Document:

Exhibit 10.1

 

Omnicell, Inc.

Amended and Restated
Severance Benefit Plan

Section 1.                                          Introduction.

The Amended and Restated
Omnicell, Inc. Severance Benefit Plan (the “Plan”) is established effective May 2, 2007
(the “Effective Date”).
The purpose of the Plan is to provide for the payment of severance benefits to
certain eligible employees of Omnicell, Inc. (the “Company”) and Company affiliates, if
any, that have been designated by the Company on the attached Appendix A as
eligible to participate in the Plan (each such affiliate, an “Employer” and all
such affiliates collectively, the “Employers”) whose employment with the
Company or an Employer is involuntarily terminated and who meets the
eligibility criteria set forth in Section 2(a) below. This Plan shall supersede
any severance benefit plan, policy or practice previously maintained by the
Company or any Employer. This Plan document also is the Summary Plan
Description for the Plan.

Section 2.                                          Eligibility For Benefits.

(a)                                  General
Rules.  Subject to the requirements
set forth in this Section, the Company will grant severance benefits under the
Plan to Eligible Employees.

(1)                                 Definition
of “Eligible Employee.” For purposes of this Plan, an Eligible Employee is
a full-time regular hire employee of the Company or any Employer, who is
notified by the Company in writing that he or she is eligible for participation
in the Plan and (i) whose employment is involuntarily terminated by the Company
or an Employer without Cause (as defined in Section 2(c) below); or (ii) whose
employment is terminated as a result of a reduction-in-force; or (iii) who is
selected by the Plan Administrator in its sole discretion to receive the
benefits set forth herein. The determination of whether an employee is an
Eligible Employee shall be made by the Company, in its sole discretion, and
such determination shall be binding and conclusive on all persons. For purposes
of this Plan, full-time regular hire employees are those employees who are
regularly scheduled to work at least thirty-two (32) hours per week. Regular
hire employees who are regularly scheduled to work fewer than thirty-two (32)
hours per week and temporary employees are not eligible for severance benefits
under the Plan.

(2)                                 In
order to be eligible to receive any benefits under the Plan, an Eligible
Employee must remain on the job until his or her date of termination as
scheduled by the Company.

(3)                                 In
order to be eligible to receive any benefits under the Plan, an Eligible
Employee also must execute a general waiver and release in substantially the
form attached hereto as Exhibit A, Exhibit B or Exhibit C, as appropriate, or
as may be updated by the Company from time to time, and such release must
become effective in accordance with its terms. The Company, in its discretion,
may modify the form of the required release to comply with applicable law and
shall determine the form of the required release, which may be incorporated
into a termination agreement or other agreement with the Eligible Employee.

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(b)                                  Exceptions
to Benefit Entitlement.  An employee,
including an employee who otherwise is an Eligible Employee, will not receive
benefits under the Plan (or will receive reduced benefits under the Plan) in
the following circumstances, as determined by the Company in its sole discretion:

(1)                                 The
employee has executed an individually negotiated employment contract or
agreement with the Company or an Employer relating to severance benefits that
is in effect on his or her termination date, and the employee has not elected
in writing to the Company’s Vice President of Human Resources (or such other
Company officer as the Company may direct in writing) as of employee’s
termination date to be governed solely by this Plan, in which case such
employee’s severance benefit, if any, shall be governed by the terms of such
individually negotiated employment contract or agreement and shall be governed
by this Plan only to the extent that the reduction pursuant to Section 3(c)
below does not entirely eliminate benefits under this Plan.

(2)                                 The
employee voluntarily terminates employment with the Company or an Employer.
Voluntary terminations include, but are not limited to, resignation, retirement
or failure to return from a leave of absence on the scheduled date.

(3)                                 The
employee voluntarily terminates employment with the Company or an Employer in
order to accept employment with another entity that is wholly or partly owned
(directly or indirectly) by the Company or an affiliate of the Company.

(4)                                 The
employee is offered an identical or substantially equivalent or comparable
position with the Company or an affiliate of the Company. For purposes of the
foregoing, a “substantially equivalent or comparable position” is one that
offers the employee substantially the same level of base salary and does not
require a relocation of the employee’s place of employment by more than fifty
(50) miles from its previous location.

(5)                                 The
employee is offered immediate reemployment by a successor to the Company or an
affiliate of the Company or by a purchaser of its assets, as the case may be,
following a change in ownership of the Company or an Employer or a sale of
substantially all of the assets of a division or business unit of the Company
or an Employer. For purposes of the foregoing, “immediate reemployment” means
that the employee’s employment with the successor to the Company or an
affiliate of the Company or the purchaser of its assets, as the case may be,
results in uninterrupted employment such that the employee does not incur a
lapse in pay as a result of the change in ownership of the Company or an
Employer or the sale of its assets.

(6)                                 The
employee is offered immediate reemployment by a third party entity to whom the
Company or an affiliate of the Company has outsourced or otherwise transferred
the employee’s job responsibilities. For purposes of the foregoing, “immediate
reemployment” means that the employee’s employment with the third party entity
to whom the employee’s job responsibilities have been outsourced or otherwise
transferred, as the case may be, results in uninterrupted employment such that
the employee does not incur a lapse in pay as a result of the outsourcing or
other transfer.

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(7)                                 The
employee is rehired by the Company or an affiliate of the Company prior to the
date benefits under the Plan are scheduled to commence.

(8)                                 The
employee does not confirm in writing that he or she is and shall remain subject
to the Company’s Proprietary Information and Inventions Agreement.

(9)                                 Following
notification of involuntary termination by the Company, the employee does not
satisfactorily perform his or her assigned job duties until the date set by the
Company or an Employer for the termination of employment.

(c)                                  An
involuntary termination without “Cause” means an involuntary termination of an employee’s
employment by the Company or an Employer other than for one of the following
reasons:

(1)                                 an
intentional action or intentional failure to act by the employee that was
performed in bad faith;

(2)                                 an
employee’s intentional refusal or intentional failure to act in accordance with
any lawful and proper direction or order of his or her superiors;

(3)                                 an
employee’s habitual neglect of the duties of employment, which may include a
failure to perform her or her job duties satisfactorily;

(4)                                 an
employee’s indictment, charge, or conviction of a felony or any crime involving
moral turpitude, or participation in any act of theft or dishonesty, regardless
of whether such act has had or could reasonably be expected to have a material
detrimental effect on the business of the Company or an Employer; or

(5)                                 an
employee’s violation of any material provision of the Company’s Proprietary
Information and Inventions Agreement or violation of any material provision of
any other written Company or Employer policy or procedure.

Section 3.                                          Amount Of Benefit.

(a)                                  Severance
Benefits.  Subject to the exceptions
set forth in Section 2(b), severance benefits under the Plan, if any, shall be
provided to Eligible Employees described in Section 2(a) in the amount provided
in Appendix B.

(b)                                  Additional
Benefits.  Notwithstanding the
foregoing, the Company may, in its sole discretion, provide benefits in
addition to those benefits set forth in Section 3(a) to Eligible Employees and
the provision of any such benefits to an Eligible Employee shall in no way
obligate the Company to provide such benefits to any other Eligible Employee or
to any other employee, even if similarly situated.

(c)                                  Certain
Reductions.  The Company, in its sole
discretion, shall have the authority to reduce an Eligible Employee’s severance
benefits, in whole or in part, by any other severance benefits, pay in lieu of
notice, or other similar benefits payable to the Eligible Employee by the
Company or an affiliate of the Company that become payable in connection

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with the Eligible
Employee’s termination of employment pursuant to (i) any applicable legal
requirement, including, without limitation, the Worker Adjustment and
Retraining Notification Act, the California Plant Closing Act, or any other
similar state law, (ii) a written employment or severance agreement with the
Company or an Employer of the Company, or (iii) any Company or Employer policy
or practice providing for the Eligible Employee to remain on the payroll for a
limited period of time after being given notice of the termination of the
Eligible Employee’s employment, and the Plan Administrator shall so construe
and implement the terms of the Plan; provided, however, that notwithstanding
the foregoing and any other provision in the Plan to the contrary, such reduction
shall in no event reduce the cash severance benefits provided under this Plan
to less than one (1) week of Base Salary (as such term is defined in Appendix
B). The Company’s decision to apply such reductions to the severance benefits
of one Eligible Employee and the amount of such reductions shall in no way
obligate the Company to apply the same reductions in the same amounts to the
severance benefits of any other Eligible Employee, even if similarly situated.
In the Company’s sole discretion, such reductions may be applied on a
retroactive basis, with severance benefits previously paid being
re-characterized as payments pursuant to the Company’s statutory obligation.

