[{"data":1,"prerenderedAt":500},["ShallowReactive",2],{"document-sales-commission-policy-D730":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":179,"customdescription":6,"mdFm":180,"mdProseHtml":499},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":22},"SALES COMMISSION POLICY [YOUR COMPANY NAME] pays commissions based on sales procured. The rates of commission, as well as the required [Profit margins], will be give to each new sales employee at time of hire. The company reserves the right to change commission rates and or profit margin requirements as needed to protect the financial integrity of the company. [YOUR COMPANY NAME] will make every effort to pay commissions on a monthly basis only, and only on final sales. In no event will [YOUR COMPANY NAME] pay commissions later than one week from the date when the money is received for the sale",null,"Sales Commission Policy","1",25,"doc","https://templates.business-in-a-box.com/imgs/1000px/sales-commission-policy-D730.png","https://templates.business-in-a-box.com/imgs/250px/730.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#730.xml",{"title":6,"description":6},[16,19],{"label":17,"url":18},"Human Resources","/templates/human-resources/",{"label":20,"url":21},"Company Policies","/templates/company-policies/","sales commission policy","Sales Commission Policy Template","https://templates.business-in-a-box.com/imgs/400px/730.png","https://templates.business-in-a-box.com/imgs/600px/730.png",[27,16,19],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":17,"url":18},{"label":34,"url":35},"Compensation & Payroll","/templates/compensation-and-payroll/",[37,41,45,49,53,57,61,65,69,73,77,81,85,103,123,137,149,164],{"label":38,"url":39,"thumb":40,"extension":10},"Sales Commission and Incentive Policy","/template/sales-commission-and-incentive-policy-D13771","https://templates.business-in-a-box.com/imgs/250px/13771.png",{"label":42,"url":43,"thumb":44,"extension":10},"Sales Commission Plan","/template/sales-commission-plan-D13455","https://templates.business-in-a-box.com/imgs/250px/13455.png",{"label":46,"url":47,"thumb":48,"extension":10},"Sales and Marketing Policy","/template/sales-and-marketing-policy-D13770","https://templates.business-in-a-box.com/imgs/250px/13770.png",{"label":50,"url":51,"thumb":52,"extension":10},"Commission Sales Agreement","/template/commission-sales-agreement-D532","https://templates.business-in-a-box.com/imgs/250px/532.png",{"label":54,"url":55,"thumb":56,"extension":10},"Exclusive Sollicitation Sales Commission Agreement","/template/exclusive-sollicitation-sales-commission-agreement-D1242","https://templates.business-in-a-box.com/imgs/250px/1242.png",{"label":58,"url":59,"thumb":60,"extension":10},"Sales Expenses Reimbursement Policy","/template/sales-expenses-reimbursement-policy-D731","https://templates.business-in-a-box.com/imgs/250px/731.png",{"label":62,"url":63,"thumb":64,"extension":10},"Sales Report","/template/sales-report-D13236","https://templates.business-in-a-box.com/imgs/250px/13236.png",{"label":66,"url":67,"thumb":68,"extension":10},"Checklist Sales Rep Evaluation","/template/checklist-sales-rep-evaluation-D1416","https://templates.business-in-a-box.com/imgs/250px/1416.png",{"label":70,"url":71,"thumb":72,"extension":10},"Sales Proposal","/template/sales-proposal-D1272","https://templates.business-in-a-box.com/imgs/250px/1272.png",{"label":74,"url":75,"thumb":76,"extension":10},"Sales Addendum","/template/sales-addendum-D1253","https://templates.business-in-a-box.com/imgs/250px/1253.png",{"label":78,"url":79,"thumb":80,"extension":10},"Commission Summary","/template/commission-summary-D1417","https://templates.business-in-a-box.com/imgs/250px/1417.png",{"label":82,"url":83,"thumb":84,"extension":10},"Memorandum on Sales Seminar","/template/memorandum-on-sales-seminar-D1418","https://templates.business-in-a-box.com/imgs/250px/1418.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":89,"extension":10,"preview":90,"thumb":91,"svgFrame":92,"seoMetadata":93,"parents":95,"keywords":94,"url":102},"30-60-90-Day Sales Plan Your business slogan here. Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Executive Summary 3 1. Purpose of the 30-60-90-Day Sales Plan 4 1.1 Purpose 4 1.2 Why Do We Need a Plan? 4 2. Corporate Beliefs 6 2.1 Continuous Process Improvement 6 2.2 30-60-90-Day Sales Plan Elements 6 3. Action Plan 7 3.1 30 Day Sales Plan 7 3.2 60 Day Sales Plan 7 3.3 90 Day Sales Plan 8 4.Measuring Plan Performance 10 4.1 Indicators 10 Executive Summary Planning for the next 30, 60 and 90 days is the link between strategic objectives and the implementation of activities to achieve your sales goals. In simple terms, it means turning the strategic plan into achievable tasks. The purpose of the plan is to establish the operational framework and to identify the main tasks, resource requirements and timelines for the various activities that need to be carried out to achieve the objectives of the organization's strategic sales plan. [COMPANY NAME] therefore assesses the operational activities to determine whether they will achieve the sales objectives set. This brings