Document:

<PAGE>   1
                                                                    Exhibit 10.5

                                                                            OGIP

[Pharmacia & Upjohn LOGO]

1999 Operations Group Incentive Plan
<PAGE>   2
1999 OPERATIONS GROUP INCENTIVE PLAN OVERVIEW

         The 1999 Operations Group Incentive Plan is summarized on the
         first three pages. Specific details on the Plan and how actual
         payouts are determined are provided in the Plan Document that
         follows this overview.

--------------------------------------------------------------------------------

PLAN OBJECTIVE
The Operations Group Incentive Plan (alternatively referred to as the OGIP, or
the Plan) is designed to encourage specific results-oriented actions on the part
of Elected Officers and members of the Operations Group (OG), and to recognize
and reward positive results. The plan closely aligns financial rewards with the
achievement of specific objectives linked to both business results and the
participant's commitment to leadership. The higher the level of the achievement,
the greater the financial reward to participants.

KEY FEATURES
There are six key elements (identified in BOLD ITALICS below) that determine
OGIP payouts:

-        A TARGET PAYOUT PERCENT is set at the beginning of the year, and is
         expressed as a percentage of a participant's eligible earnings. The
         target depends on a number of factors -- including market
         competitiveness, as well as a participant's position level, salary
         level, past individual performance and expected future contributions to
         the organization.

-        Two Company performance measures -- SALES GROWTH and EARNINGS PER SHARE
         -- represent 50 percent of the plan's payout opportunity for most
         participants. Such a strong focus on these two measures underscores
         their importance to our success in creating shareholder value, in
         addition to generating more global consistency and teamwork across the
         Company.

-        BUSINESS UNIT/FUNCTION (BU/F) PERFORMANCE MEASURES and a component tied
         to LEADERSHIP COMMITMENT account for the remainder of the Plan's
         payout. Funding for the BU/F component is contingent on meeting the
         participant's applicable CAPITAL CHARGE QUALIFIER.

The maximum payout to any individual under the Plan is 200 percent of targeted
payout. In previous years, incentive plans offered maximum payouts of 150
percent. This revision reflects the Company's desire to provide significant
rewards for truly exemplary performance.

Payout for the 1999 Plan is expected to occur in March 2000.

1999 PERFORMANCE MEASURES

COMPANY PERFORMANCE MEASURES

-        Sales Growth - The industry average sales growth in 1999 is expected to
         be 7 percent, and our goal is to at least match that average.

-        Earnings Per Share - The EPS target for 1999 is $1.85, which represents
         a growth factor of 17 percent over prior year. Achieving this goal will
         require us to outperform the industry, which is expected to grow an
         average of approximately 11 percent in 1999.

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                                       1
<PAGE>   3
BU/F AND LEADERSHIP COMMITMENT MEASURES

-        BU/F measures are based on each participant's Personal Objectives
         established for 1999. The payout for this component will only be made
         if the participant's applicable Capital Charge Qualifier is met.
         Additional details on this qualifier are provided later in the Plan
         Document.

-        Leadership Commitments are based on the results of the 360-degree
         management behaviors survey to be conducted in 1999, in addition to an
         overall general assessment made by the participant's senior management
         (including the Chief Executive Officer).

-        The target payout mix between the BU/F and Leadership Commitment
         components will vary based on the participant's designated business
         unit. Refer to the overview below for the applicable payout mix of each
         business unit.

<TABLE>
<CAPTION>
 -------------------------------------------------------------------------------------
                     SALES     EPS           BU/F                  LEADERSHIP    TOTAL
                     GROWTH                MEASURES               COMMITMENTS
 -------------------------------------------------------------------------------------
<S>                  <C>       <C>    <C>                         <C>            <C>

 ALL PARTICIPANTS
 EXCEPT CHC AND
 ASSOCIATED
 BUSINESSES (AB)
                       25%     25%            20%                      30%        100%

 CHC AND AB            15%     15%            40%                      30%        100%
 PARTICIPANTS                            [ARROW GRAPHIC]

                                         CAPITAL CHARGE
                                           QUALIFIER:
                                      BU/F payout is funded
                                      at attained % of target
                                      if 1999 Operating Income
                                      Minus 9% Interest on
                                      Operating Asset Base is
                                      equal to or greater than
                                      1998. If less than 1998,
                                      funding for BU/F
                                      component is zero.

 -------------------------------------------------------------------------------------
</TABLE>

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                                       2
<PAGE>   4
PURPOSE OF THE PLAN DOCUMENT

The purpose of the Plan Document that follows is to provide eligible
participants with an understanding of the key design features of the 1999
Operations Group Incentive Plan (OGIP).

In the pages that follow, participants will learn the specifics about:

-        Plan measures and weighting;

-        Performance objectives;

-        Performance determination;

-        Final payout determination;

-        Definitions and terminology; and

-        Plan administration.

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                                       3
<PAGE>   5
1999 OPERATIONS GROUP INCENTIVE PLAN DOCUMENT

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ELIGIBILITY
Eligible employees (participants) in the OGIP include all Elected Officers and
members of the Operations Group (OG) of Pharmacia & Upjohn.

TARGET AWARDS
Participants in the Plan will be eligible for an annual incentive award based on
the achievement of predetermined goals. Each OGIP participant will have a target
incentive percent established at the start of the year (or effective date of
hire or transfer if they become a participant after the start of the year). Each
individual's target incentive is established by their direct management,
including the CEO. The Compensation Committee of the Board of Directors of
Pharmacia & Upjohn approves the target incentive for all Elected Officers. The
target is set based on a number of factors, including, but not limited to:

-        Market competitiveness of the position;

-        Job Level;

-        Base salary level;

-        Past individual performance; and

-        Expected contribution to future company performance and business
         impact.

Final annual incentive award payments are determined at year-end by applying the
individual's final incentive percent to eligible earnings. The methodology for
determining the final payout percent, as well as the definition of eligible
earnings, is covered later in the Plan Document. The Compensation Committee of
the Board of Directors approves final incentive payments for all Elected
Officers.

PLAN DESIGN
The OGIP contains specific measures related to Company results, Business
Unit/Function (BU/F) results and Leadership Commitments. Company performance
accounts for 50 percent of the incentive target for most participants, while
BU/F and Leadership Commitments account for the remaining portion of the
incentive target.

Company performance is measured by year to year Sales Growth and Earnings Per
Share (EPS). These measures are formally defined below:

SALES GROWTH is defined as the percent increase of 1999 Net Sales over the 1998
Net Sales. For incentive determination purposes, sales figures may be restated
-- following standard accounting practices -- to reflect unusual and/or
non-recurring items such as large sales, divestitures, etc.

