Document:

EX-10.11

 Exhibit 10.11 

MIMEDX GROUP, INC. 
 2016
EQUITY AND CASH INCENTIVE PLAN 
 Restricted Stock Agreement 

No. of shares 
 of Restricted Stock: __________ 

THIS RESTRICTED STOCK AGREEMENT (this “Agreement”) dated as of the ____ day of ____ 2017, between MiMedx Group, Inc. (the
“Company”) and _________________ (the “Participant”), is made pursuant and subject to the provisions of the Company’s 2016 Equity and Cash Incentive Plan (the “Plan”), a copy of which is attached hereto. All terms
used herein that are defined in the Plan have the same meaning given them in the Plan. 
 1.      Grant of
Restricted Stock. Pursuant to the Plan, the Company, on _____, 2017 (the “Date of Grant”), granted to the Participant, subject to the terms and conditions of the Plan and subject further to the terms and conditions set forth herein,
this Restricted Stock Award for ______ shares of Common Stock (the “Shares”). The Shares are nontransferable and forfeitable until the time they vest and become nonforfeitable as described herein. The Shares will vest and become
nonforfeitable as set forth in Section 2 below. 
 2.      Vesting of the Shares. Subject to
earlier expiration or termination as provided herein, the Shares will become vested and nonforfeitable as follows: 

(a)    Time-Based Vesting. The Shares will become vested in full and nonforfeitable on the first anniversary of the
Date of Grant, provided the Participant has been continuously employed by, or providing services to, the Company or an Affiliate from the Date of Grant until such time(s). 

(b)    Change of Control. Notwithstanding the foregoing, upon the occurrence of a Change of Control, the Shares
shall become vested and nonforfeitable at the time of the Change of Control, provided the Participant has been continuously employed by, or providing services to, the Company or an Affiliate from the Date of Grant until the time of the Change of
Control. 
 (c)    Death and Disability. Additionally, if the Participant’s employment with the Company and
its Affiliates is terminated on account of the Participant’s death or Disability, the Shares shall become vested and nonforfeitable on termination of the Participant’s employment with the Company and its Affiliates on account of the
Participant’s death or Disability. 

3.      Non-Transferability of the Shares.  

(a)    Transfer Restrictions. Participant shall not assign or transfer any Shares while such Shares remain
forfeitable, other than by will or the laws of descent and distribution. No right or interest of Participant or any transferee in the Shares shall be subject to any lien or any obligation or liability of the Participant or any transferee. 

 (b)    Stock Holding Requirements. Notwithstanding any other
provision of this Agreement, the shares that vest and become nonforfeitable may not be sold, transferred or otherwise disposed of until the level of ownership provided in the Company’s Stock Ownership Guidelines is met, to the extent applicable
to the Participant. All shares of Common Stock acquired hereunder (“net” shares acquired in case of any net exercise or withholding of shares) shall be subject to the terms and conditions of the Company’s Stock Ownership Guidelines,
as they may be amended from time to time. 
 4.      Forfeiture of the Shares. Shares that are not
vested and nonforfeitable pursuant to Sections 2(a), (b) or (c) as of the date of termination of Participant’s employment by, or provision of services to, the Company and its Affiliates will be forfeited automatically at the close of
business on that date (immediately upon notice of termination for Cause). In no event may the Shares become vested and nonforfeitable, in whole or in part, after forfeiture pursuant to this Section 4. 

5.      Agreement to Terms of the Plan and this Agreement. The Participant has received a copy of the
Plan, has read and understands the terms of the Plan and this Agreement, and agrees to be bound by their terms and conditions. All decisions and interpretations made by the Company or the Committee with regard to any question arising under this
Agreement will be binding and conclusive on the Company and Participant and any other person who has any rights under this Agreement. 

