Document:

EX-10.1

EXHIBIT 10.1

Newell Rubbermaid Inc. Management Cash Bonus Plan

	1.	 	Effective Date of Plan.

The effective date of this Plan is January 1, 2008.

	2.	 	Purpose.

The purpose of the Plan is to provide an incentive for key employees to improve Company
performance by providing them with an annual cash incentive payment based on the financial and
operating success of the Company.

	3.	 	Definitions.

(a) “Affiliate” means each entity with whom the Company would be considered a single
employer under Sections 414(b) and 414(c) of the Code substituting references therein to “at
least 80%” with “at least 50%” when making such determination.

(b) “Board” means the Board of Directors of the Company.

(c) “Cause” means the Participant’s unsatisfactory performance or conduct detrimental
to the Company and its affiliates, as solely determined by the Company.

(d) “Code” means the Internal Revenue Code of 1986, as amended.

(e) “Committee” means the Organizational Development & Compensation Committee of the
Board.

(f) “Company” means Newell Rubbermaid Inc.

(g) “Participant” means any active employee of the Company or any Affiliate who has
been selected by the Committee as eligible to receive incentive compensation under the Plan.

(h) “Plan” means this Newell Rubbermaid Management Inc. Cash Bonus Plan.

(i) “Plan Year” means a calendar year.

(j) “Retirement” means the termination of the Participant’s employment with the Company
and all Affiliates without Cause on or after the date on which the Participant has completed
five years of credited service and (i) has attained age 65 or (ii) has attained age 55 and
the sum of his age and credited service equals or exceeds 60. “Credited service” means the
Participant’s period of employment with the Company and its Affiliates (including any
predecessor company or business acquired by the Company or an Affiliate, provided the
Participant was immediately employed by the Company or an Affiliate). Age and credited
service shall be determined in fully completed years and months, with each month being
measured as a continuous period of 30 days.

(k) “Salary” means a Participant’s base annual salary earned during a Plan Year while a
Participant, exclusive of commissions and bonuses.

	4.	 	Administration.

The Plan shall be administered by the Committee, or if the Committee is not comprised of
“outside directors” as defined in Section 162(m) of the Code, then by a subset of the Committee
comprised of at least two “outside directors” (the “Committee”). The Committee has full authority
to select the employees eligible to participate in the Plan, determine when the employee’s
participation in the Plan will begin, and determine the performance goals pursuant to which bonus
amounts will be determined. Subject to the express provisions of the Plan, the Committee shall be
authorized to interpret the Plan and to establish, amend and rescind any rules and regulations
relating to the Plan and to make all other determinations deemed necessary or advisable for the
proper administration of the Plan. The determinations of the Committee in the proper
administration of the Plan shall be conclusive and binding.

	5.	 	Eligibility and Participation.

Participation in the Plan is limited to those employees of the Company or an Affiliate who the
Committee designates as Participants. When the Committee selects an employee to become a
Participant under the Plan, it shall designate the date as of which the employee’s participation
shall begin.

	6.	 	Annual Bonus Awards.

(a) Determination of Participants and Performance Criteria. On or before the
90th day of each Plan Year, the Committee shall determine the Participants for
such Plan Year and establish performance goals and a bonus payment schedule setting forth
the amount of bonus award that may be paid to each Participant based upon the level of
attainment of such performance goals for such Plan Year.

(b) Performance Goals. The performance goals established by the Committee for
a Plan Year shall be based on one or more of the following business criteria: earnings per
share; total shareholder return; cash flow; operating income; sales growth; common stock
price; return on equity; return on assets; return on investment; net income; and expense
management. Performance goals may be absolute in their terms or measured against or in
relationship to the performance of other companies or indices selected by the Committee.
The performance goals may be particular to one or more subsidiaries, divisions or groups or
may be based on the performance of the Company as a whole.

