Observatorio de NIIF / XBRL

Sitio para expresar opiniones sobre las NIIIF y sus efectos para Colombia

Los beneficios a los empleados comprenden todos los tipos de retribuciones que la entidad proporciona a los trabajadores a cambio de sus servicios.

El objetivo de esta Norma es prescribir el tratamiento contable y la revelación de información financiera respecto de los beneficios de los empleados. La Norma requiere que una entidad reconozca:

(a) un pasivo cuando el empleado ha prestado servicios a cambio de los cuales se le crea el derecho de recibir pagos en el futuro; y

(b) un gasto cuando la entidad ha consumido el beneficio económico procedente del servicio prestado por el empleado a cambio de los beneficios en cuestión.

Esta Norma se aplicará por los empleadores al contabilizar todas las retribuciones de los empleados, excepto aquéllas a las que sea de aplicación la NIIF 2 Pagos Basados en Acciones.

Alcance del Estándar

Aplica a todos los beneficios de empleados, incluyendo aquellos proporcionados bajo los acuerdos formales y las prácticas informales. Se identifican cinco tipos de beneficios de empleados, a saber:

1. Los beneficios de corto plazo (por ejemplo, bonificaciones, sueldos y seguridad social).

2. Benéficos de pos-empleo (por ejemplo, pensiones y otros beneficios de retiro).

3. Otros beneficios a empleados de largo plazo (Por ejemplo, licencias por servicios largo y, si no vence dentro de 12 meses, distribución de utilidades, bonificaciones y compensación diferida).

4. Beneficios de terminación.

5. Beneficios de compensación patrimonial (por ejemplo, opciones de participación de empleados de acuerdo con IFRS 2)

BENEFICIOS A LOS EMPLEADOS A CORTO PLAZO

Los beneficios a los empleados a corto plazo son los beneficios (diferentes de los beneficios por terminación) cuyo pago será atendido en el término de los doce meses siguientes al cierre del periodo en el cual los empleados han prestado sus servicios.

Cuando un empleado haya prestado sus servicios a una entidad durante el periodo contable, ésta reconocerá el importe (sin descontar) de los beneficios a corto plazo que ha de pagar por tales servicios:

(a) Como un pasivo (gasto devengado), después de deducir cualquier importe ya satisfecho. Si el importe pagado es superior al importe sin descontar de los beneficios, la entidad reconocerá la diferencia como un activo (pago anticipado de un gasto), en la medida que el pago por adelantado vaya a dar lugar, por ejemplo, a una reducción en los pagos a efectuar en el futuro o a un reembolso en efectivo.

(b) Como un gasto del periodo, a menos que otra Norma Internacional de Contabilidad exija o permita la inclusión de los mencionados beneficios en el costo de un activo (ver, por ejemplo la NIC 2 Inventarios, y la NIC 16 Propiedades, Planta y Equipo)

Beneficios post-empleo:

Los beneficios post-empleo son retribuciones a los empleados (diferentes de los beneficios por terminación) que se pagan después de completar su periodo de empleo en la entidad. Planes de beneficios post-empleo son acuerdos, formales o informales, en los que la entidad se compromete a suministrar beneficios a uno o más empleados tras la terminación de su periodo de empleo. Los planes de beneficio post-empleo se pueden clasificar como planes de aportaciones definidas o de beneficios definidos, según la esencia económica que se derive de los principales términos y condiciones contenidos en ellos.

Beneficios post-empleo: plan de aportaciones definidas (defined contribution plans)

Planes de aportaciones definidas son planes de beneficios post-empleo, en los cuales la entidad realiza contribuciones de carácter predeterminado a una entidad separada (un fondo) y no tiene obligación legal ni implícita de realizar contribuciones adicionales, en el caso de que el fondo no tenga suficientes activos para atender a los beneficios de los empleados que se relacionen con los servicios que éstos han prestado en el periodo corriente y en los anteriores. En los planes de aportaciones definidas:

(a) La obligación legal o implícita de la entidad se limita a la aportación que haya acordado entregar al fondo. De esta forma, el importe de los beneficios a recibir por el empleado estará determinado por el importe de las aportaciones que haya realizado la entidad (y eventualmente el propio empleado) a un plan de beneficio post-empleo o a una compañía de seguros, junto con el rendimiento obtenido por las inversiones donde se materialicen los fondos aportados.

