Exhibit 10.46
 THIS COLLECTIVE AGREEMENT AVAGO TECHNOLOGIES MANUFACTURING (SINGAPORE) PTE LTD. AND ITS AFFILIATES UNITED WORKERS OF ELECTRONICS & ELECTRICAL INDUSTRIES
 NOW IT IS HEREBY AGREED AND DECLARED
 CLAUSE 1 TITLE
 This Agreement shall be known as the AVAGO TECHNOLOGIES SINGAPORE EMPLOYEES AGREEMENT OF
2010.
 CLAUSE 2 SCOPE
 This Agreement shall cover all locally engaged, confirmed, full-time employees of the
Company in Singapore with the exception of staff holding -
 (a)
    
    Managerial, executive, professional (e.g. engineers, accountants),
supervisory positions.
 CLAUSE 3 DURATION OF AGREEMENT
 (1)
    
    This Agreement takes effect on 1st July 2010 and shall remain in force for a
period of 3 years until 30th June 2013.
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(2)
    
    During the currency of this Agreement, neither the Company nor the Union
shall seek to vary, modify or annul any of its terms in any way whatsoever, save as is
provided herein or by operation of law.
 (3)
    
    Negotiations for a new collective agreement may commence three months before
the expiry of this Agreement.
 CLAUSE 4 RECOGNITION
 (1)
    
    The Company recognises the Union as the sole collective negotiating body in
respect of all terms and conditions of service of the employees coming within the
scope of this Agreement.
 (2)
    
    The Union recognises the rights of the Company to control, operate and manage
its business in all respects.
 (3)
    
    The Union shall use its best endeavours to see that all its members loyally
co-operate in working for the advancement of the Companys interest and business.
 CLAUSE 5 NON-UNION MEMBERS
 Employees belonging to levels within the scope of this Agreement, who are not members of
the Union shall not receive benefits more favourable than those conferred on the Union
members under this Agreement.
 CLAUSE 6 GRIEVANCE PROCEDURE
 (1)
    
    Recognising the value and importance of full discussions in clearing up
misunderstanding and preserving harmonious relations, every reasonable effort shall be
made by both the Union and the Company to quickly dispose of any grievances from
employees at the earliest possible stage.
 (2)
    
    In line with the approach outlined in sub-clause (1) of this clause, the
following procedure shall be adhered to in the handling of grievances:
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(a)
    
    Step One
 An employee having a grievance may, within three working days of its arising,
bring it to the attention of the employees immediate supervisor who shall
make a decision within three working days after it has been brought to the
supervisors attention.
 (b)
    
    Step Two
 If the employee concerned is dissatisfied with the decision of the employees
supervisor, or if the grievance is against the supervisor personally, then
the employee may within three working days of the supervisors decision bring
the employees grievance to the attention of the Department Manager who shall
make a decision within three working days after it has been brought to the
Department Managers attention.
 (c)
    
    Step Three
 If the employee concerned is dissatisfied with the decision of the Department
Manager, the employee may refer the matter to the Union branch committee,
which may present the matter within three working days after it has been
brought to the Union branch committees attention to the Human Resources
Manager, who shall make a decision within three working days after it has
been brought to the Human Resources Managers attention.
 (d)
    
    Step Four
 If the Union branch committee is dissatisfied with the decision of the Human
Resources Manager, then the Union may present the matter to the Division VP
within three working days. The decision of the Division VP shall then be
given to the Union within three working days after the matter has been
brought to his or her attention (or at such
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later date as may be mutually agreed) of the grievance being discussed.
 (3)
    
    The employee may at the employees option be accompanied by a representative
of the Union branch committee at any stage of the foregoing grievance procedure.
 (4)
    
