Summary of Management Incentive Plan for Fiscal 2005 and 2006



 Exhibit 10 (g) 
  
 IMPERIAL SUGAR COMPANY 
 SUMMARY MANAGEMENT INCENTIVE PLAN 
  
 The
Company has adopted Management Incentive Plans for Fiscal 2005 and 2006 for executive officers and certain other participants. The plans provide for cash bonuses based on achievement of a combination of individual performance goals and corporate
profitability targets. The 2005 corporate profitability targets involve a combination of EBITDA and EVA (Economic Value Added). EBITDA is defined as earnings before interest, taxes, depreciation and amortization. EVA is defined as EBITDA minus a
charge for capital employed, calculated as 15% times average working capital and fixed assets. The 2006 plan does not utilize an EVA component in the corporate profitability targets. The achievement of individual performance goals and corporate
profitability targets results in an incentive payment based on a participant’s bonus opportunity, which is set at a percentage of the participant’s base salary, ranging from 10% to 100% based on a participant’s responsibilities and
position within the Company. 
  
 The schedule below lists for each executive
officer target bonus opportunities for fiscal 2005 and 2006. 
  
 Fiscal 2005
Plan 
  
 A specified portion of the target bonus opportunity is allocated to
individual performance goals. Individual performance goals are quantifiable and result in payment only if the individual performance goals are reached and a target EBITDA level is met. Actual EBITDA must equal at least 85% of target EBITDA to permit
any payment on individual performance goals; at that level, the bonus payment would be at (i) in the case of non-officers, 50% of the individual performance component, increasing ratably to 100% when actual EBITDA reaches 100% of target EBITDA,
and (ii) in the case of officers 25% of the individual performance component, increasing ratably to 100% when actual EBITDA reaches 112.1% of target EBITDA. 
  
 The balance of the bonus opportunity is based on the Company’s achievement of corporate profitability targets. Payment under this
component requires actual EBITDA of at least 95% of target EBITDA, which yields a payment of (i) in the case of non-officers, 75% of this bonus component, increasing ratably to 100% of this bonus component when actual EBITDA reaches 100% of
target EBITDA; and (ii) in the case of officers, 25% of this bonus component, increasing ratably to 50% as actual EBITDA increases to 100% of target EBITDA. Officers will be paid an increasing amount up to 100% of their target under the
corporate profitability component as actual EBITDA increases to an enhanced target EBITDA level. Thereafter, the corporate profitability component increases (but not to exceed 200% of the target amount under this component) as EVA increases. Since
the corporate profitability target was not attained, no payments were made under the 2005 plan. 
  
 Fiscal 2006 Plan 
  
 The fiscal 2006 plan
is conceptually similar to the 2005 plan but will only use EBITDA in determining the corporate profitability targets. Individual performance goals will be treated similar to the 2005 plan. Fifty percent of an officer’s target bonus will be paid
when a specific level of EBITDA is achieved and that percentage will increase on a linear slope to a maximum of 200% of target bonus when a higher level of EBITDA is achieved. 








			
	 Executive Officer

	  	Target Percentage of Salary


	 Robert A. Peiser
	  	100
	 T. Kay Hastings
	  	50
	 Patrick D. Henneberry
	  	50
	 H. P. Mechler
	  	50
	 William F. Schwer
	  	50
	 J. Eric Story
	  	30

  
 The corporate profitability component
represents 80% of the target for Mr. Peiser, 70% of the target for Mr. Henneberry and 60% of the target for the remaining executive officers.