 (n)
	 “Family Leave” means a leave under the Company’s family leave policy. 

  

	 (o)
	 “Leave of Absence Without Pay” means a leave of absence without pay under the Company’s leave of absence policy.

  

	 (p)
	 “Outsourcing Supplier” means an entity to whom the Company outsources a function performed by Eligible Employees where the Company agrees
with such entity in the outsourcing agreement that it will offer jobs to current Eligible Employees performing that function for the Company. 

  

	 (q)
	 “Participant” means any Eligible Employee who has commenced participation in the Plan pursuant to Section II and whose participation has
not terminated pursuant to Section III. 

  

	 (r)
	 “Plan” means the Gilead Sciences, Inc. Severance Plan. 

  

 17 

	 (s)
	 “Plan Administrator” means the Company. 

  

	 (t)
	 “Regular Earnings” means straight-time wages or salary paid to a Participant by any entity within the Employer Group for working a regular
work schedule or for a leave of absence with pay, and shall include any amount that is contributed to any employee benefit plan on behalf of the Participant by any entity within the Employer Group under a salary reduction agreement entered into
pursuant to such plan and that is excluded from the Participant’s gross income under section 125, 132(f), or 402(g) of the Code. 

  

	 (u)
	 “Release” means a Release in the form prescribed by the Company in its sole discretion, pursuant to which the Participant shall waive all
employment-related claims in connection with his or her employment with the Employer Group and the termination of that employment, other than claims for benefits under the actual terms of an employee benefit plan and worker’s compensation. For
employees subject to the Age Discrimination in Employment Act, such Release shall be structured so as to comply with the requirements of the Older Workers’ Benefit Protection Act, 29 U.S.C. § 626(f). The form of Release may vary among
categories of employees and from employee to employee within any category of employees. 

  

	 (v)
	 “Severance Pay Benefit” means a benefit provided by the Plan, as determined pursuant to Section IV. 

  

	 (w)
	 “Specified Employee” shall mean a “key employee” (within the meaning of that term under Code Section 416(i)). Effective as
of January 1, 2005, a Specified Employee is an Eligible Employee who, at any time during the twelve (12)-month period ending with the applicable Determination Date, is: 

  

	 	 (i)
	 An officer of the Company or any other member of the Affiliated Group having aggregate annual compensation from the Company and/or one or more other
members of the Affiliated Group greater than the compensation limit in effect at the time under Section 416(i)(1)(A)(i) of the Code, provided that no more than fifty officers of the Company shall be determined to be Specified Employees as of
any Determination Date; 

  

	 	 (ii)
	 A five percent owner of the Company or any other member of the Affiliated Group; or 

  

	 	 (iii)
	 A one percent owner of the Company or any other member of the Affiliated Group who has aggregate annual compensation from the Company and/or one or
more other members of the Affiliated Group of more than $150,000. 

 If an Eligible Employee
is determined to be a Specified Employee on a Determination Date, then such Eligible Employee shall be considered a Specified Employee for purposes of the Plan during the period beginning on the first April 1 following the Determination Date
and ending on the next March 31. 
 For purposes of determining an officer’s compensation when
identifying Specified Employees, compensation is defined in accordance with Treas. Reg. §1.415(c)–2(a),

  

 18 

 
without applying any safe harbor, special timing or other special rules described in Treas. Reg. §§ 1.415(c)–2(d), 2(e) and 2(g). 
  

	 (x)
	 “Subsidiary” means any corporation with respect to which Gilead Sciences, Inc., one or more Subsidiaries, or Gilead Sciences, Inc.,
together with one or more Subsidiaries, own not less than 80% of the total combined voting power of all classes of stock entitled to vote, or not less than 80% of the total value of all shares of all outstanding classes of stock.

  

	 (y)
	 “Successors and Assigns” means a corporation or other entity acquiring all or substantially all the assets and business of the Company
(including the Plan) whether by operation of law or otherwise. 

  

	 (z)
	 “Separation from Service” means the Participant’s cessation of Employee status. For purposes of the Plan, a Separation from Service
shall be determined in accordance with the following standards: 

 A Separation from Service
will not be deemed to have occurred if the Participant continues to provide services to one or more members of the Employer Group (whether as a common-law employee or non-employee consultant or contractor) at an annual rate that amounts to 50% or
more of the services rendered, on average, during the immediately preceding 36-months of employment with the Employer Group (or if employed by the Employer Group less than 36 months, such lesser period). 
 A Separation from Service will be deemed to have occurred if the Participant’s service with the Employer Group (whether
as a common-law employee or non-employee consultant or contractor) is permanently reduced to an annual rate that amounts to 20% or less of the services rendered, on average, during the immediately preceding 36 months of employment with the Employer
Group (or if employed by the Employer Group less than 36 months, such lesser period). 
 If such services are
permanently reduced to more than 20% but less than 50% of the average over the prior 36 months (or lesser period), a Separation from Service may be deemed to occur based on the facts and circumstances, including, but not limited to, whether the
Participant is treated as an employee for other purposes, such as participation in employee benefit programs, and whether the Participant is able to perform services for other unrelated entities. 
 In addition to the foregoing, a Separation from Service will not be deemed to have occurred while the Participant is on
military leave, sick leave, or other bona fide leave of absence if the period of such leave does not exceed six months or any longer period for which such Participant’s right to reemployment with one or more members of the
Employer Group is provided either by statute or contract; provided, however, that in the event of a Participant’s leave of absence due to any medically determinable physical or mental impairment that can be expected to result in
death or to last for a continuous period of not less than six (6) months and that causes such individual to be unable to perform his or her duties as an Employee, no Separation from Service shall be deemed to

  

 19 

 
occur during the first twenty-nine (29) months of such leave. If the period of leave exceeds six (6) months (or twenty-nine (29) months in the event of disability as indicated
above) and the Participant’s right to reemployment is not provided either by statute or contract, then such Participant will be deemed to have a Separation from Service on the first day immediately following the expiration of such six (6)-month
or twenty-nine (29)-month period. 
 This definition of Separation from Service shall not be interpreted as
limiting the right of the Company or any other member of the Employer Group to terminate the employment of an individual while on military leave, sick leave or other bona fide leave of absence, to the extent permissible under applicable law.

