Document:

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                                Exhibit (10.11)

                      SHORT TERM ACHIEVEMENT REWARD PROGRAM

The Short Term Achievement Reward ("STAR") Program is the Company's annual
incentive bonus program designed to support outstanding business results of The
Procter & Gamble Company (the "Company" or "P&G"). Awards are made within the
authority of the Additional Remuneration Plan and the 2001 Stock and Incentive
Compensation Plan.

I.   ELIGIBILITY

Eligibility is based on job level and the requirement of working at least four
weeks during the fiscal year. STAR participants who do not work a full time
schedule for the entire fiscal year may have awards pro-rated. Separating
employees must be active as of June 30 (the close of the fiscal year for which
the award is payable) to receive an award, unless due to retirement or special
circumstances agreed in advance.

II.  CALCULATION

The individual STAR Award Calculation is: (STAR Target) x (Business Unit
Performance Factor) x (Corporate Adjustment Factor) x (Gillette Factor)

-    The STAR TARGET for each participant is calculated as: (Base Salary) x
     (STAR Target percent)

     Base Salary as of the end of June is used to calculate the STAR award. If a
     participant's level changes, the highest band level and salary during the
     fiscal year is used to determine the STAR Target.

     The STAR Target Percent is dependent on job level in the organization and
     will fall between 6% and 140%.

<TABLE>
<CAPTION>
JOB BAND            STAR TARGET AS % OF BASE
--------            ------------------------
<S>        <C>
   3       6% in 2005/06; 8% in 2006/07 and beyond
   4                          15%
   5                          25%
   6                          45%
   7                          70%
   8                          75%
   9                         140%
</TABLE>

-    The BUSINESS UNIT PERFORMANCE FACTOR is assigned to each STAR business unit
     as a measure of success for the fiscal year. The factors range from 53% to
     167% with the target at 100%. A STAR Committee, comprised of a small number
     of senior executives (who do not determine their own awards), conducts a
     retrospective assessment of the performance of each business unit according
     to one or more of the following measures and makes a recommendation to the
     Compensation & Leadership Development Committee: Operating Total
     Shareholder Return, Key Competitor Comparison, After Tax Profit, Operating
     Cash Flow, Value Share, Volume, Net Outside Sales, Value Contribution,
     Organization Head Self Assessment, and Cross Organization Assessment. There
     may also be other factors significantly affecting unit results.

-    The CORPORATE ADJUSTMENT FACTOR measures the total Company success and
     ranges from 80% to 130%, with a 100% target. The same Corporate Adjustment
     Factor is applied to all STAR

<PAGE>

     award calculations. It is determined by a matrix that measures P&G's market
     total shareholder return ("TSR") ranking relative to a competitive peer
     group and diluted earnings per share ("EPS") growth. Market TSR reflects
     the return shareholders could earn during the year - stock appreciation and
     dividends - from an investment in the Company's stock.

-    The GILLETTE FACTOR is derived from a review and recommendation by the STAR
     Committee based on the results of the success of the Gillette integration.
     The factor ranges from 80% to 130% with 100% as the target. The same
     Gillette Factor will apply to all STAR award calculations. It will be
     determined by assessing performance during the fiscal year on various
     metrics including: sustaining the overall health of both the P&G and
     Gillette businesses during this period (based on market share and earnings
     progress); achieving sales, research and administrative budget and synergy
     objectives; meeting enrollment targets; and staying within integration cost
     and restructuring estimates. The Gillette Factor will be applied starting
     with the results of fiscal year 2005/06. STAR awards for fiscal year
     2004/05 will be based on only the Business Unit Performance Factor and the
     Corporate Adjustment Factor, as in prior years.

The STAR Committee makes recommendations to the Compensation & Leadership
Development Committee regarding the actual awards to be made. The final awards
are approved by the Compensation & Leadership Development Committee. STAR Awards
for members of the Star Committee are determined exclusively by the Compensation
& Leadership Development Committee without any recommendation from the STAR
Committee.

III. TIMING AND FORM

STAR awards are determined after the close of the fiscal year and are paid on or
about September 15. The award form choices and relevant considerations are
explained in payment preference materials generally in the form of Appendix 1.
Participants receive written notice of their award detailing the calculation,
generally in the form of Appendix 2. The grant letters are generally in the form
of Appendix 3.

