Social package: what is included in the full social package of the employee, who is entitled to the social package. What is a social package and what does it include? What social package is guaranteed by the state

What is included in the full social package when applying for a job?

Everyone who gets a new job is offered social package. But both job seekers and employers put the wrong meaning in this concept. Usually, a social package means official employment, paid sick leave, monthly wages. But all these are the rights of the worker, which are obliged to fulfill in any case.

BUT social package- these are some additional bonuses that the employer can provide to the employee. They are compensatory when an employee, for example, is paid for the use of a personal car for official purposes: depreciation and fuel consumption are compensated.

And motivational:

In this way, full social package implies a full set of various bonuses designed to motivate the employee's activities.

More details about social package can be found here.

A social package is a set of benefits and compensations that an employer provides you with at will. The package may include the following benefits:

payment for maternity leave and maternity leave until the child reaches 1.5 years of age,

sick pay,

travel expenses to and from work

vouchers to camps and sanatoriums,

food payment,

pension insurance,

provision of interest-free loans,

utility bills and others.

A reliable responsible employer guarantees the applicant for a position in his company a full social package of guarantees. This usually means paying an annual fee. holidays and sick leave sheet. Other extensions the employer may not provide a social package (bonuses, trips to a sanatorium, payment for food, etc.), so it’s better to check with him what he means.

the fact is that the legislation of the Russian Federation does not enshrine such a thing as full social packagequot ;. every employer can tell you that when applying for a job there is a full social package, but you can invest anything in this concept. so here. usually understand the concept of a social package is the employment and execution of an employment contract. Of course, there may be additional options. therefore, it is necessary to immediately clarify with the employer what kind of full social package it is.

A full social package usually provides for:

Additional health insurance,

Corporate events,

Gym payment,

Providing free meals

Vouchers to the sanatorium,

Providing loans on favorable terms,

The system of bonuses and gifts for employees.

Social guarantees may be different in different organizations.

Typically, a complete social package in any job consists of the following items:

Travel expenses to and from work.

Vouchers to sanatoriums and various rest houses.

Payment for daily meals in production.

Paid maternity leave until the child reaches one and a half years.

Of course, this includes sick leave.

And in some cases paying utility bills.

The social package includes the most important thing is the payment of sick leave and for women, payment while maintaining a job, maternity leave.

once a year paid vacation (well, or beat it into two halves)

medical care (medical examination, vaccinations, treatment and provision of vouchers for treatment)

insurance coverage in case of injury at the enterprise

entry in the work book, contributions to the pension fund

well, the rest is indicated in the collective agreement, something may be additional

In general, the concept of a full social package is not enshrined in legislation.

They often say - standard social packagequot ;. What does this mean?

According to the Labor Code of the Russian Federation, each employee has the rights prescribed in the code. For him, deductions must be made to the Social Insurance Fund, the Pension Fund of the Russian Federation, the medical insurance fund, he has the right to pay sick leave, Women - to maternity leave. Also, employees have the right to annual paid leave and can count on the provision of leave to care for a child up to 3 years. The employer must accrue pension contributions to the employee's salary and transfer them, which guarantees that the employee will receive a pension in the future.

In general, when they talk about a full or standard package, they usually mean official employment, with the conclusion of an employment contract. You should know that this is a legislative norm for all employers without exception.

But also in addition to the obligatory standard package there may be some additional nice options. For example, a voluntary health insurance policy that also provides for an extended list of services, such as dental treatment in a good clinic. Or even company-paid chiropractor services. Many rich enterprises even equip their own gyms near industrial and office premises, where employees can work out for free. Or even free tickets. Free travel to work. Help. Interest-free loans to employees. Free food.

But still, the list of additional options in different enterprises varies. Somewhere workers are happy at least with some additional opportunity, and some worker who is in demand due to high qualification will choose an enterprise with the widest possible list of additional benefits.

Under the full social package, it is assumed that the employer will honestly fulfill its obligations to you and the state: pay taxes and transfer 1% to the pension fund, pay sick leave and provide you with paid leave. In addition, he can pay you the way to your place of work, give you unpaid leave in accordance with labor laws. But it may not do this if it is not laid down in the charter.

