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While basing bonuses solely on individual rather than firm-wide performance may seem fairer, and may be more effective at persuading the best performers to stay, it also creates a raft of problems around questions of transparency and objectivity. Measuring individual performance through meeting chargeable hours targets has the advantage of some objectivity, but the increases in chargeable hour targets that have accompanied recent salary rises have arguably made meeting the criteria more difficult. And at a time when work-life balance issues have come to the fore, it also sends out a contradictory message if workers comp in arvada california firms are claiming on one hand to be concerned about their employees’ work-life balance while on the other, financially rewarding those who put in the most hours. One notable effort in this respect is the scheme at CMS Cameron McKenna, where a bonus can be taken as additional holiday rather than in cash.
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