Document:

CONFIDENTIAL TREATMENT REQUESTED
        Confidential Portions of This Agreement Which Have Been Redacted
     Are Marked With Brackets ("[***]"). The Omitted Material Has Been Filed
                       Separately With The United States
                       Securities and Exchange Commission.

                                   PRG-Schultz
                             Performance Bonus Plan

                             Effective January 2006

                                 [COMPANY LOGO]

Please note that  information  contained  in this  document is  proprietary  and
confidential,  as  defined  in your  employment  agreement  and/or  *PRG-Schultz
Employee  Handbook.  Employees  are  reminded  that  confidential,  sensitive or
proprietary  information  concerning  PRG-Schultz must not be used in any manner
that is  unauthorized  or detrimental to the best interests of  PRG-Schultz.  No
unauthorized distribution is permitted.

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PRG-Schultz Performance Bonus Plan
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I.    PLAN OVERVIEW..........................................................3
      A.  Philosophy.........................................................3
      B.  Plan Objectives....................................................3
      C.  Effective Period...................................................3
      D.  Eligibility........................................................3

II.  PLAN DESCRIPTION......................................................3-7
     A.  Target Bonus and Maximum Bonus......................................3
     B.  Actual Bonus to be Paid:  The Concept...............................4
     C.  Calculation of Total Bonus Pool.....................................4
     D.  Calculation of Operating Group Bonus Pools..........................5
     E.  Allocation to Bonus Eligible Employees of Amounts up to
          the Target Bonus Pool..............................................6
     F.  Allocation of any Excess Pool to Bonus Eligible Employees ..........6
     G.  Qualification for and Payment of Bonus .............................7

III. PLAN INTERPRETATION AND ADMINISTRATION..................................8

IV.  PLAN ACKNOWLEDGEMENT FORM...............................................9

CONFIDENTIAL                                                                   2
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PRG-Schultz Performance Bonus Plan
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I.   PLAN OVERVIEW

     A.   PHILOSOPHY

          PRG-Schultz,  as an organization of  professionals,  believes that its
          senior leaders should have common objectives and should share together
          in the  profits  created  by  their  combined  efforts  as a team.  In
          addition,  the company  wants to encourage  its  leadership to achieve
          desired  results  and  to  strive  for  excellence  through  exemplary
          behaviors, creativity, innovation and teamwork.

     B.   PLAN OBJECTIVES

          The  PRG-Schultz  Performance  Bonus  Plan  (the  Plan)  promotes  the
          following:

          o    Achievement of PRG-Schultz business and financial objectives
          o    Collaboration throughout the organization
          o    Customer/client relations
          o    Development of PRG-Schultz leaders

     C.   EFFECTIVE PERIOD

          The Plan is effective from January 1 through December 31, 2006.

     D.   ELIGIBILITY

          Full-time, salaried PRG-Schultz employees whose positions are assigned
          a Level 14E or higher in the  PRG-Schultz  U.S. salary grade structure
          and  employees   that  hold   positions  of  a  comparable   level  in
          PRG-Schultz's non-U.S. operations (excluding Meridian) are eligible to
          participate in the Plan (Bonus  Eligible  Employees).  The term "Bonus
          Eligible   Positions"  refers  to  the  positions  described  in  this
          paragraph.

II.  PLAN DESCRIPTION

     The Plan provides for a bonus payment in 2007 to Bonus  Eligible  Employees
     upon  the   achievement  of  by  the  company  of  certain  2006  financial
     objectives, subject to the more detailed Plan description below.

     A.   TARGET BONUS AND MAXIMUM BONUS

          Each Bonus Eligible  Position has associated with it a specific target
          bonus (Target Bonus) and maximum bonus (Maximum Bonus).

          The sum of the Target Bonuses for all Bonus Eligible  Positions is the
          "Target Bonus Pool" for the company as a whole. The sum of the Maximum
          Bonuses for all Bonus  Eligible  Positions in the plan is the "Maximum
          Bonus Pool" for the company as a whole.

