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                                                              Exhibit 10(1xxxiv)

                             AMENDMENT NO. 5 TO THE
                      NACCO MATERIALS HANDLING GROUP, INC.
                      LONG-TERM INCENTIVE COMPENSATION PLAN

     NACCO Materials Handling Group, Inc. hereby adopts this Amendment No. 5 to
the NACCO Materials Handling, Inc. Long-Term Incentive Compensation Plan (the
"Plan"), effective as of December 31, 1999. Words and phrases used herein with
initial capital letters which are defined in the Plan are used herein as so
defined.

                                    SECTION 1

     The first two sentences of Section 5.2(f) of the Plan is hereby deleted in
their entirety and replaced with the following sentences:

                  "At any time following the fifth anniversary of the date of
         any Award which has not yet vested under this Plan, a grantee may
         annually request in writing that the Committee permit the grantee to
         exercise and receive payment of up to 20% of the number of Book Value
         Appreciation Units originally granted in such Award if such funds are
         required due to an 'Unforeseeable Emergency;' provided, however, that
         such grantee will not receive an Award of any replacement Units with
         respect to the Units exercised for a period of two years from the
         grantee's payment effective date; and further provided, however, that
         replacement Units, if any, awarded under this Plan shall equal no more
         than the same number of Units which were exercised. Payments of amounts
         because of an Unforeseeable Emergency shall be made at the sole
         discretion of the Committee and shall be permitted only to the extent
         reasonably necessary to satisfy the emergency need. For this purpose,
         an Unforeseeable Emergency shall mean an event which results (or will
         result) in severe financial hardship to the grantee as a consequence of
         an unexpected illness or accident or loss of the grantee's property due
         to casualty or other similar extraordinary or unforeseen circumstances
         out of the control of the grantee. A grantee may make any number of
         requests pursuant to this Section 5.2(f) so long as (y) no more than
         one request shall be granted in each calendar year and (z) the total
         amount paid over the life of the Award pursuant to this Section 5.2(f)
         does not exceed the amount represented by 40% of the Units originally
         granted in such Award."

                                    SECTION 2

     Section 8 of the Plan is hereby amended by deleting the phrase "The
Committee" therefrom and replacing it with the phrase "The Committee (or the
NACCO Industries, Inc. Benefits Committee, as applicable)."

     EXECUTED this 20th day of Dec., 1999.

                                        NACCO MATERIALS HANDLING GROUP, INC.

                                        By: /s/ Charles A. Bittenbender
                                            --------------------------------
                                            Title:  Assistant Secretary<PAGE>   1
                                                         Exhibit 10(xc)
                                 AMENDMENT NO. 1
                                     TO THE

                       HAMILTON BEACH/PROCTOR-SILEX, INC.
                              UNFUNDED BENEFIT PLAN

               (AS AMENDED AND RESTATED EFFECTIVE JANUARY 1, 1999)

     Hamilton Beach/Proctor-Silex, Inc. adopts this Amendment No. 1 to the
Hamilton Beach/Proctor-Silex, Inc. Unfunded Benefit Plan (As Amended and
Restated Effective January 1, 1999) (the "Plan"), effective on December 31,
1999. Words and phrases used herein with initial capital letters which are
defined in the Plan are used herein as so defined.

                                    SECTION 1

     Section 5.1 of the Plan is hereby amended in its entirety to read as
follows:

     "SECTION 5.1. Vesting. All Participants who are employed on or after
December 31, 1999 shall be immediately 100% vested in their Excess Pension
Benefit, Excess Profit Sharing Benefit and the amounts credited to their Excess
401(k) Sub-Account and Excess Matching Sub-Account hereunder."

                                              HAMILTON BEACH/PROCTOR-SILEX, INC.

                                       By:  /s/ A.G. Mason Dirickson
                                            ------------------------------------
Date:12/22/99                               Title:Vice President-Human Resources
     --------<PAGE>   1
                                                                 Exhibit 10(cxx)

                        HAMILTON BEACH/PROCTOR-SILEX, INC.
                           PROCTOR-SILEX CANADA, INC.