Section 4.                                          Company Property.

(a)                                  Return
of Company Property.  Except as
provided in Section 4(b) below, an Eligible Employee will not be entitled to
any severance benefit under the Plan unless and until the Eligible Employee
returns all Company Property. For this purpose, “Company Property” means all Company
and/or Employer documents (and all copies thereof) and other Company and/or
Employer property which the Eligible Employee had in his or her possession at
any time, including, but not limited to, Company and/or Employer files, notes,
drawings records, plans, forecasts, reports, studies, analyses, proposals,
agreements, financial information, research and development information, sales
and marketing information, operational and personnel information,
specifications, code, software, databases, computer-recorded information,
tangible property and equipment (including, but not limited to, leased
vehicles, computers, facsimile machines, mobile telephones, servers), credit
cards, entry cards, identification badges and keys; and any materials of any
kind which contain or embody any proprietary or confidential information of the
Company and/or an Employer (and all reproductions thereof in whole or in part).
As a condition to receiving benefits under the Plan, Eligible Employees must
not make or retain copies, reproductions or summaries of any such Company or
Employer property. In the Company’s sole discretion, the Company may determine
the value of any unreturned Company property and deduct the value of such
property from any severance benefits otherwise owed to the employee under this
Plan.

(b)                                  Retention
of Certain Company Equipment. 
Notwithstanding the provisions of Section 4(a), the Company and an
Eligible Employee may agree to allow the Eligible Employee to retain certain
Company or Employer equipment (e.g., laptops, printers, facsimile machines, copiers,
etc.) (“Company
Equipment”) for his or her personal use following the Eligible
Employee’s termination of employment. As a condition to retaining any Company
Equipment, the Eligible Employee must execute a general waiver and release in
substantially the form attached hereto as Exhibit A, Exhibit B or Exhibit C, as
appropriate, and such release must become effective in accordance with its
terms. The Eligible Employee acknowledges that the Eligible Employee will have
imputed income related to the retention of any Company

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Equipment. The
Eligible Employee will follow all Company instructions as to the return and/or
deletion of any Company information contained on the Company Equipment.

Section 5.                                          Time Of Payment And Form Of Benefit.

All cash severance benefits
under the Plan shall be paid in a single lump sum as soon as administratively
practicable following the Eligible Employee’s satisfaction of all of the
requirements set forth in Sections 2(a) and 4(a). All payments under the Plan
will be subject to applicable withholding for federal, state and local taxes.
If an Eligible Employee is indebted to the Company at his or her termination
date, the Company reserves the right to offset any severance payments under the
Plan by the amount of such indebtedness. Additionally, if an Eligible Employee
is subject to withholding for taxes related to any non-Plan benefits, including
but not limited to any imputed income related to the use of Company vehicles
for personal travel, or imputed income related to retention of Company
Equipment, the Company may offset any severance payments under the Plan by the
amount of such withholding taxes.

Section 6.                                          Reemployment.

In the event of an
Eligible Employee’s reemployment by the Company or an Employer or other
affiliate of the Company or by a company to whom the employee’s job
responsibilities have been outsourced or otherwise transferred during the
period of time in respect of which severance benefits pursuant to Sections 3(a)
and 3(b) have been paid, the Company, in its sole and absolute discretion, may
require such Eligible Employee to repay to the Company all or a portion of such
severance benefits as a condition of reemployment.

Section
7.                                          Right To Interpret Plan; Amendment And
Termination.

(a)                                  Exclusive
Discretion.  The Plan Administrator
(as defined in Section 10(a) herein) shall 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, but not
limited to, the eligibility to participate in the Plan and amount of benefits
paid under the Plan. The rules, interpretations, computations and other actions
of the Plan Administrator shall be binding and conclusive on all persons.

(b)                                  Amendment
or Termination.  The Company reserves
the right to amend or terminate this Plan (including Appendix A and Appendix B)
or the benefits provided hereunder at any time; provided, however, that no such
amendment or termination shall adversely affect the right to any unpaid benefit
of any Eligible Employee whose termination date has occurred prior to amendment
or termination of the Plan. Any action amending or terminating the Plan shall
be in writing and executed by the Chief Executive Officer or the Chief
Financial Officer of the Company.

Section 8.                                          No Implied Employment Contract.

The Plan shall not be
deemed (i) to give any employee or other person any right to be retained in the
employ of the Company or an Employer or (ii) to interfere with the right of the

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Company or an Employer to discharge any employee or
other person at any time, with or without cause, which right is hereby reserved.

Section 9.                                          Legal Construction.

This Plan is intended to
be governed by and shall be construed in accordance with the Employee
Retirement Income Security Act of 1974 (“ERISA”) and, to the extent not preempted by
ERISA, the laws of the State of California (without regard to principles of
conflict of laws).

Section
10.                                   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:

Omnicell, Inc.

Attn: Human Resources Manager

1201 Charleston Road

Mountain View, CA
94043

(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 10(d) below.

This 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

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the extension will be furnished to the applicant
before the end of the initial ninety (90) 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
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 shall
be in writing and shall be addressed to:

Omnicell, Inc.

Attn: Vice President, Human Resources

1201 Charleston Road

Mountain View, CA
94043

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 his or her representative) shall 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) shall 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 shall
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 calculated 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;

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(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 his or her 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.

(f)                                    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 10(a) above, (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 10(c)
above, 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 10, the applicant may bring legal action for benefits under the
Plan pursuant to Section 502(a) of ERISA.

Section 11.                                   Basis Of Payments To And From Plan.

The Plan shall be
unfunded, and all cash payments under the Plan shall be paid only from the
general assets of the Company. An Eligible Employee’s right to receive payments
under the Plan is no greater than that of the Company’s unsecured general
creditors. Therefore, if the Company were to become insolvent, the Eligible
Employee might not receive benefits under the Plan.

Section 12.                                   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 94-3166458. The Plan Number assigned to the
Plan by the Plan Sponsor pursuant to the instructions of the Internal Revenue
Service is 510.

(b)                                  Ending
Date for Plan’s Fiscal Year and Type of Plan.  The date of the end of the fiscal year for
the purpose of maintaining the Plan’s records is December 31. The Plan is a
welfare benefit plan.

(c)                                  Agent
for the Service of Legal Process. 
The agent for the service of legal process with respect to the Plan is:

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Omnicell, Inc.

Attn: Corporate Secretary

1201 Charleston Road

Mountain View, CA
94043

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

Omnicell, Inc.

Attn: Vice President, Human Resources

1201 Charleston Road

Mountain View, CA
94043

The Plan Sponsor’s and
Plan Administrator’s telephone number is (650) 251- 6100. The Plan
Administrator is the named fiduciary charged with the responsibility for
administering the Plan.

Section 13.                                   Statement Of ERISA Rights.

Participants in this Plan
are entitled to certain rights and protections under ERISA. If you are an
Eligible Employee, you are considered a participant in the Plan and, under
ERISA, you are entitled to:

(a)                                  Receive
Information About Your Plan and Benefits

(1)                                 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;

(2)                                 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 Administrator may make a reasonable charge for the copies; and

(3)                                 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.

