Chapter 13 Chapter Thirteen Welfare and Health Care

1. The meaning of benefits Welfare refers to a kind of additional compensation paid to employees by managers in an organized and planned way in addition to their work remuneration. For business. 2. The characteristics of benefits 1. Relativity.The benefits provided by enterprises to employees, such as consumer goods and labor services, are clearly targeted.A benefit is often set up for a certain need of an employee.Therefore, sometimes there is a strong timeliness, such as employees' heatstroke prevention expenses in summer and heating expenses in winter. 2. Equality.The distribution and enjoyment of employee benefits among employees has the characteristics of equal opportunities and benefits to a certain extent. Every employee has the equal right to enjoy the employee benefits of the unit, and can share the welfare subsidies distributed by the unit and the various activities held by the unit. a welfare undertaking.

3. Supplementary.Employee welfare is a supplement to distribution according to work, which can alleviate the difference in living affluence caused by distribution according to work to a certain extent. It is not the main form of distribution of personal consumption goods, but only a necessary supplement for companies. 4. Collective.The main form of welfare is to organize collective welfare undertakings, and employees share employee benefits in the form of collective consumption or common use of public facilities.Although some employee benefit items are allocated to individuals, this is not a major part of employee benefits.

3. The role of welfare Why do we spend so much money on employee benefits?Because welfare has many important implications for the development of an organization. 1. Attract and retain excellent employees.Excellent employees are the pillar of enterprise development.Many entrepreneurs now recognize that employee benefits play a role in attracting and retaining employees that advanced compensation cannot.Good benefits are sometimes more attractive to employees than high salaries.Moreover, the design of many benefits is related to the length of service, which becomes a long-term investment for employees. Once employees leave, they will be lost forever.

2. Motivate employees.Good welfare makes employees feel free from worries, gives employees a sense of honor and disgrace with the organization, boosts morale, creates a sincere sense of job satisfaction, and then stimulates the motivation of employees to consciously strive for the goals of the organization. 3. It is conducive to improving the productivity of enterprises.Good benefits indirectly reduce the turnover rate of employees and save a series of costs such as recruitment and training.At the same time, because employees do not have to worry about the future, their work efficiency will naturally increase, and the company will also get more returns from employees.

4. It is conducive to the establishment of a good image of the enterprise.An organization's benefit plan reflects the organization's organizational culture, employee management philosophy.Unemployment, medical insurance, etc. provide employees with labor and living security, and restaurants, shuttle buses, etc. reflect the organization's care for employees in all aspects.All these employee benefits contribute to the good image of the organization. 4. Benefits 1. Public welfare - statutory social insurance (1) Medical insurance.This is the most important kind of welfare in public welfare.Enterprises should purchase corresponding medical insurance for each formal employee according to the law to ensure that employees can get certain economic compensation when they get sick.

(2) Unemployment insurance.Unemployment is an inevitable product of the market economy and an inevitable by-product of economic development. In order to enable employees to have certain economic support when they are unemployed, enterprises should purchase prescribed unemployment insurance for each formal employee according to law. (3) Endowment insurance.When employees are old, they will lose their ability to work. Therefore, enterprises should purchase endowment insurance for each formal employee according to law. (4) Disability insurance.Employees are injured and disabled due to various accidents. In order to enable employees to receive corresponding economic compensation when they lose their labor force due to injuries and disabilities, enterprises should purchase disability insurance for each regular employee according to regulations.

2. In-kind and monetary benefits (1) Free working meals, free drinks, free single dormitory, internal discounts, etc. (2) Training subsidies.Children's education subsidies, child care subsidies, old age subsidies, birthday gifts, wedding gifts, holiday salary increases, price subsidies, housing subsidies, transportation subsidies, fuel subsidies, newspaper subscription subsidies, washing allowances, cooling, heating allowances, overseas allowances, etc. 3. Service benefits (1) Provide computers or other learning facilities for free. (2) Free regular physical examination and vaccination, and free protection against occupational diseases.

