Document:

TERMS NOT FINAL OR AUTHORIZED UNTIL
		EXECUTED
	 

	 
		BY COMPANY OFFICER WITH APPROPRIATE
		AUTHORITY
	 

	 
		October 6, 2006
	 

	 
		Thomas E. McGuire
	 

	 
		660 River Chase Ridge
	 

	 
		Atlanta, GA 30328
	 

	 
		Dear Tom:
	 

	 
		This letter agreement and release (the
		“Agreement”) confirms the agreement entered into between you and the
		Company regarding your separation from your employment with the Company
		effective as of October 13, 2006 (the “Separation Date”) and explains
		the package of separation pay and benefits that has been specially developed
		for you in full bargained for release and settlement of any and all claims that
		you have presently, may have or have had in the past arising from your
		employment with and separation from your employment with the Company up to and
		including the Effective Date of this Agreement, including any claims in respect
		of the Employment Agreement between you and the Company dated as of August 18,
		2003, as amended effective as of August 17, 2004 and March 2, 2006 (the
		“Employment Agreement”). For purposes of this Agreement, the term the
		“Company” includes Revlon Consumer Products Corporation and any of
		its past, present or future parent and subsidiary corporations, affiliates,
		divisions, successors and assigns (whether or not incorporated) and any of
		their past, present or future employees, agents, assigns, officers, directors
		and shareholders whether acting in their individual or representative capacity.
		It is understood that you and the Company are entering into this Agreement
		knowingly and voluntarily.
	 

	 
		1. RESIGNATION AS PRESIDENT, REVLON
		INTERNATIONAL. It is understood and
		agreed that you are resigning from your position as President, Revlon
		International effective as of the Separation Date, and you agree that you will
		execute all documents requested in order to effectuate this resignation, as
		well as to resign from any and all other directorships, officerships and other
		positions with the Company. The Company agrees that your resignation is not a
		termination for Cause as that term is defined in the Employment
		Agreement.
	 

	 
		2. CONSIDERATION IN SETTLEMENT. Accordingly, if you execute this Agreement (and do
		not revoke it pursuant to Section 13 below), continue to perform your duties
		and responsibilities in a professional and satisfactory manner until the
		Separation Date and fully comply with the Agreement’s terms and
		conditions:
	 

	 
		a) SEVERANCE PAY.
		
	 

	 
		i) You will receive severance pay, less
		applicable withholdings and deductions, for a total of twenty-four (24) months,
		with such period to be referred to herein as the “Salary Continuation
		Period.” Your severance pay will be at your base rate of pay in effect
		
	 

	 
		 
	 

	 
		 
	 

	 
		 
	 

	 

	 
	 

	 

	 
		on your Separation Date and will be payable
		as follows: (1) for the period beginning on your Separation Date to April 13,
		2007, you will receive severance pay in an amount equal to your required
		contribution (at the active employee contribution rate, as in effect from time
		to time) to the cost of your participation in the Company’s group medical,
		dental and/or vision insurance benefit plans (at the level of your
		participation immediately prior to the Separation Date, subject to the terms
		and conditions of such plans, as in effect and amended from time to time), less
		applicable withholdings and deductions; (2) on the first payroll pay date
		following April 13, 2007, you will be paid a lump sum payment equal to the
		gross amount of your base rate of pay in effect on your Separation Date for the
		period from the Separation Date to April 13, 2007, less any amounts paid to you
		under (1) above, less applicable withholdings and deductions, and (3) during
		the remainder of the Salary Continuation Period after April 13, 2007, you will
		receive severance pay at your base rate of pay in effect on your Separation
		Date, less applicable withholdings and deductions, payable on a bi-weekly
		basis.
	 

