>> Luật sư tư vấn pháp luật Lao động, gọi: 1900.6162

1. Quy chế thưởng

BONUS REGULATION

OF ………………..

Pursuant to:

  • Labour Code 2019;

The Director cum legal representative of ………………….. “Company” issues the Regulation on bonuses applied for all of employees (as defined below) of the Company as follows:

CHARTER I: GENERAL PROVISIONS

Article 1. Target

This Regulation on bonus is issued in accordance with the Labour Code and relevant guidance documents to set out the principles of: payment of bonus; bonus levels to be entitled; and how to calculate bonus for employees of the Company.

Article 2. Scope of application

This Regulation on bonus shall be applied for all employees who enter into labour contracts with the Company, notwithstanding any

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type of labour contracts, including foreign employees and Vietnamese employees.

Article 3. Definitions and interpretations

3.1. Definition

In this Regulation on bonuses, except for that which is otherwise stipulated or otherwise understood, the uppercase letters shall be defined as follows:

“The Company”: means the Company ……., a company single-member limited liability company is established and duly operated in accordance with the law of Vietnam pursuant to Enterprise Registration Certificate No. ….., issued by …. on …., …., …., the head office is registered at ……………….

“Labour Contract”: Means an agreement between the Employee and the Company on a paid job, on working conditions, and on the rights and obligations of each party in the labour relationship.

“Employee”: Means the employees of the Company, including managers, officers, sanitation workers, guardians, drivers or any employees who enter into a Labour Contract with the Company, notwithstanding any foreign employees or Vietnamese employees.

“Regulation”: Means this regulation on bonuses from the Company and its amendments and supplements from time to time;

“Bonus”: Means the money that the Employees are entitled to by the Company in accordance with this Regulation; and

3.2. Interpretation

(a) A document includes reference to such document and its amendments, supplements and replacements from time to time;

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(b) If any act must be performed on a day which is not a business day in order to avoid misunderstandings; and

(c) The titles are for reference only and will not affect the explanation of this Regulation.

CHARTER II:

THE PRINCIPLES OF PAYMENT OF BONUS

Article 4. Principles of payment of bonus

The Company shall pay bonuses to the Employees in accordance with the following principles:

4.1. Bonuses shall be based on:

(i) business results of the Company; and

(ii) working achievement of the Employees during 12 (twelve) months of a calendar year, from 01 January to 31 December of a calendar year.

4.2. The Employee still works at the Company and does not submit his/her resignation letter or is informed by the Company on termination of labour contracts for any reason up to the date of payment of the Bonus.

4.3. The Employee does not violate any Conduct Code or any internal regulation of the Company and is not disciplined in any form of labour discipline in accordance with the registered Internal Labour Regulations of the Company.

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4.4. The Employee has not breached any clause of this Regulation.

4.5. The Employee is not entitled to Bonuses during the probationary period, and at the same time, the probationary period shall not be calculated as the actual working period to pay Bonuses in the calendar year in case the Employees and the Company enter into Labour Contract after the probation period.

4.6. Except in case of Article 4.2 thereof, the Employee working for less than 12 (twelve) months in calendar year for any reason, shall be entitled to a Bonus according to the actual month in that calendar year up to the date of payment of the Bonus.

Article 5. Fixed bonus

5.1. The level of fixed Bonus payment

The Company shall consider to pay the Employee the level of fixed bonus at the same time with the salary of 01 (one) month in accordance with the Labour Contract.

5.2. The calculation of fixed Bonus payment

The fixed Bonus payment shall be calculated according to the following formula:

Fixed Bonus

=

Salary as the basis for calculating bonus

X

01 (one) month

X

The actual working month of a calendar year/ 12 months

In which:

The salary as the basis for Bonus payment shall be calculated as follows:

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For the Employees who made no change in job positions or salaries in the year of payment of Bonus, the salaries as the basis for Bonus payment shall be made out in monthly salaries as stated in the Labour Contracts of that calendar year;

- For the Employees who are promoted or transferred to other jobs or made a change to salaries, the salaries as the basis for bonus payments shall be calculated in proportion to each stage of work of that calendar year; and

- In any case, the following allowances and benefits shall not be included in the salary as the basis for Bonus payments: achievement bonus, lunch allowance; travelling allowance, mobile phone allowance, petrol allowance, rent, child care fee; funeral condolence money for the Employees whose relatives died, or the Employees whose relatives married, birthday of the Employees, benefits for victims of occupational accidents, occupational diseases and other allowances, benefits, if any.

