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Exhibit 4.5  

 
 

Form of Standard MTIP 2004 and 2005 Invitation
  Letter to Current Members of
  Management Board    
    

Dear
Sir (Member of the Management Board), 

        Beginning
in fiscal year 2004, Deutsche Telekom AG will introduce a market based Mid-Term Incentive Plan (MTIP) as part of a competitive total compensation package. As a
global, group-wide compensation instrument, this plan will replace the 2001 Stock Option Plan. The conditions of the individual plans, each with a respective measurement period of three
years, is expected to follow annually during the next five years. The Company will decide separately on any respective new conditions and allotment amounts each year. 

        I
am pleased to inform you that you may participate in the first/second tranche of the MTIP. 

        The
first/second tranche begins on January 1, 2004/2005 (the plan end is December 31, 2006/2007) and will be based on two measures of success, one of which is absolute and
the other of which is relative. Your maximum obtainable incentive amount is EUR            . 

        The
first half of this maximum amount will be reached if there is an increase in the Deutsche Telekom share price of at least 30 percent at the end of the plan. The second half
will be payable, if the total return of the Deutsche Telekom share outperforms the DJ EURO STOXX Total Return Index at the end of the plan. The benchmark for the assessment will be based on the last
20 trading days before the start and at the end of the 2004/2005 Plan. 

        The
payment of the incentive amount of the first/second tranche will follow in the first quarter of 2007/2008 if one or both of the success parameters is reached. The basis for
participation in the program is contained in the Terms & Conditions, which are currently being prepared. 

        I
am convinced that we have created a market based financial incentive for your responsibility in the company and a challenge to the realization of our ambitious goals. Through these
actions, the company will ultimately be positioned to face future challenges in the market. 

        I
wish you all possible success in the company and look forward to continued cooperation. 

Sincerely
yours, 

This
translation is for convenience purposes only. The German version shall prevail. 

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Form of Standard MTIP 2004 and 2005 Invitation Letter to Current Members of Management BoardQuickLinks
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Exhibit 4.6  

 
 

Schedule 1 to Exhibit 4.4
  Individual Deviations from Standard MTIP 2004 Invitation Letter to
  Members of the Management Board    
    

	Name
 
	 	Maximum Incentive Amount (€)

for MTIP Tranche 2004
	 	 

	Kai-Uwe Ricke	 	750,000	 	 
	Dr. Karl-Gerhard Eick	 	562,500	 	 
	Dr. Heinz Klinkhammer	 	450,000	 	 
	René Obermann	 	450,000	 	 
	Konrad F. Reiss (died April 6, 2005)	 	200,000	 	(participating pro rata, inclusive of April, 2005)
	Walter Raizner	 	406,250	 	(participating pro rata, starting Nov. 1, 2004)

Maximum incentive amounts can only be reached if both 2004 plan targets are met. Amounts are payable in early 2007, according to the MTIP terms and conditions. Actual amounts
accrued for 2004 can be found in Item 6. See Exhibits 4.3 and 4.5 for further details.

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Schedule 1 to Exhibit 4.4 Individual Deviations from Standard MTIP 2004 Invitation Letter to Members of the Management BoardQuickLinks
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Exhibit 4.7  

 
 

Schedule 2 to Exhibit 4.5
  Individual Deviations from Standard MTIP 2005 Invitation Letter to
  Members of the Management Board    
    

	Name
 
	 	Maximum Incentive Amount (€)

for MTIP Tranche 2005
	 	 

	Kai-Uwe Ricke	 	750,000	 	 
	Dr. Karl-Gerhard Eick	 	562,500	 	 
	Dr. Heinz Klinkhammer	 	450,000	 	 
	René Obermann	 	450,000	 	 
	Konrad F. Reiss (died April 6, 2005)	 	50,000	 	(participating pro rata,

inclusive of April, 2005)
	Walter Raizner	 	562,500	 	 
	Lothar Pauly (started October 1, 2005)	 	337,500	 	 

Maximum incentive amounts can only be reached if both 2005 plan targets are met. Amounts are payable in early 2008, according to the
MTIP terms and conditions. Actual amounts accrued for 2005 can be found in Item 6. See Exhibits 4.4 and 4.5 for further details.

