Human resources department management system template collection

Chapter 16 Compensation and Benefits Management (4)
(3) Payment of overtime remuneration.The company can choose to arrange employees to take time off or pay employees overtime wages to achieve a balance between work and leisure life. The calculation method of the wages is shown in the table below:
Calculation method of overtime wages for non-shift employees Calculation method of overtime wages for shift employees

Overtime Date Salary Calculation Method Overtime Date Salary Calculation
Monday to Friday 15×hourly salary×overtime hours Shift day 15×hourly salary×overtime hours
Saturday and Sunday 20×hourly salary×working time on holidays 20×hourly salary×working time
Statutory holidays 30 × hourly wages × working hours Statutory holidays 30 × hourly wages × working hours
(4) Allowances.The company distributes middle and night shift allowances, special allowances for shift arrangements and rotation allowances according to the shift schedule signed by the managers of each department.

Article 13 The wages of the [-]th month will be paid according to the following proportions according to the working period of the employee this year:

(1) For employees who have worked for one year, their 13th month salary will be paid on the payday in January of the following year.

(2) Employees who have not worked until the end of the year are not entitled to the 13th month's salary.

(3) Employees who have received disciplinary action will directly affect the payment of their 13th month's salary.

Article No.11 In the following circumstances, the company may deduct the salary of the employee:
(Continued)
(1) Deduction of wages for being late and leaving early.If an employee is late or leaves early every day for more than 5 minutes but less than half an hour, it will be counted as one time.The accumulative number of late arrivals and early departures per month shall not exceed 1 times, otherwise the salary shall be deducted according to the following method (calculated in half an hour, and those less than half an hour shall be calculated as half an hour): total salary ÷ monthly statutory working hours × accumulated hours of late arrival and early departure Number × 3.

(2) Deduction of salary for personal leave.The method of personal leave salary deduction: total salary ÷ monthly statutory working hours×time of personal leave.

(3) Deduction of wages for absenteeism.Total salary ÷ monthly statutory working hours × absenteeism hours × 3.

(4) Other punishments caused by violations of discipline, losses caused by operational violations, travel expenses, etc. that need to be paid by employees and allowed to be withheld by the company, the portion that employees borrow from the company and allowed to be withheld by the company, deductions required by the judicial department, and labor expenses Under the circumstances that the contract can be withheld, etc., the salary can be deducted according to the relevant regulations.

(5) Personal income tax, etc.All income earned by employees is subject to a certain percentage of tax in accordance with relevant tax laws.Tax items include: wages, overtime pay, shift allowances, rotation allowances, 13th month wages, bonuses and any other income. The company shall declare and pay the tax to the local tax bureau on its behalf, and the company shall withhold the five ( [-]) Insurance and gold.

The salary of No.12 employees will only change in the following circumstances:

(1) After the annual performance appraisal, the company adjusts the salary of the employees after comprehensive consideration of the market conditions, the company's specific profitability and the results of the employee's year-end performance appraisal.

(2) The employee is promoted due to outstanding work performance or transferred to another position during internal recruitment.

(3) Due to the needs of the company's business development or personal career development, employees are transferred to work in other departments or branches of the company. If the new position is the same as the original position, the original salary will be maintained.If it is different, corresponding adjustments will be made according to the relevant regulations of the company on promotion.

welfare
Article No.13 The company pays social insurance for all regular employees, including: maternity insurance, work injury insurance, medical insurance, unemployment insurance, and endowment insurance.

No.14 The company pays the housing provident fund for all regular employees.

Article No.15 According to the position of the employee and combined with the actual situation of the company, the company insures the following commercial insurance for the employee after the employee joins the company:

(1) Accidental death and disability insurance: All employees participate in this insurance.

(2) Accidental medical insurance: All employees participate in this insurance.

(3) Disease death and total disability insurance: All employees participate in this insurance.

(4) Critical illness insurance: All employees are required to participate in this insurance.

(5) Supplementary hospitalization/surgical medical insurance: All employees participate in this insurance, which can pay 90%.

(6) Vehicle insurance: Due to work reasons, all employees who travel frequently participate in this insurance.

(7) Overseas business trip protection insurance: employees who travel abroad participate in this insurance.

No.16 The company insures the following commercial insurance for employees' children aged 1 to 16:
(1) Accidental death and disability insurance for the only child.

(Continued)
(2) Disease death and total disability insurance.

(3) Outpatient and hospitalization medical insurance can pay 50%.

(4) Critical illness medical insurance.

No.17 Commercial medical insurance claims for employees and their children.

Employees must register with the Human Resources Department with a copy of their children's birth certificates. The insurance period will take effect from the day after the insurance registration, and medical expenses incurred before the insurance will not be compensated.