(b)                                  Prudent
Actions by Plan Fiduciaries.  In
addition to creating rights for Plan 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 you and other Plan participants and
beneficiaries. No one, including your employer, your union or any other person,
may fire you or otherwise discriminate against you in any way to prevent you
from obtaining a Plan benefit or exercising your rights under ERISA.

 9
 

(c)                                  Enforce
Your Rights.  If your claim for a
Plan benefit is denied or ignored, in whole or in part, you have 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 as
set forth in detail in Section 10 herein.

Under ERISA, there are
steps you can take to enforce the above rights. For instance, if you request a
copy of Plan documents or the latest annual report from the Plan, if
applicable, and do not receive them within 30 days, you may file suit in a
Federal court and you are not required to follow the claims procedure set forth
in Section 10 herein. In such a case, the court may require the Plan
Administrator to provide the materials and pay you up to $110 a day until you
receive the materials, unless the materials were not sent because of reasons
beyond the control of the Plan Administrator.

If you have completed the
claims and appeals procedure described in Section 10 and have a claim for
benefits which is denied or ignored, in whole or in part, you may file suit in
a state or Federal court.

If you are discriminated
against for asserting your rights, you may seek assistance from the U.S.
Department of Labor, or you may file suit in a Federal court. The court will
decide who should pay court costs and legal fees. If you are successful, the
court may order the person you have sued to pay these costs and fees. If you
lose, the court may order you to pay these costs and fees, for example, if it
finds your claim is frivolous.

(d)                                  Assistance
with Your Questions.  If you have any
questions about the Plan, you should contact the Plan Administrator. If you
have any questions about this statement or about your rights under ERISA, or if
you need assistance in obtaining documents from the Plan Administrator, you
should contact the nearest office of the Employee Benefits Security
Administration, U. S. Department of Labor, listed in your telephone directory
or the Division of Technical Assistance and Inquiries, Employee Benefits
Security Administration, U.S. Department of Labor, 200 Constitution Avenue
N.W., Washington, D.C. 20210. You may also obtain certain publications about
your rights and responsibilities under ERISA by calling the publications
hotline of the Employee Benefits Security Administration or accessing its
website at http://www.dol.gov/ebsa/.

Section 14.                                   General Provisions.

(a)                                  Notices.  Any notice, demand or request required or
permitted to be given by either the Company or an Eligible Employee pursuant to
the terms of this Plan shall be in writing and shall be deemed given when
delivered personally 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 12(d) and, in the case of an Eligible Employee, at
the address as set forth in the Company’s employment file maintained for the
Eligible Employee as previously furnished by the Eligible Employee or such
other address as a party may request by notifying the other in writing.

(b)                                  Transfer
and Assignment. The rights and obligations of an Eligible Employee under
this Plan may not be transferred or assigned without the prior written consent
of

 10
 

the Company. This Plan shall be binding upon any
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 this Plan shall 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 this Plan. The rights granted the parties
herein are cumulative and shall 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 this Plan be declared
or determined to be invalid, illegal or unenforceable, the validity, legality
and enforceability of the remaining provisions shall not in any way be affected
or impaired.

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

Section 15.                                   Execution.

Omnicell,
Inc. has caused its duly authorized officer to execute this
Plan effective as of May 2, 2007.

	
   

  	
  OMNICELL,
  INC.

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  By:

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  Title:

  	
   

  
				

 

 11

For Employees Age 40 or
Older

Individual Termination

 

EXHIBIT A

RELEASE AGREEMENT

I understand and agree completely to
the terms set forth in the Omnicell, Inc. Severance Benefit Plan (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 the Employer 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 Proprietary
Information and Inventions Agreement with the Company and/or the Employer.

Except as otherwise set forth in this Release, I
hereby generally and completely release the Company, the Employers, and their
parents, subsidiaries, successors, predecessors and affiliates, 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, the Employers 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, the Employers, 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, 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”), the federal
Employee Retirement Income Security Act of 1974 (as amended), and the
California Fair Employment and Housing Act (as amended); provided, however,
that nothing in this paragraph shall be construed in any way to release the
Company or its affiliates from its obligation to indemnify me pursuant to
agreement or applicable law.

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

 1
 

Release (although I may choose voluntarily not 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 shall not be effective until
the date upon which the revocation period has expired, which shall be the
eighth day after I sign this Release.

I acknowledge that I have read and understand Section
1542 of the California Civil Code which reads as follows:  “A general
release does not extend to claims which the creditor does not know or suspect
to exist in his favor at the time of executing the release, which if known by
him must have materially affected his settlement with the debtor.”  I hereby expressly waive and relinquish all
rights and benefits under that section and any law of any jurisdiction of
similar effect with respect to my release of any claims hereunder.

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.

	
  

  	
  Employee

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  Name:

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  Date:

  	
   

  
				

 

 2

For Employees Age 40 or
Older

Group Termination

 

EXHIBIT B

RELEASE AGREEMENT

I understand and agree completely to
the terms set forth in the Omnicell, Inc. Severance Benefit Plan (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 the Employer 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 Proprietary
Information and Inventions Agreement with the Company and/or the Employer.

Except as otherwise set forth in this Release, I
hereby generally and completely release the Company, the Employers 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, the Employers 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, the Employers, 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, 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”), the federal
Employee Retirement Income Security Act of 1974 (as amended), and the
California Fair Employment and Housing Act (as amended); provided, however,
that nothing in this paragraph shall be construed in any way to release the
Company or its affiliates from its obligation to indemnify me pursuant to
agreement or applicable law.

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

 1
 

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 office of the Company; (e) this Release shall not be
effective until the date upon which the revocation period has expired, which
shall be the eighth day after I sign this Release; and (f) I have received with
this Release a detailed 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 acknowledge that I have read and understand Section
1542 of the California Civil Code which reads as follows:  “A general
release does not extend to claims which the creditor does not know or suspect
to exist in his favor at the time of executing the release, which if known by
him must have materially affected his settlement with the debtor.” I
hereby expressly waive and relinquish all rights and benefits under that
section and any law of any jurisdiction of similar effect with respect to my
release of any claims hereunder.

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.

	
  

  	
  Employee

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  Name:

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  Date:

  	
   

  
				

 

 2

For Employees Under Age
40

Individual and Group
Termination

 

EXHIBIT C

RELEASE AGREEMENT

I understand and agree completely to
the terms set forth in the Omnicell, Inc. Severance Benefit Plan (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 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 Proprietary
Information and Inventions Agreement with the Company and/or the Employer.

Except as otherwise set forth in this Release, I
hereby generally and completely release the Company, the Employers 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, the Employers 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, the Employers, 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, 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”), the federal
Employee Retirement Income Security Act of 1974 (as amended), and the
California Fair Employment and Housing Act (as amended); provided, however,
that nothing in this paragraph shall be construed in any way to release the
Company or its affiliates from its obligation to indemnify me pursuant to
agreement or applicable law.

I acknowledge that I have read and understand Section
1542 of the California Civil Code which reads as follows: “A general release
does not extend to claims which the creditor does not know or suspect to exist
in his favor at the time of executing the release, which if known by him must
have materially affected his settlement with the debtor.” I hereby expressly
waive and relinquish all rights and benefits under that section and any law of
any jurisdiction of similar effect with respect to my release of any claims
hereunder.

 1
 

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.

	
  

  	
  Employee

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  Name:

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  Date:

  	
   

  
				

 

 2

APPENDIX A

OMNICELL,
INC.

SEVERANCE BENEFIT PLAN

Affiliates of the Company whose employees are eligible
to participate in the Omnicell, Inc. Severance Benefit Plan (each an “Employer”) are as
follows:

None

The foregoing list of Employers is subject to such
change as the Company, pursuant to Section 1 of the Plan, may determine in its
sole and absolute discretion. Any such change to the participating Employers
shall be set forth in a revised version of this Appendix A.

	
   

  	
  Appendix A Adopted: May 2, 2007

  
	
   

  	
   

  
	
   

  	
  OMNICELL, INC.

