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EXHIBIT 10(C)

                             WELLS FARGO BONUS PLAN

I        PURPOSE

         The purpose of the Wells Fargo Bonus Plan (the "Plan") is to motivate a
         select group of management, supervisory and individual contributors to
         achieve superior results for Wells Fargo & Company and its subsidiaries
         ("Wells Fargo"). The Plan is designed to provide Participants with
         incentive compensation opportunities that focus on individual and team
         contributions through the measurement of meaningful performance goals
         that are consistent with Wells Fargo's corporate and business unit
         objectives.

         The Plan is effective January 1, 2000. Participants, incentive
         opportunities and performance objectives shall be identified annually.

II.      ELIGIBILITY

         A select group of Wells Fargo management, supervisors and individual
         contributors who are in a position to control or influence business
         units are eligible to participate in the Plan. Eligibility for
         participation is determined on a case-by-case basis. Business unit
         managers are responsible for identifying Participants within their
         business units prior to the beginning of the Plan Year.

         The intent of the Plan is to provide incentive awards to those
         Participants who are not eligible for a bonus or incentive compensation
         under any other plan or written agreement with Wells Fargo. Therefore,
         Plan Participants who participate in any other Wells Fargo-sponsored
         incentive compensation plan will not receive an award under this Plan.

III.     INCENTIVE OPPORTUNITY

         A.   Business unit managers, working with Human Resources, shall
              establish an incentive opportunity for each Participant's
              position. The incentive opportunity shall be a range (target -
              threshold - maximum) stated as a percentage of the Participant's
              base salary ("Opportunity Percentages"). The target-level
              Opportunity Percentage should reflect the value of good,
              commendable, on-plan performance. The threshold-level Opportunity
              Percentage is typically set at 50% of the target Opportunity
              Percentage while the maximum-level Opportunity Percentage is
              typically set at 150% of the target.

         B.   Disqualifying Factors

              For purposes of this Plan, a "Disqualifying Factor" is an event,
              the occurrence of which immediately invalidates a Participant's
              opportunity for an incentive award. If a Participant's incentive
              opportunity is subject to a Disqualifying Factor and the event
              occurs, the Participant shall have no incentive opportunity for
              that particular Plan Year. Generally, Wells Fargo does not support
              the use of Disqualifying Factors subject to the following
              exceptions:

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              1.  Executive-level  Participants  shall typically be subject to
                  Disqualifying Factors that tie to Wells Fargo's annual
                  corporate objectives.

              2.  A Disqualifying Factor applicable to each Participant is that
                  he/she must be employed by Wells Fargo as of the last day of
                  the Plan Year in order to be eligible for an incentive award
                  under the Plan. There will be no incentive opportunity for the
                  Plan Year for those Participants who experience a voluntary or
                  involuntary termination before the last day of the Plan Year
                  except if the termination is a result of the Participant's
                  retirement, death or a qualifying event under the Wells Fargo
                  & Company Salary Continuation Pay Plan as set forth in Section
                  VII, A and C.

IV.      PERFORMANCE OBJECTIVES

         A Performance Objective should be established for each Participant to
         be effective as of the beginning of the Plan Year. The Performance
         Objective should consist of identifiable Performance Measures and
         Performance Levels.

         A.   Performance Measures

              A Performance Measure defines the action or resultant performance
              expected of a Participant in a given Plan Year. Three to five
              Performance Measures should be identified for each Participant to
              be effective as of the beginning of the Plan Year. The business
              unit manager is responsible for defining the Performance Measure.
              The business unit manager is encouraged to consult with the
              Participant in identifying the Performance Measure. All
              Performance Measures are subject to review at higher levels of the
              organization.

              Performance Measures may vary from year to year, from one position
              to another and/or from one Participant to another. Generally, the
              Performance Measures should be indicators of the expected: overall
              financial success at the Participant's level or business unit;
              tactical, operating achievements which will contribute to the
              overall success at the Participant's level or business unit;
              and/or the major strategic milestones achieved by or on behalf of
              the Participant, the Participant's business unit or Wells Fargo.
              Where appropriate, the Performance Measures should support or
              correspond with the financial goals expressed in the annual
              business plan for the Participant's level or business unit.

