TALX CORP
INCENTIVE BONUS PLAN POLICY
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<TYPE>EX-10.50
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<DESCRIPTION>INCENTIVE BONUS PLAN POLICY
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<DIV align="right" style="font-size: 10pt; margin-top: 63t">Exhibit&nbsp;10.50
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<DIV align="left" style="font-size: 12pt; margin-top: 3pt"><B>TALX Corporation</B>
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  <TD align="left"><DIV style="font-size: 12pt; color: #FFFFFF"><B>Incentive
Bonus Plan Policy</B></div></TD>
  <TD>&nbsp;</TD>
  <TD align="right"><DIV style="font-size: 10pt; color: #FFFFFF"><B>Fiscal
Year (April 1 &#151; March&nbsp;31)</B></div></TD>
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt">The TALX incentive bonus plan is designed to deliver significant cash compensation for superior
performance against specific standards. The incentive bonus plan is an important part of TALX&#146;s
compensation philosophy, coupled with our policy of competitive salaries and merit-based increases,
the incentive bonus plan provides for additional compensation opportunities based on the
accomplishment of specific financial objectives and department (work center) performance goals.
Participation in the incentive plan intentionally includes all positions within the organization.
The incentive bonus plan offers each TALX employee the opportunity to earn a percentage of their
base salary, the specific percentage varying by position, but consistent by like roles across the
organization.
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<DIV align="left" style="width: 100%; padding: 2px; font-size: 10pt; background: #000000; color: #FFFFFF; margin-top: 6pt"><B>How Incentive Bonus Plan Awards Are Determined</B>
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt">Employees with direct sales responsibilities within the Sales organization will receive a fiscal
year position specific incentive compensation plan which details how quota, commission, and bonuses
are earned. All other employees&#146; incentive bonus plans may have a TALX Earnings Per Share goal
portion and a department performance goal component. There may be a graduated scale enabling
payment in excess of the incentive amount for greater than 100% attainment of the goals as well as
enabling payment of a portion for less than 100% attainment of the goals.
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>TALX Earnings Per Share Goal Portion</B><BR>
The TALX Earnings Per Share goal will be determined by the Board of Directors.
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>Department Performance Goal Portion</B><BR>
The Department goals will be tied to goal(s) that the employee can most directly influence.
Department goal standards will be set once the fiscal year&#146;s budget is finalized and will be
determined by the business unit head. The Department performance goals may be quarterly,
semi-annual goals, or annual.
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<DIV align="left" style="width: 100%; padding: 2px; font-size: 10pt; background: #000000; color: #FFFFFF; margin-top: 6pt"><B>How the Incentive Bonus Plan Is Communicated</B>
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt">Officers and Directors will review the budget plan for the fiscal year, and set the Department
goal(s) for each of their direct reports and their teams. Each manager will then review the
incentive bonus plan goals with their team. Incentive plan communication should be completed
within sixty (60)&nbsp;days from the beginning of the fiscal year for all eligible employees or within
thirty (30)&nbsp;days from the date of hire for new employees. Human Resources will distribute a bonus
form to be utilized in the communication. Bonus documents with individual employee goals should be
signed by the employee, the Director, and Human Resources. A copy of the signed document will be
retained in the employee&#146;s personnel file.
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<DIV align="left" style="width: 100%; padding: 2px; font-size: 10pt; background: #000000; color: #FFFFFF; margin-top: 6pt"><B>Incentive Bonus Plan Award Payment Timing</B>
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>TALX Earnings Per Share Goal Portion</B><BR>
The TALX Earnings Per Share goal portion will be paid annually. The annual amount will be paid at
the end of the month payroll following the successful completion of the year-end financial audit.
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>Department Performance Goal Portion</B><BR>
The Department performance goal portion will be paid out in accordance to the goal criteria:
quarterly, semi-annually, or annually. Portions are paid at the normal payroll following the
successful completion of the quarterly and year-end financial audits.
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<DIV align="left" style="width: 100%; padding: 2px; font-size: 10pt; background: #000000; color: #FFFFFF; margin-top: 6pt"><B>Incentive Bonus Plan Award Calculation</B>
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>Base Salary</B><BR>
Generally, the employee&#146;s base salary effective at the beginning of the fiscal year, April&nbsp;1, will
be the base salary utilized in the calculation of the incentive bonus awards.
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>Changes In Employment (Full-time vs. Part-time) Status</B><BR>
The award will be prorated to reflect the change in employment status based upon the effective date
of the status change and the criteria of the goal. Status changes for annual goals are effective
with the first of the month coincident with or following the effective date of the status change.
Usually, status changes for quarterly and semi-annual goals are effective with the beginning of the
next goal period, coincident with or following the effective date.
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<DIV align="left" style="width: 100%; padding: 2px; font-size: 10pt; background: #000000; color: #FFFFFF; margin-top: 6pt"><B>Incentive Bonus Plan Award Eligibility</B>
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>Newly Hired</B><BR>
Employees of TALX as of the beginning of the fiscal year will be eligible for the appropriate
incentive plan. Generally, employees hired after April 1 will be eligible for plans in accordance
with the goal criteria. Employees with annual plans will be eligible as of the first of the month
coincident with or following hire. For those with quarterly or semi-annual criteria, eligibility
will begin as of the beginning of the next goal period, coincident with or following the effective
date. Award amounts paid will be prorated for the period of eligibility. Eligibility for employees
hired as a part of an acquisition will be determined based on the terms of the acquisition
agreement.
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>Promotions</B><BR>
The award will be prorated between the two positions based upon the effective date of the new
position, and new salary, if appropriate, following the effective date rule for each goal criteria.
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>Transfers between Departments</B><BR>
The award will be prorated between the two departments based upon the effective date rule for each
goal criteria.
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>Terminations or Resignations</B><BR>
An employee must be actively employed on the date bonuses become payable in order to be eligible
for an incentive award for that period.
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<DIV align="left" style="font-size: 10pt; margin-top: 6pt"><B>Guarantees</B><BR>
No part of any incentive award to any employee may be guaranteed or in any way assured unless
pre-approved in writing by the Chief Financial Officer and President. TALX may, at TALX&#146;s sole
discretion<B>, </B>elect to pay, not pay or amend the amount payable to any employee under the Incentive
Bonus Plan Policy.
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