**Exhibit10.19**

#### **FY’2006Executive Incentive Plan**

#### ** **

 

**2006**

**Executive Incentive Plan**

 

 
| ****** | ****** | ****** |
|--------|--------|--------|

 

 
| **Table of Contents**                                    |   |
|----------------------------------------------------------|--------|
| **INTRODUCTION AND PRINCIPLES**                          |   |
| *PLAN PARTICIPATION*                                     |   |
| *EFFECTIVE DATE*                                         |   |
|                                                     |   |
| **PLAN DESIGN / MEASURES, & OBJECTIVES**             |   |
| *PLAN  MIX*                                              |   |
| *TARGET INCENTIVE BONUS*                                 |   |
| *PAY-OUT  CALCULATION FOR CASH INCENTIVES*               |   |
| *BASIS OF MEASURES AND PAYOUT SCHEDULE*                  |   |
| *OPERATIONS OFFICERS*                                    |   |
| *STAFF OFFICERS*                                         |   |
|                                                     |   |
| **CALCULATION OF BONUS PAYMENTS**                        |   |
| *GENERAL RULES*                                          |   |
| *CASH ADVANCES*                                          |   |
| *INCOME  TAX*                                            |   |
| ** **                                               |   |
| **TRANSFERS/NEW  HIRES/TERMINATIONS/PART TIME PARTNERS** |   |
| *TRANSFERS*                                              |   |
| *NEW  HIRES*                                             |   |
| *CALCULATION OF PRORATED AWARDS*                         |   |
| *EXCEPTIONS TO THE PLAN*                                 |   |
|                                                     |   |
| **OTHER TERMS**                                          |   |
| *ACQUISITIONS  AND OTHER UNUSUAL BUSINESS SITUATIONS*    |   |
| *BUSINESS  UNIT REVENUE/PROFIT/EXPENSE*                  |   |
| *COMPANY RIGHTS*                                         |   |

 

 

June 22, 2005

 

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| **Section A** |   | **Introduction  and Principles** |
|---------------|--------|----------------------------------|

 
|   |   | The FY’2006 **Executive  Incentive Plan (EIP)** provides an opportunity for executives of Cintas  to share in the company’s success. Year-end bonus awards are paid if  performance measures are met or exceeded. Awards are tied directly to the  annual performance of Cintas and its divisions.                                                |
|--------|--------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|   |   | Please  note that the **EIP** is not just an individual  incentive plan but rather, the recognition of both individual and  organizational success.                                                                                                                                                                                                         |
|   |   | Every  executive will have at least 50% of their targeted incentive bonus based on  the relevant Corporate measure (profit as a % of sales, % of revenue growth  or EPS growth. As such, we all “succeed or fail as ***One Team***”.                                                                                                              |
|   |   | ***Plan Participation***                                                                                                                                                                                                                                                                                                                                    |
|   |   | This  plan applies to all Cintas Officers.                                                                                                                                                                                                                                                                                                                  |
|   |   | ***Effective  Date***                                                                                                                                                                                                                                                                                                                                       |
|   |   | This  Plan year is effective from June 1, 2005 until the end of our fiscal year,  May 31, 2006 and it supersedes all prior **EIP** or  officer compensation plans. Cintas reserves the right to amend and/or adjust  this plan based on the strategic needs of our business. Communication to our  participating partners will be made in a timely fashion. |

 
| **Section B** |   | **Plan Design / Measures, & Objectives** |
|---------------|--------|----------------------------------------------|

