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There are several different instances in which a company may issue bonus payments. Learn more about when employers hand out bonus pay and what rules come into play.

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What Is Bonus Pay, get bonus.


What Is Bonus Pay, get bonus.


What Is Bonus Pay, get bonus.


What is bonus pay?


Definition and examples of bonus pay


A woman uses her smartphone to electronically deposit her bonus check.


Bonus pay is compensation in addition to the amount of pay specified as a base salary or hourly rate of pay.


Learn more about when employers hand out bonus pay and what rules come into play.


What is bonus pay?


Bonus pay is additional pay given to an employee on top of their regular earnings; it's used by many organizations as a thank-you to employees or a team that achieves significant goals. Bonus pay is also offered to improve employee morale, motivation, and productivity. When a company ties bonuses to performance, it can encourage employees to reach their goals, which in turn helps the company reach its goals.


How does bonus pay work?


Bonuses may be discretionary or nondiscretionary; in other words, they may be paid out as and when the company sees fit, or they may be specified in an employment contract or other documentation.


Discretionary bonuses: an employer may distribute bonus pay at their discretion, perhaps as a reward for high performance, for an employee-of-the-month program, or for a successful referral of a new employee. Discretionary bonuses are not required to be paid out, and the amount of the bonus is up to to the employer.


For example, many companies do year-end or holiday bonuses. If they are not part of a contract or otherwise promised, they are discretionary bonuses.


Nondiscretionary bonuses: nondiscretionary bonuses are known and expected by the employee. They may be based on a predetermined formula, or on factors such as attendance. They are generally included in the regular rate of pay, which is specified in the employee offer letter, in the employee personnel file, or a contract.


Say, for example, an employer provides an incentive pay plan for employees who achieve certain performance benchmarks. Since the employee knows what is required of them in order to receive the bonus, it would be a nondiscretionary bonus.


The fair labor standards act (FLSA) states that all employee compensation is included in the base rate of pay, which is used to determine overtime pay, but that some bonuses may be excludable if certain criteria are met:



  • The employer can decide whether to pay the bonus.

  • The employer can decide the amount of the bonus.

  • The bonus is not paid according to any agreement or otherwise expected to be paid.  


The FLSA also explains that some employees are exempt from its overtime rules if they are:



  • Paid a fixed salary, which doesn't change based on their time or efforts

  • Paid at least a minimum weekly amount of $684

  • Primarily perform "executive, administrative, or professional duties"


Exempt employees may be paid up to 10% of their salary in nondiscretionary bonuses and incentives in order to fulfill the FLSA salary requirements.  


Types of bonus payments


There are several different instances in which a company may issue bonus payments.


Contracted bonus payments


Executives, especially those in senior roles, may have contracts that require the company to pay out bonuses. These bonuses are often dependent on the company meeting specific revenue targets. The employer may also base them on different criteria such as sales, employee retention, or meeting growth goals.


Executive bonus payments are not always tied to performance results. Contracted bonus pay is not common outside of the executive suite.


Performance bonus payments


Some companies offer bonuses to people below the executive level as well. These bonuses can be based on many different factors.



  • Personal performance: employees are rated based on how they met or exceeded the goals set by their management. This type of bonus can also reward soft skills that had an impact on the organization's performance, such as leadership, effective communication, problem-solving, and collaboration.

  • Company goals: an employee would receive a bonus based on how well the company performed as a whole. If an employee had an outstanding year but the company didn't do well overall, the employee wouldn't receive the bonus. But if the company exceeds its goals, it's possible the bonus may be higher.

  • Pay grade: typically, if you're paid more money, you're eligible for a higher bonus. As an example, a company might pay one employee $50,000 a year and make them eligible for a 5% bonus if goals are met, but pay another employee $100,000 a year with a possible 10% bonus. Bonuses based on pay grade recognize that a senior employee may have a more significant impact on the company's performance.


