Documenting the bonus scheme in writing prevents ambiguity later on

Documenting the bonus scheme in writing prevents any ambiguity later on

Het Hof in Den Haag deed onlangs uitspraak over een geschil over een niet schriftelijk vastgelegde bonusregeling van een coffeeshop. Twee medewerkers werkten al vele jaren bij de coffeeshop en kregen jaarlijks een bonus. Op een bepaald moment staat er onenigheid tussen de medewerkers en hun werkgever over de inhoud van de gemaakte afspraak voor de bonus. De medewerkers starten daarom een zaak bij de kantonrechter tegen hun werkgever.

Disputed terms

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The employer states that employees are entitled to a bonus of 0.5 percent of the daily revenue, provided that the following conditions are met:
– The cash difference at the end of the workday may not exceed 5 euros
– The inventory difference of hemp-containing products may not exceed five grams.

The employees contest that the employer has set conditions on the bonus and only state that the bonus scheme means they receive 0.5 percent of the daily revenue.

Uncertainties

The judge rules that the responsibility for the ambiguities in the bonus scheme lies with the employer, as the employer has not documented the bonus scheme in writing as stated in Article 7:655 paragraph 1 of the Civil Code. This states that the employer is obliged to provide employees with a written or electronic statement of their salary. This also includes a bonus scheme.
The employer appeals and argues that employees must deliver performance in order to qualify for a bonus. The court does not find this argument convincing, as in this case the bonus depends on the achieved daily revenue. It is also logical that employees would receive a higher bonus with a higher revenue.

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Stilzwijgend akkoord

Ook betoogde de coffeeshophouder dat de medewerkers tot voor kort nooit iets hebben gezegd over de hoogte van de bonus en stilzwijgend akkoord zijn gegaan met de berekening ervan. Volgens het Hof snijdt dit argument geen hout, omdat de medewerkers geen zicht hebben op de manier waarop de werkgever de bonus heeft berekend.

The court rules, following the ruling of the magistrate, that the bonus for employees must be calculated based on daily turnover and can be rounded to the nearest thousand, either up or down.

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