Did you not have enough qualifying team members? They said that you would only get paid on the level you made that month. I'm a team leader but I got paid as a consultant since none of my consultants submitted anything last month.

 

I remember them saying something like that, I have no clue though!

 

Okay so I went and looked. Hope this helps. On the training page for the new career plan, I found this in the Q & A page.

Looks like you keep you title of Director, but you get paid as what ever level you qualify for. If you personal sales were over $750, then they do the old calculation.

Income Transition

* For everyone who is a Director, Advanced Director or Senior Director on April 1:
o In April, May, and June, we will calculate your earnings under the new career plan AND the old plan.
o We will pay you the higher of the two plans, for those three months.
o To be eligible to participate, you must have at least $750 in personal commissionable sales for the month. (This means that a Director is not eligible for an income transition payment during a grace month.)

 

You are paid as a Director if you were one before April 1. The difference that you get added shows up on the bottom of the commission statement as "Transition Plan Adjustment".

 

See that's what happened to me. I turned in $5453 and I was paid as a TL (my SC teams didn't have team members submit anything). Although my paycheck is right around what I figured, I did expect it to be more with the production bonuses. That's where its not adding up for me.

I think the transition adjustment may be the 2% - 3% but not sure if the prod bonus is in that as well. I dislike not understanding the paycheck. It's driving me batty!

I also only got reimbursed $100 for the conference instead of the full $200. Maybe I'll see the other $100 on my next check.

I have a call into PC Financial so we'll see what happens!

 

I earned half-price conference, but didn't get reimbursed at all. I sent an email to Financial Services this morning questioning why some people were reimbursed, but others weren't.

 

I thought to earn free conference you had to submit $6000?

 

Nope - it was $2500 for 1/2 price, and $5000 for free. I went and checked because I thought maybe I had the amounts wrong for mine. I submitted over $2800, and didn't get reimbursed for 1/2 price. (and yes, it was all April sales.)

 

I also had a consultant qualify in March for the promo w/ double bonuses...instead of $25, it was to be $50, etc. I got the $25 for her qualifying under commission, but under the deductions it also shows March Bonus -$25.00. WTF!

 

I agree it is too much changing...paid as director one month, TL the next..how do you keep track?

Finance can't even return a call, I'm not surprised they got our pays wrong too...

 

??? My understanding was that all directors and above had a grace period before they lost their status? I'm positive that is the case, so I'm not sure how she would have "lost" anyone.

I'm GLAD that some of these upper level directors may be feeling the pinch, though. I know of at least one Sr. Director who does absolutely nothing except the bare minimums to remain active, but because her "first line" consists of people who have promoted above her, she makes thousands of $$ a month.

 

I think that there must be more to this story than has reached your ears - no offense on you. Anyone who has been with the company for 16 years and has reached the SD status should have had a much better handle on her own business and her team stats and known way in advance what was going to happen to her month. and, unless she just had a bad month should have had way more than $900 in sales to turn in.

And, through July, all directors will be paid on whichever plan is higher ($$) for a 'transition period' to help us build out teams. That being said, if she had maintained the quotas necessary for the old plan then she would have been paid by the old plan if that is the one that would have paid her higher.

 

Don't you have a line on your commission statement that says "Transition Plan Adjustment Payment" ?

It's in the summary section on the bottom.

 

I do hope that they give us a break-down of how they figured the "Transition Plan Adjustment Payment" though. My paycheck was w/in $12 of what I figured it would be.

 

If you were paid as a Team Leader, it's because your performance for April was at the Team Leader level, not at the Director level. Even with the "paid using the higher program" clause, one had to actually perform as a Director in order to get that pay.

 

How do you even check what your commission is?

 

On Consultant's Corner, there's a link in the right column to "my commission."

 

I was of the understanding that the only part of the old plan that would apply was the actual pay computations. The REQUIREMENTS for being paid as a Director would follow the new plan.

 

It's very confusing - I'm not sure. In talking to my SED, we thought it was either/or during the transition.

 

hmmm - I'm confused for you too. I did not have 2 SC and I had my worst month this year in April. I didn't do all the math, but when I guestimated my pay, I was only a few $$ off. I hope HO gives us more explanation.

 

I know the situation concerning the upline who lost a director in her line. She is an excellent SD and is very on top of her business.She has relocated her business 4 times in the past year and never asked for a grace month. When she needed it she found out that you must request it by the 25th of the month. Do you always know when your host will lose a relative and not be able to close her show? Or her child is admitted into the hospital and she is unable to have her show? Those are just things that happen in this business. I wouldn't think that she had just allowed it to happen because she wasn't doing her job.