(b) En consecuencia, el riesgo actuarial (de que los beneficios sean menores que los esperados) y el riesgo de inversión (de que los activos invertidos sean insuficientes para cubrir los beneficios esperados) son asumidos por el empleado.

Cuando un empleado ha prestado sus servicios a la entidad durante un periodo, la entidad procederá a reconocer la contribución a realizar al plan de aportaciones definidas a cambio de tales servicios simultáneamente:

(a) Como un pasivo (obligaciones por gastos acumulados o devengados), después de deducir cualquier importe ya satisfecho. Si el importe ya pagado es superior a las aportaciones que se deben realizar según los servicios prestados hasta la fecha del balance, la entidad reconocerá la diferencia como un activo (pago anticipado de un gasto) en la medida que el pago por adelantado vaya a dar lugar, por ejemplo, a una reducción en los pagos a efectuar en el futuro o a un reembolso en efectivo.

(b) Como un gasto del periodo, a menos que otra Norma Internacional de Contabilidad exija o permita la inclusión de los mencionados beneficios en el costo de un activo (véase, por ejemplo la NIC 2 Inventarios, y la NIC 16 Propiedades, Planta y Equipo ).

Beneficios post-empleo: planes de beneficios definidos (defined benefit plans)

Planes de beneficios definidos son planes de beneficios post-empleo diferentes de los planes de aportaciones definidas. En los planes de beneficios definidos:

(a) la obligación de la entidad consiste en suministrar los beneficios acordados a los empleados actuales y anteriores; y

(b) tanto el riesgo actuarial (de que los beneficios tengan un costo mayor que el esperado) como el riesgo de inversión son asumidos, esencialmente, por la propia entidad. Si las diferencias actuariales o el rendimiento de la inversión son menores de lo esperado, las obligaciones de la entidad pueden verse aumentadas.

La contabilización, por parte de la entidad, de los planes de beneficios definidos, supone los siguientes pasos:

(a) Utilizar técnicas actuariales para hacer una estimación fiable del importe de los beneficios que los empleados han acumulado (o devengado) en razón de los servicios que han prestado en el periodo corriente y en los anteriores. Este cálculo requiere que la entidad determine la cuantía de los beneficios que resultan atribuibles al periodo corriente y a los anteriores (véanse los párrafos 67 a 71), y que realice las estimaciones pertinentes (suposiciones actuariales) respecto a las variables demográficas (tales como rotación de los empleados y mortalidad) y financieras (tales como incrementos futuros en los salarios y en los costos de asistencia médica) que influyen en el costo de los beneficios a suministrar (véanse los párrafos 72 a 91).

(b) Descontar los anteriores beneficios utilizando el método de la unidad de crédito proyectada, a fin de determinar el valor presente de la obligación que suponen los beneficios definidos y el costo de los servicios del periodo corriente (véanse los párrafos 64 a 66).

(c) Determinar el valor razonable de cualesquiera activos del plan (véanse los párrafos 102 a 104).

(d) Determinar el importe total de las ganancias o pérdidas actuariales, así como el importe de aquéllas ganancias o pérdidas a reconocer (véanse los párrafos 92 a 95).

(e) En el caso de que el plan haya sido introducido de nuevo o hayan cambiado las condiciones, determinar el correspondiente costo por servicios anteriores (véanse los párrafos 96 a 101).

(f) Y por último, en el caso de que haya habido reducciones en el plan o liquidación del mismo, determinar la ganancia o pérdida correspondiente (véanse los párrafos 109 a 115).

Si la entidad mantiene más de un plan de beneficios definidos, habrá de aplicar el procedimiento señalado en los pasos anteriores por separado a cada uno de los planes significativamente distintos.

Otros beneficios a largo plazo a favor de los empleados

Otros beneficios a los empleados a largo plazo son retribuciones a los empleados (diferentes de los beneficios post-empleo, de los beneficios por terminación y de los beneficios de compensación en instrumentos de capital) cuyo pago no vence dentro de los doce meses siguientes al cierre del periodo en el cual los empleados han prestado sus servicios.

The Standard requires a simpler method of accounting for other long-term employee benefits than for post-employment benefits: actuarial gains and losses and past service cost are recognized immediately.

