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                                BRK BRANDS, INC.

                     1995 MANAGEMENT INCENTIVE BONUS PROGRAM

I.   PURPOSE
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     The BRK Brands, Inc. 1995 Management Incentive Bonus Program (called the
     "Program") is established to give employees of the Company a special
     individual incentive to further the profits and growth of the Company. This
     Program shall be effective only for the fiscal year beginning January 1,
     1995, and ending December 31, 1995. The Company may, at any time, amend,
     suspend, or terminate the Program.

II.  DEFINITIONS
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     2.1  "Company" means BRK Brands, Inc.

     2.2  "Bonus" means the sum of the Non-Discretionary Bonus and the
          Discretionary Bonus to a Participant under the Program each year.

     2.3  "Participant" means an employee selected to participate in the
          Program.

     2.4  "Level of Participation" means the maximum percentage level at which a
          Participant participates in the Program.

     2.5  "Earnings per Share" (EPS) means the consolidated net income of First
          Alert, Inc. for the fiscal year divided by the weighted average of the
          fully diluted common stock outstanding as determined in accordance
          with generally accepted accounting principles.

     2.6  "Percentage Weight" means the percentage of importance assigned to
          earnings per share for the determination of the Non-Discretionary
          Bonus and to personal performance for the determination of the
          Discretionary Bonus respectively. The sum of the Percentage Weights
          shall equal 100%.

     2.7  "Hire Date" means the date on which a Participant commences his/her
          employment with the Company.

     2.8  "Termination Date" means the date on which a Participant terminates
          his/her employment with the Company.

III. ELIGIBILITY AND PARTICIPATION
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     3.1  Separate programs have been established by the Board of Directors for
          the Chairman/CEO and the President/COO, therefore they are excluded
          from this program.


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     3.2  Employees eligible for Bonuses under the Program will be limited to
          those employees of the Company who, in the judgment and discretion of
          the Company, are deemed to be in a position to have a major impact on
          the profits and growth of the Company. Notwithstanding an employee's
          salary grade, participation and maximum level of participation shall
          be determined at the sole discretion of the Company.

     3.3  A Participant's Level of Participation shall not exceed the following
          unless otherwise determined by the Board of Directors:



                 Management                             Maximum Level
                  Group                              of Participation
                 ----------                          ----------------
          1 - Vice President                                 30%
          2 - Operating Unit General Manager                 25%
          3 - Functional Area Department                     20%
              Director/Manager
          4 - First-level Manager                            10%

     A Participant's Level of Participation times his/her base salary on June 1,
     1995, represents the maximum Bonus ("Maximum Bonus") a Participant may
     receive in any year.

     3.3  Participants employed by January 1 of the Program year are eligible
          for full-year participation.

     3.4  Participants employed after January 1 but prior to October 1 are
          eligible on the first day of the quarter following their Hire Date.
          Any earned Bonus will be calculated on a pro rata basis.

     3.5  Employees newly employed in or promoted to a position with bonus
          eligibility between October 1 and December 31 of the Program year are
          not eligible to participate in the Program until the following year.

IV.  ADMINISTRATION OF THE PROGRAM
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     4.1  The Board of Directors will have full and final authority to
          prescribe, amend and rescind rules and regulations relating to the
          administration of the Program; to interpret the Program and the rules
          and regulations applicable thereto; and to make

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          all other determinations deemed necessary or advisable for the
          administration of the Program. Such administrative action will be
          conclusive and binding on all parties at interest.

     4.2  The Company has selected Participants, determined the minimum, target,
          and maximum earnings per share results, the Percentage Weights and
          each Participant's Level of Participation, and will notify each
          Participant of the foregoing,

V.   BONUS DETERMINATION
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     5.1  NON-DISCRETIONARY BONUS
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          The percentage weight for the Non-discretionary Bonus shall be 66
          2/3%. The Non-discretionary Bonus shall be the product of the maximum
          level of participation, times the percentage weight, times earnings
          per share attainment percentage.

          EPS attainment is expressed as a percentage based on the audited EPS
          of First Alert, Inc.

          For fiscal year 1995, EPS attainment is:

               0% = $0.78 per share or less

               50% = $0.89 per share

               100% = $1.00 per share or greater

          If earnings per share attainment falls between the minimum and the
          maximum figures, the earnings per share attainment shall be computed
          on a straight-line basis between the minimum and the maximum earnings
          per share.

5.2  DISCRETIONARY BONUS
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     5.2.1. At the Company's discretion, each Participant may receive a bonus
            ("Discretionary Bonus") based upon his/her individual performance
            for the year.

