Exhibit
10.15


REVLON EXECUTIVE BONUS PLAN


(Effective
as of January 1, 2005)

1.   Purpose.    The
purpose of this Revlon Executive Bonus Plan is to provide an annual
cash incentive program intended to:

		
	• 	reinforce the Company's strategic
principles and goals and each eligible individual's role in
achieving them;


		
	• 	attract, retain and
motivate the executive human resources necessary to operate the
Company;


		
	• 	encourage improved
profitability, return on investment and growth of the Company,
including shareholder value;


		
	• 	reflect
the Company's commitment to pay for performance; and


		
	• 	in the case of Covered Employees, be
directly related to the Company's performance results and be
contingent upon the achievement of certain corporate goals during any
Performance Period for which the Plan is intended to satisfy the
requirements of Section 162(m) of the Code.


2.   Definitions.    The following terms, as used in
this Bonus Plan, have the following meanings:

"Award" means an incentive
compensation award, granted pursuant to this Plan, which is contingent
upon the attainment of Performance Factors with respect to a
Performance Period.

"Board"
means Revlon, Inc.'s Board of Directors.

"Business Unit" means a Group or
Division, product line or any combination thereof.

"Code" means the Internal Revenue
Code of 1986, as amended.

"Committee" means the
Compensation and Stock Plan Committee of the Board, or such other
committee or sub-committee as may be appointed by either the Board or
the Compensation and Stock Plan Committee of the Board to administer
this Plan in accordance with Section 3 of this Plan, provided however,
that, in respect of the administration of any Award that is intended to
satisfy Section 162(m) of the Code, such administration may be done by
a sub-committee or sub-group of two directors, each of whom shall be an
"outside director" within the meaning of
Section 162(m) of the Code.

"Company" means Revlon Consumer
Products Corporation, a Delaware corporation, and its participating
affiliates.

"Covered
Employee" has the meaning set forth in Section
162(m)(3) of the Code.

"Disability" means permanent
disability, as determined pursuant to the Company's long-term
disability plans or policies in effect at the time of such disability
and applicable to a Participant.

"Division" means any of the
Company's business units that may be designated as a division for
purposes of this Plan from time to time.

"Eligible Employee" means (i) an
employee of the Company whose position is classified under the
Company's exempt salary program in salary grades 9 and above (or
the equivalent of such grades) and who does not participate in the
Company's sales incentive plan, (ii) a country general manager
and any other key executive of the Company's operations outside
the United States who does not participate in a local incentive plan,
and (iii) such other employees of the Company as the Committee may
designate from time to time.

"Good
Reason" means "good
reason," as defined in the Company's Executive
Severance Policy (as it may be amended from time to time).

"Group" means a major business
unit of the Company reporting directly to the Company level.

"Participant" means, with respect
to any respective Performance Period, each Eligible Employee who
receives (or is eligible to receive) an Award in accordance with
Section 4 of this Plan.

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"Performance
Factors" means the criteria and objectives determined
by the Committee, which must be met during a Performance Period as a
condition of payment of an Award to a Participant. Performance Factors
may include any or all of the following, or any combination
thereof:

		
	(a) 	stock price;


		
	(b) 	fair market value;


		
	(c) 	book value;


		
	(d) 	third party appraised value;


		
	(e) 	market share;


		
	(f) 	total shareholder return;


		
	(g) 	earnings per share;


		
	(h) 	cash flow;


		
	(i) 	return on equity, assets, capital or
investment;


		
	(j) 	net income;


		
	(k) 	operating profit or income;


		
	(l) 	operating income before restructuring
charges, plus depreciation and amortization other than relating to
early extinguishment of debt and debt issuance costs;


		
	(m) 	gross or net sales;


		
	(n) 	expense targets;


		
	(o) 	working capital targets, including, without
limitation, those relating to inventory, accounts receivable and/or
capital and display spending;


		
	(p) 	operating
margin;


		
	(q) 	productivity improvement;


		
	(r) 	cost or expense reduction;


		
	(s) 	gross margin;


