EXHIBIT 10.30

APRIA HEALTHCARE GROUP INC.
2006 EXECUTIVE BONUS PLAN

This document sets forth the terms of the 2006 Executive
Bonus Plan (the Plan) of Apria Healthcare Group Inc. (the
Company).

Operation of the Plan

| | Potential
Bonus. The Companys Chief Executive Officer, President and Chief
Operating Officer and Chief Financial Officer, as well as the Companys Executive
Vice Presidents and Senior Vice Presidents designated by the Compensation Committee of
the Companys Board of Directors (the Committee) as participating in the
Plan, may be eligible to receive a bonus under the Plan (the bonus opportunity).
The maximum bonus opportunity for any such participant under the Plan is equal to 100% of
the participants annualized rate of base salary as in effect on January 1, 2006
(the participants 2006 rate of base salary).
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| | Components
of Potential Bonus and their Relative Weights. The portion of a participants
bonus opportunity that is actually paid out will depend upon the actual level of the
Companys [confidentialfinancial performance measures
omitted] (each, a performance measure) for calendar 2006
compared to the target level of such performance measures for 2006 (as set forth below).
For purposes of the Plan, all of such performance measures will be determined on a
consolidated basis in accordance with generally accepted accounting principles as applied
in the Companys financial reporting.
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| | A
weight is also assigned to each performance measure. The weight assigned
to a particular measure is the portion of the participants bonus opportunity that
will be paid based on the degree of attainment of the related performance measure. The
weight assigned to each performance measure is set forth in the chart below:
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| | Weight of Performance Measurein Determining Payout of
Bonus Opportunity | 
| | ----------------------------------------------------------------------- | 
| |                                                                         | 
| | [Confidential financial performance
measures omitted] *                 | 
| |                                                                         | 
| | 20%       
             40%
              
      40%                    | 

| | Example:
If a participants bonus opportunity under the Plan (100% of the participants
2006 rate of base salary) is $250,000, then payment of $50,000 ($250,000, multiplied by
20%) of the bonus opportunity will be based on the Companys actual level of *for
2006.
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| | For
each performance measure, there is a minimum performance goal that must be achieved (a
threshold) in order for a bonus to be payable with respect to that measure
and a target performance goal (a target) that must be achieved for the bonus
to be paid at the target level with respect to that performance measure. If the Company
does not meet the threshold level for a particular performance measure, no bonus will be
payable with respect to that performance measure. If the Company meets or exceeds the
target level for a particular measure, then 100% of the portion of the participants
bonus opportunity that is payable with respect to that performance measure will be
payable, subject to the other terms and conditions of the Plan. If the Company meets the
threshold level for a particular performance measure but does not meet the target level
for that measure, then the portion of the bonus opportunity that will be payable with
respect to that performance measure will be determined by linear interpolation with 80%
of the portion of the bonus opportunity payable with respect to the performance measure
for achievement at the threshold level and with 100% of the portion of the bonus
opportunity payable with respect to the performance measure for achievement at or above
the target level. The threshold and target levels for each performance measure are set
forth in the following chart:
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|                                                        | Threshold and Target
Levels for PerformanceMeasures
|------------------------------------------------------- | ---------------------------------------------------
|                                                        |                                                    
|[Confidential financial performance
measures omitted] *
|                                                       
|ThresholdLevel                                          | *                                                  
|Target Level                                            | *                                                  

| | Example:
If a participants bonus opportunity under the Plan is $250,000 and the Companys
* for 2006 is $285,500,000, then $45,000 will be payable with respect to the *
performance measure ($250,000, multiplied by 20%, multiplied by 90%). Note that the
$45,000 does not include any portion of the bonus opportunity that may be payable with
respect to the other performance measures.
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| | Example:
If a participants bonus opportunity under the Plan is $250,000 and the Company
meets but does not exceed the threshold level for all performance measures, then $200,000
will be payable under the Plan ($250,000, multiplied by 80%).
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Payment Terms

| | Award
Payment and Timing. As soon as administratively practicable after the
Companys audited financial statements for 2006 have been prepared, the Committee
will determine whether and the extent to which bonuses are payable pursuant to the Plan.
No payment shall be made with respect to the Plan unless and until the Committee has
certified, by resolution or other appropriate action in writing, that the amount of any
such bonus has been accurately determined in accordance with the terms, conditions and
limits of the Plan and that the applicable performance condition(s) were, in fact,
satisfied at the applicable level(s). To the extent a participant is entitled to a bonus
under the Plan, such bonus shall be paid promptly following such determination by the
Committee and, to the extent required to satisfy Section 409A of the Internal Revenue
Code, in no event later than March 15, 2007.
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Other Rules

