薪酬福利制度英文

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薪酬福利制度英文

Purpose 1.

薪酬福利制度英文

In accordance with the company development strategy goal, in accordance with the relevant state labor personnel management policy, to regulate the company compensation management, this system.

2. The purpose of

This system on the one hand, by giving employees with competitive remuneration, attract and retain talents needed for the company; On the other hand through within the company to make fair and reasonable remuneration payment system to fully arouse the working enthusiasm of employees, and as much as possible to reflect the company's values and corporate culture.

3. The effectiveness

This system is the highest guiding documents of company compensation management, salary management for the company to provide comprehensive criterion and the important basis. All company related to compensation system, activities and behavior must be in accordance with and subject to the system.

4. The scope of

The compensation management system is applicable to all company staff and probation employee.

5. Pay concept

The company's compensation management goal setting is as follows:

5.1 wages and labor market, and have a certain competitiveness;

5.2 to attract excellent talents with innovative spirit and professional skills;

5.3 to improve the performance of individuals and organizations;

5.4 promote fair treatment within the organization;

5.5 to promote team work together.

6. Pay system management principles

Strategic principles: 6.1 the company's strategy is embodied in compensation system design, and through the operation of the compensation system to promote strategic implementation success.

6.2 fair principle: including two aspects of internal fairness and external fair:

6.1.1. Internal fairness: compared with other internal company employees, employees feel that the pay is fair.

6.1.2. External fair: compared with other companies in the real estate industry, the company provides the salary is competitive.

Rule of competition: 6.3 the company compensation system will provide employees with competitive compensation levels, based on salary survey, set slightly higher than the market average salary standard.

6.4 difference principle: break the pot policies in the past, to work skills, work responsibilities, working conditions, working strength in order to establish the compensation sequence elements, according to the position, years of work, education, job title to determine the basic salary, according to the performance evaluation to determine merit pay.

6.5 system, public principles: follow the principle of transparency, let employees clear understanding of the company's compensation policy, for your reward in mind.

6.6 confidentiality: basic wage of employees classified as confidential, pay-for-performance classified as top secret. For compensation were leaked, or ask each other of salary, upon verification, to give administrative punishment to the degree of the parties to see if the circumstances are serious, or dismiss processing.

7. Pay growth mechanism

7.1 total compensation growth with artificial cost control and enterprise economic efficiency, labor productivity and Labour markets corresponding wage growth mechanism. Determine the total wages of closely related with the artificial cost control, we should strengthen the artificial cost margins, cost rate and labor allocation rate as the main monitoring indicators of input and output efficiency analysis, establishing artificial cost constraint mechanism, to effectively control labor costs increase, make the enterprise keep strong competitiveness.

7.2 the staff individual growth mechanism

Employee wage growth according to the market price and the staff individual labor contribution, the development of personal ability to identify, to the enterprise production and business operation and development are in urgent need of senior talented person, market prices higher again, add salary range is larger; This enterprise wages higher than the market price of si-mp-le labor post, add salary range, and even no capital. Employees for their contribution to the big, add salary range is larger; To contribute little people, not a raise or a pay cut.

Responsibility/authority in the second quarter

1. The personnel department: responsible for salary review welfare system formulation, execution, supervision, revision and interpretation and the company's annual salary and welfare expenditure budgeting and overall implementation of the total amount of control.

2. Each department: responsible for personnel's wage level assessment, salary adjustment and overall balance.

In the third quarter a salary structure

1. The company staff salary system USES the post value, performance contribution, personal performance and the actual wage income directly link structure, consists of basic salary, post salary, performance salary, commission, year-end profit sharing plan and benefits of a total of six parts.

2. Company staff salary consists of three parts: basic wage, post wage, employee benefits, namely: the monthly salary = basic salary + post salary + employee benefits.

3. The employees in the company's annual income, that is, for the salary, salary = + a month quarter performance salary + commission + business annual profit sharing + special awards.

The fourth basic salary

1. Basic salary is according to the different positions for various layers are in position and determine the wage income, is an essential part of the employee compensation.

2. Compensation system for the inside of a standard group, according to the company's current organizational structure and job level could be divided into 17 rank, all staff all the jobs at the same rank, their basic wages are the same, the corresponding rank position specific see the position classification of administrative levels.

Section 5 post salary

1. Post salary is based on different positions and relative contribution value and certain income, according to the company job category, all employees are divided into administrative, engineering, technical, design, sales, investment promotion, logistics auxiliary class five grade, according to different corresponding post salary system design, detailed in the administrative management class post salary grading table \", \"engineering technical post salary grading table\", the planning design class post salary grading table, sales merchant class post salary grading table, the logistics auxiliary class post salary grading table.

