REVLON EXECUTIVE SEVERANCE PAY
		PLAN
	 

	 
		(Effective September 21,
		2006)
	 

	 
		SUMMARY PLAN DESCRIPTION
	 

	 
		PURPOSE
	 

	 
		It is the intent of the Revlon Executive
		Severance Pay Plan (the “Plan”) to provide non-binding guidelines for
		the granting of separation pay, and other benefits, to certain employees that
		have been terminated for reasons unrelated to performance or conduct. This Plan
		is intended to provide some financial support for an employee during a time
		period after separation to enable him/her to seek new employment, relative to
		his or her position and tenure.
	 

	 
		 
	 

	 
			
				
				  The information in this document
				  is your Summary Plan Description provided in accordance with the Employee
				  Retirement Income Security Act of 1974, as amended
				  (“ERISA”).
				

				
				  In addition, the benefits
				  provided by this Plan do not create a contract of employment or confer any
				  right of any person to be retained in the employ of the Company. Revlon
				  Consumer Products Corporation reserves the right to change or discontinue the
				  Plan (and/or these benefits), in whole or in part, at any time and for any
				  reason, without advance notice to eligible employees and/or their dependents or
				  beneficiaries.
				

				
				  This document supersedes all
				  earlier descriptions of the Plan and Plan documents.
				

			 

 

	 
		APPLICATION
	 

	 
		This Plan applies to all eligible
		terminations of employment, on or after the effective date of September 21,
		2006, by Revlon Consumer Products Corporation and participating employers in
		the United States (the “Company”). This Plan document supersedes any
		and all prior Plan descriptions, including, without limitation, the Executive
		Severance Policy as amended effective July 1, 2002. The acceptance of any
		separation pay, or other benefits, under this Plan shall constitute a waiver of
		any severance or separation pay the employee would have been entitled to under
		any other severance or separation pay plans, programs, policies or practice of
		the Company.
	 

	 
		ELIGIBILITY
	 

	 
		An employee is eligible to participate in
		the Plan if:
	 

	 
			
				
				  •
				

			 	
				
				  The employee is employed by the
				  Company as defined above;
				

			 

 

	 
			
				
				  •
				

			 	
				
				  The employee is classified in
				  executive grades 13 or equivalent and above;
				

			 

 

	 
		 
	 

	 
		 
	 

	 
		Page 1 of 12
	 

	 
		 
	 


	 

	 
	 

	 

	 
		
 
	 

	 
		 
	 

	 
			
				
				  •
				

			 	
				
				  The employee executes and complies
				  with the terms of a release and confidentiality agreement satisfactory to the
				  Company in its sole discretion;
				

			 

 

	 
			
				
				  •
				

			 	
				
				  The employee executes and complies
				  with the terms of the Company’s Employee Agreement as to Confidentiality
				  and Non-Competition then in effect during all periods of employment and during
				  all periods for which separation pay is provided; and
				

			 

 

	 
			
				
				  •
				

			 	
				
				  The employee is terminated due to
				  circumstances other than those described in the “Exclusions” section
				  of this Plan. 
				

			 

 

	 
		In all cases, separation pay is
		awarded at the Plan Administrator’s discretion.
	 

	 
		A person will not be eligible to
		participate in the Plan if he or she has been classified by the Company as an
		independent contractor in accordance with the Company’s standard personnel
		practices, regardless of whether such person may thereafter be held to be a
		common law employee of the Company by a court, the Internal Revenue Service or
		any other relevant federal, state or local governmental authority or
		agency.
	 

	 
		EXCLUSIONS
	 

	 
			
				
				  1.
				

			 	
				
				  Separation pay will not be granted,
				  under any circumstances, to an employee who leaves the Company voluntarily,
				  including, without limitation, by:
				

			 

 

	 
			
				
				   
				

			 	
				
				  a.
				

			 	
				
				  Resignation; or 
				

			 

 

	 
			
				
				   
				

			 	
				
				  b.
				

			 	
				
				  Retirement, including, but not
				  limited to, retirement under the terms of the Revlon Employees’ Retirement
				  Plan or any other pension plan that might be provided by the Company. 
				