Sales commissions


If you're a sales employee (inside or outside), commissions are generally a good portion of your pay. These are often referred to as bonuses as well, but they differ from other bonuses in that they are directly tied to your sales numbers and generally not to anything else. Some companies cap the total sales bonus an individual employee can receive.


One structure of bonus payments frequently found in sales organizations is to reward sales performance at specified levels above commission. Some sales organizations reward employees with bonus pay without commission.


Other organizations set team sales goals instead of individual sales goals. As a team member, you'd earn the same as the other team members make, a portion of the pooled commissions, and bonus, if available.



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Monthly salary joining bonus for online applications joining bonus for non online applications
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What is bonus pay?


When you first start your business and hire employees, you might be worried about how you’ll make payroll each pay period. But, once your business is firmly planted, you might be able to give more money to your employees. One thing you might want to offer employees is bonus pay.


What is bonus pay?


Bonus pay is money you give employees beyond their existing base wages. Bonus pay is a type of supplemental wage.


Bonus wages can be given as a reward or gift. You might give a bonus to all employees or only a select few. And, you can determine the payroll bonus amount to give each employee.


Why should you give bonus pay?


You are not required to give bonus pay to your employees. However, if you can afford it, giving bonuses to employees can benefit your business.


Bonus payments are an easy way to thank your employees. Bonuses can also increase employee morale and motivate workers to reach goals. When your employees are happy, your business is primed to perform better than ever.


Be careful when giving out bonuses. If employees come to expect bonuses, they may become disgruntled when they don’t receive bonuses. If bonuses are not guaranteed, make that clear.


When should you give bonus pay?


As the employer, you get to choose when to award bonus compensation. There are two basic types of bonuses: discretionary and nondiscretionary.


Discretionary bonuses


Discretionary bonuses are bonuses that employees do not expect.


These bonuses are given randomly—at your discretion. If an employee or your entire team shows exceptional performance, you can give them a bonus. Or, if your business is doing well in general, you can give a bonus to all your employees.


Many employers provide cash gifts for employees. Holiday bonuses are typically given at the end of the year, near christmas or new year’s. Even though employees might think year-end bonuses are guaranteed, they are often at your discretion. You choose to give the bonus and how much to give.


Nondiscretionary bonuses


Nondiscretionary bonuses are bonuses you promise to employees.


You can build bonus compensation into an employee’s contract. For example, a contract might say that you will give employees a bonus when they reach a certain number of dollars in sales.


If you promise a bonus to an employee, you are legally liable to give the employee a bonus.


How do you handle bonus pay?


Giving bonus pay can be complicated. How you give the bonus can make a difference in how you handle the bonus.


How to pay a bonus


When it comes to paying a wage bonus, you have options.


You can add the bonus pay to the employee’s wages. You might simply add the extra pay on the employee’s paycheck for the applicable pay period.


You can also give a bonus check that is separate from the employee’s regular wages.


Bonuses and overtime wages


If you give a nondiscretionary bonus to a nonexempt employee, you must include the bonus when calculating overtime wages. This means you will include the bonus in the employee’s regular pay rate. Then, you will use the increased regular rate of pay to calculate the overtime wages.


Let’s say that you pay an employee $10 per hour, and you pay them every week. This employee worked 48 hours last week. They also earned a $50 nondiscretionary bonus.


First, find the regular hourly rate. To start, multiply the pay rate by the total hours worked. Then add the bonus.


Then, divide that total by the number of hours worked to get the regular hourly rate of pay.


Now, find the overtime hourly rate by multiplying the regular rate of pay by 1.5.


Finally, find the total pay. Multiply the regular hours by the regular pay rate.


40 x $11.04 = $441.60 regular earnings


Then, multiply the overtime hours by the overtime rate of pay.


8 x $16.56 = $132.48 overtime earnings


Add the regular earnings and overtime earnings together to get the employee’s total wages.


You would give the employee $574.08 in total wages.


For more information on how bonuses affect overtime wages, visit the U.S. Department of labor website.


Taxes on bonuses


There are a few ways to calculate federal income tax on bonuses. You can find these in the supplemental wages section of IRS publication 15 (circular E), employer’s tax guide.


