Exhibit 10.1 E-Z-EM, Inc.Annual Incentive Plan
 Plan Document for
Participants Effective June 2001
Amended August 2007 -37-   Highlights

E-Z-EM, Inc.
(EZEM or Company) has created this Annual Incentive Plan (AIP or Plan)
to reward you for your contributions to the success of the Company through
individual and corporate performance. The AIP is an incentive form of
compensation designed to better align your interests with those of the Company
and its stockholders. The Company believes that growth and profitability will
help contribute to increased shareholder value and the Plan provides you with
an opportunity to receive a bonus on an annual basis depending upon the
achievement of pre-determined corporate and individual performance criteria. As
a participant in the AIP, you play an important role in helping to achieve
EZEMs goals and its future success.

The AIP is
designed to meet the following objectives:


Focus
  E-Z-EMs leaders on critical objectives  corporate, business area and individual
  results
Strengthen
  the link between pay and overall performance
Offer
  competitive, market-based annual incentive targets and opportunities
Encourage
  and reward behavior that reflects E-Z-EMs competencies (e.g., teamwork and
  collaboration, accountability for results)
Provide
  significant rewards for exceptional performance and no or little rewards for
  substantial underachievementThis AIP Plan
document provides you with detailed information about the Plan, including:


How the AIP
  works
How
  performance goals are established
How
  performance is measured
How awards
  are calculatedFor additional
information on the AIP, refer to the Total Rewards / Incentive Plan section in
your Employee Performance & Total Rewards Training and Resource Guide.

-38-

Overview

As a
participant in the AIP, you are eligible to receive an annual incentive award
based on E-Z-EMs performance and your overall performance during each fiscal
year. Your award opportunity is expressed as an annual incentive target and
range, stated as a percentage of your actual base
salary.

As an
overview, the AIP includes the following features:


Each AIP
  year begins on the first day of E-Z-EMs fiscal year.
The Plan
  consists of two performance components, corporate and individual, and are
  weighted differently depending upon your position in the Company.
At the
  beginning of each fiscal year, corporate financial performance objectives are
  established by the Companys Board of Directors (Board) or the Compensation
  Committee of the Board (Committee). You and your manager will also
  establish a performance plan detailing your individual performance goals
  which include results-based objectives and competency objectives for the
  year.
At the end
  of the fiscal year, the Companys performance is compared to the corporate
  goals and the percent of incentive target achieved is determined for the
  corporate component of your annual incentive award opportunity.
Additionally,
  at the end of the fiscal year, your overall performance, including individual
  goals, are assessed and the percent of incentive target achieved is
  determined for the individual component of your annual incentive award
  opportunity.
In general,
  AIP awards, if earned, are paid in August following the completion of each
  fiscal year.Incentive Award Opportunity

At the
beginning of each fiscal year, eligible participants are notified of their
participation for the new fiscal year and the incentive opportunity established
for their incentive band. Incentive award opportunities are stated as an annual
incentive target, threshold, and range based on a
percentage of your base salary.

The incentive
threshold indicates the percentage of your base salary that you are eligible to
receive as an AIP award for the minimum level of acceptable performance. The
threshold is the point below which no AIP award is earned for the performance
component.

-39-

The incentive
range indicates the minimum and maximum AIP award percentages that you
can receive, depending on the attained performance levels. At the beginning of
each fiscal year, the Company will provide you with the minimum threshold level
of achievement as well as the potential minimum and maximum payout level and
corresponding payout curves.

Under the AIP,
the incentive ranges and assignment of E-Z-EMs job positions to the incentive
bands are based on competitive market practices and the determination of
management and the Committee.

The actual
value of your incentive award will depend on actual performance levels achieved
during the fiscal year, referred to as the % of Incentive Target Achieved.This
percentage is calculated for both the corporate and individual performance
components.

More Details about Performance Criteria,
Minimum and Maximum Payouts, Limitations and Payout Curves

At the start
of each fiscal year, the Company will provide you with the specific details
about the AIP for the upcoming fiscal year, including the corporate (financial)
performance objectives, a copy of your individual performance objectives
(Performance Plan), the minimum threshold amounts, if any, minimum and maximum
payouts and any limitations, and payout curves for each component.