		
	(t) 	earnings before all or any of interest,
taxes, depreciation and/or amortization
("EBIT", "EBITA,"
"EBITDA" or as may otherwise be adjusted by
the Company);


		
	(u) 	revenue;


		
	(v) 	unit sales;


		
	(w) 	earnings from continuing operations;


		
	(x) 	asset management (e.g., inventory
and receivable levels);


		
	(y) 	planning
accuracy (as measured by comparing planned results to actual
results);


		
	(z) 	customer satisfaction based
on market share or other relevant factors;


		
	(aa) 	implementation or completion of critical
projects or processes, including, without limitation, growth in
consumption of the Company's products, new product development,
asset dispositions, engaging in capital markets transactions to
refinance all or a portion of the Company's indebtedness, reduce
interest expense or otherwise strengthen the Company's balance
sheet, reduction in Selling, General and Administrative expenses,
ensuring Company products are in stock at retail or plant
consolidations, and improvement in employee satisfaction surveys with
quantifiable results; and


		
	(bb) 	management
of employees, including development and succession planning processes
based on achievement of determinable results from such activities and
processes.


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Performance Factors may relate to the
performance of the Company, a Subsidiary or any portion of a Business
Unit, and may be expressed on an aggregate, per share (outstanding or
fully diluted), per unit or other basis. The Committee, in its sole
discretion, may determine to express Performance Factors, among other
methods, in terms of attaining a specified level of a particular
criteria, attainment of a percentage increase or decrease in a
particular criteria, or as applied to the performance of the Company, a
Subsidiary or a Business Unit, relative to a market index, a group of
other companies (or their subsidiaries, business units or product
lines) or a combination thereof, or otherwise.

Subject to final
review and approval by the Committee, Performance Factors (other than
with respect to Covered Employees during any Performance Period for
which the Plan is intended to satisfy the requirements of Section
162(m) of the Code) may also be developed by each Company Department
Head and approved by the Company's President and Chief Executive
Officer, the Company's senior-most Human Resources executive
officer and the Chief Financial Officer of the Company. In addition,
Performance Factors (other than with respect to Covered Employees
during any Performance Period for which the Plan is intended to satisfy
the requirements of Section 162(m) of the Code) may be based on
personal performance objectives that are specific to each individual
and that are based upon, among other things, contribution to specific
projects and/or overall performance, as measured under the
Company's performance evaluation process as in effect from time
to time. Personal performance objectives may be developed by each
Participant's Department Head, approved by the Company's
senior-most Human Resources executive officer (or his designee) and
reviewed with the Participant.

Performance Factors may
include:

		
	(i) 	a threshold level of
performance below which no payment shall be made;


		
	(ii) 	levels of performance below the target
level but above the threshold level at which specified percentages of
the Award shall be paid;


		
	(iii) 	a target
level of performance at which the full Award shall be paid;


		
	(iv) 	levels of performance above the target
level but below the maximum level at which specified multiples of the
Award shall be paid; or


		
	(v) 	a maximum level
of performance above which no additional payment shall be made.


Performance Factors may also specify that payments for levels
of performance between specified levels will be interpolated.

The Committee (subject to its power to delegate pursuant to Section
3(c) of the Plan) shall have the sole discretion to determine whether,
or to what extent, Performance Factors are achieved, provided,
however, that the Committee shall have the authority to make
appropriate adjustments in Performance Factors under an Award to
reflect the impact of "extraordinary items"
not reflected when such goals were established. For purposes of this
Plan, "extraordinary items" means:

		
	(1) 	any profit or loss attributable to
acquisitions or dispositions of stock or assets;


		
	(2) 	any changes in accounting standards or
treatments that may be required or permitted by the Financial
Accounting Standards Board, the Securities and Exchange Commission or
the Public Company Accounting Oversight Board, or adopted by the
Company or its Subsidiaries after the goal is established;


		
	(3) 	all items of gain, loss or expense for the
year related to the Company's restructuring charges;


