Exhibit 10(e)

                           BERGEN BRUNSWIG CORPORATION
                                   BONUS PLAN
                          As Adopted September 1, 1977
                           (Amended October 19, 1990)

I.       Three Level Plan

         The  Bergen   Brunswig   Corporation   Bonus  Plan  consists  of  plans
         established at the following three levels:

         A.       A Corporate  Staff Bonus Plan for executives and key employees
                  having   corporate-wide   line  or   staff   responsibilities.
                  Participants  will be  selected  by the  President  and  Chief
                  Executive Officer of Bergen Brunswig Corporation.

         B.       Division  Chief  Executive  Officer Bonus Plan for  executives
                  having line  responsibility  over the  divisions or the groups
                  comprising the major profit centers of the  Corporation.  (see
                  Exhibit B)

         C.       A series of Division  Executive  Bonus Plans  designed to meet
                  the needs of executives  below the Chief Executive  Officer in
                  each division  including those having  responsibility for both
                  profit and cost centers.  Separate plans will,  therefore,  be
                  established for each of the following organizations.


                                      Drug
                                    Commtron

         The design of the plans under this category are the  responsibility  of
         the Chief Executive Officer of each division.  Divisional plans,  prior
         to their finalization, communication, and implementation, however, will
         require the approval of the  President and Chief  Executive  Officer of
         Bergen  Brunswig  Corporation,  with  participants in these plans begin
         nominated prior to the beginning of the fiscal year by their respective
         Chief  Executive  Officers  and  approved  by the  President  and Chief
         Executive Officer of Bergen Brunswig Corporation.

II.      Corporate Staff Bonus Plan

         A.       Participation

                  Participants  in the  Corporate  Staff Bonus Plan  consist  of
                  Corporate Officers with corporate-wide  responsibilities and a
                  limited number of other corporate staff  management  personnel
                  to be nominated by their respective  Corporate Officers.  This
                  latter  group  will  normally  include  only  those  of  Staff
                  Director  and  Manager  title and above and  earning a minimum
                  annual  base  salary  of  $40,000.  The  President  and  Chief
                  Executive Officer of Bergen Brunswig  Corporation will approve
                  all corporate staff management participants, relying


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                  upon the recommendations of the respective Corporate Officers.
                  Qualifying  employees who are hired after the beginning of the
                  fiscal year may be included  under this Plan on such terms and
                  conditions as shall be  established by the President and Chief
                  Executive Officer of Bergen Brunswig Corporation.

         B.       Maximum Bonus Payments

                  Maximum bonus payments to participants in the Corporate Staff 
                  Bonus Plan will be as follows:

                  Corporate Officers
                  and Key Executives ..........Base salary at the end of the
                                                 applicable fiscal year.

                  Corporate Staff
                  Management ..................50% of base salary at the end of
                                                 the fiscal year.

         C.       Bonus Pool

                  A maximum  Corporate Staff bonus pool will be approved by the
                  Board of Directors for each of the Company's fiscal years. The
                  maximum  pool will  generally  be the amount  provided in that
                  fiscal year's Board-approved annual plan.

                            1. The basis for the  generation  of an actual bonus
                           pool  to  be   available   for   payment   awards  to
                           participants  will be the  achievement of two defined
                           elements,  plus a discretionary  element. Each of the
                           defined elements will be of equal value,  i.e. 25% of
                           potential,  and will be  derived  from the  following
                           performance  factors:  (a) Return on Equity (R.O.E.),
                           (b) Net Earnings before minority  interest (N.E.). In
                           the event of a significant acquisition or divestiture
                           during the fiscal year,  the Return on Equity and Net
                           Earnings  performance  factors  will be adjusted on a
                           proforma basis giving effect to the projected  impact
                           of  such a  transaction.  The  discretionary  element
                           value will be 50% of potential.

                           (a)      Return  on  Equity  - A  minimum  acceptable
                                    level of R.O.E. will be established for each
                                    fiscal  year which must be  achieved  before
                                    the first dollar becomes  available for this
                                    element.

                           (b)      Net  Earnings - N.E. as set out in the Board
                                    approved  annual  plan  will be the basis of
                                    measuring   the   amount   of   contribution
                                    available    from   this    element.    Full
                                    achievement   of  plan  will   generate  the
                                    maximum,  while  achievement of less than an
                                    established  minimum level will result in no
                                    contribution from this element.


                                 EXH 10(e) - Page 2
<PAGE>

                           (c)      Discretionary   -   There   exists   certain
                                    factors,  such as  market  environment,  the
                                    economy,  legal  requirements,  etc.,  which
                                    should be recognized when evaluating overall
                                    Company performance.  This element,  subject
                                    to  a   predetermined   limitation  will  be
                                    determined  by the  Board  after a review of
                                    the actual fiscal year performance.