6.      Tax Consequences. The Participant acknowledges (i) that there may be adverse tax
consequences upon acquisition or disposition of the shares of Common Stock received upon vesting of the Shares and (ii) that Participant should consult a tax adviser prior to such acquisition or disposition. The Participant is solely
responsible for determining the tax consequences of the Restricted Stock Award and for satisfying the Participant’s tax obligations with respect to the Restricted Stock Award (including, but not limited to, any income or excise tax as resulting
from the application of Code Sections 409A or 4999 or related interest and penalties), and the Company and its Affiliates shall not be liable if this grant is subject to Code Sections 409A, 280G or 4999. The Company’s obligation to vest shares
of Common Stock is subject to the Participant’s satisfaction of any applicable federal, state and local income and employment tax and withholding requirements in a manner and form satisfactory to the Company. The Committee, to the extent
applicable law permits, may allow the Participant to pay any such amounts (but only for the minimum required withholding or such other amounts as will not otherwise have negative accounting consequences) (i) by surrendering (actual or by
attestation) shares of Common Stock that the Participant already owns; (ii) by a cashless exercise though a broker, (iii) by means of a “net exercise” procedure or (iv) by such other medium of payment as the Committee in its
discretion shall authorize. 
 7.      Fractional Shares. Fractional shares shall not be issuable
hereunder, and when any provision hereof may entitle the Participant to a fractional share such fractional share shall be disregarded. 

8.      Change in Capital Structure. The Shares shall be adjusted in accordance with the terms and
conditions of the Plan as the Committee determines is equitably required in the event the Company effects one or more stock dividends, stock splits, subdivisions or consolidations of shares or other similar changes in capitalization. 

  
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 9.      Notice. Any notice or other communication given
pursuant to this Agreement, or in any way with respect to the Shares, shall be in writing and shall be personally delivered or mailed by United States registered or certified mail, postage prepaid, return receipt requested, to the following
addresses: 
  

									
	                	  	If to the Company:	  	 MiMedx Group, Inc.

1775 West Oak Commons Ct. NE
 Marietta,
Georgia 30062
 Attn: ___________________
	  		  	
					
	                	  	If to the Participant:	  	  
	  		  	
					
		  		  	  
	  		  	
					
		  		  	  
	  		  	

 10.      Shareholder Rights. While the Shares remain subject to
forfeiture in accordance with this Agreement, Participant shall have all rights of a stockholder with respect to such Shares, including the right to receive dividends and vote the Shares; provided, however, that during such period
(i) Participant may not sell, transfer, pledge, exchange, hypothecate or otherwise dispose of the Shares other than as described above and (ii) the Company shall retain custody of any certificates evidencing the Shares. In lieu of
retaining custody of any certificates evidencing the Shares, the Shares granted under the Agreement, may, in the Company’s discretion, be held in escrow by the Company or reflected in the Company’s books and records, until
Participant’s interest in such Shares becomes vested and nonforfeitable. With respect to any Shares forfeited under this Agreement, Participant does hereby irrevocably constitute and appoint the Secretary of the Company or any successor
Secretary of the Company (the “Secretary”) as Participant’s attorney to transfer the forfeited Shares on the books of the Company with full power of substitution in the premises. The Secretary shall use such authority to cancel any
Shares that are forfeited under this Agreement. 
 11.      No Right to Continued Employment or Service.
Neither the Plan, the granting of the Shares nor any other action taken pursuant to the Plan or this Agreement constitutes or is evidence of any agreement or understanding, expressed or implied, that the Company or any Affiliate shall retain the
Participant as an employee or other service provider for any period of time or at any particular rate of compensation.  

12.      Binding Effect. Subject to the limitations stated above and in the Plan, this Agreement shall be
binding upon and inure to the benefit of the legatees, distributees, and personal representatives of the Participant and the successors of the Company. 

13.      Conflicts. In the event of any conflict between the provisions of the Plan and the provisions of
this Agreement, the provisions of the Plan shall govern. All references herein to the Plan shall mean the Plan as in effect on the date hereof. 