			 

 

	 
			
				
				  2.
				

			 	
				
				  Separation pay will not be granted
				  to an employee who is discharged for good reason as determined by the Company
				  in its sole discretion, including, without limitation, for:
				

			 

 

	 
			
				
				   
				

			 	
				
				  a.
				

			 	
				
				  Unsatisfactory work performance,
				  conduct or attitude, including, but not limited to: poor quality of work; lack
				  of dependability; poor communication; inability to develop satisfactory
				  internal and/or external relationships; poor judgment; poor organizational
				  abilities; inability to handle volume of work; lack of job knowledge or
				  technical skills; inability to work independently; lack of motivation;
				  ineffectual problem solving; or inability to make decisions;
				

			 

 

	 
			
				
				   
				

			 	
				
				  b.
				

			 	
				
				  Violation of Company policy,
				  including, without limitation, the Code of Business Conduct;
				

			 

 

	 
			
				
				   
				

			 	
				
				  c.
				

			 	
				
				  Misappropriation or unauthorized
				  disclosure of confidential information, trade secrets or corporate
				  opportunities;
				

			 

 

	 
			
				
				   
				

			 	
				
				  d.
				

			 	
				
				  Violation of the Employee Agreement
				  as to Confidentiality and Non-Competition;
				

			 

 

	 
		 
	 

	 
		 
	 

	 
		Page 2 of 12
	 

	 
		 
	 


	 

	 
	 

	 

	 
		
 
	 

	 
		 
	 

	 
			
				
				   
				

			 	
				
				  e.
				

			 	
				
				  Negligent failure to safeguard
				  Company property or negligently defacing or destroying Company property;
				  
				

			 

 

	 
			
				
				   
				

			 	
				
				  f.
				

			 	
				
				  Engaging in physical violence or
				  threatening conduct in connection with employment;
				

			 

 

	 
			
				
				   
				

			 	
				
				  g.
				

			 	
				
				  Insubordination;
				

			 

 

	 
			
				
				   
				

			 	
				
				  h.
				

			 	
				
				  Commission of an act which
				  constitutes a felony or misdemeanor under applicable Federal, State, foreign or
				  local law;
				

			 

 

	 
			
				
				   
				

			 	
				
				  i.
				

			 	
				
				  Unlawful manufacture, distribution,
				  dispensation, possession or use of a controlled substance on Company premises
				  or while conducting Company business off Company premises;
				

			 

 

	 
			
				
				   
				

			 	
				
				  j.
				

			 	
				
				  Misappropriation, falsification
				  and/or unauthorized alternation of Company records;
				

			 

 

	 
			
				
				   
				

			 	
				
				  k.
				

			 	
				
				  Possession of firearms or lethal
				  weapons of any kind on Company premises or while conducting Company business
				  off Company premises, without Company authorization;
				

			 

 

	 
			
				
				   
				

			 	
				
				  l.
				

			 	
				
				  Conflict of interest, not duly
				  reported and approved in accordance with the Company’s Conflict of
				  Interest Policy;
				

			 

 

	 
			
				
				   
				

			 	
				
				  m.
				

			 	
				
				  Sabotage, malicious adulteration of
				  product, or industrial espionage; or
				

			 

 

	 
			
				
				   
				

			 	
				
				  n.
				

			 	
				
				  Commission of any other act that is
				  detrimental to the Company’s business or reputation.
				

			 

 

	 
			
				
				  3.
				

			 	
				
				  Separation pay will not be granted
				  where the Company sells or otherwise disposes of the business or unit in which
				  the employee was employed, and either:
				

			 

 

	 
			
				
				   
				

			 	
				
				  a.
				

			 	
				
				  the employee accepts employment
				  with the buyer of those operations, or
				

			 

 

	 
			
				
				   
				

			 	
				
				  b.
				

			 	
				
				  the employee rejects an offer of
				  employment by the buyer involving compensation and benefits substantially
				  equivalent, taken as a whole, to the employee’s compensation and benefits
				  with the Company.
				