Beneficios por terminación del contrato

Beneficios por terminación son las remuneraciones a pagar a los empleados como consecuencia de:

(a) la decisión de la entidad de resolver el contrato del empleado antes de la edad normal de retiro; o bien

(b) la decisión del empleado de aceptar voluntariamente la conclusión de la relación de trabajo a cambio de tales beneficios.

La entidad reconocerá los beneficios por terminación como un pasivo y como un gasto cuando, y sólo cuando, se encuentre comprometida de forma demostrable a:

(a) rescindir el vínculo que le une con un empleado o grupo de empleados antes de la fecha normal de retiro; o bien a

(b) pagar beneficios por terminación como resultado de una oferta realizada para incentivar la rescisión voluntaria por parte de los empleados.

En el caso de que los beneficios por terminación se vayan a pagar en un periodo de tiempo mayor de 12 meses después de la fecha del balance de situación, se procederá a descontar su valor.

En el caso de existir una oferta de la entidad para incentivar la rescisión voluntaria del contrato, la medición de los beneficios por terminación correspondientes se basará en el número de empleados que se espera acepten tal ofrecimiento.

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Uno de las principales preocupaciones de las empresas son las retribuciones que les debe pagar a sus empleados, por ser estos motor fundamental de sus empresas. Este hecho parece ser reconocido por las normas internacionales, particularmente por la NIC 19 y un poco menos por las normas colombianas, ya que en las primeras el tratamiento, medición y demás disposiciones abarcan la mayoría de posibilidades y relaciones que se pueden establecer entre los empleadores y empleados.
La NIC 19, tiene como principio que el beneficio a los empleados sea reconocido en el período en el cual el beneficio es ganado por el empleado, más que cuando es pagado o pagable. Lo anterior tiene implicaciones como que se deben establecer especies de fondos por la empresa, en el momento en que se establezca una relación laboral, es decir, con anticipación y sin importar si se cumpla completamente la labor, la empresa debe ser precavida y destinar parte de sus ingresos a esas erogaciones que se van a tener en el futuro, es decir, la NIC trata en el fondo un tema de responsabilidad social entre la empresa y sus empleados.
La responsabilidad es un valor fundamental para la convivencia de la sociedad y a diferencia de la NIC , en Colombia no parece ser tan fundamental, es decir, las empresas aquí cumplen con las obligaciones que por ley se requieren pero no se van más allá, como aparentemente lo intenta hacer la NIC. El reconocimiento de los gastos por retribuciones a los empleados en Colombia no se prevén con anticipación en muchos casos, por ejemplo en las indemnizaciones, que según las norma locales no se reconocen hasta que no sean pagadas, lo cual significa que aunque la empresa sepa que existen y se deben pagar, no están presupuestadas en su contabilidad.
La falta de precaución en la contabilidad, tiene implicaciones como que al cierre del año, el presupuesto de la empresa no va a ser suficiente para satisfacer las innumerables erogaciones que se deben realizar, los cual genera incumplimiento en pagos a proveedores, empleados, gobierno, etc., creando para la organización una imagen de irresponsabilidad y poca confiabilidad.
Por lo anterior, podemos inferir que las Normas Internacionales, intentan involucrar a las compañías con características tales como transparencia y responsabilidad social, las cuales las conducirán a un futuro promisorio y prospero, por tanto, Colombia no debería quedarse atrás en adaptarse a estas prontamente.

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Comment by Nathalia Delgado 04.19.09 @ 14:00