If you pay the bonus with the regular wages and don’t specify the amount, withhold federal income tax on the total wages as you normally would.


If you give a separate bonus check or combine bonus pay with a paycheck but specify the amount, there are a couple of ways you might withhold federal income tax. If you withheld income tax from the employee’s regular wages in the current or preceding calendar year, withhold a flat 22%. For example, if you give an employee a $200 bonus, you will withhold $44 for supplemental tax.


If you pay the supplemental wages concurrently with regular wages, add the supplemental wages to the regularly paid wages. Calculate the income tax withholding on the combined wages. Subtract the tax already withheld from the regular wages. Withhold the remaining tax from the supplemental wages. You should also follow this method if you haven’t withheld federal income tax on the wages during the current or preceding calendar year.


Bonus payments are also subject to withholding for social security tax, medicare tax, state income taxes, and local income taxes. Many states use a supplemental tax rate. You will also have to pay any employer payroll taxes on the bonus.


Tax gross-up


If you want an employee to receive a certain bonus amount after you subtract payroll taxes, you will have to gross-up the bonus. When you do a bonus gross-up, you increase the total bonus amount. This way, the employee will receive the exact amount you want them to get after taxes.


Payroll can be complicated. Patriot’s online payroll software makes running payroll easy. We will calculate the payroll for you, and you can even add in bonuses. Save your time and money. Try the software for free!


This article is updated from its original publication date of 5/2/2012.



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Move your account to ally invest and we’ll credit transfer fees your other brokerage may charge, up to $150, when you complete a first-time account transfer for $2,500 or more. We make it easy with a few clicks. Just log into your account, select transfers, then investments, and then choose from another firm. Your credit will be deposited to your account within 30 days of receipt of evidence of charge. This transfer reimbursement offer does not apply to any termination fees or maintenance fees your other broker may charge.


Promotional offers: terms and conditions


Offer is open to U.S. Residents only and excludes current ally invest account holders and former ally invest (formerly tradeking securities LLC) account holders who have closed their accounts within the past 90 days. The new account must be opened using the open account button associated with this specific promotional offer to be eligible for the bonus(es). This offer is not transferrable and other restrictions may apply. Ally invest can modify or discontinue this offer at any time without notice. This is not an offer or solicitation in any jurisdiction where ally invest is not authorized to do business.


Cash bonus promotion - the offer is valid for one, new ally invest securities LLC account per person. Ally invest advisors managed portfolios are not eligible for the promotion. The offer is open to U.S. Residents only. The new account must be opened using the open account button associated with this specific promotional offer to be eligible for the bonus. This offer is not transferrable and other restrictions may apply. Ally invest can modify or discontinue this offer at any time without notice. This is not an offer or solicitation in any jurisdiction where ally invest is not authorized to do business.


Funding - accounts must be opened by 3/31/21 and funded within 60 days of account opening to qualify for the cash bonus. The funds deposited into the new account must be from outside ally financial. The new account must be funded with a minimum qualifying deposit of $10,000 or more to qualify for the minimum cash bonus. Once the account is credited with the bonus, the bonus and initial qualifying deposit (minus any trading losses) are not available for withdrawal for 300 days. If the qualifying deposit is withdrawn, the bonus may be revoked.


Cash bonus - the minimum qualifying deposit to receive a cash bonus is $10,000. Cash bonus levels are identified above. Accounts will be reviewed 60 days after account opening to determine the total qualifying deposit. Corresponding cash bonus will be credited to the account within 10 business days. Once the bonus is credited to the account, the bonus and qualifying deposit (minus any trading losses) are not available for withdrawal for 300 days. If the qualifying deposit is withdrawn, the bonus may be revoked. All promotional items and cash received during the calendar year will be included in your consolidated 1099.


Transfer fee credit – if using an ACAT form, it must be received within 15 days of opening the new account. Account owners who complete a first-time ACAT transfer of $2,500 or more are eligible to receive a transfer fee credit of up to $150 to cover the outgoing transfer fee from the current brokerage firm. The credit will be deposited into the new account within 30 days of the receipt of evidence of charge. The credit cannot be applied to termination or maintenance fees.


