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                                                                   EXHIBIT 10.11

                        BALDWIN TECHNOLOGY COMPANY, INC.
                 FY 2010 MANAGEMENT INCENTIVE COMPENSATION PLAN
                             AS APPROVED AUGUST 2009

I    OBJECTIVE

     The purpose of the Baldwin Technology Company, Inc. (the "Company" or
     "Baldwin") Management Incentive Compensation Plan ("MICP" or the "Plan") is
     to provide a financial incentive (bonus) to key Baldwin employees around
     the world to work together for the common good of the Company as the
     Company pursues its strategic business initiatives.

II   MICP CRITERIA AND IMPLEMENTATION

     A.   The MICP is structured so that the formulas pay 50 percent (50%) of a
          participant's 100% Total Bonus Opportunity (100% TBO) upon attaining
          the budgeted Annual Operating Plan ("AOP") objectives. In order for a
          participant to exceed 50% of his/her 100% TBO, Baldwin must achieve
          results that exceed the budgeted AOP objectives.

     B.   With the exception of the participants from Oxy-Dry Food Blends ("Food
          Blends"), each MICP participant's bonus opportunity will be based on
          Baldwin's total consolidated financial results. Food Blends will
          remain as a separate reporting entity for calculating MICP bonuses and
          they will continue to have their bonus based on 50% of Baldwin's
          consolidated financial results and 50% on the Food Blends financial
          results.

     C.   There are seven bonus percentage classifications ranging from 7.5% to
          50%. A participant is eligible to participate in the MICP as a target
          bonus percentage of his/her base salary in effect on July 1st of the
          fiscal year. This percentage, when multiplied by the participant's
          base salary is his/her 100% TBO.

     D.   The total maximum bonus opportunity is capped at one hundred and fifty
          percent (150%) of the 100% TBO (1.5 times the 100% TBO). The 150%
          maximum bonus cap does not apply to each financial objective
          separately - one objective is capped at a level higher than 150% and
          one is capped at a level lower than 150%. However, the total maximum
          bonus opportunity cap of the two is 150%.

     E.   The expense of the MICP bonuses to be paid will be included in the
          operating expenses when calculating whether or not the MICP objectives
          have been achieved and a bonus earned.

     F.   There are two objectives for the MICP for both Baldwin and Food Blends
          participants. Payment of an MICP bonus will be based on achieving and
          exceeding these two objectives:

               1.   FY 2010 AOP Profit Before Tax (PBT)
               2.   FY 2010 AOP Cash Flow for the year

          (NOTE: Adjustment will be made to remove the effect of any accounting
          entries recorded during the 2010 fiscal year for items such as
          management fees, net restructuring charges, strategic acquisitions,
          other non-operating sources of expenses, income, etc. when comparing
          actual performance against AOP for the purpose of bonus calculations)

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     G.   The weighting of the two objectives will be seventy percent (70%) for
          the FY 2010 AOP PBT and thirty percent (30%) for the FY 2010 AOP Cash
          Flow.

III  COMPONENTS OF MICP BONUS OPPORTUNITY

     A.   The AOP Target Bonus Opportunity (50% of the 100% TBO) for FY 2010 AOP
          PBT and Cash Flow

          (i)  Performance against MICP objective (PBT and Cash Flow for both
               Baldwin and Food Blends) will be measured on a sliding scale that
               equates 80% achievement of each FY 2010 AOP MICP objective to a
               zero percent (0%) bonus and 100% achievement of each FY 2010 AOP
               MICP objective to fifty percent (50%) of the 100% TBO. (This 50%
               of the 100% TBO is called the AOP Target Bonus Opportunity.)

          (ii) The sliding scale means that each one percent (1%) achievement of
               a bonus objective in excess of 80% earns two and one-half percent
               (2.5%) of a participant's 100% TBO. For example, ninety percent
               (90%) achievement of each FY 2010 AOP MICP objective equates to a
               twenty-five percent (25%) attainment of the 100% TBO, and at
               one-hundred percent (100%) achievement of each FY 2010 AOP MICP
               objective this will equate to fifty percent (50%) attainment of
               the 100% TBO.

     B.   Attaining Bonuses in excess of the AOP Target Bonus Opportunity (50%
          of the 100% TBO) with financial performances in excess of the FY 2010
          AOP PBT and Cash Flow objectives.

          (i)  FY 2010 AOP PROFIT BEFORE TAX

               (a)  If Baldwin achieves a consolidated profit before tax of 192%
                    of the FY 2010 AOP Profit Before Tax objective, then the
                    participant will attain the 100% TBO on this objective. In
                    other words, at the FY 2010 AOP Profit Before Tax objective,
                    the participant earns 50% of the 100% TBO (the AOP Target
                    Bonus Opportunity), and this is then linearly scaled so the
                    participant attains 100% of the 100% TBO at 192%
                    achievement.