  

	 (aa)
	 “2004 Equity Incentive Plan” means the Gilead Sciences, Inc. 2004 Equity Incentive Plan, as it may be amended from time to time or any
successor to such provision. 

  

	 (bb)
	 “Year of Continuous Service” means the number of days (as defined by the Company in written rules adopted by it from time to time) of
Continuous Service, divided by 365. A Participant’s Severance Pay Benefit calculation shall include both full and any partial Years of Continuous Service. 

 XVIII. EXECUTION 
 The Company has caused its
duly-authorized officer to execute the foregoing Plan as amended and restated effective as of January 1, 2010. 
  

	
	 GILEAD SCIENCES, INC.

	
	 /s/ Kristen M. Metza

	 By:      Kristen M. Metza

	
	 Senior Vice President, Human Resources

	
	 Date: February 4, 2010

  

 20 

 APPENDIX A 
 Chief Executive Officer 
 Severance Benefits 

  

	 A.
	 Change in Control Severance Pay Benefit. 

 If a Severance Pay Benefit becomes payable under Section IV(a)(i) in connection with a Separation from Service occurring either within the 24-month period following a Change in
Control or within the applicable period, as specified in the definition thereof in Section 11(d) of the 2004 Equity Incentive Plan, that precedes such Change in Control (the “Change in Control Period”), the Severance Pay Benefit shall
be: 
  

	 	 1.
	 Three times annual Regular Earnings plus three times the average of the actual bonuses paid to the Participant (or otherwise earned but deferred in
whole in part) under the Company’s annual bonus plan applicable to the Participant for the three fiscal years (or such fewer number of complete fiscal years of employment) immediately preceding the fiscal year in which the Participant’s
employment terminates. 

  

	 	 2.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in an amount equal to thirty-six (36) times the amount by which
(i) the monthly cost that would be payable by the Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under
the Company’s employee group health plan, pursuant to their COBRA rights, at the level in effect for each of them on the date of such termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated
executive whose employment with the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the
Participant’s former job and location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section
IV(a)(i)(2) of the Plan is effective following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely
basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later
than the last day of such sixty (60)-day period, provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such
Release has not been revoked. Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar

  

 21 

	 	 
amount under section 402(g)(1) of the Code for the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the
Participant and shall be subject to the Company’s collection of all applicable withholding taxes, and the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected.
It shall be the sole responsibility of the Participant and his or her spouse and eligible dependents to obtain actual COBRA coverage under the Company’s group health care plan. 

  

	 	 3.
	 Outplacement services for 12 months following the date of Separation from Service. 

  

	 	 4.
	 Subject to the limitation set forth in section A.5 of this Appendix A, an additional payment in an amount such that after payment by the Participant
of all taxes (including, without limitation, any income and employment taxes and any interest and penalties imposed thereon) and the excise tax imposed on such additional payment pursuant to Section 4999 of the Code, there remains an amount
equal to the excise tax imposed pursuant to Section 4999 of the Code on the Severance Pay Benefit and any other payment in the nature of compensation that constitutes a “parachute payment” under Section 280G of the Code (the
“Excise Tax”). All calculations required pursuant to this provision shall be performed by an independent registered public company accounting firm retained by the Company for such purpose and shall be based on information supplied by the
Company and the Participant. For any parachute payments occurring at the time of the Change in Control, the relevant calculations shall be completed within ten (10) business days after the effective date of such Change in Control, and for any
parachute payments attributable to the Participant’s Separation from Service, the calculations shall be completed within ten (10) business days after the effective date of such Separation from Service. Such calculations shall be conclusive
and binding on all interested persons. The additional payment resulting from such calculations shall be made to the Participant within ten (10) business days following the completion of such calculations or (if later) at the time the related
Excise Tax is remitted to the appropriate tax authorities. In the event that the Participant’s actual Excise Tax liability is determined by a Final Determination to be greater than the Excise Tax liability taken into account for purposes of the
additional payment initially made to the Participant pursuant to the preceding provisions of this section A.4, then within forty-five (45) days following that Final Determination, the Participant shall notify the Company of such
determination, and a new Excise Tax calculation based upon that Final Determination shall be made within the next forty-five (45) days. The Company shall make a supplemental tax gross up payment (as calculated in the same manner as the initial
payment hereunder) to the Participant attributable to that excess Excise Tax liability within ten (10) business days following the completion of the applicable calculations or (if later) at the time such excess tax liability is remitted to the
appropriate tax authorities. In the event that the Participant’s actual Excise Tax liability is determined by a Final Determination to be less than the Excise Tax liability taken into account for purposes of the additional payment

  

 22 

	 	 
made to him or her pursuant to the preceding provisions of this section A.4, then the Participant shall refund to the Company, promptly upon receipt, any federal or state tax refund
attributable to the Excise Tax overpayment. For purposes of this section A.4, a “Final Determination” means an audit adjustment by the Internal Revenue Service that is either (i) agreed to by both the Participant and the Company
(such agreement by the Company to be not unreasonably withheld) or (ii) sustained by a court of competent jurisdiction in a decision with which the Participant and the Company concur or with respect to which the period within which an appeal
may be filed has lapsed without a notice of appeal being filed. Notwithstanding anything to the contrary in the foregoing, the additional payment and any supplemental payments under this section A.4 shall be subject to the hold-back provisions of
Section V(d) of the Plan, to the extent those payments relate to any amounts and benefits provided hereunder that constitute parachute payments attributable to the Participant’s Separation from Service. In addition, such additional payment and
any supplemental payments shall in no event be made later than the end of the calendar year that follows the calendar year in which the related taxes are remitted to the appropriate tax authorities, or such other specified time or schedule that may
be permitted under Section 409A of the Code. 