(3) Free use of cultural and sports facilities. (4) Provide free legal and psychological counseling. (5) Nurseries and nurseries for the elderly are provided free of charge. (6) Provide a certain amount of loan guarantee for free. 4. Preferential benefits (1) Provide low-interest or interest-free loans for housing purchases, and rent out public housing at low prices. (2) Low-interest loans for personal vehicles, discounted cars, boats, and air tickets. (3) Part of the medical treatment at public expense and preferential recuperation. (4) Discounted movies, theater tickets, performance and ball game tickets, etc.

(5) Credit savings, preferential rates for deposit accounts, low-interest loans, etc. (6) Provide the company's products or services at preferential prices. 5. Paid vacation benefits (1) Paid sick leave and personal leave: Employees take sick leave or personal leave on the premise of being paid. (2) Holidays: Under the premise of being paid, employees are required to have one week to one month of public holidays every year. (3) Holiday holidays: In addition to paid holidays for Spring Festival, New Year's Day, National Day, and Labor Day stipulated by the state, some companies also stipulate paid holidays for Youth Day, Women's Day, Christmas, Mid-Autumn Festival, Lantern Festival, and Dragon Boat Festival. .

(4) Tourism: This is a benefit fully or partially funded by the business. (5) Off-the-job training: This is not only a kind of business behavior for enterprises to invest in human resources, but also a kind of welfare, especially when the training project has obvious direct benefits to employees, it shows the characteristics of welfare. 6. Special benefits (1) High-end car service designed for special outstanding talents, star-rated hotel accommodation during business trips. (2) Stock options, stock preferential purchase rights, and senior housing allowances designed for talents with special contributions.