| | Termination
of Employment Rules. Except as provided below, a participant must be
employed by the Company or one of its affiliates or subsidiaries on December 31, 2006 in
order to be eligible to receive a bonus under the Plan (subject to the achievement of the
applicable performance measures), and a participant will have no right to a Plan bonus
(or any partial bonus) if the participants employment terminates or is terminated
(regardless of the reason, whether with or without cause) prior to December 31, 2006.
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| | If
a participants employment with the Company or one of its affiliates is terminated
after June 30, 2006 but prior to December 31, 2006 by the Company or the affiliate that
employs the participant other than for Cause (as defined below) and other than on account
of the participants death or Disability (as defined below), the participant will be
entitled to a bonus under the Plan equal to (1) the bonus the participant would have
received under the Plan had the participant remained employed with the Company or one of
its affiliates through December 31, 2006, multiplied by (2) a fraction, the numerator of
which is the number of calendar days in 2006 that occurred prior to the termination of
the participants employment and the denominator of which is 365. Payment of the
bonus will be made at the same time as the payment of Plan bonuses generally.
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| | For purposes of the Plan, Cause and Disability shall have the
respective meanings assigned to such terms in the participants Executive Severance
Agreement or Employment Agreement.
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| | Change
in Control Event. Notwithstanding anything to the contrary in the Plan, in
the event a Change in Control Event (as defined in the Companys 2003 Performance
Incentive Plan) occurs in 2006, the Plan will immediately terminate upon the event, and a
participant who is employed by the Company or one of its affiliates immediately prior to
such event will be entitled to a bonus under the Plan equal to (1) the participants
bonus opportunity, multiplied by (2) a fraction, the numerator of which is the number of
calendar days in 2006 that occurred prior to the Change in Control Event and the
denominator of which is 365. In such event, Plan bonuses will be paid on the effective
date of the Change in Control Event.
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| | No Assignment. The rights, if any, of a participant or any other person to
any payment or other benefits under the Plan may not be assigned, transferred, pledged,
or encumbered except by will or the laws of decent or distribution.
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| | Taxation.     Bonus
payments will be taxed as ordinary income (wages) in the year of payment. All
payments will be subject to required income, employment and other tax
withholdings and any other authorized deductions.
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| | Amendment.The
Committee reserves the right to amend and/or terminate the Plan at any time and
in any manner, with or without notice; provided, however, that the consent of a
participant will be required to the extent such amendment or termination
materially and adversely affects the participants rights under the Plan.
Adjustments pursuant to the Adjustment section below shall not
require participant consent. No amendment shall be binding upon the Company
unless approved by the Committee and set forth in writing.
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| | No Fiduciary Relationship. Nothing contained in the Plan and no action taken
pursuant to the provisions of the Plan shall create or be construed as creating a trust
or any kind of fiduciary relationship between the Company and any of its affiliates on
one hand, and any participant or any other person on the other hand.
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| | No
Right to Bonus or Continued Employment. Nothing contained in the Plan or
any related document constitutes an employment or service commitment by the Company (or
any affiliate), affects an employees status as an employee at will who is subject
to termination without cause, confers upon any participant any right to remain employed
by or in service to the Company (or any affiliate), interferes in any way with the right
of the Company (or any affiliate) to terminate a participants employment or to
change the participants compensation or other terms of employment at any time. The
Plan does not constitute a contract and does not confer upon any person any right to
receive a bonus or any other payment or benefit. There is no commitment or obligation on
the part of the Company (or any affiliate) to continue any bonus plan (similar to the
Plan or otherwise) in any future fiscal year.
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| | Administration.The
Committee shall administer the Plan, select participants for the Plan,
determine the applicable performance measures, relative weights of those
measures, specific performance goals, and bonus opportunities, determine
 performance and the extent to which any applicable goals have been satisfied,
 determine whether any bonus is actually payable under the Plan and, subject to
 the express limitations of the Plan, the amount of each bonus, and determine
the  time or times at which and the form and manner in which bonuses will be
paid. The Committee shall have the authority to construe and interpret the Plan
and  any agreement or other document relating to the Plan. All actions taken and
all interpretations and determinations made by the Company in respect of the
Plan  shall be conclusive and binding on all persons and shall be given the
maximum  deference permitted by law. Bonuses under the Plan are granted pursuant
to Section 5.2 of the Companys 2003 Performance Incentive Plan (the
Stock Plan) and are intended to qualify as performance-based
compensation within the meaning of Section 162(m) of the Internal Revenue
Code (Section 162(m)). The Plan will be construed in accordance
with the applicable provisions of the Stock Plan and Section 162(m) and any
applicable regulations thereunder.
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| | Adjustments.     The
* target shall be adjusted if the budgeted $75 million share repurchase
is delayed past July 1, 2006. The Committee shall, to the extent it determines
appropriate in order to preserve the intended incentives, also adjust the
performance thresholds and target levels to mitigate the unbudgeted impact of
material, unusual or nonrecurring gains and losses, accounting changes or  other
extraordinary events not foreseen at the time the targets were  established.
Notwithstanding the foregoing, the Committee will not make any change or
adjustment under the Plan to the extent it would cause Plan bonuses to cease to
qualify as performance-based compensation within the  meaning of
Section 162(m).
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* This portion of the
Plan has been omitted.