Generally, STAR awards are paid in cash. However, before the end of the calendar
year preceding the award date, participants on record can choose their upcoming
award in forms other than cash, such as stock options, stock appreciation rights
or restricted stock units (for participants also in the Business Growth
Program), depending on local regulations. To pay a STAR award in stock options,
the Company compares current cash value to stock option value with a conversion
factor that is reviewed annually.

<PAGE>

                             BUSINESS GROWTH PROGRAM

The Business Growth Program ("BGP") is a part of the Company's long-term
incentive plan and is designed to provide additional focus on key Company
measures for top executives with senior management responsibility for total
Company results. Awards are made within the authority of the Additional
Remuneration Plan and the 2001 Stock and Incentive Compensation Plan.

I.   ELIGIBILITY

The CEO, Vice-Chairs, Presidents, Global Function Heads, Senior Vice Presidents
and equivalents may participate, as recommended by management and approved by
the Compensation & Leadership Development Committee.

II.  CALCULATION

A BGP Award may be payable for the three-year performance period running July 1,
2005 through June 30, 2008. Interim awards may also be payable at the conclusion
of the first and second years of the program. The Compensation & Leadership
Development Committee reviews and approves awards relative to the base period of
fiscal year 2004/05. It assesses Company performance according to the
pre-established financial measures of diluted earnings per share ("EPS") growth
and operating total shareholder return ("OTSR").

Adjustments may be made for significant acquisitions and divestitures, major
equity investments, or other unusual items not reflected in the Company's
operating plan or base year results. In all cases, the Compensation & Leadership
Development Committee retains discretion to determine whether certain items
should be included or excluded from award calculations and to verify that awards
are appropriate and consistent with the long-term interests of shareholders. The
Committee may reduce awards if it determines that payouts do not correspond to
actual business results.

-    THE THREE-YEAR AWARD is calculated as: (Payout Factor) X (Participant's
     Target Award).

     The Award Payout Factor ranging from 0% to 200% is assessed relative to a
     performance level of EPS growth and OTSR.

     A Participant's Target Award is based on a multiple of the executive's base
     salary at the time of entry into the program. For the Chairman of the Board
     and CEO, the target is two times base salary, times three (the number of
     years in the performance period). For all others, the target is one times
     base salary times the number of years participating in the program.

-    INTERIM AWARDS are payable only if EPS growth and OTSR meets or exceeds
     target relative to the base period at the end of the first year and the
     first two years combined, respectively. Interim awards are calculated using
     the same factors as the three-year award. However, each interim award is
     only a partial progress payment, paid at 30% of the full three-year
     calculation. Any interim payments are subtracted from the full three-year
     award when calculating the final BGP payment.

III. TIMING AND FORM

BGP awards are delivered on or about September 15th for the fiscal year just
completed. Each year's award, if payable, will be delivered half in three-year
restricted stock units ("Required RSUs") and half in cash. Participants may
elect to receive restricted stock units in place of the cash portion ("Elected
RSUs"). For the CEO, all BGP payments will be made in restricted stock units,
half in

<PAGE>

three-year restricted stock units and half in retirement restricted stock units.
The award form choices and relevant considerations are explained in payment
preference materials generally in the form of Appendix 1. Participants receive
written notice of their award detailing the calculation, generally in the form
of Appendix 4. The grant letters are generally in the form of Appendix 5.

Program participants have their long-term incentives split between BGP and
equity awards under the 2001 Stock and Incentive Compensation Plan. Their key
manager awards under the latter plan are reduced in value by one-third of their
three-year BGP target.

<PAGE>

         APPENDIX 1: PAYMENT PREFERENCE MATERIALS FOR BGP / STAR AWARDS

[DATE]
[NAME]

Subject: Preferences for [YEAR] STAR and BGP Payments and Deferred Compensation
Choices

Your choices for the awards are:

September [YEAR] STAR Award (if not previously deferred into the Deferred
Compensation Program)

     -    Cash

     -    Stock Options

     -    Restricted Stock Units (for BGP participants only) - no forfeiture
          provision

September [YEAR] BGP Award (if applicable)

     -    Three-Year Restricted Stock Units (50% of award required in this form)

     -    Cash or Restricted Stock Units - no forfeiture provision (50% of award
          subject to this election)

Attached you will find an election form to be returned to [NAME].

Please keep the following in mind as you consider your choices:

     -    It is recommended that you consult legal/tax/financial advisors to
          determine the appropriate award form(s) for your personal situation.