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  By:

  	
   

  
	
   

  	
   

  
	
   

  	
  Title:

  	
   

  
				

 

Appendix B

Omnicell, Inc.

Severance Benefit Plan

Severance benefits provided to Eligible Employees
under the Omnicell, Inc. Severance Benefit Plan (the “Plan”) are as
follows, and apply to Eligible Employees up to and including the level of
Senior Manager:

1.                                      Severance
Benefits. Subject to the exceptions set forth in Section 2(b) of the Plan,
each Eligible Employee who meets all the requirements set forth in Sections
2(a) and 4(a) of the Plan, including, without limitation, executing a general
waiver and release in substantially the form attached to the Plan as Exhibit A,
Exhibit B or Exhibit C, as appropriate, within the applicable time period set
forth therein and provided that such release becomes effective in accordance
with its terms, shall receive severance benefits as set forth in this Appendix
B. The Company, in its sole discretion, may modify the form of the required
general waiver and release to comply with applicable law, and may incorporate
such waiver and release into a termination agreement or other agreement with
the Eligible Employee.

(a)                                  Cash
Severance Benefit. Eligible Employees shall be entitled to receive a cash
severance benefit equal to the number of months of Base Salary set forth below
next to his or her Years of Service at the time of termination. Partial Years
of Service are not counted.

	
  Years of Service

  	
   

  	
  Months of Base Salary

  
	
  1

  	
   

  	
  1 month

  
	
  2

  	
   

  	
  2 months

  
	
  3

  	
   

  	
  3 months

  
	
  For each 5 Years
  of Service

  	
   

  	
  1 extra month

  

 

(b)                                  Continued
Group Health Plan Benefits. If the Eligible Employee was enrolled in a
group health plan (e.g., medical, dental, or vision plan) sponsored by the
Company or an affiliate of the Company immediately prior to termination, the
Eligible Employee may be eligible to continue coverage under such group health
plan (or to convert to an individual policy), at the time of the Eligible
Employee’s termination of employment, under the Consolidated Omnibus Budget
Reconciliation Act of 1985 (“COBRA”). The Company will notify the Eligible Employee
of any such right to continue such coverage at the time of termination pursuant
to COBRA. No provision of this Plan will affect the continuation coverage rules
under COBRA, except that the Company’s payment, if any, of applicable insurance
premiums, or waiver of any cost of coverage under any self-funded group health
plan, will be credited as payment by the Eligible Employee for purposes of the
Eligible Employee’s payment required under COBRA.

 1
 

Therefore, the period
during which an Eligible Employee may elect to continue the Company’s or its
affiliate’s group health plan coverage at his or her own expense under COBRA,
the length of time during which COBRA coverage will be made available to the
Eligible Employee, and all other rights and obligations of the Eligible
Employee under COBRA (except the obligation to pay insurance premiums that the
Company pays, if any, or, with respect to a self-funded plan, any obligation to
pay the cost of coverage to the Company that the Company waives, if any) will
be applied in the same manner that such rules would apply in the absence of
this Plan.

If an Eligible Employee
timely elects continued coverage under COBRA, the Company shall pay the same
portion of (or, in the case of any self-funded plan, shall credit the Eligible
Employee with the same portion of) the Eligible Employee’s premiums for COBRA
continuation coverage (including coverage for the Eligible Employee’s eligible
dependents) that the Company paid (or bore in the case of any self-funded plan)
for the Eligible Employee’s active employee coverage under the Company’s group
health plans for the number of months following the Eligible Employee’s
termination of employment that is equal to the number of months of the cash
severance benefit described above. Notwithstanding the foregoing, no such
premium payments shall be made or credited following the Eligible Employee’s
death or the effective date of the Eligible Employee’s coverage by a group
health plan of a subsequent employer. The Eligible Employee shall be
responsible for paying the full portion of the COBRA premiums necessary to
maintain continued coverage under the Company’s group health plans. Upon
receipt by the Company of written documentation that the Eligible Employee paid
the COBRA premium for the applicable month, the Company shall pay to the
Eligible Employee the Company’s portion of the COBRA premium payment for that
month. Each Eligible Employee shall be required to notify the Company
immediately if the Eligible Employee becomes covered by a group health plan of
a subsequent employer. Upon the conclusion of such period of insurance premium
payments made by the Company, or the provision of coverage under a self-funded
group health plan, the Eligible Employee will be responsible for the entire
payment of premiums (or payment for the cost of coverage) required under COBRA
for the duration of the COBRA period.

 

For purposes of this
Section 1(b), (i) references to COBRA shall be deemed to refer also to
analogous provisions of state law, as applicable, and (ii) any applicable insurance
premiums that are paid by the Company shall not include any amounts payable by
the Eligible Employee under an Internal Revenue Code Section 125 health care
reimbursement plan, which amounts, if any, are the sole responsibility of the
Eligible Employee.

(c)                                  Outplacement
Assistance. Eligible Employees shall be entitled to outplacement
assistance, the scope of which shall be determined by the Company in the
Company’s sole discretion. Eligible Employees shall not be entitled to any
payment in lieu of outplacement assistance.

 2
 

2.                                      Definitions:
The following definitions shall apply for purposes of this Appendix B:

(a)                                  “Base Salary” shall mean the Eligible
Employee’s base pay (excluding incentive pay, premium pay, commissions,
overtime, bonuses and other forms of variable compensation), at the rate in
effect during the last regularly scheduled payroll period immediately preceding
the Eligible Employee’s termination date. For any Eligible Employees that are
regular part-time employees, “Base Salary” shall mean the pro-rata equivalent of the
Eligible Employee’s base pay which reflects the part-time status of the
Eligible Employee.

(b)                                  “Years of Service” means a continuous
complete twelve-month period commencing on an Eligible Employee’s date of hire
with the Company or an Employer and anniversaries thereof, during which the
Eligible Employee is employed by the Company or an Employer, and ending on the
date on which the Eligible Employee is notified, in writing, pursuant to
Section 2(a)(1) of the Plan that he or she is eligible for participation in the
Plan. For purposes of the foregoing, an Eligible Employee will receive credit
for any time on a paid leave of absence, but not for time on an unpaid leave of
absence.

3.                                      Other
Employee Benefits. All other benefits (such as life insurance, disability
coverage, and 401(k) plan coverage) terminate as of the Eligible Employee’s
termination date (except to the extent that a conversion privilege may be
available thereunder).

4.                                      Reductions
Pursuant to Section 3(c) of the Plan. The severance benefits set forth in
this Appendix B are subject to certain reductions under Section 3(c) of the
Plan.

The foregoing severance benefits are subject to such
change as the Company, pursuant to Section 3(a) of the Plan, may determine in
its sole and absolute discretion. Any such change in severance benefits shall
be set forth in a revised version of this Appendix B.

	
   

  	
  Appendix B Adopted: May 2, 2007

  
	
   

  	
   

  
	
   

  	
  Omnicell, Inc.

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  By:

  	
   

  
	
   

  	
   

  
	
   

  	
  Title:

  	
   

  
				

 

 3

Appendix B

Omnicell, Inc.

Severance Benefit Plan

Severance benefits provided to Eligible Employees
under the Omnicell, Inc. Severance Benefit Plan (the “Plan”) are as
follows, and apply to Eligible Employees at the levels of Director and Senior
Director:

1.                                      Severance
Benefits. Subject to the exceptions set forth in Section 2(b) of the Plan,
each Eligible Employee who meets all the requirements set forth in Sections
2(a) and 4(a) of the Plan, including, without limitation, executing a general
waiver and release in substantially the form attached to the Plan as Exhibit A,
Exhibit B or Exhibit C, as appropriate, within the applicable time period set
forth therein and provided that such release becomes effective in accordance
with its terms, shall receive severance benefits as set forth in this Appendix
B. The Company, in its sole discretion, may modify the form of the required
general waiver and release to comply with applicable law, and may incorporate
such waiver and release into a termination agreement or other agreement with
the Eligible Employee.

