Document:

Exhibit 10.2

 

SENIOR VICE PRESIDENT SEVERANCE POLICY

 

This Senior Vice President
Severance Policy (“Policy”) has been established by Adaptimmune Therapeutics plc (the “Company”)
on December 4, 2019 to provide Senior Vice Presidents (“SVPs”) with the opportunity to receive severance benefits
following termination of employment under certain conditions. The purpose of the Policy is to attract and retain qualified SVPs.
This Policy is applicable to all SVPs regardless of base location. This Policy is intended to be a top hat welfare benefit plan
under the U.S. Employee Retirement Income Security Act of 1974, as amended (“ERISA”), maintained for a select
group of management or highly compensated employees.

 

1.    
Notice of Termination; Company’s Obligations Upon Cessation of Employment Period.

 

(a)      Notice
of Termination. Notice of termination will be provided in accordance with the terms of the relevant SVP’s Employment
Agreement.

 

(b)     
Company’s Obligations Upon Cessation of the Employment Period.

 

(i)           Accrued
Benefits. Unless stated otherwise, where terms of this Policy are inconsistent to the terms of SVP’s Employment Agreement,
the terms of SVP’s Employment Agreement shall prevail. Subject to SVP’s Employment Agreement, upon SVP’s termination
of employment for any reason and save as explicitly otherwise provided in SVP’s Employment Agreement, SVP shall be entitled
to receive: (A) Base Salary (as defined in SVP’s Employment Agreement) earned for services rendered by SVP through the date
of termination, which shall be paid on the next succeeding payroll date unless otherwise mutually agreed; (B) payment of any accrued
but unused vacation as of the date of termination owed to SVP as provided for under SVP’s Employment Agreement; (C) any
unpaid expense reimbursement owed to SVP under SVP’s Employment Agreement, which shall be paid within thirty (30) days of
the date of termination; and (D) any amount earned, accrued and arising from SVP’s participation in, or benefits accrued
under, any Company employee benefit plan or arrangement, which amounts shall be payable in accordance with the terms and conditions
of such employee benefit plans and arrangements (collectively, the “Accrued Benefits”).

 

(ii)          Termination
by Company Without Cause or by SVP For Good Reason; No Change in Control. If the Employment Period is terminated by the Company
without Cause or if SVP resigns for Good Reason other than in the six (6) months following a Change in Control Date, in addition
to the Accrued Benefits, SVP shall be entitled to receive: (A) an amount equal to his or her Base Salary (as in effect immediately
prior to termination of employment) for a period of three (3) months following the date of termination, paid in a single lump
sum as soon as administratively feasible within sixty (60) days following the date of termination; (B) any unpaid Annual Bonus
(as defined in SVP’s Employment Agreement) relating to the year prior to the year in which the date of termination of employment
occurs, paid in a single lump sum no later than March 15 of the year following the calendar year in which the Annual Bonus, if
any, was earned; (C) at the discretion of the Board of Directors of the Company (the “Board”) a prorated amount
of any Annual Bonus relating to the year in which the date of termination of employment occurs, based on the number of full calendar
months worked by SVP during such year divided by twelve (12), and paid in a single lump sum no later than March 15 of the year
following the calendar year in which the prorated Annual Bonus, if any, was earned; and (D) either (a) reimbursement of SVP’s
payment of the full monthly premiums required for SVP’s continued participation in the Company’s group health coverage
shall be pursuant to the U.S. Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”),
through the end of the third (3rd) month following the date of termination, provided that SVP is eligible for and timely
elects to receive COBRA coverage and that such provision of healthcare does not result in discrimination in the Company’s
healthcare plan in which SVP participates under Section 105(h) of the U.S. Internal Revenue Code of 1986, as amended (the “Code”),
and the regulations promulgated thereunder or (b) where COBRA does not apply to SVP, continuation of the health coverage provided
under SVP’s Employment Agreement through the end of the third (3rd) month following the date of termination provided
such continuation is permitted under the terms of the relevant insurance, or (at the election of a UK SVP) payment of the cash
equivalent of the cost to the Company of providing such health coverage during such period. The benefits identified under Section
1(b)(ii)(A) to (D) are collectively referred to as “Severance Benefits”. The payment of Base Salary under Section
1(b)(ii)(A) and any payment in respect of health coverage under Section 1(b)(ii)(D) shall be reduced by any Base Salary or health
coverage payments otherwise made to SVP by way of a payment in lieu of notice under SVP's Employment Agreement. SVP shall not
be entitled to any other salary, compensation or other benefits after termination of the Employment Period, except as specifically
provided for in the Company’s employee benefit plans or as otherwise expressly required by applicable law.