About our awards


The benzinga 2020 ally invest review awarded ally invest 4 out of 5 stars.



  • Benzinga reviews 36 brokerages and platforms annually

  • Each review is made up of analysis on 20 categories including: features, tools, usability, price, customer satisfaction, account minimums and customer support

  • Fee transparency and customer support are highly weighted in the benzinga review

  • Ally invest did not pay to be reviewed



Kiplinger


The field for this award was limited to brokers that offer stock, mutual fund, exchange-traded fund and bond trading, which included 11 firms to scrutinize this year. Each firm was tested in seven categories, including the breadth of their investment choices and the usefulness of their tools and research.


Given the move to free trading, the methodology was slightly tweaked for 2020. Fees and commissions received less weight in the calculation. In turn, the importance of brokers’ ad­visory offerings received more weight. Aside from the user-experience category, which was based on a test-drive of each broker’s website and mobile app by kiplinger investing writers, category scores were calculated based on data provided by the brokerages, which were vetted by kiplinger.


Here are the weights for each category: commissions and fees, 5%; investment choices, 20%; mobile app, 25%; tools and research, roughly 13% each; advisory services, 15%; and user experience, 10%. The best firm for you may depend on how you invest, how often you trade and the services outside of buying and selling you need.


Business insider


To make it onto business insider’s list, brokerages must offer commission-free stock and ETF trades and no recurring account fees (not including robo-advisors). Other important focus areas include available investments, types of account, and high-quality investment platforms. Strong investment research and education resources were another plus, but carried less weight in the decision process.



If you believe you have met the requirements and should have received the promotion please reach out to us at support@invest.Ally.Com or 1-855-880-2559.


For stocks priced less than $2.00, there’s an additional penny per share charge and the maximum commission per order generally doesn’t exceed 5% of the trade value. There’s a minimum commission of $4.95 for stocks priced less than $2.00. About low-priced securities


Ally invest securities' background can be found at FINRA's brokercheck.


Index options carry an additional fee of $0.35 per contract. Options involve risk and are not suitable for all investors. Click here to review the characteristics and risks of standard options brochure before you begin trading options.


Options investors may lose the entire amount of their investment in a relatively short period of time.


Investors should consider the investment objectives, risks, and charges and expenses of a mutual fund or ETF carefully before investing. A mutual fund/ETF's prospectus contains this and other information and can be obtained by emailing support@invest.Ally.Com.


Securities products and services are offered through ally invest securities LLC, member FINRA and SIPC. Advisory products and services are offered through ally invest advisors inc., a registered investment adviser. Investments are NOT FDIC INSURED, NOT BANK GUARANTEED and MAY LOSE VALUE.



5 ways to earn a bonus


Kathy Gans


Toward the end of 2016, many employees eagerly awaited their holiday bonuses. And, according to the predictions of a recent survey by recruiting company accounting principals, they likely weren't disappointed.


The survey found that 75 percent of HR and hiring managers surveyed reported that their companies planned to give employees bonuses in 2016, a figure that was up, from 67 percent in 2015. The bonuses looked to be larger, as well, with companies surveyed saying that they planned to give employees an average award of $1,081.


So, if you're an employee, how can you be sure you’re one of those bonus recipients next time 'round? Here are the top five ways to increase your chances of getting a bonus each year.


1. Stay motivated.


In the survey, 54 percent of HR and hiring managers said that staying more motivated throughout the year could increase the likelihood of a holiday bonus. One way to do this is by reflecting on your most recent annual review. Specifically, think about whether or not you improved on the items that needed improvement and whether you excelled in other work tasks.


How are you, as an employee, tracking toward the goals you set following that review? Perhaps you haven't hit them yet. Work with your manager to help get yourself on a path to achieve those goals and create new challenges.


Another way to remain engaged is by creating new projects for yourself or finding small motivators in your day-to-day to-do list.


