How and how much is the year-end award?

Including institutions managed by reference to civil servants, the staff who pass the annual assessment (qualified) and above will be given a one-time bonus at the end of the year. The standard is my basic salary of 6438+ February of that year.

(2) Before the implementation of performance pay, institutions can still issue year-end one-time bonuses to those who have passed the annual assessment and above. The standard is 65438+the sum of my post salary and salary scale salary in February (the increase of teachers and nurses in primary and secondary schools is 10%). After the implementation of performance pay in public institutions, the year-end one-time bonus will no longer be issued.

What are the rules for issuing year-end awards? I believe many people don't know, let's take a look at Bian Xiao!

The year-end bonus is an uncapped bonus given by the boss to employees, and some also include travel rewards and material rewards. It is a reward for work performance in the past year, and it is a project that can be given or not. The amount and form of the year-end bonus are generally adjusted by the enterprise according to the situation. A good year-end bonus method should have a good evaluation index, evaluation method, distribution rules and other corresponding systems.

The year-end award is a material reward for employees. If employees perform well and make outstanding contributions to the development of the enterprise, they should be rewarded. One is to recognize the efforts of employees, and the other is to encourage employees to continue their efforts and achieve better work performance. Year-end awards are distributed in different forms in different units. In addition to the "red envelope" in the general sense, there are some stock dividends, some "double pay", some commissions and some bonuses. However, it is not simple for enterprises to consider when issuing year-end awards. Some of them have a clear purpose, which is to reward employees for one year's work. However, some enterprises are forced to do so when issuing year-end awards.

Calculation of year-end bonus

Issuing year-end awards is an independent act of employers. At present, there are no specific regulations requiring employers to issue year-end awards. So generally speaking, the year-end bonus should be calculated according to the labor contract or the rules and regulations of the employer.

If there is a clear agreement in the labor contract or the rules and regulations of the employer, the employer must pay in accordance with the agreement or rules and regulations. Of course, if there are no provisions in the labor contract or the rules and regulations of the employer, the employer may not issue the bonus, or decide whether to issue the year-end bonus according to the comprehensive operation situation and the individual annual work performance of the employee this year.

The year-end bonus should be paid according to the statutory holidays.

Annual leave, family leave, wedding and funeral leave, maternity leave, etc. They are all legal vacations. According to the Labor Law, the Labor Contract Law, the Law on the Protection of Women's Rights and Interests, the Measures for the Implementation of Paid Annual Leave for Enterprise Employees, and the Provisions on Labor Protection for Female Employees, etc. Workers should be regarded as normal attendance and pay labor remuneration during legal holidays, and the employer naturally has to pay the "year-end bonus" in full and shall not deduct it.

Leave early and get the year-end bonus.

If there is a certain amount of year-end bonus in the labor contract or the rules and regulations of the employer, then the resigned workers should also get the corresponding year-end bonus. The year-end bonus is not stipulated in the labor contract and the rules and regulations of the employer, but if it has actually been paid, the employer must also pay the resigned workers. Judging from judicial practice, labor dispute arbitration institutions or courts will also support such resigned workers to get a certain percentage of year-end bonus according to their working time.

There is also a year-end bonus of less than one year.

Article 46 of the Labor Law stipulates: "The distribution of wages should follow the principle of distribution according to work and implement equal pay for equal work." That is, as long as the year-end bonus is agreed in the labor contract or the employer has set the payment period.