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Schedule 2 to Exhibit 4.5 Individual Deviations from Standard MTIP 2005 Invitation Letter to Members of the Management BoardQuickLinks
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EXHIBIT 10.30    
    

 
 

EXECUTIVE OFFICER COMPENSATION    
    

1)    Base Salary  

        The Board of Directors annually reviews each executive officer's salary. The Board considers the following with respect to the determination of an individual
executive officer's base salary: performance and contribution to the Company, including length of service in the position, comparative compensation levels of other companies, including periodic
compensation studies performed by independent compensation and benefit consultants, overall competitive environment for executives and the level of compensation considered necessary to attract and
retain executive talent, historical compensation and performance levels for the Company; and a desire to adhere to Internal Revenue Code Section 162(m) regulations on deductible compensation,
thus maximizing the Company's ability to receive federal income tax deductions. 

        Companies
used in comparative analyses for the purpose of determining each executive officer's salary are selected periodically with the assistance of professional compensation
consultants. Selection of such companies is based on a variety of factors, including market capitalization, revenue size and industry classification. The Board of Directors believes that the Company's
primary competitors for executive talent are companies with a similar market capitalization and, accordingly, relies on a broad array of companies in various industries for comparative analyses. 2006
base salary for the named executive officers is $999,000, each, for Melvin J. Gordon and Ellen R. Gordon, $976,000 for John W. Newlin, $915,000 for Thomas E. Corr, and $693,000 for G. Howard Ember. 

2)    Annual Incentives and Other Awards  

        Effective January 1, 1997, the Compensation Committee established the Tootsie Roll Industries, Inc. Bonus Incentive Plan. In 2001, the shareholders
approved the 2001 Bonus Incentive Plan to replace the previous Bonus Incentive Plan for 2001 and future years. The 2001 Bonus Incentive Plan was adopted to ensure the tax deductibility of the annual
bonus that may be earned by executive officers of the Company. Under the Plan, certain key employees (including employees who are also directors) designated by the Compensation Committee may receive
annual incentive compensation determined by pre-established objective performance goals. This year, all executive officers named in the summary compensation table included in this proxy
statement were eligible for the 2001 Bonus Incentive Plan. Performance goals were based on the measures, objectives and financial criteria discussed below. 

        Annual
incentive bonuses to some executive officers and/or CAP and split-dollar insurance awards for all executive officers are made at the discretion of the Board of Directors in order
to recognize and reward each executive officer's contribution to the Company's overall performance in terms of both financial results and attainment of individual and Company goals. The annual cash
incentive bonus is designed to reward executives, as well as other management personnel, for their contributions to the Company's financial performance during the recently completed year. 

        The
annual CAP award and/or split-dollar life insurance program is principally designed to provide an incentive to executive officers to achieve both short-term and
long-term financial and other goals, including strategic objectives. These programs are also designed to provide an incentive for the executive to remain with the Company on a
long-term basis. These awards are determined by the Board of Directors based on the performance of the Company and the executive's contribution to the growth and success of the Company. 

        The
Board of Directors considers both achievement of strategic objectives and financial performance measures in determining compensation levels. The following measures of Company
performance are considered in the determination of bonuses and awards: earnings per share, increase in sales of core brands and total sales, return on assets, return on equity; and net earnings as a
percentage of sales. 

3)    Other  

        Each named executive officer is provided an automobile except for Mr. and Mrs. Gordon who share an automobile and are provided with the services of
a driver. As disclosed in the proxy, Mr. and Mrs. Gordon also share the use of a corporate apartment in connection with travel to their Chicago offices and share the use of a corporate
aircraft in connection with such travel and other business purposes. Mr. and Mrs. Gordon also made personal use of the corporate aircraft at a cost of $2,639 each in 2005. No personal
use has been made in 2006. 

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EXHIBIT 10.30

EXECUTIVE OFFICER COMPENSATIONQuickLinks
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EXHIBIT 10.31    
    

 
 

DIRECTOR COMPENSATION    
    

        Mr. and Mrs. Gordon do not receive fees for their service on the Board of Directors or committees. Other directors receive an annual fee of $43,000
plus $1,250 per meeting attended. Each member of the Audit Committee receives an annual retainer of $5,000 and each member of the Compensation Committee receives $1,250 per meeting attended. The
Chairman of the Audit Committee receives an additional annual fee of $5,500. Board members are reimbursed for reasonable travel expenses in connection with attending meetings, and, in their capacity
as ambassadors of the Company, receive free samples of the Company's products at Halloween and at other times throughout the year. 

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EXHIBIT 10.31

DIRECTOR COMPENSATION

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