  

	 	 5.
	 A Participant shall only be eligible for the additional payments provided by section A.4 above, if such Participant is, as of January 28, 2010,
employed in a position with the Company that is covered under Appendicies A through C to the Plan. If the Participant does not meet such eligibility standard, then any Severance Pay Benefit to which he or she becomes entitled under the Plan as a
result of a Separation from Service during the Change in Control Period, together with any other payment in the nature of compensation to which he or she may become entitled that constitutes a “parachute payment” under Section 280G of
the Code, shall be subject to the following limitation (the “Benefit Limitation”): 

 a.      If the parachute value of the Severance Pay Benefit and the other payments, as calculated in accordance with the parachute payment determination and valuation
provisions of Section 280G of the Code and the applicable Treasury Regulations thereunder, does not exceed in the aggregate 110% of the safe harbor amount allowable under Section 280G of the Code without triggering a parachute payment
under Section 280G(b)(2)(A) of the Code (the “Safe Harbor Amount”), then the aggregate amount of the Severance Pay Benefit and such other payments shall be reduced to the extent (if any) necessary to assure that they do not exceed the
Safe Harbor Amount. 
 b.      If the parachute value of the
Severance Pay Benefit and the other payments, as calculated in accordance with the parachute payment determination and valuation provisions of Section 280G of the Code and the applicable Treasury Regulations thereunder, exceeds in the aggregate
110% of the Safe Harbor Amount, then the Severance Pay Benefit and any other amounts in the nature of a parachute payment under Code Section 280G payable to the Participant shall be limited to the greater of (x) the Safe
Harbor Amount or (y) the amount that yields

  

 23 

 
the Participant the greatest after-tax aggregate amount of such Severance Pay Benefit and other payments due the Participant after taking into account any excise tax imposed on those amounts
under Code Section 4999. 
 c.      All calculations
required under this section A.5 shall be made by an independent registered public accounting firm (the “Auditor”) selected by the Company, and the fees of such Auditor shall be paid by the Company. Unless the Participant agrees
otherwise in writing, the Auditor selected by the Company shall be a nationally recognized United States registered public accounting firm that has not during the two years preceding the date of its selection, acted in any way on behalf of the
Company. The required calculations shall be provided to the Participant and the Company within ten (10) business days following the Participant’s Separation from Service during the Change in Control Period under circumstances entitling the
Participant to a Severance Pay Benefit under the Plan and within ten (10) days following the occurrence of any other event triggering a parachute payment for the Participant. 
 d.      If a reduction in the payments or benefits constituting a parachute
payment under Code Section 280G is required pursuant to the Benefit Limitation imposed under this section A.5, then such reduction shall be effected in the following order: first, the Participant’s salary and bonus continuation payments
under section A.1 of this Appendix A to the Plan shall be reduced (with such reduction to be applied pro-rata to each such payment and without any change to the payment dates), then the amount of the Participant’s Lump Sum Health Care Payment
shall be reduced, and finally any accelerated vesting of the Participant’s equity awards under one or more of the Company’s stock compensation plans, including (without limitation) the 2004 Equity Incentive Plan and any predecessor plans,
shall be reduced (based on the amount of the parachute payment calculated for each such award in accordance with the Treasury Regulations under Code Section 280G), with such reduction to occur in the same chronological order in which those
awards were made. 
  

	 B.
	 Severance Pay Benefit. 

 If a Severance Pay Benefit becomes payable under Section IV(a)(i) after completion of six or more months of Continuous Service in connection with a subsequent Separation from Service occurring at any time
other than within the Change in Control Period as defined in paragraph A of the Appendix A, then the Severance Pay Benefit shall be: 
  

	 	 1.
	 Two times annual Regular Earnings plus two times the average of the actual bonuses paid to the Participant (or otherwise earned but deferred in
whole in part) under the Company’s annual bonus plan applicable to the Participant for the three fiscal years (or such fewer number of complete fiscal years of employment) immediately preceding the fiscal year in which the Participant’s
employment terminates. 

  

 24 

	 	 2.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in an amount equal to twenty-four (24) times the amount by which
(i) the monthly cost that would be payable by the Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under
the Company’s employee group health plan, pursuant to their COBRA rights, at the level in effect for each of them on the date of such termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated
executive whose employment with the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the
Participant’s former job and location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section
IV(a)(i)(2) of the Plan is effective following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely
basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, or on such subsequent date thereafter as the
Company may determine in its sole discretion, but in no event shall such payment be made later than the last day of such sixty (60)-day period, provided such Release and waiver have each been delivered to the Company within the required time period
following the Participant’s Separation from Service, as set forth in Section IV, and such Release has not been revoked. Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of
Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under section 402(g)(1) of the Code for the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall
constitute taxable income to the Participant and shall be subject to the Company’s collection of all applicable withholding taxes, and the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining after such
withholding taxes have been collected. It shall be the sole responsibility of the Participant and his or her spouse and eligible dependents to obtain actual COBRA coverage under the Company’s group health care plan.

  

	 	 3.
	 Outplacement services for 12 months following the date of Separation from Service. 

  

 25 

 APPENDIX B 
 Executive Vice President and 
 Senior Vice President

 Severance Benefits 
  

	 A.
	 Change in Control Severance Pay Benefit. 

 If a Severance Pay Benefit becomes payable under Section IV(a)(i) in connection with a Separation from Service occurring either within the 18-month period following a Change in
Control or within the applicable period, as specified in the definition thereof in Section 11(d) of the 2004 Equity Incentive Plan, that precedes such Change in Control (the “Change in Control Period”), the Severance Pay Benefit shall
be: 
  

	 	 1.
	 2.5 times annual Regular Earnings, plus 2.5 times the average of the actual bonuses paid to the Participant (or otherwise earned but deferred in
whole in part) under the Company’s annual bonus plan applicable to the Participant for the three fiscal years (or such fewer number of complete fiscal years of employment) immediately preceding the fiscal year in which the Participant’s
employment terminates. 

  

	 	 2.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in an amount equal to thirty (30) times the amount by which
(i) the monthly cost that would be payable by the Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under
the Company’s employee group health plan, pursuant to their COBRA rights, at the level in effect for each of them on the date of such termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated
executive whose employment with the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the
Participant’s former job and location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section
IV(a)(i)(2) of the Plan is effective following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely
basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later
than the last day of such sixty (60)-day period, provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such
Release has not been revoked. Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of

  

 26 

	 	 
Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under section 402(g)(1) of the Code for the year in which the Participant’s Separation from Service
occurs. The Lump Sum Health Care Payment shall constitute taxable income to the Participant and shall be subject to the Company’s collection of all applicable withholding taxes, and the Participant shall receive only the portion of the Lump Sum
Health Care Payment remaining after such withholding taxes have been collected. It shall be the sole responsibility of the Participant and his or her spouse and eligible dependents to obtain actual COBRA coverage under the Company’s group
health care plan. 

