Document:

<PAGE>   1
                                                              Exhibit 10 (ix)(a)

                                  [LETTERHEAD]

                                February 24, 2000

Mr. Louis J. Cappelli
Chairman
Sterling Bancorp
430 Park Avenue
New York, New York 10022

Dear Mr. Cappelli:

This will confirm the following amendment to your employment agreement, dated
February 19, 1993 (as amended, February 14, 1995, February 8, 1996, February 28
1997, February 19, 1998, May 22, 1998 and March 9, 1999), with our Company:

         The date in the third line of Paragraph 1 (captioned "Term") is amended
         to December 31, 2004.

The foregoing amendment was recommended by the Compenstation Committee and was
approved by the Board of Directors at its February 17, 2000 meeting.

Kindly sign and return the enclosed copy to the Company in order to confirm your
understanding and acceptance of the foregoing amendment.

                                      Sincerely,

                                      STERLING BANCORP

                                      By: /s/ Jerrold Gilbert
                                          ----------------------------------
                                          Executive Vice President

Agreed:

/s/ Louis J. Cappelli
--------------------------
    Louis J. Cappelli<PAGE>   1
                                                              Exhibit 10 (ix)(b)

                                  [LETTERHEAD]

                                February 24, 2000

Mr. John C. Millman
President
Sterling Bancorp
430 Park Avenue
New York, New York 10022

Dear Mr. Millman:

This will confirm the following amendment to your employment agreement, dated
February 19, 1993 (as amended, February 14, 1995, February 8, 1996, February 28
1997, February 19, 1998, May 22, 1998 and March 9, 1999), with our Company:

         The date in the third line of Paragraph 1 (captioned "Term") is amended
         to December 31, 2002.

The foregoing amendment was recommended by the Compensation Committee and was
approved by the Board of Directors at its February 17, 2000 meeting.

Kindly sign and return the enclosed copy to the Company in order to confirm your
understanding and acceptance of the foregoing amendment.

                                      Sincerely,

                                      STERLING BANCORP

                                      By: /s/ Jerrold Gilbert
                                          -----------------------------------
                                          Executive Vice President

Agreed:

/s/ John C. Millman
-----------------------------
    John C. Millman<PAGE>   1
                                                                  Exhibit 10.123
                      [Russ Berrie and Company Letterhead]

                                                  March 31, 1999

Mr. Jeffery Schaum
727 Steeplechase Road
Landisville, PA 17538

Dear Jeff:

This letter will confirm our agreement regarding your employment by RUSS Berrie
and Company, Inc as Chief Operating Officer. First, may I say that I am very
pleased that we were able to get together and I look forward to having you join
the Company on April 19th.

I am enclosing a full description for the position of Chief Operating Officer.

Let me review with you the compensation package and other details of your
employment.

     Salary         -    $210,000 per year

     Bonus          -    You will be eligible for the Executive Incentive Plan
                    for the year 1999 (generally paid in February of the
                    following year). This bonus will be pro-rated based on your
                    start date in 1999.

                    The Executive Incentive Plan pays 50% of your salary in the
                    third year of your employment. In year one you would receive
                    1/3 (pro-rated) of 50% of your salary. In year two you would
                    receive 2/3 of 50% of your salary. In year three you would
                    receive a full bonus of 50% of your salary.
<PAGE>   2
                                  [RUSS LOGO]

             This plan is predicated on the operating profits that are made by
             the U.S. division of the Company. The threshold would be an
             operating profit of $9 million. Any number above that a pool is
             then created taking 5% of the operating profit. That pool is then
             shared by all bonus plans.

             As an example, for the year 1998 our operating profit was roughly
             $40 million. After subtracting $9 million and taking 5% and $31
             million the pool would therefore be a little bit better than $1.5
             million. We paid out in bonuses approximately $1,100,000. So, as
             you can see we easily made these payments. In fact, over the
             twenty-two years that we've been paying these bonuses only one year
             we did not reach our minimum and one year paid approximately 75% of
             the bonus.

             The first three months of 1999 our operating profits are running
             considerably ahead of 1998.

