Document:

Offer letter dated December 1, 2011 between the Company and Mark D. Morelli

 Exhibit 10.08 

 
 

 
 December 1, 2011 
 Mr. Mark D. Morelli 
 111 Shore Rush Drive 
 Saint Simons Island, GA 31522 
 Dear Mark: 

It is with excitement and great anticipation that we extend an invitation to become part of Brooks and our executive team. Our discussions on this
opportunity for you to assist us in growing our Company has been a true pleasure. Personally, I am very much looking forward to learning from and working with you as we tackle the challenges of growing an organization and business that is focused on
success. Your competencies and prior achievements will be a tremendous asset and I am fully confident Brooks will be a very rewarding personal and professional experience. 
 On behalf of Brooks and our Directors, I am pleased to provide you the terms of our offer as Executive Vice President and Chief Operating Officer for Brooks Automation, Inc. In this role, you will have
responsibility for managing all of Brooks’ business units and functional areas directly related to delivering products and services to market, including product development and engineering, manufacturing and supply chain, product management,
global sales and marketing, and services/customer support. 
 The position will report to me. A summary of the terms are as follows: 

 

	1.	Your base salary will be set initially at $425,000 annually, and paid biweekly. Subsequent salary reviews for executive positions are normally conducted and effective
in January each year. 

  

	2.	You are eligible to participate in the annual Performance Based Variable Compensation Plan on a pro-rata basis for FY 2012 (Plan year beginning 10-01-11), with an
annual target of 100% of base salary paid and an upside potential to 150% of base salary paid. Payment of variable compensation is subject to your meeting aggressive but achievable corporate and individual goals and objectives defined and agreed
upon for 2012 and subsequent years. 

  

	3.	You will be a participant in the Company’s executive Long Term Incentive Plan (LTIP) and, subject to final Board approval, receive an initial grant of 150,000
restricted units for the 2012-2014 LTIP period. This award will be in the form of restricted units with time based (25%) and performance (75%) restrictions. You will be eligible for subsequent awards in future years. In addition, subject to final
Board approval at its next scheduled meeting in February, you will receive an equity grant of 50,000 restricted units. These units will “vest” over a three year period in one third increments annually. 

 

	4.	You will be eligible for our Company sponsored benefit plans. Brooks Automation currently pays a majority (approximately 75%) of the cost of medical, dental and vision
insurance and 100% of the cost of life and disability insurance. The Company also offers a 401(k) savings and retirement plan with a 4.5% company match, an Employee Stock Purchase Plan with a 15% discount, a non-qualified Deferred Compensation Plan
and a Flexible Leave time off policy. Enclosed is a summary of these plans. 

	5.	If you should voluntarily terminate employment in the future, Brooks will provide you with your pro-rata base salary up to your termination date.

  

	    	If Brooks terminates your employment without “cause” (as defined in Brooks’ equity grant documents), you will be eligible for salary continuation
payments at your then current base salary for a period of twelve months from your termination date. If you have not secured employment following the initial 12 months of salary continuation, Brooks will continue your salary on a bi-weekly basis for
up to or 12 additional months while you are not employed. In addition, you will continue to be covered under the Company’s medical, dental and vision plans at the same contribution level as current active employees. In exchange, you agree to
sign the Company’s customary Separation Agreement and Waiver of Claims. 

  

	    	If Brooks terminates your employment for cause, you will receive your pro-rata base salary up to your termination date. 

 

	6.	For purposes of Section 409A of the Internal Revenue Code (“Section 409A”), each installment of salary continuation or other payment shall be deemed to be a
“separate payment” (within the meaning of Section 409A), and each payment shall be deemed exempt from the definition of nonqualified deferred compensation to the fullest extent possible under the short-term deferral exception and the
involuntary separation pay exception of the Section 409A regulations. 

  

	7.	Brooks will provide you with relocation benefits and professional support to transfer to the greater Boston, MA area. These benefits will provide reimbursement or
direct payment of eligible relocation expenses associated with your move up to $100,000 and we will be flexible in working with you to ease any financial and contingent issues that may arise. 