Otro que trata la NIC 19 son los planes públicos, donde las empresas deben tratar contablemente un plan público de la misma manera que los planes multiempresariales.
Los planes públicos son los establecidos por la legislación para cubrir a la totalidad de las empresas (o bien todas las empresas de una misma clase o categoría, por ejemplo las que pertenecen a un sector específico) y se administran por autoridades nacionales o locales, o bien por otro organismo (por ejemplo una agencia autónoma creada específicamente para este propósito) que no está sujeto al control o influencia de las empresas cuyos empleados son los beneficiarios. Por otra parte, algunos planes se establecen por parte de las empresas con el fin de suministrar prestaciones que sustituyen a las retribuciones que debiera pagar un plan público y aportan algunas mejoras voluntarias. Estos planes no son planes públicos.
La caracterización de los planes públicos como de aportaciones o de prestaciones definidas se hace atendiendo a la naturaleza de las obligaciones de las empresas que participan en los mismos. Muchos de los planes públicos se financian por medio de pagos sobre la marcha realizados por las empresas partícipes de la siguiente manera: las aportaciones se realizan según el volumen de prestaciones que se espera pagar en el ejercicio corriente, y las prestaciones futuras devengadas durante el ejercicio se afrontarán con las futuras aportaciones. Sin embargo, en la mayoría de los planes públicos, la empresa no tiene obligación legal ni implícita de pagar tales futuras aportaciones, ya que su único compromiso consiste en pagar las aportaciones a medida que se realizan los pagos a los empleados, de forma que si la empresa deja de emplear a beneficiarios del plan público no tendrá obligación de seguir pagando las prestaciones devengadas durante los años de servicio anteriores de sus empleados. Por esta razón, los planes públicos normalmente se clasifican como planes de aportaciones definidas.

http://www.interactiva.com.es/documentos/Legislacion/NIC_19.pdf

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Comment by Ina Von Rosen 04.19.09 @ 20:58

El Clima Organizacional es un tema de gran importancia hoy en día para casi todas las organizaciones, las cuales buscan un continuo mejoramiento del ambiente de su organización, para así alcanzar un aumento de productividad,
sin perder de vista el recurso humano.ya que atraves de la buena productividad del empleado se obtienen los grandes resultados. para esto las empresa, debe promover un programa de recompensas que mezcle la remuneración total con factores motivacionales menos tangibles.
los planes de retribución a los empleados son
vehículos de pago especiales desarrollados para motivar y recompensar a los directivos clave de una organización. Entre estos incentivos se destacan:Salario base.
Incentivo o prima anual. Son aquellos en que los trabajadores reúnen los
requisitos para recibir gratificaciones, además del salario, basadas en los resultados a corto plazo. El importe de la gratificación varía directamente con el nivel de resultados o rendimiento de un año a otro. Este plan tiene
como objetivo estimular a las personas a mejorar la rentabilidad de la empresa a corto plazo.
Incentivos a largo plazo. Se desarrollan cuando éstos reúnen los requisitos necesarios para la obtención de premios a lo largo de varios años. La
finalidad de estos planes es motivar y recompensar a los trabajadores por
el crecimiento, rentabilidad y bienestar a largo plazo de una sociedad.
Sirven para alinear sus intereses, equilibran los objetivos de rentabilidad a corto plazo y les dan la oportunidad de acumular capital.
Pequeños beneficios. Son beneficios y privilegios destinados a los trabajadores (comedor para ejecutivos, alojamiento para ejecutivos,
vehículos de la empresa, seguros de vida, préstamos de la empresa, servicios personales).

bibliografia:
http://contraloriamunicipalyumbo.gov.co/multimedios/rendicion2008/informe_clima_organizacional_contraloria_yumbo1.pdf

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Comment by victoria aguado 04.19.09 @ 21:03

Al igual que mi compañera nathalia, creo que en esta al igual que en otras NIC´s, se encuentra que el tratamiento contable de los rubros que en ella se tratan, se realiza de manera que las empresas pueden planificar mejor, pues no deja que incurran en gastos grandes en algunos periodos y no en otros, esto es porque las distribuye de manera causal y sistematica durante los periodos en que ya se sabe que se va a incurrir en una obligación, esto hace que las empresas funcionen de manera más logica y planificada, y evita problemas asociados cuando estas caracteristicas faltan.
En el caso de esta NIC se da con algunos beneficios a los empleados como las indemnizaciones, que en Colombia no se distribuyen sistematicamente sino que solo se registran al momento del pago.

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Comment by Valentina Gatti 04.19.09 @ 21:32

En primer lugar, tenemos que de acuerdo a lo que expresa la NIC 19, los Beneficios a empleados son las retribuciones por los servicios prestados por los empleados, los Planes de aportes definidos son los Planes donde la empresa realiza contribuciones predeterminadas a una entidad (fondo) quién es el responsable de atender los beneficios y los Planes de beneficios definidos son los Planes en los que la empresa se obliga a suministrar los beneficios acordados asumiendo los riesgos de atenderlos.

