deferred remuneration

简明释义

递延酬金

英英释义

例句

1.The executive's bonus was structured as deferred remuneration to encourage long-term performance.

这位高管的奖金被设计为递延报酬，以鼓励长期业绩。

2.Some retirement plans include deferred remuneration options to enhance savings.

一些退休计划包括递延报酬选项，以增强储蓄。

3.Employees can choose to allocate a portion of their salary to deferred remuneration accounts for future tax benefits.

员工可以选择将一部分薪水分配到递延报酬账户，以获得未来的税收优惠。

4.Understanding the implications of deferred remuneration is crucial for financial planning.

理解递延报酬的影响对于财务规划至关重要。

5.Many companies offer deferred remuneration as a way to retain top talent.

许多公司提供递延报酬作为留住顶尖人才的一种方式。

作文

In the world of finance and employment, the term deferred remuneration refers to a portion of an employee's earnings that is set aside to be paid at a later date. This practice is commonly used as a strategy for tax deferral and incentivizing long-term commitment from employees. By postponing payment, companies can manage their cash flow more effectively while also providing employees with a form of savings that can grow over time. Deferred remuneration often comes in the form of retirement plans, stock options, or bonuses that are contingent upon achieving certain performance targets or remaining with the company for a specified period.One of the primary advantages of deferred remuneration is its ability to align the interests of employees and employers. When employees know that a significant portion of their compensation is tied to the company's future performance, they may be more motivated to work diligently and contribute to the organization's success. This alignment can foster a culture of teamwork and shared goals, ultimately benefiting both parties.Moreover, deferred remuneration can serve as a powerful tool for talent retention. In competitive job markets, organizations often seek innovative ways to attract and retain top talent. By offering deferred compensation packages, companies can create a sense of loyalty among employees. Knowing that their hard work will eventually lead to substantial rewards can encourage employees to stay with the company longer, reducing turnover rates and the associated costs of hiring and training new staff.However, it is essential to recognize that deferred remuneration is not without its challenges. Employees may feel uncertain about the future value of their deferred payments, especially if the company experiences financial difficulties or if market conditions change. Additionally, there can be complex tax implications associated with deferred compensation. Depending on the jurisdiction, employees may face higher tax liabilities when they finally receive their deferred earnings, which can diminish the intended benefits of this compensation structure.Furthermore, companies must ensure transparency and clarity regarding their deferred remuneration policies. Employees should fully understand the terms and conditions of their deferred compensation, including how it will be calculated, when it will be paid, and any potential risks involved. Failure to communicate effectively can lead to dissatisfaction and mistrust among employees, undermining the very goals that deferred remuneration seeks to achieve.In conclusion, deferred remuneration is a significant aspect of modern employment practices that can benefit both employees and employers. By offering deferred compensation, companies can motivate employees, promote loyalty, and manage their financial resources more effectively. However, it is crucial for organizations to navigate the complexities of this compensation model thoughtfully, ensuring that employees are informed and engaged with their long-term financial prospects. Ultimately, when implemented correctly, deferred remuneration can be a win-win solution in the ever-evolving landscape of work and compensation.

在金融和就业的世界中，术语递延报酬指的是员工收入的一部分，这部分收入被留存以便在未来某个时间支付。这种做法通常被用作税收递延策略，并激励员工长期承诺。通过推迟支付，公司可以更有效地管理现金流，同时为员工提供一种可以随着时间增长的储蓄形式。递延报酬通常以退休计划、股票期权或基于实现特定绩效目标或在公司工作一定时间的奖金的形式存在。递延报酬的主要优势之一是能够使员工和雇主的利益保持一致。当员工知道他们薪酬的相当一部分与公司的未来表现挂钩时，他们可能会更有动力努力工作并为组织的成功做出贡献。这种一致性可以培养团队合作和共同目标的文化，最终使双方受益。此外，递延报酬可以作为一种强大的留才工具。在竞争激烈的就业市场中，组织往往寻求创新的方法来吸引和留住顶尖人才。通过提供递延补偿方案，公司可以在员工中创造一种忠诚感。知道自己的辛勤工作最终将带来可观的回报，可以鼓励员工在公司工作更长时间，从而降低员工流失率及其相关的招聘和培训新员工的成本。然而，必须认识到，递延报酬并非没有挑战。员工可能会对他们的递延付款的未来价值感到不确定，尤其是在公司面临财务困难或市场条件发生变化时。此外，与递延补偿相关的税务影响可能相当复杂。根据不同的司法管辖区，员工在最终收到递延收入时可能面临更高的税负，这可能会削弱这种补偿结构的预期好处。此外，公司必须确保其递延报酬政策的透明度和清晰度。员工应充分理解他们的递延补偿的条款和条件，包括如何计算、何时支付以及潜在风险。未能有效沟通可能导致员工的不满和不信任，从而破坏递延报酬旨在实现的目标。总之，递延报酬是现代就业实践中的一个重要方面，可以使员工和雇主都受益。通过提供递延补偿，公司可以激励员工、促进忠诚，并更有效地管理其财务资源。然而，组织必须认真应对这一补偿模式的复杂性，确保员工了解并参与其长期财务前景。最终，当正确实施时，递延报酬可以成为在不断变化的工作和补偿环境中双赢的解决方案。