	 
		ii) Through May 13, 2008, any severance
		payments payable to you under this subsection 2(a) will not be reduced by any
		compensation payable to you through other employment, a consultancy or any
		other source. Thereafter, your entitlement to severance pay under this
		subsection shall be reduced by the amount of any compensation payable to you as
		a result of any employment or consultancy undertaken by you and/or by the
		amount of any other severance or termination payments to you, in each case in
		respect of periods after May 13, 2008 until the conclusion of the Salary
		Continuation Period, and you agree that you will immediately notify the
		Company’s Chief Legal Officer when you receive any such compensation.
		Notwithstanding the above, due to your role and responsibilities with the
		Company, you may be restricted from undertaking employment with a competitor of
		the Company under the terms of any agreements related to non-competition or
		trade secrets, confidential information and/or work product you previously
		signed, and you must provide prompt written notice to the Company c/o Robert K.
		Kretzman, Executive Vice President, General Counsel and Chief Legal Officer,
		Revlon Consumer Products Corporation, 237 Park Avenue, New York, New York
		10017, if you have been offered employment with a Restricted Entity, as defined
		in the Employee Agreement as to Confidentiality and Non-Competition you
		executed on August 1, 2003 (the “Non-Competition Agreement”), and
		wish to accept such offer of employment, specifying the specific employment
		title and duties or other interest so offered and the terms (including
		compensation) of such offer. Also, it is agreed that your entitlement to
		receive severance pay and benefits under this Agreement shall immediately cease
		in the event that you accept employment with the Company in any other position
		during the Salary Continuation Period.
	 

	 
		b) BENEFITS CONTINUATION PERIOD. For purposes of this Agreement, the “Benefits
		Continuation Period” shall mean the period from the Separation Date until
		October 13, 2008.
	 

	 
		c) CONTINUATION OF MEDICAL, DENTAL AND/OR VISION INSURANCE
		BENEFITS AND FLEXIBLE SPENDING ACCOUNT. You will be permitted to continue participation in
		the Company’s group medical, dental and/or vision insurance benefit plans
		at the level of your participation immediately prior to the Separation Date
		(for example, Employee, Employee +1, Family levels), subject to the terms and
		conditions of such plans, as in 
	 

	 
		 
	 

	 
		 
	 

	 
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		effect and amended from time to time, and
		at the contribution level in effect for active employees until (i) the end of
		the Benefits Continuation Period or (ii) you become eligible for coverage under
		medical and/or dental insurance benefit plans, as the case may be, of another
		company, whichever occurs first. You will be permitted to have the period of
		continuation of medical and/or dental insurance benefits under COBRA (which is
		generally a period of 18 months) commence upon expiration of the Benefits
		Continuation Period or such earlier date as is triggered under subsection (ii)
		in the preceding sentence. As a condition of your continued coverage of medical
		and/or dental insurance benefits under COBRA, you (or your eligible dependents)
		will be required to contribute on a timely basis at the applicable COBRA
		contribution rate, as in effect from time to time. Details regarding your
		required contributions will be provided by the Company’s COBRA
		administrator at an appropriate time. You will immediately notify the
		Company’s Chief Legal Officer when you become eligible for coverage under
		medical, dental and/or vision insurance benefit plans of another company.
		
	 

	 
		d) CONTINUATION OF LIFE / AD&D
		INSURANCE. Your Basic Life Insurance
		coverage under the Revlon Life and Accident Insurance Program (the
		“Program”) will be continued at no cost to you during the Benefits
		Continuation Period. In addition, you can continue any Supplemental Life,
		Accidental Death and Dismemberment, Dependent Life and/or Dependent Accidental
		Death and Dismemberment insurance coverage previously elected by you under the
		Program at your expense during the Severance Period. After the expiration of
		the Severance Period, you will be advised of any options you may have to
		convert the insurance coverages described above to an individual policy at your
		own expense, and information regarding such conversion options will be provided
		to you at that time.
	 

	 
		e) OUTPLACEMENT.
		You will be eligible to receive outplacement and career transition services
		provided by the Ayers Group as determined by the Company, at the Company’s
		expense.
	 

	 
		f) PRO RATA 2006 BONUS. In the event that bonus plan objectives under the
		Revlon Executive Bonus Plan are met and a bonus is earned and paid in respect
		of 2006 under the Revlon Executive Bonus Plan (excluding any discretionary
		bonuses paid), notwithstanding that you would not be currently employed by the
		Company, you shall be eligible to receive such bonus, prorated for the period
		of your employment with the Company during 2006, less applicable withholdings
		and deductions. If any bonus is payable to you under this Section 2(f), such
		bonus will be paid to you in 2007 at the same time as other earned bonuses are
		paid under the Revlon Executive Bonus Plan.
	 

	 
		g) REIMBURSEMENT FOR BUSINESS EXPENSES. You shall be reimbursed for all reasonable expenses
		incurred or paid by you prior to October 13, 2006 in connection with the
		performance of your services for the Company, subject to and in accordance with
		the Company’s applicable expense reimbursement and related
		policies.
	 