En diversos países la provisión de prestaciones de jubilación es un elemento significativo del paquete de beneficios que una empresa ofrece a sus empleados.
Es importante que el costo de proporcionar estas prestaciones de jubilación sea adecuadamente contabilizado y que se hagan las revelaciones apropiadas en los estados financieros de la empresa. El objetivo de esta Norma es establecer cuándo debe reconocerse como un gasto el costo de proporcionar prestaciones de jubilación y la cantidad que debe ser reconocida, así como la información que debe revelarse en los estados financieros de la empresa.

Conocidos los conceptos indicados en la NIC 19, se puede enunciar las diferencias importantes que se generan en comparación con las normas:

En Colombia:
• Normas legales diferentes de las contables definen las bases de determinación de las pensiones. Por ejemplo, El instituto de los seguros sociales o fondos privados de pensiones asumen las obligaciones pensiónales y los patronos y empleados contribuyen mensualmente con aportes. Hay casos de estudios actuariales. La amortización se efectúa de acuerdo a los parámetros del gobierno.
• Las indemnizaciones a empleados se reconocen cuando se pagan.
• Ciertos beneficios post-empleo (por ejemplo salud) solo se reconocen en la medida en que se pagan.
• Se ha permitido diferir el costo de los planes de retiro de personal.

Mientras que lo que expresa la NIC es que los beneficios se deben reconocer como gasto (o activo) en la medida en que el empleado presta sus servicios a la empresa, no cuando se paguen.

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Comment by MARÍA XIMENA VIVEROS 04.19.09 @ 21:51

Respecto a esta norma internacional de contabilidad y los principios de contabilidad en colombia se puede hacer la siguiente observacion.

En relacion con las pensiones de jubilacion y los beneficios de retiro, se puede decir:

PCGA

En la mayoría de los casos el Instituto de Seguros Sociales o un fondo privado de pensiones asumen las obligaciones pensionales, a las cuales cada patrono y empleado contribuye mensualmente con aportes a tales fondos. En casos excepcionales, mediante estudios actuariales especializados.

La amortización se efectúa de acuerdo con parámetros establecidos por el gobierno colombiano.

NIC 19

Una empresa debe reconocer de inmediato el costo de servicios pasados si los empleados ya adquirieron el derecho a los beneficios a los empleados.

Asi pues, vemos que en el caso de la norma internacional se hace enfasis en simplificar este importante beneficio a los empleados, mientras que dentro de las normas colombianas vemos que la gestion no ha sido tan buena.

Lo anterior ha conllevado a numerosas reformas en los ultimos años, cuyo resultado aun no muestra un claro progreso, se podria sostener entonces que no se hace mas que entorpecer el tramite mediante el cual una persona puede reclamar dicho derecho, entonces, ganan unos pocos y pierde la gran mayoria.

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Comment by Martin Duran Mendez 04.19.09 @ 22:55

La norma Dice: “Los beneficios a los empleados a corto plazo son los beneficios (diferentes de los beneficios por terminación) cuyo pago será atendido en el término de los doce meses siguientes al cierre del periodo en el cual los empleados han prestado sus servicios.
Cuando un empleado haya prestado sus servicios a una entidad durante el periodo contable, ésta reconocerá el importe (sin descontar) de los beneficios a corto plazo que ha de pagar por tales servicios:
(a) Como un pasivo (gasto devengado),…..
(b) Como un gasto del periodo, a menos que otra Norma Internacional de Contabilidad exija o permita la inclusión de los mencionados beneficios en el costo de un activo (ver, por ejemplo la NIC 2 Inventarios, y la NIC 16 Propiedades, Planta y Equipo).”

Es aquí en donde deseo hacer énfasis, ya que para efectos de resultados en la parte operativa de una compañía, se debe tener especial cuidado con no llevar a gasto un importe que debería haber sido llevado a costo de un determinado bien. Y por el lado financiero, se debe tener especial cuidado ya que si un importe que merecía ser un egreso operacional es activado como costo de un activo, lo que se está haciendo es reduciendo el FCL, ya que si efectivamente se hubiese contabilizado como egreso no operacional, este importe no hubiese afectado el cálculo del NOPAT; en conclusión es un deber bien importante de los responsables de llevar y procesar la información financiera, saber realmente como merece ser tratado un beneficio a los empleados a corto plazo, para así no premiar con un rubro a su favor (Gasto o Costo), el desempeño operativo, ni tampoco premiar la parte financiera, sin que sean merecedores de ello.

