I am working in a software firm with around 30 people. Deserved employees are given bonus on quarterly basis, every year. One employee got his quarterly bonus during end of Q1. During the beginning of Q2, he put down his papers, and left the company after serving notice period.

From United States, Los Angeles
@Saswata - as i have mentioned the employee has put down his papers during Q2 beginning served his notice period and left the company. so along with his salary is the company obliged to pay him the quarterly bonus.
From United States, Los Angeles
@Nathrao - That is my query. I feel that if an employee has his salary processed for during notice period then his bonus should be also processed.. But my manager has opposite views. His view is once an employee puts down his papers, perks like bonus, incentive etc will lapse for the period during which notice period is served. So, if an employee who is eligible for quarterly bonus, puts down his papers during a quarter, will receive pro-rated bonus - ie; if he puts his papers in the 2nd month, he will get only 1st month of that quarter as bonus, whereas 2nd/ 3rd month of that quarter will be forfeited. If he puts his papers in the 1st month itself, then he wont be eligible for bonus for that quarter. Please let me know what is the actual practice followed
From United States, Los Angeles

Quarterly bonus is not in line with payment of bonus. Therefore I assume that company is giving bonus on its own, as incentive.
In that case, is the option of the company as to which person will get the bonus and how much. Since it is and incentives, it does not make the company any sense to pay it to the person who has put down his papers and will be leaving. In fact, I would not even be bonus for the month during which they worked in the company in the normal course, because there is no meaning in giving an incentive for person who is not going to work with me.
The answer for me different of course if the concept of quarterly bonus was already provided in the appointment letter or any other HR documents given to the employee.
Incident , It would have been a good idea if you had put the details right in the first post instead of waiting for someone to ask what your actual problem is…

From India, Mumbai
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