Eligible relocation expenses as required will include: 
  

	 	•	 	 Actual cost of moving household goods 

  

	 	•	 	 House hunting trip(s) prior to your move 

  

	 	•	 	 Temporary living and storage expenses for up to 6 months 

 

	 	•	 	 Travel expenses associated with moving your family to the new residence 

 

	 	•	 	 Assistance with the sale of your current home under the Company’s arrangement with its relocation vendor. Assistance will include the
reimbursement of a broker’s commission and eligible seller expenses and fees 

  

	 	•	 	 Assistance with the rental or purchase of a new residence in the greater Boston, MA area to include eligible fees and expenses associated with the
purchase at closing or rental acquisition 

  

	 	•	 	 Miscellaneous expense allowance of $10,000 

  

	 	•	 	 Non-deductible expenses, except for the expense allowance, are eligible for gross-up of federal and state tax. 

Mark, we will work with you to address any relocation issues not currently addressed in our policy. 

As part of our customary relocation policy, if you should voluntarily terminate employment with Brooks within one year of your hire date, 100% of
relocation assistance payments must be reimbursed to the Company. If you should voluntarily terminate employment during the second year following hire, 50% of relocation assistance benefits must be reimbursed to Brooks. 

You will be required to successfully complete the Company’s customary background check process. The offer will remain open until Friday, December 2,
2011. 
 Mark, we are truly excited with the prospects of you joining Brooks and working with you to realize the full value of our Company. We
believe we have assembled an outstanding team of people that will certainly benefit from your management. Your experience, intellect and skills will be critical in helping lead as we seek to grow Brooks for the benefit of its shareholders,
customers, employees and you personally. 

  
 2 

 We look forward to your acceptance and our mutually agreed start date. Please sign and return one copy of
this letter in the enclosed envelope provided or you may fax a copy of your acceptance to Bill Montone in Human Resources at 978-262-2508. Thank you. 
 Sincerely yours, 
 Stephen S. Schwartz 
 President and Chief Executive Officer 
  

	cc:	William T. Montone, SVP Human Resources 

	    	Lenny Vairo, Russell Reynolds Associates 

	    	File 

 Enclosures 

 

					
	Acceptance:	  	  
	  	  

		  	Signature Date	  	Date
			
		  	  
	  	
		  	Start Date	  	

  
 3Separation Agreement dated November 8, 2012, Company and Steven Michaud

 Exhibit 10.09 

 
 

 
 SEPARATION AGREEMENT 
 This Separation Agreement (the “Agreement”) is being entered into between Brooks Automation, Inc. (the “Company”) and Steven Michaud (the “Employee”). For purposes of this
Agreement, Company includes parent, subsidiary and affiliated entities, and the stockholders, trustees, directors, officers, agents and employees of the Company or such entities. Employee includes heirs, spouse, legal representative and assigns of
the Employee. 
 This Agreement sets forth the complete understanding between the Employee and the Company. This Agreement
replaces any prior agreements except for the Company’s Equity Grant Agreements, which are not affected, by this Agreement as well as any documents referred to in section 5 of this document. There are no oral understandings, which relate to this
Agreement. 
 The Employee acknowledges that the benefits described in this Agreement constitute good and sufficient
consideration for this Agreement and include benefits or other valuable consideration in addition to what the Employee was entitled to without this Agreement. Unless otherwise provided for expressly in this Agreement, all other benefits will cease
as of November 9, 2012 (the “Termination Date”). 
 1. The Company will provide the following severance pay and
benefits: 
  

	 	(a)	Conditional on the execution of this Agreement, Employee will be paid twelve months (the “Initial Salary Continuation Period”) severance ($12,115.38 biweekly)
plus a monthly car allowance of $1,000. The severance will be subject to all applicable taxes and deductions and will be made in installments pursuant to normal payroll practices commencing on the next payroll cycle on or following 60 days after the
Termination Date, or such earlier date as may be determined in the Company’s sole discretion. Failure to execute this Agreement, or revoking the Agreement during the seven-day period after executing this Agreement, will result in forfeiture of
severance pay. 

