Facebook Referral Bonus
When we say you never ride alone at Peloton, we mean it–our thriving community will keep you going up and over every hill. But for many, it’s even more fun when you’re chasing a friend or loved one up the leaderboard and swapping tips and stories about your favorite rides. So once you’ve become hooked on Peloton and want to share the experience with those you love—our referral program is set to make it a win for the both of you. Check out our full list of expert suggestions from Members on how to refer Peloton:
Who Should I Refer?
Peloton Members love to keep it in the family–we have siblings who ride together from opposite sides of the country, mothers and daughters who bond over their workouts, and we’ve seen communities of Peloton Members form within professional networks, offices, sports leagues, neighborhoods, and schools. “I talk to others a lot about the Bike, especially when they ask what I have been doing to look so healthy. Once I see that they are actually interested in buying, I tell them I have a code that will give them $100 off accessories for the Bike,” Sammi T. says. By far the best way to start to refer Peloton members is by inviting them to test it out, so make plans to take a class with a friend in your local showroom, or invite your family or houseguests to try out your Peloton at home.
Once you refer someone to UpVoice, you’ll receive 300 tokens that’s worth $5 in value. Additionally, your referral will also earn a 300 token bonus as well. Furthermore, you will only get your referral bonus after your referral gets their first 100 tokens with their welcome bonus. To partake in this program. The Coinbase referral program lets you earn a bonus for each successful referral registered to your account! How it works: Start by visiting the referrals page. From this page you can copy your referral link or send an invite email to a friend. Your friends can click the referral link (or the link in the email) and sign up for a Coinbase account.
What Are The Rules?
“I think people love the Bike so much they’d be referring their friends even if there wasn’t a referral program, but having a referral program makes it even better,” says Lori C. Here are the key things you need to know about how the Peloton referral program works:
- You can refer Peloton to up to 12 people per year.
- For each person you refer, they’ll receive $100 off accessories for their purchase, like clip-in cycling shoes and weights.
- You’ll receive $100 off your next apparel order at the online Peloton Boutique.
- Share with friends near and far–the referral program is valid across the US, the UK and Canada, with the currency of the reward depending on each person’s country of residence.
Where Should I Look For People To Refer?
- The referral feature is now the site’s most popular one. You can find referrals for jobs at Google, Amazon, Netflix, and Facebook on the platform. The biggest incentive to referrers are.
- A Referral Promotion entices Fans to earn a reward in exchange for referring their friends to sign up. There are two basic steps to a referral promotion: A person goes to the referral promotion entry page that a business has created. On that page he enters the promotion by completing the entry form to redeem the small base reward.
- Every new user that register with a referral link, now receives 1000 SATOSHI FOR FREE. Because of this free bonus, players are interested to register using your referral link. Use this bonus in your ref messages! Another vital detail to notice – is a variety of Facebook elements.
Peloton makes it easy to share your referral code to Facebook or Twitter, or send it via email to anyone who is considering a purchase. You don’t have to venture far out of your daily routine to find people you might want to refer–at school pickup, work drinks, or catching up with friends and neighbors, anyone with a similar lifestyle to yours is likely to find your reasons for loving your Peloton relatable. Use the icons to share directly, or you can copy it or screenshot it to include when you tell your own Peloton success story in your group texts, your teammates, and your Facebook mom group, or wherever else you’re active on social. A personal note about how this solution works for your busy schedule or got you motivated to work out again makes all the difference. And remember: inviting friends and family to try the Bike or Tread so they can experience it for themselves is the most compelling way to share.
When Can I Start Referring?
As soon as you’ve decided you’re loving your Peloton, let your world know! “I am a pet sitter and was staying at a client’s house who had a Bike she said I could use. I fell in love with it and my Bike was delivered to my house before I was even finished dog sitting for her! I’ve told everyone how much I love this Bike,” said Lori C. No matter where you are in your Peloton journey, your friends and family want to hear your honest thoughts on what you love about your Peloton membership and why it works for your lifestyle.
Why Should I Refer People To Peloton?
Referring helps keep our Peloton community strong and growing, and it feels great to help your friends and family take charge of their fitness. By referring, you’re making sure they’re set up for success, so you’ll be riding together for the long haul. When you show your Peloton pride with our boutique gear, it not only makes your workout more fun, it helps connect you to other Member and potential future Members in the real world! “My favorite thing I bought with the referral code were my leggings with all the instructors’ sayings on it,” Sammi T. says. There are a wide range of items for women, men, and even pets, which makes for great gifting: “I like all the stuff I have purchased because it is all good quality gear,” says Don G. The credit does not apply to shipping costs or Bike shoes and accessories.
