Exhibit 10.42

PHARMERICA CORPORATION

SUMMARY OF 2008 LONG-TERM INCENTIVE PROGRAM

On March 10, 2008, the Compensation Committee adopted a 2008 long-term incentive program (the LTIP) under the PharMerica
Corporation 2007 Omnibus Incentive Plan (the Omnibus Plan). The LTIP provides for performance-based annual cash awards, performance share units and non-qualified stock options to the Corporations Chief Executive Officer,
executive officers, and certain other officers and employees of the Corporation. The LTIP advances the Corporations commitment to performance-based compensation practices by providing participants an opportunity to earn annual compensation
upon 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, 2008 and ends on December 31, 2010.

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 will be 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 2007 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
|Janice Rutkowski   |  | Senior Vice President & Chief Clinical Officer     |  | 125% of base salary
|Robert McKay       |  | Senior Vice President of Sales and Marketing       |  | 100% of base salary
|Thomas Caneris     |  | Senior Vice President & General Counsel            |  | 140% of base salary

The LTIP awards are granted in the following amounts as a percentage of the bonus target: 50% non
performance-based stock options, 25% performance share units and 25% performance-based cash awards.

On March 10, 2008, the
Compensation Committee awarded non performance-based stock options under the LTIP for the Corporations principal executive officer, principal financial officer and fiscal 2007 named executive officers as follows:



|                   |  |                                                    |  |                                   
|------------------ |  | -------------------------------------------------- |  | ----------------------------------
|Executive          |  | Title                                              |  | Stock Options(50% of Bonus Target)
|Gregory S. Weishar |  | Chief Executive Officer                            |  | 85,500                            
|Michael J. Culotta |  | Executive Vice President & Chief Financial Officer |  | 43,300                            
|Janice Rutkowski   |  | Senior Vice President & Chief Clinical Officer     |  | 19,500                            
|Robert McKay       |  | Senior Vice President of Sales and Marketing       |  | 19,800                            
|Thomas Caneris     |  | Senior Vice President & General Counsel            |  | 21,400                            

The Compensation Committee delegated authority to the Corporations Chief Executive Officer
to determine the bonus targets for all other employees within the target ranges approved by the Compensation Committee. The Corporations Chief Executive Officer has the authority to make such combination of cash awards, stock options and
performance share units as he deems appropriate under the circumstances, subject to certain limitations.

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 EBITDA at the end of the performance cycle to a target end-of-performance cycle EBITDA set
by the Committee.



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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 EBITDA 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        
|< 80% of Performance Target  |  | 0% of Award Target  
|80% of Performance Target    |  | 50% of Award Target 
|90% of Performance Target    |  | 75% 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

Payment of Awards. Stock and cash awards will be paid on a specific date by which the
Compensation Committee reasonably expects that the Corporations EBITDA for the performance cycle on which the award was based will have been reported. 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, 2011.

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. 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 shall be 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 Committee shall have 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.