Company Salary Management Rules And Regulations Templates And Models

　　 Pay It refers to the various forms of compensation that employees receive from their units to provide the necessary labor, which is paid by the unit. staff Labor remuneration and salary management are also the lifeblood of enterprise development, so managers must understand the problems and Countermeasures of the company's salary management.

Article 1. These Provisions are based on personnel matters. Administration Regulations, formulate related matters related to the company's salary management.

The second wage system is: the first, the second and the third.

Third ways to pay wages

The salary is based on the monthly salary system.

The fourth settlement day of wages

1. the base salary is calculated at the end of the month as the settlement day.

2. the base salary is calculated at the end of the month.

Fifth pay day

Salary payment is paid on a monthly basis in principle, but if the payment date coincides with a vacation date, it is payable on the previous day.

In case of any of the following circumstances, you may not apply for special payment by yourself or your relatives in accordance with the provisions of the company.

1. when I or a dependant dies;

2. when I quit or got fired.

3. when I was born and brought up in sickness or in disaster,

4. when I am or a dependant is married.

5. other reasons approved by the Ministry of personnel.

Sixth wages deduction

In addition to the deductions added by the decree, the union membership fee is deducted from the salary.

Seventh decisions on basic wages

The basic salary principle is based on the completion ability of my work.

Eighth initial basic salaries

2. the salary of the midway hire staff is not only lower than the basic salary standard, but also the salary level and age of the same industry.

Ninth regular pay adjustments

1. the basic salary of employees is increased regularly every year.

2. when employees enter the company after their work expires, when the first time is paid, they can be promoted to the rank of the rank and file for their salary adjustment and join the basic salary.

3. the annual salary of employees who are over the age of years or above is not within the regular salary range, and should be based on the level of wages at the age of 12.

Rules and regulations for staff salaries management:

general provisions

First purpose

In order to standardize the salary management of the company and give full play to the incentive function of the salary system, the system is formulated on the basis of relevant laws and regulations of the state and combined with the actual situation of the company itself. {page_break}

The second scope of application

This system applies to all employees of the company.

The third principles laid down

(1) the principle of strategic consistency: consistent with the company's development strategy, giving full play to the incentive and guidance role of remuneration through flexible design, so as to ensure the sustainable development of the company;

(two) the guiding principle of market competitiveness: emphasizing the competitiveness of remuneration and effectively attracting high-quality talents. To reach the general level of talent remuneration is competitive in the region, and the salary level of backbone talents is competitive in the same industry in the whole country.

(three) the principle of fairness: pay attention to internal fairness, determine the relative importance of posts within the company through job evaluation, and then determine the corresponding pay level;

(four) performance pegged principle: embody the combination of enterprise benefits and employee interests, increase the incentive to change income, so that employees' salaries will be correspondingly changed with the change of performance, so as to fully mobilize the enthusiasm of employees.

The fourth factors that affect post wage level include the following:

(1) the objectives, tasks and responsibilities of the work;

(two) the complexity of the work;

(three) labor intensity;

(four) the working environment.

The second chapter is about the nature of remuneration.

According to the nature of the job, the fifth companies divide the wages into the logistics post salary series and the sales post salary series.

The sixth logistical post pay series are divided into nine grades: external trial, formal stage, formal stage two, formal stage three, formal stage four, official stage five, official stage six, formal stage seven and official stage eight.

The seventh sales post salary series are divided into five levels, namely, the external trial, formal stage, formal stage two, formal stage three and formal stage four.

The third chapter is salary structure.

(five) logistics staff should be paid monthly by the gross salary, performance award, performance bonus, incentive award, excellent free speech award, half year full time award, birthday benefit, wedding congratulations, customs allowance and other welfare benefits and travel / overtime subsidies.

(six) sales staff should be paid monthly by payroll, performance award, performance bonus, incentive award, excellent free speech award, half year full attendance award, birthday benefit, wedding congratulations, welfare allowance such as Kung Fu birthday allowance, travel / overtime allowance, personal sales commission, team award and excess prize.

The eighth payroll consists of six parts: basic salary, post subsidy, telephone subsidy, living allowance, transportation subsidy and regional subsidy.

