Document:

EX-10.1

Exhibit 10.1

     This AMENDED AND RESTATED EMPLOYMENT AGREEMENT (this “Agreement”), dated as of March 1, 2009,
is entered into by and between REVLON CONSUMER PRODUCTS CORPORATION, a Delaware corporation (“RCPC”
and, together with its parent Revlon, Inc. (“Revlon”) and its subsidiaries, the “Company”), and
Alan T. Ennis (the “Executive”).

     Whereas, RCPC wishes to continue to employ the Executive and the Executive wishes to accept
continued employment with the Company on the terms and conditions set forth in this Agreement.

     Now, therefore, RCPC and the Executive hereby agree as follows:

          Employment, Duties and Acceptance.

          1.1 Employment, Duties. RCPC hereby employs the Executive for the Term (as defined in
Section 2.1) to render exclusive and full-time services to the Company in the respective capacities
of (i) Executive Vice President, Chief Financial Officer and Treasurer of Revlon and RCPC, with
responsibility for all financial operations of the Company, including, without limitation,
treasury, controllers group, accounting, internal audit, internal control over financial reporting,
investor relations and tax, and (ii) President, Revlon International, with responsibility for the
general management of the Company’s International operations. The Executive shall report to the
Company’s President and Chief Executive Officer (the “CEO”) and shall also perform such other
duties and responsibilities consistent with each of his positions (including service as a director
of Revlon and/or RCPC, and/or as a director or officer of any subsidiary of the Company, if so
elected), as may be assigned to the Executive from time to time by the CEO. The Executive’s title
shall be President, Revlon International and Executive Vice President, Chief Financial Officer and
Treasurer. The Executive shall be a member of the Operating Committee or such other committee of
the Company’s most senior executives as may succeed the Operating Committee from time to time.
RCPC agrees to use its best efforts to cause the Executive to be elected to the Board of Directors
of Revlon and of RCPC, so that the Executive may serve as a member of both Boards throughout the
Term.

          1.2 Acceptance. The Executive hereby accepts such employment and agrees to render the
services described above. During the Term, the Executive agrees to serve the Company faithfully
and to the best of the Executive’s ability, to devote the Executive’s entire business time, energy
and skill to such employment, and to use the Executive’s best efforts, skill and ability to promote
the Company’s interests.

          1.3 Location. The duties to be performed by the Executive hereunder shall be
performed primarily at the office of RCPC in the New York City metropolitan area, subject to
reasonable travel requirements consistent with the nature of the Executive’s duties from time to
time on behalf of the Company.

          1.4 Performance Warranty. As an inducement for the Company to enter into this
Agreement, the Executive hereby represents that the Executive is not a party to any contract,

 

 

agreement or understanding which prevents, prohibits or limits the Executive in any way from
entering into and fully performing the Executive’s obligations under this Agreement and any duties
and responsibilities that may be assigned to the Executive hereunder.

     2. Term of Employment; Certain Post-Term Benefits.

          2.1 The Term. The Term of the Executive’s employment under this Agreement (the
“Term”) shall commence on the date hereof (the “Effective Date”) and shall end twenty-four (24)
months after RCPC provides to the Executive a notice of non-renewal, unless in either case sooner
terminated pursuant to Section 4. During any period that the Executive’s employment shall continue
following the end of the Term, the Executive shall be deemed an employee at will, provided,
however, that the Executive shall be eligible for severance on the terms and subject to the
conditions of the Revlon Executive Severance Pay Plan as in effect from time to time, or such plan
or plans, if any, as may succeed it (the “Executive Severance Plan”), provided that the severance
and benefit continuation period for the Executive under the Executive Severance Plan shall be not
less than 24 months, subject to the terms and conditions of such plan.

          2.2 Special Curtailment. The Term shall end earlier than the date provided in Section
2.1, if sooner terminated pursuant to Section 4.

     3. Compensation; Benefits.

          3.1 Salary. The Company agrees to pay the Executive during the Term a base salary,
payable bi-weekly, at the annual rate of not less than $680,000 (the “Base Salary”). All payments
of Base Salary or other compensation hereunder shall be less such deductions or withholdings as are
required by applicable law and regulations. The Executive will be considered for merit increases
in connection with the Executive’s performance evaluations, which are performed in accordance with
the Company’s salary administration policies and procedures. In the event that RCPC, in its sole
discretion, from time to time determines to increase the Base Salary, such increased amount shall,
from and after the effective date of the increase, constitute “Base Salary” for purposes of this
Agreement and shall not thereafter be decreased.

          3.2 Bonus. The Executive shall be eligible to participate in the Revlon Executive
Bonus Plan as in effect from time to time, or such plan or plans, if any, as may succeed it (the
“Bonus Plan”), with maximum bonus eligibility of 100% of Base Salary for significantly
over-achieving performance objectives set by the Compensation Committee or its designee and target
bonus eligibility of 75% of Base Salary for achieving performance objectives set by the
Compensation Committee or its designee, subject to the terms and conditions of such Bonus Plan. In
the event that the Executive’s employment shall terminate pursuant to Section 4.4 during any
calendar year, the Executive’s bonus with respect to the year during which such termination occurs
shall be prorated for the actual number of days of active employment during such year and such
bonus as prorated shall be payable (i) if and to the extent bonuses are payable to executives under
the Bonus Plan for that year based upon achievement of the objectives set for that year and not
including any discretionary bonus amounts which may otherwise be payable to other executives
despite non-achievement of bonus objectives for such year and (ii) on the date bonuses would
otherwise be payable to executives under the Bonus Plan. Notwithstanding anything herein or
contained in the Bonus Plan to the contrary, in the event that the Executive’s

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employment shall terminate pursuant to Section 4.4 during any calendar year, the Executive shall be
entitled to receive the Executive’s bonus (if not already paid) with respect to the year
immediately preceding the year of termination (if bonuses with respect to such year are payable to
other executives based upon achievement of bonus objectives and not based upon discretionary
amounts which may be paid to other executives despite non-achievement of bonus objectives) as and
when such bonuses would otherwise be payable to executives under the Bonus Plan, despite the fact
that Executive may not be actively employed on such date of payment.

          3.3 Stock-Based Compensation. The Executive shall be eligible for recommendation to
the Compensation Committee or other committee of the Board administering the Third Amended and
Restated Revlon, Inc. Stock Plan or any plan that may replace it, as from time to time in effect,
to receive an award of stock options, restricted shares or other awards during the Term, at levels,
on terms, and at such times as are generally applicable to other senior executives of the
Executive’s level, in accordance with the Company’s long-term stock incentive program as in effect
from time to time, provided that the Executive must be actively employed on the date of such grant.

          3.4 Business Expenses. RCPC shall pay or reimburse the Executive for all reasonable
expenses actually incurred or paid by the Executive during the Term in the performance of the
Executive’s services under this Agreement, subject to and in accordance with the Revlon Travel and
Entertainment Policy as in effect from time to time, or such policy or policies, if any, as may
succeed it.

          3.5 Vacation. During each year of the Term, the Executive shall be entitled to a
vacation period or periods in accordance with the vacation policy of the Company as in effect from
time to time, but not less than four weeks.

          3.6 Fringe Benefits. During the Term, the Executive shall be entitled to participate
in those qualified and non-qualified defined benefit, defined contribution, group life insurance,
medical, dental, disability and other benefit plans and programs of the Company as from time to
time in effect (or their successors) generally made available to other executives of the
Executive’s level and in such other plans and programs and in such perquisites, as from time to
time in effect, as may be generally made available to senior executives of the Company of the
Executive’s level generally. Further, during the Term, the Executive will be eligible (a) to
participate in Revlon’s Executive Financial Counseling and Tax Preparation Program, as from time to
time in effect, or such program or programs, if any, as may succeed it, and (b) to receive a car
allowance at the rate of $15,000 per annum, under the car allowance program as in effect from time
to time, or such program or programs, if any, as may succeed it.

