Document:

First Amendment to the Employee Welfare Benefits Plan

 Exhibit 10.64 
 FIRST AMENDMENT 
 TO THE 
 NALCO COMPANY EMPLOYEE WELFARE BENEFITS PLAN 
 (Effective January 1, 2007) 
 WHEREAS, Nalco Company (the
“Company”), maintains the Nalco Company Employee Welfare Benefits Plan, as amended and restated effective January 1, 2007 (the “Plan”) for the benefit of eligible employees of the Company and its related employers who have
adopted the Plan; and 
 WHEREAS, pursuant to Sections 11.2 of the Plan, the Company’s Employee Benefit Plan
Administration Committee (“EBPAC”) has authority to amend the Plan; and 
 WHEREAS, EBPAC desires to amend the
Plan to comply with recent changes in the law, including the requirements of the Genetic Information Nondiscrimination Act of 2008, the Children’s Health Insurance Program Reauthorization Act of 2009, and Michelle’s Law; to provide certain
benefits to domestic partners; to implement a new wellness program for participants in the medical plan; and to make certain other changes; and 
 NOW, THEREFORE, BE IT RESOLVED, that EBPAC hereby amends the Plan effective as of January 1, 2010, except as otherwise provided for below, as follows: 
 1. Section 2.11 of the Plan is amended as follows: 
  

	(i)	by inserting the following as a new subsection (b) and redesignating the other subsections accordingly: 

  

	 	“(b)	One adult who is the Eligible Employee’s Domestic Partner;” 

  

	(ii)	by substituting the phrase “The Eligible Employee’s, spouse’s or Domestic Partner’s” for the phrase “The Eligible Employee’s or
spouse’s” where it occurs in newly designated subsections 2.11(c), (d) and (e), 

  

	(iii)	by replacing current subsection (f) in its entirety with the following: 

  

	 	“(f)	An unmarried child (as defined in Subsections 2.11(c) through (e) above, but without regard to the age 19 limit) who is age 23 or older who is and continues to be
both: 

  

	 	(i)	incapable of self-sustaining employment by reason of a mental or physical handicap; and 

  

	 	(ii)	chiefly dependent on the Eligible Employee for economic support and maintenance; 

 provided that such child was covered by the Plan before reaching the otherwise applicable limiting age described in this Section 2.11,
or in the case of a new Eligible Employee, such child was covered by other comparable coverage. 

 Proof of such incapacity must be provided to the Plan Administrator annually, and in the
case of an individual who was a Dependent under Subsections 2.11(c) through (e) above, within 60 days of the date on which such individual’s coverage ends due to ineligibility under Subsections 2.11(c) through (e).” 
  

	(iv)	by inserting the following at the end thereof: 

 “Notwithstanding anything in this Section 2.11 or the Plan to the contrary, if a Dependent child who is enrolled in the Plan on the basis of being a full-time student at an accredited school is
on a medically necessary leave of absence from that school (or has experienced some other change in enrollment at the school due to medical necessity) due to the Dependent’s serious illness or injury, coverage of such Dependent under the Plan
will continue for up to one year following the date the medically necessary leave of absence (or school enrollment change) began, provided that such Dependent is under age twenty-three and that the Plan Administrator has received proof from a
treating physician of the Dependent which states that the Dependent is suffering from a serious illness or injury and that the leave of absence (or other change of enrollment) is medically necessary. The Plan Sponsor will extend coverage
under this paragraph only if the Eligible Employee provides the Plan Administrator the required proof within 60 days of the date the dependent’s coverage would otherwise have terminated.” 
 2. Article II is amended by inserting the following as a new Section 2.13A immediately following Section 2.13 and before Section 2.14:

  

	 	“2.13A.	Domestic Partner  

 ‘Domestic Partner’ means an individual of the same sex or opposite sex as a Participant, who has entered into a domestic partnership with the Participant where such individual and the Participant: 
  

	 	(a)	Are each other’s sole domestic partners and intend to remain so indefinitely; 

  

	 	(b)	Are at least 18 years of age and mentally competent to consent to contract; 

  

	 	(c)	Are neither married to an individual outside of the domestic partnership nor are a member of another domestic partnership; 

  

	 	(d)	Are jointly responsible for each other’s common well-being and financial obligations; 

  

	 	(e)	Are not related by blood to the degree of closeness that would prohibit a legal marriage in the state of residence; and 

  

	 	(f)	Have lived together in the same principal residence for at least six (6) months and intend to do so indefinitely. 