  

	 	 3.
	 Outplacement services for 6 months following the date of Separation from Service. 

  

	 	 4.
	 Subject to the limitation set forth in section A.5 of this Appendix B, an additional payment in an amount such that after payment by the Participant
of all taxes (including, without limitation, any income and employment taxes and any interest and penalties imposed thereon) and the excise tax imposed on such additional payment pursuant to Section 4999 of the Code, there remains an amount
equal to the excise tax imposed pursuant to Section 4999 of the Code on the Severance Pay Benefit and any other payment in the nature of compensation that constitutes a “parachute payment” under Section 280G of the Code (the
“Excise Tax”). All calculations required pursuant to this provision shall be performed by an independent registered public company accounting firm retained by the Company for such purpose and shall be based on information supplied by the
Company and the Participant. For any parachute payments occurring at the time of the Change in Control, the relevant calculations shall be completed within ten (10) business days after the effective date of such Change in Control, and for any
parachute payments attributable to the Participant’s Separation from Service, the calculations shall be completed within ten (10) business days after the effective date of such Separation from Service. Such calculations shall be conclusive
and binding on all interested persons. The additional payment resulting from such calculations shall be made to the Participant within ten (10) business days following the completion of such calculations or (if later) at the time the related
Excise Tax is remitted to the appropriate tax authorities. In the event that the Participant’s actual Excise Tax liability is determined by a Final Determination to be greater than the Excise Tax liability taken into account for purposes of the
additional payment initially made to the Participant pursuant to the preceding provisions of this section A.4, then within forty-five (45) days following that Final Determination, the Participant shall notify the Company of such
determination, and a new Excise Tax calculation based upon that Final Determination shall be made within the next forty-five (45) days. The Company shall make a supplemental tax gross up payment (as calculated in the same manner as the initial
payment hereunder) to the Participant attributable to that excess Excise Tax liability within ten (10) business days following the completion of the applicable calculations or (if later) at the time such excess tax liability is remitted to the
appropriate tax authorities. In the event that the Participant’s actual Excise Tax liability is determined by a Final Determination to be less than

  

 27 

	 	 
the Excise Tax liability taken into account for purposes of the additional payment made to him or her pursuant to the preceding provisions of this section A.4, then the Participant shall
refund to the Company, promptly upon receipt, any federal or state tax refund attributable to the Excise Tax overpayment. For purposes of this section A.4, a “Final Determination” means an audit adjustment by the Internal Revenue
Service that is either (i) agreed to by both the Participant and the Company (such agreement by the Company to be not unreasonably withheld) or (ii) sustained by a court of competent jurisdiction in a decision with which the Participant
and the Company concur or with respect to which the period within which an appeal may be filed has lapsed without a notice of appeal being filed. Notwithstanding anything to the contrary in the foregoing, the additional payment and any supplemental
payments under this section A.4 shall be subject to the hold-back provisions of Section V(d) of the Plan, to the extent those payments relate to any amounts and benefits provided hereunder that constitute parachute payments attributable to the
Participant’s Separation from Service. In addition, such additional payment and any supplemental payments shall in no event be made later than the end of the calendar year that follows the calendar year in which the related taxes are remitted
to the appropriate tax authorities, or such other specified time or schedule that may be permitted under Section 409A of the Code. 

  

	 	 5.
	 A Participant shall only be eligible for the additional payments provided by section A.4 above, if such Participant is, as of January 28, 2010,
employed in a position with the Company that is covered under Appendicies A through C to the Plan. If the Participant does not meet such eligibility standard, then any Severance Pay Benefit to which he or she becomes entitled under the Plan as a
result of a Separation from Service during the Change in Control Period, together with any other payments in the nature of compensation to which he or she may become entitled that constitute a “parachute payment” under Section 280G of
the Code, shall be subject to the following limitation (the “Benefit Limitation”): 

 a.      If the parachute value of the Severance Pay Benefit and the other payments, as calculated in accordance with the parachute payment determination and valuation
provisions of Section 280G of the Code and the applicable Treasury Regulations thereunder, does not exceed in the aggregate 110% of the safe harbor amount allowable under Section 280G of the Code without triggering a parachute payment
under Section 280G(b)(2)(A) of the Code (the “Safe Harbor Amount”), then the aggregate amount of the Severance Pay Benefit and such other payments shall be reduced to the extent (if any) necessary to assure that they do not exceed the
Safe Harbor Amount. 
 b.      If the parachute value of the
Severance Pay Benefit and the other payments, as calculated in accordance with the parachute payment determination and valuation provisions of Section 280G of the Code and the applicable Treasury Regulations thereunder, exceeds in the aggregate
110% of the Safe Harbor Amount, then the Severance Pay Benefit and any other amounts in the nature of a parachute payment under Code Section 280G payable to the Participant shall be

  

 28 

 
limited to the greater of (x) the Safe Harbor Amount or (y) the amount that yields the Participant the greatest after-tax aggregate amount of such Severance Pay Benefit
and other payments due the Participant after taking into account any excise tax imposed on those amounts under Code Section 4999. 
 c.      All calculations required under this section A.5 shall be made by an independent registered public accounting firm (the “Auditor”) selected by the
Company, and the fees of such Auditor shall be paid by the Company. Unless the Participant agrees otherwise in writing, the Auditor selected by the Company shall be a nationally recognized United States registered public accounting firm that has not
during the two years preceding the date of its selection, acted in any way on behalf of the Company. The required calculations shall be provided to the Participant and the Company within ten (10) business days following the Participant’s
Separation from Service during the Change in Control Period under circumstances entitling the Participant to a Severance Pay Benefit under the Plan and within ten (10) days following the occurrence of any other event triggering a parachute
payment for the Participant. 
 d.      If a reduction in the
payments or benefits constituting a parachute payment under Code Section 280G is required pursuant to the Benefit Limitation imposed under this section A.5, then such reduction shall be effected in the following order: first, the
Participant’s salary and bonus continuation payments under section A.1 of this Appendix B to the Plan shall be reduced (with such reduction to be applied pro-rata to each such payment and without any change to the payment dates), then the
amount of the Participant’s Lump Sum Health Care Payment shall be reduced, and finally any accelerated vesting of the Participant’s equity awards under one or more of the Company’s stock compensation plans, including (without
limitation) the 2004 Equity Incentive Plan and any predecessor plans, shall be reduced (based on the amount of the parachute payment calculated for each such award in accordance with the Treasury Regulations under Code Section 280G), with such
reduction to occur in the same chronological order in which those awards were made. 
  

