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                                                                   Exhibit 10(j)

[GRAPHIC] PRANDIUM, INC.
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                   2001 MANAGEMENT INCENTIVE COMPENSATION PLAN

                                PLAN DESCRIPTION

OBJECTIVE
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The Prandium, Inc. Management Incentive Compensation Plan (MICP) is designed to
motivate and reward team members who, by virtue of their position and
responsibilities, are in a position to make a significant contribution toward
attaining and exceeding the annual business objectives of Prandium, Inc. or any
of its Operating Divisions.

ELIGIBILITY
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Team members of Prandium, Inc. and its Operating Divisions are eligible to
participate in MICP based on the following criteria:

..    Vice Presidents, Vice President equivalents and above who are not eligible
     to participate in other incentive programs.

..    Directors, Managers and equivalents who are not eligible to participate in
     other incentive programs.

..    An acceptable performance level, as determined by their supervisor and
     supported by the Company's performance evaluation process, must have been
     achieved by an eligible participant.

Individual bonus targets for participants will differ and will reflect levels of
responsibility and authority, as well as the relative impact and complexity of
their positions. Individual target incentive awards are expressed as a percent
of a participant's weighted annual base salary for the calendar year in which
this bonus applies.

ADMINISTRATION
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The Nominating and Human Resources (Compensation) Committee of the Prandium,
Inc. Board of Director's ("Committee") shall have full authority for the
administration of MICP including, but not limited to, eligibility, performance
criteria, and Plan modification or termination.

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INCENTIVE AWARD LEVELS
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Individual incentive awards will be based on four or five performance
components, depending on a participant's position within the organization. The
factors that comprise each participant's MICP award will include one or more of
the following factors:

..    Prandium, Inc. EBITDA Performance
..    Division EBITDA Performance
..    Division or Department G&A Budget
..    Personal Objectives

EBITDA is defined as operating profit plus miscellaneous income/(expense),
depreciation and opening expense. In connection with the calculation of
incentive awards, EBITDA should reflect appropriate accruals for all incentive
award payments to be made.

The relative weighing of the above factors reflects the degree to which a
participant can impact the performance of one or all operating divisions. For
example, the incentive for a Support Center participant is weighted between
Chi-Chi's, Koo Koo Roo, and Hamburger Hamlet performance, whereas a Division
participant's incentive is weighted more heavily on Divisional performance. A
combination of any of the above factors may be used in determining a
participant's award.

The measurement criteria for MICP will be set for Prandium, Inc. and Operating
Divisions at the beginning of each plan year. These objectives will be based on
many criteria including, but not limited to, the established operating profit
for the previous year, general economic conditions, the industry's competitive
environment, and senior management's judgement as to what constitutes
outstanding results.

A portion of the incentive will be awarded based on achievement of Departmental
G&A budgets.

Personal Objectives are established on an individual basis and approved by the
CEO. Incentives will be awarded based on the level to which the objectives are
achieved as determined by the Department Head and the CEO.

TRANSFERS/PROMOTIONS/MERIT INCREASES
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If an eligible participant is promoted to a new position during the year and if
such new position reflects a different bonus opportunity percentage, such
factors will be taken into consideration by management insofar as award
determination is concerned. The same factors will be considered by management
insofar as transfers among and between Prandium, Inc. and its Operating
Divisions are concerned. In the case of merit increases during the year, the
MICP awards will be based on the weighted average of a participant's base
salary.

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MICP PAYOUT
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Payment of MICP awards will be made annually, following management's
determination of the operating results for Prandium, Inc. and each of its
Operating Divisions and, barring unforeseen circumstances, will be paid before
the end of the first quarter of the following year, to the extent performance
warrants payment. In the event that a participant becomes eligible during the
calendar year, any applicable award will be prorated for the number of months of
service. Payroll and other associated statutory taxes will be withheld from all
MICP awards.

TERMINATION
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An eligible participant whose employment terminates, voluntarily or
involuntarily, prior to the end of the fiscal year, will not be eligible to
receive a MICP award. If termination occurs after the end of the fiscal year,
but before payment, the Committee reserves the right to determine if payment, or
portion thereof, will be made.

PENALTIES
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A penalty of up to 100% of the MICP award can be assessed for any actions
detrimental to the assets, reputation, or best interest of Prandium, Inc. and/or
its Operating Divisions including, but not limited to, any lowering of standards
in order to increase operating results, violation of established policies and
procedures, substandard personal performance, etc.

PLAN MODIFICATION
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In the event of unusual circumstances which materially impact the performance of
Prandium, Inc., its Operating Divisions, and/or the individual participant over
which management and/or the individual participant has little or no control, the
Committee may, through the exercise of prudent business judgment, amend the
performance criteria of MICP and, in their discretion, raise or lower MICP
awards. Such conditions as increased competition, forecasting errors, weather,
etc., are ongoing business factors and would not, in and of themselves, warrant
adjustment in performance criteria.

This MICP does not confer or create any rights in team members or any duties or
obligation upon Prandium, Inc. Prandium, Inc. will make all interpretations
concerning the conditions and qualification covered under this Plan and senior
management reserves the right to modify or terminate the Plan, should
circumstances so warrant. Notification of MICP modifications or terminations of
MICP will be communicated to participating team members as appropriate.

                                 Exhibit 10(j)