EXHIBIT 10 (t)

                     SEALRIGHT CO., INC.

                   LEADERSHIP INCENTIVE PLAN


     1.   Purpose.
     (a)  
               The purposes of the Sealright Co., Inc. Leadership
Incentive Plan (the "Plan") are:  (i) to incentivize those key
management employees largely responsible for the success and
growth of Sealright Co., Inc. and its subsidiary corporations
(collectively, the "Company") through their efforts to have the
Company meet its stockholders' expectations, and to provide
rewards therefore; and (ii) to assist the Company in attracting
and retaining executives and other key management employees with
experience and ability.
     1.   Administration of the Plan.
     
         The Plan is administered by the Compensation Committee
(the "Committee") of the Board of Directors of the Company (the
"Board").  The Committee may, in its authority, construe,
interpret and administer the Plan.  The Committee may at any time
and from time to time during the continuance of the Plan, determine
which of the management employees of the Company shall be eligible
for participation in the Plan ("Eligible Employees"); establish the
target bonuses under the Plan; determine the amount of actual
bonuses to be paid under the Plan and their composition; grant such
bonuses; establish objectives and conditions for receipt of such
bonuses and do all other things necessary to carry out the
intentions of the Plan.
     1.   Terms of the Awards.
     
         Each year the Committee shall determine the performance
criteria for the award of incentive bonuses for the Company's
fiscal year (each a "Plan Year").  The criteria for such awards
(collectively, the "Performance Criteria") shall be tied to one or
more of the following objectives:  overall Company achievement of
financial, "value added," goals ("SVA"), achievement of specific
strategic goals, and achievement of certain department/division
objectives.  Certain of the Performance Criteria (i.e., SVA
objectives) may be common to all Eligible Employees, while other of
the Performance Criteria (i.e., strategic goals and
department/division objectives) may be specific to individuals or
certain categories of Eligible Employees.  The relative weighting
of each of the Performance Criteria shall be as annually determined
by the Committee.

         Based on achievement of the Performance Criteria, a
target bonus (a "Target Bonus") shall be determined for each
Eligible Employee and set forth on an individualized Plan (an
"Annual Plan").  The amount of an Eligible Employee's Target Bonus
shall be determined by the Committee and shall be based upon a
percentage of his/her base salary for the given fiscal year.

         The payment of the actual bonus for a Plan Year (a 
"Bonus") may be subject to achievement of specified minimum
requirements and the percentage of a Target Bonus actually paid may
be subject to achievement of certain benchmark levels (i.e.,
Threshold, Target, Above Target), all as annually determined by the
Committee (the "Benchmarks") and set forth in an Annual Plan.  Thus
an Eligible Employee may not be paid any Bonus if specified minimum
requirements are not met or if the minimum Benchmark is not
achieved.  The Annual Plan may set forth a maximum attainable
percentage of an Eligible Employee's Target Bonus, as determined by
the Committee.

         4.   Method and Date of Payment.

         The Bonus may be paid in cash, common stock of the
Company, or a combination of both.  The method of payment and/or
the allocation between cash and stock, shall be determined
annually by the Committee and be set forth in the Annual Plans.

         The cash portion of any Bonus (the "Cash Award") shall be
paid on or before the last business day in the February following
the close of the Plan Year for which the Bonus is being paid.

         The stock portion of any Bonus (the "Stock Award") shall
be paid on or before the last business day in the February
following the close of the Plan Year for which the Bonus is being
paid, provided the issuance of the shares of common stock of the
Company constituting the Stock Award (the "Shares") shall not then
violate any applicable federal or state securities laws or the
regulations promulgated thereunder.  The Shares may be issued by
the Company at discount to their fair market value (as determined
by the closing sale price quoted on the NASDAQ Stock Market on the
close of business on the last business day of the Plan Year), as
determined by the Committee and set forth in the Annual Plans, up
to a maximum discount of twenty-five percent (25%).

         Upon issuance, an Eligible Employee's Shares will be held
in escrow by the Company until the earlier of (i) the third
anniversary of their issuance or (ii) the date of termination of
the Eligible Employee's employment with the Company (the "Escrow
Period").  During the Escrow Period, the Shares may not be sold,
transferred, pledged or otherwise assigned by the Eligible
Employee, unless the Committee makes a hardship exception upon
written application from the Eligible Employee, or his/her legal
representative. Any such determination shall be in the sole
discretion of the Committee and shall be binding.  All other rights
of ownership, including the right to vote the Shares and to receive
dividends thereon, when and if declared, or distributions with
respect thereto, shall accrue to the respective Eligible Employees.