         B.   Performance Levels

              Performance Levels are the designated target, threshold and
              maximum levels of performance defined as quantitative goals.
              Performance Levels may be assigned based on the achievement of
              some or all of the Performance Measures by the end of the Plan
              Year, or they may be assigned within each Performance Measure so
              that the accomplishment of some elements of the Performance
              Measure qualifies for an incentive award. For example, a
              Participant's target level of performance may be accomplished if
              the Participant satisfies three of his/her Performance Measures by
              the

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              end of the Plan Year. Alternatively, Performance Levels could
              be assigned within a Performance Measure so that the Participant
              may earn a percentage of his/her incentive award based on the
              achievement of some or all of the elements of the Performance
              Measure. The business unit manager is responsible for identifying
              the target, threshold and maximum Performance Levels that will be
              used to calculate the Participant's incentive award. In
              identifying the Performance Levels, the business unit manager is
              encouraged to consult with the Participant and/or Human Resources.
              All Performance Levels are subject to review at higher levels of
              the organization.

              1.  The target Performance Level should be challenging enough to
                  motivate performance but not unattainable. It should reflect
                  good, commendable, on-plan performance.

              2.  The threshold Performance Level should reflect satisfactory
                  performance that falls short of the target Performance Level.

              3.  The maximum Performance Level should reflect performance that
                  significantly exceeds the expectations of the target
                  Performance Level.

         C.   Performance Weighting

              Performance Measures may be weighted to correspond with the
              Participant's accountability, strategic and tactical priorities,
              and the Performance Measure's level of difficulty. The business
              unit manager is encouraged to consult with the Participant to
              determine the weights, but these decisions are subject to review
              at higher levels of the organization.

V.       INCENTIVE AWARDS

         For purposes of determining a Participant's incentive award under the
         Plan, the Participant's performance shall be evaluated as soon as
         practicable following completion of the Plan Year. (If the Participant
         is ineligible for an incentive award due to a Disqualifying Factor,
         then it is not necessary to conduct any further evaluation of the
         Performance Objectives.) All awards under the Plan are subject to the
         following guidelines:

         A.   Each Performance Measure is evaluated individually following the
              end of the Plan Year. The Participant's incentive award for a Plan
              Year is determined by adding the values determined for each
              Performance Measure taking into consideration any assigned
              weighting. The incentive award should be consistent with the
              overall Opportunity Percentage identified for the Participant's
              position.

         B.   A Participant's award may be increased or decreased by up to 15%
              of its value, on a discretionary basis by the manager of the
              Participant's business unit.

         C.   Incentive awards are based on the Participant's base salary and
              will be paid to the Participant by the end of March following the
              end of the Plan Year.

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         D.   With approval from the Plan Administrator, an incentive award may
              be reduced in any amount or denied for unsatisfactory performance.
              An incentive award may also be denied if a Participant is
              involuntarily terminated before the date that the Participant's
              incentive award is paid.

VI.      ADMINISTRATION

         A.   Plan Administrator

              The Plan Administrator is the Executive Vice President and
              Director of Human Resources. The Plan Administrator has full
              discretionary authority to administer and interpret the Plan and
              may, at any time, delegate to personnel of Wells Fargo such
              responsibilities as he or she considers appropriate to facilitate
              the day-to-day administration of the Plan. The Plan Administrator
              also has the full discretionary authority to adjust or amend a
              Participant's incentive opportunity under the Plan at any time.

         B.   Plan Year

              Participant performance is measured and financial records are kept
              on a "Plan Year" basis. The Plan Year is the 12-month period
              beginning each January 1 and ending on the following December 31,
              unless the Plan is modified, suspended or terminated.

         C.   Disputes

              If a Participant has a dispute regarding his/her incentive award
              under the Plan, the Participant should attempt to resolve the
              dispute with the manager of his/her business unit. If this is not
              successful, the Participant should prepare a written request for
              review addressed to the Participant's Human Resources
              representative. The request for review should include any facts
              supporting the Participant's request as well as any issues or
              comments the Participant deems pertinent. The Human Resources
              representative will send the Participant a written response
              documenting the outcome of this review in writing no later than 60
              days following the date of the Participant's written request. (If
              additional time is necessary, the Participant shall be notified in
              writing.) The determination of this request shall be final and
              conclusive upon all persons.

