What is “Total Compensation”?¶

Total compensation is comprised of:

• Cash Compensation

Your monthly fixed compensation in USD deposited every month in the Reserve app (in eUSD, a Stablecoin Cryptocurrency), in a Stablecoin like USDC or USDT or vía ACH in your bank account.

• Token compensation

  Your monthly RSR compensation. For the new members, this is cash equivalent compensation converted to a certain amount of USD according to the average value of RSR in USD for the last 30 days.

  This is not considered “variable” as it represents a certain fixed amount in USD and it does not depend on individual results.

What is changing with this Handbook?¶

The company has created a new Compensations Plan for the people who will join the organization from now on and for the current members who would like to opt-in.

The ones who will be adopting the new structure, will have a Total Compensation bracket according to their level & step. For all others, there won’t be changes in their current Total Compensation.

Distribution for members under the new Compensations Plan:¶

• For L1 to L3

  • Level 1 to level 3 members will receive 80% of their compensation in cash and 20% USD cash equivalent in tokens (RSR).
  • Tokens will be liquid for these levels. Meaning members will receive their tokens every month in their wallets compatible to Ethereum network. (No lockout period)

Let’s see an example: If your total compensation is 1.000,00 USD then you will receive every month 800,00 in USD in your payment method of preference and 200,00 USD cash equivalent in RSR tokens in your wallet.

• Compensation Review Once the team members are allocated into a level and step by their Guild Leaders, there won’t be a generalized compensation review like there was in previous periods.

Current members in the organization can choose to switch to the new Total Compensation brackets according to their Level & Step whenever they want. Once they choose to do so, it is not possible to go back. Please contact Business Partner Squad about this process.

These are two scenarios for team members to receive a compensation increase:

• Promotions: Please refer to “Promotions & Internal Movements Policy” for more information.

  However, if you are promoted but your current Total Compensation is higher than the one in the Total Compensation brackets for your next Level & Step, there won’t be changes in your compensation.

• Market Competitiveness: We may change pay without editing Step or Level if, after conducting research, we consider the market rates for the underlying benchmark have gone up.

Executive Compensation¶

creating the benchmarks for management roles. However, the company does not have a pay bracket for L4. This is due to the fact that there is only one Head of area. Therefore, there is no need to build a bracket for just one person.

Each offer is customized and, in general, executives are paid above average but not top of market.