2. Don’t be negative.


Nothing is worse than having to work around negativity. Negative attitudes can drain productivity and severely decrease motivation. That is why it is incredibly important to maintain a positive attitude, especially since 45 percent of HR and hiring managers in the survey said that staying positive and upbeat could increase the likelihood of a holiday bonus.


Having a positive attitude helps in many ways. First, you eventually begin to feel positive, which helps you stay motivated and productive. Second, others notice. Positive people encourage others to follow their example, and a good manager will take steps to retain an enthusiastic and optimistic person with, for instance, a well-deserved bonus.


To help get yourself into a positive mindset, make adjustments to your day-to-day activities. If there is an aspect of your daily to-do list that you dislike, cross that off your list first thing in the morning. By completing that task first, you won't be dreading it for the rest of the day, giving you more of a positive attitude.


3. Volunteer for new responsibilities.


Employees make themselves more valuable to a company when they volunteer to take on additional responsibilities. If you’re not sure where to start, speak with your manager and see what tasks you can assist with to lighten his or her workload.


By raising your hand to do more work, you’re setting yourself up to potentially receive additional training that you otherwise might not have received. This not only benefits your professional development, but also gives you the opportunity to shine as a team player, which your boss will appreciate.


According to the accounting principles survey, 34 percent of HR and hiring manages said that, at their companies, volunteering to take on additional job duties could increase the chances of getting a bonus.


4. Advocate for yourself.


Twenty-three percent of HR and hiring managers in the survey said that reminding the company of your accomplishments can increase your chances of getting a holiday bonus. So, don’t be afraid to be your own biggest advocate.


As you work with your manager to determine goals for the coming year, remind him or her of the goals you’ve already achieved and the challenges you’ve overcome over the past year. Not only will this help demonstrate that you’re worth the bonus, it will also help you feel motivated and positive for the coming months.


5. Ask!


If you’re feeling brave, you can go one step further to increase your chance of getting a bonus. Use your accomplishments from 2016 to demonstrate you are worthy of such an award, and ask your manager if bonuses are something management is doing this year and if those bonuses are performance-based.


From there, you’ll be able to use your motivation, positive attitude and past achievements to showcase your value to the company and ask for the bonus or raise that you feel you deserve. While bonus policies vary among organizations, 15 percent of HR and hiring managers said that asking the boss for a bonus directly could increase the likelihood of getting one.


Whether it is a bonus, raise or additional vacation days, more opportunities for companies to show their appreciation for employees are cropping up out there. By staying motivated and positive, volunteering to take on additional work and tracking your accomplishments, you are positioning yourself for future recognition within the company. So, while it's still early in the year, it's never too early to demonstrate your value.



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Schwab referral promo awards up to $500 bonus | charles schwab


That's true-blue friendship. When you're referred and become a new schwab client, you can get up to $500. Simply enroll in the offer and make a qualifying net deposit.


Make a qualifying net deposit of cash or securities and earn a bonus award.
Net deposit bonus award
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Don't have a referral code? Ask your schwab friend to share their code/link with you.


Become a schwab client.


Open an eligible account using the button below (see FAQ). You will be asked to provide the schwab client's referral code during the account open process.


Get up to $500.


Make a qualifying net deposit of cash or securities within 45 days of opening the account. We'll deposit the bonus award into your account about a week after the 45 day period.


Common questions


All rewards are paid out to qualifying clients about 1-2 weeks after the 45 days eligibility period ends, regardless of when you make the deposit (as long as it's in the first 45 days).


Two examples:
you sign up and enroll march 1 st . Even though you make a qualifying deposit march 15 th the promotion will "read" your net deposits at the 45 day mark (around april 15 th ), and process your award. Payment will be made 1-2 weeks after, around april 25 th .


You sign up and enroll march 1 st . You make a qualifying deposit on april 10 th ,the promotion will "read" your net deposits at the 45 day mark (around april 15 th ), and process your award. You award will be posted approximately april 25 th .