     5.2.2. A Discretionary Bonus pool will be determined from which individual
            Discretionary Bonuses will be paid. The Discretionary Bonus pool
            will equal 50% of the aggregate Non-discretionary Bonuses paid with
            respect to the program year less any Non-discretionary Bonuses paid
            to the Company

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            Chairman and to any Program Participant whose employment with the
            Company terminated for any reason during the program year.

            The Discretionary Bonus pool will be allocated to each Vice
            President on the basis of Program Participants within his/her
            area of responsibility. Each Vice President will recommend the
            Discretionary Bonus, if any, to be paid to the Program
            Participants in his/her area of responsibility, subject to review
            of the President and approval of the Board of Directors. The
            total of such Discretionary Bonus recommendations will not exceed
            the allocated amount.

VI.   MINIMUM BONUS
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      If the minimum earnings per share figure is achieved, a total
      Non-discretionary Bonus of at least $500 will be awarded to each
      full-year Participant. Conversely, if the minimum EPS figure is not
      achieved, no Non-discretionary nor Discretionary Bonuses will he paid.

VII.  DISTRIBUTION OF BONUS
      ---------------------

      Bonuses shall be distributed to each Participant in a lump sum as
      soon as practicable after the audit of the Company's financial
      statements is completed.

VIII. TERMINATION OF EMPLOYMENT
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      A Participant who leaves the employ of the Company either by
      mutual consent or by the action of the Company, except for
      cause*, before distribution of the Bonus, shall be entitled to
      receive a pro rata Non-discretionary Bonus only for his/her
      period of employment during the calendar year up to and including
      the Participant's Termination Date, and shall not be entitled to
      a Discretionary Bonus.

      A Participant who voluntarily leaves the employ of the Company
      during the Program year shall forfeit any right to both
      Non-Discretionary and Discretionary Bonuses.

      A Participant who voluntarily leaves the employ of the Company
      after the Program year but before the distribution of the Bonus
      shall forfeit any right to any Discretionary Bonus.

      *Termination for cause includes but is not limited to failure of
      the Participant to perform his/her duties faithfully, diligently,
      and competently for reasons other than serious physical
      disability or other incapacity; theft of Company property or
      property of other employees; other criminal conduct; deliberate
      destruction of or damage to Company property; excessive
      absenteeism or tardiness; fighting during working hours or on
      Company property; falsification of records; refusal to follow
      directions of

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      supervision; bringing firearms or other dangerous weapons,
      alcoholic beverages, drugs or narcotics onto Company premises;
      reporting to work under the influence of alcohol or drugs;
      drinking alcoholic beverages during working hours or on Company
      premises; possessing, selling, or offering for sale drugs or
      narcotics on Company premises; repeated or willful violation of
      Company rules.

IX.   AMENDMENT, SUSPENSION, OR TERMINATION OF THE PROGRAM
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      9.1  The Company may, at any time, amend, suspend, or terminate the
           Program.

      9.2  An employee selected to be a Participant in any year may be
           removed as a Participant during that year if he/she is demoted to
           a position that, in the opinion of the Board of Directors, does
           not qualify for participation in the Program.

X.    FUNDING OF PROGRAM
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      The Bonuses to be granted under the Program constitute general claims
      against the Company. Such Bonuses will not be funded through a trust or
      special segregated assets of the Company.

XI.   NON-ASSIGNABILITY
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      A Participant's Bonus under the Program shall not (otherwise than by will
      or the laws cf descent and distribution) be subject in any manner to
      anticipation, alienation, sale, transfer, assignment, pledge, encumbrance,
      or charge, and any attempt to so anticipate, alienate, sell, transfer,
      assign, pledge, encumber, or charge the same shall be null and void; nor
      shall any such Bonus be liable for, or subject to, the debts, contracts,
      liabilities or torts of the Participant (or his/her beneficiary) entitled
      to such Bonus.

XII.  RIGHTS TO CONTINUED EMPLOYMENT
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      The Program shall not in any way grant any rights to any Participant to
      his/her continued employment by the Company and the Company shall maintain
      any rights it might otherwise have to terminate the employment of any
      Participant.

XIII. EFFECTIVE DATE
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      This Program shall be effective only for the fiscal year beginning
      January 1, 1995, and ending December 31, 1995.


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XIV.  EFFECT ON BENEFIT PLANS
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      10.1 The payment of Bonuses to a Participant actively employed at the time
           of payment under the terms of the Program will be considered
           compensation for the purpose of determining benefits available under
           the Company's Pension Program, Retirement Savings Program, or any
           other employee benefit Program or program.

      10.2 Payments made after a Participant's employment termination date or
           retirement date will not be considered compensation under the Pension
           Program, Retirement Savings Program, or any other employee benefit
           plan or program.

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