[{"data":1,"prerenderedAt":475},["ShallowReactive",2],{"document-notice-to-employee-unqualified-for-christmas-bonus-D642":3},{"document":4,"label":26,"preview":11,"thumb":27,"thumb600":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":39,"customDescModule":180,"customdescription":6,"mdFm":181,"mdProseHtml":474},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: NOTICE TO EMPLOYEE UNQUALIFIED FOR CHRISTMAS BONUS Dear [Contact name], I would like to let you know our policy regarding the Christmas Bonus. Employees who have been with our firm for a period of six months or more receive a Christmas Bonus. Since you became a member of our team on [Date], you will not be receiving a bonus this year. I wanted to be sure that you understood this company policy prior to our disbursement of the holiday paychecks to avoid any misunderstanding or disappointment on your part. We are very pleased with your work and while we would like to bend the rules, this would be unfair to all of our other personnel. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE] This email is intended only for the person to whom it is addressed and/or otherwise authorized personnel",null,"Notice to Employee Unqualified for Christmas Bonus","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/notice-to-employee-unqualified-for-christmas-bonus-D642.png","https://templates.business-in-a-box.com/imgs/250px/642.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#642.xml",{"title":15,"description":6},"notice to employee unqualified for christmas bonus",[17,20,23],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Motivation & Appreciation","/templates/motivation-appreciation/",{"label":24,"url":25},"Business Letters","/templates/business-letters/","Notice to Employee Unqualified for Christmas Bonus Template","https://templates.business-in-a-box.com/imgs/400px/642.png","https://templates.business-in-a-box.com/imgs/600px/642.png",[30,17,20,23],{"label":31,"url":32},"Templates","/templates/",[34,35,36],{"label":31,"url":32},{"label":18,"url":19},{"label":37,"url":38},"Compensation & Payroll","/templates/compensation-and-payroll/",[40,44,48,52,56,60,64,68,72,76,80,84,88,103,118,134,151,165],{"label":41,"url":42,"thumb":43,"extension":10},"Christmas Bonus Letter","/template/christmas-bonus-letter-D632","https://templates.business-in-a-box.com/imgs/250px/632.png",{"label":45,"url":46,"thumb":47,"extension":10},"Notice to Employees of Bonus Cancellation","/template/notice-to-employees-of-bonus-cancellation-D643","https://templates.business-in-a-box.com/imgs/250px/643.png",{"label":49,"url":50,"thumb":51,"extension":10},"Christmas Employee Discount Offer","/template/christmas-employee-discount-offer-D633","https://templates.business-in-a-box.com/imgs/250px/633.png",{"label":53,"url":54,"thumb":55,"extension":10},"Notice of Termination_False Employee Information","/template/notice-of-termination_false-employee-information-D518","https://templates.business-in-a-box.com/imgs/250px/518.png",{"label":57,"url":58,"thumb":59,"extension":10},"Employee Stocks Option Grant Notice","/template/employee-stocks-option-grant-notice-D12614","https://templates.business-in-a-box.com/imgs/250px/12614.png",{"label":61,"url":62,"thumb":63,"extension":10},"Company Bonus Letter","/template/company-bonus-letter-D635","https://templates.business-in-a-box.com/imgs/250px/635.png",{"label":65,"url":66,"thumb":67,"extension":10},"Bonus Plan","/template/bonus-plan-D13250","https://templates.business-in-a-box.com/imgs/250px/13250.png",{"label":69,"url":70,"thumb":71,"extension":10},"Bonus Agreement","/template/bonus-agreement-D13815","https://templates.business-in-a-box.com/imgs/250px/13815.png",{"label":73,"url":74,"thumb":75,"extension":10},"Notice to Employees of New Vacation Policy","/template/notice-to-employees-of-new-vacation-policy-D644","https://templates.business-in-a-box.com/imgs/250px/644.png",{"label":77,"url":78,"thumb":79,"extension":10},"Employee Handbook","/template/employee-handbook-D712","https://templates.business-in-a-box.com/imgs/250px/712.png",{"label":81,"url":82,"thumb":83,"extension":10},"Christmas Credit Extension Announcement","/template/christmas-credit-extension-announcement-D250","https://templates.business-in-a-box.com/imgs/250px/250.png",{"label":85,"url":86,"thumb":87,"extension":10},"Employee Meal Policy","/template/employee-meal-policy-D13670","https://templates.business-in-a-box.com/imgs/250px/13670.png",{"description":89,"descriptionCustom":6,"label":90,"pages":8,"size":9,"extension":10,"preview":91,"thumb":92,"svgFrame":93,"seoMetadata":94,"parents":96,"keywords":95,"url":102},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":95,"description":6},"job offer letter long",[97,99],{"label":18,"url":98},"human-resources",{"label":100,"url":101},"Hire an