(c) Maximum Bonus Payment. The target and maximum annual bonus award payable
to a Participant for a Plan Year is a percentage of his Salary, based on the Participant’s
participation category and the level of achievement of the performance goals, as set forth
below:

	 	 	 	 	 	 	 	 	 
	 	 	Bonus as a Percentage of	 	 
	Participation	 	Salary if Targets Achieved at	 	Maximum Bonus as a Percentage
	Category	 	100% Level	 	of Salary
	A/A
	 	 	105.0	%	 	 	210.0	%
	A/B
	 	 	65.0	%	 	 	130.0	%
	A/C
	 	 	55.0	%	 	 	110.0	%
	A
	 	 	45.0	%	 	 	90.0	%
	B/C
	 	 	35.0	%	 	 	70.0	%
	B
	 	 	33.5	%	 	 	67.0	%
	C
	 	 	16.75	%	 	 	33.5	%
	D
	 	 	8.375	%	 	 	16.75	%

Performance below the target levels will result in a lower or no bonus award.

In no event, however, shall any Participant be paid a bonus award for any Plan Year that
exceeds $2,900,000.

(d) Bonus Determination. After the end of each Plan Year, the Committee shall
determine (i) the level of achievement of the pre-determined performance goals and (ii) each
Participant’s bonus award. In determining the amount of each Participant’s bonus award, the
Committee may not increase the amount payable, but shall have the discretionary authority to
reduce the amount, in the aggregate or with respect to one or more of the individual
components of a bonus award, taking into account individual performance criteria and goals
and/or corporate, subsidiary, division or group performance criteria and goals.

	7.	 	Plan Limitations.

Notwithstanding the foregoing, no bonus award shall be paid under the Plan for a Plan Year to
a Participant whose employment with the Company and all Affiliates terminates during such Plan Year
unless the termination is due to death, disability (as determined by the Committee) or Retirement,
or as otherwise approved by the Committee. If the Participant terminates during the Plan Year due
to death, disability or Retirement, the Participant will be entitled to a bonus award under the
Plan based on his or her Salary earned in the year of termination, and actual performance goal
achievement (with any negative discretion exercised by the Committee as if the Participant attained
any individual performance goals, at the target level if applicable). Such bonus award will be
paid at the same time bonus awards are paid to active Participants. As a condition to receiving a
bonus award upon Retirement, a Participant must execute and deliver to the Company an agreement, in
a form prescribed by the Company, and in accordance with procedures established by the Company,
that he will not solicit employees, customers or suppliers of the Company and its Affiliates, or
compete with the Company and its Affiliates, and that he releases all claims against the Company
and its Affiliates. If the Participant fails to execute such agreement, or if the agreement is
revoked by the Participant, no bonus shall be paid to him.

	8.	 	Payment of Incentive Awards.

A Participant’s bonus award for a Plan Year shall be paid in cash to the Participant, or to
the Participant’s beneficiary (ies) in the event of his or her death, prior to March 15 of the
following Plan Year, unless the Participant has previously elected to have all or a portion of the
bonus award deferred as provided in Section 9 below. The Company shall deduct all taxes required
by law to be withheld from all bonus awards.

	9.	 	Deferral of Awards.

In lieu of receiving a bonus award as provided in Section 8 above, a Participant may elect to
defer all or a portion of the bonus award in accordance with the 2008 Newell Rubbermaid Deferred
Compensation Plan.

	10.	 	No Assignment.

Except in the event of a Participant’s death, the rights and interests of a Participant under
the Plan shall not be assigned, encumbered or transferred.

	11.	 	Termination of Participation.

The Vice President of Human Resources, or the Board in the case of the Chief Executive Officer
of the Company or any Participant that reports directly to the Chief Executive Officer, reserves
the right to cancel at any time a Participant’s participation in the Plan and the payment of any
bonus award to him or her hereunder, including a bonus award not yet paid for a completed Plan
Year.

	12.	 	Employment Rights.

Nothing contained in the Plan shall be construed as conferring a right upon any employee to
continue in the employment of the Company or any Affiliate.

	13.	 	Amendment/Termination.

The Board may either amend or terminate the Plan at any time, without the consent of the
Participants and without the approval of the stockholders of the Company, if in its judgment such
amendment or termination does not materially or adversely affect the best interests of the Company;
provided, that such modification or elimination shall not affect the obligation of the Company to
pay any bonus award after it has been earned under the Plan.

CH2\2315969.3EX-10.2

EXHIBIT 10.2

Newell Rubbermaid Inc.

