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Feature · Safeguards & Controls

You set the rules. We enforce them.

Bonuses only pay when the work earned them. Quality stays non-negotiable. Safety stays non-negotiable. Callbacks pull bonuses back automatically. Deferred pools reward long-term wins. Every guardrail built in.

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Safeguards — bonus payout policies and approval flow

Three layers of protection

Rules at the front. Penalties in the middle. Reserves at the back.

The bonus only pays when the work earned it. Every layer protects margin, quality, and trust — without ever asking you to do bonus math by hand.

1

Set the standard

Define what passes. Quality, safety, attendance, dependability — your rules, your thresholds.

2

Apply deductions

Property damage, callbacks, safety violations come out of the bonus pool first. Seven categories built in.

3

Hold the reserves

15-30 day held periods + deferred pools that pay out at year-end, contract close, or renewal.

Four capabilities

Built around how the work actually breaks.

Every safeguard is configurable. Set fixed amounts, decide at approval, run different rules per branch. The dashboard surfaces what needs your attention. Everything else handles itself.

Capability 1

Disqualifiers — the standards that gate every bonus

Customer satisfaction. Safety attendance. Quality approval. Attendance. Each one passes or it doesn't. One fail blocks the whole bonus.

Apply to ProPays, ProGoals, or route groups — per branch, division, or company-wide. Crew sees pass/fail live.

  • Polymorphic — applies to every bonus structure
  • Configurable per branch, division, or organization
  • Crews see pass/fail in real time on the mobile app
  • One failed standard blocks the entire payout
Bonus Payout Policies with four pass/fail rules
Capability 2

Penalties — the deductions that protect the standard

Property damage. Safety violations. Customer complaints. Vehicle damage. Tool theft. Quality issues. Seven categories, fully configurable.

Fixed amounts upfront or decide at approval. Penalties come out of the bonus pool before savings get split.

  • 7 built-in categories, configurable wording and amounts
  • Fixed-amount or set-at-approval flexibility
  • Applied per-job, per-route, or per-statement
  • Custom categories supported when the seven aren't enough
Seven penalty categories with configurable amounts
Capability 3

The Held Bonus Ledger — bonuses you can pull back

Callback 30 days after a bonus paid? Protiv pulls it back on the next statement. Zero manual math.

Approved bonuses sit 15–30 days before paying out. Quality issues come out of the pool first. Real reason to do it right.

  • 15-30 day held periods before bonuses pay out
  • Callbacks auto-deduct from the next statement
  • Warranty work comes out of the bonus pool first
  • Crews see hold reasons and timing on their phone
Day 1 bonus paid, day 30 callback, day 31 auto-deducted from next statement
Capability 4

Deferred Bonus Pools — three flavors, all rolling forward

Reward the long tail. Year-end excellence. Contract performance. Renewal loyalty. Bonuses that build over time.

Most performance pay covers the per-job moment. Deferred pools cover the rest — yearly retention, renewed contracts, long jobs done clean.

  • Year-end excellence bonus — quarterly or annual, paid Dec 31
  • Contract bonus — for recurring jobs, paid at job completion
  • Renewal bonus — paid when contracts renew
  • Eligibility rules configurable per pool
Three deferred bonus pools — year-end, contract, renewal

Common questions

Real edge cases. Real answers.

Every operator who's tried bonus programs has hit these questions. Here's how Protiv handles them.

What if a callback hits months later?
The Held Bonus Ledger pulls it back automatically on the next statement. No manual math, no awkward conversations.
Can I set different penalty amounts per category?
Yes. Fixed amounts upfront, or set-at-approval. Per category, per branch, per organization. Whatever fits how you actually run.
What if a worker misses one safety meeting?
You set the threshold. One miss can block the whole bonus, or you can configure tolerance. Some shops use 3-strikes, some use zero-tolerance. Your call.
Do disqualifiers apply across the whole organization?
Yes — and they can also be configured per branch or division. Different markets can run different rules from one platform.
How do deferred pools handle people who quit before payout?
Eligibility rules are configurable per pool. Most customers pay only those still active at the payout moment. Set the rule once and it applies forever.
Can workers see why they earned or lost?
Yes. Every disqualifier, penalty, and deduction shows up on their statement and in the mobile app. No surprises on payday — and a lot fewer disputes.

15 minutes a week. Three approval levels.

Field manager flags exceptions. Branch manager does final approval. Account manager processes payroll. In smaller shops, the same person does all three. The dashboard surfaces what needs review and lets you bulk-approve everything that's clear.

See the workflow →

What this means for your business

Standards stay high. Margin stays protected.

$0
Manual callback math
Held Bonus Ledger pulls deductions back automatically
7+
Penalty categories built in
Plus custom categories for whatever else matters
3
Deferred pool types
Year-end, contract, renewal — all rolling forward

"Our crews are hitting incredible production levels. The safeguards mean I never have to argue about pay again — and quality has only gone up."

— Mick Mulhall, Owner · Mulhall's Landscaping · $20M+ revenue

See the safeguards on your rules.

30 minutes with our team. We'll walk through how disqualifiers, penalties, the Held Bonus Ledger, and deferred pools would work on your business — your standards, your thresholds, your workflow.

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