    In the event of there being no settlement at Step Four, the matter shall be
referred to the Ministry of Manpower for conciliation. If the matter is still not
settled, the provisions of clause 7 of this Agreement shall be invoked.
 CLAUSE 7 REFEREE
 Any dispute between the parties to this Agreement while it is in force and arising out of
its operation shall be referred by either party to the President of the Industrial
Arbitration Court who shall have the discretion to select a referee appointed in accordance
with section 43 of the Industrial Relations Act to determine the dispute.
 CLAUSE 8 PROBATION
 (1)
    
    A newly engaged employee shall serve a probationary period of three months
subject to, if necessary, a further three months extension, in which case the
employee shall be so informed in writing including the reason therefor, before the
expiration of the first three months. Notice of termination shall be in accordance
with the terms and conditions of employment.
 (2)
    
    On completion of the probationary period, an employee shall be deemed to have
been confirmed in the Companys permanent establishment from the date of first
employment unless the employees service is terminated by the Company.
 CLAUSE 9 PROMOTION
 (1)
    
    An employee is deemed promoted when the employee is moved from the current
job to another job with a higher salary mid point.
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(2)
    
    In the case of promotion at other than a normal incremental date, the
employees base pay shall be increased to the minimum salary of the new job or by 8%
of the mid point of the employees last job, whichever is greater. The employees
normal incremental date shall not be changed.(3)
    
    If the promotional date coincides with the normal incremental date, the
promotion increases shall be granted plus the normal increment in the new job.
 CLAUSE 10 WORKING HOURS
 The working hours for factory personnel shall be one of the following:
 (a)
    
    8-Hour Shift / Normal ShiftMonday  Friday1st Shift : 7.00 am   3.30 pm(b)
    
    12-Hour ShiftDay : 7.00 am  7.00 pmNight: 7.00 pm  7.00 am
 CLAUSE 11 WORK ON REST DAY AND PUBLIC HOLIDAY
 (1)
    
    Every employee shall have one rest day per week, which shall normally be on
Sunday. If this is not on Sunday, the employee shall be notified accordingly.(2)
    
    If and when an employee is required to work on the employees rest day or any
public holiday, the employee shall be paid in accordance with the Employment Act.
 CLAUSE 12 RETIREMENT AND RE-EMPLOYMENT OF OLDER EMPLOYEES
 (1)
    
    The retirement age for all employees shall be in accordance with the
prevailing Retirement Age Act.
 (2)
    
    The Company shall adopt the Tripartite Guidelines on the Re-employment of
Older Employees.
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(3)
    
    In the event a suitable job is not available, company will provide employment
assistance to the staff as follows:
 (a)
    
    A one-off Employment Assistance Payment (EAP) equivalent to a
minimum sum of $4,500 or 3 months salary capped at $10,000, whichever is
greater.(b)
    
    Assist staff with employment assistance with a job placement
agency.
 CLAUSE 13 RETRENCHMENT
 (1)
    
    In the event of redundancy arising, the Company shall inform the Union in
writing of impending retrenchment at least one month before retrenchment notices are
given to the affected employees.
 (2)
    
    The notice of termination of service to any employee so affected shall not be
less than two months or two months pay in lieu thereof. The combination of notice
and pay in lieu of notice shall be two months.
 (3)
    
    The compensation payable to retrenched employees shall be as follows:
 (a)
    
    One months salary for each completed year of service and
pro-ration of each completed month for an incomplete year of service, capped at
25 years of service.(b)
    
    Pro-rated unconsumed annual leave.(c)
    
    Pro-rated annual wage supplement.(d)
    
    Payment in lieu of maternity leave if employee is certified
pregnant on date of retrenchment.
 CLAUSE 14 SALARY
 (1)
    
    Every employee shall be paid salary in accordance with the salary ranges set
out in Appendix I to this Agreement.
 (2)
    
    The annual incremental date shall be 1st July of each calendar year.
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(3)
    
