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Does the new employee Union have year-end bonus? How to give the best year-end bonus?

For many employees, the happiest thing in the new year is to give out the year-end bonus. Is there a year-end bonus for those new employees? The year-end bonus is distributed around the new year. It should be a kind of welfare, not every company will. Let's have a look at it together!

Is there a year-end bonus for new employees who have not completed one year in the company. The year-end bonus is a kind of welfare, not regulated by the relevant national laws and regulations. The year-end bonus shall be determined by the contract and the company's rules and regulations. Even if there is a year-end bonus, it shall be paid according to the proportion of your entry month. Otherwise, it's up to the industry conscience of the boss whether or not to pay the year-end bonus or how much.

As a new employee, you can ask your colleagues about the year-end bonus first. It depends on how long you come to the company, whether it's nearly a year or half a year, or one or two months. Generally speaking, if it's nearly a year, there may be a year-end bonus. In addition, you should also consider the nature of the company, whether it is a state-owned enterprise, public institution, foreign enterprise or private enterprise. Usually, the rich units are more likely to issue year-end bonus. At the same time, we should combine the company's year-end performance, the company's welfare policy and individual performance assessment. Enterprises with good year-end benefits are also more likely to issue year-end bonuses.

All in all, the year-end bonus is one of the forms of compensation and welfare, but it is not a legal concept. There is no law or regulation on how to deal with the year-end bonus and whether it must be issued. It is also not a necessary item of salary, which means that the employer can decide whether to pay the year-end bonus according to its actual situation. However, in any case, all units that give year-end bonus expect to have certain flexibility in the issuance of year-end bonus, that is, they can control who and how many year-end bonus are given.

Since there is no law and regulation that prescribes the year-end bonus, the principle of issuing the year-end bonus must be the agreement. This kind of agreement can come from the labor contract or the rules and regulations. Assuming that there is a year-end bonus, it can be executed according to the labor contract, but if there is no year-end bonus agreed in the contract, it cannot be obtained. At present, the distribution rules of many units are not clear enough, so it is easy to dispute.

How to calculate the year-end bonus in less than one year? The regulations of each company are different. Whether the year-end bonus is paid or not is not included in the labor law, which means that it is not a welfare or bonus that must be given by the enterprise. Some enterprises have good benefits, so there are, and a lot of them. If the benefits of enterprises are not good, there will be none. Some companies stipulate that employees have to work for a full year before they have a year-end bonus; some enterprises, new employees, also enjoy the year-end bonus. It depends on the system of the enterprise and the strength of the boss's distribution, as well as his mood.

Most enterprises will convert according to the working hours, such as taking an average of one month's year-end bonus, if you have worked for half a year, take half a month.

Whether the year-end bonus is a salary or a welfare should be paid or a unit's welfare? This problem should be judged from the labor contract and the internal rules and regulations of the employing unit on salary.

If the employee has a clear agreement on the payment method and amount of "year-end bonus" and a specific payment time in the written labor contract signed with the employer when he is in the employment unit. No matter in the form of year-end double pay or performance appraisal, such 'year-end bonus' shall be paid as the labor remuneration of the workers. Even if there is no "year-end bonus" agreement in the labor contract, as long as the unit has the practice of issuing year-end bonus, it should also be regarded as the salary to employees.

If the employer doesn't mention the year-end bonus in the labor contract, it will decide the amount and object of the year-end bonus according to the overall profit situation of the employer. Some of them are used in the lottery, instead of the year-end bonus in the form of prizes. Such uncertain and temporary year-end bonus can only be regarded as the welfare given by the unit, not as salary.