- The actual working months in a calendar year includes all normal working days, national holidays, New Year holidays and paid leave days except for unpaid leave days as agreed by the Company.

5.3. The time of payment of the Bonus

(a) The fixed Bonus as stipulated in the Article 5.1 thereof paid to the Employee who satisfies the full of conditions as Stipulated in Article 4 thereof shall be paid to no more than [30] [January] of next calendar year following when Bonus of the Employee shall be determined; and

(b) In case the Company’s business results surpass the proposed target, the Company shall consider and increase the fixed Bonus. After that, this additional fixed Bonus, if any, shall be paid no later than [30] [•] of the next calendar year when the Bonus of the Employee is determined.

Article 6. Achievement bonus

6.1. Subject of application

The achievement Bonus shall be applied for all Employees at the Company in accordance with the following principles:

(a) The Employee satisfies in full the principles of payment of Bonus as stipulated in the Article 4 thereof; and

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(b) The level at which the Employee has completed works shall be evaluated by the Company based on indexes and criteria on determining the level at which the Employee has completed works each year as made by the two parties “Completed KPIs”

6.2. The level of achievement Bonus

The achievement Bonus is calculated according to the following formula:

Level of achievement Bonus

=

Bonus coefficient

X

Salary as the basis for bonus payment

In which:

- The bonus coefficient shall be determined according to the personnel of each employee’s working achievement, based 

- The salary as the basis for Bonus payment shall be calculated as follows:

- For the Employee who made no change in job positions or salaries in the year of payment of Bonus, the salary as the basis for bonus payment shall be monthly salary as stated in the Labour Contract of that calendar year;

For the Employee who is promoted or transferred to another job or had a change in salary, the salary as the basis for bonus payment shall be calculated in proportion to each stage of work of that calendar year; and

- In all cases the following allowances and benefits shall not be included in the salary as the basis for Bonus payments: achievement bonus, lunch allowance; travelling allowance, mobile phone allowance, petrol allowance, rent, child care fee; funeral condolence money for the Employee whose relatives die, or the Employee whose relatives marry, birthday of the Employees, benefits for victims of occupational accidents, occupational diseases and other allowances and benefits, if any.

6.3. The time of payment of bonus

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The achievement Bonus shall be paid for the Employees who satisfies in full the conditions as stipulated in the Article 6.1 of this Regulation no later than ……….. of the next calendar year when the Bonus of the Employee is determined.

Article 7. Other bonuses

The Company can negotiate on payment of other Bonuses under agreement with the Employee. In this case, the achievement Bonus stipulated in the Article 6 hereto shall not be applied. The salary as the basis for Bonus payment as stipulated in the Article 7 hereof shall be paid in accordance with the Articles 5, 6 hereof.

CHARTER III:

IMPLEMENTATION PROVISIONS

Article 8. Obligations of the employee

The Employee shall be obliged to pay personal income taxes “PIT” arising out of the Bonus in accordance with this Regulation, the Company shall be obliged to pay in accordance with the current Law on Personal Income Tax of Vietnam. The Company shall deduct the personal income tax calculated on Bonus of the Employee, which is calculated on the Bonus, to pay for the local competent tax agencies prior to payment for the Employee.

Article 9. Amendment and addition of the regulation

9.1. During the execution of this Regulation, the Company has the right to amend or cancel any regulation in this Regulation from time to time after consulting with the Executive Committee of the Grassroots Trade Union for the purpose of complying with the labour law.

9.2. All amendments, additions, updates, adjustments for the Regulation shall be only implemented and take effect when the [General] Director being the legal representative signs for issuance and publicizes the announcement at the workplace after consulting with the Executive Committee of the Grassroots Trade Union.

9.3. In case the Labour Contract and/or its appendix(es) are entered into between the Company and the Employee and have contents which are contrary to the provisions of this Regulation and such regulations is in favour of the Employee, the related regulations of Labour Contract and/ or its appendix(es) shall prevail.

Article 10. Implementation provision

10.1. This Regulation is made and is explained and adjusted in accordance with the law of Vietnam.

10.2. This Regulation shall be taken effect from the signing date, and the Company shall notify to all employees and make a public announcement this Regulation at the workplace.

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10.3. Salary, allowances and other benefits which have not been stipulated in this Regulation shall be implemented in accordance with the Company’s other regulations (if any) and related regulations of the Labour Code and its guiding implementation documents.

……., date……/……/…….