EPS is defined as Net Annual Earnings -- as adjusted for certain special items
such as restructuring costs -- divided by the average annual number of common
shares outstanding.

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                                       4
<PAGE>   6
BU/F MEASURES will be based on each participant's achievement versus his/her
Personal Objectives for 1999. This component of the Plan also has a qualifier
linked to capital charges for the participant's designated business group. More
detail on this qualifier will be covered later in the document.

LEADERSHIP COMMITMENTS will be measured based on the results of the 360-degree
management behaviors survey to be conducted in 1999, in addition to an overall
assessment of leadership performance to be made at year-end by the participant's
senior management (including the CEO).

WEIGHTING OF INCENTIVE COMPONENTS
The weighting of incentive components for all OGIP participants is as follows:

<TABLE>
<CAPTION>
-----------------------------------------------------------------
                      SALES                BU/F       LEADERSHIP
                      GROWTH     EPS     MEASURES     COMMITMENTS
-----------------------------------------------------------------
<S>                   <C>        <C>     <C>          <C>

 ALL PARTICIPANTS
 EXCEPT CHC AND
 ASSOCIATED
 BUSINESSES             25%      25%        20%          30%
-----------------------------------------------------------------

 CHC & AB               15%      15%        40%          30%
 PARTICIPANTS
-----------------------------------------------------------------
</TABLE>

DETERMINING INCENTIVE PAYOUTS
Achievement relative to the performance goals established for each component
determines the extent to which a participant receives an annual incentive award.

COMPANY COMPONENTS
For Sales Growth and EPS, company performance is measured relative to the
established target for each component. The payout curves for these two
components are illustrated on the next page.

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                                       5
<PAGE>   7
                      COMPANY SALES GROWTH PAYOUT CURVE(1)

               [LINE GRAPH OF SALES GROWTH PAYOUT CURVE OMITTED]

(1) See Appendix I for table showing payout factor for each level of Sales
    Growth performance

                          COMPANY EPS PAYOUT CURVE(2)

                    [LINE GRAPH OF EPS PAYOUT CURVE OMITTED]

(2) See Appendix II for table showing payout factor for each level of EPS
    performance

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                                       6
<PAGE>   8
Some additional points to note regarding the Sales Growth and EPS components:

-        For both Sales Growth and EPS, the maximum payout is 200% of target
         payout for each component.

-        For EPS, the payout factor for hitting the $1.85 target is 125% (versus
         100%). This higher payout factor for target performance reflects the
         Company's desire to provide higher rewards for achievement of 1999 EPS
         growth of 17% -- a growth expectation that will outperform the
         industry.

-        Payouts will be prorated for incremental performance between the
         indicated performance/payout levels in Appendices I and II.

BUSINESS UNIT/FUNCTION (BU/F) MEASURES
This component will be based on the participant's performance versus his/her
Personal Objectives established for 1999. Performance against these objectives
will be assessed at year-end by the participant's direct management (including
the CEO), and an appropriate payout percent for this component will be
determined based on this assessment. Similar to the Sales Growth and EPS
components, payouts under the BU/F measures component may range from 0% to 200%
for any individual participant.

The payout for the BU/F component of the Plan will only be funded if the CAPITAL
CHARGE QUALIFIER for the participant's designated business group is met. Please
see Appendix III for the designated business group of each participant for
purposes of applying this BU/F payout qualifier.

To qualify for the BU/F payout, the 1999 Capital Charge Qualifier of the
participant's business group must meet or exceed the comparable figure in 1998.
For purposes of this qualifier, the following definitions will apply:

-        Capital Charge Qualifier is defined as: Operating Income minus 9%
         Interest on Operating Asset Base.

-        Operating Asset Base includes: Inventory; Accounts Receivable; Net
         Property, Plant and Equipment; Net Intangibles from Investments after 1
         January 1999; and the Net Book Value of the Company's Biotech
         Investment.

LEADERSHIP COMMITMENTS
This component will be based on the results of the 360-degree management
behaviors survey to be conducted in 1999, as well as an overall general
assessment made by the participant's senior management (including the Chief
Executive Officer). The participant's final payout percent will be determined
relative to their targeted payout level based on the collective results of these
two elements. The payout for this component may range from 0% to 200% for any
individual participant.

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                                       7
<PAGE>   9
OGIP PAYMENT
At the end of the Plan year, after all results have been finalized (including
Company, BU/F and Leadership Commitments), the actual incentive payment will be
determined. If the participant is an Elected Officer, the final incentive
payment must additionally be approved by the Compensation Committee of the Board
of Directors. Final awards are expected to be issued in March 2000.

If a participant has an outstanding debt to the Company at the time an annual
incentive payment would otherwise be made, the Company may apply the incentive
payment to satisfy the debt. If a participant is found to have violated the
Company's Business Ethics Policy, the Company may withhold, within the
discretion of the Chief Compliance Officer, all or part of the participant's
incentive payment.

GENERAL PLAN PROVISIONS

ELIGIBLE EARNINGS
Final incentive percentages will be applied to eligible earnings to determine
final payout amounts. Eligible earnings are defined as all regular base salary
earned during the incentive year. This includes lump sum merit increases and pay
for unused vacation. Eligible earnings does not include:

-        Benefits credits used to "pay" for cafeteria benefits.

-        Income received while on Total & Permanent Disability, Temporary
         Disability, Terminal Leave to Retirement, Terminal Leave to
         Termination, Pharmacia & Upjohn Disability, and/or Layoff status.

-        Workers' compensation payments.

-        Reimbursed relocation expenses or relocation COLA's.

-        Separation and/or Waiver Payments.

-        Other reimbursements or payments that are not pay for services, such as
         Relocation Allowance, Automobile Allowance, etc.

-        Special bonus payments and awards received during the plan year, such
         as special recognition awards, The W.E. Upjohn Award, etc.

PARTIAL YEAR ELIGIBILITY
In most cases, participants must be actively employed as of 31 December 1999 to
be eligible for a payout from the 1999 OGIP. For those participants who are
eligible for a partial year payout from the OGIP, payments will be based on
applicable income while they were eligible for the Plan.

-        NEW HIRES -- New employees who meet the eligibility requirements of the
         OGIP will be eligible to receive a prorated incentive under the Plan
         (assuming they are employed at year-end). The target incentive
         percentage will be established as of the effective date of hire.

-        TRANSFERS -- For employees who transfer from one job or employee status
         to another, eligibility will depend on their award eligibility before
         and after the transfer.

