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Compensation Plan Information Effective
January 2011
Details Summarized from the Document with
Editorial Added «
Plus Company Answers by FAQ
Questions? Call our hotline 276-645-2971
available 8am to 9pm ET M-F or send an email to
salessupport@vollara.com.
All emails will be answered within 24 hours
during the business week.
Register
for the Official Company Calls via the
link at the top of our
Welcome Page.
|
9
Wonderful
Words
for Breaking Ice with Prospects (3
versions and a follow-on question)
"Would $8,000 a month and a car interest you?"
"Would
$4,000 a month and a car interest you?"
"Would
$2,000 a month and a car interest you?"
"Would $1,000
a month in your third month be okay
while you are working on the higher amount?"
Just to be clear: Our March 2011 program works on a
28-day cycle, not by the month.
"Month" is
used in these ice-breakers because that's how people
think.
Because there are 13 cycles in each year, the true
Guaranteed Minimum Income (GMI)
earnings (if
converted to a monthly average)
would be 8.33% higher
than
shown. $8,000 per cycle = $8,666.60 per month. And don't
forget the car allowance.
|
|
Bonus Cycles for Volume
Qualifications
1.
Qualification periods will move to a 4-week Bonus Cycle
on March 1.
a. You still
earn ‘now money’ with Fast Start and Fast
Start Plus bonuses ( on
Pack sales)
and retail profits.
b. Fast Start
Bonuses, Fast Start Plus Bonuses, Preferred
Customer Bonuses and Retail Profits will
continue to be paid weekly ( on
day 8 after the business close) if you are
Active* at the time the bonus payout is
calculated.
c. All other
Compensation Plan payouts will be paid based
on a 4-week Bonus Cycle if you meet the
bonus qualifications at the time the bonus
payout is calculated.
d. Volume
requirements have been adjusted to reflect
the 4-week qualification period.
Volume adjustments are between 2x – 4x of
the 1-week requirements for the
4-week Bonus Cycle.
*Active = have a minimum of 100 PV in 4
weekly pay periods (current pay period plus
the 3 prior weekly pay periods).
2. The Bonus
Cycle will move from a Sunday night close to
a Monday night close.
Q. Why are
these bonus cycle changes beneficial?
A. We
understand the need for ‘now money’ which
makes a weekly payout very attractive. But
we also know that we have limited control
over the timing in which people make an
enrollment or purchase decision. There are
times that you would need more than a week
to build toward qualification. That is why
we are adjusting our Bonus Cycles.
Q. What is a
Bonus Cycle?
A. Beginning on
March 1, 2011, each Bonus Cycle will run for
4 weeks. A year has 13 4-week cycles. Each
of our 13 Bonus Cycles begins on a Tuesday
and ends on a Monday.
Q. What is a
Weekly Period?
A. Weekly
periods begin on Tuesday and end on Monday.
A Bonus Cycle has 4 weekly periods.
Q. Which bonuses are paid weekly and which
are paid the Bonus Cycle?
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Weekly Payouts:
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4-Week Bonus Cycle Payouts:
|
|
Fast Start Bonus
Fast Start Plus Bonus
Preferred Customer Bonus
Retail Profits
|
Team Bonus
Executive Check Match
Guaranteed Minimum Income
Car Bonus |
|
|
Guaranteed Minimum Income ( GMI)
(back to the
top of this page)
Starting at the Silver Rank
(Level 5 in the Compensation Plan), when you maintain
your Level Requirements for 2 consecutive Bonus Cycles
you are eligible for a Guaranteed Minimum Income for the
next Bonus Cycle.
