Any ideas on dealing with absenteeism among fully commissioned employees? They are paid by contract, and short of termination threats, there isn't much we can do besides complain. They perform well and make plenty of money; their commissions are rarely affected by extra days off, so there is little incentive to toe the line in this area.
From United States, San Diego
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1From United States, San Diego
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Dear Colleagues,
Compensation Administration and Industry Benchmarking
Personally, when it comes to compensation administration, I strongly believe in industry benchmarking. Employees should be treated as equals within their industry.
For instance, if employees are expected to be commissioned agents in a particular industry, then that should be the case, despite any sentiments attached. However, if a company attempts to create a compensation scheme to short-change its workforce, I would completely disagree with such an initiative.
Conducting a Compensation Survey
In the case mentioned above, I suggest that the HR department conduct a compensation survey of the mortgage industry within their business environment. They should compare and see if these workers can be placed on a regular salary compensation scheme, with commissions as a bonus for exceeding marketing targets or goals.
Regular Salaries and Organizational Rules
When regular salaries are paid, it becomes necessary for employees to adhere to the organization's rules. They can be sanctioned, rewarded, etc. However, since they are currently freelance workers, HR has limited options beyond complaining.
Please consider the above suggestions, and I hope you find a way to address the issue at hand.
Thanks.
From Nigeria, Lagos
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Compensation Administration and Industry Benchmarking
Personally, when it comes to compensation administration, I strongly believe in industry benchmarking. Employees should be treated as equals within their industry.
For instance, if employees are expected to be commissioned agents in a particular industry, then that should be the case, despite any sentiments attached. However, if a company attempts to create a compensation scheme to short-change its workforce, I would completely disagree with such an initiative.
Conducting a Compensation Survey
In the case mentioned above, I suggest that the HR department conduct a compensation survey of the mortgage industry within their business environment. They should compare and see if these workers can be placed on a regular salary compensation scheme, with commissions as a bonus for exceeding marketing targets or goals.
Regular Salaries and Organizational Rules
When regular salaries are paid, it becomes necessary for employees to adhere to the organization's rules. They can be sanctioned, rewarded, etc. However, since they are currently freelance workers, HR has limited options beyond complaining.
Please consider the above suggestions, and I hope you find a way to address the issue at hand.
Thanks.
From Nigeria, Lagos
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Hi,
I work in a manufacturing company where we have employees ranging from MD, GM, HOD, Supervisors, operators, to workers. In this scenario, we cannot provide cash vouchers, and we aim to give similar types of Diwali gifts to everyone. Can you please assist me in deciding what kind of Diwali gift we should opt for? Currently, we provide them with a Sweet box and a gift.
Promila
From India, Delhi
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I work in a manufacturing company where we have employees ranging from MD, GM, HOD, Supervisors, operators, to workers. In this scenario, we cannot provide cash vouchers, and we aim to give similar types of Diwali gifts to everyone. Can you please assist me in deciding what kind of Diwali gift we should opt for? Currently, we provide them with a Sweet box and a gift.
Promila
From India, Delhi
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EMPLOYEES' COMPENSATION ACT - IMP- PROVISIONS IN TELUGU VERSION.pdf
Employees' Compensation Act 1923.doc