For those that have implemented a parental leave policy in a Sales org- if you elect to compensate employees at 100% of pay as part of parental leave- do you consider base and commission or just base pay in your calculation?

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Where I work now, it's just base pay. In the past, I've worked at companies that gave a flat percentage on top of base pay for salespeople who qualified as "high performers".

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Where I am, its just base pay. It would be nice if commission was factored in but its not. I'm just glad we have parental leave at all tbh.

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You could mirror the policy to your existing irrecoverable draw policy that is applied for new hires. E.g. 3 month irrecoverable draw at 100% or 80% of target, whatever you do for new hires as they ramp up. That way there is consistency of application throughout the organization and the policy is defensible. The other option is to take the average attained commission over a defined period of time and pay that out, which is more personalized, though that is complicated to administer and could be a bit more risky just from a consistency standpoint.

Either way, I feel it’s too risky to not pay any of the commission target while someone is out on protected leave.

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It depends on your plan document. If commission must be earned and it’s a % of sales, it’s hard to say it should be paid when someone is inactive for the full pay period. Same would go for any kind of covered leave.

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