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**Exhibit**
**        (10)-q**

**Bausch        & Lomb Incorporated**

**ANNUAL        INCENTIVE COMPENSATION PLAN**

| II. | Plan                  Participants. |
|-----|-------------------------------------|

|   | Employees                  of the Company who are in the mid management band and above and                  are                  selected to participate in the Plan are eligible to participate                  in the                  Plan (“Participants”). |
|--------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| III. | Definitions.                  Capitalized terms not otherwise defined when used in this Plan                  shall have                  the following meanings. |
|------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | A.                    | “Approved                  Incentive Award”                  or “Bonus”.                  An Approved Incentive Award or Bonus is the incentive which has                  been                  approved in accordance with this Plan to be paid by the Company                  to the                  Participant. |
|--------|----------------------------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | B.   | “Bonus                  Pool”.                  shall have the meaning set forth in Section                  VI.A.1. |
|--------|----------------|----------------------------------------------------------------------------------------------------------------------------------|

| C.   | “Committee”.                means Compensation Committee of the Company’s Board of                Directors. |
|----------------|--------------------------------------------------------------------------------------------------------------------------------|
| D.   | “Performance                Management Process (PMP) objectives”.                PMP objectives are team or individual performance measures which                are                established in accordance with guidelines issued by the Corporate                Senior                Vice President - Human Resources, and approved by the immediate manager                of                the individual or team to whom the measure applies and that person’s                immediate manager, as further defined in Section IV B                hereof. |
|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| E.   | “Operating                Unit Objective”.                An Operating Unit Objective is a performance target for one or more                of the                Company’s geographic regional businesses (e.g. Americas; Asia; Europe,                Middle East and Africa) or functional centers (Research Development&                Engineering; Global Supply Chain or Global Category Groups), which                is                established early in a Plan Year with approval from the relevant                Operating                Unit head, the Corporate Senior Vice President-Human Resources, the                Senior                Vice President and Chief Financial Officer and the Chief Executive                Officer, as further defined in Article IV B                hereof. |
|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| F.   | “Plan                Year”                means each one year period coincident with a fiscal year of the                Company. |
|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------|
| G.   | “Standard                Incentive Funding”.                is the Bonus Pool funding at Standard Incentive percentage for all                Participants in a particular group or Operating Unit. A standard                incentive                percentage has been established by job band and is applied to eligible                base salary earnings to determine the appropriate                funding. |
|----------------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| H.   | “stretch                goal”.                Defined in Article V. |
|----------------|---------------------------------------------------------------------------------|
| I.   | “target                goal”.                Defined in Article V. |
|----------------|--------------------------------------------------------------------------------|
| J.   | “threshold                goal”.                Defined in Article V. |
|----------------|-----------------------------------------------------------------------------------|
| K.   | “Total                Company Objective”.                A Total Company Objective is a performance target set for the Company                as a                whole, which is established early in a Plan Year with approval by                the                Committee, as further defined in Article IV B                hereof. |
|----------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| IV. | Performance                  Measurement. |
|-----|-------------------------------------------|