			 

 

	 
			
				
				  4.
				

			 	
				
				  If subsequent to the commencement
				  of separation pay the Company discovers that the employee committed acts while
				  employed which would have constituted good reason under paragraph 2 above, or
				  discovers that the employee at any time violated either of the release and
				  confidentiality agreement described in the ELIGIBILITY Section above or the
				  Employee Agreement as to Confidentiality and Non-Competition described above,
				  the Company may
				

			 

 

	 
		 
	 

	 
		 
	 

	 
		Page 3 of 12
	 

	 
		 
	 


	 

	 
	 

	 

	 
		
 
	 

	 
		 
	 

	 
		cease further separation payments and may
		require the employee to reimburse the Company for all separation payments
		previously made.
	 

	 
		ADMINISTRATION
	 

	 
			
				
				  1.
				

			 	
				
				  Separation Pay: There is
				  no guarantee of any amount of separation pay or benefits to any
				  employee. However, separation
				  benefits may be awarded at the discretion of the Plan Administrator based upon
				  factors such as the employee’s position and length of service with
				  reference to the Separation Pay Guidelines below or otherwise, provided that
				  the employee meets all of the eligibility requirements described in the
				  “Eligibility” section hereof. In determining whether, and how much
				  separation pay, to award in any individual case the Plan Administrator may, in
				  its sole discretion, consider the circumstances of the employee’s
				  termination and the employee’s tenure and performance history, among other
				  factors.
				

			 

 

	 
		Separation Pay
		Guidelines
	 

	 
		 
	 

	 
			
				
				  Executive

				  Grade Level
				

			 	
				
				  Basic Severance
				  Period
				

			 	
				
				  Supplemental

				  Severance Period One
 Month Per Full Year
 of Service to a
 Maximum of:
				

			 	
				
				  Total Maximum

				  Combined Benefit
 (“Severance Period”)
				

			 
	
				
				  20 and above
				

			 	

				
				  16 months
				

			 	

				
				  6 months
				

			 	

				
				  22 months
				

			 
	
				
				  16 - 19
				

			 	

				
				  10 months
				

			 	

				
				  6 months
				

			 	

				
				  16 months
				

			 
	
				
				  13 –15
				

			 	

				
				  4 months
				

			 	

				
				  12 months
				

			 	

				
				  16 months
				

			 

 

	 
			
				
				  2.
				

			 	
				
				  Method of
				  Payment: Generally, if separation
				  benefits are awarded, an eligible employee’s base salary will continue at
				  the same rate, and in the same manner, as was in effect on the date of his or
				  her termination, for the duration of the severance pay period. However, the
				  Company, in its sole discretion, may elect to pay separation benefits in any
				  form. 
				

			 

 

	 
		Notwithstanding any provision herein, in
		all cases, separation benefits awarded under this Plan will be paid in good
		faith compliance, and in an amount, time and manner in compliance, with the
		terms and requirements of the Internal Revenue Code, including, without
		limitation, Section 409A and any successor provisions, without the Company or
		the employee incurring additional taxes, penalties or fees pursuant to Internal
		Revenue Code Section 409A. Among other things, the Internal Revenue Code
		currently provides that for certain “specified employees”, separation
		payments that are covered by the provisions on deferred compensation of
		Internal Revenue Code Section 409A may not commence until the six-month
		anniversary of the employee’s termination date. 
	 

	 
		If severance pay or benefits under this
		Plan result from termination of employment due to a change of control of
		Revlon, Inc., the amounts scheduled may, if the Company elects in its sole
		discretion in the case of any particular employee, either (i) be cut back as
		necessary to prevent the employee from incurring the 20% excise tax imposed
		under federal law on executives who receive “golden parachute” awards
		or (ii) be supplemented so that the net
	 

	 
		 
	 

	 
		 
	 

	 
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		amount retained by the employee after
		deduction of such excise tax and any additional income tax payable on such
		supplemental payment, shall equal the amount scheduled.
	 

	 
			
				
				  3.
				