stability to our strategic plan. It also provides flexibility to respond to issues that may emerge from the plan and to address risks that may affect the strategic objectives of the business. Strategic Sales Plan Vision: [WRITE YOUR CONTENT HERE] Mission: [WRITE YOUR CONTENT HERE] Values: [WRITE YOUR CONTENT HERE] Goals: [WRITE YOUR CONTENT HERE] By going through the 30-60-90-day sales plan, you will be able to see the different activities that will be undertaken by your department as well as the possible impact on your daily work. 1. Purpose of the 30-60-90-Day Plan 1.1 Purpose A 30-60-90-day sales plan is a highly detailed plan that provides a clear picture of how a team, section or department will contribute to the achievement of the organization's sales goals within a 90-day timeframe. The 30-60-90-day sales plan maps out the day-to-day tasks required to achieve specific sales objectives within this timeframe. The plan covers the what, the who, the when, and how much: What: The strategies and tasks to be achieved/completed Who: The individuals who have responsibility for each task strategy/task When: The timeline for which the strategies/tasks must be completed How much: The financial resources available to complete a strategy/task This 30-60-90-day sales plan is based on high-level strategic objectives set by the company's management. 1.2 Why Do We Need a Plan? A 30-60-90-day sales plan enables the successful implementation of action and monitoring plans by involving different teams in different departments. In summary it allows to:","30 60 90 Day Sales Plan","8",513,"https://templates.business-in-a-box.com/imgs/1000px/30-60-90-day-sales-plan-D12785.png","https://templates.business-in-a-box.com/imgs/250px/12785.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12785.xml",{"title":94,"description":6},"30 60 90 day sales plan",[96,99],{"label":97,"url":98},"Sales & Marketing","sales-marketing",{"label":100,"url":101},"Marketing Plan","marketing-plan","/template/30-60-90-day-sales-plan-D12785",{"description":104,"descriptionCustom":6,"label":105,"pages":106,"size":107,"extension":10,"preview":108,"thumb":109,"svgFrame":110,"seoMetadata":111,"parents":112,"keywords":121,"url":122},"SALES REPRESENTATIVE AGREEMENT This Sales Representative Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Company\"), 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: [SALES REPRESENTATIVE NAME] (the \"Sales Representative\"), 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] Sales Representative agrees to: Represent and sell the Company's products/services in the geographic area known as [Area name]. Accurately represent and state Company policies to all potential and present customers. Promptly mail in all leads and orders to the Company. Inform the sales manager of all problems concerning Company customers within the sales territory. Inform the sales manager if the Sales Representative is representing, or plans to represent any other business firm. In no event shall sales representative represent a competitive company or product line either within or outside the designated sales area. Telephone the Company with reasonable frequency to discuss sales activity within the territory. Provide company [NUMBER]-days' notice should the Representative intend to terminate this Agreement. ","Sales Representative Agreement","2",36,"https://templates.business-in-a-box.com/imgs/1000px/sales-representative-agreement-D556.png","https://templates.business-in-a-box.com/imgs/250px/556.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#556.xml",{"title":6,"description":6},[113,115,118],{"label":17,"url":114},"human-resources",{"label":116,"url":117},"Hire an Employee","hire-employee",{"label":119,"url":120},"Legal Agreements","business-legal-agreements","sales representative agreement","/template/sales-representative-agreement-D556",{"description":124,"descriptionCustom":6,"label":125,"pages":126,"size":89,"extension":10,"preview":127,"thumb":128,"svgFrame":129,"seoMetadata":130,"parents":132,"keywords":131,"url":136},"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":131,"description":6},"employment agreement_at will employee",[133,134,135],{"label":17,"url":114},{"label":116,"url":117},{"label":119,"url":120},"/template/employment-agreement_at-will-employee-D541",{"description":138,"descriptionCustom":6,"label":139,"pages":8,"size":89,"extension":10,"preview":140,"thumb":141,"svgFrame":142,"seoMetadata":143,"parents":145,"keywords":144,"url":148},"[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":144,"description":6},"job offer letter long",[146,147],{"label":17,"url":114},{"label":116,"url":117},"/template/job-offer-letter-long-D12769",{"description":150,"descriptionCustom":6,"label":151,"pages":152,"size":153,"extension":10,"preview":154,"thumb":155,"svgFrame":156,"seoMetadata":157,"parents":158,"keywords":162,"url":163},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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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","3","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":172,"description":6},"non disclosure