|   | A.  | Each                  Plan Year, the Company and each Operating Unit and eligible Participant                  will set objectives in accordance with this Plan. These will be                  applied                  for Incentive Plan purposes either to fund a Bonus Pool (as to                  Total                  Company and Operating Unit Objectives) or to allocate a Bonus Pool                  among                  Participants. |
|--------|----------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | B.  | Total                  Company, Operating Unit and PMP Objectives will be set early in                  the Plan                  Year in which performance is to occur. Total Company performance                  will be                  evaluated based on Total Company Objectives which are set with                  approval                  from the Committee. Operating Unit Objectives for commercial business                  units shall be based on objective identifiable measures of business                  performance, including, for example, sales and operating earnings,                  return                  on assets/equity and cash flow. Operating Unit Objectives for units                  other                  than commercial business units (e.g., RD&E, Global Supply Chain) shall                  be based on deliverables required to meet annual plan and longer                  term                  objectives, including, for example, cost containment, cost improvement,                  product launch, product quality and cash flow goals. Global Category                  Group                  objectives shall be based on financial measures such as category                  sales,                  category distribution margin and/or strategic imperatives such                  as market                  share goals. All Operating Unit Objectives shall be approved by                  the                  relevant Operating Unit head as well as the Senior Vice President-                  Human                  Resources, Senior Vice President and Chief Financial Officer, and                  the                  Chief Executive Officer. |
|--------|----------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   |   | Company                  and Operating Unit Objectives will be assigned a weighting for                  Bonus Pool                  funding purposes, assuming Company performance at threshold levels                  as set                  forth in Section VI.A.1 below . (Bonus Pool funding is described                  further                  under Section VI of this Plan). The weighting of Company and Operating                  Unit Objectives will be approved by the Committee at the time Company                  Objectives are approved. 2003 Annual Incentive Plan weightings                  for Bonus                  Pool Funding are set forth in Appendix B                  hereto. |
|--------|--------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   |   | PMP                  objectives will be team or individual measures which will, where                  possible,                  impact the Operating Unit Objectives and ultimately the Total Company                  Objectives. PMP objectives shall be set in accordance with guidelines                  issued by the Senior Vice President-Human Resources, and shall                  be approved                  by the immediate manager of the individual or team to whom the                  measure                  applies, and                  that person’s immediate manager (i.e., a “one-over-one”                  approval). |
|--------|--------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| V.   | Threshold,                Target and Stretch Goals |
|----------------|----------------------------------------------------|

| VI. | Bonus                  Calculation.  |
|-----|-------------------------------------------|

|   | A.                    | The                  amount of an individual Participant’s Approved Incentive Award (or Bonus)                  in any Plan Year is determined as                  follows: |
|--------|----------------------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| 1.   | A                Bonus Pool for Corporate Officers, Corporate Staff and for each Operating                Unit will be calculated and funded based on a factor taking into                account                (a) Standard Incentive Funding within the Operating Unit or Staff                and (b)                performance against Company Objectives and, where applicable, Operating                Unit Objectives. Where an Operating Unit has multiple Operating Unit                Objectives, performance will be assessed in accordance with guidelines                established by the Corporate Senior Vice President - Human Resources.                In                order for the Operating Unit portion of a Bonus Pool to be funded,                the                Company must achieve at least the threshold level of                performance. |
|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| 2.   | The                Bonus Pool which is so determined shall then be allocated among the                individual participants within a group (Corporate Officers or Corporate                Staff) or Operating Unit based upon achievement by the members of                that                group or Operating Unit against PMP objectives. The total of Annual                Incentive Awards with respect to a group or Operating Unit shall                not                exceed the Bonus Pool for such group or Operating Unit but may be                less                than the Bonus Pool |
|----------------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 3.                    | The                  Approved Incentive Award is based on the extent to which the relevant                  Bonus Pool is funded and on an assessment of performance against                  PMP                  objectives. Assessment of performance against PMP objectives shall                  be in                  accordance with guidelines issued by the Senior Vice President,                  Human                  Resources, and shall be subject to discretionary upward or downward                  modification in accordance with such                  guidelines. |
|--------|----------------------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 4.   | Where                  performance against Company or Operating Unit Objectives meets                  or exceeds                  the “stretch goal” established with respect to that Objective, the                  calculation of the funded Bonus Pool which is attributable to that                  Objective shall be 200% of the Standard Incentive Funding. Conversely,                  where performance against a Company or Operating Unit Objective                  meets the                  “threshold goal” established with respect to that Objective, the                  calculation of the funded Bonus Pool will start at 0% of the Standard                  Incentive Funding. |
|--------|----------------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 5.   | Where                  actual performance on a particular Objective falls between “threshold”,                  “target” and “stretch” goals, the Bonus Pool Funding which is attributable                  to that Objective shall be calculated on a pro-rata basis with                  respect to                  the payouts set for achievement of goals (50%, 100%, and 200%)                  depending                  on where performance lies between such                  goals. |
|--------|----------------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | B.   | Bonus                  Pool Funding may be modified as a result of the                  following: |
|--------|----------------|----------------------------------------------------------------------------------------------------|

