Document:

Federal-Mogul 2010
Management Incentive Plan (MIP)

    

    Goal:

    

    The
Management Incentive Plan (MIP) is intended to align the actions of participants
with the goals of Federal-Mogul Corporation (the “Company”) and reward
participants for achieving or exceeding those goals.

    

    Participants:

    

    Individual
employees are eligible for participation in the MIP based on an appointment by
the employee’s Vice President for employees below the level of Vice President
confirmed by the Senior Vice President of Human Resources and Organization or in
the case of any employee at or above the level of Vice President by the
President and Chief Executive Officer subject to confirmation by the
Compensation Committee of the Board of Directors (the “Committee”) and provided
that in no event shall the aggregate MIP bonus payouts exceed the maximum bonus
pool.

    

    Target
Bonus:

    

    Target
Bonuses are expressed as a percentage of the employee’s Base Annual
Salary.  If the employee is paid on a monthly basis, the Base Annual
Salary, for purposes of the MIP Plan, is 12 times the monthly rate. If the
employee is paid on an every-other-week basis, the Base Annual Salary is 26
times the bi-weekly rate.   For bonus calculations, exclude 13th
month or other mandated payments in countries that require them.  For
calculation purposes, the employee’s Base Annual Rate as of December 31, 2010 is
used.

    

    Target
Bonus percentages vary by the position occupied by the individual in the
organization.   No changes may be made to the assigned target
bonuses without the written approval of the Director of Compensation and
Benefits and/or the Senior Vice President of Human Resources and Organization
provided that in the case of any employee at or above the level of Vice
President any change shall be subject to confirmation by the
Committee.   It is the responsibility of the Human Resource
Directors to insure that Target Bonuses are consistent.

    

    Proration:

    

    In order
to be eligible to receive a MIP payment for 2010, a participant must be employed
in a MIP-eligible position for a minimum of three months during 2010, except as
may be approved by the Senior Vice President of Human Resources and Organization
and, in the case of any employee at or above the level of Vice President,
subject to confirmation by the Committee.  A participant will earn a
MIP payment based on the amount of time the eligible participant is actively and
continuously employed in an eligible position during 2010.  When an
individual first becomes eligible to participate in the MIP, or a participant is
promoted or demoted from a job with one Target Bonus level to another with a
different Target Bonus level, from one operation to another with different
metric measures, is rehired, or is placed on or returns from leave of absence,
the calculated bonus is prorated based on the number of months actively and
continuously employed in the applicable job.

    
      
         

      

      
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    Communications:

    

    Business
Unit Human Resource Directors are solely responsible for communication of this
MIP plan to participants.

    

    Metrics:

    

    2010 MIP
metrics are outlined in Appendix I.

    

    Adjustments
- The metrics and their achievement levels are the basis for payout
calculations. However, each participant's individual performance and
contributions will also be considered and may alter the final
payout.  In addition, the Company may reduce the 2010 MIP payment to a
Group Operations Vice President, Group Finance Director or Plant Manager based
on its assessment of the results of an audit or series of audits of plants or
locations within the individuals’ group.

    

    It is
intended that increases and decreases in participant MIP bonus payouts which
result from individual or group performance and contributions shall not result
in an increase in the proposed payout of the overall MIP.  In the
event that the MIP bonus payout otherwise calculated in accordance with this MIP
would exceed the maximum bonus pool, each of the proposed MIP bonus payouts
shall be reduced prorata in order that the aggregate MIP bonus payouts shall not
exceed the maximum bonus pool.

    

    MIP Payout
Ranges:

    

    The
payout range for the 2010 MIP is from 0 to 200% of a participant’s Target
Bonus.  For example, if an employee’s Target Bonus is 10% of Base
Annual Salary, he or she may receive an amount ranging from zero up to 20% of
Base Annual Salary.  Payout percentages are rounded to the nearest
whole percent (0.5 and above rounds up and any amount under 0.5 rounds
down.)

    

    The 2010
MIP bonus payment is limited to a maximum of 200% of an individual’s Target
Bonus.

    

    Target Achievement
Level:

    

    If for
any metric the achievement level equals 100% of the goal, the payout for that
metric will be 100%.

    

    Minimum Metric Achievement
Level:

    

    If for
any metric the achievement level does not equal or exceed 80% of the target, the
payout for that metric will be zero.  At 80% achievement the payout
for a metric will be 50%.

