I. General Wage System

1, in order to reflect the principle of fairness, efficiency and distribution according to work, according to the "Labor Law" and the relevant state policies and regulations, combined with the actual situation of the hotel, the general manager's office research and approval, the development of this approach.

2, the hotel wage standards are set, mainly based on the external balance of the survey.

a) The Human Resources Department regularly understands the information related to the salary level of the same industry and the same position through various channels, and forms the hotel salary questionnaire, which serves as the main basis for the hotel to formulate the salary standard;

b) The external balanced survey of the salary is carried out once a year. According to the results of the external equalization survey, combined with the hotel's operating conditions and the evaluation of employee performance, the hotel salary dynamic management.

3. These measures are applicable to all employed staff of the hotel;

II. Salary Structure

The hotel adopts a structural salary system based on the salary of the job grade, and the system is as follows:

I) Job Salary;

II) Performance Bonus;

III) Allowance;

IV) Year-end Bonus.

Three, job salary

1, according to the hotel for each position in the work ability, skills, responsibility, intensity and contribution to the hotel and other aspects of the different requirements, to determine the different levels of job salary standards.

2, the total amount of wages to the main body of the job wage and performance pay, of which the job wage is a fixed part of the main wage, accounting for 60%, and performance appraisal results are not directly linked; performance pay is a relatively flexible part of the part, accounting for 40%, and performance appraisal results are directly linked.

Grade

Title

Corresponding position and type of work

Job salary

Performance pay

Total

1

General Manager

General Manager

2

Deputy General Manager

Vice President

Vice General Manager

3

Director level

Assistant General Manager-Director

1800RMB

1200RMB

3000RMB

4

Departmental Manager level

General Office-Human Resources-Finance-Marketing-Food & Beverage-Engineering-(Housekeeping)-(Recreation)

1680RMB

1120RMB

2800RMB

5

Front office manager-room manager-ktv manager-sauna manager-security manager

1500RMB

1000RMB

2500RMB

7

Departmental deputy manager level

Departmental deputy manager

1380RMB

920RMB

2300RMB

8

Assistant Department Manager

1200RMB

800RMB

2000RMB

10

Supervisory Level

Administrative Supervisor-Departmental Supervisor- Administrative Secretary- Lobby Assistant - Treasurer - Host Accountant, Purchasing Supervisor, Computer Supervisor

1080RMB

720RMB

1800RMB

11

1020RMB

680RMB

1700RMB

12

960RMB

640RMB

1600RMB

13

Leader Level

Personnel Clerk - Sales Representative - Department Foreman - Accountant - Purchasing - Staff Canteen Supervisor - Driver - Cashier-

840RMB

560RMB

1400RMB

14

780RMB Yuan

520 Yuan

1300 Yuan

15

720 Yuan

480 Yuan

1200 Yuan

16

Employee level

Greeters - Luggage Clerk - Engineering Technician - Main Desk (Reception, Cashier) - Food & Beverage Reservations - Warehouse Management, Receiving, bartender, business center - switchboard - cashier - a la carte - aesthetics -

600 yuan

400 yuan

1000 yuan

570 yuan

380 yuan

950 yuan

17

Staff canteen chef - bartender - housekeeping center - linen clerk, food and beverage service staff -Security guard -Seafood worker room attendant -Sauna waiter -KTV waiter,

540 yuan

360 yuan

900 yuan

510 yuan

340 yuan

850 yuan

480 yuan

320 yuan

800 yuan

18

PA - staff canteen handyman - dishwasher -

600 yuan

19

Trainees

Trainees, interns

300 yuan

3, the hotel has implemented a system of employment, the period of employment are one year, the positions according to the results of the assessment, the ability to go up and down. Therefore, all types of personnel to determine the salary level of specific positions also adhere to the principle of high and low, up and down, mainly based on my performance, work ability, work attitude and other factors.

4, specific personnel salary determination should be based on the starting salary standards, the human resources department to make recommendations, the general manager of the final signature to determine. Salary of senior management personnel directly by the general manager to determine; for special talent salary standards, proposed by the general manager, reported to the board of directors for special approval.

5, the new staff probationary period to determine the salary is mainly based on the work of their jobs, in principle, the staff level of 600 yuan per month, above the foreman of the management staff to enjoy the job salary, (probationary employees do not enjoy performance pay), special talents by the general manager of the hotel for special approval.

6, managers in two positions, according to the higher level of standard salary.

Four, performance pay

1, performance pay to individual job salary as the base, accounting for 40% of the sum of job salary and performance pay. It is a relatively flexible part of the salary composition and is linked to the results of performance appraisal.

2. The formula for calculating individual performance pay is as follows:

Performance pay = accrued performance pay × coefficient (performance appraisal score)

Which: accrued performance pay accounts for 40% of the sum of postal pay and performance pay;

Performance pay coefficient is determined according to the results of the appraisal score.

3. The performance appraisal is carried out in accordance with the relevant regulations of the hotel.

4, the probationary period employees do not enjoy performance pay.

5, the implementation of performance pay, "no ceiling, no bottom" principle.