The same process applies for the Gold, Platinum and
Emerald Ranks, with a higher GMI in each case. At each
level, you must first validate the higher position for 2
consecutive Bonus Cycles. Then you become eligible to
receive the GMI for that Rank in the next Bonus Cycle.
|
Silver GMI |
$1,000 per
cycle |
"Would $8,000 a month and a car interest you?" |
|
Gold GMI
|
$2,000 per
cycle -- car
bonus also applies at Gold and above |
|
Platinum
GMI
|
$4,000 per
cycle |
|
Emerald
GMI
|
$8,000 per
cycle --
this GMI level applies to all higher ranks |
If your calculated
compensation is higher than the GMI, you will be
paid the higher amount. If you meet the requirements and
the combined value of your Team Leader and Executive
Matching Bonus is less than the GMI, the Guaranteed
Minimum Payout is what you receive.
Your Guaranteed Minimum
Bonus payout is determined based on 3 rolling Bonus
Cycles. If you qualify for 2 Bonus Cycles at a certain
level and the third Cycle you qualify at a lower level,
your GMI will be based on the lowest level in which you
qualified during the rolling qualification period.
Examples:
|
March Platinum |
April Platinum |
May Gold |
$2,000 Gold GMI applies |
|
March Silver Vested |
April Silver Vested |
May Silver |
$1,000 Silver GMI applies |
|
March Silver Vested |
April Silver Vested |
May Team
Builder 2000 |
no GMI earned |
|
March Gold |
April Silver |
May Team Builder 2000 |
no GMI earned |
|
March Team Builder 500 |
April Silver |
May Gold |
no GMI earned -
(but
this is a nice profile - Silver is possible in
the next cycle and Gold, two cycles from now) |
|
March Gold |
April Platinum |
May Gold |
$2,000 Gold GMI applies |
|
March Gold |
April Platinum |
May Silver |
$1,000 Silver GMI applies -
(your
earned
Silver
bonus may be as high as $4,000) |
|
March Platinum |
April
Platinum |
May Ruby |
$4,000 Platinum GMI applies -
(your
earned
Ruby
bonus will definitely be higher than $4,000) |
|
March Emerald |
April Ruby |
May Ruby |
$8,000 Emerald GMI applies -
(your
earned
Ruby
bonus may be higher than $8,000) |
Compensation Plan Summary through
Level 14
|
|
Adjusted Qualifications and Requirements
Q. Did the Compensation Levels
change with the launch of the March 1, 2011,
program?
A. The Compensation Level you
achieve during a 4-week Bonus Cycle is subject to
the volume requirements listed in the chart.
The highest income you can earn at each Level did
not change.
You will notice slight title
changes at Levels 2 – 4. The Team Leader levels are
now called Team Builder.
Each Team Builder Level has its 4-week volume
requirement number built into the name: Team
Builder 500, Team
Builder 1000, Team
Builder 2000.
Q. What pay rank will I be for
the 4-week Bonus Cycle starting March 1st,
2011?
A. Your beginning pay rank
will be based on evaluating January 3
– Jan 31
collective volume and February
1 – 28 collective volume against the revised
requirements. Your pay rank beginning March 1, 2011,
will be the higher of the two.
Q. How were the Lesser Side
Volume ( formerly
known as Lesser Leg)
requirements and the Maximum Leader Bonus levels for
the 4-week Bonus Cycle determined?
A. Volume requirements have
been adjusted to reflect the longer qualification
periods. The new volumes requirements are between 2
times and 4 times the original 1-week requirements
to convert to the 4-week Bonus Cycle. Some levels
were adjusted at the lower rate to make growth to
higher levels easier. Detail requirements are
outlined in the chart shown above.
Q. Are the Team
Builder Levels
similar to the previous Team Leader Levels?
A. Yes. The name has been
changed to more accurately reflect the Builder
activity. The volumes were adjusted to reflect the
longer qualification periods. All other
qualifications remain the same.
Q. Why are the Maximum
Earnings per Bonus Cycle at the Team Builder Level
less than they were before?
A. The maximum earnings were
adjusted to accurately reflect what can be achieved
based on the volume level requirements. The previous
limits were not achievable with the volumes within
that level.
