Document:

<PAGE>
EXHIBIT 10.19.:  EMPLOYMENT AGREEMENT

                                                                31 December 2001

PERSONAL & CONFIDENTIAL

Mr. Brian Sturgell

Dear Brian:

I wish to confirm my discussion with you pertaining to the position of Executive
Vice President of Alcan Inc. and a member of the Office of the President,
effective on 1 January 2002. You will report to me and you will be located in
Montreal. This offer letter contains two sections. The first deals with the
on-going annual compensation package while the second section deals with
transfer and relocation issues.

SECTION 1

SALARY

Your base salary will be US$575,000 per annum, effective 1 January 2002. Your
salary will be reviewed annually on the basis of competitive US compensation
data. Your job grade will be administered at 55 under Alcan's structure.

ANNUAL BONUS

You will participate in Alcan's Executive Performance Award Plan (EPA) with a
guideline bonus of 75% of the mid-point salary (US$588,000). Under the modified
EPA program, award payment will be related to the global performance of Alcan
Inc. as well as your own personal performance.

LONG TERM INCENTIVE (STOCK OPTION AND RELATIVE TSR PROGRAM)

At this point in time, we cannot provide you with all the specific details of
the new Long Term Incentive Program. These should be available to you over the
next few months.

On the other hand we can confirm that the combined target compensation value of
the two Plans (Stock Option and TSR Performance Plan) will be equal to
approximately $1,750,000 for 2002 with half this value provided in stock options
and the other half provided under the new TSR Performance Plan. The compensation
value of $1,750,000 will be revised annually on the basis of competitive US
compensation data. The Awards under both Plans are subject to approval by the
Personnel Committee of the Board.

                                       1
<PAGE>

PENSION PLAN

We are currently reviewing the pension coverage of senior executives and may
propose some modifications pertaining to the different top hat programs in
existence. Changes, if any, will be effective from 1 January 2002, but are not
likely to be known before the end of the 1st Quarter 2002.

Thus, on an interim basis, from 1 January 2002, you will continue to participate
in your current pension plan, at the pensionable earnings level in existence on
31 December 2001. As soon as we complete the design of the executive top hat
plan and its valuation, we will communicate the proposed changes. We intend to
have this work completed by the end of the 1st Quarter 2002.

TAX EQUALIZATION

While working in Canada, we will provide you with a tax equalization payment to
compensate for the tax differential between Canada and Cleveland (federal, state
and local income taxes). The tax equalization will be applied to Base Salary,
the EPA bonus payment and payments under the TSR Performance Plan. Recognizing
that there are potentially different tax treatments on TSR's and stock options
in the US and Canada, the intent is that the net affect be tax neutral to you
compared to the US. In order to achieve this result you will be tax equalized on
any excess taxes due from exercising TSR's in Canada offset by the savings, if
any, of exercising stock options during the same tax year.

PAY DISBURSEMENT AND BENEFITS

We intend to maintain you as an employee of Alcan Management Services Limited
(USA) as we assume that you will continue to be a resident of the USA. Our US
payroll will disburse all payments. As such, you will continue to participate in
all Employee Benefits and Pension programs available to US based employees. If
you are deemed to be a resident of Canada these arrangements will be reviewed.

SECTION II

IMMIGRATION REQUIREMENTS

You will be required to obtain the proper work permit from the Canadian
authorities. Ms. Tracy Charpentier will work with you to achieve this.

HOUSING AND TRAVELLING

Your move will be handled under Alcancorp's Relocation Policy. Alcan will be
responsible for the cost of selling your Cleveland property (customary costs)
and for shipping your household goods and personal effects to South Carolina.
While in Montreal, the Company will make available to you its executive
apartment. During the length of this assignment, personal airfare transportation
from Montreal to South Carolina (return) will be for your account.

                                       2
<PAGE>

TERMINATION

Should your employment be terminated without cause, Alcan will pay you a
termination allowance equal to 24 months base salary and EPA guideline,
calculated at the date of termination, tax-equalized to Cleveland, Ohio if need
be. The amount will be paid as a lump sum or as salary continuance at your
choice. In the event you elect salary continuance, you will continue to
participate in the benefit programs for the period of salary continuance except
that the long-term disability plan and the accrual of vacation cease on
termination date. No option grants are made during the salary continuance
period.

