Document:

EX-10.15

 Exhibit 10.15 

 
 

 
 Bruker Corporation 

2022 Short-Term Incentive Compensation Program 

Program Objectives 
 The Bruker Corporation
(“Bruker” or the “Company”) 2022 Short-Term Incentive Compensation Program (the “ICP” or “Program”) is designed to reward employees for performance that contributes to the
Company’s growth and financial success. 
 The Program is designed to reward several layers of success at the Bruker Corporate, Group, Divisional,
Business Unit, functional, and individual levels, while maintaining a focus on improvement over prior year results. Incentive Awards under this Program are granted as “Cash-Based Awards” pursuant to and in accordance with the terms of the
Bruker Corporation 2016 Incentive Compensation Plan (the “2016 Plan”). Capitalized terms used but not defined herein shall have the meanings ascribed to them under the 2016 Plan. 

Eligibility 
 Employees, including executives and
managers, of the Company and its subsidiaries are eligible to participate in the Program, as the Committee (as defined below) may determine at its discretion. Sales-commissioned employees and employees participating in any other cash-based incentive
plan of the Company or any of its subsidiaries are not eligible to participate in the ICP. Employees participating in this ICP are generally not eligible to participate in any other cash-based incentive plan of the Company and its subsidiaries. 

Any Incentive Award for any employee who becomes eligible to participate in the Program after the beginning of the Performance Period shall be pro-rated based on the employee’s participation date. An employee must commence employment or transfer into an eligible position, as applicable, prior to November
15th of the Performance Period in order to be eligible to participate in the Program for that Performance Period, unless otherwise determined by the Committee. 

Incentive Targets and Incentive Awards 
 Each Participant
shall have a pre-determined Incentive Target, which will be determined by the Committee and communicated to the Participant. Additionally, the conditions to achieve the Incentive Target shall also be pre-determined. Achievement of a Participant’s Incentive Target typically depends on a combination of Company or business achievement of financial goals and 

 

					
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achievement of individual goals, with weightings assigned to each based on Committee discretion and the Participant’s level in the organization. Incentive Award payouts are calculated and
paid annually based on Company and individual performance relative to the goals, such that actual Incentive Award payouts can be below, at, or above the Incentive Target. 

Incentive Award Achievement and Maximums 
 Financial
Goals 
 Each financial goal has a minimum of 0% payout and a maximum of 200%, with payouts determined relative to the achievement of each of the
specified performance goals on a linear basis, e.g., 110% performance results in 110% payout for any one financial metric. 
 For purposes of this
Program, financial goals may be determined pursuant to generally accepted accounting principles (GAAP) or on a non-GAAP basis and may include the following metrics or variations thereof: earnings per share
(EPS); pre-tax or after-tax net income; operating income or profit; cash flow; gross or net revenues; gross or net sales; costs (including cost reductions); margins;
units sold; market share; stock price; total shareholder return; return on sales, assets, equity, capital or investment; earnings before deducting one or more of interest, taxes, depreciation and amortization; capital expenditures; working capital;
inventory decrease; effective tax rate in one or more jurisdictions; planning for, or completion or implementation of, acquisitions or divestitures of specific product lines, business segments, business units, divisions or subsidiaries; or other
balance sheet or income statement objectives approved by the Committee. 
 Performance goals may be set at the consolidated level, segment level, division
level, group level, business unit level, country or regional level. Additionally, performance goals may be measured on an absolute basis or relative to pre-established targets, a previous year’s results
or to a designated comparison group, in each case as specified by the Committee. 
 The Committee may, in its sole discretion and in accordance with and
subject to the terms of the 2016 Plan, adjust Incentive Awards to take into account the effects of any Extraordinary Items (as defined below). 

Differences in weightings of financial goals, or the financial goals themselves, may exist between the Corporate and Group/Divisional financial metrics to
reflect organizational scope, responsibility, and shareholder expectations. Each of the metrics may also be weighted to reflect the relative importance of each of the goals. Participants in the operating groups may have a portion of their financial
goals tied to their direct area of responsibility or some other area related 

  

					
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to their responsibility (e.g., an organization that is “1-up” from their current direct area of accountability) to encourage teamwork,
collaboration, and alignment across the organization. 
 The determination of achievement of financial goals for purposes of Incentive Award calculations
will be based, in part, upon final audited financial statements for the Performance Period; and, where applicable, the baseline numbers will be the prior year audited financial results as approved by the Board. 

Individual Goals 
 All individual goals will be
established by the Committee and communicated to the Participant. Individual performance will be assessed by the Committee based on achievement of individual goals. Payouts will be determined by the Committee, based, in part, on the Committee’s
assessment of individual performance relative to each of the specified goals and the applicable annual budget. Individual performance has a minimum payout of 0% and a maximum payout of 125%. 

Total Award Opportunity 
 Results of the financial goals
relative to their respective targets will be multiplied by the corresponding payout percentage tied to the specific level of performance for each goal. Those products will then be added together to derive the final payout percentage for the
financial portion of the award. Results of the individual goals will be used in determining the overall payout for the individual portion of the award. 

Award Payments 
 After the Performance Period has ended,
the Committee shall determine the amount of each Participant’s Incentive Award, if any, based on the achievement of the financial goals and individual goals over the Performance Period, market conditions and the Committee’s exercise of
discretion. The factors used in determining the amount of the Incentive Award are in the sole discretion of the Committee, and may include the achievement of individual performance, employee contributions to other areas of the Company, compliance
with Company policies and procedures, teamwork, market conditions, overall Company performance, or other factors determined by senior management from time to time. 

Incentive Awards, if any, will be paid to eligible Participants in the calendar year following the calendar year in which the Performance Period ends shortly
after audited results are approved by the Board and reported by the Company and the Committee determines Incentive Award amounts. 

  

					
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 Participants must be active employees on
payroll in an eligible position on the payout date to receive an Incentive Award; provided that Participants who transfer to an ineligible position after the beginning of the Performance Period will remain eligible to receive a pro-rated Incentive Award based on the time the Participant worked in the eligible position during the Performance Period. To be eligible to receive any Incentive Award under the Program, the Participant must be
considered in good standing as determined by the Committee in its sole discretion and may not be on a performance improvement plan. 
 If an employee is
terminated involuntarily prior to the end of a Performance Period, the Committee may, in its sole discretion, determine whether to pay any portion of the Incentive Award, taking into account such things as individual performance and length of time
the employee performed in the designated role during the Performance Period. In no event will any employee who resigns for any reason, or who is terminated for performance reasons or for violation of Company policies prior to the date of the
Incentive Award payout be eligible to receive any portion of an Incentive Award. 
 The payment of Incentive Awards pursuant to the achievement of the
individual goals is subject to the satisfaction of minimum performance expectations, as determined by the Committee. Such minimum performance expectations include, without limitation, compliance by the Participant and the Participant’s
organization with the Company’s Code of Conduct and other policies. 
 In the event the Committee determines that a Participant’s performance, or
the performance of the Participant’s organization, has failed to meet the minimum standard of performance reasonably expected of such Participant, the Participant may receive only such portion of his or her Incentive Award calculated as payable
in respect of individual goals, which could be zero, as may be so determined by the Committee. 
 In addition, in the event such failure to achieve minimum
performance expectations is due to a material violation of the Code of Conduct or other Company policies which fall within the Participant’s area of responsibility, either individually or with respect to Participant’s organization, the
ability of the Committee to reduce or eliminate the portion of Incentive Awards calculated as payable in respect of such individual goals shall be extended to and include the ability to eliminate or reduce the payment of amounts calculated as
payable pursuant to the achievement of the financial goals. 
 A Participant has no contractual right to an Incentive Award. The Committee has discretion to
determine whether a Participant will receive an Incentive Award and has sole discretion to determine the amount of the Incentive Award, if any. No Incentive Award is earned until the Committee has determined the amount

  

					
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payable and the Participant has met all of the conditions of the Program. An Incentive Award in one year is not a guarantee of eligibility to participate in the Program, or an Incentive Award of
any amount, in subsequent years. 
 General Provisions 

Administration 
 The terms and conditions of the Program
are subject to the provisions of the 2016 Plan. The Committee is responsible for approving Incentive Targets, establishing financial and independent goals, assessing performance and determining the amount payable with respect to each Incentive
Award, and for administering the Program in accordance with and subject to the terms and conditions of the 2016 Plan. The Committee shall have full and sole discretionary authority to interpret the Program, to establish and amend rules and
regulations relating to it, and to make all other determinations necessary or advisable for the administration of the Program. 
 All interpretations and
determinations, including determinations of the amount of Incentive Awards due any Participant, made by the Committee shall be final and binding on all persons. 

Termination and Amendment 
 The Company reserves the right
to amend, modify, suspend or terminate the Program at any time solely in its discretion with or without notice to Participants. 
 No Right to Employment

 Nothing contained herein shall in any way alter the nature of employment at the Company or constitute a contract of employment or in any way be
construed to confer on the Participant any right to continue as a participant in the 2016 Plan or the Program or as an employee of the Company or any subsidiary of the Company. 

Recoupment 
 Payments made to any Participant pursuant to
an Incentive Award shall be subject to clawback: (1) to the extent of the excess of what would have been paid to the Participant under a Restatement (as defined below), (2) in the event that a Participant, during employment or other service
covered by this Program, shall engage in activity detrimental to the business of the Company, (3) as required by any clawback policy implemented by the Company, or (4) as otherwise required by any provision of any law, government rule or
regulation, or stock exchange listing requirement. 

