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                                                                   EXHIBIT 10.k
LONG TERM INCENTIVE PLAN

POLICY
------

CERTAIN OFFICERS AND HUFFY COMPANY PRESIDENTS SHALL PARTICIPATE IN A LONG TERM
INCENTIVE PLAN OF COMPENSATION. THE PURPOSE OF THE LONG TERM INCENTIVE PLAN
SHALL BE TO PROVIDE AN INCENTIVE FOR LONG TERM PERFORMANCE AND BE       
COMPETITIVE WITH THE MARKETPLACE.

<TABLE>
<CAPTION>
                                                                  Award as a % of
                                                          Base Salary on each January 1
                                                          -----------------------------
I.  Participants                                                Target          Maximum
    ------------                                                ------          -------
    <S>   <C>                                                   <C>              <C>

    A.    Chairman and Chief Executive Officer                    50%            100%
          President and Chief Operating Officer

    B.    Vice President-General Counsel &                      17.5%             35%
             Secretary
          Vice President-Finance and
             Chief Financial Officer
          Vice President and Controller
          Vice President and Treasurer
          President & General Manager - HBC
          President & General Manager - HSC
          President & General Manager - GBPC
          President & General Manager - HSF
          President & General Manager - WIS
          President & General Manager - TTH
</TABLE>

II.  Measurement
     -----------

     Based on annual performance as measured by Huffy Company EVA in the case of
     Huffy Company participants and  Corporate EVA in the case of Corporate
     participants.

     A.   Award Cycle
          -----------

          The award cycle shall be based on the results at the end of each 
          calendar year.

     B.   Definitions
          -----------

          CORPORATE EVA:  Tax-affected earnings before interest and taxes 
          minus an asset usage charge.
     
          HUFFY COMPANY EVA:  Earnings before interest and taxes, tax affected 
          at the current profit plan tax rate minus an asset usage charge.


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      AUC:  Asset utilization charge computed using the Corporation's weighted
      average cost of capital.

C.    Award Scales(1)
      ---------------

<TABLE>
<CAPTION>
Actual Huffy Company/Corporate             % of Award
        EVA versus Goal                       Earned   
------------------------------             ------------
<S>          <C>                               <C>
                              
Less than      90%                                   0%
               90% Threshold                        50%
               95%                                  75%
              100% Target(2)                       100%
              105%                             133 1/3%
              110%                             166 2/3%
              115% Maximum                         200%
</TABLE>

(1) Scale is linear between points and shall be interpolated to the nearest
    1/10th of 1% to determine award level.

(2) No Huffy Company or Corporate participant shall be eligible to receive an
    award above Target until Corporate EVA results exceeds the weighted cost of
    capital.

III.  Payment
      -------

      A.    On or about March 1 following the completion of each calendar year.

      B.    Form and Manner
            ---------------

            Payment shall be 100% cash payable in equal amounts over three
            years.  Payments in years two and three for any given calendar year
            may be reduced in part or in the whole dependent on performance in
            subsequent years.  For example, a payment scheduled to be made in
            1998 for an award earned for calendar year 1996 will be contingent
            on calendar year 1997 performance. The percent of reduction is
            based on the schedule below.

<TABLE>
<CAPTION>
                    % of Goal*                         % Reduction in* 
                    Achieved                       Subsequent Year Payments 
                 --------------                    ------------------------ 
                <S>                                         <C>  
                                                                            
                 90% or more                                  0% 
                 80%                                         25%            
                 70%                                         50%            
                 60%                                         75%            
                 50%                                        100%             
</TABLE>

      *  The scale between points is linear and shall be interpolated to the
nearest 1/10th of 1%.


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IV.  Implementation
     --------------

     Eligibility, transfers, promotions, demotion
     terminations and death or retirement shall be governed
     by the provisions of Policy 128 - Profit Sharing Bonus
     Plan.

 V.  Distribution
     ------------

     Distribution shall be limited to Corporate Officers,
     Huffy Company President and the Director of Corporate
     Human Resources.



/s/ Donald R. Scheick                    /s/ Richard L. Molen 
-----------------------------------      --------------------------------------
Director, Corporate Human Resources      Chairman, President and
                                         Chief Executive Officer

















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