             We also have an additional bonus if the Company exceeds our
             budgeted operating profit by 10% or more. There's a sliding scale
             running 2% to 10% of salary depending on how much we exceed 10% of
             the budget.

Automobile - You will receive an allowance of $28,500 paid toward a car for a
             three-year period. This payment would be given to you in cash when
             you join the Company and if you would like you can use your own car
             or can apply this towards a new automobile.

             In three years you will follow our normal Company car program. This
             policy provides a Company car to you a total cost of $30,000. If
             you decide to purchase a car in
<PAGE>   3
                                  [RUSS LOGO]

                    excess of $30,000 you may do so at your own cost. After
                    three years you would receive back a pro-rated portion of
                    that amount based upon the cars value.

Vacation          - Three weeks paid.

Relocation        - $27,500 plus the cost of moving household goods.

Options           - 40% of your base salary will be given to you at the
                    beginning of each year. These options can be exercised over
                    a ten year period but there are certain restrictions that
                    apply.

                    You must have 18 months of service prior to January 1st.
                    However, this can be waived by the Chairman and in your case
                    would be.

                    The number of Options that may be exercised in any plan
                    year is limited to the most recent grant plus one-third
                    of the remaining Options, which are exercisable.

Stock Grants      - 2,000 shares of RUSS Berrie and Company, Inc. stock will be
                    granted to you on a one-time basis after completion of one
                    year of service with the Company.

                    This grant cannot be exercised until the following year.

Severance         - If the Company is sold or merged and you are terminated
                    because of this you will be given a one year severance less
                    any other compensation that the buyer may offer you.

<PAGE>   4
                                  [RUSS LOGO]

                    If you are terminated without cause within one year of
                    employment with the Company the Company will pay you six
                    months severance. You will also be allowed to exercise any
                    options you may have within thirty days.

Non Compete      -- The only restriction as far as Non Compete is that you agree
                    not to join a company that primarily is plush (stuffed
                    animal) within six months from the date you leave the
                    Company.

Employee Savings
Plan (401K)      -- Our 401K has a one year eligibility Requirement. You will be
                    eligible to Participate in the 401K plan effective April 19,
                    2000.

The above is salient points about our agreement. There may be certain Company
policies listed in the Employee Handbook that I gave you that are not covered in
my letter, but are covered in the Handbook.

If you have any questions please contact me.

                                                Sincerely,

                                                /s/ Russ Berrie

                                                Russ Berrie

Cc:  Marvin Lord<PAGE>   1
                                                               EXHIBIT NO. 10.14

                               EMPLOYMENT CONTRACT

                                     BETWEEN

                                RICHARD B. EVANS

                                       AND

                           ALCAN ALUMINUM CORPORATION

<PAGE>   2
THIS EMPLOYMENT AGREEMENT entered into at Cleveland, Ohio, as of the 1st day of
April 1999.

BETWEEN:  Mr. Richard B. Evans

AND:      ALCAN ALUMINUM CORPORATION, a company incorporated under the laws of
          the United States of America, having its Head Office in Cleveland,
          Ohio (hereinafter referred to as "ALCAN").

AND WHEREAS ALCAN agrees to maintain Mr. Richard B. Evans in the position of
President: Alcan Global Fabrication Group, evaluated at least at job grade 54A,
or in another mutually agreed position which will carry at least job grade 54A,
for the duration of this Agreement, subject to the terms and conditions of this
Agreement.

AND WHEREAS Mr. Richard B. Evans agrees to serve as President: Alcan Global
Fabrication Group or in another position which will carry at least job grade
54A.

THE PARTIES AGREE AS FOLLOWS:

1.0  TERM AND TERMINATION

     1.1  The term of this agreement shall run from the 1st day of April 1999 to
          31 December 2002 (3.75 years) and therewith terminate unless extended
          by mutual written agreement.

     1.2  Both parties have the intention to extend this Agreement beyond the
          termination date at terms and conditions mutually acceptable to the
          parties.

     1.3  On or about 1 July 2002 (6 months prior to expiry date), the parties
          intend to start outlining the terms and conditions of a new
          Agreement, should the mutual decision be to extend the current
          Agreement.

2.0  UNDERTAKING AND DECLARATIONS

     2.1  For the Term of this Agreement, Mr. Richard B. Evans hereby agrees not
          to accept employment offers by any other Corporation.