 

    	 	1	 

     

    

 

(iii)         Termination
by Company Without Cause or by SVP For Good Reason Following a Change in Control. If the Employment Period is terminated by
the Company without Cause or if SVP resigns for Good Reason within six (6) months following a Change in Control Date, in addition
to the Accrued Benefits, SVP shall be entitled to receive: (A) an amount equal to his or her Base Salary (as in effect immediately
prior to termination of employment) for a period of six (6) months following the date of termination, paid in a single lump sum
as soon as administratively feasible within sixty (60) days following the date of termination; (B) any unpaid Annual Bonus relating
to the year prior to the year in which the date of termination of employment occurs, paid in a single lump sum no later than March
15 of the year following the calendar year in which the Annual Bonus, if any, was earned; (C) an Annual Bonus equivalent to a
six (6) month bonus, relating to the year in which the date of termination of employment occurs, paid in a single lump sum no
later than March 15 of the year following the calendar year in which the Annual Bonus, if any, was earned; and (D) either (a)
reimbursement of SVP’s payment of the full monthly premiums required for SVP’s continued participation in the Company’s
group health coverage pursuant to COBRA through the end of the sixth (6th) month following the date of termination,
provided that SVP is eligible for and timely elects to receive COBRA coverage and that such provision of healthcare does not result
in discrimination in the Company’s healthcare plan in which SVP participates under Section 105(h) of the Code and the regulations
promulgated thereunder or (b) where COBRA does not apply to SVP, continuation of the health coverage provided under SVP’s
Employment Agreement through the end of the sixth (6th) month following the date of termination provided such continuation
is permitted under the terms of the relevant insurance, or (at the election of a UK SVP) payment of the cash equivalent of the
cost to the Company of providing such health coverage during such period. The payments and benefits set forth in this Section
1(b)(iii)(A) to (D) are hereinafter, collectively, the “CIC Severance Benefits”. The payment of Base Salary
under Section 1(b)(iii)(A) and any payment in respect of health coverage under Section 1(b)(iii)(D) shall be reduced by any Base
Salary or health coverage payments otherwise made to SVP by way of a payment in lieu of notice under SVP's Employment Agreement.
SVP shall not be entitled to any other salary, compensation or other benefits after termination of the Employment Period, except
as specifically provided for in the Company’s employee benefit plans or as otherwise expressly required by applicable law.

 

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(iv)         Termination for Death or Incapacity. If the Employment Period is terminated for death or Incapacity (as determined
by the Board in its good faith judgment), in addition to the Accrued Benefits, SVP (or SVP’s estate, if applicable) shall
be entitled to receive any unpaid Annual Bonus relating to the year prior to the year in which the date of termination of employment
occurs, paid in a single lump sum no later than March 15 of the year following the calendar year in which the Annual Bonus, if
any, was earned. SVP (or SVP’s estate, as applicable) shall not be entitled to any other salary, compensation or other benefits
after termination of the Employment Period, except as specifically provided for in the Company’s employee benefit plans or
as otherwise expressly required by applicable law.