Employee","hire-employee","/template/job-offer-letter-long-D12769",{"description":104,"descriptionCustom":6,"label":105,"pages":106,"size":9,"extension":10,"preview":107,"thumb":108,"svgFrame":109,"seoMetadata":110,"parents":112,"keywords":111,"url":117},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":111,"description":6},"employee dismissal letter",[113,114],{"label":18,"url":98},{"label":115,"url":116},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":119,"descriptionCustom":6,"label":120,"pages":121,"size":9,"extension":10,"preview":122,"thumb":123,"svgFrame":124,"seoMetadata":125,"parents":127,"keywords":126,"url":133},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":126,"description":6},"employment agreement_at will employee",[128,129,130],{"label":18,"url":98},{"label":100,"url":101},{"label":131,"url":132},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":135,"descriptionCustom":6,"label":136,"pages":137,"size":9,"extension":10,"preview":138,"thumb":139,"svgFrame":140,"seoMetadata":141,"parents":143,"keywords":142,"url":150},"Employee Performance Review Standard Operating Procedure Department: Human Resources Purpose: Before doing the performance review, it's important that managers have already set up goals to their employees. Indeed, performance reviews are valuable for both the employee and the employer. It's a chance for managers to give praise for exceptional work and guidance for any shortcomings. Managers and supervisors should take this opportunity to have an open discussion about the future of the company and the potential for employee growth. Frequency: Quarterly Procedure: Set up goals for employees. Share with the employee how your organization will assess performance. Prepare the meeting. Establish the purpose of the performance review meeting conversation. Be specific and transparent in the meeting. Review the relevant parts of the performance review form. Discuss ideas for development/action plan. Agree upon specific actions to be taken by each of you. Summarize the performance review meeting conversation. Definition/Explanation: Goal: It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee's job.","How to Review Employee Performance","3","https://templates.business-in-a-box.com/imgs/1000px/how-to-review-employee-performance-D12595.png","https://templates.business-in-a-box.com/imgs/250px/12595.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12595.xml",{"title":142,"description":6},"how to review employee performance",[144,147],{"label":145,"url":146},"Business Plan Kit","business-plan-kit",{"label":148,"url":149},"Business Procedures","business-procedures","/template/how-to-review-employee-performance-D12595",{"description":152,"descriptionCustom":6,"label":153,"pages":137,"size":9,"extension":10,"preview":154,"thumb":155,"svgFrame":156,"seoMetadata":157,"parents":159,"keywords":158,"url":164},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":158,"description":6},"non disclosure agreement nda",[160,161],{"label":131,"url":132},{"label":162,"url":163},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":166,"descriptionCustom":6,"label":167,"pages":168,"size":169,"extension":10,"preview":170,"thumb":171,"svgFrame":172,"seoMetadata":173,"parents":174,"keywords":178,"url":179},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[175],{"label":176,"url":177},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",false,{"seo":182,"reviewer":193,"quick_facts":197,"at_a_glance":199,"personas":203,"variants":224,"glossary":247,"clauses":277,"how_to_fill":323,"common_mistakes":364,"faqs":381,"industries":406,"comparisons":423,"diy_vs_pro":436,"related_template_ids_curated":449,"schema":461,"classification":463},{"meta_title":183,"meta_description":184,"primary_keyword":15,"secondary_keywords":185},"Notice To Employee Unqualified For Christmas Bonus Template (Free Word)","Free notice template informing an employee they do not qualify for a Christmas bonus. Covers reason, policy reference, and next steps. Used in 190+ countries. Free Word and PDF download.",[186,187,188,189,190,191,192],"christmas bonus ineligibility notice","employee bonus disqualification letter","holiday bonus not eligible notice template","christmas bonus policy letter","bonus ineligibility notification template","employee notice letter template word","christmas bonus exclusion letter",{"name":194,"credential":195,"reviewed_date":196},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":198,"legal_review_recommended":180,"signature_required":180},"easy",{"what_it_is":200,"when_you_need_it":201,"whats_inside":202},"A Notice To Employee Unqualified For Christmas Bonus is a formal business letter an employer sends to inform a specific employee that they do not meet the eligibility criteria for the company's Christmas bonus in a given year. This free Word download gives you a ready-to-edit template you can personalize with the employee's name, the applicable policy, and the specific reason for ineligibility, then send via email or printed memo.