Exhibit 10.36 FY 2012 R.G. BARRY MANAGEMENT BONUS PLAN

Consistently achieve company, business unit and individual objectives.

Enhance ability to attract, recruit, and retain a top-tier management team.

Provide motivation through “win-sharing”.

Participation Levels

Position Level

A

B+

B

C

D

The base salary as of the end of the fiscal year is used for the purposes of calculating bonus payments.

Performance Measurement

Corporate Financial Results

Corporate Financial results below the threshold level will eliminate payout for the following plan participants:

A/B+

Functional SVPs

All others including Shared Services

Business Unit Financial Results

Business Unit results below the threshold level will eliminate payout for the plan participants:

Business Unit Presidents

Reports to Business Unit Presidents

Individual Objectives Performance/ Business Unit Results

Poor individual performance (individual rating that “does not meet minimum expectations”) will eliminate all payouts to that individual

Performance Weighting by Group

A/B*

Functional SVPs

Business Unit Presidents

Reports to Business Unit Presidents

All Others including Shared Services

Determining Goal Attainment

Corporate Financial Objectives established annually and approved by Board of Directors.

Business Unit Financial Objectives established annually and approved by Board of Directors.

Individual/Department Objectives are established annually by participants’ supervisors and should be described in quantitative, measurable terms.

Criteria for Participation

Team Members must be actively employed by R.G. Barry at the close of the plan year.

New hires employed before December 15th of the plan year will participate on a pro-rated basis. Persons hired after this date will participate in the following year. Exceptions may be made by the President/CEO. For Team Members hired December 16th or after in the plan year, participation levels and eligibility must be included in any offer of employment letter, along with a start date of employment. The start date of employment is the entry date of the new Team Member into the Management Bonus Plan.

Team Members hired or promoted into a Management Bonus Plan eligible position from the first to the fifteenth of the month shall be considered to be hired or promoted as of the first of the month. Team Members hired or promoted from the sixteenth to the end of the month shall be considered to be hired or promoted as of the first of the following month.

Team Members who are on Short Term Disability or a Leave of Absence on the last day of the plan year (not actively at work) will receive a pro-rated Management Bonus Plan payment upon their return to active full time work. Team Members who do not return to active full time work will not receive a Management Bonus Plan payment without approval of the President/CEO.

Team Members who are employed by R.G. Barry at the close of the plan year under the terms of the severance agreement will not be eligible to receive a payout unless expressly stated in the terms of the agreement, and approved by the President/CEO.

Team Members who separate from R.G. Barry during a plan year for reasons of death or Long Term Disability will receive a Pro Rate Bonus (determined by multiplying the amount the participant would have received based upon actual performance had employment continued through the end of the performance year by a fraction, the numerator of which is the number of days that the participant was employed by the Company during the performance year in which the Termination occurred and the denominator of which is 365), payable at the time the annual bonuses are next paid to other participants of the Company.