Exhibit 10(b)

             BOB EVANS FARMS, INC. AND AFFILIATES

         401K RETIREMENT PLAN SUMMARY PLAN DESCRIPTION


                         ______________


              BOB EVANS FARMS, INC. AND AFFILIATES

                      401K RETIREMENT PLAN

                    SUMMARY PLAN DESCRIPTION

                                
              Date of Publication:  January 1, 1995




                             NOTICE

               This document is a SUMMARY of certain
          material provisions of the Bob Evans Farms,
          Inc. and Affiliates 401K Retirement Plan. 
          Because it is only a summary, and because it
          has been prepared for the purpose of trying
          to make certain provisions of an extremely
          complex plan easier for you to understand, it
          cannot--and does not--contain all the
          information you would need to know in order
          to fully understand the Plan.  A copy of the
          full text of the Bob Evans Farms, Inc. and
          Affiliates 401K Retirement Plan is available
          from the Plan Administrative Committee and
          you are urged to review the full text before
          making any decision about your retirement
          benefits.


              BOB EVANS FARMS, INC. AND AFFILIATES
                      401K RETIREMENT PLAN
                    SUMMARY PLAN DESCRIPTION

                        TABLE OF CONTENTS


Section
 Number   Section Name                                Page

    I.    INTRODUCTION . . . . . . . . . . . . . . .    1

   II.    PARTICIPATION AND ELIGIBILITY. . . . . . .    1

  III.    CONTRIBUTIONS. . . . . . . . . . . . . . .    2

   IV.    INVESTMENT OF PLAN ASSETS. . . . . . . . .    7

    V.    RETIREMENT BENEFITS. . . . . . . . . . . .    8

   VI.    DEATH BENEFITS . . . . . . . . . . . . . .   10

  VII.    TERMINATION BENEFITS . . . . . . . . . . .   11

 VIII.    WITHDRAWALS WHILE EMPLOYED . . . . . . . .   14

   IX.    WHEN BENEFITS UNDER THE PLAN MAY
            NOT BE PAYABLE . . . . . . . . . . . . .   15

    X.    PLAN TERMINATION INSURANCE . . . . . . . .   16

   XI.    TOP HEAVY PROVISIONS . . . . . . . . . . .   16

  XII.    CLAIMS AND APPEALS PROCEDURES. . . . . . .   16

 XIII.    ASSIGNMENT OF BENEFITS . . . . . . . . . .   17

  XIV.    AMENDMENT OF PLAN. . . . . . . . . . . . .   18

   XV.    TERMINATION OF PLAN. . . . . . . . . . . .   18

  XVI.    ERISA RIGHTS . . . . . . . . . . . . . . .   19

 XVII.    GENERAL INFORMATION. . . . . . . . . . . .   20




              BOB EVANS FARMS, INC. AND AFFILIATES

                      401K RETIREMENT PLAN

                    SUMMARY PLAN DESCRIPTION

I.   INTRODUCTION

          This Summary Plan Description ("SPD") outlines the main
features of the Bob Evans Farms, Inc. and Affiliates 401K
Retirement Plan which is in effect as of January 1, 1995
("Plan").  As noted on the cover page of this document, this SPD
contains only a summary of certain provisions of the Plan.  It
does not contain all the information you would need to know in
order to fully understand the Plan.  A copy of the complete Plan
is available for your inspection at the office of the Plan
Administrative Committee (the "Committee"), whose address is
provided in the "General Information" section of this SPD.  In
addition, if you have any questions that are not answered by this
SPD, you should feel free to direct those questions to the
Committee.

          IN THE CASE OF ANY CONFLICT OR INCONSISTENCY BETWEEN
THE PROVISIONS OF THIS SPD AND THE COMPLETE PLAN, THE PROVISIONS
OF THE COMPLETE PLAN WILL CONTROL.

          For purposes of this SPD, the term "Employer" means Bob
Evans Farms, Inc.


II.  PARTICIPATION AND ELIGIBILITY

     A.   Eligibility Requirements

          The Plan covers all employees of the Employer, except
leased employees and union employees.

          If you are a member of the class of employees covered
under the Plan, you will be eligible to participate in this Plan
on the January 1st or July 1st immediately following the date on
which you satisfy both of the following requirements:

          -    you attain age 21; and

          -    you have completed 12 consecutive months of ser-
               vice with the Employer (measured from your date of
               hire and anniversaries of such date) in which you
               are credited with at least 1,000 hours of service.

     B.   Enrollment

          At the time that you become eligible to participate in
the Plan, you will receive an enrollment form.  To enroll in the
Plan, you must complete this form, sign it and return it to the
401K Coordinator at the Employer's general offices.  When com-
pleting the enrollment form, you will elect the amount of your
compensation that you wish to contribute to the Plan as partici-
pant salary deferrals (see Section III.A. of this SPD), choose
your investment funds (see Section IV of this SPD) and designate
your beneficiary to receive any death benefit under the Plan (see
Section VI of this SPD).  If you do not wish to make participant
salary deferral contributions to the Plan, you must indicate that
on the enrollment form.  If upon your initial eligibility to par-
ticipate in the Plan you elect not to make participant salary
deferral contributions, you may elect to make such contributions
beginning on the first payroll after any January 1st, April 1st,
July 1st and/or October 1st, provided you complete a new
enrollment form at least 20 days prior to such January 1st,
April 1st, July 1st or October 1st.

