Is the calculation method of overtime wages for Japanese funded enterprises reasonable in our compan

The daily wage is your salary, this number is the money you work for one day, the money for overtime on statutory holidays is the salary, that is, 3 times the salary, the overtime salary is the part other than 8 hours a day, that is, the salary is the salary for you to work for one hour, if you work overtime for 3 hours today, it is the salary, and the overtime will be paid twice the salary, if you work overtime on weekends, then the salary is 2 times.

Looks like you're awesome.

Self-confidence is a good thing, but hopefully not pride.

The wages of Japanese-funded companies are not low, mainly depends on whether you will sacrifice yourself" is very classic, small Japan is unreliable. Canon, Nidec, Tongshitai, Minolta, Fuji Electric, Rohm Electronics, ......There are quite a lot, most of them are in the development zone, and the salary there is usually higher than that in the city, and the treatment is not bad, but it may be less when you first go, and the salary will be longer in half a year to a year. "Baidu knows a lot about this.

The basic salary + subsidy you said, when calculating the daily wage, whether the subsidy should be deducted is divided into circumstances, and if the subsidy and salary are paid together, the subsidy cannot be deducted. If the subsidy is paid separately, it will not be counted in the salary, and the overtime will be doubled: the overtime on weekdays is doubled, the overtime on weekends is 2 times, and the statutory holidays are 3 times, which is what I do.

Overtime is often not required every day, and many businesses pay for overtime on a daily basis. Then the calculation method of overtime daily wage is as follows:

1. When calculating overtime wages, the daily wage is converted according to the average number of days per month, and the hourly wage is divided by 8 hours on the basis of the daily wage. Namely:

1. Holiday overtime wages = the calculation base of overtime wages

If an employee is assigned to work on a statutory holiday, he or she shall be paid a wage remuneration of not less than 300% of his wages. Employers can only pay overtime wages and remuneration as prescribed by law, and cannot arrange compensatory leave without paying overtime wages higher than normal working hours. In addition, the employer shall pay no less than 300% of the salary, which is in addition to the normal salary.

If a person's monthly salary is calculated as 3,000 yuan, the actual daily wage calculated should be yuan, so that the overtime pay for an extra day on statutory holidays should be yuan, and the plus one yuan is the person's overtime salary for one day.

2. Overtime pay on rest days = calculation base of overtime wage

3. Overtime wages on normal working days = calculation base of overtime wages

4. The overtime wage per hour is divided by 8 hours of overtime pay per day.

Note: Payroll days = (365 days 104 days) December 21 75 days.

This method of calculation is used to calculate wages in cases where there is absence, less than one month of service, etc.

2. When determining the calculation base of overtime wages, if there is a clear agreement on the base of overtime wages in the labor contract, it shall be determined in accordance with the standard of false attack. However, the calculation base of overtime wages shall not be lower than the minimum wage standard of the city.

3. Calculation methods of overtime wages for different working hours systems.

1. Arrange for workers to work longer hours within the standard working day.

Extended hours of work hourly wage 150

2. The worker is assigned to work on a rest day and cannot be arranged for compensatory leave.

Number of days worked on rest days Daily wage 200

Or: Number of hours worked on rest days Hourly wage 200

3. Arrange for workers to work on statutory holidays.

Number of days worked on statutory holidays Daily wage 300

Or: Hours worked on statutory holidays Hourly wage 300

Overtime is a time that takes up workers' rest time, so the amount of overtime pay is very important. After understanding how to calculate the daily wage for overtime, the employee will not be able to suffer from the loss of overtime.

The calculation of overtime pay for enterprises, individual economic organizations, private non-enterprise units and other organizations within the territory of the People's Republic of China shall be calculated in accordance with the relevant provisions of the Labor Law of the People's Republic of China.

1. Do employees have to pay basic medical insurance with socks?

Employees are required to pay basic medical insurance. All urban employers, including enterprises, government agencies, public institutions, social organizations, private non-enterprise units and their employees, shall participate in basic medical insurance. Whether or not township enterprises and their employees, owners of urban individual economic organizations and their employees participate in basic medical insurance shall be decided by the people of all provinces, autonomous regions and municipalities directly under the Central Government.

2. What units can establish labor contracts with employees?

Only the following units can conclude labor contracts with employees: enterprises, individual economic organizations, private non-enterprise units and other organizations within the territory of the People's Republic of China, state organs, public institutions, and social organizations. If an employer establishes an employment relationship with an employee from the date of employment, it shall conclude a written labor contract.

If a labor relationship has been established and a written labor contract has not been concluded at the same time, a written labor contract shall be concluded within one month from the date of employment.

