What Factors Affect Clerkship Salaries?

Wages refer to the remuneration paid to employees' labor in monetary form by employers or legal employers in accordance with legal regulations, or industry regulations, or according to agreements with employees. Wages can be calculated in different forms such as hourly, monthly and annual wages. In China, the following expenses borne by an employer or paid to employees are not wages: (1) social insurance costs; (2) labor protection costs; (3) welfare costs; (4) one-time compensation paid when the labor relationship is terminated (5) family planning expenses; (6) other expenses that are not wages. In political economy, wages are essentially the value or price of labor. Wages are an important part of production costs. The statutory minimum amount of wages is called the minimum wage, and wages are also divided into various categories such as pre-tax wages, post-tax wages, and reward wages. In political economy, capital is essentially the value or price of labor.

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Salary is

The day on which wages are paid is called the "wage day", which is different for each company and the contract signed by the employee. Under the protection of the law, an unpaid wage that expires on the 15th is called "owed wages", and employees can recover their employers in accordance with relevant laws such as the Labor Law.

Wages can be divided into

On the day the wages are paid, called "payday", there is

Means that the company concludes on the basis of a comprehensive evaluation of the potential form of labor of employees.

According to the "Regulations on the Composition of Total Wages" (approved by the State Council on September 30, 1989, issued by the National Bureau of Statistics No. 1 on January 1, 1990), total wages consist of the following six parts:

according to"

The principle of wage distribution is confirmed throughout the legislation

post

Refers to employees who are engaged in different positions and positions, according to their technical complexity, heavy workload, operational proficiency, and job responsibilities. Salary scale standard by which to pay

The basic quality supplementary salary is a salary that reflects the knowledge and experience of employees. It is based on the education, title, seniority,

Let talent stand out and reward outstanding people. High-quality resources are always favored by outstanding talents. Good compensation mechanisms should make the stronger stronger and encourage

Generally speaking, the wages of modern enterprises have compensation functions, incentive functions, adjustment functions, and efficiency functions.

Chinese ancient officials

Yang Zhiming, deputy minister of the Ministry of Human Resources and Social Security, revealed at the National Labor Relations Working Conference that China must strive to achieve an annual increase of 15% in employee wages, so that it can strive to double the increase in employee wages during the 12th Five-Year Plan period.

Strive for a 15% annual increase in wages

Yang Zhiming said that we should further deepen the reform of the wage distribution system of enterprises with the core of raising the wages of ordinary employees in enterprises. Continue to focus on collective wage negotiations, non-public enterprises and

On April 21, 2011, some media quoted people familiar with the matter as saying that the National Development and Reform Commission is drafting a "social wage increase plan" covering a wide range of society, including raising the threshold for personal income tax, increasing social wages, Establish a subsidy guarantee mechanism for low-income classes and raise the standard of housing currency subsidies. Sources said that an important item in the "wage increase plan", a draft of individual tax adjustments has been officially unveiled on April 20. The starting point for each tax will be raised from the current 2,000 yuan per month to 3,000 yuan. As soon as the news came out, it caused a huge public reaction, and the media reprinted for a while.

The relevant person in charge of the National Development and Reform Commission denied the incident to reporters that day. He said that it could be judged to be a rumor based only on "the National Development and Reform Commission drafted the 'wage increase plan'." It is confirmed that the National Development and Reform Commission is not doing this, and if it exists, it is also within the scope of the Ministry of Human Resources and Social Security. The National Development and Reform Commission does not have this power. "

Factors affecting wages are divided into external factors and internal factors.

1. Internal factors

The so-called internal factors that affect wages refer to the factors related to the characteristics and status of the work or job undertaken by the worker, mainly including the following:

1) labor

Regarding labor, it can be divided into three forms. One is the potential labor form, that is, the labor ability hidden in the workers. The impact of the potential labor form on wages is different in different wage systems. Potential labor patterns

allowance.

Time wage

Hourly wage refers to the form of wages that are tested and paid for labor based on the actual working hours and wages of the workers ^[3] and wage standards.

Wages paid according to the working hours of workers are one of the basic forms of capitalist wages. In a capitalist society, the wages paid by workers for selling labor are paid by capitalists in accordance with the value of the special commodity, labor. Workers sell labor for a certain period of time. Wages, monthly wages, etc. Hourly wages are actually a conversion of the value of labor paid according to labor time.

Hourly wages have several characteristics:

1) Measure compensation directly based on labor time, strong adaptability;

2) Assessment and measurement are easy to implement, and adaptable and timely.

3) It has disadvantages that are obvious from time to time, that is, it cannot directly reflect labor intensity and labor effect.

Piece rate

Piece-rate wages are a form of measurement and payment of labor remuneration based on the number of qualified products produced by the worker and a predetermined unit price per piece.