(3) Difficulty subsidies, disability subsidies, serious injury subsidies, etc. for employees with special difficulties. 1. Principles of welfare design 1. Rationality and necessity Welfare facilities and services established by enterprises investing a large amount of money must be resolved within the specified welfare funds, and welfare management should strive to achieve the greatest effect with the smallest cost.Enterprises should implement scientific management to rationalize the establishment or abolition of welfare facilities. At the same time, they should also consider the issue of necessity and take appropriate measures based on the needs of employees. 2. Planning Employee benefits often need to occupy a large amount of funds of the organization. Employees usually benefit indirectly, and it is difficult to reduce or abolish the existing benefits of employees. Therefore, the organization's welfare system should be carefully designed and used, and there should be strategic planning when establishing welfare facilities and services. Viewpoints, planned implementation and management. 3. Social On the one hand, it means that enterprises must comply with national and local government requirements, which clearly stipulate that employees of enterprises should enjoy benefits; on the other hand, it means that there should be a certain boundary between corporate welfare and social welfare. Consider the relationship with the society, make the welfare of the enterprise a supplement to the social welfare, assume social responsibility, and expand the social effect of the enterprise. 2. Influencing factors of welfare design 1. External factors External factors are factors that cannot be determined or controlled by the organization itself.These factors mainly include the following points: (1) National policies and laws What benefits can employees enjoy as stipulated by the government.When formulating welfare plans, enterprises must abide by local government regulations, such as labor insurance, statutory holidays, maternity leave, etc., so as not to violate laws and regulations and cause legal proceedings. (2) Competitiveness of the industry Since similar organizations in the same industry provide certain benefits, under the pressure of competition, the organization has to provide similar benefits to employees, otherwise it will affect the enthusiasm of employees. (3) Supply and demand in the labor market When the labor market is oversupplied, employees can accept lower benefits.Conversely, organizations must attract and retain employees by offering attractive employee benefits in addition to attractive compensation. (4) Salary control For reasons such as income tax, organizations can offer good benefits as compensation in order to control costs. 2. Internal factors (1) The organization's ability to pay The benefits received by employees are undoubtedly constrained by the organization's ability to pay.Ability to pay is the limit to how much an organization can afford labor costs.The better the organization's operating conditions and the stronger its ability to pay, the better the benefits of employees are likely to be. (2) Differences in the work itself According to the different jobs that employees are engaged in, there will be differences in responsibilities, working environment, labor intensity, work complexity and other aspects, so the benefits that employees can enjoy are also different. (3) Differences in employee preferences Preferences for benefits vary from person to person.Generally speaking, low-income employees prefer salary over benefits, while high-income employees care more about benefits.Younger workers love paid time off, older workers care about retirement benefits.Therefore, welfare design should consider the needs of employees. (4) Differences in corporate culture Different companies have different corporate cultures.The welfare systems of enterprises of different cultures are also correspondingly different.Some enterprises tend to implement low wages and high welfare benefits.Others believe that high wages and low benefits are more attractive to employees.Different management philosophies have a significant impact on the implementation of organizational welfare management policies. (5) Different stages of enterprise development In the initial stage of enterprise growth, if you are committed to starting a business, you should minimize fixed employee benefits, such as pensions, and use direct methods such as corporate stock subscription plans to reward outstanding employees and encourage employees to invest in entrepreneurship. 3. Corporate welfare design plan Name Content Advantages and Disadvantages 5+1 method 5 insurances (medical insurance, endowment insurance, unemployment insurance, industrial injury insurance, maternity insurance) + 1 gold (housing provident fund) are designed in accordance with the most important clauses in the relevant laws and regulations of the country, which can effectively avoid accidents Large labor disputes do not include non-fixed benefits, so they will not be very attractive. At the same time, they are not very complete and may still cause disputes (such as vacations, overtime, work-related injuries). Differentiation methods are designed for different positions. Benefits, such as marketing personnel focusing on increasing transportation expenses, communication expenses, and accident insurance; while R&D personnel should give them the opportunity to do more fitness exercises and provide health and medical insurance; on this basis, management supplements pension insurance for different treatment, design Reasonable, easy to get the approval of employees may increase expenses, and the operation is more cumbersome One-size-fits-all method According to its own economic strength and operating characteristics, as well as the differences in the age and interests of employees, the company will pay cash for the few benefits Formal release may be the most suitable method for small and medium-sized enterprises. It is simple, intuitive and practical, and has a realistic temptation. It needs to be clearly explained to employees and kept in the form of an agreement and contract, but it may still cause disputes. The buffet method is currently popular internationally. A welfare method, which means that under the premise of a fixed amount, employees can choose welfare items that vary from person to person, which is more reasonable; the effect is obvious, and things may become very cumbersome without increasing expenses, and the pressure