Performance Incentive Plan
shargold
13 Posts
We are setting up a new monthly performance incentive program for all hourly employees, based upon productivity and other benchmarks we have established.
We are stating that employees are eligible only if they were employed during the entire month in which the bonus is based AND if they are still currently employed on the date the incentive is paid out.
We plan to pay out by the 3rd pay period of the following month, but I am concerned about employees who may resign or are terminated before we actually pay out the bonus. Can we deny them payment? Is this legal?
Thanks for your guidance!
We are stating that employees are eligible only if they were employed during the entire month in which the bonus is based AND if they are still currently employed on the date the incentive is paid out.
We plan to pay out by the 3rd pay period of the following month, but I am concerned about employees who may resign or are terminated before we actually pay out the bonus. Can we deny them payment? Is this legal?
Thanks for your guidance!
Comments
1) Spell out everything clearly in your incentive plan.
2) Check your state laws to make sure there is nothing specific there to prohibit your plan. What state are you in?
Good luck!
Nae
Thanks for your quick response, Nae! I feel much better about this.....
Good luck!
Nae
We are stating that employees are eligible only if they were employed during the entire month in which the bonus is based AND if they are still currently employed on the date the incentive is paid out.
We plan to pay out by the 3rd pay period of the following month, but I am concerned about employees who may resign or are terminated before we actually pay out the bonus. Can we deny them payment? Is this legal?
Thanks for your guidance![/quote]
Looks like this is a non-discretionary plan and, as such, may require a recalculation of OT during the activity period (for anyone who receives a payout). I recommend that you check with your payroll department to make sure they can manage this.
Best wishes for success with your new plan!
Beth