The ninth logistics performance award is increased according to the probation period and the first to the eight level, and the sales performance award is incremented according to the probation period and the first to the four level. The performance award is linked to the number of days in which the employee is on duty. The performance award is calculated as follows: the performance award /21.75 days * enjoy the proportion of the number of days on the job (except for statutory holidays, employees are not included in the number of days on the job). If the employees do not strictly enforce the company's rules and regulations on the company, the performance award can be used as a floating penalty amount, and the superior leader may impose a fine penalty according to the circumstances. The penalty limit is less than fifty percent of the total performance award, and the detailed provisions and implementation methods shall be found in the "staff attendance management system".

The tenth performance bonus is divided into three kinds: monthly performance bonus, quarterly performance bonus and annual performance bonus, which are issued according to the company's operating efficiency and employee's personal performance. According to the relevant regulations, the company divides the performance appraisal results into five grades: excellent +, excellent, good +, good, general and bad.

(1) monthly performance bonus: monthly performance appraisal and payment of logistic staff performance, and monthly performance bonus is determined according to the results of staff performance appraisal.

(two) quarterly performance bonus: the performance of sales staff is assessed quarterly and distributed, and the performance bonus for the previous quarter is issued for second months in a specific time. The amount of quarterly performance bonus is determined according to the results of staff performance appraisal.

(three) annual performance bonus: the company determines the amount of annual bonus awarded by the company according to its annual performance and its annual performance appraisal results.

The eleventh incentive award is to enhance the cohesion of enterprises, recognize the advanced, set a good example, inspire employees to love and work hard and strive for progress. {page_break}

Incentive assessment Award: incentive rating projects are:

1. sales personnel: sales champion, best teacher, service star, iron man award and so on;

2. sales team: champion, best store training, etc.

3. branch logistics personnel: best office director, best training specialist;

4. headquarters departments: the stars of the Department, the stars behind the scenes.

The Twelfth "excellent free speech" award: to provide employees with a platform for speaking freely, to further understand the details of the staff and help solve the difficult problems of staff work, and to promote the common progress of all departments of the company, and to set up an ad hoc "free speech" project, specifically organized by the office of the Executive Office of the head office, and according to the relevant regulations, award the "excellent free speech" award every month. At the same time, 100 yuan bonus and commendation are awarded to each "outstanding and free speech" author, and the detailed provisions and implementation methods are shown in the "free speech" management flow.

The company expresses its gratitude and encouragement to employees who have held their posts for a long time, specially set up the award of "half yearly attendance award". The annual attendance bonus of 100 yuan is awarded to the employees who are absent from work during the period of -6 and July -12 months in January and July. The attendance list is provided by personnel commissioners according to the personnel system information on the annual salary in June and December. The financial department will distribute the bonus into employees' salaries in June and December, and publish the winning list to the "personnel data" folder of the "personnel information system" in the annual HR and HR Department by the human resources department of the head office. Thirteenth half year attendance award

Fourteenth other allowances, allowances and other related benefits.

The fifteenth specific rules refer to the corresponding management system.

The calculation method of absences in sixteenth payroll schemes:

(1) basic salary = gross salary + performance award.

(two) deduction for leave of duty = basic salary /21.75* days of leave

(three) absenteeism for a half day deduction = basic salary /21.75/2+ basic salary *0.045

(four) absenteeism one day deduction = basic salary /21.75+ basic salary *0.09

(five) sick leave deduction = basic salary /21.75* days of sick leave * (60%~~40%) (according to the proportion specified in the employee manual)

(six) late, early retirement, deduction = gross salary * *0.015 for late and early retirement (if it is more than half an hour *0.02)

(seven) annual leave deduction = performance bonus /21.75* annual leave

(eight) payment for marriage leave = performance bonus /21.75* days of marriage leave

(nine) funeral leave deduction = performance bonus /21.75* days of funeral leave

(ten) maternity leave deduction = performance bonus /21.75* days of maternity leave

(eleven) work failure deduction = total *0.025* total number of work errors.

The detailed regulations and enforcement measures are "staff attendance management system".

The seventeenth sales commission is the salary paid by the company according to a certain proportion according to the sales revenue of the salesperson. The salesperson's sales commission consists of three parts: individual Commission, team bonus and excess award. The sales manager's sales commission is composed of two parts: team bonus and excess Award; Sales Assistant sales commission and sales manager's sales promotion are composed of two parts: team bonus and excess award.

The fourth chapter is salary adjustment.