    

    Maximum Metric Achievement
Level:

    

    The
maximum level of achievement eligible for a payout is 125% of the target for a
metric.   At 125% achievement, the MIP payout level is 200% for
that metric.

    
      
         

      

      
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    The
payout curve between the minimum achievement level and 100% is linear; as is the
payout curve between 100% and the maximum achievement level.

    

    Payout
Timing:

    

    MIP
participants must be actively employed on the day of payout to be eligible for a
MIP payment.  Payments under the 2010 MIP will be made between January 1, 2011
and March 15, 2011 after completion of the annual audit of the Company’s 2010
consolidated financial statements and filing of the Company’s Form 10-K for the
year ending December 31, 2010.  Management shall provide to the Committee by
February 1, 2011 the Company’s 2010 unaudited consolidated financial results,
other information required to calculate performance against the applicable
metrics, and recommendations for MIP payouts consistent with such financial
performance and other information (the “Committee Information Package”).  The
Committee shall have a two to three week period following receipt of the
Committee Information Package to review and consider the proposed 2010 MIP
payouts, provided that no MIP payout shall be made unless and until the
Committee has approved payouts, the completion of the audit of the 2010
consolidated financial statements and filing of the Corporation’s Form 10-K on a
basis consistent with the information provided to the Committee in the Committee
Information Package.  Once the 2010 MIP payouts have been approved by the
Committee, payments under the 2010 MIP shall be made promptly.  In all
countries, local tax laws apply, and payments will be reduced by amounts
required to be withheld for taxes at the time payments are made. MIP payments
will not be included in benefits bearing compensation, except for the
calculation of pension plan benefits, and in the U.S., for 401(k) plan
contributions.

    

    Compensation Committee of
the Board of Directors:

    

    All
incentive plan designs and awards, if any, are subject to approval of the
Committee.

    

    Company
Discretion:

    

    The
Company may, with the prior approval of the Committee, make changes to the MIP
program.  The Company may alter, postpone or disallow individual or location
payments as it deems appropriate, within the plan's payout range of zero to 200%
of Target, subject in the case of any employee at or above the level of Vice
President to the prior approval by the Committee.

    

    General
Provisions:

    

    a) Withholding of Taxes:
Federal-Mogul shall withhold the amount of taxes which, in the determination of
the Company, are required under law with respect to any amount due or paid under
the Plan.

    

    b) Expenses:
Federal-Mogul is responsible for all expenses and costs in connection with the
adoption and administration of the Plan.

    

    c) Active Employment:
Active employment means actively engaged in the work of Federal-Mogul
Corporation or its subsidiaries.  Those in severance period, notice period or on
garden leave status pending termination are not considered in active
employment.

    
      
         

      

      
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    d) Voluntary
Termination:   Subject to the Company Discretion clause
above, in the event a participant elects to leave or elects to retire from
Federal-Mogul before payment of the 2010 MIP bonus is made, all rights under the
MIP cease and no benefit is vested, accrued or due under the MIP.

    

    e) Involuntary
Termination: Subject to the Company Discretion clause above, if a
participant is involuntarily terminated for reasons other than “for cause”, dies
or becomes permanently disabled prior to December 31, 2010, he or she may be
paid a prorated portion of his/her calculated MIP Bonus.  In the case
of any employee at or above the level of Vice President who is involuntarily
terminated, any such pro-rated payment shall require the prior approval of the
Committee.  The pro-ration will be calculated based on the formula (x times
Target MIP Bonus times the final calculated payout percentage) where x equals a
fraction where the numerator is the number of days the employee is employed in
the year and the denominator is 365 (366 in a Leap
Year).   Payment will be made at the same time and in the same
manner active participants are paid.  In the event of involuntary
termination, payment of a prorated MIP Bonus is contingent on the employee
signing the form of Federal-Mogul Corporation Agreement and
Release.

    

    f) No Continued
Employment:   Neither the establishment of the Plan,
participation in the Plan, nor any payment thereunder shall be deemed to
constitute an express or implied contract of employment of any participant for
any period of time or in any way abridge the rights of Federal-Mogul to
determine the terms and conditions of employment or to terminate the employment
of any employee with or without cause at any time.

    

    g)  Other
Plans:  Nothing contained herein shall limit Federal-Mogul’s
power to make regular or discretionary payments to employees of Federal-Mogul,
whether or not they are participants in this MIP, with, in the case of employees
at or above the level of Vice President, the prior approval of the
Committee.  For the avoidance of doubt, no payment shall be made under
this MIP to any participant if and to the extent that such payment, either alone
or when taken together with other payments from the Company to such participant,
would result in such participant receiving compensation from the Company in
excess of any compensation limit contained in any written employment agreement
between the Company and such participant.

