How to calculate the salary indicator How to calculate the salary is the correct formula

Summary. How wages are calculated:

The actual number of days of attendance is less than 11 days as follows:

Actual number of days of attendance monthly standard wage.

The actual number of days of attendance is more than 11 days as follows:

Monthly standard salary Monthly standard salary Number of days of attendance Actual number of days of attendance) How to calculate the correct formula for wages.

The calculation of wages is blind to the formula: the actual number of days of attendance is less than 11 days as follows: the actual number of days of attendance The actual number of days of attendance is more than 11 days as follows: monthly standard salary Monthly standard salary Number of days of attendance Actual number of days of attendance).

1. Positive imitation combustion algorithm: salary = monthly salary monthly salary days (proportion of attendance days) 2, inverse algorithm: salary = monthly salary - monthly salary number of absenteeism days (proportion of attendance days) 3, monthly salary days = (monthly attendance days + statutory holiday days) 4, the proportion of stupid and starving days with return attendance = the number of days of attendance in the month + the number of statutory holidays) Example:

An employee's monthly salary is 2175 yuan, there are 23 working days in July, the employee is absent for 1 day, and the attendance is 22 days, how much is the monthly salary this month? Positive Algorithm: 2175 Meta Inverse Algorithm:

2175-2175 yuan.

Summary. Hello <>

The teacher is summarizing the relevant information for you, and will answer it for you within three minutes, please wait, during which you can also ask your question to describe it specifically, so that the teacher can better answer the <> for you

<> is the correct formula for how to calculate wages.

Hello <>

The teacher is summarizing the relevant information for you, and will answer it for you within three minutes, please wait a while, during which you can also ask your question to describe it in detail, so that the teacher can better answer your <>

Handshake dust stool] <>

Hello dear, it is a great honor to answer for you the algorithm formula of [Bixin] [Bixin] [Bixin] about salary is as follows: 1. Positive algorithm: salary = monthly salary Monthly salary days (proportion of attendance days) 2. Inverse algorithm:

Salary = monthly salary - monthly salary Number of days of absence (proportion of days of attendance) 3, number of monthly salary days = (number of days of monthly attendance + number of days of statutory holidays) 4, proportion of days of attendance = number of days of attendance in the month + number of days of legal holidays) Example: An employee's monthly salary is 2175 yuan, there are 23 working days in July, the employee is absent for 1 day, and the attendance is 22 days, how much is the monthly salary this month? Positive algorithm:

Oak 2175 yuan inverse algorithm: 2175-2175 yuan.

Extended Information 1: Payment of Wages: Borrow: Employee Remuneration Payable - Salary Credit:

Other receivables - social insurance (individual) - other receivables - provident fund (individual) tax payable - individual income tax payable - bank deposit cash in hand 2, payment of social security: borrow: management expenses - social insurance (unit) - management expenses - provident fund (unit) - other receivables - social security (individual) - other receivables - provident fund (individual) credit:

Bank deposit 3, pay individual income tax: borrow: tax payable - personal income tax loan:

Bank Deposit hopes to help you, I wish you all the best in your work. [Compare heart] [Compare heart] [Compare heart] [Compare heart].

If you have any other questions that you need to consult, please describe them in detail, and the teacher will help you answer <>

Little Red Flower] <>

If the teacher's help to you, please give a five-star thumbs up for your hard work, your support is our biggest motivation<>

Stars] [stars] [stars] [stars] [stars] <>

I wish you good health, happiness and peace. Tips: If you are worried that you have unclear questions in the future, "it is recommended that you click on the teacher's avatar to pay attention" to facilitate your future consultation. Friends <>

Little Red Flower] [Handshake First Mold] <>

Little Red Flower] <>

Lawyer's answer: monthly salary income Number of days of monthly salary; Hourly wage: monthly wage income (8 hours of monthly salary days); Monthly payroll days = (365 days - 104 days) December = days; Monthly salary = (fixed monthly salary, number of days of attendance) * actual number of days of attendance + fixed monthly salary, regular overtime hours + fixed monthly salary, weekend overtime hours.

The legal basis is Article 47 of the Labor Law of the People's Republic of China.

Employers shall, in accordance with the law, independently determine the wage distribution methods and wage levels of their units in accordance with the law.

Article 50 of the Labor Law of the People's Republic of China.

Wages shall be paid to the worker in monetary form on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

Article 51 of the Labor Law of the People's Republic of China.

