{"id":27949,"date":"2024-10-03T13:42:35","date_gmt":"2024-10-03T13:42:35","guid":{"rendered":"https:\/\/www.staging.detergo.eu\/?p=27949"},"modified":"2024-10-03T13:42:35","modified_gmt":"2024-10-03T13:42:35","slug":"how-to-incentivize-work","status":"publish","type":"post","link":"https:\/\/www.staging.detergo.eu\/en\/how-to-incentivize-work\/","title":{"rendered":"How to incentivize work?"},"content":{"rendered":"

\"\"<\/a>How to make work more productive for the company and more rewarding for the worker? It\u2019s been a long time since the days of Taylorist and Fordist mass production. Today, production and business models have undergone a true Copernican revolution. All business organizations analysts are focusing their attention on productivity, work quality, and incentives for the employees. There are various incentive mechanisms that can applied to different fields. We focus on income and tax leverage. Frankly speaking, the economic factor always makes a difference, but it is essential to sift through codes, regulations, and sections of budget laws to find what is more advantageous for both the employer and the employee.<\/p>\n

In my opinion, the key revolves around performance bonuses and corporate welfare; here is the real game at stake. In order to encourage increased labour productivity, the variable economic amounts paid based on improvements in productivity, profitability, quality, efficiency, and innovation can receive tax benefits by applying a substitute tax to the IRPEF and regional and municipal surcharges equivalent to 10%. A significant relief compared to the regular taxation. The 2023 Budget Law has provided for a further reduction of the substitute tax to 5%, which has also been confirmed for 2024 (but it is also said to be renewed for 2025). But it does not end there. It is possible to choose for the conversion of performance bonuses into welfare.<\/p>\n

Instead of the performance bonus, employees can opt for fringe benefits (services, works, or reimbursements provided to employees in kind or as expense reimbursements with ‘social relevance’) on which the substitute tax is not applied and which do not contribute to the calculation of employment income. But what is more exactly the corporate welfare? It is the package of goods and services provided by the employer to its employees, aimed at meeting needs as well as supplementing the monetary part of remuneration. Corporate welfare cannot be hastily classified as a different method of paying wages, precisely because the goal is to achieve a broader wellbeing for workers and their families, which goes beyond the economical aspect. It is a \u201cform of reward\u201d that strengthens and qualifies the bond between the company and its workers, as it provides employees with services and benefits that go beyond the monetary aspect.<\/p>\n

In particular, the dual advantage of \u201ctax and contribution savings\u201d is increasing the number of companies adopting corporate welfare programs. Consider that by allocating remuneration shares to welfare programs, a typical company achieves reductions in the IRES tax base, as well as in the tax and social security burden on employee wages. The employee also benefits personally from an IRPEF tax relief. In other words, corporate welfare creates a system of mutual benefits that balances the needs of employers with those of employees. In conclusion, work is a serious matter because, as the famous French Enlightenment philosopher Voltaire once said: \u201cWork keeps at bay three great evils: boredom, vice, and need.\u201d<\/p>\n

by Marzio Nava
\nDETERGO Magazine # October 2024<\/p>\n","protected":false},"excerpt":{"rendered":"

How to make work more productive for the company and more rewarding for the worker? It\u2019s been a long time since the days of Taylorist and Fordist mass production. Today, production and business models have undergone a true Copernican revolution. All business organizations analysts are focusing their attention on productivity, work quality, and incentives for […]<\/p>\n","protected":false},"author":4,"featured_media":28081,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"ngg_post_thumbnail":0,"tdm_status":"","tdm_grid_status":"","footnotes":""},"categories":[1351,3330,1359],"tags":[2467,1570,3781,3782,3783],"class_list":{"0":"post-27949","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-close-up","8":"category-editorial","9":"category-the-other-cover","10":"tag-detergo-magazine-en","11":"tag-expodetergo-international-en","12":"tag-incentives-for-the-employees","13":"tag-tax-and-contribution-savings","14":"tag-welfare-en"},"_links":{"self":[{"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/posts\/27949","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/comments?post=27949"}],"version-history":[{"count":2,"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/posts\/27949\/revisions"}],"predecessor-version":[{"id":28083,"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/posts\/27949\/revisions\/28083"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/media\/28081"}],"wp:attachment":[{"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/media?parent=27949"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/categories?post=27949"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.staging.detergo.eu\/en\/wp-json\/wp\/v2\/tags?post=27949"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}