2. Post wage and basic wage fixed to extend by the month.

Section 6 performance-related pay

1. Performance-related pay is to stimulate the potential of employees and work enthusiasm, encourage employees to work hard to finish all the work target. Company to employees periodically for the unit with the monthly assessment, performance salary principle is \"review monthly, quarterly summary, quarterly cash\", shown in the table below, specific see the system of performance management in company.

2. Performance appraisal performance level evaluation, according to the different nature of the work unit and the completion inspection cycle performance, determine the corresponding performance evaluation level force distribution ratio, the concrete measures refer to the system of performance management.

Quarterly assessment results

Quarter of merit pay

good

My basic salary * 1

good

My basic salary * 0.8

qualified

My basic salary * 0.5

To improve

Section 7 business commission

Reference companies existing cut method (including gold and project commission) and and standardized treatment; At the same time must be reported to the personnel department for examination and approval for the record.

Section 8 annual profit sharing plan

1. The source of the bonus:

Company as a decision-ma-ki-ng body and resource support organization, according to all the members of the company to achieve business target, according to the relevant proportion of completed profits for some profits, detailed in the company management scheme.

2. Internal distribution principle: year-end bonuses to discriminate different employees, to employees administrative level and year-end appraisal result into actual registered with employees working months as the main reference.

3. The year-end award specific allocation formula:

Description:

3.1 the employee's annual performance review average score: four quarters for the staff appraisal score average;

Administrative level coefficient 3.2 staff refers to the position classification of administrative levels of level Numbers;

Actual registered 3.3 months for the months of what the employee actually does, the sum of the month, 15 (including) induction meter after 0.5 months; 15 induction meter for a month before.

Section 9 welfare

Welfare refers to a company to attract employees to the enterprise to work or designed according to the need for improving their work and life, learning environment, or as an employee of basic income supplement the sum of a series of measures or physical. Every level employees on the basis of different jobs and responsibilities, such as specific enjoy project and standard will be different.

2. The following specific items and standards are for reference only, the company will take into consideration the increase or decrease according to actual situation.

2.1 years work allowance:

2.1.1. In order to encourage the staff loyalty to the enterprise, reflects the employees' work experience and the service life of contribution to the enterprise, and hope staff can set up long-term common development with the company. According to the actual situation of the company, in addition to short-term LaoWuGong employees with the company for over a year (our staff to the natural month accumulative frequency for a full year, less than a year), the company's length of service even if a year;

2.1.2. Years work subsidies by the employee in the company of uninterrupted length of service, piecewise accumulative total computation, extend by the month. After specific criteria as follows, according to the actual situation to adjust:

Within five years, 30 yuan/year;

6 to 10 years, 50 yuan/year;

For 11 years and older, 80 yuan/year.

2.1.3. Employees do not enjoy the month when the departure of years work allowance.

2.2 degree allowance and title allowance don't have it both ways, using the principle of \"up\" to determine:

2.2.1. Education allowance: set up education allowance is the purpose of the respect knowledge, attract talent, enhance the company's talent reserves and the power of the development of education allowance is only applicable to the country admits the graduation certificate shall prevail (limited full-time education and take an examination of undergraduate course or above). After specific criteria as follows, according to the actual situation to adjust:

2.2.2. University graduate of 100 yuan/month, master graduate student, double bachelor graduated 150 yuan/month, Dr. Graduate 200 yuan/month;

2.2.3. Title allowance: according to the technical titles of employees to ensure that the title the national certification shall prevail, specific standard is as follows, after adjustments according to the actual situation:

2.2.4. Intermediate title 100 yuan/month, senior title 150 yuan/month, is senior titles, 200 yuan/month;

2.2.5. Employees do not enjoy the month when the departure of title allowance.

2.2.6. Communications costs: see chapter 12 communications management regulations and the finance department released the implementing rules for the reimbursement.

2.2.7. Tune in allowance: employees need because of the company's work was seconded overseas (dongguan) or a long time (more than 1 month) in branch, preparation, modification, investment, expand and secondment when performing a service company in accordance with daily plan hair standard must be meals, accommodation and transportation subsidies.

2.2.8. Accommodation allowance: let employees can focus on their work to facilitate the daily management, the company provide dormitory and the public canteen service for all, to make the workers basic life safeguard.

2.2.9. Water and electricity gas subsidies: see the provisions in the fourth chapter of dormitory management.

2.2.10. Paid vacation: the staff of the company shall enjoy the following leave:

National legal holiday, the Spring Festival, May Day, National Day, New Year's day, the tomb-sweeping day, Mid-Autumn festival, Dragon Boat Festival holiday, etc.

Public holidays: all employees are entitled to half a day on Saturday, Sunday sabbaticals.

Inductrial injury to be false: employee is injured at work according to the circumstances of the injury, property, liability, injury degree, and so on and so forth, valid certification issued by the designated hospital, submitted to the relevant authority shall be approved after examination and approval can enjoy inductrial injury to be false.

