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EXHIBIT 10.24.3

AMENDMENT ONE TO
THE COCA-COLA COMPANY DEFERRED COMPENSATION PLAN
As Amended and Restated Effective December 17, 2003

        WHEREAS, pursuant to Section 8.4 of The Coca-Cola Company Deferred
Compensation Plan (the "Plan"), the Compensation Committee of the Board of
Directors may amend the Plan at any time;

        WHEREAS, the American Jobs Creation Act of 2004 added new tax
requirements in Internal Revenue Code (the "Code") Section 409A, applicable to
nonqualified deferred compensation plans including the Plan;

        WHEREAS, subsequent Internal Revenue Service guidance provided
transition rules for deferrals subject to the new requirements;

        WHEREAS, until a new Plan document is required to be adopted (currently
no later than December 31, 2006), the Plan is to be operated in good faith
compliance with the new rules;

        NOW THEREFORE, the Plan is hereby amended to add a new Article IX as
follows:

ARTICLE IX
DEFERRALS SUBJECT TO SECTION 409A: INTERIM OPERATION
AND TRANSITION

        9.1    Section 409A    

        The American Jobs Creation Act of 2004 added new Code Section 409A.
Certain deferrals under this Plan (generally, deferrals after December 31, 2004)
are subject to Code Section 409A and the regulations thereafter. This Article
details certain interim transition provisions allowed by the Internal Revenue
Service, and is intended to apply until a restated Plan document is adopted.

        9.2    Special Election with Respect to 2004 Bonus (Paid in
March 2005)    

        Pursuant to the transition relief provided in Internal Revenue Service
Notice 2005-1, the requirement in Code Section 409A(a)(4)(B) relating to timing
of elections (i.e. requiring elections to be made prior to the beginning of the
taxable year in which the services are performed giving rise to the
compensation) shall not be applicable to deferrals of the 2004 Bonus (paid in
March 2005), provided that the election is made prior to March 1, 2005 and the
other requirements of Notice 2005-1 are met. Eligible Employees shall be allowed
to elect to defer or increase an existing deferral election for the 2004
Incentive (paid in March 2005) so long as such election is made no later than
March 1, 2005.

        9.3    Special Revocation Election with Respect to Deferrals Subject to
Section 409A    

        Pursuant to the transition relief provided in Internal Revenue Service
Notice 2005-1 and the proposed regulations under Code Section 409A, Participants
who had elected to defer compensation subject to Code Section 409A may revoke or
reduce certain deferral elections, as outlined below:

Item

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  Action Allowed

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  When Included
in Income

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2004 Bonus (Paid in March 2005)   Full revocation only   2005 2005 Salary   Full
revocation only   2005 2005 Bonus (Paid in March 2006)   Revocation or reduction
  2006

1

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        Gains and losses on deemed investments will not be applied and
Participants will have no claim to any deemed gains. No interest will be paid on
any amounts. Such revocation must be elected by December 1, 2005.

        9.4    Good Faith Compliance    

        For deferrals subject to Code Section 409A, the Plan shall be operated
in good faith compliance with Code Section 409A until final Internal Revenue
Service guidance is issued. Such good faith operation shall include the plan
changes outlined below which are effective for all deferrals subject to Code
Section 409A. The Plan document shall be amended and restated no later than the
deadline prescribed by the Internal Revenue Service (currently December 31,
2006) to reflect all provisions required by Code Section 409A and the
regulations thereunder.

 
  Old/Grandfathered Provisions (for 2004 and earlier Plan Years)

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  New Provisions (for 2004/05, 2005 and later Plan Years)

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Nonscheduled Withdrawals   Nonscheduled withdrawals permitted, with a forfeiture
and participation penalty.   Nonscheduled withdrawals (other than hardship
withdrawals) are not available for 2004/05 and later Plan year balances.

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Changing Scheduled Distribution Elections   • There is a limit of two changes
during participation in the Plan.
• The new payment start date must be at least two years later than the previous
start date and made 12 months in advance of the original payment date.   • There
is no limit to the number of changes.
• The new payment start date must be at least five years later than the previous
start date and made 12 months in advance of the original payment date.

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Definition of "Retirement"   For purposes of this Plan, five years earlier than
the Participant's earliest retirement date under the Company's Employee
Retirement Plan (generally age 50 with 5 years of service or age 55).   To
receive balance as elected, at termination, Participant must be age 50 with
5 years of service or age 55 with no service requirement. Otherwise, a lump sum
is paid after termination.

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Distribution Options for "Retirement"   Lump sum or 5, 10 or 15 annual
installments, beginning after the quarter that the Participant retires or later,
as long as the balance is entirely paid by the time your reach age 85.
Installments require a balance of $50,000 or more.   Same, except payments begin
in February of the year after the year the Participant separates from service,
or such later February that the Participant elects.

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Changing Retirement Distribution Elections   One time, a Participant may
collapse all of the Retirement distribution elections into one election that
will govern the payment method or postpone its timing.   • Collapsing of
distributions is no longer permitted.
• There is no limit to the number of changes.          

2

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Retirement/Termination Payment Timing   Distributions are paid (or installments
commence) after the quarter following your termination of employment.   • Lump
sums are paid (or installments commence) in February of the year following the
year the Participant separates from service.
• Payments to "key employees" cannot be earlier than six months after separation
from service, except if due to disability, death or, possibly, a change in
control of the Company.

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Involuntary Termination Distribution   Participant could elect to receive a lump
sum or 5 or 10 annual installments, with payment the quarter following
termination. To receive installments, the Participant's balance must be $50,000
or more.   Not treated as a distinct distribution event. If at termination the
Participant is age 50 with 5 years of service or age 55 with no service
requirement and the Participant's balance is $50,000 or more, the Participant
may receive payment in a lump sum, or 5, 10 or 15 annual installments, starting
either at termination or later, provided that the balance is entirely paid by
the time the Participant reaches age 85.

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Stock Option Deferrals   Allowed for Tier 1 under certain circumstances.   No
longer allowed.

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Newly-Eligible Participants   Allowed to enroll only at open enrollment   May
participate as long as deferral electives are made within 30 days.

3

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AMENDMENT ONE TO THE COCA-COLA COMPANY DEFERRED COMPENSATION PLAN As Amended and
Restated Effective December 17, 2003