Q. When do
I have to have the volumes (Active
and Qualified Status)
in order to receive bonuses?
A. The volume requirements for
Team Leader, Executive Check Matching, Guaranteed
Minimum Income and Car Bonus payouts must be met by
the end of each 4-week Bonus Cycle. Fast Start
Bonuses, Fast Start Plus Bonuses, Preferred Customer
and Retail Bonuses are paid based on Activity
requirements in the week in which the new
Distributor was sponsored or the Customer sale was
made.
Q. How does
an Enrollment Tree Leg become Qualified?
A. An
Enrollment Tree Leg is considered Qualified (or
a QETL)
when it reaches or surpasses 4,000 GV or Enrollment
Tree Leg Volume (ETLV) in each 4-week Bonus Cycle.
The 4,000 GV requirement is an introductory
requirement for 2011. This volume requirement will
increase to 5,000 in 2012.
Q. Once an Enrollment Tree Leg
becomes Qualified, is it always considered qualified
for Compensation Level evaluation?
A.
No, a Qualified Enrollment Tree Leg (QETL)
must have 4,000 or more GV/Enrollment Tree Leg
Volume (ETLV)
in each Bonus Cycle to
count as Qualified. Legs will have good and bad
cycles. Leaders have to anticipate the fluctuations
that might affect their status. One defense strategy
is to have width. Another defense strategy is to
build greater depth into each leg ( leaders
under leaders under leaders).
It is important to check the strength of each leg
you are depending on as each cycle nears its
close...but don't wait until the final day.
Q. What is a Business Center
and why are they beneficial?
A. This applies to senior
leaders who reach the Level 12 Royal Blue Diamond
rank and higher. Your spot in the Placement Group is
referred to as your Business Center. Additional
Business Centers are placed immediately above your
original Business Center. This allows you to have
your current Business Center’s GV represent one very
strong side under your new Business Center. Thus,
you have the opportunity to get paid 2, 3 or 4 times
on your own roll-up GV. Each Business Center stands
on its own for Team Bonus and other qualification
requirements.
Q. There are only 14
Compensation Levels listed on this chart, have we
streamlined Levels with our Compensation Plan?
A. Our Compensation Plan still
has 20 levels. Details on the higher levels (15 –
20) will be presented to Leaders as they become
closer to attaining these levels.
Q. Are there other details to
the simplifications and enhancements that are not
listed on this chart?
A. The chart shown above
outlines most of the compensation plan details. One
adjustment not shown but included in Compensation
Plan documentation is the maximum amount that the
Executive Check Match Bonus can match toward any one
individual is $5,000 for any Bonus Cycle, and the
total Executive Check Match bonus is limited to the
Lesser Side volume. Please see the new Compensation
Booklet dated March 2011 for all details.
|
Support Tools for Compensation
Enhancements found at MyVollara.com
RESOURCES Tab: Compensation Plan
booklet |
GMI flyer |
|
Car Bonus flyer |
2011 Q1 Comp Plan Enhancement Webinar
|
|
Joe Urso – 2011 Enhancements Launch
Video |
Comp Plan Fundamentals Webinar Pt 1 & Pt
2 |
|
|
Enrollment Options and Bonuses
(back
to the top of this page)
Fast Start Bonus Payout
gets even better!
Effective immediately on
all NEW RECRUITS (not retroactive), the Fast Start Bonus
will be paid based on all PV generated from new
distributors’ orders through their first 8 weekly pay
periods starting with the week they join! ( previously,
this 20% bonus was based only
on your new distributor’s first order and first Autoship).
Transition: Distributors
joining before January 3, 2011 will continue to receive
Fast Start Bonuses under the old program. The old
program expires on March 28, 2011.
Fast Start
Essentials Plus Package continues!
The Fast Start
Essentials Plus Package remains available as an
enrollment option for new Distributors. The contents of
the package and the Free Autoship with 100 PV remains
the same.