  
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 14.      Counterparts. This Agreement may be executed
in a number of counterparts, each of which shall be deemed an original, but all of which together shall constitute one in the same instrument. 

15.      Miscellaneous. The parties agree to execute such further instruments and take such further
actions as may be necessary to carry out the intent of the Plan and this Agreement. This Agreement and the Plan shall constitute the entire agreement of the parties with respect to the subject matter hereof. 

16.      Section 409A. Notwithstanding any of the provisions of this Agreement, it is intended that the
Shares be exempt from Section 409A of the Code. Notwithstanding the preceding, neither the Company nor any Affiliate shall be liable to the Participant or any other person if the Internal Revenue Service or any court or other authority have any
jurisdiction over such matter determines for any reason that the Shares are subject to taxes, penalties or interest as a result of failing to be exempt from, or comply with, Section 409A of the Code. 

17.      Section 83(b). The Participant may make an election under Section 83(b) of the Code to
include the Fair Market Value of the Shares in taxable income as of the Date of Grant. Notwithstanding the foregoing, no such election may be made unless the Participant makes arrangements that are satisfactory to the Committee to pay all applicable
tax withholdings in cash or cash equivalents or some other acceptable methodology other than by means of a “net exercise” procedure. 

18.      Compensation Recoupment Policy. Notwithstanding any other provision of this Agreement, the
Participant shall reimburse or return to the Company the gross number of shares of Common Stock that the Participant received (or would have received absent a “net exercise” procedure) under this Agreement or, if greater, the amount of
gross proceeds from any earlier sale of any such shares of Common Stock, plus any other amounts received with respect to this Award, to the extent any reimbursement, recoupment or return is required under applicable law or the Company’s
Compensation Recoupment Policy or any similar policy that the Company may adopt. 
 19.      Governing Law.
This Agreement shall be governed by the governing laws applicable to the Plan. 
 [Signature Page to Follow] 

  
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 IN WITNESS WHEREOF, the Company has caused this Agreement to be signed by a duly authorized
officer, and the Participant has affixed the Participant’s signature hereto. 
  

			
	 COMPANY:
  

MiMedx Group, Inc.

		
	By:	 	 
		 	

  

	
	ATTEST:
	
	   

	

  

			
	PARTICIPANT:
	
	 
	Participant’s Signature

  
  

  
 5EX-10.13

 Exhibit 10.13 

 
 

 
 2016 Management Incentive Plan (MIP) 

 

	I.	 Purpose 

The 2016 MIP is designed to provide an incentive for key members of the MiMedx Group, Inc. (“MiMedx” or “Company”)
management team to exceed the 2016 Business Plan and reward those management team members with deserving performance. The MiMedx Board of Directors (the “Board of Directors”) has complete authority to interpret the 2016 MIP, to prescribe,
amend and rescind rules and regulations relating to it, and to make all other determinations necessary or advisable for the administration of the 2016 MIP (to the extent not inconsistent with Section 162(m) of the Code for payments to Covered
Employees). 
 The portion of the 2016 MIP applicable to Covered Employees (as defined by Section 162(m) of the Internal Revenue Code
(the “Code”) is contingent upon the approval of the shareholders of the Company. No bonuses may be paid under the 2016 MIP to Covered Employees unless and until the shareholders of the Company approved the 2016 MIP. The provisions of the
2016 MIP shall be bifurcated, so that certain provisions of the 2016 MIP required in order to satisfy the requirements of Section 162(m) of the Code are only applicable to participants whose compensation is subject to 162(m) of the Code. 

The goals of the 2016 MIP are: 
  

	 	1.	 To increase shareholder value. 

 

	 	2.	 To achieve and exceed the MiMedx 2016 Business Plan. 

 

	 	3.	 To reward key individuals for demonstrated performance that is sustained throughout the year.

  

	 	4.	 To enhance the Company’s ability to be competitive in the marketplace for executive talent, and to
attract, retain and motivate a high-performing and high-potential management team. 

