How are salary increases at atos
The main alternatives to a raise
"Salary increase" not only sounds like more money in the account, but also like recognition of performance. But more gross wages is not always the best thing that can happen to employees and companies. The cold progression, the increase in the tax burden, ensures that more taxes are due on the salary - and under certain circumstances an employee even has less in his pocket after a salary increase than before. Everything about salary on CIO.de.
- Alternatives to a raise
Sure, everyone is happy about a raise. But a raise doesn't always make sense:
- Cook yourself instead of going out to eat
Particularly practical: the meal checks can also be redeemed in the supermarket.
- Just don't cash out!
The company is not allowed to pay out the 44 euros - otherwise taxes would be due. Instead, a company can rely on ...
- Fill up once
Tank vouchers were in vogue for a long time - but handling turned out to be too complicated. The legislature has also recognized this. In the meantime, the employer can give his employee benefits in kind amounting to 44 euros - every month.
- Cold progression
For example, when the cold progression strikes and the employee no longer benefits from the allowance due to the increased tax burden. But there are plenty of ways to do something good for the employee.
- Company car
Still much loved: the company car. But not every employee is already at a salary level that allows a company car - and not everyone wants one. In addition, companies often have to conclude complicated contracts with their employees. How about instead ...
- Small gifts
For example, a company can give employees a "special occasion" gift. An occasion can ...
- Service bike
... with a company bike? In large cities in particular, cycling is an environmentally friendly and quick way to get to and from work. Advantage: The company bike can be used privately without any restrictions without having to conclude complicated contracts.
- Leasing contracts for smartphones
If the employer does not provide a company cell phone, there is also the option of the employee leasing a smartphone through the company. This of course applies to all kinds of electrical devices, such as ...
- Notebooks, ...
... computer or ...
- Tablets like ...
... iPads and other tablet computers. However, the employee is responsible for maintenance and repairs - and the company is not allowed to give the device to the employee after the leasing contract has expired.
- The Bill please!
Alternatively, the employer can also contribute to the employee's telephone bill.
- ... set prepaid credit cards.
Simply top up with 44 euros every month - and the employee can spend what he or she wants.
- Card for public transport
Caution: If the employer pays a subsidy for the monthly ticket for public transport, he can no longer load the 44 euros onto his employee's prepaid credit card. But there are also alternatives:
- ... be a birthday or an anniversary, for example.
The company can give a gift worth 40 euros three times a year.
- ... sports courses or yoga lessons in the company.
However, employees must be aware of all the alternatives to a raise:
- Go to the restaurant
In the form of meal checks, even 6.10 euros can be subsidized. The additional three euros would then have to be taxed at a flat rate by the employer.
- Almost like cash
Discounts on their own products for employees are tax-free up to 1,080 euros per year.
- Canteen food
Grants for meals are also welcome. There are many ways of doing this. For example, a company can subsidize the employee's meal for 3.80 euros every day.
- Smarter than before
An employee can also invest in training for their employees and not pay taxes or duties for them, as long as it is clear that the training is directly applicable to the job.
- Empty daycare
A company can also offer to provide the employee with a subsidy towards the care costs for the children. It is also exempt from taxes and social security contributions and can relieve a family's budget.
A company can also spend 500 euros a year on the health of its employees. This also includes ...
- Sticker on the car
If the company provides the employee with a sticker for a car or moped with the company logo, that's 21 euros per month.
- And what about old age?
All on-top benefits are not paid into the pension fund. Experts do not assume that this will have a major impact on pension entitlement. But drawing up an invoice does no harm in any way.
From 300 euros gross, 300 euros remain net
Apart from the increased tax burden, a salary increase for smaller amounts does not pay off particularly well: "If a company offers an employee a 100-euro raise, the employer has to pay 120 euros and the employee only receives 50 euros," calculates Dennis Meurer von Investwerk, which advises companies on matters relating to remuneration systems. 70 euros go to the state.
There are alternatives to a raise that pay off for both sides. Often little or no tax is payable on so-called benefits in kind. In addition, these bind the employee more firmly to the company. "There are around 15 different modules that can be used to optimize the remuneration system," says Meurer. If you combine them, you get a bundle with a neat effect. "In this way, a gross monthly salary increase of EUR 300 also leaves EUR 300 net," says Meurer.
