What is the year-end award?

The year-end bonus is an uncapped bonus given by the boss to employees, and some also include travel rewards and material rewards. It is a reward for work performance in the past year, and it is a project that can be given or not. The amount and form of the year-end bonus are generally adjusted by the enterprise according to the situation. A good year-end bonus method should have a good assessment index, assessment method, distribution rules and other corresponding systems, which can effectively motivate employees and increase enterprise cohesion. 20 1 1 in August, 2008, someone stole the name of People's Republic of China (PRC) State Taxation Administration of The People's Republic of China, released an announcement to the public, interpreted it at will, and seriously misled taxpayers after it was published in the media. After the implementation of the new personal income tax law, the year-end bonus will encounter a tax threshold, which is prone to "overcharge and underpayment".

Annual bonus

Near the Chinese New Year, many employees are eagerly looking forward to the year-end bonus, and some employees are afraid that they will miss the year-end bonus if they resign before the Chinese New Year. So when and how to calculate the year-end bonus, Bian Xiao will give you a detailed introduction.

Case:

A foreign-funded enterprise 10 technician, the contract expired in June last year, and the enterprise did not renew it. Not long ago, they learned that the company began to distribute last year's year-end bonus, so they went to apply. However, the enterprise refused to issue the year-end bonus on the grounds that "the scope of the year-end bonus is the employees who are still registered at the time of issuance". In addition, at the end of the year, some units advised employees to take the initiative to leave their jobs for various reasons and try to avoid issuing year-end bonuses.

Legal experts pointed out that:

This practice of the employer is completely unreasonable. First of all, whether to issue the year-end bonus is indeed one of the wage autonomy of the employer, but it does not mean that the employer can change the commitments made to employees at will, including those made in the form of contracts or rules and regulations. Employers cannot exclude the right of workers who have made labor contributions this year from receiving the year-end bonus by internal regulations such as "employees who are not working at the time of issuing the year-end bonus cannot receive the year-end bonus". Of course, the employer can stipulate in the rules and regulations that if the profit or performance of the enterprise is not good, the year-end bonus will not be paid or reduced.

A joint survey on the distribution of year-end bonuses shows that in order to prevent key talents from job-hopping, 20% of enterprises postpone the distribution of year-end bonuses until after the new year, generally in March, at the latest in May. The common practice of "delaying the issuance of year-end awards to prevent talents from jumping ship" has caused a lot of controversy.

Online comments are almost one-sided on the practice of "delaying the issuance of year-end awards" to "prevent talents from jumping ship", and all think that this practice of enterprises is not desirable. Enterprises must show sincerity if they want to retain employees. Threatening employees with the loss of delaying the year-end bonus will not only help, but also arouse employees' rebellious psychology, which may be self-defeating and accelerate employee turnover.

Some people think that the year-end bonus can only reflect its value and motivate employees to love this enterprise more. Delaying the year-end bonus is a very short-sighted behavior, which hurts employees' hearts.

"Delaying the year-end award is that the company does not trust employees and will hurt employees emotionally." Liang believes that since "it is impossible to prevent", it is better to give it to others first, go back to the New Year happily, and come to work next year. If an enterprise creates a good working atmosphere, makes employees satisfied with salary and benefits, or creates a relaxed working atmosphere, which makes employees feel trusted and respected, who is willing to resign?