Document:

EX-10.1

 Exhibit 10.1 
 AMENDMENT AND CONSENT AGREEMENT 
 This Amendment and Consent Agreement
(this “Agreement”) is made as of January 29, 2013, by and among Aegerion Pharmaceuticals, Inc., a Delaware corporation (the “Company”), and certain holders of the Company’s outstanding common stock, $0.001
par value per share, issued in connection with the conversion of the Company’s Series A Convertible Preferred Stock, $0.001 par value per share (the “Series A”), and Series B Convertible Preferred Stock, $0.001 par value per
share (the “Series B” and together with the Series A, the “Preferred Stock”). 
 Reference is
hereby made to that certain Amended and Restated Investor Rights Agreement dated as of November 9, 2007, by and among the Company and the investors listed on Schedule I attached thereto (the “Investors”), as amended and in
effect from time to time (the “Investor Rights Agreement”). 
 WHEREAS, Section 6.4 of the Investor Rights
Agreement provides, among other things, that the Investor Rights Agreement may not be amended or modified, and no provision thereof may be waived, without the written consent of the Company and the holders of at least two-thirds of the Preferred
Stock (the “Required Supermajority”); and 
 WHEREAS, the Company and the Investors representing the Required
Supermajority agree that the amendment set forth below. 
 NOW, THEREFORE, the Company and the undersigned Investors,
constituting the Required Supermajority, on behalf of all Investors, hereby consent to the following: 
  

	1.	The paragraph below is hereby added to the Investor Rights Agreement as Section 6.16. 

“6.16 Termination. Notwithstanding anything to the contrary contained herein, this Investor Rights Agreement shall
terminate in its entirety, and be of no further force or effect, on February 1, 2013.” 
  

	2.	This Agreement may be executed in two or more counterparts, and by different parties hereto on separate counterparts, each of which shall be deemed an original, but all
of which together shall constitute one and the same instrument. This Agreement may be executed by facsimile or .pdf signatures. 

 [Remainder of page intentionally left blank] 

 IN WITNESS WHEREOF, the undersigned have duly executed this Agreement as of the date first
written above. 
 COMPANY: 
  

			
	AEGERION PHARMACEUTICALS, INC.
		
	By:	 	 /s/ Mark Fitzpatrick

	Name:	 	Mark Fitzpatrick
	Title:	 	Chief Financial Officer

 INVESTORS: 
  

			
	ADVENT HEALTHCARE AND LIFE SCIENCES III GP LIMITED PARTNERSHIP
		
	By:	 	AHLS III GP Limited Partnership, General Partner
	By:	 	Advent International LLC, General Partner
	By:	 	Advent International Corporation, Manager
		
	By:	 	 /s/ Jason S. Fisherman

	Name:	 	Jason S. Fisherman
	Title:	 	Attorney-in-Fact

  

			
	ADVENT HEALTHCARE AND LIFE SCIENCES III-A LIMITED PARTNERSHIP
		
	By:	 	AHLS III GP Limited Partnership, General Partner
	By:	 	Advent International LLC, General Partner
	By:	 	Advent International Corporation, Manager
		
	By:	 	 /s/ Jason S. Fisherman

	Name:	 	Jason S. Fisherman
	Title:	 	Attorney-in-Fact

  

			
	ADVENT PARTNERS HLS III LIMITED PARTNERSHIP
		
	By:	 	Advent International Corporation, General Partner
		
	By:	 	 /s/ Jason S. Fisherman

	Name:	 	Jason S. Fisherman
	Title:	 	Attorney-in-Fact

 [Signature Page to Amendment and Consent Agreement] 

			
	INDEX VENTURES III (JERSEY) L.P.
	INDEX VENTURES III (DELAWARE) L.P.
	INDEX VENTURES III PARALLEL ENTREPRENEUR FUND (JERSEY) L.P.
		