Company car, company bike and smartphone
There is the well-known company car, which is no longer so popular with younger employees. But that doesn't mean that an employee has to forego advantages just because they decide against a company car. A healthy alternative is a company bike, suggests Meurer. In contrast to the company car, the company bike can be used 100 percent for private use without additional taxation. There is only a monetary benefit of one percent of the new price. A bike worth 1,000 euros has to be taxed on ten euros. Everything about company cars on CIO.de.
Grants such as smartphones or grants for them are also in vogue. Apart from a company smartphone, the possibilities are diverse. "An employee can lease a smartphone through the company, just like a company car," says Meurer. Of course, the company is not allowed to give anything to the employee; otherwise that would be a pecuniary benefit for which taxes would be due. But a "leasing contract" is a possibility to provide the employee with new equipment at a reasonable price.
With such a leasing contract, private use is possible without restriction. This also stipulates that employees have to pay for repairs, theft and other things themselves, because the company itself only leases, says Meurer: "If the lease expires after two years, the employee can buy the device." Usually he even has to, in total only about three percent of the original value of the cell phone is due.
"A company can also subsidize the cell phone bill," says Meurer. The employee pays the bill himself, but receives money from his employer. However, the amount is not subject to tax or social security contributions.
Not only for fuel vouchers: 528 euros tax-free per year
Another alternative to a taxable salary increase are benefits in kind: For example, a company can give an employee EUR 528 per year or EUR 44 per month gross and net. "In the past, these 44 euros were often fuel vouchers because the tax office only recognized these without any problems," explains Meurer.
But the handling was complicated: The fuel vouchers were only allowed to show the liters to be refueled, the price of which, however, could not exceed 44 euros. If you refueled for a cent too much, the fuel voucher could no longer be used for this process, but only the next time. The legislature has also recognized how impractical the system was - and now allows a flat rate of 44 euros tax-free. However, the company is not allowed to pay out the amount. Those who have already been provided with a job ticket go away empty-handed: the employer's subsidy for using public transport is offset against 44 euros per month.
10,000 euros bonus on prepaid credit cards
There is a simple option to ensure that the effort is not too great for this relatively small amount: prepaid credit cards. "A company provides the employee with a credit card loaded with 44 euros, which the employee can then use for whatever he wants - whether to refuel, eat or swim, it doesn't matter," says Meurer.
As a bonus (the so-called flat-rate non-cash benefit), employees can even pay a maximum of 10,000 euros per year as a payment to the credit card. "This only has to be taxed once at a flat rate of 30 percent and there are lower social contributions," explains Meurer. This form of donation is often used when employees recruit new employees for the company.
Under certain circumstances, the net amount is up to 50 percent higher than a normal bonus. However, companies must pay close attention to one thing: "Only a company may not pay out the money, but credit cards are a good middle ground. The cards can also be branded with the company logo, which increases employee loyalty to the company.
Birthday gifts and discounts on your own products
Other inducements can also be booked on these payment cards, for example "event-related inducements". "For birthdays, anniversaries or wedding anniversaries, an employer can give an employee something to the value of 60 euros three times a year," explains Meurer. Again, the following applies: the company is not allowed to pay out the money - but buying a gift yourself using the prepaid credit card is no problem.
For very creative companies, license plate advertising is also a way of giving employees a few euros: Simply give the employee a sticker with the company logo or an advertisement for a car or moped and you can pay out 21 euros every month, explains Meurer. "A company does not have to pay taxes for this and has only low acquisition costs for the stickers," says Meurer.
Discounts on their own products for employees are tax-free up to 1080 euros per year. However, the employer must be very careful that this limit is adhered to so that the tax office does not become aware. To be generally on the safe side, Meurer recommends coordinating planned measures with the tax office.
Subsidies for food, further education, daycare
Smaller companies in particular often cannot afford a canteen - therefore meal allowances are a popular and effective method of providing support to employees.
"The employer can leave the employee together 93 euros per month in the form of meal checks. This money does not necessarily have to be redeemed in a restaurant, but can also be spent in almost every supermarket.
An employer can also invest in training for its employees and not pay taxes or duties for them, as long as it is clear that the training is directly applicable to the job. "But most employees tend to concentrate on the financial side of their demands," says Meurer. Therefore, further training as a substitute for a salary increase is rather unpopular.