New Distributors who join
with the FSE+ package will now be
vested into the Silver Level
for 8 weeks (moving
to two Bonus Cycles with
introduction of 4-week Bonus Cycles effective March 1,
2011).
The PV of 1100 and the Fast
Start Plus Bonus Payout of $280 continues for the total
Fast Start Bonus payout of $500.
Q. Are there any changes to
the vesting program for Distributors who came in with
the Fast Start Essentials Packages before January 3rd?
A. Distributors who came in
with a Fast Start Essentials Package or Fast Start
Essentials Plus Package or older Distributors who took
advantage of the Fast Start Restart Program remain
vested at the Gold level for 12 weeks or until March 28,
2011, whichever is shorter. The benefits under these
programs do not change.
Q. Why is the new vesting
program moving to Silver versus Gold?
A. The Silver Level is the
first level of leadership – the building of Enrollment
Tree Legs. It is also the level in which the Guaranteed
Minimum Income becomes available. The Silver Level is a
building block of the Compensation Plan. This is a more
realistic goal for new Distributors to strive for when
they first join the business.
Q. Why is the vesting
period changing from 8 weeks to 2 bonus cycles March 1,
2011?
A. The current compensation
periods focus around a 1-week period. In March, we are
moving to a 4-week bonus cycle. In the interim from
January 3, 2011 until March 1, 2011 the vesting period
will be 8 weeks. Once the 4-week Bonus Cycles begin, the
vesting period will be for 2 Bonus Cycles.
Q. Is the Compensation
Level for the Fast Start Essentials Package changing
along with the vesting for the Fast Start Essentials
Plus package?
A. Yes, the Fast Start
Essentials Packages will also change to vesting at a
Silver Level for 8 weeks ( 2
Bonus Cycles as of March).
|
Support Tools for
FSE+ that can be found in the MyVollara.com
RESOURCES tab: Fast Start Essentials
Plus sell sheet – Opportunity Focus
|
Fast Start
Essentials Plus Product Sell Sheet – Product
Focus |
|
New Vollara
Opportunity DVD |
Compensation Plan
booklet |
|
2011 Q1
Compensation Plan Enhancement Webinar
|
Joe Urso – 2011
Enhancements Launch Video |
New $497
Join Options!
(back
to the top of this page)
Vollara is
introducing 2 new join options...and an upgrade package.
These new options each
contain 250 PV plus a $50 Fast Start Plus Bonus! When
you enroll a new Distributor with these packages you
will earn $100 in total Fast Start Bonuses ($50 in Fast
Start and $50 in Fast Start Plus).
1. The
Essentials Intro Starter Package:
1 FreshAir
Surround air purification unit (Everest unit in
California and Canada)
Essential
Nutraceutical products –
1 Re:Fuel complete
vitamin regimen
1 Re:Plenish super juice two-pack
1 Re:Sist mega-immune supplement
This package has a retail value of over $950 but is
available
to new
Distributors for just $497 with PV of 250.
2. Shape Your Weight Starter Package
- a 12-week supply of our top weight management
products:
6
Re:Place (14
serving containers)
3
Re:Activate (28 ct)
3 Re:Vive (14
packets)
3
Re:Cleanse (28 ct)
3 Re:Duce (28
ct)
3
Immune-boosting Re:Sists (30
ct)
This package has a retail value of almost $900 but is
available
to new
Distributors for just $497 with PV of 250.
Both Starter Packages
include:
A special
certificate for a free autoship of our 3 Essential
Nutraceutical products when an Essentials Autoship is
activated. They must pay for their first Autoshipment'
this certificate covers the cost of their second
Autoshipment.
Business
portfolio, personal website, 10 Vollara Story
DVD-Movies, in-depth product catalogs, marketing
materials, business forms.
A Fast Start Plus
Bonus of $50 paid to the Sponsor. The sponsor earns $100
in total Fast Start Bonuses ($50 in Fast Start Bonus and
$50 in Fast Start Plus Bonus).