	By:	 	Index Venture Associates III Limited, General Partner
		
	By:	 	 /s/ N.T. Greenwood

	Name:	 	N.T. Greenwood
	Title:	 	Director

  

			
	ALTA BIOPHARMA PARTNERS III, L.P.
	ALTA BIOPHARMA PARTNERS III GMBH & CO. BETEILIGUNGS KG
		
	By:	 	Alta BioPharma Management III, LLC
		
	By:	 	 /s/ Hilary Strain

	Name:	 	Hilary Strain
	Title:	 	CFO

  

			
	ALTA EMBARCADERO BIOPHARMA PARTNERS III, LLC
		
	By:	 	 /s/ Hilary Strain

	Name:	 	Hilary Strain
	Title:	 	CFO

 [Signature Page to Amendment and Consent Agreement]EX-10.1

 Exhibit 10.1 
 DEAN FOODS CORPORATE 
 2013 SHORT-TERM INCENTIVE COMPENSATION PLAN

  

			
		
	Purpose:	  	To (i) align employee variable cash compensation with the annual objectives of the Company, (ii) motivate employees to create sustained shareholder value, and (iii) ensure retention
of key employees by ensuring that cash compensation remains competitive.
		
	Participants:	  	Employees of Dean Foods who are in positions to influence and/or control results in their specific areas of responsibility and/or the Corporation. In particular, salary grade levels
9 and above are eligible to participate.
		
	Payout Criteria:	  	The criteria for payment to Participants under this Plan and the weighting of such criteria is based on individual target incentive percentages, performance against financial
targets, and performance against individual objectives as set forth below. Depending on the Participant’s role in the organization, Individual Objectives may be based on Corporate, Functional, Business Unit, or Individual Objectives and will
be noted as Individual Objectives in the Components.

  

			
	 Participant Group
	  	 Components

		
	 CEO

EVP, COO
 EVP, CFO
 EVP, CFO Designate

EVP, General Counsel

EVP, General Counsel Designate

EVP, HR
 SVP, CIO
 SVP, Procurement & Ops.
Support
 SVP, Finance & Treasurer

SVP, CAO
 SVP, National Sales
  
 All Corporate Staff not covered by another STI plan
	  	 - 60% Financial Objectives
  

60% = Dean Foods Operating Income
  

- 40% Individual Objectives

  

			
	Payout Scales:	  	The financial payout factor is 0%—200% based on actual performance against approved objectives. The individual objective factor is 0%—200% of actual performance against
approved objectives.
		
	Financial Objectives Performance	  	Approved financial objectives and the range of performance for each objective for the Plan Year along with the corresponding payout factor scale based on actual performance will be
included

 DEAN FOODS CORPORATE 

2013 SHORT-TERM INCENTIVE COMPENSATION PLAN 
  

			
	Payout Factor:	  	in the Administrative Guidelines for the Plan. The STI Plan Year is the same as the Dean Foods fiscal year.
		
	Individual Objectives:	  	Each Plan Participant maintains a 40% objective against the attainment of certain specified individual objectives as determined by objectives as determined by the Participant’s
supervisor and / or Compensation Committee of the Board of Directors. Actual earned awards are based on the individual’s performance rating under the Performance Management Process and the determination of final percentage targets against which
the 40% will apply.
		
	Adjustment of Targets /Actuals:	  	Upon the recommendation of the CEO, the Compensation Committee may (but has no obligation to) adjust the criteria, targets, actuals, or payout scale upon the occurrence of
extraordinary events or circumstances. Significant acquisitions or dispositions of assets or companies or issuances or repurchases of common stock or other equity interests may, at the Compensation Committee’s discretion, result in an
adjustment to the Dean Foods financial target or plan-specific financial target.
		
	 Determination
 of
Individual Target Incentive:
	  	Individual target incentives for specific positions are included in the Dean Foods Compensation Program. The Company may make adjustments to an individual’s target incentive
based on market conditions or business requirements, as necessary.
		
	Definitions:	  	“Disability” is defined as permanent and total disability (within the meaning of Section 22(e)(3) of the Internal Revenue Service Code (“Code”).
		
		  	“Retirement” is defined as (i) age fifty-five (55), so long as the Participant has completed at least ten (10) years of continuous service immediately prior to retirement,
or (ii) age sixty-five (65).
		
	Eligibility:	  	Eligibility is determined by salary grade in the Company, or as approved by the Executive Vice President Human Resources, or designate. Participants must be employed by the Company
on the last working day of the Plan Year in order to receive an incentive award, except as otherwise provided by State law.
		
		  	A Participant is disqualified from receiving any incentive award (financial and / or individual) under the Plan if: (1) the Participant receives a Significantly Below Target
(or equivalent) performance rating for the plan year or (2) the Participant is terminated for Cause, as defined below, at any point during the Plan year or between the last working day of the Plan Year and the date the incentive award is paid,
except as otherwise provided by State law.