Marriage leave: employees enjoy marriage leave, wedding leave with valid documents sent He Jin 500 yuan. Leave regulations refer to the regulations for the holiday.

False: the female employees paid only enjoy basic salary during maternity leave, do not enjoy variable bonus and welfare benefits; The company issued a He Jin 200 yuan. Maternity leave see regulations for the holiday.

His false: employees enjoy funeral leave. With valid documents, the pension of 200 yuan. See off the regulations for the holiday.

Annual leave: employees enjoy annual leave with salary, specific see off the regulations for the holiday.

False, sum unpaid, Hugh personal leave during the month more than 15 days (attendance) 14 days or less, do not enjoy the merit pay that month.

Sick leave: sick days, enjoy the sick pay, sick pay monthly minimum wage payment according to the enterprise region.

Kuang work: staff absenteeism day, a fine double the amount of deducted from when monthly wages.

Adjustable leave: employees to take vacations to enjoy full basic wage, one-time continuous take leave for more than half a month, do not enjoy subsidies traffic, communication, foreign land work.

Birthday He Jin: the company for the birthday staff birthday He Jin, standard is RMB 100 / person.

Labor protection: the company according to the needs of work and the different nature of each position, configure corresponding company uniforms and labor protection supplies.

(3) of the benefits: company important celebration day in traditional holidays, company, employee birthday and usually not busy season, the company will according to the actual situation appropriate organize rich and colorful culture, sports, social activities, distribution of different degree in the traditional festival gift or gift, make the employees in the work can feel the atmosphere of the company and the warmth of home.

4. Education and training: the company to encourage and promote staff to do their job at the same time, actively take part in academic education or skills training, the company will be based on the actual needs of their employees as much as possible, to develop and provide more opportunities for full-time, bases training projects and, also urge employees to take an active part in the company organization of all kinds of internal training and external training courses, to help improve employees' ability and quality, so that the employee and the company with our progress and growth.

5. Books and periodicals subscription: the company various departments in the middle of December every year, for the unit with the department head by according to the need to apply for the professional demand of newspa-pe-rs and magazines, reported to the competent personnel department, after approval by the personnel department, director of subscription and management.

6. Library: every company staff may work in the company books reading room with CARDS free books magazines.

Section 10 social insurance

XX province in accordance with the enterprise or business the unit staff social insurance regulations on the administration of the relevant provisions of the company will be according to the actual situation, current needs and provide social insurance for employees, the specific proportion of pay, amount, standard, management method and procedure with reference to the relevant regulations of the state and local.

Section 11 a probation period wage determination

1. The probation period for new staff probation period salary pay, 80% of salary after is generally positive.

2. The external hires probation staff to take \"agreed salary system\", but the salary level must be consistent with the salary structure of this system.

3. The probation period, by the personnel department and administrative department according to the employee's job performance during the probation period, the ability to work to make assessment, and put forwards the suggestion of wage adjustment, according to a nuclear authority approved petition and adjusted salary in principle, shall not exceed the limit of the rank of salary standard table.

V12 obtainment of grading, position change and raise the management on a regular basis

To stimulate new company probation staff and internal promotion trainee staff, maintain personnel basically stable, reflecting the company's business, and increase the level of society as a whole life to accommodate perspective, because every employee positive, position change, promotion, demotion, level) and the performance appraisal of the fine or more, the company will according to its actual performance and the overall compensation levels both internal and external environmental changes and salary adjustment.

Welfare and salary grading management: 2. Positive employee probation after assessment is eligible to become a full member after examinations can be according to the result of the comprehensive assessment of performance and grading the post salary, other such as benefits, insurance and other adjustment according to related regulations.

3. The welfare and salary adjustment position change management: employees because of demotion, peers to change jobs or positions of transfer, the welfare and salary treatment at the same time can be adjusted correspondingly.

4. All positive, promotion reshuffle involving employee compensation, etc, the effective date of wage adjustment rules are as follows: 15 of each month as the cut-off point, the personnel changes relationship between effective date before the 14th (including), 1 month and then adjust the effective date for salary, personnel in dynamic relationship between the effective date after 15th (including), adjust the effective date for salary monthly 1; Demotion, salary and reshuffle involving employee compensation, such as personnel changes effective date or adjust the effective date for salary.

5. Salary increase management: mainly including universality pay salary increase, performance appraisal, temporary raise three types.

6. The company's internal salary shall implement the principle of the centralized and unified management.

7. Salary increase management responsibilities: divided into position administrative level classification table of more than 10 (including) personnel salary increase can submit an application by the director, director, administrative personnel director of audit review, vice President of set (or President) implemented after approval; Grade 1 to grade 9 staff salary increase by department head, executive director of audit, the filing of administrative personnel department review completed;

7.1. General salary increase: such as market price level, the external economic environment changes, the company business development and other major changes, the company when they think they have to adjust the salary of all employees, and the method of the adjustment coefficient, adjustment and time writing notice to determine the other.