    

    h) Non-Assignability:  No
right under this MIP shall be assignable, either voluntarily or involuntarily by
way of encumbrance, pledge, attachment, levy or charge of any nature (except as
may be required by local, state, or federal law).

    

    Nothing
in this MIP shall require the Company to segregate or set aside any funds or
other property for the purpose of paying any portion of an award.  No
participant, beneficiary or other person shall have any right, title or interest
in any amount awarded under this MIP prior to the payment of such award to him
or her.

    
      
         

      

      
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    Appendix
I

    

    2010
MIP Metrics

    

    1. MIP
EBITDA:

    

    MIP
EBITDA - is Operational EBITDA as calculated and reported in the Company’s U.S.
Securities and Exchange Commission filings; provided however that the Committee
has the discretion, after consultation with management of the Company, to make
adjustments to Operational EBITDA as the Committee deems appropriate in order to
determine MIP EBITDA.

    

    Business
Unit Operational EBITDA - Each of the Company’s business units (Powertrain
Energy, Powertrain Sealing and Bearings, Vehicle Safety and Protection and
Global Aftermarket) has a goal for Operational EBITDA.  Business Unit
Operational EBITDA is calculated and reported by the finance
department.

    

    Plant
Operational EBITDA / Productivity - All locations have
Operational EBITDA targets. The finance department will report the location
achievement level.  However, at distribution centers or specific
locations relying solely on transfer pricing, the finance department will report
the level of achievement against productivity improvement goals set in the
budget.

    

    2. Cash Flow Before Interest
and Financing (CFIF):

    

    Net cash
provided by operating activities less net cash used by investing before the
deduction of interest paid, net of interest received per the Form 10-K statement
of cash flows, and notes to the accounts; as audited by Ernst & Young on a
quarterly and annual basis.

    

    3. Value Cash
Flow:

    

    Value
Cash Flow is defined as: (x) MIP EBITDA; less (y) capital spending, as audited
by Ernst & Young on a quarterly and annual basis.

    

    4. Safety, Customer
Satisfaction and Service:

    

    Safety

    

    The
Company's goal is to have zero work-related incidents, injuries or
illnesses.  Concealing of incidents which should have been reported
under the incident reporting system will lead to discipline, up to and including
termination for cause.

    

    Safety is
measured by Incident Rate; as audited by operations, finance and internal
control on a monthly, quarterly and annual basis. The injury Incident Rate is
the number of recordable injuries, per 200,000 hours worked at the reporting
facility.

    

    Plants
that achieve or maintain an Incident Rate of zero will receive maximum payout
for the Safety portion of this metric.

    
      
         

      

      
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    The 2010
safety performance for Plants and/or Business Units with a 2009 Incident Rate
(a) at or below 1.5 will be measured against their actual 2009 Incident Rate or
(b) above 1.5 will have a 2010 safety target of achieving a 10% improvement over
their actual 2009 Incident Rate.

    

    Customer Satisfaction
(Quality)

    

    Customer
Satisfaction (Quality) is measured in Parts per Million (PPM) defects as
reported by customers and audited on a monthly, quarterly and annual basis by
operations, finance and internal control.

    

    Federal-Mogul's
Quality goal is to provide products and services with zero defects. For each
Business Unit, product group and facility the targets are as listed in the
Quality Management Information System:

    

    Parts per
Million (PPM) defects for 2010 over 2009 are:

    A 50 %
reduction, if previous year PPM was >= 50.

    A 25 %
reduction, if previous year PPM was between 50 and 30.

    A 15 %
reduction, if previous year PPM was between 30 and 11.

    Below 10
PPM, if previous year PPM was below 11.

    Service

    

    Service
is measured by on-time delivery to customers; as audited by operations, finance
and internal control on a monthly, quarterly and annual basis.

    

    The 2010
goal for manufacturing plants is 100% on-time delivery to OE customers and 97%
on-time delivery to the Aftermarket.

    

    The goal
for Aftermarket distribution centers is 100% on-time delivery.

    

    Business
unit leaders and participants in manufacturing and distribution will, in
general, be measured on all three metrics - Safety, Customer Satisfaction
(Quality) and Service.

    

    Designated
corporate functions will be measured on Safety and Customer Satisfaction
(Quality).