|   | 1.   | Performance                  against Company or Operating Unit Objectives may be modified by                  the                  Committee based on the Committee’s overall assessment of the manner in                  which such performance was achieved or, with respect to Operating                  Unit                  performance, relative contribution to Total Company                  Performance. |
|--------|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| 2.   | In                addition, Bonus Pool Funding for a group or Operating Unit may be                modified                by the Chief Executive Officer, in his sole discretion, to reflect                a                group’s or Operating Unit’s relative contribution to Total Company                performance, provided that such modification shall not have the effect                of                increasing the total Funded Bonus Pool for the Company as a whole                beyond                the level approved by the Committee. |
|----------------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| 3.   | Any                modification to the Chief Executive Officer’s Approved Incentive Award                shall be approved by the Committee. |
|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------|

|   | C.   | An                  individual Participant’s Approved Incentive Award shall be determined                  based upon relevant performance against PMP objectives, which will                  allow                  for allocation to the Participant of a portion of the funded Bonus                  Pool of                  such Participant’s group or Operating Unit. Assessment of performance                  against PMP objectives shall be in accordance with guidelines issued                  by                  the Senior Vice President, Human Resources. Approved Incentive                  Awards may                  vary upward or downward against the targeted level based on evaluation                  of                  a participant’s performance against PMP objectives. The total of all                  Bonuses within each group or Operating Unit cannot exceed 100%                  of the                  funded Bonus Pool as to such group or Operating                  Unit. |
|--------|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| VII. | Change                  in Status During Plan Year |
|------|----------------------------------------------------|

|   | A.   | New                  Hires and Promotions |
|--------|----------------|-------------------------------------------|

|   |   | For                  Plan Years 2006 and Prior: |
|--------|--------|-------------------------------------------------|

|   | 1.   | A                  newly hired or recently promoted employee of the Company who is                  a                  Participant in the Plan for at least six months of his/her first                  Plan Year                  will be eligible for a Bonus which is based on salary paid during                  the                  partial Plan Year after the effective date of hire or promotion,                  as the                  case may be. |
|--------|----------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 2.   | A                  newly hired or recently promoted employee of the Company who is                  a                  Participant for less than six months in his/her initial Plan Year                  will be                  eligible for a Bonus for a portion of that Plan Year after the                  effective                  date of hire or promotion, as the case may be, only if the terms                  of such                  partial Plan Year bonus are agreed to in writing between the Participant                  and the Company at the time of hire. These arrangements must be                  approved                  in writing in advance by Corporate Senior Vice President Human                  Resources                  and normal one-over-one approval                  matrix. |
|--------|----------------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   |   | For                  Plan Years 2007 and Forward: |
|--------|--------|---------------------------------------------------|

|   |   | 1.   | A                  newly hired or recently promoted employee of the Company who is                  a                  Participant in the Plan will be eligible for a pro-rata Bonus which                  is                  based on eligible wages and applicable target percentage during                  the                  partial Plan Year after the effective date of hire or promotion,                  as the                  case may be. |
|--------|--------|----------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | B.   | Transfers. |
|--------|----------------|------------|