          3.7 Internal Revenue Code Section 409A. Section 409A of the Code (as defined below)
and/or its related rules and regulations (“Section 409A”), imposes additional taxes and interest on
compensation or benefits deferred under certain “nonqualified deferred compensation plans” (as
defined under the Code). These plans may include, among others, nonqualified retirement plans,
bonus plans, stock option plans, employment agreements and severance agreements. The Company
reserves the right to provide compensation or benefits under any such plan in amounts, at times and
in a manner that minimizes taxes, interest or penalties as a result of Section 409A, including any
required withholdings, and the Executive agrees to cooperate with
the Company in such actions. Specifically, and without limitation of the previous

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sentence, if the
Executive is a “specified employee,” as such term is defined under Section 409A (generally one of
the Company’s top 50 highest paid officers), to the extent required under Section 409A, the Company
will not make any payments to the Executive under this Agreement upon a “separation from service,”
as such term is defined under Section 409A, until six months after the Executive’s date of
separation from service or, if earlier, the date of the Executive’s death. Upon expiration of the
six-month period, or, if earlier, the date of the Executive’s death, the Company shall make a
payment to the Executive (or his beneficiary or estate, if applicable) equal to the sum of all
payments that would have been paid to the Executive from the date of separation from service had
the Executive not been a “specified employee” through the end of the six month period, and
thereafter the Company will make all the payments at the times specified in this Agreement or
applicable policy, as the case may be. In addition, the Company and the Executive agree that, for
purposes of this Agreement, termination of employment (or any variation thereof) will satisfy all
of the requirements of “separation from service” as defined under Section 409A. For purposes of
this Agreement, the right to a series of installment payments, such as salary continuation or
severance payments, shall be treated as the right to a series of separate payments and shall not be
treated as a right to a single payment. For purposes of this Agreement, the term “Code” shall mean
the Internal Revenue Code of 1986, as amended, including all final regulations promulgated
thereunder, and any reference to a particular section of the Code shall include any provision that
modifies, replaces or supersedes such section.

     4. Termination.

          4.1 Death. If the Executive shall die during the Term, the Term shall terminate and
no further amounts or benefits shall be payable hereunder, other than (i) for accrued, but unpaid,
Base Salary as of such date and (ii) pursuant to life insurance provided under Section 3.6.

          4.2 Disability. If during the Term the Executive shall become physically or mentally
disabled, whether totally or partially, such that the Executive is unable to perform the
Executive’s services hereunder for (i) a period of six consecutive months or (ii) shorter periods
aggregating six months during any twelve month period, RCPC may at any time after the last day of
the six consecutive months of disability or the day on which the shorter periods of disability
shall have equaled an aggregate of six months, by written notice to the Executive (but before the
Executive has returned to active service following such disability), terminate the Term and no
further amounts or benefits shall be payable hereunder.

          4.3 Cause. RCPC may at any time by written notice to the Executive terminate the Term
for “Cause” and, upon such termination, the Executive shall be entitled to receive no further
amounts or benefits hereunder, except for accrued, but unpaid, salary as of such date and as
required by law. As used herein the term “Cause” shall mean (a) gross neglect by the Executive of
the Executive’s duties hereunder, (b) conviction of the Executive of any felony, conviction of the
Executive of any lesser crime or offense involving the property of the Company or any of its
affiliates, (c) misconduct by the Executive in connection with the performance of the Executive’s
duties hereunder or other breach by the Executive of this Agreement (specifically including,
without limitation, Section 1.4), (d) any breach of the Revlon Code of Business Conduct, including,
without limitation, the Code of Ethics for Senior Financial Officers, or the Employee’s Agreement
as to Confidentiality and Non-Competition, or (e) any other conduct on
the part of the Executive which would make the Executive’s continued employment by the Company
prejudicial to the best interests of the Company.

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          4.4 Company Breach; Other Termination. The Executive shall be entitled to terminate
the Term and the Executive’s employment upon 60 days’ prior written notice (if during such period
RCPC fails to cure any such breach) in the event that RCPC materially breaches any of its
obligations hereunder. In addition, RCPC shall be entitled to terminate the Term and the
Executive’s employment at any time and without prior notice (otherwise than pursuant to the
provisions of Section 4.2 or 4.3). In consideration of the Executive’s covenant in Section 5.2,
upon termination under this Section 4.4 by the Executive, or in the event RCPC so terminates the
Term otherwise than pursuant to the provisions of Section 4.2 or 4.3, RCPC agrees, and the
Company’s sole obligation arising from such termination shall be, for RCPC either

               (i) to make payments in lieu of Base Salary in the amounts prescribed by Section 3.1, to pay
the Executive the portion, if any, of any annual bonus contemplated by Section 3.2 and to continue
the Executive’s participation in the medical, dental and group life insurance plans and other
perquisites of the Company in which the Executive was entitled to participate pursuant to Section
3.6 (in each case less amounts required by law to be withheld) through the date on which the Term
would have ended pursuant to Section 2.1, if RCPC had given notice of non-renewal on the date of
termination (such period shall be referred to as the “Severance Period”), provided that (1) such
benefit continuation is subject to the terms of such plans, (2) life insurance continuation is
subject to a limit of two years, (3) the Executive shall cease to be covered by medical and/or
dental plans of the Company at such time as the Executive becomes covered by like plans of another
company, (4) any bonus payments required pursuant to this Section 4.4(i) shall be payable as and
when bonuses would otherwise be payable to executives under the Bonus Plan as then in effect, (5)
the Executive shall, as a condition, execute such release, confidentiality, non-competition and
other covenants as would be required in order for the Executive to receive payments and benefits
under the Executive Severance Plan that is applicable to the Executive referred to in clause (ii)
below, and (6) any cash compensation paid or payable or any non-cash compensation paid or payable
in lieu of cash compensation earned by the Executive from other employment or consultancy during
such period shall reduce the payments provided for herein payable with respect to such other
employment or consultancy, or

               (ii) to make the payments and provide the benefits prescribed by, and in accordance with the
terms and conditions of, the Executive Severance Plan.

The Company shall provide the greater of the payments and other benefits described under clauses
(i) and (ii) of this Section 4.4; provided, however, if the provision of any benefits
described above would trigger a tax under Section 409A, the Company shall instead promptly pay to
the Executive in a cash lump sum payment an amount equal to the value (based on the then-current
cost to the Company) of such benefits. Any compensation earned by the Executive from other
employment or a consultancy shall reduce the payments required pursuant to clause (i) above or
shall be governed by the terms of the Executive Severance Plan in the case of clause (ii) above.

          4.5 Litigation Expenses. If RCPC and the Executive become involved in any action,
suit or proceeding relating to the alleged breach of this Agreement by RCPC or the
Executive, or any dispute as to whether a termination of the Executive’s employment is with or
without Cause, then if and to the extent that a final, non-appealable, judgment in such action,
suit

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or proceeding is rendered in favor of the Executive, RCPC shall reimburse the Executive for
all expenses (including reasonable attorneys’ fees) incurred by the Executive in connection with
such action, suit or proceeding or the portion thereof adjudicated in favor of the Executive.