     C.   Former Employee Who is Rehired

          If you are a participant in the Plan and then your
employment with the Employer is terminated, your participation in
the Plan will terminate.  If you are later reemployed by the
Employer, you may rejoin the Plan on the January 1 or July 1
coinciding with or following the date of your reemployment.  If
you were not a participant in the Plan at the time that your
employment with the Employer was terminated and you are rehired,
you will be eligible to participate in the Plan on the
January 1st or July 1st following the date on which you satisfy
the requirements of Part A of this Section II.


III. CONTRIBUTIONS

     A.   Participant Salary Deferrals

          Each year, you may defer and authorize the Employer to
contribute to the Plan on your behalf up to the lesser of the
maximum dollar amount permitted by law or 15% of your
compensation for that year.  The maximum dollar amount is subject
to change each year, based on inflation.  You will be notified by
the Committee each time that this amount is changed.  If you do
not elect to make salary deferral contributions through regular
payroll deductions and if you receive a lump sum cash bonus from
the Employer during the Plan Year, you may elect to have a
portion of the bonus contributed to the Plan as a salary
deferral, provided you so elect in writing within five days of
the date that you are to receive such bonus.

Note:     If you are a "Highly Compensated Employee" of the
          Employer, the amount of your salary deferrals may be
          further limited, based upon the amount of salary defer-
          rals made by all Non-Highly Compensated Employees.  If
          your contributions are limited, you will be advised by
          the Committee.  For purposes of the Plan, "Highly
          Compensated Employees" include certain owners, officers
          and executives of the Employer.

          If you elect to make contributions to the Plan through
payroll deductions, you may change the amount of your regular
contribution to the Plan beginning on the first payroll after any
January 1st, April 1st, July 1st or October 1st, provided your
request for change in amount is made in writing and received by
the Committee within 20 days of such date.  If you do not change
your election form, the percentage of your compensation that you
elected to contribute to the Plan during the preceding calendar
quarter will continue in effect for the next year.  For example,
if you elect to contribute 3% of each paycheck to the Plan during
the first quarter of 1995 and do not submit a new election form
to the Committee on or before March 11, 1995, your election to
contribute 3% of each paycheck will continue during the second
quarter of 1995.  You may stop your salary deferral contributions
to the Plan at any time by giving the Committee at least 20 days'
notice in writing.  If you stop your contributions completely,
you will be able to restart such contributions at any time by
completing and submitting an Enrollment Change Form to the
Committee.

Note:     If your total designated payroll deductions (including
          salary deferral contributions under this Plan, payments
          for your health insurance and other contributions to
          the Employer's Flexible Benefit Plan) exceed the amount
          payable to you during a payroll period which is subject
          to income tax withholding, no deductions will be made
          from your check for that payroll period.  As a result,
          no salary deferral contributions will be made to the
          Plan for such a payroll period.

          Your salary deferrals and the earnings on such defer-
rals are tax deferred.  This means you pay no income tax on the
amounts you contribute as salary deferrals until they are with-
drawn from your account.  Your salary deferrals go directly into
your account before federal and, generally, before state taxes
are taken out.  This lowers your taxable income and, therefore,
lowers the current income taxes you have to pay.

          If you are not already saving part of your compensa-
tion, the tax advantages of the Plan offer an attractive way for
you to begin saving for retirement.  If you currently are saving
part of your compensation after taxes, the Plan allows you to
save the same amount or even more, while you defer current taxes
and increase your spendable income.  Here are some examples:


                            Example 1

     Assume you are single, your annual compensation is
     $10,000, you claim one exemption for federal income tax
     purposes and you claim the standard deduction.  This
     example points out the advantages of saving $5 per week
     ($260 annually) before taxes rather than after taxes.

                                   Savings        Savings
                                 After Taxes   Under the Plan

     Annual Compensation           $10,000        $10,000
     Before Tax Savings                  0           (260)
     Taxable Earnings              $10,000        $ 9,740
     Taxes:
          Federal Income Tax          (735)          (696)
          Social Security Taxes       (765)          (765)
          State Income Tax            (200)          (195)
     After-Tax Savings                (260)           -0-
     Spendable Income              $ 8,040        $ 8,084

     Increase in Spendable Income
       Through Before-Tax Savings                 $    44


                            Example 2

     Assume you are married and filing a joint return and
     your annual compensation is $20,000.  You claim three
     exemptions for federal income tax purposes and you
     claim the standard deduction.  This example points out
     the advantages of saving $20 per week ($1,040 annually)
     before taxes rather than after taxes.