    

    Purchasing
will be measured on Supplier Quality and Supplier Service.  Supplier
Quality is measured in PPM as reported by the manufacturing plants in the F-M
Supply Net system against the budget goal.  Supplier Service is
delivery shipping by suppliers as reported by the plants in the F-M Supply Net
system vs. the budget goal.

    
      
         

      

      
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    5.  Productivity
and Restructuring:

    

    Productivity
is measured by non-volume related cost changes as reported in the Form 10-K as
audited by Ernst & Young on a quarterly and annual basis.

    

    6.  SG&A
Reduction

    

    Measured
by the level of SG&A expense as compared to the budget; as audited by
finance and internal control on a monthly, quarterly and annual basis. The
finance department will report the level of achievement compared to the
budget.

    
      
         

      

      
        7Federal-Mogul 2010
Management Incentive

    Uplift Plan
Outline

    

    Goal:

    

    The
Federal-Mogul Corporation (the “Company”) 2010 Management Incentive Uplift Plan
(“2010 Uplift”) is a special program designed to incentivize long term
performance and retain critical skills.  Toward this goal it provides
participants with the opportunity to receive additional incentives for 2010
achievements.

    

    Participants:

    

    This
program is being offered to a select group of employees and applies solely to
the calendar year 2010.  Individual employees are eligible for
participation in the 2010 Uplift based upon appointment by the President and
Chief Executive Officer, and in the case of any employee at or above the level
of Vice President, subject to confirmation by the Compensation Committee of the
Board of Directors (the “Committee”). Because of limited participation in this
program, employees are expected to keep their participation
confidential.

    

    Target
Bonus:

    

    The 2010
Uplift Target Bonus Percentage is assigned to eligible participants at the
discretion of the President and Chief Executive Officer, and in the case of any
employee at or above the level of Vice President, subject to confirmation by the
Committee.

    

    For
example, a Manager with a normal MIP Target Award of 20% of base may be assigned
a 2010 Uplift Target Bonus of 10%.  When combined with the annual MIP
program, his or her combined 2010 Target Award would be 30%.

    Shown
another way this example would provide:

    

    
      
        
          
            
              	
                      Annual
      MIP Target Bonus

                    	 	 	20	%
	
                      2010
      Uplift Target Bonus

                    	 	 	10	%
	
                      Combined
      2010 Target Awards

                    	 	 	30	%

            

          

        

      

    

    

    Proration:

    

    Awards
under the 2010 Uplift will be prorated in the same manner as awards under
Federal-Mogul’s 2010 Management Incentive Plan.

    

    Metrics:

    

    The 2010
Uplift program metrics are MIP EBITDA, Value Cash Flow, New Business Bookings,
and Return on Tangible Assets, as defined below.

    

    MIP EBITDA –is Operational
EBITDA as calculated and reported in the Company’s U.S. Securities and Exchange
Commission filings; provided however that the Committee has the discretion,
after consultation with management of the Company, to make adjustments to
Operational EBITDA as the Committee deems appropriate in order to determine MIP
EBITDA.

    
      
         

      

      
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    Value Cash Flow - Value Cash
Flow is defined as: (x) MIP EBITDA; less (y) capital spending, as audited by
Ernst & Young on a quarterly and annual basis.

    

    New Business Bookings - New
Business Bookings is defined as the total dollar value over the program life of
newly awarded future business in 2010 based on good faith assumptions reviewed
with the Committee; as audited by finance and internal control on a monthly,
quarterly and annual basis.

    

    Return on Tangible Assets –
Return on Tangible Assets is defined as MIP EBITDA for the year divided by
average Assets over 5 most recent quarters.  "Assets" is defined as
total assets per the consolidated balance sheet excluding intangible assets,
cash and equivalents; as audited by Ernst & Young on a quarterly and annual
basis

    

    2010 Uplift Payout
Ranges:

    

    The
metrics and their achievement levels are the basis for payout calculations.
However, each participant's individual performance and contributions will also
be considered and may alter the final payout.  The payout range for
the 2010 Uplift program is from 0 to 200% of a participant’s 2010 Uplift Target
Bonus.  If an employee’s 2010 Uplift Target Bonus is, for example, 10%
of base salary, he or she may receive an amount equal to zero up to 20% of base
salary.

