Document:

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                                                                    Exhibit 10.8

                           REVLON EXECUTIVE BONUS PLAN

                  Amended and Restated as of September 1, 2002

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                                     REVLON
                              EXECUTIVE BONUS PLAN

I.       OBJECTIVES

         This Executive Bonus Plan (the "Plan") for Revlon Consumer Products
         Corporation ("Revlon") and its participating affiliates (collectively,
         the "Company") is intended to provide an annual cash incentive program
         which will:

         o    reinforce the Company's Strategic Principles and goals and each
              eligible individual's role in achieving them;

         o    attract, retain, and motivate the executive human resources
              necessary to operate the Company;

         o    encourage improved profitability, return on investment, and
              growth of the Company;

         o    reflect the Company's commitment to pay for performance; and

         o    in the case of Covered Employees as defined in Treasury
              Regulation 1.162-27(c)(2) (or successors thereto), be directly
              related to the performance results of the Company and contingent
              upon the achievement of certain corporate goals, for any Plan
              Year (as defined herein) that the Plan is intended to meet the
              provisions of Internal Revenue Code Section 162(m) and the
              regulations thereunder as may be in effect from time to time, and
              any amendments, revisions or successor provisions and any changes
              thereto (collectively "Section 162(m)").

II.      ADMINISTRATION OF THE PLAN

         The Plan shall be administered by a committee (the "Committee")
         appointed by the Board of Directors of Revlon from among its members or
         a subcommittee of such committee and shall be comprised, unless
         otherwise determined by the Board of Directors, of not less than two
         members who shall be "outside directors" within the meaning of Treasury
         Regulation Section 1.162-27(e)(3) under Section 162(m) of the Internal
         Revenue Code of 1986, as amended (the "Code").

         The Committee shall have all the powers vested in it by the terms of
         this Plan, such powers to include authority (within the limitations
         described herein) to assign Participation Levels (described more fully
         in Section IV), to determine Business Objectives and Personal
         Performance Objectives (described more fully

                                                                               2

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         in Section V), to determine whether such Objectives have been met, to
         determine whether an award will be paid out as described in Section VI
         or deferred, and to determine whether an award should be reduced or
         eliminated.

         The Committee shall have full power and authority to construe,
         administer and interpret the Plan and to adopt such rules, regulations,
         agreements, guidelines and instruments for the administration of the
         Plan and for the conduct of its business as the Committee deems
         necessary or advisable. The Committee may at any time amend, modify,
         suspend or terminate such rules, regulations, agreements, guidelines or
         instruments. The Committee's interpretations of the Plan, and all
         actions taken and determinations made by the Committee pursuant to the
         powers vested in it hereunder shall be conclusive and binding on all
         parties concerned, including the Company, Revlon stockholders and any
         participant under the Plan.

         Except as with respect to a Covered Employee for a Plan Year in which
         the Plan is intended to comply with Section 162(m), the Committee may
         delegate all or a portion of its powers and authority under the Plan to
         an administrator (the "Administrator"), consisting of such officer(s)
         or other employee(s) of the Company as the Committee shall determine.

         Plan Year shall mean a calendar year, or such other period as may be
         determined from time to time by the Committee or the Administrator.

III.     ELIGIBILITY

         (1) Executives whose positions are classified in salary grades 9 and
         above of the Company's exempt salary program (or the equivalent of such
         grades), (2) general managers and above and other key executives of the
         Company's operations outside the United States; and (3) such other
         employees as the Committee or Administrator may determine as eligible
         from time to time, are eligible for participation in the Plan. No
         eligible executive may be a participant in the Plan or receive any
         benefits hereunder unless he or she shall have signed and shall be in
         full compliance with Revlon's Employee Agreement as to Confidentiality
         and Non-Competition and Revlon's Code of Business Conduct (as the same
         may be amended from time to time by the Company).