agreement nda",[174,175],{"label":119,"url":120},{"label":176,"url":177},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",false,{"seo":181,"reviewer":191,"legal_disclaimer":179,"quick_facts":195,"at_a_glance":197,"personas":201,"variants":226,"glossary":252,"sections":283,"how_to_fill":334,"common_mistakes":375,"faqs":400,"industries":428,"comparisons":445,"diy_vs_pro":459,"educational_modules":472,"related_template_ids_curated":475,"schema":487,"classification":489},{"meta_title":182,"meta_description":183,"primary_keyword":184,"secondary_keywords":185},"Sales Commission Policy Template (Free Word)","Free sales commission policy template covering commission rates, quota structures, payment timing, and dispute resolution. Used in 190+ countries. Free Word and PDF download.","sales commission policy template",[22,186,187,188,189,190],"commission policy template word","commission structure template","sales incentive policy template","commission policy free download","sales compensation policy template",{"name":192,"credential":193,"reviewed_date":194},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":196,"legal_review_recommended":179,"signature_required":179},"medium",{"what_it_is":198,"when_you_need_it":199,"whats_inside":200},"A Sales Commission Policy is an internal policy document that defines how sales representatives and account managers earn commission — covering rate structures, quota targets, eligible revenue, payment timing, and dispute procedures. This free Word download gives you a ready-to-edit starting point you can tailor to your team size and compensation model, then export as PDF for distribution and acknowledgment.\n","Use it when onboarding your first commissioned sales hire, when restructuring compensation after a pricing or product change, or when commission disputes arise and no written policy exists to resolve them.\n","Policy scope and eligibility, commission rate tiers, quota setting and tracking methodology, eligible and excluded revenue, commission calculation examples, payment schedule, clawback conditions, and dispute resolution procedures.\n",[202,206,210,214,218,222],{"title":203,"use_case":204,"icon_asset_id":205},"Sales managers","Documenting commission rules before onboarding a new sales team","persona-sales-manager",{"title":207,"use_case":208,"icon_asset_id":209},"Small business owners","Replacing informal verbal commission agreements with a written policy","persona-small-business-owner",{"title":211,"use_case":212,"icon_asset_id":213},"HR managers","Standardizing commission terms across multiple sales roles and regions","persona-hr-manager",{"title":215,"use_case":216,"icon_asset_id":217},"CFOs and finance directors","Setting commission accrual rules and clawback conditions to control liability","persona-cfo",{"title":219,"use_case":220,"icon_asset_id":221},"Startup founders","Establishing commission structure for first revenue-generating hires","persona-startup-founder",{"title":223,"use_case":224,"icon_asset_id":225},"Operations directors","Ensuring commission calculations and payment workflows are consistent across the sales org","persona-operations-director",[227,231,234,238,241,245,248],{"situation":228,"recommended_template":229,"slug":230},"Individual contributor with a single flat commission rate","Sales Commission Policy (Flat Rate)","sales-commission-policy-D730",{"situation":232,"recommended_template":233,"slug":230},"Tiered commission structure that accelerates above quota","Sales Commission Policy (Tiered)",{"situation":235,"recommended_template":236,"slug":237},"Sales team with a base salary plus commission split","Sales Compensation Plan","sales-commission-plan-D13455",{"situation":239,"recommended_template":105,"slug":240},"Independent contractor or outside sales rep","sales-representative-agreement-D556",{"situation":242,"recommended_template":243,"slug":244},"Channel or reseller partner commission program","Reseller Commission Agreement","reseller-agreement-D5202",{"situation":246,"recommended_template":247,"slug":230},"Recurring SaaS revenue with renewal commission rules","SaaS Sales Commission Policy",{"situation":249,"recommended_template":250,"slug":251},"Real estate or property sales commission structure","Real Estate Commission Agreement","real-estate-commission-agreement-D13759",[253,256,259,262,265,268,271,274,277,280],{"term":254,"definition":255},"Commission Rate","The percentage of a qualifying sale's value paid to the sales representative as earned compensation.",{"term":257,"definition":258},"Quota","A defined revenue or unit target assigned to a sales representative for a given period, typically a quarter or fiscal year.",{"term":260,"definition":261},"On-Target Earnings (OTE)","The total compensation a sales representative earns when hitting exactly 100% of quota, combining base salary and full commission.",{"term":263,"definition":264},"Accelerator","An increased commission rate that applies once a representative exceeds quota — for example, 10% on deals above 100% of quota versus 7% below.",{"term":266,"definition":267},"Clawback","A provision requiring a sales representative to return previously