     5. Protection of Confidential Information; Non-Competition.

          5.1 The Executive acknowledges that the Executive’s services will be unique, that they will
involve the development of Company-subsidized relationships with key customers, suppliers, and
service providers as well as with key Company employees and that the Executive’s work for the
Company will give the Executive access to highly confidential information not available to the
public or competitors, including trade secrets and confidential marketing, sales, product
development and other data and plans which it would be impracticable for the Company to effectively
protect and preserve in the absence of this Section 5 and the disclosure or misappropriation of
which could materially adversely affect the Company. Accordingly, the Executive agrees:

          5.1.1 except in the course of performing the Executive’s duties provided for in Section 1.1,
not at any time, whether during or after the Executive’s employment with the Company, to divulge to
any other entity or person any confidential information acquired by the Executive concerning the
Company’s or its affiliates’ financial affairs or business processes or methods or their research,
development or marketing programs or plans, any other of its or their trade secrets, any
information regarding personal matters of any directors, officers, employees or agents of the
Company or its affiliates or their respective family members, or any information concerning the
circumstances of the Executive’s employment and any termination of the Executive’s employment with
the Company or any information regarding discussions related to any of the foregoing. The
foregoing prohibitions shall include, without limitation, directly or indirectly publishing (or
causing, participating in, assisting or providing any statement, opinion or information in
connection with the publication of) any diary, memoir, letter, story, photograph, interview,
article, essay, account or description (whether fictionalized or not) concerning any of the
foregoing, publication being deemed to include any presentation or reproduction of any written,
verbal or visual material in any communication medium, including any book, magazine, newspaper,
theatrical production or movie, or television or radio programming or commercial or over the
internet. In the event that the Executive is requested or required to make disclosure of
information subject to this Section 5.1.1 under any court order, subpoena or other judicial
process, the Executive will promptly notify RCPC, take all reasonable steps requested by RCPC to
defend against the compulsory disclosure and permit RCPC, at its expense, to control with counsel
of its choice any proceeding relating to the compulsory disclosure. The Executive acknowledges that
all information the disclosure of which is prohibited by this section is of a confidential and
proprietary character and of great value to the Company; and

          5.1.2 to deliver promptly to the Company on termination of the Executive’s employment with the
Company, or at any time that RCPC may so request, all memoranda, notes, records, reports, manuals,
drawings, blueprints and other documents (and all copies thereof) relating to the Company’s
business and all property associated therewith, which the Executive may then possess or have under
the Executive’s control, including, without limitation, computer
disks or data (including data retained on any computer), and any home office equipment or computers
purchased or provided by Revlon or other materials.

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          5.2 In consideration of RCPC’s covenant in Section 4.4, the Executive agrees (i) in all
respects fully to comply with the terms of the Employee Agreement as to Confidentiality and
Non-Competition (the “Non-Competition Agreement”), whether or not the Executive is a signatory
thereof, with the same effect as if the same were set forth herein in full, and (ii) in the event
that the Executive shall terminate the Executive’s employment otherwise than as provided in Section
4.4, the Executive shall comply with the restrictions set forth in paragraph 9(e) of the
Non-Competition Agreement through the date on which the Term would then otherwise have expired
pursuant to Section 2.1, subject only to the Company continuing to make payments equal to the
Executive’s Base Salary during such period, notwithstanding the limitation otherwise applicable
under paragraph 9(d) thereof or any other provision of the Non-Competition Agreement.

          5.3 If the Executive commits a breach of any of the provisions of Sections 5.1 or 5.2 hereof,
RCPC shall have the following rights and remedies:

          5.3.1 the right and remedy to immediately terminate all further payments and benefits
provided for in this Agreement, except as may otherwise be required by law in the case of qualified
benefit plans;

          5.3.2 the right and remedy to have the provisions of this Agreement specifically enforced by
any court having equity jurisdiction, it being acknowledged and agreed that any such breach will
cause irreparable injury to the Company and that money damages and disgorgement of profits will not
provide an adequate remedy to the Company, and, if the Executive attempts or threatens to commit a
breach of any of the provisions of Sections 5.1 or 5.2, the right and remedy to be granted a
preliminary and permanent injunction in any court having equity jurisdiction against the Executive
committing the attempted or threatened breach (it being agreed that each of the rights and remedies
enumerated above shall be independent of the others and shall be severally enforceable, and that
all of such rights and remedies shall be in addition to, and not in lieu of, any other rights and
remedies available to RCPC under law or in equity); and

          5.3.3 the right and remedy to require the Executive to account for and pay over to the
Company all compensation, profits, monies, accruals, increments or other benefits (collectively
“Benefits”) derived or received by the Executive as the result of any transactions constituting a
breach of any of the provisions of Sections 5.1 or 5.2 hereof, and the Executive hereby agrees to
account for and pay over such Benefits as directed by RCPC.

          5.4 If any of the covenants contained in Sections 5.1, 5.2 or 5.3, or any part thereof,
hereafter are construed to be invalid or unenforceable, the same shall not affect the remainder of
the covenant or covenants, which shall be given full effect, without regard to the invalid
portions.

          5.5 If any of the covenants contained in Sections 5.1 or 5.2, or any part thereof, are held to
be unenforceable because of the duration of such provision or the area covered thereby, the parties
agree that the court making such determination shall have the power to reduce the
duration and/or area of such provision so as to be enforceable to the maximum extent permitted by
applicable law and, in its reduced form, said provision shall then be enforceable.

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          5.6 The parties hereto intend to and hereby confer jurisdiction to enforce the covenants
contained in Sections 5.1, 5.2 and 5.3 upon the courts of any state or country within the
geographical scope of such covenants. In the event that the courts of any one or more of such
states or countries shall hold such covenants wholly unenforceable by reason of the breadth of such
covenants or otherwise, it is the intention of the parties hereto that such determination not bar
or in any way affect RCPC’s right to the relief provided above in the courts of any other states or
countries within the geographical scope of such covenants as to breaches of such covenants in such
other respective jurisdictions, the above covenants as they relate to each state or country being
for this purpose severable into diverse and independent covenants.

          5.7 Any termination of the Term or the Executive’s employment shall have no effect on the
continuing operation of this Section 5.

     6. Inventions and Patents.

          6.1 The Executive agrees that all processes, technologies and inventions (collectively,
“Inventions”), including new contributions, improvements, ideas and discoveries, whether patentable
or not, conceived, developed, invented or made by the Executive during the Term shall belong to the
Company, provided that such Inventions grew out of the Executive’s work with the Company or any of
its subsidiaries or affiliates, are related in any manner to the business (commercial or
experimental) of the Company or any of its subsidiaries or affiliates or are conceived or made on
the Company’s time or with the use of the Company’s facilities or materials. The Executive shall
further: (a) promptly disclose such Inventions to the Company; (b) assign to the Company, without
additional compensation, all patent and other rights to such Inventions for the United States and
foreign countries; (c) sign all papers necessary to carry out the foregoing; and (d) give testimony
in support of the Executive’s inventorship.

          6.2 If any Invention is described in a patent application or is disclosed to third parties,
directly or indirectly, by the Executive within two years after the termination of the Executive’s
employment with the Company, it is to be presumed that the Invention was conceived or made during
the Term.

          6.3 The Executive agrees that the Executive will not assert any rights to any Invention as
having been made or acquired by the Executive prior to the date of this Agreement, except for
Inventions, if any, disclosed to the Company in writing prior to the date hereof.

     7. Intellectual Property.

     Notwithstanding and without limitation of Section 6, the Company shall be the sole owner of
all the products and proceeds of the Executive’s services hereunder, including, but not limited to,
all materials, ideas, concepts, formats, suggestions, developments, arrangements, packages,
programs and other intellectual properties that the Executive may acquire, obtain, develop or
create in connection with or during the Term, free and clear of any claims by the Executive (or
anyone claiming under the Executive) of any kind or character whatsoever (other
than the Executive’s right to receive payments hereunder). The Executive shall, at the request of
RCPC, execute such assignments, certificates or other instruments as RCPC may from time to time
deem necessary or desirable to evidence, establish, maintain, perfect, protect, enforce or defend
its right, title or interest in or to any such properties.

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     8. Revlon Code of Business Conduct.

     In consideration of RCPC’s execution of this Agreement, the Executive agrees in all respects
to fully comply with the then current terms of the Revlon Code of Business Conduct, a current copy
of which is annexed at Schedule A, including, without limitation, the Code of Ethics for
Senior Financial Officers, a current copy of which is annexed at Schedule B, whether or not
the Executive is a signatory thereof, with the same effect as if the same were set forth herein in
full.

     9. Indemnification.

     Subject to the terms, conditions and limitations of its by-laws and applicable Delaware law,
RCPC will defend and indemnify the Executive against all costs, charges and expenses incurred or
sustained by the Executive in connection with any action, suit or proceeding to which the Executive
may be made a party, brought by any shareholder of the Company directly or derivatively or by any
third party by reason of any act or omission of the Executive as an officer, director or employee
of the Company or of any subsidiary or affiliate of the Company.