CHANGE IN ORGANIZATIONAL STRUCTURE

In the event that the Board makes a change in the current Office of the
President structure, which impacts on your future role in the organization, you
will have the right to resign from Alcan if there is no mutually acceptable
position for you in the new organization structure. You will have up to 3 months
from the date of the organizational change to make the decision to resign. In
this eventuality you shall be entitled to the termination provisions outlined
above.

CHANGE OF CONTROL/CONFIDENTIALITY/NON-COMPETITION

Your current Change of Control Agreement continues to be in force. The amounts
payable, if any, will be tax-equalized to Cleveland, Ohio. Furthermore, you are
asked to sign the attached confidentiality and non-competitive agreement.

ACCEPTANCE

Please sign and return a copy of this letter indicating your acceptance of the
terms and conditions described in it.

The terms and conditions outlined in this letter replace any previous
contractual arrangements and constitute the full terms and conditions of
employment.

                                                  /s/ Travis Engen
                                                  -----------------------
                                                  Travis Engen
                                                  Chief Executive Officer

I accept the terms and conditions described above.

/s/ Brian W. Sturgell                              8 January 2002
------------------------------------               --------------
         Brian W. Sturgell                               date

                                       3
<PAGE>
                            CONFIDENTIALITY AGREEMENT

To Alcan Inc.

In consideration of your agreeing to employ him as your Executive Vice
President, the undersigned Employee acknowledges and agrees that his employment
by the Employer under this Agreement necessarily involves his understanding of
and access to certain trade secrets and confidential information pertaining to
the business of the Employer. Accordingly, the Employee agrees that during the
Employment Period and for a period of two (2) years following the Date of
Termination, he will not, directly or indirectly, without the prior written
consent of the Employer, disclose or use for the benefit of any person,
corporation or other entity, or for himself any and all files, trade secrets or
other confidential information concerning the internal affairs of the Employer
or its subsidiaries or affiliates, including, but not limited to, information
pertaining to its clients, services, products, earnings, finances, operations,
methods or other activities; provided, however, that the foregoing shall not
apply to information which is of public record or is generally known, disclosed
or available to the general public or the industry generally. Notwithstanding
the foregoing, the Employee may disclose such information as required by law
during any legal proceeding or to the Employee's personal representatives and
professional advisers and, with respect to such personal representatives and
professional advisers, the Employee agrees to inform them of his obligations
hereunder and take all reasonable steps to ensure that such professional
advisers do not disclose the existence or substance hereof. Further, the
Employee agrees that he shall not, directly or indirectly, remove or retain,
without the express prior written consent of the Employer, and upon termination
of employment for any reason shall return to the Employer, any records, computer
disks, computer printouts, business plans or any copies or reproductions
thereof, or any information or instruments derived therefrom, arising out of or
relating to the business of the Employer or obtained as a result of his
employment by the Employer.

                           Signed by the Employee as of 8 January, 2002.

                                       /s/ Brian W. Sturgell
                           ----------------------------------------------
                                         Brian W. Sturgell

                                       4
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                           NON-COMPETITION UNDERTAKING

To Alcan Inc.

In consideration of your agreeing to employ me as your Executive Vice President,
I acknowledge and undertake that until the expiry of two (2) years following the
termination of my employment with the Company, I will not be entitled to act as
an employee, director of or officer of, advisor to or material investor in any
corporation, partnership, person or other entity which carries on any business
which is materially competitive with the Company's principal lines of business.
Entities which carry on businesses which are so materially competitive include
without limitation, those which carry on any business which relates to the
mining or refining of bauxite, the production and sale of alumina or primary
aluminum, the production and sale of aluminum products and aluminum fabricated
products (such as can sheet, foil, litho sheet and other flat rolled products,
wire and cable, castings and extrusions), the trading of aluminum, the
production and sale of packaging products for tobacco, pharmaceutical,
cosmetics, health care, food or beverage products or any line of business
carried on by the Company and accounting for at least five percent (5.0%) of its
consolidated assets or gross revenues at the time of the termination of my
employment. Nevertheless, no such business shall be considered to be materially
competitive unless it is carried on in any of the jurisdictions in which the
Company carries on business at the time of the termination of my employment.

