Swordsman Walker Three Musketeers
Title picture: Datang
Some time ago, the swordsman communicated with a comrade who had transferred to a city on the southeast coast. He said that an important change before and after retirement is the mentality about taking vacations.
In the past, I always looked forward to and waited for my vacation, fearing that it would not be taken or that I would not be able to take it all. But after returning to the place, he found that the place basically did not take holidays. On the one hand, it is because my family is close by and there is no reason to take a vacation; on the other hand, because if I have not taken a vacation, I will receive a subsidy for not taking a vacation, which is a lot of income.
And the latter is the more important motivation.
Everyone has mixed feelings about the financial compensation for military personnel who have not taken vacations. Some people say it is good because it provides compensation so that soldiers who have not taken leave on duty will not suffer too much. Some people say this mechanism is useless because everyone wants to take leave and do not think about compensation. Some people say that the compensation mechanism in military camps is a bit outdated compared with local places, and it is not humane or scientific enough. Some people say that this policy is still very powerful and gives officers and soldiers a real sense of gain and happiness. Although
has everything, generally speaking, everyone still thinks highly of it and it is a good system. It is precisely for this reason that after the newly revised "Interim Provisions on Military Leave Work" was promulgated, financial compensation for untaken leave has become one of the hotly debated topics. This mechanism will undergo changes and adjustments in the future.
Let’s take a look at the relevant content first. The relevant information of
says this: should improve the vacation implementation mechanism. Adjust the economic compensation standards and payment methods for unvacated vacations, vacation plan control and rigid implementation systems, refine vacation plan arrangements, approval management, supervision and accountability, etc., and promote the formation of a strong implementation mechanism.
It can be seen that for economic compensation for untaken vacations, these aspects deserve attention in the future:
The first is adjustment. what does that mean? This means that the existing regulations and mechanisms related to economic compensation for untaken vacations will be changed in future work. What has changed is not all the content, but some aspects, mainly the compensation standards and payment calculation methods. So this is a fine-tuning and detail improvement, and the basic standards, principles, frameworks, etc. will still be retained and maintained.
The second is the compensation standards and payment calculation methods. The current economic compensation standard for military personnel who have not taken vacations is: (my annual salary income ÷ 261 days) × 200% × the number of days that I have not taken vacations. Annual salary income includes annual basic salary, military career allowance, work allowance, living allowance and year-end bonus salary.
And how it will be adjusted in the future is unknown to the swordsman. However, it is expected that there will be adjustments in the calculation range and payment ratio of salary income. Such an adjustment, the swordsman believes, will only increase rather than decrease.
The third is strong implementation and rigid implementation. The adjustment of economic compensation for unused vacations is not to provide more compensation to those officers and soldiers who did not take vacations on duty. The purpose is to allow officers and soldiers to take vacations and take good vacations, so that all units can proactively do a good job in vacation work for officers and soldiers. The formulation and implementation of unpaid leave compensation is more like a powerful starting point, which will be more powerful, vigorous and rigidly implemented.
The fourth is refinement. That is to say, the relevant work, including the relevant mechanism of economic compensation for unvacated vacations, will be further refined, problems existing in the implementation process will be solved and changed, and the operability and the sense of gain and existence of the system will be improved.
Do you understand? The future compensation mechanism for unused leave for military personnel will be somewhat different from the current one, but it will only get better and better.
From the adjustment, we can read a lot.
On the one hand, it shows that since the implementation of the military non-leave system, it has effectively played its due value and role, which is of great significance to protecting the rights and interests of military personnel on vacation and improving their respect. So it will remain there, just tweaked and improved.
What changes has this system of financial subsidies for unvacated leave actually brought to military personnel and their vacation leave? These changes cannot go away: military leave is guaranteed by the system and implemented rigidly; the concept of leave has changed, and the issue of leave is no longer a personal matter of the soldier but an important part of unit construction; for those officers and soldiers who are indeed unable to take leave due to work needs or who have completed their leave, they will be given material support and compensation, and their work enthusiasm and dedication will be respected and affirmed; it will force relevant departments to further refine and improve it. The formulation and implementation of the vacation plan, in turn, improves the completion rate of vacation and the sense of gain...
On the other hand, it can be known that with the development of society and changes in military missions, the economic compensation mechanism also has some deficiencies and imperfections, which have had some impact on the implementation of the system and the protection of vacation rights. These problems need to be solved and need to be solved through the adjustment and improvement of the mechanism.
For example, relevant policies stipulate that the number of people in each unit who receive unpaid leave financial compensation shall not exceed 10% of the total number of officers and non-commissioned officers. Although this provision is very good, if there are many people who do not take vacation due to work reasons, there will be a considerable number of comrades who have neither vacation nor any way to make up the money.
also has a limit of days. The regulations clearly state that the number of unused days off for officers below the division level shall not exceed 40% of the number of days off that year, and the number of non-commissioned officers shall not exceed 30%. This means that no matter how many days you actually have no days off, you need to calculate it at a rate of 30% or 40%, and you may only be able to make up for more than 10 days.
also has the issue of implementation rate. According to regulations, the implementation rate of vacation visits to relatives should reach more than 90%. Units that fail to achieve more than 90% must explain the situation in writing, and if there are indeed problems, the main leaders must be held accountable. A director once said that although a high implementation rate is good, it is also troublesome. "Unless there are no special circumstances, major tasks, or institutions such as colleges and universities, cadre rest centers, etc., it is really difficult to achieve a 90% implementation rate. Simply using the implementation rate as an evaluation and assessment standard is not scientific and reasonable."
There are also some issues with the refinement of regulations. For example, policies and regulations often say that "it is true that you cannot take a full vacation due to work needs", but what exactly is considered a "work need" is not specified. If arrangements and notifications by the unit are considered "work needs", then does it count as "work needs" if an individual feels that the work tasks are heavy and time is tight and he takes the initiative and consciously "not take vacations"? Does this “work need” also need a specific scope and standard?
So adjustments are inevitable and necessary.
Finally, the swordsman also expressed his determination and confidence to better serve and protect soldiers and do a better job in their vacation work. Adjustment is not a kind of negation, but a kind of improvement, just to do this job better.
Someone asked, what will the future economic compensation mechanism for untaken vacations look like after adjustment? Swordsman believes that there may be the following characteristics:
mainly focuses on vacation, supplemented by compensation. I believe that after the new mechanism is implemented in the future, especially after the rigid implementation and strong implementation are rolled out, military personnel's vacations will definitely be better protected, and most people will be able to take vacations and take good vacations. Financial compensation for untaken leave will be enhanced, but will not be promoted.
standards will be improved and the scope will be expanded. Because most people can take leave, the sacrifices made by soldiers who are not on leave are even more valuable and respectable. Therefore, Swordsman believes that in the future, the standard and amount of economic compensation for unvacated vacations will be increased, so that the compensation can be strong, hot and warm, and the value of compensation can be exerted. Although this is not done to encourage you to take compensation for not taking time off, the improvement of standards itself is a kind of honor and respect. At the same time, the scope of calculation and payment will also be expanded, and perhaps some new subsidies, subsidies, etc. will also be included. In the final analysis, it is for better protection and to allow these comrades to receive more compensation.
The most important thing is daily life, the most important thing is implementation. Compensation is a phased task, but the implementation of the vacation plan is a normalized and long-term task.Swordsman believes that in the future, with the adjustment and implementation of relevant mechanisms, it will be basic and normal to do work in peacetime, do it in peacetime, and implement it in peacetime. This puts forward higher requirements for the formulation, management, and supervision of plans. It is believed that new systems and policies will be implemented in the future.
The swordsman also wants to make a few comments:
First, be more specific. For example, what are the standards for official duties? If I am unable to take a vacation due to reasons such as the epidemic, is it considered business or personal? I hope it can be more specific and detailed to facilitate implementation and reference.
The second one is more practical. Regarding the hard lever of vacation rate, Swordsman believes that it needs to be looked at scientifically. It is necessary to strengthen rigid implementation, but also to be flexible and practical. One size does not fit all. Issues such as epidemic prevention and control and substandard vacation rates caused by major events also need to be treated differently.
The third is more humane. A comrade of the swordsman once said that he hoped to receive compensation directly without taking a vacation, because money is very important to him. The swordsman believes that it is basic to ensure that vacations are encouraged, but the final choice of officers and soldiers must also be treated differently.
There is absolutely no problem with duty-related duties, but for officers and soldiers who voluntarily give up their vacation, partial proportional compensation can be provided. For officers and soldiers who have to give up their vacation due to family, health and other reasons, they can be compensated in full or in other ways. Although this approach is inconsistent with the original intention of unpaid leave compensation, it is also worthy of study and exploration.
Someone suggested that the compensation mechanism can be made more relaxed and flexible like the local government? The swordsman thought it was impossible and not good. Because we are soldiers, the compensation mechanism is by no means a welfare benefit under the Generalized System of Preferences. It is just an aspect and method of vacation work. If it becomes a GSP benefit, the compensation will lose its value and meaning.
Of course, Swordsman still hopes that with the implementation of the new unused vacation compensation mechanism and the implementation of the new "Regulations", everyone can take a vacation and take a good vacation.
No matter how good the compensation for untaken vacation is, it doesn’t matter if you don’t want it.