 
|   |   | ***Plan Mix***                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |
|--------|--------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|   |   | The FY’2006 **EIP**  introduces the concept of “plan mix”. Each participating officer will share  in the success of Cintas based on three (3) different compensation vehicles;  base salary, incentive bonuses, and long term incentives (i.e. stock and  stock options).                                                                                                                                                                                                                                                                                                                               |
|   |   | ***Operations Officers***  will be eligible for cash incentive bonuses tied to the following; a business  unit percent of Profit as a % of Sales objective and a business unit percent  of Revenue Growth objective. These objectives will be linked to the  Operations Officers’ individual level of responsibility. Additionally,  Operations Officers will be eligible for long term incentives (LTI) based on  the achievement of the combination of % of Sales Growth and Profit as a % of  Sales in their areas of responsibility (Cintas Rule 35 calculation) and  Cintas Earnings per Share (EPS) Growth. |
|   |   | ***Staff Officers***  will be eligible for cash incentive bonuses tied to both a Cintas EPS Growth,  and the Individual Goals linked to the Staff Officer’s individual area of  responsibility. Additionally, Staff Officers will be eligible for long term  incentives (LTI) based the same formula as their annual cash incentive bonus.                                                                                                                                                                                                                                                                        |
|   |   | ***For All Officers***covered  by the FY’2006 EIP, an officer could earn 0% up to a maximum of 200% of the  cash bonus award depending on their overall performance in their two cash incentive  bonus objectives. Additionally, depending on the results of the two LTI  objectives, an officer could earn 0% LTI up to a maximum of 200% of the LTI  award if that performance target is achieved.                                                                                                                                                                                                              |

 
|   |   | ***Target  Incentive Bonus***                                                                                                                                                                                                                                     |
|--------|--------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|   |   | The “target incentive bonus” is the total cash  incentive amount earned at the target objectives. Total Targeted Cash (TTC)  represents an individuals base salary plus targeted cash incentives. Target  bonus percentages may vary by position/level. |

 
|   |   | ***Pay-Out Calculation for Cash Incentives***                                                                                                                                                                                                                                          |
|--------|--------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|   |   | For each measure, after the planned threshold  is achieved, pay-out for that measure begins. If the “target” level is  achieved, 100% of the bonus amount for that measure is earned, and if you  achieve the level of maximum payout, 200% of the targeted award is earned. |

 

 

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|   |   | ***Basis of Measures & Payout Schedule***                                                                                                                  |
|--------|--------|----------------------------------------------------------------------------------------------------------------------------------------------------------------|
|   |   | The following charts describe the Basis of  Measures, Objectives, and Payout Schedules for Corporate Staff and Division  Officers Annual Bonus and LTI Awards. |

 
|   |   | ***Operations Officers***                                                                          |
|--------|--------|----------------------------------------------------------------------------------------------------|
|   |   | **Cash Incentive Bonus**                                                                           |
|   |   | **Business Unit Profit as a      % of Sales**                                  |
|   |   | **Weighting**                                                                                      | ** ** | **Level of Achievement** | ** ** | **Bonus Payout  %** |
|   |   | 50%                                                                                                |   | Below Threshold |   | 0% |
|   |   |                                                                                               |   | Threshold to Target |   | 50% of target and then  straight line bonus payout based on % of profit growth achieved |
|   |   |                                                                                               |   | Target |   | 100.00% |
|   |   |                                                                                               |   | Target to Maximum |   | Accelerated straight  line bonus payout based on % of profit growth achieved |
|   |   |                                                                                               |   | Maximum |   | 200.00% |
|   |   | **Business Unit Percent of Revenue Growth**                                                        |
|   |   | **Weighting**                                                                                      | ** ** | **Level of Achievement** | ** ** | **Bonus Payout  %** |
|   |   | 50%                                                                                                |   | Below Threshold |   | 0% |
|   |   |                                                                                               |   | Threshold to Target |   | 50% of target and then  straight line bonus payout based on % of revenue growth achieved |
|   |   |                                                                                               |   | Target |   | 100.00% |
|   |   |                                                                                               |   | Target to Maximum |   | Accelerated straight  line bonus payout based on% of revenue growth achieved |
|   |   |                                                                                               |   | Maximum |   | 200.00% |
|   |   | **LTI Award**                                                                                      |
|   |   | **Operational Goals (Combination of Revenue Growth  % Plus Profit %) —  Rule 35 Calculation** |
|   |   | **Weighting**                                                                                      | ** ** | **Level of Achievement** | ** ** | **LTI  Award%** |
|   |   | 50%                                                                                                |   | Below Threshold |   | 0% |
|   |   |                                                                                               |   | Threshold to Target |   | 50% of target and then  predetermined levels based on hitting performance targets |
|   |   |                                                                                               |   | Target |   | 100.00% |
|   |   |                                                                                               |   | Target to Maximum |   | Predetermined levels  based on hitting performance targets |
|   |   |                                                                                               |   | Maximum |   | 200.00% |
|   |   | **Cintas EPS**                                                                                     |
|   |   | **Weighting**                                                                                      | ** ** | **Level of Achievement** | ** ** | **LTI  Award%** |
|   |   | 50%                                                                                                |   | Below Threshold |   | 0% |
|   |   |                                                                                               |   | Threshold to Target |   | 50% of target and then  predetermined levels based on hitting performance targets |
|   |   |                                                                                               |   | Target |   | 100.00% |
|   |   |                                                                                               |   | Target to Maximum |   | Predetermined levels  based on hitting performance targets |
|   |   |                                                                                               |   | Maximum |   | 200.00% |

