{"id":7602,"date":"2025-08-26T10:00:03","date_gmt":"2025-08-26T03:00:03","guid":{"rendered":"http:\/\/surehcs.com\/?p=7602"},"modified":"2025-08-26T11:07:01","modified_gmt":"2025-08-26T04:07:01","slug":"quy-che-luong-thuong","status":"publish","type":"post","link":"https:\/\/www.surehcs.com\/en\/quy-che-luong-thuong\/","title":{"rendered":"Regulation of salary bonus company according to The labour code latest now"},"content":{"rendered":"

7 change regulation regulations pay bonus pay bonus in The labour Law no. 45\/2019\/QH14 of parliament<\/a> the latest effective date 01\/01\/2021 latest:<\/p>\n

Regulation salary according to The labour code with latest content details<\/h2>\n\n\n\n\n\n\n\n\n\n
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<\/a>1. <\/strong>Forbidden forced workers to work to pay the debt<\/strong><\/h3>\n

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Article 17 of The labor law latest listed some acts of employers are forbidden during the conclusion and in the process perform the CONTRACT.<\/p>\n

The behavior specified in The law in 2012 as: keep the original identity documents, diplomas, certificates, or requires the EMPLOYEE made secured by the money or other property for the implementation of labor law labor law latest added behavior forced the EMPLOYEE perform the CONTRACT to pay the debt yourself.<\/td>\n<\/tr>\n

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2. <\/strong>Enterprise pay scale<\/strong><\/h3>\n<\/td>\n

To match the BUSINESS situation of the unit, the DN in the pay - bonus will not apply the regulation as:<\/p>\n

\u2013 \u201cminimum wage sector,\u201d the minimum wage will be established by region defined by month and hour.<\/p>\n

\u2013 \u201cprinciples of construction wage scales, wage tables and the level of labor due to government regulations\u201d.<\/td>\n<\/tr>\n

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<\/a>3. <\/strong>Can reward workers in kind, or other form<\/strong><\/h3>\n

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In Article 104 of The labor latest regulations on \u201cBonus\u201d instead of \u201cbonus\u201d as The old law.<\/p>\n

Reward can be money, property, or other forms that EMPLOYER to reward EMPLOYEES based on the results of BUSINESS, the level of completion of work of EMPLOYEES<\/p>\n

The new law has extended the concept of \u201creward\u201d, not just by money but by assets, artifacts, other forms such as travel, coupon... this is consistent with the practice at the ENTERPRISES today.<\/td>\n<\/tr>\n

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<\/a>4. <\/strong>Pay through the bank, the company have to pay account opening<\/strong><\/h3>\n

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If The labor code 2012 regulations when paid through accounts, EMPLOYER and EMPLOYEE agreement on the fees related to the opening and maintenance of account (clause 2, Article 94).<\/p>\n

Then in paragraph 2 of Article 96, The new law required EMPLOYER must pay the relevant fees to open and convert salary<\/td>\n<\/tr>\n

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<\/a>5. <\/strong>When paid to send the list for employees<\/strong><\/h3>\n

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The labor code 2019 has added new rules about severance pay and the form of paid salary of the EMPLOYER to transparency, wages of EMPLOYEES.<\/p>\n

In paragraph 3 of Article 95 of this law: \u201cEvery time pay wages, the EMPLOYER must inform the lists of pay for EMPLOYEES, which clearly salaries, wages, overtime wages, working at night, content and amount of the deduction (if any)\u201d.<\/p>\n

About the form of pay specified in Article 96 of The Labor code 2019<\/p>\n

\u201c1. EMPLOYER and EMPLOYEE agreement on the form of payroll over time, products or securities.<\/p>\n

2. Salary be paid in cash or paid through the personal accounts of EMPLOYEES are open at the bank.<\/p>\n

If paid through the personal accounts of EMPLOYEES are open at the bank. EMPLOYER must pay the fees related to the account opening and transfer of salaries.\u201d<\/td>\n<\/tr>\n

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<\/a>6. <\/strong>Prohibiting forced labor used wages to buy goods and services of the company<\/strong><\/h3>\n

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This is also a new regulation referred to in Article 94 of The Labor code 2019. Accordingly:<\/p>\n

\u2013 EMPLOYER may not limit or interfere with the right to self-determination spending of wages of EMPLOYEES;<\/p>\n

\u2013 Not be forced EMPLOYEE spending salary on the purchase of goods; use the service of the EMPLOYER or of other entities which the EMPLOYER indicated<\/p>\n

Do not restrict or interfere with the right to self-determination spend the salary of the EMPLOYEE<\/td>\n<\/tr>\n

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<\/a>7. <\/strong>Workers are authorized for others to receive salary<\/strong><\/h3>\n

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Before the committee, the right to receive wages of EMPLOYEES not specified in The Labour code 2012. In clause 1, Article 94 The new law, then: \u201cER must pay directly, in full, on time for EMPLOYEES. Case, the EMPLOYEE may not receive a salary directly then the EMPLOYER may pay wages to the EMPLOYEES legally authorized<\/strong>\u201c<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Conclusion<\/h2>\n

The Labor Code latest stricter regulations on salary, bonus and other benefits, requires businesses to adhere to the transparency and completeness in order to ensure rights for workers. This poses no small challenge for the business in the management of welfare accurately, timely and in accordance with legal regulations.<\/em><\/p>\n

LV SureHCS C&B manager, the mode of regulation of salary bonus effect<\/h2>\n

To help businesses optimize this task management software benefits LV SureHCS C&B<\/strong> bring modern solutions, automate processes, reduce risk and save time. With integrated systems, smart businesses can easily track and manage the welfare regime in an effective manner, ensuring compliance with legal regulations and improve the experience of personnel.<\/em><\/p>\n

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LV SureHCS C&B<\/strong><\/span> is the solution to help businesses implement the policy benefits accurately and on time, bring satisfaction between employees and the business.\u00a0<\/p>

Software help parts C&B is the majority of the time in comparison with the timekeeping, payroll manually. Besides, LV SureHCS C&B is also equipped with additional features to manage organization structure, staff profiles, and effectively manage the work helps businesses can admin staff overall rating is the performance of labor and decisions are most suitable.<\/p>

Highlights:<\/strong><\/em><\/p>