     10. Notices.

     All notices, requests, consents and other communications required or permitted to be given
hereunder shall be in writing and shall be deemed to have been duly given if delivered personally,
sent by overnight courier or mailed first class, postage prepaid, by registered or certified mail
(notices mailed shall be deemed to have been given on the date mailed), provided that all notices
to the Company shall be sent simultaneously by fax and email, as follows (or to such other address
as either party shall designate by notice in writing to the other in accordance herewith):

     If to the Company, to:

Revlon Consumer Products Corporation

237 Park Avenue

New York, New York 10017

Attention: Robert K. Kretzman, Executive Vice President, Human Resources and Chief

Legal Officer

Fax: 212-527-5693

Email: robert.kretzman@revlon.com

     If to the Executive, to the Executive’s principal residence as reflected in the records of the
Company.

     11. General.

          11.1 This Agreement shall be governed by and construed and enforced in accordance with the
laws of the State of New York applicable to agreements made between residents thereof and to be
performed entirely in New York. Each party to this Agreement

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hereby waives the right to a jury
trial in any lawsuit arising out of or relating to this Agreement or Executive’s employment by or
termination of employment with the Company.

          11.2 The section headings contained herein are for reference purposes only and shall not in
any way affect the meaning or interpretation of this Agreement.

          11.3 This Agreement sets forth the entire agreement and understanding of the parties relating
to the subject matter hereof, and supersedes all prior agreements, arrangements and understandings,
written or oral, relating to the subject matter hereof including any offer letter or term sheets.
No representation, promise or inducement has been made by either party that is not embodied in this
Agreement, and neither party shall be bound by or liable for any alleged representation, promise or
inducement not so set forth.

          11.4 This Agreement shall be binding upon the parties hereto and their successors and
permitted assignees. This Agreement, and the Executive’s rights and obligations hereunder, may not
be assigned by the Executive, nor may the Executive pledge, encumber or anticipate any payments or
benefits due hereunder, by operation of law or otherwise. RCPC may assign its rights, together
with its obligations, hereunder (i) to any affiliate or (ii) to a third party in connection with
any sale, transfer or other disposition of all or substantially all of any business to which the
Executive’s services are then principally devoted, provided that no assignment pursuant to clause
(ii) shall relieve RCPC from its obligations hereunder to the extent the same are not timely
discharged by such assignee.

          11.5 This Agreement may be amended, modified, superseded, canceled, renewed or extended and
the terms or covenants hereof may be waived, only by a written instrument executed by both of the
parties hereto, or in the case of a waiver, by the party waiving compliance. The failure of either
party at any time or times to require performance of any provision hereof shall in no manner affect
the right at a later time to enforce the same. No waiver by either party of the breach of any term
or covenant contained in this Agreement, whether by conduct or otherwise, in any one or more
instances, shall be deemed to be, or construed as, a further or continuing waiver of any such
breach, or a waiver of the breach of any other term or covenant contained in this Agreement.

          11.6 This Agreement may be executed in two 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.

     12. Subsidiaries and Affiliates. As used herein, the term “subsidiary” shall mean any
corporation or other business entity controlled directly or indirectly by the corporation or other
business entity in question, and the term “affiliate” shall mean and include any corporation or
other business entity directly or indirectly controlling, controlled by or under common control
with the corporation or other business entity in question.

     13. Change of Control.

          13.1 Change of Control Payments and Benefits.

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          (a) Extension of Term. In the event of any Change of Control, as defined on
Schedule C, the Term of the Executive’s Agreement shall be automatically extended for 24
months from the effective date (the “COC Effective Date”) of any such Change of Control (the
“Extended Term”).

          (b) Benefit Continuation; Bonus and Salary Payment. If during the Extended Term, the
Executive terminates the Term of his employment for “COC Good Reason” (as defined below in
subclause (b)(iii)) or if the Company terminates the Term of the Executive’s employment other than
for “Cause” (as defined in Section 4.3 of the Agreement)—

               (i) to the extent available under applicable law and the Company’s group benefit
programs, the Company shall provide, for a period of two years from such termination date,
all fringe benefits then provided to the Executive, including, without limitation, qualified
and non-qualified defined benefit, defined contribution, insurance, medical, dental,
disability, automobile, financial planning, tax preparation and other benefit plans and
programs of the Company as from time to time in effect (or their successors) in which the
Executive participated on the COC Effective Date. To the extent that such benefits are not
or cease being available under applicable law or and the Company’s group benefit programs,
such benefits cease to be equivalent to, or better than, the benefits under the plans and
programs in effect on the COC Effective Date, or such benefits would trigger a tax under
Section 409A, the Company shall immediately pay to the Executive in a cash lump sum payment
an amount equal to the value (based on the then current cost to the Company) of such
benefits (or the remaining eligible portion thereof, as the case may be) and shall have no
further obligation to continue to provide the benefits under this Section;

               (ii) the Company shall immediately pay to the Executive in a cash lump sum payment two
times the sum of (A) the greater of the Executive’s Base Salary in effect on (1) the COC
Effective Date or (2) such termination date plus (B) the average amount of the gross bonus
amounts earned by the Executive over the five calendar years preceding such termination (or
if employed by the Company for less than five calendar years, the actual number of calendar
years for which the Executive was eligible to receive a bonus payment).

               (iii) “COC Good Reason” means, for purposes of this subclause (b) only (and not for any
other purpose or reason under this Agreement): (A) a material adverse change in the
Executive’s job responsibilities; (B) any reduction in the Executive’s Base Salary; (C) any
reduction in the Executive’s annual bonus opportunity; (D) any reduction in the Executive’s
aggregate value of benefits; or (E) the Executive’s being required by the Company to
relocate beyond a 50 mile radius of the Executive’s then current residence.

               (iv) The Executive shall have no duty to mitigate by seeking other employment or
otherwise and no compensation earned by the Executive from other
employment, a consultancy or otherwise shall reduce any payments provided for under
this Section 13.1.

11

 

               (c) Equity Compensation. In the event of any Change of Control, all then unvested
stock options and restricted shares held by the Executive shall immediately vest and be fully
exercisable and all restrictions shall lapse.

               (d) Governing Provision. In the event of any conflict between this Section 13 and
any other section or provision of this Agreement, the section which provides the Executive with
most favored treatment in the event of a Change of Control shall govern and prevail.

          13.2 Section 280G.

               (a) If the aggregate of all amounts and benefits due to the Executive under this Agreement or
any other plan, program, agreement or arrangement of the Company or any of its Affiliates, which,
if received by the Executive in full, would constitute “parachute payments” as such term is defined
in and under Section 280G of the Code (collectively, “Change of Control Benefits”), reduced by all
Federal, state and local taxes applicable thereto, including the excise tax imposed pursuant to
Section 4999 of the Code, is less than the amount the Executive would receive, after all such
applicable taxes, if the Executive received aggregate Change of Control Benefits equal to an amount
which is $1.00 less than three times the Executive’s “base amount,” as defined in and determined
under Section 280G of the Code, then such Change of Control Benefits shall be reduced or eliminated
to the extent necessary so that the Change of Control Benefits received by the Executive will not
constitute parachute payments. If a reduction in the Change of Control Benefits is necessary,
reduction shall occur in the following order unless the Executive elects in writing a different
order, subject to the Company’s consent (which consent shall not be unreasonably withheld): first,
a reduction of cash payments not attributable to equity awards which vest on an accelerated basis;
second, the cancellation of accelerated vesting of stock awards; third, the reduction of employee
benefits; and fourth, a reduction in any other “parachute payments.” If acceleration of vesting of
stock award compensation is to be reduced, such acceleration of vesting shall be cancelled in the
reverse order of the date of grant of the Executive’s stock awards unless the Executive elects in
writing a different order for cancellation.

               (b) It is possible that after the determinations and selections made pursuant to Section
13.2(a) above the Executive will receive Change of Control Benefits that are, in the aggregate,
either more or less than the amounts contemplated by Section 13.2(a) above (hereafter referred to
as an “Excess Payment” or “Underpayment”, respectively). If there is an Excess Payment, the
Executive shall promptly repay the Company an amount consistent with this Section 13.2. If there
is an Underpayment, the Company shall pay the Executive an amount consistent with this Section
13.2.