\n","Use it before the bonus distribution date whenever an employee falls outside the qualifying conditions — such as insufficient tenure, active disciplinary proceedings, or a performance improvement plan — and you need a written record of the notification.\n","A date and addressee block, a clear statement of ineligibility, a reference to the governing bonus policy or employee handbook, the specific reason for disqualification, and a closing that invites the employee to raise questions with HR or their manager.\n",[204,208,212,216,220],{"title":205,"use_case":206,"icon_asset_id":207},"HR managers","Notifying employees who joined after the eligibility cut-off date","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"Small business owners","Communicating bonus decisions without a formal HR department on staff","persona-small-business-owner",{"title":213,"use_case":214,"icon_asset_id":215},"Payroll administrators","Documenting ineligibility before payroll closes to prevent disputes","persona-payroll-admin",{"title":217,"use_case":218,"icon_asset_id":219},"Operations directors","Standardizing how managers communicate sensitive compensation decisions","persona-operations-director",{"title":221,"use_case":222,"icon_asset_id":223},"Office managers","Issuing notices for part-time or seasonal staff who do not qualify","persona-office-manager",[225,229,231,235,239,243],{"situation":226,"recommended_template":227,"slug":228},"Employee joined after the tenure eligibility cut-off date","Notice To Employee Unqualified For Christmas Bonus","notice-to-employee-unqualified-for-christmas-bonus-D642",{"situation":230,"recommended_template":227,"slug":228},"Employee is on an active performance improvement plan",{"situation":232,"recommended_template":233,"slug":234},"Employee is subject to ongoing disciplinary proceedings","Employee Written Warning Letter","letter-of-appreciation-to-employee-D664",{"situation":236,"recommended_template":237,"slug":238},"Employee qualifies and you need to communicate bonus amount","Christmas Bonus Letter To Employee","christmas-bonus-letter-D632",{"situation":240,"recommended_template":241,"slug":242},"Employee's role is excluded from the bonus program entirely","Employee Compensation Policy Notice","compensation-and-benefits-policy-D13629",{"situation":244,"recommended_template":245,"slug":246},"Employee disputes the ineligibility decision","Employee Grievance Response Letter","employee-grievance-procedure-D13668",[248,251,254,257,260,263,266,268,271,274],{"term":249,"definition":250},"Christmas Bonus","A discretionary or contractual payment made to employees at year-end, typically tied to the Christmas season, as a reward or gesture of goodwill.",{"term":252,"definition":253},"Eligibility Criteria","The specific conditions an employee must satisfy — such as minimum tenure, satisfactory performance, or active employment status — to qualify for a bonus.",{"term":255,"definition":256},"Discretionary Bonus","A bonus the employer chooses to pay based on business conditions and individual performance, with no contractual obligation to do so.",{"term":258,"definition":259},"Contractual Bonus","A bonus explicitly promised in the employment contract or offer letter, which the employer is legally obligated to pay when conditions are met.",{"term":261,"definition":262},"Probationary Period","A defined initial employment period — typically 30 to 90 days — during which the employee may be subject to different benefit and compensation rules.",{"term":264,"definition":265},"Performance Improvement Plan (PIP)","A formal document outlining performance deficiencies and required improvements, often used as a basis for excluding an employee from discretionary awards.",{"term":77,"definition":267},"A company document describing policies, procedures, and employee entitlements — the primary source of written bonus eligibility rules.",{"term":269,"definition":270},"Ineligibility Notice","A formal written communication informing an employee that they do not qualify for a specific benefit, award, or payment in a given period.",{"term":272,"definition":273},"Accrued Entitlement","A compensation element an employee has earned a legal right to receive, which cannot be withheld without contractual or statutory justification.",{"term":275,"definition":276},"Good Standing","An employment status indicating no active disciplinary actions, performance plans, or policy violations — often a prerequisite for bonus eligibility.",[278,283,288,293,298,303,308,313,318],{"name":279,"plain_english":280,"sample_language":281,"common_mistake":282},"Date and addressee block","Identifies