The child's medical record provided by the employee should indicate the condition, examination, treatment, medication and dosage; the date on the medical record is consistent with the date on the receipt; the child's name on the medical record must match the name on the receipt and the name provided when applying for insurance unanimous.

The claims data collection process is as follows:

(1) Factory employees (Medical records and original invoices, and designated account for remittance of claims) → medical office → preliminary review of claim materials (if they do not meet the regulations, return them and the employees will complete the claim materials; if they meet the regulations, the infirmary will organize and register them The insurance company will come to collect the claim materials).

(2) Branch employees (medical records and original invoices, and the designated account for remittance of claims) → personnel coordinator to send to the insurance company, the process of insurance claims is as follows:
The insurance company sends the claims to the company's infirmary on the 15th of each month, and postpones to the next working day in case of holidays or public holidays.The insurance company directly remits the claim payment to the employee's personal account, and the medical record and claim payment remittance certificate are transferred to the employee by the factory clinic or the personnel coordinator of the branch.

Claim materials returned by the insurance company on the 15th of each month that do not comply with the regulations shall be returned to the employees by the medical office or the personnel coordinator of the branch.

No.18 Every year, the company will arrange a physical examination for all regular employees, and the physical examination for special types of employees shall be carried out in accordance with relevant national regulations.

No.19 Staff accommodation and related matters.

Factory employees who meet the company's dormitory management regulations can apply for dormitories with corresponding conditions.

If the water and electricity bills incurred by the dormitory employees do not exceed the limit stipulated by the company, the employees do not need to bear the water and electricity bills; if they exceed the stipulated limit, the excess part will be borne by the employee himself and will be deducted from his salary.

No.20 Every year, the company will organize a tourism or sports competition and entertainment for the factory employees.The factory's sports facilities and venues are open to employees free of charge.

No.20 According to the traditional Chinese customs, no matter whether a male or female employee gets married, has a child, or an important relative dies, or the employee is injured and hospitalized, the company will give the employee a gift of a specified amount or an equivalent amount of gift money to express congratulations or condolences.

(Continued)
name amount
A wedding gift of RMB 500 (the couple are both employees of the company and only enjoy one gift)
Birth bonus of RMB 200 (obtained when male and female employees give birth to their first child, only one bonus if both husband and wife are employees of the company)
Funeral gifts of RMB 500 (obtained when parents, parents-in-law, spouse, and children pass away, and only one gift if both husband and wife are employees of the company)
Work-related injury hospitalization condolences depend on the specific circumstances
by-laws
No.20 Article [-] When the relevant systems previously promulgated by the company conflict with this system, this system shall prevail.

No.20 Article [-] The human resources department is responsible for the interpretation and revision of this system, and this system will be implemented from the date of publication.

Enterprises should pay attention to the following points in terms of salary management and payment:

(1) Approval of salary plan.When an enterprise formulates a salary plan, it should fully consider the enterprise's affordability and sustainable development status.Companies with high labor costs should pay special attention to this. Maybe the company can bear it now, but it may not be applicable with development, so the salary cost should not be set too high.

(2) Salary structure analysis.Since wages are directly related to the vital interests of employees, the laws and regulations on wages are very strict on enterprises.It is easier to adjust the salary of employees, but it is relatively difficult to reduce it.Enterprises want to maintain a certain degree of flexibility in salary payment. The recommended method is: Split the salary structure - divide the salary into fixed salary and floating salary. The fixed salary can be used as the basic salary, and the floating salary can be adjusted timely as the performance salary. .

(3) Salary payment protection.The right to wage protection of employees in modern enterprises is particularly valued and protected. Enterprises should pay employees full wages in a timely manner in strict accordance with relevant regulations.For employees who work overtime, the company should arrange for them to take time off. If they cannot be compensated by way of time off due to work needs, the company should pay them overtime wages according to law.

(4) Salary payment details.Generally, enterprises do not pay attention to grasping the details when handling the salary payment process, which usually creates potential risks.For example, under normal circumstances, the enterprise considers that the salary payment process has been completed when it sends the salary slip to the employee. In fact, this does not prove that the employee approves the amount of the salary.It is suggested that when employees receive wages, employees should sign on the wage slips to confirm the amount of wages paid to express their approval of the wages paid. It can also stipulate that if no objection is raised to the Human Resources Department within a limited time, the amount of wages will be deemed approved.

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The salary structure of an enterprise is a network structure composed of the salary of each employee in the enterprise. A complete salary structure needs to include the following contents:

(1) Salary grades and salary points.Salary refers to the level of salary, generally based on the job the employee holds

Position, educational background, working years experience and performance and other aspects of the conditions are divided.