on managers is greater ( The Wall Street Wire (wswire.com) 4. The content of welfare management A company's wellbeing reflects its goals, strategy and culture.Therefore, improving the effectiveness of welfare management is crucial to the development of enterprises.Corporate benefits management primarily involves the targeting, costing, communication, investigation, and implementation of benefits. (1) Welfare goals Corporate welfare goals should be in line with long-term corporate goals, corporate compensation policies, affordability, current and long-term needs of employees, and incentives for most employees. (2) Cost accounting of benefits This is an important part of benefit management, and managers must spend more time and energy on benefit costing.The basic process of accounting is: calculate the highest disposable welfare expenses of the enterprise through sales volume or profit; compare the welfare level of the enterprise with the outside, especially with competitors; budget for major welfare projects; determine The cost of each employee benefit item; formulate the corresponding benefit item cost plan; try to reduce the cost on the premise of meeting the benefit target. (3) Welfare communication To make welfare programs meet the needs of employees to the greatest extent, welfare communication is very important.Studies have shown that the greater the amount invested in benefits, the more satisfied employees are.Employee satisfaction with benefits is positively correlated with job satisfaction.The specific methods of welfare communication include: use video tapes, internal publications or appropriate occasions to introduce relevant welfare items; use questionnaires to understand employee requirements for welfare; interview some typical employees to understand the welfare needs of a certain level or type of employees; Let employees choose some welfare items; collect employees' feedback on various welfare projects. (4) Welfare Survey There are three main types of welfare surveys: surveys before formulating welfare projects, mainly to understand employees' attitudes, opinions and needs for a certain welfare project; annual welfare surveys, mainly to understand which welfare projects employees have enjoyed in a fiscal year, and the proportion of each , How satisfied are they? Welfare feedback survey mainly investigates how employees respond to the implementation of a certain welfare project, whether it needs further improvement, or whether it needs to be cancelled. (5) Implementation of benefits The implementation of benefits is the most specific aspect of benefits administration.In the implementation of welfare, attention should be paid to implement according to the goal, to implement the budget, to implement step by step according to the plan of each welfare project, to check the implementation situation regularly, to have a certain degree of flexibility in the implementation process, and to prevent loopholes. □General rules Article 1 The implementation and deliberation of employee welfare matters in this chapter shall be supervised by the Employee Welfare Committee (hereinafter referred to as the Welfare Committee). Article 2 The composition of the Welfare Committee shall consist of the general manager, deputy general manager, and heads of departments and divisions of the company as ex officio members, and each branch company shall select one member for a term of one year, and may be re-elected. Order it. Article 3 The Welfare Committee shall have one convener, and the Prime Minister shall concurrently serve as the General Manager for all business affairs of the Committee.An additional executive secretary shall be assigned to undertake the resolutions of the committee and the order of the convener to execute various affairs, and the person in charge of the personnel department shall concurrently perform the duties. Article 4 The source of the employee welfare fund is 64% of the total salary of the employee (if the salary exceeds 3360 yuan, the calculation shall be calculated as 3360 yuan) by the company on a monthly basis, as well as the deduction of the work leave of the employees of each unit once on the 25th of the next month Dial into the welfare account. The basic salary referred to in the preceding paragraph refers to the sum of the basic salary of the designated salary employee or the bonus of non-fixed salary personnel and 2,600 yuan.The same applies to the following articles in this chapter. Article 5 The company's employee welfare items are divided into five categories: maternity, injury, disability, retirement, and death. The payment for each item is based on the employee's own salary. Article 6 In addition to the welfare items listed in the previous article, the Welfare Committee may submit to the chairman for approval to add other welfare items or hold recreational activities according to actual needs. Article 7 The payments in this Chapter shall not be paid repeatedly for the same accident.In case of injury, disability and death due to war or other irresistible natural disasters or suicide, the payment provisions of the welfare items in this chapter do not apply. □Maternity benefits Article 8 For employees of the company or their spouses who give birth or have a miscarriage, the standard of payment of maternity subsidies is as follows: (1) If the employee or his or her spouse has given birth or stillbirth of more than seven months of pregnancy and has obtained a certificate, he will be paid 15 days of childbirth subsidy in one lump sum based on his monthly salary. (2) The number of live births of twins or more is increased proportionally. □Injury benefits Article 9 If an employee is injured and unable to work due to performance of duties, and thus fails to receive the original remuneration, and is in the process of treatment, the injury subsidy shall be paid from the date when the employee cannot receive the salary. Article 10 Injury subsidy shall be paid at the rate of 70% of the employee's current monthly salary, paid once a month, and shall not exceed six months according to the actual treatment situation. The payment shall be made for three months, but the injury subsidy shall be paid at 50% of the main salary of the month in which the injury occurs starting from the seventh month. Article 11 In the event of an injury, if it is caused by an external factor and the compensation or medical liability can be sought according to the law, it should be reported immediately. The nearby committee of the Welfare Committee together with the employee