 

(v)          Termination for Cause or Resignation for Other than Good Reason. If the Employment Period is terminated by the Company
for Cause or upon SVP’s resignation (other than resignation for Good Reason), SVP shall only be entitled to receive the Accrued
Benefits, and shall not be entitled to any other salary, compensation or benefits from the Company or its parent, affiliates or
subsidiaries after termination of the Employment Period, except as otherwise specifically provided for under SVP’s Employment
Agreement and the Company’s employee benefit plans or as otherwise expressly required by applicable law.

 

(vi)         Except
as otherwise expressly provided herein or in SVP’s Employment Agreement, all of SVP’s rights to salary, bonuses, employee
benefits and other compensation hereunder which would have accrued or become payable after the termination of the Employment Period
shall cease upon such termination, other than those expressly required under applicable law including but not limited to SVP’s
rights under COBRA. The Company may offset any amounts SVP owes the Company or its affiliates or subsidiaries against any amounts
the Company owes SVP hereunder subject to applicable law.

 

(vii)        The
Company’s obligation to provide the Severance Benefits or CIC Severance Benefits to SVP shall be conditioned upon the SVP’s
execution and the irrevocability of a general release in a form acceptable to the Company within 60 days following termination
of employment. SVP shall not be entitled to any other salary, compensation, or other benefits after termination of the Employment
Period, for the execution of a general release form except as specifically provided for in the Company’s employee benefit
plans or as otherwise expressly required by applicable law.

 

(viii)      Any
Severance Benefits or CIC Severance Benefits payable shall not be paid until the first scheduled payment date following the date
the general release is executed and no longer subject to revocation, with the first such payment being in an amount equal to the
total amount to which SVP would otherwise have been entitled during the period following the date of termination if such deferral
had not been required; provided, however,

 

		(A)	that any such amounts that constitute nonqualified deferred compensation within the meaning of
Internal Revenue Code Section 409A and the regulations and guidance promulgated thereunder (“Section 409A”)
shall not be paid until the 60th day following such termination to the extent necessary to avoid adverse tax consequences under
Section 409A, and, if such payments are required to be so deferred, the first payment shall be in an amount equal to the total
amount to which SVP would otherwise have been entitled during the period following the date of termination if such deferral had
not been required; and

 

		(B)	if SVP is a “specified employee” within the meaning of Section 409A, any Severance
Benefits or CIC Severance Benefits payable to SVP during the first six months and one day following the date of termination that
constitute nonqualified deferred compensation within the meaning of Section 409A shall not be paid until the date that is
six (6) months and one day following such termination to the extent necessary to avoid adverse tax consequences under Section 409A,
and, if such payments are required to be so deferred, the first payment shall be in an amount equal to the total amount to which
SVP would otherwise have been entitled to during the period following the date of termination if such deferral had not been required.

 

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2.    
Definitions.

 

(a)     
For purposes of this Policy, “SVP” shall mean a Senior Vice President of the Company or a member of its
group chosen by the Board or the Remuneration Committee to be subject to this Policy.

 

(b)     
For purposes of this Policy, “Employment Agreement” shall mean the employment agreement by and between
the Company or a member of its group and SVP in force from time to time.

 

(c)     
For the purposes of this Policy, “Employment Period” shall mean the period from the effective date of
employment through to the date of SVP’s termination of employment.

 

(d)     
For purposes of this Policy, “Cause” shall mean with respect to SVP one or more of the following: (i)
acts or omissions constituting gross negligence, recklessness or willful misconduct on the part of SVP with respect to SVP’s
obligations or otherwise relating to the business of Company; (ii) SVP's material breach of Company rules, policies and/or procedures;
(iii) SVP's material insubordination or material non-performance or willful neglect of assigned duties; (iv) acts or omissions
which bring the reputation of the Company into material disrepute; (v) any act or omission by SVP aiding or abetting a competitor,
supplier or customer of the Company and/or any of its subsidiaries or affiliates to the material disadvantage or detriment of the
Company and/or any of its subsidiaries or affiliates; (vi) SVP’s commission of fraud, misappropriation, embezzlement or theft;
or (vii) SVP’s material breach of his or her Employment Agreement, including, but not limited to, violation of any of the
restrictive covenants set forth in the Employment Agreement.