• The complete social package is:

  • official employment, where the length of service will be taken into account in the future (when calculating a pension)
  • paid sick leave
  • paid vacation 1 time per year (at least 30 days)
  • payment of maternity leave for women and monthly payments for child care up to 1.5 years
  • insurance coverage in case of injury at work
  • monthly contributions to the pension fund.

Those who have faced the need to look for a job are well aware of the word “social package”, with which employers generously supply the offered vacancies. Moreover, almost superlative adjectives are usually attributed to the noun “social package”: generous, rich, full, solid, and so on.

So what is the meaning of the concept of "social package" employers, and what it really is. Approximately half of the proposed "social packages" are not. Employers transfer compulsory medical insurance, sick leave, maternity leave, annual leave, contributions to the pension fund. This is what every employee is supposed to do in accordance with the requirements of the legislation of the Russian Federation, it only means that this company does not violate the laws.

Approximately a third of employers promise to pay for personal transport, mobile communications, and vocational training. But these are not benefits either, but only compensation for the personal funds spent by employees, which they will spend on the needs of the company. Even if you somehow save paid gas or use corporate phones for personal needs, this will not bring you tangible savings, especially since companies usually do not fork out for too large payments.

So what is included in such a seductive "social package"? Only a small part, approximately 15% of employers, offer some additional benefits as an addition to wages and what is required by law for employees. These are free meals, voluntary medical insurance (sometimes even including dental care), a corporate car, gym and swimming pool memberships, housing loans, payment for tourist or sanatorium vouchers, etc. Such components of the “social package” depend on the desire and capabilities of a particular company and therefore may change. With these additional benefits, employers are trying to attract the workers they need, so the “social package” itself is also called competitive.

What is more attractive for you - a high salary or compensation for it with some of the benefits listed above, is up to you. Although it is obvious that the money itself gives you the opportunity to choose, and you may not have to use the benefits of the “social package”. But, nevertheless, when going through an interview when applying for a job, you should inquire about the content of the proposed “social package”, and only then make a decision.

True, it is best to ask this question when you have already understood that the company is interested in you and is ready to make concessions. It is also useful to know what kind of benefits, depending on the proposed position, companies usually provide.

Thus, the “social package” for senior managers includes a representative car, a corporate car with a driver, voluntary medical insurance (a full family insurance package), dental insurance, an additional pension from the company, an apartment (payment for housing for non-residents), vacation vouchers for whole family, mortgage loan.

For mid-level employees, the “social package” includes the following benefits: voluntary medical insurance (partial payment), vouchers, payment for a fitness center, mobile communications, gasoline, meals in an office or cafe, interest-free loan or credit, partial mortgage loan.

And ordinary employees are offered payment for travel, meals at work, overalls, partial payment for mobile communications, as well as payments in emergency situations: the death of relatives or a wedding.

Often, when publishing a job offer, the employer guarantees employees not only the established salary, but also social guarantees. But it is not always clear what is included in the employee's social package. Therefore, it is necessary to figure out what compensation and guarantees employees are entitled to demand from the employer.

The essence of social guarantees

When applying for a job, each employee should know which incentives and payments are guaranteed to him by the norms of the law, and which are bonuses to the salary of an employee under the Labor Code of the Russian Federation.

Each employee needs to understand which elements of the social package are guarantees and which are bonuses.

Social type guarantees are mandatory payments, the accrual of which is fixed by the labor legislation of Russia. Their list includes the following items:

• paid vacation, sick leave;
• rest period;
• deductions to various funds, including the Pension Fund of the Russian Federation;
• receiving wages for work, according to quantity and quality;
• providing a workplace for the implementation of a labor function, etc.

Unlike social guarantees, the following types of accruals are considered compensation payments:

1. Payment for the use of a personal car.
2. Reimbursement of expenses upon arrival at the place of business trip.
3. Mobile phone reimbursement.
4. Other payments accrued to the employee as part of the performance of labor duties.

The norms of Russian legislation stipulate that each manager independently includes certain types of guarantees in the social package. According to the provisions of legal norms, the social package is the personal will of the employer, the purpose of which is to attract highly qualified specialists.

