model essay on enterprise employee compensation scheme:

Chapter I General Provisions

Article 1 Purpose

In order to standardize the compensation management of the company and give full play to the incentive function of the compensation system, this system is formulated on the basis of relevant national laws and regulations and in combination with the actual situation of the company.

article 2 scope of application

this system is applicable to all employees of the company.

Principle formulated in Article 3

Principle of strategic consistency: consistent with the company's development strategy, give full play to the incentive and guiding role of salary through flexible design to ensure the company's sustainable development;

guiding principle of market competitiveness: emphasize salary competitiveness and effectively attract high-quality talents. Achieving the salary level of general talents is competitive in the region, and the salary level of key talents is competitive in the same industry in the country;

principle of fairness: pay attention to internal fairness, determine the relative importance of the position within the company through job evaluation, and then determine the corresponding salary level;

performance-linked principle: reflect the combination of enterprise benefits and employees' interests, increase the incentive of changing income, make employees' salary change accordingly with performance changes, and fully mobilize employees' work enthusiasm.

Article 4 The factors that affect the salary level of a post include the following:

Work objectives, tasks and responsibilities;

the complexity of the work;

labor intensity;

working environment.

chapter ii classification of salary nature

article 5 the company divides the salary into logistics post salary series and sales post salary series according to the different job nature.

article 6 the salary series of logistics posts is divided into nine grades, namely, external probation, official period I, official period II, official period III, official period IV, official period V, official period VI, official period VII and official period VIII.

article 7 the salary series of sales posts is divided into five grades, namely, external probation, official period level 1, official period level 2, official period level 3 and official period level 4.

chapter iii composition of salary

the monthly salary payable to employees in logistics posts consists of total salary, performance bonus, performance bonus, incentive award, excellent free speech award, half-year attendance award, birthday bonus, wedding congratulations, Guandi's birthday allowance and travel/overtime allowance.

The monthly salary payable to employees in sales positions consists of total wages, performance awards, performance bonuses, incentive awards, excellent free speech awards, half-year attendance awards, birthday benefits, wedding congratulations, Guandi birthday subsidies and other welfare bonuses, as well as business trip/overtime subsidies, personal sales commissions, team awards and excess awards.

article 8 the total salary consists of six parts: basic salary, post allowance, telephone allowance, living allowance, transportation allowance and regional allowance.

article 9 the performance award for logistics posts is increased by one to eight grades according to the probation period, and the performance award for sales posts is increased by one to four grades according to the probation period. The performance award is linked to the number of employees on the job, and the calculation method of enjoying the performance award is: performance award /21.75 days * enjoyment ratio * number of days on the job; In the case that employees do not strictly implement the company's rules and regulations, which have adverse effects on the company, the performance award can be used as a floating penalty amount, and the superior leader can impose a fine penalty according to the situation, and the penalty limit is less than 51% of the total performance award. For detailed provisions and implementation methods, see "Employee Attendance Management System").

article 11 performance bonus is divided into three types: monthly performance bonus, quarterly performance bonus and annual performance bonus, which are calculated and paid according to the company's operating efficiency and employees' personal work performance. According to the relevant regulations, the company divides the employee performance appraisal results into five grades: excellent+,excellent, good+,good, average and poor.

monthly performance bonus: the performance of logistics employees is assessed and paid monthly, and the amount of monthly performance bonus is determined according to the employee performance appraisal results;

quarterly performance bonus: the performance of sales employees is evaluated and paid quarterly, and the specific time is to pay the performance bonus of the previous quarter in the second month of each quarter, and the amount of quarterly performance bonus is determined according to the employee performance appraisal results;

annual performance bonus: the company determines the amount of annual bonus for employees according to the annual operating conditions and employees' performance appraisal results in one year.

Article 11 The incentive award is established to enhance enterprise cohesion, commend the advanced, set an example, and inspire employees to love their jobs and work hard.

Incentive evaluation award: the items of incentive evaluation are:

1. Sales personnel: sales champion, best master, service star, iron man award, etc.

2. Sales team: champion facade, best store training, etc.

3. Branch logistics personnel: the best office director and the best training specialist;

4. Headquarters departments: department stars, behind-the-scenes dedicated stars, etc.

article 12 "excellent speaking freely" award: in order to provide a platform for employees to speak freely, to further understand the details of employees and help solve the difficult problems of employees' work, and to promote the progress of all departments of the company, the "speaking freely" project is specially organized by the office section of the administrative department of the head office, and the "speaking freely" award is selected every month according to relevant regulations, and at the same time, each "speaking freely" article is awarded.

