Bonus multiplier?

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If you leave voluntarily, your last working day needs to be 12/31 or later. Payout for vacation does not get you there. If you stay that long, 100%, otherwise it's 0%>

If you are laid off or retire, it's prorated, as long as it's after Q1 or so.

This is for US at least. AskGS has it all in policies that are available.

Everything still gets paid at the same time as current employees, so late Feb or early March
 






anonymous said:
If you leave voluntarily, your last working day needs to be 12/31 or later. Payout for vacation does not get you there. If you stay that long, 100%, otherwise it's 0%>

If you are laid off or retire, it's prorated, as long as it's after Q1 or so.

This is for US at least. AskGS has it all in policies that are available.

Everything still gets paid at the same time as current employees, so late Feb or early March
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Where can I check bonus payment week?
 




For those who were laid off- have you received a bonus? If not, were you forced into a low rating with no explanation (and no prior negative feedback) so that a bonus didn’t have to be paid out?
 


anonymous said:
For those who were laid off- have you received a bonus? If not, were you forced into a low rating with no explanation (and no prior negative feedback) so that a bonus didn’t have to be paid out?
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Yes 100% True. We laid off people are out of sight - out of mind. Cost savings and higher bonuses for our direct managers and ex-peers. Year-end Money Grab. We have no recourse.
 


anonymous said:
Yes 100% True. We laid off people are out of sight - out of mind. Cost savings and higher bonuses for our direct managers and ex-peers. Year-end Money Grab. We have no recourse.
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This is actually correct. The money is deprioritized for the Associates who were laid off and redirected to active value generating Associates.
 


anonymous said:
This is actually correct. The money is deprioritized for the Associates who were laid off and redirected to active value generating Associates.
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A couple of laid off folks I know recieved a bonus. Sounds like some divisions entered low performance ratings regardless of how the high individual performance was
My question is if an employee feels their performance was excellent and has proof, how can a manager disagree with you and force a lower rating?
 


that is my exact thought. I have not received any paperwork, commentary, justification behind why I received the lowest rating ever in my career. I am going to reach out to HR and ask for what justification was used.
 






anonymous said:
A couple of laid off folks I know recieved a bonus. Sounds like some divisions entered low performance ratings regardless of how the high individual performance was
My question is if an employee feels their performance was excellent and has proof, how can a manager disagree with you and force a lower rating?
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Because they can. Another example that does not involve a layoff. Years ago I was a very high performer but I changed organizations in Q4. Big mistake. Old org was not happy I was leaving so they kicked me out the door with a low rating which of course I did not find out about until February. Lesson learned, never change jobs (or announce you are leaving) close to year-end review time. Even if you let them know in late November or December upper management still has time to lower the rating and give some of your $$$ to others who are not leaving. They want to motivate people who will still be there not people that they know are leaving. Giving a high rating to someone who is leaving they consider a waste of bonus dollars when part of it could be given to others in the department, your peers for example.They view the bonus not as a reward for the prior year, but a motivator for the current year. Believe me. Also the How is a wild card that is difficult to dispute. That is why it was created.
 


anonymous said:
Because they can. Another example that does not involve a layoff. Years ago I was a very high performer but I changed organizations in Q4. Big mistake. Old org was not happy I was leaving so they kicked me out the door with a low rating which of course I did not find out about until February. Lesson learned, never change jobs (or announce you are leaving) close to year-end review time. Even if you let them know in late November or December upper management still has time to lower the rating and give some of your $$$ to others who are not leaving. They want to motivate people who will still be there not people that they know are leaving. Giving a high rating to someone who is leaving they consider a waste of bonus dollars when part of it could be given to others in the department, your peers for example.They view the bonus not as a reward for the prior year, but a motivator for the current year. Believe me. Also the How is a wild card that is difficult to dispute. That is why it was created.
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The rating doesn’t matter to the old organization because the compensation comes from the new one
 


This happened to me a while back. I was let go as part of a large downsize within JNJ. Had always been a top performer never had anything except (at the time) Exceeds Expectations ratings. I got my bonus payout and the payout was based on a did not meet rating. I reached out to my prior VP (manager) and asked for a meeting with her and HR and she never responded. Sent another email (copying HR this time) and HR got back to me with a word salad.

Asked them for documentation from our 1:1s (that we never had), any emails or comms validating it and notes from the calibration session etc. I also pointed out that I had participated in those calibration sessions and knew how they went.

Gave them a 5 day deadline to get them to me and we could then meet again after I received the documents.

On the day I was expected to receive them, I reached out to my HR contact (copied my former VP) and asked them if I would be getting the info.

Within an hour I had a call with HR and told them I could either be given the documents voluntarily or “ in discovery”.

The next day I was given a total bonus payout equal to my prior year +7.5%

Moral of the story… out of sight-out of mind. You’re a WWID until you’re not. Get what you can and push them for what you deserve and make them pay up. Be professional but they don’t have the documentation and they don’t want to drag it out.
 



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