    The Company and the Union shall negotiate annually on the quantum of annual
increment payable to employees covered by this Agreement. The quantum of annual
increment payable to employees shall depend on the employees performance rank. Such
negotiation shall commence at the beginning of April of each year.
 CLAUSE 15 ANNUAL VARIABLE COMPONENT
 Annual Variable Component (AVC) consists of the Annual Wage Supplement, the Annual Variable
Payment and the Avago Performance Bonus Programme.
 (a)
    
    Annual Wage Supplement
 (i)
    
    The Company shall pay an annual wage supplement equivalent to
one months base salary to each eligible employee.(ii)
    
    New hires who have not completed 12 months service as at 31st
December each year shall be paid an annual wage supplement on a prorated
basis for the number of completed months of service. Fifteen or more days
shall be treated as a completed month of service.(iii)
    
    The annual wage supplement shall be based on base salary paid
as of 31st December of each year. Employees not on the payroll as of 31st
December shall not be eligible to receive the annual wage supplement.
 (b)
    
    Annual Variable Payment
 (i)
    
    The Company and the Union shall negotiate annually on the
percentage of annual variable payment payable to eligible employees covered by
this Agreement. Such negotiation shall commence in April of each year.(ii)
    
    The annual variable payment quantum shall be paid out in two
equal payments in a year, i.e. January and July of each year.
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(iii)
    
    The amount that each eligible employee gets shall depend on
the employees performance rank.(iv)
    
    Eligible employees are defined as employees hired on or before
30th June of each year who are active and confirmed on the Companys payroll at
the time of payment.(v)
    
    In the event of unfavourable business and economic conditions,
the Company and the Union shall review the annual variable payment payout.
 (c)
    
    Avago Performance Bonus Programme
 The Avago Performance Bonus Programme is a global variable payment programme.
Employees shall be paid the Avago Performance Bonus according to the design of this
programme.
 CLAUSE 16 SHIFT PREMIUM
 (1)
    
    12-hour day shift premium shall be $8.00 per shift worked.
 (2)
    
    12-hour night shift premium inclusive of meal allowance shall be $20.00 per
shift worked.
 CLAUSE 17 JOB ALLOWANCE
 (1)
    
    An employee who spends at least 50% of the employees actual workdays in a
month operating a microscope or molding machine shall be entitled to an allowance of
$30.00 per month.
 (2)
    
    An employee who is employed in the Fab Operation shall be entitled to an
allowance of $100.00 per month.
 CLAUSE 18 QUALITY WORK LIFE INCENTIVE PROGRAMME
 (1)
    
    The Quality Work Life Incentive is to reward employees who have taken extra
efforts in maintaining their health as well as in coming to work regularly during the
calendar year.
 (2)
    
    A monthly incentive of S$25 shall be paid at the end of each month to
employees who have demonstrated full commitment to
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the Programme. The maximum reward for the Programme shall be S$300 per annum.
 (3)
    
    When an employee fails to show up for work and has a sick leave certificate
from any Government Polyclinics, Company Appointed Clinics, Government or restructured
hospital; is absent or on approved unpaid leave, the Company shall deduct $10 per day
from the incentive for each day lost from the Programme during the period of review.
 (4)
    
    As this is an annual Programme but paid out on a monthly basis, such days
lost from the Programme shall be cumulative for the period of review. However, the
following shall not be considered for cumulative deductions for the purposes of this
incentive:
 (a)
    
    Contagious and communicable virus/diseases like chicken pox,
measles, conjunctivitis, small pox, mumps and HFM disease;(b)
    
    Approved unpaid leave for religious pilgrimage and maternity
leave;(c)
    
    Medical leave as a result of industrial accidents covered under
Work Injury Compensation Act and dental surgery.
 CLAUSE 19 SICK LEAVE
 (1)
    
    Every employee shall be entitled to paid sick leave of 14 days in each year
if no hospitalisation is necessary.(2)
    
    Every employee shall be entitled to hospitalisation leave up to 60 days in
each year less the amount of sick leave taken.(3)
    