  

					
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 Tax Withholding 

The Company and its subsidiaries shall have the right to withhold from any amount payable hereunder any amount it reasonably determines is sufficient to
satisfy all applicable country-specific tax withholding requirements and to take such other action as may be necessary or advisable in the opinion of the Company and its subsidiaries to satisfy all obligations for withholding of such taxes. 

Section 409A 
 The Program is intended to comply with
the short-term deferral rule set forth in the regulations under section 409A of the Code, in order to avoid application of section 409A to the Program. If and to the extent that any payment under this Program is deemed to be deferred compensation
subject to the requirements of section 409A, this Program shall be administered so that such payments are made in accordance with the requirements of section 409A, including the six-month delay required for
“specified employees,” if applicable. In no event shall a Participant, directly or indirectly, designate the calendar year of payment, except in accordance with Section 409A. Notwithstanding anything in this Program to the contrary,
each Participant shall be solely responsible for the tax consequences of any Incentive Award, and in no event shall the Company or any subsidiary have any responsibility or liability if any Incentive Award does not meet the applicable requirements
of Section 409A of the Code. Although the Company intends to administer the Program to prevent taxation under Section 409A of the Code, the Company does not represent or warrant that the Program or any Incentive Award complies with any
provision of federal, state, local or other tax law. 
 Change in Control 

Notwithstanding other provisions of the Program, in the event of a Change in Control of the Company: 

 

	 	(1)	 If an Incentive Award is continued or assumed and within the lesser of the expiration of the Performance Period
and 12 months following the Change in Control the Company (or its successor) involuntarily terminates the Participant without Cause or the Participant voluntarily terminates for Good Reason then, upon such termination, the Incentive Target payout
opportunity under such Incentive Award will be deemed to have been earned on a pro rata basis for that portion of the Performance Period(s) completed as of the effective date of such qualifying termination and will be paid to the Participant within
30 days following such termination, unless the acceleration of payment would result in additional taxes under Section 409A of the Internal Revenue Code. 

  

					
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	 	(2)	 If an Incentive Award is not continued or assumed, the Incentive Target payout opportunity under such Incentive
Award will be deemed to have been earned on a pro rata basis for that portion of the Performance Period completed as of the effective date of such Change in Control and will be paid to the Participant within 30 days following such Change in Control,
unless the acceleration of payment would result in additional taxes under Section 409A of the Internal Revenue Code. 

 Unfunded
Arrangement 
 The obligations of the Company under this Program shall be unsecured and unfunded obligations, and to the extent that any Participant
acquires a right to receive a payment under this Program, such right shall be no greater than the right of an unsecured general creditor of the Company and no Participant shall have any right, title or interest in any of the assets of the Company or
its affiliates. No assets of the Company or its affiliates shall be held under any trust, or held in any way as collateral security for the fulfilling of the obligations of the Company under this Program. Any and all assets of the Company and its
affiliates shall be, and remain, the general unpledged, unrestricted assets thereof. 
 Transferability 

No right or interest of any Participant under the Program and no Incentive Award will be assignable or transferable, in whole or in part, by the Participant
either directly or by operation of law or otherwise, including without limitation by execution, levy, garnishment, attachment, pledge or in any manner; no attempted assignment or transfer thereof will be effective; and no right or interest of any
Participant under the Program and any Incentive Award will be liable for, or subject to, any obligation or liability of such Participant. 
 Successors

 The Program shall be binding upon and inure to the benefit of the Company, its successors and assigns, and each Participant and the Participant’s
heirs, executors, administrators and legal representatives. 
 Governing Law 

This Program, and all agreements hereunder, shall be construed in accordance with and governed by the laws of the State of Delaware, without reference to
principles of conflict of laws which would require application of the law of another jurisdiction. 
 Entire Agreement 

This Program, together with the 2016 Plan, constitutes the entire agreement of the Company with respect to the subject matter thereof and cannot be modified by
any oral statement or otherwise except by written action of the Committee or the Board. 

  

					
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 This Program applies to all employees
globally, with such adjustments for local law and local business and accounting practices as the Committee may determine, including as set forth on the Addendum attached hereto. 

Definitions 
 Committee: means the Compensation
Committee with respect to the Company’s executive officers and other senior-level employees identified by the Compensation Committee, and the Participant’s manager or applicable Group President with respect to all other Participants. 

Extraordinary Items: means unusual or nonrecurring events affecting the Company or the financial statements of the Company, such as, but not limited
to, (a) effects of changes in foreign exchange, (b) an unbudgeted material expense incurred by or at the direction of the Board or a committee thereof, (c) a material litigation judgment or settlement, (d) effects of mergers,
acquisitions, divestitures, spin-offs, consolidation, acquisition of property or stock, reorganizations, restructuring charges, or joint ventures, or (e) changes in applicable laws, regulations, or accounting principles. 

Incentive Award: The award payout under the Program. 

Incentive Target: The incentive opportunity expressed as a percent of the Participant’s base salary. 

Participant: An employee who has met the eligibility criteria outlined in accordance with the Program. 

Performance Period: The period of time for which performance goals are measured under this Program is generally January 1 through December 31.

 Restatement: With respect to any payment under an Incentive Award, a material restatement of previously filed financial statements that is
required to be prepared and filed at any time during the three-year period following such payment due to material noncompliance of the Company with any financial reporting requirements under the United States federal securities laws. 

  

					
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 Short-Term Incentive Compensation
Program Addendum 
 This Addendum should be read alongside the provisions of the Short-Term Incentive Compensation Program (the
“Program”). The purpose of the Addendum is to amend the Program in accordance with the requirements of the governing law in the countries as set out below. The amendments for a given specific country set forth below (and no other
country) shall apply to and be part of the Program for Participants while employed by a Bruker subsidiary in such country. Unless otherwise defined in this Addendum, the terms and conditions defined in the Program are incorporated by reference. For
avoidance of doubt, if a provision of the Program is not expressly amended below for a given country, that provision remains in full force and effect in such country without amendment. 

China 
 The following amendment shall be made to the
Program if the Participant employed by a Bruker subsidiary in China. 
 The paragraph headed Governing Law shall be amended to read as follows (with
the underlined wording showing the change made): 
 “This Program, and all agreements hereunder, shall be construed in accordance with and governed
by the laws of the Peoples Republic of China, without reference to principles of conflict of laws which would require application of the law of another jurisdiction.” 

France 
 The following amendment shall be made to the
Program if the Participant employed by a Bruker subsidiary in France. 
 The paragraph headed Recoupment shall be amended to read as follows: 

“Payments made to any Participant pursuant to an Incentive Award shall be subject to clawback: (1) to the extent of the excess of
what would have been paid to the Participant under a Restatement (as defined below) or (2) as otherwise required by any provision of any law, government rule or regulation, or stock exchange listing requirement.” 

  

					
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 Germany 

The following amendments shall be made to the Program if the Participant employed by a Bruker subsidiary in Germany. 

 

	 	1.	 The first sentence of the paragraph headed Individual Goals shall be amended to read as follows (with
the underlined wording showing the changes made): 

 “All individual goals will be established by the Committee and
communicated to the Participant at the beginning of the Performance Period.” 
  

	 	2.	 The first sentence of the first paragraph under the heading Award Payments shall be amended to read as
follows (with the underlined wording showing the changes made): 

 “After the Performance Period has ended, the
Committee shall determine the amount of each Participant’s Incentive Award, if any, based on the achievement of the financial goals and individual goals over the Performance Period, market conditions and the Committee’s exercise of
reasonable discretion.” 
  

	 	3.	 The first sentence of the third paragraph under the heading Award Payments shall be deleted and the
second sentence of the same paragraph shall be amended to read as follows (with the underlined wording showing the changes made): 

“To be eligible to receive any Incentive Award under the Program, the employee Participant must be considered in good standing as
determined by the Company in its sole and reasonable discretion and may not be on a performance improvement plan.” 
  

	 	4.	 The fourth paragraph under the heading Award Payments shall be deleted and replaced with the following:

 “Any Incentive Award for any employee whose employment terminates during the Performance Period or who otherwise
ceases to be eligible to participate in the Program after the beginning of the Performance Period shall be pro-rated based on the employee’s termination date or the date on which the employee’s
participation ceases otherwise.” 
  

	 	5.	 The first sentence of the eighth paragraph under the heading Award Payments shall be deleted.

  

					
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 Switzerland 

The following amendments shall be made to the Program if the Participant employed by a Bruker subsidiary in Switzerland. 

 

	 	1.	 The following sentence shall be inserted at the end of the paragraph under the heading Incentive Payment and
Incentive Awards: 

 “In any case, the Committee is free to deviate at its own discretion upwards or downwards
from the Incentive Target set in its final determination of the Incentive Award.” 
  

	 	2.	 The following sentences shall be inserted at the end of the second paragraph under the heading
Award Payments: 

 “The Company may instruct subsidiaries to make the payment on behalf of the
Company. The Company further has the right to pay the Incentive Award in the local currency in which the employee is usually paid whereby the exchange rate shall be determined by the Committee.” 

 

	 	3.	 The third, fourth and fifth paragraphs under the heading Award Payments shall be amended to read as
follows (with the underlined wording showing the changes made): 

 “Participants must be active employees (i.e.
neither terminated or under notice) on payroll in an eligible position on the payout date to receive an Incentive Award; provided that Participants who transfer to an ineligible position after the beginning of the Performance Period will remain
eligible to receive a pro-rated Incentive Award based on the time the Participant worked in the eligible position during the Performance Period. To be eligible to receive any Incentive Award under the Program,
the Participant must be considered in good standing as determined by the Committee in its sole discretion and may not be on a performance improvement plan. 