         5.   Promotions.

         Employees of the Company who are promoted in the midst of
a Plan Year into incentive eligible positions will be eligible to
receive incentives pursuant to the Plan, pro rated for the balance
of the year, based upon the next accounting period after the date
of promotion.
     
               6.   Termination of Employment.

          An Eligible Employee must be continuously employed by
the Company from the end of the fiscal year for which the Bonus is
awarded through the date that the Bonus is paid to receive the
Bonus.  The Committee may establish such other provisions with
respect to the termination or disposition of a Bonus on the death
or retirement of an Eligible Employee as it deems advisable.

          7.   Shares/Adjustments Upon Changes in Capitalization.

          Up to 250,000 Shares shall be reserved for issuance
pursuant to Stock Awards under the Plan.  Shares may be issued by
the Company from its treasury or from its authorized but unissued
capital.  In the event of any changes in the capital structure of
the Company, including but not limited to a change resulting from a
stock dividend or split-up, or combination or reclassification of
Shares, the number of Shares available for issuance under the Plan
shall be appropriately and reciprocally adjusted.

          8.   Duration and Amendment of Plan.

          The Committee may at any time prospectively terminate or
amend the Plan, provided that no such action may be taken that
adversely affects any rights or obligations with respect to any
Bonuses theretofore made under the Plan or any Bonus to be paid
pursuant to then existing Annual Plans, without the consent of the
Eligible Employee.

          9.   Miscellaneous.

          Nothing contained in the Plan shall be construed as
giving any Participant the right to remain in the employ of the
Company nor of limiting the Company's right to terminate an
Eligible Employee's employment at any time.

          Payments under the Plan shall be made from the general
assets of the Company.  The right of any Eligible Employee to
payment under the Plan shall be no greater than that of an
unsecured general creditor of the Company.

          The Plan is not qualified under Section 401(a) of the
Code, nor is it subject to the provisions of the Employee
Retirement Income Security Act of 1974 ("ERISA").

          10.  Applicable Law.

          The Plan shall be construed and administered in
accordance with the laws of the State of Kansas.




                      SEALRIGHT CO., INC.

                      SALES INCENTIVE PLAN


         1.   Purpose.

         The purposes of the Sealright Co., Inc. Sales Incentive
Plan (the "Plan") are:  (i) to incentivize those sales employees
largely responsible for the success and growth of Sealright Co.,
Inc. and its subsidiary corporations (collectively, the "Company")
through their efforts to have the Company meet its stockholders'
expectations, and to provide rewards therefore; and (ii) to assist
the Company in attracting and retaining sales employees with
experience and ability.

         2.   Administration of the Plan.

         The Plan is administered by the Compensation Committee
(the "Committee") of the Board of Directors of the Company (the
"Board").  The Committee may, in its authority, construe,
interpret and administer the Plan.  The Committee may at any time
and from time to time during the continuance of the Plan, determine
which of the sales employees of the Company shall be eligible for
participation in the Plan ("Eligible Employees"); establish the
target bonuses under the Plan; determine the amount of actual
bonuses to be paid under the Plan and their composition; grant such
bonuses; establish objectives and conditions for receipt of such
bonuses and do all other things necessary to carry out the
intentions of the Plan.

         3.   Terms of the Awards.

         Each year the Committee shall determine the performance
criteria for the award of incentive bonuses for the Company's
fiscal year (each a "Plan Year").  The criteria for such awards
(collectively, the "Performance Criteria") shall be tied to one or
more of the following objectives:  overall Company achievement of
financial "value added" goals ("SVA"), achievement of specific
strategic goals, achievement of certain department/division
objectives, and achievement of individual sales objectives and
goals.  Certain of the Performance Criteria (i.e., SVA objectives)
may be common to all Eligible Employees, while other of the
Performance Criteria (i.e., strategic goals, department/division
objectives and individual goals) may be specific to individuals or
certain categories of Eligible Employees.  The relative weighting
of each of the Performance Criteria shall be as annually determined
by the Committee.

         Based on achievement of the Performance Criteria, a
target bonus (a "Target Bonus") shall be determined for each
Eligible Employee and set forth on an individualized Plan (an
"Annual Plan").  The amount of an Eligible Employee's Target Bonus
shall be determined by the Committee and shall be based upon a
percentage of his/her base salary for the given fiscal year.