  

	II.	 MIP Program Period 

This program is in effect from January 1, 2016 through December 31, 2016. The program is subject to adjustment by the Company at any
time during or after the program period. In the event of a program adjustment, an addendum will be published to inform eligible participants. No such adjustment may be made if it causes payments to Covered Employees to no longer qualify as qualified
performance-based compensation under Section 162(m) of the Code. 
  

	III.	 MIP Participation and Eligibility 

Participation and eligibility is determined by the Board of Directors with the Compensation Committee, as defined herein, approving the
eligibility of Covered Employees. No individual is automatically included in the 2016 MIP. Only those individuals approved by the Board of Directors and confirmed in writing are eligible. Verbal comments or promises to any employee or past practices
are not binding on MiMedx or any of its divisions or subsidiaries in any manner. 
  

 2016 MiMedx MIP 

 

 Terminated Employees: If a participant terminates from the Company, the
following guidelines will be used for all voluntary or involuntary terminations as well as terminations due to a Reduction in Force: Incentives are only earned by employees who are in good standing and employed on the date payment is made.
Participants terminating employment prior to the date of payment are not eligible for any incentive payment, regardless of the reason for termination of employment. 

First Time Participants: New management employees hired or promoted into an eligible position will be able to begin
participating in the MIP on the first day of the first full month in the eligible position. The Base Bonus will be prorated based on the number of months employed in the eligible position. No incentives will be earned or paid for new hires
beginning employment after September 30, 2016. 
 Existing Participants: Participants who
transfer during the period January 1, 2016, through December 31, 2016, from one MIP eligible position to another MIP eligible position, having either a higher or lower Base Bonus, will begin participating at the new MIP level on the first
day of the first full month in the new position. The participant’s Base Bonus will be prorated for the months employed in each eligible position. 

Leave of Absence: Participants who have been on an approved leave of absence for medical or other reasons for greater than
60 cumulative days during the year will receive a prorated portion of their earned Base Bonus. The earned Base Bonus for participants on approved leaves of absence of less than 60 cumulative days will not be prorated based on the period of approved
leave. Participants who have been on an approved leave of absence for medical or other reasons for greater than 120 cumulative days during the year will not be eligible to earn any amount of MIP for the year. 

Covered Employees: The Compensation Committee shall retain discretion to name as a participant any
otherwise-eligible Covered Employee hired or promoted after the commencement of the Plan. 
  

	IV.	 MIP Administration 

The Board of Directors has the discretion, subject to the provisions of the 2016 MIP, to make or to select the manner of making all
determinations with respect to the 2016 MIP to the extent not inconsistent with Section 162(m) for Covered Employees. The Board of Directors has delegated the administration of the MIP to the Compensation Committee of the Board of Directors
(the “Compensation Committee”), who in turn, will approve and subsequently make recommendations to the Board of Directors for final approval of all determinations with respect to the MIP. As delegated by the Board of Directors, the
Compensation Committee shall have full authority to formulate adjustments and make interpretations under the 2016 MIP as it deems appropriate. As delegated, the Compensation Committee shall also be empowered to make any and all of the determinations
not herein specifically authorized which may be necessary or desirable for the effective administration of the 2016 MIP. As delegated, the bonus amounts calculated under the 2016 MIP shall be paid only upon the Compensation Committee’s
determination, in its sole discretion, that the participant is entitled to them. All matters of delegation of the 2016 MIP will be approved by the Compensation Committee prior to its recommendation to the Board of Directors for final approval. The
Compensation Committee shall be comprised at all times solely of two or more directors who are “outside directors” within the meaning of Section 162(m) of the Code. 

The Board of Directors may change the plan from time to time in any respect. All decisions made on behalf of the Company by the Board of
Directors relative to the plan are final and binding. The determination of compliance with the individual objectives established under the plan for an employee shall be made by the Board of Directors in its sole discretion. 