	 B.
	 Severance Pay Benefit. 

 If a Severance Pay Benefit becomes payable under Section IV(a)(i) after completion of six or more months of Continuous Service in connection with a subsequent Separation from Service occurring at any time
other than within the Change in Control Period as defined in paragraph A of this Appendix B, then the Severance Pay Benefit shall be: 
  

	 	 1.
	 1.5 times annual Regular Earnings plus 1.0 times the average of the actual bonuses paid to the Participant (or otherwise earned but deferred in
whole in part) under the Company’s annual bonus plan applicable to the Participant for the three fiscal years (or such fewer number of complete fiscal years of employment) immediately preceding the fiscal year in which the Participant’s
employment terminates. 

  

 29 

	 	 2.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in an amount equal to eighteen (18) times the amount by which
(i) the monthly cost that would be payable by the Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under
the Company’s employee group health plan, pursuant to their COBRA rights, at the level in effect for each of them on the date of such termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated
executive whose employment with the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the
Participant’s former job and location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section
IV(a)(i)(2) of the Plan is effective following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely
basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later
than the last day of such sixty (60)-day period, provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such
Release has not been revoked. Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under
section 402(g)(1) of the Code for the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the Participant and shall be subject to the Company’s collection of
all applicable withholding taxes, and the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected. It shall be the sole responsibility of the Participant and his or
her spouse and eligible dependents to obtain actual COBRA coverage under the Company’s group health care plan. 

  

	 	 3.
	 Outplacement services for 6 months following the date of Separation from Service. 

  

 30 

 APPENDIX C 
 Vice President and Senior Advisor 
 Severance
Benefits 
  

	 A.
	 Change in Control Severance Pay Benefit – For All Vice Presidents and Senior Advisors. 

 If a Severance Pay Benefit becomes payable under Section IV(a)(i) in connection with a Separation from Service occurring
either within the 12-month period following a Change in Control or within the applicable period, as specified in the definition thereof in Section 11(d) of the 2004 Equity Incentive Plan, that precedes such Change in Control (the “Change
in Control Period”), the Severance Pay Benefit shall be: 
  

	 	 1.
	 1.5 times annual Regular Earnings, plus 1.5 times the average of the actual bonuses paid to the Participant (or otherwise earned but deferred in
whole in part) under the Company’s annual bonus plan applicable to the Participant for the three fiscal years (or such fewer number of complete fiscal years of employment) immediately preceding the fiscal year in which the Participant’s
employment terminates. 

  

	 	 2.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in an amount equal to eighteen (18) times the amount by which
(i) the monthly cost that would be payable by the Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under
the Company’s employee group health plan, pursuant to their COBRA rights, at the level in effect for each of them on the date of such termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated
executive whose employment with the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the
Participant’s former job and location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section
IV(a)(i)(2) of the Plan is effective following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely
basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later
than the last day of such sixty (60)-day period, provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such
Release has not been revoked. Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar

  

 31 

	 	 
amount under section 402(g)(1) of the Code for the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the
Participant and shall be subject to the Company’s collection of all applicable withholding taxes, and the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected.
It shall be the sole responsibility of the Participant and his or her spouse and eligible dependents to obtain actual COBRA coverage under the Company’s group health care plan. 

  

	 	 3.
	 Outplacement services for 6 months following the date of Separation from Service. 

  

	 	 4.
	 Subject to the limitation set forth in section A.5 of this Appendix C, an additional payment in an amount such that after payment by the Participant
of all taxes (including, without limitation, any income and employment taxes and any interest and penalties imposed thereon) and the excise tax imposed on such additional payment pursuant to Section 4999 of the Code, there remains an amount
equal to the excise tax imposed pursuant to Section 4999 of the Code on the Severance Pay Benefit and any other payment in the nature of compensation that constitutes a “parachute payment” under Section 280G of the Code (the
“Excise Tax”). All calculations required pursuant to this provision shall be performed by an independent registered public company accounting firm retained by the Company for such purpose and shall be based on information supplied by the
Company and the Participant. For any parachute payments occurring at the time of the Change in Control, the relevant calculations shall be completed within ten (10) business days after the effective date of such Change in Control, and for any
parachute payments attributable to the Participant’s Separation from Service, the calculations shall be completed within ten (10) business days after the effective date of such Separation from Service. Such calculations shall be conclusive
and binding on all interested persons. The additional payment resulting from such calculations shall be made to the Participant within ten (10) business days following the completion of such calculations or (if later) at the time the related
Excise Tax is remitted to the appropriate tax authorities. In the event that the Participant’s actual Excise Tax liability is determined by a Final Determination to be greater than the Excise Tax liability taken into account for purposes of the
additional payment initially made to the Participant pursuant to the preceding provisions of this section A.4, then within forty-five (45) days following that Final Determination, the Participant shall notify the Company of such
determination, and a new Excise Tax calculation based upon that Final Determination shall be made within the next forty-five (45) days. The Company shall make a supplemental tax gross up payment (as calculated in the same manner as the initial
payment hereunder) to the Participant attributable to that excess Excise Tax liability within ten (10) business days following the completion of the applicable calculations or (if later) at the time such excess tax liability is remitted to the
appropriate tax authorities. In the event that the Participant’s actual Excise Tax liability is determined by a Final Determination to be less than the Excise Tax liability taken into account for purposes of the additional payment

  

 32 

	 	 
made to him or her pursuant to the preceding provisions of this section A.4, then the Participant shall refund to the Company, promptly upon receipt, any federal or state tax refund
attributable to the Excise Tax overpayment. For purposes of this section A.4, a “Final Determination” means an audit adjustment by the Internal Revenue Service that is either (i) agreed to by both the Participant and the Company
(such agreement by the Company to be not unreasonably withheld) or (ii) sustained by a court of competent jurisdiction in a decision with which the Participant and the Company concur or with respect to which the period within which an appeal
may be filed has lapsed without a notice of appeal being filed. Notwithstanding anything to the contrary in the foregoing, the additional payment and any supplemental payments under this section A.4 shall be subject to the hold-back provisions of
Section V(d) of the Plan, to the extent those payments relate to any amounts and benefits provided hereunder that constitute parachute payments attributable to the Participant’s Separation from Service. In addition, such additional payment and
any supplemental payments shall in no event be made later than the end of the calendar year that follows the calendar year in which the related taxes are remitted to the appropriate tax authorities, or such other specified time or schedule that may
be permitted under Section 409A of the Code. 

