Are you satisfied with the year end bonus? Why? What is the significance of the year end bonus

I am very satisfied, because the benefits of the unit are good, and there are a lot of year-end bonuses, so I can have a happy New Year.

I am very satisfied, and the year-end bonus given by the company to employees is quite generous.

I am not satisfied with my year-end bonus, and I always feel that my efforts are not proportional to the returns, and I give too little.

There is no year-end bonus yet, because I haven't participated in the work yet, and I will have a lot of expectations in the future.

I'm not happy with my year-end bonus at the moment because it's not what I expected and I hope I'll try harder.

I am very satisfied with the year-end bonus because I have paid off.

I am very happy with my mid-year lottery because it was earned by myself through my hard work.

I will be especially satisfied if my year-end bonus is above 5000, and I will be unhappy if my year-end bonus is below 5000.

Not satisfied because we only have 60% of the weave.

I was not satisfied with the year-end bonus because I felt that my boss had given me too little money to spend.

The year-end bonus will never be satisfied, other people's year-end bonuses are several times and several times, and mine is hundreds.

The year-end bonus of 14,000 is very happy, and less than 12,000 is not happy.

Dissatisfied, he said that he would say 950,000, and finally gave 10,000. Hum.

I'm not satisfied with the year-end bonus of 100,000 points, which is only enough to buy a hairball.

Dissatisfied. Because it's only a little more than a hundred dollars in taxes.

My year-end bonus, verbal reward, hard work, happy new year,

Who is satisfied? Is the boss satisfied, the employee satisfied, or the year-end bonus satisfied? And why?

The purpose of the year-end bonus is very clear, that is, to reward employees for their labor during the year. In addition to the red envelopes in the general sense, some year-end bonuses are dividends, some are "double salaries", some are commissions, and some are bonuses.

[Legal basis].Article 4 of the Provisions on the Composition of Total Wages.

Gross salary is made up of the following six components:

1) Hourly wages;

2) piece-rate wages;

c) bonuses; iv) allowances and subsidies;

5) Overtime wages;

6) Wages paid under special circumstances.

Article 7 of the Provisions on the Composition of Total Wages.

Bonus refers to the excess labor remuneration paid to employees and the labor remuneration for increasing income and reducing expenditure. Includes:

a) Production Award;

2) Conservation Award;

3) Labor Competition Award;

4) Incentive wages of organs and institutions;

5) Other bonuses.

The year-end bonus is a reward given by the boss to the employee for his work performance in the past year, and it is also a project that can be given or not, and the law has no mandatory requirements in this regard.

The year-end salary is the year-end bonus, which is the reward given by the boss to the employee for his work performance in the past year. The year-end bonus is a material reward for employees. If the employee's performance is excellent, the work performance is outstanding, and the contribution has made to the development of the enterprise, it should be rewarded, one is to recognize the efforts of the employee; Second, motivate employees to continue to work hard.

As part of the employee bonus, the year-end bonus is an uncapped reward given to employees by the enterprise at the end of each year according to the company's efficiency, the labor contract between the enterprise and the employee, and the collective contract.

Remind relatives that the year-end bonus is an affirmation of the employee's work performance in the past year, but not every enterprise must pay a year-end bonus at the end of the year.

Regarding the issue of year-end bonuses, there is no explicit provision in China's laws. In the judicial circles, there are two opinions on the year-end bonus: one is that if the year-end bonus is part of the employee's labor remuneration, which is binding after being publicized by the company's rules and regulations, and is protected by laws and regulations, the employer must pay the corresponding proportion of the year-end bonus to the departing employee, otherwise the employee can complain and report to the local labor inspection department or apply for labor arbitration; The second is that the year-end bonus is a flexible incentive measure of the company, and the employer exercises the right to make independent decisions, and the law does not directly interfere with it, so the company does not have to pay the year-end bonus to the departing employees.

Although the Interpretation of Several Specific Scopes of the Provisions on the Composition of Total Wages issued by the Bureau of Statistics of China has made a comprehensive explanation of the composition of wages, the disputes over the year-end bonus have still not been clearly explained. Therefore, if the company has a practice of paying annual bonuses as part of the labor remuneration, the departing employee can claim an appropriate proportion of the annual bonus.

The year-end bonus is a reward given by the boss to the employee for his work performance in the past year, and it is also a project that can be awarded or not, and the law has no mandatory requirements in this regard.

As part of the employee bonus, the year-end bonus is an uncapped reward given to employees at the end of each year according to the company's benefits, labor contracts between the enterprise and employees, and collective contracts.

The year-end bonus is an affirmation of the employee's work performance in the past year, but not every enterprise must pay the year-end bonus at the end of the year.

One of the most common forms of year-end bonus is the double salary system, which adds one month to several months' wages at the end of the year according to the amount of the employee's usual monthly income.

The distribution of year-end bonuses should not only safeguard the interests of the enterprise itself, but also take care of the psychological expectations of employees, so as to play the role of rewards and incentives, fully mobilize the enthusiasm of individual employees, carry forward the spirit of teamwork, and contribute to the company.

In addition to cash distribution, some companies will also include travel incentives, car and car service stickers, room stickers, and free insurance into the content of the year-end bonus.

As part of the employee bonus, the year-end bonus is the income of the employee's salary, which belongs to the category that the enterprise should pay, as for whether to pay and how much, it should be based on the efficiency of the enterprise, but also according to the labor contract and collective contract between the enterprise and the employee. Therefore, not every enterprise must pay a year-end bonus at the end of the year.

Year-end bonus, as the name suggests, is a year-end bonus issued by the employer, how to pay the year-end bonus and the scope and standard of the year-end bonus? It is one of the topics that enterprises and employees are most concerned about. For enterprises, the issuance of year-end bonuses is not only a recognition of employees' hard work for a year, but also a reward for their contributions to the enterprise; At the same time, it is also to motivate employees to continue to work hard for the company, and of course, it is also one of the weights to retain talents.

For employees, the end of the year is approaching, after a year of hard work, it is finally time to harvest, and they naturally hope to get a generous year-end reward, which is also the recognition of the company's work in the full year.

The year-end bonus is a one-time bonus issued to employees by the unit according to its annual economic benefits, comprehensive assessment of employees' annual work performance, and development plan for the next year. It also includes year-end salary increases, year-end double salaries, and annual salaries and performance-based wages cashed out by units that implement the annual salary system and performance-based pay methods according to the appraisal situation.

It is the non-salary bonus that the company pays to employees at the end of the year.