I acknowledge that in view of the position of extreme trust and confidence
attached to my position as Employee of the Company, this undertaking is
reasonable in all respects and essential to the protection of the Company and
its shareholders. I shall continue to be bound by its terms of this undertaking
notwithstanding the termination of my employment for any reason.

For the purposes of the foregoing: the "Company" means Alcan Inc. as well as its
subsidiaries, affiliates and joint ventures, and "Material Investor" means the
holder of more than five per cent (5.0% ) of the outstanding voting or equity
shares, units or similar interests.

                               Signed by the Employee as of 8 January, 2002.

                                            /s/ Brian W. Sturgell
                               ----------------------------------------------
                                               Brian W. Sturgell

                                       5<PAGE>
EXHIBIT 10.20: TOTAL SHAREHOLDER RETURN PERFORMANCE PLAN

                                                                        [LOGO A]
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ALCAN INC.

ALCAN
LONG-TERM
INCENTIVE PROGRAM

o TSR Performance Plan

Approved Plan Text

MONTREAL, CANADA
DECEMBER 2001

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                                                                        [LOGO A]
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1.   GENERAL INFORMATION

The Alcan Long-Term Incentive Program is comprised of two separate plans. The
first plan is the Alcan Total Shareholder Return Performance Plan and the second
plan is Alcan Executive Share Option Plan. The text of the latter is included in
the Circular dated April 28,1993.

Following is the description of the Alcan Total Shareholder Return Performance
Plan.

2.   DEFINITIONS

In this Plan, the following definitions shall have the following meanings:

"ALCAN LTIP" means the Alcan Long-Term Incentive Program which includes the
Alcan Executive Share Option Plan and the Alcan Total Shareholder Return
Performance Plan;

"AUDITORS" means PricewaterhouseCoopers LLP or any successor company;

"AWARD" means an earned Award to a Key Employee in accordance with the
provisions of the Plan;

"AWARD AGREEMENT" means the written agreement evidencing an Award granted to a
Key Employee under the Plan and approved by the Committee;

"BOARD" means the Board of Directors of the Company;

"CLOSING PRICES" means the closing sale prices for record lots for common shares
as reported on the New York Stock Exchange - Consolidating Trading;

"COMMITTEE" means the Personnel Committee of the Board;

"COMPANY" means Alcan Inc. and any successor corporation whether by
amalgamation, merger or otherwise;

"DISABILITY" means the complete permanent inability of a Key Employee to perform
all of his duties under the terms of his employment with the Company, as
determined by the Committee upon the basis of such evidence, including
independent medical reports and data as the Committee deems appropriate or
necessary;

"KEY EMPLOYEE" means an employee of the Company or a Subsidiary whose
responsibilities and decisions, in the judgement of the Committee, directly
affect the performance of the Company and its Subsidiaries and has been
designated by the Committee as eligible to participate in the Plan;

"PARTICIPANT" means an employee of the Company who is a Key Employee and who has
received an Award under the Plan;

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                                                                        [LOGO A]
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"PERFORMANCE PERIOD" means the period over which performance for the purposes of
an Award shall be measured;

"PLAN" means the Alcan Total Shareholder Return Performance Plan;

"RETIREMENT" means (unless otherwise determined by the Committee):

i)   retirement in accordance with the provisions of those retirement benefits
     plans of the Company or any Subsidiary covering the executive, or

ii)  the placing of a terminated executive a non-active payroll of the Company
     or a Subsidiary in order to permit such executive to attain early
     retirement age.

"SHARE" means a common share of the Company;

"SUBSIDIARY" means a company controlled, directly or indirectly, by Alcan;

"TARGET CASH AWARD" means a target cash award granted to a Key Employee in
accordance with the provisions of the Plan and approved by the Committee;

"TSR" means the Total Shareholder Return, which is a financial measure as
described in section 6.4;

3.   ESTABLISHMENT AND PURPOSE

3.1. Establishment. The Company has established an incentive compensation plan
     known as the Alcan TSR Performance Plan. In an effort to increase the Key
     Employee's awareness of their role in improving shareholder value, the
     Committee has approved an executive total compensation plan that recognizes
     that long-term incentives are an integral part of the executive's
     compensation.

