Document:

exhibit1022.htm

    FIRST
AMENDMENT

    TO

    INTERMEC,
INC. RESTORATION PLAN

    

    The Intermec, Inc. Restoration Plan, As
Amended and Restated as of January 1, 2008 (“Plan”), is hereby amended in the
following manner, effective as of December 31, 2009:

    

    
      	
              1.  

            	
              Rule
      of 70 Employees shall cease to be covered under the Plan, with no further
      benefits accruing on or after January 1,
2010.

            

    

    

    In all
other respects, the terms of the Plan shall remain in full force and
effect.

    

    Intermec,
Inc. has caused this Amendment to be executed by its authorized representatives
on this 18th day
of December, 2009.

     

     

    
      Intermec,
Inc.

       

      
 

      

      By /s/ Jeanne
Lyon

            Jeanne
Lyon

            Vice
President, Human Resources

      

      

       

      

      By  /s/ Frank
McCallick

            Frank
McCallick

            Vice
President, Taxexhibit1024.htm

    
      FIRST
AMENDMENT

      TO

      INTERMEC,
INC. SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN

      

      The Intermec, Inc. Supplemental
Executive Retirement Plan Plan, As Amended and Restated as of January 1, 2008
(“Plan”), is hereby amended in the following manner, effective as of December
31, 2009:

      

      
        	
                1.  

              	
                Rule
      of 70 Employees shall cease to be covered under the Plan, with no further
      benefits accruing on or after January 1,
2010.

              

      

      

      
        	
                2.  

              	
                “Bonus”
      or "Bonuses" under Section 2.7 shall not include any special bonus paid to
      a Participant in lieu of a payment under an incentive plan whose
      performance factors were not met.

              

      

      

      In all
other respects, the terms of the Plan shall remain in full force and
effect.

      

      Intermec,
Inc. has caused this Amendment to be executed by its authorized representatives
on this 18th day
of December, 2009.

     

    Intermec,
Inc.

     

    
 

    

    By /s/ Jeanne
Lyon

          Jeanne
Lyon

          Vice
President, Human Resources

    

    

     

    

    By  /s/ Frank
McCallick

          Frank
McCallick

          Vice
President, Taxexhibit101.htm

    Intermec,
Inc. 

    Senior
Officer Incentive Program 

    
      (Effective
January 1, 2010)

       

    

    
      	
              Name
      of Program

            	
              The
      program is an annual cash incentive program called the Intermec, Inc.
      Senior Officer Incentive Program (the “Program”).  The Program
      will be considered a “sub-plan” under the 2008 Omnibus Incentive Plan, as
      amended from time to time (the “Plan”).  In the event of any
      inconsistency between the terms of the Program and the Plan, the
      provisions of the Plan shall govern.  

               

            
	
              Purpose

            	
              The
      primary purposes of the Program are to:

               

              ● Reward
      senior officers for the overall success of Intermec, Inc. (the “Company”)
      as reflected through the Company’s financial performance, stock price or
      earnings; and

               

              ● Provide
      a competitive annual incentive program.

               

            
	
              Effective
      Date

            	
              The
      effective date of the Program is January 1, 2010.  The Program
      will remain in effect until the earlier of (i) the Plan’s expiration or
      termination of the Plan by the Board or the Compensation Committee of the
      Board (the “Committee”) or (ii) termination of the Program by the
      Committee.

               

            
	
              Administration

            	
              The
      Committee will administer the Program.

               

            
	
              Award
      Periods

            	
              Each
      award period under the Program is one calendar year, running from January
      1 to December 31 (“Award Period”).  Participants who commence
      employment during an Award Period will be eligible to participate in such
      Award Period, provided the individual is employed by at least October 1 of
      the Award Period. 

               

            
	
              Eligibility
      to Participate

            	
              The
      following “Senior Officers” are eligible to participate in the Program
      (“Participants”):

               

              ● Chief
      Executive Officer (“CEO”) of Intermec, Inc.; 

               

              ● any
      Vice President and above of Intermec, Inc. or any of its subsidiaries (an
      “Officer”) who reports directly to the CEO (other than solely on an
      interim basis); and

               

              ● any
      other Officer or employee who Intermec, Inc. treats as a Section 16
      reporting person under the Securities Exchange Act of 1934, as amended.
      

