Document:

Exhibit 10.7

POBS Plus -
Incentive System for Senior Management of METTLER TOLEDO

Regulations, valid as of March 14, 2000

1.       Objectives and Participants

         With this incentive plan our aim is to pursue two main objectives:

o            To orient  the  remuneration  of senior  managers  directly  to the
             achievement of annual  operating plan targets and to give a special
             reward for reaching and exceeding the plan.
o            To  emphasize  the  responsibility  of  each  participant  for  the
             top-ranking  interest of the Group and to promote the attainment of
             the overall corporate goals and success of the corporation.

         Participation  in the POBS Plus  incentive  scheme is determined by the
         Group Management Committee and must be agreed in writing.

         Criteria for participation are:

o            Key  management  function  which by  virtue  of its  tasks  and the
             performance  of  its  jobholder  can  significantly  influence  and
             contribute to the overall success of the entire Group.
o            Managers with leadership skills and high professional competence.

2.       General Principles

2.1      In addition to the yearly base salary,  participants are eligible for a
         bonus which is based and calculated on the grade of target achievement.
         This bonus is a percentage multiple of the base salary ranging from 0 -
         150 %.

2.2      Bonus Scale

o        The  bonus  starts  after  90 %  target  achievement  and can  go up to
         a  maximum  of  130 %  target achievement.
o        Within this span,  for each point of target  achievement, 3.75 % of the
         base salary are calculated as bonus.

                                       1
<PAGE>
                                                                    Exhibit 10.7

2.3      Targets

         All targets in POBS Plus are closely  related to the yearly budgets and
         business plans.

         As a general rule, POBS Plus includes the following  target  categories
         and weighting:

         A        Group targets                      50 %
         B        Operative unit targets             40 %
         C        Personal targets                   10 %

         Target  parameters  and  respective  weighting  within a  category  for
         typical  functions in POBS Plus are  established for each business year
         in the respective POBS Plus Scheme.

         Typical parameters within A and B category and their relative weighting
         are:

         OPBIT             70 %
         OCF 1             30 %

         With B category, also sales, inventory turnover, tax savings,  interest
         payments (for finance / control functions) can be defined.

         Each  individual  target is given a weighting of minimum 5 %. The total
         number  of  targets  defined  should  not  exceed 10 and the sum of the
         weightings must equal 100 %.

         Based on the approved budget of the Group and Operative Units, the POBS
         Plus  Rules  which  quantify  the  actual  values  and levels of target
         achievement per category and parameter are established.

         Both,  POBS Plus Scheme and Rules are proposed per business year by the
         Group  Management  Committee  and  they  have  to be  approved  by  the
         Compensation Committee.

3.       Target Setting

3.1      The  requirements  for complete and proper target  achievement  (100 %)
         should be challenging and ambitious,  on the other hand they have to be
         realistic and attainable.  For each  participant  they should be set in
         such a way that they can be fulfilled clearly and to the full extent.

3.2      Personal  targets  (category  C) are  agreed at the  beginning  of each
         business year for each participant with his / her supervisor. They need
         to be clearly measurable.

                                       2
<PAGE>
                                                                    Exhibit 10.7

3.3      For each  participant,  a POBS Plus Target  Achievement Sheet lists per
         business   year  all  targets  set  incl.   their   weighting  and  the
         corresponding  values / levels in line with the corresponding POBS Plus
         Rules.

4.       Target Assessment

4.1      At the end of the business year, target  achievement is assessed by the
         superior manager for each participant.

         The degree of achievement of each individual target (range 90 % to max.
         130 %) is multiplied by the weighting of the individual  target to give
         a points  award for each  individual  target.  The total  score for all
         targets lies between 90 and 130 points which number also corresponds to
         the overall percentage of target achievement.

