The weekly salary system is not a fresh radish skin. In developed countries such as Britain and the United States, especially in the service industry, it is a common way to pay wages. Most of the wages are calculated by the hour and then paid by the week. However, it is such a topic that is not new, but it has attracted great attention from all walks of life at this year's CPPCC meeting.
What kind of background has prompted the warming of the weekly salary system?
We have noticed an interview conducted by China Economic Prosperity Monitoring Center in June 2002. The center interviewed more than 700 urban residents in Beijing, Shanghai and Guangzhou: weekly salary, monthly salary and annual salary. Which salary method is the most satisfactory? The survey results show that those who want to get a weekly salary (25.7%) are basically the same as those who want to get a monthly salary (29.7%). The survey results have caused extensive discussion in the media.
However, do Foshan people think so? The reporter's interview gave a different answer-the recognition of the weekly salary system is not high, and it still needs a lot of efforts to really implement it in some industries.
Where is the basis of "weekly salary system"?
Wei Zhaung believes that the weekly salary system has its economic and legal basis in China. 200 1 year, the average wage of employees in cities and towns nationwide is 10870 yuan, that is, the monthly wage exceeds that of 900 yuan. In the third quarter of 2002 1-3, China's GDP will leap to a new level of 10 trillion yuan, achieving a historic breakthrough, and China has an economic foundation for implementing weekly salary.
In addition, the Interim Provisions on Wage Payment of the Ministry of Labor also laid a legal foundation for the implementation of the weekly wage system, which conforms to Article 7 of the regulations: "Wages are paid at least once a month, and if the weekly, daily and hourly wage system is implemented, they can be paid by the week, day and hour.
Is the weekly salary system feasible in China? Commissioner Zhuang believes that for the catering and processing industries of construction enterprises, workers' wages only account for 12%- 15% of the project cost. Although liquidity is the "key" of such enterprises, it is a key step to ensure the legitimate rights and interests of workers.
If government functional departments can implement the "filing" management system in the bidding process, they can manage enterprise credit in a unified way and eliminate untrustworthy enterprises at one time; Requiring enterprises to pay a certain proportion of "reserve fund" will definitely avoid the phenomenon of wage arrears; At the same time, there is an increasingly mature financial operation mechanism as a guarantee, which will not increase the operating costs of enterprises and waste human resources.
If implemented, how will the income tax be calculated?
Although China has implemented the weekly salary system, it still faces many institutional problems in practice.
Jiang Jin, a lawyer of a law firm in Nanhai District, Foshan City, Guangdong Province, said: "The current salary and welfare system in China is designed based on the monthly salary system. For example, according to the "Provisional Regulations on the Collection and Payment of Social Insurance Fees", the collection and payment of social insurance fees is based on the monthly salary and paid monthly. If the weekly salary system is implemented, how to determine the payment base and how to pay by employers and workers? Furthermore, according to China's individual income tax law, individual income tax is also levied on a monthly basis. If the weekly salary system is implemented, how to pay personal income tax? These are issues worthy of discussion by experts from relevant departments. "
Do enterprises welcome the "weekly salary system"?
Last year, Shanghai Saiyang Enterprise Development Co., Ltd. explained the reasons for implementing the "weekly salary system": "In the process of enterprise reform, they felt that the original practice of assessing employees' work performance with monthly salary was outdated. Shortening the pay period and assessing employees every week are the ways to realize saving and intensive human resources. In the past year, employees were assessed 12 times, and now they are assessed 50 times a year. Through this high-density and institutionalized assessment, enterprises make employees' spirits highly excited, thus giving full play to their subjective initiative and improving labor productivity. "
However, the director of a ceramic factory in Shiwan, Foshan has a different view: "The salary level is a direct recognition of employees' work performance. Although the specific situation of each industry is different, I personally think it is better to adopt the monthly salary system or the annual salary system. Because the performance of a good employee is often not reflected in a week or two, especially designers, their performance may take months or even a year to be reflected. If wages are calculated on a weekly basis, their value cannot be fairly reflected. " "In addition, the mobility of employees in various industries has been great. If you add the stimulation of weekly salary, the settlement salary will be one this week and two next week, which will undoubtedly affect the stability of enterprise labor resources and is not conducive to the normal production of enterprises. "How do migrant workers view the' weekly salary system'?
Mr. Xiao, who works in an insurance company in Foshan, welcomed the implementation of the "weekly salary system". He said: "If the weekly salary system is implemented well, you can pay once a week, which will not only help you see the results of your work faster, but also help you manage your finances scientifically. In this way, at least there will be no dilemma of paying for fish soup at the beginning of the month and having no money to drink porridge at the end of the month. "
Speaking of the "weekly salary system", workers at a construction site in Foshan feel incredible: "Get paid once a week? How is that possible? For us migrant workers, it would be nice to get paid on time every month. Of course, I really hope I can get paid once a week, so even if I am in arrears, I only owe one week's salary. But it's so hard to find a job now, even if they owe me a week's salary, I still have to do it. It is impossible to pay once a week! "
Miss Li, who works in an advertising company in Nanhai, is indifferent to the "weekly salary system": "In my opinion, there is not much difference between weekly salary, monthly salary and annual salary. Imagine, what is the difference between taking 500 yuan four times a month and taking 2000 yuan at a time on the 25th of that month? In my opinion, the most important thing is the salary level rather than the payment method. "