                                       8
<PAGE>   10
         --       If an employee transfers from a position that is not eligible
                  to participate in the OGIP to one that is eligible, he/she
                  will be eligible to receive an OGIP award for the year based
                  on eligible earnings after becoming eligible for the Plan.

         --       If an employee transfers from one Company incentive plan to
                  another (e.g., from the Annual Incentive Plan to the OGIP) due
                  to a change in position and/or job responsibilities, the
                  annual incentive award will be prorated between the programs
                  based on the time, eligible earnings and target incentive
                  level in each position.

         --       If an employee transfers from one OGIP-eligible position to
                  another, participation in the OGIP will continue
                  uninterrupted. If the positions use different performance
                  measures or have different annual incentive targets, the
                  annual incentive award will be prorated between the two
                  positions.

         --       If an employee transfers from an OGIP-eligible position to one
                  that is not OGIP-eligible, he/she will cease participating in
                  OGIP as of the date of transfer and the annual incentive award
                  will be prorated based on participation and eligible earnings
                  up to that point. Again, the employee must be actively
                  employed at year-end to qualify for a partial payment.

-        TERMINATIONS -- Participants who terminate employment prior to the last
         day of the incentive period (31 December 1999) will not be eligible for
         any OGIP payment for that year unless it is contractually stated in a
         separation agreement, or except for the following circumstances:

         --       Participants who die or who retire under a Company-sponsored
                  retirement program during the plan year will be eligible for a
                  prorated award. The award will be calculated from the date
                  when they became eligible for the OGIP to the date of death or
                  retirement. In the case of the death of a participant, any
                  OGIP award payable to the participant shall be paid to his/her
                  beneficiary in a single payment at the same time as all other
                  incentive awards are distributed. For this purpose, the Plan
                  will use the beneficiary named under the Company-sponsored
                  life insurance plan. If no life insurance beneficiary is
                  designated, the beneficiary will become the first named from
                  the following order of plans: savings plan, pension plan,
                  stock option plan.

         --       Participants who leave the Company under a Company-sponsored
                  disability program, separation program or other appropriately
                  approved program, will be eligible for a prorated award. OGIP
                  payments for these participants will be based on the eligible
                  earnings up to the effective date of the leave or separation.

-        LEAVE OF ABSENCE -- Participants who are not actively employed for the
         entire incentive period because they were on an approved leave of
         absence of more than 90 days, but are still considered employed as of
         31 December 1999, will receive a prorated payment based on eligible
         earnings during their period of active employment.

TAX CONSIDERATIONS AND WITHHOLDING
Incentive payments under the Plan will be treated as taxable income for the year
in which the participant receives the award. The Company will withhold
appropriate amounts from all payments to satisfy all federal, state and local
tax withholding requirements.

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                                       9
<PAGE>   11
NO RIGHTS TO EMPLOYMENT
Nothing in this Plan, and no action taken pursuant to the Plan, shall confer
upon any participant the right to continue in the employ of the Company, or
affect the right of the Company to terminate any participant's employment at any
time and for any or no reason.

PLAN ADMINISTRATION
The general design of the Plan shall be approved and sponsored by the
Compensation Committee of the Company. Global Human Resources shall have
accountability to implement all administrative aspects of the Plan. All payments
made under this Plan to Elected Officers of the Company are subject to review
and approval of the Compensation Committee. The Chief Executive Officer (CEO) of
the Company shall have the full power and authority to interpret the Plan, make
factual determinations, and to prescribe, amend and rescind any rules, forms or
procedures as deemed necessary or appropriate for the proper administration of
the Plan. Any determinations, decisions, actions or interpretations to be made
under the Plan by the CEO, including determinations as to issues on which the
Plan Document is silent, shall be made in his sole discretion, not in any
fiduciary capacity and need not be uniformly applied to similarly situated
individuals. All determinations made by the CEO shall be final, conclusive and
binding on the Company, all participants, and any other persons having or
claiming an interest under the Plan.

AMENDMENT AND TERMINATION OF THE PLAN
The Company reserves the right to amend or terminate the Plan at anytime by
action of the CEO, and in the case of Elected Officers, by action of the
Compensation Committee. This right includes, but is not limited to, the
modification of incentive measures, performance targets and/or performance
results. This right also includes the modification of the terms of the Plan as
may be necessary or desirable to comply with the laws or local customs of
countries in which the Company operates or has employees.

The Company's obligation to pay compensation as herein provided is subject to
any applicable orders, rules or regulations of any government agency or office
having authority to regulate the payment of wages, salaries, and other forms of
compensation.

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                                       10
<PAGE>   12
APPENDIX I
COMPANY SALES GROWTH PAYOUT CURVE -- TABLE

================================================================================

<TABLE>
<CAPTION>
                     ====================================
                     PERFORMANCE LEVEL      PAYOUT FACTOR
                     ------------------------------------
<S>                                         <C>
                          < 2.0%                 0.0%
                     ------------------------------------
                            2.0%                40.0%
                     ------------------------------------
                            2.5%                46.0%
                     ------------------------------------
                            3.0%                52.0%
                     ------------------------------------
                            3.5%                58.0%
                     ------------------------------------
                            4.0%                64.0%
                     ------------------------------------
                            4.5%                70.0%
                     ------------------------------------
                            5.0%                76.0%
                     ------------------------------------
                            5.5%                82.0%
                     ------------------------------------
                            6.0%                88.0%
                     ------------------------------------
                            6.5%                94.0%
                     ------------------------------------
                            7.0%                100.0%
                     ------------------------------------
                            7.5%                108.3%
                     ------------------------------------
                            8.0%                116.7%
                     ------------------------------------
                            8.5%                125.0%
                     ------------------------------------
                            9.0%                133.3%
                     ------------------------------------
                            9.5%                141.7%
                     ------------------------------------
                           10.0%                150.0%
                     ------------------------------------
                           10.5%                158.3%
                     ------------------------------------
                           11.0%                166.7%
                     ------------------------------------
                           11.5%                175.0%
                     ------------------------------------
                           12.0%                183.3%
                     ------------------------------------
                           12.5%                191.7%
                     ------------------------------------
                     (greater than
                     or equal to) 13.0%         200.0%
                     ====================================
</TABLE>

Payouts are prorated for incremental performance between the indicated
performance/payout levels.

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                                       11
<PAGE>   13
APPENDIX II
COMPANY EPS PAYOUT CURVE -- TABLE

================================================================================

<TABLE>
<CAPTION>
                      ====================================
                      PERFORMANCE LEVEL      PAYOUT FACTOR
                      ------------------------------------
<S>                                          <C>
                          < $1.66                  0%
                      ------------------------------------
                            $1.66                 40%
                      ------------------------------------
                            $1.67                 51%
                      ------------------------------------
                            $1.68                 60%
                      ------------------------------------
                            $1.69                 69%
                      ------------------------------------
                            $1.70                 77%
                      ------------------------------------
                            $1.71                 84%
                      ------------------------------------
                            $1.72                 90%
                      ------------------------------------
                            $1.73                 95%
                      ------------------------------------
                            $1.74                 98%
                      ------------------------------------
                            $1.75                 100%
                      ------------------------------------
                            $1.76                 102%
                      ------------------------------------
                            $1.77                 104%
                      ------------------------------------
                            $1.78                 106%
                      ------------------------------------
                            $1.79                 108%
                      ------------------------------------
                            $1.80                 110%
                      ------------------------------------
                            $1.81                 112%
                      ------------------------------------
                            $1.82                 114%
                      ------------------------------------
                            $1.83                 117%
                      ------------------------------------
                            $1.84                 120%
                      ------------------------------------
                            $1.85                 125%
                      ------------------------------------
                            $1.86                 129%
                      ------------------------------------
                            $1.87                 134%
                      ------------------------------------
                            $1.88                 139%
                      ------------------------------------
                            $1.89                 144%
                      ------------------------------------
                            $1.90                 150%
                      ------------------------------------
                            $1.91                 160%
                      ------------------------------------
                            $1.92                 170%
                      ------------------------------------
                            $1.93                 180%
                      ------------------------------------
                            $1.94                 190%
                      ------------------------------------
                      (greater than
                      or equal to) $1.95          200%
                      ====================================
</TABLE>

Payouts are prorated for incremental performance between the indicated
performance/p. your levels.

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                                       12
<PAGE>   14
APPENDIX III
BUSINESS GROUP DESIGNATION FOR CAPITAL CHARGE QUALIFIER

================================================================================

<TABLE>
<S>                 <C>                 <C>                <C>                 <C>
--------------------------------------------------------------------------------------------------

TOTAL COMPANY:      Goran Ando          Chris Coughlin     Paul Matson         Tim Rothwell
                    Hakan Astrom        Carrie Cox         Ian McInnes         Mike Tansey
                    Ken Banta           Mike DuBois        Christer Odqvist    Bob Thompson
                    Rick Collier        Birgitta Klasen    Mats Pettersson     Alexandra Van Horne

--------------------------------------------------------------------------------------------------

TOTAL PHARMA:       Jack Jackson        Fernando Leal      Rod Unsworth        Toni Weitzberg

--------------------------------------------------------------------------------------------------

CHC:                Jorgen Johnsson

--------------------------------------------------------------------------------------------------

ASSOCIATED BUS.:    Don Parfet

--------------------------------------------------------------------------------------------------
</TABLE>

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                                       13<PAGE>   1

                                                                    Exhibit 10.6

                              EMPLOYMENT AGREEMENT

        This Agreement is made by and between Pharmacia Corporation, a Delaware
Corporation (the "Company"), and Timothy Rothwell (the "Executive").

1.      DUTIES AND SCOPE OF EMPLOYMENT.

(a)     POSITION; DUTIES. During the Employment Term (as defined in paragraph
2), the Company will employ Executive as Executive Vice President and President,
Global Country Operations of the Company or in such other substantially
equivalent position requested by the Company's Chief Executive Officer ("CEO")
for which the Executive is qualified by education, training, and experience.
Executive will serve as an Officer of the Company, and will initially report to
the CEO.

(b)     OBLIGATIONS. During the Employment Term, Executive will devote
substantially all of his business efforts and time to the Company. Executive
agrees, during the Employment Term, not to actively engage in any other
employment, occupation or consulting activity for any direct or indirect
remuneration without the prior approval of the CEO; provided, however, that
Executive may (i) serve on the board of directors of other companies (subject to
the reasonable approval of the CEO) and boards of trade associations or
charitable organizations; (ii) engage in charitable activities and community
affairs; or (iii) manage Executive's personal investments and affairs, as long
as such activities do not materially interfere with Executive's duties and
responsibilities with the Company.

2.      EMPLOYMENT TERM. The Company hereby agrees to employ Executive and
Executive hereby accepts employment, in accordance with the terms and conditions
of this Agreement, commencing on June 1, 2000 (the "Employment Commencement
Date"). The period of Executive's employment under this Agreement will be
referred to as the "Employment Term." Subject to the Company's obligation to
provide severance benefits as may be specified in this Agreement, Executive and
the Company acknowledge that this employment relationship may be terminated at
any time and for any or no cause or reason, at the option of either the Company
or Executive.

3.      CASH COMPENSATION. During the Employment Term, the Company will pay
Executive the following as cash compensation for services to the Company:

(a)     BASE SALARY. As of the Employment Commencement Date, Executive's
annualized base salary will be $797,000 and will be subject to annual review
pursuant to the Company's normal review policy for other similarly situated
senior executives of the Company.

(b)     VARIABLE COMPENSATION. Executive will also be eligible to participate in
the Company's annual incentive plan ("Incentive Plan") at a level determined by
the Compensation Committee of the Board of Directors ("Compensation Committee")
to be appropriate based on Executive's
<PAGE>   2
position, job performance and Company policy. For the Year 2000, Executive's
target under the Incentive Plan will be 75% of Executive's base salary. Payment
of incentive compensation, if the performance criteria determined by the
Compensation Committee are met, will generally be made in March of the year
following the incentive plan year, unless Executive elects to defer payment
pursuant to an applicable plan of the Company.

4.      EQUITY COMPENSATION. During the Employment Term, Executive will be
eligible to participate in the Company's equity compensation plans, in
accordance with the terms of such plans and any applicable grants (except as
provided herein), at a level determined by the Compensation Committee to be
appropriate based on the Company's equity compensation policy. Executive will
receive a grant of 125,000 stock options to purchase shares of the Company's
common stock pursuant to the Company's long-term incentive plan. The date of the
stock option grant will be June 1, 2000.

Executive will receive a grant of 100,000 restricted shares or share units under
the Company's Founders Performance Contingent Shares Program, which shall vest
according to the terms of the Program based on the Company's total shareholder
return ranking as compared to a designated peer group and the Company's targeted
five year compounded shareholder return. Except as otherwise provided in the
Founders Performance Contingent Shares Program, Executive must be employed by
the Company on December 31, 2004 in order for the restricted shares or share
units to vest.

Notwithstanding the terms of any specific grant, stock options not yet vested or
exercisable will nevertheless be fully vested and exercisable immediately upon
Executive's death, disability, involuntarily termination of employment by the
Company other than for Cause (as defined below), or voluntary termination of
employment for Good Reason within six months after learning of the event
constituting Good Reason (as defined below), provided, in the case of employment
termination, Executive does not enter into Competition (as defined below) with
the Company within two years after Executive's employment is terminated.
Notwithstanding the foregoing, in no event will this provision cause any stock
options to become vested or exercisable prior to the first anniversary of the
stock option grant date.

5.      EMPLOYEE BENEFITS. During the Employment Term, Executive will, to the
extent eligible, be entitled to participate in all employee welfare and
retirement benefit plans and programs provided by the Company to its senior
executives in accordance with the terms of those plans or programs as they may
be modified from time to time. Executive will be entitled to post-retirement
welfare benefits as are made available by the Company to its senior executive
officers at the time of Executive's retirement, provided that for this purpose
Executive's period of employment shall be deemed to be the period necessary to
obtain the maximum level of such benefits. In the event that adverse tax
consequences may result if medical benefits are provided to Executive directly,
the Company will pay Executive the amount necessary to purchase the coverage,
adjusted for taxes, on an after-tax basis.

6.      FINANCIAL PLANNING ASSISTANCE. During the Employment Term, Executive
will be eligible to participate in the Company's Financial Planning Assistance
program for senior

                                       2
<PAGE>   3
executives. Executive will be entitled to up to $10,000 for the first year of
financial planning assistance, and $7,000 each year thereafter, except that if
Executive participated in this program at the time it was provided by Pharmacia
& Upjohn, Executive will receive $7,000 for each year of participation.

7.      BUSINESS EXPENSES. During the Employment Term, and upon submission of
appropriate documentation in accordance with its policies in effect from time to
time, the Company will pay or reimburse Executive for all reasonable business
expenses that Executive incurs in performing Executive's duties under this
Agreement, including, but not limited to, travel, entertainment, professional
dues and subscriptions.

8.      RELOCATION. Executive acknowledges that the Company may at any time
relocate his place of employment to such location as may at that time constitute
the Company's principal offices. During the Employment Term, Executive will be
entitled to relocation benefits pursuant to the Company's relocation benefit
program.

9.      SUPPLEMENTAL RETIREMENT BENEFIT. During the Employment Term, Executive
will be eligible to participate in the Key Executive Pension Plan.

10.     RELEASE.

(a)     In consideration of the agreements and undertakings of the Company set
forth herein, and intending to be legally bound hereby, Executive, on behalf of
himself, his spouse and his dependents, heirs, executors, administrators and
assigns, past and present, and each of them (hereinafter collectively referred
to as "Releasors"), agrees to release and forever discharge the Company,
together with its Affiliates, and its or their officers, directors, employees,
agents, predecessors, partners, successors, assigns, heirs, executors, insurers
and administrators (hereinafter "Company Releasees") from any and all rights,
claims, actions and causes of action of any nature whatsoever, cognizable at law
or equity, which Releasors now have or claim, or might hereafter have or claim,
against the Company Releasees up to the date of this Agreement relating to
Executive's employment by the Company and its Affiliates, including, without
limitation, claims arising under the Age Discrimination in Employment Act, 29
U.S.C. Section 621 et seq.; the Older Workers Benefit Protection Act, 29 U.S.C.
Section 621 et seq.; Title VII of the Civil Rights Act of 1964, as amended, 42
U.S.C. Section 2000e et seq.; the Employee Retirement Income Security Act of
1974, 29 U.S.C. Section 1001 et seq.; the Americans With Disabilities Act, 42
U.S.C. Section 12101 et seq.; the Family and Medical Leave Act, 29 U.S.C.
Section 2601 et seq.; any anti-discrimination statutes; any claims for breach of
express or implied contract; any claims for wrongful discharge or violation of
public policy; any claims under any federal, state or local laws of any
jurisdiction; and any common law claims now or hereafter recognized; as well as
all claims for counsel fees and costs.

(b)     Nothing herein shall be construed to negate the provisions of this
Agreement or Executive's right to enforce the provisions of this Agreement.

                                       3
<PAGE>   4
11.     REVIEW AND CONSIDERATION OF RELEASE. Executive certifies and
acknowledges:

        (a) that he has read the terms of this Agreement, and he understands its
terms and effects, including the fact that he has agreed to RELEASE AND FOREVER
DISCHARGE Company Releasees from any legal or administrative action arising out
of his employment with the Company, and the terms and conditions of that
employment relationship, up to the date of this Agreement;

        (b) that he has signed this Agreement voluntarily and knowingly in
exchange for the consideration provided to him and described herein. He
acknowledges that he would not otherwise be entitled to the consideration
provided and that the consideration provided as a result of signing this
Agreement is adequate and satisfactory;

        (c) that he has been advised through this document that the signing of
this Agreement does not waive rights or claims that may arise after the date it
is executed;

        (d) that he has been advised through this writing to consult with an
attorney concerning this Agreement prior to signing this Agreement;

        (e) that he has been advised that he has the right to consider this
Agreement for a period of 21 days from receipt, and that he has signed on the
date indicated below after concluding that this Agreement is satisfactory to
him;

        (f) that neither the Company, nor any of its agents, representatives,
employees, or attorneys has made any representations to him concerning the terms
or effects of this Agreement other than those contained herein; and

        (g) that he understands that he has the right to revoke this Agreement
within 7 days after its execution by giving written notice to the Company, and
that this Agreement will not become effective or enforceable until the
revocation period has expired.

12.     TERMINATION OF EMPLOYMENT.

(a)     DEATH OR DISABILITY. Executive's employment will terminate automatically
upon Executive's death. The Company may terminate Executive's employment for
disability in the event Executive has been unable, due to physical or mental
incapacity, to perform Executive's material duties under this Agreement for six
consecutive months (or such longer period that may be required by applicable
law). In the event Executive's employment terminates as a result of death or
disability, then:

        (i) Subject to subsection 12(d) below, all unvested or unexercisable
equity compensation will become fully vested and exercisable, and any stock
options may be exercised after Executive's termination of employment in
accordance with the terms and conditions of the applicable grant documentation;

                                       4
<PAGE>   5
        (ii) Except as otherwise provided herein, Executive will forfeit
Executive's right to receive any salary, incentive compensation, equity
compensation, or other compensation that has not been fully earned at the time
Executive's employment terminates; provided, however, Executive will be entitled
to receive any benefits or amounts accrued but not yet paid as of the date of
termination;

        (iii) Executive will receive any other amounts earned, accrued or owing
to Executive under the plans and programs of the Company.

(b)     INVOLUNTARY TERMINATION FOR CAUSE OR VOLUNTARY TERMINATION OTHER THAN
FOR GOOD REASON. If Executive is involuntarily terminated by the Company for
Cause or Executive voluntarily terminates his employment other than for Good
Reason within six months after learning of the event constituting Good Reason,
then:

        (i) All unvested or unexercisable equity compensation will be cancelled
upon Executive's termination of employment;

        (ii) Executive will forfeit Executive's right to receive any salary,
incentive compensation, equity compensation, or other compensation that has not
been fully earned at the time Executive's employment terminates; provided,
however, Executive will be entitled to receive any benefits or amounts accrued
but not yet paid as of the date of termination; and

        (iii) Executive will receive any other amounts earned, accrued or owing
to Executive under the plans and programs of the Company.

(c)     INVOLUNTARY TERMINATION OTHER THAN FOR CAUSE OR VOLUNTARY TERMINATION
FOR GOOD REASON. If Executive is involuntarily terminated by the Company other
than for Cause or Executive voluntarily terminates his employment for Good
Reason within six months after learning of the event constituting Good Reason;
then, as liquidated damages and in lieu of any other damages or compensation
under this Agreement or otherwise, Executive will receive the payments or other
benefits described in this paragraph; provided (A) Executive does not enter into
Competition (as defined below) with the Company for a period of two years
following the termination of Executive's employment, and (B) Executive executes,
and does not revoke, a written waiver and release, in a form prescribed by the
Company, of all claims against the Company and related parties arising out of
the Executive's employment or the termination of that employment:

        (i) Executive will receive a lump sum severance payment, payable within
60 days after termination of Executive's employment, equal to three years' base
salary and annual target incentive compensation (calculated using the amount of
Executive's highest annual base salary and highest annual target incentive
compensation received by Executive within three years prior to Executive's date
of termination);

                                       5
<PAGE>   6
        (ii) Executive will have Executive's period of employment service used
to calculate retirement extended as if Executive had worked an additional three
years, and the compensation used to calculate Executive's retirement benefits
will be determined as if Executive had continued to receive for an additional
three years salary and incentive compensation equal to the highest annual base
salary and highest annual incentive compensation Executive received within three
years prior to Executive's date of termination (such amounts to be payable from
a non-qualified, supplemental retirement plan);

        (iii) Subject to subsection 12(d) below, Executive will be entitled to
exercise, in accordance with their terms, any remaining stock options that had
been granted prior to Executive's termination (all of which will become vested
under such circumstances) for the maximum period permitted under the terms of
the grant;

        (iv) Executive will receive a pro-rated portion of his target annual
incentive compensation award in or around March of the year following
Executive's termination based on the number of months (rounded to the next
highest number for a partial month) of the year elapsed prior to Executive's
termination;

        (v) Executive and Executive's dependents will continue to participate
(with the same level of coverage) for three years in all medical, dental,
hospitalization, accident, disability, life insurance and any other benefit
plans of the Company on the same terms as in effect immediately prior to
Executive's termination unless changed for senior executives generally;
provided, however, that such benefits will be offset to the extent that
Executive or Executive's dependents receive benefits from another source (in
such event, Executive agrees to provide reasonable notice of the receipt of
benefits from another source); and, provided that in the event adverse tax
consequences may result if medical benefits are provided to Executive directly,
the Company will pay Executive the amount necessary to purchase the coverage,
adjusted for taxes, on an after-tax basis.

        (vi) Executive will be entitled to outplacement services, at the expense
of the Company, from a provider selected by Executive, subject to a maximum
expense of $25,000; and

        (vii) Executive will receive any other amounts earned, accrued or owing
to Executive under the plans and programs of the Company.

(d)     Notwithstanding the foregoing, in no event will this paragraph cause any
stock options to become vested or exercisable prior to the first anniversary of
the stock option grant.

13.     CAUSE; GOOD REASON.

(a)     For purposes of this Agreement, "Cause" means:

        (i) a material breach by Executive of Executive's duties and
responsibilities (other than as a result of incapacity due to physical or mental
illness) which is demonstrably willful and deliberate on the part of Executive,
which is committed in bad faith or without reasonable belief

                                       6
<PAGE>   7
that such breach is in the best interests of the Company, and which is not
remedied within 30 days after receipt of written notice from the Company
specifying such breach; or

        (ii) Executive's conviction of a felony which is materially and
demonstrably injurious to the Company as determined in the sole discretion of
the Board of Directors of the Company ("Board").

(b)     For purposes of this Agreement, "Good Reason" means:

        (i) Executive's rate of annual base salary or the target amount of
Executive's annual cash incentive bonus is reduced in a manner that is not
applied proportionately to all other senior executive officers of the Company,
including the Chief Executive Officer;

        (ii) the Company fails to retain Executive as an Executive Vice
President of the Company;

        (iii) the Company fails to retain Executive as President, Global Country
Operations or another substantially equivalent position for which the Executive
is qualified by education, training and experience; or

        (iv) a successor to the Company fails to assume this Agreement.

14.     DIRECTORSHIPS, OTHER OFFICES. In the event of termination of employment,
Executive will immediately, unless otherwise requested by the Company's Board of
Directors, resign from all directorships, trusteeships, other offices and
employment held at that time with the Company or any of its Affiliates.

15.     CONFIDENTIALITY. Executive recognizes and acknowledges that by reason of
Executive's employment by and service to the Company, Executive will have access
to proprietary or confidential information, technical data, trade secrets or
know-how relating to the Company, which may include, but is not limited to,
market and product research and plans, markets, products, services, customer
lists and customers, advertising, software, developments, inventions, processes,
formulas, technology, designs, drawings, engineering, marketing and sales
techniques, strategies and programs, distribution methods and systems, sales and
profit figures, pricing and discount plans, financial and other business
information (hereafter, "Confidential Information"). Executive acknowledges that
such Confidential Information is a valuable and unique asset of the Company and
covenants that Executive will not, either during employment or after the
termination of employment, disclose any such Confidential Information to any
person for any reason whatsoever (except as Executive's duties as an employee of
the Company may require) without the prior written authorization of the CEO,
unless such information is in the public domain through no fault of Executive or
except as may be required by law or in a judicial or administrative proceeding,
in which case Executive will promptly inform the Company in writing of such
required disclosure, but in any event at least two business days prior to the
disclosure. All written Confidential Information (including, without limitation,
in any computer or other electronic format) which comes into Executive's
possession during the course of Executive's

                                       7
<PAGE>   8
employment will remain the property of the Company. Unless expressly authorized
in writing by the CEO, Executive will not remove any written Confidential
Information from the Company's premises, except in connection with the
performance of Executive's duties for the Company and in a manner consistent
with the Company's policies regarding Confidential Information. Upon termination
of employment, Executive agrees immediately to return to the Company all written
Confidential Information in Executive's possession.

For the purposes of this paragraph, the term "Company" will be deemed to include
the Company and its Affiliates. For purposes of this Agreement, "Affiliate" will
mean an "affiliate" as defined in Rule 12b-2 of the General Rules and
Regulations under the Exchange Act.

16.     NON-COMPETE; NON-SOLICIT.

(a)     The Company hereby agrees to pay Executive the amounts described under
this Agreement as being expressly conditioned on Executive's undertakings under
this paragraph as well as under paragraph 15 above. In exchange for the
consideration provided in the preceding sentence, Executive agrees that during
the term of Executive's employment with the Company and for a period of two
years after Executive's termination of employment for any reason, Executive will
not, except with the prior written consent of the CEO, directly or indirectly,
engage in Competition. For purposes of this Agreement, Competition means that
Executive commences employment with, or provides substantial consulting services
to, any pharmaceutical company (except companies where sales from pharmaceutical
products constitute less than 20% of total sales). Notwithstanding anything to
the contrary herein, Executive's service solely as a member of the board of
directors of a company whose annual sales are less than $100 million shall not
be deemed to be Competition for purposes of this Agreement. For purposes of the
preceding sentence, if a company is a subsidiary of another company, the sales
of both companies shall be taken into account.

(b)     The foregoing restrictions will not be construed to prohibit Executive's
ownership of less than five percent of any class of securities of any
corporation which is engaged in any business having a class of securities
registered pursuant to the Securities Exchange Act of 1934 (the "Exchange Act"),
provided that such ownership represents a passive investment and that neither
Executive nor any group of persons including Executive in any way, either
directly or indirectly, manage or exercise control of any such corporation,
guarantee any of its financial obligations, otherwise take any part in its
business, other than exercising Executive's rights as a shareholder, or seek to
do any of the foregoing.

(c)     Executive further covenants and agrees that during Executive's
employment by the Company and for the period of two years thereafter, Executive
will not, except with the prior written consent of the CEO, directly or
indirectly, solicit or hire, or encourage the solicitation or hiring of, any
person who was an employee of the Company at any time during the term of this
Agreement by any employer other than the Company for any position as an
employee, independent contractor, consultant or otherwise. This covenant will
not prevent Executive from giving references and will not preclude the
solicitation or hiring of any individual after 12

                                       8
<PAGE>   9
months have elapsed subsequent to the date on which such individual's employment
or engagement by the Company has terminated.

(d)     For the purposes of this paragraph 16, the term "Company" will be deemed
to include the Company and its Affiliates.

17.     REMEDIES; INJUNCTION.

(a)     Executive acknowledges and agrees that the restrictions contained in
paragraphs 15 and 16 are reasonable and necessary to protect and preserve the
legitimate interests, properties, goodwill and business of the Company, that the
Company would not have entered into this Agreement in the absence of such
restrictions and that irreparable injury will be suffered by the Company should
Executive breach any of the provisions of those paragraphs. Executive represents
and acknowledges that (i) Executive has been advised by the Company to consult
legal counsel with respect to this Agreement, and (ii) that Executive has had
full opportunity, prior to execution of this Agreement, to review thoroughly
this Agreement with counsel.

(b)     Executive further acknowledges and agrees that a breach of any of the
restrictions in paragraphs 15 and 16 cannot be adequately compensated by
monetary damages. Executive agrees that the Company will be entitled to a return
of the cash consideration set forth in this Agreement as being conditioned on
the covenants contained in paragraph 16 and that all remaining stock options
will be forfeited if Executive breaches the provisions of that paragraph and
that, in any event, the Company will be entitled to preliminary and permanent
injunctive relief, without the necessity of proving actual damages, as well as
provable damages and an equitable accounting of all earnings, profits and other
benefits arising from any violation of paragraphs 15 or 16, which rights will be
cumulative and in addition to any other rights or remedies to which the Company
may be entitled. In the event that any of the provisions of paragraphs 15 or 16
should ever be adjudicated to exceed the time, geographic, service, or other
limitations permitted by applicable law in any jurisdiction, it is the intention
of the parties that the provision will be amended to the extent of the maximum
time, geographic, service, or other limitations permitted by applicable law,
that such amendment will apply only within the jurisdiction of the court that
made such adjudication and that the provision otherwise be enforced to the
maximum extent permitted by law.

(c)     Executive irrevocably and unconditionally (i) agrees that any suit,
action or other legal proceeding arising out of paragraphs 15 or 16, including
without limitation, any action commenced by the Company for preliminary and
permanent injunctive relief and other equitable relief, may be brought in the
United States District Court for the District of New Jersey, or if such court
does not have jurisdiction or will not accept jurisdiction, in any court of
general jurisdiction in Somerset County, New Jersey, (ii) consents to the
non-exclusive jurisdiction of any such court in any such suit, action or
proceeding, and (iii) waives any objection which Executive may have to the
laying of venue of any such suit, action or proceeding in any such court.

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<PAGE>   10
(d)     For the purposes of this paragraph 17, the term "Company" will be deemed
to include the Company and its Affiliates.

18.     INTELLECTUAL PROPERTY. To the fullest extent permitted by applicable
law, all intellectual property (including patents, trademarks, and copyrights)
which are made, developed or acquired by Executive in the course of Executive's
employment with the Company will be and remain the absolute property of the
Company, and Executive shall assist the Company in perfecting and defending its
rights to such intellectual property.

19.     INDEMNIFICATION. To the fullest extent permitted by applicable law, the
Company will, during and after termination of employment, indemnify Executive
(including providing advancement of expenses) for any judgments, fines, amounts
paid in settlement and reasonable expenses, including attorneys' fees, incurred
by Executive in connection with the defense of any lawsuit or other claim or
investigation to which Executive is made, or threatened to be made, a party or
witness by reason of being or having been an officer, director or employee of
the Company or any of its subsidiaries or affiliates. In addition, Executive
will be covered under any directors and officers' liability insurance policy for
his acts (or non-acts) as an officer or director of the Company or any of its
subsidiaries or affiliates to the extent the Company provides such coverage for
its senior executive officers.

