The transportation expenses can only be reimbursed in the top ten of the business assessment; the verbal promises of welfare such as year-end bonuses are frequently changed...

  Some companies use welfare to "draw a big pie", and it is "a bit difficult" for employees to get it

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  Welfare generally refers to the non-cash form of remuneration adopted by the company in order to retain and motivate employees, including insurance, in-kind, stock options, training, paid leave, etc.

Some employees of enterprises put forward that the company uses welfare to “draw a big pie”, not only to reduce welfare in disguised form, but also to “suspicion” of false promises.

At present, in addition to the labor security and social security stipulated by the labor law, my country does not have relevant laws and regulations to force companies to issue benefits.

However, the welfare benefits written into the labor contract must be issued by the enterprise in accordance with the law.

If the labor contract is not written, the issuance or otherwise often depends on the credibility of the employer.

  The housing (rental) subsidy issued by the enterprise was not paid for for 8 months. It is not that no one needs it, but that the application conditions are not met.

This happened in a technology service company in Shenyang where Zhou Lin worked.

None of the 31 employees on the job meet the conditions, and the monthly subsidy of 3,000 yuan per person is still on the books.

"Is the'welfare' that is difficult to reach still called welfare?" Zhou Lin was puzzled.

  Welfare generally refers to the non-cash form of remuneration adopted by the company in order to retain and motivate employees, including insurance, in-kind, stock options, training, paid leave, etc.

Only the top 10 in business assessment can fully reimburse the transportation expenses, and the family leave written in the corporate management measures will not be implemented... A reporter from the "Worker Daily" recently interviewed and learned that some companies use welfare benefits to "draw big pie" to attract employees. In the issuance, there has been a disguised decrease in the phenomenon of even false promises.

  Welfare becomes the "plum" to quench thirst

  On June 5, 2020, Zhou Lin’s company issued a notice, “Starting next month, the company will issue housing (rental) subsidies, please apply for eligible employees to the Human Resources Department to apply.” 27-year-old Zhou this year Lin University has worked for more than 3 years after graduation, with a monthly salary of 3,000 yuan, and a monthly provident fund of less than 500 yuan.

Currently renting a house, the monthly rent is 1,200 yuan.

This money will undoubtedly help him relieve the pressure of renting a house.

  After carefully reading the "Measures for the Administration of Housing (Renting) Subsidies", Zhou Lin found that only six conditions can be applied.

These include those over 35 years old, single and unmarried, the place of household registration is in another province, and the house is more than 1 hour away from the unit by car, etc.

  "There are very few unmarried people over the age of 35 in the company, and almost none meet all the requirements." Zhou Lin said, "but in fact, many employees do need this subsidy."

  He Shan, an employee of a fire-fighting equipment sales company in Shenyang, encountered the problem of obtaining benefits through assessments.

  Affected by the epidemic, the sales of He Shan's company will drop by 60% in 2020.

Since then, the enterprise's transportation expense reimbursement has been changed from actual reimbursement to assessment application.

The top 10 employees of 42 salespersons in 4 business departments will be fully reimbursed for subway bus and taxi fees during working hours (8:00 am to 6:00 pm); 11th to 20th, 50% reimbursement; No reimbursement will be made after 20 people.

  "Employees with low sales are also running business." He Shan was quite dissatisfied with this. "Traffic expenses are for running business and should not be linked to assessments, otherwise it will dampen the enthusiasm of employees."

  The family visits written in the corporate management measures are not implemented, and the three-year training plan written in the labor contract is cancelled due to busy business, and the signing of equity agreements does not give employees dividends... The reporter learned that some employees of the company complained: companies not only reduce benefits in disguise , There are "suspects" of false promises.

  The benefits promised at the time of recruitment have not been fulfilled

  According to Meng Yuping, a lawyer at the Shanghai Duanhe Duan (Shenyang) Law Firm, at present, in addition to the labor security and social security stipulated by the labor law, my country does not have relevant laws and regulations to force companies to issue benefits.

