20-221D 20-221D . . . Stock Bonus Plan Board of Directors has authority to determine which key employees shall be awarded stock bonuses, amounts of bonuses, number of shares of common stock to be awarded, and all other terms and provisions of each bonus. Bonus awards are based on attainment of specified types and combinations of performance measurement criteria, which may differ as to various employees
Arkansas Executive Bonus Plan
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US-CC-20-221D
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Right-to-Work Laws An employer cannot deny or otherwise condition an employee's right to work upon that employee's membership or non-membership in any labor union or labor organization. Ark. Code Ann. §§ 11-3-302 - 304.
11-4-610. (a) No employer shall discriminate in the payment of wages as between the sexes or shall pay any female in his or her employ salary or wage rates less than the rates paid to male employees for comparable work.
The purpose of the Class and Comp Act is to establish uniform classifications and a uniform compensation system, including the eligibility for salary adjustments, establishing extra-help positions, and eligibility for a shift or compensation differential.
Arkansas courts recognize the right of employers to fire employees under the ?employment at-will doctrine? where an employer-employee relationship remains completely terminable at will (other than for discriminatory reasons related to age, sex, race or religious beliefs) by either the employer or employee, unless there ...
Grant Wallace, Director of the Employee Benefits Division (EBD), is a lifelong Arkansan who was born and raised in Little Rock, where he graduated from Catholic High School for Boys. Wallace graduated Summa Cum Laude with a bachelor's degree in general studies from Texas Tech University.
Two separate 5% base pay increases have been approved over the next two fiscal years. The first increase will be effective July 1, 2023. The second increase will be effective September 1, 2024. Each increase will result in a minimum of a $3,000-dollar annual pay raise for all employees.
Classification and compensation plans group positions on the basis of a uniform criteria (i.e. job duties and knowledge requirements). It then allocates positions to salary grades that reflect their relative worth to the organization.