  

	 	 5.
	 A Participant shall only be eligible for the additional payments provided by section A.4 above, if such Participant is, as of January 28, 2010,
employed in a position with the Company that is covered under Appendicies A through C to the Plan. If the Participant does not meet such eligibility standard, then any Severance Pay Benefit to which he or she becomes entitled under the Plan as a
result of a Separation from Service during the Change in Control Period, together with any other payment in the nature of compensation to which he or she may become entitled that constitutes a “parachute payment” under Section 280G of
the Code, shall be subject to the following limitation (the “Benefit Limitation”): 

 a.      If the parachute value of the Severance Pay Benefit and the other payments, as calculated in accordance with the parachute payment determination and valuation
provisions of Section 280G of the Code and the applicable Treasury Regulations thereunder, does not exceed in the aggregate 110% of the safe harbor amount allowable under Section 280G of the Code without triggering a parachute payment
under Section 280G(b)(2)(A) of the Code (the “Safe Harbor Amount”), then the aggregate amount of the Severance Pay Benefit and such other payments shall be reduced to the extent (if any) necessary to assure that they do not exceed the
Safe Harbor Amount. 
 b.      If the parachute value of the
Severance Pay Benefit and the other payments, as calculated in accordance with the parachute payment determination and valuation provisions of Section 280G of the Code and the applicable Treasury Regulations thereunder, exceeds in the aggregate
110% of the Safe Harbor Amount, then the Severance Pay Benefit and any other amounts in the nature of a parachute payment under Code Section 280G payable to the Participant shall be

  

 33 

 
limited to the greater of (x) the Safe Harbor Amount or (y) the amount that yields the Participant the greatest after-tax aggregate amount of such Severance Pay Benefit
and other payments due the Participant after taking into account any excise tax imposed on those amounts under Code Section 4999. 
 c.      All calculations required under this section A.5 shall be made by an independent registered public accounting firm (the “Auditor”) selected by the
Company, and the fees of such Auditor shall be paid by the Company. Unless the Participant agrees otherwise in writing, the Auditor selected by the Company shall be a nationally recognized United States registered public accounting firm that has not
during the two years preceding the date of its selection, acted in any way on behalf of the Company. The required calculations shall be provided to the Participant and the Company within ten (10) business days following the Participant’s
Separation from Service during the Change in Control Period under circumstances entitling the Participant to a Severance Pay Benefit under the Plan and within ten (10) days following the occurrence of any other event triggering a parachute
payment for the Participant. 
 d.      If a reduction in the
payments or benefits constituting a parachute payment under Code Section 280G is required pursuant to the Benefit Limitation imposed under this section A.5, then such reduction shall be effected in the following order: first, the
Participant’s salary and bonus continuation payments under section A.1 of this Appendix C to the Plan shall be reduced (with such reduction to be applied pro-rata to each such payment and without any change to the payment dates), then the
amount of the Participant’s Lump Sum Health Care Payment shall be reduced, and finally any accelerated vesting of the Participant’s equity awards under one or more of the Company’s stock compensation plans, including (without
limitation) the 2004 Equity Incentive Plan and any predecessor plans, shall be reduced (based on the amount of the parachute payment calculated for each such award in accordance with the Treasury Regulations under Code Section 280G), with such
reduction to occur in the same chronological order in which those awards were made. 
  

	 B.
	 Severance Pay Benefit for Vice Presidents with at least Six Months of Continuous Service. 

 For Vice Presidents who have completed six or more months of Continuous Service at the time they become eligible for a
severance benefit under Section IV (a)(i), if the Severance Pay Benefit becomes payable in connection with a Separation from Service occurring at any time other than the Change in Control Period as defined in paragraph A of this
Appendix C, then the Severance Pay Benefit shall be: 
  

	 	 1.
	 1.0 times annual Regular Earnings. 

  

	 	 2.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in an amount equal to twelve (12) times the amount by which
(i) the monthly cost that would be payable by the Participant, as measured as of the date of his or her

  

 34 

	 	 
termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under the Company’s employee group health plan,
pursuant to their COBRA rights, at the level in effect for each of them on the date of such termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated executive whose employment with the Company has
not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the Participant’s former job and location that occurs
within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section IV(a)(i)(2) of the Plan is effective following the expiration of
the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely basis to the Company and in the case of such waiver the thirty
(30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later than the last day of such sixty (60)-day period, provided such
Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such Release has not been revoked. Notwithstanding the foregoing,
the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under section 402(g)(1) of the Code for the year in which the
Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the Participant and shall be subject to the Company’s collection of all applicable withholding taxes, and the Participant
shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected. It shall be the sole responsibility of the Participant and his or her spouse and eligible dependents to obtain actual
COBRA coverage under the Company’s group health care plan. 

  

	 	 3.
	 Outplacement services for 6 months following the date of Separation from Service. 

  

	 C.
	 Severance Pay Benefit for Vice Presidents with less than Six Months of Continuous Service. 

 For Vice Presidents who have not completed six or more months of Continuous Service but are otherwise eligible for a
severance benefit under Section IV(a)(i), if the Severance Pay Benefit becomes payable in connection with a Separation from Service occurring at any time other than the Change in Control Period as defined in paragraph A of this
Appendix C, then the Severance Pay Benefit shall be: 
  

	 	 1.
	 4 months of Regular Earnings. 

  

 35 

	 	 2.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in an amount equal to four (4) times the amount by which
(i) the monthly cost that would be payable by the Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under
the Company’s employee group health plan, pursuant to their COBRA rights, at the level in effect for each of them on the date of such termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated
executive whose employment with the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the
Participant’s former job and location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section
IV(a)(i)(2) of the Plan is effective following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely
basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later
than the last day of such sixty (60)-day period, provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such
Release has not been revoked. Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under
section 402(g)(1) of the Code for the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the Participant and shall be subject to the Company’s collection of
all applicable withholding taxes, and the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected. It shall be the sole responsibility of the Participant and his or
her spouse and eligible dependents to obtain actual COBRA coverage under the Company’s group health care plan. 

