It's just that the adults are unwilling to participate, but Zhan Jiaqing and his doglegs are unwilling to let Qin Xiu go like this.

Including Pu Qiwei, who was slapped away by Qin Xiu, after returning from his cultivation body, although he was very frightened when he faced Qin Xiu alone, he was worried that the other party would slap him away again.

But since returning to Taixuefu, his anger towards Qin Xiu has become even more angry.

Especially when he knew that it was because of his own reasons, his boss Zhan Jiaqing also suffered a big loss.

Although he felt that Qin Xiu was not as easy to deal with as ordinary people, he was more or less willing to participate in Zhan Jiaqing's deal with Qin Xiu.

Except for this first time, Qin Xiu needed to sit in his position to notice that there was a problem with his desk, and at other times, he noticed it in advance every time Qin Xiu stepped into the classroom.

There are a lot of messy things in Qin Xiu's desk, such as centipedes, toads, scorpions, and small snakes................................................................................................................................................................................................

Generally speaking, people who have less bonuses only see piracy.

Bonus refers to the remuneration paid to the employee for the excess work provided, and is a supplementary form of distribution according to work. Bonuses can be roughly divided into two categories: one is the reward given because the worker provides excess work, which directly increases the wealth of the society (such as increasing production, saving, etc.); The other type is the reward given to workers for providing excess work and creating conditions for increasing social wealth (e.g., technological innovation, etc.). According to the situation of excess work, the bonus can be divided into two forms: comprehensive award and individual award. The comprehensive award is a comprehensive evaluation of the employee's contribution in all aspects; The individual award is a bonus awarded according to the excellent performance of the worker in a certain aspect.

Basic Information

Chinese name

bonus

Foreign language name

bonus，reward，premium

Japanese

Bounty しょうきん

paraphrase

Mainly refers as a form of wages

constitute

Reward metrics

directory

1 Overview

2. Bonus adjustments

Collapse edit this paragraph overview

Explanation: It refers to the excess labor remuneration paid to employees and the labor remuneration for increasing income and reducing expenditure. The bonus system implemented in Chinese enterprises was established and developed in the early 50s. It was cancelled twice, in 1958 and in the second half of 1966. The current bonus system was restored and established after 1978.

constitute

The main components of the bonus system are:

1) Reward metrics

2) Reward conditions

3) Scope of awards

4) Reward Cycle

5) Withdrawal and distribution of reward funds.

peculiarity

1) The bonus is highly targeted and flexible;

Incentive wages have greater flexibility, which can flexibly determine their standards, scope and reward cycle according to the needs of the work, and motivate the progress of a certain job in a targeted manner; It can also suppress some aspects of the problem, and effectively regulate the demand for the quantity and quality of labor in the production process of the enterprise.

2) Make up for the lack of hourly and piece-rate wages in a timely manner;

All forms of wages and wage systems have functional characteristics and functional defects. For example, hourly wages are based on an individual's technical ability and actual working hours, which is difficult to accurately reflect the frequently changing excess work. Piece-rate wages mainly reflect the results of labor in terms of the quantity of products, and it is difficult to reflect the excess labor in terms of high-quality products, raw material saving and safety production. These can all be compensated for in the form of bonuses.

3) Bonuses have an incentive effect;

In this wage system and form, the incentive of bonus is the strongest, and this incentive function comes from the income difference formed according to the contribution of individual labor. By taking advantage of these differences, the income of employees is linked to their labor contributions, and they play a role in rewarding the advanced and spurring the backward.

4) there is a clear difference in income;

5) The income generated by the distribution of bonuses is unstable.

Bonus tax

The "bonus" paid to the employee by the employer in connection with the employment is an integral part of the individual's wages and salaries, and the individual income tax shall be calculated and levied according to the taxable item of "income from wages and salaries". According to the policy, different forms of bonuses have different tax calculation methods and different tax burdens. According to the current policy provisions, the calculation method of individual income tax is different for different types of "bonuses" obtained by individuals. 1. The monthly bonus (usually called "basic bonus") paid with the salary is an important part of the employee's salary, and the individual income tax is levied on a monthly basis.

2. For one-time bonuses (hereinafter referred to as "monthly bonuses") issued in several months, individual income tax shall be calculated separately as the tax base in the month of issuance. However, the form of application of this provision is different between domestic and foreign personnel, and if the Chinese personnel receive a one-time bonus (if it is 800 yuan), if the salary of the month (assuming 1000 yuan) is less than the deduction standard (for example, the deduction standard in Fujian Province is 1100 yuan), the difference (1000-1100=-100) can be made up from the one-time bonus, and the remaining part (800-100=700) will be calculated separately. The one-time bonus for several months obtained by foreign nationals does not consider whether their wages and salaries in the current month meet the tax standard, and those who do not meet the standard do not enjoy the preferential treatment of making up the difference, but directly calculate and levy individual income tax based on the one-time bonus.

3. The incentive salary for the 13th month of the year-end (referred to as the "double salary bonus") obtained by the employees of the organs, groups, enterprises and institutions that implement the "double salary system" is actually the reward given by the unit after the year-end assessment of the employees, which is purely a concept of year-end bonus, and the calculation method of individual income tax is the same as that of the above-mentioned one-time bonus.

4. The annual business incentive income (hereinafter referred to as the "annual salary bonus") obtained by the enterprise operator after the year-end assessment of the enterprise operator implementing the annual salary system shall be combined with the salary paid in advance in the month, and the individual income tax shall be calculated on a monthly basis according to the average of the 12 months of the year.

5. Organs, enterprises and institutions, especially schools, give housing, vehicles and other in-kind rewards (referred to as "in-kind bonuses") when recruiting talents, which is an important part of their wages and salaries, and when determining the calculation base of individual income tax, it is allowed to divide the amount of in-kind rewards into monthly income according to the promised service years of external personnel (but more than 5 years shall be calculated as 5 years) and then incorporate them into wages and salaries to calculate individual income tax.

6. The difference between the subscription of stock warrants and the actual value of the stock obtained by the individual after the individual realizes the subscription of the stock is actually the material reward (referred to as the "equity bonus") given to the individual by the employing unit when the company recruits talents It is an important part of its wage and salary income and should be incorporated into wages and salaries for individual income tax calculation, but because the value of these incomes is generally too large, the policy allows this part of the difference income to be evenly amortized into wages and salaries for a maximum of no more than 6 months to calculate individual income tax.