Document:

exv10w31wb

	 	 	 	 	 

Exhibit 10.31(b)

Highly Confidential

AMENDMENT NO. 1 TO

TRANSITION AND SUCCESSION AGREEMENT

          THIS AMENDMENT TO THE TRANSITION AND SUCCESSION AGREEMENT (this “Amendment”) by and between
Mylan Inc. (the “Company”) and Daniel C. Rizzo, Jr. (the “Executive”), is made as of December 22,
2008.

          WHEREAS, the Company and the Executive are parties to that certain Transition and Succession
Agreement (the “Agreement”); and

          WHEREAS, the Company and Executive wish to amend the Agreement as set forth below to comply
with Section 409A of the Internal Revenue Code;

          NOW, THEREFORE, the Agreement is hereby amended as follows:

	1.	 	The following sentence is hereby added to the end of Section 5(a) of the Agreement:

Notwithstanding the above, to the extent the Executive is terminated (i) prior to the
date on which a Change of Control occurs or (ii) following a Change of Control but prior
to a change in ownership or control of the Company within the meaning of Section 409A of
the Internal Revenue Code of 1986, as amended (the “Code”), amounts payable to the
Executive hereunder, to the extent not in excess of the amount that the Executive would
have received under any other pre-Change-of-Control severance plan or arrangement with
the Company had such plan or arrangement been applicable, shall be paid at the time and
in the manner provided by such plan or arrangement and the remainder shall be paid to
the Executive in accordance with the provisions of this Section 5(a).

	2.	 	The following shall be added as a new Section 5(c):

Conditions to Payment and Acceleration; Section 409A of the Code. The intent of
the parties is that payments and benefits under this Agreement comply with Section 409A
of the Code to the extent subject thereto, and, accordingly, to the maximum extent
permitted, this Agreement shall be interpreted and administered to be in compliance
therewith. Notwithstanding anything contained herein to the contrary, to the extent
required in order to avoid accelerated taxation and/or tax penalties under Section 409A
of the Code, the Executive shall not be considered to have terminated employment with
the Company for purposes of this Agreement and no payments shall be due to the Executive
under Section 5 of this Agreement until the Executive would be considered to have
incurred a “separation from service” from the Company within the meaning of Section 409A
of the Code. For purposes of this Agreement, each amount to be paid or benefit to be
provided shall be construed as a separate identified payment for purposes of Section
409A of the Code, and any payments described in Section 5 that are due within the “short
term deferral period” as defined in Section 409A of the Code shall not be treated as deferred compensation unless applicable law
requires otherwise. To the extent required in order to avoid accelerated taxation

 

 

and/or tax penalties under Section 409A of the Code, amounts that would otherwise be
payable and benefits that would otherwise be provided pursuant to this Agreement during
the six-month period immediately following the Executive’s termination of employment
shall instead be paid on the first business day after the date that is six months
following the Executive’s termination of employment (or death, if earlier). To the
extent required to avoid an accelerated or additional tax under Section 409A of the
Code, amounts reimbursable to the Executive under this Agreement shall be paid to the
Executive on or before the last day of the year following the year in which the expense
was incurred and the amount of expenses eligible for reimbursement (and in-kind benefits
provided to the Executive) during any one year may not affect amounts reimbursable or
provided in any subsequent year; provided, however, that with respect to
any reimbursements for any taxes which the Executive would become entitled to under the
terms of the Agreement, the payment of such reimbursements shall be made by the Company
no later than the end of the calendar year following the calendar year in which the
Executive remits the related taxes.

	3.	 	The last sentence of Section 7 is hereby amended by deleting the words “of the Internal
Revenue Code of 1986, as amended (the “Code”)” and replacing them with “of the Code.”
	 
	4.	 	This Amendment shall be governed by, interpreted under and construed in accordance with the
laws of the Commonwealth of Pennsylvania.
	 
	5.	 	Except as modified by this Amendment, the Agreement is hereby confirmed in all respects.

     IN WITNESS WHEREOF, this Amendment has been duly executed and delivered as of the date and the
year first written above.

	 	 	 	 	 
	 	MYLAN INC.