If an employee is terminated involuntarily prior to the end of a Performance Period (whereby the issuance of the notice is decisive and
not the expiration of any notice period), the Committee may, in its sole discretion, determine whether to pay any portion of the Incentive Award, taking into account such things as individual performance and length of time the employee performed
in the designated role during the Performance Period. In no event will any employee who resigns for any reason, or who is terminated for performance reasons or for violation of Company policies prior to the date of the Incentive Award payout
(whereby  

  

					
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the issuance of the notice is decisive and not the expiration of any notice period) be eligible to receive any portion of an Incentive Award. The possible indication of reasons for
termination in a notice does not allow any conclusion to be drawn as to the reasons for termination that are decisive for the Program. 

The payment of Incentive Awards pursuant to the achievement of the individual goals is subject to the satisfaction of minimum performance
expectations, as determined in the sole discretion by the Committee. Such minimum performance expectations include, without limitation, compliance by the Participant and the Participant’s organization with the Company’s Code of
Conduct and other policies.” 
  

	 	4.	 The following sentence shall be inserted at the end of the paragraph under the heading Successors:

 “The Participant shall not have any right under this Program against the subsidiary employing the Participant,
but only against the Company.” 

  

					
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  Exhibit 10.13

  TURNING POINT THERAPEUTICS, INC. SEVERANCE BENEFIT PLAN – C-SUITE

  1.INTRODUCTION. This Turning Point Therapeutics, Inc. Severance Benefit Plan – C-Suite (the “Plan”) is established by Turning Point Therapeutics, Inc. (the “Company”) effective September 18, 2017 (the “Effective Date”), amended effective September 29, 2018, February 20, 2019 and July 25, 2019 and amended and restated February 15, 2020, May 4, 2021 and November 11, 2021. The Plan provides for severance benefits to selected employees of the Company. This document also constitutes the Summary Plan Description for the Plan.

   

  2.DEFINITIONS. For purposes of the Plan, the following terms are defined as follows:

   

  (a)“Board” means the Board of Directors of the Company.

   

  (b)“C-level Executive” means any officer of the Company with “Chief” in his or her title and any Executive Vice President.

   

  (c)“Cause” means the occurrence of any one or more of the following: (i) the Participant’s conviction of, or plea of no contest with respect to, any felony, or of any misdemeanor involving dishonesty or moral turpitude; (ii) the Participant’s participation in a fraud or act of dishonesty (or an attempted fraud or act of dishonesty) against the Company, or that results in (or could result in) material harm to the Company, including but not limited to material harm to reputational interests; (iii) the Participant’s violation of a fiduciary duty or a duty of loyalty owed to the Company; (iv) the Participant’s material breach of any fully executed agreement between the Participant and the Company, including but not limited to the Employment, Confidential Information and Invention Assignment Agreement, or any applicable written Company policies;

  (v) persistent, unsatisfactory performance or neglect of the Participant’s job duties, which is not cured within thirty (30) business days after the Participant is provided written notice by the Company (provided, that, such written notice and opportunity to cure are not required if the Participant’s performance or neglect is not reasonably susceptible to being cured); or (vi) the Participant’s gross misconduct or material failure to comply with a written instruction of the Company.

   

  (d)“Change in Control” for purposes of this Plan shall have the meaning ascribed to such term in the Company’s 2013 Equity Incentive Plan.

   

  (e)“Change in Control Protection Period” means the period that occurs three months prior to, and ends twelve months after, a Change in Control.

   

  (f)“Change in Control Termination” means a Participant’s Covered Termination, that occurs during the Change in Control Protection Period.

   

  (g)“Code” means the Internal Revenue Code of 1986, as amended.

   

  (h)“Common Stock” means the common stock of the Company.

   

   

   

  

   

  (i)“Covered Termination” means an Involuntary Termination or a Participant’s resignation for Good Reason, in either case, resulting in a Separation from Service.

   

  (j)“Disability” means the Participant’s inability, due to physical or mental incapacity, to perform the Participant’s duties with reasonable accommodation for a period of ninety (90) consecutive days or one hundred and twenty (120) days during any consecutive six-month period.

   

  (k)“ERISA” means the Employee Retirement Income Security Act of 1974, as amended.

   

  (l)“Good Reason” shall mean: any of the following actions that are taken by the Company without the Participant’s prior consent: (i) a material reduction of the Participant’s base compensation, unless such reduction is consistent with and generally applicable to all the Company’s executive officers and is agreed to in writing by the Participant; (ii) a material reduction of the Participant’s authority, responsibilities or duties with the Company; or (iii) the Participant being required to relocate the Participant’s principal place of employment with the Company to a place that increases the Participant’s one-way commute by more than fifty (50) miles as compared to the Participant’s then-current place of employment immediately prior to such relocation (provided that the Participant’s relocation back to the Company office from remote work will not be considered a relocation of the Participant’s principal place of employment with the Company for the purposes of this definition); provided, however, that the Participant’s termination shall only be for Good Reason if: (i) the Participant gives the Board written notice of the intent to terminate for Good Reason within sixty (60) days following the first occurrence of the condition(s) that the Participant believes constitutes Good Reason, which notice shall describe such condition(s), and (ii) the Board has a period of not less than thirty (30) days to cure the Good Reason resignation triggering condition following its receipt of such notice (the “Cure Period”), (iii) the Good Reason resignation triggering condition is not cured prior to expiration of the Cure Period, and (iv) the Participant resigns within the thirty (30) day period following the expiration of the Cure Period.

   

  (m)“Involuntary Termination” means a Participant’s termination of employment by the Company for a reason other than due to death, Disability, or for Cause.

   

  (n)“Non-CiC Termination” means a Participant’s Covered Termination that does not occur during the Change in Control Protection Period.

   

  (o)“Participant” means each individual who is employed by the Company, has been designated as a Participant by the Plan Administrator, and has received and returned a signed Participation Notice.

   

  (p)“Participation Notice” means the latest notice delivered by the Company to a Participant informing the Participant that he or she is eligible to participate in the Plan, substantially in the form attached hereto as EXHIBIT A.

   

  (q)“Plan Administrator” means the Board or any committee of the Board duly authorized to administer the Plan, including the Compensation Committee of the Board, or any member of senior management of the Company designated by the Board (including, for example, 

   

   

  

   

  the head of Human Resources). The Board may at any time administer the Plan, in whole or in part, notwithstanding that the Board has previously appointed a committee or other person to act as the Plan Administrator. Notwithstanding the foregoing, upon and after the consummation of a Change in Control, the Plan Administrator shall mean the Representative.

  (r)“Person” means a “person” as such term is used in Sections 13(d) and 14(d) of the United States Securities Exchange Act of 1934, as amended

   

  (s)“Release Effective Date” means the date, which must occur during the Release Period, on which the Release becomes effective and is no longer revocable by the Participant.

   

  (t)“Release” has the meaning set forth in Section 5.

   

  (u)“Release Period” means the sixty-day period following a Participant’s Covered Termination during which the Release must be executed (and not revoked) by the Participant.

   

  (v)“Representative” means one or more members of the Board or other persons designated by the Board (including a member of senior management such as the head of Human Resources) prior to or in connection with a Change in Control to administer the Plan.

   

  (w)“Separation from Service” means a “separation from service” within the meaning of Treasury Regulations Section 1.409A-1(h), without regard to any alternative definition thereunder.

   

  (x)“Severance Period” means the number of weeks or months, as applicable, of severance payable under this Plan to the Participant with respect to the applicable Covered Termination, which will be indicated as either a “Non-CiC Severance Period” or a “CiC Severance Period” in the Participant’s Participation Notice.

   

  4.ELIGIBILITY FOR BENEFITS. Subject to the terms and conditions of the Plan, the Company will provide the benefits described in Section 4 to the affected Participant. A Participant will not receive benefits under the Plan (or will receive reduced benefits under the Plan) in the following circumstances, as determined by the Plan Administrator, in its sole discretion:

   

  (a)The Participant’s employment is terminated by the Company for any reason other than an Involuntary Termination;

   

  (b)The Participant’s employment is terminated by the Participant for any reason other than for Good Reason;

   

  (c)The Participant has not entered into the Company’s standard form of Employee Invention Assignment and Confidentiality Agreement or any similar or successor document (the “Confidentiality Agreement”);

   

  (d)The Participant has failed to execute and allow to become effective the Release (as defined and described below) within the Release Period; and

   

  (e)The Participant has failed to return all Company Property. For this purpose, 

   

   

  

   

  “Company Property” means all paper and electronic Company documents (and all copies thereof) created and/or received by the Participant during his or her period of employment with the Company and other Company materials and property that the Participant has in his or her possession or control, including, without limitation, Company files, notes, drawings records, plans, forecasts, reports, studies, analyses, proposals, agreements, financial information, research and

   

   

   

  

   

  development information, sales and marketing information, operational and personnel information, specifications, code, software, databases, computer-recorded information, tangible property and equipment (including, without limitation, leased vehicles, computers, computer equipment, software programs, facsimile machines, mobile telephones, servers), credit and calling cards, entry cards, identification badges and keys, and any materials of any kind that contain or embody any proprietary or confidential information of the Company (and all reproductions thereof, in whole or in part). As a condition to receiving benefits under the Plan, a Participant must not make or retain copies, reproductions or summaries of any such Company documents, materials or property. However, a Participant is not required to return his or her personal copies of documents evidencing the Participant’s hire, termination, compensation, benefits and stock options and any other documentation received as a stockholder of the Company.