Components of Performance:
Corporate Objectives & Individual Performance

Your annual
incentive opportunity is comprised of two components:


Corporate
  Performance
Individual
  Overall PerformanceAt the
beginning of each fiscal year, corporate performance objectives are established
by the Board or the Committee relative to key financial performance measures.
These measures and corresponding objectives are used as the basis for measuring
the Companys degree of success at fiscal year-end. Although the measures may
vary from year to year, generally the corporate objectives will include
operating profit and net sales results as compared to budget or the results
from the prior year, or both.

-40-

For the
individual component, your performance plan serves as the mechanism to capture
key individual results-based objectives (RBOs), competency objectives (COs) and
an assessment of overall performance. The individual goals are generally
tailored to relate to matters within each persons specific department or area
of responsibility.

The following
chart summarizes the performance components under the AIP:

Performance
  Component

Definition

Performance MeasuresCorporate

E-Z-EM

Financial
  Objectives  May include operating profit and net salesIndividual
OPENING CURLY BRACKET
Business
  area financial RBOs (for applicable Leaders)

Financial
  Objectives tailored for very specific goals such as individual business unit
  net sales or product line net salesOverall
  Performance
Non-financial
  RBOs that reflect overall Company or specific business area objectives

SMART RBOs
  Position description and expectationsCompetencies

E-Z-EMs
  competencies and COsAt the end of
each fiscal year,actual performance results are measured
against the established performance corporate and individual objectives and
expectations. The allocation of AIP awards is determined by: (1) the extent to
which the corporate performance objectives are achieved and individual
performance levels are attained, and (2) the weights assigned to the corporate
and individual components.

The component
weights vary by incentive band and are based on degree of control,
organizational level, scope of responsibility and business area.

-41-

Specifically:Weight by Incentive ComponentIncentive Band
  
  Corporate
  Performance
  
  Individual Overall
  PerformanceSenior
  Executive Band - CEO & Sr. Vice President
  
  
  75%
  
  
  25%Executive
  Band - Vice President
  
  
  75%
  
  
  25%Leadership I
  
  
  60%
  
  
  40%Leadership
  II
  
  
  60%
  
  
  40%Leadership
  III
  
  
  50%
  
  
  50%Leadership
  IV
  
  
  25%
  
  
  75%Corporate Component  More Details

A portion of
your AIP award is based on E-Z-EMs performance. At the beginning of each
fiscal year financial objectives are established and generally include, but are
not limited to, operating profit and net sales targets. The Company will
establish a range of acceptable financial performance results for each target
(the payout curve). Each payout curve will include the target for the year
and the minimum and maximum incentive levels for that particular component, as
well as a threshold amount below which no AIP award will be paid.

The percentage
of weighting for specific financial objectives (e.g. operating profit and net
sales) may vary by incentive bands and/or individual.

Following the
end of each fiscal year, the actual financial results for each target is
compared to the appropriate payout curve to determine the amount of payment, if
any, related to the corporate component of the AIP.

Individual Performance Component 
More Details

A portion of
your annual incentive award is based on your individual performance objectives
and your overall performance for each fiscal year. Your manager will document
your performance at the end of each fiscal year based on their

-42-

assessment of
your specific performance compared to your individual objectives (RBOs). In
considering your overall performance for the year, your manager will evaluate
whether you have met all your RBOs, demonstrated corporate competencies in the
achievement of results, provided strong contributions during the year, and
accomplished your day-to-day responsibilities.

Each year
managers are provided with specific individual performance criteria as guidance
in determining the individual component under the AIP. These recommendations
are then reviewed by E-Z-EMs President and CEO and, for the Companys
Officers, by the Committee.

Award Restrictions

The AIP has a
safety net that prevents E-Z-EM from paying out awards if specific
performance levels are not achieved:

Corporate
Performance:The maximum global payout of all the
incentive plans shall be equal to a percentage of the Companys operating profit
(operating profit defined as before the cost of the bonus program is deducted)
as determined by the Committee. In the event the payout to all participants
would exceed the annual percentage limitation of the Companys operating
profit, all bonus payments will be reduced pro-rata so as not to exceed the
annual percentage limitation.