	 
		3. SECTION 409A.
		The Company’s provision of compensation and benefits under this Agreement
		is being made in good faith compliance with Section 409A of the Internal
		Revenue 
	 

	 
		 
	 

	 
		 
	 

	 
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		Code of 1986, as amended, and the
		regulations promulgated thereunder (“Section 409A”). Additionally, it
		is understood and agreed that the schedule for the provision of compensation
		and benefits provided for in the CONSIDERATION IN SETTLEMENT Section above
		reflects your initial deferral election pursuant to Section 409A, if any such
		election is required. It is expressly understood and agreed that the Company
		reserves the right to provide the compensation or benefits provided in the
		CONSIDERATION IN SETTLEMENT Section above at times and in a manner that
		minimizes taxes, interest or penalties as a result of Section 409A, including
		any required withholdings. 
	 

	 
		4. VACATION. You
		will receive a check for any accrued and unused 2006 vacation prorated for the
		period of your active employment in 2006 with the Company, less applicable
		withholdings and deductions, upon your separation from your employment with the
		Company. 
	 

	 
		5. GENERAL RELEASE. 
	 

	 
		a) In exchange for the consideration
		provided to you under this Agreement, you agree to release and hold harmless
		(on behalf of yourself and your family, heirs, executors, administrators,
		successors and assigns) now and forever, the Company from and waive any claim
		in any legal jurisdiction that you have presently, may have or have had in the
		past, known or unknown, against the Company upon or by reason of any matter,
		cause or thing whatsoever, from the beginning of the world to the date of this
		release, including, without limitation, all claims arising from your employment
		with, or termination of employment from, the Company, or otherwise.
		Notwithstanding the prior sentence, it is understood and agreed that the only
		rights or claims that you are not releasing and waiving are your rights to
		receive the compensation and benefits provided to you under this Agreement, any
		rights you may have: (i) under this Agreement, subject in all cases to the
		terms and conditions hereof, (ii) to the payment of vested benefits (if any)
		under the terms of the Company’s qualified pension plans (the Revlon
		Employees’ Retirement Plan and the Revlon Employees’ Savings,
		Investment and Profit Sharing Plan), as amended from time to time, (iii) under
		the Stock Plan or (iv) to indemnification as provided in the INDEMNIFICATION
		Section below.
	 

	 
		b) Revlon (defined for purposes of this
		subsection only as the corporate entities Revlon, Inc., Revlon Consumer
		Products Corporation and their successors and assigns) hereby waives, releases
		and gives up any and all claims and rights it has presently or has had in the
		past against you related to your past activities in connection with your
		employment with Revlon, which Revlon actually knew, or reasonably should have
		known, on or prior to the date of your execution of this Agreement, except that
		the release in this subsection shall not apply to any claim the Company may
		have which directly or indirectly results from any breach by you of this
		Agreement or any confidentiality, non-competition or fiduciary obligation owed
		to the Company, any act of misappropriation or conversion of trade secrets or
		proprietary or confidential information, any act of fraud or theft committed by
		you in connection with your employment with the Company, or any intentional
		tort.
	 

	 
		6. EXTENT OF RELEASE. Without limiting the generality of the preceding
		“GENERAL RELEASE” Section, this Agreement is intended to and shall
		release the Company 
	 

	 
		 
	 

	 
		 
	 

	 
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		from any and all claims or rights arising
		under any federal, state or local statute (including, without limitation, Title
		VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act
		of 1967, the Equal Pay Act, the Americans with Disabilities Act of 1990, the
		Employee Retirement Income Security Act of 1974, the Family and Medical Leave
		Act of 1993, the Fair Labor Standards Act, the Older Workers Benefit Protection
		Act of 1990, the Civil Rights act of 1866, the Civil Rights Act of 1991, the
		Workers Adjustment and Retraining Act, the New York State Human Rights Law, the
		New York City Administrative Code, and all other statutes regulating the terms
		and conditions of your employment, including, but not limited to those state
		laws set forth in Exhibit I to this Agreement, in each case, as amended),
		regulation or ordinance, under the common law or in equity (including any
		claims for wages, wrongful discharge, discrimination, retaliation,
		whistleblower claims, any tort claims, or otherwise), or under any policy,
		agreement, understanding or promise, written or oral, formal or informal,
		between the Company and you, including, without limitation, any claim you might
		have for severance, termination or severance pay in any legal jurisdiction, or
		pursuant to the Company’s severance policies or practices as from time to
		time in effect, or otherwise.
	 