(a)                                  Cash
Severance Benefit. Eligible Employees shall be entitled to receive a cash
severance benefit equal to the number of months of Base Salary set forth below
next to his or her Years of Service at the time of termination. Partial Years
of Service are not counted.

	
  Years of Service

  	
   

  	
  Months of Base Salary

  
	
  Not relevant

  	
   

  	
  4 months

  
	
  For each 5 Years
  of Service

  	
   

  	
  1 extra month

  

 

(b)                                  Continued
Group Health Plan Benefits. If the Eligible Employee was enrolled in a
group health plan (e.g., medical, dental, or vision plan) sponsored by the
Company or an affiliate of the Company immediately prior to termination, the
Eligible Employee may be eligible to continue coverage under such group health
plan (or to convert to an individual policy), at the time of the Eligible
Employee’s termination of employment, under the Consolidated Omnibus Budget
Reconciliation Act of 1985 (“COBRA”). The Company will notify the Eligible Employee
of any such right to continue such coverage at the time of termination pursuant
to COBRA. No provision of this Plan will affect the continuation coverage rules
under COBRA, except that the Company’s payment, if any, of applicable insurance
premiums, or waiver of any cost of coverage under any self-funded group health
plan, will be credited as payment by the Eligible Employee for purposes of the
Eligible Employee’s payment required under COBRA.

Therefore, the period
during which an Eligible Employee may elect to continue the Company’s or its
affiliate’s group health plan coverage at his or her own

 1
 

expense under COBRA, the
length of time during which COBRA coverage will be made available to the
Eligible Employee, and all other rights and obligations of the Eligible
Employee under COBRA (except the obligation to pay insurance premiums that the
Company pays, if any, or, with respect to a self-funded plan, any obligation to
pay the cost of coverage to the Company that the Company waives, if any) will
be applied in the same manner that such rules would apply in the absence of
this Plan.

If an Eligible Employee
timely elects continued coverage under COBRA, the Company shall pay the same
portion of (or, in the case of any self-funded plan, shall credit the Eligible
Employee with the same portion of) the Eligible Employee’s premiums for COBRA
continuation coverage (including coverage for the Eligible Employee’s eligible
dependents) that the Company paid (or bore in the case of any self-funded plan)
for the Eligible Employee’s active employee coverage under the Company’s group
health plans for the number of months following the Eligible Employee’s
termination of employment that is equal to the number of months of the cash
severance benefit described above. Notwithstanding the foregoing, no such premium
payments shall be made or credited following the Eligible Employee’s death or
the effective date of the Eligible Employee’s coverage by a group health plan
of a subsequent employer. The Eligible Employee shall be responsible for paying
the full portion of the COBRA premiums necessary to maintain continued coverage
under the Company’s group health plans. Upon receipt by the Company of written
documentation that the Eligible Employee paid the COBRA premium for the
applicable month, the Company shall pay to the Eligible Employee the Company’s
portion of the COBRA premium payment for that month. Each Eligible Employee
shall be required to notify the Company immediately if the Eligible Employee
becomes covered by a group health plan of a subsequent employer. Upon the
conclusion of such period of insurance premium payments made by the Company, or
the provision of coverage under a self-funded group health plan, the Eligible
Employee will be responsible for the entire payment of premiums (or payment for
the cost of coverage) required under COBRA for the duration of the COBRA
period.

 

For purposes of this
Section 1(b), (i) references to COBRA shall be deemed to refer also to
analogous provisions of state law, as applicable, and (ii) any applicable
insurance premiums that are paid by the Company shall not include any amounts
payable by the Eligible Employee under an Internal Revenue Code Section 125
health care reimbursement plan, which amounts, if any, are the sole
responsibility of the Eligible Employee.

(c)                                  Outplacement
Assistance. Eligible Employees shall be entitled to outplacement
assistance, the scope of which shall be determined by the Company in the
Company’s sole discretion. Eligible Employees shall not be entitled to any
payment in lieu of outplacement assistance.

 2
 

2.                                      Definitions:
The following definitions shall apply for purposes of this Appendix B:

(a)                                  “Base Salary” shall mean the Eligible
Employee’s base pay (excluding incentive pay, premium pay, commissions,
overtime, bonuses and other forms of variable compensation), at the rate in
effect during the last regularly scheduled payroll period immediately preceding
the Eligible Employee’s termination date. For any Eligible Employees that are
regular part-time employees, “Base Salary” shall mean the pro-rata equivalent of the
Eligible Employee’s base pay which reflects the part-time status of the
Eligible Employee.

(b)                                  “Years of Service” means a continuous
complete twelve-month period commencing on an Eligible Employee’s date of hire
with the Company or an Employer and anniversaries thereof, during which the
Eligible Employee is employed by the Company or an Employer, and ending on the
date on which the Eligible Employee is notified, in writing, pursuant to
Section 2(a)(1) of the Plan that he or she is eligible for participation in the
Plan. For purposes of the foregoing, an Eligible Employee will receive credit
for any time on a paid leave of absence, but not for time on an unpaid leave of
absence.

3.                                      Other
Employee Benefits. All other benefits (such as life insurance, disability
coverage, and 401(k) plan coverage) terminate as of the Eligible Employee’s
termination date (except to the extent that a conversion privilege may be
available thereunder).

4.                                      Reductions
Pursuant to Section 3(c) of the Plan. The severance benefits set forth in
this Appendix B are subject to certain reductions under Section 3(c) of the
Plan.

The foregoing severance benefits are subject to such
change as the Company, pursuant to Section 3(a) of the Plan, may determine in
its sole and absolute discretion. Any such change in severance benefits shall
be set forth in a revised version of this Appendix B.

	
  

  	
  Appendix B Adopted: May 2, 2007

  
	
   

  	
   

  
	
   

  	
  Omnicell,
  Inc.

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  By:

  	
   

  
	
   

  	
   

  
	
   

  	
  Title:

  	
   

  
				

 

 3

Appendix B

Omnicell, Inc.

Severance Benefit Plan

Severance benefits provided to Eligible Employees
under the Omnicell, Inc. Severance Benefit Plan (the “Plan”) are as
follows, and apply to Eligible Employees at the level of Vice President, where
such Vice President is not reported by the Company as an officer under Section
16(b) of the Securities and Exchange Act of 1934:

1.                                      Severance
Benefits. Subject to the exceptions set forth in Section 2(b) of the Plan,
each Eligible Employee who meets all the requirements set forth in Sections
2(a) and 4(a) of the Plan, including, without limitation, executing a general
waiver and release in substantially the form attached to the Plan as Exhibit A,
Exhibit B or Exhibit C, as appropriate, within the applicable time period set
forth therein and provided that such release becomes effective in accordance
with its terms, shall receive severance benefits as set forth in this Appendix
B. The Company, in its sole discretion, may modify the form of the required
general waiver and release to comply with applicable law, and may incorporate
such waiver and release into a termination agreement or other agreement with
the Eligible Employee.

(a)                                  Cash
Severance Benefit. Eligible Employees shall be entitled to receive a cash
severance benefit equal to the number of months of Base Salary set forth below
next to his or her Years of Service at the time of termination. Partial Years
of Service are not counted.

	
  Years of Service

  	
   

  	
  Months of Base Salary

  
	
  Not relevant

  	
   

  	
  6 months

  
	
  For each 5 Years
  of Service

  	
   

  	
  2 extra months

  

 

(b)                                  Continued
Group Health Plan Benefits. If the Eligible Employee was enrolled in a
group health plan (e.g., medical, dental, or vision plan) sponsored by the
Company or an affiliate of the Company immediately prior to termination, the
Eligible Employee may be eligible to continue coverage under such group health
plan (or to convert to an individual policy), at the time of the Eligible
Employee’s termination of employment, under the Consolidated Omnibus Budget
Reconciliation Act of 1985 (“COBRA”). The Company will notify the Eligible Employee
of any such right to continue such coverage at the time of termination pursuant
to COBRA. No provision of this Plan will affect the continuation coverage rules
under COBRA, except that the Company’s payment, if any, of applicable insurance
premiums, or waiver of any cost of coverage under any self-funded group health
plan, will be credited as payment by the Eligible Employee for purposes of the
Eligible Employee’s payment required under COBRA.