                                   Savings        Savings
                                 After Taxes   Under the Plan

     Annual Compensation           $20,000        $20,000
     Before Tax Savings                -0-         (1,040)
     Taxable Earnings              $20,000        $18,960
     Taxes:
          Federal Income Tax        (1,320)        (1,164)
          Social Security Taxes     (1,530)        (1,530)
          State Income Tax            (400)          (379)
     After-Tax Savings              (1,040)           -0-
     Spendable Income              $15,710        $15,887

     Increase in Spendable Income
       Through Before-Tax Savings                 $   177


                            Example 3

     Assume you are married and filing a joint return and
     your annual compensation is $45,000.  You claim three
     exemptions for federal income tax purposes and you
     claim the standard deduction.  This example points out
     the advantages of saving $50 per week ($2,600 annually)
     before taxes rather than after taxes.

                                   Savings        Savings
                                 After Taxes   Under the Plan

     Annual Compensation           $45,000        $45,000
     Before Tax Savings                -0-         (2,600)
     Taxable Earnings              $45,000        $42,400
     Taxes:
          Federal Income Tax        (5,441)        (4,713)
          Social Security Taxes     (3,443)        (3,443)
          State Income Tax            (900)          (848)
     After-Tax Savings              (2,600)           -0-
     Spendable Income              $32,616        $33,396

     Increase in Spendable Income
       Through Before-Tax Savings                 $   780


          In addition to the savings shown in the above examples,
you must also consider that contributions made to the Plan will,
generally, grow at a faster rate than amounts saved in an indi-
vidual savings account after taxes, because the earnings on
amounts saved in the Plan will be free from federal and state
income tax, until distributed; whereas, annual earnings on
amounts saved in an individual savings account will be taxed each
year by both the federal and state governments.

     B.   Employer Contributions

          In addition to your contributions, each year, the
Employer, in the discretion of its Board of Directors, may make
contributions to the Plan.  Employer contributions may be made to
the Plan in one, or in a combination of, the following forms:

          -    base contributions

          -    matching contributions

          -    profit sharing contributions

          1.   Base Contributions

               This type of contribution is an identical flat
dollar contribution made on behalf of each participant in the
Plan, even those participants who do not make participant salary
deferral contributions during the year.  For example, the
Employer's Board of Directors might decide to contribute $100 to
the Plan on behalf of each participant.  To be eligible to
receive this type of contribution, you must be a participant in
the Plan who worked at least 1,000 hours for the Employer during
the Plan Year for which the contribution is made.  Base con-
tributions made to the Plan by the Employer will be treated like
participant salary deferral contributions; therefore, you will
always be 100% vested (see Section VII of this SPD) in such con-
tributions made on your behalf.

          Base contributions, if any, will be made to the Plan
separately for the employees of each division of the Employer. 
That is, the Employer's Board of Directors will establish, each
year, the amount of the base contributions to be made to the Plan
on behalf of employees of Owens Country Sausage, Inc.; employees
of the restaurant division of Bob Evans Farms, Inc., employees of
the sausage division of Bob Evans Farms, Inc., and employees of
the administrative group of Bob Evans Farms, Inc., employees of
Hickory Specialties and employees of Mrs. Giles Country Kitchen.

          2.   Matching Contributions

               This type of contribution is made by the Employer
to match a portion of your salary deferral contributions.  The
amount of this matching contribution, if any, will be determined
annually by the Employer's Board of Directors.  To be eligible to
receive this type of contribution, you must have made salary
deferral contributions to the Plan during the Plan Year for which
the contribution is made and be employed by the Employer on the
last day of such Plan Year (December 31st).

          3.   Profit Sharing Contributions

               This type of contribution is similar to the annual
contribution previously made by the Employer to the Profit Shar-
ing Plan.  Under this type of contribution, the Employer contrib-
utes a specified amount which is divided, on a pro-rata basis,
among all participants who are eligible to share in such contri-
bution.  If the Employer's Board of Directors elects to make a
profit sharing contribution to the Plan, such contribution will
be allocated to each participant in the Plan (even those who did
not make salary deferrals), based upon the ratio of his or her
compensation for the Plan Year for which such contribution is
made compared to the total compensation paid to all participants
for such Plan Year.  To be eligible to receive this type of
contribution, you must be a participant in the Plan who is
employed by the Employer on the last day of the Plan Year for
which such contribution is made (December 31st).

     C.   Rollover Contributions

          To the extent permitted by the Committee, each employee
of the Employer may "roll over" into the Plan, distributions from
other qualified plans or certain individual retirement accounts
(IRA's).  Such contributions will be known as "rollover
contributions."

     D.   Limitations on Contributions

          Annual additions to your account in the Plan may not
exceed the lesser of $30,000 (or higher if authorized by govern-
ment regulations) or 25% of your Compensation.  Generally, annual
additions to your account will include:

          (a)  your salary deferrals;

          (b)  Employer base contributions, if any;

          (c)  Employer matching contributions, if any; and

          (d)  Employer profit sharing contributions, if any.

