Bonu­ses and gratuities

What is the dif­fe­rence bet­ween a genuine bonus [echte Gra­ti­fi­ka­tion] and a bonus in principle [unechte Gra­ti­fi­ka­tion]? Does a bonus amount to a varia­ble salary ele­ment or a genuine gra­tuity? Can a bonus be made depen­dent upon con­di­ti­ons, such as the requi­re­ment that notice to ter­mi­nate the employ­ment rela­ti­ons­hip has not been given? Can a part of the salary be inves­ted by the employer in shares and/or stock option plans? Does the recur­ring pay­ment of a bonus lead to a cor­re­spon­ding enti­t­le­ment on the part of the employee? Dr. Harry Nötzli will be happy to ans­wer this and other ques­ti­ons con­cer­ning the issue of salaries/bonuses/gratuities.

How may I help you?

Dr. iur. Harry Nötzli is a licen­sed Attor­ney-at-Law and a Cer­ti­fied Spe­cia­list SBA Employ­ment Law and has broad and long-stan­ding expe­ri­ence in the area of employ­ment law and public sec­tor labour law. He advi­ses and repres­ents pri­vate indi­vi­du­als, enter­pri­ses, public sec­tor workers and muni­ci­pa­li­ties. He is able to gua­ran­tee com­pe­tent and prag­ma­tic sup­port to his cli­ents and, as a part­ner in the law firm, has an excel­lent net­work of connections.