China Merchants Bank recovered more than 58 million yuan, and industry insiders said that it would become the norm

Have you ever experienced such a thing as being asked to go back by the company after you have already received your salary?

Red Star Capital Bureau noticed that recently, a number of banks have "asked for salaries" from employees, which has attracted widespread attention. Among them, China Merchants Bank (600036. SH) recourse to clawback performance pay of 58.24 million yuan in 2022, the highest among listed banks that have disclosed data, and Bohai Bank (09668.HK) recourse to clawback 370 people of performance pay of 17.6 million yuan in 2022.

This phenomenon stems from the performance-based pay recourse clawback system. The China Banking and Insurance Regulatory Commission (CBIRC) said at the end of March that more than 95% of banking and insurance institutions had developed and implemented a system of deferred payment of performance-based remuneration and recourse clawback. This also means that it may become the norm for banks to "ask for salaries" from employees.

Data map 

Banks reverse "bargaining"

China Merchants Bank recovered 58.24 million yuan

According to the 2022 annual report of China Merchants Bank, in order to alleviate various operational and management risks, it has established relevant mechanisms for deferred payment of remuneration and recourse clawback of performance-based remuneration in accordance with regulatory requirements and operational and management needs.

In 2022, 2,876 employees will be reclaimed for performance compensation, with a total amount of 58.24 million yuan for performance compensation.

Screenshot from China Merchants Bank's 2022 annual report

According to the 2022 annual report of Bohai Bank, the relevant responsible persons who have violated rules and disciplines, or have been exposed to excessive risks within the scope of their responsibilities due to obvious negligence or failure to fulfill their prudential management obligations, will be reclaimed to deduct their performance-based remuneration within the corresponding period.

In 2022, the bank will recover 17.6 million yuan in performance pay for 370 people, equivalent to 47,600 yuan per capita.

In addition, among the urban and rural commercial banks, Jiujiang Bank (06190. HK) in 2022, the total amount of performance recourse rebates was 1.63 million yuan.

In addition to the above three banks, according to incomplete statistics from the reporter of Nandu Bay Finance Society, Industrial and Commercial Bank of China, China Construction Bank, Agricultural Bank of China, Bank of China, Bank of Communications, Industrial Bank, CITIC Bank, Minsheng Bank, Everbright Bank, Ping An Bank and other listed banks have disclosed the establishment and implementation of the performance pay recourse clawback system in their 2022 annual reports.

In fact, there is a precedent for banks to seek clawbacks from executives and employees for performance-based compensation. For example, during the merger and reorganization of five urban commercial banks in Shanxi, 61 senior executives and key positions were retained 33.59 million yuan in performance compensation.

"Salary chasing" may be normalized

More than 95% of banking and insurance institutions have formulated relevant systems

The so-called performance-based pay recourse clawback system means that if the senior executives and employees of financial enterprises who have a direct or important impact on the risk fail to perform their duties diligently within their duties, and major violations of laws and regulations occur or major risk losses occur, the financial enterprise can not only stop paying part or all of the unpaid remuneration, but also recover the performance-based remuneration that has already been paid.

The performance-based pay recourse clawback system is an important part of the salary adjustment in the financial industry. This system requires banking and insurance institutions to recover improper performance-based remuneration based on risk exposure.

Strengthen the alignment of compensation and risk-taking.

近些年来,绩效薪酬追索扣回制度,在监管的推动下不断完善。

In 2010, the Guidelines for the Supervision of Sound Remuneration for Commercial Banks issued by the former China Banking Regulatory Commission (CBRC) mentioned for the first time that commercial banks should formulate provisions on deferred recourse and clawback of performance-based remuneration. In 2018, the China Banking and Insurance Regulatory Commission (CBIRC) issued the Guidelines for the Management of the Behavior of Employees of Banking Financial Institutions, which requires banking financial institutions to formulate a performance-based compensation deferred recourse and clawback system linked to their behavior for senior managers and personnel in key positions. In the 2020 Commercial Bank Law (Draft Revision), a new provision was added that "a commercial bank shall establish a mechanism for deferred payment of remuneration and recourse clawback commensurate with the bank's risk level". In 2021, the China Banking and Insurance Regulatory Commission (CBIRC) issued the Guiding Opinions on Establishing and Improving the Recourse Clawback Mechanism for Performance-based Remuneration of Banking and Insurance Institutions, which improved more details of the system. In August 2022, the Ministry of Finance issued the Notice on Further Strengthening the Financial Management of State-owned Financial Enterprises, clarifying that the recourse clawback system for performance-based remuneration of financial enterprises also applies to resignations and retirees.

On March 24, 2023, the China Banking and Insurance Regulatory Commission (CBIRC) issued the article "Three-year Action to Improve Corporate Governance in the Banking and Insurance Industries Has Achieved Remarkable Results". It mentions that

Up to now, more than 95% of banking and insurance institutions have formulated and implemented a system of deferred payment of performance-based remuneration and recourse clawback. Especially in some high-risk institutions, the relevant system has played an important role in holding non-compliant executives accountable and recovering asset losses.

Screenshot from the official website of the China Banking and Insurance Regulatory Commission

According to Nandu Bay Finance Agency, Dong Ximiao, chief researcher of Zhaolian Financial, believes that

In the long run, it will certainly become the norm for financial institutions, especially banks, to establish payroll recourse clawback mechanisms

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