     E.   Compensation

          For purposes of this Plan, generally, "Compensation"
includes all cash compensation reflected on your Form W-2 plus
any Participant deferrals made to this Plan and contributions
made to the Employer's cafeteria plan.  However, pursuant to
current law, for purposes of the Plan, annual compensation in
excess of $150,000 (increased by the IRS) will not be considered.


IV.  INVESTMENT OF PLAN ASSETS

          Each month your salary deferrals will be deposited into
an account held in your name.  The earnings on these contribu-
tions will be added to your account balance on a quarterly basis. 
The Employer's contributions (base, matching and profit sharing)
will be allocated, on an annual basis, to separate accounts held
in your name and also yield earnings which will be credited to
such accounts.  In the discretion of the Employer, expenses
incurred in the administration of the Plan may be charged against
any earnings from the investment of Plan assets.  Once per Plan
Year you will receive a written statement regarding the amounts
credited to your accounts under the Plan.

          The Committee will establish one or more Investment
Funds for the investment of your salary deferral contributions
and rollover contributions (if any) under the Plan.  The Trustee,
or investment managers hired by the Employer, will choose how the
Employer's contributions (base, matching and profit sharing) will
be invested.  You will direct how your salary deferral
contributions, if any, and rollover contributions, if any, will
be invested (pursuant to rules established by the Committee)
between the available Investment Funds.  Periodically, the
Committee will provide you with an explanation of the Investment
Funds to which you may direct your investments.  Once each year
(prior to January 1st), you may elect to change the percentages
of your contributions which are allocated among the available
Investment Funds.  If you do not change your election, your
investments will remain the same as they were in the preceding
year.


V.   RETIREMENT BENEFITS

     A.   When You Can Retire

          You can retire and receive your retirement benefit
under the Plan on any one of the following dates:

          -    Normal Retirement Date:  Your 62nd birthday.

          -    Early Retirement Date:  You may retire early
               following your 55th birthday, provided you have
               completed at least 7 years of service with the
               Employer.

          -    Late Retirement Date:  You may continue to work
               for the Employer past age 62.  If you continue to
               work past age 62, your late retirement date will
               be the date you actually retire.

          -    Disability Retirement Date:  You may retire and
               receive a retirement benefit, if you are deter-
               mined by the Committee to be totally and perma-
               nently disabled.

     B.   Amount of Retirement Benefits

          At normal, early or late retirement, you will be
entitled to receive the value of your account as of the
March 31st, June 30th, September 30th or December 31st following
your retirement date.  This amount will include:

          -    your salary deferrals, with earnings, if any, as
               of such date; 

          -    your rollover contributions, with earnings, if
               any, as of such date; and 

          -    the Employer's contributions (base, matching and
               profit sharing), with earnings, if any, as of such
               date.

     C.   Disability Retirement

          If you become totally and permanently disabled, you
will receive a disability retirement benefit under the Plan equal
to the value of your account as of the March 31st, June 30th,
September 30th or December 31st following the date of your
disability.  You are considered "totally and permanently
disabled" if a licensed physician selected by the Committee
determines that you are unable to engage in any substantial gain-
ful activity because of a medically determinable physical or
mental impairment expected to result in your death or to be of
long, continued and indefinite duration.

     D.   Payment of Retirement Benefits

          Retirement and disability retirement benefits can be
paid to you in one of several ways.  All payment methods are
equal in value, but monthly benefit amounts will differ depending
on the payment form you select.  If you choose a form that guar-
antees continued benefits to a beneficiary after your death, the
monthly benefit payable during your life will be actuarially
reduced to provide that guarantee.

          1.   Automatic Payment Form

               If you are married at the time that you are
eligible to receive your benefit, such benefit will be paid auto-
matically as a 50% joint and survivor annuity with your spouse as
beneficiary unless you elect an optional form of payment (with
the written consent of your spouse) within 90 days of the date on
which benefit payments would begin.  This payment method provides
monthly benefits for your lifetime with a guarantee that when you
die, 50% of your monthly benefit will be paid to your spouse for
his or her lifetime.

               If you are not married when you are eligible for
your benefit and you do not elect a payment option (see "Optional
Payment Forms" below), your retirement benefit will be paid auto-
matically as a life annuity.  This option provides monthly bene-
fits for your lifetime.  Payments stop when you die.

          2.   Optional Payment Forms

               You may elect to receive your benefit under the
Plan in a form other than those described above.  These options
include (i) a lump-sum payment; (ii) periodic payments (monthly,
quarterly, semiannually or annually) over a period of time not to
exceed ten years; or (iii) payment pursuant to an annuity con-
tract purchased from a life insurance company.

               If you are married at the time that you are eligi-
ble for retirement or disability retirement benefits and you
elect a payment option other than the Automatic Payment Form
described above (50% joint and survivor annuity), your spouse's
written consent to such election will be required.  The consent
must be witnessed by a notary public or a Plan representative and
include a statement acknowledging that your spouse is waiving
benefits to which he or she is entitled under the law.

