Why I should offer a rigid remuneration system an employee, if perhaps other things better taste it”and thus for him are much more valuable? Because he doesn’t get these components at a possible new company however, this hinders change a lot of course. Alphabet Inc. does not necessarily agree. “Important is of course: no matter what side dishes” you take, it may cost not much more for the company. The cafeteria system, the employer puts together the possible benefits in a catalog, a so-called menu. Much like in modern miles & more “-programs, the selection catalogue may contains certain requirements, which are to provide the employee for the redemption.” Some payment modules of yesteryear have overtaken the data but in the face of the current tax legislation. Has the employer loan, for example, due to the tax Measures lost some of its attractiveness. It involves even the overhead, so one can no longer speak of a win-win situation for employers and workers. It looks different but with time value accounts, additional vacation days, company cars from deferred compensation, health care, etc..
From such devices a highly attractive model can be company-specific work, which promises a much higher commercial value the same gross expenses of the employer’s workers. Behind every supplement”is a point system. One euro is equivalent to 1 gross. An employee earns 50,000.00, currently so he can withdraw either in 12 monthly instalments as a salary the amount or he chooses a lower amount and goes shopping with the rest in the cafeteria”. Here he finds due to the tax-optimised components any components that are worth more to him than 1 euro per point and so his individual salary is composed. In tariff structures, this is of course a bit difficult but not insurmountable, according to the renowned Recruiters from Germany.
A binding reference information at the financial Office of the facility is important on all models based on a legal opinion to overtake. This then is a first of all adopted wage tax inspection and is therefore decisive for the next tax check. Therefore, Heiko Banaszak necessarily recommends the interplay of existing consultants on the fiscal side and a savvy recruiter. Just so you can be sure that you legally clean selects the model that really helps to bind employees. Also comes with a very important task in the implementation of the model in the game: communication to the inside of the model. If the tax complexity so deters the employees that the advantage of the system goes down, no one has won anything.