Long Term Incentive Plan

1. Grants. Under the terms and provisions of the Newell Rubbermaid Inc. 2003 Stock Plan,
as amended and restated effective as of February 8, 2006 and further amended August 9, 2006 (the
“Stock Plan”), the terms of which are hereby incorporated by reference, the Organizational
Development & Compensation Committee (the “Committee”) of the Board of Directors of Newell
Rubbermaid Inc. (the “Company”), at any time and from time to time, may grant awards based on
shares of the Company’s Common Stock, including Restricted Stock Units and Stock Options, to
eligible employees in such amounts as the Committee shall determine. This Long Term Incentive Plan
(“LTIP”) establishes a methodology for determining awards of Restricted Stock Units and Stock
Options under the Stock Plan to eligible employees in 2009 and subsequent years (“Key Employees”).
The Committee will grant Restricted Stock Units and Stock Options to Key Employees pursuant to the
guidelines set forth below.

2. Guidelines. The number of shares subject to Restricted Stock Units and Stock Options
granted to a Key Employee in 2009 and in subsequent calendar years as an LTIP award will be
determined as follows:

	 	(a)	 	On or prior to March 31 of each applicable calendar year, the Committee will
determine:

	 	(i)	 	For each Key Employee (by comparable position), the economic
value of target annualized long-term incentive equity compensation, based on a
value reflecting approximately the 50th percentile of the general
industry index selected by the Committee (the “Target Value”).

	 	(ii)	 	A comparator group of companies for purposes of determining the
Company’s relative Total Shareholder Return (“TSR”) for the three-year
performance period beginning as of January 1 of the year in which this
determination is made (the “TSR Comparator Group”).

	 	(iii)	 	A target for measuring the increase in the Company’s TSR over
the three-year performance period beginning as of January 1 of the year in
which this target is set (the “Absolute TSR Target”).

	 	(b)	 	Of the Target Value determined for each Key Employee for each year:

	 	(i)	 	Stock Options. The Committee will authorize a Stock
Option grant to each Key Employee for a number of shares determined by dividing
40% of the applicable Target Value for such Key Employee by the modified
Black-Scholes value of a Stock Option for a single share as of the date of
grant, as determined by the Committee. Fractional shares will be disregarded.
The Stock Options will be Nonqualified Stock Options.

	 	(ii)	 	Time-Based Restricted Stock Units. The Committee will
authorize a Restricted Stock Unit grant to each Key Employee for a number of
            shares of Common Stock determined by dividing 30% of the applicable Target
Value for such Key Employee by the product of (i) the Fair Market Value of a
share of Common Stock on the date of grant and (ii) a percentage determined by
the Committee at the beginning of the applicable performance period to reflect
the economic value of a Restricted Stock Unit as of the grant date (which takes
into account the vesting period described in Section 3). Fractional shares
will be rounded up.

	 	(iii)	 	Performance-Based Restricted Stock Units. The
Committee will authorize a Restricted Stock Unit grant to each Key Employee for
a number of shares determined by dividing 30% of the applicable Target Value
for such Key Employee by the product of (i) the Fair Market Value of a share of
Common Stock on the date of grant and (ii) a percentage determined by the
Committee at the beginning of the applicable performance period to reflect the
economic value of a Restricted Stock Unit as of the grant date (which takes
into account the performance period and criteria described in Section 2(c)).
Fractional shares will be rounded up. Of this Restricted Stock Unit grant, 50%
will be subject to the TSR Comparator Group analysis as described in Section
2(c)(i) and 50% will be subject to the Absolute TSR Target as described in
Section 2(c)(ii).

The grants described above will be made at the same time the Committee determines
the criteria described in Section 2(a).

	 	(c)	 	Following the completion of the applicable three-year performance period, the
Committee will determine the extent to which the TSR Comparator Group Target and the
Absolute TSR Target has each been achieved. In each case, TSR will be calculated based
on the following formula:

(Change in Stock Price) + (Dividends)

(Beginning Stock Price)

	 	(i)	 	TSR Comparator Group

The Committee will determine the Company’s ranking in the comparator group
based on the TSR of the Company and of each other member of the TSR
Comparator Group, and will multiply the number of RSUs subject to the TSR
Comparator Group by the applicable percentage set forth below:

Rankings

	 	•	 	1st in TSR comparator group = 200%

	 	•	 	6th in TSR comparator group = 150%

	 	•	 	11th in TSR comparator group = 100%

	 	•	 	16th in TSR comparator group = 50%

	 	•	 	Below 20th in TSR comparator group = 0%

Interpolation is used for Company ranking between the upper and lower
comparator group ranking (for example, a Company ranking of 3 would result
in an interpolated percentage between 200% and 150%, and a ranking of 8
would result in an interpolated percentage between 150% and 100%).