               For purposes of this Plan, your "spouse" is the
person to whom you are married at the time that you are eligible
for benefits or, to the extent provided in a Qualified Domestic
Relations Order, any individual to whom you were formerly
married.

          3.   Direct Transfer and Withholding Rules

          Beginning January 1, 1993, new rules took effect with
respect to withholding of federal income tax on many forms of
Plan distributions.  In many cases, the Committee may be required
to withhold taxes on distributions that are made to you unless
the Committee makes the distribution on your behalf directly to
an IRA or to another qualified retirement plan.  The Committee
will give you more information about these new rules before you
receive any distributions under the Plan.

          4.   When Benefits Must Be Paid

               You must begin to receive your benefits under the
Plan by the April 1st following the calendar year in which you
attain age 70 1/2, even if you are still employed by the
Employer.


VI.  DEATH BENEFITS

          If you die before retirement while still employed by
the Employer, your designated beneficiary or beneficiaries will
receive the value of your account under the Plan as of the
March 31st, June 30th, September 30th or December 31st following
the date of your death.  You are required to keep on file with
the Committee a written designation of one or more beneficiaries
who, if you should die, would receive this death benefit.  The
value of your account will be paid to the beneficiary or
beneficiaries you named upon your death in one of the optional
payment forms, elected by the beneficiary, described in Section
V.D.2.

          If, at the time of your death, you are married, your
spouse will automatically be considered the sole primary benefi-
ciary of your death benefit under the Plan, unless he/she had
earlier (prior to your death) consented in writing to the desig-
nation of an alternate beneficiary or beneficiaries.

          If your spouse has validly waived any right to your
death benefit or your spouse cannot be located in order to waive
such right, your benefit will be paid to any beneficiary you have
chosen.  

          For purposes of this section, your "spouse" is the
person to whom you are married at the time of your death or, to
the extent provided in a Qualified Domestic Relations Order, any
individual to whom you were formerly married.


VII. TERMINATION BENEFITS

     A.   If Your Employment is Terminated Before Retirement,
          Death or Disability

          If your employment with the Employer is terminated for
any reason prior to your retirement, disability or death, you may
still be entitled to a benefit under the Plan.  You will be
entitled to a benefit upon your termination of employment with
the Employer only if you are vested in some part of the total
value of your account.  To be "vested" means to have a nonfor-
feitable right to a benefit from the Plan.

          How much of your account is vested depends partly on
where the money in your account comes from and partly on how long
you have worked for the Employer.  The portion of the value of
your account derived from your salary deferrals, from Employer
base contributions and from your rollover contributions are
always fully vested.  All Employer matching and profit sharing
contributions vest over time, based upon your years of service
with the Employer, in accordance with the following schedule:

          Years of Service              Vested Percentage

                1                               0%
                2                               0%
                3                              20%
                4                              40%
                5                              60%
                6                              80%
                7                             100%
          
          If your employment with the Employer is terminated
prior to your retirement, disability or death, you will be
entitled to receive the vested value of your account as of the
March 31st, June 30th, September 30th or December 31st following
the date of your termination of employment.  For purposes of
determining your vested portion of the Employer matching and
profit sharing contributions credited to your account, your
"years of service" are all Plan Years in which you complete at
least 1,000 hours of service for the Employer.

          If you terminate your employment with the Employer
prior to retirement, disability or death, and the vested value of
your account does not exceed (or at the time of any prior
distribution did not exceed) $3,500, the Committee will have the
Plan pay your benefit as soon as administratively possible, in
one lump sum.  And, if the vested value of your account exceeds
(or at the time of any prior distribution exceeded) $3,500, the
Committee will pay your benefit as soon as administratively
possible, in one lump sum, but only if the Committee obtains your
written consent and the written consent of your spouse, if you
have one.  If you (and your spouse, if applicable) do not consent
to a lump-sum distribution of your vested account in excess of
$3,500, such vested account will be paid to you in accordance
with the provisions of Section V.D. at the time that you would
have otherwise been eligible for either early or normal
retirement.

     B.   If Your Employment is Terminated and Then You Are
          Rehired

          1.   Vested Employees Who Have Not Received Benefits

               If you are vested in any part of the portion of
your account which is attributable to Employer matching and
profit sharing contributions when your employment with the
Employer is terminated and you do not receive a distribution of
such account upon your termination of employment, if you are
later rehired, the "years of service" you accumulated before you
left will be added to the years of service you earn after you
return in calculating the vested value of your account.  This
rule applies no matter how long you are gone from the Employer.

          2.   Non-Vested Employees

               If you are not vested in any part of the portion
of your account which is attributable to Employer matching and
profit sharing contributions when your employment with the
Employer is terminated (you had less than three years of service)
and you are later rehired, the years of service you earned before
you left will be counted in calculating the vested value of your
account only if you are gone less than five years.

