你的年终奖到账了吗？这些情况下年终奖必须发

Core Viewpoint - The article discusses the conditions and regulations surrounding year-end bonuses, emphasizing that the issuance and amount depend on company policies and employee performance, as well as contractual agreements [6][15]. Group 1: Year-End Bonus Regulations - Year-end bonuses are part of employee compensation and their issuance is closely tied to the company's operational status and employee performance [6]. - If there is a contractual agreement or company policy regarding year-end bonuses, the company is obligated to pay as stipulated [6]. - In the absence of written agreements, if a company has a history of paying bonuses, employees may claim their right to receive them based on fairness and good faith principles [6]. Group 2: Conditions for Bonus Issuance - Companies can decide not to issue bonuses if there are no contractual obligations or established practices, allowing them to base decisions on current performance and economic conditions [7]. - Bonuses cannot be paid in goods or securities; they must be issued in legal tender according to regulations [8]. - Employees who leave the company may still be entitled to a prorated bonus based on their contributions and the reason for their departure [9]. Group 3: Timing and Nature of Bonuses - There is no strict requirement for bonuses to be paid by year-end unless specified in a contract; companies have discretion over the timing of payments [12]. - The term "13th month salary" is not synonymous with year-end bonuses; it is an additional payment based on company performance and employee evaluation [13]. - New employees may receive bonuses based on their work duration and any existing agreements, with the potential for prorated bonuses if they have contributed significantly [14]. Group 4: Importance of Agreements - The core principle regarding year-end bonuses is that agreements take precedence; employees should pay attention to contract terms and maintain records of performance to protect their rights [15].