 

(e)     
For purposes of this Policy, “Good Reason” shall mean that SVP has complied with the “Good Reason
Process” (hereinafter defined) following the occurrence of any of the following events: (i) the Company materially reduces
the amount of the Base Salary, except for across-the-board salary reductions based on the Company’s financial performance
similarly affecting all or substantially all senior management employees of the Company or as otherwise agreed with SVP; (ii) the
Company breaches its material obligations under the Employment Agreement, or (iii) the Company materially reduces SVP’s authority,
duties or responsibilities without SVP’s consent. “Good Reason Process” shall mean that: (w) SVP notifies
the Company in writing of the first occurrence of one of the Good Reason condition within sixty (60) days of the first occurrence
of such condition; (x) SVP cooperates in good faith with the Company’s efforts, for a period not less than thirty (30) days
following such notice (the “Cure Period”), to remedy the condition; (y) notwithstanding such efforts, the Good
Reason condition continues to exist; and (z) SVP terminates his or her employment within sixty (60) days after the end of the Cure
Period. If the Company cures the Good Reason condition during the Cure Period, Good Reason shall be deemed not to have occurred
and no right to terminate for Good Reason shall exist. There is however no obligation on the Company to remedy the condition that
is considered by SVP to be Good Reason.

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(f)      
For purposes of this Policy “Incapacity” shall be deemed to occur if the Board, in its good faith judgment,
considers that SVP is mentally or physically disabled or incapacitated such that SVP cannot perform his or her duties and responsibilities
under the Employment Agreement and notifies SVP, and, within thirty (30) days of receipt of the Board’s good faith notification,
either (i) SVP fails to undertake a physical and/or mental examination by a physician mutually acceptable to the Board and SVP
or (ii) after SVP undertakes a physical and/or mental examination by a physician mutually acceptable to the Board and SVP,
such physician fails to certify to the Board that SVP is physically and mentally able and capable of performing his or her duties
and responsibilities under SVP’s Employment Agreement.

 

(g)     
For purposes of this Policy, a “Change in Control” shall mean the occurrence of any one or more of the
following events: (i) the consummation of a merger or consolidation of the Company with any other entity, other than a merger or
consolidation in which voting securities of the Company outstanding immediately prior thereto continue to represent more than fifty
percent (50%) percent of the total voting power of the Company or such surviving entity immediately after such merger or consolidation;
(ii) the acquisition of all of the Company’s outstanding capital stock by a single person or entity or a group acting in
concert to effect such acquisition other than an acquisition in which voting securities of the Company outstanding immediately
prior thereto continue to represent more than fifty percent (50%) percent of the total voting power of the Company or such surviving
entity immediately after such merger or consolidation; or (iii) the sale or disposition of all or substantially all of the assets
of Company.

 

3.    
Claims and Appeals Procedures.

 

(a)     
Initial Claims. An SVP who believes he or she is entitled to a payment under the Policy that has not been received
is to follow the Procedure as set out in Schedule A.

 

4.    
Miscellaneous. 

 

(a)     
Administration. The Administrator has the exclusive right, power and authority, in its sole and absolute discretion,
to administer and interpret the Policy. The Administrator has all powers reasonably necessary to carry out its responsibilities
under the Policy. The decision of the Administrator on any disputes arising under the Policy, including (but not limited to) questions
of construction, interpretation and administration shall be final, conclusive and binding on all persons having an interest in
or under the Policy. For the avoidance of doubt, the role of the Administrator
is limited to the administration of this Policy and, as such, it is acknowledged that determinations by the Administrator are not
final or binding with respect to any subsequent dispute resolution process and shall not be afforded a special status during any
legal action.

