Atlygio už darbą formos Lietuvoje – informacija atskleidžiama Lietuvos bendrovių finansinėse ataskaitose

LTStraipsnyje analizuojamas atlygis už darbą, įvardijami pagrindiniai jo tipai finansų apskaitos kontekste, nagrinėjama jo reglamentavimo finansų apskaitoje ypatumai. Pateikiami tyrimo apie atskleidžiamos informacijos atlygio už darbą tipų, taikomų Lietuvos akcinėse bendrovėse, rezultatai. [Iš leidinio]Reikšminiai žodžiai: Atlygis; Išmokos; Informacijos atskleidimas; Korporatyvinis skaidrumas; Disclosure; Employee benefits; Employee compensation; Corporate transparency.

ENEmployees have always been recognized among the most important resources of the companies. To attract, retain and motivate their employees, companies introduce various motivation and compensation methods. In accounting they are commonly named as employee benefits. Employee benefits typically refer to wages and salaries, retirement plans, health insurance, life insurance, disability insurance, vacation and employee stock ownership plans. The aim of this paper is to assess what employee benefits are disclosed in financial statement of Lithuanian companies. Lithuania, as a member of the European Union, has been undergoing major changes in its financial accounting system. As a result of accounting harmonization processes, publicly traded Lithuanian corporations are obliged to use International financial reporting standards (IFRS), while closely held companies are required to apply Business accounting standards (BAS). IFRS regulates accounting and disclosure requirements for 5 types of employee benefits: short term employee benefits, post-employment benefits, other long term benefits, termination benefits, and share-based payments. Each type of employee benefits has its own recognition, valuation and disclosure requirements and may be useful for interested parties to make their decisions. To assess the variety of employee benefits in Lithuania an analysis of information disclosed in financial statements of 32 Lithuanian companies listed in Vilnius OMX stock exchange has been conducted. Analysis of financial statements of the companies revealed that Lithuanian companies are quite conservative in employee’s compensation methods and variety of employee benefits is not big. Shortterm employee benefits dominate in all the companies.In Lithuania companies are required by law to pay: defined contribution payments to state social welfare fund and single payment in the amount of 2 monthly salaries to all retiring employees. Information about such payments has been expected to be found in the financial statements of the companies. Results of the research reveal that only fraction of companies disclose such information. Payments to state social welfare fund was disclosed by 8 companies, when obligatory retirement payment – by 5 companies. Such results raise questions for managers and auditors of the companies about accounting and disclosure policies of the companies. However some voluntary employee benefits practices have also been documented. Companies offer bonus plans, jubilee payments and payments for long time employment in the company, although number of such companies is not high (total of 8 companies). Opposite to prediction, two companies offer sharebased payments to their employees. Information disclosed by Lithuanian companies also reveals a strong influence of auditors in preparation of information about employee benefits. Clients of international audit companies generally disclose identical information in accounting policy part of financial statement. On the other hand disclosure of clients of Lithuanian audit companies is much less than of international audit firms. Finally, it also has to be noted that information about employee benefits of Lithuanian companies is not easily understandable or readable. It would be difficult to find, analyze and use it not only by worker or middle level manager but sometimes even for professional. Results of the research may be discussed form various perspectives. It may be argued that accounting and disclosure for employee benefits requirements are complicated therefore companies need more time to build up their practices and expertise.Other would suggest that such results show overall view to corporate non transparency. Besides, many motivation and compensation methods (such as health insurance, life-long learning, etc.) are not in a favorable position form Lithuanian tax laws perspective. Companies see them as being too expensive. Moreover, employees also prefer higher salaries and wages to other compensation and motivation methods. Relatively high loyalty of employees and currently increasing rate of unemployment doesn’t stimulate employers to offer additional employee benefits. Although employees motivation and compensation is more often referred as a field of personnel management, existing, clear and comparable accounting rules and regulations can also facilitate to better choices of both companies and employees. [From the publication]