Bonuses have four purposes:

• increasing the dedication and loyalty of the company's employees. These bonuses refer to the motivating means of influencing employees by the employer. They increase the reputation of the head of the firm and create a feeling that the head cares about his employees;
• evidence that the enterprise is reliable and sustainable. Given the current situation in the country's economy, only stable companies can provide employees with a full package of bonuses for long-term cooperation with employees. This shows the stability of labor and allows you to attract worthy citizens to work;
• improving the performance of staff. If the payment of remuneration for work does not have a specific purpose, but is simply enshrined in labor law, social bonus guarantees help to increase efficiency (for example, providing vouchers to sanatoriums and camps for employees' children at no cost, organizing free lunches for employees, organizing a kindergarten for employees' children );
• reducing the rate of turnover. For example, providing free housing after a certain period of work in the company ensures that the employee does not leave the place of employment, even with a small salary.

The main goal of providing a social package is not to increase the effectiveness of work, but to improve the atmosphere in the team. The basic requirement for such guarantees is the provision of bonuses to all employees without exception. If some bonuses are assigned to individual employees, this may cause discontent among other members of the workforce.

Benefits provided by the employer

The social package is formed by the employer. It includes additional types of privileges of those qualities and types that he considers necessary. Different positions are provided for different types of benefits (for example, for Sberbank employees, a reduction in the interest rate on loans is provided, and for Lenta employees - discounts on goods sold in network branches).

It is necessary that the social package offered by the employer meets all the requirements of employees. HR specialists conducted several social surveys among employees.

During the surveys, questions were asked about what employees would prefer: an extended social package or a monetary reward. Most of the respondents chose financial incentives.

Each company develops a separate list of benefits prescribed in the employment contract. Typically, a set of social bonuses is divided into three groups:

1. Senior leaders. Such employees may be provided with a corporate-type apartment and a car with a personal driver. Also, such employees can be issued individual insurance policies for employees and their families, as well as vouchers to health centers.
2. Middle managers. Often, such groups of employees receive medical insurance, provide free lunches, pay for calls from a personal mobile phone, and sign vouchers to sanatoriums.
3. Enterprise employees. Such categories of employees are most often provided with free delivery to the place of work, free meals once per shift.

Additions to the social package

The list of benefits and compensations in the social package depends on the possibilities of the organization's budget. The following options can be added to the main list of benefits:

• payment for classes in the pool and gym;
• granting loans on preferential terms;
• compensation for travel expenses in transport or gasoline to the place of work;
• payment for a parking space for personal vehicles;
• compensation of expenses for payment of a preschool educational institution;
• partial or full payment for education of family members of employees;
• transfer of residential premises to the property;
• partial or full payment for utility services;
• corporate type trainings;
• free vaccination against diseases;
• issuance of gifts for birthdays, New Year, etc.

Most of the preferential positions are provided to employees after a certain period of work at the enterprise. Many guarantees are motivational in nature. For example, paying for a trip to an employee who brought the most income to the organization, etc.

Preferential sets of positions of the social package

The benefits included in the social package can be received in the form of the provision of services or the payment of financial compensation. If a citizen chooses the second option, the indicated amounts are added to the pension.

The list of benefits currently includes the following social compensation payments:

• for the purchase of medicines in the amount;
• sanatorium-and-spa treatment for medical reasons;
• travel to the place of treatment.

To receive monetary compensation, you must make a written application in the following forms:

1. By personal appeal to the pension authorities at the place of registration.
2. Write an application through the multifunctional center.
3. Submit the application by mail.
4. Apply through the State Services website.

If the applicant, after submitting the application, decides to receive a social benefit in kind, he will have to re-apply. If he did not initially apply for monetary compensation, he is considered to agree to the provision of the service in kind.

If an employee does not need additional benefits and compensation, he has the right not to take them. However, his salary will not be increased.

We will tell you what HR should know about VHI, how to optimize the costs of health insurance for employees. Our tips will help reduce the cost of an insurance policy by 50%.

From the article you will learn:

3 useful documents from an expert:

What HR should know about VHI

VHI (voluntary medical insurance) is part of the employee's social package. Not all managers offer it. According to statistics, last year 60% of Russian companies did not use VHI (survey data from the Superjob portal). In the same firms that use VHI for company employees, this is the main benefit of the social package. See the tip on how to reduce the cost of VHI by 50% at the end of the article▼

Some companies draw up a policy immediately after hiring an employee. Some, only after the newcomer has completed a probationary period.

