euforia
  • Introduction
  • euforia identity
  • 1 ORGANIZATIONAL LEVEL
    • 1.1 INSPIRED BY...
    • 1.2 SELF-MANAGEMENT
      • 1.2.1 Structure
        • Why no bosses?
        • Self managing teams
        • What we use (and don't) from holacracy
        • Granular roles
        • Volunteer task forces
        • Working principles
      • 1.2.2 Processes
        • Transparency
        • Decision making
        • Show me the money!
        • How the finance wizards function
        • Performance management at circle and individual levels
        • Role definition and allocation
        • Conflict resolution
        • Potential dismissal process
        • Self set work frame > the wholebeing mixes
        • Simplifying salaries' administration
      • 1.2.3 eufocracy
    • 1.3 WHOLEBEING
      • 1.3.1 Wholebeing mixes
        • For international contractors
        • What it means to me...
      • 1.3.2 Other measures
      • 1.3.3 Resources
    • 1.4 EVOLUTIONARY PURPOSE
      • 1.4.1 Our history with working on strategy
      • 1.4.2 Listening to our evolutionary purpose
      • 1.4.3 Prototyping listening to our evolutionary purpose
      • 1.4.4 Theory U
      • 1.4.5 Resources
    • 1.5 EUFORIC MEETINGS SYSTEM
  • 2 INDIVIDUAL LEVEL
    • 2.1 Recruitment
      • 2.1.1 Regular employees
      • 2.1.2 Other cases
      • 2.1.3 International contractors
      • 2.1.4 Volunteers
    • 2.2 How to integrate yourself
      • 2.2.1 Before your first day
      • 2.2.2 During your first days & trial period
      • 2.2.3 Walk the talk on sustainability policy
      • 2.2.4 Collaboration tools
        • General remarks and advice
        • Trello - Project Management & Internal Communication
        • Google Hangout & Meet
        • Google Drive
        • Google Calendar
        • TOGGL
        • Glassfrog
        • Loomio
        • Slack
        • Leapsome
        • Whats App and Telegram
        • Podio
        • Mindmap for better knowledge management
      • 2.2.5 Corporate identity
    • 2.3 How to integrate someone else
    • 2.4 Developing your talents
      • 2.4.1 Talent Development Processes
      • 2.4.2 Trainings & Training Budget
      • 2.4.3 Self-management tools
    • 2.5 Departure
  • euforia glossary
  • Epilogue
  • TO ADD/CHANGE/ADAPT
Powered by GitBook
On this page

Was this helpful?

  1. 1 ORGANIZATIONAL LEVEL
  2. 1.2 SELF-MANAGEMENT
  3. 1.2.2 Processes

Simplifying salaries' administration

PreviousSelf set work frame > the wholebeing mixesNext1.2.3 eufocracy

Last updated 5 years ago

Was this helpful?

Simplifying salaries' administration

Context

Following the decision in May 2017 to clarify what money is used for what, employees' salaries started changing often, depending on the projects each was working on which month. This resulted in increased admin work and costs. By May 2018, it became clear we needed to have some common guidelines to reduce the admin work, which we decided during the quarterly in May 2018.

Decisions (only accessible to employees)

  • For people who have corporate projects and a realtively high work percentage (60% or higher), a certain % will be included in the current salary, decided and reviewed on a quarterly basis by the opportunities circle. This information is added to the "masse salariale" document (separate sheet).

  • For people who have low percentages, they work project-based (no regular monthly percentage) and count their hours.

  • Whether additional project hours are subjected to retirement insurances or not (LPP) is up to the employee: 1. Those who want to contribute to LPP: the changes are adjusted it every 6 month 2. Those who don’t want to contribute to LPP have 2 options: to be paid as extra hours (monthly basis) OR paid as an end of the year bonus.

  • In order to avoid mistakes in salaries paid, the Leadlink or Key Account Manager of each circle adds salary adjustments in the masse salariale document, updates docs sheet (get in touch with the Heartbeat circle for access).

We continue with the in order to have an overview of profitability of projects. 2 options: 1. For projects above 1'000.-: we continue estimating/counting hours and send it to the Key Account Manager who updates the mini-budgets. 2. For projects under 1'000.-: we dont do a mini budget, but we add the figures in overview document.

mini budgets
this