3.2. Purpose. The purpose of the Plan is to promote the achievement of long-term
     objectives of the Company i) by tying the Key Employee's long-term
     incentive opportunities to pre-established goals; ii) by rewarding
     performance, based on the successful achievement of the pre-established
     goals; and iii) by attracting, retaining and motivating highly competent
     Key Employees committed as a group to achieve results through teamwork.

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                                                                        [LOGO A]
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4.   ADMINISTRATION

4.1. The Plan shall be administered by the Committee. The Committee shall have
     full and complete authority to interpret the Plan and prescribe such rules
     and regulations and make such other determinations as it deems necessary or
     desirable for the administration of the Plan.

4.2. Amendment, Modification and Termination. The Committee may at any time and
     from time to time amend, suspend or terminate the Plan in whole or in part.

4.3. Costs of the Plan. All expenses associated with the establishment,
     maintenance and termination of the Plan shall be borne by the Company.

4.4. Tax Consequences. The Awards shall be subject to taxes as per the income
     tax rules of the Key Employee's country of residence. Participants are
     encouraged to inform themselves of their particular tax situation. All
     taxes shall be paid by the Participant.

4.5. Successors. All obligations of the Company under the Plan shall be binding
     on any successor to the Company.

5.   ELIGIBILITY

5.1. Eligibility. The Plan provides for the granting of a Target Cash Award to
     designated Key Employees of the Company and its Subsidiaries. The Committee
     shall determine at its sole discretion, which Key Employees of the Company
     shall be eligible to be granted a TSR performance Target Cash Award. It
     shall also determine the conditions (amount, period) applicable to each
     Award.

     Eligibility to participate in the Plan does not confer a right to receive a
     Target Cash Award. There is no automatic entitlement to any grant.

6.   AWARDS

6.1. Target Cash Award. The target amount of the Key Employee's Target Cash
     Award shall be determined through competitive market data using appropriate
     peer companies. The Committee shall approve annually the target long-term
     incentive compensation amount to be attributed to Key Employees. Half of
     this amount shall be delivered through the Plan and the other half through
     the Alcan Executive Share Option Plan. Employees eligible for participation
     in the Alcan LTIP but not eligible to participate in this Plan shall
     receive their long-term compensation amount entirely through the Alcan
     Executive Share Option Plan.

6.2. Amount of the Award. The amount of the Award, if any, shall be based on the
     Company's TSR performance at the end of the Performance Period as measured

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                                                                        [LOGO A]
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     against the TSR performance of the S&P Industrials.

6.3. Award Frequency and Performance Period. Subject to the terms of the Plan
     (including sections 4.1, 4.2 and 5.1), Target Cash Awards shall generally
     be granted annually by the Committee, with each Target Cash Award having a
     Performance Period of 3 years.

6.4. Total Shareholder Return and Performance Measure. TSR shall be measured as
     a change in the market price of the common stock plus cumulative dividend
     yield over the Performance Period.

     At the end of the Performance Period, the TSR performance measurement shall
     be made for all companies in the S&P Industrials Index and the Company's
     performance will be ranked relative to the other industrial companies in
     the Index as of the end of the Performance Period. These measurements will
     be made by a third party and audited by the Company's Auditors.

6.5. Calculation of TSR Performance. The percentage change in stock price is
     equal to the ratio of (A) the average of the Closing Prices over the five
     trading days immediately preceding the end of the Performance Period over
     (B) the average of the Closing Prices over the five trading days
     immediately preceding the commencement of the Performance Period.

     Only companies that have been part of the Index for the full Performance
     Period shall be included in the calculation of TSR performance.

6.6. Payout Matrix. In order for any payout to be earned, the Company's TSR
     performance shall be at or above the 30th percentile rank of the companies
     ranked in the S&P Industrial Index. At the 30th percentile rank, a payout
     of 60% of the target Award shall be earned. At the 50th percentile rank, a
     payout of 100% of target Award shall be earned, and at the 75th percentile
     rank, a payout of 300% of the target Award shall be earned (maximum
     payout). The payout will be prorated between these rankings (see sample
     calculation at Appendix A).

