<aside> 💡 The topics covered in this document apply to internal employees of Remote. That is, someone who is working for and at Remote.
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<aside> <img src="/icons/arrow-right_gray.svg" alt="/icons/arrow-right_gray.svg" width="40px" /> Changes to our compensation philosophy and program are confirmed with the Remote Compensation Committee, which consists of Remote’s CEO, CFO, CPO and Total Rewards Team.
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Every element of our rewards program is designed to reflect our core values, drive exceptional performance, and foster a sense of belonging within our globally diverse team. Through this approach, we aim to inspire our employees to thrive while reinforcing the principles that make Remote a unique place to work.
To bring this philosophy to life, our Total Rewards program is built around five key pillars:
Fair and Equitable Compensation:
We understand the importance of fair and equitable compensation in attracting, retaining, and motivating top talent globally. Our total rewards programs are built on robust frameworks and practices that ensure compensation decisions are based on objective criteria, market competitiveness, and internal pay equity, fostering a sense of fairness and trust among employees.
Drive High Performance:
We are committed to fostering a culture of high performance that encourages individuals and teams to achieve ambitious goals and deliver exceptional results. Our total rewards programs are designed to motivate, recognise, and reward outstanding performance that drives Remote’s success. Performance assessments are aligned with our core values and are designed to be unbiased, consistent and transparent.
Continuous and Unbiased Recognition:
We believe recognition should be continuous, fostering engagement, reinforcing a sense of belonging and motivating employees to consistently perform at their best. Our recognition programs are designed to be objective, with clear, consistently applied criteria that ensure every employee, regardless of role or seniority, has equal opportunities to be acknowledged not only for their contributions but also for the behaviors and values they demonstrate. By celebrating how employees achieve success, we reinforce the importance of aligning performance with our core values and sustaining a culture of excellence.
Growth and Development:
We aim to provide equal opportunities for growth and development, regardless of background, identity or personal characteristics. As part of our commitment to fostering a high-performance culture, we provide robust programs for career advancement, including our Top Talent Program, mentoring opportunities, and leadership development initiatives. We support employees in developing their careers ensuring that every Remoter has the tools and support they need to reach their full potential.
Diversity, Equity and Inclusion:
Our total rewards program is designed to promote diversity, equity, and inclusion (DEI) through equitable practices and unbiased decision-making. We are committed to regularly conducting pay equity analyses to identify and address any disparities in compensation based on gender, race, ethnicity, or other personal factors. We ensure fair and equitable compensation practices by establishing transparent and objective criteria for determining salaries, promotions, and bonuses.
<aside> 📐 When a salary benchmark is provided by Total Rewards for new hires, pay increases, and promotions, we take a global approach (that is also aligned with the market data that we benchmark against) to consider & include all mandatory allowances & bonuses (such as the 13th and 14th-month salaries) in the gross annual compensation amount. This is because the market data that we use has already included these additional allowances within the benchmark. Therefore, for payroll purposes and for Remoters to know, these allowances and bonuses should not be added on top of the benchmark provided, and instead, the salary benchmark provided should be considered as base salary + mandatory allowances.
Examples of mandatory allowances included in the benchmark:
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Remote does not increase gross base compensation based on changes or updates to local tax regulations in the home country as ****these changes are the legal responsibility of the teammate. Payroll will make all required statutory deductions as required to comply with legal obligations. We will always ensure that offers are equitable and competitive, as well as aligned with our overall compensation philosophy. We encourage you to work with a local tax practitioner to structure your legal obligations in a manner that best suits your personal needs.