     -    While your selection will be given consideration, it is not binding on
          the Company until approved by the Compensation & Leadership
          Development Committee of the Board of Directors.

IF YOU MISS THE [DATE] DEADLINE, YOU WILL RECEIVE THE DEFAULT (CASH).

[NAME]

<PAGE>

              [YEAR] EXECUTIVE COMPENSATION AWARD FORM PREFERENCES

[YEAR] STAR AWARD PAYABLE [DATE] [YEAR] PREFERENCE SELECTION

<TABLE>
<S>                      <C>      <C>
Cash                     ______%
Stock Options            ______%
Restricted Stock Units   ______%  _______________ (Select year
                                  you want shares delivered,
                                  e.g., [YEAR], or retirement)
                         ------
Total                       100%
                         ------
</TABLE>

[YEAR] PAYMENT BGP AWARD PAYABLE [YEAR] PREFERENCE SELECTION
(Complete for remaining 50%)

<TABLE>
<S>                                              <C>          <C>
Three-Year Restricted Stock Units (if you          ____50%
leave the Company within 3 years of grant        (required)
for reasons other than retirement, you forfeit
these units)
Cash                                               ______%
Restricted Stock Units                             ______%    _______________ (Select year
                                                              you want shares delivered,
                                                              e.g., [YEAR], or retirement)
                                                   ------
Total                                                 100%
                                                   ------
</TABLE>

     -    You must be an active employee as of the award date to receive any
          non-cash award

     -    All elections are irrevocable after [DATE].

-------------------------------------   ----------------------------------------
              Signature                                   Date

Return form to [NAME]

<PAGE>

                          APPENDIX 2: STAR AWARD LETTER

[DATE]
Fellow P&G Leaders:

I am pleased to announce the average STAR award for [YEAR] is [NUMBER]% of
target. STAR awards are a combination of you individual business unit awards,
the Company factor and the Gillette factor. Unit awards are decided by the STAR
Committee based on a retrospective assessment of each unit's performance. The
Company factor is calculated based on P&G's market TSR ranking in the peer group
and earnings per share. The Gillette factor is based on a review done by the
STAR Committee considering the results of the success of the Gillette
integration. [EXPLANATION OF COMPANY RESULTS and COMPARISON TO PREVIOUS YEAR]

Actual STAR awards as a percentage of target [HISTORICAL COMPARISON OF RESULTS
TO PREVIOUS YEAR(S)]

By remaining choiceful, focused, and disciplined, we can look forward to future
success. Well done! Thanks.

                                        [NAME]

PERSONAL & CONFIDENTIAL
INDIVIDUAL AWARD SUMMARY
[NAME]

Your STAR Award is [NUMBER] payable in [FORM]

 [NUMBER]   X   [NUMBER]%   X  [NUMBER]% X    [NUMBER]%    =   NUMBER

STAR Target x Business Unit x  Corporate x Gillette Factor = STAR Award
               Performance    Adjustment
                  Factor        Factor

<TABLE>
<CAPTION>
STAR TARGET
-----------
<S>           <C>                             <C>
Based on      June 30 [YEAR] Base Salary:     [NUMBER]
              June 30 [YEAR] Band:            [NUMBER]
              STAR Target Percent for Band:   [NUMBER]
              Based x STAR Target Percent:    [NUMBER]
              Your STAR Target:               [NUMBER]
</TABLE>

BUSINESS UNIT PERFORMANCE

<TABLE>
<CAPTION>
 Business Unit     Weight    Performance Factor
 -------------     ------    ------------------
<S>               <C>        <C>
[Business Unit]   [NUMBER]        [NUMBER]%
</TABLE>

CORPORATE ADJUSTMENT FACTOR

<TABLE>
<S>                           <C>
TSR One Year Ranking          [NUMBER]
Earnings Per Share            [NUMBER]
Corporate Adjustment Factor   [NUMBER] %
</TABLE>

GILLETTE FACTOR               [NUMBER]%

Your STAR Award is [NUMBER] % of STAR Target

<PAGE>

                     APPENDIX 3: COVER LETTER FOR STAR GRANT
                 IN STOCK OPTIONS AND STOCK APPRECIATION RIGHTS

TO: SHORT TERM ACHIEVEMENT REWARD (STAR) RECIPIENTS OF P&G STOCK OPTIONS AND
    STOCK APPRECIATION RIGHTS*

The attached stock option grant letter refers to your STAR award. The grant was
determined by dividing the gross award amount to be paid in stock options (shown
on your award summary previously distributed) by the [DATE] average stock price
of $ [NUMBER]. The result was rounded up to the next full share, with those full
shares multiplied by [NUMBER]. No further action to accept this grant is
required.