  

	 	 3.
	 Outplacement services for 1 month following the date of Separation from Service. 

 Senior Advisors shall not be entitled to any benefits under Sections B and C of this Appendix C. 
  

 36 

 APPENDIX D 
 Severance Benefits for Eligible Employees 
 other
than Chief Executive Officer, 
 Executive Vice President, Senior Vice President, 
 Vice President and Senior Advisor 
 This Appendix is effective for covered individuals who cease Employee status on or after May 8, 2007, unless they have a pre-existing contract providing a different level of severance pay.

  

	 A.
	 Change in Control Severance Pay Benefit. 

 If a Severance Pay Benefit becomes payable under Section IV(a)(i) in connection with a Separation from Service occurring within the 12-month period following a Change in Control (the
“Change in Control Period”), then regardless of the period of Continuous Service the Severance Pay Benefit shall be: 
  

	 	 1.
	 Eligible Employees in Grades 31 through 34: 

  

	 	 a.
	 Three weeks of Regular Earnings times Years of Continuous Service, with a maximum of 52 weeks of Regular Earnings and a minimum of 22 weeks of
Regular Earnings. 

  

	 	 b.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in the dollar amount determined by multiplying (A) the number of
months (rounded up to the next whole month) in the applicable severance pay period determined for the Participant in accordance with Paragraph A.1.a above by (B) the amount by which (i) the monthly cost that would be payable by the
Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under the Company’s employee group health plan,
pursuant to their COBRA rights, at the level in effect for each of them on the date of the Participant’s termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated executive whose employment with
the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the Participant’s former job and
location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section IV(a)(i)(2) of the Plan is effective
following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely basis to the Company and in the case of
such waiver the thirty (30)-day maximum delivery period has expired,

  

 37 

	 	 
or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later than the last day of such sixty (60)-day period,
provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such Release has not been revoked. Notwithstanding the
foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under section 402(g)(1) of the Code for the year in which
the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the Participant and shall be subject to the Company’s collection of all applicable withholding taxes, and the Participant
shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected. It shall be the sole responsibility of the Participant and his or her spouse and eligible dependents to obtain actual
COBRA coverage under the Company’s group health care plan. 

  

	 	 c.
	 Outplacement services for 6 months following the date of Separation from Service. 

  

	 	 2.
	 Eligible Employees in Grades 25 through 30: 

  

	 	 a.
	 Three weeks of Regular Earnings times Years of Continuous Service, with a maximum of 39 weeks of Regular Earnings and a minimum of 13 weeks of
Regular Earnings. 

  

	 	 b.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in the dollar amount determined by multiplying (A) the number of months
(rounded up to the next whole month) in the applicable severance pay period determined for the Participant in accordance with Paragraph A.2.a above by (B) the amount by which (i) the monthly cost that would be payable by the Participant,
as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under the Company’s employee group health plan, pursuant to their
COBRA rights, at the level in effect for each of them on the date of the Participant’s termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated executive whose employment with the Company has
not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the Participant’s former job and location that occurs
within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section IV(a)(i)(2) of the Plan is effective following the expiration of

  

 38 

	 	 
the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely basis to the
Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later than the last
day of such sixty (60)-day period, provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such Release has
not been revoked. Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under section
402(g)(1) of the Code for the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the Participant and shall be subject to the Company’s collection of all
applicable withholding taxes, and the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected. It shall be the sole responsibility of the Participant and his or her
spouse and eligible dependents to obtain actual COBRA coverage under the Company’s group health care plan. 

  

	 	 c.
	 Outplacement services for 3 months following the date of Separation from Service. 

  

	 	 3.
	 Eligible Employees in Grades 21 through 24: 

  

	 	 a.
	 Three weeks of Regular Earnings times Years of Continuous Service, with a maximum of 26 weeks of Regular Earnings and a minimum of 9 weeks of
Regular Earnings. 

  

	 	 b.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in the dollar amount determined by multiplying (A) the number of
months (rounded up to the next whole month) in the applicable severance pay period determined for the Participant in accordance with Paragraph A.3.a above by (B) the amount by which (i) the monthly cost that would be payable by the
Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under the Company’s employee group health plan,
pursuant to their COBRA rights, at the level in effect for each of them on the date of the Participant’s termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated executive whose employment with
the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the

  

 39 

	 	 
Participant’s former job and location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered
by the Participant in accordance with Section IV(a)(i)(2) of the Plan is effective following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3)
of the Plan has been delivered on a timely basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in
no event shall such payment be made later than the last day of such sixty (60)-day period, provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from
Service, as set forth in Section IV, and such Release has not been revoked. Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment
exceeds the applicable dollar amount under section 402(g)(1) of the Code for the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the Participant and shall be
subject to the Company’s collection of all applicable withholding taxes, and the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected. It shall be the sole
responsibility of the Participant and his or her spouse and eligible dependents to obtain actual COBRA coverage under the Company’s group health care plan. 

  

	 	 c.
	 Outplacement services for 1 week following the date of Separation from Service. 

  

	 B.
	 General Severance Pay Benefit. 

 If a Severance Pay Benefit becomes payable under Section IV(a)(i) after completion of six or more months of Continuous Service in connection with a subsequent Separation from Service occurring at any time
other than within the Change in Control Period as defined in paragraph A of this Appendix D, then the Severance Pay Benefit shall be: 
  

	 	 1.
	 Eligible Employees in Grades 31 through 34. 

  

	 	 a.
	 Three weeks of Regular Earnings times Years of Continuous Service, with a maximum of 39 weeks of Regular Earnings and a minimum of 13 weeks of
Regular Earnings. 

