Recently, Shanxi announced the corporate wage guidelines. According to incomplete statistics from the Sino-Singapore Jingwei client, since this year, seven provinces, autonomous regions and municipalities including Shanxi, Shandong, Jiangxi, Shaanxi, and Tianjin have issued corporate wage guidelines for 2021. . It is worth noting that salary guideline has not been launched in many places.
The so-called corporate wage guideline system is the government’s recommendations on the level of annual wage growth issued to companies based on the economic development control objectives of the year. consists of a baseline, an upper line (also known as an early warning line), and a lower line. It is not mandatory, but it can be used as a reference for the collective negotiation of wages between enterprises and employees and for determining the level of wage growth.
multi-place wage guidelines released
Recently, Shanxi's 2021 corporate wage guidelines were announced, with a baseline of 8%, an upper line of 12%, and a lower line of 4%. The wage guideline is applicable to the wage distribution of employees on duty in all enterprises in Shanxi Province, and guides the reasonable increase in wages of employees.
Jiangxi has made it clear that the baseline for corporate wage growth in 2021 will be 8%; corporate wage growth will be 3% offline; and corporate wage growth will not be set online.
Shandong made it clear that , the baseline for the growth of corporate employees’ monetary wages in 2021 is 7%. According to the requirements of the State Council and the provincial government on reforming the wage determination mechanism of state-owned enterprises, the base of the guideline for corporate wages is the average salary of 97379 yuan for employees in non-private units in cities and towns across the country in 2020; the monetary wage growth of corporate employees will no longer be released online and offline.
The Shaanxi Provincial Department of Human Resources and Social Security issued the 2021 corporate wage guideline, clarifying that the corporate monetary wage growth baseline is 7.5%, and the downline is 3.5%, which is applicable to the wage distribution of various enterprises in the province.
Tianjin Municipal Bureau of Human Resources and Social Security released the city’s enterprise wage guidelines for 2021,The baseline is 7% and the downline is 3%. Companies with good production and operation conditions can determine the average increase in their employees’ wages around the city’s corporate wage guideline baseline; companies with greater labor cost pressure can be determined not below the city’s corporate wage guideline when the ability to pay allows. Increase in average wages of employees.
The 2021 corporate wage guideline plan issued by Tibet is clear. The region's 2021 corporate wage guideline baseline is 7%, and the downline is 3%.
According to Xinjiang Daily report, the autonomous region’s 2021 corporate wage guidelines have been determined and released. In 2021, the benchmark for wage growth in enterprises in the autonomous region is a 5% increase in the average monetary wage of employees, an increase of 6.5% on the upper line, and a lower line of 1.5%.
It is worth noting that, centering on "continuously improving people's livelihood and well-being, and solidly promoting common prosperity", some provinces solicited opinions from the society on corporate wage guidelines. The Jilin Provincial Human Resources and Social Security Department recently issued a notice on corporate wage guidelines in 2021. (Draft for comments) proposed that the proposed baseline is 6%, the upper line is 8%, and the lower line is 3.5%.
How does the adjustment of the wage guideline affect the "hitting workers"?
Wage guideline adjustment, what impact will it bring? Yang Baoquan, senior partner of the Bank of China Law Firm, told the Sino-Singapore Jingwei Client that the government can monitor the growth of total wages and wage levels through the implementation of wage guidelines, so that wage growth can be coordinated with economic benefit growth, which is beneficial to the government The achievement of macro-control goals.
Yang Baoquan stated that through the pilot wage guideline system and the establishment of a wage growth warning line (online), it can largely alleviate the phenomenon of high wages and excessive growth in monopolistic enterprises or industries, and help alleviate the income gap among employees. Excessive problems guide the rational flow of labor. In addition, the wage guideline is also the basis for handling labor disputes.
Data from the National Bureau of Statistics show that in 2020, the average annual salary of non-private employees in urban non-private units nationwide is 97379 yuan, an increase of 7.6% over the previous year, and the growth rate is 2.2 percentage points lower than the previous year.Excluding price factors, the actual increase was 5.2%; the average annual salary of employed persons in urban private units was 57,727 yuan, an increase of 7.7% over the previous year, and the growth rate was 0.4 percentage points lower than the previous year, and the actual increase was 5.3% after deducting price factors.
A lot of "hitting workers" are concerned, the wage guideline is adjusted, will wages definitely rise? Yang Baoquan said that although the wage guideline does not directly require companies to increase their employees' wages, the corporate wage guideline is one of the reference basis for the state and the government to set the minimum wage standard. The increase in the wage guideline may lead to a minimum wage to a certain extent. Increase in wages. The increase in the minimum wage standard will, to a certain extent, help increase the income of low-income groups and protect their legitimate rights and interests; to a certain extent, it will narrow the unequal income gap and help maintain social stability.
Professor Sun Zhongwei from the School of Politics and Public Administration of South China Normal University said, “The salary guideline has reference value. Whether the company adopts it or not depends mainly on the adjustment of the salary based on the company's operating status, salary affordability, industry average level and internal salary system."
source｜Zhongxin Jingwei
editor｜Xu Zhou
editor in charge｜Zheng Fuqiang
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