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According to the previous introduction, we clearly know what the wage income of workers includes, but in practice, sometimes the property paid to workers by the unit may not belong to wage income, but belongs to extra-wage income. So what does this employee's extra-salary income include? Let's take a closer look at it.
First of all, what does the employee's extra-salary income mainly include?
The employees' extra-salary income mainly includes:
(1) Insurance and welfare expenses: refers to the labor insurance and insurance benefits actually paid by each unit to all employees of the unit in addition to the total wages. Including funeral pensions and relief funds, subsidies for living difficulties, various non-wage subsidies, and medical expenses paid directly to individual employees by units that implement medical system reform.
(2) Labor protection fees: refer to health food treatment fees, antidotes, cool drinks, summer cold drinks, etc. Paid by the employees of the unit.
(3) All kinds of labor remuneration not included in the total wages, including: invention award, rationalization proposal award, athlete ranking award, manuscript fee, lecture fee, second occupation income, etc.
(4) Physical discount: refers to all kinds of physical discounts that employees get from inside and outside the unit and are not included in the total wages and insurance and welfare expenses according to regulations.
(5) Property income: including deposit interest, bond interest, dividends and equity dividends obtained by individual employees from banks and enterprises.
(6) Transferable income: including gift income, travel expenses of relatives and friends, inheritance income, donation income, etc. Received by employees of other classes except employees.
(7) Other income: including the risk compensation income of the lessee of the leasing business unit, the employee's meal allowance, the expenses for going abroad to dress and travel, the travel expenses for transferring work and the expenses for settling down.
Second, can the employer not pay wages on a monthly basis?
Most employers pay wages on a monthly basis, and employers can agree with employees when to pay wages each month in the labor contract. However, different employers have different business needs and different financial policies and practices. Therefore, the law allows employers to pay weekly, daily or even hourly wages. However, the time limit for paying wages cannot exceed one month, that is, wages cannot be paid quarterly. It is also not allowed to delay the payment of wages on the grounds of holidays.
Article 7 of the Interim Measures for Payment of Wages stipulates that wages must be paid on the date agreed by employers and employees. In case of holidays or rest days, payment should be made in advance on the nearest working day. Wages are paid at least once a month. If the weekly, daily and hourly wage system is implemented, wages can be paid by the week, day and hour. For employees who have completed one-time temporary labor or specific work, the employer shall pay wages immediately after completing the labor task in accordance with the relevant agreement or contract between the employer and the employee.
If the salary cannot be paid for more than one month, is the annual salary illegal? No, the annual salary system is an agreement on labor remuneration within one year, but in terms of specific payment, we must abide by the provisions of laws and regulations, pay wages in advance every month and settle accounts at the end of the year. We must not pay employees after the end of the year.
In the above article, Bian Xiao introduced the contents of some employees' extra-salary income in detail, hoping to give you some help. At work, common extra-wage income includes labor protection fees and property income. You can learn more about it. For more information, please consult a lawyer in Yunnan!
Extended reading:
How to open the basic salary income certificate?
How is the wage income tax levied?
How is the wage income tax levied?