Bonus pro-rated cos of maternity leave

[Busymom]

limlim:

Busymom:

If one takes no-pay leave for a whole year, there should be no performance bonus for this staff.

On the other hand, if the staff took 4 months off, it does not mean that she did less work in the 8 months when she was in the office as compared to another staff who worked 12 months.

Say she did 100% work in the 8 mths she was in the office.

And 100% × 8/12 = 67% of the output of the other staff who was in the office for 12 mths.

Even if the other staff gives only 90%, the output is still more than the one who disappeared for 4 mths.

Do not forget that BOTH staff are fully paid for the whole year.

So, what is consider \"fair\"? equal bonus for same pay different output is fair to the other staff?

And.. there's something wrong with the logic with regards to no pay leave. Someone who is not around for 4mth months and not paid should get less bonus than someone who is not around for 4mth but still paid? How does this makes sense to the pay master..?

It's clear that you and I are talking about different things.

My point is not about taking paid leave or no-pay leave. It is about being away for 12 months and therefore there is no performance for that 12 months to warrant any performance bonus.

In any case, in order to take no-pay leave, one must have fully exhausted all his paid-leave, no?

[aloyboy]

anyone working in stat board or government ? do they pro-rate ?

[limlim]

Busymom:

limlim:

[quote=\"Busymom\"]

If one takes no-pay leave for a whole year, there should be no performance bonus for this staff.

On the other hand, if the staff took 4 months off, it does not mean that she did less work in the 8 months when she was in the office as compared to another staff who worked 12 months.

Say she did 100% work in the 8 mths she was in the office.

And 100% × 8/12 = 67% of the output of the other staff who was in the office for 12 mths.

Even if the other staff gives only 90%, the output is still more than the one who disappeared for 4 mths.

Do not forget that BOTH staff are fully paid for the whole year.

So, what is consider \"fair\"? equal bonus for same pay different output is fair to the other staff?

And.. there's something wrong with the logic with regards to no pay leave. Someone who is not around for 4mth months and not paid should get less bonus than someone who is not around for 4mth but still paid? How does this makes sense to the pay master..?

It's clear that you and I are talking about different things.

My point is not about taking paid leave or no-pay leave. It is about being away for 12 months and therefore there is no performance for that 12 months to warrant any performance bonus.

In any case, in order to take no-pay leave, one must have fully exhausted all his paid-leave, no?[/quote]ok, I missed the part on NPL for 1 whole year.

But the comment with regards to 4mth NPL vs 4mth maternity leave still stands. I feel it's fair to consider them the same level of grading (where attendance is concerned).

[straffan23]

I have asked this question to my boss at point blank. So here's to share:


Maternity leave, Hospitalisation Leave and Annual leave are considered entitlements of which, when required, when taken, does not effect the performance bonus e.g. bosses are required to rate their staff A, B, C. The rating should be based on the performance of the staff during the time that they worked.

However, the reality is that pregnancy does affect the work performance and output (tiredness, lack of energy, :sick: :sick: complications with pregnancy, etc)... so there goes the performance rating. Sad, but truth, and indeed, fair.

And when no-pay leave is taken, for whatever reason, our HR automatically pro-rates the bonus. Which is also fair...

[limlim]

since MC is also entitlement… taking lots of MC within the entitlement limit shouldn’t affect also right?

[nms1]

straffan23:

I have asked this question to my boss at point blank. So here's to share:


Maternity leave, Hospitalisation Leave and Annual leave are considered entitlements of which, when required, when taken, does not effect the performance bonus e.g. bosses are required to rate their staff A, B, C. The rating should be based on the performance of the staff during the time that they worked.

However, the reality is that pregnancy does affect the work performance and output (tiredness, lack of energy, :sick: :sick: complications with pregnancy, etc)... so there goes the performance rating. Sad, but truth, and indeed, fair.

And when no-pay leave is taken, for whatever reason, our HR automatically pro-rates the bonus. Which is also fair...

I think one of the issues here is that pregnancy doesn't always negatively impact performance. I didn't take a single day of MC during any of my pregnancies. During my first one I didn't even have any gynae appointments on weekdays until my final week.

In my first pregnancy, I launched a new product in Asia earlier than anywhere else in the world in order to complete the project before I went off. In my second, there were two of us in a team of four pregnant at the same time and we ran a major customer event in Australia in the middle of that and I left very little for the other two to over while we were away. Immediately after coming back I had to cover for the other lady who was in Australia and taking 12 months off. In my third I covered for someone else's maternity leave for 3 months for my 6-8th months. Should I have lost part of my bonus? For my 2nd & 3rd I did as it was a different company from the 1st - both MNCs but one American and one UK.

[straffan23]

For my first one, I was my usual self and still worked till past 9pm on most days. For that year, I recall that I did get an A rating and full bonus while I was at the hospital (I delivered around the day the bonus was paid!). For my second one, by then I had decided not to be a workaholic and spend more time with my no. 1. She was at full-day childcare and I didn’t have extra help, so I would leave on the dot to go home to cook. My boss’ justification was that while I did perform the scope of my duties, I was not "exceptional" cos I wasn’t there when he needed me at 8pm or 9pm. I think I got a B. True but it pains me so much to hear it (still).


No. 3 is on the way and while I am somewhat suffering the most in this pregnancy, I am also covering for another one whom is on maternity leave. I do wonder how I will be rated - esp this is a new place for me!

As a matter of principal, I am the sort that would argue (if I am in your position). Although, the absolute quantum may not be the main point of debate, it would just so pain me if my contributions were not acknowledged. Good luck!