    Paid sick leave shall only be granted on the certification of the Company
appointed doctors or a Government medical officer.(4)
    
    The Company may give sympathetic consideration to the granting of sick leave
in excess of the 14 days.(5)
    
    An employee away on certified sick leave shall inform the employees
supervisor, or department manager of the employees absence within two days. An
employee who is
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absent from work for a period of more than two days without satisfactory explanation
shall be deemed to be absent without permission.(6)
    
    Employees on paid sick leave and hospitalisation leave shall be entitled to
shift allowance.
 CLAUSE 20 LONG TERM SICK LEAVE
 (1)
    
    In the event of an employee contracting any major illness (e.g. cancer or
kidney failure) or tuberculosis which renders him unfit for work, upon managements
discretion and discussion with Union, the Company shall grant sick leave as follows:
 (a)
    
    First six months   full pay(b)
    
    Next six months   half pay(c)
    
    A further six months   no pay
 The duration of the paid sick leave shall depend on the condition of the illness of
the employee.
 (2)
    
    An employee shall forfeit the benefits in sub-clause (1) above in the event
of the employees failing or refusing to undergo treatment or carry out any
instructions that may be prescribed from time to time by the doctor in charge of the
employees case.
 CLAUSE 21 ANNUAL LEAVE
 (1)
    
    Every employee on all shifts except 12-hour shift shall be granted paid
annual leave as follows:
 (a)
    
    For the 1st year of service
: 10 working days per year(b)
    
    2nd year of service
: 11 working days per year(c)
    
    3rd year of service
: 12 working days per year(d)
    
    4th year of service
: 13 working days per year(e)
    
    5th to 6th year of service
: 14 working days per year(f)
    
    7th year of service
: 15 working days per year(g)
    
    8th to 11th year of service
: 16 working days per year(h)
    
    12th year of service
: 17 working days per year
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(i)
    
13th year of service
: 18 working days per year(j)
    
    14th and 15th year of service
: 19 working days per year(k)
    
    16th year of service and above
: 20 working days per year
 (2)
    
    Every employee on 12-hour shift shall be granted paid annual leave as
follows:
 (a)
    
    For the first 2 years of service
: 8 working days per year(b)
    
    3rd year of service
: 9 working days per year(c)
    
    4th year of service
: 10 working days per year(d)
    
    5th to 6th year of service
: 12 working days per year(e)
    
    7th year of service
: 13 working days per year(f)
    
    8th to 11th year of service
: 14 working days per year(g)
    
    12th year of service
: 15 working days per year(h)
    
    13th year of service
: 16 working days per year(i)
    
    14th year of service and above
: 17 working days per year
 (3)
    
    An employee shall be entitled to proportionate annual leave in respect of an
incomplete year of service.(4)
    
    From the 2nd year of service, eligibility for annual leave shall commence in
the calendar year in which the anniversary falls.(5)
    
    If an employee terminates the employees service, or has the employees
service terminated before the employee has taken the employees annual leave, the
Company shall pay for leave not taken as on the day of the termination of service.(6)
    
    Application for annual leave shall be made two working days in advance.
 CLAUSE 22 MATERNITY LEAVE
 (1)
    
    A female employee who has completed 90 days of service in the company shall
be entitled to paid maternity leave of 2 months plus 8 weeks, subject to the
conditions stipulated in the Children Development Co-Savings Act.
 (2)
    
    A female employee who does not qualify under sub-clause (1) above but who has
completed 90 days of service in the company
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shall be entitled to 2 months of maternity leave on full pay, if she has fewer than
2 living children, and another 4 weeks of maternity leave without pay, subject to
the conditions stipulated in the Employment Act.
 (3)
    
    An application for maternity leave shall be supported by a certificate from a
registered medical practitioner or a Government medical officer.
 (4)
    
    Maternity leave shall, as far as possible, be taken one month each before and
after confinement.
 (5)
    