               (c) The determinations with respect to this Section 13.2 shall be made by an independent
auditor (the “Auditor”) compensated by the Company. The Auditor shall be the Company’s regular
independent auditor, unless the Executive objects to the use of that firm, in which event the
Auditor shall be a nationally-recognized United States public accounting firm chosen by the Company
and approved by the Executive (which approval shall not be unreasonably withheld or delayed).

12

 

          IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first above
written.

	 	 	 	 	 
	 	REVLON CONSUMER PRODUCTS CORPORATION

 
	 	By:  	/s/ Robert K. Kretzman
 	 
	 	 	Robert K. Kretzman 	 
	 	 	Executive Vice President, Human Resources
and Chief Legal Officer 	 
	 
	 	 	 
	 	 	     /s/ Alan T. Ennis
 	 
	 	 	Alan T. Ennis 	 
	 	 	 
	 

13

 

SCHEDULE A

REVLON CODE OF BUSINESS CONDUCT

 

 

SCHEDULE B

REVLON CODE OF ETHICS FOR SENIOR FINANCIAL OFFICERS

 

 

SCHEDULE C

A “Change of Control” shall be deemed to have occurred if the event set forth in any one of the
following paragraphs shall have occurred:

(i) any Person, other than one or more Permitted Holders, is or becomes the beneficial owner
(as defined in Rules 13d-3 and 13d-5 under the Exchange Act, except that for purposes of
this definition a Person will be deemed to have “beneficial ownership” of all shares that
any such Person has the right to acquire, whether such right is exercisable immediately or
only after the passage of time), directly or indirectly, of more than 50% of the total
voting power of the Voting Stock of the Company; provided that under such circumstances the
Permitted Holders do not have the right or ability by voting power, contract or otherwise to
elect or designate for election a majority of the Board of Directors of the Company (for the
purposes of this clause (i) and clause (iii), such other Person will be deemed to
beneficially own any Voting Stock of a specified corporation held by a parent corporation,
if such other Person beneficially owns, directly or indirectly, more than 50% of the voting
power of the Voting Stock of such parent corporation and the Permitted Holders do not have
the right or ability by voting power, contract or otherwise to elect or designate for
election a majority of the Board of Directors of such parent corporation);

(ii) during any period of two consecutive years, individuals who at the beginning of such
period constituted the Board of Directors of the Company (together with any new directors
whose election by such Board of Directors or whose nomination for election by the
shareholders of the Company was approved by a vote of 66-2/3% of the directors of the
Company then still in office who were either directors at the beginning of such period or
whose election or nomination for election was previously so approved) cease for any reason
to constitute a majority of the Board of Directors of the Company then in office;

(iii) the shareholders of the Company approve a plan of complete liquidation or dissolution
of the Company or there is consummated an agreement for the sale or disposition by the
Company of all or substantially all of the Company’s assets to an entity in which any
Person, other than one or more Permitted Holders is or becomes the Beneficial Owner (as
defined in Rules 13d-3 and 13d-5 under the Exchange Act, except that for purposes of this
definition a Person will be deemed to have “beneficial ownership” of all shares that any
Person has the right to acquire, whether such right is exercisable immediately or only after
the passage of time), directly or indirectly, of securities of such entity representing 50%
or more of the combined voting power of such entity’s Voting Stock, and the Permitted
Holders “beneficially own” (as so defined) directly or indirectly, in the aggregate a lesser
percentage of the total voting power of the Voting Stock of such entity than such other
Person and do not have the right or ability by voting power, contract or otherwise to elect
or designate for election a majority of the Board of Directors of such entity; or

(iv) a “Change of Control” shall have occurred under, and as defined in, the indenture
governing Revlon Consumer Products Corporation’s 8 5/8% Senior Subordinated Notes

 

 

Due 2008 or any other Subordinated Obligations of Revlon Consumer Products Corporation so
long as such 8 5/8% Senior Subordinated Notes Due 2008 or Subordinated Obligations are
outstanding.

Notwithstanding the foregoing, a “Change of Control” shall not be deemed to have occurred by virtue
of the consummation of any transaction or series of integrated transactions immediately following
which the record holders of the common stock of the Company immediately prior to such transaction
or series of transactions continue to have substantially the same combined voting power of the
Voting Stock in an entity which owns all or substantially all of the assets of the Company
immediately following such transaction or series of transactions.

“Capital Stock” of any Person shall mean any and all shares, interests, rights to purchase,
warrants, options, participations or other equivalents of or interests in (however designated)
equity of such Person, including any Preferred Stock, but excluding any debt securities convertible
into or exchangeable for such equity.

“Company” means Revlon, Inc. together with its subsidiaries, including, without limitation, Revlon
Consumer Products Corporation.

“8 5/8% Senior Subordinated Notes Due 2008” means Revlon Consumer Products Corporation’s 8 5/8%
Senior Subordinated Notes due 2008 and any notes exchanged therefore.

“Exchange Act” shall mean the Securities Exchange Act of 1934, as amended from time to time.

“Permitted Holders” means Ronald O. Perelman (or in the event of his incompetence or death, his
estate, heirs, executor, administrator, committee or other personal representative (collectively,
“heirs”)) or any Person controlled, directly or indirectly, by Ronald O. Perelman or his heirs.

“Person” shall have the meaning given in Section 3(a)(9) of the Exchange Act, as modified and used
in Sections 13(d) and 14(d) thereof, except that such term shall not include (i) the Company or any
of its subsidiaries, (ii) a trustee or other fiduciary holding securities under an employee benefit
plan of the Company or any of its affiliates, (iii) an underwriter temporarily holding securities
pursuant to an offering of such securities, or (iv) a corporation owned, directly or indirectly, by
the stockholders of the Company in substantially the same proportions as their ownership of stock
of the Company.

“Preferred Stock,” as applied to the Capital Stock of the Company, means Capital Stock of any class
or classes (however designated) which is preferred as to the payment of dividends, or as to the
distribution of assets upon any voluntary or involuntary liquidation or dissolution of the Company,
over shares of Capital Stock of any other class of the Company.

“Subordinated Obligations” has the meaning ascribed thereto in the indenture for Revlon Consumer
Products Corporation’s 91/2% Senior Notes due 2011.

“Voting Stock” means all classes of Capital Stock of the Company then outstanding and normally
entitled to vote in the election of Directors.

2EX-10.2

Exhibit 10.2

REVLON EXECUTIVE SEVERANCE PAY PLAN

(Effective April 1, 2009)

SUMMARY PLAN DESCRIPTION

PURPOSE

It is the intent of the Revlon Executive Severance Pay Plan (the “Plan”) to provide non-binding
guidelines for the granting of separation pay, and other benefits, to certain employees that have
been terminated for reasons unrelated to performance or conduct. This Plan is intended to provide
some financial support for an employee during a time period after separation to enable him/her to
seek new employment, relative to his or her position and tenure.

The information in this document is your Summary Plan Description provided in accordance with

the Employee Retirement Income Security Act of 1974, as amended (“ERISA”).

In addition, the benefits provided by this Plan do not create a contract of employment or confer

any right of any person to be retained in the employ of the Company. Revlon Consumer Products

Corporation reserves the right to change or discontinue the Plan (and/or these benefits), in

whole or in part, at any time and for any reason, without advance notice to eligible employees

and/or their dependents or beneficiaries.

This document supersedes all earlier descriptions of the Plan and Plan documents.

APPLICATION

This Plan applies to all eligible terminations of employment, on or after the effective date of
April 1, 2009, by Revlon Consumer Products Corporation and participating employers in the United
States (the “Company”). This Plan document supersedes any and all prior Plan descriptions,
including, without limitation, the Revlon Executive Severance Pay Plan as amended effective
September 21, 2006. The acceptance of any separation pay, or other benefits, under this Plan shall
constitute a waiver of any severance or separation pay the employee would have been entitled to
under any other severance or separation pay plans, programs, policies or practices of the Company.