 

 

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|   |   | ***Staff Officers***     |
|--------|--------|--------------------------|
|   |   | **Cash Incentive Bonus** |
|   |   | **Individual Goals**     |
|   |   | **Weighting**            | ** ** | **Level of Achievement** | ** ** | **Bonus Payout  %** |
|   |   | 50%                      |   | Does Not Meet Goals |   | 0% |
|   |   |                     |   | Meets Most Goals |   | 50% |
|   |   |                     |   | Meets Goals |   | 100.00% |
|   |   |                     |   | Exceeds Goals |   | 150.00% |
|   |   |                     |   | Outstanding Achievement |   | 200.00% |
|   |   | **Cintas EPS**           |
|   |   | **Weighting**            | ** ** | **Level of Achievement** | ** ** | **Bonus Payout  %** |
|   |   | 50%                      |   | Below Threshold |   | 0% |
|   |   |                     |   | Threshold to Target |   | 50% at threshold and  then predetermined levels for hitting EPS Performance Targets |
|   |   |                     |   | Target |   | 100.00% |
|   |   |                     |   | Target to Maximum |   | Predetermined levels  for hitting EPS Performance Targets |
|   |   |                     |   | Maximum |   | 200.00% |
|   |   | **LTI Award**            |
|   |   | **Individual Goals**     |
|   |   | **Weighting**            | ** ** | **Level of Achievement** | ** ** | **LTI  Award %** |
|   |   | 50%                      |   | Does Not Meet |   | 0% |
|   |   |                     |   | Meets Most Goals |   | 50% and then  predetermined levels based on hitting performance targets |
|   |   |                     |   | Meets Goals |   | 100.00% |
|   |   |                     |   | Exceeds Goals |   | Predetermined levels  based on hitting performance targets |
|   |   |                     |   | Outstanding Achievment |   | 200.00% |
|   |   | **Cintas EPS**           |
|   |   | **Weighting**            | ** ** | **Level of Achievement** | ** ** | **LTI  Award %** |
|   |   | 50%                      |   | Below Threshold |   | 0% |
|   |   |                     |   | Threshold to Target |   | 50% and then  predetermined levels based on hitting performance targets |
|   |   |                     |   | Target |   | 100.00% |
|   |   |                     |   | Target to Maximum |   | Predetermined levels  based on hitting performance targets |
|   |   |                     |   | Maximum |   | 200.00% |

 
| **Section C** |   | **Calculation of Bonus Payments** |
|---------------|--------|-----------------------------------|

 
|   |   | ***General  Rules***                                                                                                                                                                                                                                                                                                                                                                  |
|--------|--------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|   |   | Bonus calculations will be made using year-end  actual results, subject to adjustment at the discretion of the CEO to exclude  items that are not operational and therefore do not reflect the year’s  performance against objectives, such as accounting principle changes or  revenue from an acquisition that was not in the business plan. (See Section E  for more detail). |
|   |   | In  addition, any automatic payroll deductions elected by the partners (e.g.  401K, or company loan repayments as the CEO deems necessary, etc) will be  deducted from their bonus.                                                                                                                                                                                                   |
|   |   | Partners  who receive an overpayment of their award are responsible for reimbursing  Cintas the amount of the overpayment, except where prohibited by law                                                                                                                                                                                                                             |
|   |   | ***Cash  Advances***                                                                                                                                                                                                                                                                                                                                                                  |
|   |   | No  cash advances will be paid against **EIP** awards.                                                                                                                                                                                                                                                                                                                                |