			 	
				
				  Tax Withholding: Required Federal, State and local taxes will be
				  withheld from all payments made under this Plan in accordance with applicable
				  law.
				

			 

 

	 
			
				
				  4.
				

			 	
				
				  Reduction for Pension
				  Enhancement: If an employee is
				  involuntarily terminated in connection with a reduction in force or layoff
				  implemented by the Company, for which the Company in its sole discretion has
				  elected to provide for enhanced pension benefits under any pension plan
				  maintained by the Company, the amount payable to the employee pursuant to this
				  Plan shall be reduced by the Actuarial Value of such enhanced pension benefits
				  if the employee is eligible (with or without such enhanced pension benefits) to
				  receive an immediate pension under such plan as of his or her date of
				  termination. For purposes of this Section, the Actuarial Value of any enhanced
				  pension benefits made available to the employee shall be determined based on
				  the actuarial assumptions and methodologies used with respect to the plan to
				  determine liabilities in accordance with the Statement of Financial Accounting
				  Standards No. 87 (Employers’ Accounting for Pensions) or any amendments
				  thereto or any successor standards.
				

			 

 

	 
			
				
				  5.
				

			 	
				
				  Coordination of Separation Pay
				  Benefits: Separation pay benefits
				  awarded to the employee shall be reduced by compensation payable to the
				  employee as a result of (a) other severance or termination payments (other than
				  unpaid vacation) due from sources other than this Plan; and (b) any payments
				  required by federal, state or local law in any jurisdiction and/or foreign
				  laws, rules, regulations or practices, because of the termination of the
				  employee’s employment or any related notice requirement, including,
				  without limitation, under the W.A.R.N. Act or any local equivalent, including
				  termination, indemnity, redundancy pay or pay in lieu of notice.
				

			 

 

	 
			
				
				  6.
				

			 	
				
				  Other Benefits:
				

			 

 

	 
			
				
				   
				

			 	
				
				  a.
				

			 	
				
				  Continuation of Medical/Dental
				  Benefits: If an eligible employee (and
				  his or her dependents) participates in The Revlon Health Care Program
				  (including, but not limited to the Revlon Medical, Dental and/or Vision Care
				  Plan) at the time of employment termination, the employee and his/her
				  dependents will be permitted to continue participation in the Company’s
				  group medical and/or dental benefit plans under COBRA at the contribution level
				  in effect for active employees until the earliest to occur of (1) the end of
				  any Severance Period, (2) the expiration of the maximum required period for
				  continuation coverage under applicable federal law for which the employee would
				  be eligible, or (3) when the employee becomes covered by medical or dental
				  plans of another employer or becomes eligible for Medicare. Continued
				  participation in the Company’s other group welfare benefit plans will be
				  governed by the terms and conditions of the plans as in effect when employment
				  terminates, provided that if such plans are amended as to the group of
				  employees in which the employee was included at the time of termination, the
				  newer provisions
				

			 

 

	 
		 
	 

	 
		 
	 

	 
		Page 5 of 12
	 

	 
		 
	 


	 

	 
	 

	 

	 
		
 
	 

	 
		 
	 

	 
		shall apply.
	 

	 
		In order to remain eligible for continued
		medical or dental benefits during the Severance Period, the employee must make
		timely premium payments in the same amount paid by then current employees,
		which amounts will be deducted from the employee’s severance pay, and must
		submit such evidence of non-coverage as the Company may reasonably require. If
		the employee is entitled and elects under applicable federal law to further
		continue such benefits under COBRA after the Severance Period, the employee
		must make timely premium payments at the applicable rate for COBRA continuation
		contributions, as required and in such manner as is acceptable to the
		Company.
	 

	 
			
				
				   
				

			 	
				
				  b.
				

			 	
				
				  The Revlon Health Care Flexible
				  Spending Program: If an eligible
				  employee participates in The Revlon Health Care Flexible Spending Program at
				  the time of termination, he or she may be eligible to continue participation
				  under the provision of COBRA, as amended, on an after-tax basis.
				

