Management And Payment System Of Wages For Newly Established Enterprises And Companies

A newly established enterprise may be in the initial stage of the company.

Company wages

I. General Provisions

Article 1. In accordance with the company's business philosophy and management mode, the system is formulated in accordance with the relevant labor and personnel management policies of the state and other related rules and regulations of the company.

The second system applies to all employees in the company (except trial workers and temporary workers).

The wages referred to in this system refer to the regular monthly wages, excluding bonus and risk income.

Two. Wage structure

The third staff salaries are fixed wages.

The fourth salaries include basic salary, post wage, skill salary, job allowance, working age salary, housing allowance, meal allowance and pportation subsidy.

The fifth fixed salary is a relatively fixed work reward determined by factors such as employee's position, qualifications, qualifications, skills and so on.

Fixed wages account for 40% of total wages.

The sixth performance pay is adjusted monthly according to the employee's attendance performance, job performance and the company's performance.

Merit pay accounts for 0-60% in total wages.

The total wages of the seventh employees are drawn up by the department managers and project managers and submitted to the general manager for examination and approval.

The Department Manager and the project manager examine the employees monthly, determine the proportion of performance pay and report it to the human resources department for approval, after the general manager has examined and approved the payment.

The eighth items of employee wages deduction include personal income tax, absences, deductions (including loans, loans, fines, etc.), withholding social insurance premiums, and withholding communications fees.

Three. Wage series

Ninth companies according to the nature of different positions, respectively set up management, functional management, project management, production, marketing five kinds of wage series.

The tenth management series applies to the company's general manager and deputy general manager.

The eleventh function management salary series is applicable to staff engaged in daily management or affairs such as administration, finance, personnel, quality management, logistics, etc.

The twelfth project management salary series is applicable to all project managers and project members.

The thirteenth production wage series is applicable to the staff engaged in commissioning, welding, wiring and other production work of the production department.

The fourteenth marketing salary series is applicable to sales personnel of sales department.

The application scope of the fifteenth staff salary series is shown in Table 1 below.

Table 1 scope of salary series

Wage series

Scope of application

Management Series

1. general manager 2. Deputy General Manager

Functional management series

All staff in the office, human resources department, finance department, production department, quality control department and logistics management department.

Project Management Series

Project managers and project team members

Production line

Production staff engaged in commissioning, welding, wiring and other production work.

Marketing series

Sales department sales personnel (Sales Department of each project department may refer to execution).

Four. Wage calculation method

The sixteenth wage formula is:

Wages payable = fixed wages + merit pay

Actual wages = wages payable - deductions

Fixed wages = gross wage * 40%

Performance wage = gross wage x 60% * performance salary coefficient (0-1)

The seventeenth wage standard is determined: according to the position and duty of the employee, the wage standard is determined according to the "post wage list".

The salary of the waiting staff is implemented according to the minimum annual living standard of the District, and the wages of probationary staff refer to the standard of salary for probationary employees in Annex 1.

The eighteenth performance pay is linked to the results of performance appraisal. The probationary period and the waiting staff do not enjoy merit pay.

The method of determining performance pay is shown in Table 2.

Table 2: method of determining pay for performance

result of examination

Performance salary coefficient

Pay for performance

90 (inclusive) --100

Less than 1

Merit pay x coefficient

80 (inclusive) --90

Less than 0.8

Merit pay x coefficient

60 (inclusive) --80

Less than 0.5

Merit pay x coefficient

Below 60 points

Less than 0.3

Merit pay x coefficient

The nineteenth general staff assessment of functional departments is responsible for their departmental managers; the Department Manager's assessment is the responsibility of the deputy head of the Department; the assessment of the project department members is the responsibility of the project manager.

The results of the examination and the issuing coefficient are reported to the human resources department before 8 every month.