    Any absence from work due to miscarriage or for any other illness arising out
of and in the course of pregnancy during the first seven months of such pregnancy
shall not be considered as maternity leave, but shall be considered as normal sick
leave under clause 19 of this Agreement.
 (6)
    
    If at the expiry of the maternity leave, the employee is medically certified
as unfit for duty her absence shall be treated as normal sick leave in accordance with
clause 19 of this Agreement.
 CLAUSE 23 PATERNITY LEAVE
 A confirmed male employee shall be entitled to two days paid paternity leave each on the
birth of the employees first four surviving children.
 CLAUSE 24 MARRIAGE LEAVE
 The Company shall grant five working days leave with full pay only on the occasion of the
first marriage, and a properly authenticated certificate of such marriage shall be provided
by the employee.
 CLAUSE 25 COMPASSIONATE LEAVE
 (1)
    
    An employee shall be granted paid compassionate leave of three working days
at any one time in the event of death of the
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employees spouse, parent, child, brother, sister, parent-in-law and grandparent.
 (2)
    (a)
    In the event of serious illness of the employees spouse, parent, child,
brother, sister, parent-in-law and grandparent, compassionate leave shall be given
sympathetic consideration without restriction.
 (b)

 Serious illness shall be defined as illness requiring the
patient to be on the dangerously ill list of any licensed hospital.
 (3)
    
    An employee requesting compassionate leave may be required by the Company to
produce evidence that the leave is needed on bona fide grounds. If it is subsequently
found that such leave has been obtained by misrepresentation of facts, the employee
may render himself liable to disciplinary action by the Company.
 CLAUSE 26 MEDICAL AND HOSPITALISATION BENEFITS
 (1)
    
    Medical Benefits
 (a)
    
    Every employee shall enjoy the privilege of free medical
attention, treatment and medicine from the Company appointed doctors or a
Government medical officer.(b)
    
    If an employee is not satisfied with the Company appointed
doctors opinion, the employee may see the nearest Government medical officer.
If the employee is certified sick by the Government medical officer, the
Company shall reimburse the medical expenses and pay for the sick leave.(c)
    
    If the Government medical officer certifies the employee fit
for work, the employee shall not be entitled to pay for time away from work or
to reimbursement of expenses.(d)
    
    If an employee falls sick at home, the employee shall seek
treatment from the Company appointed doctors or a Government medical officer.
If the illness is an emergency, any registered medical practitioner may be
contacted. In
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this case, the Company shall reimburse the medical expenses and grant paid
sick leave (if applicable) to the employee only if the case has been
certified as an emergency by the registered medical practitioner.
 (2)
    
    Hospitalisation Benefits
 Every employee shall be covered by the Companys Group Hospitalisation and Surgical
Insurance Plan. Subject to the provisions for room and board benefit under this
plan, the normal ward assigned shall be B1 ward accommodation in the event of the
employee being hospitalised. A copy of the Companys Group Hospitalisation and
Surgical Insurance Plan shall be extended to all employees in the Company. Appendix
II shows the schedule for this plan.
 CLAUSE 27 FLEXIBLE BENEFITS
 (1)
    
    All active permanent full-time employees shall be eligible for flexible
benefits up to a maximum amount of $420.00 per calendar year with effect from 1st
January 2011. Any unutilised amount in a calendar year shall be forfeited.
 (2)
    
    The flexible benefit claims may be utilised to cover benefits stipulated
under the Flexible Benefits policy.
 CLAUSE 28 DENTAL TREATMENT
 (1)
    
    A confirmed employee may claim reimbursement from the flexible benefit claim
for the cost of dental examination, scaling, x-ray, extraction and amalgam fillings.
Such reimbursement shall be made only against a valid receipt from a registered dental
practitioner.
 (2)
    