                  See Exhibit C for the current  fiscal  year  proposed  maximum
                  pool  and   application  of  the  proposed   formulas  to  the
                  respective pool elements.

                  2.       Estimated   amounts  for  a  Corporate   Staff  Bonus
                           provision will be charged to earnings on a cumulative
                           basis  during each  fiscal  year and  adjusted to the
                           amount  determined  to be  payable  at each  year-end
                           closing.

         D.       Individual Bonus Award Determination

                  1.       As a first step in  quantifying  individual  amounts,
                           bonus awards will be calculated  on a ratable  basis;
                           i.e.,  using  the  individual  base  compensation  at
                           fiscal  year-end as the  numerator  and the aggregate
                           base   compensation   of  all   participants  as  the
                           denominator,  applied to the total  available  annual
                           bonus pool amount. For this purpose,  the calculation
                           will  utilize  200%,  100% and 50% of the  respective
                           Corporate Officer and Director, Corporate Officer and
                           non-officer compensation amounts.

                  2.       Thereafter,  individual  award  approval  will  be  a
                           function of the  Compensation  Committee of the Board
                           of Directors  as to  corporate  officers who are also
                           Directors  and a function of the  President and Chief
                           Executive  Officer of Bergen Brunswig  Corporation as
                           to all other participants.

                  3.       Award and payment of the amounts so  determined  will
                           take into account the individual's annual performance
                           and  contributions  made  during  the  course  of the
                           fiscal year. In certain  positions,  this  evaluation
                           will  take  into  account  the  extent  of  achieving
                           specific  goals  assigned  at  the  beginning  of the
                           fiscal year.

         E.       Payment of Bonus

                  Payment  made  under the  Corporate  Staff  Bonus Plan will be
described in Section IV of this proposal.

III.     Division Chief Executive Officer Bonus Plan

         A.       Participation


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                  Participants  in the Division  Chief  Executive  Officer Bonus
                  Plan include the  operating  heads of units set out in Exhibit
                  B.  Qualifying  employees who are hired after the beginning of
                  the fiscal year may be included  under this Plan on such terms
                  and  conditions as shall be  established  by the President and
                  Chief Executive Officer of Bergen Brunswig Corporation.

         B.       Maximum Bonus Payments.

                  The  maximum  bonus  amount  available  for  payment  to  each
                  Division  Chief  Executive  Officer will be established at the
                  start of each fiscal year.

         C.       Bonus Computation - General

                  Bonus  amounts  earned by each  executive  under the  Division
                  Chief Executive Officer Bonus Plan will be directly influenced
                  by factors such as the following:

                  1.       Annual plan performance.
                  2.       Strategic plan performance.
                  3.       Achievement of specific goals established at the
                           beginning of the fiscal year.
                  4.       Discretionary  factors which cannot be easily
                           quantified,  but which require judgment on the part
                           of senior Bergen Brunswig Corporation management.

                  The above  factors  will each  receive  weights as  determined
                  annually by Bergen Brunswig Corporation management immediately
                  following approval of the ensuing fiscal year annual plan. The
                  earnings  achievement  relative  to annual plan factor (no. 1,
                  above) will be reduced through application of a penalty to the
                  extent that 100% of annual plan results are not achieved.  The
                  minimum and maximum levels of performance may be different for
                  each Division  Chief  Executive  Officer,  depending  upon the
                  nature and condition of the business involved.

         D.       Bonus Compensation - Detail

                  1.       Bonus Based on Earnings Achievement Relative to
                           Annual Plan.

                           a.       Earnings  will be expressed on a before tax
                                    basis after cost of money at the annual
                                    established rate.

                           b.       A minimum  of 95%  achievement  of  earnings
                                    plan will be  required  with an  intervening
                                    straight   line   calculation   up  to  100%
                                    achievement   determining  a  maximum  bonus
                                    award.

                           c.       The minimum and maximum performance levels
                                    will be the same for all divisions.



                                 EXH 10(e) - Page 4
<PAGE>


                  2.       Bonus Based on R.O.I. Achievement.

                           a.       R.O.I.  will be  expressed  on a before  tax
                                    basis  after  cost of  money  at the  annual
                                    established rate. Average investment for the
                                    year will be used as the investment base.

                           b.       A minimum and maximum  R.O.I.  range will be
                                    established   which   will   determine   the
                                    percentage   of  maximum  bonus  and  dollar
                                    amount  of bonus  that  will be  earned on a
                                    straight  line  basis at  various  levels of
                                    R.O.I.

                           c.       Though the minimum  and maximum  performance
                                    levels,  as  well  as  the  formula,  may be
                                    different for each  Division,  an R.O.I.  of
                                    20%  before  taxes  will  be  regarded  as a
                                    minimum acceptable R.O.I.