   

  4.PAYMENTS & BENEFITS UPON A COVERED TERMINATION. Except as may otherwise be provided in the Participant’s Participation Notice, in the event of a Covered Termination, the Company will provide the payments and benefits described in this Section 4, subject to the terms and conditions of the Plan. For the avoidance of doubt, the Plan does not provide for duplication (in whole or in part) of benefits with any other agreement or plan.

   

  (a)Payment of Accrued Obligations. The Company shall pay to each eligible Participant who incurs a Covered Termination a lump sum payment in cash, paid in accordance with applicable law, equal to the sum of (i) the Participant’s accrued but unpaid base salary and any accrued but unpaid vacation pay through the date of the Covered Termination, and (ii) any earned but unpaid annual bonus for any fiscal year preceding the fiscal year in which the termination occurs.

   

  (b)Non-CiC Termination.

   

  (i)Cash Severance. Subject to the execution (and non-revocation) of the Release, upon a Non-CiC Termination, the Participant will receive as severance an amount equal to the Participant’s (x) Severance Base Pay and (y) solely with respect to the Company’s Chief Executive Officer, the Bonus Multiple. Such amounts will be payable in accordance with Section 4(b)(i)(3) below.

   

  (1)Severance Base Pay. For this purpose, “Severance Base Pay” means an amount equal to the product of (A) the Participant’s annual base salary or annualized wages (excluding incentive pay, premium pay, commissions, overtime, bonuses and other forms of variable compensation) as in effect on the date of the Non-CiC Termination and (B) a fraction, the numerator of which is the number of months represented by the Non-CiC Severance Period and the denominator of which is twelve (12).

   

  (2)Bonus Multiple. For this purpose, the “Bonus Multiple” means an amount equal to the product of (A) the Participant’s target annual bonus (under the Company’s annual bonus plan or program, or under the Participant’s employment agreement or offer letter with the Company) calculated at 100% of target levels as specified in such Company bonus plan or program as in effect immediately prior to the date of the Non-CiC Termination and (B) a fraction, the numerator of which is the number of months represented by the Non-CiC Severance Period and the denominator of which is twelve (12).

   

   

   

  

   

  (3)Payment Schedule. The Company will pay the Severance Base Pay and the Bonus Multiple, if applicable, in a lump sum on the first payroll date that occurs more than five (5) days after the Release Effective Date. Notwithstanding the foregoing, to the extent required to comply with Section 409A (as defined below), in the event that the Release Period spans two calendar years such that the Release Effective Date could occur in either of such calendar years, the Severance Base Pay and Bonus Multiple, if applicable, to be paid to the Participant will be made in the second calendar year.

   

  (iii)COBRA Payments; Special Severance Payments.

   

  (1)COBRA Payment Period. If the Participant is eligible for and has made the necessary elections for continuation coverage pursuant to COBRA under a group health, dental or vision plan sponsored by the Company, the Company will pay, as and when due directly to the COBRA carrier, the COBRA premiums necessary to continue the Participant’s COBRA coverage for the Participant and the Participant’s eligible dependents from the date of the Non- CiC Termination until the earliest to occur of (i) end of the Non-CiC Severance Period, (ii) the expiration of the Participant’s eligibility for the continuation coverage under COBRA, and (iii) the date on which the Participant becomes eligible for health insurance coverage in connection with new employment or self-employment (such period for purposes of this Section 4(b)(ii), the “COBRA Payment Period”). The Participant agrees to promptly notify the Company as soon as the Participant becomes eligible for health insurance coverage in connection with new employment or self-employment.

   

  (2)Special Severance Payment. Notwithstanding Section 4(b)(ii)(1) above, if at any time the Company determines, in its sole discretion, that the payment of the COBRA premiums would result in a violation of the nondiscrimination rules of Section 105(h)(2) of the Code or any statute or regulation of similar effect (including, without limitation, the 2010 Patient Protection and Affordable Care Act, as amended by the 2010 Health Care and Education Reconciliation Act and any other subsequent amendments), then in lieu of providing the benefit set forth in Section 4(b)(ii)(1) above, the Company will instead pay the Participant, on the first day of each month of the remainder of the COBRA Payment Period, a fully taxable cash payment equal to the COBRA premiums for that month, subject to applicable tax withholdings and deductions (such amount for purposes of this Section 4(b)(ii), the “Special Severance Payment”).

   

  (3)Payment Schedule. The Company will make the first payment under this Section 4(b)(ii) (and, in the case of the Special Severance Payment, such payment will be made to the Participant, in a lump sum) within five (5) business days after the Release Effective Date. Notwithstanding the foregoing, to the extent required to comply with Section 409A (as defined below), in the event that the Release Period spans two calendar years such that the Release Effective Date could occur in either of such calendar years, the first payment to be made under this Section 4(b)(ii) will be made in the second calendar year (and, if applicable, will include any amounts that the Company otherwise would have paid through such date), with the balance of the payments (if applicable) paid thereafter on the original schedule.

   

  (iv)Accelerated Vesting. Solely with respect to the Company’s Chief Executive Officer and subject to such Participant’s execution (and non-revocation) of the Release, and notwithstanding anything to the

   

   

   

  

   

  contrary set forth in the applicable equity plans, upon a Non-CiC Termination, the vesting and exercisability (if applicable) of the number of then unvested time-based vesting equity awards then held by such Participant that would have vested had such Participant remained an employee of the Company through the end of the Non-CiC Severance Period shall immediately accelerate and become exercisable, if applicable, by such Participant upon such termination and shall remain exercisable, if applicable, following such Participant’s termination as set forth in the applicable equity award documents. With respect to any performance-based vesting equity award, such award shall continue to be governed in all respects by the terms of the applicable equity award documents.

   

  (c)Change in Control Termination.

   

  (i)Cash Severance. Subject to the execution (and non-revocation) of the Release, upon a Change in Control Termination, (A) the Participant will receive as severance an amount equal to the Participant’s Severance Base Pay, and (B) the Participant will also receive as severance an amount equal to the Participant’s Bonus Multiple. Such amounts, as applicable, will be payable in accordance with Section 4(c)(i)(3) below.

   

  (1)Severance Base Pay. For this purpose, “Severance Base Pay” means an amount equal to the product of (A) the Participant’s annual base salary or annualized wages (excluding incentive pay, premium pay, commissions, overtime, bonuses and other forms of variable compensation) as in effect on the date of the Change in Control and (B) a fraction, the numerator of which is the number of months represented by the CiC Severance Period and the denominator of which is twelve (12).

   

  (2)Bonus Multiple. For this purpose, the “Bonus Multiple” means an amount equal to the product of (A) the Participant’s target annual bonus (under the Company’s annual bonus plan or program, or under the Participant’s employment agreement or offer letter with the Company) calculated at 100% of target levels as specified in such Company bonus plan or program as in effect immediately prior to the date of the Change in Control Termination and

  (B) a fraction, the numerator of which is the number of months represented by the CiC Severance Period and the denominator of which is twelve (12).

   

  (3)Payment Schedule. The Company will pay the Severance Base Pay and the Bonus Multiple in a lump sum on the first payroll date that occurs more than five (5) days after the Release Effective Date. Notwithstanding the foregoing, to the extent required to comply with Section 409A (as defined below), in the event that the Release Period spans two calendar years such that the Release Effective Date could occur in either of such calendar years, the Severance Base Pay and Bonus Multiple to be paid to the Participant will be made in the second calendar year.

   

  (ii)COBRA Payments; Special Severance Payments.

   

  (1)COBRA Payment Period. If the Participant is eligible for and has made the necessary elections for continuation coverage pursuant to COBRA under a group health, dental or vision plan sponsored by the Company, the Company will pay, as and when due directly to the COBRA carrier, the COBRA premiums necessary to continue the Participant’s COBRA

   

   

   

  

   

  coverage for the Participant and the Participant’s eligible dependents from the date of the Change in Control Termination until the earliest to occur of (i) end of the CiC Severance Period, (ii) the expiration of the Participant’s eligibility for the continuation coverage under COBRA, and (iii) the date on which the Participant becomes eligible for health insurance coverage in connection with new employment or self-employment (such period for purposes of this Section 4(c)(ii), the “COBRA Payment Period”). The Participant agrees to promptly notify the Company as soon as the Participant becomes eligible for health insurance coverage in connection with new employment or self-employment.

   

  (2)Special Severance Payment. Notwithstanding Section 4(c)(ii)(1) above, if at any time the Company determines, in its sole discretion, that the payment of the COBRA premiums would result in a violation of the nondiscrimination rules of Section 105(h)(2) of the Code or any statute or regulation of similar effect (including, without limitation, the 2010 Patient Protection and Affordable Care Act, as amended by the 2010 Health Care and Education Reconciliation Act and any other subsequent amendments), then in lieu of providing the benefit set forth in Section 4(c)(ii)(1) above, the Company will instead pay the Participant, on the first day of each month of the remainder of the COBRA Payment Period, a fully taxable cash payment equal to the COBRA premiums for that month, subject to applicable tax withholdings and deductions (such amount for purposes of this Section 4(c)(ii), the “Special Severance Payment”).

   

  (3)Payment Schedule. The Company will make the first payment under this Section 4(c)(ii) (and, in the case of the Special Severance Payment, such payment will be made to the Participant, in a lump sum) within five (5) business days after the Release Effective Date. Notwithstanding the foregoing, to the extent required to comply with Section 409A (as defined below), in the event that the Release Period spans two calendar years such that the Release Effective Date could occur in either of such calendar years, the first payment to be made under this Section 4(c)(ii) will be made in the second calendar year (and, if applicable, will include any amounts that the Company otherwise would have paid through such date), with the balance ofthe payments (if applicable) paid thereafter on the original schedule.

