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
From United States, San Diego
Dear Colleagues,
Personnally, when it comes Compensation Administration I believe so much in industry bench-marking-in that Employees are expected to be treated as almost equals within the industry they are in.
For instance if Employees are expected be Commissioned Agents in a particular industry so be it- ther would be sentiments attached but if a particular Company is trying to be smart by creating such Compensation scheme in an effort to short-change its workforce then I would totally disagree with such initiative.
Thirdly, in this particular case mentioned above-I would suggest that the HR do a compensation survey of the mortgage industry in his/her business environment and try to make a comparism and see if these set of workers can be put on a regular salary compensation scheme while the commission comes as a fallout of marketing targets/goals exceeded by individual employee in such team.
Closely linked to the above is the fact that when regular salaries are paid it becomes necessary that the employees involved are made to toe the line of normal workers and adhere to laid down rules of the organization, they can sanctioned, rewarded,etal but since they are presently freelance workforce there is little the HR can do than to complain.
Think about the aforementioned and it is hoped you would find a way around the issue on hand.
Thanks.
From Nigeria, Lagos
6Personnally, when it comes Compensation Administration I believe so much in industry bench-marking-in that Employees are expected to be treated as almost equals within the industry they are in.
For instance if Employees are expected be Commissioned Agents in a particular industry so be it- ther would be sentiments attached but if a particular Company is trying to be smart by creating such Compensation scheme in an effort to short-change its workforce then I would totally disagree with such initiative.
Thirdly, in this particular case mentioned above-I would suggest that the HR do a compensation survey of the mortgage industry in his/her business environment and try to make a comparism and see if these set of workers can be put on a regular salary compensation scheme while the commission comes as a fallout of marketing targets/goals exceeded by individual employee in such team.
Closely linked to the above is the fact that when regular salaries are paid it becomes necessary that the employees involved are made to toe the line of normal workers and adhere to laid down rules of the organization, they can sanctioned, rewarded,etal but since they are presently freelance workforce there is little the HR can do than to complain.
Think about the aforementioned and it is hoped you would find a way around the issue on hand.
Thanks.
From Nigeria, Lagos
hi,
i work in the manufacturing company ,where you have MD,GM,HOD,Supervisiors,operators,workers.
so in this case we cant give them cah vouchers,and we want to give similar kinds of Diwali gifts to evey one.
so can you people help me out what Diwali gift we should go for.
we give them Sweet box and a gift.
promila
From India, Delhi
i work in the manufacturing company ,where you have MD,GM,HOD,Supervisiors,operators,workers.
so in this case we cant give them cah vouchers,and we want to give similar kinds of Diwali gifts to evey one.
so can you people help me out what Diwali gift we should go for.
we give them Sweet box and a gift.
promila
From India, Delhi
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