paid commission if a deal is cancelled, refunded, or the customer defaults within a defined period.",{"term":269,"definition":270},"Draw Against Commission","A guaranteed advance on future commission earnings, typically used during ramp-up periods, which the representative repays from earned commission.",{"term":272,"definition":273},"Eligible Revenue","The subset of closed revenue that counts toward commission calculation — typically excluding taxes, discounts beyond a set threshold, and pass-through costs.",{"term":275,"definition":276},"Split Commission","A commission shared between two or more sales representatives who jointly contributed to closing a deal — for example, a named account rep and an overlay specialist.",{"term":278,"definition":279},"Ramp Period","A defined initial period — typically 30 to 90 days — during which a new hire's quota is reduced while they build their pipeline.",{"term":281,"definition":282},"Spiff","A short-term bonus paid for selling a specific product, hitting a time-limited target, or closing a strategically important deal, separate from the standard commission structure.",[284,289,294,299,304,309,314,319,324,329],{"name":285,"plain_english":286,"sample_language":287,"common_mistake":288},"Policy scope and eligible roles","Identifies which employees and roles are covered by the policy, any roles explicitly excluded, and the effective date.","This Sales Commission Policy applies to all employees holding the title of [ACCOUNT EXECUTIVE / SALES DEVELOPMENT REPRESENTATIVE / REGIONAL SALES MANAGER] as of [EFFECTIVE DATE]. Employees in [EXCLUDED ROLES] are not eligible for commission under this policy.","Writing a generic 'all sales staff' scope with no role list. When compensation disputes arise, ambiguity about who is covered is the first argument a claimant makes.",{"name":290,"plain_english":291,"sample_language":292,"common_mistake":293},"Commission rate structure","Defines the commission percentage or dollar amount earned per deal, including any tiered rates that change above or below quota attainment thresholds.","Commission is earned at [X]% of Eligible Revenue on deals up to [100]% of quarterly quota. Deals booked above [100]% of quota earn at an accelerated rate of [X+Y]% for the incremental revenue above quota.","Defining only the standard rate and omitting accelerator and decelerator bands. Representatives will calculate what happens at 80% and 120% attainment — if the policy is silent, you will be asked in writing.",{"name":295,"plain_english":296,"sample_language":297,"common_mistake":298},"Quota setting and assignment","Explains how individual quotas are set, who approves them, when they are communicated, and what happens when a territory or role changes mid-period.","Quotas for each [quarter / fiscal year] are set by [ROLE] and communicated to each eligible employee no later than [X] business days before the period start. Mid-period quota adjustments require written approval from [VP SALES / CFO].","Not specifying a deadline for communicating quotas. Representatives who receive quotas after the period starts have a reasonable basis to dispute whether the full period counts.",{"name":300,"plain_english":301,"sample_language":302,"common_mistake":303},"Eligible and excluded revenue","Specifies exactly which revenue types count toward commission calculation and which are excluded — such as taxes, freight, discounts above a threshold, or deals from house accounts.","Eligible Revenue is defined as net recognized revenue from new and expansion deals, excluding: (a) sales tax, VAT, or GST; (b) discounts exceeding [X]% of list price; (c) pass-through costs; and (d) revenue from accounts designated as House Accounts in [CRM SYSTEM NAME].","No exclusion list at all. Without it, every heavily discounted deal, tax line, and freight charge becomes a commission dispute.",{"name":305,"plain_english":306,"sample_language":307,"common_mistake":308},"Commission calculation method","Shows, step by step and ideally with a worked example, exactly how commission is calculated from a closed deal to a payout amount.","Example: Deal value $50,000. Less 10% discount = Eligible Revenue $45,000. Commission rate 8% = Commission earned $3,600. If deal pushes representative to 110% of quarterly quota, accelerator of 12% applies to $5,000 above quota: additional $600. Total commission: $4,200.","Skipping the worked example entirely. Abstract formulas breed calculation disagreements; a concrete example eliminates most of them before they start.",{"name":310,"plain_english":311,"sample_language":312,"common_mistake":313},"Payment schedule and triggering events","States when commission is paid — weekly, biweekly, monthly, or quarterly — and what event triggers the payment, such as invoicing, cash collection, or contract signing.","Commission is paid on the [15th] of the month following the month in which the qualifying deal is [invoiced / cash collected]. Commission on deals with payment terms exceeding Net [60] days is paid in the month after the invoice is paid.","Saying commission is due 'when the deal closes' without defining 'close.' Does close mean