Understanding Compensation

UNDERSTANDING COMPENSATION

Our Commitment

We are glad you have joined us and hope you will enjoy working at Quark Enterprises. We believe that companies and individuals work better when reward is derived from results. We are committed to providing exceptional compensation for exceptional performance.

When we hired you, we had confidence that you were worth a generous compensation. This meant that we had confidence that you were worth a generous compensation. The compensation system described below allows you to prove that you can perform at this high level, and deserve this above-average compensation.

We believe that timely feedback, transparency, and accountability are essential to building a healthy workforce. If at any time you feel like you that any of these areas is lacking, or if you have any questions or concerns about this policy, please come talk to us.

Goals

Sprout’s compensation plan is intended to:

• Encourage teamwork and build strong teams

• Align company and employee objectives

• Attract quality talent through above-average compensation

• Provide continuous and timely feedback to team members

Structure

In addition to a base hourly rate, team members may receive a weekly bonus from a pool of money. The size of a team’s weekly pool is calculated using metrics (such as the number of units of a product produced, timeliness of shipments, etc.). A description of each team’s metrics can be found at qark.io/reports/metrics. Please note that the metrics may be changed from time to time.

The amount each team member receives from the weekly pool is determined by his or her “individual share,” which is calculated by multiplying the number of hours he or she worked by their share rate. (A team member’s share rate is determined in a quarterly review and is based on performance standards. Share rates may be improved between quarters based upon the efforts of the team member).

That number is then divided by the total number of shares earned by the team, including any shares for non-team member contributions. Work completed by employees who do not belong to the team is compensated at a standard rate. Although a team’s pool does not compensate a non-team member’s contribution to a team’s project, the hours worked are multiplied by the default share rate and the accompanying portion of the pool is withheld. Occasionally, a fixed number of hours may be used to calculated shares for the team members when work results are delayed and not tied to the number of hours worked in a week.

Please note that the structure and calculation of a team’s weekly pool may differ between teams. Team members can view their estimated pay at qark.io/clock/profile. Actual pay can be viewed in the Time Clock.

Additionally, each team can set goals and view its pool on the team page which can be found at the production team page.

Time Tracking

In order to accurately calculate each team’s pool and each team member’s individual share, as discussed below in this policy, it is extremely important that all employees carefully and accurately record all hours worked in the time clock.

Overtime

If an hourly employee works overtime, all Non-Team and Team pay is used to calculated an equivalent rate for the week in which that employee worked overtime. The amount of overtime paid will always be at least 1.5x the team member’s regular hourly rate for the week in which he or she worked “overtime” hours (more than 40 hours in a workweek).