4.2      Personal targets (C category) are evaluated as follows:

         Target Achievement

          90 % Target not reached - result unsatisfactory
         100 % Target reached,  corresponding  to the requirements - good result
         110 % Clearly more than target achieved, requirements clearly exceeded,
               in terms of value, time limits,  quality,  additional  related
               success - very good result
         120 % Target achievement outstanding, additional major benefits/success
               for the company reached, excellent result
         130 % Target  achievement  exceptional,  extraordinary additional value
               to the company - unique result.

5.       Bonus Calculation

         The bonus is  calculated  in a percentage of the yearly base salary and
         can vary from 0 to 150 % of this base salary depending on the total sum
         of points reached in the target assessment.

         Each full point  above 90 and up to a maximum of 130  corresponds  to a
         bonus  amount of 3.75 % of the base salary.

         "Bonus Formula":

         (Target Points - 90 Points) x 3.75 = Bonus in % of base salary

                                       3
<PAGE>
                                                                    Exhibit 10.7

         Example

         -        Base Salary:                       120'000
         -        Target Achievement                 109.55 % or Points

                  (109.55 - 90) x 3.75 = 73.3125 % of base salary

         -        Bonus:                             87'975

6.       Payment

         During the salary year (Jan. 1 - Dec. 31 of the calendar  year or April
         1 - March 31 of the  following  year),  the annual  base salary will be
         paid,   normally  divided  in  12  equal  monthly   installments.   The
         distribution  of this  basic  amount,  however,  can  vary  in  certain
         countries.

         The Company represented by the Group Management  Committee can elect to
         make a payment on  account of the  expected  bonus in  December  of the
         relevant business year which is calculated on a provisional basis using
         projected results.  The amount of such payment on account cannot exceed
         50 % of the presumable bonus.

         The final bonus is  calculated  as soon as the results of the  business
         year and the assessment of the target  achievement  are known.  Payment
         (or deduction) adjusted by any payment on account is usually made until
         April following the end of the business year.

7.       Termination of Employment during the Business Year

         In case of termination in the first half-year of the business year, the
         bonus is paid pro  rata on a set 95 %  target  achievement.  In case of
         termination of employment in the second half-year,  target  achievement
         is  measured  at the end of the year  (usual  procedure)  and the bonus
         calculated accordingly will be paid pro rata.

8.       Accounting Rules for Bonus Payments

         Bonus  payments are  accounted  for in the  business  year to which the
         bonus belongs. Appropriate accruals have to be made for this purpose in
         the year end closing.  Carry over into  accounts of the payout year are
         not allowed.

For the Group Management Committee:

Peter Burker
Head Human Resources

                                       4Exhibit 10.11

                              EMPLOYMENT AGREEMENT

AGREEMENT  made this 10th day of November,  1997, by and between  Mettler-Toledo
GmbH (,,the Company"), and Peter Burker (the ,,Executive").

The Executive is presently  employed as Head of Human Resources and as Member of
the Group  Management  Committee  Europe of the METTLER TOLEDO Group  (,,METTLER
TOLEDO").

The Board of Directors of the ultimate parent company (the ,,Board")  recognizes
that the  Executive's  contribution  to the growth and success of METTLER TOLEDO
has been substantial.  The Board desires to provide for the continued employment
of the  Executive  and to make  certain  changes in the  Executive's  employment
arrangements  with the Company which the Board has determined will reinforce and
encourage  the  continued  attention  and  dedication  to METTLER  TOLEDO of the
Executive as a member of METTLER  TOLEDO's  management,  in the best interest of
METTLER TOLEDO and its shareholders.  The Executive is willing to commit himself
to  continue  to serve  METTLER  TOLEDO,  on the  terms  and  conditions  herein
provided.

In order to effect the  foregoing,  the Company and the Executive  wish to enter
into an  employment  agreement  on the terms  and  conditions  set forth  below.
Accordingly,  in consideration of the premises and the respective  covenants and
agreements of the parties  herein  contained,  and intending to be legally bound
hereby, the parties hereto agree as follows:

SECTION 1. Employment.
The Company hereby agrees to continue to employ the Executive, and the Executive
hereby agrees to continue to serve METTLER  TOLEDO,  on the terms and conditions
set forth herein.