3. The Fast Start
Essentials Upgrade Package is available to any new
Distributor who purchased either of the $497 Starter
packages. The option to buy this upgrade is open during
their first 8 weekly pay periods. Cost is $1,700. PV is
750. Free Autoshipment has an additional 100 PV.
This Upgrade Package includes:
LaundryPure
LivingWater
Automatic Enrollment in the Essentials Autoship Program
with first Autoshipment free
The Fast Start Essentials Upgrade Package comes with a
total Fast Start Plus Bonus of $250. When you enroll a
New Distributor with this package you will earn $400
($150 in Fast Start Bonus + $250 in Fast Start Plus
Bonus)
Q. Is there an automatic
Autoship established along with the purchase of the
Essentials Intro and Shape Your Weight Starter Packs?
A. No, the Essentials Intro
and Shape Your Weight Starter Packages do not include an
Autoship. They include a certificate for a second
month’s Essentials Autoship Free, should your new
Distributor chose to take advantage of the benefits of
Autoship.
Q. What is the free
Autoship certificate and how does it work?
A. Each Starter Package
include a certificate that entitles your new Distributor
to their second Essentials Autoship shipment for free.
They will need to contact the Call Center to setup their
Autoship to activate the Free Autoship. The free
Autoship includes 100 PV. The certificate expires 60
days from the Starter Pack purchase date.
Q. What products are
included as part of the free certificate?
A. The certificate is for
the Essentials Autoship package ($129 with 100 PV). The
certificate does not apply toward any other type of
Autoship product combination.
Q. Why would a new
Distributor who came in with one of the Starter package
want to upgrade with the Fast Start Essentials Upgrade?
A. The Upgrade package
allows the New Distributor to vest in the Compensation
Plan at the Silver Level and is also a great value. The
upgrade must be purchased within the first 8 weekly pay
periods of the new Distributor joining.
Q. Who is eligible to
purchase the Fast Start Essentials Upgrade package?
A. The Fast Start
Essentials Upgrade package is available for any new
Distributor who joined with either of the $497 Starter
Packages. The Upgrade package can be purchased any time
during their first 8 weekly pay cycles.
Q. How does a Sponsor earn
the $100 Fast Start bonuses when they Sponsor with the
Starter Packages?
A. The Fast Start Bonus
pays 20% on the 250 PV = $50. The Fast Start Plus Bonus
adds $50. Combining these two bonuses = $100. The Fast
Start Bonus and Fast Start Plus Bonuses are paid on a
weekly period. The weekly period is from Tuesday morning
until Monday evening. To earn a Fast Start and Fast
Start Plus Bonus during a weekly period, you must
Sponsor a new Distributor with a Starter Package during
that period and you must also be Active.
Q. How are the Fast Start
and Fast Start Plus bonuses paid on the Fast Start
Upgrade package?
A. The Fast Start Upgrade
Package has 750 PV. The Fast Start Bonus pays 20% on the
PV = $150. The Fast Start Plus Bonus is an additional
$250. Combining these two bonuses = $400.
|
Support Tools
for $497 Options that may be found in the
MyVollara.com RESOURCES Tab:
Essentials Intro Starter Pack
sell sheet |
Shape Your
Weight Starter Pack sell sheet |
|
Essentials
Upgrade sell sheet |
Essentials
Autoship sell sheet |
|
Free autoship
certificate (included in Starter Package
orders when they ship) |
New Vollara
Opportunity DVD |
|
Compensation Plan
booklet
2011 Q1 Comp Plan
Enhancement Webinar |
Joe Urso – 2011
Enhancements Launch Video |
|
|
DVD Movie
(back to
the top of this page)
We want
everyone to be able to use The New Vollara Story DVD
Movie to grow their business:
• Buy 100 pack and get
20 for Free!
• Buy 50 pack and get
10 for Free
• Save $1 on the 10
pack
Q. How is this version
of the Vollara Story DVD Movie different from the
previous version?