	 
		7. RIGHT TO COUNSEL. The Company hereby advises you that you should
		consult with an attorney prior to execution of this Agreement. You acknowledge
		that you understand it is in your best interest to have this document reviewed
		by an attorney of your own choosing and at your own expense, and you hereby
		acknowledge that you have been afforded a period of at least twenty-one
		(21) days during which to consider this Agreement and to
		have it reviewed by your attorney, and you represent that you have done
		so.
	 

	 
		8. FREE WILL. You
		are entering into this Agreement of your own free will and without coercion,
		intimidation or threat of retaliation. You acknowledge and agree that the
		Company has not exerted any undue pressure or influence on you in this regard.
		You acknowledge that you have had reasonable time to determine whether entering
		into this Agreement is in your best interest and you have read and fully
		understand the terms set forth in this Agreement. You understand that if you
		request additional time to review the provisions of this Agreement, a
		reasonable extension of time will be granted.
	 

	 
		9. ADEQUACY OF CONSIDERATION. The consideration provided to you under this
		Agreement, which you agree is adequate consideration to support this Agreement,
		is not required under the Company’s policies or otherwise and you
		acknowledge that you know of no circumstances other than you agreeing to the
		terms of this Agreement which would require the Company to provide such
		consideration. You acknowledge that no representations of any kind or character
		have been made by the Company to induce your execution of this Agreement and
		that the only representations made to you in order to obtain your consent to
		this Agreement are as stated herein.
	 

	 
		10. RESTRICTIONS.
		You represent and warrant that neither you, nor any person, organization or
		entity acting on your behalf, has filed or initiated any complaint, charge,
		claim or proceeding against the Company before any local, state or federal
		agency, court or other body relating to your employment or the termination
		thereof (each individually a “Proceeding”). To 
	 

	 
		 
	 

	 
		 
	 

	 
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		the fullest extent permitted by law, you
		waive any right you may have to benefit in any manner from any relief (whether
		through an award of money, equitable relief or otherwise) arising out of any
		past, present or future Proceeding, including, without limitation, any
		Proceeding conducted by the Equal Employment Opportunity Commission
		(“EEOC”). In addition to the release of all claims you have against
		the Company under the “GENERAL RELEASE” AND “EXTENT OF
		RELEASE” Sections above, you further agree, to the extent permitted by
		law, not to instigate, encourage, or voluntarily assist or participate in an
		action or proceeding commenced by anyone else against the Company.
	 

	 
		11. PENALTIES. If
		you fail to abide by any of the terms of this Agreement, the Company may,
		except as otherwise prohibited by law, reclaim any amounts paid under this
		Agreement, without waiving the release granted herein, and terminate any
		benefit or payments that are due under the Agreement, in addition to any other
		remedies it may have.
	 

	 
		12. COOPERATION.
		Upon request, you agree to give your assistance and cooperation willingly in
		any matter relating to your expertise or experience as the Company may
		reasonably request, including your attendance and truthful testimony where
		deemed appropriate by the Company, with respect to any investigation or the
		Company’s defense or prosecution of any existing or future claims or
		litigations relating to matters in which you were involved or potentially have
		knowledge by virtue of your employment with the Company. Such assistance and
		cooperation shall be provided by you without fee or charge, other than
		reasonable travel expenses and disbursements. Assistance shall be given during
		regular business hours at locations and times mutually agreed upon by you and
		the Company, with due regard to your availability given your then
		applicable employment, except with respect to mandated court appearances for
		which you will make yourself available upon reasonable notice.
	 