How Do I Find My Referral Code?
Here are all the details you need to know about how the referral codes work, and making sure you get credited for spreading the Peloton love! First thing to note: While your referral code is the key to helping you get more friends working out with you, it’s not actually stored on your equipment or on Peloton Digital.
- To find your code, sign into members.onepeloton.com, click on the small dropdown menu next to your photo, and tap “Refer Friends”.
- You can share your referral code with friends and family through email, your personal social media profiles or simply copy and pasting it. Please note that the referral code is meant to be used with friends and family, and sharing the code inappropriately may result in suspension of your code. See the details here.
- Once your friend enters your code during the checkout process and successfully purchases a Bike, keep an eye out for an email to your inbox with your online boutique code!
- If you or the person you referred has any issues, contact our Member support team at support@onepeloton.com or 1-866-679-9129.
December 2019 (PDF)
This fact sheet provides general information regarding bonuses and the regular rate of pay under the FLSA for non-exempt employees. For information regarding nondiscretionary bonuses and employees employed as executive, administrative, professional, or outside sales employees, who are exempt from the FLSA’s minimum wage and overtime requirements, see Fact Sheet #17U.
The FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at not less than time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek. Fact Sheet #22 provides general information about determining hours worked.
The amount of overtime pay due to an employee is based on the employee’s regular rate of pay and the number of hours worked in a workweek regardless of whether the employee is paid on a piece rate, day rate, commission, or a salary basis. Fact Sheet #23 provides additional information regarding overtime pay.
A bonus is a payment made in addition to the employee’s regular earnings. Under the FLSA, all compensation for hours worked, services rendered, or performance is included in the regular rate of pay. The Act provides an exhaustive list of payments that may be excluded from the regular rate of pay. Specifically, 29 U.S.C. §§ 207(e)(1) and (3) contain statutory provisions which address the excludability of certain bonuses. Unless specifically noted, payments that are excluded from the regular rate may not be credited towards overtime compensation due under the FLSA. Information regarding additional exclusions from the regular rate is available in Fact Sheet #56A.
Discretionary Bonuses
Discretionary bonuses are excludable from the regular rate of pay. A bonus is discretionary only if all the statutory requirements are met:
- The employer has the sole discretion, until at or near the end of the period that corresponds to the bonus, to determine whether to pay the bonus;
- The employer has the sole discretion, until at or near the end of the period that corresponds to the bonus, to determine the amount of the bonus; and
- The bonus payment is not made according to any prior contract, agreement, or promise causing an employee to expect such payments regularly.
Examples of some common bonuses that may be excludable discretionary bonuses if they meet the statutory requirements include:
- Bonuses for overcoming a challenging or stressful situation;
- Bonuses to employees who made unique or extraordinary efforts not awarded according to pre-established criteria;
- Employee-of-the-month bonuses;
- Severance bonuses; and
- Referral bonuses to employees not primarily engaged in recruiting activities (subject to additional criteria).[1]
The label assigned to the bonus and the reason for the bonus do not conclusively determine whether the bonus is discretionary. While a bonus may be labeled discretionary, if it does not comply with the provisions of the statute, then the bonus is not an excludable discretionary bonus. The determination must be made on a case-by-case basis depending on the specific circumstances.
A discretionary bonus may not be credited towards overtime compensation due under the FLSA.
Nondiscretionary Bonuses
A nondiscretionary bonus is a bonus that fails to meet the statutory requirements of a discretionary bonus. Nondiscretionary bonuses are included in the regular rate of pay, unless they qualify as excludable under another statutory provision (see below).
Examples of nondiscretionary bonuses that must be included in the regular rate include:
- Bonuses based on a predetermined formula, such as individual or group production bonuses;
- Bonuses for quality and accuracy of work;
- Bonuses announced to employees to induce them to work more efficiently;
- Attendance bonuses; and
- Safety bonuses (i.e., number of days without safety incidents).
Such bonuses are nondiscretionary because the employees know about and expect the bonus. The understanding of how an employee earns one may lead to an expectation to receive the bonus regularly. The fact that the employer has the option not to pay the promised bonus does not make the bonus discretionary.
Gifts and payments in the nature of gifts on special occasions
Sums paid as gifts and payments in the nature of gifts made on holidays or on other special occasions as a reward for service may be excluded from the regular rate, provided the amounts of the gifts (or payments) are not measured by or dependent on hours worked, production, or efficiency.
