At the end of the year, the award has become a topic of concern to employees. Not long ago, Zhejiang High Court official WeChat reported several cases of labor disputes related to the annual bonus. The court suggested that employers should employ workers in good faith according to law, in the annual bonus cannot wantonly \"wipe the oil of workers.\" At the time of entry, the worker should write the salary (including the annual bonus) standard, the payment situation and so on into the written labor contract, at the same time pay attention to the preservation of relevant evidence, when there is a problem, can communicate with the employer at the first time.
The annual bonus is the bonus paid by the employer to the laborer at the end of the year according to its own operating condition, through its internal rules and regulations or labor contract agreement or other means. Because did not write into legal regulation, this is the category that unit of choose and employ persons decides independently, can choose to send and not send. But for workers, the annual bonus is not only a material reward, but also a spiritual affirmation. Taking stock of the more popular companies in the market, the annual bonus is generally used as an incentive to determine it in the form of labor contract, oral agreement, etc., in such cases, if the employee refuses to pay the annual bonus which is supposed to belong to the employee on various grounds such as poor management, employee resignation and physical payment, then there is a suspicion of breaking the law and need to talk about it.
According to the situation of the media, there is a lot of confusion about whether to issue, how to issue and how many annual awards due to the different situation of each person and unit. For example, many employers withhold a certain proportion of monthly wages, to the end of the year together with the payment, if the assessment is not up to the standard will also be punished. This is a typical illegal act, the Provisional Regulations on the Payment of Wages clearly stipulates that wages need to be paid monthly,\" first deduction and then return \"confused the nature of wages, belong to the situation of not paying the remuneration in full and on time. In addition, some units of the rules are very strange, some direct distribution of company products but pay deductions, some \"by the amount of alcohol to determine the year-end award \", some\" annual lottery \"equivalent to the annual bonus, this is a routine, even if the success cannot remain popular.
There is also a common question as to whether it is reasonable to fail to receive an end-of-year bonus for reasons such as not having completed one year, quitting at the end of the year, and taking maternity leave? This requires a specific analysis of the situation. If the end-of-year bonus is just a bonus to the company's loyalty, then the departing employee can really ignore it; but if it is explicitly written into the labor contract, the employee can say \"no\" to the employer with the right to say \"no\" and take up the legal weapon to \"ask for salary\" according to law. It's also a bit self-delusion to note that some companies don't pay year-end awards, but instead \"keep people\" in the form of late payments. Good birds choose wood and live, if an enterprise does well in all aspects, naturally has the appeal. If do not do well also play all kinds of tricks, is not more cold the heart of the staff?
How to avoid year-end bonus related labor disputes? First of all, the employer's internal rules and regulations cannot be illegal. If the annual bonus is promised to the workers in order to enhance the appeal, then the rules and regulations should be formulated according to law to clarify the scope, conditions, standards, time and manner of bonus payment, so as to make the bonus payment more reasonable and legal. Secondly, workers should also dare to boldly protect their rights, to their own concern for some of the provisions of the active inquiry, preservation of relevant evidence, once disputes can be communicated with employers, consultation is also dare to seek legal channels to resolve. Finally, the labor supervision department should also strengthen the supervision and urge enterprises to use the incentive mechanism reasonably to help employees protect their legitimate rights and interests, so as not to let the annual bonus become a \"pay-seeking\" problem. (Youth)