Employer Spotlight

Recruit Gen Y Stars

You need new tools to attract the new breed of talent - Experience will help you build your team with Gen Y stars.


Ease of Use

Our management dashboard helps you easily post jobs, pinpoint targeted candidates and manage your talent pipeline.


All Needles, No Hay

Don't wait for the best candidates to come to your door - with Experience, you can proactively target top talent.


Build Your Experience

Experience is your most important asset - we're here to help you find that next opportunity.


Tell Your Story

You're so much more than just your resume. Showcase your Experience.


Connections Matter

Introductions are made easy when you have Experience -- connect with alumni, mentors and industry insiders.


Use eRecruiting by Experience on campus?
Find your school here.

Home  > Article

Why didn't I get a pay-to-stay bonus?

When a company faces bankruptcy, positions such as accounts payable are vital as the organization scales down operations.

Q. Our company has filed under Chapter 11 with no financial backing. The company is being sold. Our accounts payable supervisor got another offer and put in her notice, but the company countered with a pay-to-stay package. She gets six months of severance pay with three months up front.

I am very angry, since I was committed to working until the end after taking a 10 percent cut in pay with hopes of staying on with whoever buys us. How do I confront the CEO who offered her this package to get the same deal? Currently we have no severance package.

A. Companies can offer employees incentives to stay with the company - sometimes called pay-to-stay bonuses or retention bonuses - if there are certain skill sets the company wants to retain as the facility closes down.

Accounts payable is a very important function for any company that is winding down. Bankrupt companies must be very careful how they manage the expectations of their creditors. I can understand why your CEO may decide to offer your accounts payable supervisor a retention bonus. It makes sense to have someone in accounts payable to stay on board to oversee the process for closing out the accounts.

Now, I'm not sure what position you hold with the company, but it could be your CEO has determined that the company does not need someone in your function to help make the transition to the new company. However, not offering you a retention bonus comparable to the one the AP supervisor received does not mean the CEO considers your work below performance. Rather the company is saying the AP role is vitally more important.

Take a look at the company's financial situation to determine whether they're being fair to you. Since you are keen on continuing your service with the company, maybe you should ask the CEO if there is any function in the company that you could move into while the company winds down.

Good luck.

- Erisa Ojimba, Certified Compensation Professional

Copyright 2000-2004 ©, Inc.

More Related Articles

Breaking Into Your Dream Industry When You Lack Superstar Skills
You want all the perks associated with a job in your favorite niche but your background isn't an ideal fit. Here's how to turn the odds of success in your favor.

Firing Offenses -- How to Avoid a Protocol Pink Slip
There are numerous attitudes and behaviors that annoy, distress, or offend bosses and co-workers, but which ones can get you fired?

The End of the Job as We Know It
The idea of a career spanning 20 or 30 years at one company has all but disappeared. So what does this mean for the generation now entering the workforce? According to Bruce Tulgan, it means a workforce of knowledge workers acting as free agents with employers seen as "clients" and jobs as "projects." And this is a good thing!

Google Web Search
Didn't see what you were looking for?
powered by Google
Copyright ©2017 Experience, Inc Privacy Policy Terms of Service