		
	(4) 	all items of gain, loss or expense for the
year determined to be extraordinary or unusual in nature or infrequent
in occurrence or related to the disposal of assets;


		
	(5) 	all items of gain, loss or expense for the
year related to discontinued operations;


		
	(6) 	the impact of capital expenditures;


		
	(7) 	the impact of share repurchases and other
changes in the number of outstanding shares;


		
	(8) 	the impact of foreign exchange rates;


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	(9) 	all items of gain,
loss or expense for the year related to changes in customer business
models, to the extent permissible under Section 162(m) of the Code;


		
	(10) 	such other items as may be prescribed by
Section 162(m) of the Code and the Treasury Regulations thereunder as
may be in effect from time to time, and any amendments, revisions or
successor provisions and any changes thereto; and


		
	(11) 	such other items required by applicable
law, regulation or rule.


"Performance
Period" means the calendar year or any other period
the Committee may determine, provided, however, that
a Performance Period for a Participant who becomes employed by the
Company during an on-going Performance Period may be a shorter period
that commences with such employee's date of commencement of
employment.

"Plan" means this
Revlon Executive Bonus Plan (as in effect from time to time).

"Retirement" means the voluntary
termination of a Participant's employment on or after the later
of the date the Participant attains age 62 or the fifth anniversary of
the date such Participant commenced employment with the Company.

"Section 162(m) of the Code"
shall mean such section of the Code (as it may be amended, revised,
changed or replaced with successor rules).

"Subsidiary" means any company,
partnership, limited liability company, business or entity (other than
the Company) of which at least 50% of the combined voting power
of its voting securities is, or the operations and management are,
directly or indirectly controlled by the Company.

3.   Administration.

(a) In
General.    The Plan shall be administered by the Committee. The
Committee shall have the authority, in its sole discretion (but subject
to and not inconsistent with the terms of this Plan), to administer
this Plan and to exercise all powers and authorities either
specifically granted to it under this Plan or necessary or advisable in
the administration of this Plan. The Committee's authority
includes, without limitation, the authority to:

		
	(i) 	grant Awards;


		
	(ii) 	determine the Eligible Employees to whom and
the time or times at which Awards shall be granted;


		
	(iii) 	determine the amount of Awards, which may
be stated in dollars or, provided a maximum Award amount is specified,
as a percentage of base salary or otherwise;


		
	(iv) 	determine the terms, conditions,
restrictions and performance criteria, including Performance Factors,
relating to any Award;


		
	(v) 	determine whether,
to what extent, and under what circumstances an Award may be settled,
cancelled, forfeited, or surrendered;


		
	(vi) 	make adjustments in the Performance Factors
in recognition of "extraordinary items" (as
defined above);


		
	(vii) 	construe and interpret
this Plan and any Award;


		
	(viii) 	prescribe,
amend and rescind rules and regulations relating to this Plan; and


		
	(ix) 	make all other determinations deemed
necessary or advisable for the administration of this Plan.


(b)
Committee Members.    The Committee shall consist of two or
more persons. All decisions, determinations and interpretations of the
Committee shall be final and binding on all persons, including the
Company and the Participant (or any person claiming any rights under
the Plan from or through any Participant).

(c)
Delegation.    Except with respect to Covered Employees
during any Performance Period for which the Plan is intended to satisfy
the requirements of Section 162(m) of the Code, or as otherwise


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required for compliance with other applicable
law or applicable exchange listing requirements, the Committee may
delegate any or all of its authority under this Plan to any employee or
committee of employees of the Company, including but not limited to,
the Chief Executive Officer. Any such delegate shall have all of the
rights, obligations, discretion and protection otherwise applicable to
the Committee under this Plan.

4.   Eligibility.    The Committee shall designate the
Eligible Employees. In determining Eligible Employees and the
Performance Factors relating to each Award, the Committee shall take
into account such factors as the Committee shall deem relevant while
accomplishing the purposes of this Plan. Unless the Committee otherwise
determines and except as provided in Sections 6(c), (d) or (e) of this
Plan, no person may participate in the Plan or receive any Award under
this Plan unless he or she is actively employed as of the date of
payment of an Award and shall have signed and shall be in full
compliance with (A) the Company's Employee Agreement as to
Confidentiality and Non-Competition and the Company's Code of
Business Conduct (as each may be amended from time to time by the
Company) and (B) to the extent applicable, any applicable employment
agreement.