The employer shall pay wages to workers on statutory holidays, marriage and funeral leave, and during their participation in social activities in accordance with the law.

1. According to the notice of the Ministry of Labor and Social Security on the annual average monthly working hours and wage conversion of employees, the number of monthly salary days is days, that is, daily wage = monthly wage, and no salary is calculated on Saturdays and Sundays, but statutory holidays (such as New Year's Day and Qingming) are subject to wages. Therefore, the formula for calculating a month's salary is: (monthly salary income.

2. Wages refer to the remuneration paid by the employer or statutory employer to the employee in the form of money in accordance with the law, or the industry regulation, or according to the agreement with the employee. Wages can be calculated in different forms such as hourly salary, monthly salary, annual salary, etc. In China, the following expenses borne by the employer or paid to the employee are not considered wages:

1) Social insurance premiums;

2) Labor protection fees;

3) welfare expenses;

4) One-time compensation paid upon termination of labor relationship;

5) The cost of family planning is very simple;

6) Other expenses that are not part of the salary.

Article 47 of the Labor Law of the People's Republic of China.

According to the characteristics of the production and operation and economic benefits of the unit, the employer shall independently determine the wage distribution method and wage level of the unit in accordance with the law.

Article 50 of the Labor Law of the People's Republic of China.

Wages shall be paid to the worker in monetary form on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

If you still have questions about this issue, it is recommended that you organize the relevant information and communicate with a professional in detail.

The wage standard is one of the components of the wage scale system, which indicates the standard wage level of employees at all levels. The daily wage rate is calculated as: daily wage rate monthly standard wage average number of legal working days per month (general week.

6. The unit of daily existence is not counted).

The wage standard is usually formulated by the enterprise with reference to the national minimum wage standard, taking into account the market demand for talents for the position, and at the same time referring to the different levels of employees, such as seniority, professional title, business level, and job position.

1. Shenzhen Labor Law Wage Standard 2022

As of June 2020, Shenzhen's full-time minimum wage is 2,200 yuan, part-time is 20.3 yuan per hour, full-time overtime pay is 18.97 (yuan hour), and part-time overtime pay is 30.45 yuan (yuan hour).

If overtime is worked on May Day and other statutory holidays, overtime pay shall be paid at no less than three times the daily wage base, and overtime work on May 2 and 3 shall be paid double the standard of overtime work on public holidays. The daily wage base is calculated by dividing the monthly wage by the number of days paid in a month, and the adjusted number of paid days in the month for Chinese holidays this year is 21 75 days.

2. What is the minimum wage?

In April 2011, the Ministry of Human Resources and Social Security held a press conference to announce the minimum wage standards adjusted by 13 provinces, autonomous regions and municipalities in the first quarter according to local conditions, with an average increase of 20.6 percent. The minimum wage standard refers to the amount of wages per unit of working hours for the simplest and least skilled workers in an enterprise. The minimum wage standard is the basis for determining the wage differential, and its level reflects the overall level of macro wages to a large extent.

The determination of the minimum wage standard of enterprises is mainly based on the characteristics of the enterprise itself, but the influence of the following three factors should also be considered:

1. The minimum wage rate or minimum wage standard prescribed by the state. The minimum wage standard of enterprises and the state is not the same concept, but in general, the minimum wage standard of the enterprise is higher than the minimum wage standard of the country.

2. Based on the simplest and least skilled labor skills and labor results in a simplified enterprise.

3. The minimum wage standard of the enterprise should not be a fixed amount, and should be appropriately adjusted with the development of the production and operation of the enterprise, the improvement of labor productivity and the change of the wage scale of the enterprise.

1. How to calculate the wages for work-related injuries.

1. The wage standard of workers during the period of work-related injury is calculated according to their original wages and benefits. During the period of suspension of work, the original salary and benefits shall remain unchanged and shall be paid by the employer on a monthly basis. However, the period of suspension with pay is generally not more than 12 months.

If the injury is severe, it can be extended for up to 12 months.

2. Legal basis: Article 33 of the Regulations on Work-related Injury Insurance.

If an employee is injured in an accident or suffers from an occupational disease due to work and needs to suspend work to receive medical treatment for work-related injuries, the original salary and benefits shall remain unchanged during the period of suspension with pay, and shall be paid by the employer on a monthly basis. The period of leave without pay is generally not more than 12 months. If the injury is serious or the circumstances are special, it may be appropriately extended upon confirmation by the labor ability appraisal committee at the districted city level, but the extension shall not exceed 12 months.