 	 
	 	/s/ Heather Bresch
 	 
	 	By:  Heather Bresch 	 
	 	Title:  	Chief Operating Officer 	 
	 
	 	/s/ Daniel C. Rizzo, Jr.
 	 
	 	Daniel C. Rizzo, Jr. 	 
	 	 	 
	 

2exv10w31wc

Exhibit 10.31(c)

AMENDMENT NO. 2 TO

TRANSITION AND SUCCESSION AGREEMENT

     THIS AMENDMENT NO. 2 TO TRANSITION AND SUCCESSION AGREEMENT (this “Amendment”) is made as of
this 15th day of October, 2009, by and between Mylan Inc., a Pennsylvania corporation
(the “Company”), and Daniel C. Rizzo, Jr. (“Executive”).

     WHEREAS, the Company and Executive are parties to that certain Transition and Succession
Agreement, as amended to date (the “Agreement”); and

     WHEREAS, as permitted by Section 13(a) of the Agreement, the Company and Executive desire to
amend the Agreement upon the terms and conditions set forth herein;

     NOW, THEREFORE, the Agreement is hereby amended as follows:

     1. The second to last sentence of Section 4(c) of the Agreement is hereby deleted in its
entirety. For the avoidance of doubt, such sentence hereby deleted begins “Anything in this
Agreement to the contrary notwithstanding . . .”

     2. This Amendment shall be governed by, interpreted under and construed in accordance with the
laws of the Commonwealth of Pennsylvania.

     3. Except as expressly set forth herein, the terms and conditions of the Agreement are
and shall remain in full force and effect.

     IN WITNESS WHEREOF, this Amendment has been duly executed and delivered as of the
day and year first written above.

	 	 	 	 	 
	 	MYLAN INC.

 	 
	 	By:  	/s/ Joseph F. Haggerty
 	 
	 	 	Name:  	Joseph F. Haggerty 	 
	 	 	Title:  	Senior Vice President and General Counsel 	 
	 
	 	EXECUTIVE

 	 
	 	/s/ Daniel C. Rizzo, Jr.
 	 
	 	Name: Daniel C. Rizzo, Jr.exv10w18

EXHIBIT 10.18

Belden Inc.

Annual Cash Incentive Plan

(Revised February 22, 2010)

Objective and Eligibility

The Belden Inc. Annual Cash Incentive Plan (the “Plan”) is designed to (1) attract, motivate and
retain key talent, (2) reward participants for individual and company performance and (3) align
management and shareholder interests.

Eligibility

Participation in the Plan is limited to active, full-time exempt employees of the Company and its
subsidiaries, who fall within certain salary grades, provided that they are not a covered
participant in another annual cash incentive plan and they have been approved for inclusion in the
Plan by the Company’s CEO. New hires and associates who have been promoted, transferred or
reclassified into a covered position before October 1 of the Plan year will be eligible to
participate on a prorated basis based on the number of months of Plan eligibility. An individual
must be hired, promoted, transferred or reclassified on or before the 15th day of the
calendar month to receive credit for that month.

Participants who are transferred to disability status will be paid according to Belden CDT’s short-
and/or long-term disability plan and are ineligible for incentive earnings during the period of
disability. Participants who are on an approved leave of absence are not entitled to earn
performance credit during the period of the leave.

Award Amounts

Award levels will be calculated as a percent (which may exceed 100%) of salary. For purposes of
the incentive calculation, each employee’s base salary as of a certain date will be used. In the
case of promotions and associated salary increases, the payment will be prorated. For the CEO and
the other most highly paid officers of the Company and its subsidiaries who are “covered employees”
as defined in Section 162(m) of the Internal Revenue Code (the “Highly Compensated Participants”),
payment of the award shall be based solely on the attainment of performance goals as provided
below. For all other Plan participants, discretion may be used to adjust award payments that would
otherwise result from the attainment of the performance goals based on individual participant
performance, as determined by the Compensation Committee of the Company’s Board of Directors (the
“Committee”).