  

	 	 b.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in the dollar amount determined by multiplying (A) the number of
months (rounded up to the next whole month) in the applicable severance pay period determined for the Participant in accordance with Paragraph B.1.a

  

 40 

	 	 
above by (B) the amount by which (i) the monthly cost that would be payable by the Participant, as measured as of the date of his or her termination of employment, to obtain continued
medical care coverage for the Participant and his or her spouse and eligible dependents under the Company’s employee group health plan, pursuant to their COBRA rights, at the level in effect for each of them on the date of the
Participant’s termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated executive whose employment with the Company has not terminated to obtain group health care coverage at the same level. The
Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the Participant’s former job and location that occurs within the sixty (60)-day period measured from the date of his or her
Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section IV(a)(i)(2) of the Plan is effective following the expiration of the applicable maximum review and revocation periods and (B) any
waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date
thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later than the last day of such sixty (60)-day period, provided such Release and waiver have each been delivered to the Company within the
required time period following the Participant’s Separation from Service, as set forth in Section IV, and such Release has not been revoked. Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred
payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under section 402(g)(1) of the Code for the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care
Payment shall constitute taxable income to the Participant and shall be subject to the Company’s collection of all applicable withholding taxes, and the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining
after such withholding taxes have been collected. It shall be the sole responsibility of the Participant and his or her spouse and eligible dependents to obtain actual COBRA coverage under the Company’s group health care plan.

  

	 	 c.
	 Outplacement services for 3 months following the date of Separation from Service. 

  

	 	 2.
	 Eligible Employees in Grades 25 through 30: 

  

	 	 a.
	 Three weeks of Regular Earnings times Years of Continuous Service, with a maximum of 39 weeks of Regular Earnings and a minimum of 13 weeks of
Regular Earnings. 

  

 41 

	 	 b.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in the dollar amount determined by multiplying (A) the number of
months (rounded up to the next whole month) in the applicable severance pay period determined for the Participant in accordance with Paragraph B.2.a above by (B) the amount by which (i) the monthly cost that would be payable by the
Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under the Company’s employee group health plan,
pursuant to their COBRA rights, at the level in effect for each of them on the date of the Participant’s termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated executive whose employment with
the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the Participant’s former job and
location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section IV(a)(i)(2) of the Plan is effective
following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely basis to the Company and in the case of
such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later than the last day of such sixty (60)-day
period, provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such Release has not been revoked.
Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under section 402(g)(1) of the Code for
the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the Participant and shall be subject to the Company’s collection of all applicable withholding taxes,
and the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected. It shall be the sole responsibility of the Participant and his or her spouse and eligible dependents
to obtain actual COBRA coverage under the Company’s group health care plan. 

  

	 	 c.
	 Outplacement services for 3 months following the date of Separation from Service. 

  

 42 

	 	 3.
	 Eligible Employees in Grades 21 through 24: 

  

	 	 a.
	 Three weeks of Regular Earnings times Years of Continuous Service, with a maximum of 26 weeks of Regular Earnings and a minimum of 9 weeks of
Regular Earnings. 

  

	 	 b.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in the dollar amount determined by multiplying (A) the number of
months (rounded up to the next whole month) in the applicable severance pay period determined for the Participant in accordance with Paragraph B.3.a above by (B) the amount by which (i) the monthly cost that would be payable by the
Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under the Company’s employee group health plan,
pursuant to their COBRA rights, at the level in effect for each of them on the date of the Participant’s termination of employment exceeds (ii) the monthly amount payable at such time by a similarly-situated executive whose employment with
the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay date for the Participant’s former job and
location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with Section IV(a)(i)(2) of the Plan is effective
following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a timely basis to the Company and in the case of
such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made later than the last day of such sixty (60)-day
period, provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and such Release has not been revoked.
Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under section 402(g)(1) of the Code for
the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the Participant and shall be subject to the Company’s collection of all applicable withholding taxes,
and the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected. It shall be the sole responsibility of the Participant and his or her spouse and eligible dependents
to obtain actual COBRA coverage under the Company’s group health care plan. 

  

 43 

	 	 c.
	 Outplacement services for 1 week following the date of Separation from Service. 

  

	 C.
	 General Severance Pay Benefit Without Six Months of Continuous Service. 

 For Eligible Employees in Grades 21 through 34 who have not completed six or more months of Continuous Service but are
eligible for a severance benefit under Section IV(a)(i), if the Severance Pay Benefit becomes payable in connection with a Separation from Service occurring at any time other than within the Change Control Period as defined in paragraph A of
this Appendix D, then the Severance Pay Benefit shall be: 
  

	 	 1.
	 4 weeks of Regular Earnings. 

  

	 	 2.
	 A lump sum cash payment (the “Lump Sum Health Care Payment”) in the amount equal to one (1) times the amount by which
(i) the monthly cost that would be payable by the Participant, as measured as of the date of his or her termination of employment, to obtain continued medical care coverage for the Participant and his or her spouse and eligible dependents under
the Company’s employee group health plan, pursuant to their COBRA rights, at the level in effect for each of them on the date of the Participant’s termination of employment exceeds (ii) the monthly amount payable at such time by a
similarly-situated executive whose employment with the Company has not terminated to obtain group health care coverage at the same level. The Company shall pay the Lump Sum Health Care Payment to the Participant on the first regularly scheduled pay
date for the Participant’s former job and location that occurs within the sixty (60)-day period measured from the date of his or her Separation from Service on which both (A) the Release delivered by the Participant in accordance with
Section IV(a)(i)(2) of the Plan is effective following the expiration of the applicable maximum review and revocation periods and (B) any waiver required of the Participant pursuant to Section IV(a)(ii)(3) of the Plan has been delivered on a
timely basis to the Company and in the case of such waiver the thirty (30)-day maximum delivery period has expired, or on such subsequent date thereafter as the Company may determine in its sole discretion, but in no event shall such payment be made
later than the last day of such sixty (60)-day period, provided such Release and waiver have each been delivered to the Company within the required time period following the Participant’s Separation from Service, as set forth in Section IV, and
such Release has not been revoked. Notwithstanding the foregoing, the Lump Sum Health Care Payment shall be subject to the deferred payment provisions of Section V(d) of the Plan, to the extent such payment exceeds the applicable dollar amount under
section 402(g)(1) of the Code for the year in which the Participant’s Separation from Service occurs. The Lump Sum Health Care Payment shall constitute taxable income to the Participant and shall be subject to the Company’s collection of
all applicable withholding taxes, and

  

 44 

	 	 
the Participant shall receive only the portion of the Lump Sum Health Care Payment remaining after such withholding taxes have been collected. It shall be the sole responsibility of the
Participant and his or her spouse and eligible dependents to obtain actual COBRA coverage under the Company’s group health care plan. 

  

	 	 3.
	 Outplacement services for 1 week following the date of Separation from Service. 

  

 45

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