How to calculate the double salary at the end of the year _ double salary calculation at the end of the year

13 salary = monthly salary/12* work months.

Thirteen kinds of wages:

Refers to the thirteenth month's salary, also known as double salary at the end of the year, which means that the unit pays employees one more month's salary according to regulations.

In the first 12 month of each year, the employer pays the laborer an extra month's salary; There are also some companies that take 65438+February as a round and pay 13 salary when the employee's construction period reaches 12 months. For example, the monthly salary is 3,000 yuan, the construction period reaches 12 months, and the salary for the first 13 months is 6,000 yuan. If 13 is paid to the new company at the end of the year, for example, the monthly salary is 3,000, and you have worked for three months by the end of the year, then the salary paid at the end of the year is 3,000+3,000/12 * 3 = 3,750 yuan. Paying "13 salary" is an effective measure for employers to attract talents. This is a welfare treatment for employees.

Year-end award:

It refers to the uncapped reward given to employees by enterprises at the end of each year, which is an affirmation of the work performance in the past year, and the amount is generally very high.

1. XIII. Wage payment standard: If it is clearly stipulated by the employer, it shall be implemented in accordance with the regulations; If the employer does not clearly stipulate, the judicial practice tends to take the average salary of employees in that year as the calculation base; For those who should pay thirteen wages when the labor contract is dissolved in the middle of the year, judicial practice tends to take the average salary of 12 months before the dissolution as the calculation base of thirteen wages.

Second, the year-end bonus payment standard: the year-end bonus generally does not stipulate the specific payment amount, but enterprises are also obliged to negotiate with employees to formulate relevant payment standards.

Third, because the year-end award is matched with the performance appraisal, the year-end award should not only consider the operating efficiency of the enterprise, that is, the annual performance, but also consider the annual performance of employees and the completion of the plan at the beginning of the year.

Four, China's laws and regulations do not require employers to issue year-end bonus specific provisions. Therefore, the year-end bonus will not be issued, and ultimately the rules and regulations of the employer or the labor contract shall prevail.

If it is clearly stipulated in the labor contract that the year-end bonus is part of the labor remuneration, or the employer has written the year-end bonus in the company's rules and regulations, then the employer cannot deduct the employee's year-end bonus at will. At the same time, according to the principle of equal pay for equal work, the year-end bonus should be paid in proportion to the early resignation and entry of employees.