EAGLE MATERIALS INC
EAGLE MATERIALS INC. SALARIED INCENTIVE COMPENSATION PROGRAM FOR FISCAL YEAR 200
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<DESCRIPTION>EAGLE MATERIALS INC. SALARIED INCENTIVE COMPENSATION PROGRAM FOR FISCAL YEAR 2006
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<P align="RIGHT" style="font-size: 10pt"><U><B>Exhibit&nbsp;10.1</B></U>



<P align="center" style="font-size: 10pt"><B>EAGLE MATERIALS INC.<BR>
SALARIED INCENTIVE COMPENSATION PROGRAM<BR>
FOR FISCAL YEAR 2006</B>



<P align="left" style="font-size: 10pt"><B>1. </B><U><B>Purpose</B></U>


<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;The purpose of the Eagle Materials Inc. Salaried Incentive Compensation Program for Fiscal
Year 2006 (the &#147;Plan&#148;) is to establish an incentive bonus program which: (i)&nbsp;focuses on the
performance of Eagle Materials Inc. (the &#147;Company&#148;) as well as individual performance; and (ii)
aligns the interest of participants with those of the Company&#146;s shareholders. The Plan is adopted
under the structure of the Company&#146;s Incentive Plan and shall be in effect for the fiscal year
ending March&nbsp;31, 2006.


<P align="left" style="font-size: 10pt"><B>2. </B><U><B>Eligibility</B></U>



<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;The Company&#146;s Chief Executive Officer (the &#147;CEO&#148;) and his direct reports are eligible to
participate in the Plan. The CEO may also include in the Plan additional exempt salaried employees
at the corporate level of the Company.


<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Participants must be an exempt salaried manager or professional. No hourly or non-exempt
employee may participate. Participants in the Plan may not participate in any other Company
incentive plan providing for monetary awards, except for the Eagle Materials Long Term Incentive
Program.


<P align="left" style="font-size: 10pt"><B>3. </B><U><B>Bonus Pool</B></U>



<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;To ensure reasonableness and affordability, available funds for bonus payments under the Plan
are to be determined as a percentage of operating earnings of the Company. The actual percentage
may vary from year to year as recommend by the CEO and approved by the Compensation Committee of
the Board of Directors (the &#147;Committee&#148;).


<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Participants must be employed at fiscal year-end to be eligible for any bonus award. Awards
may be adjusted for partial year participation for participants who enter the program during a
fiscal year.


<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;For Fiscal Year 2006 1.2% of the Company&#146;s operating earnings will fund the corporate bonus
pool.


<P align="left" style="font-size: 10pt"><B>4. </B><U><B>Allocation of Corporate Pool</B></U>



<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;At the beginning of the fiscal year goals and objectives shall be established for each
participant. The actual bonus award paid at the end of the fiscal year shall be based on the
individual participant&#146;s performance relative to the previously established goals and objectives.
Except with respect to the CEO, each participant&#146;s allocated percentage of the corporate pool,


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<P align="left" style="font-size: 10pt">his/her goals and objectives and his/her individual performance relative to the goals and
objectives shall be determined by the recommendation of the CEO and subject to the approval of the
Committee. The CEO&#146;s allocated percentage of the corporate pool, his/her goals and objectives and
his/her individual performance shall be established by the Committee. For each participant, the
maximum annual bonus award opportunity is represented by the percentage of the corporate pool
assigned to such participant.


<P align="left" style="font-size: 10pt"><B>5. </B><U><B>Goals and Objectives</B></U>



<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;The goals and objectives to be used for participants in the Plan may be comprised of objective
and subjective criteria and should generally have a broader scope than the goals and objectives for
subsidiary companies. However, at the same time the goals must also contain specific criteria
regarding execution that links subsidiary company performance to corporate performance. By way of
example and not limitation, these goals and objectives could focus on operational criteria, the
interaction between corporate and subsidiaries as a way of gauging the successful execution of
business plans, strategic planning criteria, criteria relating to shareholder alignment and
investor relations, interaction and communication with the board, performance relative to the
responsibilities associated with being publicly traded company, organizational development and
leadership skills.


<P align="left" style="font-size: 10pt"><B>6. </B><U><B>Plan Administration</B></U>



<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;The Plan shall be administered by the Committee, which shall have full and exclusive power to
interpret this Plan and to adopt such rules, regulations and guidelines for carrying out this Plan
as it may deem necessary or appropriate in its sole discretion. All decisions of the Committee
shall be binding and conclusive on the participants. The Committee shall determine all terms and
conditions of the bonus awards.


<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;No member of the Committee shall be liable for anything done or omitted to be done by him or
by any member of the Committee in connection with the performance of any duties under this Plan,
except for his own willful misconduct or as expressly provided by statute.


<P align="left" style="font-size: 10pt"><B>7. </B><U><B>No Employment Guaranteed</B></U>



<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;No provision of this Plan hereunder shall confer any right upon any executive officer to
continued employment.


<P align="left" style="font-size: 10pt"><B>8. </B><U><B>Governing Law</B></U>



<P align="left" style="font-size: 10pt">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;This Plan and all determinations made and actions taken pursuant hereto, shall be governed by
and construed in accordance with the laws of the State of Texas, without reference to any conflicts
of law principles thereof that would require the application of the laws of another jurisdiction.



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