A salary point is the smallest unit of value allocated by an enterprise, and it represents a different amount depending on the actual monetary value of each salary point, sometimes called a salary point value.The higher the employee's salary point, the higher the salary level, and vice versa.

The essential characteristics of salary points are:

① Different salary points of employees mean that their value in the enterprise is different.This may be caused by many factors, such as: different educational backgrounds, the size of the responsibilities, practical operating skills, working experience or comprehensive ability, etc.

②The salary point reflects the level of the employee's position, that is, how high the employee's level of competence is, and reflects the value of the employee's professional knowledge, operational skills, practical experience, etc. to the enterprise.

(2) The ratio of salary variation range to salary variation.The so-called range of salary changes, also known as the salary interval, actually refers to the maximum range of salary changes allowed within a certain salary level.The salary range refers to the absolute difference between the lowest and highest salary levels within the same salary grade.

Under normal circumstances, the size of the salary change ratio depends on comprehensive factors such as the technical level required for a specific position. The salary grade change rate of a position with a lower required technical level will be relatively smaller, and that of a position with a higher required technical level. The rate of change in pay grades is larger.Special care should be taken when determining the salary variation ratio, because its change will directly affect the highest value and the lowest value.

(3) Overlap between adjacent pay grades in the same organization.There is overlap between the adjacent grades of salary, which means that except for the highest value of the interval of the highest salary grade and the lowest value of the interval of the lowest salary grade, there is usually a section of intersection and overlap between the highest value and the lowest value of the other adjacent salary grades. overlapping areas.Of course, non-cross processing can also be done, that is, the adjacent salary levels are designed to connect with each other.In practice, most companies prefer to design the salary structure to overlap, especially for positions below the middle level.But the overlapping area must not be too large, otherwise there will be an unreasonable situation where the salary of the superior is lower than that of the subordinate.

There will be salary differences among different employees in the same district, because different employees are either at different salary levels, or at the same salary level with different seniority salary, or have different work performance in a relatively short period of time, which is related to the company's Factors closely related to salary structure.

In general, when formulating a salary and benefit system, the following points need to be paid attention to:

(1) Salary structure.The salary structure is divided into: single structure type and compound structure type.Single structural salary means that all labor remuneration is determined by a fixed and single salary amount; compound structural salary refers to the division of employee labor remuneration into several parts, some of which are fixed, some are floating, and some are floating. Part of it should be calculated and issued in combination with the actual production and operation conditions of the enterprise and the assessment results.

(2) Salary payment.The issue of wage payment has already been mentioned above, and enterprises must pay employees' labor remuneration in a timely and full amount. "Timely" refers to the release on the specified date. If the date coincides with a holiday or a rest day, it shall be issued on the day before the holiday or rest day, and the release shall not be delayed without reason. "Full amount" refers to the complete distribution of currency in cash or entrusted bank transfer according to the agreed or prescribed salary amount.Unless otherwise agreed between the enterprise and the employee.

(3) Salary changes.The enterprise and the employees can make changes to the labor remuneration items stipulated in the labor contract after consultation and consensus.In addition, the enterprise may deduct the employee's wages if the employee violates discipline or rules or causes losses to the enterprise.However, no matter what the reason is, as long as the employees are working normally, the labor remuneration paid by the enterprise to the employees shall not be lower than the local minimum wage standard.

(4) Salary confidentiality.Although the company's salary management system is open, the specific salary of each employee, especially the salary standard after performance appraisal, is kept confidential.The purpose of the salary secrecy system is to avoid unnecessary comparison among employees, which will affect employee relations and damage the working atmosphere.In the wage secrecy system of general enterprises, employees are required not to disclose their wages to others.
And shall not inquire about the wages of other employees.Once such a situation is discovered, the company shall take corresponding punishment on the parties involved.

(5) Benefits.Only a company with good benefits can retain excellent employees.When an enterprise arranges employee benefits, it must not only comply with relevant laws and regulations, but also choose reasonable and appropriate benefits based on the actual situation of the enterprise itself.While providing benefits to employees, the company's affordability should be taken into consideration, and the premise of not affecting the normal development of the company is the premise.

Archimedes said: "Give me a fulcrum, and I can move the whole earth." Then, comparing the enterprise to the earth, human resource management to the fulcrum, and the lever to move the enterprise is performance appraisal management.

Performance appraisal is also called achievement or achievement evaluation. Performance appraisal is the performance and performance of the management personnel at all levels who are responsible for the production and operation process and results in completing specified tasks by using specific standards and indicators and adopting scientific methods in order to achieve the purpose of production and operation. The process of making value judgments due to the many effects brought about by this.Effective performance appraisal management is the most critical link to improve the quality of enterprise employees.

(End of this chapter)