   

  (iii)Accelerated Vesting. Subject to the Participant’s execution (and non- revocation) of the Release, and notwithstanding anything to the contrary set forth in the applicable equity plans, upon a Change in Control Termination, the vesting and exercisability (if applicable) of all outstanding unvested time-based equity awards granted under the Company’s equity incentive plans that are held by a Participant on the date of the Change in Control Termination will be accelerated in full. With respect to any performance-based vesting equity award, such award shall continue to be governed in all respects by the terms of the applicable equity award documents.

   

  2.CONDITIONS AND LIMITATIONS ON BENEFITS.

   

  (a)Release. To be eligible to receive any benefits under the Plan, a Participant must sign a general waiver and release in substantially the form attached hereto as EXHIBIT B, EXHIBIT C, or EXHIBIT D, as appropriate (the “Release”), and such release must be executed (and not revoked) by the Participant in accordance with its terms, in each case within the Release Period. The Plan Administrator, in its sole discretion, may modify the form of the required Release to comply with applicable law, and any such Release may be incorporated into a termination agreement or other agreement with the Participant.

   

   

   

  

   

  (b)Prior Agreements; Certain Reductions. The Plan Administrator will reduce a Participant’s benefits under the Plan by any other statutory severance obligations or contractual severance benefits, obligations for pay in lieu of notice, and any other similar benefits payable to the Participant by the Company (or any successor thereto) that are due in connection with the Participant’s Covered Termination and that are in the same form as the benefits provided under the Plan (e.g., equity award vesting credit). Without limitation, this reduction includes a reduction for any benefits required pursuant to (i) any applicable legal requirement, including, without limitation, the Worker Adjustment and Retraining Notification Act of 1988 and any similar state or local laws (collectively, the “WARN Act”), (ii) a written employment, severance or equity award agreement with the Company, (iii) any Company policy or practice providing for the Participant to remain on the payroll for a limited period of time after being given notice of the termination of the Participant’s employment, and (iv) any required salary continuation, notice pay, statutory severance payment, or other payments either required by local law, or owed pursuant to a collective labor agreement, as a result of the termination of the Participant’s employment. The benefits provided under the Plan are intended to satisfy, to the greatest extent possible, and not to provide benefits duplicative of, any and all statutory, contractual and collective agreement obligations of the Company in respect of the form of benefits provided under the Plan that may arise out of a Covered Termination, and the Plan Administrator will so construe and implement the terms of the Plan. Reductions may be applied on a retroactive basis, with benefits previously provided being recharacterized as benefits pursuant to the Company’s statutory or other contractual obligations. The payments pursuant to the Plan are in addition to, and not in lieu of, any unpaid salary, bonuses or employee welfare benefits to which a Participant may be entitled for the period ending with the Participant’s Covered Termination.

   

  (c)Mitigation. Except as otherwise specifically provided in the Plan, a Participant will not be required to mitigate damages or the amount of any payment provided under the Plan by seeking other employment or otherwise, nor will the amount of any payment provided for under the Plan be reduced by any compensation earned by a Participant as a result of employment by another employer or any retirement benefits received by such Participant after the date of the Participant’s termination of employment with the Company.

   

  (d)Indebtedness of Participants. If a Participant is indebted to the Company on the effective date of his or her Covered Termination, the Company reserves the right to offset the payment of any benefits under the Plan by the amount of such indebtedness. Such offset will be made in accordance with all applicable laws. The Participant’s execution of the Participation Notice constitutes knowing written consent to the foregoing.

   

  (e)Parachute Payments.

   

  (i)Except as otherwise expressly provided in an agreement between a Participant and the Company, if any payment or benefit the Participant would receive in connection with a Change in Control from the Company or otherwise (a “Payment”) would (i) constitute a “parachute payment” within the meaning of Section 280G of the Code, and (ii) but for this sentence, be subject to the excise tax imposed by Section 4999 of the Code (the “Excise Tax”), then such Payment will be equal to the Reduced Amount. The “Reduced Amount” will be either

  (A) the largest portion of the Payment that would result in no portion of the Payment being subject to the Excise Tax, or (B) the largest portion, up to and including the total, of the Payment,

   

   

   

  

   

  whichever amount ((A) or (B)), after taking into account all applicable federal, state, provincial, foreign, and local employment taxes, income taxes, and the Excise Tax (all computed at the highest applicable marginal rate), results in the Participant’s receipt, on an after-tax basis, of the greatest economic benefit notwithstanding that all or some portion of the Payment may be subject to the Excise Tax. If a reduction in payments or benefits constituting “parachute payments” is necessary so that the Payment equals the Reduced Amount, reduction in the payments and/or benefits will occur in the manner that results in the greatest economic benefit to the Participant, as determined in this paragraph; provided, that if more than one method of reduction will result in the same economic benefit, the portions of the Payment shall be reduced pro rata.

   

  (i)The professional firm engaged by the Company for general tax purposes as of the day prior to the effective date of the Change in Control shall make all determinations required to be made under this Section 5(e). If the professional firm so engaged by the Company is serving as an accountant or auditor for the individual, entity or group effecting the Change in Control, the Company shall appoint a nationally recognized independent registered public accounting firm to make the determinations required hereunder. The Company shall bear all expenses with respect to the determinations by such professional firm required to be made hereunder. Any good faith determinations of the professional firm made hereunder shall be final, binding and conclusive upon the Company and the Participant.

   

  3.TAX MATTERS.

   

  (a)Application of Section 409A of the Code. It is intended that all of the payments and benefits provided under the Plan satisfy, to the greatest extent possible, the exemptions from the application of Section 409A of the Code and the regulations and other guidance thereunder and any state law of similar effect (collectively, “Section 409A”) provided under Treasury Regulations Sections 1.409A-1(b)(4), 1.409A-1(b)(5), and 1.409A-1(b)(9), and the Plan will be construed to the greatest extent possible as consistent with those provisions. To the extent not so exempt, the Plan (and any definitions in the Plan) will be construed in a manner that complies with Section 409A, and will incorporate by reference all required definitions and payment terms. Notwithstanding anything to the contrary herein, to the extent required to comply with Section 409A, a termination of employment shall not be deemed to have occurred for purposes of any provision of the Plan providing for the payments of amounts or benefits upon or following a termination of employment unless such termination is also a “separation from service” within the meaning of Section 409A and, for purposes of any such provision of the Plan, references to a “resignation,” “termination, “termination of employment” or like terms shall mean separation from service. For purposes of Section 409A (including, without limitation, for purposes of Treasury Regulations Section 1.409A-2(b)(2)(iii)), a Participant’s right to receive any installment payments under the Plan will be treated as a right to receive a series of separate payments and, accordingly, each installment payment under the Plan will at all times be considered a separate and distinct payment. If the Plan Administrator determines that any of the payments upon a Separation from Service provided under the Plan (or under any other arrangement with the Participant) constitute “deferred compensation” under Section 409A and if the Participant is a “specified employee” of the Company, as such term is defined in Section 409A(a)(2)(B)(i), at the time of his or her Separation from Service, then, solely to the extent necessary to avoid the incurrence of the adverse personal tax consequences under Section 409A, the timing of the payments upon a Separation from Service will be delayed as follows: on the earlier to occur of (i) the date that is six (6) months and

   

   

   

  

   

  one (1) day after the effective date of the Participant’s Separation from Service, and (ii) the date of the Participant’s death (such earlier date, the “Delayed Initial Payment Date”), the Company will (A) pay to the Participant a lump sum amount equal to the sum of the payments upon Separation from Service that the Participant would otherwise have received through the Delayed Initial Payment Date if the commencement of the payments had not been delayed pursuant to this Section 6(a), and (B) commence paying the balance of the payments in accordance with the applicable payment schedules set forth above. No interest will be due on any amounts so deferred.

   

  (b)Withholding. All payments and benefits under the Plan will be subject to all applicable deductions and withholdings, including, without limitation, obligations to withhold for federal, state, provincial, foreign and local income and employment taxes.

   

  (c)Tax Advice. By becoming a Participant in the Plan, the Participant agrees to review with Participant’s own tax advisors the federal, state, provincial, local, and foreign tax consequences of participation in the Plan. The Participant will rely solely on such advisors and not on any statements or representations of the Company or any of its agents. The Participant understands that the Participant (and not the Company) will be responsible for the Participant’s own tax liability that may arise as a result of becoming a Participant in the Plan.

   

  4.REEMPLOYMENT. In the event of a Participant’s reemployment by the Company during the Severance Period, the Company, in its sole and absolute discretion, may require such Participant to repay to the Company all or a portion of such severance benefits as a condition of reemployment.

   

  5.CLAWBACK; RECOVERY. All payments and severance benefits provided under the Plan will be subject to recoupment in accordance with any clawback policy that the Company is required to adopt pursuant to the listing standards of any national securities exchange or association on which the Company’s securities are listed or as is otherwise required by the Dodd- Frank Wall Street Reform and Consumer Protection Act or other applicable law. In addition, the Board may impose such other clawback, recovery or recoupment provisions as the Board determines necessary or appropriate, including but not limited to a reacquisition right in respect of previously acquired shares of common stock of the Company or other cash or property upon the occurrence of a termination of employment for Cause.

   

  6.RIGHT TO INTERPRET PLAN; AMENDMENT AND TERMINATION.