CONFIDENTIAL                                                                   3
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PRG-Schultz Performance Bonus Plan
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     B.   ACTUAL BONUS TO BE PAID: THE CONCEPT

          The actual bonus to be paid to any Bonus  Eligible  Employee will be a
          function of three things:

          o    The Total Bonus Pool (described below) earned by the company as a
               whole.

          o    The portion of the Total Bonus Pool  allocated  to the  Operating
               Group within the company to which the Bonus Eligible  Position is
               assigned (the Operating  Group Bonus Pool).  For purposes of this
               Plan there are four Operating Groups:
               o    Corporate
               o    United States
               o    Europe
               o    APLAC

          o    The portion of the Operating  Group Bonus Pool  allocated to each
               Bonus Eligible Employee within the Operating Group.

     C.   CALCULATION OF TOTAL BONUS POOL

          The Total  Bonus  Pool  begins to  accumulate  once  EBITDAOT  exceeds
          $[******].  For  purposes of this Plan the term  "EBITDAOT"  means the
          company's  earnings  before  (1)  interest,  taxes,  depreciation  and
          amortization,  (2) one time  charges  such as  severance  expenses and
          expenses  associated  with dark leases,  and (3) bonuses payable under
          this Plan.

          All EBITDAOT in excess of $[******]  will go into the Total Bonus Pool
          until the Total Bonus Pool reaches the Target  Bonus Pool  (calculated
          at $[******]  based on the Target  Bonuses of all  currently  employed
          Bonus Eligible Employees). Once the Total Bonus Pool equals the Target
          Bonus Pool,  half of all additional  EBITDAOT (in excess of the sum of
          $[******]  and the amount of the Target  Bonus  Pool) will go into the
          Total Bonus Pool until it reaches the Maximum Bonus Pool,  (calculated
          at $[******],  based on the Maximum Bonuses of all currently  employed
          Bonus Eligible Employees).

[***] -  CONFIDENTIAL  PORTIONS OF THIS  AGREEMENT  WHICH HAVE BEEN REDACTED ARE
MARKED WITH BRACKETS  ("[***]").  THE OMITTED MATERIAL HAS BEEN FILED SEPARATELY
WITH THE UNITED STATES SECURITIES AND EXCHANGE COMMISSION.

CONFIDENTIAL                                                                   4
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PRG-Schultz Performance Bonus Plan
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          The Total Bonus Pool will,  therefore,  be a function of the company's
          total EBITDAOT. If EBITDAOT is $[******] or less, the Total Bonus Pool
          available for payment of bonuses  under this Plan will be zero.  Based
          on Target Bonuses of currently employed Bonus Eligible Employees,  (1)
          if EBITDAOT equals $[******],  then the Total Bonus Pool will be equal
          to the Target Bonus Pool, (2) if EBITDAOT is $[******], then the Total
          Bonus Pool will be half of the Target Bonus Pool or $[******]; and (3)
          if EBITDAOT is $[******],  then the Total Bonus Pool will be 1.5 times
          the Target  Bonus Pool or  $[******]  (100% of  EBITDAOT  in excess of
          $[******]  until the Total  Bonus Pool equals  $[******],  plus 50% of
          EBITDAOT in excess of $[******]).

     D.   CALCULATION OF OPERATING GROUP BONUS POOLS

          All of the Total Bonus Pool up to the company's Target Bonus Pool will
          be allocated to the  Operating  Group  Pools,  pro rata,  based on the
          relationship  that the sum of all Target Bonuses of all Bonus Eligible
          Employees  within each Operating Group bears to the Target Bonus Pool.
          For example,  if the sum of the Target  Bonuses of all Bonus  Eligible
          Employees  within an Operating Group was 25% of the Target Bonus Pool,
          that Operating Group will receive an allocation of 25% of that portion
          of the Total Bonus Pool that is less than or equal to the Target Bonus
          Pool.