Page 1 of 13

 

ELIGIBILITY

An employee is eligible to participate in the Plan if:

	•	 	The employee is employed by the Company as defined above;
	 
	•	 	The employee is classified in executive grades 13 or equivalent and above;
	 
	•	 	The employee executes and complies with the terms of a release and confidentiality
agreement satisfactory to the Company in its sole discretion;
	 
	•	 	The employee executes and complies with the terms of the Company’s Employee Agreement as to
Confidentiality and Non-Competition then in effect during all periods of employment and during
all periods for which separation pay is provided; and
	 
	•	 	The employee is terminated due to circumstances other than those described in the
“Exclusions” section of this Plan.

In all cases, separation pay is awarded at the Plan Administrator’s discretion.

A person will not be eligible to participate in the Plan if he or she has been classified by the
Company as an independent contractor in accordance with the Company’s standard personnel practices,
regardless of whether such person may thereafter be held to be a common law employee of the Company
by a court, the Internal Revenue Service or any other relevant federal, state or local governmental
authority or agency.

EXCLUSIONS

	1.	 	Separation pay will not be granted, under any circumstances, to an employee who leaves the
Company voluntarily, including, without limitation, by:

	 	a.	 	Resignation; or
	 
	 	b.	 	Retirement, including, but not limited to, retirement under the terms of the
Revlon Employees’ Retirement Plan or any other pension plan that might be provided by
the Company.

	2.	 	Separation pay will not be granted to an employee who is discharged for good reason as
determined by the Company in its sole discretion, including, without limitation, for:

	 	a.	 	Unsatisfactory work performance, conduct or attitude, including, but not
limited to: poor quality of work; lack of dependability; poor communication; inability
to develop satisfactory internal and/or external relationships; poor judgment; poor
organizational abilities; inability to handle volume of work; lack of job knowledge or
technical skills; inability to work independently; lack of motivation; ineffectual
problem solving; or inability to make decisions;

Page 2 of 13

 

	 	b.	 	Violation of Company policy, including, without limitation, the Code of
Business Conduct;
	 
	 	c.	 	Misappropriation or unauthorized disclosure of confidential information, trade
secrets or corporate opportunities;
	 
	 	d.	 	Violation of the Employee Agreement as to Confidentiality and Non-Competition;
	 
	 	e.	 	Negligent failure to safeguard Company property or negligently defacing or
destroying Company property;
	 
	 	f.	 	Engaging in physical violence or threatening conduct in connection with
employment;
	 
	 	g.	 	Insubordination;
	 
	 	h.	 	Commission of an act which constitutes a felony or misdemeanor under applicable
Federal, State, foreign or local law;
	 
	 	i.	 	Unlawful manufacture, distribution, dispensation, possession or use of a
controlled substance on Company premises or while conducting Company business off
Company premises;
	 
	 	j.	 	Misappropriation, falsification and/or unauthorized alternation of Company
records;
	 
	 	k.	 	Possession of firearms or lethal weapons of any kind on Company premises or
while conducting Company business off Company premises, without Company authorization;
	 
	 	l.	 	Conflict of interest, not duly reported and approved in accordance with the
Company’s Conflict of Interest Policy;
	 
	 	m.	 	Sabotage, malicious adulteration of product, or industrial espionage; or
	 
	 	n.	 	Commission of any other act that is detrimental to the Company’s business or
reputation.

	3.	 	Separation pay will not be granted where the Company sells or otherwise disposes of the
business or unit in which the employee was employed, and either:

	 	a.	 	the employee accepts employment with the buyer of those operations, or
	 
	 	b.	 	the employee rejects an offer of employment by the buyer involving compensation
and benefits substantially equivalent, taken as a whole, and determined in the

Page 3 of 13

 

Company’s sole discretion, to the employee’s compensation and benefits with the Company.

	4.	 	If subsequent to the commencement of separation pay the Company discovers that the employee
committed acts while employed which would have constituted good reason under paragraph 2
above, or discovers that the employee at any time violated either of the release and
confidentiality agreement described in the ELIGIBILITY Section above or the Employee Agreement
as to Confidentiality and Non-Competition described above, the Company may cease further
separation payments and may require the employee to reimburse the Company for all separation
payments previously made.

ADMINISTRATION 

	1.	 	Separation Pay: There is no guarantee of any amount of separation pay or benefits to
any employee. However, separation benefits may be awarded at the discretion of the Plan
Administrator based upon factors such as the employee’s position and length of service with
reference to the Separation Pay Guidelines below or otherwise, provided that the employee
meets all of the eligibility requirements described in the “Eligibility” section hereof. In
determining whether, and how much separation pay, to award in any individual case the Plan
Administrator may, in its sole discretion, consider the circumstances of the employee’s
termination and the employee’s tenure and performance history, among other factors. For
purposes of the application of the Separation Pay Guidelines, 4 weeks of severance shall be
considered one calendar month.

Separation Pay Guidelines

	 	 	 	 	 	 	 
	 	 	 	 	Supplemental	 	 
	 	 	 	 	Severance Period 2	 	 
	 	 	 	 	weeks Per Full Year of	 	Total Maximum
	Executive	 	 	 	Service to a Maximum	 	Combined Benefit
	Grade Level	 	Basic Severance Period	 	of:	 	(“Severance Period”)
	20 and above
	 	12 months
	 	6 months
	 	18 months
	16 - 19
	 	  6 months
	 	6 months
	 	12 months
	13 - 15
	 	  3 months
	 	9 months
	 	12 months

	2.	 	Method of Payment: Generally, if separation benefits are awarded, an eligible
employee’s base salary will continue at the same rate, and in the same manner, as was in
effect on the date of his or her termination, for the duration of the severance pay period.
However, the Company, in its sole discretion, may elect to pay separation benefits in any
form.
	 
	 	 	Notwithstanding any provision herein, in all cases, separation benefits awarded under this
Plan will be paid in good faith compliance, and in an amount, time and manner in compliance,
with the terms and requirements of the Internal Revenue Code, including, without limitation,
and, to the extent required by, Section 409A and any successor provisions, without the
Company or the employee incurring additional taxes, penalties or fees pursuant to Internal
Revenue Code Section 409A.  Among other things, if the

Page 4 of 13

 

terminated employee is a “Specified Employee” under Section 409A, the Company will award
separation benefits to such employee pursuant to the terms and conditions of this Plan if
such termination constitutes a “separation from service” under Section 409A. To the extent
required under Section 409A, the Company will not make any such payments until at least six
months after such employee’s “separation from service”. Upon expiration of such 6-month
period or as otherwise provided by Section 409A, the Company will pay such employee a
lump-sum equal to all payments that would otherwise have been paid to such employee pursuant
to the terms and conditions of this Plan from the date of his or her “separation from
service” through the expiration of such 6-month period. Upon expiration of such 6-month
period, the Company will make the payments at the rates and times set forth in this Plan.
Notwithstanding the foregoing, in the event the Company makes a good faith determination
that benefits payable under this Plan are not subject to, or are made in a manner compliant
with, Section 409A, then the Company shall not be liable for any taxes or penalties imposed
on any person by a contrary determination of the Internal Revenue Service or any court of
law.

If severance pay or benefits under this Plan result from termination of employment due to a
change of control of Revlon, Inc., the amounts scheduled may, if the Company elects in its sole
discretion in the case of any particular employee, be cut back as necessary to prevent the
employee from incurring the 20% excise tax imposed under federal law on executives who receive
“golden parachute” awards.

	3.	 	Tax Withholding: Required Federal, State and local taxes will be withheld from all
payments made under this Plan in accordance with applicable law.
	 