   

  (a)Exclusive Discretion. The Plan Administrator (or the Representative, as applicable) will have the exclusive discretion and authority to establish rules, forms, and procedures for the administration of the Plan and to construe and interpret the Plan and to decide any and all questions of fact, interpretation, definition, computation or administration arising in connection with the operation of the Plan, including, without limitation, the eligibility to participate in the Plan, the amount of benefits paid under the Plan and any adjustments that need to be made in accordance with the laws applicable to a Participant. The rules, interpretations, computations and other actions of the Plan Administrator (or the Representative, as applicable) will be binding and conclusive on all persons.

   

   

   

  

   

  (b)Amendment or Termination. This Plan and any Participation Notice executed hereunder cannot be amended, modified or terminated with respect to a Participant except by a written agreement signed by the Participant and the Company.

   

  11.NO IMPLIED EMPLOYMENT CONTRACT. The Plan will not be deemed (i) to give any employee or other service provider any right to be retained in the employ or services of the Company, or (ii) to interfere with the right of the Company to discharge any employee or other service provider at any time, with or without Cause, which right is hereby reserved.

   

  12.LEGAL CONSTRUCTION. The Plan will be governed by and construed under the laws of the State of California (without regard to principles of conflict of laws), except to the extent preempted by ERISA.

   

  13.CLAIMS, INQUIRIES AND APPEALS.

   

  (a)Applications for Benefits and Inquiries. Any application for benefits, inquiries about the Plan or inquiries about present or future rights under the Plan must be submitted to the Plan Administrator in writing by an applicant (or his or her authorized representative). The Plan Administrator is set forth in Section 14(d).

   

  (b)Denial of Claims. In the event that any application for benefits is denied in whole or in part, the Plan Administrator must provide the applicant with written or electronic notice of the denial of the application, and of the applicant’s right to review the denial. Any electronic notice will comply with the regulations of the U.S. Department of Labor. The notice of denial will be set forth in a manner designed to be understood by the applicant and will include the following:

   

  (1)the specific reason or reasons for the denial;

   

  (2)references to the specific Plan provisions upon which the denial is

  based;

   

  (3)a description of any additional information or material that the Plan

  Administrator needs to complete the review and an explanation of why such information or material is necessary; and

   

  (4)an explanation of the Plan’s review procedures and the time limits applicable to such procedures, including a statement of the applicant’s right to bring a civil action under Section 502(a) of ERISA following a denial on review of the claim, as described in Section 12(d).

   

  The notice of denial will be given to the applicant within ninety (90) days after the Plan Administrator receives the application, unless special circumstances require an extension of time, in which case, the Plan Administrator has up to an additional ninety (90) days for processing the application. If an extension of time for processing is required, written notice of the extension will be furnished to the applicant before the end of the initial ninety (90) day period.

   

  The notice of extension will describe the special circumstances necessitating the additional time 

   

   

  

   

  and the date by which the Plan Administrator is to render its decision on the application.

   

   

   

  

   

  (c)Request for a Review. Any person (or that person’s authorized representative) for whom an application for benefits is denied, in whole or in part, may appeal the denial by submitting a request for a review to the Plan Administrator within sixty (60) days after the application is denied. A request for a review will be in writing and will be addressed to:

   

  Turning Point Therapeutics, Inc.

  Attn: Plan Administrator of the Severance Benefit Plan – C-Suite 10628 Science Center Drive, Ste. 200

  San Diego, California 92121

   

  A request for review must set forth all of the grounds on which it is based, all facts in support of the request and any other matters that the applicant feels are pertinent. The applicant (or the applicant’s representative) will have the opportunity to submit (or the Plan Administrator may require the applicant to submit) written comments, documents, records, and other information relating to his or her claim. The applicant (or his or her representative) will be provided, upon request and free of charge, reasonable access to, and copies of, all documents, records and other information relevant to his or her claim. The review will take into account all comments, documents, records and other information submitted by the applicant (or his or her representative) relating to the claim, without regard to whether such information was submitted or considered in the initial benefit determination.

   

  (d)Decision on Review. The Plan Administrator will act on each request for review within sixty (60) days after receipt of the request, unless special circumstances require an extension of time (not to exceed an additional sixty (60) days), for processing the request for a review. If an extension for review is required, written notice of the extension will be furnished to the applicant within the initial sixty (60) day period. This notice of extension will describe the special circumstances necessitating the additional time and the date by which the Plan Administrator is to render its decision on the review. The Plan Administrator will give prompt, written or electronic notice of its decision to the applicant. Any electronic notice will comply with the regulations of the U.S. Department of Labor. In the event that the Plan Administrator confirms the denial of the application for benefits, in whole or in part, the notice will set forth, in a manner designed to be understood by the applicant, the following:

   

  (1)the specific reason or reasons for the denial;

   

  (2)references to the specific Plan provisions upon which the denial is

  based;

   

  (3)a statement that the applicant 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 applicant’s claim; and

   

  (4)a statement of the applicant’s right to bring a civil action under Section 502(a) of ERISA.

   

  (e)Rules and Procedures. The Plan Administrator will establish rules and procedures, consistent with the Plan and with ERISA, as necessary and appropriate in carrying out its 

   

   

  

   

  responsibilities in reviewing benefit claims. The Plan Administrator may require an applicant who

   

   

   

  

   

  wishes to submit additional information in connection with an appeal from the denial of benefits to do so at the applicant’s own expense.

   

  (b)Exhaustion of Remedies. No legal action for benefits under the Plan may be brought until the applicant (i) has submitted a written application for benefits in accordance with the procedures described by Section 12(a), (ii) has been notified by the Plan Administrator that the application is denied, (iii) has filed a written request for a review of the application in accordance with the appeal procedure described in Section 12(c), and (iv) has been notified that the Plan Administrator has denied the appeal. Notwithstanding the foregoing, if the Plan Administrator does not respond to an applicant’s claim or appeal within the relevant time limits specified in this Section 12, the applicant may bring legal action for benefits under the Plan pursuant to Section 502(a) of ERISA.

   

  7.BASIS OF PAYMENTS TO AND FROM PLAN. All benefits under the Plan will be paid by the Company. The Plan will be unfunded, and benefits hereunder will be paid only from the general assets of the Company.

   

  8.OTHER PLAN INFORMATION.

   

  (a)Employer and Plan Identification Numbers. The Employer Identification Number assigned to the Company (which is the “Plan Sponsor” as that term is used in ERISA) by the Internal Revenue Service is 46-3826166. The Plan Number assigned to the Plan by the Plan Sponsor pursuant to the instructions of the Internal Revenue Service is 511.

   

  (b)Ending Date for Plan’s Fiscal Year. The date of the end of the fiscal year for the purpose of maintaining the Plan’s 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:

   

  Turning Point Therapeutics, Inc.

  Attn: President

  10628 Science Center Drive, Ste. 200 San Diego, California 92121

   

  (d)Plan Sponsor and Administrator. The “Plan Sponsor” and the “Plan Administrator” of the Plan is:

   

  Turning Point Therapeutics, Inc.

  Attn: Plan Administrator of the Severance Benefit Plan – C-Suite 10628 Science Center Drive, Ste. 200

  San Diego, California 92121

   

  The Plan Sponsor’s and Plan Administrator’s telephone number is (858) 926-5251. The Plan Administrator is the named fiduciary charged with the responsibility for administering the Plan.

   

   

   

  

   

  15.STATEMENT OF ERISA RIGHTS.

   

  Participants in the Plan (which is a welfare benefit plan sponsored by Turning Point Therapeutics, Inc.) are entitled to certain rights and protections under ERISA. For purposes of this Section 15 and, under ERISA, Participants are entitled to:

   

  Receive Information About the Plan and Benefits

   

  (a)Examine, without charge, at the Plan Administrator’s office and at other specified locations, such as worksites, all documents governing the Plan and a copy of the latest annual report (Form 5500 Series), if applicable, filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration;

   

  (b)Obtain, upon written request to the Plan Administrator, copies of documents governing the operation of the Plan and copies of the latest annual report (Form 5500 Series), if applicable, and an updated (as necessary) Summary Plan Description. The Plan Administrator may make a reasonable charge for the copies; and

   

  (c)Receive a summary of the Plan’s annual financial report, if applicable. The Plan Administrator is required by law to furnish each Participant with a copy of this summary annual report.

   

  Prudent Actions by Plan Fiduciaries

   

  In addition to creating rights for Participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate the Plan, called “fiduciaries” of the Plan, have a duty to do so prudently and in the interest of Participants and beneficiaries. No one, including a Participant’s employer, union (if applicable) or any other person, may fire a Participant or otherwise discriminate against a Participant in any way to prevent the Participant from obtaining a Plan benefit or exercising a Participant’s rights under ERISA.

   

  Enforcement of Participant Rights

   

  If a claim for a Plan benefit is denied or ignored, in whole or in part, a Participant has a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules.

   

  Under ERISA, there are steps a Participant can take to enforce the above rights. For instance, if a Participant requests a copy of Plan documents or the latest annual report from the Plan, if applicable, and does not receive them within thirty (30) days, the Participant may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay the Participant up to $110 a day until the Participant receives the materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator.

   

  If a Participant has a claim for benefits that is denied or ignored, in whole or in part, the Participant may file suit in a state or federal court.