    An employees absence caused through dental illness shall on production of a
medical certificate issued by a registered dental practitioner be treated as normal
sick leave.
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CLAUSE 29 BASIC LIFE INSURANCE
 The Company shall insure every employee for an amount equivalent to 18 times of the
employees last drawn monthly base salary. Employees may, if they so request, be allowed
to take supplementary life insurance policy for additional sums in accordance with the
Companys Supplementary Life Policy. The premium required for such supplementary insurance
cover shall be shared equally by the Company and the employee concerned.
 CLAUSE 30 WORK INJURY COMPENSATION
 (1)
    
    Every employee shall be insured in accordance with the provisions of the Work
Injury Compensation Act.
 (2)
    
    For injuries covered under the Work Injury Compensation Act, the Company
shall keep the employee on full pay up to 14 days outpatient medical leave, and full
pay up to 60 days hospitalization. Once this limit is reached, two-thirds of salary
is payable up to a maximum period of one year following the date of the accident.
 CLAUSE 31 SAVINGS PLAN
 (1)
    
    A confirmed employee may authorise the Company to open a Savings Account
under the employees name with any bank in Singapore.
 (2)
    
    The entry dates of the Savings Plan are 1st January and 1st July of each
year.
 (3)
    
    The employee may contribute up to a maximum of 10% of the employees monthly
base salary to the Savings Plan. Upon receipt of the employees authorisation, the
Company shall deduct the authorised amount, starting from entry dates per sub-clause
(2).
 (4)
    
    For every dollar so deducted, the Company shall make a contribution of 15% of
that amount.
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(5)
    
    The employees contributions are to be held in the Companys books for six
full months. At the end of each six-month contribution period, the employees
contributions shall be credited to the employees bank account together with the
Companys contribution, and the accrued interest of both contributions.(6)
    
    In the event an employee withdraws the employees share of contributions
before they have been held for six full months, the employee shall be entitled to
receive accrued interest on the employees contributions but the employee shall not be
entitled to receive the Companys share of contribution or accrued interest on the
Companys contribution.(7)
    
    In the event of withdrawal arising from serious need due to an emergency, an
employee may apply to the Human Resources Manager for compassionate consideration to
be entitled to receive the Companys share of contribution plus accrued interest.
 CLAUSE 32 SAFETY COMMITTEE
 The Company shall establish a safety committee in accordance with the Workplace Safety &
Health Act, and shall invite Union representatives to sit on the committee.
 CLAUSE 33 NTUC FAIRPRICE COOPERATIVE SHARES
 In the event of an employee purchasing NTUC Fairprice Cooperative shares, the Company shall
make an initial payment to NTUC Fairprice of $10.00 for the accounting of the employee.
 CLAUSE 34 EDUCATION ASSISTANCE
 The Companys current Education Assistance Plan shall be continued.
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CLAUSE 35 UNIONS DAY
 At Managements discretion, the Company shall provide one days special leave to all Union
Branch officials on the Unions Anniversary Day which is decided by the Unions Executive
Council and upon application by the Union.
 CLAUSE 36 EQUAL REMUNERATION
 (1)
    
    Both parties accept that the principle of equal remuneration for men and
women for work of equal value shall apply. Remuneration means salary (as defined in
the Employment Act) and any other consideration, whether in cash or in kind, which the
employee receives directly or indirectly, in respect of employment.
 (2)
    
    The employer shall ensure the principles of equal remuneration for men and
women for work of equal value are adhered to. Regardless of their gender, employees
will be paid and rewarded based on the value of job, performance and contribution.
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IN WITNESS WHEREOF
  AVAGO TECHNOLOGIES 
MANUFACTURING
(SINGAPORE) 
PTE. LTD.
    