    

    It is
intended that increases and decreases in participant 2010 Uplift bonus payouts
which result from individual or group performance and contributions shall not
result in an increase in the proposed payout of the overall 2010
Uplift.  In the event that the 2010 Uplift bonus payout otherwise
calculated in accordance with this 2010 Uplift would exceed the maximum bonus
pool, each of the proposed 2010 Uplift bonus payouts shall be reduced prorata in
order that the aggregate 2010 Uplift bonus payouts shall not exceed the maximum
bonus pool.

    

    Target Achievement
Level:

    

    If for
any metric the achievement level equals 100% of the goal, the payout for that
metric will be 100%.

    

    Minimum Achievement
Level:

    

    If for
any metric the achievement level does not equal or exceed 80% of the target, the
payout for that metric will be zero.  At the 80% achievement level the
payout is 50%.

    

    Maximum Achievement
Level:

    

    The
maximum level of achievement for a payout is 125% of the target for a
metric.   At 125% achievement, the 2010 Uplift payout level is
200% for that metric.

    

    The
payout curve between the minimum achievement level and 100% is linear; as is the
payout curve between 100% and the maximum achievement level.

    
      
         

      

      
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    Payout
Timing:

    

    Management
shall provide to the Committee by February 1, 2011 the Company’s 2010 unaudited
consolidated financial results, other information required to calculate
performance against the applicable metrics, and recommendations for 2010 Uplift
payouts consistent with such financial performance and other information (the
“Committee Information Package”).   The Committee shall have a
two to three week period following receipt of the Committee Information Package
to review and consider the proposed payouts under this 2010 Uplift, provided
that no 2010 Uplift payout shall be made unless and until the Committee has
approved payouts, the completion of the audit of the 2010 consolidated financial
statements and filing of the Corporation’s Form 10-K on a basis consistent with
the information provided to the Committee in the Committee Information
Package.  Once approved, and subject to the proviso in the immediately
preceding sentence, payments under this 2010 Uplift shall be made promptly as
follows:

    

    Cash
Portion:  Twenty-five percent of the achieved 2010 Uplift award
will be paid to participants, in cash in two installments.

    

    Payment
of one-half (1/2) of the 2010 Uplift cash portion will be made following
approval by the Committee between January 1, 2011 and March 15,
2011.  Payment of the remaining one-half (1/2) of the 2010 Uplift cash
portion will be made between January 1, 2012 and March 15,
2012.  Interest will be credited to the second installment at a rate
equal to the average one-month LIBOR plus 1.9375% over the period from January
1, 2011 to such payment date.

    

    2010
Uplift participants must be actively employed on the day of payout to be
eligible for either installment payable under the 2010 Uplift
award.

    

    In all
countries, local tax laws apply, and payments will be reduced by amounts
required to be withheld for taxes at the time payments are made.  2010
Uplift payments will not be included in benefits bearing compensation, except
the 2010 Uplift cash portion for the calculation of pension plan benefits, and
in the U.S., for 401(k) plan contributions.

    

    Stock Appreciation Rights
Portion:   Seventy-five percent of the achieved 2010
Uplift award will be paid to the participant in the form of stock appreciation
rights (“SARs”) granted under the Federal-Mogul Corporation 2010 Stock Incentive
Plan (the “Stock Incentive Plan”).

    

    The SARs
will be priced based on the fair market value of a share of Federal-Mogul Common
Stock at the close of business on the Grant Date or the immediately preceding
business day and will have a five-year term.   The SARs will vest
as follows:

    

    On Grant
Date:  25%

    First
Anniversary of Grant Date:  25%

    Second
Anniversary of Grant Date:  25%

    Third
Anniversary of Grant Date: 25%

    

    Upon
vesting, the SARs may be exercised at the participant's discretion up to the
expiration date, which is the close of business on the fifth anniversary of the
Grant Date.

    
      
         

      

      
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    At its
sole option, the Company may settle the exercise of a SAR in shares of Common
Stock, in cash or in a combination of cash and shares.  When
exercised, the proceeds will be paid to the participant as soon as practicable
but not later than 60 days following the date of exercise.  A
participant will receive a SARs Agreement containing the terms of conditions of
the SARs on or as soon as practicable after the Grant Date.

    

    Company
Discretion:

    

    The
Company may, with the prior approval of the Committee, make changes to the 2010
Uplift program.  The Company may alter, postpone or disallow
individual or location payments, as it deems appropriate within the plan's
payout range of zero to 200% of Target, subject in the case of any employee at
or above the level of Vice President to the prior approval by the
Committee.

    

    Compensation Committee of
the Board of Directors:

    

    All
incentive plan designs and awards, if any, and all terms relating to the SARs
and to awards under this MIP Uplift Plan, are subject to approval of the
Committee.