                                                                               3

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IV.      PARTICIPATION LEVELS/TARGET AWARDS

         All participants will be assigned a Participation Level which will
         determine their Target Award. The Target Award is the Bonus Award,
         expressed as a percent of base salary or as a specific dollar award.
         Target Awards shall be payable provided that certain Objectives
         established in the sole and absolute discretion of the Committee and/or
         the Administrator, whichever is applicable, pursuant to Plan sections
         VI A and B are met. Base salary earned during the Plan Year will be
         used in calculating Bonus Awards under the Plan which are based upon a
         percent of base salary

         The maximum award payable with respect to any Plan Year to any
         individual participant is 200% of the Target Award, not to exceed
         the lesser of 100% of base salary earnings or $2,000,000.

         Participation Levels shall be established by the Committee or the
         Administrator and shall generally be based on an individual's grade
         level, reporting level, and the impact the position has on the
         organization's results.

V.       BUSINESS AND PERSONAL PERFORMANCE OBJECTIVES

         For each Plan Year that the Plan is intended to meet the requirements
         of Section 162(m) the annual Objectives for Covered Employees shall be
         determined by the Committee in writing, by resolution of the Committee
         or other appropriate action, not later than 90 days after commencement
         of such Plan Year or such later date as may be permissible under
         162(m).

         For each Plan Year, Objectives for non-Covered Employees shall be
         determined by the Committee or the Administrator. The Committee may
         delegate to the Administrator the authority to determine the Objectives
         for Covered Employees for any Plan Year in which the Plan is not
         intended to comply with Section 162(m). Any such Objectives determined
         under this paragraph shall be determined in writing within 90 days of
         the beginning of a Plan Year or as soon as practicable thereafter.

                                                                               4

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         Each Objective determined under this Plan Section V shall state, in
         terms of a formula or standard, the method for computing the amount of
         compensation payable to the applicable participant if such Objective is
         obtained which may be based upon achievement of Business Objectives and
         Personal Performance Factors; provided, however, that if an individual
         becomes eligible to participate during a Plan Year and after the
         Objectives for the Plan Year are determined, that individual's
         Objectives may be determined by the Committee or Administrator,
         whichever is applicable, in writing, either by resolution of the
         Committee or by action of the Administrator. The Committee or
         Administrator, whichever is applicable, shall determine the portion of
         the Target Award assigned to Business Objectives and Personal
         Objectives, subject to the last paragraph of Plan Section V B relating
         to Covered Employees.

A.             BUSINESS OBJECTIVES

               For any Plan Year that the Plan is intended to meet the
               provisions of 162(m) or for any Plan Year in which the Plan is
               not intended to meet the provisions of 162(m), the Business
               Objectives to which a Bonus Award relates ("Business Objectives")
               may be based on one or more of the following business performance
               factors or such other factors as may be determined by the
               Committee or the Administrator, whichever is applicable, as they
               apply to the Company or a business unit: stock price; fair market
               value; book value; market share; earnings per share; cash flow;
               return on equity, assets, capital or investment; net income;
               operating profit or income; operating income before restructuring
               charges, plus depreciation and amortization other than relating
               to early extinguishment of debt and debt issuance costs; gross or
               net sales; expense targets; working capital targets including,
               without limitation, those relating to inventory and/or accounts
               receivable; operating margin; productivity improvement; cost or
               expenses; planning accuracy (as measured by comparing planned
               results to actual results); customer satisfaction based on market
               share or other relevant factors; and implementation or completion
               of critical projects or processes including, without limitation,
               growth in consumption of the Company's products, new product
               development, asset dispositions, reduction in Sales, General and
               Administrative expenses, insuring Company products are in stock
               at retail or plant consolidations.

               In the Committee's or the Administrator's discretion, whichever
               is applicable, Business Objectives (other than with respect to
               Covered Employees for any Plan Year in which the Plan is intended
               to comply with Section 162(m)) may be developed by each
               Department Head and approved by the Chief Financial Officer of
               Revlon and the President and CEO of Revlon, subject to final
               review and approval by the Committee or the Administrator,
               whichever is applicable.