          If the  company's  Total Bonus Pool is greater  than the Target  Bonus
          Pool, then the amount by which the Total Bonus Pool exceeds the Target
          Bonus Pool (the Excess  Pool) will be  allocated  among the  Operating
          Groups as follows:

          o    The  Corporate  Operating  Group will be  allocated  its pro rata
               portion of the Excess Pool,  based on the relationship of the sum
               of all Maximum Bonuses of all Bonus Eligible Employees within the
               Corporate Group to the Maximum Bonus Pool.

          o    Each Operating  Group other than Corporate will get an allocation
               of the  remainder of the Excess Pool,  based on the  relationship
               between that Operating Group's dollar  contribution to the Excess
               Pool and the total Excess Pool.

          For example,  assume the company's  Total Bonus Pool was $[******] and
          all of the Excess Pool was generated by Europe, i.e.

[***] -  CONFIDENTIAL  PORTIONS OF THIS  AGREEMENT  WHICH HAVE BEEN REDACTED ARE
MARKED WITH BRACKETS  ("[***]").  THE OMITTED MATERIAL HAS BEEN FILED SEPARATELY
WITH THE UNITED STATES SECURITIES AND EXCHANGE COMMISSION.

CONFIDENTIAL                                                                   5
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PRG-Schultz Performance Bonus Plan
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          United  States and APLAC  made  their  EBITDAOT  budget  while  Europe
          exceeded  their  EBITDAOT  budget by $2 million.  In this case, the $2
          million of Excess Pool would be allocated as follows:

          o    The Corporate  Operating  Group would get a portion of the Excess
               Pool equal to its pro rata portion (based on the  relationship of
               aggregate Maximum Bonuses of the Corporate Group's Bonus Eligible
               Employees to the Maximum  Bonus Pool as  described  above) of the
               Excess Pool.

          o    The entire  remainder  of the Excess Pool would then be allocated
               to the Europe Operating Group.

     E.   ALLOCATION  TO BONUS  ELIGIBLE  EMPLOYEES  OF AMOUNTS UP TO THE TARGET
          BONUS POOL

          For amounts in the Total Bonus Pool up to the Target  Bonus Pool,  the
          allocation  of the  Operating  Group  Bonus  Pools to  Bonus  Eligible
          Employees  within each Operating Group will be based on the each Bonus
          Eligible Employee's pro rata portion of the Operating Group Bonus Pool
          (based  on the  relationship  between  the Bonus  Eligible  Employee's
          Target Bonus and the sum of all Target  Bonuses for all Bonus Eligible
          Employees in that Operating Group).

          For example,  if the Operating Group Bonus Pool for the U.S. Operating
          Group is  $1,000,000  and the  Target  Bonus  for the  Bonus  Eligible
          Employee is 2% of the sum of the Target  Bonuses of all Bonus Eligible
          Employees  in the U.S.  Operating  Group,  then  this  Bonus  Eligible
          Employee should generally expect a bonus of $20,000.

          At the  discretion  of the head of the  Operating  Group,  some  Bonus
          Eligible  Employees  within the Operating  Group could be paid a bonus
          somewhat higher, or somewhat lower, than their pro rata portion of the
          Operating  Group  Bonus  Pool.  These  exceptions  will  be  based  on
          individual  performance  and  must  be  approved  in  advance  by  the
          company's SVP-Human Resources and CEO. Since the Operating Group Bonus
          Pool will be a fixed amount,  if any Bonus Eligible  Employee receives
          more than a pro rata portion  (based on Target Bonuses as described in
          the first  paragraph  of this  subsection),  one or more  other  Bonus
          Eligible Employees must receive less than their pro rata amount.

          Exceptions to the pro rata  allocation of Operating  Group Bonus Pools
          less than or equal to the Target  Bonus Pool are  expected to be rare,
          and more detailed  guidelines  will be developed  during the course of
          the year to guide  Operating  Group  heads in  determining  whether an
          exception  should be made to the pro rata  allocation  in a particular
          circumstance.