signed contract, booked in CRM, invoiced, or cash received? Each definition produces a different payment date.",{"name":315,"plain_english":316,"sample_language":317,"common_mistake":318},"Clawback conditions","Defines the specific circumstances under which previously paid commission must be returned — such as customer cancellation, refund, or fraud — and the recovery process.","If a deal for which commission has been paid is cancelled, refunded, or charged back within [90] days of the payment date, the full commission paid on that deal will be deducted from the representative's next commission payment or, if insufficient, invoiced directly.","No clawback period at all. Without one, the company has no contractual basis to recover commission on deals that collapse shortly after payment.",{"name":320,"plain_english":321,"sample_language":322,"common_mistake":323},"Splits and overlay credits","Covers how commission is divided when more than one representative contributes to a deal, including overlay roles, solution engineers, and cross-regional assists.","When two or more representatives jointly close a deal, the commission split is agreed in writing before the deal closes using the [SPLIT REQUEST FORM]. Default split for an unresolved dispute is [50/50 / PROPORTIONAL TO ACTIVITY LOG]. Overlay roles (e.g., [SOLUTION ENGINEER]) receive [X]% credited separately and do not reduce the primary rep's commission.","No split policy at all, leaving managers to adjudicate splits deal by deal. This creates perceived favoritism and motivates reps to avoid collaborative selling.",{"name":325,"plain_english":326,"sample_language":327,"common_mistake":328},"Dispute resolution","Establishes a defined process and timeline for raising and resolving commission calculation disputes — who to contact, in what form, and how long resolution takes.","Commission disputes must be submitted in writing to [SALES OPS / HR] within [15] business days of the commission statement date. [SALES OPS] will investigate and respond within [10] business days. Unresolved disputes are escalated to [VP SALES AND CFO] whose joint decision is final.","No dispute deadline for the employee. Without a filing window, disputes can be raised months later, making records and deal context hard to reconstruct.",{"name":330,"plain_english":331,"sample_language":332,"common_mistake":333},"Policy acknowledgment and amendments","States that the employee has read, understood, and agrees to the policy terms, and that the company reserves the right to amend the policy with advance notice.","This policy is effective as of [DATE] and supersedes all prior commission agreements or representations. The Company reserves the right to amend this policy at any time with [30] days' written notice. Employee signature below confirms receipt and understanding of this policy.","Not including an amendment clause. When commission structures change — as they do almost every fiscal year — without this clause, prior written policies may be treated as permanent contractual commitments.",[335,340,345,350,355,360,365,370],{"step":336,"title":337,"description":338,"tip":339},1,"Define eligible roles and the policy effective date","List every job title covered by the policy by name, not department. Enter the effective date and confirm it aligns with the start of your next commission period.","If you are replacing a prior informal agreement, state explicitly in the scope section that this document supersedes all prior verbal or written arrangements.",{"step":341,"title":342,"description":343,"tip":344},2,"Set the commission rate tiers","Enter your base commission rate, then define the attainment thresholds at which accelerators or decelerators kick in. Express both as a percentage of Eligible Revenue.","A simple three-band structure — below 80%, 80–100%, above 100% — covers most sales teams without creating calculation complexity that erodes trust.",{"step":346,"title":347,"description":348,"tip":349},3,"Define Eligible Revenue precisely","List every revenue category that counts toward commission and every category that does not. Reference the specific CRM field or billing system line that represents each category.","Ask your finance team to pull a sample of last quarter's deals and test your Eligible Revenue definition against them before publishing the policy.",{"step":351,"title":352,"description":353,"tip":354},4,"Write a worked calculation example","Take one representative deal value, apply every step of the commission formula — discounts, eligible revenue, rate, accelerator if applicable — and show the output. Include this example in the policy body.","Use a deal size near the median of your average contract value so the example feels realistic to your team.",{"step":356,"title":357,"description":358,"tip":359},5,"Set the payment trigger and payment date","Choose your payment trigger (contract signed, invoiced, or cash collected) and the specific calendar date or payroll cycle on which commission is paid. Align this with your payroll system.","Cash-collected triggers protect cash flow but demotivate reps on long payment cycles. Consider a hybrid: 50% on