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Exhibit 10.54
 AMERICAN ECOLOGY CORPORATION
 1.
    
    Purpose of the Plan
The purpose of the American Ecology Corporation 2007 Management Bonus Plan is to provide
certain of its key senior management employees, for the 2007 fiscal year, with incentive
compensation consistent with the interests of Companys stockholders.2.
    
    Eligibility
Eligibility in the Plan is limited to Board approved and designated senior management
employees of American Ecology and its subsidiaries (the Company). For purposes of the
Plan, the Compensation Committee of the Companys Board of Directors is the Plan
Administrator.A listing of employees approved by the Board of Directors (Participants) with their
respective Initial Base Percentage (IBP) shall be maintained and administered by the Chief
Accounting Officer (CAO) under the direction of the Plan Administrator and is attached as
Exhibit A. Participation in the Plan supersedes any prior agreements relating to the subject
matter hereof, either written or verbal.To be eligible for the incentive award (a Bonus Award) under the Plan, a Participant must
have been employed on a full-time basis by the Company for the entire 12 months of 2007 (the
Performance Period) and must be employed on the last day of the Performance Period and at
the date of any such payment. Plan Participants whose employment with the Company has been
terminated, for any reason whatsoever, prior to the payment of any Bonus Award, shall not be
eligible to receive any payment hereunder.3.
    
    Participant Groups
The Plan provides for three Participant categories in 2007.
 A)
    
    President and Chief Executive Officer- Fifty percent (50%) of the bonus
shall be based on the Company achieving operating income objectives, taking into
account the cost of such bonuses. Up to an additional fifty percent (50%) shall be
awarded, with the approval of the Board of Directors, for achieving annual
priorities, updating and implementing Company initiatives and out year strategic
plans, and implementing processes to ensure tracking and achievement of
Board-adopted objectives.B)
    
    Senior Corporate Management This category includes three Corporate
Vice Presidents and their bonuses shall be based on the following criteria:
 i.
    
    Vice President & Chief Information Officer.Fifty
percent (50%) of the bonus shall be based on the Company achieving
operating income objectives, taking into account the cost of such bonuses.
Up to an additional fifty percent (50%) shall be awarded, at the discretion
of the CEO, for achieving priorities for support on potential acquisitions,
new information systems development and implementation, servicing ongoing
Information Technology needs, developing out year information system and
technology plans to support strategic plans, teamwork, support for the
Companys operating facilities and other evaluative factors.ii.
    
    Vice President, Hazardous Waste Operations.Fifty
percent (50%) of the bonus shall be based on the Company achieving
operating income objectives, taking into account the cost of such bonuses.
Up to an additional fifty percent (50%) shall be awarded at the discretion
of the CEO for management of site efforts to achieve annual priorities,
manage Company resources and complete approved capital projects within
budget and on schedule, effectively manage health and safety programs,
teamwork, and development of out year plans for operating facility permit
expansions and investments in operating facility plant and equipment.iii.
    
    Vice President, Controller and Chief Accounting
Officer.Fifty percent (50%) of the bonus shall be based on the Company
achieving operating income objectives, taking into account the cost of such
bonuses. Up to an additional fifty percent (50%) shall be awarded, at the
discretion of the CEO, for compliance with federal securities regulations
including financial reporting
requirements and compliance and internal control requirements, investor
relations, business development and financing initiatives, development of out
year capital structure and finance plans, team work, and other evaluative
factors.




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iv.
    
    Vice President, Sales and Marketing.Fifty percent
(50%) of the bonus shall be based on the Company achieving operating income
objectives, taking into account the cost of such bonuses. Up to an
additional fifty percent (50%) shall be awarded, at the discretion of the
CEO, for driving the overall sales and marketing effort to meet established
territory targets, protect existing business, team work, market development
planning for out year growth, and other evaluative factors.
 C)
    
    Operating Facility Management This category includes the four
operating facility General Managers. Twenty-five percent (25%) of the bonus shall be
based upon achievement of Company operating income objectives, taking into account
the cost of such bonuses and twenty-five percent (25%) for Site operating income. Up
to an additional fifty percent (50%) shall be awarded, at the discretion of the CEO,
with input from the Vice President, Hazardous Waste Operations for applicable
locations, based on achieving established annual priorities, regulatory compliance,
health and safety program effectiveness, effective use of Company resources,
completion of approved capital projects within budget and on schedule, development
of recommendations for out year permit expansions and investments in operating
facility plant and equipment, team work, and other evaluative factors.
 Bonus Awards
 A)
    
    Cash award at target performance
 i.
    
    President and Chief Executive Officer: 75% of
Participants base salaryii.
    
    Senior Corporate Management:35% of Participants base
salary for the Vice President & Chief Information Office, Vice President,
Hazardous Waste Operations and Vice President, Controller and Chief
Accounting Officer and 25% of base salary for the Vice President of Sales
and Marketing.iii.
    
    Operating Facility Management: 35% of Participants
base salary.
  B)
    
    An additional cash award of:
 i.
    
    25% of base salary will be added to the President and
Chief Executive Officersaward if the Company exceeds its 2007 corporate
consolidated operating income by 13% or more.ii.
    
    10% of base salary will be added to the Senior
Corporate Managementgroup and the Operating Facility Managementgroup
participants if the Company exceeds its 2007 corporate consolidated
operating income budget by 13% or more.




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4.
    
    Procedure
The Plan Administrator shall have full power, discretion and authority to administer and
interpret the Plan, including the calculation and verification of all Bonus Awards, and to
establish rules and procedures for its
administration, as the Plan Administrator deems necessary and appropriate. Any
interpretation of the plan or other act of the Plan Administrator in administering the Plan
shall be final and binding on all Plan Participants. No member of the Plan Administrator or
the Board of Directors shall be liable for any action, interpretation, or construction made
in good faith with respect to the Plan. No member of the Plan Administrator shall
participate in the Plan. The Company shall indemnify, to the fullest extent permitted by
law, each member of the Board who becomes liable in any civil action or proceeding with
respect to decisions made relating to the Plan. The President and Chief Executive Officer
shall provide the Plan Administrator with a year-end report of Participants in the Plan and
their respective annual salaries and recommendations for evaluative factor Bonus Awards for
all participants other than himself, along with any other information that the Plan
Administrator may request. The Plan Administrator shall determine any evaluative factor
Bonus Award for the President and Chief Executive Officer.A Plan Participant may be removed from the Plan, with no right to any Bonus Award under the
Plan, if it is determined in the discretion of the Plan Administrator that any of the
following have occurred:
 i.
    
    a) Insubordination, misconduct, malfeasance, or any formal
disciplinary action taken by the Company during the performance year or prior to
payment.
b) Disability. Should a Participant not be actively at work for an extended period of
time due to an illness or injury, in such a way as to qualify for long-term
disability benefits, he/she may not receive a bonus.ii.
    
    Demotion. If a Plan Participant is removed from the Participant group
that made him or her eligible Participant under the Plan at any time during the
Performance Period, then such employee shall be deemed to be ineligible for
participation in the Plan and shall not receive any Bonus Award under the Plan.
 5.
    
    Miscellaneous Provisions.
 Employment Rights. .
 Plan Administrators Final Decision.
 Governing Law.
 Interests Not Transferable.
 Severability.
 Withholding.
 Effect on Other Plans or Agreements.




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Effective Date
 AMERICAN ECOLOGY CORPORATION
 ELIGIBLE PARTICIPANTS