The resulting number is the adjusted number of RSUs and thus the number of
            shares of Common Stock actually issuable pursuant to the portion of the Key
Employee’s Restricted Stock Unit grant subject to the TSR Comparator Group.

If a member is added or deleted from the TSR Comparator Group during the
three-year performance period, such change will be made retroactively to the
beginning of such performance period. If the number of members of the TSR
Comparator Group changes, the Committee has the discretion to adjust the
ranking levels and percentages set forth in the table above.

	 	(ii)	 	Absolute TSR Target

The Committee will determine the level of achievement of the Absolute TSR
Target and will multiply the number of RSUs subject to the Absolute TSR
Target goal by the applicable percentage set forth below.

	 	 	 
	Level of Achievement of	 	 
	Absolute TSR Target	 	 
	90% or above

25% or below

	 	= 200%

= 0%
	Interpolation is used for achievement
of performance levels between the
upper and lower percentages.
The resulting number is the adjusted
number of RSUs and thus the number of
            shares of Common Stock actually
issuable pursuant to the portion of
the Key Employee’s Restricted Stock
Unit grant subject to the Absolute
TSR Target.

No Restricted Stock Units described in Section 2(b)(iii) will be awarded pursuant to this LTIP
except on the basis of the attainment of the performance criteria set forth above and in the amount
specified herein; provided that the Committee retains the discretion to reduce any amount of
Restricted Stock Units or Stock Options awarded hereunder, to reduce the number of shares awarded
pursuant to Restricted Stock Units or to terminate a Key Employee’s participation in this LTIP.
Except as set forth in the Restricted Stock Unit Agreement, an individual who is not employed by
the Company or any of its affiliates on the date the Committee determines performance goal
achievement will not be eligible to receive the Common Stock issuable pursuant to Restricted Stock
Units.

3. Vesting. Except as otherwise specified by the Committee or as set forth in the
Restricted Stock Unit Agreement or Stock Option Agreement of a Key Employee, (a) each Restricted
Stock Unit grant will be subject to a three-year cliff vesting schedule, and (b) each Stock Option
grant will vest at a rate equal to 33?% on each anniversary of the date of grant.

4. Dividends and Other Distributions. During the vesting period, Key Employees residing in
the United States who hold Restricted Stock Units granted hereunder will be paid an amount equal to
the regular cash dividends that would be paid with respect to the underlying shares had they been
issued (assuming that each Restricted Stock Unit represents one share of Common Stock) while they
are so held; provided that the Committee may apply any restrictions to the dividends that the
Committee deems appropriate. Without limiting the generality of the preceding sentence, if the
grant or vesting of Restricted Stock Units is intended to qualify as performance-based
compensation, the Committee may apply any restrictions it deems appropriate to the payment of
dividends declared with respect to such Restricted Stock Units, such that the dividends and/or the
Restricted Stock Units maintain eligibility for the performance-based exception under Code Section
162(m). Key Employees who reside outside the United States will not be paid any dividends with
respect to any Restricted Stock Units granted hereunder. Dividends are not paid with respect to
Stock Options.

5. Restricted Stock Unit and Stock Option Agreements. Each Restricted Stock Unit and Stock
Option grant awarded pursuant to this LTIP will be evidenced by a Restricted Stock Unit Agreement
or a Stock Option Agreement, as applicable, in accordance with Section 4.3 of the Stock Plan, which
will specify the number of shares subject to the award, the vesting schedule, the payment
provisions, including dividend payment provisions, if any, and such other provisions as the
Committee determines including, without limitation, provisions regarding continued employment with
the Company, restrictions based upon the achievement of specific Company-wide performance goals,
time-based restrictions on vesting following the attainment of performance goals, and/or
restrictions under applicable federal or state securities laws.

6. Amendment or Termination of LTIP. Although it is intended that this LTIP be used to
determine awards of Restricted Stock Units and Stock Options under the Stock Plan for 2009 and
future years, the Committee reserves the right to amend or terminate the LTIP at any time,
retroactively or otherwise.

7. Capitalized Terms. Capitalized terms used but not defined herein shall have the meanings
assigned to such terms pursuant to the Stock Plan.

CH2\1615919.5

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