What Policies for Additional Bonuses and Criteria for Deductions Can I Apply in My Company?

This article covers bonuses, deductions, and best practices for implementing Protiv. It details worker incentives like referral, performance, safety, and social media bonuses while ensuring accountability for errors and policy violations.

To ensure a smooth transition when introducing Protiv’s performance-based pay, companies should establish clear guidelines for workers. This includes bonus incentives that reward great work and deduction policies that reinforce accountability.

1. Bonus Programs That Motivate Workers

Implementing structured bonuses helps create a culture of performance, teamwork, and commitment. Below are key bonus types to consider:

A. Referral Bonus Program

Encourage workers to bring in skilled employees with a structured referral reward:
✅ $500 when the referred worker completes 90 days
✅ $500 when they reach 6 months
✅ $500 when they reach 1 year

💡 Tip: Frame this as a way for workers to build their own team, they’ll naturally want to refer people who will work hard and stay.

B. Social Media Bonus Program

Use your workforce to showcase the company's success online and engage customers:
✅ $15 every time worker-submitted content is posted on company social media
✅ $25 for “Best Content” (chosen weekly)
✅ $100 for “Top Contributor” (chosen monthly)

💡 Tip: This works especially well in painting, landscaping, and renovations, where before-and-after transformations make great content.

C. Longevity & Commitment Bonuses

Reward workers for staying with your company long-term:
✅ $100 per year of employment, paid on the worker’s anniversary

💡 Tip: This is simple, transparent, and effective—workers can see their bonus growing over time.

D. Safety Bonus Program 

Prioritizing safety on the job site helps prevent accidents and keeps workers productive. Reward those who follow safety protocols with a structured incentive:
✅ $100 per month for accident-free work (no injuries, no safety violations)
✅ $250 quarterly safety bonus for teams that maintain 100% compliance with safety rules
✅ $800 annual safety reward for teams with zero OSHA violations or lost-time incidents

💡 Tip: This keeps workers engaged in safety programs and helps reduce job-site injuries that can cost the company money.

E. Contest Bonus Program

Boost engagement and performance with a structured competition.

✅ Choose a Metric from the Leaderboard:
Examples: Saved Hours, Revenue Per Hour, Efficiency Rate, Produced Hours, etc.

✅ Set a Duration:
Weekly, Bi-Weekly, or Monthly to align with business cycles.

🏆 Sample Contest:

• Metric: Saved Hours
• Type: Individual
• Duration: Monthly
• 🎖 Rewards: 🥇 $300 🥈 $200 🥉 $100

2. Deductions for Errors & Policy Violations

To maintain quality and professionalism, workers must understand that errors or policy violations impact earnings.

A. Deductions for Job Mistakes

Workers lose money for costly mistakes such as:
⚠️ Poor quality work
⚠️ Warranty work needed
⚠️ Damage to client property
⚠️ Broken or lost equipment
⚠️ Incorrect work orders (e.g., choosing the wrong paint, Incorrect plant selection measurements, or materials)
⚠️ Failure to record critical details (e.g., missing color codes, material orders)

💡 Tip: This keeps accountability high and ensures mistakes don’t get ignored.

B. Deductions for Behavioral Issues

Workers should be penalized for behavior that affects productivity and reliability:
⚠️ Being late 3x
⚠️ No show / no call
⚠️ Skipping lunch without HR approval
⚠️ Ignoring supervisor instructions
⚠️ Bad attitude or rudeness
⚠️ Written warnings from management

💡 Tip: This encourages professionalism and helps build a strong work culture.