V. Allowance

1, according to the difference in the workload of specific jobs and give employees a different degree of compensation, reflecting the principle of more work, more pay, while taking into account the steady growth of employee income, the establishment of allowances in the wage structure.

a) Special post allowance: this kind of allowance is not universally enjoyed, only for the outstanding performance of the talent. Specific standards are mainly based on individual ability and contribution to the hotel, the size of the job responsibility, hard work and additional workload.

b)Other subsidies:

1). Store age subsidy: Employees who have worked continuously in the hotel for one year can enjoy store age subsidy of 50 yuan/month, with four years as the maximum number of years. (Employees who take sick leave for a total of more than one month or absenteeism for one time in a year will be disqualified from the seniority increment)

2). Housing subsidies: non-Wenzhou city employees can enjoy housing subsidies of 50 yuan / person, (the hotel, such as the arrangement of accommodation, the housing subsidies automatically canceled)

Sixth, year-end bonuses

1, the hotel implementation of the end of the year double pay year-end incentive system, that is, the December issue of two months of salary as an incentive. The specific amount of money according to the individual working time in the hotel to determine the length of time, less than one year, according to the actual number of months of work.

Calculated according to the following formula: Monthly year-end bonus = monthly salary / 12

2, in accordance with the hotel's incentive mechanism for the hotel usually make outstanding contributions to the personnel, in addition to the above year-end bonus, but also from the general manager of the fund to extract a certain percentage of the amount of money as a special incentive.

Salary adjustment

Salary adjustment is divided into regular salary adjustment, promotion and incentive raises.

1, regular salary adjustment:

a) at the beginning of each year, the hotel according to the previous year's operating conditions (including annual turnover, operating profit and per capita turnover, operating profit growth, etc.), other hotels in the same industry salary adjustments, combined with the needs of the hotel's development, to determine whether it is necessary to adjust the wage standard and the magnitude of the upward or downward fluctuations;

such as agreed to by the study to adjust the If the study agrees to adjust the salary standard, the date of salary adjustment is generally set at March 1 every year;

The period of salary adjustment is one year, i.e., from March 1 of the previous year to February 28 of the current year;

Those who are qualified for salary adjustment are the registered employees of the hotel on the date of salary adjustment, except those who are in compliance with one of the following situations:

Those who are hired for less than one year;

those who are absent from work for more than 15 days during the year;

those who are absent from work for more than 15 days during the year Those who have been disciplined during the validation period;

Others who are not suitable for salary adjustment.

2. Promotion and salary increase:

When an employee is promoted, the salary of his/her position will be adjusted to the corresponding salary grade of the new position from the month following the promotion, and the general manager's office will decide to study the special circumstances that require a higher salary.

3, incentives and salary increases:

For employees who have made outstanding contributions, the general manager's office to discuss the adoption of the general manager's office, can be given at any time to a certain range of incentives and salary increases.

VIII. Salary calculation and issuance

1. Salary calculation is based on a monthly calculation period. The average monthly working day is 25 days, if you need to calculate the daily wage, can be calculated according to the following formula:

Daily wage amount = the month's wages / 25

2, the hotel's new employees wages from the date of reporting for work to start calculating.

3, the employee's probationary period after the completion of the transfer of wages, are calculated from the date of formal transfer.

4, the hotel staff wages and subsidies issued by the hotel finance department. Employee personal income tax is withheld and paid by the hotel.

5. The hotel adopts the form of payroll, i.e., the 12th of each month to issue the previous month's salary.

6, resignation (dismissal, suspension, exemption) of personnel, payroll twice a month, i.e., the 12th and 25th of each month.

7, employees on leave (personal leave, sick leave, work-related injuries, marriage, bereavement, childbirth, vacation) during the wage, in accordance with the relevant provisions of the state and the hotel attendance system.

Nine, temporary workers pay

Temporary workers only enjoy the hotel's fixed salary, do not enjoy other related benefits and performance pay.

Which: push wash, porters, garbage workers, staff restaurant handyman 600 yuan / month to kill wash 650 yuan / month seafood workers 1000 yuan / month, payday with the hotel employees.

Ten, trainee wages

Trainee wages starting salary of 300 yuan, three months after the increase of 150 yuan. The end of the six-month training period, if you continue to stay, according to the hotel hired employees wage and benefit management approach. Payday is the same as the hotel hired employees.

Xi, bylaws

This approach is responsible for the interpretation of the Ministry of Human Resources

Attachment:

The above content related to the 1-19 is for a form, the subject is pay for performance. This can be set according to their own situation

The order provides a labor supervisor's duties:

1, responsible for monitoring and management of the hotel staff wages and benefits, and is responsible for liaison with the relevant personnel and labor organizations;

2, under the leadership of the department manager, to formulate the labor plan, put forward a predetermined plan for the growth of the annual wage bill, to formulate and improve the payroll Forms, calculation methods, organization and implementation, supervision, implementation;

3, research and analysis of the labor market and changes in the personnel wage situation in the same industry, put forward the hotel wages, bonuses, benefits and labor employment and other specific modifications;

4, responsible for the recruitment and transfer of employees and the transfer of wages and supply relationship transfer, responsible for the approval of the staff to change the salary;

5, Understand the staff changes, on time to compile and report the number of employees, wages of various types of monthly and quarterly reports;

6, responsible for employee attendance, rewards and punishments, overtime, holiday overtime and salary review and approval, and supervise its issuance;

7, review the staff to leave the store and retire, retirement and welfare benefits related to the transfer of formalities, supervise the staff "four gold" increments and other benefits. "

8, responsible for statistics on labor insurance supplies, employee birthday gifts, uniforms, number plates and other work.

9, responsible for hospitality related personnel payroll work;

10, do a good job related to hospitality, hotel personnel, payroll files

11, to complete the department's temporary work assignments.