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Private43952

   
Coronavirus "battle pay"  
Posted: 03/16/2020 08:07am   294 Views
  
     

What are companies offering in terms of incentives/spot bonuses for employees that continue to have to show up to work during these next few weeks?  Are you using a flat amount, and if so, can you share a range?  If you are basing it on some other formula, like a % of their pay or a % of their profit sharing or bonus target, could you share that too? 


Private99009

   
Coronavirus "battle pay"  
Posted: 03/18/2020 07:29am  
  
     

We are considering either a lump sum "hazard pay" or a % of base salary. Our executives are asking for benchmark data but it seems most organizations haven't decided on their hazard pay plan, if they are planning on one.


Coronavirus "battle pay"  
Posted: 03/18/2020 11:11am  
  
     

Happy to see this post, as I was logging in to inquire about the exact same thing.  We are discussing what our approach to incentive pay for these individuals would be.  Considering level; exposure and still flushing through who these essential personale are.  


Coronavirus "battle pay"  
Posted: 04/07/2020 12:32pm  
  
     

I undestand that many employers are concidering some form of hazard pay for essential customer-facing employees. My company is investigating its options and are concidering this. Is any for-profit or not-for-profit comany implementing hazard pay or a premium?


Private78999

   
Coronavirus "battle pay"  
Posted: 04/08/2020 08:48pm  
  
     

I have seen same question in my personal network groups and read some survey reports on this. My understanding is two different scenarios are emerging now. Some organizations are hiring, mostly retail, and they are paying higher hourly rate. The ‘Hazard Pay’ is built in on this higher hourly rate, so no need to add anything additional.

The second scenario is organizations either fall under essential services category and running their operation with skeleton manpower. This is temporary problem and my recommendation would be not to increase hourly rate due to two reason.

  • This is not equal opportunity situation, there could be set of employees don’t want to come to work and put themselves at health risk and there might be another set of employees who want to join the work but not allowed.
  • This is humanitarian crisis situation; money should not be used as factor of ‘If-Then’ principle. So, use money as last resort to motivate employees.

I would recommend use as onetime bonus/pay once the crisis is over as token of appreciation for employees who worked in risky environment. You can always calculate onetime bonus/pay as a factor of hourly rate paid to employees or a flat amount to all. Of course organization culture is the determinant factor whether to use money as reward in this situation or not.


#1

Coronavirus "battle pay"  
Posted: 04/09/2020 04:45am  
  
     

In our hospitals for those working in a Covid unit we are not adjusting the base rate of pay, instead what we are doing is pay an incentive for those shifts that are worked based on the following:

 

RNs

$300 per 12hr shift

NAs

$100 per 12hr shift

RTs (where applicable and treating)

$200 per 12hr shift/$135 per 8hr shift

PTs, OTs, SLPs

$200 per 8hr shift

EVS (1 staff member per day designated to unit)

$100 per 12hr shift/$70 per 8hr shift


#2

Coronavirus "battle pay"  
Posted: 04/22/2020 03:59pm  
  
     

We are currently providing a  flat amount of an additional $150 to active full-time employees and $75 to active part-time employees (we are deemed an essential retailer). The question we are wondering is if we continue this practice in the coming weeks of the ongoing pandemic, would we potentially be in conflict of the FLSA for overtime calculations. My thought we shouldn't be in conflict because it is discretionary and not tied to production, sales goals, etc.  I appreciate any input.


Private34235

   
Coronavirus "battle pay"  
Posted: 04/23/2020 05:58am  
  
     

Hazard pay means additional pay for performing hazardous duty or work involving physical hardship. Work duty that causes extreme physical discomfort and distress which is not adequately alleviated by protective devices is deemed to impose a physical hardship. The Fair Labor Standards Act (FLSA) does not address the subject of hazard pay, except to require that it be included as part of a federal employee's regular rate of pay in computing the employee's overtime pay.

https://www.dol.gov/general/topic/wages/hazardpay


 
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