Document:

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                                                                   Exhibit 10.47

                      MODIFICATION OF EMPLOYMENT AGREEMENT

         This Modification of Employment Agreement made as of this 9th day of
March, 2005, by and between Valley National Gases, Inc. ("Company"), a West
Virginia corporation and Gerald W. Zehala ("Employee").

         WITNESSETH:

         WHEREAS, Employee is deemed by Company to be a valuable executive
officer serving the Company; and

         WHEREAS, Company wishes to retain Employee as an executive officer of
the Company; and

         WHEREAS, the Company does not have any retention agreements or policies
presently in place that would affect this Employee; and

         WHEREAS, the Company and Employee have previously entered an Employment
Agreement ("Employment Agreement") which is dated the 1st day of June, 2004; and

         WHEREAS, the parties now desire to amend the Employment Agreement.

         NOW, THEREFORE, in consideration of the premises contained herein and
in that certain Employment Agreement between the parties, it is agreed as
follows:

         1.) Section 2. of the Employment Agreement is hereby amended to read as
follows:

                  Term. The Employee's employment by the Company and the initial
         term of this Agreement ("Initial Term") shall commence as of the date
         hereof and shall continue in full force and effect, unless earlier
         terminated as provided hereinafter in Section 6., until the third (3rd)
         anniversary thereof. At the conclusion of the Initial Term, Employee's
         employment with the Company may, at the Company's election, continue
         thereafter, until terminated as provided hereinafter in Section 6., on
         the terms and conditions as set forth in this Agreement. The Initial
         Term and all time of employment thereafter shall collectively be
         referred to as the "Employment Term".

         2.) Other than the amendment to the term of the Employment Agreement
above set out, there are no additional modifications to the Employment Agreement
which continues in full force and effect.

         IN WITNESS WHEREOF, the Company has caused this Modification of
Employment Agreement to be executed by authority of its Board of Directors, and
the Employee has hereunto set his hand, as of the day and year first written
above.

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                                           Valley National Gases, Inc.
WITNESS:

/s/  James P. Hart                     By:  /s/  W.A. Indelicato
------------------------------              ------------------------------------
                                            William A. Indelicato
                                      Its:  Chief Executive Officer

WITNESS:

/s/  James P. Hart                          /s/  Gerald W. Zehala
------------------------------              -----------------------------------
                                            Gerald W. Zehala<PAGE>

                                                                Exhibit 10.1

            BOB EVANS FARMS, INC. COMPENSATION PROGRAM FOR DIRECTORS
     APPROVED MAY 9, 2005 AND EFFECTIVE BEGINNING WITH THE 2006 FISCAL YEAR

EMPLOYEE DIRECTORS' ANNUAL RETAINER
All employee directors shall be paid an annual retainer of $14,400, payable at a
rate of $1,200 per month. All payments shall be made on or before the first of
each month.

NON-EMPLOYEE DIRECTORS' ANNUAL RETAINER
All non-employee directors shall receive an annual retainer of $51,000. This
retainer shall be paid in two parts. First, $24,000 shall be paid in twelve
monthly installments of $2,000 each, paid on or before the first of each month.
Second, shares of the Company's stock shall be awarded annually to each
non-employee director. This stock award shall have a value of $27,000, which
shall be calculated and awarded on the date of the June Compensation Committee
meeting with the grant price as of the close of business that day. The stock
shall be awarded out of and in accordance with the Company's First Amended and
Restated 1998 Stock Option and Incentive Plan (or, for fiscal years after the
fiscal year beginning April 30, 2005, any subsequent equity compensation plan
approved by the Company's stockholders).

NON-EMPLOYEE DIRECTORS' BOARD MEETING FEE
Each non-employee Director will be paid $1,500 per board meeting attended.

LEAD INDEPENDENT DIRECTOR FEE
The Lead Independent Director shall be paid a monthly retainer of $750.

COMMITTEE DUTIES
Non-employee directors are expected to attend approximately five regularly
scheduled committee meetings per year. Committees shall meet as the business
requires.

Committee Chairpersons shall receive $1,000 per meeting attended, except that
the Committee Chairperson of the Audit Committee shall receive $2,500 and the
Compensation Committee Chairperson shall receive $2,000 per meeting attended.

Committee members shall receive $750 per meeting attended, except that Committee
members of the Audit Committee shall receive $1,500 and Compensation Committee
members shall receive $1,250 per meeting attended. All meeting fees shall be
paid on or before the first day of the month following the committee meeting.