         The payment of the actual bonus for a Plan Year (a 
"Bonus") may be subject to achievement of specified minimum
requirements and the percentage of a Target Bonus actually paid may
be subject to achievement of certain benchmark levels (i.e., 95% of
target performance), all as annually determined by the Committee
(the "Benchmarks") and set forth in an Annual Plan.  Thus an
Eligible Employee may not be paid any Bonus if specified minimum
requirements are not met or if the minimum Benchmark is not
achieved.  An Eligible Employee who has achieved greater than 100%
of target performance may receive greater than 100% of his/her
Target Bonus.  The Annual Plan may set forth a maximum attainable
percentage of an Eligible Employee's Target Bonus, as determined by
the Committee.

         4.   Method and Date of Payment.

         The Bonus may be paid in cash, common stock of the
Company, or a combination of both.  The method of payment and/or
the allocation between cash and stock, shall be determined
annually by the Committee and be set forth in the Annual Plans.

         The cash portion of any Bonus (the "Cash Award")
attributable to up to 100% achievement of the Performance Criteria
excluding SVA shall be paid on a quarterly basis.  Any portion of
the Cash Award above 100% achievement and the portion of Cash Award
attributable to SVA shall be paid on or before the last business
day in the February following the close of the Plan Year for which
the Bonus is being paid.

         The stock portion of any Bonus (the "Stock Award") shall
be paid on or before the last business day in the February
following the close of the Plan Year for which the Bonus is being
paid, provided the issuance of the shares of common stock of the
Company constituting the Stock Award (the "Shares") shall not then
violate any applicable federal or state securities laws or the
regulations promulgated thereunder.  The Shares may be issued by
the Company at discount to their fair market value (as determined
by the closing sale price quoted on the NASDAQ Stock Market on the
close of business on the last business day of the Plan Year), as
determined by the Committee and set forth in the Annual Plans, up
to a maximum discount of twenty-five percent (25%).

         Upon issuance, an Eligible Employee's Shares will be held
in escrow by the Company until the earlier of (i) the third
anniversary of their issuance or (ii) the date of termination of
the Eligible Employee's employment with the Company (the "Escrow
Period").  During the Escrow Period, the Shares may not be sold,
transferred, pledged or otherwise assigned by the Eligible
Employee, unless the Committee makes a hardship exception upon
written application from the Eligible Employee, or his/her legal
representative. Any such determination shall be in the sole
discretion of the Committee and shall be binding.  All other rights
of ownership, including the right to vote the Shares and to receive
dividends thereon, when and if declared, or distributions with
respect thereto, shall accrue to the respective Eligible Employees.

         5.   Promotions.

         Employees of the Company who are promoted in the midst of
a Plan Year into incentive eligible positions will be eligible to
receive incentives pursuant to the Plan, pro rated for the balance
of the year, based upon the next accounting period after the date
of promotion.
          <PAGE>
               6.   Termination of Employment.

          An Eligible Employee must be continuously employed by
the Company from the end of the fiscal year for which the Bonus is
awarded through the date that the Bonus is paid to receive the
Bonus.  The Committee may establish such other provisions with
respect to the termination or disposition of a Bonus on the death
or retirement of an Eligible Employee as it deems advisable.

          7.   Shares/Adjustments Upon Changes in Capitalization.

          Up to 250,000 Shares shall be reserved for issuance
pursuant to Stock Awards under both the Plan and the Company's
Leadership Incentive Plan.  Shares may be issued by the Company
from its treasury or from its authorized but unissued capital.  In
the event of any changes in the capital structure of the Company,
including but not limited to a change resulting from a stock
dividend or split-up, or combination or reclassification of Shares,
the number of Shares available for issuance under the Plan shall be
appropriately and reciprocally adjusted.

          8.   Duration and Amendment of Plan.

          The Committee may at any time prospectively terminate or
amend the Plan, provided that no such action may be taken that
adversely affects any rights or obligations with respect to any
Bonuses theretofore made under the Plan or any Bonus to be paid
pursuant to then existing Annual Plans, without the consent of the
Eligible Employee.

          9.   Miscellaneous.

          Nothing contained in the Plan shall be construed as
giving any Participant the right to remain in the employ of the
Company nor of limiting the Company's right to terminate an
Eligible Employee's employment at any time.

          Payments under the Plan shall be made from the general
assets of the Company.  The right of any Eligible Employee to
payment under the Plan shall be no greater than that of an
unsecured general creditor of the Company.

          The Plan is not qualified under Section 401(a) of the
Code, nor is it subject to the provisions of the Employee
Retirement Income Security Act of 1974 ("ERISA").

          10.  Applicable Law.

          The Plan shall be construed and administered in
accordance with the laws of the State of Kansas.