 2016 MiMedx MIP 

 

	V.	 MIP Incentive Determination and Payment 

The 2016 MIP provides for the determination of a Base Bonus expressed as a percentage of the participant’s annual salary in effect at the
end of the program period or the end of each respective period when a participant transfers from one MIP eligible position to another. 

Participants approved for MIP participation as of January 1, 2016, are eligible for a full year’s participation not subject to
proration in accordance with the provisions hereof. All incentives earned under the MIP will be measured and paid annually. 
  

	VI.	 MIP Participants 

The 2016 MIP participants include the Chief Executive Officer (the “CEO”), plus the direct reports to the CEO and Chief Operating
Officer (the “COO”).     
  

	VII.	 MIP Method of Calculation 

Each participant’s incentive will be calculated based on the achievement of financial targets and individual objectives. Base bonus for
all MIP participants is divided into two financial components and an individual objectives component. 80% of the base bonus is allocated to 2016 Consolidated MiMedx Revenue performance (“Revenue”); 10% is allocated to 2016 Consolidated
MiMedx Earnings Before Interest, Taxes, Depreciation, Amortization, and Share Based Compensation Expense performance (“Adjusted EBITDA”); and 10% is allocated to individual objectives performance (“Individual Objectives”). 

The financial thresholds for 2016 Revenue and 2016 Adjusted EBITDA indicate the level of respective performance where partial payouts commence.
Increased partial payouts are indicated for respective 2016 Revenue and 2016 Adjusted EBITDA performance above the financial threshold and below the financial target. The respective 2016 Revenue and 2016 Adjusted EBITDA targets indicate the point at
which the respective target base bonuses are earned. Provided a minimum Adjusted EBITDA Threshold is achieved, each partial level of payout and target base bonus payout is determined independent of the other. Provided a minimum Adjusted EBITDA
Threshold is achieved, at each respective level above of Adjusted EBITDA performance and Revenue performance a portion or the entire incentive amount allocated to individual objectives performance may be earned depending on the Participant’s
achievement of the individual objective(s). 
 All performance measures and/or metrics and performance goals will be established in writing
and approved by the Compensation Committee and the Board of Directors no later than the earlier of (i) ninety (90) days following the start of the fiscal year to which they relate and (ii) before the lapse of twenty-five percent (25%) of
the period to which they relate. All performance measures and/or metrics and performance goals must be uncertain of achievement at the time they are established, and the achievement of the performance measures and/or metrics and performance goals
must be determinable by a third party with knowledge of the relevant facts. 
 Following the end of the Program Period, management will
provide documentation to the Compensation Committee confirming the degree of achievement of all performance measures and/or metrics and performance goals pertaining to the 2016 MIP. The Compensation Committee will review the documentation from
management, and following its review, the Compensation Committee will certify, in writing, the achievement of such performance measures and/or metrics and performance goals prior to the approval of the Compensation Committee and its subsequent
recommendation to the Board of Directors for final approval and payment in accordance with such achievement. 

 2016 MiMedx MIP 

 

 EBITDA Performance 

MiMedx Adjusted EBITDA performance has 6 designated levels at which specific portions of the EBITDA component (up to 100% of the Adjusted
EBITDA target) are funded for payout. 
  

	 	•	 	 Financial Gatekeeper: The Adjusted EBITDA component is a gatekeeper for the Revenue component and the
individual objectives component. If Adjusted EBITDA performance is unfavorable to the Adjusted EBITDA Threshold, no payout for Adjusted EBITDA performance, as well as Revenue performance or individual objectives performance can be made. If Adjusted
EBITDA performance is favorable to the Adjusted EBITDA Threshold, the Revenue component and the Individual Objectives component are paid out independent of and in addition to the Adjusted EBITDA component. 

