Document:

EXHIBIT (10)T

November
7, 2006

Luciano Iannuzzi

Executive VP — EMEA

Ecolab GmbH & Co. OHG

Reisholzer Werftstrasse 38-42

D-40589 Düsseldorf

GERMANY

Dear
Luciano:

Further
to our understandings, we hereby confirm our agreement to terminate the
existing employment relationship with Ecolab S.r.l. (“the Company”) under the
following terms and conditions:

1.               Your
current assignment as EVP EMEA will continue until November 30, 2006.  Thereafter, you will revert to your Italian
contract until May 31, 2007, or any prior date if you voluntarily decide to
resign earlier with reciprocal waiver to any notice.  Hereinafter “Termination Date” shall mean May
31, 2007 or such a prior date in case of earlier voluntary resignation.  Through January 1, 2007, you will assist the Company
with transition and, thereafter, assist the Company CEO with special projects.

2.               Your
employment shall continue until the Termination Date on your current terms and
conditions, except that effective January 1, 2007, you will be relocated to
Milan, Italy.  Costs of relocation will
be paid by the Company, as per the agreement dated February 25, 2002, and you
will remain entitled to the benefits of this agreement which are based upon
your assignment in Germany and relocation to Italy.

3.               At
any time after January 1, 2007, the Company may offer you another position
within the group (in the EMEA region), to begin on or before June 1, 2007.  If for any reason whatsoever you do not
accept such a position or such a position is not offered within the Termination
Date, the employment relationship shall be considered automatically terminated
by mutual consent effective from the

Termination Date with reciprocal waiver to
the notice period or the correspondent indemnity in-lieu-of notice and without
possibility of interruption of suspension due to illness, accident or other
events.  If instead you accept the offer
of the Company, all following terms and conditions will cease to apply and
shall be replaced by the new terms and conditions in the offer governing the
continuation of employment.

4.               You
will be provided with tax advice (through the tax consultants of Deloitte), at
the Company’s expense, regarding your foreign assignment in Germany and the
relocation and your tax return for the fiscal year 2006.  We will also continue to be responsible for
the tax equalization (i.e., for any tax paid in excess by you in Germany with
respect to Italy in years during the assignment).  All of this consistent with the TAXES term of
your February 25, 2002 agreement.

5.               You
will resign as director of the Ecolab GmbH & Co. OHG and any other company
of the group effective from the Termination Date.

6.               Your
compensation and benefits until the Termination Date will continue at their
present level.

7.               In
addition to your salary up to the Termination Date, the severance indemnity
(TFR), the pro-rata amounts of additional monthly wages, the indemnity
in-lieu-of holidays (if accrued), the 2006 bonus and the pro-rata 2007 bonus
(based upon a 100% bonus plan payout for 2007), we will pay you an indemnity “una tantum” of €504,000 as an incentive to execute this
agreement and to leave the Company (in Italian “incentivazione
all’esodo”).

8.               By
virtue of your continuing employment, you will vest in stock options in
December 2006 consistent with the terms of the Company’s 2002 and 2005 Stock
Incentive Plans.

9.               The
bonus 2006 shall be paid consistent with the terms of the plan within March
2007; the payment of the severance indemnity (TFR), of the other pro-rata
amounts of additional monthly wages including the indemnity in-lieu-of holidays
(if accrued) shall be made within the last day of the month following the
Termination Date, whereas the payment of the “una tantum”
indemnity provided in article 7 shall be made within June 2007, provided that in
the meantime the parties have executed a conciliation agreement, consistent
with the terms of this private agreement, before the appropriate committee of
the Ministry of Labor Office or before the Unions.

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10.         It
is understood and agreed that the indemnity “una tantum”,
also in consideration of its amount, is hereby accepted by you as full, final
and general satisfaction of all of your possible claims connected with or
arising from the employment relationship and its termination by consent, even
if not expressly asserted and/or waived, including, inter alia, those
concerning past salaries, alleged downgrading, biological damages or other
damages, indemnities or compensation connected or related to the employment
relationship (including the assignment) and with your service as director with
Ecolab GmbH & Co. OHG and any other company of the group.

11.         At
or before the Employment Termination Date you are requested to return to the
Company any Company property still in your possession.

12.         It
is understood and agreed that, even after the Termination Date, you will not
reveal to any third parties any confidential information relating to the
employment or termination from the Company, its operations, or any confidential
matters entrusted to you as an employee of the Company.

13.         For
a period of two years after the Termination Date, you shall not engage,
directly or indirectly, as a proprietor, director, officer, employee, or in any
other capacity or manner whatsoever, in competition with Ecolab throughout
Europe, Africa and the Middle East.  You,
therefore, agree:

(a)     If your new employer could be
construed as a Conflicting Organization, you will inform your new employer,
prior to accepting employment, of the existence of this non-compete convenant
and provide such employer with a copy.