|   | 1.   | Where                  a Participant transfers from one Operating Unit or group to another                  during                  a Plan Year, the Bonus for the Plan Year in which the transfer                  occurs will                  be based on Bonus Pool Funding as to the particular Operating Unit                  or                  group in which the Participant worked for the majority of the Plan                  Year,                  or as otherwise approved by the Corporate Senior Vice President                  Human                  Resources. |
|--------|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 1.   | A                  Participant who terminates voluntarily (other than retirement)                  from the                  Company either (i) during a Plan Year or (ii) after the Plan Year                  ends but                  before the date on which the Approved Incentive Award or Bonus                  with                  respect to such Plan Year is actually paid by the Company to the                  Participant will not be eligible for any bonus for that Plan Year,                  or the                  Plan Year in which the termination                  occurs. |
|--------|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 2.   | In                  cases of retirement or involuntary termination due to death, disability,                  reduction in work force, or the sale or closing of a plant or business                  unit before completion by the Participant of at least six months                  service                  as an eligible Participant during the Plan Year, such Participant                  will not                  be eligible for any Bonus for that Plan Year. In cases of retirement                  or                  involuntary termination due to death, disability, reduction in                  work force,                  or the sale or closing of a plant or business unit after completion                  by the                  Participant of at least six months service as an eligible Participant                  during the Plan Year, a pro rata Bonus will be calculated and paid                  in                  accordance with the Plan. |
|--------|----------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 3.   | A                  Participant who is terminated involuntarily for any other reason                  either                  (i) during a Plan Year or (ii) after the Plan Year ends but before                  the                  date on which the Approved Incentive Award or Bonus with respect                  to such                  Plan Year is actually paid by the Company to the Participant will                  not be                  eligible for any Bonus for that Plan Year, or the Plan Year in                  which the                  termination occurs. |
|--------|----------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | D.   | Leave                  of Absence. |
|--------|----------------|------------------------------------|

|   |   | An                  employee whose status as an active employee is changed during a                  Plan Year                  as a result of a leave of absence may, at the discretion of the                  Committee,                  be eligible for a pro rata Bonus determined in the same way as                  in                  Subsection VII A. |
|--------|--------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | E.   | Demotions. |
|--------|----------------|------------|

|   |   | For                  Plan Years 2006 and Prior: |
|--------|--------|-------------------------------------------------|

|   | 1.   | An                  employee who is transferred into a non-eligible group of employees                  after                  having served six months during the Plan Year shall be paid a pro-rata                  Bonus determined in the same manner as in Subsection VII                  A. |
|--------|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 2.   | An                  employee who is transferred into a non-eligible group of employees                  prior                  to having served six months during the Plan Year in an eligible                  group of                  employees shall not be entitled to a                  Bonus. |
|--------|----------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 3.   | Where                  an employee is transferred into a lower band position within a                  Plan Year,                  such employee’s Standard Incentive Award percentage shall be based on the                  band or position in which the employee spent the majority of the                  Plan                  Year. |
|--------|----------------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   |   | For                  Plan Years 2007 and Forward: |
|--------|--------|---------------------------------------------------|

|   | 1.   | An                  employee who is transferred into a lower band or a non-eligible                  group of                  employees during the Plan Year shall be paid a pro-rata Bonus determined                  in the same manner as in Subsection VII                  A. |
|--------|----------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   |   | Notwithstanding                  any other provision of this Plan, a special incentive bonus shall                  be paid                  to Participants if there is a change in control of the Company                  during the                  Plan Year. |
|--------|--------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| 1.   | The                amount of the special incentive bonus shall equal the greater of                (a) the                Bonus based upon “target” performance without regard to any other                calculations under the Plan, prorated where applicable, through the                date                of termination of the Participant’s employment where it is terminated                involuntarily other than for good cause, or (b) the Bonus which would                be                payable to the Participant based on results for the full Plan Year,                prorated where applicable, through the date of termination of the                Participant’s employment where it is terminated involuntarily other than                for good cause, as applicable. |
|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| IX. | Miscellaneous. |
|-----|----------------|

