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Welcome video (30 secs)Subtitle 2 (QnA) - What are the metrics for AICP? Adoption Leave
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Please visit the Bonus Plan - Global Annual Incentive Compensation Plan (AICP) page to see the global AICP metrics
How is an individual’s AICP payment determined?
The Company is committed to a professional and safe working environment for all personnel. To accomplish this, we make every effort to ensure our workplaces are free from any form of harassment or discrimination. All employment opportunities should be based on merit and sound business decisions and not on factors such as favoritism due to romantic, sexual, or family relationships or any other strong relationship that may influence the terms & conditions of employment.
Romantic or sexual relationships at work can be perceived as inappropriate or result in allegations of preferential treatment, sexual harassment or conflicts of interest. Even consensual relationships between employees of different leadership levels can create an unhealthy power dynamic, and should be avoided.
Similarly, the placement of friends or relatives in certain positions may create the perception of favoritism or the potential for a conflict of interest.
In addition, influencing employment opportunities based solely on characteristics such as nationality, race or ethnicity could also lead to violating our Equal Opportunity policy.
An individual's bonus award depends on a number of factors: Adoption Leave
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Resources (Links to a new page)
. Bonus Plan FAQs – North America Annual Incentive Compensation Plan (NA AICP)
. AICP Plan Document
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The Company is committed to a professional and safe working environment for all personnel. To accomplish this, we make every effort to ensure our workplaces are free from any form of harassment or discrimination. All employment opportunities should be based on merit and sound business decisions and not on factors such as favoritism due to romantic, sexual, or family relationships or any other strong relationship that may influence the terms & conditions of employment.
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