Wen Jiabao, the Chinese people have the dignity to make new rules】 【wage Share of: warm happiness has been shared 1 time Comments (0) copy the link to share the report reproduced welcome to reprint
Premier Wen Jiabao at the Great Hall of the morning to 5 at the Third Session of the Eleventh National People's Congress to make government work report. Two hours, ten thousand words articles, wonderful scene of discourse. ; ; ; ; ; 【deputy department level enterprises, the following pieces of retirement shall be the implementation of this article】wages to the current title of a reward, as the factory, the senior technical post quota , especially high. Meet the conditions of workers far more than the quota limit, resulting in qualifications, education, ability, effort, similar results among workers (especially SMEs) the income gap is too large: a difference of nearly half of senior and junior. But also seriously affect the retirement benefits. To run the factory, to rely on more than 90% of the workers. Professional qualifications of workers set wages, not only can not really arouse the enthusiasm of the workers, most workers because the income gap is too large titles, seriously affecting the efficiency, in particular, there is no higher title hopes Jin, a lot of complications. Because the workers are people, there are also psychological imbalance. Driven by the psychological imbalance, resulting in serious loss of workers, the workers can not quit, the adverse consequences will be more and more, so every time the senior professional title engagement of workers, between workers, the workers and leaders, workers and employment committee contradictions, to be an opportunity of corruption. Many of the original to be good workers, so enemies, and even spent a triad, add Discipline Inspection Commission and other departments of trouble and operating costs. Title of the hour because of the income gap, with too many artificial colors, and the resulting sense of injustice most strongly, wages affect the stability of the title of reward policy and undermine the fair, damage cadre of serious construction of harmonious society threat. To prevent the unfair distribution has become increasingly livelihood issues from economic problems turned into serious social problems. Therefore, through wage reform, Establishment of the dialectical unity of efficiency and fairness of income distribution, is imperative. 【Whatever the senior workers, or mid-level workers is the same work there is no difference between car drivers and no difference. Doing the same work. 】
Second, the income of workers
income from workers: basic wages, seniority pay, performance pay, exceptional benefits and other accessories.
1. Basic wage: Workers in accordance with the worker eligibility criteria: 15 years of service of 2,000 yuan, 2,300 yuan 15 years of service, 20 years of service 2,500 yuan, 2,800 yuan 25 years of service, 30 years of service to 3,000 yuan, 40 years of service 3500. (With the national economic growth)
2. Seniority wages (including length of service): 30 yuan per year, with the length of service increase. The implementation of the wage length of service is not only caring for older workers, more importantly, to encourage life-long from the workers, is conducive to the construction workforce and workforce stability.
3. Working wages.: The principle of subsidy according to the actual Anlaoquchou; is to encourage more workers to work, in particular, energetic young workers, who labor to produce more and more and get their due reward, not only is the psychological comfort, but also on their encouragement.
4, pay for performance: the month and annual bonus (instead of the title of wages). This part of the prize money, only about 10% of total wages. Competition than the performance we recommend a year in prize money, not for life. Actively to each worker every year there is hope. Mainly motivate produce good results, excellent quality too, not only to encourage more work, but also to inspire working people.
5, Premium Allowance: all workers recognized the special quality of workers, no quota restrictions, counties and cities assess and verify the above departments high standards, like the collar counties receive State subsidies / government subsidies, not tenure . Mainly those in the labor work in the special research results and promote the well can be determined according to the size of the scope of class, or on national and provincial, city and county to determine different standards, so that those who talented workers receive their due reward, the real incentive to play with.6. worker's pension; according to length of service, for each year of 100. And so on length of service pension for 10 years is 1,000 yuan. To participate in the pension for 20 years is 2,000 yuan, to work for 30 years of pension is 3,000 yuan, length of service pension for 40 years is 4000 yuan. Regardless of senior workers, mid-level workers, or the ordinary workers. Pensions are equal. Civil service should be equal regardless of rank. And workers in the same pension 【deputy department level enterprises, the implementation of this document the following retirement be】
Within three years of implementation of the completion.