 

I have a Team Leader in my downline that I personally recruited and I did not receive one cent of commission on her sales or on her downline sales. How is that right?

 

I just checked the new plan cards and the FAQ that was posted later, and while both mention the pay transition with a requirement that Directors submit $750 in personal sales, neither specifically mention that Directors must meet the current (new) Director requirements to be paid as a Director. In my opinion, since the new plan has the pay for performance clause, HO may have thought that would be understood and didn't need to specify that all the requirements would have to be met in order to get the pay.

 

What timing is it that our first new plan pay day was on a Friday and statements posted so late in the day? I'd sure hate to work at HO on Monday morning - what a mess they are starting their day with! LOL

 

something is really wrong...

 

This may answer some questions, but may make this thread worse, so don't shoot the messenger!

On CC, under the "New Career Plan", there is a FAQ section regarding the Transition of Title:

* Example 1: If you qualify for Director by the end of March –under the current rules of 5 personally recruited, active, qualified recruits – we’ll recognize your April 1 promotion and you'll start the new plan as a Director.

* Example 2: If you’re a Senior Director today, but would fall to Advanced Director on April 1 under the current plan, you will start the new career plan as an Advanced Director.

* Example 3: If you’re a Director for whom March is relinquishment month 1 or 2, you will start the new career plan as a Director. You will retain your direct and indirect Consultants and Future Directors (as they are called under the current plan), and any Directors in your 1st line will be in your 1st Generation, assuming they are still Directors as of April 1. (The same is true for 2nd and 3rd line Directors, who will be 2nd and 3rd Generation Directors, assuming they are Directors as of April 1.)

* Example 4: If you’re a Director for whom March is relinquishment month 3, and you do not meet the Director requirements under the current career plan in March, you will begin the new career plan as a Team Leader or Consultant, depending upon whether you would have fallen to Future Director or to Consultant. You will keep your direct and indirect Consultants and Future Directors (as they are called in the current plan). In addition, the current plan rule applies that Directors or above in the first line will pass by and be permanently assigned to the upline roll-up eligible Director.

* Example 5: If March is your first or second month of the re-promotion period, that means you are now a Future Director or Consultant. If you meet the current Future Director requirements in March, you will be a Team Leader on April 1. If not, you will be a Consultant on April 1. You will keep your direct and indirect Consultants and Future Directors (as they are called in the current plan).

* Example 6: If March is your third month of the re-promotion period, that means you are now a Future Director or Consultant. In order to start the new career plan as a Director on April 1, you must meet the re-promotion requirements by the end of March. If you don’t, members of your original Cluster will be assigned to your upline Director (following the current career plan rules). New Consultants who were signed during the three-month repromotion period will remain assigned to you. If you met current Future Director requirements in March, you will begin the new career plan as a Team Leader. Otherwise, you will start as a Consultant.


Title Transition

* April is the first month of the new career plan. If your April performance qualifies you for a higher title, you'll promote to that title on May 1. Plus, you'll be paid for your April performance at that higher level.
* If you don't qualify for a higher title in April, you'll keep your April 1 title going into May.
* Beginning in May, you'll have your title for at least three more months.
o Team Leaders through Senior Directors will have their title through July. (This means any title demotions will not occur until August 1.)
o Executive Directors will have their title through October.
o Senior Executive Directors will have their title through January 2010.
o National Executive Directors will have their title through April 2010.
* If you meet the qualifications for a higher title at any time, you'll promote to that level and start earning even more.

 

I am not concerned about a title. I am concerned about my check. I understood that we would be PAID as directors through July. I will continue to support my downline and do my shows. I would like to be paid the way the company said they would pay us. The title doesn't matter.

 

Like Linda said earlier, if you are a Director, not in relinquishment month 3 at the end of March, you are paid as a Director in April.

That is what the "Transition Plan Adjustment" at the bottom of your commission statement is for.

If the "Transition Plan Adjustment" line is not there (it is the second from the bottom line at the very bottom of the commission statement), then call HO on Monday.

I am sure there will be more than one person calling!

All I know is that this is the beginning of an up and down title and commission structure for everyone....it will take some getting used to....for HO as well as us!

 

I am not and have never been in relinquishment. I see the line you are talking about but it isn't enough. I did not receive commission on over $16000 in my downline sales. I was not paid on a Team Leader or her downline. And I received no bonuses. I can compute the commission that I should have gotten. The adjustment doesn't cover it.

 

I think that there were a lot of issues with the payment of the transition amounts. I would just call HO and have them investigate.

I am sure that alot of us would like to hear the results as well -- let us know what's up.