Real Rewards for Real Contributions

When the Company Wins, You Win With It

Employee Profit Sharing Bonus Plans tie real company performance to meaningful employee rewards — with a vesting structure designed to retain the people who make it all happen.

The Gap Between What You Create and What You Take Home

Most people go to work every day, do their job well, and help their company grow — but the rewards they see don’t always reflect the value they create. Salaries cover the bills. A raise here and there keeps pace with inflation. But when the company has a great year, that success rarely shows up in any meaningful way for the people who made it happen.

It doesn’t have to be that way. An Employee Profit Sharing Bonus Plan creates a direct connection between what the company earns and what you take home — giving you a real, growing stake in the success you’re helping build, year after year.

Average revenue generated per worker per year for their employer

$ K+

Of employees say they’d stay longer with meaningful financial incentives beyond salary

More wealth accumulated by workers who participate in profit sharing plans

Of private companies offer any form of profit sharing to non- executive employees

How It Works

Simple, Powerful, and Built to Retain

Each year, employees earn a bonus based on company performance. A portion is paid
immediately. The rest vests over time — rewarding loyalty with real, growing value.

Company Performs

Each calendar year is a Performance Year. At year end, the Plan Administrator evaluates company profitability, cash flow, and performance to determine whether to grant bonus awards — and in what amounts.

Awards Are Granted

By March 15 of the following year, eligible employees receive a written Award Notice showing their total bonus amount, the payment schedule, and their full award history.

Payments Vest Over Time

25% of each award is paid by May 15 — an immediate reward. The remaining 75% vests and pays five years later, provided the employee remains with the company. Unvested amounts are forfeited upon departure for any reason.

The 25/75 Structure

Every award is split into two parts. The first payment delivers immediate recognition for the year’s contributions. The deferred balance becomes a growing incentive to stay — and as new awards are granted each year, the unvested balance compounds into something meaningful.

Immediate Reward — 25%

25%

Retention Incentive — 75%

75%

The Compounding Effect

The Longer You Stay, the More You Build

As awards accumulate year after year, the unvested balance becomes a powerful reason
to stay. Here’s what a hypothetical employee’s plan might look like over time.

Performance Year	Total Award	25% Paid	75% Deferred	Total Unvested Balance
Year 1	$10,000	$2,500	$7,500	$7,500
Year 2	$12,000	$3,000	$9,000	$16,500
Year 3	$13,000	$3,250	$9,750	$26,250
Year 4	$14,000	$3,500	$10,500	$36,750
Year 5	$15,000	$3,750	$11,250	$48,000
5-Year Totals		$16,000	$48,000	$48,000

Illustrative example only. Actual award amounts vary by company and year and are entirely discretionary.
Unvested balances reduce as deferred payments from earlier years vest and are paid.

Transparency & Communication

You’ll Always Know Where You Stand

Participating employees receive clear, detailed statements throughout the year — so there’s never any guesswork about what you’ve earned, what’s been paid, and what’s ahead.

When Companies Grow, Everyone Should Benefit

Small and mid-sized businesses are the engine of the American economy — creating jobs, building communities, and driving growth from the ground up. The people who show up every day to make that happen deserve more than a paycheck. They deserve a stake in the success they’re helping create.

An Employee Profit Sharing Bonus Plan turns company performance into personal opportunity. It gives every participant a real, tangible path to building something — not just for the business, but for themselves and their families. When the company wins, the team wins with it.