Year-end awards of the automobile industry in 217 _ How many year-end awards are issued?

The sales growth of the automobile industry has exceeded expectations. So, how much can the employees of these car companies get for the year-end bonus? The following is the year-end bonus for the auto industry in 217 that I compiled for you _ How many year-end bonuses will be issued? I hope you like it!

Year-end bonus of the automobile industry in 217

What is mentioned here is the annual salary of ordinary regular employees. For example, 13+5 means a fixed year-end bonus of 13 months +5 months.

the monthly salary can refer to the middle and high income level of the local manufacturing industry.

the following data comes from insiders and is for reference only.

SAIC-GM: three months at the end of the year, but GM has a double salary. With reference to Pan Asia, it's almost 18+3. Without Pan Asia, the bases in Shanghai, Yantai, Wuhan and Shenyang should be the same.

SAIC-Volkswagen: It is said that you can get 2 months after working for three years.

SAIC: 2+3

Beixian: 12 basics. 13+3 (a SQE statement); 14+5 (according to engineering research and development, bonuses are paid for two months at ordinary times, 4+1 at the end of the year and 1 after four years ago), 12+6+1 (according to quality)

SAIC Commercial Vehicle Technology Center: 4 months, Almost 18 ~ 2 months a year

SAIC Commercial Vehicle: 12 months +3 quarterly awards+3 irregular double salaries (one of which is .7)+5 months year-end bonus

FAW Group: 12+3

FAW-Volkswagen: it is said that it is about 23 months

Pan Asia: 18.2+5 (double salary) September .5, November 1, December 1) BAIC: 12+1.5 (BAIC should all be 12+3.5, and it is estimated that the welfare here is equivalent to two months' salary)

BAIC off-road: it will be more every month, which is equivalent to two months' salary in one year. To be exact, it should be 12+2+1.5

Beiqi Zhuzhou: 12+3.5

Changan: 12+7.7 (post salary plus ability salary)+performance

Changan Ford: 12+6.79

Changan Mazda: 12+8.4

GAC: 12+. 12.5+9.5

Guangfeike: 13+5

Guangben: 12+3+6.5

Dongfeng Nissan: 12+4.5

dongfeng shares: 1.5 months, 2.5 months last year

Dongfeng Motor Corporation Technology Center: 6 months bonus at the end of the year. Overfulfilled the task

Shenlong: 13+1.2

Dongfeng Yulong: It is said that the one-month year-end bonus

Great Wall: about 12+4 months, and the technical department-level leader is about 8, (specifically related to attendance and year-end assessment). The technical center should be better.

yanfeng Johnson's: 12+5.5 (usually 2.5+ 3 months at the end of the year)

Tianjin Volkswagen gearbox: 12+4

Jiangling: 12+2, and some at ordinary times, with a total of about ***16

GM Wuling: 3 statements, one saying 12+6; Say 12+4; It will take about 2 months to add the year-end bonus

BMW Brilliance: 12+4.5

Brilliance: 13+7,-2,

Nanjing Ford R&D: fixed salary of 13, the extra salary is said to be 1.5 months on average, and UMC will send it at the end of March: about 18 months

Borg Warner, 12.

Delphi Parker: Last year was one month, and this year it is estimated to be more.

valeo car air conditioner: 13+1+23

Shenyang Shangfa: 12+3

Chery's year-end bonus is not public, so it can't be said

Chery Jaguar Land Rover: It is said that it will be 3.6 months at the end of the year

Geely: What we know at present is that Geely's salary is one month, the headquarters is a little more than one month, and ordinary employees are 12+1. The salaries of external talents are all negotiated, which are generally 12 salary +2% year-end bonus+project award (uncertain)+middle-level management award+other benefits that vary from thousands to hundreds of thousands.

Volvo: 13+ is generally a bonus of 2.5-3.5 months, and this year, no bonus was given to Volvo Group (non-Volvo cars): 13. It is said that it is still the same as the old one, that is, one month, 12+1

Futian: 12+1 (.2 in April, .4 in December, and .4 in March next year)

Panasonic Electromechanical: 12+1+ uncertainty (greater than 1)

Jianghuai: It is said that the salary in December is around+7, (. Generally, it is issued in June