                  3.       Bonus Based on Achievement of Strategic Plan and
                           Specific Goals.

                           At  the  start  of the  fiscal  year,  each  Division
                           Executive  will be given  certain goals to accomplish
                           during  the  course  of the  year.  In  instances  of
                           multiple  goals,  each  will be  given a  weight  for
                           purposes of valuing this element of bonus award.

                  4.       Bonus Based on Discretion.

                           It is recognized that there are a number of executive
                           performance  factors that do not lend  themselves  to
                           numerical or formula  measurements.  For this reason,
                           under unusual circumstances, a part of an executive's
                           maximum  bonus may be  awarded  by the  President  an
                           Chief   Executive    Officer   of   Bergen   Brunswig
                           Corporation  on the  basis of  achieving  prearranged
                           goals and objectives and/or discretionary factors. It
                           should  be   understood   that   this   discretionary
                           component  of the  bonus  will be  awarded  only  for
                           extraordinary   performance  and   circumstances  and
                           should   not  be   expected   in  cases   on   normal
                           performance.

IV.      Payment of Bonus and Right to Receive

         A.       Bonus awards will be payable and will vest as follows:

                  1.       Payable in full ten business  days after the date the
                           fiscal year results have been officially  released to
                           the public.

                  2.       Employees  shall not have  earned nor be  entitled to
                           receive any bonus award unless they are in the employ
                           of the Company on the scheduled date payable,  except
                           in the event of death, permanent disability, or


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                           retirement where the fiscal year award will be
                           prorated on the basis of that part of the year the
                           participant was gainfully  employed as the numerator
                           and 365 days as the  denominator  and will be paid to
                           the employee or his beneficiary on the appropriate
                           date.

                  3.       Employees  shall not have  earned  nor shall  they be
                           entitled  to  receive  any  bonus  in  the  event  of
                           termination  prior to  payable  date  for any  reason
                           other than as listed in Item 2 above.















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                                                                       EXHIBIT A



                   PARTICIPANTS IN CORPORATE STAFF BONUS PLAN



Emil P. Martini, Jr.........Chairman of the Board

Robert E. Martini...........President and Chief Executive Officer

George E. Reinhardt, Jr.....Vice President, Finance and Chief Financial Officer

Dwight A. Steffensen........Executive Vice President and Chief Operating Officer

Anthony A. Vallario.........Senior Vice President

Cheryl S. Byrne.............Vice President, Planning and Development

John T. Fay, Jr.............Vice President, Corporate Affairs

Michael W. Fipps............Vice President, Treasurer

Richard G. Gerlach..........Vice President, Controller

Jerold O. Gutman............Vice President, Human Resources

Bernard J. Hale.............Vice President, Distribution Planning

Milan A. Sawdei.............Vice President, Chief Legal Officer

Eric J. Schmitt.............Vice President, Financial Planning

Denny W. Steele.............Vice President, Corporate Information Resources

Robert W. Teal..............Vice President, Taxes



Various Non-Corporate
Officers with
Corporate-wide
Responsibilities............Staff Directors and Managers



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                                                                      EXHIBIT B



     PARTICIPANTS IN DIVISION CHIEF EXECUTIVE OFFICER BONUS PLAN




Phillip Engle                           President, Bergen Brunswig Drug Company








































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                                                                       EXHIBIT C


                           CORPORATE STAFF BONUS PLAN

                     As Proposed for the Fiscal Year Ending
                                 August 31, 1991
--------------------------------------------------------------------------------


Approved Annual Plan Items and Amounts:

         Maximum pool (amount provided in Plan)          $2,200,000
         Planned Return on Average Equity                      15.2%
         Planned Net Earnings Before Minority
         Interest                                        $71,759,000

Application of Formulas:

         a)      A return  on  Equity  of 10% will be the  minimum.  Achievement
                 above  10%  up to  14.0%  will  ratably  determine  bonus  pool
                 contribution up to $500,000. Example:

<TABLE>
<CAPTION>
                 Rate Achievement                     Pool Contribution
                 ----------------                     -----------------
                 <S>                                  <C>
                      10%                              $         -0-
                      12%                                    183,333
                      13%                                    366,667
                      14% and above                          550,000
</TABLE>

         b)      Achievement  of 90% to  100% of  planned  net  earnings  before
                 minority  interest will be the basis for determining bonus pool
                 contribution. Example:

<TABLE>
<CAPTION>
                  Net Earnings         Percentage
                   Achieved             of Plan       Pool Contribution
                   --------             -------       -----------------
                <S>                     <C>           <C>
                 $64,583,000               90%         $         -0-
                 $68,171,000               95%               275,000
                 $70,324,000               98%               440,000
                 $71,759,000 and above    100%               550,000
</TABLE>



         c)       A discretionary amount up to a maximum of $1,100,000.






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