	 
		13. REVOCATION AND EFFECTIVE DATE. This Agreement may be revoked by you within the seven
		(7) days after the date on which you sign this Agreement and you understand
		that this Agreement and your eligibility to receive any compensation and/or
		benefits under the Agreement shall not become binding or enforceable until this
		seven (7) day period has expired without you having so revoked. This Agreement
		shall become effective on the eighth (8th) day following your signing of this
		Agreement (the “Effective Date”) provided that you have not revoked
		the Agreement. Any such revocation must be made in a signed letter executed by
		you stating specifically that you are revoking your acceptance of this
		Agreement and received by the Company at the following address no later than
		5:00 p.m. New York time on the seventh day after you have executed this
		Agreement: Robert K. Kretzman, Executive Vice President, General Counsel and
		Chief Legal Officer, Revlon Consumer Products Corporation, 237 Park Avenue, New
		York, New York 10017. You understand that if you revoke this Agreement, this
		Agreement and your eligibility to receive any compensation and/or benefits
		under the Agreement will not be effective or enforceable and you will not be
		entitled to any payments and benefits hereunder. You understand and agree that
		you would not receive the payments and benefits set forth in this Agreement,
		except for your execution of this Agreement and the fulfillment of your
		promises, obligations and covenants set forth herein. The terms of this
		Agreement are not final and authorized until this Agreement is executed by a
		Company officer with appropriate 
	 

	 
		 
	 

	 
		 
	 

	 
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		authority. Until such execution by a
		Company officer, the Agreement shall be considered to be a draft for discussion
		purposes.
	 

	 
		14. NOTICE. Any
		notice to be given under this Agreement shall be given in writing and delivered
		either personally or sent by certified mail to the Company c/o Robert K.
		Kretzman at the above address and to you at 660 River Chase Ridge, Atlanta, GA
		30328, with a copy to Daniel D. Zegura, Esq., Rogers & Hardin LLP, 2700
		International Tower, Peachtree Center, 229 Peachtree Street, N.E., Atlanta, GA
		30303.
	 

	 
		15. CONFIDENTIALITY
		/ NON-COMPETITION.
	 

	 
		a) In consideration of the payments and
		benefits provided in this Agreement, you agree to comply with and perform each
		and every covenant and undertaking set forth in any agreements related to
		non-competition or trade secrets, confidential information and/or work product
		previously executed by you, including, without limitation, the Non-Competition
		Agreement, to the same extent as if the same were fully set forth herein, with
		the understanding that Paragraph 9(f) of the Non-Competition Agreement does not
		apply and shall have no further application, but all other provisions of the
		Non-Competition Agreement shall continue in full force and effect without
		modification.
	 

	 
		b) In addition to any agreement related to
		trade secrets, confidential information and/or work products previously
		executed by you, (including, without limitation, the Non-Competition Agreement
		executed by you), you agree that you will not at any time divulge to any other
		entity or person any confidential information acquired by you concerning the
		Company’s or its affiliates’ financial affairs or business processes
		or methods or their research, development or marketing programs or plans, any
		other of its or their trade secrets, any information regarding personal matters
		of any directors, officers, employees or agents of the Company or their
		respective family members, any information concerning this Agreement or the
		terms thereof, or any information concerning the circumstances of your
		employment with and the separation from your employment from the Company, or
		any information regarding discussions related to any of the foregoing or make,
		write, publish, produce or in any way participate in placing into the public
		domain any statement, opinion or information with respect to any of the
		foregoing or which reflects adversely upon or would reasonably impair the
		reputation or best interests of the Company or any of its directors, officers,
		employees or agents or their respective family members, except in each
		case (i) information which is required to be disclosed by court order,
		subpoena or other judicial process, (ii) information regarding your job
		responsibilities during your employment with the Company to prospective
		employers in connection with an application for employment, (iii) information
		regarding the financial terms of this Agreement to your spouse or your tax
		advisor for purposes of obtaining tax advice provided that such persons are
		made aware of and agrees to comply with the confidentiality obligation, or (iv)
		information which is necessary to be disclosed to your attorney to determine
		whether you should enter into this Agreement. The foregoing prohibitions shall
		include, without limitation, directly or indirectly publishing (or causing,
		participating in, assisting or providing any statement, opinion or information
		in connection with the publication of) any diary, memoir,
	 

	 
		 
	 

	 
		 
	 