Premier Wen Jiabao at the Great Hall of the morning to 5 at the Third Session of the Eleventh National People's Congress to make government work report. Two hours, ten thousand words articles, wonderful scene of discourse. ; ; ; ; ; 【deputy department level enterprises, the following pieces of retirement shall be the implementation of this article】wages to the current title of a reward, as the factory, the senior technical post quota , especially high. Meet the conditions of workers far more than the quota limit, resulting in qualifications, education, ability, effort, similar results among workers (especially SMEs) the income gap is too large: a difference of nearly half of senior and junior. But also seriously affect the retirement benefits. To run the factory, to rely on more than 90% of the workers. Professional qualifications of workers set wages, not only can not really arouse the enthusiasm of the workers, most workers because the income gap is too large titles, seriously affecting the efficiency, in particular, there is no higher title hopes Jin, a lot of complications. Because the workers are people, there are also psychological imbalance. Driven by the psychological imbalance, resulting in serious loss of workers, the workers can not quit, the adverse consequences will be more and more, so every time the senior professional title engagement of workers, between workers, the workers and leaders, workers and employment committee contradictions, to be an opportunity of corruption. Many of the original to be good workers, so enemies, and even spent a triad, add Discipline Inspection Commission and other departments of trouble and operating costs. Title of the hour because of the income gap, with too many artificial colors, and the resulting sense of injustice most strongly, wages affect the stability of the title of reward policy and undermine the fair, damage cadre of serious construction of harmonious society threat. To prevent the unfair distribution has become increasingly livelihood issues from economic problems turned into serious social problems. Therefore, through wage reform, Establishment of the dialectical unity of efficiency and fairness of income distribution, is imperative. 【Whatever the senior workers, or mid-level workers is the same work there is no difference between car drivers and no difference. Doing the same work. 】
Second, the income of workers
income from workers: basic wages, seniority pay, performance pay, exceptional benefits and other accessories.
1. Basic wage: Workers in accordance with the worker eligibility criteria: 15 years of service of 2,000 yuan, 2,300 yuan 15 years of service, 20 years of service 2,500 yuan, 2,800 yuan 25 years of service, 30 years of service to 3,000 yuan, 40 years of service 3500. (With the national economic growth)
2. Seniority wages (including length of service): 30 yuan per year, with the length of service increase. The implementation of the wage length of service is not only caring for older workers, more importantly, to encourage life-long from the workers, is conducive to the construction workforce and workforce stability.
3. Working wages.: The principle of subsidy according to the actual Anlaoquchou; is to encourage more workers to work, in particular, energetic young workers, who labor to produce more and more and get their due reward, not only is the psychological comfort, but also on their encouragement.
4, pay for performance: the month and annual bonus (instead of the title of wages). This part of the prize money, only about 10% of total wages. Competition than the performance we recommend a year in prize money, not for life. Actively to each worker every year there is hope. Mainly motivate produce good results, excellent quality too, not only to encourage more work, but also to inspire working people.
5, Premium Allowance: all workers recognized the special quality of workers, no quota restrictions, counties and cities assess and verify the above departments high standards, like the collar counties receive State subsidies / government subsidies, not tenure . Mainly those in the labor work in the special research results and promote the well can be determined according to the size of the scope of class, or on national and provincial, city and county to determine different standards, so that those who talented workers receive their due reward, the real incentive to play with.6. worker's pension; according to length of service, for each year of 100. And so on length of service pension for 10 years is 1,000 yuan. To participate in the pension for 20 years is 2,000 yuan, to work for 30 years of pension is 3,000 yuan, length of service pension for 40 years is 4000 yuan. Regardless of senior workers, mid-level workers, or the ordinary workers. Pensions are equal. Civil service should be equal regardless of rank. And workers in the same pension 【deputy department level enterprises, the implementation of this document the following retirement be】
Within three years of implementation of the completion.
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