invoice, 50% on cash collected for deals with terms over Net 45.",{"step":361,"title":362,"description":363,"tip":364},6,"Define clawback conditions and recovery method","Specify the clawback window in days, the triggering events (cancellation, refund, fraud), and how recovery works — deduction from future commission or direct invoice.","90 days is the most common clawback window for SaaS and subscription businesses; 30 days works for transactional product sales with clear delivery events.",{"step":366,"title":367,"description":368,"tip":369},7,"Add the dispute resolution process and timeline","Name the specific role or team that receives disputes, set a filing deadline (typically 15 business days from the commission statement), and state the escalation path and final decision authority.","Publishing a dispute process reduces disputes by signaling that the company takes calculation accuracy seriously — most reps will verify the math before filing.",{"step":371,"title":372,"description":373,"tip":374},8,"Collect signed acknowledgments before the period begins","Distribute the completed policy to all covered employees and collect a signed acknowledgment before the commission period starts. Store signed copies in your HR system.","Collecting acknowledgment digitally with a timestamp is as valid as a wet signature and takes less than 24 hours for most teams.",[376,380,384,388,392,396],{"mistake":377,"why_it_matters":378,"fix":379},"Defining 'close' without specifying the triggering event","If the policy says commission is earned 'when a deal closes,' every rep interprets 'close' differently — signed contract, booked in CRM, invoiced, or cash received. The difference can be weeks of payment timing and creates disputes at scale.","Define the exact triggering event in one sentence: 'Commission is earned on the date the customer invoice is generated in [BILLING SYSTEM].'",{"mistake":381,"why_it_matters":382,"fix":383},"No clawback clause","Without a clawback provision, the company has no contractual basis to recover commission on deals that cancel, churn, or default shortly after payment — a material liability for businesses with subscription or installment revenue.","Add a clawback section specifying a recovery window (30–90 days), the triggering events, and the exact recovery mechanism before any sales hire receives the policy.",{"mistake":385,"why_it_matters":386,"fix":387},"Omitting the accelerator and decelerator bands","A policy that only states the base rate leaves the most motivating and most litigated parts of the commission structure undocumented. Reps will model their own attainment scenarios and act on what they assumed.","Document every attainment band — below 80%, 80–100%, 100–120%, above 120% — with the corresponding rate in a table inside the policy.",{"mistake":389,"why_it_matters":390,"fix":391},"No amendment clause","Commission structures change almost every fiscal year. Without a written right to amend with notice, prior commission documents may be treated as fixed contractual obligations, limiting your ability to update rates or quotas.","Include a standard amendment clause: 'The Company reserves the right to modify this policy with [30] days' written notice to eligible employees prior to the start of the affected commission period.'",{"mistake":393,"why_it_matters":394,"fix":395},"Distributing the policy without collecting acknowledgment","If a rep disputes their commission and claims they never agreed to the policy terms, the absence of a signed acknowledgment gives that argument traction and complicates resolution.","Require every covered employee to sign or digitally acknowledge the policy before the commission period begins, and retain the timestamped record in your HR system.",{"mistake":397,"why_it_matters":398,"fix":399},"Vague Eligible Revenue definition with no exclusion list","Without an explicit list of excluded revenue — taxes, discounts above threshold, pass-through costs, house accounts — every unusual deal becomes a negotiation about what counts toward commission.","List inclusions and exclusions by name with a reference to the specific field in your CRM or billing system so there is a single source of truth for every calculation.",[401,404,407,410,413,416,419,422,425],{"question":402,"answer":403},"What is a sales commission policy?","A sales commission policy is an internal document that defines how sales representatives earn commission — including the commission rate or tier structure, qualifying revenue types, quota methodology, payment timing, clawback conditions, and how disputes are resolved. It replaces informal verbal agreements with a written standard that applies consistently across the sales team.\n",{"question":405,"answer":406},"What should a sales commission policy include?","At minimum: eligible roles and effective date, commission rate structure with any accelerators or decelerators, definition of Eligible Revenue and explicit exclusions, quota-setting process, payment trigger and schedule, clawback conditions, split and overlay rules, dispute resolution process, and an acknowledgment and amendment clause. Missing any of these sections creates a gap that typically surfaces at the worst possible moment — a disputed payout.