when the letter was written and who it is addressed to — the employee's full name, job title, and department.","[DATE] | To: [EMPLOYEE FULL NAME] | Title: [JOB TITLE] | Department: [DEPARTMENT NAME]","Using only a first name in the addressee block. The employee's full legal name and title create a clean paper trail and avoid confusion if the notice is ever referenced in a dispute.",{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Sender identification","States who the letter is from — typically HR, the employee's direct manager, or a named company representative.","From: [SENDER NAME], [SENDER TITLE] | [COMPANY NAME]","Omitting the sender's name and sending from a generic HR inbox. A named sender signals accountability and makes follow-up conversations easier to initiate.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Subject line","A clear, neutral subject line stating the purpose of the letter without inflammatory language.","Subject: Christmas Bonus Eligibility — [YEAR]","Writing 'You Are Not Getting a Bonus' or similar blunt phrasing. A neutral subject line reduces the chance the letter triggers an immediate emotional reaction before the employee has read the explanation.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Opening statement of purpose","The opening paragraph states directly that the purpose of the letter is to notify the employee of their ineligibility for the current year's Christmas bonus.","We are writing to inform you that, following a review of this year's Christmas bonus eligibility, [COMPANY NAME] has determined that you do not qualify for the [YEAR] Christmas bonus.","Burying the ineligibility news in the second or third paragraph after excessive preamble. Employees find delayed disclosure more unsettling than a direct opening statement.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Policy reference","Cites the specific policy, handbook section, or agreement that governs Christmas bonus eligibility, giving the employee a verifiable basis for the decision.","As outlined in Section [X] of the [COMPANY NAME] Employee Handbook ([VERSION / DATE]), eligibility for the annual Christmas bonus requires [CRITERIA — e.g., a minimum of 12 months of continuous service as of December 1, [YEAR]].","Referencing 'company policy' without citing the specific document or section. A vague reference cannot be verified and may appear arbitrary, which increases the risk of a formal grievance.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Specific reason for ineligibility","States the precise reason the employee does not meet the eligibility criteria — tenure, performance status, disciplinary action, or role exclusion.","Your employment with [COMPANY NAME] commenced on [START DATE], which means you have completed [X] months of continuous service as of the eligibility date. The minimum required period is [12] months.","Using subjective language such as 'your performance has not met expectations' without referencing the specific plan or documented review that supports the exclusion. Subjectivity without documentation creates dispute risk.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Acknowledgment of the employee's contributions","A brief, genuine sentence recognizing the employee's work during the year, softening the notice without contradicting the ineligibility decision.","We appreciate the contributions you have made to [COMPANY NAME] during your time with us and look forward to your continued growth with the team.","Skipping this clause entirely in the interest of brevity. A one-sentence acknowledgment materially reduces the likelihood the employee perceives the notice as punitive.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Next steps and contact invitation","Tells the employee what happens next — when and how the bonus will be distributed to eligible employees — and invites them to direct questions to HR or their manager.","The [YEAR] Christmas bonuses for eligible employees will be distributed on [DATE]. If you have any questions about this notice or your eligibility status, please contact [HR CONTACT NAME] at [EMAIL / PHONE].","Leaving out a contact point for questions. Employees who receive unwelcome news without a clear escalation path are more likely to raise informal complaints or consult outside parties.