What are the components of wages?

What does the salary system mainly include?

A: The salary system refers to the composition of salary, that is, what parts of a person's work remuneration consists of. Generally speaking, the salary of employees includes the following major parts: basic salary (i.e. salary), bonus, allowance, welfare and insurance. 1, salary. Within the company, the basic salary difference between employees is obvious, and they can generally go up but not down, showing strong rigidity. The common problems in enterprises include the following two aspects: the wages of some positions are far below the market level, and the solution to the personal income difference mainly depends on overtime; The wages of some elderly people are too high, and their wages have lost flexibility. 2. Bonuses. The part of salary that reflects employees' work performance is performance bonus, and the part that reflects the company's economic benefits is benefit bonus. The lack of performance bonus and benefit bonus leads to the disconnection between salary and work performance and economic benefits. 3. allowance. Unreasonable allowance setting and insufficient salary for some special posts also make the salary inflexible. 4. Welfare. Welfare should be a benefit that everyone can enjoy, which can make employees feel a sense of belonging. Welfare emphasizes its long-term, integrity and planning. The welfare system is imperfect and lacks overall planning, which often wastes funds but has no effect. 5. insurance. Insurance is actually a kind of welfare, a guarantee of long-term interests, or a prevention of emergencies. Social insurance is also compulsory. Some companies regard social insurance as an extra burden, which makes employees feel insecure and their long-term interests are not guaranteed. At the same time, there is no prevention for employees' sudden accidents.

What does the salary structure include?

Piece rate; Bonus; Allowances and subsidies; Overtime pay; Wages paid under special circumstances.

Hourly wage refers to the labor remuneration paid to individuals according to the hourly wage standard (including regional cost of living allowance) and working hours. Including: wages paid according to the hourly wage standard of the work done; The basic salary and post (post) salary paid to employees by the unit that implements the structural wage system; The trainee salary of new employees (the living expenses of apprentices); Sports allowance for athletes.

2. Piece rate:

Refers to the labor remuneration paid for the work done according to the piece-rate system. Including: the implementation of excessive progressive piece rate, direct unlimited piece rate, limited piece rate, over-quota piece rate and other wage systems, and the wages paid to individuals according to the quota and piece rate approved by the labor department or the competent department; Wages paid to individuals in accordance with the trade union task contracting method; Wages paid to individuals in the form of turnover commission or profit commission. 3. Bonus:

Refers to the excess labor remuneration paid to employees and the labor remuneration for increasing income and reducing expenditure. Including: production award; Saving award; Labor competition award; Reward wages for government agencies and institutions; Other bonuses.

4. Allowances and subsidies:

Refers to the subsidies paid to employees for special reasons such as compensation for special or extra labor consumption, and the price subsidies paid to employees to ensure that their wages are not affected by prices.

Allowances: including: allowances to compensate employees for special or extra labor consumption, health care allowances, technical allowances and other allowances.

5. Price subsidies include

Various subsidies paid to ensure that the wage level of employees is not affected by price increases or changes.

6. Overtime pay:

Refers to overtime pay and overtime pay paid according to regulations.

7. Wages paid under special circumstances include:

According to national laws, regulations and policies, wages paid according to the hourly wage standard or a certain proportion of the hourly wage standard due to illness, work-related injury, maternity leave, family planning leave, funeral leave, personal leave, family leave, regular leave, suspension from school, and fulfillment of national or social obligations; Additional wages, reserved wages.

What does the salary structure include?

Companies that don't work will be different, but generally include salary (basic salary, post salary (post salary), seniority salary, overtime salary, etc. )+bonus (attendance award, performance pay, etc. )+subsidy (meal supplement, transportation subsidy, telephone subsidy, etc.). ).

The composition of salary includes, what should be paid?

I was first recruited as a mechanical engineer by a company. The boss of the company said that he wanted to develop the business of processing and supplying hardware accessories and wanted me to help the company with the technical work of this new business. But after work, the company said that the new business was in preparation and wanted to give me a project that I was not familiar with, so let me help manage it first. I said that I had insufficient experience in engineering technology and overall management in this field, but the boss said that it was nothing very simple. In fact, this project is very difficult to do. When I am busy, I often spend the night in the office. Under my management, the project finally completed the acceptance as required, and I was told by the company that the salary was too high to pay, and then I was dismissed without reason (as far as I know, this is the practice of this company, and people will be fired at any time if the project is not received, and when will the employer recruit again). In order to protect my personal interests, I applied for labor arbitration. Because the company refused to accept the arbitration result, I appealed to the court. The company still refused to accept the results of the first instance and appealed to the Intermediate Court again. Now the Intermediate People's Court has been in session for more than half a month without any results. Although the company said from the second arbitration hearing that my education was untrue, neither the arbitration commission nor the court of first instance adopted the company's requirements. Now the company has come back to Zhong Zai to sue me for using a fake diploma, asking me to get the salary of a general worker, saying that sometimes I didn't attend the production meeting of the client company for no reason during my work, which damaged the company's image or something, and asked me to return the part that exceeded the salary of a general worker. Is this intention of the company legal? Will I get legal support to refund my salary? During my tenure, I asked for it several times, but the company never signed a labor contract with me, nor bought me social security, nor paid me overtime, so I sued the company. Now, in order to make lawyers have a correct judgment, I also made it clear that I have only been in college for two years, so the graduation degree mentioned by the company is not true. Another problem is that this trial will ask whether the diploma is true or not, and I can't provide the original diploma and proof. Should I say it's true or not? What are the adverse consequences of saying that it is false, and what are the adverse consequences of not admitting that it is false? thank you

What are the components of wages?