			 

 

	 
			
				
				   
				

			 	
				
				  c.
				

			 	
				
				  Outplacement
				  Services: The Company, in its sole
				  discretion, may provide outplacement services to employees upon
				  termination.
				

			 

 

	 
			
				
				   
				

			 	
				
				  d.
				

			 	
				
				  Other Plans, Policies and
				  Programs: This Plan is not intended to
				  describe the provisions or administrative practices of any other plan, policy
				  or program. Any benefits that may be available under any other such plan,
				  policy or program must be determined solely in accordance with the terms and
				  administrative provisions of such plan, policy or program, as in effect at the
				  time of termination.
				

			 

 

	 
			
				
				  7.
				

			 	
				
				  Non-Competition: The non-competition provision of the Employee
				  Agreement as to Confidentiality and Non-Competition shall remain in effect for
				  the full duration of the period that severance benefits are awarded under this
				  Plan without regard to the schedule, form or manner of payment.
				

			 

 

	 
			
				
				  8.
				

			 	
				
				  Employment Contracts or Other
				  Written Agreements In Effect: If,
				  on the date of termination, an employment contract or other written agreement
				  between an eligible employee and the Company is in effect, which sets forth the
				  separation pay and other benefits payable to such eligible employee upon
				  termination, then, unless otherwise provided by the terms of such written
				  agreement, the eligible employee will be entitled to the greater of the
				  separation pay and other benefits provided for in such employment contract or
				  agreement, or the separation pay and other benefits payable in accordance with
				  this Plan.
				

			 

 

	 
			
				
				  9.
				

			 	
				
				  Non-Uniform
				  Determinations: The Plan
				  Administrator’s determinations under this Plan need not be uniform and may
				  be made selectively among the persons who receive, or are eligible to receive,
				  awards hereunder (whether or not such persons are similarly situated).
				

			 

 

	 
		 
	 

	 
		 
	 

	 
		Page 6 of 12
	 

	 
		 
	 


	 

	 
	 

	 

	 
		
 
	 

	 
		 
	 

	 
			
				
				  10.
				

			 	
				
				  Plan
				  Construction: Revlon Consumer Products
				  Corporation has the final authority with respect to the construction,
				  interpretation and application of the terms of the Plan and the eligibility for
				  separation pay or other benefits under this Plan. Revlon Consumer Products
				  Corporation’s decisions in all such matters are final and binding.
				  Employees who have questions with respect to this Plan may contact Revlon
				  Consumer Products Corporation’s senior-most Human Resources executive or
				  his/her designee. 
				

			 

 

	 
		AMENDMENT OR TERMINATION OF PLAN
		
	 

	 
		Revlon Consumer Products Corporation
		reserves the right to amend, modify or terminate this Plan or any portion of it
		at any time, and for any reason, in each case without advance notice to
		eligible employees and/or their dependents and/or beneficiaries. Any such
		action may be effected by actions of the Board of Directors of Revlon Consumer
		Products Corporation or officers expressly authorized by the Board. Any such
		action shall be in writing.
	 

	 
		LEGALLY REQUIRED INFORMATION ABOUT THE
		PLAN
	 

	 
		Plan Administrator and Plan
		Administration
	 

	 
		The Plan Administrator is Revlon Consumer
		Products Corporation. Revlon Consumer Products Corporation may allocate and
		assign any of its responsibilities and duties for the operation and
		administration of the Plan to such other person or persons as it determines is
		appropriate.
	 

	 
		The Plan Administrator has complete
		discretionary authority to interpret the Plan and determine any and all
		questions or disputes relating to the Plan, including but not limited to
		eligibility for benefits under the Plan. The Plan Administrator’s
		decisions regarding the Plan and Plan benefits are final, conclusive and
		binding. 
	 

	 
		The Plan Administrator may be contacted at:
		
	 

	 
		Revlon Consumer Products Corporation
	 

	 
		Attention: Human Resources
	 

	 
		237 Park Avenue
	 

	 
		New York, New York 10017
	 

	 
		212-527-4000
	 

	 
		Agent for Service of Legal
		Process
	 

	 
		Service of legal process may be made to the
		General Counsel, Revlon Consumer Products Corporation at the address given
		below for the Plan Sponsor. 
	 