Accounts that are eligible for the referral offer include: schwab retail brokerage accounts and individual retirement accounts (iras), including accounts enrolled in schwab-sponsored investment advisory programs such as schwab intelligent portfolios ® , schwab managed portfolios™, schwab managed account select ® , schwab managed account connection ® , and schwab private client™.


You must make the qualifying net deposit in a schwab one ® account. Schwab bank high yield investor checking ® ("HYIC") accounts do not qualify for this promotion whether they are linked to a brokerage or are stand-alone. If you make a deposit in a HYIC account, you will not receive the award. The offer also does not apply to the schwab global account™, ERISA-covered retirement plans, certain tax-qualified retirement plans and accounts, education savings accounts, schwab bank accounts, corporate accounts, or accounts managed by independent investment advisors.


Offer valid for referred individuals who do not currently have a charles schwab & co., inc. ("schwab") account (other than a stock plan services account) and who open and make a qualifying net deposit into an eligible retail brokerage account within 45 days of enrolling in the offer. Net deposits are assets deposited into the enrolled account minus assets withdrawn from the account and transferred out of schwab. Only outside assets new to schwab qualify; assets transferred from affiliates other than schwab retirement plan services are excluded. Net deposits will be calculated as of the 45th day after enrollment, and the bonus award will be credited to the enrolled account within approximately one week. For taxable accounts, you must maintain the net deposit amount (less any market losses) at schwab for at least one year or schwab may charge back the bonus award.


Schwab reserves the right to change the offer terms or terminate the offer at any time without notice. This offer is limited to one per account, with no more than one account enrolled per client. It does not apply to accounts managed by independent investment advisors, the schwab global account™, ERISA-covered retirement plans, certain tax-qualified retirement plans and accounts, or education savings accounts. The bonus award, when combined with the value received from all other offers in the last 12 months, may not exceed $5,000 per household, as defined in the charles schwab pricing guide for individual investors. This offer is not transferable, saleable, or valid in conjunction with other offers and is available to U.S. Residents only. Employees, contractors, or persons similarly associated with schwab or a schwab affiliate; their spouses; and employees of any securities regulatory organization or exchange are not eligible. Other restrictions may apply.


Consult with your tax advisor about the appropriate tax treatment for this offer and any tax implications associated with receipt before enrolling. Any related taxes are your responsibility. For taxable accounts, the bonus award will be reported on your form 1099-INT. IRS guidance may impact your ability to make more than one IRA-to-IRA rollover in a one-year period.


The charles schwab corporation provides a full range of brokerage, banking and financial advisory services through its operating subsidiaries. Its broker-dealer subsidiary, charles schwab & co., inc. (member SIPC), offers investment services and products, including schwab brokerage accounts. Its banking subsidiary, charles schwab bank, SSB (member FDIC and an equal housing lender), provides deposit and lending services and products. Access to electronic services may be limited or unavailable during periods of peak demand, market volatility, systems upgrade, maintenance, or for other reasons.


If you are not completely satisfied for any reason, at your request charles schwab & co., inc. ("schwab") or charles schwab bank, SSB ("schwab bank") will refund any eligible fee related to your concern within the required timeframes. Schwab reserves the right to change or terminate the guarantee at any time. Go to schwab.Com/satisfaction to learn what's included and how it works.


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Free shots, cash bonus, firing. Employers weigh how to get employees vaccinated


What Is Bonus Pay, get bonus.


U.S. Workers could soon face choices such as free COVID-19 shots and a cash bonus if all get immunized, or those unwilling to be vaccinated get reassigned or even lose their jobs.


Those options are being studied by businesses hoping to bring at-home employees back without triggering a backlash or violating federal and state employment law. Companies are consulting with lawyers, health care experts and polling their workers to gauge when to offer carrots and when to use a stick.


Workplace programs could come following U.S. Approval of the first vaccine this week. But the array of choices reflects huge hurdles. A pew research poll shows 21% of americans are firmly opposed, with 60% likely to get a shot. That split, and worries about side effects, have led to a wide variety of potential options.


