14 provinces have successively released the 2021 corporate wage guideline-

Guide enterprises to increase employee wages reasonably

  Since the beginning of this year, 14 provinces including Tianjin, Xinjiang, Inner Mongolia, Shaanxi, Tibet, Shandong, Jiangxi, Shanxi, Fujian, Sichuan, Liaoning, Gansu, Jilin, and Hunan have successively issued guidance lines for corporate wages in 2021.

Among them, the baseline wage growth in 12 provinces is between 6% and 8%.

Tilt to the grassroots workers

  The so-called guideline for corporate wages is a forecast of the annual average growth rate of corporate employee wages by government functional departments based on economic and social development and residents’ living consumption. It is a way to carry out macro guidance on wage distribution.

It consists of a baseline, an upper line (also known as an early warning line) and a lower line. The baseline is the average increase in average wages of the enterprise. The upper line is the maximum allowable increase in average wages, and the lower line is the minimum. It can be either zero growth or It can be negative growth.

  Different from the minimum wage standard, the company's wage guideline is only instructive and not mandatory, and it will not supervise whether the company has adopted this guideline.

Companies can use the specific economic benefits of their units as a reference to conduct collective wage negotiations with employees and determine the level of wage growth.

  my country began to establish this system in the early 1990s. Unless special circumstances are encountered, provinces generally release local wage growth guidelines once a year. It has become an important reference for guiding enterprises to increase wages reasonably under market economy conditions.

Su Hainan, a special researcher of the Chinese Labor Association, told reporters that publishing this information can guide companies to make reasonable arrangements for employee wage increases by referring to different sections of the wage guideline.

  "Currently, most enterprises are recovering their production and operations well, which provides the most important support for raising wages." Su Hainan believes that to implement the principle of "synchronization of labor remuneration and labor productivity growth", it is necessary to increase wages vertically. , Especially to the frontline workers at the grassroots level to improve their quality of life.

  The contents of announcements issued by local human resources and social departments also reflect this point.

Jiangxi Province proposed that enterprises should strive to increase the wages of frontline workers, especially skilled workers and migrant workers, on the premise of adhering to the principle of distribution according to work, so that the wage growth of frontline workers should not be lower than the average wage growth of the company.

  Hunan Province clearly guides enterprises to negotiate and determine the proportion of wage growth in 2021 based on the specific conditions of the company’s economic benefits and labor productivity, rationally arrange wage growth, and focus on improving ordinary employees with low wage levels and slow wage growth, especially the first line of production and technology. The wage level of workers in the post.

Flexible adjustment guideline

  Experts in the industry said that the adjustments of the corporate wage guidelines in different regions are based on the growth rate of GDP, the growth rate of per capita wages, and the consumer price index of urban residents in each region, taking into account economic growth expectations, corporate labor costs and basic staff Comprehensively determined after life and other factors.

  Judging from the baseline set by wage growth announced in this round, Jiangxi and Shanxi have the highest baseline, reaching 8%.

The only province that has raised the baseline is Shaanxi, which has been adjusted from 7% to 7.5%.

The remaining provinces remain unchanged.

  Regarding the online setting, Hunan, Gansu, Tianjin, Jiangxi, Fujian, Shandong, Shaanxi, and Tibet have not set salary increase online.

Among the established provinces, Shanxi is 12%, Sichuan is 10%, Jilin is 8%, Xinjiang is 6.5%, Liaoning is 8%, and Inner Mongolia is 6.8%.

  In terms of offline settings, the 10 provinces basically fluctuate between 3% and 4%.

Shandong has not set up neither the online nor the offline.

The Shandong Provincial Human Resources and Social Security Department stated that enterprises should adhere to the principles of distribution according to work and equal pay for equal work in accordance with the "Shandong Province Labor Contract Regulations" and "Shandong Province Enterprise Wage Collective Negotiation Regulations" and other provisions, establish a normal wage increase mechanism for employees, and optimize internal distribution.

  Instead of compulsory wage increases, and adopting a relaxed attitude when delimiting the upper and lower lines, how can companies coordinate the increase in wages for employees?

  Su Hainan explained that the absence of an early warning line means that companies can increase wages more flexibly based on their own benefits, without capping the ceiling; the role of the downline is to guide the company to keep employees’ actual income from falling, and wages increase with the price index. Increase or reduce the impact of uncertain factors such as the epidemic.

  While drawing out the guideline in various places, it also put forward suggestions on how to refer to the enterprises.

Among them, Shaanxi’s suggestion is that enterprises with normal production and operation and growing economic benefits should arrange wage increases around the baseline.

If the enterprise is indeed due to production and operation difficulties, insufficient ability to pay, and unable to arrange the wage increase of employees in accordance with the wage guideline standards, the wage level can be determined below the wage guideline, but it must be determined through collective negotiation with the employees in accordance with the law, and the company should pay The wages of employees who provide normal labor during the legal working hours shall not be lower than the local minimum wage standard.

Efforts to improve the implementation effect

  As companies encounter different situations when they specifically refer to the wage guideline, especially some employees of non-state-owned enterprises have the feeling of “seeing but not possible”, how to make this guideline “dotted line” into “real String"?

  A review of local announcements found that although the corporate wage guideline is not a rigid requirement, it has a guiding role in collective wage negotiation and exerts a certain influence. It is one of the indicators of local income levels and living conditions.

Many places also require the full play of the guiding role of the wage guideline, and strive to improve the implementation effect and social influence of the wage guideline.

  From the perspective of the enterprise, in adjusting the wages of employees, companies should not only negotiate a reasonable wage range with employees based on the company’s own operating conditions vertically, but also compare it horizontally with local income levels, price indices and other social factors, so that workers can Peace of mind in corporate development.

To this end, the Human Resources and Social Security Department of Sichuan Province proposed that enterprises should increase the wage and income level of corporate employees, especially front-line employees, and that wage growth should be tilted toward key positions, difficult positions, and skilled positions.

  It is worth noting that, in addition to adjusting the wage guideline, many regions have successively increased the minimum wage guarantee level since the beginning of this year.

For example, Beijing this year issued industry wage guidelines for 18 industries including food manufacturing, general equipment manufacturing, electrical machinery and equipment manufacturing.

In response, the Beijing Municipal Bureau of Human Resources and Social Security stated that this year's minimum wage guarantee line is 27,000 yuan per year.

This is the annual level calculated from the minimum wage of 2320 yuan/month that was implemented on August 1 this year and the minimum wage of 2200 yuan/month in the previous 7 months, an increase of 600 yuan on the basis of last year’s 26,400 yuan.

Enterprises can calculate the average wage level of employees this year based on the industry wage guideline.

  The one-word difference from "enterprise" to "industry" includes the minimum wage guarantee line.

According to industry experts, the minimum wage standard is mandatory, because the Beijing minimum wage standard does not include allowances for the special working environment of workers, overtime pay, social insurance premiums, housing provident funds, and those that are not included in the minimum wage standard according to national and municipal regulations. Other income, so the minimum wage guarantee line of the industry wage guideline is only the theoretical minimum.

When companies actually apply the industry wage guideline, they should comprehensively consider the achievement of other economic indicators such as profits achieved by the company, and also consider the actual increase in employee wages. In accordance with the principle of the 2021 corporate wage guideline, the industry wage guideline should be used in conjunction , To adjust the wage growth of the year.

  Our reporter Ao Rong

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