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Comment by Parra 04.19.09 @ 23:27

Segun el parafo 14 de esta NIC, La empresa debe medir el costo esperado de las ausencias remuneradas con derechos de carácter acumulativo, en la fecha del balance, en función de los importes adicionales que espera satisfacer a los empleados como consecuencia de los derechos que han acumulado en dicha fecha.
Para comprender de una mejor forma lo que quiere decir este parrafo, observemos el siguiente ejemplo:
Una empresa tiene 100 empleados, cada uno de los cuales tiene derecho a ausentarse cinco días laborables al año por enfermedad corta. Los derechos correspondientes no utilizados pueden ser trasladados y disfrutados durante el año siguiente. Las sucesivas ausencias son deducidas, en primer lugar, de los derechos del año corriente, y luego se aplican los derechos no utilizados en el año anterior (una especie de LIFO). A 31 de diciembre del año 2008, la media de derechos de este tipo no utilizados por los empleados es de dos días por trabajador. La empresa espera, a partir de la experiencia acumulada, que seguramente continuará en el futuro, que 92 empleados harán uso de no más de cinco días de ausencia remunerada por enfermedad corta en el periodo 2009, mientras que los restantes 8 empleados se tomarán un promedio de seis días y medio cada uno.
La empresa espera pagar una cantidad adicional equivalente a 12 días de ausencia remunerada por enfermedad corta, como resultado de los derechos no utilizados que tiene acumulados a 31 de diciembre del año 2008 (un día y medio por cada uno de los ocho empleados). Por tanto, la empresa reconocerá un pasivo igual a 12 días de ausencia remunerada por enfermedad corta.

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Comment by Karen Natalia 04.20.09 @ 8:22

Una empresa debe reconocer de inmediato el costo de servicios pasados si los empleados ya adquirieron el derecho a los beneficios a los empleados.
La NIC identifica cinco beneficios para los empleados:
a. Sueldos, salarios y contribuciones a la Seguridad Social, incapacidades, participaciones por ganancias y beneficios no monetarios
b. Beneficios por pensiones, seguros de vida y atención médica para los jubilados
c. Beneficios a largo plazo como incapacidades, ausencias sabáticas
d. beneficios por terminación del contrato
e. beneficios de compensación instrumentos de capital
El Objetivo de la NIC 19, es prescribir la contabilidad y la revelación de los beneficios para empleados. Al igual que en las normas Colombianas esto es muy importante para el trabajador, pues él tiene todo el derecho de conocer cuáles son los beneficios que obtiene por prestar un servicio. Pero en Colombia no se lleva a cabalidad todo lo que afirma la Nic, uno de los factores más importantes es el desempleo y esto les da un poder de negociación a los empleadores, de esta manera no se cumplen todos los beneficios y derechos de trabajador.

Entre algunas diferencias que encontramos entre la NIC 19 y el Régimen Laboral en Colombia son:
• Diferentes maneras para determinar las pensiones
• El reconocimiento del pasivo por pensiones del personal jubilado se ha diferido hasta el 2023.
• En la legislación Colombiana las indemnizaciones a empleados y el post- empleo u otros beneficios se reconocen cuando se pagan.

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Un concepto en particular que me pareció interesante de esta NIC es la opción que le dan a la empresa a financiar un plan de beneficios post empleo, mediante una póliza de seguros. El cual se puede tratar ya sea como un plan de aportaciones definidas o un plan de beneficios. Estos beneficios provenientes de dicha póliza no guardan relación directa con las obligaciones ordinarias asumidas por la empresa respecto al pago de beneficios a sus empleados. Estas pólizas de seguros están sujetas a la misma contabilización y financiación que los demás planes instrumentados mediante un fondo de pensiones. En cuanto a la contabilización de estas pólizas se pueden reconocer de las siguientes maneras:
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Esta opción es una alternativa que impulsa la responsabilidad social de la empresa a hacer más por sus empleados. Además es una buena alternativa considerando que en Colombia por lo general el presupuesto que hacen al cierre no es apropiado ni proporcional a los pagos que deben realizar, causando a las empresas tener cuentas por pagar atrasadas y así deteriorando su imagen fiable y transparente.