    UNITED WORKERS OF
ELECTRONICS & ELECTRICAL
INDUSTRIES/s/ OOI BOON CHYE
    
    /s/ HALIMAH YACOBOOI BOON CHYE
    
    HALIMAH YACOBSenior VP, Global Operations
    
    Executive Secretary/s/ THERESA LIM
    
    /s/ CYRILLE TANTHERESA LIM
HR Director
    
    CYRILLE TAN
General Secretary/s/ BELINDA TENG BEE HONGBELINDA TENG BEE HONGBranch Chairman/s/ PAULINE TONGPAULINE TONGBranch Secretary/s/ MAZNAH BINTE AHMADMAZNAH BINTE AHMADBranch TreasurerIn the presence of:/s/ NG YANLING YANLIIndustrial Relations Officer
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Appendix I
 AVAGO TECHNOLOGIES SINGAPORE EMPLOYEES AGREEMENT OF 2010
 Materials
 New Global
    
    Monthly
    
    Monthly
    
    Monthly2007 CA Job Title
    
    2010 CA Job Title
    
    Job Level
    
    Job Family
    
    Grade
    
    Min (SGD)
    
    Mid (SGD)
    
    Max (SGD)Matl Handler
    
    Mfg Ops Support Matl Handling 1
    
    ICA1-Entry
    
    Operations Support Matl Handling
    
    G10C
    
    900
    
    1,200
    
    1,500Storekeeper A
    
    Mfg Ops Support Matl Handling 2
    
    ICA2-Intermediate
    
    Operations Support Matl Handling
    
    G11C
    
    985
    
    1,308
    
    1,638Storekeeper B
    
    Mfg Ops Support  Matl Handling 3
    
    ICA3-Career
    
    Operations Support Matl Handling
    
    G12C
    
    1,154
    
    1,538
    
    1,923Storekeeper C
    
    Mfg Ops Support  Matl Handling 4
    
    ICA4-Expert
    
    Operations Support Matl Handling
    
    G13C
    
    1,331
    
    1,769
    
    2,215
 Mfg Operations Support  Process/Product
 New Global
    
    Monthly
    
    Monthly
    
    Monthly2007 CA Job Title
    
    2010 CA Job Title
    
    Job Level
    
    Job Family
    
    Grade
    
    Min (SGD)
    
    Mid (SGD)
    
    Max (SGD)Operator
    
    Mfg Ops Support Proc/Prod 1
    
    ICA1-Entry
    
    Operations Support Proc/Prod
    
    G10B
    
    750
    
    1,000
    
    1,250QA Inspector
    
    Mfg Ops Support Proc/Prod 2
    
    ICA2-Intermediate
    
    Operations Support Proc/Prod
    
    G11B
    
    900
    
    1,200
    
    1,500Technical Operator A
    
    Mfg Ops Support Proc/Prod 3
    
    ICA3-Career
    
    Operations Support Proc/Prod
    
    G12B
    
    985
    
    1,308
    
    1,638Technical Operator B
    
    Mfg Ops Support Proc/Prod 4
    
    ICA4-Expert
    
    Operations Support Proc/Prod
    
    G13B
    
    1,154
    
    1,538
    
    1,923
 Wafer Fabrication  Ops Support
 New Global
    
    Monthly
    
    Monthly
    
    Monthly2007 CA Job Title
    
    2010 CA Job Title
    
    Job Level
    
    Job Family
    
    Grade
    
    Min (SGD)
    
    Mid (SGD)
    
    Max (SGD)Fab Assistant A
    
    Mfg Ops Support Fab 1
    
    ICA1-Entry
    
    Operations Support Fabrication
    
    G10C
    
    900
    
    1,200
    
    1,500N.A
    
    Mfg Ops Support Fab 2
    
    ICA2-Intermediate
    
    Operations Support Fabrication
    
    G11C
    
    985
    
    1,308
    
    1,638Fab Assistant B
    
    Mfg Ops Support Fab 3
    
    ICA3-Career
    
    Operations Support Fabrication
    
    G12C
    
    1,154
    
    1,538
    
    1,923Fab Specialist
    
    Mfg Ops Support Fab 4
    
    ICA4-Expert
    
    Operations Support Fabrication
    
    G13C
    
    1,331
    
    1,769
    
    2,215
 Wafer Fabrication  Mfg Technician
 New Global
    
    Monthly
    
    Monthly
    
    Monthly2007 CA Job Title
    
    2010 CA Job Title
    
    Job Level
    
    Job Family
    
    Grade
    
    Min (SGD)
    