ANNUAL STOCK OPTION
Every year on the day of the June Compensation Committee meeting with the option
grant price as of the close of business that day, each non-employee director
shall be granted a non-qualified stock option to purchase the Company's common
stock unless otherwise determined by the Compensation Committee of the Board and
the Board of Directors. The number of shares subject to each option shall be
determined pursuant to the Black-Scholes model applied to the value of $12,750
as approved by the Compensation Committee. The stock options shall be awarded
out of and in accordance with the Company's First Amended and Restated 1998
Stock Option and Incentive Plan (or, for fiscal years after the fiscal year
beginning April 30, 2005, any subsequent equity compensation plan approved by
the Company's stockholders).

SPECIAL ASSIGNMENTS AND PROJECTS
When the Chairman of the Board determines that the assistance of a non-employee
director on a project shall be beneficial, that director shall be compensated on
a per diem basis in the amount that a committee member receives for attending a
committee meeting.

NON-EMPLOYEE DIRECTORS' BENEFITS
$50,000 Life Insurance
Group healthcare provided at employee cost levels in accordance with the
Company's group healthcare plan. Out of pocket expenses associated with travel
to and from meetings.

DIRECTORS' RETIREMENT BENEFITS
Mandatory Retirement:  Any director who reaches the age of 70 will
automatically retire.

Early Retirement:  A director may retire with 10 years of service after
attaining age 55.

TERM AND EFFECT
This Compensation Program for Directors will be reviewed periodically by the
Compensation Committee of the Board and may be modified or terminated by the
Committee at its discretion at any time. This Compensation Program for Directors
supersedes and replaces all previous director compensation plans.<PAGE>

                                                                Exhibit 10.2

                              BOB EVANS FARMS, INC.
                      SUMMARY OF PERFORMANCE INCENTIVE PLAN

         On May 9, 2005, the Compensation Committee of the Board of Directors of
Bob Evans Farms, Inc. (the "Company") approved a new Performance Incentive Plan
(the "Performance Incentive Plan") for the executive officers and senior
management of the Company and its subsidiaries.

          The purpose of the Performance Incentive Plan is to maximize
stockholder value over time by aligning executive compensation with the
Company's financial and operational performance, individual contribution and
stockholder returns. The Compensation Committee continues to believe that a
large portion of executive compensation should be at-risk and stock-based to
ensure that significant awards are received by executive officers only when
stockholder value is created. The Performance Incentive Plan was developed by
the Compensation Committee with the assistance of a nationally recognized
consulting firm who, among other things, benchmarked compensation
practices of companies in the Company's peer group and advised the Compensation
Committee on appropriate compensation guidelines.

         Awards under the Performance Incentive Plan consist of stock options,
restricted stock awards and cash bonuses. The Compensation Committee has
established two categories of participants in the Performance Incentive Plan.
"Tier 1" participants include the Company's Chief Executive Officer and its four
other most highly compensated executive officers (the "Named Executive
Officers"). "Tier 2" participants include the Company's other executive officers
and senior management (i.e., all employees categorized in grades M07 through
M11).

TIER 1 PARTICIPANTS

         The amount of incentive compensation that a Named Executive Officer can
receive under the Performance Incentive Plan is equal to a multiple of the Named
Executive Officer's annual base salary established by the Compensation Committee
(the "Base Salary Multiple"). The amount obtained by multiplying the Named
Executive Officer's annual base salary by the Base Salary Multiple is the Named
Executive Officer's "Target Incentive Compensation." For example, if a Named
Executive Officer's annual base salary is $150,000 and the Compensation
Committee establishes his Base Salary Multiple at 150%, the Named Executive
Officer's Target Incentive Compensation would be $225,000 (to be paid in
addition to the Named Executive Officer's base salary, cash bonus and other
compensation). Incentive compensation under the Performance Incentive Plan is
payable to the Named Executive Officers in the form of stock options and
restricted stock as described below.

         Once the Named Executive Officer's Target Incentive Compensation is
determined, the Named Executive officer will automatically receive a grant of
stock options with a value equal to 25% of that amount as incentive
compensation. Based on the example in the preceding paragraph, the Named
Executive Officer would receive a grant of stock options worth $56,250 (25% of
$225,000). The Compensation Committee has determined that this automatic grant
of stock options is an appropriate form of incentive compensation because the
value of the stock options is inherently tied to Company performance - the stock
options are worthless unless the price of the Company's common stock increases
after the grant date. The stock options (which will be granted to the Named
Executive Officers after the end of the fiscal year) will be incentive stock
options up to applicable statutory limits and the balance will be non-qualified
stock options.

