Exhibit 10 (viii)  

                   GEORGIA BONDED FIBERS, INC.

          1995 - 1996 SENIOR MANAGEMENT INCENTIVE PLAN


The 1995-1996 Senior Management Incentive Plan is designed to promote the
interests of Georgia Bonded Fibers, Inc. (GBF), by providing an incentive to
Senior Managers whose decisions and actions significantly affect the growth
and profitability of GBF.

1.   PARTICIPANTS
     ------------

     Participation in the plan will be limited to Senior Managers of GBF
     whose decisions and actions significantly affect the Company's growth,
     new product development, expanded markets, cost containment, and
     profitability.

     Each year the Compensation Committee shall recommend, forapproval by
     the Board, all employees selected for participation, including the
     amount of their maximum incentive award.

2.   AWARD AND OBJECTIVES FOR 1995 - 1996
     ------------------------------------

     A.   For the year ending June 30, 1996, Georgia Bonded Fibers, Inc.
     will pay a bonus to James C. Kostelni, CEO; Jeffrey Kostelni, CFO;
     David A. Dugan, Controller/Corporate Secretary; Patricia Tischio,
     Assistant Corporate Secretary; Charles Kostelni, Assistant Controller;
     Larry Morris, Technical/Sales Director; Harmonson Floyd, Chief
     Engineer/Director of Manufacturing; Mike Breton, Director of
     International Operations Bontex SA; Pierre Pallage, Technical/Plant
     Manager Bontex SA; Hadelin Mothet, Financial Director/Assistant General
     Manager Bontex SA; Tarcisio Pasquali, General Manager Bontex Italia
     s.r.l., should earnings of Georgia Bonded Fibers, Inc. exceed specified
     amounts for the year ending June 30, 1996.  The amounts of earnings for
     the year 1995 - 1996 will earn for the participant a percentage of
     their base salary.  The levels of bonus payments are established as
     follows:

                        PRE-TAX EARNINGS
-----------------------------------------------------------------
        FLOOR                 TARGET              CEILING
        -----                 ------              -------
      $1,650,000          $2,000,000           $3,000,000

      EARNS 10% OF      EARNS 20% OF         EARNS 30% OF
      BASE SALARY        BASE SALARY          BASE SALARY

     B.   If the pre-tax earnings in (a) above are met, the participants
     will be eligible to double their bonus earnings in (a), should GBF
     sales increase by 6% or more over the 1994 - 1995 sales.

     Earnings which fall between floor and target or target and ceiling will
     be interpolated between these plateaus and the bonus will be increased
     to reflect the increased performance.  Should earnings not meet the
     floor, a bonus will not be paid.

3.   MISCELLANEOUS
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     A.   In the first quarter of the plan year, each selected participant
     will be notified, in writing, of the amount and terms of the incentive
     awards.  The plan year begins the 1st of July and ends the 30th of June
     of the following year.

     B.   Payment of each participant's award will be made as soon as
     possible after the end of the plan year, preferably by end of the first
     quarter.  Incentive awards will be paid in dollars, and paid to the
     participants no later than ninety (90) days of the end of the fiscal
     year.

     C.   Each participant may earn their award based on an evaluation of
     the individual's performance against specific objectives.  The base
     salary will be the annual amount paid the participant as of July 1,
     1995.

     D.   In the event of death, retirement, or termination (except for
     cause), a pro rata share of the participant's award, if earned, will be
     based on an evaluation of the period of actual participation.  Only the
     Board of Directors, with the recommendation from the Compensation
     Committee, may approve payment before the end of the plan year.

     E.   At the end of the plan year, the Compensation Committee will make
     the determination of the appropriate payment, or lack thereof.  The
     Committee will recommend to the Board of Directors an amount considered
     appropriate; and that the Board of Directors authorize the payment of
     the additional compensation.  It may recommend to the Board of
     Directors an increase or decrease in the amount of any or all incentive
     awards if, in its sole judgment, extraordinary or unanticipated
     circumstances warrant such action.

     F.   This plan may be terminated at any time, effective July 1 of the
     following year.  This plan may be altered or amended at any time, with
     the recommendation of the Compensation Committee and the approval of
     the entire Board, as long as such revisions do not impair the rights of
     any participant granted an award.

     G.   The terms of this plan do not constitute a contract or employment
     for a defined period, and all participants continue as employees at
     will.
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