Is there a full attendance bonus for holidays due to company reasons?

If you take a holiday due to company reasons, you will not be deducted from the attendance bonus.

Target. 1. The company's regulations on the full attendance award are as follows:

1. If there is no lateness, early departure, leave or absenteeism during the working hours specified by the company in the current month, the company will give a full attendance award.

The above are calculated by the time card, according to the company's standard working hours; The marketing department is self-attended, and the full attendance award is not counted. ）

2. Regardless of personal leave or sick leave in the current month.

No time), all of which will deduct 100% of the month's full attendance bonus.

3. 100% attendance bonus will be deducted if you are absent from work once in the month.

4. Disobedience to the arrangement, slacking off, or leaving the post without authorization that affects the normal work will be deducted from this month's full attendance award.

However, it is important to note that the attendance bonus does not limit the number of days of regular leave.

2. For the normal annual leave of employees, the national law has the following provisions:

1. Employees who have worked for 1 year but less than 10 years shall have 5 days of annual leave; 10 days of annual leave for those who have completed 10 years but are less than 20 years; Those who have completed 20 years of leave will take 15 days of annual leave.

2. National statutory holidays and rest days are not included in the annual leave.

3. Employees who have any of the following circumstances shall not be entitled to the annual leave of the current year:

1) Employees enjoy winter and summer vacations in accordance with the law, and the number of days of vacation exceeds the number of days of annual leave;

2) The employee takes personal leave for more than 20 days and the unit does not deduct wages in accordance with regulations;

3) Employees who have worked for 1 year but less than 10 years and have taken sick leave for more than 2 months;

4) Employees who have worked for 10 years but less than 20 years and take sick leave for more than 3 months;

5) Employees who have worked for more than 20 years and have taken sick leave for more than 4 months.

Yes, the full attendance bonus is calculated based on the attendance rate of employees during the normal operation of the company. Now the employee is absent due to the company's reasons, so the company should assume the responsibility and give the employee a full attendance award.

Yes, holidays are prescribed holidays and are not counted in the list of leave.

Statutory holidays generally refer to the rest time for celebrations and vacations uniformly stipulated by national laws in accordance with the customs and habits of various countries and ethnic groups or the requirements of commemoration.

The statutory holiday system is an important reflection of the country's political, economic and cultural systems, involving many aspects of the economy and society, and involving the vital interests of the broad masses of the people.

The holiday arrangement on statutory holidays provides time convenience for residents to travel, shop and leisure, and makes a positive contribution to stimulating domestic demand and promoting economic growth.

On August 2, 2019, the Ministry of Human Resources and Social Security issued the "Standards for Statutory Annual Holidays and Other Leave in China", which clarifies the five types of leave standards for rest days, statutory annual holidays, annual leave, family visit leave, and marriage and funeral leave.

Salary Calculation:

On January 10, 2008, the Ministry of Labor and Social Security issued a notice that, in accordance with the latest national holiday measures for annual festivals and anniversaries, the average number of days worked by employees and the wage conversion method were adjusted respectively after the holiday period was increased from the original 10 days to 11 days.

Holidays do not conflict with the full attendance award.

The attendance bonus shall also not limit the number of days of normal leave. If a full attendance bonus is set, generally speaking, the company shall give the employee a full attendance bonus if he or she does not show any tardiness, early departure, leave or absenteeism during the working hours specified by the company in the current month.

Holidays are statutory holidays and do not conflict with full attendance.

Holidays and holidays do not affect full attendance.

According to our country's labor laws, there is.

Statutory holidays are counted as the actual number of days of attendance, for example, 22 days of work in the month, 19 days of attendance, 1 day of statutory holidays, 2 days of annual leave, and the actual number of days of attendance calculated in the current month is 22 days.

It can realize the attendance punching, scheduling, vacation, annual leave, overtime, business trip, and real-time process management of employees under the standard working hours system, comprehensive working hours system, and irregular working hours system (flexible working hours system and core working hours system). On a monthly basis, statistics on working hours are calculated that can be used to calculate wages. Custom attendance type reports include attendance days, absent hours, meeting hours, overtime hours, leave hours, and business trip days.

And it can count the subsidies related to attendance, the number of days of attendance and meals, the allowance for eating out of the house, the geographical subsidy for business trips, the subsidy for special shifts, the subsidy for employees' academic qualifications, the subsidy for overtime hours and other welfare allowances. The specific functions are as follows:

2. Intelligent scheduling module: formulate a standard working hour system, a comprehensive working hour system, and a flexible working hour system, and set up employees with the same working hours to divide them into an attendance group, and formulate an attendance group scheduling plan!

3. Employee leave module: many OA systems also include leave management, but OA leave is mainly based on the approval process, mostly in half-day or one-day units and does not check shifts. Therefore, it is not particularly accurate in the calculation of attendance hours.

The Hunger Ant Attendance and Leave module includes functions such as employee leave qualification, leave application approval, leave planning, working hours optimization, vacation working hours statistics, and automatic leave cancellation.

4. Annual leave management account: annual leave management is a special case of employee leave, and a separate annual leave account is used to realize the two-year annual leave management and automatic clearance. Many people don't understand why two years are needed, because the annual leave expires at the end of December according to the natural year, and many companies carry over the previous year's annual leave to the second year in order to ensure that the employee's annual leave can be extended to the Spring Festival.

and set the zeroing validity period.