Certain longevity bonuses are excludable from the regular rate as gifts when given as a reward for service or tenure and provided the bonus payments are not made pursuant to a collective bargaining agreement or a city ordinance or policy.[2]
Sign-on bonuses given to employees with or without clawback provisions may be excluded as gifts or may be excluded under 29 U.S.C. § 207(e)(2) as other payments that are not compensation for hours of employment, or otherwise tied to quality or quantity of work performed. However, sign-on bonuses paid pursuant to a CBA, ordinance, or policy with a clawback provision may not be excluded as a gift and must be included in the regular rate.
Calculating Overtime Pay Based on the Regular Rate
Overtime pay is calculated based only on payments to the employee that are required to be included in the regular rate of pay. The following steps can be used to calculate the regular rate of pay and overtime compensation due when the employee is paid on an hourly, piece rate, day rate, job rate, commission, or salary basis.
Step 1: Total compensation for the week (except the statutory exclusions) ÷ Total hours worked in the week = Regular Rate per hour for the week (must be at least the federal minimum wage)
Step 2: Regular Rate x (.5) = Half-time premium for each overtime hour (note the straight time for the overtime hours is included in Step 1)
Step 3: Half-time premium pay rate x Overtime hours = Overtime compensation due
Example A: Nondiscretionary bonus
A non-exempt employee is paid $10.00 per hour and receives a $50.00 bonus in a particular week that was promised for helping to produce a special order for a customer two weeks earlier than previously scheduled. The employee worked 43 hours that week. The following is an example of how to compute overtime pay based on the employee’s regular rate:
$10.00 per hour x 43hours = $430.00 (total compensation for straight time)
$430.00 + $50.00 (bonus) = $480.00 (total compensation)
$480.00 ÷ 43 hours = $11.16 (regular rate)
$11.16 x .5 = $5.58 (half time premium pay rate)
$5.58 x 3 overtime hours = $16.74 (overtime pay due)
$480.00 + $16.74 = $496.74. (total due)
Example B: Shift differential plus nondiscretionary bonus
A non-exempt employee is paid $15.00 per hour plus an evening shift differential of $1.00 per hour for all hours worked during an evening shift. The employee worked 45 hours, 30 of which were during evening shifts, in a week. The employee also earned a $100.00 bonus that week that was promised for helping to produce a special order for a customer two weeks earlier than previously scheduled. The following is an example of how to compute overtime pay based on the employee’s regular rate:
Facebook Referral Bonus Sign Up
$15 per hour x 45 hours = $675 (compensation for straight time at $15 hourly rate)
$1.00 x 30 hours = $30 (shift differential for the evening shifts)
$675 + $30 (shift differential) + $100 (bonus) = $805 (total compensation)
$805 ÷ 45 = $17.89 (regular rate)
$17.89 x .5 = $8.95 (half time premium pay rate)
$8.95 x 5 overtime hours = $44.75 (overtime pay due)
$805 + $44.75 = $849.75 (total due)
Example C: Nondiscretionary bonus and an excludable discretionary bonus
A non-exempt employee is paid $10.00 per hour and receives a $50.00 bonus that was promised in a particular week for helping to produce a special order for a customer two weeks earlier than previously scheduled. The employee also receives a $25.00 on-the-spot bonus that week (because it was not preannounced to the employee, it is an excludable discretionary bonus). The employee worked 43 hours that week. The following is an example of how to compute overtime pay based on the employee’s regular rate:
$10.00 per hour x 43 hours = $430.00 (total compensation for straight time)
$430.00 + $50.00 (excludes $25.00 discretionary bonus) = $480.00 (total compensation)
$480.00 ÷ 43 hours = $11.16 (regular rate)
$11.16 x .5 = $5.58 (half time premium pay rate)
$5.58 x 3 overtime hours = $16.74 (overtime pay due)
$480.00 + $16.74 +$25.00 (discretionary bonus) = $521.74 (total due)
Facebook Referral Bonus
Where to Obtain Additional Information
For additional information, visit our Wage and Hour Division Website: http://www.wagehour.dol.gov and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866- 4USWAGE (1-866-487-9243).
When the state laws differ from the federal FLSA, an employer must comply with the standard most protective to employees. Links to your state labor department can be found at https://www.dol.gov/agencies/whd/state/contacts.
The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.
[1] Referral bonuses may be discretionary, provided the following criteria are met: (1) employee participation is strictly voluntary; (2) the employee’s recruitment efforts do not involve significant time; and (3) the activity is limited to after-hours solicitation done only among friends, relatives, neighbors and acquaintances as part of the employee’s social affairs.
[2] Like all excludable gifts, a longevity or sign-on bonus is an excludable gift only if the bonus payment is not paid pursuant to a contract and is not so substantial that it can be assumed that employees consider it a part of the wages for which they work.