What is the basic salary on the contract when you sign it? If the salary compensated by the company is the amount in the contract, it is legal. Nowadays, many companies are very smart, and the actual monthly salary is very high, but the basic salary is set very low, just to have a basis for conflicts between companies. The court only looks at the contract. How to deduct overtime pay? I used to work overtime, but now I don't give it? This is illegal for your company. As for the insurance you mentioned, I don't know how you deducted it from your company. Formal insurance is a part of the country, your company and your own payment. Generally, the amount of insurance paid by yourself accounts for about 10% of your contract company. That is to say, if your basic salary is 2000 yuan, it is unreasonable for you to pay more insurance in 200 yuan every month. No, you work in that city. You can complain if you feel unreasonable. It can be done with a phone call, and now the country is very strict about it. No company dares to check, because ordinary companies have some problems, which are a little small at first, and the more they check, the more problems they have. Finally, I wish you reasonable compensation!

What are the components of salary?

"Provisions on the Composition of Total Wages" Article 4 The total wages consist of the following six parts:

(1) hourly wages;

(2) piece rate;

(3) bonuses;

(4) Allowances and subsidies;

(5) Overtime pay;

(6) Wages paid under special circumstances.

What are the components of total compensation?

Provisions on the composition of total wages

Article 4 The total wage consists of the following six parts:

(1) hourly wages;

(2) piece rate;

(3) bonuses;

(4) Allowances and subsidies;

(5) Overtime pay;

(6) Wages paid under special circumstances.

Article 5 The hourly wage refers to the labor remuneration paid to individuals according to the hourly wage standard (including regional living allowance) and working hours. Including:

Wages paid according to the hourly wage standard for completed work;

(two) the basic salary and post (post) salary paid by the unit that implements the structural wage system;

(three) the trainee salary of new employees (the living expenses of apprentices);

(4) Sports allowance for athletes.

As for the explanation of some specific scope of the provisions on the composition of total wages,

Interim Provisions on Wage Payment (No.489 of the Ministry of Labor [1994])

Supplementary Provisions on Issues Related to Interim Provisions on Wage Payment (No.226 issued by the Ministry of Labor [1995])

What are the basic elements of a typical salary structure?

What is the wage structure, that is, the components of wages. Salary structure is a variety of arrangements for different positions or skills in the same organization. According to the company's business strategy, economic capacity, human resource allocation strategy and market salary level, it sets different salary levels and salary elements for positions with different values in the company, and provides a way to confirm employees' personal contributions. The salary structure consists of basic salary, welfare salary, various allowances, flexible part of salary and incentive salary. 1. Basic salary: Also called basic salary, it consists of post salary and skill salary. Post salary is divided into several grades through the evaluation and analysis of the value of different posts, and corresponding salary. Skill salary needs to be graded according to the qualifications, functions, abilities and other factors of the on-the-job personnel, and the corresponding salary. However, post evaluation and skill grade evaluation are a systematic project, which requires a perfect management system and can only be carried out under the condition of relatively fixed posts. Therefore, for the time being, the salary system will be adopted under the condition of controlling the total wages, and then the salary reform will be carried out when the time is ripe. 2. Welfare salary: Welfare salary is another form of salary, which emphasizes the protection of employees' future, such as medical insurance, unemployment insurance, old-age insurance and so on. Its projects and levels shall be implemented in accordance with the relevant regulations of the country, region and company. 3. Various allowances: Various allowances are supplements to wages. Some special jobs, either holding special positions in enterprises or making special contributions to enterprises, all have the right to enjoy special preferential treatment. Fourth, the flexible part of salary: the flexible part of salary refers to personal development, psychological income, quality of life, education and training, and cultural life. This is a spiritual incentive besides material incentives, and for many people, its weight is very important, and it is a salary that benefits employees for life. Fifthly, incentive pay: the performance pay fluctuates in full, and each employee's performance and performance are assessed according to the company's performance appraisal standards, and the performance pay he should enjoy is determined according to the assessment results. Performance pay combines employees' interests with employees' personal performance and company performance, embodies the distribution principle of more work and more pay, and fully mobilizes employees' potential. Performance pay is paid monthly.

What are the components of wages in the labor law?

Welfare expenses do not belong to wages. Wage refers to the labor remuneration paid by the employer to employees in monetary form according to the relevant provisions of the state and the agreement between the two parties in labor relations. For example, monthly salary, quarterly award, half-year award and year-end award. However, according to the provisions of laws, regulations and rules, the following expenses borne by the employer or paid to employees are not wages: (1) social insurance premiums; (2) Labor protection fee; (3) Welfare expenses; (4) One-time compensation paid by the employer when the employee terminates the labor relationship; (five) family planning fees; (six) other expenses that do not belong to wages. In political economy, wages are essentially the value or price of labor. Wage is an important part of production cost.

What are the salary components under the traditional salary strategy?

In the more than 20 years after 1978, with the change of economic development situation and competitive characteristics, enterprises have been carrying out new salary system reform, especially at the beginning of 2 1 century, various forms of salary reform schemes have been continuously introduced, which makes the salary management of enterprises gradually mature. However, there are still a series of unavoidable problems in the reform of the income distribution system of state-owned enterprises. (1) Regardless of government and enterprise, * * * intervenes in enterprise salary management. (2) equalitarianism is serious. (3) The incentive and restraint mechanism of business operators is not perfect, and the value of human capital has not been properly reflected. (4) There is no job analysis post assessment system, which makes enterprises have no standards in assessment, promotion and operation standards, and it is difficult to have an advanced and reasonable work quota and reward system. (5) The welfare design is rigid and the nature of occupational welfare is alienated.