Individual
Performance: No annual incentive awards are paid if an
individual is placed on a Performance Enhancement Plan, regardless of corporate
performance outcomes.

In addition to
the limitations set forth above, the Company may establish new limitations or
restrictions, including modifying minimum thresholds for award payout or
limiting maximum payout and may modify existing restrictions.

Frequently Asked Questions:

Who may participate
in the Plan?E-Z-EM Officers, Senior Directors,
Directors, Senior Managers, Managers, and those with similar positions, as well
as certain other key employees are eligible to participate in the AIP.

When are new hires
eligible to participate in the AIP?Most new hires are
immediately eligible to participate, with awards prorated to reflect the period
of employment during the fiscal year. However, new employees who start in the
last quarter of the Companys fiscal year will wait until the new fiscal year
to participate. The Committee may, in its sole discretion, determine who shall
be eligible to participate in the AIP and may establish such criteria as it
deems fit for each fiscal year.

-43-

When do I receive the
corporate and individual performance criteria for a fiscal year?
On or about the start of each fiscal year, you will be provided with the
corporate (financial) objectives for such fiscal year. Additionally, you and
your manager will prepare and complete your individual objectives on a
Performance Plan.

How do I know about
my percentage targets, minimum and maximum payout, corresponding payout curves
and any limitations?On or about the start of each
fiscal year, you shall be provided with the percentage targets (minimum, target
and maximum) and the payout curve for each performance component and any
limitations.

Do I receive my bonus
if I leave E-Z-EM?The payment of an incentive depends
on the circumstances in which an employee leaves E-Z-EM. Specifically:

Voluntary Separation:Employees who
voluntarily leave E-Z-EM before any incentives are paid out will forfeit the
entire annual incentive award, regardless of any amounts earned.

Involuntary
Separation without Cause: Employees with length of
service greater than six months who are terminated without cause will generally
be entitled to a pro-rata portion of the award (depending upon date of
termination) to which he or she would have been entitled, had the employee
remained employed throughout the full fiscal year. Such a prorated award, if
any, may be paid at such time as other employees receive their AIP awards.

Length of Service:
Employees who leave the Company with less than or equal to six months of
service in the fiscal year forfeit their bonus payout.

Involuntary Separation
for Cause: Employees whose employment is terminated due to
cause will forfeit the entire annual incentive award regardless of when they
were terminated.

When are AIP Awards
Paid?If an award is earned during a fiscal year, the
Company will generally pay such award during August of the following fiscal
year.

Is my base salary
used to calculation my award?For award calculation
purposes, your actual base earnings for the fiscal year are used, rather than
your actual base salary on any given date. This approach takes into account
different base salary levels that may apply during any given fiscal year and
unpaid leaves of absence, during which a participant is not eligible for an
incentive.

Who do I call if I
have questions about the AIP?If you have questions
after you have read this Plan document, you may contact your manager or the
Vice President - Global Human Resources.

-44-

Administration of the Plan

The AIP shall
be administered by the Committee, which shall have full power and discretionary
authority to interpret the AIP, to construe any doubtful or disputed terms, to
amend or modify the Plan as it deems appropriate, to determine the amount of
benefits payable to an employee under the AIP, to prescribe, amend and rescind
any rules, forms and procedures as it deems necessary or appropriate for the
proper administration of the AIP, to make any other determinations, including
factual determinations, and to take any other such actions as it deems
necessary or advisable in carrying out its duties under the AIP.

Miscellaneous

This AIP Plan
document describes the provisions of the E-Z-EM, Inc. Annual Incentive Plan.
E-Z-EM reserves the full right to amend, suspend or terminate the AIP at any
time, for any reason or no reason. Enrollment in this AIP is not a guarantee of
employment and employment with E-Z-EM is not a guarantee of continued
participation in this AIP.

Enrollment in
the AIP is not a guarantee that a bonus award will be paid. Actual awards, if
any, will be determined based on the performance of E-Z-EM and individual
employees.

-45-