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Item 5. Other Information
Employment Agreements
The Company and OncoGenex Technologies have entered into employment agreements with Scott Cormack, the Company’s President and Chief Executive Officer, effective November 4, 2009 (the “Cormack Agreement”) and Stephen Anderson, the Company’s Chief Financial Officer, effective November 4, 2009 (the “Anderson Agreement”). The Company has also entered into an employment agreement with Cindy Jacobs, the Company’s Executive Vice President and Chief Medical Officer, effective November 3, 2009 (the “Jacobs Agreement”). The Cormack Agreement, Anderson Agreement and Jacobs Agreement, which supersede the prior employment agreements with Mr. Cormack, Mr. Anderson and Dr. Jacobs, respectively, are intended to provide a general update of terms and to conform to public company practices. Certain key terms of the Cormack Agreement, Anderson Agreement and Jacobs Agreement are described below. Each description is qualified in its entirety by reference to the full text of the applicable employment agreement. Copies of the Cormack Agreement, Anderson Agreement and Jacobs Agreement are attached hereto as Exhibits 10.25, 10.26 and 10.27, respectively, and incorporated herein by reference.
Cormack Agreement
Under the Cormack Agreement, OncoGenex Technologies is obligated to pay Mr. Cormack an annual base salary of not less than Cdn.$345,000. Mr. Cormack is also eligible to receive a discretionary annual incentive bonus constituting up to 40% of Mr. Cormack’s base salary. Such percentage may be modified by the board of directors or compensation committee of the Company from time to time.
The Cormack Agreement provides Mr. Cormack with termination benefits in the event Mr. Cormack is terminated without “cause” or for “disability” (each as defined in the Cormack Agreement), or if Mr. Cormack resigns for “good reason”, which is defined in the Cormack Agreement to mean any of the following without Mr. Cormack’s prior written consent: (i) the relocation of Mr. Cormack’s primary work location by more than 40 miles from the current location of OncoGenex Technologies’ Canadian office in Vancouver, British Columbia; (ii) a material reduction of Mr. Cormack’s base salary or employee benefits; (iii) any material reduction or diminution of Mr. Cormack’s authority or responsibilities; (iv) a fundamental breach of the Cormack Agreement; or (v) the failure of any successor of the Company to expressly in writing assume OncoGenex Technologies’ and the Company’s obligations under the Cormack Agreement, in each case, provided that Mr. Cormack has provided OncoGenex Technologies with two months advance written notice and an opportunity to cure such breach during such two-month period (each termination without “cause” or for “disability” of Mr. Cormack’s employment, or Mr. Cormack’s resignation for “good reason”, an “Involuntary Termination”).
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The Cormack Agreement provides that if there is an Involuntary Termination, OncoGenex Technologies will be obligated to pay Mr. Cormack a lump sum equal to 18 months of his then-current base salary. In addition, Mr. Cormack will receive continued entitlement under OncoGenex Technologies’ group medical, dental and insurance plans, excluding short and long term disability plans and pension plans, to which Mr. Cormack and his family are entitled at Mr. Cormack’s termination date, to the extent such benefit plans permit, for 18 months (the “Cormack Benefit Plan Severance Period”) or until Mr. Cormack becomes employed elsewhere wherein comparable benefits are provided, whichever date comes first. To the extent continuance of a benefit plan, excluding short and long term disability plans and pension plans, is not permitted, OncoGenex Technologies will be obligated to pay Mr. Cormack an amount equal to the sum Mr. Cormack would be required to pay to receive comparable benefits for the Cormack Benefit Plan Severance Period. Notwithstanding the terms of any equity compensation plan of the Company or any agreement in connection therewith, if there is an Involuntary Termination, then the time-based vesting restrictions (if any) will immediately lapse on an additional number of shares under all of Mr. Cormack’s outstanding compensatory equity in the Company (which includes any outstanding stock options granted to Mr. Cormack under the Company’s equity compensation plans) that would have time-vested if Mr. Cormack had continued in employment for 18 months following his Involuntary Termination.
The Cormack Agreement provides for additional termination benefits if there is an Involuntary Termination during the period beginning three months before and ending 12 months after a “change in control” of the Company (as defined in the Cormack Agreement) or if such Involuntary Termination is required by the merger agreement, purchase agreement or other instrument relating to such change in control or such Involuntary Termination is made at the express request of the other party (or parties) to the transaction constituting such change in control (each, a “Change in Control Termination”). Upon a Change in Control Termination, OncoGenex Technologies will be obligated to pay Mr. Cormack 24 months of his then-current base salary, plus a sum equal to 12 months of his average monthly bonus earnings, where such average is calculated over the 24 month period immediately preceding Mr. Cormack’s termination date and based on Mr. Cormack’s bonuses paid in such 24 month period. In addition, Mr. Cormack will receive continued entitlement under OncoGenex Technologies’ benefit plans as described above (or an amount equal to the sum Mr. Cormack would be required to pay to receive comparable benefits if such continued entitlement is not permitted as described above), except that the Cormack Benefit Plan Severance Period will be 24 months instead of 18 months. Notwithstanding the terms of any equity compensation plan of the Company or any agreement in connection therewith, upon a Change in Control Termination, all vesting restrictions (if any) will immediately lapse on all of Mr. Cormack’s compensatory equity in the Company effective as of his termination date.
