STARBUCKS CORP
STARBUCKS CORPORATION EXECUTIVE MANAGEMENT BONUS PLAN
<DOCUMENT>
<TYPE>EX-10.1
<SEQUENCE>2
<FILENAME>v03450exv10w1.htm
<DESCRIPTION>STARBUCKS CORPORATION EXECUTIVE MANAGEMENT BONUS PLAN
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<P align="right" style="font-size: 10pt"><B>EXHIBIT 10.1</B>



<P align="center" style="font-size: 10pt"><B>EXECUTIVE MANAGEMENT<BR>
BONUS PLAN</B>


<P align="center" style="font-size: 10pt"><B>STARBUCKS COFFEE COMPANY</B>

<DIV align="center">
<TABLE style="font-size: 10pt" cellspacing="0" border="0" cellpadding="0" width="100%">
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    <TD width="26%">&nbsp;</TD>
    <TD width="3%">&nbsp;</TD>
    <TD width="71%">&nbsp;</TD>
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<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Approval by Shareholders</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The material terms of the Objective Performance Goals under this
Executive Management Bonus Plan will be submitted to the shareholders
of Starbucks Corporation (&#147;Starbucks&#148; or the &#147;Company&#148;) on February&nbsp;26,
2002. Shareholder approval of the Plan is required in order for the
bonuses paid upon achievement of the Objective Performance Goals to
qualify as performance-based compensation under Section&nbsp;162(m) of the
Internal Revenue Code.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Plan Term</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">Five fiscal years beginning October&nbsp;1, 2001</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Plan Effective Date</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">October&nbsp;1, 2001</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Plan Year</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">Starbucks fiscal year, which ends on the Sunday closest to September&nbsp;30.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Purpose</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The purpose of the Plan is to increase shareholder value by providing
an incentive for the achievement of goals that support Starbucks
strategic plan.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">

<TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Eligibility</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">Starbucks partners serving in positions of executive vice president and
above and other senior officers of the Corporation, as designated by
the Compensation and Management Development Committee (the
&#147;Compensation Committee&#148;) of the Board of Directors, are eligible to
participate in the Plan.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The executive vice president, Partner Resources and the chief executive
officer have the authority to recommend Participants. The Compensation
Committee has the sole authority to designate Participants.
</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>
<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">Eligibility will cease upon termination of the Participant&#146;s
employment, withdrawal of designation by the Compensation Committee,
transfer to a position compensated otherwise than as provided in the
Plan, termination of the Plan by Starbucks, or if the Participant
engages, directly or indirectly, in any activity which is competitive
with any Starbucks activity.</TD>
</TR>
<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">If a Participant changes from an eligible position to an ineligible
position during the Plan Year, eligibility to participate will be at
the discretion of the Compensation Committee.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Target Bonus</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The Target Bonus for each Participant shall be established by the
Compensation Committee no later than ninety (90)&nbsp;days after the
beginning of the Plan Year. The Target Bonus shall be the amount that
would be paid to the Participant under the Plan if 100% of Objective
Performance Goals and 100% of Individual Goals were met. The Target
Bonus may be established as a percentage of Base Pay, a specific dollar
amount, or according to another method established by the Compensation
Committee. The amount of the Target Bonus earned by the Participant
shall be based on the achievement of Objective Performance Goals and
Individual Performance Goals.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">

<TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">Base Pay is the annual pay rate established for the Participant by
Starbucks and in effect on the last day of the Plan Period or, in the
case of a deceased or disabled Participant, on the last day of
participation in the Plan. Starbucks, in conjunction with the
Compensation Committee, may at any time, in its sole discretion,
prospectively revise the Participant&#146;s Base Pay.</TD>
</TR>