In contrast to daycare subsidies: A company can offer to provide employees with a subsidy towards childcare costs. It is also exempt from taxes and social security contributions and can relieve a family's budget. Depending on the city in which you live, the benefit of the fringe benefits can amount to up to 500 euros per month.
Healthy employees, healthy company
Health expenses are a beneficial measure for companies and employees alike. "If certain criteria are met, an employer can spend 500 euros per year and employee to promote the employee's health," says Meurer. Employees benefit from the yoga teacher or the back school in the company, while the employer prevents absenteeism or presentationalism. Occupational health management is also spreading more and more, says Meurer.
An effect that is also seldom used, but which can be attractive to many: "The company can take out supplementary health insurance for employees, for example for their teeth," says Meurer. Company health insurance is an attractive benefit, especially for those who would otherwise no longer get certain benefits or who simply cannot afford them. "The employee can save costs in this way, and the employer binds employees to himself," says Meurer.
- Dr. Martin Marianowicz
has been a specialist in orthopedics, chiropractic therapy and sports medicine in Munich since 1986. He is considered to be the pioneer of modern orthopedic pain therapy and minimally invasive treatment of the spine and intervertebral discs.
- "Every movement is better than no movement. Your back actually craves movement," says Marianowicz.
A lack of exercise can lead to blockages and unhealthy relieving postures. These can be resolved through self-mobilization. In his new book ...
- "The Marianowicz Method" ...
... shows how you can take care of your back yourself. Here are the most important exercises for self-mobilization with two tennis balls that you can do without much effort after work or during the lunch break.
- Lower cervical spine
Starting position: you are lying on a hard surface (floor, thin mat), your legs are up. Now place a tennis ball under the left and right of the spine in the neck area. Now move your upper body down while breathing out - and up again while breathing in, so that the balls become a rolling massage unit.
- Thoracic spine
Same starting position as in the previous exercise. The tennis balls are now in the thoracic spine area. When you breathe out, move your body back down, when you breathe in, move your body back up.
- Lumbar spine
Lie on your back on the floor with your legs bent at right angles. Now slowly lay your legs first on the right, then on the left side. Exhale vigorously and make sure that your feet and shoulder blades are on the floor.
- Sacroiliac joint
Again, lie with your back on the floor or on a thin mat. The legs are stretched out. Now make the right leg very long and press the pelvis down on the right side with your right hand. Now beat your knees up and down alternately at a rapid pace, as if you were trying to shake your legs out. Then press down the pelvis on the left side with your left hand and repeat the exercise.
Starting position: Stand up, legs slightly apart, bend slightly on your knees. Now lift your arms straight up, with your thumbs pointing up.
Bring your arms backwards past your body and turn them inwards so that your thumbs are still pointing upwards. Go up as far as you can. Repeat the exercise.
- Thumb saddle joint
Interlock the fingers of both hands. Now press the thumb of one hand on the thumb saddle joint of the other hand.
Concerns about additional services
Actually, such benefits, which arise exclusively in addition to the salary (and not as a substitute!), Are positive: "This is a win-win situation," says Meurer. Nevertheless, the services are often not yet used. "In small or medium-sized companies in particular, the bosses often don't even know what is possible," says Meurer. Or the effort is simply too great for them.
It is not only because of ignorance that the alternatives to a salary increase are rarely used. It also has disadvantages if the salary does not increase. Unlike salary increases, the additional benefits are not reflected in the pension notification. Although the increase in the pension entitlement through salary increases is minimal, argues Meurer. Nevertheless, an employee should consider whether he or she would like to forego these additional pension entitlements. "In a good concept, this difference is compensated for by a company pension scheme," says Meurer. It also binds the employee to the company, especially if the employer pays this supplementary pension.
Another uncertainty with regard to the additional benefits remains the fact that employers often conclude these "on-top benefits" in such a way that they can be terminated at any time - after all, that is their central feature, which is why they do not act as a salary increase. This creates fears among employees.But Meurer can reassure you: "We have never seen a company stop these measures again." When it comes to additional benefits, trust between employer and employee plays a major role. If the donations suddenly stop, it is because a company is in a crisis and has to lay off employees.
More about salary negotiations:
Salary Raise - What You Need To Know
Seven Truths About The Salary Interview
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