         The remaining 75% of each Named Executive Officer's Target Incentive
Compensation is at-risk and will be awarded in the form of restricted stock only
if specific performance goals established by the Compensation Committee are
achieved (e.g., specific earnings per share and operating income amounts for
designated business units). Based on the example in the preceding paragraph, the
Named Executive Officer would receive restricted stock worth $168,750 (75% of
$225,000) if the performance goals established by the Compensation Committee
were achieved. If the performance goals are partially achieved, the Named
Executive Officer may receive part of the at-risk portion of his Target

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Incentive Compensation. The Compensation Committee will establish a minimum
threshold performance level (in most cases 80% of the target performance goals)
that must be met for the Named Executive Officer to receive any part of the
at-risk portion of his Total Incentive Compensation. If the performance goals
are exceeded, the Named Executive Officer will receive up to 150% of the at-risk
portion of his Target Incentive Compensation, depending on the amount by which
the performance goals were exceeded.

         For the Company's fiscal year beginning on April 30, 2005 ("Fiscal
2006"), the Compensation Committee has established the following Base Salary
Multiples and performance goals for each of the Named Executive Officers:

<TABLE>
<CAPTION>
                                                Base Salary
             Name and Title                       Multiple               Performance Goals
             --------------                     -----------              -----------------
<S>                                             <C>             <C>
Stewart K. Owens                                    250%         Earnings per share of the Company
     Chairman, Chief Executive Officer,
     President and Chief Operating Officer

Donald J. Radkoski                                  105%         Earnings per share of the Company
     Chief Financial Officer, Treasurer and
     Secretary

Roger D. Williams                                   105%         Earnings per share of the Company (25%)
     Executive Vice President - Food Products                    Operating income of the Company's Food Products
                                                                 segment (75%)

Randall L. Hicks                                     75%         Earnings per share of the Company (25%)
      Executive Vice President - Restaurant                      Operating income of Bob Evans restaurants (75%)
     Operations

Russell W. Bendel                                    75%         Operating income of SWH Corporation (Mimi's Cafe
     Chief Executive Officer - SWH Corporation                   restaurants)
     d/b/a Mimi's Cafe
</TABLE>

TIER 2 PARTICIPANTS

          The total amount of incentive compensation that a Tier 2 participant
can receive under the Performance Incentive Plan is equal to a multiple of the
Tier 2 participant's annual base salary. Each Tier 2 participant's base salary
multiple will be established by the appropriate Named Executive Officers, except
that the Compensation Committee will establish the base salary multiple for Tier
2 participants who are executive officers.

          All incentive compensation for Tier 2 participants is at-risk based on
the achievement of performance goals established by the Compensation Committee.
For Fiscal 2006, the Compensation Committee has established earnings per share
as the performance goal for all Tier 2 corporate support employees and business
unit operating income as the performance goal for Tier 2 participants whose job
responsibilities are primarily related to a particular business unit (e.g., Bob
Evans and Owens Country Sausage combined food products, Bob Evans food products,
Bob Evans restaurants, Owens food products, Mimi's Cafe restaurants, etc.). If a
Tier 2 participant's performance goal is achieved, the Tier 2 participant may
receive 100% of his or her target incentive compensation. If the performance
goal is partially achieved, the Tier 2 participant may receive a portion of his
or her target incentive compensation. The Compensation Committee will establish
a minimum threshold performance level (e.g. 60% of the target performance goal)
that must be met in order for any incentive compensation to be awarded. If the
performance goal is exceeded, the Tier 2 participant will receive up to 150% of
his or her target incentive compensation, depending on the amount by which the
performance goal was exceeded.

         Tier 2 participants will receive one-half of their incentive
compensation under the Performance Incentive Plan in the form of cash and the
remaining one-half in the form of restricted stock.

<PAGE>

GENERAL

         All incentive compensation awards under the Performance Incentive Plan
will vest over a period of three (3) years beginning on the first anniversary of
the date the award was made. The exercise price of stock options and the grant
price of restricted stock awards made under the Performance Incentive Plan will
be equal to the closing price of the Company's common stock on the Nasdaq
National Market on the date the stock options and restricted stock awards are
made. All awards of stock options and restricted stock will be granted under the
Company's First Amended and Restated 1998 Stock Option and Incentive Plan (or,
for fiscal years after Fiscal 2006, any subsequent employee compensation plan
approved by the Company's stockholders).

         The Performance Incentive Plan is effective beginning with Fiscal 2006.
The Compensation Committee may amend or terminate the Performance Incentive Plan
at any time.

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