   

   

   

  

   

  If a Participant is discriminated against for asserting the Participant’s rights, the Participant may seek assistance from the U.S. Department of Labor, or may file suit in a federal court. The court will decide who should pay court costs and legal fees. If a Participant is successful, the court may order the person the Participant has sued to pay these costs and fees. If the Participant loses, the court may order the Participant to pay these costs and fees, for example, if it finds the Participant’s claim is frivolous.

   

  Assistance with Questions

   

  If a Participant has any questions about the Plan, the Participant should contact the Plan Administrator. If a Participant has any questions about this statement or about the Participant’s rights under ERISA, or if the Participant needs assistance in obtaining documents from the Plan Administrator, the Participant should contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, listed in the Participant’s 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. The Participant may also obtain certain publications about the Participant’s rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration.

   

  9.GENERAL PROVISIONS.

   

  (a)Notices. Any notice, demand or request required or permitted to be given by either the Company or a Participant pursuant to the terms of the Plan will be in writing and will be deemed given when delivered personally, when received electronically (including email addressed to the Participant’s Company email account and to the Company email account of the Company’s head of legal affairs), or deposited in the U.S. Mail, First Class with postage prepaid, and addressed to the parties, in the case of the Company, at the address set forth in Section 14(d), in the case of a Participant, at the address as set forth in the Company’s employment file maintained for the Participant as previously furnished by the Participant or such other address as a party may request by notifying the other in writing.

   

  (b)Transfer and Assignment. The rights and obligations of a Participant under the Plan may not be transferred or assigned without the prior written consent of the Company. The Plan will be binding upon any surviving entity resulting from a Change in Control and upon any other person who is a successor by merger, acquisition, consolidation or otherwise to the business formerly carried on by the Company without regard to whether or not such person or entity actively assumes the obligations hereunder.

   

  (c)Waiver. Any party’s failure to enforce any provision or provisions of the Plan will not in any way be construed as a waiver of any such provision or provisions, nor prevent any party from thereafter enforcing each and every other provision of the Plan. The rights granted to the parties herein are cumulative and will not constitute a waiver of any party’s right to assert all other legal remedies available to it under the circumstances.

   

  (d)Severability. Should any provision of the Plan be declared or determined to be invalid, illegal or unenforceable, the validity, legality and enforceability of the remaining provisions will not in any way be affected or impaired.

   

   

   

  

   

  (e)Section Headings. Section headings in the Plan are included only for convenience of reference and will not be considered part of the Plan for any other purpose.

   

  18.APPROVAL OF THE PLAN. The Plan shall become effective on the date it is adopted and approved by the Board.

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

  - 16 -

   

   

  

   

  APPENDIX A SEVERANCE PERIOD

   

   

   

   

   

  

   

  EMPLOYEE LEVEL	NON-CiC SEVERANCE PERIOD

  

   

  

   

  CiC SEVERANCE PERIOD

   

   

  

   

   

   

   

   

  Chief Executive Officer	18 months	24 months

   

  Other C-level Executives	12 months	12 months

   

   

   

  

   

  EXHIBIT A

   

  TURNING POINT THERAPEUTICS, INC.

   

  SEVERANCE BENEFIT PLAN – C-SUITE PARTICIPATION NOTICE

   

  To:

   

  Date: 	

   

  Turning Point Therapeutics, Inc. (the “Company”) has adopted the Turning Point Therapeutics, Inc. Severance Benefit Plan – C-Suite (the “Plan”). The Company is providing you this Participation Notice to inform you that you have been designated as a Participant in the Plan. A copy of the Plan document is attached to this Participation Notice. The terms and conditions of your participation in the Plan are as set forth in the Plan and this Participation Notice, which together constitute the Summary Plan Description for the Plan.

   

  Your Non-CiC Severance Period and your CiC Severance Period are for the number of months listed on Appendix A to the Plan with respect to each such related Covered Termination.

   

  Please return to the Company’s head of Human Resources a copy of this Participation Notice signed by you and retain a copy of this Participation Notice, along with the Plan document, for your records.

   

  TURNING POINT THERAPEUTICS, INC.

   

  (Signature)

   

  Name:

   

   

  Title:

   

   

  PARTICIPANT:

   

   

  (Signature)

  Name: Date:

   

   

  

   

  EXHIBIT B

   

  RELEASE AGREEMENT

  [EMPLOYEES AGE 40 OR OVER; INDIVIDUAL TERMINATION]

   

  I understand and agree completely to the terms set forth in the Turning Point Therapeutics, Inc. Severance Benefit Plan – C-Suite (the “Plan”).

   

  I understand that this Release, together with the Plan, constitutes the complete, final and exclusive embodiment of the entire agreement between the Company, affiliates of the Company and me with regard to the subject matter hereof. I am not relying on any promise or representation by the Company or an affiliate of the Company that is not expressly stated therein. Certain capitalized terms used in this Release are defined in the Plan.

   

  I hereby confirm my obligations under my Confidentiality Agreement.

   

  Except as otherwise set forth in this Release, I hereby generally and completely release the Company and its affiliates, and their parents, subsidiaries, successors, predecessors and affiliates, and its and their partners, members, directors, officers, employees, stockholders, shareholders, agents, attorneys, predecessors, insurers, affiliates and assigns, from any and all claims, liabilities and obligations, both known and unknown, that arise out of or are in any way related to events, acts, conduct, or omissions occurring at any time prior to and including the date I sign this Release. This general release includes, but is not limited to: (a) all claims arising out of or in any way related to my employment with the Company and its affiliates, or their affiliates, or the termination of that employment; (b) all claims related to my compensation or benefits, including salary, bonuses, commissions, vacation pay, expense reimbursements, severance pay, fringe benefits, stock, stock options, or any other ownership interests in the Company and its affiliates, or their affiliates; (c) all claims for breach of contract, wrongful termination, and breach of the implied covenant of good faith and fair dealing; (d) all tort claims, including claims for fraud, defamation, emotional distress, and discharge in violation of public policy; and (e) all federal, state, provincial and local statutory claims, including claims for discrimination, harassment, retaliation, attorneys’ fees, or other claims arising under the federal Civil Rights Act of 1964 (as amended), the federal Americans with Disabilities Act of 1990 (as amended), the federal Age Discrimination in Employment Act (as amended) (“ADEA”), and the federal Employee Retirement Income Security Act of 1974 (as amended).

   

  Notwithstanding the foregoing, I understand that the following rights or claims are not included in my Release: (a) any rights or claims for indemnification I may have pursuant to any written indemnification agreement with the Company or its affiliate to which I am a party; the charter, bylaws, or operating agreements of the Company or its affiliate; or under applicable law; or (b) any rights which cannot be waived as a matter of law. In addition, I understand that nothing in this Release prevents me from filing, cooperating with, or participating in any proceeding before the Equal Employment Opportunity Commission or the Department of Labor, except that I hereby waive my right to any monetary benefits in connection with any such claim, charge or proceeding. I hereby represent and warrant that, other than the claims identified in this paragraph, I am not aware of any claims I have or might have that are not included in the Release.

   

   

  

   

  I acknowledge that I am knowingly and voluntarily waiving and releasing any rights I may have under the ADEA, and that the consideration given under the Plan for the waiver and release in the preceding paragraph hereof is in addition to anything of value to which I was already entitled. I further acknowledge that I have been advised by this writing, as required by the ADEA, that: (a) my waiver and release do not apply to any rights or claims that may arise after the date I sign this Release; (b) I should consult with an attorney prior to signing this Release (although I may choose voluntarily not to do so); (c) I have twenty-one (21) days to consider this Release (although I may choose voluntarily to sign this Release earlier); (d) I have seven (7) days following the date I sign this Release to revoke the Release by providing written notice to an officer of the Company; and

  (e) this Release will not be effective until the date upon which the revocation period has expired, which will be the eighth day after I sign this Release.

   

  I hereby represent that I have been paid all compensation owed and for all hours worked; I have received all the leave and leave benefits and protections for which I am eligible pursuant to the Family and Medical Leave Act, or otherwise; and I have not suffered any on-the-job injury for which I have not already filed a workers’ compensation claim.

   

  I represent that I am not aware of any claim by me other than the claims that are released by this Release. I acknowledge that I may hereafter discover claims or facts in addition to or different than those which I now know or believe to exist with respect to the subject matter of this Release and which, if known or suspected at the time of entering into this Release, may have materially affected this Release and my decision to enter into it. Nevertheless, I hereby waive any right, claim or cause of action that might arise as a result of such different or additional claims or facts and I hereby expressly waive any and all rights and benefits confirmed upon me by the provisions of California Civil Code Section 1542, which provides as set forth below, as well as under any other statute or common law principles of similar effect:

   

  “A GENERAL RELEASE DOES NOT EXTEND TO CLAIMS WHICH THE CREDITOR DOES NOT KNOW OR SUSPECT TO EXIST IN HIS OR HER FAVOR AT THE TIME OF EXECUTING THE RELEASE, WHICH IF KNOWN BY HIM OR HER MUST HAVE MATERIALLY AFFECTED HIS OR HER SETTLEMENT WITH THE DEBTOR.”]1

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

   

  

   

  1 For California employees.

   

   

  

   

  I acknowledge that to become effective, I must sign and return this Release to the Company so that it is received not later than twenty-one (21) days following the date it is provided to me.

   

  PARTICIPANT:

   

   

  (Signature)

   

  Name:

   

   

   

  Date:

   

   

   

   

  

   

  EXHIBIT C

   

  RELEASE AGREEMENT

  [EMPLOYEES AGE 40 OR OVER; GROUP TERMINATION]

   

  I understand and agree completely to the terms set forth in the Turning Point Therapeutics, Inc. Severance Benefit Plan – C-Suite (the “Plan”).