\n",{"question":408,"answer":409},"What is the difference between a commission policy and a commission agreement?","A commission policy is an internal document that sets the rules for the entire sales organization — it applies to all covered roles and can be updated by the company with notice. A commission agreement is a bilateral contract between the company and a specific individual, negotiated and signed as part of their employment terms. For most businesses, a policy acknowledged in writing by each employee is sufficient; a separate agreement is used for senior reps or independent contractors with individually negotiated rates.\n",{"question":411,"answer":412},"When should commission be triggered — at contract signing, invoicing, or cash collection?","The choice depends on your revenue model and cash position. Contract signing motivates rapid deal closure but creates liability if deals frequently cancel before invoicing. Invoicing is the most common trigger for B2B businesses. Cash collection is safest for the company but demotivates reps on deals with long payment terms. A hybrid approach — 50% on invoice, 50% on cash collected — works well for high-value deals with terms beyond Net 45.\n",{"question":414,"answer":415},"What is a commission clawback and how long should the window be?","A clawback requires a sales representative to return previously paid commission if the underlying deal cancels, is refunded, or the customer defaults within a defined window. Typical windows range from 30 days for transactional product sales to 90 days for SaaS subscriptions or service contracts. The window should match your average deal cancellation pattern — if most cancellations happen in the first 60 days, a 90-day window captures the vast majority of clawback events.\n",{"question":417,"answer":418},"How do you handle commission when two reps work on the same deal?","The policy should define a default split rule and require written agreement on the split before the deal closes. Common approaches include equal splits (50/50) for co-selling peers, proportional splits based on documented activity, and overlay credits for specialist roles that do not reduce the primary rep's commission. Without a written split rule, managers adjudicate every collaborative deal individually, which creates inconsistency and discourages teamwork.\n",{"question":420,"answer":421},"Can a company change a sales commission policy mid-year?","Yes, if the policy includes an amendment clause giving the company the right to update terms with advance notice — typically 30 days. Without that clause, changes to a commission structure that employees have already worked under may be treated as a modification of their compensation agreement, potentially requiring their consent. Best practice is to time major commission changes to the start of a new fiscal year or quarter and communicate them in writing before the period begins.\n",{"question":423,"answer":424},"Do I need a lawyer to create a sales commission policy?","For most small and mid-size businesses with straightforward commission structures, a well-designed template is sufficient. Engage an employment lawyer when the policy includes unusual clawback provisions, applies to independent contractors in states with strict earned-commission laws (such as California), or when commission represents a significant percentage of total compensation for a large team. A one-hour legal review typically costs $200–$400 and is worthwhile before rolling out a policy to more than 10 commissioned employees.\n",{"question":426,"answer":427},"What is an on-target earnings (OTE) figure and how does it relate to the commission policy?","On-target earnings is the total compensation a sales representative earns when hitting exactly 100% of their quota — base salary plus full commission at the standard rate. The commission policy defines the rate structure that produces the commission component of OTE. When recruiting, OTE is quoted as a single number; the policy explains how the commission portion of that number is earned, calculated, and paid.\n",[429,433,437,441],{"industry":430,"icon_asset_id":431,"specifics":432},"SaaS / Technology","industry-saas","Renewal commission rules, ARR expansion credits, and multi-year deal proration are standard additions for subscription-based businesses.",{"industry":434,"icon_asset_id":435,"specifics":436},"Financial Services","industry-fintech","Regulatory restrictions on commission structures (FINRA, FCA) and suitability requirements often constrain rate design and require compliance review before publication.",{"industry":438,"icon_asset_id":439,"specifics":440},"Real Estate","industry-real-estate","Commission splits between listing and buyer agents, brokerage fee deductions, and referral fee pass-throughs are industry-specific additions that standard policies omit.",{"industry":442,"icon_asset_id":443,"specifics":444},"Manufacturing and Distribution","industry-manufacturing","Rep territories, house account carve-outs, and commission on distributor