         D.   Amendment or Termination

              The Board of Directors of Wells Fargo & Company (the "Company"),
              and the Human Resources Committee of the Board of Directors, the
              Company's President, any Vice Chairman, or the Executive Vice
              President of Human Resources may amend, suspend or terminate the
              Plan at any time, for any reason. No amendment, suspension or
              termination of the Plan shall adversely affect a Participant's
              incentive award earned under the Plan prior to the effective date
              of the amendment, suspension or termination, unless otherwise
              agreed to by the Participant.

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VII.     MISCELLANEOUS PROVISIONS

         A.   Leaves of Absence

              Incentive awards payable under the Plan should be pro-rated for
              Participants who go on a leave of absence provided the Participant
              has actively worked at least three months during the Plan Year AND
              some or all of the Participant's Performance Objective has been
              met. For Participants who receive notice of a qualifying event
              under the Wells Fargo & Company Salary Continuation Pay Plan, the
              Notice Period (as defined by that plan) should be considered in
              determining whether the Participant satisfies the three-month
              "actively at work" requirement. Incentive awards will be
              determined following the end of the Plan Year.

         B.   Changes in Employment Status

              1.  Employees hired after the beginning of the Plan Year may be
                  eligible to participate in the Plan. Incentive Opportunity
                  Percentages and Performance Objectives should be designed
                  accordingly. Where Performance Objectives are impractical to
                  develop for a partial Plan Year, eligibility should be delayed
                  until the next Plan Year.

              2.  If, during the Plan Year, a Participant transfers to another
                  business unit or receives a promotion to a new position within
                  Wells Fargo, the Participant's incentive award should be
                  pro-rated provided the Participant met some or the entire
                  Performance Objective prior to the transfer or promotion.
                  Incentive awards will be determined following the end of the
                  Plan Year.

         C.   Death or Retirement

              In the event of a Participant's death or retirement during the
              Plan Year, the Participant's incentive award should be a pro-rata
              share of the anticipated final incentive award provided the
              Participant actively worked for at least three months during the
              Plan Year.

         D.   Withholding Taxes

              Wells Fargo shall deduct from all payments under the Plan an
              amount necessary to satisfy federal, state or local tax
              withholding requirements.

         E.   Not an Employment Contract

              The Plan is not an employment contract and participation in the
              Plan does not alter a Participant's at-will employment
              relationship with Wells Fargo. Both the Participant and Wells
              Fargo are free to terminate their employment relationship at any
              time for any reason. No rights in the Plan may be claimed by any
              person whether or not he/she is selected to participate in the
              Plan. No person shall acquire any right to an accounting or to
              examine the books or the affairs of Wells Fargo.

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         F.   Assignment

              No Participant shall have any right or power to pledge or assign
              any rights, privileges, or incentive awards provided for under the
              Plan.

         G.   Unsecured Obligations

              Incentive awards under the Plan are unsecured obligations of the
              Company.

         H.   Code of Conduct

              Violation of the terms or the spirit of the Plan by the
              Participant and/or the Participant's supervisor, and other serious
              misconduct, are grounds for disciplinary action, including
              disqualification from further participation in the Plan and/or
              immediate termination.

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EXHIBIT 10(H)

                    AMENDMENTS TO DEFERRED COMPENSATION PLAN

         1.       Compensation.  Effective July 1, 2000, Section 2(D) of the
Plan is amended to read in full as follows:

         (D)      Compensation. Salaries, bonuses and commissions earned by the
                  Eligible Employee during the Deferral Year for services
                  rendered to the Company or the Company's subsidiaries as
                  determined by the Plan Administrator and payable no later than
                  March 31 of the following Deferral Year.

         2.       Amendment and Termination.  Effective July 1, 2000, Section 19
of the Plan is amended by the addition of a new sentence to the end thereof to
read in full as follows:

                  Notwithstanding the foregoing, the President, Executive Vice
         President of Human Resources and the Senior Vice President of
         Compensation and Benefits, acting singly, shall have the authority to
         execute a written action to amend the Plan to authorize the merger of
         any nonqualified deferred compensation plan maintained by any acquired
         entity into this Plan.

         3. Effective November 1, 2000, Section 7(B) of the Wells Fargo &
Company Deferred Compensation Plan is amended by deleting the phrase "the
closing price per share of Common Stock reported on the consolidated tape of the
New York Stock Exchange" that appears in the third sentence of Section 7(B), and
substituting in place thereof the phrase "the New York Stock Exchange-only
closing price per share of Common Stock."

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