   

  I understand that this Release, together with the Plan, constitutes the complete, final and exclusive embodiment of the entire agreement between the Company, affiliates of the Company and me with regard to the subject matter hereof. I am not relying on any promise or representation by the Company or an affiliate of the Company that is not expressly stated therein. Certain capitalized terms used in this Release are defined in the Plan.

   

  I hereby confirm my obligations under my Confidentiality Agreement.

   

  Except as otherwise set forth in this Release, I hereby generally and completely release the Company and its affiliates, and their parents, subsidiaries, successors, predecessors and affiliates, and its and their partners, members, directors, officers, employees, stockholders, shareholders, agents, attorneys, predecessors, insurers, affiliates and assigns, from any and all claims, liabilities and obligations, both known and unknown, that arise out of or are in any way related to events, acts, conduct, or omissions occurring at any time prior to and including the date I sign this Release. This general release includes, but is not limited to: (a) all claims arising out of or in any way related to my employment with the Company and its affiliates, or their affiliates, or the termination of that employment; (b) all claims related to my compensation or benefits, including salary, bonuses, commissions, vacation pay, expense reimbursements, severance pay, fringe benefits, stock, stock options, or any other ownership interests in the Company and its affiliates, or their affiliates; (c) all claims for breach of contract, wrongful termination, and breach of the implied covenant of good faith and fair dealing; (d) all tort claims, including claims for fraud, defamation, emotional distress, and discharge in violation of public policy; and (e) all federal, state, provincial and local statutory claims, including claims for discrimination, harassment, retaliation, attorneys’ fees, or other claims arising under the federal Civil Rights Act of 1964 (as amended), the federal Americans with Disabilities Act of 1990 (as amended), the federal Age Discrimination in Employment Act (as amended) (“ADEA”), and the federal Employee Retirement Income Security Act of 1974 (as amended).

   

  Notwithstanding the foregoing, I understand that the following rights or claimsare not included in my Release: (a) any rights or claims for indemnification I may have pursuant to any written indemnification agreement with the Company or its affiliate to which I am a party; the charter, bylaws, or operating agreements of the Company or its affiliate; or under applicable law; or (b) any rights which cannot be waived as a matter of law. In addition, I understand that nothing in this Release prevents me from filing, cooperating with, or participating in any proceeding before the Equal Employment Opportunity Commission, or the Department of Labor, except that I hereby waive my right

   

   

   

  

   

  to any monetary benefits in connection with any such claim, charge or proceeding. I hereby represent and warrant that, other than the claims identified in this paragraph, I am not aware of any claims I have or might have that are not included in the Release.

   

  I acknowledge that I am knowingly and voluntarily waiving and releasing any rights I may have under the ADEA, and that the consideration given under the Plan for the waiver and release in the preceding paragraph hereof is in addition to anything of value to which I was already entitled. I further acknowledge that I have been advised by this writing, as required by the ADEA, that: (a) my waiver and release do not apply to any rights or claims that may arise after the date I sign this Release; (b) I should consult with an attorney prior to signing this Release (although I may choose voluntarily not to do so); (c) I have forty-five

  (45) days to consider this Release (although I may choose voluntarily to sign this Release earlier); (d) I have seven (7) days following the date I sign this Release to revoke the Release by providing written notice to an officer of the Company; (e) this Releasewill not be effective until the date upon which the revocation period has expired, which will be the eighth day after I sign this Release; and (f) I have received with this Release adetailed list of the job titles and ages of all employees who were terminated in this group termination and the ages of all employees of the Company in the same job classification or organizational unit who were not terminated.

   

  I hereby represent that I have been paid all compensation owed and for all hours worked; I have received all the leave and leave benefits and protections for which I am eligible pursuant to the Family and Medical Leave Act, or otherwise; and I have not suffered any on-the-job injury for which I have not already filed a workers’ compensation claim.

   

  [I represent that I am not aware of any claim by me other than the claims that are released by this Release. I acknowledge that I may hereafter discover claims or facts in addition to or different than those which I now know or believe to exist with respect to the subject matter of this Release and which, if known or suspected at the time of entering into this Release, may have materially affected this Release and my decision to enter into it. Nevertheless, I hereby waive any right, claim or cause of action that might arise as a result of such different or additional claims or facts and I hereby expressly waive any and all rights and benefits confirmed upon me by the provisions of California Civil Code Section 1542, which provides as set forth below, as well as under any other statute or common law principles of similar effect:

   

  “A GENERAL RELEASE DOES NOT EXTEND TO CLAIMS WHICH THE CREDITOR DOES NOT KNOW OR SUSPECT TO EXIST IN HIS OR HER FAVOR AT THE TIME OF EXECUTING THE RELEASE, WHICH IF KNOWN BY HIM OR HER MUST HAVE MATERIALLY AFFECTED HIS OR HER SETTLEMENT WITH THE DEBTOR.”]2

   

   

   

   

   

   

   

  

   

  2 For California employees.

   

   

   

  

   

  I acknowledge that to become effective, I must sign and return this Release to the Company so that it is received not later than forty-five (45) days following the date it is provided to me.

   

  PARTICIPANT:

   

   

  (Signature)

   

  Name:

   

   

  Date:

   

   

   

   

   

  

   

  EXHIBIT D

   

  RELEASE AGREEMENT [EMPLOYEES UNDER AGE 40]

   

  I understand and agree completely to the terms set forth in the Turning Point Therapeutics, Inc. Severance Benefit Plan – C-Suite (the “Plan”).

   

  I understand that this Release, together with the Plan, constitutes the complete, final and exclusive embodiment of the entire agreement between the Company, affiliates of the Company and me with regard to the subject matter hereof. I am not relying on any promise or representation by the Company or an affiliate of the Company that is not expressly stated therein. Certain capitalized terms used in this Release are defined in the Plan.

   

  I hereby confirm my obligations under my Confidentiality Agreement.

   

  Except as otherwise set forth in this Release, I hereby generally and completely release the Company and its affiliates, and their parents, subsidiaries, successors, predecessors and affiliates, and its and their partners, members, directors, officers, employees, stockholders, shareholders, agents, attorneys, predecessors, insurers, affiliates and assigns, from any and all claims, liabilities and obligations, both known and unknown, that arise out of or are in any way related to events, acts, conduct, or omissions occurring at any time prior to and including the date I sign this Release. This general release includes, but is not limited to: (a) all claims arising out of or in any way related to my employment with the Company and its affiliates, or their affiliates, or the termination of that employment; (b) all claims related to my compensation or benefits, including salary, bonuses, commissions, vacation pay, expense reimbursements, severance pay, fringe benefits, stock, stock options, or any other ownership interests in the Company and its affiliates, or their affiliates; (c) all claims for breach of contract, wrongful termination, and breach of the implied covenant of good faith and fair dealing; (d) all tort claims, including claims for fraud, defamation, emotional distress, and discharge in violation of public policy; and (e) all federal, state, provincial and local statutory claims, including claims for discrimination, harassment, retaliation, attorneys’ fees, or other claims arising under the federal Civil Rights Act of 1964 (as amended), the federal Americans with Disabilities Act of 1990 (as amended), and the federal Employee Retirement Income Security Act of 1974 (as amended).

   

  Notwithstanding the foregoing, I understand that the following rights or claimsare not included in my Release: (a) any rights or claims for indemnification I may have pursuant to any written indemnification agreement with the Company or its affiliate to which I am a party; the charter, bylaws, or operating agreements of the Company or its affiliate; or under applicable law; or (b) any rights which cannot be waived as a matter of law. In addition, I understand that nothing in this Release prevents me from filing, cooperating with, or participating in any proceeding before the Equal Employment Opportunity Commission, or the Department of Labor, except that I hereby waive my right to any monetary benefits in connection with any such claim, charge or proceeding. I hereby

   

   

   

  

   

  represent and warrant that, other than the claims identified in this paragraph, I am not aware of any claims I have or might have that are not included in the Release.

   

  I hereby represent that I have been paid all compensation owed and for all hours worked; I have received all the leave and leave benefits and protections for which I am eligible pursuant to the Family and Medical Leave Act, or otherwise; and I have not suffered any on-the-job injury for which I have not already filed a workers’ compensation claim.

   

  [I represent that I am not aware of any claim by me other than the claims that are released by this Release. I acknowledge that I may hereafter discover claims or facts in addition to or different than those which I now know or believe to exist with respect to the subject matter of this Release and which, if known or suspected at the time of entering into this Release, may have materially affected this Release and my decision to enter into it. Nevertheless, I hereby waive any right, claim or cause of action that might arise as a result of such different or additional claims or facts and I hereby expressly waive any and all rights and benefits confirmed upon me by the provisions of California Civil Code Section 1542, which provides as set forth below, as well as under any other statute or common law principles of similar effect:

   

  “A GENERAL RELEASE DOES NOT EXTEND TO CLAIMS WHICH THE CREDITOR DOES NOT KNOW OR SUSPECT TO EXIST IN HIS OR HER FAVOR AT THE TIME OF EXECUTING THE RELEASE, WHICH IF KNOWN BY HIM OR HER MUST HAVE MATERIALLY AFFECTED HIS OR HER SETTLEMENT WITH THE DEBTOR.”]3

   

  I acknowledge that to become effective, I must sign and return this Release to the Company so that it is received not later than fourteen (14) days following the date it is provided to me.

   

  PARTICIPANT:

   

  (Signature)

   

  Name:

   

   

  Date:

   

   

   

   

   

   

   

  3 For California employees.

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