All termination benefits in the event of an Involuntary Termination or Change in Control Termination are subject to Mr. Cormack’s execution, delivery and non-revocation of a general release of all litigation and other claims against OncoGenex Technologies, and the Company and all affiliates.
The Cormack Agreement also includes certain indemnification, non-solicitation, non-compete, non-disparagement and confidentiality provisions. The indemnification agreements in effect between the Company and Mr. Cormack and between OncoGenex Technologies and Mr. Cormack will remain in effect.
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Anderson Agreement
Under the Anderson Agreement, OncoGenex Technologies is obligated to pay Mr. Anderson an annual base salary of not less than Cdn.$210,000. Mr. Anderson is also eligible to receive a discretionary annual incentive bonus constituting up to 25% of Mr. Anderson’s base salary. Such percentage may be modified by the board of directors or compensation committee of the Company from time to time.
The Anderson Agreement provides Mr. Anderson with termination benefits in the event Mr. Anderson is terminated without “cause” or for “disability” (each as defined in the Anderson Agreement), or if Mr. Anderson resigns for “good reason”, which is defined in the Anderson Agreement to mean any of the following without Mr. Anderson’s prior written consent: (i) the relocation of Mr. Anderson’s primary work location by more than 40 miles from the current location of OncoGenex Technologies’ Canadian office in Vancouver, British Columbia; (ii) a material reduction of Mr. Anderson’s base salary or employee benefits; (iii) any material reduction or diminution of Mr. Anderson’s authority or responsibilities; (iv) a fundamental breach of the Anderson Agreement; or (v) the failure of any successor of the Company to expressly in writing assume OncoGenex Technologies’ and the Company’s obligations under the Anderson Agreement, in each case, provided that Mr. Anderson has provided OncoGenex Technologies with one month advance written notice and an opportunity to cure such breach during such one-month period (each termination without “cause” or for “disability” of Mr. Anderson’s employment, or Mr. Anderson’s resignation for “good reason”, an “Involuntary Termination”).
The Anderson Agreement provides that if there is an Involuntary Termination, OncoGenex Technologies will be obligated to pay Mr. Anderson a lump sum equal to nine months of his then-current base salary. In addition, Mr. Anderson will receive continued entitlement under OncoGenex Technologies’ group medical, dental and insurance plans, excluding short and long term disability plans and pension plans, to which Mr. Anderson and his family are entitled at Mr. Anderson’s termination date, to the extent such benefit plans permit, for nine months (the “Anderson Benefit Plan Severance Period”) or until Mr. Anderson becomes employed elsewhere wherein comparable benefits are provided, whichever date comes first. To the extent continuance of a benefit plan, excluding short and long term disability plans and pension plans, is not permitted, OncoGenex Technologies will be obligated to pay Mr. Anderson an amount equal to the sum Mr. Anderson would be required to pay to receive comparable benefits for the Anderson Benefit Plan Severance Period. Notwithstanding the terms of any equity compensation plan of the Company or any agreement in connection therewith, if there is an Involuntary Termination, the time-based vesting restrictions (if any) will immediately lapse on an additional number of shares under all of Mr. Anderson’s outstanding compensatory equity in the Company (which includes any outstanding stock options granted to Mr. Anderson under the Company’s equity compensation plans) that would have time-vested if Mr. Anderson had continued in employment for nine months following his Involuntary Termination.
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The Anderson Agreement provides for additional termination benefits if there is an Involuntary Termination during the period beginning three months before and ending 12 months after a “change in control” of the Company (as defined in the Anderson Agreement) or if such Involuntary Termination is required by the merger agreement, purchase agreement or other instrument relating to such change in control or such Involuntary Termination is made at the express request of the other party (or parties) to the transaction constituting such change in control (each, a “Change in Control Termination”). Upon a Change in Control Termination, OncoGenex Technologies will be obligated to pay Mr. Anderson 12 months of his then-current base salary, plus a sum equal to 12 months of his average monthly bonus earnings, where such average is calculated over the 24 month period immediately preceding Mr. Anderson’s termination date and based on Mr. Anderson’s bonuses paid in such 24 month period. In addition, Mr. Anderson will receive continued entitlement under OncoGenex Technologies’ benefit plans as described above (or an amount equal to the sum Mr. Anderson would be required to pay to receive comparable benefits if such continued entitlement is not permitted as described above), except that the Anderson Benefit Plan Severance Period will be 12 months instead of nine months. Notwithstanding the terms of any equity compensation plan of the Company or any agreement in connection therewith, upon a Change in Control Termination, all vesting restrictions (if any) will immediately lapse on all of Mr. Anderson’s compensatory equity in the Company effective as of his termination date.