 

 

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|   |   | ***Income Tax***                                                                                                                            |
|--------|--------|---------------------------------------------------------------------------------------------------------------------------------------------|
|   |   | Cash payments are treated as ordinary income,  or according to local legislation, and are subject to withholding for all  applicable taxes. |

 
| **Section D** |   | **Transfers/New Hires/Terminations/Part Time  Partners** |
|---------------|--------|----------------------------------------------------------|

 
|   |   | ***Transfers***                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                              |
|--------|--------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|   |   | The partner’s Comp Plan will be changed to  properly incentivise the partner for their new responsibility, at the discretion  of the CEO. Any final award calculation will be calculated by taking into  account the time spent under each plan. 

If  a partner is transferred from another incentive program or non-**EIP**-eligible position to an **EIP**-eligible  role, or vice versa, the partner will be aligned to the appropriate Basis of  Measures for the months spent in the eligible position.Any bonus will be paid  on the normal payment cycle on the designated pay date.                                                                                                                                                                                                            |
|   |   | ***New  Hires***                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             |
|   |   | **EIP**  eligible Officers hired during the year may receive a pro-rated award or may  be given a special plan for the remainder of the fiscal year as determined by  the CEO.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               |
|   |   | ***Calculation  of Prorated Awards***                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        |
|   |   | The Company will pay the partner a pro rata  share of the bonus earned from the beginning of the fiscal year until the  point of the employee’s termination in the event that the employee retires,  or their position is eliminated. If the employee is terminated because of  poor performance, any bonus to be paid will be determined at the sole  discretion of the Company, using its best judgment, taking all factors into  consideration so as to be fair to both the partner and the Company. In the  event that the partner leaves the Company during the year for any reason, or  in the event the partner is terminated because of dishonesty,  insubordination, or gross neglect, etc., the partner shall not be entitled to  any of the bonus earned up to the point of his termination. |
|   |   | ***Exceptions to the plan***                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                 |
|   |   | In general, no exceptions are made to the  Basis of Measures alignment for eligible partners. If special circumstances  cause the Basis of Measures alignment to be unfair to a particular individual  or the Company, an exception request must be approved by the CEO who may approve  the request at his discretion.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                      |

 
| **Section  E** |   | ***Other Terms*** |
|----------------|--------|-------------------|

 
|         |   | ***Acquisitions and Other Unusual Business Situations***                                                                                                                                                                                                                                                                                                                                                                                                                                                                                      |
|--------------|--------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|         |   | The purpose of the formula and the Incentive  Plan is to reward individuals for normal operating profits earned within his  area of responsibility. Any incidences that abnormally inflate the profits of  an operation such as the purchase or the sale of rental volume, the unusual  sale of operating assets, or any other abnormal operational situation that  causes the profits of the individual operation to abnormally increase, the  Plan shall be adjusted so as to avoid any inequitable results to the partner  or the Company. |
| *** *** |   | ***Business  Unit Revenue/Profit/Expense***s                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  |
|         |   | All financial numbers related to business  unit/Cintas performance will be determined by the Cintas Accounting  Department with the approval of our CFO and CEO. In cases of dispute, the  Cintas Accounting Department figures will govern performance as it relates to  calculating all bonus plan payouts.                                                                                                                                                                                                                                 |
|         |   | ***Company  Rights***                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |
|         |   | Even though it is the  intention of the Company to continue this Plan on an ongoing basis, from year  to year, so that the employee can rely upon it in making long-term operational  decisions, the Company does reserve the right to alter the program as it sees  fit, from year to year.                                                                                                                                                                                                                                                  |

 

 

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#### **FY’2006Executive Incentive Plan**

#### ** **

 

 

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