More and more companies are paying bonuses or considering implementing variable compensation systems linked to the achievement of specific objectives. However, when designing such a system, it is essential to understand the criteria established by case law, as our colleague Mónica Estévez explains.
1. General Information
At Cocota Studio, we are committed to transparency and to defending the rights of our users and clients. In this legal notice, you will find all the information about the person responsible for this website and the general terms of use that apply. We value clarity, especially in our policies.
Thank you for choosing and trusting us.
2. Information About the Owner
- Business Name: COCOTA STUDIO SL
- Tax ID (CIF): B87862553
- Address: Calle José Arcones Gil 7, 28017 Madrid
Mercantile Registry Details:
- Date: 04/07/2017
- City: Madrid
- Volume: 36,171
- Folio: 1
- Book: 8
- Page: M-649993
3. General Terms of Use
The purpose of this website is to promote Cocota Studio’s services in branding and corporate identity, web and digital product design, communication campaigns, content creation, and design focused on positive impact. It also aims to introduce our team, values, and work methodology, as well as to allow users to contact us.
This website strictly complies with Organic Law 3/2018, of December 5, on the Protection of Personal Data and Guarantee of Digital Rights (LOPDGDD). It also complies with EU Regulation 2016/679 of the European Parliament and of the Council of April 27, 2016 (GDPR), as well as Law 34/2002, of July 11, on Information Society Services and Electronic Commerce (LSSICE or LSSI).
For any inquiries or concerns, please contact us at hola@cocotastudio.com.
By accessing the website, the user expressly accepts these General Terms of Use. These terms may be modified, updated, or replaced in whole or in part by the owner at any time without prior notice. We recommend periodically reviewing this section to stay informed of any changes, which will be published here.
3.1. Interpretation of the Terms
Finally, we would like to point out that the company has the authority to establish, on an annual basis, the criteria, limitations, and requirements for obtaining variable compensation, in line with the company’s reality and business development, provided that the minimum principles established in the applicable collective bargaining agreement, company policy, or individual employment contract are not modified.
However, care should be taken not to maintain the same policy over the years without expressly reserving in writing the company’s right to unilaterally modify or eliminate what has been established, as this could ultimately create an acquired right (a more beneficial condition) for employees.
From theory to the courtroom: the labor column by Mónica Estévez, Head of the Legal Department at Sincro.
3.2. Interpretation of the Terms
Finally, we would like to point out that the company has the authority to establish, on an annual basis, the criteria, limitations, and requirements for obtaining variable compensation, in line with the company’s reality and business development, provided that the minimum principles established in the applicable collective bargaining agreement, company policy, or individual employment contract are not modified.
1. Clear definitions of key terms used in the document.
2. Interpretation of singular and plural according to the context.
3. Non-limiting nature of expressions such as “includes” or “including.”
4. Headings and titles are for guidance only.
5. Substantive content takes precedence over form or formatting.
6. Consistent application of terms throughout the document.
7. Resolution of ambiguities in accordance with applicable regulations.
8. Independent validity of each clause in the event of partial nullity.