Company Refused to Pay Bonus!

angryshawn

Sambucus_Nigra wrote: »

Never hand your notice in til the bonus is in the bank - your bank!

Rule No 1 of working with bonuses.

Lessons well learnt.

Thanks for all your opinions, suggestive or not.

Acc72

Hindsight is a wonderful thing - it is easy for people to say what you should have done / not done after the event.

As the employer has said that the bonus is made up of past performance and future retention, how do they determine the value of each ?

Hopefully there will be more weighting on the performance bit.

I would take their 25% offer as the start of negotiations.

In your place I would start off by asking for 75% of the bonus (you recognising that there is an element for retention blah blah blah), but be willing to negotiate down to 50% (i.e. 50% performance, and 50% retention which does not sound unreasonable).

Good luck !

getmore4less

Acc72 wrote: »

Hindsight is a wonderful thing - it is easy for people to say what you should have done / not done after the event.

It's only hindsight for the OP and a warning to those that have never thought about their bonus schemes.

Anyone that has ever had a bonus scheme at work should know, CHECK, CHECK, CHECK before you resign.

Acc72

getmore4less wrote: »

It's only hindsight for the OP and a warning to those that have never thought about their bonus schemes.

Anyone that has ever had a bonus scheme at work should know, CHECK, CHECK, CHECK before you resign.

I agree - however the OP needs constructive help and not to be told what they should have done with the benefit of hindsight as I am sure they know this already ! (PS - this is not aimed at you or anybody else in particular ! :beer:)

I once verbally agreed a bonus with my boss who said "don't worry, I will look after you" only later to deny all knowledge ! (I left the company a short while later - silly really as my bonus was a lot less than the recruitment fee they were charged for my replacement !).

getmore4less

As the employer made an offer(big mistake by them) it is open to negotiation.

I suggested ask 50% settle 30%, you suggested more.

The OP needs to play on how this looks to those that stay, renumeration policies only work if they are seen to be fare and companies need to be clear why they have things like bonus schemes how they are measured and paid.


I wonder if they were aware the op was looking and probably going to resign.