How to calculate the year-end bonus of garment factory

There is no unified algorithm for year-end awards. Enterprises also distinguish industries according to the nature of units, institutions or enterprises. Each industry is different, and different companies in the same industry are different. Specifically, you can ask your company's human resources or colleagues, and the year-end bonus algorithm will generally tell you when you join the company.

-On the minimum payment standard of year-end bonus:

The year-end bonus is an uncapped bonus given by the boss to employees. At present, China's laws have no mandatory provisions on year-end awards. The amount, time and form of the final prize are generally adjusted by the enterprise according to the situation. Considering the traditional habits, most enterprises will give their employees year-end bonuses at the end of the year, usually in January.

According to common sense, it should also be issued years ago, otherwise it will be called the year-end bonus. There is a simple reason. As the year is approaching, double pay, year-end bonus and bonus are one of the reasons why many people look forward to the New Year. Of course, everyone is happy to get the year-end award. Therefore, most companies that distribute year-end awards will do so at this time.

Year-end bonus payment standard

According to reports, the current law does not make special provisions on the standard of year-end awards. If there is an agreement in the contract signed between the laborer and the unit, it shall be implemented in accordance with the agreement; If there is no agreement, if there are provisions on bonus payment in the rules and regulations of the unit, the bonus payment system shall prevail.

At present, there are three main forms of year-end bonus, and the calculation methods of year-end bonus are different in different ways.

(a) performance appraisal

Pay performance bonus according to individual annual performance appraisal results and company performance results. At present, the performance appraisal rules of most companies are open, and many of them will make clear agreements with employees in advance through performance contracts, and score according to the completion of year-end performance. Different scores correspond to different performance bonus coefficients.

According to reports, it has become a trend to issue year-end awards through performance appraisal. For example, the manager of a supermarket, the annual assessment is divided into four grades, and those who exceed the sales task are special grades; Just finished the first grade; Unfinished projects are counted as B, and different grades correspond to different year-end bonus amounts.

(2) Red envelopes

The boss gives employees unlimited red envelopes. This year-end bonus calculation method is relatively private, some of which are distributed as auxiliary year-end bonuses and some are distributed to employees in key positions. There are also companies that do not have a fixed form of year-end bonus, and the boss directly issues red envelopes. This method depends on the position and impression of employees in the boss's mind.

(3) Double salary at the end of the year

The so-called "double salary" actually means that the unit pays an extra month's salary to the individual according to the prescribed procedures, which is a form of annual reward for employees. At present, the administrative organs and most enterprises call it "the first 13 month salary" (that is, "12+ 1").

Double salary and year-end bonus at the end of the year are not a concept, and the conditions for issuing year-end bonuses are more linked to performance; But double pay at the end of the year is generally only related to working hours. However, some employers have systematically set conditions for getting double pay at the end of the year, such as meeting performance standards. At this time, at the end of the year, there will be the concept of year-end bonus with double salary; Second, because the year-end double pay system is related to working hours, the employer has set conditions for its payment, such as setting "workers must register when paying double pay at the end of the year, otherwise they will not have the application conditions".