                                       2

<PAGE>   3

3.0  COMPENSATION (all amounts are in US dollars unless stated otherwise)

     3.1  BASE SALARY

          For the duration of this Agreement, the Base Salary is set as follows:

<TABLE>
<CAPTION>

                                                              ESTIMATED              ANNUAL
           FROM:                                                E.R.*              BASE SALARY
           -----                                              ---------            -----------
           <S>                                                <C>                  <C>

           1 April 1999 to 31 March 2000                       $470,000             $410,000
           1 April 2000 to 31 March 2001                       $494,000             $465,000
           1 April 2001 to 31 March 2002                       $518,000             $518,000
           1 April 2002 to 31 December 2002                    $545,000             $545,000

</TABLE>

[FN]

          *    estimated on basis of a 5% p.a. increase in mid-point.  If the
               increase of the E.R. is significantly higher, the Annual Base
               Salary will be reviewed and adjusted accordingly.

</FN>

     3.2  EXECUTIVE PERFORMANCE AWARD (EPA)

          The total  guideline  amount  defined under the Plan is set at 65% of
          the mid-point salary for grade 54A, based on Alcan's US Salary  Scale,
          with  each  component  as  defined  under  the approved salary scale.

     3.3  MEDIUM TERM INCENTIVE PLAN ("MTIP")

          Under the MTIP,  two  performance  periods  ("cycle")  will be
          established. The first 3-year cycle will cover the period from 1
          January 1999 to 31 December 2001. The payout, if at all, for the first
          3-year  cycle,  will be made in February 2002 on the basis of
          achieving  Alcan's Full Business  Potential  (FBP-II) and specific
          strategic  initiatives and having  completed the full 3-year term of
          employment. Performance objectives for the 3-year cycle is defined in
          Schedule-A.

                                       3
<PAGE>   4

     The minimum, target and maximum payouts for the first performance cycle
     are shown in TABLE 1 below:

                                    TABLE 1

                             MEDIUM TERM INCENTIVE
                   PERIOD 1 JANUARY 1999 TO 31 DECEMBER 2001

                       DEGREE OF ACHIEVEMENT OF "FBP-II"

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

<TABLE>
<CAPTION>

                                   LESS THAN
                                    US$215M    US$290M    US$330M     US$350M     US$380M
                                    -------    -------    -------     -------     -------
                                        (1)        (1)        (1)         (1)         (1)

     <S>                             <C>        <C>        <C>         <C>         <C>
     Performance                       0        125%        200%       250%         300%
       Rating

     Award US$'000                    $0       $375        $600       $750         $900

</TABLE>

     Results between US$215 Million and US$380 Million will be prorated.

     (1)   The target, as well as the payout formula, will be adjusted as
           outlined in Schedule A.

     For the second performance cycle covering the period from 1 January
     2002 to 31 December 2002 (12 months), the CEO will establish, in
     December 2001, the objective to be achieved as well as the payout formula.
     The target amount will be set on the basis of the competitive Total Cash
     level (US market  data), for the period. The target MTIP award when added
     to base salary and target epa will equal the total cash target for the
     period. the payout, if at all, for the 2nd cycle will be made in February
     2003 on the basis of achieving the objective  set by the  CEO  and
     having completed the full 45 month term of employment.  In any event, the
     target amount of the MTIP for the 2nd cycle will not be less than $100,000
     per year, which is the amount set for the first cycle.

     MTIP amounts paid are non pensionable earnings.

                                       4

<PAGE>   5

4.0  ALCAN EXECUTIVE SHARE OPTION PLAN (AESOP)

     During the term of this Agreement, Mr. Richard Evans will be granted
     annually, an option to purchase shares under the AESOP. The number of
     shares will be based on the regular yearly grant formula determined by the
     Option Committee. For the year 1999, an amount of 51,000 options will be
     granted.

5.0  TERMINATION OF EMPLOYMENT

     In the event that Alcan terminates this Agreement without cause, prior to
     the end of its term (31 March 2003), Mr. Richard Evans will be entitled to
     the following termination settlement.

     i.    36

           MULTIPLIED BY

     ii.   the monthly equivalent of the annual compensation described in
           paragraphs 3.1 (base salary), 3.2 (EPA at guideline amount) and 3.3
           (MTIP at guideline amount, 100%).