|   | A.   | Amendments.                  The Committee shall have the right to modify or amend this Plan                  from time                  to time, or suspend it or terminate it entirely; provided that                  no such                  modification, amendment, suspension, or termination may, without                  the                  consent of any affected Participants (or beneficiaries of such                  Participants in the event of death), reduce the rights of any such                  Participants (or beneficiaries, as applicable) to a payment or                  distribution already payable under Plan terms in effect prior to                  such                  change. |
|--------|----------------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | B.   | Role                  of the Committee.                  (i) Interpretation                  of the Plan.                  Any decision of the Committee with respect to any issue concerning                  individuals selected as Participants, the amount, terms, form and                  time of                  payment of bonuses, and interpretation of any Plan guideline, definition,                  term or requirement shall be final and                  binding. |
|--------|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | C.   | Right                  to Continued Employment; Additional Awards.                  Participation in the Plan or the receipt of a bonus under the Plan                  shall                  not give the recipient any right to continued employment (such                  employment                  shall be “at will”), and the right and power to dismiss any employee is                  specifically reserved to the Company. In addition, the receipt                  of a bonus                  with respect to any Plan Year shall not entitle the recipient to                  any bonus                  with respect to any subsequent Plan Year, except as expressly provided                  in                  the Plan. |
|--------|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | D.   | Withholding                  Taxes.                  The Company shall have the right to deduct from all payments under                  this                  Plan any Federal or state taxes required by law to be withheld                  with                  respect to such payments. |
|--------|----------------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | E.   | Deferred                  Compensation.                  Participants may elect to defer all or part of a Bonus in accordance                  with                  the procedures set forth in the Company’s Executive Deferred Compensation                  Plan. |
|--------|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | F.   | Interaction                  with Management Incentive Compensation Plan.                  Amounts payable under this Plan shall be offset against amounts                  actually                  paid to a Participant under the Bausch & Lomb Incorporated Management                  Incentive Compensation Plan, dated as of January 1,                  1998. |
|--------|----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | G.   | Governing                  Law.                  This Plan shall be construed in accordance with and governed by                  the laws                  of the State of New York. |
|--------|----------------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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**STANDARD        INCENTIVE PERCENTAGE**

| **BAND/GRADE**                                                                                                                                                                                                                                                                | **STANDARD                  INCENTIVE PERCENTAGE (AS A % OF BASE SALARY)** |
|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|----------------------------------------------------------------------------|
|    **NON-OFFICERS:**                                                                                                                                                                                                                                           |                                                                       |
| **M****anager/Technical**                                                                                                                                                                                                                                                     | **15%**                                                                    |
|                                                                                                                                                                                                                                                                          |                                                                       |
| **Director/Country                  Manager**                                                                                                                                                                                                                                 | **30%**                                                                    |
|                                                                                                                                                                                                                                                                          |                                                                       |
| **Vice                  President/General Manager**                                                                                                                                                                                                                           | **35%**                                                                    |
|                                                                                                                                                                                                                                                                          |                                                                       |
|   **OFFICERS*:**                                                                                                                                                                                                                                                    |                                                                       |
|                                                                                                                                                                                                                                                                          |                                                                       |
|                                                                                                                                                                                                                                                                          |                                                                       |
| ***Standard                  incentive levels will range from 50% to 100% of base salary, depending                  on                  position, as approved at the beginning of each Plan Year by the                  Compensation Committee of the Board of Directors.** |

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|                                                          |  **Total                  Company** |  **Operating                  Unit** |
|---------------------------------------------------------------|------------------------------------------|-------------------------------------------|
| Corporate                  Officers(1)                   | 100%                                | --                                   |
| Corporate                  Staff                         | 100%                                | --                                   |
| Global                  Operations and Engineering:      | 75%                                      | 25%                                       |
| Global                  Research and Development         | 75%                                      | 25%                                       |
| Regional/Commercial:                                     | 75%                                      | 25%                                       |
| Global                  Category Groups                       | 75%                                      | 25%                                  |
| Other                  Operating Units as approved by the CEO | 75%                                      | 25%                                  |