Revenue Performance 
 The
Revenue performance has 6 designated levels at which specific portions of the Revenue component (up to 100% of the Revenue target) are funded for payout. The Revenue performance also has an additional 6 designated levels (levels 7 through 12 in the
table below) above 100% of the Revenue target at which an excess bonus is funded for payout. 
 Revenue Performance Excess Bonus 

If Revenue performance is greater than 100% of the Revenue Target (Level 6 in the Revenue performance table below), the participant may earn an
excess bonus. The excess bonus is earned for each level of designated revenue performance at the excess percentage of the Revenue component plus the same excess percentage of the earned EBITDA component and the earned Individual Objectives component
(levels 7 through 12 in the Revenue performance table below). Including the excess bonus, the total bonus cannot exceed two (2) times a participant’s Base Bonus amount. 

Individual Objectives
Performance                     
 If
Adjusted EBITDA performance is less than the Adjusted EBITDA Threshold (Level 1 in the EBITDA performance table below), no amounts can be earned for this component of the MIP. If Adjusted EBITDA performance is at or favorable to the Adjusted EBITDA
Threshold (Level 1 in the EBITDA performance table below) the participant is eligible to earn a portion or all of the Base Bonus allocated to the Individual Objectives component. 

Individual Objectives for the participants are reviewed and approved by the Compensation Committee and recommended for approval by the Board of
Directors. The individual objectives are key operational measures and/or major milestone outcomes that are specific the participant’s position and directly related to the overall achievement of the MiMedx Business Plan and/or the MiMedx
Strategic Plan. The individual objectives for all Participants will be limited to one or more of the following performance measures and/or metrics: (i) Revenue; (ii) EBITDA; (iii) Adjusted EBITDA; (iv) cash flow (v) Days Sales
Outstanding (DSO); (vi) return on equity; (vii) return on assets; (viii) earnings per share; (ix) operations expense efficiency; (x) return on investment; (xi) return on capital; (xii) improvements in capital structure;
(xiii) expense management; (xiv) profitability of an identifiable business unit or product; (xv) maintenance or improvement of profit margins; (xvi) total shareholder return; (xvii) market share; (xviii) working
capital; (xix) efficiency ratios; (xx) comparison with stock market indices or performance of metrics with peer companies; and (xxi) achievement of performance measures consistent with the foregoing performance measures within a
division group, product line, or sales channel. Individual performance objectives for Covered Employees can only be based on the specific business criteria described herein as is acceptable for qualified performance-based compensation under
Section 162(m) of the Code. 

 2016 MiMedx MIP 

 

 If all of the individual objectives are achieved, the participant may earn the full Base
Bonus amount allocated to the Individual Objectives component of the MIP. If some, but not all, of the individual objectives are attained, a partial amount of the Base Bonus allocated to the individual objectives component may be earned on a
proportionate basis. 
 A table summary of the MIP calculations is as follows: 

Adjusted EBITDA Performance and Portions of EBITDA Component Funded 

 

	 	•	 	 Adjusted EBITDA < $53,500,000 (Level 1) = no incentive earned for any MIP component

  

	 	•	 	 Adjusted EBITDA at $53,500,000 (Level 1) = 10% of Adjusted EBITDA target bonus (plus earned Revenue and
Individual Objectives) 

  

	 	•	 	 Adjusted EBITDA at $59,500,000 (Level 2) = 25% of Adjusted EBITDA target bonus (plus earned Revenue and
Individual Objectives) 

  

	 	•	 	 Adjusted EBITDA at $63,000,000 (Level 3) = 50% of Adjusted EBITDA target bonus (plus earned Revenue and
Individual Objectives) 

  

	 	•	 	 Adjusted EBITDA at $66,700,000 (Level 4) = 75% of Adjusted EBITDA target bonus (plus earned Revenue and
Individual Objectives) 

  

	 	•	 	 Adjusted EBITDA at $69,600,000 (Level 5) = 90% of Adjusted EBITDA target bonus (plus earned Revenue and
Individual Objectives) 

  

	 	•	 	 Adjusted EBITDA at $72,500,000 (Level 6) = 100% of Adjusted EBITDA target bonus (plus earned Revenue and
Individual Objectives) 

  

	 	•	 	 Adjusted EBITDA >$72,500,000 ( Level 6) = 100% of Adjusted EBITDA target
bonus (plus earned Revenue and Individual Objectives) 

  

	 	•	 	 For Adjusted EBITDA performance greater that the Adjusted EBITDA target, an Excess Bonus may only be funded based
upon Revenue performance greater than 100% of revenue target as described below. 