               

            

    

     

     

    
      
        
        

      

      
        
        

        1

      

      
        
        

      

    

     

    
      	
              Target
      Award Percentage

            	
              For
      each Award Period, the Committee will establish a “Target Award
      Percentage” for each Participant, which is the percentage by which such
      Participant’s annual salary for the Award Period shall be multiplied in
      determining his or her potential SOIP payout at target performance levels.
      Target Award Percentages for Participants may range from 40 percent to 100
      percent of their annual salaries.  A Participant’s “Target
      Award” is his or her annual salary multiplied by the Target Award
      Percentage.  

               

            
	
              Program
      Payout Range (Payout Percentage)  

            	
              Participants
      can earn from 0 percent to 200 percent of their Target Awards
      based on actual achievement of performance goals for the Award Period, as
      determined by the Committee (“Payout Percentage”).

               

            
	
              Performance
      Measure(s)

            	
              For
      each Award Period, the Committee will select one or more performance
      measures (“Performance Measures”) from those set forth in Section 15.2 of
      the Plan and set target achievement levels for such Performance
      Measure(s).  The Committee may choose to include or exclude any
      of the events set forth in Section 15.2 of the Plan in the evaluation of
      performance for such Award Period. 

               

            
	
              Determination
      of Payout Amounts (Final SOIP Award)

            	
              As
      soon as practicable after an Award Period, the Committee will determine in
      writing the level of achievement of the performance goals and so determine
      the Payout Percentage for the Award Period.  In determining
      payout amounts for an Award Period, the Committee has the discretion to
      reduce, but not increase, payout amounts to one or more Participants,
      which otherwise would be based on achievement of the Performance Measures,
      subject to the terms of the 2008 Plan.  Subject to such
      discretion, the amount payable to any individual Participant (“Final SOIP
      Award”) will be calculated by multiplying the product of the Participant’s
      actual salary paid during the Award Period and the Target Award Percentage
      by the Payout Percentage (i.e., actual salary x Target Award Percentage x
      Payout Percentage = Final SOIP Award).

               

              Amounts
      payable are subject to the limits set forth in Section 15.4 in the Plan
      for “Covered Employees” (as defined in the Plan). 

               

            
	
              Eligibility
      for Payouts

            	
              Participants
      in the Program must be employed by the Company or one of its subsidiaries
      on the date the Committee determines the level of achievement of the
      performance goals for an Award Period (the “Certification Date”) in order
      to be eligible to receive a payout for such Award Period, except as
      follows:

               

              ● In
      the event of a Participant’s termination of employment prior to the
      Certification Date for an Award Period by reason of death or Disability
      (as defined in the Plan), a Participant (or his or her estate) will remain
      eligible to receive a Final SOIP Award, calculated in the manner set forth
      above under “Determination of Payout Amounts (Final SOIP
      Award).”

               

              ●In
      the event of a Participant’s termination of employment by the Company or
      Intermec Technologies Corporation other than in connection with a Change
      of Control (as defined in the Company’s Change of Control Severance Plan
      or any amendment thereto (“Change of Control Plan”)) and other than for
      Cause, death or Disability (the terms “Cause” and “Disability” are as
      defined in the Senior Officer Severance Plan or any amendment thereto
      (“Severance Plan”)), the terms of the Severance Plan shall govern the
      calculation and payment of any annual bonus amounts to such
      Participant.

               

              ● In
      the event of a Participant’s Qualifying Termination (as defined in the
      Change of Control Plan), the terms of the Change of Control Plan shall
      govern the calculation and payment of any annual bonus amounts to such
      Participant.

               

            
	
              Timing
      of Payouts

            	
              Final
      SOIP Awards will be paid in a lump sum payment as soon as reasonably
      practicable after the Determination Date, but not later than 2 1⁄2 months
      after an Award Period has ended; provided, however, that with respect to
      annual bonus amounts payable under the Severance Plan or the Change of
      Control Plan, the terms of the applicable plan regarding conditions for
      payouts and the timing of such payouts shall
      govern.    

               

            
	
              Tax
      Withholding

            	
              The
      Company has the right to deduct any taxes or statutory deductions required
      by law to be withheld from all payments under the Program. 

               

            
	
              Amendment

            	
              The
      Committee may amend, suspend or terminate the Program or any portion of
      the Program at any time and in such respects as it shall deem advisable,
      subject to the terms of the Plan.  

               

            

    

    

    
      
        
        

      

      
        
        

        2

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00168-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00168-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00168-of-00352.parquet"}]]