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Quisiera enfocar mi comentario a lo que se considera bonificaciones en especie a los empleados. Muchas empresas, utilizan este método de pago como parte del salario de los empleados. Como por ejemplo: Bonos para comida, bonos para gasolina, carro, etc. En Colombia estos pagos, no se consideran parte del salario base. Por lo tanto no tienen un gasto por aportes a la seguridad social.

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today, yet I never found any interesting article like yours.
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my view}, if all {webmasters|site owners|website owners|web owners} and bloggers made good content as you did, the {internet|net|web} will
be {much more|a lot more} useful than ever before.|
I {couldn’t|could not} {resist|refrain from} commenting.
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service. Do {you have|you’ve} any? {Please|Kindly} {allow|permit|let} me {realize|recognize|understand|recognise|know} {so that|in order that} I {may just|may|could} subscribe.
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{It is|It’s} {appropriate|perfect|the best} time to make some plans for the future
and {it is|it’s} time to be happy. {I have|I’ve} read this post and if I
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to this article. I {want to|wish to|desire to}
read {more|even more} things about it!|
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{I have|I’ve} been {surfing|browsing} {online|on-line} {more than|greater
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{In my opinion|Personally|In my view}, if all {webmasters|site owners|website owners|web owners} and bloggers made {just
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{you did|you probably did}, the {internet|net|web} {will be|shall be|might be|will probably be|can be|will
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Ahaa, its {nice|pleasant|good|fastidious} {discussion|conversation|dialogue} {regarding|concerning|about|on the topic of} this {article|post|piece of writing|paragraph} {here|at
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site|site}. I stumbledupon it ;) {I will|I am going to|I’m going to|I may} {come back|return|revisit} {once again|yet again} {since
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people|others}.|
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I must say {that you’ve|you have|you’ve} done a {awesome|amazing|very good|superb|fantastic|excellent|great} job with
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of} blogging. You have touched some {nice|pleasant|good|fastidious} {points|factors|things} here.
Any way keep up wrinting.|
{I love|I really like|I enjoy|I like|Everyone loves} what you guys
{are|are usually|tend to be} up too. {This sort
of|This type of|Such|This kind of} clever work and {exposure|coverage|reporting}!
Keep up the {superb|terrific|very good|great|good|awesome|fantastic|excellent|amazing|wonderful} works guys
I’ve {incorporated||added|included} you guys to
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I’m {book-marking|bookmarking} and will be tweeting this to my followers!
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blog and {wonderful|terrific|brilliant|amazing|great|excellent|fantastic|outstanding|superb} {style and design|design and style|design}.|
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P.S {My apologies|Apologies|Sorry} for {getting|being} off-topic but I had to ask!|
{Howdy|Hi there|Hi|Hey there|Hello|Hey} would you mind letting me know which {webhost|hosting company|web host} you’re {utilizing|working with|using}?

I’ve loaded your blog in 3 {completely different|different} {internet
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most. Can you {suggest|recommend} a good {internet hosting|web hosting|hosting} provider at a {honest|reasonable|fair} price?

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{I love|I really like|I like|Everyone loves} it {when people|when
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Thank you for the {auspicious|good} writeup. It in fact was a amusement account it.
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up. The {text|words} in your {content|post|article}
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Hope you get the {problem|issue} {solved|resolved|fixed} soon.
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ahead and give you a shout out from {New Caney|Kingwood|Huffman|Porter|Houston|Dallas|Austin|Lubbock|Humble|Atascocita}
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I {enjoy|really like|love} the {knowledge|info|information} you {present|provide} here
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{A great|An excellent|A fantastic} read. {I’ll|I will} {definitely|certainly} be back.|
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Did you {create|develop|make|build} {this website|this site|this web site|this
amazing site} yourself? Please reply back as I’m {looking to|trying to|planning to|wanting to|hoping to|attempting to} create
{my own|my very own|my own personal} {blog|website|site} and {would like to|want to|would love to} {know|learn|find out}
where you got this from or {what the|exactly what the|just what the}
theme {is called|is named}. {Thanks|Many thanks|Thank you|Cheers|Appreciate it|Kudos}!|
{Hi there|Hello there|Howdy}! This {post|article|blog post} {couldn’t|could
not} be written {any better|much better}! {Reading through|Looking at|Going through|Looking through} this {post|article} reminds me of my previous
roommate! He {always|constantly|continually} kept {talking about|preaching about} this.
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{Wow|Whoa|Incredible|Amazing}! This blog looks {exactly|just} like my
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{There is|There’s} {definately|certainly} {a lot to|a great deal to} {know about|learn about|find out about} this
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{You made|You’ve made|You have made} some {decent|good|really good} points there.

