Exhibit 10.45


 


THE 2004 AMPHENOL EXECUTIVE INCENTIVE PLAN


 


1.                                       Purpose.                                                 Amphenol
Corporation (the “Company”) has established the 2004 Amphenol Executive
Incentive Plan (the “Executive Incentive Plan”) to provide incentive
compensation in the form of cash bonus incentive award (“Award”) to eligible
Employees.  The Executive Incentive Plan
is effective as of January 1,
2004.


 


2.                                       Administration.             The Executive
Incentive Plan will be administered by a committee consisting of individuals
appointed to serve by the Board of Directors of the Company (the
“Committee”).  The Committee shall have
the power, right and duty to interpret, construe and administer the provisions
of the Executive Incentive Plan.  All
decisions, actions or interpretations of the Committee, including decisions,
actions or interpretations regarding eligibility to participate and grant of
Awards, shall be final, conclusive and binding upon all of the parties.  The Company shall indemnify and hold
harmless the Committee and its members against all claims, liabilities, fines
and penalties and all expenses reasonably incurred by or imposed upon the
Committee or any of its members (including, but not limited to, reasonable
attorney’s fees) which arise as a result of the its or their good faith actions
or failure to act in connection with the operation and administration of the
Executive Incentive Plan to the extent lawfully allowable and to the extent
that such claims, liabilities, fines, penalties or expenses are not paid for by
liability insurance purchased or paid for by the Company and are not due to
willful misconduct.  The Company shall
pay all costs of Executive Incentive Plan administration.


 


3.                                       Calculation
of Incentive Awards.                 Eligible
Employees of the Company, including the top five highly compensated Employees
will have awards under the Executive Incentive Plan based on a formula that
includes performance against budget, year-over-year improvement, balance sheet
management and overall Company performance. 
Such formula will be applied against a target bonus which is expressed
as a fixed percentage of base salary. 
The maximum payment to an eligible employee is for any performance
period two times the target bonus.  The
maximum award the Chief Executive Officer may receive for any performance period
is $4.0 million.  The performance period
will be the fiscal year of the Company. 
The Committee may increase or decrease the performance targets if there
have been extraordinary occurrences not anticipated when the performance
formula was established.  The Committee
has sole discretion to determine when such an adjustment should be made.


 


4.                                       Employee.                                         Subject
to such additional limitations or restrictions as the Committee may impose, the
term “Employee” shall mean persons who are employed by the Company and its
subsidiaries.


 


5.                                       Cash
Bonus Incentive Award.                                Awards
are intended to provide payment of additional compensation to an Employee as
determined by the Committee in its sole discretion.  The Committee may grant Awards to Employees only.  Any Award shall be paid as soon as
practicable upon the Committee’s determination to make such Award.  All Awards shall be paid in cash in the
local currency of the Employee.


 


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6.                                       Unfunded
Plan; No Interest in Company Assets.                              No
Employee or other person shall have any right, title or interest in any Award
prior to the payment thereof or in any property of the Company.  All Awards shall be paid from the general
assets of the Company.  To the extent
that any Employee, former Employee, or any other person acquires a right to
receive an Award or payment of an Award under the Executive Incentive Plan,
such right shall be no greater than the right of a general unsecured creditor
of the Company.  Nothing contained in
the Executive Incentive Plan, and no actions taken in operation of the
Executive Incentive Plan, shall create or be construed to create a trust of any
kind, require the segregation or set aside of any funds or other property for
the purposes of paying any amounts under the Executive Incentive Plan or create
a fiduciary relationship between the Company and any Employee, former Employee
or any other person.


 


7.                                       No
Alienation of Benefits.     Except
as otherwise determined by the Committee, with the exception of transfer by will
or the laws of descent and distribution, Awards shall not be assignable or
transferable, either voluntarily or involuntarily, and, during the lifetime of
the Employee, payment of an Award shall be made only to the Employee.


 


8.                                       Withholding
for Taxes.                     Notwithstanding
any other provision of the Executive Incentive Plan, the Company reserves the
right to withhold from any Award such amount or amounts as may by required for
purposes of complying with the tax withholding provisions of the Internal
Revenue Code of 1986, as amended, any state’s income tax act or any applicable
similar local, foreign or other laws.


 


9.                                       Amendment
and Termination.                                  The
Committee has the right to amend, suspend, modify or terminate the Executive
Incentive Plan in whole or in part and for any reason and without the consent
of the Employees.  Any amendment,
suspension, modification or termination of any provision of the Executive
Incentive Plan may be made retroactively. 
Notwithstanding the prior sentences, no amendment, suspension, modification
or termination of the Executive Incentive Plan shall change the terms and
conditions of any Award to which an Employee has otherwise become entitled
under the provisions of the Executive Incentive Plan without the Employee’s
consent.


 


10.                                 Governing
Law.            The Executive
Incentive Plan shall be governed by and construed in accordance with the laws
of the State of Delaware, without giving effect to principles of conflict of
laws.


 


11.                                 Non-ERISA
Plan.    The Executive Incentive Plan
is intended to be a cash bonus plan and is not intended to be an employee
benefit plan subject to the Employee Retirement Income Security Act of 1974, as
amended.


 


12.                                 No
Right to Continued Employment.                                               Nothing
contained in the Executive Incentive Plan shall be construed as a contract of
employment between the Company and any Employee, or as a right of any Employee
to be continued in the employment of the Company or any Subsidiary, or as a
limitation of the rights of the Company or any Subsidiary to discharge any of
its Employees, with or without cause, or as to affect or enlarge the employment
rights, if any, of any Employee.


 


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