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Closing and signature block","A professional closing with the sender's name, title, and signature — maintaining a tone of respect and finality.","Sincerely, [SENDER NAME] | [SENDER TITLE] | [COMPANY NAME] | [DATE]","Closing with 'Regards' but leaving the signature block blank. An unsigned letter can be questioned as unofficial, especially if the employee later disputes the notice.",[324,329,334,339,344,349,354,359],{"step":325,"title":326,"description":327,"tip":328},1,"Enter the date and employee details","Fill in today's date and the employee's full legal name, job title, and department in the addressee block at the top of the letter.","Use the date you intend to deliver the letter, not the date you drafted it — the delivery date is what anchors the paper trail.",{"step":330,"title":331,"description":332,"tip":333},2,"Identify the sender","Enter the name and title of the person issuing the notice — typically the HR manager or the employee's direct supervisor. Avoid generic sender labels like 'The Management Team.'","If HR is issuing the notice on behalf of a manager, note both names: 'HR Manager, on behalf of [MANAGER NAME].'",{"step":335,"title":336,"description":337,"tip":338},3,"Write a neutral subject line","Use a factual, year-specific subject line such as 'Christmas Bonus Eligibility — 2025.' Avoid loaded language in the subject.","A year-specific subject line makes filing and retrieval straightforward if the notice is ever referenced in a future HR review.",{"step":340,"title":341,"description":342,"tip":343},4,"State the ineligibility clearly in the opening paragraph","Write a direct opening sentence that tells the employee the purpose of the letter without preamble. Include the company name and the relevant bonus year.","Read the opening paragraph aloud. If it takes more than two sentences to reach the key message, shorten it.",{"step":345,"title":346,"description":347,"tip":348},5,"Cite the governing policy with a specific reference","Reference the exact section and version of the employee handbook or bonus policy that sets out the eligibility rules. If the policy is not yet in writing, note that separately and create the policy before issuing the next round of notices.","If your handbook is versioned by year (e.g., 'Employee Handbook 2025'), cite the year — it prevents disputes about which version applied.",{"step":350,"title":351,"description":352,"tip":353},6,"State the specific reason for disqualification","Enter the factual basis — start date, months of service completed, PIP reference number, or role classification — that explains why the employee does not meet the criteria.","Stick to objective facts and figures. Avoid interpretive phrases like 'your attitude' or 'cultural fit concerns.'",{"step":355,"title":356,"description":357,"tip":358},7,"Add the acknowledgment and contact details","Include a single sentence recognizing the employee's efforts, then provide the HR contact name, email, and phone number for follow-up questions.","Set a deadline for questions — for example, 'Please direct any questions by [DATE]' — so you can manage responses before the bonus distribution date.",{"step":360,"title":361,"description":362,"tip":363},8,"Sign and deliver before the bonus distribution date","Have the sender sign the letter and deliver it at least five business days before bonuses are paid to give the employee time to ask questions.","Deliver in person where possible, or via email with a read receipt. Keep a copy in the employee's HR file.",[365,369,373,377],{"mistake":366,"why_it_matters":367,"fix":368},"Referencing 'company policy' without citing the specific document","A vague policy reference cannot be verified and appears arbitrary. Employees who feel the decision is unsupported are significantly more likely to raise a formal grievance.","Cite the exact handbook section, version, and date. If no written policy exists, create one before issuing the notices and reference it.",{"mistake":370,"why_it_matters":371,"fix":372},"Sending the notice after the bonus has already been distributed","Notifying an employee after colleagues have already received their bonuses amplifies the negative reaction and eliminates any opportunity for the employee to seek clarification beforehand.","Issue all ineligibility notices at least five business days before the bonus distribution date.",{"mistake":374,"why_it_matters":375,"fix":376},"Using subjective language to describe the reason for exclusion","Phrases like 'performance concerns' or 'attitude issues' without documented backing can be challenged as discriminatory or retaliatory in an employment dispute.","State only objective, documented facts — start date, service months, PIP reference number, or policy section — as the basis for ineligibility.",{"mistake":378,"why_it_matters":379,"fix":380},"Omitting a contact point for employee questions","Employees who receive unwelcome news with no escalation path are more likely to raise informal complaints or seek outside advice rather than resolving the issue internally.","Always include a named HR or management contact with an email address and a deadline for submitting questions.",[382,385,388,391,394,397,400,403],{"question":383,"answer":384},"What is a notice to employee unqualified for a Christmas bonus?","It is a formal written letter an employer sends to inform a specific employee that they do not meet the eligibility conditions for the company's Christmas bonus in a given year. The letter states the governing policy, the specific reason for ineligibility, and who the employee should contact with questions. It creates a documented record of the communication and reduces the risk of a bonus dispute.