 

(b)     
Amendment and Termination. The Company reserves the right to amend or terminate the Policy at any time by action
of the Board. However, the Company shall consult with SVP in relation to any proposed significant amendment or termination. Where
any proposed amendment or termination of this Policy substantially reduces the rights or benefits of SVP, then such amendment or
termination will only take effect if made in accordance with the terms of SVP’s Employment Agreement.

 

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(c)     
At-Will Employment. The Policy does not alter the status of each SVP, for SVPs based in the US such SVPs are employed
as an at-will employee of the Company. Nothing contained herein shall be deemed to give any SVP the right to remain employed by
the Company or to interfere with the rights of the Company to terminate the employment of any SVP at any time, with or without
Cause.

 

(d)     
Unfunded Obligations. The amounts to be paid to SVPs under the Policy are unfunded obligations of the Company. The
Company is not required to segregate any monies or other assets from its general funds with respect to these obligations. SVPs
shall not have any preference or security interest in any assets of the Company other than as a general unsecured creditor.

 

(e)     
Transfer and Assignment. Neither an SVP nor any other person shall have any right to sell, assign, transfer, pledge,
anticipate or otherwise encumber, transfer, hypothecate or convey any amounts payable under the Policy prior to the date that such
amounts are paid.

 

(f)      
References to the Company. Where the employing company of the SVP is not the Company but another member of the Company’s
group, references in this Policy to the Company shall be construed accordingly and, where necessary, shall be deemed to be or include
references to the relevant employing company.

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Schedule A

 

An SVP may
submit a written claim for benefits to the Administrator within 60 days after the termination of employment. The Administrator
is the Remuneration Committee of the Board or its designee. Claims should be addressed and sent to the Board Remuneration Committee,
marked for the attention of the Remuneration Committee chairman, and sent by post or courier to the registered office address of
Adaptimmune Therapeutics plc.

 

If SVP’s
claim is denied, in whole or in part, SVP will be furnished with written notice of the denial within 30 days after the Administrator’s
receipt of SVP’s written claim. Written notice of the denial of SVP’s claim will contain the following information:

 

(i)           
the specific reason or reasons for the denial of SVP’s claim;

 

(ii)          
references to the specific Policy provisions on which the denial of SVP’s claim was based;

 

(iii)         
a description of any additional information or material required by the Administrator to reconsider SVP’s claim (to
the extent applicable) and an explanation of why such material or information is necessary; and

 

(iv)         
a description of the Policy’s review procedures and time limits applicable to such procedures, including a statement
of SVP’s right to bring a civil action under applicable law for example Section 502(a) of ERISA following a benefit claim
denial on review.

 

(g)    
Appeal of Denied Claims. If SVP’s claim is denied and he or she wishes to submit a request for a review of
the denied claim, SVP or his or her authorized representative must follow the procedures described below:

 

(i)           
Upon receipt of the denied claim, SVP (or his or her authorized representative) may file a request for review of the claim
in writing with the Administrator. This request for review must be filed no later than 60 days after SVP has received written notification
of the denial.

 

(ii)          
SVP has the right to submit in writing to the Administrator any comments, documents, records or other information relating
to his or her claim for benefits.

 

(iii)         
SVP has the right to be provided with, upon request and free of charge, reasonable access to and copies of all pertinent
documents, records and other information that is relevant to his or her claim for benefits.

 

(iv)        
The review of the denied claim will take into account all comments, documents, records and other information that SVP submitted
relating to his or her claim, without regard to whether such information was submitted or considered in the initial denial of his
or her claim.

 

(h)    
Administrator’s Response to Appeal. The Administrator will provide SVP with written notice of its decision
within 30 days after the Administrator’s receipt of SVP’s written claim for review. The Administrator’s decision
on SVP’s claim for review will be communicated to SVP in writing and will clearly state:

 

(i)           
the specific reason or reasons for the denial of SVP’s claim;

 

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(ii)          
reference to the specific Policy provisions on which the denial of SVP’s claim is based;

 

(iii)         
a statement that SVP is entitled to receive, upon request and free of charge, reasonable access to, and copies of, the Policy
and all documents, records, and other information relevant to his or her claim for benefits; and

 

(iv)          
a statement describing SVP’s right to bring an action under applicable law for example Section 502(a) of ERISA.