CONFIDENTIAL                                                                   6
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PRG-Schultz Performance Bonus Plan
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     F.   ALLOCATION OF ANY EXCESS POOL TO BONUS ELIGIBLE EMPLOYEES

          Any  portion of any Excess Pool  allocated  to an  Operating  Group as
          described above (Operating Group Excess Pool) will be allocated within
          the  Operating  Group to  Bonus  Eligible  Employees  only  after  the
          allocation  to Bonus  Eligible  Employees  of the Target Bonus Pool as
          described in the Plan subsection  immediately above. The allocation of
          excess  Operating  Group  Excess  Pool  will  be  made  based  on  the
          recommendation  of the head of the Operating Group and approved by the
          company's SVP- Human Resources and CEO.

          More detailed  guidelines for the allocation of Operating Group Excess
          Pool will be developed and communicated during the course of the year.
          In  general,   these   guidelines   will  give  emphasis  to  EBITDAOT
          contribution of the Bonus Eligible  Employee's work unit and the Bonus
          Eligible Employee's individual  performance,  and will follow the pool
          concept on which  this Plan is based.  For  example,  if Europe has an
          Operating Group Excess Pool of $1,500,000 which was generated entirely
          by EBITDAOT  over budget in Southern  Europe,  it is likely that Bonus
          Eligible  Employees  in Southern  Europe will get than more than their
          pro rata portion of the $1,500,000,  while Bonus Eligible Employees in
          Northern  Europe  and the  U.K.  will  get less  than  their  pro rata
          portion. In this example, most Northern Europe and U.K. Bonus Eligible
          Employees  will receive  their  Target  Bonuses.  Most Bonus  Eligible
          Employees in Southern Europe, however, will receive their Target Bonus
          plus some or all of the  difference  between  their  Maximum Bonus and
          Target Bonus.

     G.   QUALIFICATION FOR AND PAYMENT OF BONUSES

          Bonus Eligible Employees must have at least a satisfactory performance
          rating during the Plan year and at the time bonus payments are made to
          be eligible to receive a bonus payment under this Plan.

          Bonuses will be paid  annually,  and in most cases within  thirty (30)
          days  after  completion  of the  annual  audit of the  company's  2006
          results.

          Bonus Eligible  Employees must be actively  employed by PRG-Schultz at
          the time of the  payment  in order to receive a bonus.  Exceptions  to
          this  requirement may be made in connection with  terminations  due to
          retirement, disability or death.

          If an employee  becomes  eligible to  participate  in the  PRG-Schultz
          Performance Bonus Plan after January 1st (by beginning work in a Bonus
          Eligible Position), he/she may be eligible for a prorated payout based
          on the date of entry  into the Plan,  but may not enter the plan after
          November 1st.

CONFIDENTIAL                                                                   7
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PRG-Schultz Performance Bonus Plan
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III. PLAN INTERPRETATION AND ADMINISTRATION

          Overall responsibility for the administration of the Plan resides with
          the SVP-Human Resources.

          All bonus  payments  are  subject  to the  approval  of the  company's
          SVP-Human  Resources,  CEO,  and  the  Compensation  Committee  of the
          company's Board of Directors.

          The company  reserves the right to discontinue or amend the Plan. Such
          changes could  include,  for  instance,  the revision of the company's
          financial targets in the event of business or organizational  changes,
          including  acquisitions  and  divestitures,  deemed  to  warrant  such
          action.  This Plan is a discretionary bonus plan and confers no rights
          to  Bonus  Eligible  Employees  or  other  employees.   Authority  and
          responsibility  for  interpretation  and  application of the Plan rest
          solely  with  the   company's   SVP-Human   Resources,   CEO  and  the
          Compensation Committee of the company's Board of Directors.

                     [This space intentionally left blank.]

CONFIDENTIAL                                                                   8
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PRG-Schultz Performance Bonus Plan
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IV.  PLAN ACKNOWLEDGEMENT FORM

I have received and reviewed the terms of the 2006 PRG-Schultz Performance Bonus
Plan.  I  understand  and agree  that this Plan does not  create a  contract  of
employment between the PRG-Schultz and me.

