The Rural Voice, 1986-04, Page 17cannot be made. Again, if the in-
centive is based on a final product,
it can be paid when the cheque
comes in.
It is important to pay the
employee when the requirement
has been met or at a specified time
each year. A time frame helps
specify the employee's goal. Also,
at this time, the plan can be renew-
ed or adjusted to set new objectives
or lower over -ambitious expecta-
tions.
A bonus is additional. It should
not take anything away from the
employee if the goal is not met.
Think positive. Pay the extra for
increased production rather than
deducting pay for decreased pro-
duction. The result will be
reflected in the employee's attitude
towards the business.
"Many employees like the idea
of being able to have more respon-
sibility," says Shipley. "Money
isn't everything." Money is no
substitute for positive labor rela-
tions. Showing your appreciation
for and listening to your employee
is always very important.
Though an incentive plan pro-
vides added responsibility, it
should not shift financial risk to
the employee. The employee usual-
ly does not have the resource base
and should not be expected to
carry the burden of risk by laying
out capital or investing substantial
sums of money. If this is required,
consider forming other styles of
agreements, such as income -
sharing or a partnership, which
may require consultation with
lawyers and accountants.
Finally, by recording the
specifications of the incentive,
time of payment, and parties in-
volved, future disagreements when
payment comes due are eliminated.
If you are interested in
establishing an incentive program,
meet with your employee(s) to
discuss what would benefit the
farm, interests, enterprises involv-
ed, and possible goals.
Ask your neighbors if they use
one or more incentive plans, what
they are and how well they work.
Consult a lawyer or accountant
to discover any legal or tax im-
plications which may come into
consideration.
In summary, an incentive plan
benefits the people who work for
and own the farm, improves rela-
tions and production, and helps to
encourage good employees to re-
main, who are assets to the
business. ❑
WE HAVE
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Soybean Seed
There is more to seed quality than
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Rick Upfold, U of G
Crop Specialist,
explains:
"Even though farmers are
using varieties that score well in
germination tests, they can still
get a poor yield.
But seed with
vigour can re-
duce problems
associated with
soil crusting, be-
cause the seed
is better able to,
break through
the crust.
"Unfortunately, testing for seed
vigour is not a common practice,
and farmers have no easy and
reliable method of testing for
it on the farm."
df
/1
FIRST LINE offers
SEEDLING VIGOUR that
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• HODGSON 2900 H.U.
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To reduce the risk of
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Contact:
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HILL E3 HILL FARMS Pete Rowntree, Varna 482-3218
GORD STRANG Exeter 235-1466
APRIL 1986 15