 1
 

Therefore, the period
during which an Eligible Employee may elect to continue the Company’s or its
affiliate’s group health plan coverage at his or her own expense under COBRA,
the length of time during which COBRA coverage will be made available to the
Eligible Employee, and all other rights and obligations of the Eligible
Employee under COBRA (except the obligation to pay insurance premiums that the
Company pays, if any, or, with respect to a self-funded plan, any obligation to
pay the cost of coverage to the Company that the Company waives, if any) will
be applied in the same manner that such rules would apply in the absence of
this Plan.

If an Eligible Employee
timely elects continued coverage under COBRA, the Company shall pay the same
portion of (or, in the case of any self-funded plan, shall credit the Eligible
Employee with the same portion of) the Eligible Employee’s premiums for COBRA
continuation coverage (including coverage for the Eligible Employee’s eligible
dependents) that the Company paid (or bore in the case of any self-funded plan)
for the Eligible Employee’s active employee coverage under the Company’s group
health plans for the number of months following the Eligible Employee’s
termination of employment that is equal to the number of months of the cash
severance benefit described above. Notwithstanding the foregoing, no such
premium payments shall be made or credited following the Eligible Employee’s
death or the effective date of the Eligible Employee’s coverage by a group
health plan of a subsequent employer. The Eligible Employee shall be
responsible for paying the full portion of the COBRA premiums necessary to
maintain continued coverage under the Company’s group health plans. Upon
receipt by the Company of written documentation that the Eligible Employee paid
the COBRA premium for the applicable month, the Company shall pay to the
Eligible Employee the Company’s portion of the COBRA premium payment for that
month. Each Eligible Employee shall be required to notify the Company
immediately if the Eligible Employee becomes covered by a group health plan of
a subsequent employer. Upon the conclusion of such period of insurance premium
payments made by the Company, or the provision of coverage under a self-funded group
health plan, the Eligible Employee will be responsible for the entire payment
of premiums (or payment for the cost of coverage) required under COBRA for the
duration of the COBRA period.

 

For purposes of this
Section 1(b), (i) references to COBRA shall be deemed to refer also to
analogous provisions of state law, as applicable, and (ii) any applicable
insurance premiums that are paid by the Company shall not include any amounts
payable by the Eligible Employee under an Internal Revenue Code Section 125 health
care reimbursement plan, which amounts, if any, are the sole responsibility of
the Eligible Employee.

(c)                                  Outplacement
Assistance. Eligible Employees shall be entitled to outplacement
assistance, the scope of which shall be determined by the Company in the
Company’s sole discretion. Eligible Employees shall not be entitled to any
payment in lieu of outplacement assistance.

 2
 

2.                                      Definitions:
The following definitions shall apply for purposes of this Appendix B:

(a)                                  “Base Salary” shall mean the Eligible
Employee’s base pay (excluding incentive pay, premium pay, commissions,
overtime, bonuses and other forms of variable compensation), at the rate in
effect during the last regularly scheduled payroll period immediately preceding
the Eligible Employee’s termination date. For any Eligible Employees that are
regular part-time employees, “Base Salary” shall mean the pro-rata equivalent of the
Eligible Employee’s base pay which reflects the part-time status of the
Eligible Employee.

(b)                                  “Years of Service” means a continuous
complete twelve-month period commencing on an Eligible Employee’s date of hire
with the Company or an Employer and anniversaries thereof, during which the
Eligible Employee is employed by the Company or an Employer, and ending on the
date on which the Eligible Employee is notified, in writing, pursuant to
Section 2(a)(1) of the Plan that he or she is eligible for participation in the
Plan. For purposes of the foregoing, an Eligible Employee will receive credit
for any time on a paid leave of absence, but not for time on an unpaid leave of
absence.

3.                                      Other
Employee Benefits. All other benefits (such as life insurance, disability
coverage, and 401(k) plan coverage) terminate as of the Eligible Employee’s
termination date (except to the extent that a conversion privilege may be
available thereunder).

4.                                      Reductions
Pursuant to Section 3(c) of the Plan. The severance benefits set forth in
this Appendix B are subject to certain reductions under Section 3(c) of the
Plan.

The foregoing severance benefits are subject to such
change as the Company, pursuant to Section 3(a) of the Plan, may determine in
its sole and absolute discretion. Any such change in severance benefits shall
be set forth in a revised version of this Appendix B.

	
  

  	
  Appendix B Adopted: May 2, 2007

  
	
   

  	
   

  
	
   

  	
  Omnicell,
  Inc.

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  By:

  	
   

  
	
   

  	
   

  
	
   

  	
  Title:

  	
   

  
				

 

 3

Appendix B

Omnicell,
Inc.

Severance Benefit Plan

Severance benefits provided to Eligible Employees
under the Omnicell, Inc. Severance Benefit Plan (the “Plan”) are as
follows, and apply to Eligible Employees at the level of Vice President,  where such Vice President is reported by the
Company as an officer under Section 16(b) of the Securities and Exchange Act of
1934, and the President:

1.                                      Severance
Benefits.  Subject to the exceptions
set forth in Section 2(b) of the Plan, each Eligible Employee who meets all the
requirements set forth in Sections 2(a) and 4(a) of the Plan, including,
without limitation, executing a general waiver and release in substantially the
form attached to the Plan as Exhibit A, Exhibit B or Exhibit C, as appropriate,
within the applicable time period set forth therein and provided that such
release becomes effective in accordance with its terms, shall receive severance
benefits as set forth in this Appendix B. The Company, in its sole discretion,
may modify the form of the required general waiver and release to comply with
applicable law, and may incorporate such waiver and release into a termination
agreement or other agreement with the Eligible Employee.

(a)                                  Cash Severance
Benefit.  Eligible Employees shall be
entitled to receive a cash severance benefit equal to the number of months of
Base Salary set forth below next to his or her Years of Service at the time of
termination. Partial Years of Service are not counted.

	
  Years of Service

  	
   

  	
  Months of Base Salary

  
	
  Not relevant

  	
   

  	
  12 months

  
	
  For each 5 Years of Service

  	
   

  	
  2 extra months

  

(b)                                  Continued
Group Health Plan Benefits.  If the
Eligible Employee was enrolled in a group health plan (e.g., medical, dental,
or vision plan) sponsored by the Company or an affiliate of the Company
immediately prior to termination, the Eligible Employee may be eligible to
continue coverage under such group health plan (or to convert to an individual
policy), at the time of the Eligible Employee’s termination of employment,
under the Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”). The Company
will notify the Eligible Employee of any such right to continue such coverage
at the time of termination pursuant to COBRA. No provision of this Plan will
affect the continuation coverage rules under COBRA, except that the Company’s
payment, if any, of applicable insurance premiums, or waiver of any cost of
coverage under any self-funded group health plan, will be credited as payment
by the Eligible Employee for purposes of the Eligible Employee’s payment
required under COBRA.

 1
 

Therefore, the period
during which an Eligible Employee may elect to continue the Company’s or its
affiliate’s group health plan coverage at his or her own expense under COBRA,
the length of time during which COBRA coverage will be made available to the
Eligible Employee, and all other rights and obligations of the Eligible
Employee under COBRA (except the obligation to pay insurance premiums that the
Company pays, if any, or, with respect to a self-funded plan, any obligation to
pay the cost of coverage to the Company that the Company waives, if any) will
be applied in the same manner that such rules would apply in the absence of
this Plan.