A. The New Vollara
Story DVD Movie has all the great information as the
original version. It has been modified to include
the expanded join options of the Fast Start
Essentials Plus Package and the new Essentials Intro
and Shape Your Weight Starter Packages. It also
includes a reference to our new bonus enhancements –
the Guaranteed Minimum Income (see page 11) and the
Car Bonus!
Q. I have some of the
original Vollara Story DVD Movies, can I still use
them to grow my business?
A. Yes, the information
in the original Vollara Story DVD Movie is still
valid.
Q. How long will this
special pricing be in effect?
A. The special offer on
the New Vollara Story DVD Movie will be in effect
for the month of January.
|
|
EZ Pay
It's Easier!
As of
January 3, 2011, our simplified single option EZ
Pay program will replace all existing EZ Pay
programs.
Under the
new program, there is no credit check or
interest charged ( except
a $25 fee per payment).
The buyer makes a down payment of 25% (plus
shipping & taxes)
and makes 3 additional equal payments at 30, 60
and 90-days. A new Distributor can pay for his
initial inventory with 4 installments.
The first
installment is due at the time of purchase and
the next installments follow at 30, 60 and 90
days. Each installment may be paid with a credit
card and is subject to a $25 processing fee. If
your new Distributor is joining Vollara with an
option that has Compensation Plan vesting
benefits, the benefits kick in as soon as the
first installment has been made. This is a
change, in the past all installment payments had
to be completed before the special benefits kick
in. Your new Distributor will be able to
experience the value of the vesting at the
Silver Level in the Vollara Compensation Plan
even sooner under this new EZ Pay option. Bonus
and Commission payouts will continue to take
place after all installment payments are
completed.
Q. My new
Distributor purchased a join package/products
with EZ Pay prior to January 3, 2011. Are their
payment terms or schedules impacted in any way
by this change?
A. Existing EZ Pay
agreements remain unchanged through the end of
the agreement period. Their payment schedule and
terms will not change.
Q. What are the
differences between the original EZ Pay programs
and this new program?
A. The prior EZ Pay
program offered both a Cash down and a No Cash
down option and the payments were spread over 3
periods. The new plan is a Cash down option and
the payments are spread over 4 periods.
Q. Why did we move
from two choices to a single choice with the EZ
Pay program?
A. With the No Cash
Down program there was a high rate of default.
This resulted in the sponsor never being paid
commissions and the company losing money. The
Cash Down program did not experience the same
level of defaults.
Q. When do I
receive commissionable volume or Fast Start
Bonus payouts on orders that are purchased under
this new EZ Pay plan?
A. Commission and
bonuses for products purchased on the EZ Pay
plan are paid after all of the scheduled
payments are made.
|
Support Tools for new EZ Pay plan
that can be found in the
MyVollara.com RESOURCES Tab: EZ
Pay Application |
EZ Pay FAQs |
(back to
the top of this page)
|
Corporate Comp Plan Booklet on PDF
Definitions
|
PV –
Personal Volume. PV is the volume generated from sales
to you, to your customers and to your Preferred
Customers. Each product has an assigned PV. |
GV –
Group Volume. GV is the total PV of all the
people in your group. This could be your Placement Tree
legs or your Enrollment Tree. |
|
Enrollment Tree – Consists of Distributors you have
personally sponsored and that have been sponsored by
them, and so on. This is sometimes called a Unilevel
Tree. |
Placement Tree – Consists of those people placed
under you by yourself and people below you and possibly
above you in our binary Team Bonus compensation system.
This is sometimes called a Binary Tree. |
|
Qualified
Enrollment Tree Leg (QETL) –
An Enrollment Tree leg that contains a minimum of 4000
GV (or ETVL) within a 4-week bonus cycle is considered a
QETL for compensation plan purposes.
