Chapter III
SALARY AND BONUS PAID TO EMPLOYEES AND EXECUTIVES
Article 7. Piece rate
1. Salaries paid to employees and executives shall be predetermined based on pay rate for piecework (hereinafter referred to as the "piece rate") as follows:
a) For VNPT, the piece rate shall be expressed as a percentage (%) of its total revenue minus total costs, excluding salaries, determined on the basis of average pay rate during 2018 – 2019 and include compensation for salary differences of employees who directly perform hi-tech products on the list of hi-tech products adopted by the Prime Minister or regulatory Ministries and receive pay lower than the market pay for the same job.
b) For Vietnam Airlines, the piece rate shall be based on the revenue tonne – kilometers performed, determined on the basis of average pay rate during 2018 – 2019 and include compensation for salary differences of Vietnamese pilots who receive pay lower than foreign pilots.
c) For VATM, the piece rate shall be based on the converted kilometers of air control services, and determined on the basis of average pay rate during 2018 – 2019 and salaries and safety bonuses (if any) paid to additional employees to be recruited in 2020 at the request of competent authorities for ensuring aviation safety and security purposes.
2. The average pay rate during 2018 – 2019 shall be determined by dividing total budget for salaries and safety bonuses (if any) annually paid to employees and executives by the norm used for calculating the piece rate specified in Clause 1 of this Article during 2018 – 2019.
3. When determining the piece rate as prescribed in Clause 1 of this Article, each company must ensure that its planned pre-tax profit in 2020 shall not be lower than the average realized profit during 2018 – 2019.
4. Each company shall make its own decision on salary advances which shall not exceed 85% of the monthly piece rate-based budget planned for employees and executives.
Article 8. Realized salary budget
1. The realized salary budget shall be determined by multiplying the piece rate by the norm for calculating the piece rate as prescribed in Article 7 hereof, provided that the average salary increase shall not be lower than the increase in average labor productivity and the realized profit shall not be lower than the average profit realized during 2018 – 2019.
2. If the realized profit of a company exceeds its average profit realized during 2018 – 2019, its salary budget may be increased (such increase may be recorded as expenses) according to the following principle: for every 1% of exceeding profit, the salary budget shall be increased by 2% but not exceed 20% of total exceeding profit and 02 months’ realized salary budget.
3. If the realized profit of a company is lower than its average profit realized during 2018 – 2019, its salary budget must be reduced by a corresponding percentage (%) or by the difference between its realized profit and average profit realized during 2018 – 2019. Such reduction shall not exceed 02 months' realized salary budget and ensure that the realized salary budget shall not be lower than the salary budget calculated according to the average pay rate specified in employment contracts.
4. Based on the realized salary budget and salary paid in advance to employees, the company shall determine the remaining salary budget. If salary advances overtake the realized salary budget, the amount of salary advances overpaid shall be reimbursed from the salary budget of the following year.
Article 9. Bonus budget
1. After setting aside a portion of its realized profit for fulfillment of obligations to the Government and shareholders, and setting aside of funds as prescribed by the Government’s regulations on profit distribution, the company shall determine the bonus and benefit budget for employees and executives, which shall not exceed 3 months’ realized salary budget, if the realized profit is not lower than the planned profit, or 3 months’ realized salary budget multiplied by a percentage (%) of the realized profit to the planned profit, if the realized profit is lower than the planned profit.
2. Based on the bonus and benefit budget referred to in Clause 1 of this Article, the company may divide such budget into the bonus budget which shall be used for reward employees and executives and the benefit budget which shall be used for development or repair of welfare projects and welfare activities of the company (including members of the Board of Members or Management Board, head of Control Board and comptrollers).
Article 10. Payment of salary and bonus
Payment of salary and bonuses to employees and executives shall be made according to the company’s rules for paying salary and bonus as follows:
1. The company’s rules for paying salary and bonus shall be promulgated by the Chairperson of the Board of Members or Management Board, and ensure democracy, public disclosure and involvement of the employee representative body.
2. Payment of salary and bonus to employees shall be made based on job positions or titles and work performance. Payment of salary and bonus to executives shall be made based on the position, associated with profit, return on equity and fulfillment of duties by each executive. Total amount of salary and bonus paid to the General Director shall not be more than 7 times the average amount of salary and bonus paid to employees. Payment of salary and bonus to a hired General Director shall be subjected to terms and conditions specified in the signed employment contract.
3. The company's General Director shall assess and decide salary and bonus paid to employees; salary and bonus paid to General Director, Deputy General Directors and Chief Accountant shall be subjected to assessment and decision of the Board of Members or Management Board.
Tìm kiếm
Nghị định 20/2020/NĐ-CP (Bản Word)
Nghị định 20/2020/NĐ-CP (Bản Pdf)