All termination benefits in the event of an Involuntary Termination or Change in Control Termination are subject to Mr. Anderson’s execution, delivery and non-revocation of a general release of all litigation and other claims against OncoGenex Technologies, and the Company and all affiliates.
The Anderson Agreement also includes certain indemnification, non-solicitation, non-compete, non-disparagement and confidentiality provisions. The indemnification agreements in effect between the Company and Mr. Anderson and between OncoGenex Technologies and Mr. Anderson will remain in effect.
Jacobs Agreement
Under the Jacobs Agreement, the Company is obligated to pay Dr. Jacobs an annual base salary of not less than $360,000. Dr. Jacobs is also eligible to receive a discretionary annual incentive bonus constituting up to 30% of Dr. Jacobs’ base salary. Such percentage may be modified by the board of directors or compensation committee of the Company from time to time.
The Jacobs Agreement provides Dr. Jacobs with termination benefits in the event Dr. Jacobs is terminated without “cause” or for “disability” (each as defined in the Jacobs Agreement), or if Dr. Jacobs resigns for “good reason”, which is defined in the Jacobs Agreement to mean any of the following without Dr. Jacobs’ prior written consent: (i) the relocation of Dr. Jacobs’ primary work location by more than 40 miles from the Company’s current location in Bothell, Washington; (ii) a material reduction of Dr. Jacobs’ base salary or employee benefits; (iii) any material reduction or diminution of Dr. Jacobs’ authority or responsibilities; (iv) a material breach of the Jacobs Agreement; or (v) the failure of any successor of the Company to expressly in writing assume the Company’s obligations under the Jacobs Agreement, in each case, provided that Dr. Jacobs has provided the Company with 30 days advance written notice and an opportunity to cure such breach during such 30-day period (each termination without “cause” or for “disability” of Dr. Jacobs’ employment, or Dr. Jacobs’ resignation for “good reason”, an “Involuntary Termination”).
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The Jacobs Agreement provides that if there is an Involuntary Termination, the Company will be obligated to pay Dr. Jacobs a lump sum equal to 12 months of her then-current base salary. In addition, if Dr. Jacobs elects to continue her (and her dependents’) health insurance coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”), the Company must pay up to 12 months of Dr. Jacobs’ monthly premium under COBRA, provided that the Company’s obligation to pay the monthly premium will cease when Dr. Jacobs becomes eligible to receive substantially equivalent health coverage in connection with new employment. Notwithstanding the terms of any equity compensation plan of the Company or any agreement in connection therewith, if there is an Involuntary Termination, then the time-based vesting restrictions (if any) will immediately lapse on an additional number of shares under all of Dr. Jacobs’ outstanding compensatory equity in the Company (which includes outstanding stock options granted to Dr. Jacobs under the Company’s equity compensation plans) that would have time-vested if Dr. Jacobs had continued in employment for 12 months following her Involuntary Termination.
The Jacobs Agreement provides for additional termination benefits if there is an Involuntary Termination during the period beginning three months before and ending 12 months after a “change in control” of the Company (as defined in the Jacobs Agreement) or if such Involuntary Termination is required by the merger agreement, purchase agreement or other instrument relating to such change in control or such Involuntary Termination is made at the express request of the other party (or parties) to the transaction constituting such change in control (each, a “Change in Control Termination”). Upon a Change in Control Termination, the Company will be obligated to pay Dr. Jacobs 15 months of her then-current base salary, plus a sum equal to 12 months of her average monthly bonus earnings, where such average is calculated over the 24 month period immediately preceding Dr. Jacobs’ separation from services and based on Dr. Jacobs’ bonuses paid in such 24 month period. In addition, the Company’s payment of monthly COBRA premiums as described above will be for up to 15 months instead of up to 12 months. Notwithstanding the terms of any equity compensation plan of the Company or any agreement in connection therewith, upon a Change in Control Termination, all vesting restrictions (if any) will immediately lapse on all of Dr. Jacobs’ compensatory equity in the Company effective as of her separation from service.
All termination benefits in the event of an Involuntary Termination or Change in Control Termination are subject to Dr. Jacobs’ execution, delivery and non-revocation of a general release of all litigation and other claims against the Company and all affiliates.
The Jacobs Agreement also includes certain indemnification, non-solicitation, non-compete, non-disparagement and confidentiality provisions. The indemnification agreements in effect between the Company and Dr. Jacobs and between OncoGenex Technologies and Dr. Jacobs will remain in effect.
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