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It is definitely unfair of the employer to decide unilaterally not to pay bonuses , and in addition to either not advise the employee at all, or advise the employee at the last possible minute.
Whilst the right of expectation does not actually afford the employee the absolute right to demand and to be paid the bonus, it certainly does afford him the right to be heard before the decision not to pay the bonuses is made by the employer.
This would imply then that the employer should consult with employees if it is found that, for any legitimate reason or sound commercial rationale, the bonuses cannot be paid in a particular year, or if the amount of the bonus is to be to be less than the amount consistently paid in the past, or less than the contractual amount.
Remember that Company Policy is invariably construed to form part of the employment contract. Employees are entitled to put their side of the story, and it cannot be denied that this opportunity is a fundamental requirement of "fair procedure.
It cannot be accepted, by any stretch of the imagination, that an employer suddenly discovers only on shut-down day that Company profitability disallows the payment of bonuses for this year, or he suddenly discovers on shut-down day that employees have not been performing and therefore the payment of bonuses this year is not justified and so on.
The message here is that the management of any company must surely be aware by the middle of the year whether or not profitability, staff performance, or whatever other criteria exist, may endanger or even prevent the payment of the relevant bonuses for that year.
It is the duty of management and it is only fair to consult with the staff at the earliest possible moment, to warn them of this possibility that bonuses may not be paid or may be reduced this year, or if necessary take the extreme precaution of informing staff categorically that no bonuses will be paid for that year.
If it is later possible to pay the bonuses, then it will be a pleasant surprise for all employees. That kind of thinking is irresponsible and it does not solve the problem, it only postpones it until next year.
If employers cannot be fair to their employees with regard to the payment of benefits that employees have right to expect, either contractually or otherwise, then the employer cannot expect those employees to be fair to him.
There is no greater impediment to productivity in this country than disgruntled employees. The performance bonus. A performance bonus can also be paid as a lump sum to a department, and split up in equal amounts to each employee in that department.
This would apply in the situation where all employees in a particular department are collectively responsible for above-average performance.
The performance would be measured against laid down company standards, but the bonus would not be paid only for the occasional work done which exceeds company standards, but for consistent work exceeding company standards.
This means that line management and the shop foremen and even supervisors have to become much more closely involved with the monitoring of performance on the shop floor and careful records must be kept.
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Solche Bonusse werden vom Konto des Benutzers abgezogen. Those bonuses will be deducted from the user's balance.
Eventuelle Gewinne und Bonusse werden vom Betreiber einbehalten. Any winnings and bonuses will be kept by the operator.