  
 2 

 DEAN FOODS CORPORATE 

2013 SHORT-TERM INCENTIVE COMPENSATION PLAN 
  

			
		
		 	For a Participant receiving a Below Target (or equivalent) performance rating for the plan year, the sum of the financial and individual award cannot exceed 100% of the
Participant’s target incentive.
		
		 	If a Participant dies, becomes disabled, or retires prior to the payment of awards or if a Participant’s job is eliminated and such job elimination makes the Participant
eligible to receive benefits under a Company severance plan or policy, the Participant may receive a payout, at the time other incentive awards are paid, based on actual time in the position and actual results of the company.
		
		 	Eligibility and individual target amounts may be prorated. A Participant’s year-end base salary will be used to calculate the incentive award in the case of those individuals
actively employed by the Company on the last working day of the Plan Year. A Participant’s base salary at the time of death, disability, retirement, or job elimination will be used to calculate the prorated incentive award in those specific
circumstances. All proration of incentive awards will be calculated based on whole month participation. If an employee becomes eligible to participate in the Plan, transfers between Plans, changes target participation in the Plan, or becomes
ineligible to participate in the Plan between the first day of the month and the 15th of the month, the incentive award will be calculated based on full month participation. If the eligibility change occurs between the 16th of the month and the end of the month, the incentive award will be calculated beginning with the full calendar month
following the change. There will be no award made for employees hired after December 15th of the Plan Year.
		
	“Cause” Defined:	 	For purposes of this Agreement, “Cause” means a Participant’s (i) willful failure to perform substantially a Participant’s duties; (ii) willful or serious
misconduct that has caused, or could reasonably be expected to result in, material injury to the business or reputation of the Company; (iii) conviction of, or entering a plea of guilty or nolo contendere to, a crime constituting a felony;
(iv) breach of any written covenant or agreement with the Company, any material written policy of the Company or any Company code of conduct or code of ethics, or (v) failure to cooperate with the Company in any internal investigation or
administrative, regulatory or judicial proceeding. 
		
	Repayment Provision:	 	The Participant in this Plan agrees and acknowledges that this Plan is subject to any policies that the Compensation Committee of the Dean Foods Board of Directors may adopt from
time to time with respect to the repayment to the Company of any benefit received pursuant to this Plan, including “clawback” policies.

  
 3 

 DEAN FOODS CORPORATE STAFF(PLAN C00) 
 2013 SHORT-TERM INCENTIVE COMPENSATION PLAN 
 FINANCIAL PAYOUT ADMINISTRATIVE GUIDELINES

 FINANCIAL OBJECTIVE: DEAN FOODS OPERATING INCOME 
 WEIGHT: 60% 
  

							
	 Operating Income

($MM)
	  	Performance vs. Plan	 	Financial Payout
Factor	 	Increments
	 298.4
	  	110%	 	200.0%	 	10.0%
	 295.7
	  	109%	 	190.0%	 	10.0%
	 293.0
	  	108%	 	180.0%	 	10.0%
	 290.3
	  	107%	 	170.0%	 	10.0%
	 287.6
	  	106%	 	160.0%	 	10.0%
	 284.9
	  	105%	 	150.0%	 	10.0%
	 282.2
	  	104%	 	140.0%	 	10.0%
	 279.4
	  	103%	 	130.0%	 	10.0%
	 276.7
	  	102%	 	120.0%	 	10.0%
	 274.0
	  	101%	 	110.0%	 	10.0%
	 271.3
	  	100%	 	100.0%	 	10.0%
	 268.6
	  	99%	 	90.0%	 	10.0%
	 265.9
	  	98%	 	80.0%	 	10.0%
	 263.2
	  	97%	 	70.0%	 	10.0%
	 260.4
	  	96%	 	60.0%	 	10.0%
	 257.7
	  	95%	 	50.0%	 	10.0%
	 255.0
	  	94%	 	40.0%	 	10.0%
	 252.3
	  	93%	 	30.0%	 	10.0%
	 249.6
	  	92%	 	20.0%	 	10.0%
	 246.9
	  	91%	 	10.0%	 	10.0%
	 244.2
	  	90%	 	0.0%	 	0.0%

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