SECTION 2. Term.
This  Agreement  enters into force as of November 10,  1997.  It is of unlimited
duration.

SECTION 3. Position and Duties.
During the Term,  the  Executive  shall serve as Head of Human  Resources and as
Member of the Group Management Committee Europe of METTLER TOLEDO and shall have
such responsibilities, duties and authority as he may have as of the date hereof
and as may from time to time be assigned to the  Executive by the Board that are
consistent with such responsibilities, duties and authority.

SECTION 4. Place of Performance.
In connection  with the  Executive's  employment  by the Company,  the Executive
shall  be  based  at the  principal  executive  offices  of  METTLER  TOLEDO  in
Greifensee, Switzerland, except for required travel on METTLER TOLEDO's business
to an extent substantially consistent with present business travel obligations.

                                       1
<PAGE>
                                                                   Exhibit 10.11

SECTION 5. Compensation and Related Matters.

(a) Salary.
During the Term, the Company shall pay to the Executive an annual base salary at
a rate  of CHF  182'400.--  or such  higher  rate  as may  from  time to time be
determined  by  the  Board,  such  salary  to be  paid  in  substantially  equal
installments in accordance with the Company's  payroll  practices for its senior
executives.  This salary may be increased  from time to time in accordance  with
normal  business  practices of the  Company.  Compensation  of the  Executive by
salary  payments  shall  not be deemed  exclusive  and  shall  not  prevent  the
Executive from  participating  in any other  compensation or benefit plan of the
Company. The salary payments (including any increased salary payments) hereunder
shall  not in any way  limit or  reduce  any  other  obligation  of the  Company
hereunder, and no other compensation,  benefit or payment hereunder shall in any
way limit or reduce the obligation of the Company to pay the Executive's  salary
hereunder.

(b) Bonus.
During the Term,  the  Executive  shall be  entitled  to earn  annual  incentive
compensation  in accordance  with the POBS Plus Plan for Senior  Management,  as
attached hereto as Exhibit A1.

(c) Expenses.

(i) Expenses shall be reimbursed according to the Company expense regulations as
amended from time to time.

(ii) In  addition  the  Executive  is entitled  to flat  compensation  for minor
expenses  according to the Group Management  Committee Europe  Supplement to the
expense regulations, as amended from time to time, as attached hereto as Exhibit
B1.

(d) Other Benefits.

(i) The Company shall maintain in full force and effect, and the Executive shall
be  entitled  to  continue to  participate  in, all of the  Company's  insurance
benefit  plans  and  arrangements  in  effect  on the date  hereof  in which the
Executive  participates or plans or arrangements providing the Executive with at
least  equivalent  benefits  thereunder  (including,   without  limitation,  the
Mettler-Toledo  Fonds pension  scheme for senior  management,  and the Company's
accident plan and disability plan), provided that the Company shall not make any
changes  in  such  plans  or  arrangements   that  would  adversely  affect  the
Executive's  rights or benefits  thereunder;  provided,  however,  that,  such a
change may be made,  including  termination of such plans or  arrangements if it
occurs  pursuant to a program  applicable  to all  executives of the Company and
does not  result in a  proportionately  greater  reduction  in the  rights of or
benefits to the Executive as compared  with any other  executive of the Company.
The Executive shall be entitled to participate in or receive  benefits under any
employee benefit plan or arrangement made available by the Company in the future
to its  executives  and  key  management  employees,  subject  to and on a basis
consistent with the terms,  conditions and overall  administration of such plans
and  arrangements.  Nothing paid to the Executive  under any plan or arrangement
presently  in effect or made  available  in the future  shall be deemed to be in
lieu of the salary  payable to the  Executive  pursuant to paragraph (a) of this
Section.

