Obligations of Successors Contract Clauses (31)

Obligations of Successors. In addition to any obligations imposed by law upon any successor to the Company, any successor (whether direct or indirect, by purchase, merger, consolidation or otherwise) to all or substantially all of the business or assets of the Company shall expressly assume and agree to perform this Plan in the same manner and to the same extent that the Company would be required to perform if no such succession had taken place.

Obligations of Successors. In addition to any obligations imposed by law upon any successor to the Company, any successor (whether direct or indirect, by purchase, merger, consolidation or otherwise) to all or substantially all of the business or assets of the Company shall expressly assume and agree to perform this Plan in the same manner and to the same extent that the Company would be required to perform if no such succession had taken place. 10 EXHIBIT A TO AKILI INTERACTIVE LABS, INC. EXECUTIVE SEVERANCE PLAN Chief E...xecutive Officer Senior Vice President Vice President EX-10.18 2 d285722dex1018.htm EX-10.18 EX-10.18 Exhibit 10.18 AKILI INTERACTIVE LABS, INC. EXECUTIVE SEVERANCE PLAN 1. Introduction. This document serves as the Plan document for the Severance Benefits provided under the Akili Interactive Labs, Inc. Executive Severance Plan (the "Plan"). It contains information that will help Covered Employees understand their Severance Benefits. The Company encourages all Covered Employees to read through the Plan carefully. Note that initially capitalized words and phrases used throughout this document are generally defined in Section 5. If you have any questions regarding the Plan, contact Human Resources. View More

Obligations of Successors. Any successor to the Company shall assume the obligations under this Plan and expressly agrees to perform the obligations under this Plan. ADOPTED: May 8, 2008 AMENDED: November 14, 2008 AMENDED: December 16, 2010 AMENDED: February 1, 2015 AMENDED: March 25, 2016 AMENDED: December 14, 2016 AMENDED: January 1, 2019 16 EX-10.1 2 a51886773ex10_1.htm EXHIBIT 10.1 Exhibit 10.1 INSULET CORPORATION AMENDED AND RESTATED EXECUTIVE SEVERANCE PLAN 1. Purpose. Insulet Corporation (the "Company") considers i...t essential to the best interests of its stockholders to foster the continuous employment of key management personnel. The Board of Directors of the Company (the "Board") recognizes, however, that, as is the case with many publicly held corporations, the possibility of an involuntary termination of employment, either before or after a Change in Control (as defined in Section 2 hereof), exists and that such possibility, and the uncertainty and questions which it may raise among management, may result in the departure or distraction of management personnel to the detriment of the Company and its stockholders. Therefore, the Board has determined that the Insulet Corporation Amended and Restated Executive Severance Plan (the "Plan") should be adopted to reinforce and encourage the continued attention and dedication of the Company's officers with the title of Vice President or higher (each, a "Covered Executive" and collectively, the "Covered Executives") to their assigned duties without distraction. Nothing in this Plan shall be construed as creating an express or implied contract of employment and, except as otherwise agreed in writing between the Covered Executive and the Company, the Covered Executive shall not have any right to be retained in the employ of the Company. The Plan is not intended to be an "employee pension benefit plan" or "pension plan" within the meaning of Section 3(2) of the Employee Retirement Income Security Act of 1974, as amended ("ERISA"). Rather the Plan is intended to be a "welfare benefit plan" within the meaning of Section 3(1) of ERISA and to meet the requirements of a "severance pay plan" within the meaning of regulations published by the Secretary of Labor at Title 29, Code of Federal Regulations, Section 2510.3-2(b). Accordingly, no employee shall have a vested right to benefits paid by the Plan. View More