Document:

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                                                                    EXHIBIT 10.6

Re:   2005 Senior Management Incentive Plan

Dear ____:

Congratulations! You have been approved by the Management Development/
Compensation Committee of the Board of Directors ("Committee"), to participate
in the Allied Waste 2005 Senior Management Incentive Plan ("Senior MIP") for the
2005 calendar year.

The Senior MIP is described in the enclosed Summary. A copy of the Plan is
available from the Company upon request.

In short, the Senior MIP provides you with an opportunity to earn an incentive
based on the achievement of predetermined performance goals during 2005.

The Senior MIP is part of your total compensation package, including your base
salary, the Long-Term Incentive Plan ("LTIP"), and stock-based grants.

Your individual target award and the performance goals established for the
Senior MIP for 2005 are specified in the enclosed Schedule. Any annual incentive
earned under the Senior MIP will be paid in early 2006, following the
certification of the achievement of the performance goals by the Committee,
provided that your are employed by the Company on the payment date

                                    * * * * *

Please feel free to contact me directly, at (480) 627-_____, if you have any
questions.

Sincerely,

_______________<PAGE>

                                                                    EXHIBIT 10.7

                          ALLIED WASTE INDUSTRIES, INC.
                              2005 TRANSITION PLAN
                     FOR SENIOR AND KEY MANAGEMENT EMPLOYEES

                           [EFFECTIVE JANUARY 1, 2005]

ESTABLISHMENT/PURPOSE OF PLAN: The Management Development/Compensation Committee
("Committee") of Allied Waste Industries, Inc. ("Company") developed this
transition plan to ensure the retention of certain senior and key management
employees through the transition to a new Chief Executive Officer and Chairman
of the Board of Directors and the implementation of the Company's new operating
plan.

ELIGIBILITY/PARTICIPATION: Eligibility and participation is limited to those
individuals listed in Schedule A.

AWARD/PAYOUT: The amount of each award is listed in Schedule A. The award will
be paid as described below and subject to the conditions described below.

      First Installment:       50% of the award will be paid in one cash payment
      within five business days of June 15, 2005. To be eligible to receive
      payment of the first installment, as of June 15, 2005 and as of the payout
      date:

        1.        The participant must be employed by the Company (in at least
                  the same or similar position, as listed in Schedule A);

        2.        The participant's job performance must be satisfactory; and

        3.        The participant must be in compliance with (i.e., must have
                  not violated) the terms of any applicable confidentiality,
                  non-solicitation, and/or non-competition agreement with the
                  Company.

      If the participant does not meet all three requirements listed above, the
      entire amount (i.e., 100%) of the participant's award will be forfeited in
      its entirety, and there shall be no pro-ration of the award.

      Second Installment: The remaining 50% of the award will be paid in one
      cash payment on December 20, 2005. To be eligible to receive payment of
      the second installment, as of December 15, 2005 and as of the payout date:

        1.  The participant must be employed by the Company (in at least the
            same or similar position listed in Schedule A);

        2.  The participant's job performance must be satisfactory; and

        3.  The participant must be in compliance with (i.e., must have not
            violated) the terms of any applicable confidentiality,
            non-solicitation, and/or non-competition agreement with the Company.

      If the participant does not meet all three requirements listed above, the
      remaining portion (i.e., the remaining 50%) of the participant's award
      will be forfeited in its entirety, and there shall be no pro-ration of the
      award.

ADMINISTRATION: The Committee is responsible for the administration and
interpretation of the Plan. All determinations under the Plan (including but not
limited to eligibility, terms and conditions of participation, and payment of
awards) will be made by the Committee in its sole and complete discretion. The
Committee may establish such rules and procedures as it deems

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necessary or advisable for the proper administration of the Plan and may take
any such other action in connection with or in relation to accomplishing the
objectives of the Plan as the Committee deems necessary or advisable. Each
determination or other action made or taken with respect to the Plan, including
the interpretation of all of the provisions of the Plan and the specific
conditions of and provisions for any payments under the Plan, will be final and
conclusive for all purposes and upon all persons.

The Committee may delegate certain of its administrative powers to one or more
officers of the Company. The Committee may authorize any one or more of its
members or any officer of the Company to execute and deliver documents on behalf
of the Committee. However, the Committee will remain responsible for
interpreting all of the terms and conditions of the Plan.