	4.	 	Reduction for Pension Enhancement: If an employee is involuntarily terminated in
connection with a reduction in force or layoff implemented by the Company, for which the
Company in its sole discretion has elected to provide for enhanced pension benefits under any
pension plan maintained by the Company, the amount payable to the employee pursuant to this
Plan shall be reduced by the Actuarial Value of such enhanced pension benefits if the employee
is eligible (with or without such enhanced pension benefits) to receive an immediate pension
under such plan as of his or her date of termination. For purposes of this Section, the
Actuarial Value of any enhanced pension benefits made available to the employee shall be
determined based on the actuarial assumptions and methodologies used with respect to the plan
to determine liabilities in accordance with the Statement of Financial Accounting Standards
No. 87 (Employers’ Accounting for Pensions) or any amendments thereto or any successor
standards.
	 
	5.	 	Coordination of Separation Pay Benefits: Separation pay benefits awarded to the
employee shall be reduced by compensation payable to the employee as a result of (a) other
severance or termination payments (other than unpaid vacation) due from sources other than
this Plan; and (b) any payments required by federal, state or local law in any jurisdiction
and/or foreign laws, rules, regulations or practices, because of the termination of the
employee’s employment or any related notice requirement, including, without limitation, under
the

Page 5 of 13

 

W.A.R.N. Act or any local equivalent, including termination, indemnity, redundancy pay or pay in
lieu of notice.

	6.	 	Other Benefits:

	 	a.	 	Continuation of Medical/Dental/Vision/Employee Assistance Benefits: If an
eligible employee (and/or his or her dependents) participates in the Medical, Dental,
Vision Care and/or Employee Assistance programs under the Company’s Master Welfare Benefit
Plan (together, the “Benefit Programs”) at the time of employment termination, the employee
(and/or his or her dependents) will be permitted to continue such participation in the
Benefits Programs as provided by federal law (“COBRA”); provided that the employee
timely elects to participate in such benefits and makes any and all premium payments set
forth in this Section 6(a) in such manner as required and acceptable to the Company. For
the Severance Period, the employee may continue participation in such Benefit Programs by
continuing to pay premiums to the Company at the contribution level in effect for active
employees until the earliest to occur of (1) the end of any Severance Period; (2) the
expiration of the maximum required period for continuation coverage under applicable
federal law for which the employee would be eligible; or (3) when the employee becomes
covered by medical, dental and/or vision plans of another employer or becomes eligible for
Medicare. Upon expiration of the Severance Period, the employee may continue to participate
in the Benefit Programs under COBRA for the remainder of the maximum period for
continuation coverage required under applicable federal law for which the employee would be
eligible by the employee paying premiums to the Company at the applicable rate for COBRA
continuation contributions; provided that to remain eligible for such period the
employee (and/or his or her dependents) must (i) make any and all premium payments at the
full rate applicable for COBRA continuation contributions, in such manner as required and
as acceptable to the Company; and (ii) submit evidence of non-coverage as the Company may
request from time to time. Continued participation in the Company’s other group welfare
benefit plans will be governed by the terms and conditions of the plans as in effect when
employment terminates, provided that if such plans are amended as to the group of employees
in which the employee was included at the time of termination, the newer provisions shall
apply.
	 
	 	b.	 	The Revlon Health Care Flexible Spending Program: If an eligible employee
participates in The Revlon Health Care Flexible Spending Program at the time of
termination, he or she may be eligible to continue participation under the provision of
COBRA, as amended, on an after-tax basis.
	 
	 	c.	 	Outplacement Services: The Company, in its sole discretion, may provide
outplacement services to employees upon termination.
	 
	 	d.	 	Other Plans, Policies and Programs: This Plan is not intended to describe the
provisions or administrative practices of any other plan, policy or program. Any benefits
that may be available under any other such plan, policy or program must be determined
solely in

Page 6 of 13

 

accordance with the terms and administrative provisions of such plan, policy or program, as
in effect at the time of termination.

	7.	 	Non-Competition: The non-competition provision of the Employee Agreement as to
Confidentiality and Non-Competition shall remain in effect for the full duration of the period
that severance benefits are awarded under this Plan without regard to the schedule, form or
manner of payment.
	 
	8.	 	Employment Contracts or Other Written Agreements In Effect: If, on the date of
termination, an employment contract or other written agreement between an eligible employee
and the Company is in effect, which sets forth the separation pay and other benefits payable
to such eligible employee upon termination, then, unless otherwise provided by the terms of
such written agreement, the eligible employee will be entitled to the greater of the
separation pay and other benefits provided for in such employment contract or agreement, or
the separation pay and other benefits payable in accordance with this Plan.
	 
	9.	 	Non-Uniform Determinations: The Plan Administrator’s determinations under this Plan
need not be uniform and may be made selectively among the persons who receive, or are eligible
to receive, awards hereunder (whether or not such persons are similarly situated).
	 
	10.	 	Plan Construction: Revlon Consumer Products Corporation has the final authority with
respect to the construction, interpretation and application of the terms of the Plan and the
eligibility for separation pay or other benefits under this Plan. Revlon Consumer Products
Corporation’s decisions in all such matters are final and binding. Employees who have
questions with respect to this Plan may contact Revlon Consumer Products Corporation’s
senior-most Human Resources executive or his/her designee.

AMENDMENT OR TERMINATION OF PLAN

Revlon Consumer Products Corporation reserves the right to amend, modify or terminate this Plan or
any portion of it at any time, and for any reason, in each case without advance notice to eligible
employees and/or their dependents and/or beneficiaries. Any such action may be effected by actions
of the Board of Directors of Revlon Consumer Products Corporation or officers expressly authorized
by the Board. Any such action shall be in writing.

LEGALLY REQUIRED INFORMATION ABOUT THE PLAN

Plan Administrator and Plan Administration

The Plan Administrator is Revlon Consumer Products Corporation. Revlon Consumer Products
Corporation may allocate and assign any of its responsibilities and duties for the operation
and administration of the Plan to such other person or persons as it determines is
appropriate.

Page 7 of 13

 

The Plan Administrator has complete discretionary authority to interpret the Plan and
determine any and all questions or disputes relating to the Plan, including but not limited
to eligibility for benefits under the Plan. The Plan Administrator’s decisions regarding
the Plan and Plan benefits are final, conclusive and binding.

The Plan Administrator may be contacted at:

Revlon Consumer Products Corporation

  Attention: Executive Vice President, Human Resources

237 Park Avenue

New York, New York 10017

212-527-4000

Agent for Service of Legal Process

Service of legal process may be made to the General Counsel, Revlon Consumer Products
Corporation at the address given below for the Plan Sponsor.

Plan Information

Lead Employer and Plan Sponsor:

Revlon Consumer Products Corporation

237 Park Avenue

New York, New York 10017

212-527-4000

A list of the other participating employers may be obtained upon written request to the Plan
Administrator or may be examined, without charge, at the Plan Administrator’s office.

Employer Identification Number (EIN): 13-3662953

Plan Name: Revlon Executive Severance Pay Plan

Plan Number: 507

Plan Year

The Plan’s plan year for purposes of maintaining the records of the Plan is the calendar
year.

Page 8 of 13

 

Type of Plan and Funding

The Plan is a severance pay plan which is intended to constitute an employee welfare benefit
plan under ERISA and is not a qualified plan under the Internal Revenue Code. The Plan is
unfunded. As an unfunded plan all benefits are paid from the general assets of the Company.
No funds are set aside or held in trust to secure any benefits that may be offered to
eligible employees under the Plan.

Governing Law

The Plan and all rights thereunder shall be governed by the laws of the State of New York,
except to the extent preempted by ERISA.

Benefit Claims Procedure

An awarded benefit under the Plan will be paid to you as a matter of course; accordingly,
there is no need to file a claim for Plan benefits with the Plan Administrator other than
completing any administrative forms which may be required by the Plan Administrator, as well
as the release and confidentiality agreement and the Employee Agreement as to
Confidentiality and Non-Competition prescribed by the Company.

If you feel you are entitled to a benefit under the Plan and did not receive it, you must
file a written claim for benefits with the Plan Administrator within six months of your
separation from your employment with the Company. If you dispute the amount of your benefit
under the Plan, you may file a claim with the Plan Administrator. Benefit claim
determinations will be made in accordance with the terms of the Plan and any administrative
procedures adopted under the Plan.