For and on behalf of the Company

2. Mẫu đơn xin tạm ứng tiền lương

>> Tải ngay: Mẫu đơn xin tạm ứng tiền lương bằng tiếng anh

SOCIALIST REPUBLIC OF VIETNAM

Independence - Freedom – Happiness

APPLICATION FOR ADVANCE PAYMENT OF SALARY

Respectfully to: …………………….- Director;

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- Director of the Human Resource Department; and

- Financial Director.

Full name : ……………………………………..

Nationality : ……………………………………..

Identity Card No. : ……….. Position: …………….

Department : ………………………………….….

Division : ……………………………………..

Permanent residential address : ……………….

Temporary residential address : ……………….

I am writing this application to the Company to respectfully request an advance payment of my salary which is an amount of VND …….. (in words: ………..), equivalent to …… month salary as specified in my labour contract No. ….. dated …… and its appendix No. ….. dated …….. entered into with the Company Labour Contract”.

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Reason for advance payment of salary: ………………..

I hereby acknowledge and agree that the Company shall have the right to deduct the advance amount as mentioned above from my salary of the next ……… months that I shall receive as specified in the Labour Contract.

I do hope the Company will consider and approve my proper request.

Thank you for your support,

Applicant

3. Mẫu đơn xin đăng ký thang lương

NAME OF THE COMPANY

SOCIALIST REPUBLIC OF VIETNAM

Independence - Freedom – Happiness

No: …/……

APPLYING FOR THE

MINIMUM SALARY AND BUILDING THE ……….., …./….. COMPANY’S ANNUAL SALARY TABLE …….

Respectfully to: Division of Labour, War Invalids and Social Atfairs of …..

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The Company …. is established in accordance with the Business Registration Certificate No: …. issued by Department of Planning and Investment on …/…./….

- Address: …………………………….…..

- Tax code: ………………………….……

- Contact person: ……………………..…..

- Phone number: …………………….……

Pursuant to the relevant legal documents.

To ensure the rights and benefits of the employees working in business, the Company ……. applies for the regional minimum salary with the Division of Labour, War Invalids and Social Affairs of …………… is ………. (VND/month) from the date ….. and the Company builds its own salary scale and salary table for the employee collective in the Company. (There is an attached list).

We hope to receive cooperation from the Esteemed Body.

Thanks and best regard,

Recipients:

- As above;

- Archived at the Human Resource Department of the Company.

FOR AND ON BEHALF OF

THE COMPANY

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4. Biên bản thông qua hệ thống thang lương

>> Tải ngay: Mẫu biên bản thông qua hệ thống thang lương

NAME OF THE COMPANY

SOCIALIST REPUBLIC OF VIETNAM

Independence - Freedom – Happiness

…….,…../…/………

MEETING MINUTES

Ref: Passing the salary scale and salary table

1. Time: ……………………………………………………………..

2. Place: ……………………………………………………………..

3. The meeting includes the participation of the following personnel:

- Mr. …………………… Position: ………………………………..

- Mr……………………..Position: ………………………………...

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- All employees of the Company

4. Agenda in detail of the meeting:

The members of the Company have agreed with the salary scale, salary table that the Company provided to the employees’ collective ….., such salary scale, salary table shall be applied from the date …/…./…...

The meeting minutes were completed on …/…./…...

5. Conclusion of the meeting:

The employee collective of …………..have agreed with the salary scale, salary table built by the Human Resource Department and committed to the right implementation (attached appendix).

Secretary of the Meeting

Director

Representative of the Executive Committee of

the Grassroots Trade Union (if any)

Trên đây là biểu mẫu được chúng tôi sưu tầm. Nếu còn vướng mắc, chưa rõ hoặc cần hỗ trợ pháp lý khác bạn vui lòng liên hệ bộ phận tư vấn pháp luật trực tuyến qua tổng đài điện thoại số: 1900.6162 để được giải đáp.

Rất mong nhận được sự hợp tác!

Trân trọng./.

Bộ phận tư vấn pháp luật Lao động - Công ty luật Minh Khuê Sưu tầm

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Trả lời:

Thưởng là số tiền hoặc tài sản hoặc bằng các hình thức khác mà người sử dụng lao động thưởng cho người lao động căn cứ vào kết quả sản xuất, kinh doanh, mức độ hoàn thành công việc của người lao động. Do đó không có quy định bắt buộc.
 

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Câu hỏi: Có phải công khai thang, bảng lương cho người lao động biết không ?

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