Rigel Pharmaceuticals 2009 Cash Incentive Plan
Rigel Pharmaceuticals, Inc. established this 2009 Cash Incentive Plan to reward executives and employees for helping the company achieve its operational goals. Cash bonuses are determined by both company performance and individual performance, as evaluated by the Compensation Committee and Board of Directors. Bonus targets range from 5% to 60% of base salary, with a maximum possible bonus of 120% of base salary. Bonuses are based on financial and development goals, but the Board and Committee may adjust criteria or award bonuses at their discretion. Bonuses must be paid by March 15 of the following year.
Exhibit 10.28
2009 Cash Incentive Plan
Purpose:
The terms of the 2009 Cash Incentive Plan (the “Plan”) have been established to reward the executives and other employees of Rigel Pharmaceuticals, Inc. (the “Company”) for assisting the Company in achieving its operational goals through exemplary performance. Under the Plan, cash bonuses, if any, will be based on both the achievement of corporate goals and a review of personal performance, which is determined at the discretion of the Compensation Committee of the Board of Directors (the “Compensation Committee”) and/or the Board of Directors (the “Board”).
Determination of 2009 Cash Bonuses:
Target bonuses for participants in the Plan will range from 5% to 60% of such recipient’s 2009 base salary, with a range for executives of 40% to 60% of such executive’s 2009 base salary. The maximum bonus that a participant will be eligible to receive is 120% of such participant’s 2009 base salary and in no event will a bonus be paid later than March 15 of the year following the year in which the bonus was earned. The objective Company performance goals for each participant will be based on meeting certain goals with respect to the Company’s financial performance, including the Company’s cash position at December 31, 2009, clinical development of product candidates and building the pipeline of potential product candidates, as well as other Company performance goals to be determined by the Compensation Committee. The Board and Compensation Committee reserve the right to modify these goals and criteria at any time or to grant bonuses to the participants even if the performance goals are not met.