                                       2
<PAGE>
                                                                   Exhibit 10.11

(ii) The Executive shall be entitled to participation in the (x)  Mettler-Toledo
Group  Management  Committee  Stock Purchase  Plan,  and (y) the  Mettler-Toledo
Management Share Option Plan, each as may be amended from time to time.

(iii) Any payments or benefits  payable to the Executive under this Agreement in
respect of any  calendar  year  during  which the  Executive  is employed by the
Company for less than the entire such year shall,  unless otherwise  provided in
the applicable plan or arrangement, be prorated in accordance with the number of
full and partial months in such calendar year during which he is so employed.

(e) Vacations.
The  Executive  shall be entitled to no less than 30 paid  vacation days in each
calendar  year.  The  Executive  shall also be entitled to all paid holidays and
personal days given by the Company to its executives.

SECTION 6. Offices.
Subject to Sections 3 and 4, the Executive  agrees to serve  without  additional
compensation,  if elected or appointed thereto,  as a director of any of METTLER
TOLEDO's group companies, and in one or more executive offices of any of METTLER
TOLEDO's group companies.

SECTION 7. Termination.

a) This Agreement may be terminated by either party with or without cause giving
twelve (12) months notice to the end of a calendar month,  subject,  however, to
the provisions  allowing for immediate  termination  according to Article 337 of
the Swiss Code of Obligations (,,Article 337").

b) The  Executive  may  terminate  his  employment  under Article 337 in case of
failure by the Company to comply with any material provision of this Agreement.

SECTION 8. Compensation upon Termination.
During the notice  period,  the  Executive is entitled to full  compensation  as
defined in Section 5 of this  Agreement  and in the  annexes / exhibits  therein
referred to.

SECTION 9. No Mitigation or Offset / Noncompetition.
During notice periods,  the Company may waive the services of the Executive.  If
the Company so decides,  the Executive shall have no duty to mitigate damages by
seeking another employment or otherwise,  nor shall the amount of any payment or
benefit  due  under  Section  5 be  reduced  by any  compensation  earned by the
Executive as the result of an  employment  by another  employer,  by  retirement
benefits (other than as paid by the Company or under Company  benefits  schemes)
or by offset  against  any  amount  claimed to be owed by the  Executive  to the
Company.  While the  Executive  is employed by the Company  hereunder  and for a
period  of  twelve  (12)  months  after  the   termination  of  the  Executive's
employment,  the Executive  shall not knowingly  engage in or be employed by any
business  anywhere in the world which competes with the principal  businesses of
the  Company  or its  affiliates  as  conducted  at the date of such  employment
termination.

                                       3
<PAGE>
                                                                   Exhibit 10.11

SECTION 10. Successors; Binding Agreement.

(a) The Company  will require any  successor  (whether  direct or  indirect,  by
purchase, merger, consolidation or otherwise) to all or substantially all of the
business  and / or assets of the Company,  by  agreement  in form and  substance
satisfactory  to the  Executive,  to expressly  assume and agree to perform this
Agreement  in same  manner  and to the same  extent  that the  Company  would be
required to perform it if no such  succession  had taken  place.  Failure of the
Company to obtain such  assumption and agreement prior to the  effectiveness  of
any such  succession  shall be a breach of this  Agreement and shall entitle the
Executive  to  compensation  from the Company in the same amount and on the same
terms as he would be  entitled  to under  Sections 7 and 8 hereof if the Company
had  terminated  his  employment  under  Section 7 (a)  hereof.  As used in this
Agreement,  ,,Company"  shall mean the Company as herein before  defined and any
successor  to its  business  and / or assets as  aforesaid  which  executes  and
delivers  the  agreement  provided  for in this  Section  11 or which  otherwise
becomes bound by all the terms and  provisions of this Agreement by operation of
law.