     Example:

     Assume you leave the Employer and are rehired four
     years later.  Since you were gone less than five years,
     the years of service you earned before you left will be
     added to your years of service after your return in
     determining the vested value of the portion of your
     account which is attributable to Employer matching and
     profit sharing contributions.  Therefore, if you had
     one year of service when you left and you work four
     years after your return, you would be considered to
     have five years of service.

          3.   Vested Employees--Payment of Partial Benefits at
               Termination

               If at the time you terminate employment (a) you
are vested in some but not all of the Employer matching and
profit sharing contributions which have been allocated to your
account; and (b) you are paid the full amount of your vested
benefits, then, if you return to work, you will lose your rights
in the unvested portion of the Employer matching and profit
sharing contributions that were allocated to your account at the
time of your termination unless you repay the full amount of the
vested benefits that were distributed to you by the earlier of:

          -    five years after the date on which you are
               rehired, or

          -    the date on which you incur five consecutive one-
               year breaks in service.

     Example

          Assume that at the time you terminate the Employer had
          contributed $1,000 to your account and that you were
          then vested in 40% of that amount ($400).  Assume
          further that, at the time of your termination, the $400
          vested amount was paid to you in full.  Under those
          facts, if you return to work but do not repay the $400
          within the time periods stated above, your right to the
          portion of your account which was unvested at the time
          of your termination ($600) will be completely for-
          feited.  However, if you repay the $400 within the time
          period stated above, your rights in the $600 will be
          reinstated and the years of service that you earn after
          your return to work will be counted in determining your
          vested rights in that $600.

          4.   Vested Employees--Rehired After Applying For
               Distribution, but Prior to Receipt of Distribution

               If you terminate your employment and apply for a
distribution of your vested account, but are reemployed by the
Employer before you receive that distribution, your application
for distribution will be considered void.  However, upon your
reemployment, your account balance will remain unchanged and you
will be eligible to again make Participant deferrals to the Plan.

     C.   Forfeitures

          If you are not vested in the entire value of your
account when your employment with the Employer is terminated and
you incur five consecutive one-year breaks in service, you will
forfeit the non-vested portion of such account.  Also, if your
employment with the Employer is terminated and you receive a
distribution of the vested portion of your account, you will for-
feit the non-vested portion of such account immediately upon
receiving your distribution.  A one-year break in service for
purposes of the Plan is any Plan Year in which you are not
credited with at least 501 hours of service.

          Forfeitures from participant accounts arising each Plan
Year from profit sharing contributions will be allocated to the
accounts of all remaining participants in the same way that
profit sharing contributions are allocated (see Section III). 
Forfeitures arising each Plan Year from Employer matching contri-
butions will be used to reduce Employer matching contributions to
be made in the year in which such forfeitures arise.


VIII. WITHDRAWALS WHILE EMPLOYED

          Under federal law and the provisions of the Plan, the
portion of your account contributed as salary deferrals and
Employer base contributions may be distributed to you or your
beneficiary only after the earliest occurrence of the following
events:

          -    your separation from service with the Employer;

          -    your death;

          -    your disability;

          -    your retirement; or

          -    termination of the Plan (provided a total dis-
               tribution is made and the Employer does not
               establish a successor plan).

          However, subject to Committee approval, you may, upon
30 days' written notice to the Committee, withdraw your salary
deferral contributions (but not earnings on such contributions)
if you are experiencing a financial hardship.  For this purpose,
a financial hardship is any of the following:

          -    medical expenses incurred by you, your spouse or
               dependents;

          -    costs directly related to purchase (excluding
               mortgage payments) of your principal residence;

          -    payment of tuition and related educational fees
               for the next 12 months of post-secondary education
               for you, your spouse, children or dependents; or

          -    expenditures to stave off eviction from your
               principal residence or foreclosure of a mortgage
               on the same.

          In addition, in order to receive a distribution due to
financial hardship under the Plan, you must either

          -    certify to the Committee that you have no other
               source of funds to meet such hardship; or

          -    agree to cease making salary deferral contribu-
               tions to the Plan for a period of 12 months.

          If you are eligible for a hardship distribution, the
amount of such distribution must be at least $100 and may not
exceed the amount necessary to meet your financial hardship plus
amounts reasonably anticipated to pay taxes and penalties on such
distribution.  Under present law, amounts withdrawn from your
salary deferral contributions may be subject to a 10% federal
excise tax in addition to regular income taxes.  Also, your
hardship distribution (if $200 or more) will be subject to the
20% withholding requirement on all distributions which are not
directly transferred to either an IRA or to another qualified
retirement plan.


IX.  WHEN BENEFITS UNDER THE PLAN MAY NOT BE PAYABLE

          In certain situations, you may not receive benefits or
you may receive smaller benefits than you expected.  These situa-
tions include:

          -    if you terminate employment with the Employer
               before becoming a participant in the Plan;

          -    if you leave the Employer before becoming fully
               vested in your entire account;

          -    if the value of the investments in the trust fund
               falls below the amounts paid for them;

          -    if you or your beneficiary fail to make a timely
               appeal for denied benefits; or

          -    if the Committee cannot locate you when your
               benefit is payable.  Neither the Trustee nor the
               Committee is obligated to search for either you or
               your beneficiary.  It is important that you or
               your beneficiary keep a current address on file
               with the Committee.


