Exhibit 10.1


IMMUCOR, INC.


FY 2008 Bonus Plan

and

FY 2008 Long-Term Incentive Awards
Plan


[Adopted 5-24-07]


Bonus
Plan


This
is a plan for all officers, supervisors, managers and directors.


All
bonuses will be based on the company achieving a target net income established
by the Compensation Committee of the Board of Directors on the date the bonus
plan was adopted.


All
Sales, Marketing, Technical Support, Field Service and Field Technical Support
officers, supervisors, managers and directors (other than Field Sales
employees), will be eligible to participate in the bonus plan only if the applicable
country/region revenue goal is achieved, in addition to the company achieving
target net income.  Country/region
revenue goals will be based on the FY 2008 budget and communicated to each
group affected.


Field
Sales employees, who are compensated on a commission basis, will not be
eligible to participate in the bonus plan.


Award
levels are stated as a percentage of base compensation or salary.  For LTI awards this means base compensation
or salary as of May 31, 2007; for bonuses this means base compensation or
salary as of May 31, 2008.


Executive
Officers


Executive
officers will be eligible for bonuses based on the amount of net income.  This group currently includes the CEO, CFO,
CSO and General Counsel.


	
  If net income is

  the following

  	
   

  	
  Bonus (as percent of base compensation) will be as follows

  	
   

  
	
  percent of target

  net income*

  	
   

  	
  CEO

  	
   

  	
  CSO

  	
   

  	
  CFO & General

  Counsel

  	
   

  
	
  <100%

  	
   

  	
  0

  	
  %

  	
  0

  	
  %

  	
  0

  	
  %

  
	
  100%

  	
   

  	
  25

  	
  %

  	
  25

  	
  %

  	
  25

  	
  %

  
	
  105%

  	
   

  	
  43.75

  	
  %

  	
  37.5

  	
  %

  	
  31.25

  	
  %

  
	
  110%

  	
   

  	
  62.5

  	
  %

  	
  50

  	
  %

  	
  37.5

  	
  %

  
	
  115%

  	
   

  	
  81.25

  	
  %

  	
  62.5

  	
  %

  	
  43.75

  	
  %

  
	
  120% or above

  	
   

  	
  100

  	
  %

  	
  75

  	
  %

  	
  50

  	
  %

  



 















*                 Percentage bonuses will be prorated for
in-between percentages.  For example, if
net income were 108% of target net income, then the bonus for the CEO would be
55% of base compensation [(43.75%) + (.6 x 18.75%)].


Vice Presidents


Vice
Presidents (other than executive officers) will be eligible for bonuses based
on the amount of net income and individual performance ratings.  Performance ratings will be based on the
Global Appraisal form and comments from the 360° Feedback System.


	
  If net income is

  the following

  	
   

  	
  Bonus (as percent of base compensation) will be as

  follows, based on individual performance rating

  	
   

  
	
  percent of target

  net income*

  	
   

  	
  Fully Competent

  (80% of bonus)

  	
   

  	
  Exceeds Standards

  (100% of bonus)

  	
   

  	
  Outstanding

  (120% of bonus)

  	
   

  
	
  100%

  	
   

  	
  12

  	
  %

  	
  15

  	
  %

  	
  18

  	
  %

  
	
  110%

  	
   

  	
  24

  	
  %

  	
  30

  	
  %

  	
  36

  	
  %

  
	
  120% or above

  	
   

  	
  36

  	
  %

  	
  45

  	
  %

  	
  54

  	
  %

  



 






*                 Percentage bonuses will be prorated for
in-between percentages.  For example, if
net income were 115% of target net income, then the following percentage
bonuses would be paid:


	
  

  	
   

  	
  Fully Competent

  	
   

  	
  Exceeds Standards

  	
   

  	
  Outstanding

  	
   

  
	
  115%

  	
   

  	
  30

  	
  %

  	
  37.5

  	
  %

  	
  45

  	
  %

  



 


Supervisors,
Managers and Directors


Supervisors,
managers and directors will be eligible for bonuses in the following ranges
based on salary levels and individual performance ratings.  Performance ratings will be based on the
Global Appraisal form and comments from the 360° Feedback System.


