Compensation is a major component of the employment contract between the employer and the employee. This fee is applicable in a legal and conventional context. It is also a part of the labor market that may be, favor of either party depending on the case and the time frame. It is especially relevant in the period and finally in a cultural context. Compensation may be divided into two parts: the fixed part and the variable part.
[...] terms of merit increase The policy guards against any type of Advantage: they are included in discrimination contract salary (basic) and Fiscally: therefore are acquired Advantage: the application of an from the 1st day of application increase is legally irreversible Disadvantage: risk of Disadvantage: increase in basic pay deteriorating social conditions is more important than providing a Fiscally: special bonus for employees who have Disadvantage: included in base been employed for over a year and or salary, they are subject to are contractual employees contribution and income tax Disadvantages: subject to employers' Benefit: The base salary is and social increased 2 - Variable part Performance bonus This is an optional tool for extra compensation that allows the company to involve its employees in its results or performance, by providing a fiscal benefit and social recognition. [...]
[...] These criteria can be linked to the tenure of the employee, the wage level or uniformity of pay scale. These may be selected based on criteria of economic performance, profitability or nature of the business (Example: quality, scrap rate etc). Advantages and disadvantages For the employee For companies Social Plan: Social Plan: Advantage: Incentives are seen Advantage: Premiums paid are immediately or paid on a savings plan exempt from payroll and payroll that is exempt from the social taxes. This is a drawback security problem: subject to the CSG subject to trade tax unless paid and CRDS. [...]
[...] commensurate with wages and maintain the hierarchy of wages. The increase was thus defined by the rate and the date of application. General increase by a fixed amount All employees receive an increase of the same amount. The increases are not proportional to wages and reduce the wage hierarchy. Individual Increases Here, an increase concerns only individual employees but must be integrated into a system of collective determination. The decision must be justified by a system of performance appraisal. A bracket is usually determined for all individual increases. [...]
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