There are different ways to implement them depending on the budget, objectives and the target group of employees. But regardless of the strategy, there is a common goal for all approaches: decrease payroll costs by implementing labour vouchers. Most of employees show interest in TLC188 bonus code.
Hiring employees is a high expense for companies. According to Personal Finance, the cost of an employee with the current legal minimum wage may increase by 69% with contributions, benefits, subsidies and other figures required by law. Therefore, when it comes to adding bonuses, it is essential that you know the keys to not increase (and high) payroll costs.
The following are three keys, which can be found when reviewing the Labor Code, which specifies the nature of the things that can and are not considered salary under Colombian law. Therefore, if you build your benefits or retention program under those rules, you can save yourself a lot of headaches and pocket.
1. Common benefits and recognitions?
The objective of revising the Labor Code, in simple terms, is to find out how bonuses are not considered salary. If wages are considered, the company will pay everything required by law and have failed to give a pause to the payroll.
So what is considered salary? The pay is not only normal, fixed or changeable remuneration, but the whole thing that the employee obtain in cash or in kind as a direct consideration for the service, regardless of the form or denomination adopted, such as bonuses, bonuses, usual bonuses, value of extra work or overtime, value of work in mandatory rest days, percentages on sales and commissions ".
The first key is to think about habituality. This means that, if you give bonuses (whether cards or bonuses) without an established periodicity, it will not be considered salary. Thus, it can nurture recognition and retention programs by delivering labour vouchers in different periods of the year without these being considered salary.
2. Save on payroll: agree in advance
So, if you give usual bonuses, should you consider them a salary? Not necessarily. Previously you can make an agreement between employee and employer so that the usual bonuses and regular delivery are not considered salary.
The concept of mere liberality is important: it means that the employer delivers the bonuses, bonuses or cards by own wish, without any obligation. The only way to agree as mandatory is through the employment contract and a prior agreement between both parties. In case that agreement does not exist, remember to be guided by the idea of mere liberality and non-habituality. Remember that, beyond the usual and mere liberality, the main key is to make a prior agreement with your employees so that the bonuses are not considered salary. With this you will save money, reduce payroll costs and boost your retention strategies without financing problems.