The eighteenth pay adjustments are divided into two types: overall adjustment and individual adjustment.

The nineteenth overall adjustment refers to the adjustment made by the company according to the macroeconomic factors such as state policies and price levels, the competition situation in the industry and regions, the development strategy changes of enterprises and the overall efficiency of the company, including the adjustment of pay level and the adjustment of salary structure, and the readjustment amplitude. The personnel remuneration Department of the Ministry of human resources shall draw up the adjustment plan according to the company's operating conditions and submit it to the general manager for approval.

The twentieth individual adjustment mainly refers to the adjustment of wage level, which refers to the adjustment of the wage level of the company due to the reasons of employee job changes or the results of performance appraisal. {page_break}

The fifth chapter is salary payment.

The twenty-first company pays wages directly through bank direct allocation.

The twenty-second company is currently scheduled to settle and allocate the wages of employees last month on the 20 day of each month. If the company will change the wage settlement and allocation date, the company will announce the change of wage settlement and allocation date in advance in the form of notice.

Twenty-third, if the natural disasters, wars, difficulties in production and operation, and poor capital turnover are encountered when the wages are paid for holidays or non human resources can be resisted, the company will make an announcement in advance on the payroll operation in the form of notification.

The twenty-fourth monthly payment will be deducted from the amount of social insurance payable by employees who voluntarily purchase social insurance and the amount of money to be deducted from absence.

The sixth chapter is the principle of wage secrecy.

Twenty-fifth overall requirements for pay secrecy

(1) wage payroll personnel must be sure of salary, salary adjustment, payroll accounting and salary payment process. If the contents and data related to salary are disclosed privately, the company will deduct 5-10 of its work errors according to the seriousness of the case once it is verified.

(two) payroll confirmation operation: the payroll is cut out by the accountant in an individual unit for the employees to sign, so as to ensure that the signing staff can not see the salary information of other employees. Accounting personnel for personal reasons leading to the loss of documents affecting the company, the company according to the seriousness of the deduction of its 3-10 work errors;

(three) when the employee receives the salary plan stored in the computer, it must set up the "open password" to save the salary plan, failing to file the documents according to the company's regulations, resulting in the leakage and loss of the documents. The company will deduct its 3-8 work mistakes according to the seriousness of the case. If the company's material and related information are disclosed at will, the company will take 3-10 work mistakes according to the seriousness of the case.

(four) staff members of a company must not consult other people's salary information, nor ask others for their salary level, nor disclose their salary level to others. Once discovered, the company will deduct its 2-8 work mistakes according to the seriousness of the case; if the circumstances are serious, the superior leaders may, according to the circumstances, decide to terminate the labor contract with the employees.

(five) when the department heads determine salary for new employees, they need to timely guide their awareness of wage secrecy. If the head of the Department is not in good time, the new employee will have a bad influence on the violation of the confidentiality system. The head of the Department must be jointly and severally liable. The company will take 1-5 errors of the Department's head according to the seriousness of the case.

(six) after receiving the salary plan, each department manager shall transmit the salary plan to the lower level executives in a one to one way, including the salary scheme of the supervisor and the departments under his jurisdiction, and the salary of other competent departments or departments should not be disclosed to the subordinate supervisor. If you disclose the salary situation of other departments or departments to the subordinate directors privately, those who cause adverse effects will be deducted from the 3-10 seriousness of the work according to the seriousness of the case.

(seven) when supervisors convey their salary plans to ordinary employees at lower levels, they should be conveyed according to different positions or transmitted one to one, but they can not disclose the salaries of other positions. If it is disclosed to the subordinates privately, the other positions will be unpaid. If the company is found to have a bad influence, the company will deduct 2-8 errors in the light of the circumstances.

(eight) any employee who discovers salary leakage should report to the Department concerned in time.

(nine) the personnel and remuneration Department of the Ministry of human resources exercises supervision over employee pay secrecy.

If the above confidentiality system is not implemented according to the regulations and the circumstances are serious, the superior leader may, according to the circumstances, decide to terminate the labor contract with the employee as appropriate.

Seventh chapter supplementary provisions

The twenty-sixth items of this system are not stipulated separately, or refer to other relevant provisions.

The twenty-seventh administrative department of the head office owns the final interpretation power of the system.

The twenty-eighth system is implemented from the date of promulgation, and all relevant personnel must be strictly enforced.