3. How is corporate tax calculated?

Enterprise tax calculation method: taxable income = total income - amount of allowable deductions. Taxable income = total profit + increase in tax adjustment - decrease in tax adjustment.

Tax payable = taxable income * tax rate. Monthly prepayment amount = monthly taxable income * 25%. Monthly taxable income = taxable income of the previous year * 1 12.

Enterprise income tax is a kind of income tax levied on the production and operation income and other income of enterprises and other organizations that obtain income within the territory of China.

Within the territory of the People's Republic of China, enterprises and other organizations that obtain income (hereinafter collectively referred to as enterprises) are taxpayers of enterprise income tax. The taxpayers of enterprise income tax include all kinds of enterprises, public institutions, social organizations, private non-enterprise units and other organizations engaged in business activities. Sole proprietorship enterprises and partnership enterprises are not enterprise income tax payers.

The enterprise income tax adopts the dual jurisdiction of the jurisdiction of the place of income and the jurisdiction of the resident, and divides the enterprise into resident enterprises and non-resident enterprises, and determines different tax liabilities respectively.

1. Resident enterprises refer to enterprises established in China in accordance with the law, or established in accordance with the laws of foreign countries (regions) but with actual management institutions in China.

2. Non-resident enterprises refer to enterprises established in accordance with the laws of foreign countries (regions) and whose actual management institutions are not in China, but have established institutions or places in China, or enterprises that have not established institutions or places in China, but have income in China.

Article 44 of the Labor Law stipulates that under any of the following circumstances, the employer shall pay the employee a wage remuneration higher than the wage for normal working hours according to the following standards:

1) Where a worker is arranged to work longer hours, a wage remuneration of not less than 150 percent of the wage shall be paid;

2) If the worker is assigned to work on a rest day and cannot arrange a compensatory break, he shall be paid a wage remuneration of not less than 200% of the wage;

3) If a worker is assigned to work on a statutory holiday, he or she shall be paid a wage remuneration of not less than 300 percent of his wages.

Overtime pay on holidays The basis for calculating overtime pay is 21 75 300

Overtime pay on public holidays Overtime pay is calculated on the basis of 21 75 200

In accordance with the holiday regulations, the 2015 National Day is from October 1 to October 7, a total of 7 days off. Of these 7 days, only the first three days are statutory holidays, and the last four days are weekends and weekends. Therefore, if an employee goes to work on the first three statutory holidays, the employer shall pay overtime wages at 300 per day, which shall not be offset by compensatory leave.

From October 4 to 7, if the employer arranges the employee to work overtime, it can choose to arrange compensatory time off or pay the employee overtime wages at a rate not less than 200 yuan of the employee's daily wage.

The basis for calculating overtime wages shall not be lower than the wages and remuneration due to the position in which the worker is employed. If it is lower than the city's minimum wage standard, the city's new minimum wage standard will be used as the base.

1. What should I do if the employer does not pay the employee overtime pay?

According to Article 8 and 15 of the Labor Contract Law, if an employer falls under any of the following circumstances, the labor administrative department shall order it to pay labor remuneration, overtime pay or economic compensation within a time limit; If the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; If the employer fails to pay within the time limit, the employer shall be ordered to pay additional compensation to the employee at the rate of not less than 50% but not more than 100% of the amount payable

1. Failure to pay the labor remuneration of the employee in full and in a timely manner in accordance with the provisions of the labor contract or the provisions of the state;

2. The wages of workers are paid lower than the local minimum wage standard;

3. Arrange overtime without paying overtime pay;

4. Dissolving or terminating the labor contract and failing to pay economic compensation to the employee in accordance with these regulations.

2. If the employee takes the initiative to return to the shift, there is no overtime pay.

Overtime in the legal concept refers to extended working hours, that is, the act of working for the employer beyond the standard working hours prescribed by law. The legal working hours in China are 8 hours per day and 40 hours per week. If you have a special position, you can also apply for an irregular working hours system or a comprehensive working time system.

Extended working hours come in two forms:

1. Overtime. That is, employees work on statutory holidays or public holidays.

2. Add points. That is, employees work longer hours than their daily working hours, leave work later or leave work earlier.

The two forms are different and the standards of overtime paid are also different.

According to the "Labor Law", "Provisions on the Working Hours of Employees" and other relevant provisions, the so-called extended working hours refer to the unit in addition to the normal statutory working hours, and arrange employees to work, the reason why the state has made many restrictions on overtime and requires the payment of higher standards of overtime pay is to prevent enterprises from arbitrarily extending working hours to protect the right to rest of workers. Therefore, the act of extending working hours, which is restricted by Chinese law and requires the payment of overtime wages, is the act of the employer arranging employees to work overtime, rather than the behavior of the employee to voluntarily work overtime.