You may retain these STAR stock options until their expiration date in [NUMBER]
years even if you leave the Company, as long as you are in good standing. This
is true for STAR stock options only as they represent payment for the award that
you have already earned. These options will vest in [NUMBER] years.

Stock options are granted under the terms and conditions of the 2001 Procter &
Gamble Stock and Incentive Compensation Plan.

If you have any questions about the award granted, please direct them to [NAME].
Questions related to the exercise process should be directed to [NAME].

                                        [NAME]

*    Recipients of stock appreciation rights should see their subsidiary Chief
     Financial Officer regarding the procedure for redeeming such rights.

<PAGE>

                  GRANT LETTER FOR STAR AWARD IN STOCK OPTIONS
                          AND STOCK APPRECIATION RIGHTS

[DATE]
[NAME]
Subject: Non-Statutory Stock Option Series xx-STAR-xx

In recognition of your contributions to the success of the business, the Company
hereby grants you an option to purchase, in accordance with and subject to the
terms of The Procter & Gamble 2001 Stock and Incentive Compensation Plan, the
Regulations of the Compensation & Leadership Development Committee of the Board
of Directors and the Exercise Instructions in place from time to time, shares of
the Procter & Gamble Common Stock as follows:

<TABLE>
<S>                       <C>
Grant Value:              [NUMBER]
Option Price per Share:   [NUMBER]
Number of Shares:         [NUMBER]
Date of Grant:            [DATE]
Expiration of Option:     [DATE]
Option Exercisable:       [NUMBER]% after [DATE]
</TABLE>

This option is not transferable other than by will or the laws of descent and
distribution and is exercisable during your life only by you. The Compensation &
Leadership Development Committee has waived the provisions of Article G,
paragraph 4 in the event of separation from the Company.

Please note that when the issue or transfer of the Common Stock covered by this
option may, in the opinion of the Company, conflict or be inconsistent with any
applicable law or regulation of any governmental agency, the Company reserves
the right to refuse to issue or transfer said Common Stock and that any
outstanding stock options may be suspended or terminated if you engage in
actions that are significantly contrary to the best interests of the Company or
any of its subsidiaries.

                                        The Procter & Gamble Company
                                        [NAME]

[ ]  I hereby accept the above option to purchase shares of the Common Stock of
     the Company in accordance with and subject to the terms of The Procter &
     Gamble 2001 Stock and Incentive Compensation Plan, with which I am
     familiar, including the non-compete provision and other terms of Article F,
     and agree that this option and The Procter & Gamble 2001 Stock and
     Incentive Compensation Plan together constitute an agreement between the
     Company and me in accordance with the terms thereof and hereof, and I
     further agree that any legal action related to this option, including
     Article F, may be brought in any federal or state court located in Hamilton
     County, Ohio, USA, and I hereby accept the jurisdiction of these courts and
     consent to service of process from said courts solely for legal actions
     related to this option grant.

[ ]  I hereby reject the above option to purchase shares of the Common Stock of
     the Company.

---------------                         ----------------------------------------
Date                                    Signature

<PAGE>

                       GRANT LETTER FOR STAR AWARD IN RSUS

[DATE]
[NAME]

SUBJECT: AWARD OF RESTRICTED STOCK UNITS (STAR)

This is to advise you that The Procter & Gamble Company, an Ohio corporation, is
awarding you with Restricted Stock Units, on the dates and in the amounts listed
below, pursuant to The Procter & Gamble 2001 Stock and Incentive Compensation
Plan, and subject to the attached Statement of Terms and Conditions Form [CODE]

<TABLE>
<S>                                 <C>
Grant Date:                          [DATE]
Original Settlement Date:            [DATE]
Number of Restricted Stock Units:    [NUMBER
</TABLE>

Paragraph 3(a) of Statement of Terms and Conditions Form [CODE] is not waived.

As you will see from the Statement of Terms and Conditions Form [CODE], under
certain circumstances you may agree with The Procter & Gamble Company to delay
the settlement of your Restricted Stock Units beyond the Original Settlement
Date. You may want to consult your personal tax advisor before making a decision
about this matter.