  

	 	    	 Following your initial twelve months of severance, if you have not found a full time comparable executive position with another employer during the
Initial (12 months) Salary Continuation Period, the Company will extend the bi-weekly payment plan on a pay period to pay period basis (the “Contingent Salary Continuation Period”, and together with the Initial Salary Continuation Period,
the “Total Salary Continuation Period”) until the earlier to occur of (A) twelve (12) additional months (26 additional bi-weekly payments) or (B) the date Employee secures full-time employment, in each case subject only to
the Employee’s obligation to inform the Company’s Human Resources Department that Employee’s search for replacement employment is ongoing and continuing in good faith. Said Notice from Employee shall be made on the 15th of the month commencing with the last month of the Initial Salary
Continuation Period and monthly thereafter as applicable. Employee’s rights under the Contingent Salary Continuation Period shall be eliminated or offset by income earned from consulting fees with the Company, by short term and/or sporadic
consulting fees earned from any other business entity or by income received for part time employment with another business entity. 

	 	(b)	If the Employee timely elects to purchase group health and dental insurance continuation coverage under the federal Consolidated Omnibus Budget Reconciliation Act
(COBRA) law and timely remits the employee portion of premiums for such coverage, then the Company will maintain such coverage in effect until the end of the Total Salary Continuation Period. The severance period runs concurrently with the COBRA
period. Thereafter, the Employee may continue receiving group health and dental coverage at the Employee’s own expense as provided by COBRA law for the remainder of the COBRA period. Eligibility to continue this coverage ends upon the
termination of any period allowed by law. Failure by the Employee to make timely payment of the Employee’s portion of the premiums will result in termination of coverage. The Employee agrees to notify the Company promptly when he or she is
covered by another plan. If the Employee is a “highly compensated individual” (as defined in Section 105(h) of the Internal Revenue Code of 1986, as amended), the Company-paid portion of the group health and dental coverage, as
determined by reference to the total COBRA premium, will be reported to the IRS as taxable income. In the event that the Total Salary Continuation Period extends beyond the Cobra period, the Company will provide Employee with health and dental
insurance coverage at the then active employee rate for the remainder of the Total Salary Continuation Period. 

  

	 	(c)	The Employee shall also be entitled to any benefits provided by the Company’s 401(k) plan, other retirement plans, and stock option, restricted stock and other
equity incentive plans in which the Employee is a participant to the extent such benefits are earned and vested as of the Termination Date as determined under the terms of such plans. 

 

	 	(d)	The Company has retained the services of an outplacement organization that will provide the Employee with best-in-class outplacement assistance that includes resume
preparation, interviewing skills coaching, and job search counseling and resources. The Employee will be introduced to a representative from the outplacement organization who will provide the Employee with more information on this service, which
includes sessions with a professional from the outplacement organization. These outplacement services will be available immediately. 

  

	 	(e)	The Employee agrees to provide certain transition services to the Company as more fully described on Exhibit 3 attached hereto. 

2. The Employee acknowledges that arrangements for all outstanding wages and any other amounts owed have been paid. 

3. The Company will respond to reference requests consistent with its policy of disclosing only factual information such as date hired
and date terminated. The Employee will direct requests for references to Human Resources. 

  
 -2-

 4. The Employee acknowledges that the Employee signed an Executive Invention, Nondisclosure,
Noncompetition and Nonsolicitation Agreement attached hereto as Exhibit 1, which is incorporated herein by reference, and remains in full force and effect. 
 (a) 
 5. The Employee will deliver to the Company all documents or materials of
any nature belonging to it whether in original form or copies of any kind, including any trade secrets and proprietary information. The Employee will return all property belonging to the Company including, but not limited to, keys, access card,
computer software, and any related equipment. 
 6. If the Employee violates Employee’s obligations under this Agreement,
the Company will have the right to pursue any and all remedies at law or in equity including injunctive relief and to obtain money damages and recover the value of any benefit which Employee received as a result of Employee’s violation.