	 
		 
	 

	 
		 
	 

	 
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		Plan Information
	 

	 
		Lead Employer and Plan
		Sponsor:
	 

	 
		Revlon Consumer Products Corporation
	 

	 
		237 Park Avenue
	 

	 
		New York, New York 10017
	 

	 
		212-527-4000
	 

	 
		A list of the other participating employers
		may be obtained upon written request to the Plan Administrator or may be
		examined, without charge, at the Plan Administrator’s office.
	 

	 
		Employer Identification Number
		(EIN): 13-3662953
	 

	 
		Plan Name: Revlon Executive Severance Pay Plan
	 

	 
		Plan Number: 507
	 

	 
		Plan Year
	 

	 
		The Plan’s plan year for purposes of
		maintaining the records of the Plan is the calendar year.
	 

	 
		Type of Plan and Funding
	 

	 
		The Plan is a severance pay plan which is
		intended to constitute an employee welfare benefit plan under ERISA and is not
		a qualified plan under the Internal Revenue Code. The Plan is unfunded. As an
		unfunded plan all benefits are paid from the general assets of the Company. No
		funds are set aside or held in trust to secure any benefits that may be offered
		to eligible employees under the Plan.
	 

	 
		Governing Law
	 

	 
		The Plan and all rights thereunder shall be
		governed by the laws of the State of New York, except to the extent preempted
		by ERISA.
	 

	 
		Benefit Claims Procedure 
	 

	 
		An awarded benefit under the Plan will be
		paid to you as a matter of course; accordingly, there is no need to file a
		claim for Plan benefits with the Plan Administrator other than completing any
		administrative forms which may be required by the Plan Administrator, as well
		as the release and confidentiality agreement and the Employee Agreement as to
		Confidentiality and Non-Competition prescribed by the Company. 
	 

	 
		 
	 

	 
		 
	 

	 
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		If you feel you are entitled to a benefit
		under the Plan and did not receive it, you must file a written claim for
		benefits with the Plan Administrator within six months of your separation from
		your employment with the Company. If you dispute the amount of your benefit
		under the Plan, you may file a claim with the Plan Administrator. Benefit claim
		determinations will be made in accordance with the terms of the Plan and any
		administrative procedures adopted under the Plan. 
	 

	 
		A request for Plan benefits will be
		considered a claim for Plan benefits, and it will be subject to a full and fair
		review. If your claim is wholly or partially denied, the Plan Administrator
		will furnish you with a written notice of this denial. This written notice must
		be provided to you within 90-days after the receipt of your claim by the Plan
		Administrator. In certain circumstances the Plan Administrator may take an
		additional 90-days to make its decision if it notifies you prior to the
		expiration of the initial 90-day period that it needs this time, the reasons
		for this extension and the date by which it expects to render its benefit
		determination. You may, but are not obligated to, agree to any other extension
		of time for a decision on your claim. The period of time within which a benefit
		determination is required to be made will begin at the time a claim is filed,
		without regard to whether all the information necessary to make a benefit
		determination accompanies the filing. 
	 

	 
		A written notice of denial of your benefit
		claim will contain the following information:
	 

	 
			
				
				   
				

			 	
				
				  •
				

			 	
				
				  the specific reason or reasons for
				  the adverse determination;
				

			 

 

	 
			
				
				   
				

			 	
				
				  •
				

			 	
				
				  specific reference to those Plan
				  provisions on which the denial is based;
				

			 

 

	 
			
				
				   
				

			 	
				
				  •
				

			 	
				
				  a description of any additional
				  information or material necessary to correct your claim and an explanation of
				  why such material or information is necessary; and
				

			 

 

	 
			
				
				   
				

			 	
				
				  •
				

			 	
				
				  a description of the Plan’s
				  review procedures and the time limits applicable to such procedures, including
				  a statement of your or your beneficiary’s right to right to file a suit
				  under section 502(a) of ERISA following an adverse benefit determination on
				  review. 
				

