Bonus Agreement Employee

By April 8, 2021 Uncategorized

In accordance with the labour code of the Russian Federation, a worker`s salary consists of the main part and incentive payments, which are bonuses. The promotion procedure should be documented. Our company`s policy gives the management team the opportunity to decide on year-end bonuses for all employees. For this bonus, there are two conditions: a model of employee compensation scheme for bonuses and work withdrawals must be fixed: the annual bonus is calculated on the basis of quarterly and annual indicators of the plan. The annual bonus is paid in increments, no earlier than at the end of each quarter of the year for which the bonus is calculated and paid. The payment of bonuses for quarterly planning indicators is limited to 100% performance indicators. The final annual calculation of the unlimited bonus is made during the fourth quarter, taking into account the rules set out in Appendix 1. 12. The payment of bonuses is made during the month following the reference month, at the same time as the payment of salaries for that month (reporting). An important difference between discretionary and non-discretionary bonuses in the United States is that non-discriminatory bonuses must be included in salary calculations. Our company will comply with its legal obligations. If managers know that their team member deserves a bonus, they should send a formal written recommendation to their department heads and staff, in which they explain how their team member has performed well. For the head of the work collective, the bonus amount for each bonus indicator can reach 10% of his official salary (unless otherwise stated above).

The specific value of the bonus is determined by the head of the organization. The amount of the award is determined by the head of the working group for each employee based on his personal achievements and his contribution to the overall result of the team. The degree of participation of each employee in the overall results of the team`s work is determined by an individual coefficient of labour market participation. The value of this coefficient for each employee can be determined by the collective of work itself or by its manager.