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Exhibit 4.11  

 
 

RESOLUTION PASSED BY THE MEMBERS OF THE HUMAN RESOURCES
  COMMITTEE OF SAPPI LIMITED (Reg No 1936/008963/06)
  ON FRIDAY 19 NOVEMBER 2004    
    

AMENDMENTS TO THE SAPPI LIMITED SHARE INCENTIVE SCHEME ("the Scheme")  

	1.
	VARIATION OF VESTING PERIODS  

 RESOLVED THAT:  

the
vesting periods for scheme shares, share options and allocation shares granted to participants on or after 4 November 2004 shall be 25% per year commencing on the first anniversary after
the acceptance date, instead of 20% per year commencing on the first anniversary after the acceptance date as applicable to grants made prior to 4 November 2004. 

	/s/ E VAN AS
 E VAN AS	 	

	)
)
)
)
)	 
	/s/ D C BRINK
 D C BRINK	 	

	)
)
)
)
)	COMMITTEE MEMBERS
	/s/ M FELDBERG
 M FELDBERG	 	
	)
)	 

	2.
	BOARD DISCRETION  

 RESOLVED THAT:  

the
rules of the Scheme be amended to allow the board discretion to treat scheme participants under the option method more favourably on termination of their employment, than the rules provide. 

	/s/ E VAN AS
 E VAN AS	 	

	)
)
)
)
)	 
	/s/ D C BRINK
 D C BRINK	 	

	)
)
)
)
)	COMMITTEE MEMBERS
	/s/ M FELDBERG
 M FELDBERG	 	
	)
)	 

	3.
	ACCEPTANCE OF OFFERS  

 RESOLVED THAT:  

the
rules of the Scheme be amended so as to enable the board to waive the 30 day acceptance period in respect of offers to participants under the option method of the Scheme. 

	/s/ E VAN AS
 E VAN AS	 	

	)
)
)
)
)	 
	/s/ D C BRINK
 D C BRINK	 	

	)
)
)
)
)	COMMITTEE MEMBERS
	/s/ M FELDBERG
 M FELDBERG	 	
	)
)	 

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Exhibit 10.1  

 
 

2005 Qwest Management Bonus Plan Summary    
    

Purpose  

        Qwest Communications International Inc.'s compensation philosophy is to pay for performance. The purpose of this bonus plan is to tie a portion of each
participant's compensation to corporate goals and individual achievements. 

Eligibility  

        Except as set forth below, all Qwest management employees in non-sales-commissioned positions who are on the payroll during 2005 and who remain on the
payroll until the "close date", two weeks prior to the bonus pay out date, are eligible to participate in the 2005 Qwest Management Bonus Plan. If a 2005 bonus is paid, the bonus payout date is
expected to occur in March of 2006. 

        Employees
are ineligible for a bonus if their employment terminates, either voluntarily or involuntarily, prior to the bonus program close date; if they are on other incentive plans
(e.g., sales compensation plans); if they are rated "Unacceptable" by their supervisor or, in the discretion of the supervisor, their performance and/or behavior does not warrant a payout. In
addition, occupational employees, interns, contract employees and temporary employees are ineligible for a bonus. 

Bonus Target Percentages  

        The target percentage used to calculate the bonus is expressed as a percentage of base salary. The target percentage varies based on an employee's job
responsibility and impact on the business. 

Bonus Calculation  

        The bonus payment is based on three measures: Corporate Performance, Sales Channel Performance and Individual Performance. 

        Employees
in non sales channel functions (finance, legal, human resources, public policy, federal relations, product and marketing, information technologies, network operations, and
corporate communications) will be measured on Corporate Performance. Employees in sales channel functions (business, consumer, and wholesale) will be measured 60 percent on Corporate
Performance and 40 percent on Sales Channel Performance. Performance will be scored between 0%-150% for each of the performance measures described below. 

1)    Corporate Performance  

        Corporate Performance is determined by the weighted average of revenue (25 percent), net income (25 percent), cash flow (30 percent) and
customer satisfaction score (20 percent). Performance targets for each measure will be established at the beginning of 2005 and approved by the Board of Directors. 

2)    Sales Channel Performance  

        Sales Channel Performance is determined by the weighted average of each sales channel's revenue (50 percent), operating results (30 percent), and
customer satisfaction score (20 percent). Performance targets for each measure will be established at the beginning of 2005 and approved by the Board of Directors. 

