Exhibit 10.50

PHARMERICA CORPORATION

SUMMARY OF 2009 LONG-TERM INCENTIVE PLAN

On March 3, 2009, the Compensation Committee of the Board of Directors of PharMerica Corporation (the Corporation) adopted the 2009
Long-Term Incentive Program (the LTIP) under the PharMerica Corporation 2007 Omnibus Plan, as amended (the Omnibus Plan), to provide stock options, performance share unit awards, and performance-based cash awards to
the Corporations executives and certain other officers and employees based on pre-established performance objectives and goals. The LTIP advances the Corporations commitment to performance-based compensation practices by providing
participants an opportunity to earn equity-based and cash awards upon the achievement of certain pre-established long-term performance objectives. The LTIP also is designed to drive consistent growth of the Corporation over a multiple-year
performance period.

Eligibility. The Chief Executive Officer, the other executive officers and all employees in grades
J through N are eligible to receive awards under the LTIP.

Performance Cycle. LTIP performance cycle begins
on January 1, 2009 and ends on December 31, 2011.

Award Targets. The amount of the awards under the LTIP are based on
individual participant bonus targets and company performance criteria. Individual participant bonus targets are established by the Compensation Committee for each participant based upon the Compensation Committees determination of the
appropriate bonus target amounts which will enable the Corporation to remain competitive and retain and recruit top employees.

The
Compensation Committee established the bonus targets under the LTIP for the Corporations principal executive officer, principal financial officer and fiscal 2008 named executive officers as follows:



|                   |  |                                                      |  |                    
|------------------ |  | ---------------------------------------------------- |  | -------------------
|Executive          |  | Title                                                |  | Bonus Target       
|Gregory S. Weishar |  | Chief Executive Officer                              |  | 200% of base salary
|Michael J. Culotta |  | Executive Vice President & Chief Financial Officer   |  | 175% of base salary
|Robert McKay       |  | Senior Vice President of Sales and Marketing         |  | 130% of base salary
|Thomas Caneris     |  | Senior Vice President, General Counsel and Secretary |  | 140% of base salary
|Anthony Hernandez  |  | Senior Vice President of Human Resources             |  | 100% of base salary

In general, the Compensation Committee, or the Chief Executive Officer, as applicable has the
authority to make such combination of cash awards, stock options and performance share units as deemed appropriate. The Compensation Committee granted the 2009 LTIP awards for the fiscal 2008 named executive officers in the following amounts as a
percentage of the bonus target: 50% non performance-based stock options and 50% performance share units.

On March 3, 2009, the
Compensation Committee awarded non performance-based stock options under the LTIP for the Corporations principal executive officer, principal financial officer and fiscal 2008 named executive officers as follows:



|                   |  |                                                      |  |                                    
|------------------ |  | ---------------------------------------------------- |  | -----------------------------------
|Executive          |  | Title                                                |  | Stock Options (50% of Bonus Target)
|Gregory S. Weishar |  | Chief Executive Officer                              |  | 166,664                            
|Michael J. Culotta |  | Executive Vice President & Chief Financial Officer   |  | 83,615                             
|Robert McKay       |  | Senior Vice President of Sales and Marketing         |  | 37,912                             
|Thomas Caneris     |  | Senior Vice President, General Counsel and Secretary |  | 40,791                             
|Anthony Hernandez  |  | Senior Vice President of Human Resources             |  | 23,652                             

The Compensation Committee delegated authority to the Chief Executive Officer to determine the
bonus targets for other employees within the target ranges approved by the Compensation Committee.

Performance Criteria. The LTIP
performance criteria are tied to company performance. Company performance will be measured for purposes of the LTIP by comparing the Corporations adjusted EBITDA at the end of the performance cycle to a target end-of-performance cycle adjusted
EBITDA set by the Committee. With respect to the Chief Executive Officer and Executive Vice



---

Presidents the adjusted EBITDA target accounts for 85% of their respective performance target and the remaining 15% is determined by achievement of a target
measure of an adjusted return on invested capital (ROIC).

Award Payouts. Award payouts are based on the percentage of
the performance target achieved. Generally, the percentage of the award earned at the end of the performance cycle based on the performance target shall be determined according to the following schedule; however the actual LTIP award payout will be
interpolated between the percentages set forth in the chart based on actual results:



|                             |  |                     
|---------------------------- |  | --------------------
|Performance Level            |  | Payout Level        
|< 75% of Performance Target  |  | 0% of Award Target  
|75% of Performance Target    |  | 50% of Award Target 
|90% of Performance Target    |  | 80% of Award Target 
|100% of Performance Target   |  | 100% of Award Target
|110% of Performance Target   |  | 140% of Award Target
|120% of Performance Target   |  | 180% of Award Target
|125% of Performance Target   |  | 200% of Award Target
|> 125% of Performance Target |  | 200% of Award Target

Award Agreements. Awards of stock options, performance share units and long-term cash
awards are made under the LTIP pursuant to award agreements with each recipient. The forms of Non-Qualified Stock Option Agreement, Performance Share Award Agreement and Long-Term Cash Award Agreement are filed, respectively, as Exhibits 10.44,
10.26 and 10.27 to the Corporations Quarterly Reports on Form 10-Q for the periods ended March 31, 2008, June 30, 2007 and June 30, 2007, respectively, and are incorporated herein by reference. The form of Performance Share
Award Agreement for the Chief Executive Officer and the Executive Vice Presidents, including the adjusted EBITDA and ROIC performance targets, is filed as Exhibit 10.49 to the Corporations Current Report on Form 8-K filed with the SEC on
March 9, 2009, and is incorporated herein by reference.

Payment of Awards. Equity-based and cash awards will be paid on a
specific date by which the Compensation Committee reasonably expects it will be able to determine whether and the extent that the performance target applicable to such award was met. The Corporation will make the payment of the LTIP awards to
participants as soon as administratively practicable following the date of the award determination, but no later than March 15, 2012.

Vesting and Forfeiture. Recipients of LTIP awards generally must remain continuously employed by the Corporation until the date designated for payout under the applicable award agreement and receive a certain minimum score on their
general performance appraisals for the LTIP period. Exceptions may be provided for termination of employment by reason of death, disability, retirement and change in control.

Other Terms & Provisions. Participants are not permitted to transfer LTIP awards, except by will or the laws of descent and distribution.
The Corporation is entitled to withhold from any payments of awards under the LTIP or the Omnibus Plan any and all amounts required to be withheld for federal, state and local withholding taxes. The Compensation Committee has the discretion to
change terms and conditions of LTIP awards as it deems necessary to ensure that the LTIP awards satisfy all requirements for performance-based compensation within the meaning of Section 162(m)(4)(c) of the Internal Revenue Code. In
addition to the above conditions, payment of any incentive award is contingent upon the participant executing a written agreement to protect company assets.