民营企业改制实施步骤Implementation steps for private enterprise restructuring
民营企业改制实施步骤
1、由董事会决议建立“薪酬委员会”。薪酬委员会具体负责员工持股计划宣传、股权发行、股权登记和股权管理等工作。
2、待职工股募集资金工作结束后(此处职工股募集资金指的是实股部分的资金筹集)，与其他股东共同进行验资工作。
3、验资完毕，进行股权变动的工商登记工作。
4、建立现代企业管理制度。
5、待经过几年运转，职工股中的期股转为实股后，再次进行股权变动，并进行工商登记。
6、公司通过不断的期股计划以及包括增资扩股在内的资本运作、股权的变动，一方面保证大股东的控股地位和利益;同时给予经营者长期的激励和约束，以维护所有者的利益。
附奖金分配方案
一、定义
奖金即年终奖金，是为体现公司整体效益与员工个人利益相结合的原则，更好的调动员工的工作积极性而设立。
二、奖金总额的设定
根据公司每年经营状况，由股东会决定提取税后利润的一定比例作为奖金总额发放。
三、发放范围
根据职工在xxx公司中的岗位分工、工作年限以及对公司经营的贡献情况，结合公司的分配考核制度，以及公司今后经营发展的需要，此次奖金分配方案拟主要在公司的管理层员工范围内进行，公司拟在奖金内部分配划分为五个层次，即：核心管理层(总经理、副总)、中层(部门经理、副经理、总监助理)、营销骨干层、技术骨干层、生产骨干层。
四、发放依据
结合职级、工作年限及工作岗位设定不同的奖金分配系数，计发奖金。具体奖金分配系数见下表:
营销骨干的奖金分配系数主要依据年销售额确定，具体分配系数如下表：五、奖金计算公式
单位奖金(1个系数)=奖金总额/系数总和
各个人应得奖金=单位奖金×各个人奖金系数
六、发放程序
经批准的奖金数，由人事部负责操作，总经理批准后由财务部具体发放。
七、其他说明
(一)、职工在合同履行期满后正常离职的奖金处理办法
1、股东会讨论决定是否给予该职工年度奖金。
2、如果股东会决定支付奖金，则按下列公司计算：
该职工应得奖金=(单位奖金×应享有的系数×工作天数/365)×50%
(二)职工在合同未履行完毕之前，经公司同意离开公司，一律不予发放年度奖金。
(三)享受奖金待遇的职工未经公司同意擅自离职，由此给公司造成的经济损失，按赔偿优先原则赔偿损失，以前年度享受的奖金数额公司有权扣回。
【延伸阅读】
新公司成立经营范围的规定
公司变更登记申请书
公司合作协议书范本
公司股权变更
Implementation steps for private enterprise restructuring
1. Establish a "Compensation Committee" through a resolution of the board of directors. The Compensation Committee is specifically responsible for promoting employee stock ownership plans, issuing equity, registering equity, and managing equity.
2. After the completion of the employee stock fundraising work (where employee stock fundraising refers to the fundraising of the actual shares), the capital verification work will be carried out together with other shareholders.
3. After the capital verification is completed, the industrial and commercial registration work for equity changes will be carried out.
4. Establish a modern enterprise management system.
5. After several years of operation, after the expected shares in the employee stock are converted into actual shares, there will be another equity change and business registration.
6. The company ensures the controlling position and interests of major shareholders through continuous stock options and capital operations, including capital increase and share expansion, as well as changes in equity; Simultaneously providing long-term incentives and constraints to operators to safeguard the interests of owners.
Attached bonus distribution plan
1、 Definition
Bonus, also known as year-end bonus, is established to reflect the principle of combining the overall benefits of the company with the personal interests of employees, and better mobilize their work enthusiasm.
2、 Setting of total bonus amount
According to the annual operating status of the company, the shareholders' meeting decides to allocate a certain proportion of the after tax profit as the total bonus amount for distribution.
3、 Distribution scope
Based on the division of labor, years of service, and contributions to the company's operations of employees in xxx company, combined with the company's distribution and assessment system, as well as the needs of the company's future business development, this bonus distribution plan is mainly proposed to be carried out within the scope of the company's management and employees. The company plans to divide the bonus into five levels internally, namely: core management (general manager, deputy general manager), middle level (department manager, deputy manager, director assistant) Marketing backbone layer, technical backbone layer, and production backbone layer.
4、 Distribution basis
Set different bonus distribution coefficients based on job rank, work experience, and job position to calculate and distribute bonuses. The specific bonus distribution coefficient is shown in the table below:
The bonus distribution coefficient for marketing backbone is mainly determined based on annual sales revenue, and the specific distribution coefficient is shown in the table below: V. Bonus calculation formula
Unit bonus (1 coefficient)=Total bonus amount/Total coefficient
Everyone's deserved bonus=unit bonus x individual bonus coefficient
6、 Distribution Procedure
The approved bonus amount shall be operated by the Human Resources Department, and shall be specifically distributed by the Finance Department after approval by the General Manager.
7、 Other instructions
（1） Measures for handling bonuses for employees who resign normally after the expiration of contract performance
1. The shareholder meeting will discuss and decide whether to give the employee an annual bonus.
2. If the shareholders' meeting decides to pay the bonus, it shall be calculated according to the following companies:
The employee's deserved bonus=(unit bonus x coefficient to be enjoyed x working days/365) x 50%
（2） Employees who leave the company with the company's consent before the contract is fully fulfilled will not receive annual bonuses.
（3） Employees who enjoy bonus benefits and resign without the company's consent, resulting in economic losses to the company, shall be compensated according to the principle of priority compensation. The company has the right to deduct the amount of bonus enjoyed in previous years.
[Extended Reading]
Regulations on the Business Scope of New Company Establishment
Application for Company Change Registration
Sample Company Cooperation Agreement