After the work-related injury is assessed, the original benefits shall be suspended and the disability benefits shall be enjoyed in accordance with the relevant provisions of this Chapter. If the injured employee still needs to be ** after the expiration of the period of suspension of work with pay, he or she shall continue to enjoy the medical treatment of work-related injury. If an injured employee who is unable to take care of himself needs nursing care during the period of suspension of work with pay, the unit to which he or she belongs shall be responsible.

2. How long do you need to rest for a work-related injury?

The length of rest for work-related injuries depends on the degree of injury of the employee, and the hospital issues a certificate for how long the employee needs to rest, and the law stipulates the time of the suspension period with pay; The period of leave without pay is generally not more than 12 months. If the injury is serious or the circumstances are special, it may be appropriately extended upon confirmation by the labor ability appraisal committee at the districted city level, but the extension shall not exceed 12 months. After the work-related injury is assessed, the original benefits shall be suspended and the disability benefits shall be enjoyed in accordance with the relevant provisions of this Chapter.

If the injured employee still needs to be ** after the expiration of the period of suspension of work with pay, he or she shall continue to enjoy the medical treatment of work-related injury. If an injured employee who is unable to take care of himself needs nursing care during the period of suspension of work with pay, the unit to which he or she belongs shall be responsible.

The distribution of wages is crucial to the operation of a company, and a reasonable distribution of wages can motivate employees' enthusiasm and creativity, improve their work efficiency, and then bring better performance and profits. Here are some ways that may help achieve a reasonable wage distribution:

The basic salary level is determined according to the market salary level. Understanding the salary level of the same position in the same industry can help the company reasonably determine the basic salary level.

Performance-based pay is given to employees based on their performance. According to the work performance of employees, their performance is assessed, and for employees with excellent performance, performance salary can be rewarded.

Skill allowances and seniority wages are given to employees based on their skills and qualifications. Provide skills training to employees based on their skills and work experience, and gradually improve their skill level and professional qualifications.

Provide benefits and incentives to employees. For example, providing benefits such as health insurance, retirement plans, ** options, or rewarding employees for outstanding performance, such as bonuses, travel, etc.

Different allowances are given depending on the nature of the work. For example, employees who need to work overtime or work under certain conditions may be given overtime allowance or hazard pay.

In general, a reasonable salary distribution needs to take into account market competition, employee performance, employee skills and qualifications, benefits and rewards and other factors, in order to maximize the enthusiasm and creativity of employees, while ensuring the company's economic benefits.

According to the law, the formula for calculating 22 days' wages is: the current month's salary, the monthly salary, and the proportion of days of attendance). There is also an algorithm that is: current month's salary Monthly salary Monthly salary Number of days absent from work (percentage of days attended).

At present, there are some private or private enterprises that implement the six-day work week and do not use the calculation of monthly salary, but directly use the actual number of days of attendance to calculate. This is also possible. Laws and regulations do not require enterprises to calculate monthly salaries on a per-basis.

The common algorithm is to use "salary, monthly salary, number of days of attendance, actual number of days of attendance", and this algorithm is wrong because the first key is wrong because the number of days of "paid statutory holidays" is not counted. The correct should be "Salary, Monthly Salary (Number of Attendance Days, Number of Statutory Holidays) (Actual Attendance Days, Number of Statutory Holidays)".

There are also companies that use algorithms such as "salary, monthly salary, 30 days, actual attendance days" to calculate the monthly salary. This algorithm also has inconsistencies between the positive and negative results mentioned above, and there is controversy about the way in which rest days are counted as paid working days.

Composition of wages

1. Basic salary: The basic salary is the salary that guarantees the basic living needs of employees.

2. Post (position) salary or skill salary: The post salary or skill salary is determined according to the technical and business requirements of the post (position), the degree of labor burden, the quality of the working conditions, the size of the responsibility and other factors.

3. Benefit wages: Benefit wages are paid to employees according to the economic benefits of the enterprise and the quantity and quality of the labor actually completed by the employees.

4. Floating wage: Floating wage is a form of wage in which the labor remuneration of workers fluctuates with the operation of the enterprise and the size of the labor contribution of the laborer.

5. Annual merit salary: annual merit salary is the salary paid to employees according to a certain standard according to the number of years they have participated in the work.