- 延付
- delay: vt. 延迟，拖延，耽搁。 We'll delay th ...
- payment: n. 1.支付；缴纳；付款额，报酬；支付物。 2.报偿； ...
- delay in payment: 延期付款; 延期支付
- delay of payment: 延付, 缓付
- delay in paymentexte ion of payment: 延期付款
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delay payment中文什么意思
- 延付
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例句与用法
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- The soe managers " salary system is made up of five parts , basic income , annual reward , long term incentive , post consumption and insurance income , in which basic income is gotten through plural linear return analysis for the factors of educational training , work experience ; by analyzing the model , manager ' s annual reward is proved relevant to his performance ; according to soes " different developing periods , long term incentive is designed as a trending and progressive mechanism , by separately adopting the modes of executive stock option , delayed payment etc . , among which the latter mode has been improved greatly ; besides , some advice is given on the post consumption standard and leave - office insurance income for the soe managers
薪酬体系由基本收入、年度奖励、长期激励、职务消费和保障收益五部分组成。基本收入通过对教育培训、工作经历等因素进行多元线形回归确定；年度奖励通过模型化分析，得出与经理人业绩正相关；长期激励设计出了一种动态的、循序渐进的机制，结合国企发展状况，分别采取期权、期股、延期支付等模式，其中延期支付模式作了较大改进；此外，对国企经理人职务消费的规范和离职收益的保障也提出了相应的观点。 - Our main conclusions are as follows : the salary level scalar model of the most important top manager is : by logically analyzing the match between the human capital speciality and the salary structure , we get the conclusions that : personal dominate quasi specific human capital is suit to the salary structure including delayed payments and biggest rate of floating payment to fixture payment ; the general human capital is suit to the salary structure including general payments and smallest rate of floating payment to fixture payment ; company dominate specific human capital is suit to the salary structure including advance payments and bigger rate of floating payment to fixture payment ; to evaluating top manager salary , we choose the evaluator by using the method of evaluation with 360 degrees , and the balanced score card is choose to the evaluation mode
通过研究得出以下主要结论:企业中最重要的高管人员的薪酬水平的计量模型为: ;通过人力资本专用性与薪酬结构的匹配逻辑分析得出:个人占优的准专用性人力资本适合延期报酬和变动工资比例大的薪酬结构;通用性人力资本适合一般中等报酬和变动工资比例低的薪酬结构;企业占优的专用性人力资本适合超期报酬和变动工资比例一般的薪酬结构;对高管薪酬评估时,评估者适合用360度评估法,在评估模型适合用平衡记分卡的评估模式。 - The defray outside besides still what have nothing to do with management activity do business , income also can generate profit and cash flow , but the cash flow that because do not attribute management activity , generates , because this is being adjusted by net profit , the cash flow that generates to run an activity is about to undertake eliminate in the process , because this answers , write the project such as amerce , fine for delaying payment this
除此之外还有与经营活动无关的营业外支出、收入也能产生利润和现金流量，但由于不属于经营活动产生的现金流量，因此在由净利润调整为经营活动产生的现金流量过程中就要进行剔除，因此应将罚款、滞纳金等项目填入此项。 - Unit of choose and employ persons does not expend medical treatment insurance premium by formulary capture , the worker can ensure service to complain to labor , ensure service by labor or the tax authority instructs pay of deadline of unit of choose and employ persons ; exceed the time limit still not of pay , outside owing capture amount except filling capture , since the day that owes pay , add by day receive the fine for delaying payment of 2 millesimals
用人单位不按规定缴费医疗保险费的，职工可以向劳动保障行政部门投诉，由劳动保障行政部门或者税务机关责令用人单位限期缴纳；逾期仍不缴纳的，除补缴欠缴数额外，从欠缴之日起，按日加收千分之二的滞纳金。