5. Time management account: This time account mainly realizes the management of overtime for employees, and the daily time of employees who exceed the standard working hours is credited to the time account, which is convenient for employees to apply for vacation or overtime pay. At the same time, establish a credit management system for employee time.

6. Business trip attendance: Employees have normal attendance on business trips, and statistics on business trip regional subsidies.

7. Out-of-office management: out-of-office management, statistics of out-of-office working hours and calculation of out-of-home meal allowance.

8. Attendance and working hours statistics: The calculation of employees' monthly wages requires attendance reports, subsidy statistics, and working hours statistics reports to be reported before the full business management of attendance. Employees' actual attendance hours, absent hours, vacation hours, overtime hours, business trip hours, out-of-office hours, meeting hours, and attendance-related benefits and subsidies are all calculated and summarized to facilitate the HR department to calculate the salary.

9. Ergonomic analysis: big data mining. The analysis data of employees' project working hours, work efficiency, leave rate, and attendance rate are helpful to accurately calculate working hours, optimize the employment structure, reduce costs and increase efficiency for enterprises, and provide decision-making support.

10. Customized development: The microservice architecture can expand new applications without affecting the existing business. Achieve true enterprise-integrated digital management. Avoid multi-system docking and multi-head maintenance, and reduce maintenance costs.

Statutory holidays must be taken as required by the state, and if the employer needs to work overtime, it must pay 300% of the remuneration. The normal holiday rest does not belong to absenteeism in the current month, so there should be a full attendance award.

Holidays and holidays do not affect the attendance award, unless you take leave to rest, so there will be no attendance award.

If it is a statutory holiday, there is still a full attendance bonus, and if it is an extra rest, there will be no full attendance bonus?

Yes, the holiday does not affect the full attendance, and the leave will not get the full attendance.

Of course there is, of course there is, there is a holiday, then it must be counted, you are counted as going to work, this is a public holiday!

Holidays are statutory holidays and do not affect your attendance award.

Statutory holidays do not affect the attendance award.

First of all, the holiday is completely Brother Kai Oak, as Sun Kai for welfare and national regulations, it will not be envied and affected, if the unit as a deduction reason, then you can appeal to the Labor Bureau.

It depends on your company's regulations.

It depends on the decision of the management of the enterprise, and each unit has its own plan and decision.

Legal analysisThe full attendance award is issued by Li Yinchen on the premise that employees do not be late, leave early, absenteeism or sick leave during the working hours specified by the company, and are rewards to motivate employees. In order to protect the legitimate rights and interests of workers, it is best to write the full attendance award into the labor contract.

Legal basisArticle 50 of the Labor Struggle Law of the People's Republic of China Wages shall be paid to the workers themselves in the form of money on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

The company's full attendance bonus is no longer available after taking annual leave, which is unreasonable but legitimate. It is reasonable because annual leave belongs to the rights and interests of employees stipulated by the state, and every employee of the enterprise can enjoy the treatment of annual leave when they meet the conditions of annual leave. If you take annual leave, you will not be able to deduct the attendance bonus.

Employees are entitled to the same salary during the annual leave period as they would during normal work, and the leave period is also considered to be attendance, so the employee's attendance bonus cannot be deducted. However, if the employee is late or leaves early in the month of leave, it can be deducted according to the regulations. The law does not clearly stipulate whether employees should deduct attendance bonuses for annual leave.

There are two views, one is that it depends on the company's rules and regulations, and the other is that it cannot be deducted, because the annual leave is paid, which is stipulated by the state that workers should enjoy, and its nature is the same as that of statutory holidays. The law does not clearly stipulate whether employees should deduct attendance bonuses for annual leave. There are two views, one is that it depends on the company's rules and regulations, and the other is that it cannot be deducted, because the annual leave is paid, which is stipulated by the state that workers should enjoy, and its nature is the same as that of statutory holidays.

The law does not clearly stipulate whether employees should deduct attendance bonuses for annual leave. There are two views, one is that it depends on the company's rules and regulations, and the other is that it cannot be deducted, because the annual leave is paid, which is stipulated by the state that workers should enjoy, and its nature is the same as that of statutory holidays.

Legal basis: Regulations on Paid Annual Leave for Employees

Article 3 Employees who have worked for 1 year but less than 10 years shall take 5 days of annual leave; 10 days of annual leave for those who have completed 10 years but are less than 20 years; Those who have completed 20 years of leave will take 15 days of annual leave. National statutory holidays and rest days are not included in the annual leave.

Legal analysis: Holidays due to company reasons are calculated according to full attendance, and the wages of employees shall not be deducted.

Legal basis: Article 12 of the Interim Provisions on Payment of Wages If the employer suspends work or production within one wage payment cycle due to reasons not attributable to the employee, the employer shall pay the wages of the employee according to the standard stipulated in the labor contract. If the wage payment cycle exceeds one period, if the laborer provides normal labor, the labor remuneration paid to the laborer shall not be less than the minimum wage standard of the local government; If the worker fails to provide normal labor, it shall be handled in accordance with the relevant provisions of the state.