6.7. Individual Performance. As with other elements of compensation, an Award
     shall be earned through individual performance. There shall be no
     entitlement to an Award. The actual target Award may also be subject to an
     upward or downward adjustment based on the individual's performance and
     contribution to the Company.

6.8. Payment of Awards. Subject to applicable law, payment with respect to
     earned Awards may be made in whole or in part in the form of cash and/or
     Shares of the Company, at the sole discretion of the Committee.

6.9. Award Agreement. A separate Agreement shall be entered into between the
     Company and the Participant to cover each Target Cash Award. This document
     shall be sent in duplicate to each Participant for signature. It describes
     the conditions applying to that particular Award (see Appendix B).

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                                                                        [LOGO A]
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7.   TERMINATION OF EMPLOYMENT

7.1. Termination of Employment Due to Death, Disability or Retirement. In the
     event of termination of employment due to Retirement (in accordance with
     the retirement programs rules), Disability or Death, the Participant will
     be entitled to a pro-rata payment of any Awards earned, payable at the time
     normally due and in accordance with such rules and regulations as may be
     adopted by the Committee.

7.2. Termination for Reasons Other than Death, Disability or Retirement.
     Termination of employment for any other reasons, including resignation,
     will result in forfeiture of any outstanding Awards under the Plan. In
     specific circumstances, the Committee may adopt rules to provide for
     partial payment as above.

8.   BENEFICIARY DESIGNATION

8.1. Designation of Beneficiary. Each Participant shall advise the Company in a
     written designation, on a prescribed form, the name of the beneficiary who
     shall be entitled to receive a payout, if any, with respect to an Award
     upon his death (Appendix C). The Participant shall advise the Company of
     any change in any such information (see Appendix D).

     In the event that there shall be no designation of beneficiary made, any
     amounts to be paid to the Participant's beneficiary shall be paid to the
     Participant's estate.

8.2. Death of Beneficiary. In the event that the beneficiary predeceases the
     Participant, any amounts that would have been paid to the Participant or
     the Participant's beneficiary under the Plan shall be paid to the
     Participant's estate.

9.   MISCELLANEOUS PROVISIONS

9.1. The effective date of the Plan is 1 January 2002.

9.2. The Plan shall be governed and interpreted in accordance with the laws of
     the Province of Quebec and the laws of Canada applicable in Quebec.

9.3. If any provision of the Plan is determined to be void or unenforceable in
     whole or in part, such determination shall not affect the validity or
     enforcement of any other provision or part thereof.

9.4. Headings are for reference purposes only and do not limit or extend the
     meaning of the provisions of the Plan.

9.5. References to the masculine shall include the feminine; references to the
     singular shall include the plural and vice versa.
                                       6
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                                                                        [LOGO A]
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                                                                      APPENDIX A

                                 [RATING CHART]

                       EXAMPLE
<TABLE>

<S>                                      <C>
Target Award                             $100,000
Adjustment for personal performance      $ 25,000
Adjusted Target Award                    $125,000
3-year performance rating        x           200%
at 62.5 percentile
                                         --------
                                         $250,000
                                         ========
</TABLE>

Amount paid by end of April following the 3-year performance period.

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                                       7
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                                                                        [LOGO A]
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                                                                      APPENDIX B

                                   ALCAN INC.

                 TOTAL SHAREHOLDER RETURN (TSR) PERFORMANCE PLAN
                        (LONG-TERM INCENTIVE CASH AWARD)
                                 AWARD AGREEMENT

NAME                                                 AWARD YEAR:

PERFORMANCE PERIOD:                                  TARGET AWARD AMOUNT:

You have been granted a 2002 Target Cash Award (shown above) under the TSR
Performance Plan. This Award was approved by the Personnel Committee of the
Board, effective 15 September 2002 and is subject to a three year Performance
Period beginning 1 January 2003 and ending 31 December 2005.