	 
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		letter, story, photograph, interview,
		article, essay, account or description (whether fictionalized or not)
		concerning any of the foregoing, publication being deemed to include any
		presentation or reproduction of any written, verbal or visual material in any
		communication medium, including any book, magazine, newspaper, internet
		publication or discussion group, theatrical production or movie, or television
		or radio programming or commercial. In addition to any and all other remedies
		available to the Company for any violation of this Section, you agree to
		immediately remit and disgorge to the Company any and all payments paid or
		payable to you in connection with or as a result of engaging in any of the
		above acts. In the event that you are required to make disclosure under any
		court order, subpoena or other judicial process which in any way relates to
		your employment with the Company, you will promptly notify the Company, take
		all steps requested by the Company to defend against the compulsory disclosure
		and permit the Company to participate with counsel of its choice in any
		proceeding relating to the compulsory disclosure. You acknowledge that all
		information the disclosure of which is prohibited by this Section is of a
		confidential and proprietary character and of great value to the Company and
		that a breach of this Section will constitute a material breach of this
		Agreement, which will cause the Company to suffer immediate, substantial and
		irreparable injury. You confirm that, as of the date of your execution of this
		Agreement, you have not violated the terms of this “CONFIDENTIALITY /
		NON-COMPETITION” Section. The Company confirms that as of the date it
		executes this Agreement, it has no actual knowledge of facts constituting a
		violation of this “CONFIDENTIALITY / NON-COMPETITION” Section.
	 

	 
		16. RETURN OF COMPANY PROPERTY. You understand and agree that you are obligated to
		return all Company property in your possession or control, as required under
		the Employee Agreement as to Confidentiality and Non-Competition, including,
		without limitation, computer disks or data (including, data retained on any
		computer), any home-office equipment, mobile phones, blackberrys or computers
		purchased or provided by the Company, any keys, identification and access
		cards, records, documents, files or other materials. By executing this
		Agreement, you represent and agree that you (i) have returned all Company
		property in your possession or control to the Company, (ii) have removed any
		and all computer data relating to Company confidential information and trade
		secrets from any personal computer(s) in your possession or control, and (iii)
		have not retained any such computer data (or copies thereof) in any
		form.
	 

	 
		17. INDEMNIFICATION. Notwithstanding anything herein to the contrary, this
		Agreement shall not impact or release any rights that you may have, under the
		by-laws of the Company, applicable insurance policies of the Company and/or
		under applicable law, to indemnification with respect to liabilities, costs,
		losses and claims arising from or related to your service as an officer,
		director or employee of the Company or of any parent, subsidiary or affiliate
		of the Company.
	 

	 
		18. NON-ADMISSION.
		Nothing contained in this Agreement shall be deemed or construed as an
		admission of wrongdoing or liability on the part of the Company.
	 

	 
		19. SEVERABILITY CLAUSE. Should any provision or part of this Agreement
		be
	 

	 
		 
	 

	 
		 
	 

	 
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		found to be invalid or unenforceable, only
		that particular provision or part so found and not the entire agreement shall
		be inoperative.
	 

	 
		20. ASSIGNMENT.
		This Agreement may be assigned by the Company to (i) any affiliate of the
		Company or (ii) any non-affiliate of the Company that shall acquire all or the
		greater part of the business and assets of the Company. In the event of any
		such assignment, the Company shall cause such affiliate or non-affiliate, as
		the case may be, to assume the obligations of the Company hereunder with the
		same effect as if such assignee were the “Company” hereunder, and, in
		the case of such assignment to a non-affiliate, the Company and its affiliates
		shall be released from all liability hereunder. This Agreement is personal to
		you and you may not assign any rights or delegate any responsibilities
		hereunder without the prior approval of the Company.
	 

	 
		21. NON-ALIENATION. You shall not have any right to pledge, anticipate or
		in any way create a lien upon any payment or benefit provided under this
		Agreement, and no such payment or benefit shall be assignable in anticipation
		of payment, either by voluntary or involuntary acts or by operation of
		law.
	 

	 
		22. OFFSET. You
		hereby authorize the Company to offset any sums owed by you to the Company
		against the severance pay payable to you pursuant to this Agreement, to the
		fullest extent permitted under applicable law.
	 

	 
		23. GOVERNING
		LAW AND CHOICE OF FORUM. This
		Agreement shall be governed by, and construed pursuant to, the laws of the
		State of New York applicable to transactions executed and to be wholly
		performed in New York between residents thereof, without regard to conflicts of
		laws, except as otherwise preempted by the laws of the United States. The
		parties consent and agree to the exclusive jurisdiction of the Federal and
		State courts sitting in the City and State of New York for all purposes
		pertaining to this Agreement.
	 