X.   PLAN TERMINATION INSURANCE

          Because this is a defined contribution plan, benefits
under the Plan are not insured by the Pension Benefit Guaranty
Corporation under Title IV of the Employee Retirement Income
Security Act of 1974 ("ERISA").  A defined contribution plan is,
by definition, a "fully funded" plan which assumes that benefits
to be provided by the Plan will be available to participants in
the event of Plan termination.


XI.  TOP HEAVY PROVISIONS

          Under the tax laws, the Plan is required to contain
provisions which will become operative if it becomes "top heavy"
sometime in the future.  A plan is considered top heavy only if
the value of the accounts of key employees is more than 60% of
the sum of the accounts of all employees.  For this purpose, "key
employees" include certain officers and shareholders of the
Employer as described in Section 416(i) of the Internal Revenue
Code.  In view of the large number of non-key employees benefited
by this Plan, it is very unlikely that the Plan will ever become
top heavy.  If it does, vesting would accelerate and certain
minimum allocations would have to be provided by the Employer.  A
more detailed explanation of these provisions will be provided if
and when the Plan becomes top heavy.


XII. CLAIMS AND APPEALS PROCEDURES

          About 90 days before you plan to retire, you should
obtain a retirement benefit application form from the Committee. 
In completing the form you should specify the method of payment
and the date you want payments to begin.  Normally, you will
receive information on the different forms of payment within a
reasonable time before your retirement date.  If for any reason
you do not receive this information, contact the Committee.
Proofs of applicable dates, such as birth certificates for you
and your spouse, may be required.  The form, along with the
required proofs, should be submitted to the Committee.  You may
change your payment election at any time before you retire and
benefit payments begin.  However, if you are married, your spouse
must consent in writing to certain changes in beneficiary or mode
of payment.  Any claim for disability, death or termination
benefits should also be submitted, in writing, to the Committee
by either you or your beneficiary (in the case of your death)
within 90 days of the date benefits would be paid from the Plan.

          The Committee will review the application form and all
proofs and will decide whether or not a benefit is actually due. 
In some cases, your claim for benefits may be denied.

          If your claim is denied, in whole or in part, you will
receive a written notice of the denial, including:

          -    the specific reasons for the denial;

          -    the Plan provisions on which the denial is based;

          -    any additional information or material necessary
               to complete the claim along with an explanation of
               why it is needed; and

          -    an explanation of the Plan's claim review proce-
               dures.

          If you feel the determination is incorrect, you have
the right to have the benefit denial reviewed.  Your request for
a review must be in writing and submitted to the Committee within
60 days after you receive written notification of a denial of a
claim.  The Committee will complete a review of your appeal and
send you a final written decision.  The decision will include the
specific reasons for the decision with reference to the pertinent
Plan provisions on which the decision is based.


XIII. ASSIGNMENT OF BENEFITS

          Benefits provided under your retirement Plan cannot be
pledged, assigned, encumbered or garnisheed in payment of any
debt.  However, the Plan will comply with Qualified Domestic
Relations Orders providing child support, alimony or marital
property rights to spouses, former spouses, children or other
payees.  Such an order must specify

          -    the names and addresses of the Plan participant
               and each payee;

          -    the amount or percentage of the participant's
               benefit to be paid (or how the amount is to be
               determined); and

          -    the number of payments or the time period payments
               are required.

          The order cannot

          -    provide benefits be paid in any form or amount
               inconsistent with Plan provisions; or

          -    be inconsistent with any other existing order.

          Effective January 1, 1995, the Plan began to accept
Qualified Domestic Relations Orders which provide for an
immediate distribution to an alternate payee, even where the
participant continues to be employed by the Employer.  However,
no such immediate distribution will be made unless the Committee
receives an order which specifically provides for such a
distribution.

          Should the Plan receive a Qualified Domestic Relations
Order which affects your benefits, you will be notified.


XIV. AMENDMENT OF PLAN

          The Employer (through its Board of Directors), in its
discretion, may amend the Plan, provided that such amendment does
not diminish the nonforfeitable rights of any participant in the
Plan or remove an optional form of payment of benefits.


XV.  TERMINATION OF PLAN

          Although it is the Employer's intent to maintain this
Plan indefinitely, federal regulations require that participants
be notified that the Plan may be terminated at any time, at the
discretion of the Employer.  Upon termination of the Plan or upon
liquidation of the Employer, after payment of all expenses and
after all adjustments of participants' accounts, each participant
shall become fully vested in the value of his account.  The
Employer may provide at termination that participant balances are
to be distributed immediately to participants; or it may discon-
tinue the Employer's funding obligations, "freeze" the Plan and
pay benefits at such time as participants otherwise become
eligible for payment under the Plan.


XVI.   ERISA RIGHTS

          ERISA gives you legal rights under your Plan.