 Revenue Performance and Portions of
Revenue Component Funded 
  

	 	•	 	 Revenue < $230,000,000 (Level 1) = no incentive earned for Revenue component. 

 

	 	•	 	 Revenue at $230,000,000 (Level 1) = 15% of Revenue target bonus (plus earned Adjusted EBITDA and earned
Individual Objectives) 

  

	 	•	 	 Revenue at $244,400,000 (Level 2) = 40% of Revenue target bonus (plus earned Adjusted EBITDA and earned
Individual Objectives) 

  

	 	•	 	 Revenue at $249,600,000 (Level 3) = 60% of Revenue target bonus (plus earned Adjusted EBITDA and earned
Individual Objectives) 

  

	 	•	 	 Revenue at $254,800,000 (Level 4) = 80% of Revenue target bonus (plus earned Adjusted EBITDA and earned
Individual Objectives) 

  

	 	•	 	 Revenue at $257,400,000 (Level 5) = 90% of Revenue target bonus (plus earned Adjusted EBITDA and earned
Individual Objectives) 

  

	 	•	 	 Revenue at $260,000,000 (Level 6) = 100% of Revenue target bonus (plus earned Adjusted EBITDA and earned
Individual Objectives) 

  

	 	•	 	 Revenue at $262,600,000 (Level 7) = 110% of Revenue target bonus and 110% of earned Adjusted EBITDA and
earned Individual Objectives 

  

	 	•	 	 Revenue at $265,200,000 (Level 8) = 120% of Revenue target bonus and 120% of earned Adjusted EBITDA and
earned Individual Objectives 

  

	 	•	 	 Revenue at $267,800,000 (Level 9) = 140% of Revenue target bonus and 140% of earned Adjusted EBITDA and
earned Individual Objectives 

  

	 	•	 	 Revenue at $270,400,000 (Level 10) = 160% of Revenue target bonus and 160% of earned Adjusted EBITDA and
earned Individual Objectives 

  

	 	•	 	 Revenue at $275,600,000 (Level 11) = 180% of Revenue target bonus and 180% of earned Adjusted EBITDA and
earned Individual Objectives 

 2016 MiMedx MIP 

 

	 	•	 	 Revenue at $280,000,000 (Level 12) = 200% of Revenue target bonus and 200% of earned Adjusted EBITDA and
earned Individual Objectives 

  

	 	•	 	 The maximum MIP amount is limited to two (2) times the participant’s Base Bonus. 

The Compensation Committee shall adjust the corporate and individual performance objectives as the Compensation Committee in its sole
discretion may determine is appropriate in the event of unbudgeted acquisitions or divestitures or other unexpected fundamental changes in the business, any business unit or any product to fairly and equitably determine the bonus amounts and to
prevent any inappropriate enlargement or dilution of the bonus amounts. In that respect, the corporate and individual performance objectives may be adjusted to reflect, by way of example and not of limitation, (i) unanticipated asset
write-downs or impairment charges, (ii) litigation or claim judgments or settlements thereof, (iii) changes in tax laws, accounting principles or other laws or provisions affecting reported results, (iv) accruals for reorganization or
restructuring programs, or extraordinary non-reoccurring items as described in Accounting Principles Board Opinion No. 30 or as described in management’s discussion and analysis of the financial
condition and results of operations appearing in the Annual Report on Form 10-K for the applicable year, (v) acquisitions or dispositions or (vi) foreign exchange gains or losses. To the extent
any such adjustments affect any bonus amounts, the intent is that the adjustments shall be in a form that allows the bonuses payable to Covered Employees to continue to meet the requirements of Section 162(m) of the Code for deductibility to
the extent intended to constitute qualified performance-based compensation. 
  

