How to calculate the company's redundancy compensation?

The company's redundancy compensation is calculated as follows:

1. Pay one month's salary for each full year according to the number of years the laborer has worked in this unit;

2, more than six months but less than one year, according to one year; If it is less than six months, it shall pay economic compensation of half a month's salary to the laborer;

3. If the monthly salary of employees is three times higher than the local average monthly salary of employees in the previous year, the standard for paying economic compensation to employees is three times the average monthly salary of employees.

What is the standard of overtime pay?

Overtime pay is as follows:

1. If the working hours are extended beyond the legal standard, the employee shall be paid at a rate not lower than 150% of the employee's own hourly wage standard agreed in the labor contract;

2. If the rest day cannot be arranged for compensatory time off, the employee's salary shall be paid at not less than 200% of the employee's daily or hourly wage standard agreed in the labor contract;

3. If you work on legal holidays, you shall pay the employee's salary at not less than 300% of the daily or hourly wage standard agreed in the labor contract;

4. Employees who implement piecework wage, after completing the task of piecework quota, shall be paid by the employer in accordance with the above principles, which are not less than 150%, 200% and 300% of the piecework unit price of their statutory working hours.

Legal basis: Article 46 of People's Republic of China (PRC) Labor Contract Law.

Economic compensation in any of the following circumstances, the employer shall pay economic compensation to the workers:

(1) The laborer terminates the labor contract in accordance with the provisions of Article 38 of this Law;

(2) The employing unit proposes to terminate the labor contract with the laborer in accordance with the provisions of Article 36 of this Law, and the labor contract is terminated through consultation with the laborer;

(3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;

(4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;

(5) Terminating a fixed-term labor contract in accordance with the provisions of the first paragraph of Article 44 of this Law, except that the employer maintains or improves the conditions stipulated in the labor contract to renew the labor contract and the employee does not agree to renew it;

(6) The labor contract is terminated in accordance with the provisions of Item 4 and Item 5 of Article 44 of this Law;

(seven) other circumstances stipulated by laws and administrative regulations.