No member of the Committee shall be liable for any action, omission or
determination relating to the Plan, and the Company shall indemnify and hold
harmless each member of the Committee and each other director or employee of the
Company to whom any duty or power relating to the administration or
interpretation of the Plan has been delegated from and against any cost or
expense (including attorneys' fees) or liability (including any sum paid in
settlement of a claim with the approval of the Committee) arising out of any
action, omission or determination relating to the Plan, unless, in either case,
such action, omission or determination was taken or made by such member,
director or employee in bad faith and without reasonable belief that it was in
the best interests of the Company.

TERMINATION: This Plan will automatically terminate when all awards granted
hereunder have been paid or forfeited.

MISCELLANEOUS: The Plan and all determinations made and actions taken under the
Plan will be governed by the laws of the State of Arizona and construed in
accordance therewith.

Prior to pursing any equitable or legal action, any individual who believes that
he is entitled to payment under the terms of this Plan must follow these
procedures.

        1.  Within 30 days after payments are made, an individual who disagrees
            with the Committee's determination must file, in writing, a written
            statement with the Committee, setting forth the amount that the
            individual believes should be paid to him and the basis and
            underlying facts supporting such belief. If an individual does not
            file a written statement with the Committee within this 30 day
            period, the Committee's determination shall be deemed final,
            conclusive, and uncontestable.

        2.  If a written statement is timely filed with the Committee, the
            Committee shall review the written statement and shall determine, in
            its sole and complete discretion, whether to confirm its prior
            determination or modify, in whole or in part, its prior
            determination. This review shall occur at the next regularly
            scheduled meeting of the Committee following the Committee's receipt
            of the individual's written statement; provided, however, that if
            the written statement is received within 15 days of the Committee's
            next regularly scheduled meeting, the review may be postponed to the
            regularly scheduled meeting immediately following the next regularly
            scheduled meeting. The Committee will provide the individual with
            written notice of its decision on review within 15 days of the date
            on which the review occurs.

        3.  If the individual's request is denied in whole or in part, the
            individual may pursue applicable equitable or legal remedies;
            provided, however, that:

              a. Any such action must be brought within 12 months of the date on
              which the individual receives the Committee's written notice
              referred to in paragraph 2 above;

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              b. Any such action must be brought in the Maricopa County Superior
              Court in the State of Arizona; and

              c. In any such action, the Committee's determination (including
              but not limited to interpretation of Plan provisions and any
              findings of fact) shall be treated as final and not subject to "de
              novo" review unless shown to be arbitrary and capricious.

The Company will have the right to deduct from all payments any taxes required
to be withheld with respect to such payments.

Nothing contained in the Plan shall confer upon any Participant any right with
respect to the continuation of his or her employment by the Company or interfere
in any way with the right of the Company, subject to the terms of any separate
employment agreement to the contrary, at any time to terminate such employment.

                         ALLIED WASTE INDUSTRIES, INC.,
                             A DELAWARE CORPORATION

                                           By_______________________________

                                                                               3<PAGE>

                                                                    EXHIBIT 10.8

Dear _____:

Re: 2005 Transition Plan for Senior and Key Management Employees

We are pleased to inform you that you have been selected to participate in the
Allied Waste Industries, Inc. 2005 Transition Plan for Senior and Key Management
Employees ("Transition Plan").

Participation in this Plan is in addition to any potential awards you may
receive from other compensation plans and programs.

The Transition Plan is a one-time award plan for the 2005 year only. It was
designed to reward senior and key management employees, like you, who will play
a significant role in the Company's transition to a new Chief Executive Officer
and Chairman of the Board of Directors, and to ensure retention of key employees
while implementing the Company's new operating plan.

Your award under the Transition Plan is $_______________. Payment will be made
in two installments as follows:

      1.    You will receive a cash payment of 50% of your award within five
business days after June 15, 2005 if, as of June 15, 2005 and as of the payout
date:

            a.    You are employed by Allied in your current (or a similar, or
      more senior) position;

            b.    Your performance has been satisfactory; and

            c.    You have complied with the terms of your confidentiality,
                  non-solicitation and/or non-competition agreement with Allied.

      If you do not meet all three requirements, you will forfeit the entire
      amount (i.e., 100%) of your award.

      2.    You will receive a cash payment of the remaining 50% of your award
on December 20, 2005 if, as of December 15, 2005 and as of the payout date:

            a.    You are employed by Allied in your current (or a similar, or
      more senior) position;

            b.    Your performance has been satisfactory; and

            c.    You have complied with the terms of your confidentiality,
                  non-solicitation and/or non-competition agreement with Allied.

      If you do not meet all three requirements, you will forfeit the remaining
      portion (i.e., 50%) of your award.

We are happy to provide you with this opportunity. Together we will make a
difference in Allied's continued success.

Sincerely,

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