In both cases, the total amount of money is calculated by multiplying the employee`s base salary during this period by the percentage of the withholding bonus. For example, if the employee receives a 10% retention bonus and has a salary of $150,000 per year, the total retention bonus is $15,000. This figure is distributed according to the salary stages, that is, if, for example, the salary is spread over a bi-annual year, the total amount is divided by 26. The most well-known use of retention agreements is when a business is « at stake » – a goal for the acquisition and it is essential for business owners that the business does not lose key management in the months leading up to the sale. In a previous CEOWorld article, I focused on these specific retention agreements, which are also referred to as « change of control » agreements. Read this article if you are in a situation of change of control. Some employers offer a lump sum bonus, but make it subject to the employee`s obligation to work on a specific date or to achieve certain subjective goals in order to qualify for the bonus. Although it is reasonable for the employer to expect a certain quality of work and objective results in exchange for the additional remuneration, you should engage in conditions that do not allow your employer to avoid the payment of the bonus, even if you stop your end of activity. Are you going to seize a unique opportunity, or are you tired of your work? Do you have to pay back the bonus and, if so, do you have the money to do so? There are many factors to consider between the terms of the contract and the multitude of personal reasons that can influence this type of decision.

Take some time to think about the impact of the exit on you and whether you should keep your position a little longer. Important facts to consider before signing a conservation agreement, including legal implications, taxes and more. Try to negotiate this first, accept anyway if it fails, because there is no downside, but it is not a positive sign for the health of the company or the intelligence of the people who manage the place. The only condition I set with a retention bonus is simply that if the employee leaves or is rightly fired before x time, he has a certain percentage of that bonus back. If I license it, that`s my problem. If they get caught smoking in the parking lot with an HR system administrator, that`s their problem. No, you never give a prorated refund for a period of time for no reason. Indeed, given the form of the company, you should insist here on a parachute that, if they call you gross negligence for other reasons, owes you additional money for the breach of contract. You should expect you to pay them a share back if you stop and expect to give them a few months of freebie during which the amortization amount won`t decrease, because it will help you show that you won`t jump immediately and you can get them to accept some of the other conditions you need if you want to stay. Finally, make sure that, if you sign one, your agreement expressly states that no other benefits can be reduced during the term of the contract without a corresponding increase in your salary.

Section 409A. Notwithstanding other provisions of this Agreement, this Agreement shall be excluded from or complied with by Section 409A of the 1986 Internal Income Code as amended (the « Code ») and shall be construed at all times in accordance with that provision. The employee has no binding right to distributions made in error or to a right to designate the date of payment of a stay bonus. Edit: adopted at point 2. Point 3 is ridiculous.. . . .