Overview
Every company has adjustments that belong to neither the salary structure nor the attendance record: a bonus for the team that finished the shutdown early, a deduction for the delivery that was signed for and never delivered. They are small, they are frequent, and they are almost always handled badly — as a line typed onto this month’s payroll with a note in the margin, applied at one value in March and a different value in September, with no way to answer “how much did we pay in discretionary bonuses last year”.
Nama makes them a catalogue rather than a habit.
The catalogue
A reward or penalty type is a small reusable master record: what kind of bonus or deduction this is, and — where it posts on its own — which accounts it posts to. Define “attendance incentive”, “safety violation”, “customer-complaint deduction” once, and every application afterwards is the same thing applied consistently.
A reward or penalty document then applies one of them to a specific employee on a specific day, with its value. It reaches the payslip as a salary component like any other, which means it is calculated in the right order relative to the components it should or should not affect, and it appears on the payslip under its own name — not as an unexplained difference from last month.
Internal discipline is not a government fine
One distinction the system is deliberate about: these are payroll-level rewards and penalties, defined by the company for itself. Labour-authority violations in Saudi Arabia and the Gulf are an entirely separate catalogue with their own escalation rules and their own ledger posting, handled in government relations. The two never share a type or a document, because they are not the same liability and they are not owed to the same party.
When the issue is days, not money
Some disciplinary outcomes are not a figure at all. A suspension document records that an employee was stood down for a stretch of days, and whether — depending on the reason — that stretch is paid or unpaid. It is a date range rather than an amount, which is why it is its own document: attendance and payroll both need to know the person was not at work and why, and the eventual return is recorded by the same work-starting document that puts anyone else back on the payroll.
The catalogue, the document, its accounting effect and suspension are documented in the rewards and penalties section.