  Article 17 of the Labor Contract Law stipulates that the employer and the employee may agree on welfare benefits in the labor contract.

"That is to say, the welfare benefits written into the labor contract must be issued by the company in accordance with the law. In addition, the benefits written into the company's rules and regulations and management methods are legally effective and must be paid in accordance with the law." And the company’s rules and regulations, you can go to the local labor inspection team to make a complaint.

  Even so, He Shan is reluctant to defend his rights, because he does not want to "lost big because of small losses."

  He Shan told reporters that the amount of welfare payments such as rice, noodles, oil, transportation expenses, and telephone expenses do not account for much of his total income. His main source of income is basic wages and sales commissions.

"Once you defend your rights, you will inevitably'break' with the company. If you don't say that you won't be seen by the leaders, you may even lose your job. The gains are not worth the loss." He Shan said, so he could only stay silent.

  For some verbally agreed benefits, employees said that "this kind of commitment is too variable."

  Zhang Chenguang is engaged in project supervision work in a small construction company in Shenyang.

When joining the company in 2019, the company promised to pay 30% of the annual performance salary as a year-end bonus, reimbursement for transportation and telephone expenses.

In 2020, the year-end bonus will be cancelled due to the epidemic.

The transportation and telephone expenses in the fourth quarter of 2020 have not been reimbursed for a long time.

  Since every time it was an verbal promise and no management system was formed and written into it, Zhang Chenguang believes that "this kind of welfare relies largely on the independent decision of the enterprise."

He consulted with a lawyer, and the lawyer told him that even if he got the relevant recordings of the business leaders, it was difficult to determine whether the verbal "welfare" was an agreed basic benefit or a reward for enterprise assessment.

  Zhang Chenguang found that these benefits are still written into the company's recruitment information.

Many companies in the industry will use benefits as a "bargaining chip" for recruiting people, but in fact these benefits may not be honored.

  Zhang Chenguang told reporters that he was hired by two companies at the same time in the process of looking for a job, and the agreed monthly salary was 5,000 yuan, but the company now promises better benefits.

At the time of entry, in addition to the basic salary and performance salary, the year-end bonus is added with additional conditions "adjusted according to the business status of the year", and other benefits promised by the recruiter are not written into the labor contract.

He once calculated that if he executes as agreed, he will get another nearly 5,000 yuan a year.

  Enterprise's dishonest labor costs will be higher

  "The benefits that employees deserve should not be a means of assessment." Meng Yuping said.

Article 46 of the Labor Law stipulates that the distribution of wages should follow the principle of distribution according to work and implement equal pay for equal work.

Labor remuneration includes monetary wages, remuneration in kind, and social insurance. The benefits provided by an enterprise are various goods and services provided by the enterprise to workers, and should be included in the labor remuneration.

Companies can retain and motivate employees through rewards and benefits, but they must negotiate with employees to reduce employee benefits in disguise.

  In October last year, Hao Hongbin, the general manager of Liaoning Bailian Talent Management Company, launched a questionnaire called "List of Reasons for Changing Jobs."

Among them, "Unhappy bosses take benefits to "draw big pie"", because the job-hopping accounted for 32% of the total number of job-hopping, ranking third.

  “Enterprises’ untrustworthy employment will result in a high rate of job-hopping and unstable teams. Companies need to recruit more new people and spend unnecessary training costs. In the long run, labor costs will be higher.” Hao Hongbin said. Passing a small glass of water is far more than letting employees quench their thirst." Employees can only continue to move forward with the company when their thirst is quenched.

  "The verbal agreement does not count, and the white and black letters are clear." Meng Yuping reminded workers that when signing a labor contract, all agreed benefits must be written into the labor contract in detail. Once the enterprise makes a false promise, it can use the labor contract to protect its rights.

At the same time, for employee benefits, employees can actively negotiate with the company to form a positive and benign incentive mechanism.

(Some parties have aliases)

  Reporter: Liu Xu