                                        THE PROCTER & GAMBLE COMPANY
                                        [NAME]

[ ]  I hereby accept the Award of Restricted Stock Units set forth above in
     accordance with and subject to the terms of The Procter & Gamble 2001 Stock
     and Incentive Compensation Plan and the attached Statement of Terms and
     Conditions for Restricted Stock Units, with which I am familiar. I agree
     that the Award of Restricted Stock Units, The Procter & Gamble 2001 Stock
     and Incentive Compensation Plan, and the attached Statement of Terms and
     Conditions for Restricted Stock Units together constitute an agreement
     between the Company and me in accordance with the terms thereof and hereof,
     and I further agree that any legal action related to this Award of
     Restricted Stock Units may be brought in any federal or state court located
     in Hamilton County, Ohio, USA, and I hereby accept the jurisdiction of
     these courts and consent to service of process from said courts solely for
     legal actions related to this Award of Restricted Stock Units.

[ ]  I hereby reject the Award of Restricted Stock Units set forth above.

---------------                         ----------------------------------------
Date                                    Signature

<PAGE>

             APPENDIX 4: BGP AWARD LETTER (THREE-YEAR AWARD EXAMPLE)

[DATE]

TO: [NAME]

Your award is calculated by multiplying your three-year target times the payout
factor and subtracting any interim payments made to you in Year 1 and Year 2.

<TABLE>
<S>                       <C>
Three-Year Target:        $[NUMBER]
Payout Factor:             [NUMBER]%
Total Award:              $[NUMBER]
Interim Payment Year 1:   $[NUMBER]
Interim Payment Year 2:   $[NUMBER]
Final BGP Payment:        $[NUMBER]
</TABLE>

Your final BGP award is $[NUMBER]. You will receive 50% of your award in
three-year restricted stock units consistent with the program design. The other
50% will be delivered in the form shown below which you designated last Fall in
your preference election. Your award will be paid on September 15.

Payment Preference

<TABLE>
<S>            <C>
3-Year RSUs:    [NUMBER]
Cash:          $[NUMBER]
RSUs:           [NUMBER]
</TABLE>

Thank you for your leadership in achieving outstanding business and
organizational results during the past three years.

[NAME]

<PAGE>

        APPENDIX 5: GRANT LETTER FOR BGP AWARD IN RESTRICTED STOCK UNITS

[DATE]
[NAME]

SUBJECT: AWARD OF RESTRICTED STOCK UNITS - BGP [THREE-YEAR / ELECTED]

This is to advise you that The Procter & Gamble Company, an Ohio corporation, is
awarding you with Restricted Stock Units, on the dates and in the amounts listed
below, pursuant to The Procter & Gamble 2001 Stock and Incentive Compensation
Plan, and subject to the attached Statement of Terms and Conditions Form [CODE]

<TABLE>
<S>                                           <C>
Grant Date:                                   [DATE]
Forfeiture Date [for Three-Year RSUs only]:   [DATE]
Original Settlement Date:                     [DATE]
Number of Restricted Stock Units:             [NUMBER
</TABLE>

Paragraph 3(a) of Statement of Terms and Conditions Form [CODE] is not waived.

As you will see from the Statement of Terms and Conditions Form [CODE], under
certain circumstances you may agree with The Procter & Gamble Company to delay
the settlement of your Restricted Stock Units beyond the Original Settlement
Date. You may want to consult your personal tax advisor before making a decision
about this matter.

                                        THE PROCTER & GAMBLE COMPANY
                                        [NAME]

[ ]  I hereby accept the Award of Restricted Stock Units set forth above in
     accordance with and subject to the terms of The Procter & Gamble 2001 Stock
     and Incentive Compensation Plan and the attached Statement of Terms and
     Conditions for Restricted Stock Units, with which I am familiar. I agree
     that the Award of Restricted Stock Units, The Procter & Gamble 2001 Stock
     and Incentive Compensation Plan, and the attached Statement of Terms and
     Conditions for Restricted Stock Units together constitute an agreement
     between the Company and me in accordance with the terms thereof and hereof,
     and I further agree that any legal action related to this Award of
     Restricted Stock Units may be brought in any federal or state court located
     in Hamilton County, Ohio, USA, and I hereby accept the jurisdiction of
     these courts and consent to service of process from said courts solely for
     legal actions related to this Award of Restricted Stock Units.