The payment value of this Award, if any, will be calculated on the Total
Shareholder Return and Alcan's percentile rank relative to the Standard and Poor
(S&P) Industrials at the end of the Performance Period. Total Shareholder Return
is measured as the change in the market price of the common stock plus
cumulative dividend yield over the Performance Period. The percentage change in
stock price is equal to the ratio of (A) the average of the closing share prices
over the five trading days immediately preceding the end of the Performance
Period over (B) the average of the closing share prices over the five trading
days immediately preceding the Performance Period.

At the end of the Performance Period, TSR performance measurements will be made
for Alcan and for all companies in the S&P Industrials Index. Alcan's TSR
performance will be compared and ranked against the TSR performance of other
industrial companies in the Index. Only companies that have been part of the
Index for the full 3-year period will be included in the Index.

The payout, if any, will be calculated by adjusting the target award by a
performance factor related to Alcan's percentile rank relative to the S&P
Industrials as follows:

o    At a relative rank below the 30th percentile no payout will be made

o    At a relative rank of the 30th percentile a payout of 60% of the target
     amount

o    At a relative rank of the 50th percentile a payout of 100% of the target
     amount

o    At a relative rank of the 75th percentile a payout of 300% of the target
     amount (300% is the maximum payout under the Schedule)

o    The payout will be prorated between these rankings.

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                                       8

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                                                                        [LOGO A]
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You must be continuously and actively employed by Alcan over the performance
period to be eligible to receive any payment. The actual payment, if any, will
be made as soon as practicable following completion of the Performance Period.
If you terminate your employment during the Performance Period due to
retirement, disability or death, your actual Award will be pro-rated for the
period up to termination; the amount being paid at the prescribed time and
according to such Rules and Regulations of the Plan adopted by the Committee.
Please refer to the Plan description.

Please indicate your acceptance of the above award, the terms and conditions as
described herein and the attachments by executing both copies of this Award
Agreement and returning one copy to Linda Eggeman, Alcan Inc., Maison Alcan,
Montreal.

I hereby accept the terms and conditions of this award:

--------------------------          ------------------------
Signature                           Date

                                       9

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<PAGE>

                                                                        [LOGO A]
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                                                                      APPENDIX C

                                   ALCAN INC.
                            TOTAL SHAREHOLDER RETURN
                                PERFORMANCE PLAN

                          BENEFICIARY DESIGNATION FORM

I, _______________________________, being a Participant of the Total Shareholder
Return Performance Plan (TSR Performance Plan), hereby designate the following
person as my Beneficiary for purposes of the TSR Performance Plan and
acknowledge that said person is:

     NAME:
           ---------------------------------------------------------------------
  ADDRESS:
           ---------------------------------------------------------------------

           ---------------------------------------------------------------------

           ---------------------------------------------------------------------

           ---------------------------------------------------------------------

Under the terms of the TSR Performance Plan, I reserve the right to revoke this
designation and to designate another person as my Beneficiary.

SIGNATURE:
           ---------------------------------------------------------------------
 EMPLOYEE
   NUMBER:
           ---------------------------------------------------------------------
     DATE:
           ---------------------------------------------------------------------

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                                       10
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                                                                        [LOGO A]
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                                                                      APPENDIX D

                                   ALCAN INC.
                            TOTAL SHAREHOLDER RETURN
                                PERFORMANCE PLAN

                           CHANGE OF BENEFICIARY FORM

I, _______________________________, being a Participant of the Total Shareholder
Return Performance Plan (TSR Performance Plan), hereby revoke the designation of
______________________________ as my Beneficiary for purposes of the TSR
Performance Plan and designate instead:

     NAME:
           ---------------------------------------------------------------------
  ADDRESS:
           ---------------------------------------------------------------------

           ---------------------------------------------------------------------

           ---------------------------------------------------------------------

           ---------------------------------------------------------------------

Under the terms of the TSR Performance Plan, I reserve the right to revoke this
designation and to designate another person as my Beneficiary.

SIGNATURE:
           ---------------------------------------------------------------------
 EMPLOYEE
   NUMBER:
           ---------------------------------------------------------------------
     DATE:
           ---------------------------------------------------------------------

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                                       11

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