	VIII.	 Maximum MIP Payment Amounts 

The maximum potential amount to be earned by a participant is two (2) times the participant’s Base Bonus Amount. The determining
annual base salary in the earned payout calculation is the annual base salary in effect at the end of the program period or the end of each respective period when a participant transfers from one MIP eligible position to another. In all cases, the
maximum earned payout for the 2016 MIP for any one individual participant cannot exceed $950,000. 
  

	IX.	 Payment of Earned MIP Amounts 

Amounts earned by participants will be paid following the Board of Directors meeting in late February or early March, and such payment date
shall be paid between February 15, 2017 and March 15, 2017. 
  

	X.	 Compliance with Section 162 (m) 

It is the intent of the Company that the 2016 MIP and any bonuses payable under the 2016 MIP to participants who are or may become persons
whose compensation is subject to Section 162(m) of the Code and that are intended to constitute qualified performance-based compensation satisfy any applicable requirements of Section 162(m) of the Code to qualify as qualified
performance-based compensation. Any provision, application or interpretation of the 2016 MIP inconsistent with this intent shall be disregarded or deemed to be amended to the extent necessary to conform to such requirements. The provisions of the
2016 MIP may be bifurcated by the Board of Directors upon recommendation by the Compensation Committee at any time, so that certain provisions of the 2016 MIP required in order to satisfy the requirements of Section 162(m) of the Code are only
applicable to participants whose compensation is subject to 162(m) of the Code. 

 2016 MiMedx MIP 

 

	XI.	 Exemption from 409A 

This Plan is intended to be exempt from the applicable requirements of Section 409A of the Code and shall be construed and interpreted in
accordance therewith. The Committee may at any time amend, suspend or terminate this Plan, or any payments to be made hereunder, as necessary to be exempt from Section 409A of the Code. Notwithstanding the preceding, MiMedx shall be liable to
any participant or any other person if the Internal Revenue Service or any court or other authority having jurisdiction over such matter determines for any reason that any bonus to be made under this Plan is subject to taxes, penalties or interest
as a result of failing to be exempt from, or comply with, Section 409A of the Code. The bonuses under the Plan are intended to satisfy the exemption from Section 409A of the Code for “short-term deferrals.” 

 

	XII.	 MIP Miscellaneous 

Nothing in the MIP shall be deemed to constitute a contract for the continuance of employment of the participants or bring about a change of
status of employment. Neither the action of the Company in establishing this program, nor any provisions hereof, nor any action taken by the Company shall be construed as giving any employee the right to be retained in the employ of the Company for
any period of time, or to be employed in any particular position, or at any particular rate of remuneration. 
 Further, nothing contained
herein shall in any manner inhibit the day-to-day conduct of the business of the Company and its subsidiaries, which shall remain within the sole discretion of
management of the Company; nor shall any requirements imposed by management or resulting from the conduct of the business of the Company constitute an excuse for, or waiver from, compliance with any goal established under this plan. 

No persons shall have any right, vested or contingent, or any claim whatsoever, to be granted any award or receive any payment hereunder,
except payments of awards determined and payable in accordance with the specific provisions hereof or pursuant to a specific and properly approved agreement regarding the granting or payment of an award to a designated individual. 

Neither this program, nor any payments pursuant to this program, shall affect, or have any application to, any of the Company’s life
insurance, disability insurance, PTO, medical or other related benefit plans, whether contributory or non-contributory on the part of the employee except as may be specifically provided by the terms of the
benefit plan. 
 All payments pursuant to this program are in gross amounts less applicable withholdings. 

MiMedx reserves the right to apply a participant’s incentive payment against any outstanding obligations owed to the Company.

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00296-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00296-of-00352.parquet"}]]