(b)    You will not render services, directly or
indirectly, to any Conflicting Organization, except that you may accept
employment with a Conflicting Organization whose business is diversified and
which, as to that part of its business in which you will be employed, is not a
Conflicting Organization, provided that the Company, prior to your beginning
such employment, receives separate written assurances satisfactory to the
Company from such Conflicting Organization and from you stating that you will
not render services, directly or indirectly in connection with any Conflicting
Product or Service for the two (2) year non-compete period.

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(c)    You will not hire or induce directly or
indirectly any employee or agent of the Company to terminate such employee’s or
agent’s relationship with the Company.

(d)    You will not service, sell, solicit the sale
of, or accept orders for any Conflicting Product or Service to any customer of
the Company.

For the purposes of this Agreement, a “Conflicting
Product or Service” means any product or process of, or service by, any person
or organization other than the Company, in existence or under development,
which is the same as or similar to or improves upon or competes with a product
or process of, or service rendered by, the Company.  A “Conflicting Organization” means any person
or organization (including one owned in whole or in part by you) which is
engaged in or is about to become engaged in the research on, or the
development, production, marketing or sale of, or consulting pertaining to, a
Conflicting Product or Service.

14.         As
consideration for the non-compete undertaking, you shall be paid, starting at
the end of the working relationship, a compensation of €120,000 gross in 12
bi-monthly installments of €10,000 each, the first of which to be paid within
July 31, 2007.

You agree that any breach of the above obligation would immediately and
throughout the duration of the non-compete provision cause irreparable damages
to us and therefore you agree that our Company will, under those circumstances,
be entitled to obtain (i) a Court’s order for specific performance, as well as
adequate injunctive relief (“provvedimento cautelare”); or (ii) the termination
of the non-compete obligation.  In the
first case, you will be bound to pay a penalty amounting to €120,000; in the
second case, in addition to the penalty as above indicated, you will be bound
to return to our Company the whole amount received until that time in
connection with your non-compete obligation, with interest, paid by our
Company.  In both cases our Company will
be entitled to ask for all other damages, if actually incurred.

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Please return a copy of this letter, signed for
acceptance.

Thanking you for your cooperation, we remain

Yours
faithfully,

	
  ECOLAB S.r.l.

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  /s/Doug Baker

  	
   

  	
   

  	
   

  	
  /s/Luciano Iannuzzi

  	
   

  	
   

  
	
  Doug Baker

  	
   

  	
   

  	
   

  	
  Luciano Iannuzzi

  	
   

  	
   

  

 

 5EXHIBIT (10)U

2007 NAMED EXECUTIVE OFFICER

SUMMARY OF BASE SALARY, BONUS AWARD OPPORTUNITIES,

AND EXECUTIVE BENEFITS AND
PERQUISITES

Base
Salary

The table below sets forth the base salaries
established for the 2007 fiscal year for the Company’s Principal Executive
Officer and Principal Financial Officer and the next three most-highly
compensated executive officers who were serving in those capacities at
December 31, 2006 (the “NEOs”).

	
  Name and Principal Position

  	
   

  	
  Amount

  	
   

  
	
  Douglas M. Baker, Jr. 

  Chairman of the Board,
  President and 

  Chief Executive Officer

  	
   

  	
  $

  	
  900,000

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Steven L. Fritze 

  Executive Vice
  President and Chief 

  Financial Officer

  	
   

  	
  $

  	
  450,000

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  James A. Miller 

  Executive Vice
  President — Institutional 

  Sector

  	
   

  	
  $

  	
  400,000

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  Lawrence T. Bell 

  Senior Vice President,
  General Counsel 

  and Secretary

  	
   

  	
  $

  	
  355,000

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  C. William Snedeker 

  Executive Vice President — Global 

  Services Sector

  	
   

  	
  $

  	
  330,000

  	
   

  

 

Bonus Award Opportunities

 

The Company maintains annual
cash incentive programs for executives referred to as the Management Incentive
Plan or MIP and Management Performance Incentive Plan or MPIP.  The Company’s stockholders approved the
current version of the MPIP in 2004, an annual incentive plan under which
awards should qualify as performance based under Internal Revenue Code Section
162(m).  On February 22, 2007, as
required under the terms of the MPIP, the Compensation Committee of the Board (“Committee”)
selected Messrs. Baker, Fritze and Miller to participate in the MPIP for 2007,
established the 2007 performance goal based upon the performance criteria of
diluted earnings per share (“EPS”), set an EPS performance target of a
designated earnings per share, and designated a cash award of 300% of the base
salary of each such officer for 2007 to the extent the goal is achieved.  The award is subject to and interpreted in
accordance with the terms and conditions of the MPIP and no amount will be paid
under the MPIP unless and until the Committee has determined the extent to
which the performance goal has been met and the corresponding amount of the
award earned by the participant.  The
MPIP permits the Committee to exercise downward discretion so as to pay an
amount which is less than the amount of the award earned by the
participant.  In applying this downward
discretion, the Committee considers 

underlying operable metrics
communicated to the participant, which are noted in the table below.  Messrs. Bell and Snedeker will participate in
the MIP in 2007 and the operating metrics with respect to their participation
are similarly noted in the table below.