[ ]  I hereby reject the Award of Restricted Stock Units set forth above.

---------------                         ----------------------------------------
Date                                    Signature<PAGE>
                                Exhibit (10.12)

ADDITIONAL PROGRAMS AVAILABLE TO CERTAIN OFFICERS AND NON-EMPLOYEE DIRECTORS

I.   CERTAIN OFFICER PROGRAMS

The following is a summary of programs that are available to employees at the
President level or higher ("Eligible Employees").

FINANCIAL COUNSELING

The Financial Counseling Program is a reimbursement program designed to address
the special financial planning needs of Eligible Employees. The Company provides
a one-time initial reimbursement of up to $12,500 for program set-up, to include
initial consultations with tax and financial experts and tax and financial
counseling for the initial year in which the employee participates in the
program. Thereafter, the company reimburses Eligible Employees up to $8,500
annually for tax and financial counseling services.

The amounts described above are maximum reimbursement levels and may be used
only for eligible expenses. Reimbursements may not be used for broker, portfolio
management or similar fees, and the Company does not make cash payouts of any
unused allowances. In addition, services provided by the Company's independent
auditor are not reimbursable under this program.

EXECUTIVE PHYSICAL

The Company will reimburse the cost of an annual physical examination for each
Eligible Employee.

CLUB MEMBERSHIP

Cincinnati, Ohio-based Eligible Employees are authorized to join the
Metropolitan Club or Banker's Club at the Company's expense. The Metropolitan
and Banker's clubs are private social/dining clubs, where the annual membership
fees for each Eligible Employee are currently no more than $2,000 per club. For
Eligible Employees based outside of Cincinnati, Ohio, the Company will reimburse
the costs of joining a local social/dining club. The primary purpose of these
memberships is to facilitate business-related entertaining and networking.
However, these are full memberships and as such Eligible Employees are able to
use these memberships for personal use as well. Apart from the annual membership
fee, the Company does not reimburse or otherwise cover any personal use of these
memberships.

PERSONAL SECURITY

The Company provides personal security services to the Chief Executive Officer
and the Vice-Chairs of the Company, at Company expense. In addition, The Global
Human Resources Officer may approve personal security services to other Company
Employees where appropriate, again at Company expense.

<PAGE>

SPOUSE TRAVEL

The purpose of the spouse travel program is to familiarize the spouse with the
business issues and demands facing Eligible Employees and to meet other P&G
employees and spouses. Although the Company does not consider spouse travel to
be a personal benefit to Eligible Employees, it is including a description of
spouse travel reimbursement as part of the programs available to Eligible
Employees.

The Company allows spouses (or significant others) of Eligible Employees to
accompany the relevant Eligible Employee on up to two international business
trips per year and up to one domestic business trip per year, at Company
expense. In addition, the Company pays reasonable air and ground transportation,
sight-seeing tour, hotel, meal and other incidental entertainment costs when the
Company requests that spouses (or significant others) of Eligible Employees
attend an event or meeting, such as the annual offsite meeting of the Company's
Board of Directors. Other similar Company-paid travel is subject to approval by
the head of the relevant Global Business Unit, the head of the Global MDO, or
the Global Human Resources Officer, as appropriate.

<PAGE>

II.  NON-EMPLOYEE DIRECTOR PROGRAMS

This paragraph summarizes a travel program available to spouses, significant
others and family members (collectively, "Guests") who accompany non-employee
directors ("Directors"). The purpose of these policies is to familiarize the
Guests with the business issues and demands facing the Directors and to meet
other Guests and employee spouses (or significant others). Although the Company
does not consider Guest travel to be a personal benefit to Directors, it is
including a description of Guest travel reimbursement as a program available to
Directors.

Generally, Guests are permitted to accompany Directors to regular Board meetings
and other Board activities, so long as the Director is using Company aircraft
and the Guests do not cause incremental aircraft costs. No more than once per
year, the Board holds a multi-day offsite meeting, often in a location outside
the United States. Guests are also permitted to accompany Directors to these
offsite meetings. In some of these cases, the Guests' travel costs may be
considered incremental or may involve commercial flights. The Company arranges
and pays for reasonable ground transportation, sight-seeing tour, hotel, meal
and other incidental entertainment costs for Directors and Guests while
Directors attend both regular and off-site Board meetings and other Board
activities.

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