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                                                                   EXHIBIT 10(H)
                      [LETTERHEAD OF UNITOG APPEARS HERE]


October 27, 1998


GERALD J ARROWSITH
VP MANUFACTURING
1010 MANUFACTURING GENERAL

As announced, Unitog's Board of Directors has retained advisors to help it
explore strategic alternatives for the future.  Two possible alternatives
include a sale or a merger of the Company.  In the event of a sale or merger, we
will include you as a participant in the retention plan.  The retention program
is designed to provide you with additional incentives to remain with Unitog
until the completion of a sale or merger.

Effective today, you will accrue an additional 50% of your base pay for each
completed week of work up to the closing of a sale or merger.  All retention
benefits are contingent on the sale or merger of the Company and will be paid as
soon as possible after the completion of a sale or merger.  In the event the
Board decides not to sell or merge the Company, you will be notified and the
retention program will cease and no retention benefits will be paid.  Should
your employment terminate without cause while the retention program is in effect
and prior to the closing of a sale or merger, you will receive the amount
accrued for you for each completed week of work as of the date of termination.

Additionally, the Board has approved the terms of a Severance and Noncompetition
Agreement.  Under this Agreement the Company would pay you one year's
compensation in the event your employment is terminated without cause or is
constructively terminated within two years after a change of control.  The
Agreement also includes a one year noncompetition agreement.  This Agreement
will be provided to you under separate cover.  Please read it carefully and
contact Rob Barnes on ext. 3069 with any questions.

Your stock options also provide you with an important incentive to stay with
Unitog through this process.  As a participant in Unitog's stock option program,
you currently hold stock options as presented on the attached sheet.

Generally, your options become vested at the rate of 25% per year.  In the event
of a "change of control,"  which generally means the sale of the Company, the
vesting schedule of your options changes.  For options granted prior to 1998,
any options that are not vested at the time of the change of control become
vested if your employment is voluntarily or involuntarily terminated within one
year after the change of control.   In that instance you would receive a cash
payment equal to the value of Unitog stock at the time of the change of control
minus the exercise price for the option.  Options granted in 1998 provide that
in the event of a change of control all unvested options automatically become
fully vested.
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As a result, if you voluntarily leave Unitog prior to a change of control, you
will not receive the benefits of the future accelerated vesting of your options.
Furthermore, if you voluntarily leave Unitog (except for retirement after age
65) all options that were outstanding (whether vested or unvested) on your last
day of employment would be terminated.

This letter is only a summary of the terms of your stock options.  Please refer
specifically to the terms of the 1992 and 1997 stock option plans and the
prospectus describing those plans previously sent to you.  If you would like to
discuss your options further, please contact Rob Barnes at extension 3069.

As we explore all possible strategic alternatives, special challenges exist for
all of us to ensure the stability of our daily operations.  We recognize the
uncertainty and added pressure this process places on you.  I sincerely hope we
can count on your continued support and dedication as we meet the challenges
associated with the future of Unitog.



/s/ Randy Rolf

Randy Rolf
President and CEO