	
   

  	
   

  	
  Target

  Award

  Opportunity

  	
   

  	
  Potential Award Payouts at Different Levels 

  of Performance

  (% of Target Award)

  	
   

  	
  Performance Measure Mix

  	
   

  
	
   

  	
   

  	
  (% of base

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  Business

  	
   

  	
   

  	
   

  
	
  Name

  	
   

  	
  salary)

  	
   

  	
  Threshold

  	
   

  	
  Target

  	
   

  	
  Max

  	
   

  	
  EPS

  	
   

  	
  Unit

  	
   

  	
  Individual

  	
   

  
	
  Douglas M. Baker

  	
   

  	
  110

  	
  %

  	
  40

  	
  %

  	
  100

  	
  %

  	
  200

  	
  %

  	
  100

  	
  %

  	
  0

  	
  %

  	
  0

  	
  %

  
	
  Steven L. Fritze

  	
   

  	
  60

  	
  %

  	
  40

  	
  %

  	
  100

  	
  %

  	
  200

  	
  %

  	
  70

  	
  %

  	
  0

  	
  %

  	
  30

  	
  %

  
	
  James A. Miller

  	
   

  	
  60

  	
  %

  	
  40

  	
  %

  	
  100

  	
  %

  	
  200

  	
  %

  	
  30

  	
  %

  	
  70

  	
  %

  	
  0

  	
  %

  
	
  Lawrence T. Bell

  	
   

  	
  55

  	
  %

  	
  40

  	
  %

  	
  100

  	
  %

  	
  200

  	
  %

  	
  70

  	
  %

  	
  0

  	
  %

  	
  30

  	
  %

  
	
  C. William Snedeker

  	
   

  	
  55

  	
  %

  	
  40

  	
  %

  	
  100

  	
  %

  	
  200

  	
  %

  	
  30

  	
  %

  	
  70

  	
  %

  	
  0

  	
  %

  

Executive Benefits and
Perquisites

The following table sets forth
the executive benefits and perquisites made available by the Company to the
NEOs for the 2007 fiscal year.

 

	
  Executive
  Benefit

  	
   

  	
  Description

  
	
  Physical Examination

  	
   

  	
  ·  Annual reimbursement

  
	
  Mirror Savings and Pension Plan

  	
   

  	
  ·  Nonqualified ERISA excess benefit plans
  intended to restore benefits limited by law under the tax-qualified savings
  and pension plans 

  ·  Executives may also elect to defer up to 25%
  of base salary and annual bonus, subject to the same investment alternatives
  and returns as under the tax-qualified savings plan

  
	
  Supplemental Executive Retirement Plan

  	
   

  	
  ·  Maximum annual benefit of 60% of highest
  five consecutive years of base salary and annual bonus (offset by other
  qualified and nonqualified pension benefits) 

  ·  Provides past service credit

  
	
  Post-Retirement Death Benefit

  	
   

  	
  ·  Two times final average pay

  
	
  Executive Life, Accidental Death and Dismemberment
  and Business Travel Accident Insurance

  	
   

  	
  ·  Each are three times annual compensation for
  the preceding year

  
	
  Long-Term Disability Insurance

  	
   

  	
  ·  60% of compensation, less the amount of the
  qualified benefit

  
	
  Company Automobile

  	
   

  	
  ·  Full reimbursement to principal executive
  officer 

  ·  $39,800 purchase price or $790 monthly lease
  rate for other named executive officers

  
	
  Financial Counseling

  	
   

  	
  ·  Five percent of base salary for principal
  executive officer 

  ·  Three percent of base salary for other named
  executive officers

  
	
  Club Memberships

  	
   

  	
  ·  Limited to principal executive officer

  
	
  Private Aircraft Usage

  	
   

  	
  ·  Limited to principal executive officer (Not
  used in 2006)

  

 

 

	
  Spousal Travel

  	
   

  	
  ·  Only when related to a business purpose

  
	
  Relocation Expense

  	
   

  	
  ·  Includes home sale assistance,
  transportation of household goods, temporary living costs, travel to new
  location, home finding costs, closing costs on home purchase and expense
  allowance.

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