5.   Terms of Awards.

(a) In
General.    Not later than 90 days after the beginning of a
Performance Period (or, if earlier, on or prior to the date on which
25% of the Performance Period has elapsed) or such shorter
period, if any, as may be required by applicable law, including Section
162(m) of the Code, the Committee shall specify in writing, by
resolution of the Committee or other appropriate action, the
Participants for such Performance Period and the Performance Factors
applicable to each Award for each Participant with respect to such
Performance Period, provided, however, that with
respect to any Participants who are not Covered Employees or for any
Performance Period for which the Plan is not intended to satisfy the
requirements of Section 162(m) of the Code, the Committee shall make
such written specification either within 90 days after the beginning of
a Performance Period or as soon as practicable thereafter. Awards,
including the terms and conditions of such Awards, shall be
communicated to Participants in such form as the Committee from time to
time approves. Unless otherwise provided by the Committee in connection
with specified terminations of employment, or except as set forth in
Section 6 of this Plan, payment in respect of Awards shall be made only
to the extent that the Committee determines that the Performance
Factors with respect to such Performance Period have been attained.

(b) Special Provisions Regarding
Awards.    Notwithstanding anything to the contrary contained in
this Plan, in no event shall payment in respect of Awards granted to
any Participant for any one annual period exceed $3.5 million. The
Committee may, in its sole discretion, decrease the amount of an Award
payable upon attainment of specified Performance Factors, but in no
event may the Committee increase the amount of an Award payable upon
attainment of specified Performance Factors to a Covered Employee in
respect of any Performance Period for which the Plan is intended to
satisfy the requirements of Section 162(m) of the Code.

6.   Time and Form of Payment.

(a) In
General.    Except as may otherwise be provided or permissible
to satisfy the requirements of the Code or other applicable laws, all
payments in respect of Awards for a Performance Period shall be made,
in cash, within two and one half months after the end of a Performance
Period.

(b) Covered Employees.    In addition to the
provisions set forth in subsection 6(a) above, in the case of
Participants who are Covered Employees, unless otherwise determined by
the Committee, such payments shall be made only after achievement of
the Performance Factors have been certified by the Committee.

(c) Actively Employed Employees.    Unless otherwise
provided by the Committee, and except as provided in the following
sentence, a Participant must be actively employed by the Company as of
the date of payment of an Award in order to be eligible to receive
payment in respect of such Award. With respect to any Participant whose
employment is terminated at any time after the beginning of a
Performance Period as a result of death, Disability, Retirement, or by
the Company without Good Reason or similar cause, the Committee may
(but has no obligation to), in its sole discretion, determine to
provide such Participant payment under his or her Award for such
Performance Period at the time payment is 

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made to other Participants in respect of such
Performance Period (which payment may be prorated, if the Committee so
provides, based on the number of days such Participant was employed
during such Performance Period, or as the Committee otherwise
determines is appropriate).

(d) Transferred Employees;
Change of Assignment.    If a Participant has a change of
assignment or transfer during a Performance Period, the Committee may,
in its sole discretion, determine that such Participant's Award
be calculated for each position on a pro-rated basis. Similarly, the
Committee may, in its sole discretion, determine that an Eligible
Employee who is newly hired or who becomes eligible to join this Plan
after the start of the Performance Period, shall be eligible for a
pro-rated Award based on the percentage of the Performance Period
actually worked while a Participant.

(e) Leaves of
Absence.    If a Participant takes an approved leave of absence
of more than three months during all or part of a Performance Period,
the Committee may, in its sole discretion, determine that such
Participant shall be eligible for a pro-rated Award based on the
percentage of the Performance Period actively employed.