Wages paid according to the number of products or work done by workers are one of the basic forms of capitalist wages. The piece rate is converted from the hourly wage and is a disguised hourly wage. For example: when the hourly wage is implemented, the worker's daily wage is 3 yuan, and the daily output is 10 pieces; when the piece rate is implemented, the unit price of the piece is determined by dividing the daily wage amount by the daily output, that is, 3 yuan ÷ 10 = 0.3 yuan.

The difference in the form of wages does not change the nature of wages. Piece wages and hourly wages are essentially the same, they are both transformations of labor value or price.

Piece rate wages have the following specific forms:

1. Direct piecework wages. Piece-rate workers pay wages based on the number of qualified products completed and the piece-rate unit price;

2. Indirect piecework wages. Calculate the salary based on the work performance of the piece-worker served by the worker or the work performance of the unit served;

3. Limited piece rate wages. Stipulate that workers whose piece rate is paid must not exceed a certain percentage of their standard wages;

4. Unlimited piece rate wages. There is no restriction on excess wages for workers who implement piece rate wages;

5. Progressive piece rate. The part of the worker who completes the fixed amount is calculated at the same unit price of the piece, and the part that exceeds the fixed amount is calculated at the unit price of progressive increase;

6. Piecewise reward wages. A certain reward will be given if the quantity or quality of the product reaches a certain level;

7. Contracted wages. The products with certain quality requirements, pre-defined completion periods and wages are entrusted to individuals or collectives, and wages are paid upon completion.

Fixed wage

A fixed wage is a form of wages that pays labor compensation in accordance with the completion of a fixed labor quota.

One view is that the fixed-wage system is a broad concept that involves both the relationship between the state and enterprises in the distribution of wages and the relationship between enterprises and individual employees.

Another view is that the fixed-wage system refers specifically to the state's implementation of a fixed-rate system for the wage funds of enterprises, such as the "wage fund quota system" implemented in the former Soviet Union. This system stipulates a fixed wage amount for each ruble product, and for each additional ruble product, the salary will be increased accordingly.

There is also a view that the fixed wage system refers to the internal wage distribution form of an enterprise based on how many workers complete a fixed amount and pay the corresponding labor remuneration based on various forms of fixed labor. Each of these understandings has its own reason. But comparatively speaking, the last kind of understanding is more in line with the actual situation of wage distribution in China.

According to this concept, the fixed wage system should include three components: First, various quotas that can reflect the amount of labor of employees, that is, regardless of the specific form of labor that employees engage in, they must clearly specify the production, work, and The quantity and quality of the completed; second, the various quotas should have scientific and accurate measurement standards, and can be strictly assessed; third, the amount of employees' wages depends on the amount of completed quotas. The more the quota is completed, the higher the salary; the lower the quota, the lower the salary. Any type of wage system can be called a fixed wage system as long as it has the above three elements. Conversely, if any one of the elements is missing, it cannot be called a fixed wage system.

From the above analysis of the content of the guest wage system, it can be seen that the fixed wage system does not specifically refer to a specific form of wage. It is a scientific summary of various forms of wages with the three components mentioned above. In a sense, it is a clear requirement for various forms of wages. This requirement is that the wage distribution of an enterprise should be based on a fixed-rate labor system, and the wages and salaries of employees should be closely linked to the quota they have completed, and fluctuate with the completion of the quota.

Floating salary

Floating wage is a form of wage that fluctuates according to the performance of the business and the contribution of labor.

The wages of employees fluctuate with the size of their labor achievements. Total floating wages generally do not include fixed allowances and subsidies (such as non-staple food price subsidies) and wages paid under special circumstances. Enterprises can choose the composition of the floating part of the total wage according to their needs.

Under socialist conditions, the amount of labor provided by each worker to the society is constantly changing. Therefore, from the nature of wages, his wages should be floating rather than fixed. However, for a long time in the past, once the basic wages of employees were determined, they actually became fixed for a certain period of time, causing the basic wages of employees to be disconnected from their actual labor contributions and corporate economic benefits. In the early 1980s, following the guiding ideology of overcoming egalitarianism and breaking the big pot, many enterprises explored and experimented with a new form of wage distribution, such as floating wages. This is a form of wage that closely links the labor remuneration of employees with the quality of the business and the contribution of employees.

Salary bonus

Bonuses are subsidies for excess labor and are given in cash as a material incentive.

As a form of wages, bonuses are used to pay for excessive labor directly related to production or work. Bonuses are material compensation given to workers when they create labor outcomes that society needs beyond the normal labor quota.

The bonus system implemented in Chinese enterprises was established and developed in the early 1950s. It was cancelled twice in 1958 and in the second half of 1966. The current bonus system was restored and established after 1978.

Salary allowance

A subsidy is a form of wages that compensates workers for extra labor consumption or extra expenses under special conditions, mainly in the following forms:

Regional allowance

Field work allowance;

Downhole allowance

Night shift allowance

Mobile construction allowance;

Winter heating allowance;

Grain, coal and non-staple food subsidies;

High temperature allowance

Job allowance

Radioactive or toxic gas allowance.