 The Eligible Employee and Domestic Partner must provide such documentation as EBPAC may require as evidence of the permanency of the
relationship and their financial interdependence and joint responsibility.” 
  

 2 

 2. Section 2.22 of the Plan is amended by inserting the following new sentence at the end thereof:

 “Notwithstanding anything in the Plan to the contrary, the health expenses of a Participant’s Domestic Partner may
only be reimbursed from the Health Care Flexible Spending Account if the Domestic Partner is the Participant’s Tax Dependent.” 
 3.
Article II is amended by inserting the following as a new Section 2.35A immediately following Section 2.35 and before Section 2.36: 
  

	 	“2.35A.	Tax Dependent 

 ‘Tax
Dependent’ means and individual who is a Participant’s ‘dependent’ under Section 152 of the Code, as modified for health coverage purposes.” 
 4. Effective as of April 1, 2009, Paragraph 3.2(b)(iii) of the Plan is amended by inserting the following new phrase at the end thereof: 
 “; provided, however, in the case of a triggering event under Section 9801(f)(3)(A) of the Code, within sixty (60) days of the
triggering event.” 
 5. Section 4.2 is amended by inserting the following at the end of the first paragraph thereof: 
 “Notwithstanding anything in the Plan to the contrary, any benefits provided to an individual who is not the Participant’s Tax
Dependent shall be provided on an after-tax basis.” 
 6. Section 4.5 of the Plan is amended by inserting the following at the end
thereof: 
 “Notwithstanding any provision herein to the contrary, a Participant’s Domestic Partner may elect
continuation coverage under this Section 4.5, even if the Domestic Partner is not a Tax Dependent, provided that a non-Tax Dependent Domestic Partner shall not be eligible to elect coverage under the Health Care Flexible Spending Account.”

 7. Section 4.8 of the Plan is by inserting the following phrase immediately following the phrase “Mental Health Parity Act”
where it occurs therein: 
 “and the Mental Health Parity and Addiction Equity Act of 2008” 
 8. Paragraph 5.5(a)(iii) of the Plan is amended by inserting the following at the end thereof: 
 “or the Children’s Health Insurance Program Reauthorization Act of 2009” 
 9. Effective as of as of April 1, 2009, Subsection 5.5(c) of the Plan is amended by inserting the following new sentence at the end of the second
paragraph thereof: 
 “Notwithstanding anything in this paragraph to the contrary, in the case of a triggering event under
Section 9801(f)(3)(A) of the Code, an election must be made within sixty (60) days of the triggering event (rather than thirty-one (31) days).” 
  

 3 

 10. Effective as of April 1, 2009, Subsection 6.2(c) of the Plan shall be amended by adding the
following new phrase at the end thereof: 
 “or, in the case of a triggering event under Section 9801(f)(3)(A) of the
Code, within sixty (60) days of the triggering event.” 
 11. Section 6.6 of the Plan is amended by replace the phrase,
“$3,000” with the phrase, “$5,000” where it appears therein. 
 12. Sections 6.7 of the Plan is amended by inserting the
following at the end of the first sentence thereof: 
 “; provided, however, that a Participant shall only be entitled to
reimbursement for the eligible health care expenses of his or her Domestic Partner during a Plan Year if the Domestic Partner is the Participant’s Tax Dependent” 
 13. Section 6.11 of the Plan is amended by inserting the following between the words “spouse” and “shall” where such words occur in the second sentence thereof: 
 “, or a Participant’s non-Tax Dependent Domestic Partner who are not Tax Dependents of the Participant” 
 14. Section 7.4 of the Plan is amended by replacing the phrase “Section 7.11” where it occurs therein with the phrase “Section
7.10” and inserting the following immediately before the parenthetical in the last sentence thereof: 
 “or Domestic
Partner, if any,” 
 15. Subsection 7.4(c) of the Plan is amended by inserting the following after the second semi colon thereof and
replacing the existing designation “(iii)” where it occurs therein with the designation “(iv)”: 
 “(iii) a Participant’s Domestic Partner who is not the Participant’s Tax Dependent;” 
 16. Section 7.8 of the
Plan is amended by inserting a new subsection (e), immediately following current subsection (d), to read as follows: 
 “For
purposes of Subsections 7.8(b), (c), and (d) above, a Participant’s Domestic Partner shall be treated in the same manner as an Eligible Employee’s spouse.” 
 17. Section 7.10 of the Plan is amended by inserting the following new sentences at the end thereof: 
 “A terminated Participant shall be permitted to submit claims for reimbursement for eligible dependent care expenses incurred after such Participant’s termination of employment but during the
Plan Year (or the Grace Period, if any), provided that such Participant timely submits such claims in accordance with the rules established by the Plan Administrator under Section 7.12 of the Plan. Reimbursement of a terminated
Participant’s eligible dependent care expenses may be made only from unused benefits (i.e., from contributions made to the Plan prior to such Participant’s termination of employment, reduced by any reimbursements already made) and only if
all of the requirements of section 129 of the Code are satisfied.” 
  