I {looked|checked} {on the internet|on the web|on the net}
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about the issue and found {most individuals|most
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{Hi|Hello|Hi there|What’s up}, I {log on to|check|read}
your {new stuff|blogs|blog} {regularly|like every week|daily|on a regular basis}.

Your {story-telling|writing|humoristic} style is {awesome|witty}, keep {doing
what you’re doing|up the good work|it up}!|
I {simply|just} {could not|couldn’t} {leave|depart|go
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{the standard|the usual} {information|info} {a person|an
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{in order to|to} {check up on|check out|inspect|investigate cross-check} new posts|
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{I have|I’ve got|I have got} you {bookmarked|book marked|book-marked|saved
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I {{leave|drop|{write|create}} a {comment|leave a response}|drop a {comment|leave a response}|{comment|leave a response}} {each time|when|whenever} I
{appreciate|like|especially enjoy} a {post|article} on a {site|{blog|website}|site|website} or {I have|if I have} something to {add|contribute|valuable
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{It is|Usually it is|Usually it’s|It’s} {a result of|triggered by|caused by} the {passion|fire|sincerness} {communicated|displayed} in the {post|article} I {read|looked at|browsed}.
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NIIF / XBRL. I {{was|was actually} moved|{was|was actually} excited} enough
to {drop|{leave|drop|{write|create}}|post} a {thought|{comment|{comment|leave
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{Hi there|Hello}, I enjoy reading {all of|through} your {article|post|article post}.
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I {always|constantly|every time} spent my half an hour to read this {blog|weblog|webpage|website|web site}’s {articles|posts|articles
or reviews|content} {everyday|daily|every day|all the time} along with a
{cup|mug} of coffee.|
I {always|for all time|all the time|constantly|every time} emailed this {blog|weblog|webpage|website|web
site} post page to all my {friends|associates|contacts}, {because|since|as|for the reason that} if like to read it {then|after that|next|afterward} my {friends|links|contacts} will
too.|
My {coder|programmer|developer} is trying to {persuade|convince} me to move to .net
from PHP. I have always disliked the idea because
of the {expenses|costs}. But he’s tryiong none the less.
I’ve been using {Movable-type|WordPress} on {a number of|a variety of|numerous|several|various} websites for about a year and am {nervous|anxious|worried|concerned} about switching to another platform.
I have heard {fantastic|very good|excellent|great|good} things about blogengine.net.
Is there a way I can {transfer|import} all my wordpress {content|posts} into it?

{Any kind of|Any} help would be {really|greatly} appreciated!|
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I could have sworn I’ve {been to|visited} {this blog|this web site|this website|this site|your blog} before but after {browsing through|going through|looking at}
{some of the|a few of the|many of the} {posts|articles}
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{happy|pleased|delighted} {I found|I discovered|I came across|I stumbled upon} it
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{Terrific|Great|Wonderful} {article|work}! {This is|That is} {the type of|the kind of} {information|info} {that are meant
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{now not|not|no longer} positioning this {post|submit|publish|put up} {upper|higher}!
Come on over and {talk over with|discuss with|seek advice from|visit|consult with}
my {site|web site|website} . {Thank you|Thanks} =)|
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{Hi|Hello|Hi there|Hello there|Howdy|Greetings}, {I think|I believe|I do believe|I do think|There’s no doubt
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{When I|Whenever I} {look at your|take a look at
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{A person|Someone|Somebody} {necessarily|essentially} {lend a hand|help|assist} to make {seriously|critically|significantly|severely} {articles|posts} {I would|I might|I’d} state.

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I {amazed|surprised} with the {research|analysis} you made to
{create|make} {this actual|this particular} {post|submit|publish|put up} {incredible|amazing|extraordinary}.
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{Hello|Hi|Hello there|Hi there|Howdy|Good day|Hey there}!
{I just|I simply} {would like to|want to|wish to} {give you
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I {always|all the time|every time} used to {read|study} {article|post|piece of writing|paragraph}
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