Note:
In 2012 the ETV requirement for QETL will increase to
5000 ETV within a 4-week bonus cycle. |
Active – To be Active, you must have a minimum of
100 PV every 4 weeks.
Qualified –
To be
Qualified, you must have a minimum of 2 personally
sponsored and Active distributors. |
|
Extra
Discussion from Chippynews.com
Leg
–
Every
person you personally recruit is the beginning of
a leg. That leg can remain as one person or it can grow
in network fashion and eventually comprise many people,
even thousands of people in an ideal situation. A doctor
would call his customers patients. A patient with
a large family can grow in importance. A printer would
give each of his customers an account number.
When discussing marketing, he would talk about how many
accounts he had. A retail store calls its clientele
customers.
In network marketing we don't build
patients or accounts; we build legs. Some of us
also build retail customers or autoship customers that
get a discount and are known as Preferred Customers. Those
are not legs.
A Vollara leg can stay small or it can
grow to include 10 people, 50 people or 5,000 people.
A
leg with 5,000 Active people whose orders average 100 PV
every 4th week would produce 6,500,000 GV per year.
Seven legs of this size—a Double Diamond business—would
produce 45,500,000 GV annually. The owner of this group
would advance to the Level 16 Royal White Double Diamond
rank in the Compensation Plan.
|
A Strong
Leg –
Our rank
qualification rules call for the development of Team
Leader 3 legs. This is explained later. Chippynews.com
suggests that you challenge yourself to meet a better
standard. We define a Strong Leg as one that contains at
least 1 hard working leader and a growing number of
Active distributors. Ideally, more and more "hard
working leaders" will be developed within that leg. A
Strong Leg produces GV every week and always meets the
Team Leader 3 standard.
The smart
way to build a
Vollara
career is to base everything
on the Strong Leg standard. If the Ruby rank calls for 5
Team Leader 3 legs, we think you should think instead of
building 5 Strong Legs. It's the same idea but a higher
standard.
We also
urge you to DOUBLE your Leg goal. If the rank you want
to achieve calls for 5 legs, try to develop 10! This
will help if your group experiences some attrition.
rank-by-rank
information |
General Bonuses
|
RETAIL SALES
PROFIT –
You can
purchase products at wholesale prices to sell to your
customers at retail prices, either from your website or
from you personally. The profits are yours to keep. |
|
PREFERRED
CUSTOMER SALES PROFITS
– Your customers can receive a discount off of
retail prices by enrolling in our Autoship Program and
becoming Preferred Customers. You will receive the
difference between the Preferred Customer discounted
retail price and the wholesale price. |
|
PREFERRED CUSTOMER BONUSES
–
All
purchases by your Preferred Customers will be credited
to your Personal Volume (any
PV over 200 will roll into your lesser (Binary)
placement tree leg).
If you maintain 5 Preferred Customers and have Active
status yourself, you will receive an additional 10%
bonus on the PV of all purchases made by your Preferred
Customers. |
|
FAST START
BONUS
–
If you
are active with 100 PV, you can earn a 20% bonus on the
PV amount of all orders placed by your personally
sponsored Distributors during their first 8 weeks. In
addition, certain packages that a New Distributor
purchases upon enrollment may entitle the enroller to an
additional Fast Start Plus Bonus. Fast Start bonuses are
paid weekly. |
|
TEAM
BONUS
–
If
you are Active and Qualified with a minimum of 500GV in
each of your Placement Group Sides in the bonus cycle,
you will earn a 5% bonus on the GV in your lesser side
plus a matching bonus of 5% on the equal GV from your
greater side. (This equals 10% of the GV of your lesser
side.) Any remaining GV from your greater side will be
preserved and roll in to the next bonus cycle as long as
you remain Active. The maximum amount you can earn in
any bonus cycle from Team Bonuses is the lesser of the
maximum payout based on your level or $40,000. |
|
TEAM
BONUS
–
You can
earn a $20 bonus each time a distributor you’ve
personally sponsored reaches Team Leader Level, as long
as you are Active and Qualified with 100PV.