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               Once established, the Committee may not have discretion to
               increase the amount payable under such Award with respect to any
               Covered Employee for any Plan Year in which it is intended that
               the Plan comply with Section 162(m), provided, however, that
               whether or not a Bonus Award is intended to constitute qualified
               performance based compensation within the meaning of Code section
               162(m), the Committee may make appropriate adjustments in
               Business Objectives to reflect the impact of extraordinary items
               not reflected in such Objectives. For purposes of the Plan,
               extraordinary items may include (1) any profit or loss
               attributable to acquisitions or dispositions of stock or assets,
               (2) any changes in accounting standards that may be required or
               permitted by the Financial Accounting Standards Board or adopted
               by the Company after the goal is established, (3) all items of
               gain, loss or expense for the year related to restructuring
               activities, (4) all items of gain, loss or expense for the year
               determined to be extraordinary or unusual in nature or infrequent
               in occurrence or related to the disposal of a segment of a
               business, all determined in accordance with standards established
               by any applicable Opinion of the Accounting Principles Board, (5)
               all items of gain, loss or expense for the year related to
               discontinued operations that do not qualify as a segment of a
               business as defined in any applicable Opinion of the Accounting
               Principles Board, (5) all items of gain, loss or expense for the
               year related to discontinued operations that do not qualify as
               segment of a business as defined in any applicable Opinion of the
               Accounting Principles Board, and (6) such other items as may be
               prescribed by Code Section 162(m) and the Treasury Regulations
               thereunder as may be in effect from time to time, and any
               amendments, revisions or successor provisions and any changes
               thereto. Notwithstanding the attainment by the Covered Employee
               of the applicable Business Objective(s), the Committee has the
               discretion to reduce, prior to certification of such
               Objective(s), some or all of the Section 162(m) Bonus Award that
               otherwise would be paid for any Plan Year in which it is intended
               that the Plan comply with Section 162(m).

               Bonus Awards shall specify the Business Objectives to be
               achieved, a minimum acceptable level of achievement below which
               no payment or award will be made, and at the discretion of the
               Committee or Administrator, whichever is applicable, a formula,
               method or standard for determining the amount of any payment or
               award to be made if performance is at or above the minimum
               acceptable level but falls short of full achievement of the
               Business Objectives. The Committee or the Administrator may make
               discretionary awards even if Business Objectives are not
               achieved, but not as to Covered Employees for any Plan Year in
               which the Plan is intended to comply with Section 162(m).

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B.             PERSONAL PERFORMANCE OBJECTIVES

               Subject to the last paragraph of this subsection B, a portion of
               the Bonus Award may be based on Personal Performance Objectives
               which are specific to each individual and can be based upon,
               among other things, contribution to specific projects and/or
               overall performance as measured under the Company's performance
               evaluation process as in effect from time to time. Each Personal
               Performance Objective for a Plan Year will be established with
               appropriate standards of performance. The portion of the Bonus
               Award based on Personal Performance Objectives and the criteria
               therefor shall be established by the Committee or Administrator,
               whichever is applicable.

               In the Committee's or Administrator's discretion, whichever is
               applicable, Personal Performance Objectives may be developed by
               each participant's Department Head, approved by the Senior Vice
               President Human Resources and reviewed with the participant
               (other than with respect to Covered Employees for a Plan Year in
               which the Plan is intended to comply with Section 162(m)).

               In no event shall any portion of a Section 162(m) Bonus Award
               made to a Covered Employee be determined based upon Personal
               Performance Objectives under this subsection B for a Plan Year in
               which the Plan is intended to comply with Section 162(m).

VI.      ACTUAL BONUS AWARDS

         Actual Bonus Awards will be determined for each participant based on
         the degree to which the participant's Business Objectives and Personal
         Performance Objectives (if applicable) are achieved.

A.             BUSINESS OBJECTIVES

               Bonuses earned under this portion of the Plan will be based on
               achievement against each Business Objective's target in
               accordance with its assigned weight.

B.             PERSONAL PERFORMANCE OBJECTIVES

               Bonuses earned under this portion of the Plan will be based on
               each participant's performance against Personal Performance
               Objectives in accordance with their assigned weight.