7.2. The performance review salary increase: annual assessment results accord with standard of salary increase, to give salary increase, the specific measures, with reference to the system of performance appraisal management. But the following persons will not be included in the performance appraisal pay consideration: probation employee; And paid vacation because of inductrial injury reason in examination cycle absence for 30 days or more; The inspection period has a record of dishonesty or major violations; To leave and leave application has been lodged by personnel; Comprehensive evaluation result fail or general.

7.3. The management of the temporary increase:

7.4. Raised: conform to one of the following conditions (including but not limited), determine the amount of temporary increase wages, standards should also be consistent with the salary structure hierarchy.

7.4.1. On the post particularly, the significant contribution for the company; Due to obtain new degree or titles, the original salary structure not adapted to the education and qualifications of the salary; In management, customer service, make comparison competition, technological innovation of outstanding achievements or suffers from role models; After the long holiday is reinstated according to the relevant provisions of the labor contract with the same person than its salary is considered to have very obvious difference; In particular jobs or positions of employees are tested and approved by the administrative personnel to assess think salary when necessary.

7.5 down: conform to one of the following conditions (including but not limited), approved by President will give the relegation after treatment:

In office dereliction of duty, malfeasance or serious violations; Performance appraisal is not standard; The internal and external environment deteriorated sharply market results in the company management severely affected; Think of the force majeure factors company business performance and profits decline; Larger negative impact caused by a breach of salary secrecy rules.

The first ten three salary calculation and the method of pay, and review

Commencement date: the company's general paid monthly salary, salary calculation from 1 month until the end of the month, the company implemented or YueXinZhi;

2. Salary composition and calculation:

2.1 real salary = should pay + economy benefits - deductions;

2.2 should pay = basic salary + post salary, performance salary + commission + business annual profit sharing plan

Date of issue: 2.3 the special case company issued last month salary on 15th per month, such as payday to coincide with the holiday, will postpone to the first working day after my holiday.

2.4. Overtime pay = (basic salary + post salary) present monthly salary days * actual overtime days * multiples.

2.5. Absence deductions = (basic salary + post salary) present monthly working days * actual absence days, including: monthly working days is refers to the natural days during the month to reduce the number of days after the public holiday.

3. Payment: compensation and benefits are unified in the form of currency on a monthly basis by bank transfer.

4. Salary review: when employees have doubt on my salary shall have the right to direct supervisor and the personnel administrative department to investigate.

: 5. Separation of the pay and benefits at the accounting of normal departure formalities settlement salary, wages and benefits are converted into days to pay in accordance with the total amount of monthly wages, after deducting to pay for any item sent to.

6. The company will be deducted directly from the staff salary that month the following fees and the amount of:

6.1 for part of individual income tax, social insurance individual, dormitory electricity, comprehensive assessment of target bolo punishment and administrative penalties to violate the company rewards and punishment system, malfeasance economic compensation, the maturity of the loan, damage and loss of company property damages and other withholding payment item.

V14 salary welfare security management

1. Company staff salary secrecy, all employee wages, bonuses and other benefits belong to the company secrets, the company's payroll, average wage levels, departments of overall wage structure classified as secret.

Article 2. All staff wages by the employee in a payday to finance department within one week, employees deal with their own salary confidentiality and secrecy on others' salary, salary shall not be revealed himself or inquire about salary, comment on others; For salary secrets leaked or for each other about salary have a negative impact, is testified, depending on the seriousness of the party to administrative punishment or pay cuts, dismissal.

3. The department manager according to the above persons need to query all personnel salary management range, this system, but can not query, staff wages.

Fifteenth day salary welfare total budget management and control

1. The personnel department in January every year for one year before 20 concrete implementation of c&b system carries on the summary analysis, and the distribution according to the company operating and business development plan of the current year from the previous year, develop the annual salary budget report, submitted to the vice President of total compensation after examination and approval.

2. The company adjust overall compensation benefits, by the finance department submitted to the company as a whole and each department the number of total pay, average ratio, ranking, merit pay, post salary, benefits, to account for social insurance and related data, to serve as a reference for head; Each department head in the learner the amount paid, obtainment of rating adjustments to compensation and pay the inspection according to the company's overall balance and the difference of regions, departments, reasonably control the salary welfare spending and growth, the finance department to control the company's overall compensation expenses, administrative personnel department responsible for supervision, guidance and implementation.

The sixteenth is attached

1. This system by the company administrative personnel to be responsible for the formulation, amendment and interpretation. About salary welfare system, original provisions inconsistent with this system, all will be subject to this system.

2. This system does not let matter, implement relevant state laws, regulations and the relevant provisions of the group company at the corresponding level.

This system after approved by the vice President of release is carried out.

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