Regulations on voluntary medical insurance of employees

3 Questions HR Should Be Ready to Answer

1. Who is the insured?

They are an organization that insures its employees.

1. Where do insurance premiums come from?

Funds for providing a VHI policy for employees of an organization, in accordance with Article 17 of Law of the Russian Federation N1499-I, come from the profits of an enterprise or organization.

1. How are VMI conditions determined?

The fundamental document is the insurance program. It details the types of additional medical care provided, the institution responsible for their provision, and the amount of insurance.

An example of the provision of VHI in different companies

In "Promsvyazbank" developed nine VHI programs for adults and four for children of employees. These were different combinations of clinics that differed both in the list of services and in the cost of VHI for company employees.

In the group of companies "Novard" each employee chooses what constitutes his individual program of medical services. It has more than 40 medical institutions and a variety of types of medical care at its disposal: outpatient, office doctor services, personal doctor, home help, ambulance, etc. The employee himself completes his VHI program. If the allowable limit is exceeded, the employee makes an additional payment.

Pros and cons of DMS

Advantages of VHI	Cons of VHI
Increased employee loyalty	Complicated process of registration: it is required to collect and prepare a lot of documents
Improving the image of the company (external brand)	The absence of a fixed fee for the policy and the actual difficulties in predicting its size.
There is an opportunity to attract valuable personnel to cooperation	In some cases, the insurance company may refuse to pay compensation.
Income tax is reduced	The terms of the VHI program must be agreed with each employee

5 tips for optimizing VHI spending

In a period of crisis or a temporary decrease in company income, the CEO asks HR to cut VHI costs first of all. How to keep the most demanded services and keep the loyalty of the staff at the same level? Expert advice will help you.

1. Provide a full package of VHI only to those who have the necessary experience or have achieved certain results in their work

This will not only save on VHI, but also reduce staff turnover. For example, if an employee has not worked for a year, then he is provided only with outpatient treatment, after 2 years of work - a full package of VHI.

In the departments involved in sales, introduce a rule - VHI is issued only after reaching a certain level of sales.

Example

In one capital insurance company, a rule was established: an agent is included in the VHI program for employees only after he reaches a certain level of sales. If a beginner fulfills this condition, he will receive a social package that includes VHI and discounts on insurance.

2. Vary the composition of the VHI options depending on the position of the employee. For example, enter three types of VHI packages - V.I.P. (for top managers), standard (for middle managers) and economy (for ordinary employees).

★ In order not to pay contributions to state funds with VHI, conclude a voluntary medical insurance contract with an insurance company for at least a year. Then it will not be necessary to accrue contributions to the fund - pension, social insurance and compulsory medical insurance on payments under the agreement (clause 5, part 1, article 9 of the Federal Law of July 24, 2009 No. 212-FZ).

3. Refuse unnecessary expensive medical services. For example, house calls, pregnancy and childbirth, dentistry, cosmetic and preventive medicine.

4. Pay for admission to hospitals and hospitalization after the fact. In other words, do not include the cost of hospitalization and inpatient care in the price of VHI, but pay for these services when they are needed.

5. Choose clinics that are more expensive than others, but have little demand for employees, and exclude them from VHI. Option - choose the services of a clinic of a lower price category. Keep track of the balance between optimization and service quality. To do this, conduct a survey among employees.

Questionnaire for assessing the quality of medical services

If your firm has entered into a contract with an insurance company for a year, at the end of this period, be sure to request a report on how employees used VHI and a calculation of the new price.

This is necessary in order to get an idea of ​​how many times and which clinic the employees applied to over the past period, how much it cost. When calculating the new price of VHI, ask the insurer to describe in which clinics and what services, how much the price has risen.

Analyze clinics by two parameters: the number of visits and the cost of services. Immediately identify which of the medical centers are not in demand and exclude them from VHI for the next year.

