September 24, 2018

There are times when employees are offered a bonus which can raise some miscommunication and misunderstandings if not explained in detail. An employer needs to know if they are required to pay bonuses to those employees that are leaving. If they do not pay the employees, the bonuses they may be taken to court. They will need to pay the original amount as well as penalties. If there is a question an employment attorney should be contacted right away.

There are many employees that work for a commission. If they are not paid their commission upon the date of termination a company may end up owing them more money. Commissions may be considered wages in some states. A bonus disputes lawyer can help sort this out.

Commissions that are owed to employees need to be clearly stated. An employment lawyer Los Angeles CA can help an employer word this properly. If there is any confusion a former employer may be entitled to commission or bonuses after they had left. An employment attorney can help causes written in the initial contract. They can state that if an employee is terminated they are not entitled to receive commission payments after the date of their termination. If this is not clearly stated a person may have a case. The employee must sign this. This will help protect the employer. If the employer did not acknowledge this or if their signature is missing they should contact a bonus disputes lawyer. This can cost time and money to sort out this matter.

If an employee is terminated and they are looking to get compensation or bonuses the business can also consult an employment lawyer Los Angeles CA. This will help sort out any issues. The bonus may depend on several different things including the effort of the employee. If there are factors affect their effort that lead to the termination the employee may not be entitled to their bonus.

When hiring a person, the employer needs to review their commission and policy including bonuses with the employee. Everything should be stated in language that is easy to read and should be clear. They should answer any questions the employee may have and both parties need to sign their agreements. Going over this paperwork before the employee begins. This can save both parties a headache and dispute in court if the employee is terminated. If the language in unclear a lawyer should review the policy before it is presented to the employees to sign.