	 
		24. ENTIRE AGREEMENT. This Agreement and any attachments or exhibits hereto
		expressly supersede any and all previous understandings and agreements between
		the Company and you and constitute the sole and exclusive understanding between
		the Company and you concerning the subjects set forth herein, other than any
		agreements related to non-competition or trade secrets, confidential
		information and/or work product previously executed by you (including your
		Non-Competition Agreement), the terms of which remain in full force and effect,
		with the sole exception that Paragraph 9(f) of the Non-Competition Agreement
		does not apply to you and shall have no further application. This Agreement and
		any attachments or exhibits hereto may not be altered, modified, changed or
		discharged except in a writing signed by you and agreed to by the Company. You
		understand and agree that other than as set forth in this Agreement and the
		attachments or exhibits hereto, you will not receive any compensation, payments
		or benefits of any kind from the Company and you expressly agree that you are
		not entitled and have no right to any additional compensation, payments or
		benefits other than the payment of vested benefits (if any) under the terms of
		the Company’s qualified pension plans, as amended from time to
		time.
	 

	 
		 
	 

	 
		 
	 

	 
		Page 9 of 11
	 

	 
		 
	 

	 

	 
	 

	 

	 
		If the foregoing text of this document
		correctly reflects our mutual agreements, please execute and return to the
		undersigned the two originals of this Agreement.
	 

	 
		 
	 

	 
			
				
				   
				

			 	
				
				   
				

			 	
				
				  Sincerely,
				

			 
	
				
				   
				

			 	
				
				   
				

			 	
				
				  
 REVLON CONSUMER PRODUCTS
				  CORPORATION
				

			 
	
				
				

			 	
				
				   
				

			 	
				
				  By:
				

			 	
				
				  
 /s/ Robert K. Kretzman
				

			 
	 	 	 	
				
 
	
				
				   
				

			 	
				
				   
				

			 	
				
				   
				

			 	
				
				  Robert K. Kretzman

				  Executive Vice President,

				  General Counsel and Chief Legal Officer
				

			 

 

	 
		 
	 

	 
		 
	 

	 
		Page 10 of 11
	 

	 
		 
	 

	 

	 
	 

	 

	 
		AGREEMENT AND
	 

	 
		ACKNOWLEDGMENT
	 

	 
		I, THOMAS E. MCGUIRE, acknowledge receipt of the Letter Agreement and
		Release and I agree to all the terms and conditions set forth in the Letter
		Agreement and Release. I have read and fully understand the meaning and effect
		of the terms set forth in the Letter Agreement and Release and enter into such
		agreement of my own free will and without coercion, intimidation or threat of
		retaliation. I also acknowledge and understand that I have been afforded
		twenty-one (21) days to consider the Letter Agreement and Release and to have
		the agreement reviewed by my attorney if I so choose. I acknowledge that if I
		execute this Letter Agreement and Release prior to the expiration of the
		twenty-one (21) day period or if I choose to forego the advice of an
		attorney, I do so freely, knowingly and voluntarily and waive any and all
		future claims that such action or actions would affect the validity of this
		Letter Agreement and Release.
	 

	 
		 
	 

	 
			
				
				  Date:
				

			 	
				
				  October 6, 2006
				

			 
	
				
				   
				

			 	
				
				   
				

			 
	
				
				  Name:
				

			 	
				
				  /s/ Thomas E. McGuire
				

			 
	 	
				
 

 

	 
		 
	 

	 
		 
	 

	 
		Page 11 of 11REVLON 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
	 

	 
		 
	 

	 
		 
	 

	 
		Page 4 of 12
	 

	 
		 
	 

	 

	 
	 

	 

	 
		
 
	 

	 
		 
	 

	 
		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. 
	 

	 
		 
	 

	 
		 
	 

	 
		Page 7 of 12
	 

	 
		 
	 

	 

	 
	 

	 

	 
		
 
	 

	 
		 
	 

	 
		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. 
	 

	 
		 
	 

	 
		 
	 

	 
		Page 8 of 12
	 

	 
		 
	 

	 

	 
	 

	 

	 
		
 
	 

	 
		 
	 

	 
		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.
	 

	 
		 
	 

	 
		 
	 

	 
		Page 9 of 12
	 

	 
		 
	 

	 

	 
	 

	 

	 
		
 
	 

	 
		 
	 

	 
		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
	 

	 
		 
	 

	 
		 
	 

	 
		Page 11 of 12
	 

	 
		 
	 

	 

	 
	 

	 

	 
		
 
	 

	 
		 
	 

	 
		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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