\n",{"question":386,"answer":387},"Do employers have to give employees a Christmas bonus?","In most jurisdictions, a Christmas bonus is discretionary unless it is explicitly promised in the employment contract, offer letter, or a binding company policy. A discretionary bonus can be withheld or adjusted without breaching the employment agreement. However, if a bonus has been paid consistently for many years, courts in some jurisdictions may treat it as an implied contractual entitlement — so it is worth reviewing your bonus policy language with an employment adviser.\n",{"question":389,"answer":390},"What reasons can an employer give for withholding a Christmas bonus?","Common documented grounds include insufficient tenure (e.g., hired after the eligibility cut-off date), an active performance improvement plan, an open disciplinary proceeding, a role or employment type explicitly excluded by policy, or company-wide financial conditions that triggered a bonus freeze. The reason must be grounded in a written policy to be clearly defensible.\n",{"question":392,"answer":393},"Should the ineligibility notice be delivered in person or in writing?","Written delivery — whether printed and handed over in person or sent via email with a read receipt — is strongly preferred because it creates a documented record. A verbal notification with no follow-up letter leaves no evidence of what was communicated and when. Delivering the letter in person and then following up with an emailed copy is best practice for senior or long-tenured employees.\n",{"question":395,"answer":396},"What tone should this letter use?","The letter should be direct, factual, and professional. Avoid apologetic language that implies the decision may be reconsidered, and avoid blunt or punitive phrasing that reads as a reprimand. A single sentence acknowledging the employee's contributions during the year — before or after the policy reference — strikes the right balance and measurably reduces negative reactions.\n",{"question":398,"answer":399},"Can an employee challenge or appeal a Christmas bonus ineligibility decision?","Yes. If the employee believes the policy was misapplied, that the exclusion was discriminatory, or that a prior agreement entitles them to the bonus, they can raise a formal grievance. A well-documented notice that cites the correct policy section and states objective facts is the employer's primary defense in that process. Ensure your HR file includes a copy of the signed or delivered notice.\n",{"question":401,"answer":402},"When should this notice be issued?","Issue the notice at least five business days before the Christmas bonus distribution date. This gives the employee time to review the reason, ask questions, and raise any concerns internally before the payment is processed. Issuing the notice after bonuses have been paid to colleagues significantly increases the emotional impact and the risk of a formal complaint.\n",{"question":404,"answer":405},"Does this letter need to be signed by a manager?","A named signature from an HR manager or the employee's direct supervisor strengthens the notice by establishing accountability. An unsigned or anonymously issued letter may be challenged as unofficial and is harder to reference in a subsequent grievance or legal proceeding. Both the sender's name and title should appear in the signature block.\n",[407,411,415,419],{"industry":408,"icon_asset_id":409,"specifics":410},"Retail","industry-retail","Seasonal hires who joined after the eligibility cut-off are common; this notice standardizes how store managers communicate ineligibility across high-turnover workforces.",{"industry":412,"icon_asset_id":413,"specifics":414},"Professional Services","industry-professional-services","Employees on active PIPs or under disciplinary review for client-conduct issues are typically excluded; the letter documents the exclusion for the personnel file.",{"industry":416,"icon_asset_id":417,"specifics":418},"Manufacturing","industry-manufacturing","Shift workers hired mid-year or subject to attendance-based eligibility thresholds frequently require this notice; clear policy citation is critical in unionized environments.",{"industry":420,"icon_asset_id":421,"specifics":422},"Healthcare","industry-healthtech","Contract or agency staff who do not meet the minimum direct-employment tenure threshold need a formal notice to distinguish