 4 

 18. Subparagraph 10.1(a)(i)(A) of the Plan is amended inserting the following new phrase at the end thereof:

 “; provided, however, that the Plan’s Workforce shall not use or disclose genetic information for underwriting
purposes.” 
 19. Sections 12.6 of the Plan is amended by inserting the following new subsection (i), immediately following current
subsection (h), to read as follows: 
 “For purposes of this Section 12.6, a Participant’s Domestic Partner shall
be treated in the same manner as a Participant’s spouse.” 
 20. Article XIII of the Plan is amended by inserting the following new
Section 13.6 at the end thereof: 
 “13.6 Restriction on Venue and Limitations on Claims. A Participant or
beneficiary shall have no right to bring any action in connection with the Plan regarding a claim for benefits, unless and until he or she exhausts his or her rights to review under Article VIII of the Plan in accordance with the time frames set
forth therein. Any Participant or beneficiary can bring an action in connection with the Plan only in Federal District Court in Chicago, Illinois. The Participant or beneficiary must bring the cause of action within two years of the final adverse
benefit determination which is being challenged.” 
 *        *        * 
  

 5 

 IN WITNESS WHEREOF, EBPAC has caused this First Amendment to be executed by its duly
authorized members this 30th day of November, 2009. 
  

	
	NALCO COMPANY
	 EMPLOYEE BENEFIT PLAN
 ADMINISTRATION COMMITTEE

	
	  

	Erik Fyrwald
	
	  

	Brad Bell
	
	  

	Steve Landsman
	
	  

	Laurie Marsh
	
	  

	Bob Dompke2009 Productivitiy Success Payments Plan

 Exhibit 10.65 
 NALCO HOLDING COMPANY AND ITS SUBSIDIARIES 
 2009 PRODUCTIVITY SUCCESS PAYMENTS PROGRAM 
  

	A.	Purpose 

 The purpose of
the Nalco Holding Company 2009 Productivity Success Payments Program (“the Program” or “the Plan”) is to reward employees of Nalco Holding Company and certain of its subsidiaries (collectively “the Company”) if the
Company is able to achieve its targeted productivity gains during 2009. 
  

	B.	Plan Year 

 The Program is a one-year plan. The term of the Program year is on a calendar basis beginning on January 1st
2009 and ending on December 31st 2009. 
  

	C.	Effective Date and Termination 

 This Program was approved by the Nalco Holding Company Compensation Committee (“the Committee”) substantially in the form set forth herein on January 22, 2009, and as amended, will become effective retroactively to
January 1, 2009, or such other date as may be required to comply with the requirements of Section 162(m) of the Internal Revenue Code of 1986 as amended (“the Code”). 
  