			 

 

	 
		If your claim has been denied, and you wish
		to submit your claim for review, you must follow the “Claims Appeal
		Procedure” described below.
	 

	 
		 
	 

	 
		 
	 

	 
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		Claims Appeal Procedure
	 

	 
		If your claim for benefits is denied, you
		or your duly authorized representative may file an appeal of the adverse
		determination with the Plan Administrator which will review your claim and the
		initial adverse determination. You or your duly authorized representative must
		file your appeal of the denial within 60 days after you receive notification
		that your benefit claim is denied. You will have the opportunity to submit
		written comments, documents, records, and other information relating to the
		claim for benefits. In addition, you will be provided, upon request and free of
		charge, reasonable access to, and copies of, all documents, records, and other
		information relevant to your claim for benefits. A document, record, or other
		information will be considered “relevant” to a claim if such
		document, record, or other information (i) was relied upon in making the
		benefit determination; (ii) was submitted, considered, or generated in the
		course of making the benefit determination, without regard to whether such
		document, record, or other information was relied upon in making the benefit
		determination; or (iii) demonstrates compliance with administrative processes
		and safeguards, to the extent required by regulations and other guidance of
		general applicability issued by the Department of Labor.
	 

	 
		In its review the Plan Administrator will
		take into account all comments, documents, records, and other information
		submitted relating to the claim, without regard to whether such information was
		submitted or considered in the initial benefit determination.
	 

	 
		The Plan Administrator will review your
		claim within 60 days after the Plan Administrator’s receipt of your
		written request for review of your claim. There may be special circumstances
		when this 60-day period may be extended by the Plan Administrator to up to 120
		days after receipt by the Plan Administrator of your request for review of your
		claim. You will receive advance written notice of an extension of the 60-day
		review period prior to the expiration of the initial 60-day period which will
		state the reasons for this extension and the date by which the Plan
		Administrator expects to render its benefit determination. You may, but are not
		obligated to, agree to any other extension of time for a decision on your
		appealed claim. The period of time within which a benefit determination on
		review is required to be made will begin at the time an appeal is filed,
		without regard to whether all the information necessary to make a benefit
		determination on review accompanies the filing. In the event that the review
		period is extended due to your failure to submit information necessary to
		decide a claim, the period for making the benefit determination on review will
		be suspended from the date on which the notification of the extension is sent
		to you until the earlier of 45 days from the date of such notification or the
		date on which you respond to the request for additional information. If you do
		not provide the requested information, your claim may be denied on appeal. The
		Plan Administrator will provide you with written or electronic notice of its
		decision on your appealed claim. 
	 

	 
		If your claim is denied on appeal, the Plan
		Administrator’s decision on your claim on appeal will be communicated to
		you in writing and will contain (i) the specific reason or
	 

	 
		 
	 

	 
		 
	 

	 
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		reasons for the adverse determination; (ii)
		reference to the specific Plan provisions on which the benefit determination is
		based; (iii) a statement that you are entitled to receive, upon request and
		free of charge, reasonable access to, and copies of, all documents, records,
		and other information relevant to your claim for benefits; and (iv) a statement
		describing your right to file a law suit under section 502(a) of ERISA. 
	 

	 
		If you do not timely utilize the
		Plan’s benefit claims procedures provided above, including the claims
		appeal process, it is possible that any further legal action you pursue may be
		dismissed due to your failure to “exhaust” the Plan’s
		administrative claims review process. 
	 

	 
		ERISA Rights Statement 
	 

	 
		As a participant in the Revlon Separation
		Pay Plan you are entitled to certain rights and protections under the Employee
		Retirement Income Security Act of 1974 (ERISA). ERISA provides that employee
		benefit plan participants shall be entitled to: 
	 

	 
		Receive Information About Your Plan and
		Benefits 
	 

	 
		Examine, without charge, at the Plan
		Administrator’s office, all documents governing the plan, including a copy
		of the latest annual report (Form 5500 Series) filed with the U.S. Department
		of Labor and available at the Public Disclosure Room of the Employee Benefits
		Security Administration, if applicable. 
	 