               (b)  If Baldwin achieves a consolidated profit before tax of 343%
                    of the FY 2010 AOP Profit Before Tax objective, then the
                    participant will attain a 150% TBO on this objective. In
                    other words, at a profit before tax of 192% of the FY 2010
                    AOP, the participant earns 100% of the 100% TBO, and this is
                    then linearly scaled so the participant attains 150% of the
                    100% TBO at 343% achievement.

               (c)  Beyond the 150% TBO, an additional profit before tax bonus
                    opportunity has been provided in an amount equivalent to the
                    reduced bonus amount due to the cap at less than 150% TBO on
                    the Cash Flow objective. This additional bonus opportunity
                    can be attained if Baldwin achieves a consolidated profit
                    before tax of 440% of the FY 2010 AOP Profit Before Tax
                    objective. In other words, at a profit before tax of 343%
                    the participant earns 150% of the 100% TBO, and this is then
                    linearly scaled so the participant attains 182% of the 100%
                    TBO at 440%.

          (ii) FY 2010 AOP CASH FLOW

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               (a)  If Baldwin achieves a cash flow of 120% of the FY 2010 Cash
                    Flow objective, then the participant will attain 75% of the
                    100% TBO on this objective. In other words, at the FY 2010
                    AOP Cash Flow objective, the participant earns 50% of the
                    100% TBO, and this is then linearly scaled so the
                    participant attains 75% of the 100% TBO at 120%.

               (b)  75% of the 100% TBO for the FY 2010 AOP Cash Flow objective
                    is the maximum bonus that can be achieved on the cash flow
                    objective. The remaining bonus amount between 75% and 100%
                    of the 100% TBO as well as the portion due to the 150%
                    maximum bonus for this objective has to be attained through
                    the FY 2010 AOP PBT objective as noted in section
                    III.B(i)(c) above.

     C.   The calculations for total Company and Food Blends business unit MICP
          bonuses are independent of one another, as are the calculations for
          the percentage achievement against each FY 2010 AOP MICP objective.
          This means that there are a total of four (4) independent calculations
          associated with each participant's bonus for Food Blends including the
          total Company and business unit achievement calculations. For all
          other participants, there are two discrete calculations - one for
          total company PBT achievement and one for Cash Flow achievement.

IV   MICP FY 2010 OBJECTIVES

     A.   The MICP provides that each eligible participant can earn a bonus upon
          the achievement of certain MICP performance goals. (The types of
          objectives are the same for both the total Company and the Food Blends
          business unit). For FY 2010, both total Company and the Food Blends
          business unit have two quantitative performance objectives whose
          purpose is to focus the Company's attention on earnings (through PBT)
          and on cash management (through an improvement in managing cash flow).

     B.   FY 2010 total year AOP PBT will be weighted at 70%, while total year
          AOP Cash Flow will be weighted at 30%.

V    ADMINISTRATIVE

     A.   NEW PARTICIPANTS

          Any newly hired, promoted or transferred employee who was not in the
          MICP Plan and becomes eligible as a result of being newly hired,
          promoted or transferred will participate in the MICP on a pro-rated
          basis from the date of such occurrence. All new participants must be
          approved by the President & Chief Executive Officer (CEO) and Chief
          Financial Officer (CFO) of Baldwin.

     B.   TERMINATION, RETIREMENT OR DEATH

          Unless otherwise stipulated in a participant's employment agreement
          (which employment agreement has been approved by the Compensation
          Committee of the Board of Directors of the Company), a participant who
          terminates voluntarily or is terminated for just cause (or summary
          dismissal) prior to a payout of any bonus under this Plan as outlined
          in Section V.C below, will not receive payment under this Plan. In the
          case of retirement or death or involuntary termination of a
          participant before the fiscal year-end of the bonus plan year, payment
          will be made on a pro-rated basis consistent with the time such
          employee worked in the fiscal year.

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     C.   PAYOUT

          At fiscal year-end, actual financial performance results will be
          compared to the performance criteria, and the payout for each
          participant will be calculated using the foreign exchange rate in
          effect on June 30th of that fiscal year. Any payout from the Plan will
          occur with the first eligible pay period following the year-end
          earnings release but no later than December 31st following the end of
          the fiscal year.

     D.   PLAN CHANGES

          Unless otherwise stipulated in a participant's employment agreement
          (which employment agreement has been approved by the Compensation
          Committee of the Board of Directors of the Company), all information
          contained herein including the MICP targets and the payout of bonuses
          (either as a whole or individually) under this Plan may be changed as
          considered appropriate (for matters such as acquisitions, etc.) at the
          sole discretion of the President & CEO of the Company, provided that
          the changes to the Plan must be approved by the Compensation Committee
          of the Board of Directors of the Company.

     E.   CHANGE OF CONTROL

          In the event of involuntary separation of a participant within ninety
          (90) days of a Change of Control in the Company's ownership, payment
          will be made on a pro-rata basis consistent with the time such
          participant worked during the fiscal year.