★ And remember, even if you are a small company and your budget is limited, there is always a way out. Partner with a large organization to get health insurance for less money. The more people are insured under the program, the more favorable the price for one. For example, an agency with a staff of only 30 people agreed with a large holding company to jointly issue a voluntary medical insurance program. Due to this, the cost of the VHI policy for agency employees decreased by 50%.

In ads about open vacancies, along with information about wages, one can increasingly see the postscript: “plus social package”. Recently, the social package has become an integral part of the image of employers, with whom it is prestigious to cooperate. However, the content of the package in different companies may be different, and sometimes it is mentioned only “for show” ...

Everything but wages

A social or, as it is also called, a compensation package is a remuneration for work that an employee of a company receives in addition to salary. The cost of a social package can be from a third to a half of the amount of earnings. At the same time, each company offers its own list of compensations: some are limited to the implementation of the provisions of labor legislation, paying sick leave and vacations to employees; others - include in the package free meals, medical insurance, transportation costs, vouchers to the resort, classes in sports clubs; still others provide a car, soft loans, apartments, etc. for use.

For young employees with little experience, low salaries are sometimes compensated by the possibility of internships and additional training. In principle, a social package may include all kinds of compensation for the costs of supporting the life of an employee, expressed in the form of non-cash payment for goods and services or various discounts and benefits.

Why is this type of remuneration so actively practiced by many employers?

Currently, there is an acute shortage of highly qualified personnel in the labor market. It is very difficult to find the right specialist, but it is even more difficult to keep him in a competitive environment. Therefore, in addition to an appropriate salary, it is necessary to offer him something that will attract him to the company for a long time.

In addition, in order to achieve a stable position for the company, the employer cannot increase wages indefinitely, and the social package can be expanded and filled with new content, stimulating an increase in labor productivity and optimizing personnel management costs.

Thus, the social package serves as an additional lever of administrative influence on employees.

If an employee is not satisfied with the compensation, then he can either leave the company, or deliberately reduce his productivity, or come into conflict with management. All this has a detrimental effect on the activities of the company as a whole. Therefore, compensation is needed primarily by the company itself in order to motivate the efficient work of employees.

Back in USSR

It is not for nothing that they say that everything new is well-forgotten old: back in the days of the Soviet Union, all citizens actively used compensation packages. Employees of enterprises, institutions, organizations had the opportunity to dine in canteens for free or at reduced prices, their children rested in pioneer camps and attended departmental kindergartens. It was possible to spend a vacation with the family in a sanatorium, to engage in sports sections. Businesses built housing for their employees. Alas, with the collapse of the USSR, almost all the accumulated experience in the field of social guarantees was decisively discarded.

A few years later, already in the new, independent states, including Ukraine, they began to return to the practice of providing workers with compensation packages. It turned out that this method of organizing stable and productive work is widely used by entrepreneurs in Western countries. It was they who, creating enterprises in Ukraine, began to introduce their principles of relations with employees here: high wages in foreign companies, as a rule, are combined with an attractive social package.

In countries with market relations, employers' labor costs are broader than workers' compensation. The cost structure is approved by the International Labor Organization (ILO). It includes ten groups of indicators:

2) payment for unworked time;

3) one-time bonuses and incentives;

4) expenses for food, fuel and other benefits in kind;

5) expenses for providing employees with housing;

6) expenses for social protection;

7) expenses for vocational training;

8) expenses for cultural and community services;

9) costs not included in the previously given classification groups;

10) taxes related to labor costs.

Based on these indicators, the average cost per unit of time worked or paid is calculated, which is taken into account by state bodies when granting tax benefits to entrepreneurs. That is, it is beneficial for employers in the West to provide a social package.

For example, Procter & Gamble offers its employees the following compensation package:

• health insurance;
• life and disability insurance;
• free lunches;
• Cristmas presents;
• the opportunity to purchase company products at a discount.

To each according to his ability

The content of the compensation package in many companies depends on what position the employee holds. Employers approach the provision of additional benefits in a differentiated way. They can, for example, pay for tuition or give a soft loan to buy an apartment, but on the condition that the employee has actually proven professionalism and devotion to the interests of the company.

As a rule, the compensation package is wider in those departments that earn money for the company, for example, in the sales department. For top managers of the company, there is usually a separate compensation package.