If an Eligible Employee
timely elects continued coverage under COBRA, the Company shall pay the same
portion of (or, in the case of any self-funded plan, shall credit the Eligible
Employee with the same portion of) the Eligible Employee’s premiums for COBRA
continuation coverage (including coverage for the Eligible Employee’s eligible
dependents) that the Company paid (or bore in the case of any self-funded plan)
for the Eligible Employee’s active employee coverage under the Company’s group health
plans for the number of months following the Eligible
Employee’s termination of employment that is equal to the number of months of
the cash severance benefit described above. 
Notwithstanding the foregoing, no such premium payments shall be made or
credited following the Eligible Employee’s death or the effective date of the
Eligible Employee’s coverage by a group health plan of a subsequent
employer.  The Eligible Employee shall be
responsible for paying the full portion of the COBRA premiums necessary to
maintain continued coverage under the Company’s group health plans.  Upon receipt by the Company of written
documentation that the Eligible Employee paid the COBRA premium for the
applicable month, the Company shall pay to the Eligible Employee the Company’s
portion of the COBRA premium payment for that month.  Each Eligible Employee shall be required to
notify the Company immediately if the Eligible Employee becomes covered by a
group health plan of a subsequent employer. Upon the conclusion of such period
of insurance premium payments made by the Company, or the provision of coverage
under a self-funded group health plan, the Eligible Employee will be
responsible for the entire payment of premiums (or payment for the cost of
coverage) required under COBRA for the duration of the COBRA period.

For purposes of this
Section 1(b), (i) references to COBRA shall be deemed to refer also to
analogous provisions of state law, as applicable, and (ii) any applicable
insurance premiums that are paid by the Company shall not include any amounts
payable by the Eligible Employee under an Internal Revenue Code Section 125
health care reimbursement plan, which amounts, if any, are the sole
responsibility of the Eligible Employee.

(c)                                  Outplacement
Assistance.  Eligible Employees shall
be entitled to outplacement assistance, the scope of which shall be determined
by the Company in the Company’s sole discretion. Eligible Employees shall not
be entitled to any payment in lieu of outplacement assistance.

 2
 

2.                                      Definitions:  The following definitions shall apply for
purposes of this Appendix B:

(a)                                  “Base Salary” shall mean the Eligible
Employee’s base pay (excluding incentive pay, premium pay, commissions,
overtime, bonuses and other forms of variable compensation), at the rate in
effect during the last regularly scheduled payroll period immediately preceding
the Eligible Employee’s termination date. For any Eligible Employees that are
regular part-time employees, “Base Salary” shall mean the pro-rata equivalent of the
Eligible Employee’s base pay which reflects the part-time status of the
Eligible Employee.

(b)                                  “Years of Service” means a continuous
complete twelve-month period commencing on an Eligible Employee’s date of hire
with the Company or an Employer and anniversaries thereof, during which the
Eligible Employee is employed by the Company or an Employer, and ending on the
date on which the Eligible Employee is notified, in writing, pursuant to
Section 2(a)(1) of the Plan that he or she is eligible for participation in the
Plan. For purposes of the foregoing, an Eligible Employee will receive credit
for any time on a paid leave of absence, but not for time on an unpaid leave of
absence.

3.                                      Other Employee
Benefits.  All other benefits (such
as life insurance, disability coverage, and 401(k) plan coverage) terminate as
of the Eligible Employee’s termination date (except to the extent that a
conversion privilege may be available thereunder).

4.                                      Reductions
Pursuant to Section 3(c) of the Plan. 
The severance benefits set forth in this Appendix B are subject to
certain reductions under Section 3(c) of the Plan.

The foregoing severance benefits are subject to such
change as the Company, pursuant to Section 3(a) of the Plan, may determine in
its sole and absolute discretion. Any such change in severance benefits shall
be set forth in a revised version of this Appendix B.

	
  

  	
  Appendix B
  Adopted: May 2, 2007

  
	
   

  	
   

  
	
   

  	
  OMNICELL, INC.

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  By:

  	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  Title:

  	
   

  	
   

  
					

 

 3Exhibit
10.2

SEPARATION AGREEMENT AND GENERAL
RELEASE

This
Separation Agreement and General Release (“Agreement”) is entered into between Brian
Rodli (“Employee”), and Omnicell, Inc. (“Employer”) (collectively, “the Parties”).

WHEREAS,
the Parties agree that Employee’s employment with Employer should terminate and
that certain potential claims between them should be fully and finally resolved.  In exchange for the good and valuable
consideration set forth herein, the Parties agree as follows:

1.             Termination of Employment. 
Employee’s employment and status as an officer with Employer will
terminate as of the close of business on May 4, 2007 (the “Termination Date”).

2.             Pre-Existing Obligations.   Whether
this Agreement is executed or not, Employee will receive:

a.             Accrued Paid Time Off. 
Employee acknowledges that under Employer’s policies, there is no accrued
or unused vacation due to Employee.

b.             Existing Benefits. 
Employer will continue to pay Employee his benefits (in effect
immediately prior to execution of this Agreement) through the end of the month that
includes the Termination Date.

c.             Accrued Expenses. 
Employer agrees to promptly process all expense reports properly
submitted by Employee in accordance with existing company practice, including providing
all required receipts and supporting documentation.

d.             Stock Vesting. 
Employee’s stock options will cease vesting immediately after the
Termination Date, and Employee’s rights to exercise his options and/or
restricted stock units granted under Employer’s 1999 Equity Incentive Plan (the
“Equity Plan”) will continue to be governed by the Equity Plan and by Employer’s
policies relating to insiders.

e.             Q1 2007 MBO Payout. 
Employee will receive the amount of Twenty-Nine Thousand, Sixty-Two
Dollars and Fifty Cents ($29,062.50), less the usual withholdings for taxes,
etc., representing the payout to Employee under Employer’s MBO bonus plan.

3.             Separation Package.  In
consideration of Employee’s obligations set forth in this Agreement, Employer
agrees to provide to Employee the following (the “Separation Benefits”):

a.             Separation Payment. 
Within two (2) weeks following the expiration of the revocation period
set forth in paragraph 6 below, Employer will pay Employee, in a lump sum
amount, the sum of Two Hundred and Eight Thousand Dollars ($208,000), less the
usual withholdings for taxes, etc.

b.             Restricted Stock Units. 
Within two (2) weeks following the expiration of the revocation period
set forth in paragraph 6 below, Employer will pay Employee, in a lump sum
amount, the sum of Sixteen Thousand Dollars ($16,000), less the usual
withholdings for taxes, etc., as sole and full compensation to Employee in view
of the current restrictions relating to Employee’s Restricted Stock Units.  Employee’s Restricted Stock Units are hereby
deemed to have been forfeited by Employee

c.             COBRA Health Insurance Benefits. Employee shall have the opportunity to
elect, by written notice, continuation health care coverage pursuant to COBRA,
29 U.S.C. § 1161 et seq., for a period beginning

after
the Termination Date and continuing for so long as required by law.  To the extent that Employee is entitled to
and does elect COBRA coverage, Employer will reimburse Employee for the
Employer portion of Employee’s COBRA premiums for a period of twelve (12)
months after the Termination Date, or until Employee becomes eligible for
coverage under any other group health plan, whichever period is shorter.

d.             Outplacement Services.  For
a period of twelve (12) months beginning on the Termination Date, Employer
agrees to provide Employee with executive outplacement services from an
executive outplacement assistance firm to be determined by Employer.  Such executive outplacement assistance will also
cease upon the acceptance by Employee of employment at any time prior to the
expiration of the above twelve (12) month period.

e.             No Other Payments. 
Employer and the other entities released herein shall not be required to
make any other payments to Employee, Employee’s beneficiaries or dependents, or
otherwise on Employee’s behalf, except as specifically described herein.  Employer will make tax withholding and other
appropriate deductions from any payments described in this paragraph 3.