3)    Individual Performance:  

        Individual Performance is determined in an evaluation by the supervising manager of overall employee performance compared to established performance objectives
and behaviors exhibited by the employee compared to Qwest's brand attributes and values. 

 

        Individual
bonus awards will be computed by multiplying the weighted result of the Corporate and Sales Channel performance by individual performance score. 

        Each
of the above performance targets may be based on non-GAAP measures including adjustments to the reported GAAP financial statements as determined at the end of the year and approved
by the Board of Directors. The Board of Directors will certify performance attainment and approve payout prior to payout date. The Board of Directors may consider the impact of any one time or unusual
items in determining the percentage achievement of any performance target. 

        Nothing in the 2005 Qwest Management Bonus Plan is intended to modify the "At-Will" nature of Qwest employees' employment. All Qwest management employees are
employed "At-Will." This means either the employee or the company may terminate the employee's employment with or without cause at any time, and without advance notice, procedure or formality.  

        Qwest reserves the right to amend or cancel this plan either retroactively or prospectively or otherwise make adjustments that it may deem
necessary or appropriate in its sole discretion.

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Exhibit 10.1  

 
 

AMENDMENT TO RETENTION AGREEMENT    
    

        This AMENDMENT TO RETENTION AGREEMENT (this "Amendment") is entered into as of the 9th day of December 2004, by and between Tyco International Ltd.
(the "Parent") and Richard J. Meelia (the "Executive"). 

W
I T N E S S E T H 

        WHEREAS,
Parent and Executive entered into a Retention Agreement effective as of February 14, 2002 (the "Retention Agreement") to encourage Executive to remain in the employ of
Parent and to ensure the continued availability of his advice and counsel, and to assure that he would not provide services for competing business in accordance with the terms thereof; and 

        WHEREAS,
the Retention Agreement provides for certain benefits to Executive in the event that his employment with Parent is terminated, including certain benefits if his employment is
terminated for any reason other than for Cause at any time subsequent to February 28, 2005 and prior to June 1, 2005; and 

        WHEREAS,
Parent considers it essential to the best interests of the shareholders and Parent to ensure Executive's continued employment with Parent through December 31, 2005, to
assist with succession planning; and 

        WHEREAS,
Executive recognizes the importance of the confidentiality, non-solicitation, non-competition and other covenants in the Retention Agreement, and acknowledges that he would be
subject to these covenants following December 31, 2005, as indicated in the Retention Agreement; and 

        WHEREAS,
Parent and Executive have agreed to amend the Retention Agreement to extend the June 1, 2005 date referenced above to December 31, 2005. 

        NOW,
THEREFORE, for good and valuable consideration, the receipt and sufficiency of which is hereby acknowledged, Parent and Executive hereby agree as follows: 

        1.     Section
4(g) of the Retention Agreement is hereby amended by deleting the date "June 1, 2005" in the first sentence thereof and replacing it with
"December 31, 2005". 

        2.     Executive
and Parent acknowledge that if the Executive's employment is terminated by the Company without Cause or upon the Executive's Disability or by the Executive for
Good Reason prior to December 31, 2005 or by the Executive for any reason subsequent to February 28, 2005 and prior to December 31, 2005, and the provisions of Section 4(b)
of the Retention Agreement do not apply, then, subject to the conditions set forth in Section 4(g) of the Retention Agreement, the Executive shall be entitled to receive the payments and
benefits specified in Section 4(g); provided that such payments and benefits shall not be less

1

 

those
that would have been payable if the Date of Termination had been any date subsequent to February 28, 2005 and prior to the Actual Date of Termination. 

        3.     Executive
acknowledges and agrees that, as set forth in the provisions of Section 4(g) of the Retention Agreement, the receipt of all payments and benefits
specified thereunder is conditioned upon his compliance with the covenants set forth in Sections 7, 8, 9 and 11 of the Retention Agreement. 

        4.     Except
as specifically modified in Sections 1 and 2 above, the terms of the Retention Agreement are and shall remain in full force and effect. 

        IN
WITNESS WHEREOF, the Parent and the Executive have caused this Amendment to be executed as of the date first above written. 

	

 	
 	
TYCO INTERNATIONAL, LTD.
	

 	
 	

By:	

/s/  EDWARD D. BREEN      

	 	 	Name:	 	Edward D. Breen

	 	 	Title:	 	Chairman & Chief Executive Officer

	

 	
 	
EXECUTIVE:
	

 	
 	

/s/  RICHARD J. MEELIA      
 Richard J. Meelia

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AMENDMENT TO RETENTION AGREEMENT

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