Position:                 ________________________________

2006 Target Bonus:        _______________

2006 Maximum Bonus:       _______________

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Employee's Signature                                          Date

--------------------------------------------------------------------------------
Employee's Name (typed or printed)

PLEASE FORWARD THE COMPLETED EMPLOYEE  ACKNOWLEDGMENT FORM TO MONIKA THORNTON IN
HUMAN RESOURCES IN ATLANTA.

CONFIDENTIAL                                                                   9EXHIBIT 10.8

                  FIRST AMENDMENT TO INVESTOR RIGHTS AGREEMENT

THIS FIRST AMENDMENT TO INVESTOR  RIGHTS  AGREEMENT is made and entered in as of
March  30,  2006  by  and  among  PRG-Schultz  International,  Inc.,  a  Georgia
corporation  (the  "Company"),   Berkshire  Fund  V,  Limited   Partnership,   a
Massachusetts  limited  partnership,  Berkshire  Investors LLC, a  Massachusetts
limited  liability  company,  and Blum  Strategic  Partners II, L.P., a Delaware
limited partnership.

WHEREAS,  Garth H. Greimann has resigned as a director of the Company  effective
on March 30, 2006; and

WHEREAS,  Berkshire  Fund V, Limited  Partnership  and  Berkshire  Investors LLC
(collectively, "Berkshire") are willing to waive and relinquish (i) all existing
and future rights pursuant to Section 1 of the Investor  Rights  Agreement dated
August 27, 2002 (the "Investor Rights Agreement") between the Company, Berkshire
and Blum  Strategic  Partners II, L.P.  ("Blum") to require the Company to cause
its Board of Directors to designate Ross M. Jones or another  person  designated
by Berkshire as a nominee for election to the Company's Board, (ii) all existing
and future  observer  rights of Berkshire  pursuant to Section 3 of the Investor
Rights  Agreement,  and (iii) any and all other  existing and future rights that
Berkshire may have pursuant the Investor Rights Agreement; and

WHEREAS,  Blum is also  willing to waive and  relinquish  any existing or future
rights it may have under Sections 1 and 3 of the Investor Rights Agreement;

NOW  THERFORE,  in  consideration  of $10.00 and the mutual  promises  set forth
below, the parties agree as follows:

1. Effective March 30, 2006, the Investor Rights  Agreement is hereby amended by
deleting Sections 1 and 3 in their entirety.

2. Effective March 30, 2006,  Berkshire hereby waives and relinquishes any other
rights Berkshire may have pursuant to the Investor Rights Agreement and shall no
longer be parties to the Investor Rights Agreement as amended hereby.

3. Blum hereby waives and  relinquishes any existing or future right it may have
pursuant to Sections 1 and 3 of the Investor Rights Agreement.

4. Except as  specifically  modified by this First  Amendment to Investor Rights
Agreement,  the remaining  provisions of the Investor Rights Agreement remain in
full  force  and  effect.  This  amendment  may  be  executed  in  one  or  more
counterparts, each of which when so executed and delivered shall be an original,
but all of which shall constitute one and the same amendment.

<PAGE>

IN WITNESS  WHEREOF,  the parties  have caused this First  Amendment to Investor
Rights Agreement to be duly executed as of the date first above written.

PRG-SCHULTZ INTERNATIONAL, INC.

By: /s/ C. McKellar, Jr.
   ----------------------------------
Title:  S.V.P.

BERKSHIRE FUND V, LIMITED PARTNERSHIP

By:  Fifth Berkshire Associates LLC, its General Partner

By: /s/ Garth H. Greimann
   ----------------------------------
Title: Advisory Director

BERKSHIRE INVESTORS, LLC

By: /s/ Garth H. Greimann
   ----------------------------------
Title: Advisory Director

BLUM STRATEGIC PARTNERS II, L.P.

By:  Blum Strategic GP II, L.L.C., its General Partner

By: /s/ Gregory Hitchan
   ----------------------------------
Title: Member & General Counsel

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