7.   General Provisions.

(a) Compliance with
Legal Requirements.    This Plan and the granting and payment of
Awards and the other obligations of the Company under this Plan shall
be subject to all applicable federal and state laws, rules and
regulations, and to such approvals by any regulatory or governmental
agency as may be required.

(b)
Nontransferability.    Awards shall not be transferable by a
Participant, except upon a Participant's death following the end
of a Performance Period but prior to the date payment is made, in which
case the Award shall be transferable in accordance with any beneficiary
designation made by the Participant in accordance with Section 7(i) or,
in the absence thereof, by will or the laws of descent and
distribution. No Participant's rights under the Plan may be
assigned, attached, pledged or alienated by operation of law or
otherwise.

(c) No Right To Continued
Employment.    Nothing in this Plan or in any Award granted
pursuant to this Plan shall confer upon any Participant the right to
continue in the Company's employ or to be entitled to any
remuneration or benefits not set forth in this Plan, or to interfere
with or limit in any way whatever rights the Company may otherwise have
to terminate such Participant's employment or change such
Participant's remuneration or otherwise establish the terms and
conditions of such Participant's employment.

(d)
Withholding Taxes.    Where a Participant or other person is
entitled to receive a payment pursuant to an Award, the Company shall
have the right either to deduct from the payment, or to require the
Participant or such other person to pay to the Company prior to
delivery of such payment, an amount sufficient to satisfy any federal,
state, local or other withholding tax requirements related thereto.

(e) Amendment, Termination and Duration of the
Plan.    The Board or the Committee may at any time and from
time to time alter, amend, suspend, or terminate this Plan, in whole or
in part, provided, however, that no amendment that
requires stockholder approval in order for the Plan to continue to
comply with Code Section 162(m) shall be effective unless the same
shall be approved by the requisite vote of the Company's
stockholders. Notwithstanding the foregoing, no amendment shall
adversely affect any of the rights of any Participant under any Award
following the end of the Performance Period to which such Award
relates, provided, however, that the exercise of the
Committee's discretion pursuant to Section 5(b) of this Plan to
increase or decrease the amount of an Award shall not be deemed an
amendment of this Plan.

(f) Participant Rights.    No
Participant shall have any claim to be granted any Award under this
Plan, and there is no obligation for uniformity of treatment for
Participants.

(g) Unfunded Status of Awards.    The
Plan is intended to constitute an "unfunded"
plan for incentive compensation. With respect to any payments not yet
made to a Participant pursuant to an Award, nothing contained in this
Plan or any Award shall give any such Participant any rights that are
greater than those of a general creditor of the Company.

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(h) Governing Law.    This Plan
and all determinations made and actions taken pursuant to this Plan
shall be governed by the laws of the State of New York without giving
effect to the conflict of laws principles thereof. This Plan is not
intended to be subject to the Employee Retirement Income Security Act
of 1974, as amended.

(i) Beneficiary.    A
Participant may file a written designation of a beneficiary with the
Committee (on a form as may be prescribed by the Committee), solely to
specify that an Award to such Participant may be transferable upon such
Participant's death following the end of a Performance Period but
prior to the date payment is made pursuant to this Plan. A Participant
may, from time to time, amend or revoke any such designation. If no
designated beneficiary survives the Participant and an Award is payable
to the Participant's beneficiary pursuant to Section 7(b) of this
Plan, the executor or administrator of the Participant's estate
shall be deemed to be the grantee's beneficiary.

(j)
Interpretation.    This Plan is designed and intended to
comply, to the extent applicable, with Section 162(m) of the Code, and
all provisions of this Plan shall be construed in a manner to so
comply.

(k) Effective Date.    This Plan shall be
effective as of January 1, 2005, provided, however,
that this Plan shall be subject to approval of the Company's
stockholders at the annual meeting of the Company's stockholders
to be held in 2005 (or any adjournment thereof) as is required to
satisfy the conditions of Section 162(m) of the Code. In the absence of
such approval, this Plan (and any Awards made pursuant to this Plan
prior to the date of such approval) shall be null and
void.

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