          ERISA provides that all Plan participants have a legal
right to

          -    examine, without charge, at the Committee's office
               and at other specific locations, all Plan docu-
               ments, including insurance contracts and copies of
               all documents filed by the Plan with the United
               States Department of Labor, such as detailed
               annual reports and Plan descriptions;

          -    obtain copies of all Plan documents and other Plan
               information upon written request to the Committee. 
               The Committee may make a reasonable charge for the
               copies;

          -    receive a summary of the Plan's annual financial
               reports.  The Committee is required by law to
               furnish each participant with a copy of this
               summary annual report;

          -    obtain a statement telling you whether you have a
               right to receive a pension at normal retirement
               age (age 62) and, if so, what your benefits would
               be at normal retirement age if you stopped working
               under the Plan now.  If you do not have a right to
               a pension, the statement will tell you how many
               more years you have to work to get a right to a
               pension.  This statement must be requested in
               writing and is not required to be given more than
               once a year.  This Plan must provide the statement
               free of charge.

          In addition to creating rights for Plan participants,
ERISA imposes duties on the people who are responsible for the
operation of employee benefit plans.  The people who operate the
Plan, called "fiduciaries" of the Plan, have a duty to do so
prudently and in the interest of you and other Plan participants
and beneficiaries.  No one, including the Employer or any other
person, may fire you or otherwise discriminate against you in any
way to prevent you from obtaining benefits or exercising your
rights under ERISA.

          If your claim for benefits is denied, in whole or in
part, you must receive a written explanation of the reason for
the denial.  You have the right to have the Committee review and
reconsider the claim.

          Under ERISA, there are steps you can take to enforce
your legal rights.  For instance, if you request materials from
the Plan and do not receive them within 30 days, you may file
suit in a federal court.  In such a case, the court may require
the Committee to provide the materials and pay you up to $100 a
day until you receive the materials, unless they were not sent
because of reasons beyond the Committee's control.

          If you have a claim for benefits that is denied or
ignored, in whole or in part, you may file suit in a state or
federal court.

          If it should happen that Plan fiduciaries misuse Plan
money or if you are discriminated against for asserting your
rights, you may seek assistance from the U.S. Department of
Labor, or you may file suit in a federal court.  The court will
decide who should pay the court costs and legal fees.  If you are
successful, the court may order the person you have sued to pay
these costs and fees.  If you lose, the court may order you to
pay these costs and fees; for example, if it finds your claim is
frivolous.

          If you have any questions about this Plan, you should
contact the Committee.  If you have any questions about the
information above or about your rights under ERISA, you should
contact the nearest Area Office of the U.S. Labor-Management
Services Administration, Department of Labor.


XVII. GENERAL INFORMATION

     A.   Plan Sponsor

          Bob Evans Farms, Inc.
          3776 South High Street
          P. O. Box 07863
          Columbus, Ohio  43207-0863
          (614) 491-2225

     B.   Plan Name and Number

          Bob Evans Farms, Inc. and Affiliates
          401K Retirement Plan
          Plan No. 001

     C.   Effective Date of Plan

          Profit Sharing Plan originally effective April 16,
          1962.  Amendment of Profit Sharing Plan to 401K
          Retirement Plan effective May 1, 1990.  Amended and
          Restated 401K Retirement Plan effective January 1, 1994.

     D.   Employer's Identification Number

          31-4421866

     E.   Type of Plan

          Defined contribution plan

     F.   Plan Year

          January 1 - December 31

     G.   Agent For Legal Process

          Legal matters concerning the Plan may be directed to
          Mr. David P. McHolland; Bob Evans Farms, Inc.;
          3776 South High Street; P. O. Box 07863; Columbus, Ohio 
          43207-0863. 

          Legal process can also be made upon the Plan Trustee or
          the Committee.

     H.   Trust and Trustee

          This Plan is administered under a written plan and
          trust agreement between the Trustee and the Employer.

          The Trustee is responsible for the investment of the
          assets of the Plan.  The Trustee may appoint such
          persons or companies as it deems necessary to carry out
          its responsibilities.

          All money contributed to the Plan, including any
          investment earnings, will be used only for the benefit
          of Plan participants and their beneficiaries.

          The name and address of the Trustee for the Plan are:

          National City Bank
          155 East Broad Street
          Columbus, Ohio  43251

     I.   Plan Administration

          The Plan is administered by a Committee appointed by
          the Board of Directors of Bob Evans Farms, Inc.  The
          members of the Committee shall continue to serve in
          their capacity until they either resign or are removed
          by the Board of Directors of Bob Evans Farms, Inc.

          The name, address and business telephone number of the
          Committee are:

          Deferral Plan Committee
          3776 South High Street
          P. O. Box 07863
          Columbus, Ohio  43207-0863
          (614) 491-2225




                            REMINDER

                    This is only a SUMMARY of the
               provisions of the Plan.  It is not a
               binding legal document.  Only the actual
               plan document itself defines your rights
               and obligations.