sell-through versus direct sales require distinct eligibility and rate sections.",[446,449,452,456],{"vs":236,"vs_template_id":447,"summary":448},"sales-plan-D726","A sales compensation plan is a broader document covering base salary, OTE, equity, benefits, and the overall pay mix for a sales role. A commission policy is the specific section that governs how commission is calculated and paid. The two are often distributed together but serve different functions — the plan sets expectations, the policy sets rules.",{"vs":105,"vs_template_id":450,"summary":451},"sales-representative-agreement-D12700","A sales representative agreement is a bilateral contract with a specific individual — typically an independent contractor — that governs the entire commercial relationship including territory, exclusivity, and commission terms. A commission policy is an internal company document that applies to all eligible employees. The agreement is negotiated per person; the policy is set by the company and acknowledged by the employee.",{"vs":453,"vs_template_id":454,"summary":455},"Employee Bonus Policy","D{BONUS_POLICY_ID}","A bonus policy governs discretionary or performance-based one-time payments tied to company or individual goals. A commission policy governs recurring payments directly tied to individual revenue production on a deal-by-deal basis. Bonuses are typically discretionary; commission, once earned under the policy terms, is generally considered owed compensation in most jurisdictions.",{"vs":457,"vs_template_id":447,"summary":458},"Sales Plan","A sales plan outlines go-to-market strategy, target accounts, revenue goals, and tactical initiatives for a defined period. A commission policy defines how individual reps are paid when they execute that plan. The sales plan is a strategic document for the organization; the commission policy is an operational document for the individuals doing the selling.",{"use_template":460,"template_plus_review":464,"custom_drafted":468},{"best_for":461,"cost":462,"time":463},"Small sales teams of 1–10 reps with a straightforward flat or tiered commission structure","Free","2–4 hours to complete and distribute",{"best_for":465,"cost":466,"time":467},"Teams of 10+ reps, complex multi-product rate structures, or roles with significant clawback exposure","$200–$500 for a one-hour employment lawyer or HR consultant review","1–3 days",{"best_for":469,"cost":470,"time":471},"Enterprise sales organizations, regulated industries, or independent contractor networks with state-specific earned-commission compliance requirements","$1,000–$3,000 for a custom employment counsel engagement","1–2 weeks",[473,474],"how-to-design-a-sales-commission-structure","sales-compensation-benchmarks-by-role",[476,240,477,478,479,480,481,482,483,484,485,486],"30-60-90-day-sales-plan-D12785","employment-agreement_at-will-employee-D541","job-offer-letter-long-D12769","employee-handbook-D712","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","how-to-review-employee-performance-D12595","kpi-report-D13180","how-to-create-a-sales-forecast-D12565","price-setting-D1407","incentive-agreement-D13226",{"emit_how_to":488,"emit_defined_term":488},true,{"primary_folder":114,"secondary_folder":490,"document_type":491,"industry":492,"business_stage":493,"tags":494,"confidence":498},"compensation-and-payroll","policy","general","all-stages",[491,495,496,497],"sales-commission","compensation","sales-operations",0.95,"\u003Ch2>What is a Sales Commission Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Sales Commission Policy\u003C/strong> is an internal operational document that defines the rules governing how sales representatives earn, calculate, and receive commission compensation. It specifies which roles are eligible, how commission rates are structured across attainment tiers, which revenue qualifies for payout, when payment is triggered, under what conditions previously paid commission can be recovered, and how disputes are resolved. Unlike a casual verbal agreement or a one-line clause in an offer letter, a written policy creates a single authoritative reference that applies consistently across every rep, every deal, and every period.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written commission policy, every unusual deal becomes a negotiation: the heavily discounted contract, the deal split between two reps, the customer who cancels 45 days after the rep was paid. Disputes escalate to management, erode trust, and cost time that should go toward selling. Beyond internal friction, several US states — California and Illinois among them — treat earned commission as wages, meaning an underpaid commission claim can become a wage-theft allegation with statutory penalties. A clear policy, acknowledged in writing by each eligible employee before the period starts, closes the ambiguity that creates these problems. This template gives you a complete, editable starting point covering every material element of a defensible commission structure — so your team knows exactly what they earn, when they earn it, and what happens when something goes wrong.\u003C/p>\n",1781186031963]