or the family member of the employee shall file a claim for compensation or medical liability according to law, and report to the Welfare Committee. Will report. Article 12 For those who have obtained compensation or medical expenses, in addition to the compensation for injuries according to the regulations, no medical subsidies will be issued. However, when the medical expenses exceed the amount of compensation and medical responsibility, the Welfare Committee may subsidize it at its discretion. . Article 13 Compensation or medical treatment can be requested according to the law, but the Welfare Committee will not grant medical subsidies to those who have not. Article 14 After the employee’s injury is recognized by the Welfare Committee, the hospital will issue a certificate of medical expenses for the employee’s medical expenses, and after reviewing the error and referring to the provisions of Articles 11 and 12 of this section, he will be given medical subsidies, but the maximum amount shall not exceed Six times the salary of the employee for the current month. Article 15 For employees who are injured and whose medical expenses do not have a medical expense certificate issued by the hospital, the Welfare Committee will handle it at its discretion. Article 16 The scope of medical expenses referred to in Articles 14 and 15 is as follows: (1) Diagnosis and treatment (including examination and consultation). (2) Administration of medicines or therapeutic materials. (3) Surgery or other treatment. (4) The full amount of the medium meal expenses within 60 days, and the half after more than 60 days. (5) Supply of third-class wards. Subparagraphs 2 and 3 of the preceding paragraph do not include patient transportation, special nurse care, blood transfusion, medical treatment expenses in medical institutions without equipment, but this is not limited to those who need to be transferred or blood transfusion after being diagnosed by a designated hospital due to emergency needs. Article 17 Hospitals mentioned in Articles 14 and 15 refer to public and private hospitals that have been registered with the government and have official certificates. Article 18 If an employee is injured and receives injury subsidy, if he has not recovered after the expiry of the period, and is determined to be permanently irrecoverable by a designated doctor, the payment for disability may be changed to disability payment in accordance with the provisions of this chapter. Article 19 Employees who are hospitalized for medical treatment should be discharged immediately after being diagnosed by the hospital. If they refuse to leave the hospital, the expenses required for their continued hospitalization shall be borne by the employees themselves. Article 20 For employees who are not victims of work, in addition to handling leave according to the regulations, the Welfare Committee may subsidize their medical expenses according to the actual situation. □Disability benefits Article 21 After the treatment of an employee’s work-related injury is terminated, if the remaining physical injury is suitable for the items stipulated in the disability payment standard table, and the employee is certified as permanently disabled by the hospital, he can be paid once according to the prescribed disability level according to his current salary. Claim disability benefits. Employees who have received injury benefits due to work-related injuries have expired and have not yet recovered. If the remaining physical injuries are suitable for the items stipulated in the disability benefit standard table, and the designated hospital diagnoses and evaluates that they will never be recovered, the provisions of the preceding paragraph may be followed. Article 22 The payment for disability mentioned in the preceding article shall be reviewed and handled in accordance with the provisions of the following items: (1) If the employee's residual physical injury is suitable for any item in the disability benefit standard table, the payment shall be made according to the disability level of each item. (2) If the employee's residual physical injury is applicable to any two or more items in the disability payment standard table, the payment shall be made according to the highest disability level in addition to the provisions of the third to sixth paragraphs of this article. (3) If the employee has a residual physical disability and is suitable for any two or more items between the fourteenth grade and the first grade of the disability payment standard table, the employee shall be paid according to the highest disability grade and then upgraded to one grade.However, when the highest grade is the first grade, it shall be paid according to the first grade. (4) If the employee has a residual physical disability and is suitable for any two or more items between the eighth level and the first level of the disability benefit standard table, the employee shall be paid according to the highest disability level and then upgraded by two levels.However, if the highest grade is above the second grade, it shall be paid according to the first grade. (5) If the employee has a residual physical disability and is suitable for any two or more items between the fifth level and the first level of the disability payment standard table, the employee shall be paid according to the highest disability level and then rise to three levels.However, when the highest grade is above the third grade, payment shall be made according to the first grade. (6) When an employee has residual physical impairments that are not suitable for the items specified in the disability benefit standard table, the degree of disability may be measured, and the level of disability shall be determined by referring to the physical impairment status specified in the same table. (7) If the disability benefits approved in accordance with the provisions of Subparagraph 3 to Subparagraph 6 of this article exceed the total amount calculated separately for each level of disability, it shall be paid according to the total amount. (8) If the employee is already partially disabled, and the same part of the body is aggravated due to injury, the employee shall be paid disability benefits according to the number of days after the aggravated disability benefit according to the provisions of the disability benefit standard table, but the employee is already partially disabled. Part of the payment shall be deducted from the number of payment days approved in accordance with the provisions of the