 7. The Employee specifically releases, remises and forever discharges the Company from all claims of any nature which the
Employee now has or ever had arising from Employee’s employment or the termination of Employee’s employment with the Company, including any common law claims or statutory claims including, but not limited to: 

 

	 	(a)	claims under any state or federal discrimination, fair employment practices or other employment related statute, or regulation (as they may have been amended through
the date of this Agreement) prohibiting discrimination or harassment based upon any protected status including, without limitation, race, color, religion, national origin, age, gender, marital status, disability, handicap, veteran status or sexual
orientation. Without limitation, specifically included in this paragraph are any claims arising under the Federal Rehabilitation Act of 1973, Age Discrimination in Employment Act of 1967, as amended, the Older Workers Benefit Protection Act, Title
VII of the Civil Rights Act of 1964 as amended by the Civil Rights Act of 1991, the Equal Pay Act, the Americans With Disabilities Act and any similar state or local statute or ordinance. 

 

	 	(b)	claims under any other state or federal employment related statute, or regulation (as they may have been amended through the date of this Agreement) relating to wages,
hours or any other terms and conditions of employment. Without limitation, specifically included in this paragraph are any claims arising under the Fair Labor Standards Act, the Family and Medical Leave Act of 1993, the National Labor Relations Act,
the Employee Retirement Income Security Act of 1974, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) and any similar state or local statute or ordinance. 

 

	 	(c)	claims under any state or federal common law theory including, without limitation, wrongful discharge, breach of express or implied contract, promissory estoppel,
unjust enrichment, breach of a covenant of good faith and fair dealing, violation of public policy, defamation, interference with contractual relations, intentional or negligent infliction of emotional distress, invasion of privacy,
misrepresentation, deceit, fraud or negligence. 

  

	 	(d)	any other claim arising under state or federal law. 

  
 -3-

 8. This paragraph is intended to comply with the Older Workers Benefit Protection Act of
1990 (“OWBPA”) with regard to the Employee’s waiver of rights under the Age Discrimination in Employment Act of 1967 (“ADEA”): 
  

	 	(a)	The Employee is specifically waiving rights and claims under ADEA; 

  

	 	(b)	The waiver of rights under ADEA does not extend to any rights or claims arising after the date this Agreement is signed by the Employee; 

 

	 	(c)	The Employee acknowledges receiving consideration for this waiver; 

  

	 	(d)	The Employee acknowledges that the Employee has been advised to consult with an attorney before signing this Agreement; 

 

	 	(e)	The Employee acknowledges that after receiving a copy of this Agreement, the Employee had the right to take up to 45 days to consider the Employee’s decision to
sign the Agreement; the parties agree that changes, whether material or immaterial do not restart the running of the 45 day period. 

 This Agreement does not become effective for a period of seven (7) days after the Employee signs it. The Employee has the right to revoke this Agreement during the seven (7) day period.
Revocation must be made in writing, signed by the Employee and delivered to the Company during the seven (7) day period. If the Employee revokes this Agreement, the entire Agreement shall be null and void, and no severance benefits will be
payable. 
 9. This Agreement will be governed by Massachusetts law. The Employee consents to the jurisdiction of any
court within Massachusetts. 
 10. In case it is determined by a court of competent jurisdiction that any provision herein
contained is illegal or unenforceable, such determination shall not impair the remaining provisions of this Agreement. 
 11. It
is expressly understood and acknowledged by the Employee that this Agreement provides the Employee with valuable consideration to which the Employee would not ordinarily be entitled. 

12. This Agreement may not be amended except by a writing signed by the party against whom enforcement is sought. 

13. This Agreement may be executed in multiple counterparts, each of which shall be deemed an original and all of which together shall
constitute one and the same document. 
 14. The Employee agrees that the terms and amount of this Agreement shall be
confidential and agrees not to disclose them except to Employee’s spouse, attorney, accountant, federal or state tax authorities or where disclosure is compelled pursuant to legal process, or to the extent necessary in connection with the
enforcement of this Agreement. 

  
 -4-

 15 The Employee agrees that the Employee will not disparage the Company or its products,
services, agents, representatives, directors, officers, shareholders, attorneys, employees, vendors, affiliates, successors or assigns, or any person acting by, through, under or in concert with any of them, with any written or oral statement.

 16. This Agreement will remain effective regardless of the sale of all or substantially all of the Stock or assets of the
Company, and in the event of such a sale this Agreement will remain binding on the Company and on the acquiring entity or entities. 
 17. The Employee acknowledges that Employee has been afforded sufficient time to understand the terms and effects of this Agreement, and that the agreements and obligations herein are made voluntarily,
knowingly and without duress, and that neither the Company nor its agents or representatives have made any representations inconsistent with the provisions of this Agreement. 
 18. Section 409A Requirements. Notwithstanding anything to the contrary in this Agreement, the following provisions shall apply to any payments and benefits otherwise payable to or provided to the
Employee under this Agreement: 
  

	 	(a)	For purposes of Section 409A of the Internal Revenue Code of 1986, as amended (“Section 409A”), (1) each “payment” (as defined by
Section 409A) made under this Agreement shall be considered a “separate payment,” and (2) payments shall be deemed exempt from the definition of deferred compensation under Section 409A to the fullest extent possible under
(a) the “short-term deferral” exemption of Treasury Regulation § 1.409A-1(b)(4), and (b) (with respect to amounts paid as separation pay no later than the second calendar year following the calendar year containing the
Employee’s “separation from service” (as defined for purposes of Section 409A)) the “two-years/two-times” separation pay exemption of Treasury Regulation § 1.409A-1(b)(9)(iii), which are hereby incorporated by
reference. 

  

	 	(b)	If the Employee is a “specified employee” as defined in Section 409A (and as applied according to procedures of the Company) as of the Employee’s
separation from service, to the extent any payment under this Agreement constitutes deferred compensation (after taking into account any applicable exemptions from Section 409A), and to the extent required by Section 409A, no payments due
under this Agreement may be made until the earlier of: (1) the first day of the seventh month following the Employee’s separation from service, or (2) the Employee’s date of death; provided, however, that any payments delayed
during this six-month period shall be paid in the aggregate in a lump sum, without interest, on the first day of the seventh month following the Employee’s separation from service. 

 

	 	(c)	If this Agreement fails to meet the requirements of Section 409A, the Company shall not have any liability for any tax, penalty or interest imposed on the Employee
by Section 409A, and the Employee shall have no recourse against the Company for payment of any such tax, penalty or interest imposed by Section 409A. 

  
 -5-

 IN WITNESS WHEREOF, the Employee and the Company’s duly authorized representative have
caused this Agreement to be executed under seal on the dates shown below, to become effective 7 days after the Employee signs as provided in Paragraph 9. 
 I, Steven Michaud, represent and agree that I have carefully read this Agreement; that I have been given ample opportunity to consult with my legal counsel or any other party to the extent, if any that I
desire and that I am voluntarily signing by my own free act. This Agreement constitutes a voluntary and knowing waiver of rights under the laws and statutes referenced above. 

 

							
				
	Dated: November 8, 2012	 		 		 	            /s/ Steven Michaud
		 		 		 	        Steven Michaud

  

							
		 		 	              BROOKS AUTOMATION, INC.
				
	Dated: November 8, 2012	 		 	BY:	 	      /s/ William T. Montone
		 		 		 	       Name: William T. Montone
       Title: Senior Vice President, Human Resource

  
 -6-

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00210-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00210-of-00352.parquet"}]]