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| Name      of Program           |   | The      program will be called the Intermec, Inc. 2008 Long-Term Performance Share      Program, and will be considered a “sub-plan” under the 2008 Omnibus      Incentive Plan (the “Plan”).                                                                                                                                |
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| Purpose                        |   | The      primary purposes of the program are to: · Reward      officers and key employees for the overall success of Intermec, Inc. (the      “Company”) as reflected through the Company’s financial performance and      stock price; and · Provide      a competitive long-term incentive program. |
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| Effective      Date            |   | The      original effective date of the program is May 23, 2008.  The      program will remain in effect until terminated by the Compensation      Committee (the “Committee”) of the Board.                                                                                                                                    |
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| Performance      Period        |   | The      performance period under the program is three years, with the first      performance period running from January 1, 2008 to December 31,      2010.                                                                                                                                                                                          |
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| Grant      Frequency           |   | A      new three-year performance period will begin annually, which will create      overlapping performance periods.                                                                                                                                                                                                                                 |
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| Size      of Awards            |   | Target      awards will be established for each participant, denominated in shares.      Target award levels will be approved annually by the      Committee.                                                                                                                                                                                         |
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| Program      Structure         |   | Participants      can earn from 0 percent to 200 percent of their target shares      based on Company financial performance.                                                                                                                                                                                                                |
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| Performance      Measure(s)    |   | Before      the commencement of each performance period, the Committee shall select      performance measures from those set forth in Section 15 of the      Plan.  The Committee may choose to include or exclude any of the      events set forth in Section 15 of the Plan to the evaluation of      performance for such period.        |
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| Dividends                      |   | Dividends,      if any, declared during the performance period will be converted into      additional performance shares, based on each participant’s target award.                                                                                                                                                                             |
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| Form      and Timing of Payout |   | Payouts      will be made in shares of the Company’s common stock within 74 days after      the end of the performance period.                                                                                                                                                                                                                  |

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| Certain      Terminations of Employment |   | In      the event of a participant’s death, disability, or retirement at age 65 or      later, pro rata awards based on the number of full months worked during      the performance period will be calculated. Such awards will be based on      goal achievement over the entire performance period. Awards in these      situations will be calculated and paid after the end of the performance      period. In the case of death, however, the performance during the      next-ending performance period after death will be calculated as the      performance for all open performance periods. Amounts      paid on account of death will be paid to a beneficiary designated by the      participant. If no beneficiary has been designated, amounts will be paid      to the participant’s estate. |
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| Other      Terminations of Employment   |   | In      the event of a termination of employment not constituting a disability,      death, or retirement, as discussed above, the participant will forfeit any      right to any payout for all performance periods in progress under the      program.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                       |
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| Tax      Withholding                    |   | The      Company has the right to deduct any taxes or statutory deductions required      by law to be withheld from all payments under the  program.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           |
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| Change      in Capitalization           |   | Any      change in capitalization which results in a material change in the value      of the Company’s common stock (e.g., special dividend, spin-off) will      result in an adjustment in the number of shares earned at target to      reflect the recapitalization. While individual recapitalization “events”      will be assessed by the Committee on a case-by-case basis, the overriding      objective will be to avoid rewarding or penalizing participants      specifically as a function of the event.                                                                                                                                                                                                                                                                                        |
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| Change      in Control                  |   | If      a change in control occurs (as defined in the Plan), then all outstanding      award cycles will automatically vest and be paid out (in cash) at the      target level or the actual performance level as of the change in control,      whichever is higher.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                          |
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| Accounting      Considerations          |   | The      employer must recognize an expense for compensation over the performance      period. An estimated expense is accrued by amortizing the initial value of      the awards and any subsequent appreciation over the performance period      based upon preestablished goals.  The approach to expensing may change.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                      |
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| Tax      Considerations                 |   | The      Company will receive a tax deduction in the year in which the actual      payout is determinable. The employee must report taxable income in the      year the award is paid.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |

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