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BONUS
CYCLE
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A cycle
is made up of 4 weeks. Each year will have 13 4-week
cycles. Each of our 13 bonus cycles begins on a Tuesday
and ends on a Monday. Volume requirements are all
accumulated based on a 4-week cycle which is the bonus
cycle. |
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CAR
BONUS
–
Vollara’s compensation plan offers an attainable and
generous car bonus that has something for everyone. When
you maintain the Gold or higher Compensation Level for 2
consecutive bonus cycles, you are eligible for the car
bonus. You have 3 choices for the car bonus. You can
choose a cash option of $250, or when you lease or
purchase a new or used car and send us a photo, your
story and proof of purchase, you receive a $500 bonus.
Make that car a hybrid and you’ll receive and extra $100
for a total of a $600 car bonus! The car bonus is paid
on the 4-week Bonus Cycle. See Car Bonus Program
brochure for more details. |
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GUARANTEED
MINIMUM INCOME (GMI) BONUS
– Starting at the Silver Compensation
Plan Level, when you maintain your Level requirements
for 2 consecutive Bonus Cycles you are eligible for a
Guaranteed Minimum Income Bonus the following Bonus
Cycle as long as you are still at the Silver Level or
above. The Guaranteed Minimum Income varies by
Compensation Level and ranges from $1000 - $8000 for a
4-week Bonus Cycle. Once the 2 Bonus Cycle qualification
period has been met, you are eligible for the Guaranteed
Minimum Income at the lowest Compensation Plan Level you
achieve based on a rolling three months. |
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EXECUTIVE
LEVEL MATCHING BONUS
–
Once you reach one of our Executive Levels beginning with the
Silver Level, you will begin to earn additional bonuses
on the GV generated from your Enrollment Tree (that is,
distributors you have personally enrolled, distributors
they have personally enrolled, and so on). After the
Bonus Volume has been calculated and all other General
Bonuses have been paid, the remaining bonus money is set
aside for our Executive Level Matching Bonuses and is
allocated among our Executive Level distributors based
on a floating percentage. Total compensation payout
under the plan may not exceed 50% of Commissionable
Volume in any bonus cycle. Every Executive Level
distributor who is Qualified and Active with 100PV is
eligible to receive a matching bonus up to the first
$5,000 of Team Bonuses paid to any Distributor in their
Enrollment Tree Legs. Executive Level Matching Bonuses
cannot exceed the amount of your Placement Group Lesser
Side volume and all bonuses in total may not exceed 50%
of Commissionable Volume in any 4-week bonus cycle. |
Chippynews.com alert: Do not confuse this with the
Binary or Placement Tree part of the plan. Business you
inherit in your Binary Tree helps you earn Team Bonuses
but not Executive Level Bonuses. This is why we
constantly stress the importance of developing strong
Enrollment Tree legs.
Strategy
alert: The Million Friends System urges you to think in
terms of developing a Ruby Level business. Ruby requires
5 Strong Enrollment Tree Legs. Considering that not all
legs perform and grow perfectly, we suggest that you try
to build 10 Strong Legs "just in case." If you group
beats the odds and never comes up against any
disappointments you will exceed your goal and end up as
a Double Diamond. From there, advancement in the plan
depends entirely on the strength of your Enrollment
Tree. The Binary Tree is always a source of profit, but
it does not help you advance into the Royal levels
(levels 8-20).
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Executive Royal Blue Diamond Rewards |
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Royal Blue
Diamond |
Royal Blue
Double Diamond |
Royal Blue
Triple Diamond |
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One Time
$100,000 Cash Reward |
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Executive Royal White Diamond Rewards |
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Royal
White Diamond |
Royal
White Double Diamond |
Royal
White Triple Diamond |
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Executive Royal Black Diamond Rewards |
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Royal
White Diamond |
Royal
White Double Diamond |
Royal
White Triple Diamond |
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