Performance Goals

Performance goals, including their measures and weights, shall be established periodically by the
Committee. Performance criteria used by the Committee to establish performance goals shall include
one or any combination of the following, which may be

 

 

measured on either a relative or absolute
basis with respect to the Company or one or more of its subsidiaries or business units: (i) return
on equity, assets, capital or investment; (ii) measures of profitability, including
operating income, net income from continuing operations, net income, or pre-tax or after-tax
earnings per share; (iii) the control or reduction in the level of working capital; (iv) economic
value added; (v) revenues or sales; (vi) EBITDA; (vii) EBITDA margin; (viii) operating margin; (ix)
cash flow or similar measure; (x) total shareholder return; (xi) change in the market price of the
Common Stock; or (xii) market share. The performance goals established by the Committee for each
award will specify achievement targets with respect to each applicable performance criterion
(including a threshold level of performance below which no amount will become payable with respect
to such award). The performance goals established by the Committee may be (but need not be)
different for each performance period.

For Highly Compensated Participants, the Committee shall determine whether the performance goals
have been met. For any award, the Committee may provide in the original terms of an award that any
determination of such financial performance may include or exclude the impact of the occurrence of
one or more of the following events during the performance period (“Unusual Events”): asset
write-downs; gain or loss on the sale or disposal of businesses or significant assets; the effect
of changes in tax laws, accounting principles or policies, or other laws or provisions affecting
reported results; reorganization or restructuring programs; extraordinary nonrecurring items as
described in Accounting Principles Board Opinion No. 30 or in the MD&A of the Company’s quarterly
reports or annual report to shareholders; the effect of acquisitions, mergers, joint ventures or
divestitures; plant start-up costs; costs associated with plant or other facility shutdowns; stock
compensation expenses; or costs associated with executive succession (including severance).
Payment shall be made with respect to an award to a Highly Compensated Participant only after the
attainment of the applicable performance goals has been certified in writing by the Committee. The
Committee may, at its sole discretion, reduce the amount otherwise payable under the original terms
of an outstanding award to a Highly Compensated Participant, but shall have no discretion to
increase the amount otherwise payable.

For all Plan participants other than Highly Compensated Participants, the Committee shall in its
discretion determine whether the performance goals have been met, including whether to include or
exclude any Unusual Events.

All determinations by the Committee shall be final and binding on all participants.

The amount of any award to any participant under the Plan shall in no event exceed $5 million (five
million dollars) per Plan year.

Plan Year

January 1 through December 31.

 

 

Payment Date

Awards will be paid prior to the end of the first quarter of the year following the Plan year
except in the absence of information required to report or calculate payment. Unless otherwise
determined by the Committee in its discretion with respect to participants other than Highly
Compensated Participants, participants must be on the payroll on the payment date to receive the
incentive award, provided that any participant who retires or who is terminated by the Company
without cause after December 31 of the Plan year but before the payment date shall be entitled to
payment. To meet the requirements of the Internal Revenue Code Section 409A, all awards shall be
paid no later than two and one-half (2 1/2) months after the end of the year in which the
participant becomes vested in the right to receive the award.

Benefits and Tax Treatment

Award payments are subject to normal payroll taxes and withholding. Eligibility for inclusion in
pension contributions varies by country and pension plan design provisions. Consult your local
human resources department for questions on this matter.

Administration

The Annual Cash Incentive Plan will be overseen by the President & CEO, the Vice President of Human
Resources, and the Chief Financial Officer. They, in turn, will report to the Committee.

Subject to the above provisions of this Plan, these individuals are responsible for:

	 	•	 	Plan interpretation;
	 
	 	•	 	Examination of extraordinary circumstances;
	 
	 	•	 	Approval of performance standards (i.e. goals, payouts, etc.); and
	 
	 	•	 	Review and approval of performance achievement levels and awards

Issues concerning plan administration will be first taken up with the Vice President of Human
Resources; next level of review will be the CEO.

Claims/Rights

This Plan shall not be construed as an employment contract with Belden CDT Inc. or any affiliate
nor is it a guarantee of compensation or benefits. This Plan may be suspended, modified, revoked
or terminated in its entirety, or any portion thereof, at any time for any reason and without
notice, by the Company.

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