	D.	Administration of the Program 

 The Program will be administered by the Committee in accordance with guidelines included in this document. The Committee will have sole discretionary authority to interpret and implement the Program, and its determinations shall be final.
Notwithstanding the foregoing, to the extent that the Committee is not comprised solely of members who are “outside directors” within the meaning of Section 162(m) of the Code, the Program shall be administered by a

 
subcommittee of the Committee comprised of outside directors (within the meaning of Code Section 162(m) and, in such event, references in this Program to the Committee shall be deemed to
refer to such subcommittee of the Committee. All awards, individually and collectively, are subject to the discretion of the Committee. Subject to the restrictions imposed by Code Section 162(m) the Committee has the full authority to
(1) vary, withhold, grant, or reinstate awards; (2) to vary or eliminate performance goals, targets, and metrics; and (3) to determine, calculate, and vary performance assessments. The Committee shall provide how any performance
goals, targets and metrics shall be adjusted to the extent necessary to prevent dilution or enlargement of any award as a result of extraordinary events or circumstances, as determined by the Committee, or to exclude the effects of extraordinary,
unusual or non-recurring items; changes in applicable laws, regulations, or accounting principles; currency fluctuations; discontinued operations; non-cash items, such as amortization, depreciation, or reserves; asset impairment; or any
recapitalization, restructuring, reorganization, merger, acquisition, divestiture, consolidation, spin-off, split-up, combination, liquidation, dissolution, sale of assets, or other similar corporate transaction; provided, however, that no such
adjustment will be made to the award of a “Covered Employee” (within the meaning of Section 162(m) of the Code), if the effect of such adjustment would cause the award to fail to qualify as “performance based compensation”
within the meaning of Section 162(m) of the Code. 
 If an error is made in calculating the amount of an award, the
Committee reserves the right to correct the award and to request the repayment of any such award which was paid and or to offset the amount of any such award from any severance pay which the Company may wish to pay. 
 The Committee, in its discretion, has delegated certain authorities for the administration of the Program to the Chief Executive Officer and
Head of Human Resources of the Company in this Plan document, and the Committee may delegate to the Chief Executive Officer and Head of Human Resources of the Company the authority, subject to the terms and conditions as the Committee shall
determine to grant and administer awards to participants who are not Covered Employees. 

	E.	Eligibility 

 All
employees of the Company during 2009, except those employees covered by statutorily required compensation increases or those employees designated by the Chief Executive Officer or Head of Human Resources, are included in the Program. This includes
full-time and part-time employees. The Committee may extend awards hereunder in an amount to be determined by the Committee in its sole discretion, to employees covered by statutorily required compensation increases if such required compensation
increases are less than the award such employees would have earned under this Program. There will be two Performance Periods during the year. The first performance period will be January 1, 2009 – June 30, 2009. The second performance
period will by July 1, 2009 – December 31, 2009. Employees who are on short term disability or who return from long term disability during a performance period will be eligible for an award for that performance period. In order to be
eligible for an award under this Program, the employee must remain employed by Nalco on the last date of the Performance Period for which such award was earned. The Committee may, in its discretion, also provide awards, on a pro-rata basis, for the
relevant Performance Period to employees whose positions were eliminated during such Performance Period due to closure of the Chagrin Falls and Hopewell plants. Temporary employees, contract employees and employees on long term disability are not
included in the Program. New employees who are hired by the Company during 2009 will be eligible to participate in the Program on a pro-rata basis, subject to the discretion of the Committee, Chief Executive Officer or Head of Human Resources. The
amount of the award paid to employees hired during 2009 will be prorated based on the number of months employed during the year. 
  

	F.	Target Awards 

 The
Committee will assign a target awards under the Program as a percentage of the participant’s base salary; these targets will be country specific (information for payment percentages in each country will be maintained by the HR country manager
for that country). Everyone within a country will have the same target award, without regard to title or rank. The award will be based on annual base salary as of December 31, 2008. Where applicable, in

 
certain countries, base salary includes 13th, 14th and 15
th month salary and other payments considered by custom as
fixed earnings for the purpose of calculating awards. For non-exempt U.S. employees, the award will be based on year-to-date wages through June 30, 2009 (base salary plus overtime). Base salary includes any direct salary paid in U.S. dollars by
the Company, but does not include vacation bonuses, pay in lieu of vacations, assignment allowances, or any other regular, variable or incentive compensation paid by Nalco. The award actually earned may range from zero to 150% of the target award
depending on the degree to which the specified productivity performance goals are achieved by the Company. Total awards under the Program will be reviewed by the Committee, and the Committee has the discretion to vary the Program, including an
increase or reduction in the amount of the participant’s available award (including a reduction to zero), based on any subjective or objective factors that it determines to be appropriate in its sole discretion; provided, however, in the case
of a Covered Employee, the Committee, the Chief Executive Officer or the Head of Human Resources may reduce (including a reduction to zero), but may not increase the amount of an available award or waive the achievement of the applicable performance
goals. 
  

