Our employee bonus policy explains how our company distributes bonuses to employees. We want to reward employees whenever possible since we all contribute to our company’s success with our hard work. This policy clarifies how we choose which employees to reward and how we calculate bonus amounts.
This policy applies to all regular full-time and part-time employees and employees with contracts of [one year and more.] Seasonal employees, interns and temporary employees with a contract of less than [one year] are not eligible for bonuses.
We may modify this policy and our bonus plans at any time without notice.
Only written promises of bonuses will be considered valid. If your manager or another executive verbally promises you a bonus, they can not follow through unless they put it in writing and HR approves it.
Bonuses can be either discretionary or non-discretionary:
- Discretionary bonuses are determined at our company’s sole discretion. They aren’t promised to employees and we can’t guarantee anyone will receive them. For example, we may pay a bonus to reward an employee who showed exemplary performance at a particular time
- Non-discretionary bonuses are promised or announced to employees and guaranteed to those who meet our established criteria for the bonus. For example, we may promise to pay non-discretionary bonuses to reward teams for meeting specific targets
One important difference between discretionary and non-discretionary bonuses in the U.S. is that non-discretionary bonuses must be included in overtime pay calculations. Our company will follow its legal obligations.