In this situation, should a deduction be made?
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Comrade L works in a department at Company A. Recently, wanting to change jobs, she took half a month off to try out a position at Company B, with a trial salary provided. After 20 days, she felt that Company B was a good fit, so she submitted her resignation to Company A. The company paid Comrade L her performance bonus in full, but the manager of her department at Company A deducted half of it and distributed it among the other colleagues in the department. Comrade L believes that the entire bonus should be given to her, while the department manager thinks that half should be given to the other colleagues, as it was those colleagues who took over her tasks during her absence, and Comrade L was also paid during her trial period. Please share your opinions: should the deduction be made or not?
Performance bonuses can vary quite a bit; it depends on the rules set by the company.
Comrade L is too stingy, isn’t he? You also earn an income at Company B, and it’s not lower than the performance bonus. Use that half of the performance bonus to treat the colleagues to a meal. If I were the department head, I think it’s okay to deduct it. I guess only state-owned enterprises would do such a thing; in private companies, would they still expect performance bonuses? Dream on.