	G.	Award Levels 

 Awards
earned between target points are based on interpolation of the data. Notwithstanding any provision of the Program or an award agreement to the contrary, in no event may an award earned by a Covered Employee under this Program exceed $750,000
dollars. 
  

	H.	Form and Timing of Payment 

 As described in Exhibit A, a productivity performance goal has been set for the first six months of 2009 (the “First Half Goal”), a productivity performance goal has been set for the second six months of 2009 (the “Second
Half Goal”) and an alternative productivity performance goal has been set for the full year in the event that the First Half Goal is not attained (the “Alternative Annual Goal”). After the end of the first six months of 2009, and
after the end of the second six months of 2009, the Chief Executive Officer and Head of Human Resources shall determine whether and to what extent the First Half Goal, Second Half Goal and Alternative Annual Goal have been attained. If the First
Half Goal is determined to have been met,

 
payment of the awards (the “Success Payments”) are anticipated to be paid in August 2009 (but in no event later than September 10, 2009, in the U.S.). If the Second Half Goal is
determined to have been met, the Success Payments are anticipated to be paid in February 2009 (but in no event later than March 10, 2010, in the U.S.). If the First Half Goal is not met, but the Alternative Annual Goal is determined to have
been met, the Success Payments are anticipated to be paid in February 2009 (but in no event later than March 10, 2010). 
 The Committee may withhold or may require payment of any amount it may deem necessary to withhold for federal, state, local or other taxes as a result of the payment or grant of a Success Payment. The Success Payment shall constitute a
one-time special incentive and shall not be construed as an increase to base salary or wages. 
  

	I.	Changes in Positions and Circumstances 

 The amount of any award paid will be prorated based on the number of months employed during the year. 
  

	J.	No Employment Guarantees 

 The payment of an award to an employee under this Program does not guarantee the employee future employment by the Company nor future participation in the Program. Employees’ rights under the Program are not assignable. 
  

	K.	Program Changes 

 The
Program is not intended to and does not confer any contractual rights on participants. The Program may be changed, modified, suspended, amended or discontinued at any time by the Committee, in its sole discretion, without prior notice. 

	L.	Other Benefit Plans. 

 All
Success Payments or awards hereunder shall constitute a special incentive payment to the participant and shall not be taken into account in computing the amount of salary or compensation of the participant for the purpose of determining any benefits
under any pension, retirement, profit-sharing, bonus, life insurance or other benefit plan of the Company or under any agreement between the Company and the participant, unless such plan or agreement specifically provides otherwise, or unless
required by law. 
  

	M.	Calculation of Awards 

 An
example of the calculation of Success Payments under the Program is set forth in Exhibit A to this Program document. 

 2009 PRODUCTIVITY SUCCESS PAYMENTS PROGRAM 
 Exhibit A 
 Productivity Improvement Amounts shall be as determined by the Committee, Chief Executive Officer or Head of HR and represent earned improvements to cost structure or savings that improve the profitability of the Company. 
 Award Example 
 (Example country with an annual award opportunity of 4% of base salary as target) 
  

																	
	 January – June
2009
	 	 	 	 July – December 2009
	 	 	 	 
		  	 Productivity Improvement
 First Half Goal
	 	% payout of base salary	 	+	 		  	 Productivity Improvement
 Second Half Goal
	 	% payout of base salary	 	=	 	Total “Success Payment” first half plus second half
									
	Threshold	  	>$34M but < $60M	 	1%	 		 	Threshold	  	>$51M but less than $90M	 	1%	 		 	
									
	Target	  	>$60M but less than $86M	 	2%	 		 	Target	  	>$90M but less than $129M	 	2%	 		 	
									
	Maximum	  	$86M and above	 	3%	 		 	Maximum	  	$129M and above	 	3%	 		 	

 OR IF FIRST HALF 
 GOAL IS NOT ATTAINED 
  

					
	 January – December
2009

		  	 Productivity Improvement
 Alternative Annual Goal
	 	% payout of base salary
			
	Threshold	  	>$85M but less than $150M	 	2%
			
	Target	  	> $150M but less than $215M	 	4%
			
	Maximum	  	$215M and above	 	6%

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