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<P align="center" style="font-size: 10pt">&nbsp;
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<DIV align="center">
<TABLE style="font-size: 10pt" cellspacing="0" border="0" cellpadding="0" width="100%">
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<TR valign="bottom">
    <TD width="28%">&nbsp;</TD>
    <TD width="1%">&nbsp;</TD>
    <TD width="1%">&nbsp;</TD>
    <TD width="1%">&nbsp;</TD>
    <TD width="1%">&nbsp;</TD>
    <TD width="1%">&nbsp;</TD>
    <TD width="65%">&nbsp;</TD>
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<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Goals</B></DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap colspan="3" align="left" valign="top">&nbsp;
</TD>
    <TD>&nbsp;</TD>
    <TD>&nbsp;</TD>
</TR>
<TR valign="bottom">
    <TD>&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD nowrap colspan="3" align="left" valign="top">&nbsp;
</TD>
    <TD>&nbsp;</TD>
    <TD>&nbsp;</TD>
</TR>
<TR valign="bottom">

<TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><FONT face="Wingdings">&#216;</FONT> <B>Objective<BR>
Performance Goals</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap colspan="3" align="left" valign="top">&#149;
</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="bottom">In accordance with Section&nbsp;162(m) of the Internal Revenue Code, the
Compensation Committee shall select one or more objective performance
goal measures from among Earnings Per Share, Return on Capital, Sales
Growth and Volume, and/or Return on Assets for the Objective
Performance Goals. The Compensation Committee shall select the
Objective Performance Goals for each Participant no later than ninety
(90)&nbsp;days after the beginning of the Plan Year and while the outcome is
substantially uncertain.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap colspan="3" align="left" valign="top">&#149;
</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The Compensation Committee shall select the amount of the Target
Bonus for each Participant that will be determined by achievement of
the Objective Performance Goals.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap colspan="3" align="left" valign="top">&#149;
</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The Compensation Committee may establish any special adjustments that
will be applied in calculating whether the Objective Performance Goals
have been met to factor out extraordinary items no later than ninety
(90)&nbsp;days after the beginning of the Plan Year and while the outcome is
substantially uncertain.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap colspan="3" align="left" valign="top">&#149;
</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">If the Objective Performance Goals selected by the Compensation
Committee are not met, no bonus related to those goals is payable under
the Plan.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><FONT face="Wingdings">&#216;</FONT><B>Individual Goals</B></DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap colspan="3" align="left" valign="top">&#149;
</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The portion of the Target Bonus not determined by achievement of the
Objective Performance Goals shall be determined by the Participant&#146;s
achievement of Individual Goals.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap colspan="3" align="left" valign="top">&#149;
</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">Each Participant with Individual Goals shall submit such Individual
Goals for approval by the Compensation Committee.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap colspan="3" align="left" valign="top">&#149;
</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The maximum performance level for each Individual Goal is 100%.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><B>Bonus Payout and Eligibility</B></TD>
    <TD>&nbsp;</TD>
    <TD colspan="5" valign="top" align="left">Bonus Payout for each Participant is based on the achievement of the
Objective Performance Goals and the Individual Goals. A Bonus Payout
under this Plan is earned as of the end of the Plan Year and will be
paid according to the Plan, if the Participant:</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">1)</TD>
    <TD nowrap valign="top"></TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">remains a Starbucks partner through the end of the Plan Year, unless
employment is terminated prior to the end of the Plan Year due to death
or disability, and</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">2)</TD>
    <TD nowrap valign="top"></TD>
    <TD>&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">refrains from engaging during the Plan Year, directly or indirectly,
in any activity that is competitive with any Starbucks activity.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD colspan="5" valign="top" align="left">The Compensation Committee, in its discretion, may determine that the
Bonus Payout for any Participant will be less than (but not greater
than) the amount earned by such Participant under the Plan.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD nowrap align="right" valign="top">&nbsp;</TD>
    <TD align="right" valign="top">&nbsp;</TD>
    <TD valign="top">&nbsp;</TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><B>Bonus Payout Calculation</B></TD>
    <TD>&nbsp;</TD>
    <TD colspan="5"  valign="top" align="left">Within ninety (90)&nbsp;days after the beginning of the Plan Year and while
the outcome is substantially uncertain, the Compensation Committee
shall review and approve for each Participant: the target bonus; the
Objective Performance Goals; and the relative weighting of the Goals
for the Plan Year. Those metrics will be used to calculate the Bonus
Payout for each Participant. The Compensation Committee shall review
the Bonus Payout Calculation for each Participant. The maximum Bonus
Payout for the achievement of Objective Performance Goals is
$3,500,000, to any one Participant in any plan year.</TD>
</TR>