    Mid (SGD)
    
    Max (SGD)N.A
    
    Mfg Technician Fab 1
    
    ICA1-Entry
    
    Mfg Technician Fabrication
    
    G12C
    
    1,154
    
    1,538
    
    1,923N.A
    
    Mfg Technician Fab 2
    
    ICA2-Intermediate
    
    Mfg Technician Fabrication
    
    G13C
    
    1,331
    
    1,769
    
    2,215N.A
    
    Mfg Technician Fab 3
    
    ICA3-Career
    
    Mfg Technician Fabrication
    
    G14C
    
    1,500
    
    2,000
    
    2,500
 CA NO 315/2010
Avago Technologies Singapore Employees Agreement of 2010
(ASCA)B(10/12/2010)
    
    Page 19 of 21




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Appendix I
( )
 Administrative
 New Global
    
    Monthly
    
    Monthly
    
    Monthly2007 CA Job Title
    
    2010 CA Job Title
    
    Job Level
    
    Job Family
    
    Grade
    
    Min (SGD)
    
    Mid (SGD)
    
    Max (SGD)Admin Assistant A
    
    Prod Planning Support 1
    
    ICA1-Entry
    
    Planning Support
    
    G11C
    
    985
    
    1,308
    
    1,638N.A
    
    Prod Planning Support 2
    
    ICA2-Intermediate
    
    Planning Support
    
    G12C
    
    1,154
    
    1,538
    
    1,923Admin Assistant B
    
    Prod Planning Support 3
    
    ICA3-Career
    
    Planning Support
    
    G13C
    
    1,331
    
    1,769
    
    2,215Admin Assistant C
    
    Prod Planning Support 4
    
    ICA4-Expert
    
    Planning Support
    
    G14C
    
    1,500
    
    2,000
    
    2,500
 
  (1)
    
    Min refers to Minimum of Salary Range(2)
    
    Mid refers to Mid point which is benchmarked against market base salary(3)
    
    Max refers to Maximum of Salary Range(4)
    
    The above salary ranges shall be reviewed annually to reflect market competitiveness CA NO 315/2010
Avago Technologies Singapore Employees Agreement of 2010
(ASCA)B(10/12/2010)
    
    Page 20 of 21




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##### 



Appendix II
 AVAGO TECHNOLOGIES SINGAPORE EMPLOYEES AGREEMENT OF 2010
 GROUP HOSPITALISATION AND SURGICAL INSURANCE PLAN
  Schedule of Benefits
    
    S$1
    
    Daily Room and Board
(daily maximum up to 120 days)
    
    
    200
    *2
    
    Intensive Care Unit (up to 30 days)
    
    600 / day
    *3
    
    Hospital Miscellaneous Services
    
    
    6000
    *4
    
    Surgical Benefit
Subject to Schedule
    
    
    7000
    *5
    
    Daily In-Hospital Doctors Visit
(daily maximum up to 120 days)
    
    
    60*6
    
    Diagnostic X-ray and Laboratory Fees
(maximum per disability)
    
    
    4007
    
    Specialist Consultation and Treatment
(maximum per disability per policy year)
    
    
    6008
    
    Emergency Outpatient Treatment
    
    
    10009
    
    Post Medical Hospitalisation Follow-up
    
    
    1000
    *10
    
    Death Benefit
    
    
    3000
 
 *
    
    For items 1-5 and item 9, the coverage is S$15,000 per policy year subject to 4 bedded
Govt. Ward. CA NO 315/2010
Avago Technologies Singapore Employees Agreement of 2010
(ASCA)B(10/12/2010)
    
    Page 21 of 21