The Customer Service Representatives receive a monthly commission check based on their accessory sales after someone has a device repaired. However, the technicians who are actually repairing these devices have no opportunity to receive any form of bonus because they do not work in the front of a store to sell accessories. Is the company required to offer some form of commission to the technicians who are working just as hard as those same Customer Service Representatives? The CSRs average a monthly commission bonus of almost $200, while the technicians are paid only a slightly higher hourly rate than those same CSRs, and the commission bonuses allow those Customer Service Reps to make quite a bit more than the technicians. Is the company allowed to do this?
Hi Leah, I'm not an attorney, but I'm pretty sure it's legal for your company to do this. Many different companies have different incentive programs for their sales force. Talk to your manager if you feel slighted.
Leah, I would recommend if you are getting the questions in regards to this matter and do now know why it was put in place, it would be advisable for you to ask your HR department as to why this is done. I know that the policy of commissions are nothing new. Each employee should know the risks and rewards of how they are paid and if they are unsatisfied than they should mention it to the appropriate department / people. For instance if you go in to a car dealership to get your car serviced, the customer service person is paid on hourly and commission and the technician is paid just hourly, with no commission. The risk to the customer service person is that their are not a lot of cars to send back that month and their pay fluctuates where as the technician is getting paid the same whether or not there are 100 or 200 cars to work on that month. If the technician in your standpoint feels like they could make more money being on the other side then the next time one of those jobs opens up recommend that they apply for it. Remember the grass is not always greener on the other side. I hope this helps in some little way. Have a great day!
Health & Happiness,
I usually dislike to "pass the buck", but in this case, to avoid your possibly being disciplined by giving incorrect information out from people NOT directly knowledgeable, I would pass those calls to HR. I wouldn't even call HR and get the answer to give out yourself. Just transfer the call. I wouldn't be surprised if they would also prefer this tact.
I agree with all the other advisors. You should pass theses calls to HR. I will add thought that a good place to research this kind of thing is on the IRS.gov sight or Google the term "reasonable compensation". Sometimes companies do get this kind of thing wrong.