 

(i)     
Exhaustion of Administrative Remedies. The exhaustion of these claims procedures is mandatory for resolving every
claim and dispute arising under the Policy. As to such claims and disputes no claimant shall be permitted to commence any legal
action to recover benefits or to enforce or clarify rights under the Policy under any provision of law, whether or not statutory,
until these claims procedures have been exhausted in their entirety.

 

    	 	8Exhibit

Exhibit 10.1
AMENDMENT NO. 1 TO EMPLOYMENT AGREEMENT
This Amendment No. 1 (the “Amendment”) is effective as of January 13, 2020 (the “Effective Date”), and is by and between Surgery Partners, Inc. (“Parent”), Surgery Partners, LLC (“Partners” and, together with Parent, the “Company”), and Wayne DeVeydt (“you” or “Executive”).  Capitalized terms not defined in this Amendment shall have the respective meanings ascribed to them in the Employment Agreement by and between the Company and Executive, dated January 4, 2018 (as may be amended from time to time, the “Employment Agreement”). 
In consideration of the mutual covenants contained herein, and for other good and valuable consideration, the receipt and sufficiency of which are hereby acknowledged, the Company and Executive hereby agree, as of the Effective Date, to amend certain terms of the Employment Agreement on the terms set forth in this Amendment.
1.Position and Duties. Section 1 of the Employment Agreement is hereby deleted in its entirety and replaced with the following new paragraphs:  
“Position and Duties.  Effective as of January 13, 2020 (the “Transition Date”), (a) you hereby resign as Chief Executive Officer of the Company and the Company, on its own behalf and on behalf of its Affiliates, hereby accepts such resignation, and (b) you will remain employed by the Company and serve as the Executive Chairman of Parent’s Board of Directors (the “Board”), with such duties as may be assigned to you from time to time by the Board.  Thereafter, for so long as you remain employed by the Company as its Executive Chairman, at each applicable annual meeting of Parent’s stockholders, the Board or a committee thereof shall nominate you to serve as a member of the Board and you shall serve if so elected or re-elected without further compensation, subject to receiving the required approval of Parent’s stockholders and compliance with Parent’s policies applicable to Board members generally.  In the event you cease to be employed as the Executive Chairman for any reason, you shall resign from the Board effective immediately upon such cessation. In addition, you may be asked to serve as a manager, director or officer of one or more Affiliates without further compensation.  For purposes of this Agreement, “Affiliates” means all persons and entities directly or indirectly controlling, controlled by or under common control with the Company, where control may be by management authority, equity interest or otherwise.
While employed by the Company, will be expected to devote your best professional efforts to the advancement of the business interests of the Company and its Affiliates; provided, however, that you may continue to participate in charitable and philanthropic activities, manage your personal investments, and, with the consent of the Board, serve on the board of directors or managers of for and not-for-profit companies or organizations, as long as such activities, in the aggregate, do not interfere or conflict with the performance of your duties and responsibilities to the Company or result in a breach of your obligations under this Agreement, including but not limited to the terms and conditions set forth in Section 3 herein. You will serve at the pleasure of the Board.  You agree that, while employed by the Company, you will comply with all Company policies, practices and procedures and all codes of ethics or business conduct applicable to your position, as in effect from time to time.”