                    ANNUAL INCENTIVE COMPENSATION PLAN - 2000

GENERAL
-------

Hamilton Beach/Proctor-Silex, Inc. (the "Company") has established an Annual
Incentive Compensation Plan (the "Plan") as part of a competitive compensation
program for the Officers and key management employees of the Company and its
Subsidiaries. Proctor-Silex Canada, Inc. is a subsidiary of the Company.

PLAN OBJECTIVE
--------------

The Company desires to attract and retain talented employees to enable the
Company to meet its financial and business objectives. The objective of the Plan
is to provide an opportunity to earn annual incentive compensation to those
employees whose performance has a significant impact on the Company's short-term
and long-term profitability.

ADMINISTRATION AND PARTICIPATION
--------------------------------

The Plan is administered by the Nominating, Organization and Compensation
Committee of the Board of Directors of the Company (the "Committee"). The
Committee:

         a.       May amend, modify, or discontinue the Plan.

         b.       Will approve participation in the Plan. Generally,
                  participants will include all employee in Hay Salary Job
                  Grades 14 and above. Employees who voluntarily terminate their
                  employment prior to year-end are not entitled to an award, and
                  employees joining the Company after August of any year will
                  not be entitled to an award. However, the Committee may select
                  any employee who has contributed significantly to the
                  Company's profitability to participate in the Plan and receive
                  an annual incentive compensation award.

         c.       Will determine the annual performance criteria which generates
                  the incentive compensation pool.

         d.       Will determine the total amount of both the target and actual
                  annual incentive compensation pool.

         e.       Will approve individual incentive compensation awards to
                  Officers and employees above Hay Salary Job Grade 17.

         f.       May delegate to the Chief Executive Officer of the Company the
                  power to approve incentive compensation awards to employees in
                  and below Hay Salary Job Grade 17.

         g.       May consider at the end of each year the award of a
                  discretionary bonus amount to non-participants as an addition
                  to the regular incentive compensation pool on a special
                  one-time basis to motivate individuals not eligible to
                  participate in the Plan.

         h.       May approve a pro rata incentive compensation award for
                  participants in the Plan whose employment is terminated (1)
                  due to death, disability, retirement or facility closure,
                  such award to be determined pursuant to the provisions of
                  subparagraphs e. and f. above or (2) under other
                  circumstances at the recommendation of the Chief Executive
                  Officer of the Company.

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DETERMINATION OF CORPORATE INCENTIVE COMPENSATION POOL
------------------------------------------------------

Each participant in the Plan will have an individual target incentive
compensation percentage which is determined by the participant's Salary Job
Grade. This percentage is multiplied by the midpoint of the participant's Salary
Job Grade to determine his individual target incentive compensation award. The
total of the target incentive compensation awards of all participants equals the
target corporate incentive compensation pool (the "Target Pool"). The Target
Pool is approved each year by the Committee.

The actual corporate incentive compensation pool (the "Actual Pool") is
determined at the end of each year based on the Company's actual performance
against specific criteria established in the beginning of the year by the
Committee. The Target Pool is adjusted upwards or downwards by corporate
performance adjustment factor to determine the Actual Pool. In no event will the
Actual Pool exceed 150% of the Target Pool, except to the extent that the
Committee elects to increase the Actual Pool by up to 10%, as described below.

It is the intent of the Plan that the Actual Pool, as determined above, will be
the final total corporate incentive compensation pool. However, the Committee,
in its sole discretion, may increase or decrease by up to 10% the Actual Pool or
may approve an incentive compensation pool where there would normally be no pool
due to Company performance which is below the criteria established for the year.

The Actual and Target Pools exclude commission personnel as salespersons,
regional general manager and manufacturing representatives.

DETERMINATION OF INDIVIDUAL INCENTIVE COMPENSATION AWARDS
---------------------------------------------------------

Salary Job Grades and the corresponding target incentive percentage for each
participant in the Plan will be established at the beginning of each year and
approved by the Committee. Individual target incentive compensation will then be
adjusted by the appropriate pool factor. Such adjusted individual incentive
compensation will then be further modified based on a participant's performance
as compared to his individual goals for the year. The total of all individual
incentive compensation awards must not exceed the Actual Pool for the year.

PERFORMANCE TARGETS - See Plan Summary.
-------------------

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