The simplest way to differentiate compensatory benefits is the traditional monetary reward - various bonuses and bonuses. Such a system is widely used by both Western and domestic companies. Bonuses can be paid monthly or quarterly if the specialist has fulfilled the plan set for him. Some firms prefer to pay bonuses once a year.

There are several approaches used to determine the content of the compensation package for employees.

The first approach assumes a clear structure of benefits. The employee knows that at this step of the career ladder he is entitled to a pager and a travel card, and at the next step - a representative class car.

The second - is determined by the individual attitude. The employee turns to the management with a request for some compensation, and the employer decides for himself whether this employee is of any value to the company, whether to meet him halfway.

The third approach is just emerging in our labor market, but, according to HR experts, it is the future. Every year, each employee of the company passes the final certification and, based on its results, receives a certain number of points - depending on the success of the work. The benefits provided can be combined as you like, but within the points earned.

free cheese

Why does an employer, like Santa Claus, distribute gifts? Yes, not out of the kindness of the soul and not from striving for perfection. Everything is much more prosaic - because it is profitable!

Personnel is the main resource of the organization, and the company begins to invest in it when it needs competitive advantages, when it wants to achieve some results. The tougher the competition, the more important the employee's loyalty is for the company.

In addition, many components of the social package in one way or another compensate for the costs associated with work. A mobile phone makes it possible to contact an employee at any time of the day. A company car for a manager is not a privilege, but a production necessity.

The same can be said about trainings, corporate training - they are equally beneficial for both the specialist and the employer. By the way, employers pay for trainings and seminars in many companies, but only large companies with foreign capital can afford to pay for the fundamental education of a specialist.

Stable and strong companies work for the future. In many of them, the main part of the compensation package is an investment in their staff, and therefore in their own future. For example, health insurance, free gym memberships, referrals to advanced training are provided for a very specific purpose: every company needs competent specialists with professional knowledge and good health.

If a company offers a wide social package, this means that they are responsible for personnel management and, probably, employees have good opportunities for development and growth.

Legal aspects of the social package

Given all of the above, we conclude: the social package is just a way to attract workers. Therefore, when applying for a job, you should not focus solely on its availability. Remember, only you can take care of your interests. After all, employers pursue their goal - to get a good employee. Much can be promised. And more often than not, failure to keep promises cannot even be called a hoax.

Be carefull. Your gullibility and inattention can turn to your own detriment. Before you "rush" to the ads promising high salaries and generous social packages, try to assess the reality of these very promises.

Ask about working conditions and rewards. Find out if the existence of additional compensatory benefits is legally fixed in the collective agreement. Will an employment contract be concluded personally with you, and will it list the benefits you are entitled to. It is in your interest to clearly fix in the contract what kind of compensation package the employer undertakes to provide. In this case, the legal regulation of these issues will be in the field of labor legislation.

As the most common benefits of the compensation package, consider the following: bonuses, the provision of apartment ownership, training and the provision of a preferential loan.

Bonuses. Clearly define the conditions and procedure for granting the bonus, as well as its size. If it is impossible to specify a specific amount, it is advisable to establish the procedure for calculating the size of the bonus (for example, it may be a certain percentage of the company's profit).

If it is possible to determine the amount of the bonus or the procedure for calculating it from the employment contract, the employee has the right to go to court with a request to the employer to make the appropriate payments.

Providing ownership of an apartment. It is recommended that the employment contract provide for all the conditions for providing an apartment, fix the data that allow identifying the apartment with an indication of the persons living in it, then the employment contract in this part will be considered as a preliminary contract for the sale of an apartment. If the apartment is registered as the property of the employee, the employer is not entitled to demand its return.

Education. It is advisable to indicate the cost of training in the employment contract, then it will be possible to demand payment of a certain amount of money if the employer refuses to pay for training.

Providing soft loans. If the employer undertakes to provide the employee with a preferential loan, then the employment contract must specify its conditions in detail. It is necessary to determine the amount, the interest rate for use, the procedure for paying interest, the terms for repaying the loan, etc.

To draw up such an agreement, you need to be well versed in the current legislation. Therefore, before signing this important document, consult a lawyer, and then many disputes and problems can be avoided.

• Motivation, Incentives and Remuneration

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