What is employee bonus deprivation?

[subornaakter20]

One of the options for punishment for certain violations is deprivation of bonuses to workers. Of course, disciplinary sanctions are also actively used, but the management of enterprises often believe, not without reason, that sometimes material forms of punishment have a much greater effect.

But there are some nuances here. If the company practices deprivation of bonuses to employees, then this point must be stipulated in the internal documentation, otherwise it will be contrary to legal norms. And even in this case, there are subtleties, knowledge of which is mandatory when using this form of punishment.

In addition to the mandatory salary, an direct moving leads email list employee may also receive bonus payments, which are either systematic or accrued on an ad hoc basis. The answer to the question of whether to give a bonus or not depends on whether the planned performance indicators have been achieved.

Additional payments are not mandatory (unlike salaries), and the employer independently decides whether to pay them to their employees or not.

Deprivation of bonuses to employees is a punishment provided for by the Labor Code of the Russian Federation for a disciplinary offense. In this case, a person may be completely deprived of a bonus or have it reduced. It should be emphasized that this form of punishment acts as a fine, is applied specifically to violators of internal regulations and is not a disciplinary sanction.

Management may decide to terminate or suspend the payment of bonuses, with the obligatory indication of the reasons in the company's internal documentation or in a special regulation.

What is employee bonus deprivation?

Source: YURII MASLAK / shutterstock.com

Simply put, depriving employees of bonuses is a way to deprive a person of additional material rewards (in full or in part) if he has committed an offense.

It should be remembered that no law, regulatory legal act or the same Labor Code includes such a concept as bonus deprivation. And this means that even at the level of local company documentation, this method of punishment cannot be approved on legal grounds.

Increase Your Profits by 10X: 5 Key Metrics You Must Track
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:

After working with over 300 internet projects , I can guarantee: monitor these metrics weekly and your company will not only survive, but also increase its profits by 10 times!

In the context of sanctions and crisis, knowing the ROI of your advertising decides whether your business will be successful. Tracking these 5 critical indicators is the key to your prosperity.

What you get for free:


5 Key Metrics to Increase Profits by 220%


The Secret ROI Formula: Instant Advertising Efficiency Calculator


Anti-crisis Solutions Matrix: Find the Perfect Strategy for Your Business in 15 Minutes

We have prepared all the documents and templates with formulas for you. And yes, it is FREE:

Download documents for free
Already downloaded
153391

Therefore, from the point of view of practical application, deprivation of bonuses for employees means that the employee receives a bonus only if he/she fulfills the agreed list of conditions. They may be approximately as follows:

the employee completed the planned volume of work;

he did not violate discipline;

the planned target was exceeded, etc.

If it turns out that these conditions are not met, the employer has the right to reduce the amount of the bonus payment.

The bonus in the company's documentation must be reflected as an additional method of monetary incentive and cannot be part of the basic salary. At the same time, it is allowed to deprive employees of bonuses who already have a disciplinary sanction - for example, in the form of a reprimand. Many companies practice issuing bonuses in an envelope, without any official registration. In such a case, the employer can easily decide who to reward and who not, determine the amount of rewards at his own discretion, etc. If the bonus procedure at the company is stipulated in special acts, then it should be followed, and depriving an employee of material reward must have a legal basis.