Fiat Chrysler: 12+1

Bosch: It should be 13+2

The year-end bonus, as a part of the employee bonus, belongs to the category that the enterprise should issue. As for whether or not to issue it, how much to issue it depends on the enterprise's benefit as well as the labor contract and collective contract between the enterprise and employees. Therefore, not every enterprise must issue a year-end bonus at the end of the year. The year-end bonus, as its name implies, is the bonus paid by the employer at the end of one year. How to pay the year-end bonus and the scope and standard of the year-end bonus? It is one of the most concerned topics for enterprises and employees. For enterprises, the year-end bonus is not only an acknowledgement of employees' hard work for one year, but also a reward for their contributions to the enterprise; At the same time, it is also to encourage employees to continue to work hard for the enterprise, and of course it is also one of the weights to retain talents. For employees, the end of the year is approaching, and after working hard for a year, it is finally time to harvest. Naturally, they hope to get a generous year-end reward, which is also the recognition of their work throughout the year. The year-end bonus is a one-time bonus paid to employees by the unit according to its annual economic benefits, comprehensive assessment of employees' annual work performance and development plan for the next year. It also includes year-end salary increase, year-end double salary, annual salary and performance salary paid by units that implement annual salary system and performance salary method according to the assessment. Article 4 of the Provisions on the Composition of Total Wages of the National Bureau of Statistics stipulates: The total wage consists of the following six parts: (1) hourly wage; (2) Piece rate; (3) Bonuses; (4) Allowances and subsidies; (five) overtime pay; (6) Wages paid under special circumstances. ? Article 7 stipulates: Bonus refers to the excess labor remuneration paid to employees and the labor remuneration for increasing income and reducing expenditure. Including: (1) production award; (2) Saving Award; (3) Labor Competition Award; (four) the incentive wages of organs and institutions; (5) Other bonuses. ? Article 2 of the Interpretation of Certain Specific Scope of the Provisions on the Composition of Total Wages by the National Bureau of Statistics stipulates: About the scope of the bonus? (1) Production (business) awards include over-production award, quality award, safety (accident-free) award, comprehensive award for assessing various economic indicators, early completion award, ocean shipping dispatch award, year-end award (labor dividend), etc. It can be seen that the year-end bonus is a kind of bonus, which is part of salary and belongs to the category of labor remuneration. The year-end bonus distribution scheme is generally formulated by each employer independently according to the production and operation conditions of the enterprise, some of which were formulated at the beginning of the year, and some of which were not formulated in the year, which belongs to the category of independent management of enterprises. Generally speaking, if there is no agreement in the labor contract or collective contract, and there is no relevant content in the enterprise rules and regulations, the enterprise can decide whether to issue the year-end bonus, according to the comprehensive operating conditions, development conditions and individual annual work performance of the workers, according to what standards and the scope of employees. That is to say, enterprises should have the right to choose whether to issue or not to issue year-end bonuses in the absence of contract and relevant rules and regulations.

year-end bonus distribution system

This system is formulated in order to establish and improve the company's salary and welfare management system, make the contribution of the company's employees recognized, improve the performance of the employees and the company's performance, and enable the company to achieve sustainable development.

2 Scope of application

2.1 All the staff at the official company level and above under preparation. 2.2 Before the annual year-end bonus is issued, the year-end bonus will not be issued under any of the following circumstances: a) those who leave their jobs halfway. B) If the annual leave of absence or sick leave exceeds 26 days (inclusive), excluding Sundays and statutory holidays. C) Employees who are on probation before the natural year. D) safety or work-related injury accidents or fights are caused by negligence in production operation or management. e) losses are caused to the company due to negligence in daily work or quality accidents or customer complaints are caused to the company. f) severe punishment or significant impact is caused due to serious violation of the company's system. g) one month's performance appraisal score is less than 7 points.

3 Definition

3.1 Natural year: January 1 to December 31.

4 Responsibilities

4.1 Administration Department: responsible for the calculation of year-end bonus; 4.2 Finance Department: responsible for issuing year-end awards; 4.3 General Manager: Responsible for determining the year-end bonus coefficient according to the company's annual operating conditions; Be responsible for the approval of this system and the annual year-end bonus

; 5 content

5.1 The following factors will be comprehensively considered in the payment of employee year-end bonus: a) employee salary; B) Monthly performance of staff; C) Attendance status of employees in the current year; D) the company's annual operating performance; E) Length of service of staff (calculated from the date of the establishment of Minxing Company); F) Staff rewards and punishments; G) staff evaluation status.

5.2 detailed rules for issuing year-end bonus 5.2.1 formula for calculating year-end bonus m=(s? k1? k2? k3 )+(k4? 1) m-indicates the total year-end bonus; S--- indicates the employee's monthly salary; K1--- said staff performance appraisal coefficient; K2--- represents the annual attendance of employees; K3--- indicates the year-end bonus coefficient; K4--- comprehensive coefficient. 5.3 Interpretation and calculation of each coefficient 5.3.1 s--- employee's monthly salary: take the final salary value of the employee in that year; 5.3.2 k1--- employee performance appraisal coefficient: take the average monthly performance appraisal value of the whole year? Performance payment coefficient? As this value, please refer to the Performance Appraisal Table for details. 5.3.3 k2--- Employee's annual attendance rate: refers to the ratio of the employee's attendance months in the current year to the months in the whole year. If you are absent for more than 2 days or half a day, you will not count the attendance month. 5.3.4 k3--- year-end bonus coefficient: determined by the general manager according to the business performance of the enterprise in that year. 5.3.5 k4--- Comprehensive coefficient: The comprehensive coefficient comprehensively considers the factors such as the length of service of employees (calculated from the date of the establishment of Minxing Company), the reward and punishment status of employees, the evaluation status of employees, etc. The comprehensive coefficient is the accumulation of the following three scores, and the specific scoring criteria are as follows: a) Staff length of service coefficient: every year of service of employees, it will increase by one coefficient, with the maximum not exceeding 1. B) Staff reward and punishment coefficient: what is the comprehensive coefficient score of reward/warning, minor achievement/minor achievement/major achievement/major achievement/major achievement? .5 per time? 1/ time 1.5 times? 2/ time c) Staff evaluation coefficient: 1 point will be added for outstanding staff every month, and 1 point will be deducted if it is not; Excellent staff of the year plus 5 points/time, otherwise deducted 5 points/time; 5.4 Year-end bonus will be paid 5% before the Lunar New Year every year and 5% at the end of March. 5.5 If there is an error in the calculation of the year-end bonus, the party concerned may lodge a complaint with the Administration Department. The complaint time is within 5 working days after the bonus is issued.