Specific bonus types, qualifications, and how they work.
Fast Start Bonus (P&P 5.4)
Rewards for quickly building your business after enrollment.
How It Works
| Aspect | Detail |
|---|
| Trigger | New IA achieves qualifying activity within first 30 days |
| Paid to | The enrolling sponsor |
| Purpose | Incentivize quality onboarding |
Qualification Criteria
| Requirement | Detail |
|---|
| Timeframe | Within 30 days of enrollment |
| New IA activity | Must make qualifying purchase |
| Sponsor status | Must be active with valid business license |
Important Notes
- Fast Start is paid on top of regular commissions
- Only applies to personally sponsored IAs
- Specific amounts per official Compensation Plan
Team Volume Commissions (P&P 5.5)
Earnings based on your organization's total purchase volume.
Structure
| Component | Description |
|---|
| Personal Volume (PV) | Your own purchases |
| Group Volume (GV) | Total volume from your entire downline |
| Team Volume | Combined organizational activity |
How Commissions Calculate
- Volume generated — Purchases create commission pool
- Level determines % — Your level relative to purchaser sets rate
- Rank unlocks levels — Higher rank = more levels paid
- Split applied — 70% OCA / 30% BW
Volume Requirements
| Rank | Typical PV Requirement | GV Requirement |
|---|
| Star 1 | Entry level | Entry level |
| Star 2+ | Increases | Increases |
Specific requirements per official Compensation Plan.
Leadership Development Bonus (P&P 5.6)
Rewards for developing leaders in your organization.
Purpose
Incentivize IAs to:
- Mentor and develop their team
- Help downline achieve ranks
- Build sustainable organizations
How It Works
| Aspect | Detail |
|---|
| Trigger | Downline IA achieves new rank |
| Paid to | Qualifying upline leaders |
| Depth | Multiple generations may qualify |
Qualification
| Requirement | Detail |
|---|
| Your rank | Must be at or above qualifying rank |
| Active status | Must have valid business license |
| Compliance | Must be in good standing |
Payout Structure
- Paid when downline IAs achieve rank milestones
- Amount varies by rank achieved
- May be paid to multiple upline generations
- Specific amounts per official Compensation Plan
Global Bonus Pool (P&P 5.7)
Share of company-wide volume distributed to top performers.
What It Is
| Aspect | Detail |
|---|
| Pool source | Percentage of total company volume |
| Distribution | Shared among qualifying IAs |
| Frequency | Calculated and paid per compensation schedule |
Qualification Requirements
| Requirement | Detail |
|---|
| Minimum rank | Must achieve specified rank level |
| Maintenance | Must maintain rank during qualification period |
| Activity | Must meet activity requirements |
| Compliance | Must be in good standing |
How Shares Work
| Factor | Impact |
|---|
| Rank level | Higher rank = more shares |
| Time at rank | May affect share allocation |
| Total qualifiers | Pool divided among all who qualify |
Important Notes
- Pool size varies with company performance
- Individual payout depends on number of qualifiers
- Not guaranteed — depends on meeting requirements
- Specific share allocations per official Compensation Plan
Lifestyle Bonus (P&P 5.8)
Recognition rewards for sustained high achievement.
Purpose
Reward IAs who:
- Maintain high ranks consistently
- Demonstrate leadership
- Contribute to company growth
Typical Rewards
| Type | Examples |
|---|
| Travel | Incentive trips, conferences |
| Recognition | Awards, special events |
| Cash bonuses | One-time or recurring |
| Experiences | VIP access, exclusive events |
Qualification
| Requirement | Detail |
|---|
| Rank | Must achieve and maintain qualifying rank |
| Duration | Sustained performance over qualifying period |
| Compliance | Must be in good standing |
Specific programs announced periodically by the Company.
Breakaways & Rollovers (P&P 5.9)
How the compensation plan handles organizational changes.
What is a Breakaway?
When a downline IA achieves a rank equal to or higher than their upline, creating organizational dynamics.
| Situation | Effect |
|---|
| Downline matches your rank | May "break away" for certain calculations |
| Organizational structure | Remains intact |
| Commission calculation | May adjust based on breakaway rules |
Rollover Mechanics
| Concept | Description |
|---|
| Volume rollover | How excess volume carries to next period |
| Rank rollover | How rank maintenance works period to period |
| Commission rollover | How unpaid commissions are handled |
Dynamic Compression
| Feature | Benefit |
|---|
| Inactive compression | Inactive positions don't block commission flow |
| Automatic adjustment | System adjusts levels dynamically |
| Fair distribution | Ensures active IAs receive appropriate commissions |
Key Points
- Breakaway rules prevent "capping out"
- Encourages developing strong leaders
- Maintains earning potential at all levels
- Specific mechanics per official Compensation Plan
Bonus Payment Schedule
When Bonuses Are Paid
| Bonus Type | Timing |
|---|
| Fast Start | With regular commission run |
| Team Volume | Weekly (with commissions) |
| Leadership Development | When triggered |
| Global Bonus Pool | Per schedule (monthly/quarterly) |
| Lifestyle | Per program terms |
How Bonuses Are Credited
| Step | Detail |
|---|
| Calculation | After qualifying period closes |
| Credit | To OCA and BW per 70/30 split |
| Visibility | Appears in Back Office |
| Withdrawal | Subject to standard withdrawal rules |
Bonus Disqualification
What Can Disqualify You
| Issue | Effect |
|---|
| Lapsed business license | No bonus eligibility |
| Compliance violation | May forfeit bonuses |
| Rank drop | Lose higher-rank bonuses |
| Inactivity | May affect qualification |
Reinstatement
| Situation | Process |
|---|
| License renewal | Eligibility restored next period |
| Compliance resolved | Case-by-case review |
| Rank regained | Eligibility restored |
Important Disclaimers
| Disclaimer |
|---|
| Bonus amounts and structures may change |
| Past bonuses don't guarantee future bonuses |
| All bonuses subject to qualification |
| See official Compensation Plan for current details |