20.     ARBITRATION. Unless other arrangements are agreed to by Executive and
the Company, any disputes arising under or in connection with this Agreement,
other than a dispute in which the primary relief sought is an equitable remedy
such as an injunction, will be resolved by binding arbitration to be conducted
pursuant to the National Rules for the Resolution of Employment Disputes of the
American Arbitration Association. Costs of the arbitration, including (but not
by way of limitation) reasonable attorney's fees of both parties, will be borne
by the party which does not prevail in the proceedings. In the event that each
party prevails as to certain aspects of the proceedings, the arbitrator(s) or
the court will determine an appropriate allocation of costs between the parties.

21.     GROSS-UP PAYMENT.

(a)     In the event that any amount or benefits made or provided to Executive
above and under all other plans and programs of the Company (the "Covered
Payments") is determined to constitute a Parachute Payment, as such term is
defined in Section 280G(b)(2) of the Internal Revenue Code, the Company shall
pay to Executive, prior to the time any Internal Revenue Code Section 4999
excise tax ("Excise Tax") is payable with respect to any such Covered Payment,
an additional amount which is equal to the Excise Tax on the Covered Payment
(the "Initial Gross-Up"), plus the amount of income tax and Excise Tax payable
by Executive with respect to the Initial Gross-Up (the "Second Gross-Up"), the
amount of income tax and Excise Tax payable by Executive with respect to the
Second Gross-Up (the "Third Gross-Up"), the amount of income tax and Excise Tax
payable by Executive with respect to the Third Gross-Up (the "Fourth Gross-Up"),
and the amount of income tax and Excise Tax payable by Executive with respect to
the Fourth Gross-Up.

                                       10
<PAGE>   11
(b)     The determination of whether the Covered Payment constitutes a Parachute
Payment and, if so, the amount to be paid to Executive and the time of payment
pursuant to this paragraph 20 shall be made by an independent auditor (the
"Auditor") jointly selected by the Company and Executive and paid by the
Company. The Auditor shall be a nationally recognized United States public
accounting firm which has not, during the two years preceding the date of its
selection, acted in any way on behalf of the Company or any of its Affiliates.
If Executive and the Company cannot agree on the firm to serve as the Auditor,
then Executive and the Company shall each select one accounting firm and those
two firms shall jointly select the accounting firm to serve as the Auditor.

(c)     In the event that upon any audit by the Internal Revenue Service, or by
a state or local taxing authority, of the Covered Payment or the Gross-Up
payments, a change is finally determined to be required in the amount of taxes
paid by the Executive, appropriate adjustments will be made under this Agreement
such that the net amount which is payable to Executive after taking into account
the provisions of section 4999 of the Code will reflect the intent of the
parties as expressed in subparagraph (a) above, in the manner determined by the
Auditor.

22.     NO SET-OFF; NO MITIGATION REQUIRED. The obligation of the Company to
make any payments provided for hereunder and otherwise to perform its
obligations hereunder will not be affected by any set-off, counterclaim,
recoupment, defense or other claim, right or action which the Company may have
against Executive or others. In no event will Executive be obligated to seek
other employment or take other action by way of mitigation of the amounts
payable to Executive under any of the provisions of this Agreement, and such
amounts will not be reduced (except as otherwise specifically provided herein)
whether or not Executive obtain other employment.

23.     PAYMENT OF LEGAL FEES. The Company will pay Executive's reasonable legal
and financial consulting fees and costs associated with entering into this
Agreement up to a maximum of $10,000.

24.     CORPORATE TRANSACTIONS, IMPACT ON EQUITY COMPENSATION. In the event of
any change in the outstanding shares of the Company's Common Stock (including
any increase or decrease in such shares) by reason of any stock dividend or
split, recapitalization, merger, consolidation, spinoff, combination or exchange
of shares or other similar corporate change, or any distributions to common
stockholders other than regular cash dividends, the Compensation Committee of
the Board may make such substitution or adjustment, if any, as it deems to be
equitable, as to the number or kind of shares of Common Stock provided for in
this Agreement.

25.     GOVERNING LAW. This Agreement will be governed by and construed in
accordance with the laws of the State of New Jersey.

26.     ASSIGNMENTS; TRANSFERS; EFFECT OF MERGER.

(a)     No rights or obligations of the Company under this Agreement may be
assigned or transferred by the Company except that such rights or obligations
may be assigned or transferred

                                       11
<PAGE>   12
pursuant to a merger or consolidation in which the Company is not the continuing
entity, or pursuant to the sale or transfer of all or substantially all of the
assets of the Company, provided that the assignee or transferee is the successor
to all or substantially all of the assets of the Company.

(b)     This Agreement will not be terminated by any merger, consolidation or
transfer of assets of the Company referred to above. In the event of any such
merger, consolidation or transfer of assets, the provisions of this Agreement
will be binding upon the surviving or resulting corporation or the person or
entity to which such assets are transferred.

(c)     The Company agrees that concurrently with any merger, consolidation or
transfer of assets referred to above, it will cause any successor or transferee
unconditionally to assume, either contractually or as a matter of law, all of
the obligations of the Company hereunder.

(d)     This Agreement will inure to the benefit of, and be enforceable by or
against, Executive or Executive's personal or legal representatives, executors,
administrators, successors, heirs, distributes, designees and legatees. None of
Executive's rights or obligations under this Agreement may be assigned or
transferred by Executive other than Executive's rights to compensation and
benefits, which may be transferred only by will or operation of law. If
Executive should die while any amounts or benefits have been accrued by
Executive but not yet paid as of the date of Executive's death and which would
be payable to Executive hereunder had Executive continued to live, all such
amounts and benefits unless otherwise provided herein will be paid or provided
in accordance with the terms of this Agreement to such person or persons
appointed in writing by Executive to receive such amounts or, if no such person
is so appointed, to Executive's estate.

27.     MODIFICATION. No provisions of this Agreement may be waived, modified or
discharged unless such waiver, modification or discharge is agreed to in writing
signed by both Executive and the CEO. No waiver by any party hereto at any time
of any breach by any other party hereto of, or compliance with, any condition or
provision of this Agreement to be performed by such other party will be deemed a
waiver of similar or dissimilar provisions or conditions at the same or at any
prior or subsequent time.

                                       12
<PAGE>   13
28.     ENTIRE AGREEMENT. This Agreement sets forth the entire agreement of the
parties hereto in respect of the subject matter contained herein and supersedes
all prior agreements, promises, covenants, arrangements, communications,
representations or warranties, whether oral or written, by any officer, employee
or representative of any party hereto in respect of the subject matter contained
herein.

                                                   PHARMACIA CORPORATION

------------------------------              -------------------------------
Timothy Rothwell                            By:    Fred Hassan
                                            Title: Chief Executive Officer

------------------------------              --------------------------------
Date                                        Date

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