A request for Plan benefits will be considered a claim for Plan benefits, and it will be
subject to a full and fair review. If your claim is wholly or partially denied, the Plan
Administrator will furnish you with a written notice of this denial. This written notice
must be provided to you within 90-days after the receipt of your claim by the Plan
Administrator. In certain circumstances the Plan Administrator may take an additional
90-days to make its decision if it notifies you prior to the expiration of the initial
90-day period that it needs this time, the reasons for this extension and the date by which
it expects to render its benefit determination. You may, but are not obligated to, agree to
any other extension of time for a decision on your claim. The period of time within which a
benefit determination is required to be made will begin at the time a claim is filed,
without regard to whether all the information necessary to make a benefit determination
accompanies the filing.

A written notice of denial of your benefit claim will contain the following information:

	 	•	 	the specific reason or reasons for the adverse determination;

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	 	•	 	specific reference to those Plan provisions on which the denial is based;
	 
	 	•	 	a description of any additional information or material necessary to correct
your claim and an explanation of why such material or information is necessary; and
	 
	 	•	 	a description of the Plan’s review procedures and the time limits applicable to
such procedures, including a statement of your or your beneficiary’s right to right to
file a suit under section 502(a) of ERISA following an adverse benefit determination on
review.

If your claim has been denied, and you wish to submit your claim for review, you must follow
the “Claims Appeal Procedure” described below.

Claims Appeal Procedure

If your claim for benefits is denied, you or your duly authorized representative may file an
appeal of the adverse determination with the Plan Administrator which will review your claim
and the initial adverse determination. You or your duly authorized representative must file
your appeal of the denial within 60 days after you receive notification that your benefit
claim is denied. You will have the opportunity to submit written comments, documents,
records, and other information relating to the claim for benefits. In addition, you will be
provided, upon request and free of charge, reasonable access to, and copies of, all
documents, records, and other information relevant to your claim for benefits. A document,
record, or other information will be considered “relevant” to a claim if such document,
record, or other information (i) was relied upon in making the benefit determination; (ii)
was submitted, considered, or generated in the course of making the benefit determination,
without regard to whether such document, record, or other information was relied upon in
making the benefit determination; or (iii) demonstrates compliance with administrative
processes and safeguards, to the extent required by regulations and other guidance of
general applicability issued by the Department of Labor.

In its review the Plan Administrator will take into account all comments, documents,
records, and other information submitted relating to the claim, without regard to whether
such information was submitted or considered in the initial benefit determination.

The Plan Administrator will review your claim within 60 days after the Plan Administrator’s
receipt of your written request for review of your claim. There may be special
circumstances when this 60-day period may be extended by the Plan Administrator to up to 120
days after receipt by the Plan Administrator of your request for review of your claim. You
will receive advance written notice of an extension of the 60-day review period prior to the
expiration of the initial 60-day period which will state the reasons for this extension and
the date by which the Plan Administrator expects to render its benefit determination. You
may, but are not obligated to, agree to any other extension of time for a decision on your
appealed claim. The period of time within which

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a benefit determination on review is required to be made will begin at the time an appeal is
filed, without regard to whether all the information necessary to make a benefit
determination on review accompanies the filing. In the event that the review period is
extended due to your failure to submit information necessary to decide a claim, the period
for making the benefit determination on review will be suspended from the date on which the
notification of the extension is sent to you until the earlier of 45 days from the date of
such notification or the date on which you respond to the request for additional
information. If you do not provide the requested information, your claim may be denied on
appeal. The Plan Administrator will provide you with written or electronic notice of its
decision on your appealed claim.

If your claim is denied on appeal, the Plan Administrator’s decision on your claim on appeal
will be communicated to you in writing and will contain (i) the specific reason or reasons
for the adverse determination; (ii) reference to the specific Plan provisions on which the
benefit determination is based; (iii) a statement that you are entitled to receive, upon
request and free of charge, reasonable access to, and copies of, all documents, records, and
other information relevant to your claim for benefits; and (iv) a statement describing your
right to file a law suit under section 502(a) of ERISA.

If you do not timely utilize the Plan’s benefit claims procedures provided above, including
the claims appeal process, it is possible that any further legal action you pursue may be
dismissed due to your failure to “exhaust” the Plan’s administrative claims review process.

ERISA Rights Statement

As a participant in the Revlon Separation Pay Plan you are entitled to certain rights and
protections under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA
provides that employee benefit plan participants shall be entitled to:

Receive Information About Your Plan and Benefits

     Examine, without charge, at the Plan Administrator’s office, all documents governing
the plan, including a copy of the latest annual report (Form 5500 Series) filed with the
U.S. Department of Labor and available at the Public Disclosure Room of the Employee
Benefits Security Administration, if applicable.

     Obtain, upon written request to the Plan Administrator, copies of documents governing
the operation of the plan, including copies of the latest annual report (Form 5500 Series),
if applicable, and any updated summary plan description. The Administrator may require a
reasonable charge for the copies.

Prudent Actions by Plan Fiduciaries

     In addition to creating rights for plan participants, ERISA imposes duties upon the
people who are responsible for the operation of the employee benefit plan. The people

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who operate your plan, called “fiduciaries” of the plan, have a duty to do so prudently and
in the interest of you and other plan participants. No one, including your employer, or any
other person, may fire you or otherwise discriminate against you in any way to prevent you
from obtaining a benefit or exercising your rights under ERISA.

Enforce Your Rights

     If your claim for a benefit is denied or ignored, in whole or in part, you have a right
to know why this was done, to obtain copies of documents relating to the decision without
charge, and to appeal any denial, all within certain time schedules.

     Under ERISA, there are steps you can take to enforce the above rights. For instance, if
you request a copy of plan documents or the latest annual report and do not receive them
within 30 days, you may file suit in a Federal court. In such a case, the court may require
the Plan Administrator to provide the materials and pay you up to $110 a day until you
receive the materials, unless the materials were not sent because of reasons beyond the
control of the Plan Administrator. If you have a claim for benefits which is denied or
ignored, in whole or in part, you may file suit in a state or Federal court, after
following the claims and appeals process described above in the section entitled “Benefit
Claims Procedure” above. If you fail to fully and timely utilize the Plan’s administrative
claims and appeals process, it is possible that any suit you file may be dismissed due to
your failure to “exhaust” the Plan’s claims and appeals process. If it should happen that
you are discriminated against for asserting your rights, you may seek assistance from the
U.S. Department of Labor, or you may file suit in a Federal court. The court will decide who
should pay court costs and legal fees. If you are successful, the court may order the person
you have sued to pay these costs and fees. If you lose, the court may order you to pay these
costs and fees, for example, if it finds your claim is frivolous.

Assistance with Your Questions

     If you have any questions about this Plan, you should contact the Plan Administrator.
If you have any questions about this Statement or about your rights under ERISA, or if you
need assistance in obtaining documents from the Plan Administrator, you should contact the
nearest office of the Employee Benefits Security Administration, U.S. Department of Labor,
listed in your telephone directory or the Division of Technical Assistance and Inquiries,
Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue
N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and
responsibilities under ERISA by calling the publications hotline of the Employee Benefits
Security Administration.

The above statement of your ERISA rights was created by the U.S. Department of Labor and is
required by law. By including the statement of your ERISA rights, the Plan Administrator,
the Company, the plan fiduciaries and their agents make no representation about the legal
accuracy of its content. The statement of your ERISA rights should in no way be construed
as legal advice.

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The information in this document is your Summary Plan Description provided in accordance with

the Employee Retirement Income Security Act of 1974, as amended (“ERISA”).

In addition, the benefits provided by this Plan do not create a contract of employment or confer

any right of any person to be retained in the employ of the Company. Revlon Consumer Products

Corporation reserves the right to change or discontinue the Plan (and/or these benefits), in

whole or in part, at any time and for any reason, without advance notice to eligible employees

and/or their dependents or beneficiaries.

This document supersedes all earlier descriptions of the Plan and Plan documents.

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