An enterprise in Cixi is "rich and willful", 70% of profits have been distributed to employees for 10 years

Enterprise profits are "37 open", 70% of the company's net profit is used to distribute employee income and benefits; when the commitment period is up, the enterprise equipment will be owned by the workers; retired employees who have won the "Lifetime Honor Award", in addition to enjoying social endowment insurance, can also Continue to receive salary... This is the treatment of employees of Cixi Jiali Machinery Industry Co., Ltd. Yesterday, the reporter interviewed the "rich and willful" boss of this company and the employees who "won the big prize". Reporter Lu Qiwen

The depreciation machine was sold to the company for 20,000 yuan

If you don't see the specific content, it is difficult to understand the special features of the agreement called "Administrative Measures for the Retention of Residual Value of Equipment Depreciation to Employees". The agreement stipulates that after the depreciation period of the equipment expires, the employees will automatically own the equipment, and if the enterprise needs to continue to use the equipment, it must rent and pay the rent to the employees.

When Pang Chengxiang, a Sichuan employee, heard the news, he thought it was just a joke among colleagues. When the boss Chen Baiheng took out the "Application for the Ownership of Equipment Depreciation", he was a little stunned. The business owner actually handed over the production equipment to the employees?

But when he saw that Chen Baiheng explained, communicated and made promises to them very seriously, he and his colleagues believed that they had signed this special agreement with the company. Since then, Pang Chengxiang and the other 11 colleagues have become the "second owners" of enterprise equipment.

This seemingly loss-making sale actually brought a lot of benefits to the business. "I also have a share of this machine, so I love the machine even more. I will drive everyone away if they sit down." You know, this machine has had the "shortest record" with a service life of only 3 years.

The "Second Owners" not only used machines more carefully, but also mastered some maintenance techniques. "Since I gave you the machine, you have the responsibility to 'take care' of it. If there is a problem, the maintenance fee will be shared by the enterprise and the individual. In this way, the workers will start to use their brains, and now minor repairs are basically I can solve it myself." Speaking of which, Chen Baiheng was a little proud. To fulfill the promise, the turnover rate of technical staff has also been greatly reduced.

Not long ago, an employee in his 30s sold the expired machine to the company for 20,000 yuan, and then took his family on a trip. At present, there are 12 employees with equipment equity in Jiali Machinery. In the next step, the company will gradually "transfer" all the equipment to employees to increase the coverage of equipment equity.

Give outstanding employees lifetime wages

Shi Rufa, an employee who retired on March 31, received a "big red envelope": the first "Lifetime Honor Award" issued by the company. This means that in the future, while enjoying social endowment insurance, he can also receive a monthly salary of 3,166 yuan like when he goes to work, until his death.

Lao Shi has worked for 46 years. From employee to workshop director, he usually plays an active role as a mentor and has made great contributions to the development of the enterprise. Lao Shi is very grateful to the company for giving him this high "gold content" honor: "I have worked hard for the company for so many years, and I feel that my efforts have also been respected. If you are healthy in the future, you will still need to give full play to the company."

Compared with general machinery companies, Karrie's skilled workers are particularly important. First, how to attract skilled workers, so as not to be poached; second, how to make the masters willing to teach the skills to the apprentices, so that the apprentices can grow up quickly. These are two difficult problems, and such companies are very distressed. In particular, the master is not willing to take the apprentice, which is very annoying. The establishment of the Lifetime Honor Award is to resolve these two problems.

Zhang Zhaohui, chairman of the company's labor union, introduced that there is no limit to the selection of the "Lifetime Honor Award", and it will be selected once a year in the future. Chen Baiheng said: "After preliminary calculations, more than 10 retired employees will be eligible to receive this 'Lifetime Honor Award' in the next few years. The company will increase a considerable amount of expenditure for this, but the reward is the return of all employees to the company. One by one, no amount of money can measure this.”

It has been 10 years since the profit of Sanqi opened

"Never count the workers. The little money you deduct from the workers will never be worth the losses that the workers' enthusiasm will bring to you."

Over the years, Karrie has always adhered to the principle of 37% profit distribution, that is, 70% of the company's net profit is used for employee income and welfare, and 30% is owned by shareholders.

Chen Baiheng believes that when employees come to work in an enterprise, they are most concerned about salary income. For business owners, reliable business employees are the most important thing to keep the business going. Since they are what businesses rely on, there is no reason not to think about them.

As early as August 2001, the company began to draft and discuss the first collective agreement on employee wages. At that time, the representatives of the administration and the trade union both believed that the increase in the wages of employees should be linked to the economic benefits of the enterprise. At the collective wage consultation meeting in 2005, the representatives of the trade union proposed, and the administration agreed, to adjust the profit distribution ratio to 30% for the enterprise and 70% for the collective workers, that is, the enterprise and the workers would be divided into 37%, further clarifying the wage increase mechanism for workers.

In the annual collective negotiation of wages, the company will adjust and revise relevant terms in a timely manner, including the minimum wage standard, work-related injury wage standard, employee marriage, funeral, sick leave wage standard, special rights and interests treatment for female employees and other relevant provisions. In view of the fact that there are many old employees in the enterprise and the cultural quality of the employees is low, the negotiation group proposed to increase the salary for seniority of service, education and technical allowances every month on the basis of the basic salary of employees.

In order to allow employees to better devote themselves to their work, Chen Baiheng also bought a plot of land in Sanya for employees to go on vacation and recuperate. At present, almost the whole company enjoys this treatment. It is reported that the company has implemented paid leave for employees as early as the 1990s. It is one of the first non-public enterprises in Cixi to establish trade union organizations, the first private enterprise to conduct collective wage negotiation in Cixi, and one of the first to handle housing provident funds for employees. private enterprise.