Exhibit 10.22

                      SAFETY COMPONENTS INTERNATIONAL, INC.

                       MANAGEMENT INCENTIVE BONUS PROGRAM
                                      2002

                                   THE "PLAN"

I.    OBJECTIVE

The Management Incentive Bonus Program (M.I.B.) is designed to provide an
incentive for key management personnel to attain and exceed the annual goals set
for Safety Components International, Inc. Participants include key individuals
in SCI Corporate, SCFTI, ASCI S.A. de C.V., ASCI Ltd., ASCI GmbH & Co. KG, and
ASCI s.r.o..

II.   HOW THE PLAN WORKS

The plan consist of two parts; 1) Basic Plan: 90% Entry to 110% achievement of
the budgeted target; and 2) Discretionary Plan: compensation arising from
achievement in operating income and /return on assets in excess of 110% of the
budgeted target.

      A.    Basic Plan

            The M.I.B. for 2002 provides for a cash bonus payment contingent
            upon meeting budgeted earnings goals set for the business units and
            for consolidated SCI. Measurements are OPERATING INCOME , RETURN ON
            ASSETS and PERSONAL GOALS. Participants will be awarded their
            bonuses based on achievements in operating income, return on assets
            and personal goals.

      B.    Discretionary Plan

            The amounts of the discretionary awards will be arise from
            achievements that exceed budgeted goals and are subject to
            recommendations made by senior management and approved by the Board
            of Directors.

This Plan will be distributed to those MIB participants, and others, that have
demonstrated to have contributed most to the success of SCI during the preceding
year. The funds will be allocated by the President and COO.

Each participant has been selected based upon his/her leadership role in the
success of his/her business unit and SCI.

Each participant has been assigned a target percentage of his/her salary, in
effect as of January 1, 2002, which may be earned according to the business
unit's performance and SCI's performance in relation to the goals which have
been established. This individual percentage represents one hundred percent
(100%) of that individuals "target bonus". The actual amount in terms of dollars
will vary, up or down, depending on the final year end Operating Income and
Return on Assets of their business unit.

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To participate in the Plan a new employee who is eligible for the Plan must be
employed no later than the first day of the third quarter of the fiscal year.

All bonus awards are based on individual performance and will be reviewed at
year end, and in some cases may be modified by the President and CEO.

The Base M.I.B. Pool for each business unit will be the accumulation of all
individual M.I.B. target bonus amounts at 100% in each business unit, to be
approved on a year to year basis.

An "entry level" Operating Income and Return on Assets will be established each
year by multiplying that years approved Operating Income and Return on Assets
goals for the business unit by ninety (90) percent.

The "entry level" M.I.B. Pool will be based on fifty percent (50%) of the years
approved M.I.B. Pool for the business unit.

III.  PLAN GOALS FOR 2001 - (U.S. Dollars)

      Plan goals for fiscal 2002 are established for the SCFTI, ASCI and Europe
      business units and for SCI (Consolidated) based on specified Operating
      Income and Return on Assets (Tangible Assets) target levels, with a ninety
      percent (90%) entry level, in each case.

IV.   INDIVIDUAL M.I.B. CALCULATION

      A.    Minimum qualifying performance of 90% versus goals earns 50% of
            target bonus for operating income and return on assets respectively.

      B.    Each 1% incremental qualifying performance versus goals above 90%
            increases the bonus on a pro-rata basis of 1/20th of the individual
            target bonus up to 100% of the target bonus.

      C.    Each 1% incremental qualifying performance versus goals above 100%
            increases the bonus on a one-for-one basis of the individual target
            bonus up to 110% of the target bonus.

V.    PLAN DISTRIBUTION

      Distribution will be made within 30 days following the receipt of the
      audited financials.

VI.   TERMINATION DURING THE PLAN YEAR

      Participant will be eligible for a pro-rata share of any potential
      distribution in the event employment terminates for any one of the
      following reasons:

      o     Death

      o     Disability

      o     Retirement with sufficient notice


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VII.  FUTURE PARTICIPATION

      This plan is approved on a year to year basis and may change from year to
      year. The Plan must be approved each year by the Board of Directors.

      Participation in the plan should not be considered as a contract or
      agreement of employment.


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