“some of my clients say ‘if you get a vaccine, we’ll give you a bonus,'” said rogge dunn, who runs a dallas law practice and is advising businesses on setting up programs to encourage workers to get inoculated.


Employees may not be easily swayed.


“all this rushing has me nervous,” said a registered nurse in georgia, who insisted no incentive would change her mind. She spoke on condition of anonymity and believes the fast pace of development raises the risk of neurological problems such as guillain-barre syndrome.


Other workers say they will freely line up for shots once the rollout to health care workers proves successful.


“I’m willing to take it, but not maybe immediately,” said sean rollins, a 37-year-old massachusetts carpenter who wants to see if serious side effects emerge. Protecting his family is more important than any incentive, but free would be nice.


“I want to get it as soon as possible. No incentive necessary,” said alissa gabriel, 51, a san diego, california, municipal worker, who believes the vaccines will help workers return to their office towers from remote work.


Among big employers starting to formulate policies are oil giant chevron corp., auto maker ford motor co., retailer target corp., restaurant chain ford’s garage, the united steelworkers union, and refiners’ marathon petroleum and citgo petroleum.


Their efforts are preliminary given FDA vaccine approvals remain outstanding.


Mandatory vaccinations


Private employers could set up mandatory vaccinations so long as they offer accommodations to workers with religious and medical conditions that would exempt them, said sarah mitchell montgomery, a partner at jackson walker LLP advising corporate clients. The direct threat posed by the COVID-19 pandemic will allow mandatory programs to win approvals soon, she believes.


“there may be situations where there is not a good accommodation,” such as allowing those employees to continue to work from home, wear protective clothing or equipment on the job, she said. To protect workers from unvaccinated employees, companies also could argue they need to remove recalcitrant staff to protect others, she said.


Marathon petroleum, the largest U.S. Oil refiner, “is developing plans for its use of COVID vaccines,” said spokesman jamal kheiry. Policies for its 60,000-person workforce are still being formulated, he said.


Target, which has more than 1,700 retail stores with in-house pharmacies, said it plans to use those health care outlets to offer authorized vaccines to store workers and shoppers as supplies become available.


Ford motor ordered freezers to be able store vaccines and begin a voluntary immunization program when supplies allow. General motors and fiat chrysler automobiles also are weighing internal programs.


Vaccination programs, exemptions and access are being studied by union officials. The united steelworkers union, which represents teachers, healthcare, mining, petrochemical and government workers, is looking to the CDC for recommendations. But it is concerned about workers being told to get vaccinated.


“vaccination should be strongly encouraged,” said michael wright, USW director of health, safety and environment, but not mandatory. Workers who develop side effects should receive free health care and be paid for time out of work, he said.


“the questions we have are: what is the strategy if there are side effects, and who is responsible for that?” said wright. The federal national vaccine injury compensation program that evaluates injury claims is slow and uncertain, he said.


Restaurants, which have been hit hard by customers staying away, are gearing up to pay for the vaccines and encourage most staff to get them, said steve shlemon, chief executive of ford’s garage, a 15-restaurant chain based in tampa, florida.


It will cover the cost for its 1,800 staff and has urged they and other hospitality industry employees be designated essential workers to speed access. The call mirrors that by uber technologies for its drivers.


“we plan to secure as much as we could and offer to employees at our expense,” said shlemon. The vaccine might convince at-home employees to return without fear of getting infected, and protect customers, he said.


(reporting by erwin seba and jessica resnick-ault. Writing and additional reporting by gary mcwilliams; editing by lisa shumaker)


Top photo: may 4, 2020 hoto provided by the university of maryland school of medicine, shows the first patient enrolled in pfizer’s COVID-19 coronavirus vaccine clinical trial at the university of maryland school of medicine in baltimore. (courtesy of university of maryland school of medicine via AP, file)





so, let's see, what we have: bonus pay is extra, additional pay given to employees. It can help them feel recognized and rewarded. Find out how employers can effectively give out bonus pay. At get bonus

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