No year-end bonus

Q: I was just told that I would be one of the few employees not receiving a year-end bonus this year.  Historically my company rewards employees with a bonus in January, based on the prior year’s performance, both company and individual.  Our company did well, and I think I did ok.  Do you have a recommendation on how I should approach my manager?  I am angry that I was led to believe I was going to get a big check in January.

A: Many companies offer bonuses, which are based on overall company performance as well as individual employee performance.  It sounds like 2016 was a successful year for your company financially.  However, I am guessing that your individual performance did not meet an expectation or a standard, probably set by your manager.

Think back on the past year.  Were there goals that you did not meet?  Did you receive any signals that your performance was not up to par?  Did you and your manager have any serious conversations regarding deadlines missed, careless errors or not being a productive member of a team?  Usually there are signals, but sometimes managers are reluctant to confront performance issues.  Often times, ignoring a performance concern is a poor path in the long term.

First, take some time to think about the past year and allow any anger to subside.  Then, I would suggest requesting a face-to-face meeting with your manager.  Summarize your performance over the past year.  Ask for feedback on what you did well and also what you didn’t do well.  Ask how the bonus payouts were determined.

After this meeting you will have a sense of your manager’s perception of  your abilities.  Does your manager have confidence in you, or not?

Only you can make the decision whether you can continue to work for this manager and this company.  If you feel that you have been short-changed, only you know if you would be able to move on from that feeling.  Some employees are able to rally and improve upon their individual performance.  Others struggle and leave the company, looking for a better fit for their skills and their interests.

One final comment: because you have received a bonus in the past, does not mean you will always receive it in the future.  Companies often use individual performance as a criteria for awarding bonuses. You should never assume.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Frequency of performance feedback and evaluations

Q: How often do most employees receive performance evaluations? Is there a guideline? Also, I think everyone expects a raise but not everyone deserves one. What are your thoughts on this?

A: Employers can design their own performance management systems. Some may be very formal, with a detailed form (either paper or online) and specific criteria for a salary increase. Other companies choose to be more informal and share feedback, sometimes even just verbally, and award salary increases based on a number of factors. Some of the factors that I have seen companies use include individual performance, meeting individual, team or company goals, learning a new skill or taking on additional responsibilities. Sometimes companies set a profitability target and if that target is not met, employees receive a small increase or maybe no increase at all.

Most of my clients give performance feedback formally on an annual basis and more informally throughout the year. Employees are often eager to hear feedback and want to learn, grow and develop. Some employees are more resistant to hearing feedback. Employees who may show resistance, or even defensiveness, sometimes don’t receive honest and helpful feedback, because it is so hard to share information when the receiving party isn’t open to hearing it. We advise our clients not to hold onto feedback, but to share it regularly and informally. Don’t wait until the performance evaluation meeting that occurs once per year!

I believe all employees should be considered if a company is rewarding employees with salary increases. However, some employees, based on their performance (or other factors) should not receive an increase. When excluding an employee from a fairly widespread salary increase (or merit increase) program, the reasons should be clear, understandable and legally defensible.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. 

Who is impacted by new minimum wage law?

Q: I work in a bookstore and enjoy my work. I work about 20 hours per week. My hours fluctuate based on the owner's needs. I have been reading about the new minimum wage in Massachusetts. Is this only for full-time employees because my manager has not mentioned a word about it? When is it effective (if I am eligible)? Maybe there is a waiting period? Please educate me!

A: A bookstore seems like a wonderful place to work! The new minimum wage law is effective on January 1, 2016 in the state of Massachusetts. There is no waiting period. The new minimum wage applies to most workers, except for service workers (e.g., wait staff and bartenders, who are eligible for income based on tips) and agricultural workers (e.g., employees who work on a farm). There are a few additional exceptions but would not likely apply in your situation. The new minimum wage, effective January 1, 2016, is $10.00 per hour.

The new minimum wage law applies to both full- and part-time employees in Massachusetts. It does not matter if you work 5 hours per week or 40 hours per week. A fluctuating schedule also does not exclude you from the law. On January 1, 2017 the new minimum wage will be $11.00 per hour.

Maybe your manager has already made the change via your payroll vendor but has not communicated the change to employees. Most payroll vendors are aware of the change and throughout 2015 and have been informing clients repeatedly of the requirement to comply.

I think it is acceptable to ask your manager about the change. After all, he or she may need a gentle reminder if somehow it slipped between the cracks. In this case, ignorance is not a defense, but perhaps a reminder would be welcomed!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Pizza Place Job and Time and One-half

Q: I am a college student and I work at a pizza place over the summer to make some money. I do mostly cashiering but sometimes I bus tables and clean up the kitchen at the end of the night. Sometimes I work long hours. When should I be paid time and one-half? I have heard about this but unsure when it applies to me. 

A: First, let me assume you are 18 years or older and are not covered by some of the laws which apply to minors (14-17 years old).

Based on what you have described as your job duties, it sounds like you are a non-exempt employee. This means you are entitled being paid overtime. If you work over 40 hours in a single work week, you are entitled to overtime pay (time and one-half) for each hour worked over 40. Also you should be paid at least minimum wage, which is currently $9.00 per hour. Effective January 1, 2016, the minimum wage will increase to $10.00 per hour.

If your hours exceed 40 hours in one week, then you should be paid time and one-half. Your manager though can adjust your hours though to keep you below that threshold. As an example, your manager may schedule you to work three 10-hour days and then ask you to work a six-hour day on Saturday to keep you below the 40-hour threshold. However, if you worked 12 hours on that Saturday, you would be entitled to receive two hours of pay at time and one-half.

The other law that would likely apply to you would be the Massachusetts law on meal breaks. You are permitted to take a 30-minute unpaid meal break if you work more than six consecutive hours. You can voluntarily waive this meal break but then you must be paid for that time.

The Attorney General in Massachusetts has a helpful site on wage and hour laws. Visit http://www.mass.gov/ago/doing-business-in-massachusetts/labor-laws-and-public-construction/wage-and-hour/.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.