disability payment standard table. (9) If the employee is already partially disabled, and the same part of the body is aggravated due to injury, and a different part becomes disabled at the same time, all employees shall be assessed in accordance with the provisions of paragraphs 1 to 6 of this article in accordance with the standard table of disability benefits. The number of days of disability benefits will be issued to the disabled benefits.However, the partly disabled part shall be deducted from the number of payment days approved in accordance with the standard table of disability benefits. Article 23 If employees receive disability benefits and cannot continue to work, their benefits will be terminated. Article 24 The employee disability grade standard table shall be stipulated separately. Article 25 The payment standard for the disability level of employees is as follows: Disability level 12345 payment standard 15 months 14 months 13 months 12 months 11 months disability level 67890 payment standard 10 months 9 months 8 months 7 months 6 months disability level Eleven twelve thirteen fourteen five payment standard 5 months 3 months 2 months 1 and a half months 1 month Article 26 For employees who are disabled due to non-work-related injuries, the Welfare Committee may grant subsidies according to the actual situation. □Retirement benefits Article 27 The company's employee retirement categories are stipulated as follows: (1) Voluntary retirement: Those who have served for more than 5 years and have reached the age of 55, or those who have served for 15 years. (2) Retirement by order: Those who have served for more than 5 years and have reached the age of 60. Article 28 The company's employee retirement payment standards are as follows: (1) Voluntary retirement: After 5 years of service, a 12-month pension will be paid at a time, and a 1-month pension will be paid for each additional year of service. (2) Retirement by order: After 5 years of service, a 15-month pension will be paid at a time, and a 1-month pension will be paid for each additional year of service. □Death benefits Article 29 When the employee or his or her parents, spouse, grandparents, children, parents of the spouse, or grandparents of the spouse die, they may claim death benefits. Article 30 When the employee's parents, spouse, grandparents, children or the parents of the employee's spouse, or grandparents of the spouse die, the funeral subsidy shall be claimed according to the following regulations: (1) When the employee's parents and spouse die, they will be paid 2 months based on their current salary. (2) When the child of the employee dies at the age of 10 or the parent of the employee's spouse dies, one and a half months will be paid according to the basic salary of the month. (3) When the employee's grandparents, children under the age of 10, or grandparents of the employee's spouse die, they will be paid one month's basic salary for that month. Article 31 When the employee himself dies, he shall be paid funeral expenses for 3 months according to his basic salary of the month. Article 32 If an employee dies on duty and leaves his parents, children or spouse, or grandparents, grandchildren, brothers and sisters who are exclusively supported by him, he shall be paid a pension for the bereaved family members. Regulation: (1) For those who have served for less than one year, they will be paid 5 months of survivor's pension at a time based on their basic salary for the current month. (2) For those who have served for more than one year but less than two years, they will be paid 7 months of survivor's pension at a time based on their basic salary for the current month. (3) For those who have served for more than 2 years, a 12-month survivor's pension will be paid at a time based on their basic salary for the current month. Article 33 If an employee dies not on duty and leaves behind his or her parents, spouse, children or grandparents, grandchildren, or brothers and sisters under their care, the Welfare Committee may issue pensions to the survivors as appropriate. Article 34 The order of receiving the survivor’s pension as stipulated in the preceding two articles is as follows: (1) Spouse or children. (2) Parents. (3) Grandchildren. (4) In-law grandparents. (5) Brothers and sisters. □ Insurance Article 35 If an employee suffers bodily injury directly due to an unexpected accident and dies within 180 days from the date of the injury, the Welfare Committee may request full compensation from the specified insurance company. Article 36 Employees who are directly injured due to unexpected accidents, and who have not been cured within 180 days from the date of injury, and are determined to be permanently disabled by the hospital, may be paid by the Welfare Committee to a specific insurance company. company, seeking compensation. Article 37 The "accident" referred to in the first two articles shall be covered by external emergencies, and the non-guaranteed items outside the scope are as follows: (1) Directly or indirectly, all or partly caused by the following reasons. 1.Bacterial infectious diseases (except for accidental trauma and suppurative infectious diseases). 2.any other disease. 3.Medical or surgical treatment (except that required by accidental injury). (2) Those who cause hernia due to any physical injury. (3) Combat or suicide (whether sane or not). (4) Flight accidents. Article 38 The amount of insurance for employees is 200,000 yuan for managers and above, and 100,000 yuan for other personnel. Article 39 All new recruits shall be insured from the first day of the month following the day they join the company. Article 40 If an employee becomes disabled or dies due to a business accident, the employee himself or his beneficiary may apply for disability payment or survivor's pension in accordance with relevant regulations in addition to claiming compensation according to the system. Schedule 1 month welfare work plan Welfare holding project holding time description person in charge budget expense notes Schedule 2 Wage Advance Application Name, applicant unit, date of application, year, month, day, reason for borrowing, application amount, yuan, repayment period, starting from this month, pay off in monthly installments, and even a guarantee. Schedule 3 Debit Application Form Number: Name of Borrower: Date of Debit: Debit Amount: Repayment record date outstanding amount interest accrual days interest current repayment deduction salary remarks Finance Officer: Reviewer: Sponsor: Applicant: