如何利用酬勞工具調和公司最佳利益──上市櫃公司有關員工酬勞、經理人酬勞及董監酬勞合理比例之實證探討

How to employ bonus tools to harmonize corporate best interest: An empirical study on the reasonable bonus ratio of employee, manager and director/supervisor

昔日員工分紅屬盈餘分派之項目，一直成為我國吸引人才、留才最重要且最普遍之獎酬工具，其中以科技業、半導體等產業最顯著。然而，在員工分紅入股制度按國際會計準則及2005年5月20日修正公司法第235條及第235條之1後，盈餘分派係股東之權利，公司依章程分派員工酬勞，應列為當年度費用，與世界成本會計制度（IFRS）接軌，此重大改變是否會因成本增加降低國際競爭力或每股盈餘，企業該如何因應員工紅利費用化所帶來的衝擊，將有限資源更有效分配，且藉此發展一套獎酬調和機制的獎酬制度，一方面留住高科技員工人才提升競爭力，另一方面同時調和員工、經理人、董事及股東合理酬勞，為本文最主要探討目的。
本文從公司治理角度，利用台灣20家上市櫃等公司董事酬勞及員工酬勞規定，取其最優及最劣者公司，比較分析其章程，企圖探討各種不同報酬工具及比例對公司經營利益，提出合理分紅機制。酬金通指報酬及酬勞，其發放應考量公平性、獨立性、貢獻度及法律風險，除支付經理人、員工固定薪資、績效獎金、福利、津貼、車馬費外，可給與員工、經理人、董監事額外報酬或酬勞，平衡員工、董事及股東酬勞之合理比例，誘因使員工、董監事或甚至股東參與公司治理，發揮個別專長共同監督治理公司，調和公司最大利益，強化董事會功能外，執行內控稽核，避免賞罰不公、盈餘分配不均等問題，使公司得因集體智慧永續經營。

In the past, employee bonus belonged to the item of after-tax profit distribution, and it has always been the most important and popular reward tool for attracting and retaining talented employee in Taiwan. Among them, the technology industry, semiconductor and other industries are the most prominent. However, after the employee bonus is in accordance with new international accounting standards, Article 235 and Article 235-1 of the Company Law were amended on May 20, 2005, the distribution of shareholder bonus and employee bonus pursuant to the articles of incorporation shall be listed as before-tax annual expenses to comply with the IFRS. Will this major change of bonus as before-tax expenses reduce international competitiveness or earnings per share due to increased costs ? How should companies respond to the impact of employee bonus as expenses while allocating limited resources more effectively to develop a reward system is critical for developing a harmonized mechanism. On one hand, it may retain employees to enhance corporate competitiveness, and on the other hand, it also may coordinate reasonable bonus ratio of employees, directors and shareholders, together with manager’s flexible performance bonus.
From the perspective of corporate governance, this study employs the regulations of director and employee bonus of 20 listed companies in Taiwan, selects the best and worst company, and compares and analyzes their articles of incorporation to find out reasonable bonus ratio in practices. Compensation generally refers to remuneration and bonus. Fairness, independence, contribution and legal risks should be simultaneously taken into consideration for fair bonus distribution. In addition to paying managers and employees fixed salaries, performance bonuses, benefits, allowances, and traveling expenses, after-tax bonus can be co-shared to employees , directors and shareholders, how to balance the reasonable bonus ratio of employees, directors and shareholder is urged to induce employees, directors or even shareholders to participate corporate governance in the best interest of company., All interested party at stake may serve as collective wisdom to jointly supervise and manage the company, reconcile the company's best interests, strengthen the functions of the board of directors, while applying Internal control and auditing to prevent problems such as unfair rewards and punishments, unequal bonus distribution, etc.,