    

    General
Provisions:

    

    a) Withholding of Taxes:
Federal-Mogul shall withhold the amount of taxes which, in the determination of
the Company, are required under law with respect to any amount due or paid under
this 2010 Uplift.

    

    b) Expenses:
  Federal-Mogul is responsible for all expenses and costs in
connection with the adoption and administration of the Plan but will not be
responsible for any costs that would typically be the responsible of the
participant (e.g., brokerage fees).

    

    c) Active
Employment:  Active employment means actively engaged in the
work of the corporation.  Those in severance period, notice period or
on garden leave status pending termination are not considered in active
employment.

    

    d) Voluntary Termination of
Employment:  Subject to the Company Discretion clause above, in
the event a participant elects to leave Federal-Mogul before any installment of
the 2010 Uplift cash portion  has been paid, all rights under this
Plan to receive such installment shall cease, and the participant shall forfeit
any such installment. A participant’s SARs Agreement will contain specific
provisions regarding termination of employment and its impact on the SARs
portion of a 2010 Uplift award.

    

    e) Retirement:  If
a participant retires after having reached age 60 with ten or more years of
service with Federal-Mogul (unless such required age or number of years of
service are otherwise reduced with respect to a participant by the Committee),
(i) he/she will be paid any unpaid cash installment of the 2010 Uplift at the
same time and in the same manner as other participants, and (ii) all granted
SARs shall immediately vest and be exercisable for the shorter of the remainder
of the SARs’ life or 12 months from the date of retirement, subject to the
specific terms of a participant’s SARs Agreement regarding termination of
employment.

    
      
         

      

      
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    f) Involuntary
Termination:  In the discretion of the Committee, if a
participant is involuntarily terminated for reasons other than for “cause”, dies
or becomes permanently disabled prior to December 31, 2010 he or she may be paid
a prorated portion of the cash portion of his/her calculated 2010 Uplift
award.  The proration will be calculated based on the formula (x times
Target 2010 Uplift award times the final calculated payout percentage) where x
equals a fraction where the numerator is the number of days the employee is
employed in the year and the denominator is 365.   Payment will
be made at the same time and in the same manner active participants are
paid.  In the event of involuntary termination, payment of this
pro-rated cash portion of the 2010 Uplift bonus is contingent on the employee
signing the form of Federal-Mogul Corporation Agreement and
Release.  A participant’s SARs Agreement will contain specific
provisions regarding termination of employment and its impact on the SARs
portion of a 2010 Uplift award.

    

    g) No Continued
Employment:  Neither the establishment of the Plan,
participation in the Plan, nor any payment hereunder shall be deemed to
constitute an express or implied contract of employment of any participant for
any period of time or in any way abridge the rights of Federal-Mogul to
determine the terms and conditions of employment or to terminate the employment
of any employee with or without cause at any time.

    

    h) Other
Plans:  Nothing contained herein shall limit Federal-Mogul’s
power to make regular or discretionary payments to employees of Federal-Mogul,
whether or not they are participants in this 2010 Uplift, subject in the case of
any employee at or above the level of Vice President to the prior approval of
the Committee. For the avoidance of doubt, no payment shall be made under this
2010 Uplift to any participant if and to the extent that such payment, either
alone or when taken together with other payments from the Company to such
participant, would result in such participant receiving compensation from the
Company in excess of any compensation limit contained in any written employment
agreement between the Company and such participant.

    

    i) Non-Assignability:  No
right under this 2010 Uplift shall be assignable, either voluntarily or
involuntarily by way of encumbrance, pledge, attachment, levy or charge of any
nature (except as may be required by local, state, or federal law).

    

    Nothing
in this 2010 Uplift shall require the Company to segregate or set aside any
funds or other property for the purpose of paying any portion of an
award.  No participant, beneficiary or other person shall have any
right, title or interest in any amount awarded under this 2010 Uplift prior to
the payment of such award to him or her.

    

    j) SARs Agreement and Stock
Incentive Plan:  This 2010 MIP Uplift Plan Outline is subject
in all respects to the provisions of a participant’s SARs Agreement and the
Stock Incentive Plan.  If  the terms of this 2010 MIP Uplift
Plan Outline conflict with the terms of either a participant’s SARs Agreement or
the Stock Incentive Plan, the participant’s SARs Agreement or the Stock
Incentive Plan, as applicable, will control.

    
      
         

      

      
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5

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