their status from permanent employees.",[424,427,430,433],{"vs":237,"vs_template_id":425,"summary":426},"christmas-bonus-letter-to-employee-D641","The Christmas Bonus Letter To Employee communicates the bonus amount and distribution date to qualifying staff. This notice does the opposite — it formally documents ineligibility for employees who do not meet the criteria. Both letters should be issued on the same date so all employees receive written communication before the distribution day.",{"vs":233,"vs_template_id":428,"summary":429},"","A written warning documents a specific disciplinary incident and warns of consequences for future misconduct. The bonus ineligibility notice is not a disciplinary document — it records a compensation decision. Conflating the two creates legal risk; if an employee is both on a warning and ineligible for a bonus, issue both letters separately and on separate grounds.",{"vs":431,"vs_template_id":428,"summary":432},"Performance Improvement Plan","A PIP sets measurable improvement targets over a defined review period. The bonus ineligibility notice may reference an active PIP as the reason for exclusion, but it is not a substitute for the PIP itself. Both documents should exist independently in the employee's HR file.",{"vs":434,"vs_template_id":428,"summary":435},"Year-End Employee Recognition Letter","A year-end recognition letter acknowledges an employee's contributions and achievements without any compensation component. When an employee does not qualify for a Christmas bonus, a recognition letter alone is not a replacement for formal written notice of ineligibility — employees need explicit written confirmation of their bonus status, not just praise.",{"use_template":437,"template_plus_review":441,"custom_drafted":445},{"best_for":438,"cost":439,"time":440},"HR managers and business owners issuing standard ineligibility notices based on a documented bonus policy","Free","5–10 minutes per letter",{"best_for":442,"cost":443,"time":444},"Employers excluding employees who may claim a contractual or implied entitlement to the bonus","$150–$400 for a 1-hour employment adviser review","1–2 business days",{"best_for":446,"cost":447,"time":448},"Employers in heavily unionized environments or jurisdictions with strict bonus entitlement statutes, or where the exclusion is tied to an active discrimination complaint","$500–$1,500","3–5 business days",[238,450,451,452,453,454,455,456,457,458,459,460],"job-offer-letter-long-D12769","employee-dismissal-letter-D508","employee-handbook-D712","employment-agreement_at-will-employee-D541","how-to-review-employee-performance-D12595","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","fixed-term-contract-D13225","remote-work-agreement-D13282","employment-agreement-executive-D543","small-business-expense-report-D13396",{"emit_how_to":462,"emit_defined_term":462},true,{"primary_folder":98,"secondary_folder":464,"document_type":465,"industry":466,"business_stage":467,"tags":468,"confidence":473},"compensation-and-payroll","notice","general","all-stages",[465,469,470,471,472],"hr","compensation","bonus","employee-communication",0.95,"\u003Ch2>What is a Notice To Employee Unqualified For Christmas Bonus?\u003C/h2>\n\u003Cp>A \u003Cstrong>Notice To Employee Unqualified For Christmas Bonus\u003C/strong> is a formal business letter an employer issues to inform a specific employee that they do not meet the eligibility conditions for the company's annual Christmas bonus in a given year. The letter identifies the governing policy, states the objective reason for disqualification — such as insufficient tenure, an active performance improvement plan, or a role excluded from the bonus program — and documents the communication in writing for the employee's HR file. It is a brief, factual document, typically one page, that balances directness with professionalism.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Failing to issue a written ineligibility notice leaves the employer exposed on two fronts. First, without documentation, the employee may later claim they were never told they did not qualify and pursue a bonus dispute based on the precedent of colleagues receiving payment. Second, verbal or informal communications about compensation decisions are nearly impossible to defend in a grievance or tribunal proceeding. A signed, policy-referenced letter issued before the distribution date closes both gaps: it demonstrates the decision was based on a written rule, applied consistently, and communicated with enough lead time for the employee to raise questions. This template gives you the correct structure — date block, policy citation, objective reason, acknowledgment, and contact details — so you can issue a defensible, professional notice in under ten minutes.\u003C/p>\n",1781186028207]