     F.   AUTHORIZED BONUS PLAN

          This Management Incentive Compensation Plan is the only authorized
          bonus plan of Baldwin Technology Company, Inc. To the extent that any
          other bonus plans or agreements to pay an employee a bonus exist,
          based on corporate, business unit, personal, etc. performance, they
          must be communicated to the Director of Human Resources of Baldwin
          Technology Company, Inc, who will determine the appropriate
          disposition of those plans and eligibility of their participants for
          the MICP.<PAGE>

                                                                   EXHIBIT 10.25

BALDWIN TECHNOLOGY COMPANY, INC.
2 Trap Falls Road, Suite 402   Tel: 203 402 1000
Shelton, CT 06484-0941         Fax: 203 402 5500
USA                            www.baldwintech.com

September 25, 2008

Mr. Akira Hara
2-43-15-401 Den-en-chofu
Ohta-ku, Tokyo
145-0071 Japan

Dear Akira,

Pursuant to Paragraph 11 of the Strategic Advisory Agreement (the "Agreement")
between Baldwin Technology Company, Inc. and you dated October 19, 2003, both
parties hereby mutually agree to modification of the Agreement as follows:

Paragraph 2 is amended so that the term of the Agreement shall not continue
indefinitely but shall terminate on September 30, 2010, provided, however, that
either party may terminate the Agreement prior to that date at any time, with or
without cause, by giving the other party 180 days notice in advance of
termination in accordance with the provisions of Paragraph 12 of the Agreement.
If BTI elects to terminate the Agreement without good and substantial cause
prior to September 30, 2010, BTI shall cause BJL to pay the Strategic Adviser a
cancellation fee equal to the total outstanding and unpaid amount of the
Retainer Fee that would have been payable had the Agreement remained in force
through September 30, 2010, along with any earned but unpaid Project Fees, as
defined in Paragraph 3 of the Agreement.

Paragraph 3 is amended to provide that, effective October 1, 2008, there shall
be a forty (40%) percent reduction in the annual retainer from the current Six
Million Seven Hundred and Twenty Thousand (JPY6,720,000) Japanese Yen to Four
Million Thirty-Two Thousand (JPY4,032,000) Japanese Yen. The parties agree that
there have been no adjustments for inflation to the annual retainer since the
Agreement was first signed. The parties retain the right to make such
adjustments in the future if the inflation rate in Japan is excessive. Paragraph
3 is further amended to provide that, effective October 1, 2008, there shall be
a corresponding forty (40%) percent reduction in the maximum daily service
requirements from forty-five (45) days per year to twenty-seven (27) days per
year. The remainder of Paragraph 3 shall remain as written except that
twenty-seven (27) days shall be inserted wherever forty-five (45) days were
used.

Paragraph 4(a) is amended to provide that, effective October 1, 2008, the
Strategic Adviser shall serve as a Senior Adviser and a Director of BJL for a
period of two (2) years, ending on September 30, 2010 or sooner if the Agreement
is terminated.

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Baldwin/Hara Amendment
September 25, 2008
Page 2

Paragraph 4(b) shall be deleted in its entirety. Paragraph 4(c) shall remain as
is but shall now become Paragraph 4(b). The forty-five (45) days referred to in
the last section of Paragraph 4 shall be twenty-seven (27) days, effective as of
October 1, 2008.

Notwithstanding the provisions of Paragraph 10, BTI hereby provides its written
consent to the Strategic Adviser assigning his IPR to his daughter, Hiroko Hara.
Attached to this Amendment is a listing of the IPR developed to date by the
Strategic Adviser pursuant to the Agreement. The parties further agree that BTI
shall retain its right of first refusal to license the IPR and all other rights
and obligations as enumerated in Appendix A to the Agreement. All other terms
and conditions set forth in Appendix A to the Agreement shall remain, and BTI
and the Strategic Adviser shall continue to be the Parties that will negotiate
the terms of any license agreement pertaining to the IPR developed by the
Strategic Adviser, unless the Strategic Adviser is unable for whatever reason to
do such negotiation, in which case BTI and Hiroko Hara shall be the parties that
negotiate the terms of any license agreement pertaining to the IPR.

Paragraph 12 is amended to update the address for Notices as follows:

     If to BTI: Baldwin Technology Company, Inc.
                2 Trap Falls Road, Suite 402
                Shelton, CT 06484 USA
                Attn: Karl Puehringer, President and CEO

     With a copy to:

                Baldwin Japan Limited
                MS Shibaura Building
                4-13-23 Shibaura
                Minato-ku, Tokyo 108-0023 Japan

     If to the Strategic Adviser:

                Mr. Akira Hara
                2-43-15-401 Den-en-chofu
                Ohta-ku, Tokyo 145-0071 Japan

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Baldwin/Hara Amendment
September 25, 2008
Page 3

All other sections of the Agreement, including Appendix A, shall remain in full
force and effect as originally agreed to.

BALDWIN TECHNOLOGY COMPANY, INC.        AGREED TO AND ACCEPTED:

By: /s/ Karl S. Puehringer              By: /s/ Akira Hara
    Karl S. Puehringer                      Akira Hara
    Its President and CEO                   Strategic Adviser

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