     In addition, should Mr. Richard Evans not be a fully vested member under
     the Alcancorp Pension Plan (ACPP), at the time of termination of
     employment, the Company will pay Mr. Richard Evans a lump sum equal to the
     excess of (A) over (B) where:

     a)   is the actuarial present value of the accrued pension at the time of
          his termination of employment, and

     b)   is the actuarial present value of the actual pension entitlement under
          ACPP.

6.0  CHANGE OF CONTROL

     A separate "Change of Control Agreement" has been signed between Mr.
     Richard Evans and Alcan Aluminium Limited and forms part of this employment
     contract.

7.0  DISABILITY

     In the event that Mr. Evans becomes disabled prior to the end of the term
     and cannot perform the duties of his position, Alcan shall maintain full
     payment of the amounts under paragraph 3.1 for a period of 6 months after
     the date deemed disabled. Regular EPA amounts will also be payable during
     the period. After the period of pay continuance Mr. Evans will receive
     regular LTD benefits.

                                       5

<PAGE>   6
     In addition to the pay continuation stated above, the CEO may at his
     discretion recommend that a portion of the MTIP payment (paragraph 3.3) be
     made even though through no fault on Mr. Evans' part, he was not able to
     complete the performance period.

8.0  DEATH

     In the event of death prior to the end of this Agreement, Mr. Evans' Estate
     will be entitled to, in addition to the regular benefits payable under the
     term of the life assurance program and the death benefits payable under the
     Alcancorp Pension Plan, the following amounts:

     1.   the EPA guideline amount prorated to the date of death;

     2.   a discretionary amount deemed by the CEO to be a just and equitable
          payment for the progress toward achieving the objectives under the
          MTIP program (paragraph 3.3).

9.0  OTHER EXECUTIVE BENEFITS AND PERQUISITES

     All other benefits and perquisites currently available to Mr. Richard B.
     Evans will continue as per the provisions of such programs, which are
     subject to change for all participants.

10.0 CHANGE IN RESPONSIBILITIES

     If during the term of this agreement your job grade is evaluated at a level
     higher than 54A as a result of an increase in your responsibilities, then
     the monetary provisions of this agreement (sections 3.0 and 4.0) will be
     reviewed and adjusted as appropriate by the CEO.

11.0 APPLICABLE LAW

     This contract is governed and interpreted according to the internal law of
     the State of Ohio without giving effect to any provisions relating to the
     conflict of laws. Any dispute arising under this contract shall be resolved
     in a court of competent jurisdiction in the Northern District of Ohio. Both
     parties consent to venue and jurisdiction in said district and agrees not
     to raise any challenge to such venue.

                                       6

<PAGE>   7
IN WITNESS WHEREOF the Parties have signed these presents as at the place and
date first hereinabove written.

                               ALCAN ALUMINIUM LIMITED

              BY:              /s/ Jacques Bougie
                               -----------------------
                                    Jacques Bougie
                               Chief Executive Officer

              WITNESS:         /s/ Robert Maheu
                               -----------------------
                                     Robert Maheu

                               /s/ Richard B. Evans
                               ----------------------
                                   Richard B. Evans

                                       7

<PAGE>   8
                                   SCHEDULE A

                              FOR RICHARD B. EVANS

The CEO has the discretion, during a cycle, to adjust performance  measures set
for that period in order to reflect changes in accounting principles and
practices, mergers, acquisitions or divestitures or extraordinary non-recurring
or unusual items.

FULL BUSINESS POTENTIAL (II) OBJECTIVES (GLOBAL FABRICATION GROUP)

By the end of 2001, improve the run rate of pre-tax earnings by $310 Million
over 3 years (EVA neutral).

ASSUMPTIONS:

(bullet)     Base year:     1998

(bullet)     Major strategic investment, acquisition or merger not included in
             FBPII plan

TARGET:

US$310 Million (pre-tax income)

ADJUSTMENTS:

(bullet)     For major strategic initiatives

                                       8

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