4.             Employee Obligations.  In
consideration of Employer’s offer of payment set forth herein, Employee agrees
to the following obligations:

a.             Agreement Not to Induce.  Employee
agrees that for a period of twelve (12) months immediately following the
Termination Date, he shall not either directly or indirectly:  (i) solicit, induce, recruit or encourage any
of Employer’s employees or consultants to leave their employment or consultant
relationships, either for Employee or for any other person or entity: or (ii)
solicit, induce, recruit, or encourage any customer of Employer or potential
customer of Employer to terminate its business relationship with Employer, or
solicit, induce, recruit, divert or take away any such customer’s business or
patronage with Employer either for Employee or for any other person or entity.

b.             Non-Disparagement.  Each
party agrees not to disparage the other party (or its officers, directors or
employees), in any manner likely to be harmful to it, them or their business,
business reputation or personal reputation; provided that each party may
respond accurately and fully to any question, inquiry or request for
information when required by legal process. 
Unless any other employee of Employer is specifically designated by
Employee as, and is in agreement to be, utilized as a personal reference by
Employee in his search for other business or employment opportunities (in which
case Employer shall not be responsible for the content of such individual’s
response), Employee agrees to direct any and all employment verification
requests to Employer’s Human Resources Department, and Employer’s HR department
will be instructed to respond to such requests only with Employee’s start and
end dates of employment and Employee’s title while employed with Employer.

c.             Return of Employer Property. 
Employee agrees that, upon execution of this Agreement, he will have returned
to Employer all company equipment and materials received by him in the course
of his employment, including without limitation any computer(s) or other
equipment provided to Employee, all paper and electronic company documents
including memoranda, customer lists, price lists, marketing materials, reports
and analyses, and all copies thereof, and that Employee has destroyed any
electronic copies of such materials remaining in his possession after he has complied
with the requirements of this paragraph.

d.             Proprietary Information Obligations. 
Employee represents he has complied with all the terms of Employer’s
Proprietary Information and Inventions Agreement signed by Employee. Further,
Employee agrees that, in compliance with the Proprietary Information Agreement,
he will continue to preserve as confidential all trade secrets, confidential
knowledge, data or other proprietary information relating to customers,
customer lists, business and sales plans,  products, processes, know-how, designs,
formulas, developmental or experimental work, computer programs, databases,
other original works of authorship, financial information or other subject
matter pertaining to any business of Employer or any of its employees, customers,
clients or consultants.

 2
 

5.             General Release of Claims and Covenant Not to
Sue by Employee.  Also in consideration of the payments made
hereunder, to the maximum extent permitted by law, Employee agrees for himself
and his heirs, beneficiaries, devisees, executors, administrators, attorneys,
personal representatives, successors and assigns, hereby forever to release,
discharge, and covenant not to sue Employer, its past, present, or future
parents, subsidiaries, and/or other affiliates; all of the past and present
directors, officers, shareholders, employees and other agents and
representatives of such entities; and any employee benefit plans in which
Employee is or has been a participant by virtue of employment with Employer
from or for any and all claims, debts, demands, accounts, judgments, rights,
causes of action, claims for equitable relief, damages, costs, obligations,
responsibility and liability of every kind and character whatever (including
attorneys’ fees and costs), whether in law or equity, known or unknown,
asserted or unasserted, suspected or unsuspected, which Employee has against
such entities as of the execution of this Agreement, including without
limitation any and all claims arising out of Employee’s employment with
Employer or the termination thereof, and any and all claims arising under
federal, state, or local laws relating to employment, including without
limitation claims of wrongful discharge, retaliation, breach of express or
implied contract, fraud, misrepresentation, defamation, or liability in tort,
claims of any kind that may be brought in any court or administrative agency,
including without limitation claims under Title VII of the Civil Rights Act of
1964, the Americans with Disabilities Act, the Family and Medical Leave Act,
and similar state or local statutes, ordinances, and regulations, provided,
however, that this Release shall not extend to claims for pension, retirement,
or savings benefits which are inalienable under the terms of any employee
benefit plan.  Further, this Release
shall not limit Employer’s obligations relating to indemnifying Employee in
carrying out Employee’s duties as an employee or officer of Employer, as
required under applicable law or by formal Employer policies or bylaws
expressly providing for such indemnification.

6.             Release of Age Discrimination Claims; Periods
for Review and Reconsideration.

a.             Employee understands and agrees that this
Agreement includes a release of claims arising under the Age Discrimination in
Employment Act (ADEA), and that this Agreement does not waive rights or claims
that may arise after the date the waiver is executed.  Employee understands and warrants that he has
a period of twenty-one (21) days to review and consider this Agreement.  Employee is hereby advised to consult with an
attorney prior to executing the Agreement. 
By Employee’s signature below, Employee warrants that he has had the
opportunity to do so and to be fully and fairly advised by that legal counsel
as to the terms of the Agreement. 
Employee further understands that he may use as much or all of this
21-day period as he wishes before signing.

b.             Employee further understands that he has
seven (7) days after signing this Agreement to revoke the Agreement by notice
in writing to: Grace Griffin, Vice President, Human Resources, Omnicell, Inc.,
1201 Charleston Road, Mountain View, CA 94043 (“Employer Contact”).  This Agreement shall be binding, effective,
and enforceable upon Employee upon the expiration of this seven-day revocation
period without the Employer Contact having received such revocation, but not
before such time.  Employee understands
and agrees that any payments hereunder shall not be made prior to the
expiration of this seven-day revocation period.

7.             Waiver of California Civil Code § 1542. 
Employee hereby agrees to waive Section 1542 of the California Civil
Code, which states:

A
general release does not extend to claims which the creditor does not know or
suspect to exist in his favor at the time of executing the release, which if
known by him must have materially affected his settlement with the debtor.

8.             Taxes.  To the extent any taxes may be
due beyond those withheld by Employer on any portion of payments made or other
consideration provided pursuant to this Agreement, Employee agrees to pay such
taxes and to indemnify and hold Employer and its agents and affiliates harmless
for any tax payments owed, interest and/or penalties as a result of any failure
by Employee to pay such taxes.

9.             No Admission. 
Employee understands and agrees that Employer has admitted no liability
or obligation to provide the consideration contemplated herein.

 3
 

10.           Confidentiality. Employee agrees not to disclose the
existence or terms of this Agreement to any person other than Employee’s
lawyer, accountant, income tax preparer and spouse or domestic partner (if
any), except pursuant to written authorization by Employer or as compelled by
law, and that Employee will be responsible for any further disclosure of such
information made by such persons.  This
Agreement may be used as evidence in any subsequent proceeding alleging its
breach

11.           Severability and Consequences of Invalid
Terms.  Should any portion or provision of this
Agreement be found void or unenforceable for any reason by a Court of competent
jurisdiction, the Parties intend that all portions and provisions of this
Agreement be enforced to the maximum extent they would have been enforceable in
the original Agreement.  If such portion
or provision cannot be so modified to be enforceable, the unenforceable portion
shall be deemed severed from the remaining portions and provisions of this
Agreement, which shall otherwise remain in full force and effect.

12.           Counterparts.  This
Agreement may be executed in two or more counterparts, each of which will be deemed
an original, but all of which together shall constitute one and the same
instrument.

13.           Governing Law.  This
Agreement shall be governed and construed in all respects in accordance with
the laws of the State of California without regard to the conflict of laws
rules contained therein.

14.           Understanding and Authority. There are no representations, promises or
agreements between Employer and Employee other than those expressly set forth
in herein.  The Parties have read this
Agreement in its entirety; fully understand and agree to its terms and
provisions; and intend and agree that it be final and binding.

IN WITNESS WHEREOF, and intending to be legally bound,
the Parties have executed the foregoing on the dates shown below.

	
  Brian Rodli

  	
   

  	
   

  	
  Omnicell, Inc.

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  /s/ Brian Rodli

  	
  5/3/07

  	
   

  	
   

  	
   

  	
  /s/ Grace Griffin

  	
  5/4/07

  	
   

  	
   

  
	
  Signature

  	
  Date

  	
   

  	
  Signature

  	
  Date

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
  V.P. of H.R.

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
  Title

  	
   

  	
   

  
										

 

 4

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