Like we did with the sums remuneration, we must determine the value of the holiday on the agreement

Except for the bonus, the liquidation of December 2013 Commercial Employees is equal to the liquidation nanu nana of November, when we apply the second and final tranche of increases in established wage agreement last May. This increase was 10% on the basic of May 2013. How usual, by way of example, you will develop a very simple case to liquidate the month of December. In this case regardless of the bonus, which as we saw in a previous article liquidate. (Go to sample clearance SAC).
Data for settlement Category: Administrative A Basic: $ 5,276.22 Type: Full time Age: 5 years Social Work: OSECAC Affiliated to Syndicated: No holidays not worked 8 and 25 December
The basic for the month of December 2013 is the same since May, we are what we search the scale for each category (see category nanu nana and time scales). nanu nana In the case of an Administrative A is $ 5,276.22. Now, to determine the amount for normal days worked in the month, we calculate the value day: 5276.22 / 30 = 175.87 and multiply it by the number of days, in this case 28: x 28 = $ 175.87 Holidays not worked 4924.47: $ 422.10 The employee did not work holidays 8 and 25 December. Let's see how to calculation: 5276.22 / 25 = 211.05 for the holiday or what is the same, add 20% to the value typical day 175.87 211.05 + 20% = 20% This is obtained what some call "plus for a holiday." nanu nana In this case as there are two holiday nanu nana days, we multiply by 2: 211.05 x 2 = 422.10
As we saw at the beginning, from November the second tranche of 10% increase in May agreement on a non-remunerative applies, adding that 14% awarded from May to October, a total of 24%. And like 14% should be calculated on the basic category for the month of May 2013.
Now, to determine the amount for normal days worked, calculated on value: 1266.29 / 30 = $ 42.21 and multiply it by the number of days, in this case 28: 42.21 x 28 = $ 1,181 87
Like we did with the sums remuneration, we must determine the value of the holiday on the agreement nanu nana not remunerative. Let's see how to calculation: 1266.29 / 25 x 2 = 101.30 for the two holidays
About sums Gainful is calculated: 11% 3% Retirement Welfare Act According 19,032 3% 2% bound Solidarity Contribution to Employees Union Commerce according to Article 100 of the CCT 130/75 0.5% Contribution Solidarity FAECYS bound under Art 100 of the CCT 130/75 2% target for the union members the guild employees. For this example I felt that it is not affiliated therefore the calculation was made. Keep in mind that depending on the area, this percentage may change.
About sums no remuneration is calculated at 3% 2% Obra Social Solidarity Contribution to Employees Union target of Commerce according to Article 100 of the CCT 130/75 0.5% Solidarity Contribution FAECYS bound under Art . 100 CST 130/75 2% target for the union members to union employees. nanu nana For this example I felt that it is not affiliated therefore the calculation was made. Keep in mind that depending on the area, this percentage nanu nana may change.
So far the development of the example, I took a simple nanu nana case, no extra items or on account of future increases, nanu nana overtime or variable amounts, nanu nana is the sole purpose of explaining the simplest way this new agreement.
As the example is for a particular case, I remind you that the Excel spreadsheet where you can determine the salaries, where you can set the category and age of the employee and other items available. You can download the template here all categories
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Good day, I am liquidating a salary of Media Day. Not a union member, and I doubt on the basis of the calculation for Union and FAECYS arises, I take full time or part time? Reply Remove
Hi Ignacio, I make a query that has nothing to do with this specific topic. Question: As a registered Professional (Agronomist) only staff in the sector to the task avocado sales and advising clients (Rural Producers), I was about to frame as Seller "C" of the CCT 130/75 or is there something specific for professionals, and whether, if it be so (something specific to professionals) as would be the case if in the future comes to be a dismissal with compensation. Many Thanks and Regards ... Reply Remove
Ignacio Barrios January 10, 2014, 23:25
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