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VII.     SECTION 162(m) BONUS AWARDS

         The Committee may designate any particular Bonus Award as being a
         "Section 162(m) Bonus Award"; provided that any Bonus Award so
         designated will be subject to the following requirements,
         notwithstanding any other provision of the Plan to the contrary:

         1. No Section 162(m) Bonus Award may be paid unless and until the
stockholders of the Company have approved the Plan in a manner which complies
with the stockholder approval requirements of Section 162(m) of the Code.

         2. A Section 162(m) Bonus Award may be made by a minimum of two members
of the Committee, each of whom must be an "outside director" (within the meaning
of Section 162(m) of the Code).

         3. The performance goals to which a Section 162(m) Bonus Award is
subject must be based on Business Objectives in accordance with plan section
V.A. Such Business Objectives, and the Bonus Award payable on attainment
thereof, must be established by the Committee within the time limits required in
order for the Section 162(m) Bonus Award to qualify for the performance-based
compensation exception to Section 162(m) of the Code.

         4. No Section 162(m) Bonus Award may be paid until the Committee has
certified the appropriate level of attainment of the applicable Business
Objectives.

         5. The maximum amount of a Section 162(m) Bonus Award is $2,000,000.

IX.      MISCELLANEOUS

         If a participant has a change of assignment or transfer during a Plan
         year, the Committee or the Administrator may determine that the
         participant's Bonus Award be calculated for each position on a
         pro-rated basis. Similarly, the Committee or the Administrator may
         determine that an employee who is newly hired and who meets the
         eligibility requirements set forth in Plan Section III or who becomes
         eligible to join the Plan after the start of the Plan Year shall be
         eligible for a pro-rated Bonus Award based on the percentage of the
         Plan Year actually worked while a participant.

         It is intended that Bonus Awards be distributed on or about March 31
         following the applicable Plan Year but in no event shall Bonus Awards
         be distributed later than April 30 following the applicable Plan Year.
         Bonus Awards will not be paid

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         to a participant who does not remain actively employed by the Company
         through the date Bonus Awards are distributed except that the
         Administrator may (but shall have no obligation) in its sole
         discretion determine to make a Bonus Award, (including a pro-rated
         award) under appropriate circumstances including, without limitation,
         in the case of:

(a) a participant whose employment terminates due to death, disability, or
retirement at any time after the start of a Plan Year, or

(b) a participant whose employment is terminated by the Company otherwise than
for "good reason" (as defined in the Revlon Executive Severance Policy) or other
like cause at any time after June 30 of a Plan Year.

         The Plan shall be unfunded. The Company shall not be required to
         establish any special segregation of assets to assure the payment of
         Bonus Awards.

         The Plan is not intended to be subject to the Employee Retirement
         Income Security Act of 1974, as amended ("ERISA").

         No Bonus Award shall be payable to any participant who at the time for
         payment of such award is in breach of any applicable employment
         agreement, or who has failed to execute and remain in compliance with
         Revlon's Employee Agreement as to Confidentiality and Non-Competition
         or Revlon's Code of Business Conduct (as any of the same may be amended
         from time to time).

         The Company shall have the right to deduct from Bonus Awards paid any
         taxes or other amounts required by law to be withheld.

         Participation in the Plan shall not confer upon any participant any
         rights to continue in the employ of the Company, limit in any way a
         participant's right or the right of the Company to terminate a
         participant's employment at any time, or confer upon any participant
         any claim to receive a Bonus Award other than as provided in the Plan,
         and no participant's rights under the Plan may be assigned, attached,
         pledged or alienated by operation of law or otherwise.

         The Committee reserves the right to revise or terminate the Plan at any
         time during or after a Plan performance period. The Administrator, at
         its discretion, may also make exceptions to this Plan, other than in
         the case of Covered Employees for a Plan Year in which the plan is
         intended to comply with Section 162(m).