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<P align="center" style="font-size: 10pt">&nbsp;
</DIV>

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<H5 align="left" style="page-break-before:always">&nbsp;</H5><P>

<DIV style="font-family: 'Times New Roman',Times,serif">

<DIV align="center">
<TABLE style="font-size: 10pt" cellspacing="0" border="0" cellpadding="0" width="100%">
<!-- Begin Table Head -->
<TR valign="bottom">
    <TD width="28%">&nbsp;</TD>
    <TD width="3%">&nbsp;</TD>
    <TD width="69%">&nbsp;</TD>
</TR>
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<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Bonus Payout<BR>
Prorations</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">For any partner who meets eligibility criteria and becomes a
Participant after the start of the Plan Year or whose employment with
Starbucks is terminated prior to the end of the Plan Year because of
disability or death, the Compensation Committee (1)&nbsp;shall prorate the
Bonus Payout related to the Objective Performance Goals, and (2)&nbsp;in its
discretion, may prorate the Bonus Payout related to Individual
Performance Goals. If the Participant is on a leave of absence for a
portion of the Plan Year, the Compensation Committee in its discretion
may reduce the Participant&#146;s Bonus Payout on a pro-rata basis.
</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>
<TR>
<TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">
The proration is based on the number of full months during which the
Participant participated in the Plan during the Plan Year. Credit is
given for a full month if the Participant is eligible for 15 or more
calendar days during that month.
</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>
<TR>
<TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">If a Participant changes positions within Starbucks the Plan Year, the
Compensation Committee in its discretion may prorate the Participant&#146;s
Bonus Payout by the number of months in each position.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Administration</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top"><B>Compensation Committee Responsibilities:</B> Approve the Plan design,
Objective Performance Goals, and Individual Goals for each Participant.
Determine and certify the achievement of the Objective Performance
Goals and Individual Goals. Approve the Bonus Payout calculation and
Bonus Payout for each Participant.
</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>
<TR valign="bottom">

<TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">In the event of a dispute regarding the Plan, the Participant may seek
resolution through the executive vice president, Partner Resources and
the Compensation Committee. All determinations by the Compensation
Committee shall be final and conclusive.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Bonus Payout Administration</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The Bonus Payout will be made as soon as administratively feasible and
is expected to be within approximately 75&nbsp;days after the end of the
Plan Year. No amount is due and owing to any Participant before the
Compensation Committee has determined the Bonus Payout.
</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>
<TR valign="bottom">

<TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The Company will withhold amounts applicable to Federal, state and
local taxes, domestic or foreign, required by law or regulation.
Contributions for Future Roast 401(k) and Management Deferred
Compensation Plan (MDCP)&nbsp;are deducted from cash Bonus Payouts, based on
the Participants elections then in effect.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Termination of Employment</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The Plan is not a contract of employment for any period of time. Any
Participant may resign or be terminated at any time for any or no
reason. Employment and termination of employment are governed by
Starbucks policy and not by the Plan.</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px">&nbsp;</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">&nbsp;</TD>
</TR>

<TR valign="bottom">
    <TD valign="top"><DIV style="margin-left:0px; text-indent:-0px"><B>Revisions to the Plan</B>
</DIV></TD>
    <TD>&nbsp;</TD>
    <TD align="left" valign="top">The Plan will be reviewed by the
executive vice president, Partner Resources and the Compensation Committee on a periodic basis for
revisions. Starbucks reserves the right at its discretion with or
without notice, to review, change, amend or cancel the Plan, at any
time.</TD>
</TR>

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