(b) If the Executive should die after the giving of notice pursuant to Section 7
but  while  any  amounts  would  still be  payable  to him  hereunder  if he had
continued to live, all such amounts,  unless otherwise provided herein, shall be
paid in accordance with the terms of this Agreement to the Executive's  devisee,
legatee, or other designee or, if there be no such designee,  to the Executive's
estate.  If the  Executive  should die before  the giving of such  notice  under
Section 7 and while he is employed pursuant to this Agreement, the Company shall
continue  to pay to the  Executive's  estate  his  salary  for the period of six
months from the date of such death and a pro rata portion of the bonus,  if any,
payable for the year in which the Executive died.

SECTION 11. Notice.
For  the   purposes  of  this   Agreement,   notices,   demands  and  all  other
communications  provided for in this Agreement  shall be in writing and shall be
deemed to have been duly given when  delivered or (unless  otherwise  specified)
mailed by US or Swiss certified or registered  mail,  return receipt  requested,
postage prepaid, addressed as follows:

         If to the Executive:

         Mr. Peter Burker
         Eichenweg 37
         CH-8121 Benglen
         Switzerland

         If to the Company:

         Mettler-Toledo GmbH
         Im Langacher
         8606 Greifensee
         Switzerland

         Attn.: Chief Executive Officer

                                       4
<PAGE>
                                                                   Exhibit 10.11

or to such  other  address  as any party  may have  furnished  to the  others in
writing in accordance  herewith,  except that notices of change of address shall
be effective only upon receipt.

SECTION 12. Miscellaneous.
No provisions of this  Agreement  may be modified,  waived or discharged  unless
such waiver,  modification  or  discharge is agreed to in writing  signed by the
Executive and such officer of the Company as may be  specifically  designated by
the  Board.  No waiver by either  party  hereto at any time of any breach by the
other party hereto of, or  compliance  with,  any condition or provision of this
Agreement  to be  performed  by such  other  party  shall be  deemed a waiver of
similar or  dissimilar  provisions  or conditions at the same or at any prior or
subsequent time. No agreements or representations, oral or otherwise, express or
implied,  with  respect to the  subject  matter  hereof have been made by either
party  which are not set forth  expressly  in this  Agreement.  Insofar  as this
Agreement does not stipulate anything else to the contrary, the General Rules of
Employment (,,Allgemeine Arbeitsvertragliche Bestimmungen / AVB") of the Company
shall be applicable. The validity, interpretation,  construction and performance
of this Agreement shall be governed by the laws of Switzerland.

SECTION 13. Validity.
The  invalidity  or  unenforceability  of any  provision or  provisions  of this
Agreement shall not affect the validity or enforceability of any other provision
of this Agreement, which shall remain in full force and effect.

SECTION 14. Counterparts.
This Agreement may be executed in one or more counterparts,  each of which shall
be deemed to be an original but all of which  together will  constitute  one and
the same instrument.

SECTION 15. Disputes.
All disputes  between the  Executive  and the Company  concerning  the terms and
conditions of this Agreement  shall be brought before the ordinary courts in the
Canton of Zurich, Switzerland.

SECTION 16. Entire Agreement.
This Agreement sets forth the entire  agreement of the parties hereto in respect
of the subject matter  contained  herein and  supersedes  all prior  agreements,
promises,   covenants,   arrangements,   communications,    representations   or
warranties,  whether oral or written, by any officer, employee or representative
of any party hereto; and any prior agreement of the parties hereto in respect of
the subject matter contained herein is hereby terminated and canceled.

                                       5
<PAGE>
                                                                   Exhibit 10.11

IN WITNESS  WHEREOF,  the parties have executed  this  Agreement on the date and
year first above written.

                                              Mettler-Toledo GmbH,

                                              by:      .........................
                                                       Robert F. Spoerry

                                              by:      .........................
                                                       Friedrich Ort

                                              by:      .........................
                                                       Peter Burker

                                       6

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00004-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00004-of-00352.parquet"}]]