2.    Compensation and Benefits.  
a.    Section 2(a) of the Employment Agreement is hereby deleted in its entirety and replaced with the following new sentence:  “Base Salary.  Effective as of the Transition Date, the Company will pay you a base salary at the rate of two hundred fifty thousand dollars ($250,000) per year, payable in accordance with the regular payroll practices of the Company and subject to adjustment from time to time by the Board or its designee in its discretion (as adjusted from time to time, the “Base Salary”).”
b.    Section 2(b) of the Employment Agreement is hereby deleted in its entirety and replaced with the following new paragraph: “Annual Incentive Compensation.  For each fiscal year completed during your employment under this Agreement, you will be eligible to earn an annual bonus (the “Annual Bonus”).  Beginning in fiscal 2020, your target Annual Bonus will be one hundred percent (100%) of the Base Salary.  The actual amount of any Annual Bonus payable hereunder shall be determined by the Board or its designee in its discretion, based on the achievement of performance goals previously established by the Board or its designee in its discretion.  Your Annual Bonus shall be payable in no event later than March 15 of the year following the fiscal year with respect to which such bonus was earned, subject to your remaining employed by the Company on the date that such bonus is paid, except as otherwise provided herein.”
c.    Section 2(e) of the Employment Agreement is hereby deleted in its entirety and replaced with the following new paragraph: “Business Expenses. From and after the Transition Date, the Company will continue to pay or reimburse you for all reasonable business expenses incurred or paid by you in the performance of your duties and responsibilities for the Company, including travel-related expenses from your principal place of business, subject to any restrictions on such expenses set by the Company and to such reasonable substantiation and documentation as may be specified from time to time.  From and after the Transition Date, your principal place of business will be in the greater Indianapolis, Indiana area.  Your right to payment or reimbursement for business expenses hereunder shall be subject to the following additional rules: (i) the amount of expenses eligible for payment or reimbursement during any calendar year shall not affect the expenses eligible for payment or reimbursement in any other calendar year, (ii) payment or reimbursement shall be made not later than December 31 of the calendar year following the calendar year in which the expense or payment was incurred, and (iii) the right to payment or reimbursement is not subject to liquidation or exchange for any other benefit.”
3.    Definitions.  For the avoidance of doubt, the term “Start Date” as used in the Employment Agreement shall mean January 4, 2018, the date on which Executive commenced employment with the Company.
4.    Miscellaneous.  By signing this Amendment, Executive agrees that he is providing express written consent to the changes to the terms and conditions of his employment described in this Amendment.  For the avoidance of doubt, Executive hereby waives any claim that he (or any Person claiming through or on behalf of him) has or may have to assert Good Reason under the Employment Agreement with regard to such changes, and Executive agrees that he will not (and no Person claiming through or on behalf of him will) seek to assert such a claim.  Except as expressly modified herein, the Employment Agreement remains in full force and effect, and is binding on 

Executive and the Company in accordance with its terms.  Without limiting the generality of the foregoing, Executive acknowledges and agrees that he remains bound by the restrictive covenants set forth in Section 3 of the Employment Agreement, and that the changes to the terms and conditions of Executive’s engagement described in this Amendment do not change or limit the scope of, or Executive’s obligations to comply with, such restrictive covenants.  Executive further acknowledges and agrees that the Employment Agreement, as amended by this Amendment, constitutes the entire agreement between Executive and the Company with respect to the terms and conditions of his employment and replaces all prior and contemporaneous communications, agreements and understandings, written or oral, with respect to the terms and conditions of his employment.  This Amendment may be executed in two or more counterparts, each of which shall be an original and all of which together shall constitute one and the same instrument.  This is a Tennessee contract and shall be governed and construed in accordance with the laws of the State of Tennessee, without regard to any conflict of laws principles that would result in the application of the laws of any other jurisdiction.  Executive agrees to submit to the exclusive jurisdiction of the courts of or in the State of Tennessee in connection with any dispute arising out of this Amendment.

[Signature Page Follows]

IN WITNESS WHEREOF, the parties hereto have executed this Amendment as of the date first written above.

SURGERY PARTNERS, INC. 
 
 
 
By:    /s/  Thomas F. Cowhey     
    

SURGERY PARTNERS, LLC

By:    /s/  Thomas F. Cowhey     
    

Accepted and Agreed: 
 
 
 
/s/  Wayne S. DeVeydt                                      
Wayne DeVeydt
Date:   January 11, 2020

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