Article 13 Half-year Attendance Award: In order to express our gratitude and encouragement to the employees who have stuck to their posts for a long time, the Company has specially set up the "Half-year Attendance Award", and awarded a half-year attendance bonus of RMB 1,111 to the formal employees who have no absenteeism during October-June and July-February every year; The attendance list is provided by the personnel commissioners in the salary table of June and February each year according to the information of the personnel system, and then the financial department will calculate the bonus into the salary of employees in June and February, and the personnel compensation section of the human resources department of the head office will publish the winning list to the "personnel data" folder of OA system on October and July 5 each year.

article 14 other subsidies, allowances and other related benefits.

see the corresponding management system for the detailed rules of article 15.

calculation method of absence deduction in article 16 salary scheme:

basic salary = total salary+performance award

personal leave deduction = basic salary /21.75* days of personal leave

half-day absence deduction = basic salary /21.75/2+ basic salary *1.145

one-day absence deduction = basic salary.

deduction for late arrival and early departure = total salary * times of late arrival and early departure *1.115

deduction for annual leave = performance bonus /21.75* annual leave

deduction for marriage leave = performance bonus /21.75* days of marriage leave

deduction for funeral leave = performance bonus /21.75* days of funeral leave

deduction for maternity leave = Number of work mistakes

For detailed regulations and implementation methods, see "Staff Attendance Management System"

Article 17 The sales commission is the salary paid by the company according to the business income of the sales staff. The sales commission of shop assistants consists of three parts: individual commission, team commission and excess prize; The store manager's sales commission consists of two parts: team commission and excess prize; Sales assistant's sales commission and sales manager's sales commission are composed of team commission and excess award.

chapter iv salary adjustment

article 18 salary adjustment can be divided into overall adjustment and individual adjustment.

article 19 the overall adjustment refers to the adjustment made by the company according to the changes of macro factors such as national policies and price levels, the competition situation of industries and regions, the changes of enterprise development strategy and the overall benefit of the company, including the adjustment of salary level and salary structure. the adjustment range is drawn up by the personnel and salary department of the human resources department according to the company's operating conditions and submitted to the general manager for approval before implementation.

article 21 individual adjustment mainly refers to the adjustment of salary level, which refers to the adjustment of employee salary level by the company due to reasons such as job changes of employees or according to performance appraisal results.

chapter v salary distribution

article 21 the company pays employees' salaries by direct bank transfer.

article 22 at present, the company is scheduled to settle and allocate the salary of employees in the last month on the 21th of each month. if the company will change the date of wage settlement and allocation, the company will announce the explanation in advance in the form of notice.

article 23 in case of holidays or irresistible natural disasters, wars, difficulties in production and operation, poor capital turnover, etc., the company will announce the salary payment operation in advance in the form of notice.

Article 24 When paying monthly salary, employees who voluntarily purchase social insurance will be deducted part of the amount that employees need to pay in social insurance and the amount that must be deducted from absence.

Chapter VI Principles of Salary Confidentiality

Article 25 Overall Requirements of Salary Confidentiality

Salary operators must ensure that the process of salary fixing, salary adjustment, salary accounting and salary payment is not leaked. If anyone divulges salary-related contents and data privately, once verified, the company will deduct 5-11 work mistakes according to the seriousness of the case;

salary confirmation operation: the accountant cuts out the salary slip for each employee to sign, so as to ensure that the signing employee cannot see the salary information of other employees. If the loss of documents caused by accountants for personal reasons affects the company, the company will deduct 3-11 work mistakes according to the seriousness of the case;

When the employee receives the salary plan and saves it on the computer, he/she must set an "open permission password" to save the salary plan. If the file is not saved according to the company's regulations, the company will deduct 3-8 work mistakes. The company will deduct 3-11 work mistakes depending on the seriousness of the case if the company's documents and related information are leaked at will and cause serious impact;

employees of the company are not allowed to consult other people's salary data, inquire about other people's salary level or disclose their salary level to others. Once found, the company will deduct 2-8 work mistakes depending on the seriousness of the case; If the circumstances are serious, the superior leader may, as appropriate, sentence the employee to terminate the labor contract.

when determining the salary with new employees, the department heads should promptly publicize the awareness of salary confidentiality. If the new employee violates the confidentiality system due to the failure of the department head to publicize in time, the department head shall be jointly and severally liable, and the company will deduct 1-5 work mistakes from the department head according to the seriousness of the case;

after receiving the salary plan, the managers of each department must communicate it to the lower-level supervisors in a one-to-one way, including the salary plan of the supervisor and the personnel in his department, and the salary situation of other competent departments or departments shall not be disclosed to the lower-level supervisors. If the salary of other competent departments or departments is disclosed to the subordinate supervisor privately, which causes adverse effects, once verified, the company will deduct 3-11 work mistakes according to the seriousness of the case;

when the supervisor communicates the salary scheme to the lower-level ordinary employees, it must be communicated separately according to different positions or in a one-to-one way, but the salary of other positions cannot be disclosed. If the salary of other positions is disclosed to subordinates privately, which causes adverse effects, once verified, the company will deduct 2-8 work mistakes depending on the seriousness of the case;

any employee who discovers salary leakage should report to relevant departments in time;

the personnel and compensation section of the human resources department supervises the confidentiality of employees' salaries.

if any employee fails to implement the above confidentiality system according to the regulations and the circumstances are serious, the superior leader may, as appropriate, sentence the employee to terminate the labor contract.

Chapter VII Supplementary Provisions

Article 26 Matters not covered in this system shall be stipulated separately, or refer to the corresponding provisions of other regulations.

article 27 the administrative department of the head office has the final right to interpret this system.

article 28 this system shall be implemented as of the date of promulgation, and all relevant personnel shall strictly implement it.