It's going to be a holiday. For the working people, the most important thing is when to pay the year-end bonus. The year-end bonus is a affirmation and reward for the contribution of the individual company. So from the perspective of the boss, what is the best way to keep the employees?
When is the year-end bonus usually issued
The year-end bonus is usually paid between the end of December and the beginning of January. Considering the traditional habits, most enterprises will give their employees year-end bonus at the end of the year. As a general rule, it should be distributed before this year, otherwise, it's called year-end bonus.
The reason is very simple. The annual pass is near. Double pay, year-end bonus and dividend are one of the reasons why many people are looking forward to the new year. It's great to get the year-end bonus. So most of the enterprises that pay the year-end bonus will pay at this time.
When it comes to the year-end bonus, as employees, we are more or less excited. After all, it's not a small income for us. But as for the year-end bonus, our country does not have any laws and regulations to explain that enterprises must pay it. The year-end bonus issued by the enterprise is an affirmation of our employees' hard work for one year, and also an incentive for us.
But let me explain to you that the state has no special regulations on year-end bonus. The year-end bonus is generally an incentive measure for enterprises according to the company's profits and employees' personal performance. If there is an agreement between the two parties, it shall follow the agreement; if there is no special agreement, the company may not issue it. But most companies offer year-end bonuses to encourage employees.
What should be paid attention to in the distribution of year-end bonus:
1. Although the enterprise has greater autonomy, it shall make clear the nature of the expenses, and shall not deduct a certain amount from the agreed monthly salary as the year-end bonus.
2. The method of year-end bonus distribution should be discussed with the workers' Congress or all workers, and determined through consultation with the trade union or workers' representatives.
3. The evaluation system should be improved to determine the standard of year-end bonus distribution through the evaluation of attendance rate, work performance, length of service and other items.
4. Make clear the distribution method of year-end bonus under specific circumstances. For example, whether the end of year bonus is granted to the resigned employees in the current year, and whether the amount of the end of year bonus needs to be adjusted properly for the employees who are on long-term sick leave or in the period of shutdown and pay.
5. The distribution method of year-end bonus shall be made known to employees through labor contract, employee manual, collective contract and other forms.
Enterprises can consider the following points when issuing year-end bonus:
1. Intermittently issue year-end bonus
In the form of intermittent distribution, enterprises are required to break the traditional distribution form of year-end bonus, but decentralize the year-end bonus. For example, the bonus can be distributed to a department in the name of bonus in the two or three months before the end of the year. At the same time, the number of year-end bonus can be reduced and the concept of year-end bonus can be weakened. In order to break the solidification of the year-end bonus, the appropriate deformation of the year-end bonus becomes a gap reinforcement to stimulate employees to work actively.
2. Break up the year-end bonus
The enterprise can divide the year-end bonus into parts. When the year-end is approaching, it should be distributed under different names, of course, with sufficient reasons. For example, employees who are willing to share their knowledge with the team, travel for a long time, and actively cooperate can be awarded with special dedication award, Partner Award, innovation award and other awards. The incentive effect of this flexible payment method on employees is far better than one-time payment of bonus and no more reasons.
Of course, the introduction of the one-child care leave will not solve all the pension problems. In fact, the improvement of the old-age security system and the improvement of the service ability of social institutions are the more critical links.