	
  

  	
   

  	
  Salary Level

  	
   

  
	
  Performance Rating

  	
   

  	
  < $80,000

  	
   

  	
  $80,000 -

  $100,000

  	
   

  	
  > $100,000

  	
   

  
	
  Outstanding

  	
   

  	
  8%
  to 12%

  	
   

  	
  10%
  to 14%

  	
   

  	
  12%
  to 16%

  	
   

  
	
  Exceeds
  Standards

  	
   

  	
  6%
  to 10%

  	
   

  	
  8%
  to 12%

  	
   

  	
  10%
  to 14%

  	
   

  
	
  Fully Competent

  	
   

  	
  4%
  to 8%

  	
   

  	
  6%
  to 10%

  	
   

  	
  8%
  to 12%

  	
   

  
	
  Unsatisfactory

  	
   

  	
  0%

  	
   

  	
  0%

  	
   

  	
  0%

  	
   

  



 











The range for each salary
level gives some discretion to management in establishing individual bonus
amounts.  For example, an employee who is
outstanding in the achievement of objectives may have areas for improvement in
communication or teamwork with other departments. This person might be placed
at the lower end of the bonus range.


Discretionary
CEO Bonus Pool


The
company will also establish a separate $200,000 bonus pool (to be accrued
$50,000 a quarter), and bonuses could be granted by the CEO on a discretionary
basis to non-executive officers.  No
bonuses are required to be granted from this bonus pool.


Long-Term
Incentive Proposal


Long-term
incentives (i.e., equity incentives) will be awarded for FY 2008 based on
position and salary levels.  Vice
Presidents and above will be eligible for grants of stock options and
restricted stock; those below Vice President will be eligible for grants of
stock options only.


Executive
Officers


	
  Target value of LTI awarded:

  	
  CEO – 200% of base compensation

  
	
   

  	
  CSO, CFO, General Counsel – 120% of base
  compensation

  
	
   

  
	
  LTI target mix:

  	
  Stock Options

  	
  65% of LTI target value

  
	
   

  	
  Restricted stock

  	
  35% of LTI target value

  
	
   

  
	
  Vice Presidents

  
	
   

  
	
  Target value of LTI awarded:

  	
  60% of base compensation for salaries $200,000 +

  
	
   

  	
  40% of base compensation for salaries < $200,000

  
	
   

  
	
  LTI target mix:

  	
  Stock Options

  	
  65% of LTI target value

  
	
   

  	
  Restricted stock

  	
  35% of LTI target value

  
					



 











 


	
  Supervisors (other
  than Europe), Managers and Directors

  
	
   

  
	
  Target value of LTI awarded:

  	
  25% of base compensation for salaries $130,000 +

  
	
   

  	
  20% of base compensation for salaries $90,000 -
  130,000

  15% of base compensation for salaries $75,000 - 90,000

  
	
   

  	
  10% of base compensation for salaries < $75,000

  
	
   

  
	
  LTI target mix:

  	
  Options only

  	
  100% of LTI target value

  
				



 


Each
element of the LTI grant (i.e., stock options and restricted stock) is intended
to represent the estimated economic value of that element at the date of
grant.  For purposes of determining the
number of shares covered by each element, the following calculation should be
used, which assumes (for illustration purposes only) that the economic value of
stock options, using the Black-Scholes method, is 40% of the grant-date fair
market value of the stock:


LTI
Target Value x 65% = Stock Option Value


LTI Target Value x 35% = Restricted Stock
Value


# Stock Option Shares = Stock Option Value /
(Black Scholes ratio (40%) x grant-date fair market value of the stock)


# Restricted Shares = Restricted Stock Value/
grant-date fair market value of the stock


Vesting


Stock
Options will vest over four (4) years, 25% per year on the anniversary of the
date of grant.


Restricted
Stock will vest over five (5) years, 20% per year on the anniversary of the
date of grant.