Exhibit 10.24

                          LabOne Annual Incentive Plan

The Annual Incentive Plan was revised in 1994 to meet the objective of 
motivating and rewarding the accomplishment of strong operating results.  An 
after-tax return on equity minimum is established at the beginning of the 
fiscal year by the Compensation Committee, which minimum is then expressed as a
net income threshold.  No incentive payments are made if the minimum net income
threshold is not met.  This net income threshold emphasizes the areas on which 
management can have the greatest impact: revenue and expenses.  The incentive 
pool is established as an increase in percentage of net income earned by 
LabOne, Inc. over the minimum threshold.  Approximately ninety percent of the 
incentive pool generated by reaching the target is distributed in cash ratably 
to designated officers and managers at year end based on a weighting of 
positions and base salaries.  The remaining ten percent is distributed to 
outstanding performers within the eligible group based on the recommendation of
the CEO to the Compensation Committee.