	 
		Obtain, upon written request to the Plan
		Administrator, copies of documents governing the operation of the plan,
		including copies of the latest annual report (Form 5500 Series), if applicable,
		and any updated summary plan description. The Administrator may require a
		reasonable charge for the copies. 
	 

	 
		Prudent Actions by Plan Fiduciaries
		
	 

	 
		In addition to creating rights for plan
		participants, ERISA imposes duties upon the people who are responsible for the
		operation of the employee benefit plan. The people who operate your plan,
		called “fiduciaries” of the plan, have a duty to do so prudently and
		in the interest of you and other plan participants. No one, including your
		employer, or any other person, may fire you or otherwise discriminate against
		you in any way to prevent you from obtaining a benefit or exercising your
		rights under ERISA. 
	 

	 
		Enforce Your Rights 
	 

	 
		If your claim for a benefit is denied or
		ignored, in whole or in part, you have a right to know why this was done, to
		obtain copies of documents relating to the decision without charge, and to
		appeal any denial, all within certain time schedules. 
	 

	 
		Under ERISA, there are steps you can take
		to enforce the above rights. For instance, if you request a copy of plan
		documents or the latest annual report and do not receive them within 30 days,
		you may file suit in a Federal court. In such a case, the court
	 

	 
		 
	 

	 
		 
	 

	 
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		may require the Plan Administrator to
		provide the materials and pay you up to $110 a day until you receive the
		materials, unless the materials were not sent because of reasons beyond the
		control of the Plan Administrator. If you have a claim for benefits which is
		denied or ignored, in whole or in part, you may file suit in a state or Federal
		court, after following the claims and appeals process described
		above in the section entitled “Benefit Claims Procedure” above. If
		you fail to fully and timely utilize the Plan’s administrative claims and
		appeals process, it is possible that any suit you file may be dismissed due to
		your failure to “exhaust” the Plan’s claims and appeals process.
		If it should happen that you are discriminated against for asserting your
		rights, you may seek assistance from the U.S. Department of Labor, or you may
		file suit in a Federal court. The court will decide who should pay court costs
		and legal fees. If you are successful, the court may order the person you have
		sued to pay these costs and fees. If you lose, the court may order you to pay
		these costs and fees, for example, if it finds your claim is frivolous. 
	 

	 
		Assistance with Your Questions
		
	 

	 
		If you have any questions about this Plan,
		you should contact the Plan Administrator. If you have any questions about this
		Statement or about your rights under ERISA, or if you need assistance in
		obtaining documents from the Plan Administrator, you should contact the nearest
		office of the Employee Benefits Security Administration, U.S. Department of
		Labor, listed in your telephone directory or the Division of Technical
		Assistance and Inquiries, Employee Benefits Security Administration, U.S.
		Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You
		may also obtain certain publications about your rights and responsibilities
		under ERISA by calling the publications hotline of the Employee Benefits
		Security Administration.
	 

	 
		The above statement of your ERISA rights
		was created by the U.S. Department of Labor and is required by law. By
		including the statement of your ERISA rights, the Plan Administrator, the
		Company, the plan fiduciaries and their agents make no representation about the
		legal accuracy of its content. The statement of your ERISA rights should in no
		way be construed as legal advice.
	 

	 
		 
	 

	 
			
				
				  The information in this document
				  is your Summary Plan Description provided in accordance with the Employee
				  Retirement Income Security Act of 1974, as amended
				  (“ERISA”).
				

				
				  In addition, the benefits
				  provided by this Plan do not create a contract of employment or confer any
				  right of any person to be retained in the employ of the Company. Revlon
				  Consumer Products Corporation reserves the right to change or discontinue the
				  Plan (and/or these benefits), in whole or in part, at any time and for any
				  reason, without advance notice to eligible employees and/or their dependents or
				  beneficiaries.
				

				
				  This document supersedes all
				  earlier descriptions of the Plan and Plan documents.
				

			 

 

	 
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