(183870)

                                                                               9<PAGE>
                                                                   Exhibit 10.10

                     EXECUTIVE SUPPLEMENTAL MEDICAL EXPENSE
                                  PLAN SUMMARY

                                                                      JULY, 2000

<PAGE>

                   EXECUTIVE SUPPLEMENTAL MEDICAL EXPENSE PLAN
                   -------------------------------------------

ELIGIBILITY
-----------

If you are an executive of Revlon, Inc. or any of its participating companies
and your annual base salary is at least $100,000, you are eligible to
participate in the Plan if approved by the Plan's Committee.

Annual base salary means your annual rate of pay, exclusive of bonus, incentive
pay or any other special remuneration.

WHO IS COVERED
--------------

Coverage under the Plan is provided for you and those of your eligible
dependents who are covered under the Revlon Medical and/or Dental Plans.
Additionally, the Executive Supplemental Medical Expense Plan will also cover
any other family member who you have reported as a dependent on your most recent
Federal Income Tax return and who still qualifies for dependency status in the
present year, as defined by the Internal Revenue Code. Such dependents may
include, but are not limited to, the dependent parents of you or your spouse.

WHEN COVERAGE STARTS
--------------------

You will become entitled to Plan benefits on the date the Committee approves
your participation and may continue as a participant for as long as you meet the
qualifications described above, or the Plan is terminated, if earlier.

COST
----

Your Executive Supplemental Medical Expense Plan benefits are fully paid for by
the Company. At the present time, these benefits are considered to be
non-taxable by the Internal Revenue Service. Should there be any change in this
position, you will be advised accordingly.

                                       2

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HOW THE PLAN WORKS
------------------

The Executive Supplemental Medical Expense Plan is intended to provide
reimbursement for certain medical and/or dental expenses, as described below,
which are either not covered at all or only partially covered under the Health
Care Program or any other group plan (including Medicare) in which you and/or
your eligible dependents may participate.

Benefit Entitlement
-------------------

The Plan will pay benefits equal to 100% of all covered expenses incurred during
any calendar year - up to an annual family maximum benefit of five percent (5%)
of your base annual earnings. Each January 1st an allowance equal to 5% of your
annual base salary as of that date is established. Should your salary change
during the course of the year, your allowance would be adjusted, on a pro-rata
basis, to reflect your then current rate of pay.

For example, on January 1st your salary was $200,000. On August 1st, you receive
an increase to $225,000 per year. You allowance for this year would be
determined as follows:

As of January 1st:
------------------

$200,000 (Annual Base Salary)
x      5%
---------
$  10,000 (Annual Plan Allowance)

Adjustment for August 1st Salary Increase
-----------------------------------------

$225,000 (New Annual Base Salary)
-200,000 (Previous Annual Base Salary)
--------
$ 25,000
x      5%
---------
$   1,250 (Additional Annual Plan Allowance)
x    5/12 (Adjustment to reflect 5 month period)
----------
$     521 (Pro-rated Additional Plan Allowance)

Total Annual Plan Allowance
---------------------------

$10,000 + 521 or $10,521

Note: If your Plan participation is less than a full year your maximum benefit
allowance will be pro-rated.

                                       3

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Covered Expenses
----------------

Generally, those medical and/or dental expenses considered deductible for income
tax purposes under the applicable section of the Internal Revenue Code are
eligible for reimbursement, to the extent not otherwise reimbursed by any other
group insurance plan. A listing of most of these expenses is contained in The
Revlon Health Care Program Summary Plan Description (SPD). In addition to the
expenses covered under The Revlon Health Care Program, eligible expenses under
the Supplemental Medical Expense Plan include, but are not limited to, the
following:

         Routine physical exams
         Routine pediatric services
         Eye examination and eyeglasses
         Hearing examinations and hearing aids
         Acupuncture
         Pre-Existing Conditions

Exclusions
----------

The Plan excludes coverage for any of the following:

         Cosmetic Surgery, that is not considered deductible on your federal
         income tax return.

         Charges incurred by a person while not a covered family member.

         Charges that you or your dependents are not required to pay.

         Charges for expenses incurred while serving in the armed forces of any
         government.

         Charges for care, treatment, services or supplies that are not
         necessary, reasonable or recommended and approved by a physician.

         Charges for custodial care (i.e., care, including services, supplies,
         room and board and other institutional services which is provided to an
         individual primarily to assist he or she in the activities of daily
         living).

         Charges for which coverage is provided under any other group plan, to
         the extent reimbursable under such other plan.

                                       4

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PROCEDURE TO CLAIM BENEFITS
---------------------------

To apply for Plan benefits you must:

o        complete the employee's section of the standard Medical Claim form or
         Dental Claim form. These forms may be obtained from your Human
         Resources Representative.

o        have your physician, dentist or hospital complete the appropriate
         section of the claim form, or attach a fully itemized bill to the form,
         (as described in the Revlon Health Care Program SPD).

o        mail the completed form and all required supporting documentation to
         the Plan Administrator.

o        should you and/or any of your dependents be entitled to benefits under
         another non-Revlon group plan, Executive Supplemental Medical Plan
         benefits will be coordinated with those of the other plan, as described
         in The Revlon Health Care Program SPD. In such cases, you will need to
         file your claims as follows:

         -    if the other plan's coverage is primary, you must file a claim
              with that plan before applying for benefits through the Health
              Care Program and/or Executive Supplemental Medical Plan. In these
              instances, in addition to the other documentation noted above, you
              must also attach a copy of the explanation of benefits sheet
              issued by the other plan's carrier to your claim.

         -    should the other plan's coverage be secondary, then your claim
              should be submitted to the Revlon plan first. Once Revlon has
              issued its payment determination under our basic plan, a claim for
              any remaining balance should be filed with the secondary carrier.
              If any unpaid balance still remains, you will need to submit
              another claim so that it can be processed under the Executive
              Supplemental Medical Plan (again, a copy of the other plan's
              explanation of benefits sheet should be attached).

Note: prescription copayments must be filed separately with a medical claim
form.

PAYMENT OF BENEFITS
-------------------

With the exception of certain claims involving coordination of benefits, as
described in the preceding section, your claims will be processed concurrently
under the Health Care Program and Executive Supplemental Medical Expense Plan.
You will receive an explanation of benefits sheet which describes the
disposition of claims, if applicable. Benefits under the Executive Supplemental
Medical Expense Plan are paid to you unless arrangements have otherwise been
made.

                                       5

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TERMINATION OF COVERAGE
-----------------------

Your coverage under the Executive Supplemental Medical Expense Plan will stop on
the date:

o        your employment terminates for any reason,
o        you cease to qualify as an eligible employee,
         or
o        the Plan is terminated.

Your dependents' coverage will stop when your coverage ceases, or when they no
longer qualify as eligible dependents - whichever occurs first.

In the event of your death, your eligible dependents will be entitled to the
first six months of Continuation of Coverage at no cost to them.

CONTINUATION OF COVERAGE
------------------------

You or your dependents may continue Executive Supplemental Medical Expense Plan
coverage following the date it would otherwise end. To do so, you or your
dependents will be required to pay the full cost of coverage, as prescribed by
applicable statute. Additionally, in order to qualify for continue benefits
under the Plan, continue coverage must also be elected under The Revlon Health
Care Program.

Plan coverage for you and your dependents may be contained for up to 18 months,
should you cease to be eligible for any of the reasons stated in the preceding
section. Additionally, your dependents may elect to continue coverage for up to
36 months in the event of your death, divorce or loss of status as an eligible
dependent. A complete description of your continuation rights is contained in
The Revlon Health Care Program SPD.

PLAN DOCUMENTS
--------------

This Summary described only the highlights of the Executive Supplemental Medical
Expense Plan and does not attempt to cover all of the Plan's details. These are
contained in the master contract between Revlon, Inc. and Health Benefits
carrier which legally governs the Plan and is controlling in the event of a
conflict between this Summary and the operation of this Program.

PLAN CONTINUANCE
----------------

The Company expects and intends to continue the Executive Supplemental Medical
Expense Plan indefinitely, but reserves the right to end or amend it at any
time.

                                        6

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