How to pay for social wealth

In Zhejiang, the wages of enterprise workers no longer by the boss a person to decide, "the wage negotiation model of enterprise Consultation on growth, industry consultation and the bottom line of regional consultation has been preliminarily formed--this reporter Wang Huimin if the time is backward for several years, is to lend Wu Chunfeng a gall, he also dare not talk with the boss--carry the people's rice bowls, Dare to bargain, do not want to mix?!　　And now, the electrician of the Zhejiang Pinghu Fcar Textile Co., Ltd. will justly fight for his own deserved benefits. Because Wu Chunfeng has the right to pay.　　To his courage, Zhejiang is the comprehensive promotion of the "wage-sharing" mechanism. Employees have a "spokesperson", wages no longer by the boss of a person to decide the home in Hubei Chen Yufeng, to Wenling Xinhe Town for nearly 10 years. In recent years, her wages have been rising every year: 2003 month salary is more than 800 yuan, now has risen to more than 2,500 yuan. "With a transparent, fair wages table, employee wages and corporate benefits linked, we work more than enough."　　Chen Yufeng said happily. Wenling Xinhe Town is a famous woolen sweater production base in Zhejiang province. In recent years, the town gradually set up the industry wage consultation mechanism, the trade union and the owner of the woolen sweater trade unions on behalf of the staff and business side, the entire industry to negotiate the wages of workers. On the basis of careful calculation, negotiate the establishment of a unified working hours, the wages of the standard, the relevant enterprise workers wages should not be less than this standard.　　Xinhe Town wage negotiations for the past 7 years, the wages of workers increased year by decade, an annual increase of 5%-12%.　　The whole industry wages unified, to any enterprise take is the same wages, more stable workforce, the past job-hopping, "poach" phenomenon greatly reduced, the pattern of benign competition between enterprises gradually formed. Zhejiang Province Trade Union Law ministry minister Fang said: "Now, in many parts of Zhejiang province, the wages of enterprise workers no longer by the boss of a person to decide, has initially formed a ' business consultation on growth, industry consultation to talk about standards, regional negotiations on the bottom line of the wage negotiation model, effectively safeguarding the legitimate rights and interests of workers.　　"Fang explained that business negotiations on growth, is the focus on the establishment of a normal wage growth mechanism, the industry consultation standards, is the focus on the establishment of a unified working hours, the wages of the standard; the bottom line of regional consultation is to solve the problem that the wages of enterprises and workers in the region are not lower than Up to now, Zhejiang signed a collective wage agreement 70,936, covering enterprises to 132,200, covering more than 6.68 million employees.　　By the end of this year, "wage total" coverage will reach more than 70% of the province's enterprises. Jump out of the single enterprise "singles Alone", in the improvement of mechanisms and supporting measures to work hard "wage total difficult to implement, on the surface is because of the strength of the labor force disparity, but the deep reflection of our common mechanism is imperfect and the lack of supporting measures."　　"Zhejiang Province Federation of Trade Unions party secretary, Deputy President Jing Changzheng this analysis." Jing Changzheng said that Zhejiang is a small and medium-sized enterprise intensive, industry-developed provinces. Small and medium-sized private enterprisesThe bargaining power is weak in the workers ' Party.　　It is clear that many enterprises first-line workers ' wages are cured in the minimum wage level, very unreasonable, but who to talk with the boss, how to talk, the problem has not been well resolved. Once said to and the boss talk about wages, staff representatives foot mouthful stall dare not talk, mouth confusedly not talks. Trade unions come forward to talk about it, trade unions themselves have a lot of difficulties: not independent of the employer in the economic, in the labor relations are not independent of the management, as a group of organizations and no law enforcement power, spine also hard to rise.　　Therefore, in order to make the "wage total" really fall into practice, the key is to establish a sound wage-sharing mechanism. In recent years, Zhejiang has perfected the mechanism of common decision, perfect supporting measures on hard work, has promulgated the "Zhejiang Collective Contract Regulations", "Zhejiang Province enterprise wage Payment management measures", "Zhejiang Province Enterprise Democratic management regulations" and other laws and regulations, to labor remuneration, insurance and welfare as the main content of the collective contract, as well as regional,　　The industry collective contract makes clear stipulation, has carried on the clear norm to the enterprise wages payment behavior, has provided the legal support for the wages collective consultation. However, the situation of the enterprise is very different, how can we make "wage total decision" really receive the actual effect? According to the actual situation of each city and county, the negotiation strategy and the focal point of the trade union are not the same: for small and medium-sized enterprises in the town, village, the implementation of regional wage negotiations, by the town Village union and the owners committee or operator representatives signed; For larger industrial clusters or block economic regional enterprises, by trade unions and trade associations negotiated contracts. In the production and operation of normal and good efficiency, industries and regions with strong industrial base, focusing on wage levels, bonus distribution, subsidies and benefits, and establishing a normal wage growth and adjustment mechanism, focusing on the negotiation of wage payment methods in industries and regions with more difficult production operations and relatively weak industrial base,　　It is important to establish the mechanism of wage payment guarantee.　　For enterprises, industries or regions that do not carry out collective bargaining or wage agreements, or do not perform agreements without justifiable reasons, the trade unions will issue an offer to the enterprise on behalf of the employees, requiring them to consult collectively on the wages of the employees, so that the wage consultation mechanism can be established and implemented in a wider scope Enterprises pay more wages, get the return is the fate of workers and enterprises for the "wage-sharing" mechanism, the majority of employees are heartfelt support. Hangzhou Linan New Union Electrical Appliance Industry Co., Ltd. Anhui employees Chen told reporters: "' wage total," after the enterprise development and quality of our treatment with the high and low together, we only and the enterprise United to fight, only the way out. "What do corporate bosses think about the" wage-sharing "mechanism? Reporters in the interview, many business owners said: "Enterprises can not always rely on low wages low-level competition." ' Wage total decision ' although let us pay a little more wages, but the staff at ease, the enterprise more stable, in the long run is cost-effective. "The Zhejiang business community" evergreen tree million to the group chairman Guanqiu, for "wage total decision", more experience: "Give people roses, hand left lingering incense." Enterprise development ultimately depends on the staff. AsThe wages of the fruit will always only listen to the management, the enterprise's perpetual power disappears. Over the years, the group has been exemplary in implementing the "wage-sharing" mechanism. Last year, Wanxiang also encountered a crisis never had, orders from 5 billion yuan per month to reduce to 3.5 billion yuan. However, Guanqiu categorically said: "In any case, we do not lay off, not pay!" As long as the business is still working, never abandon an employee. "All employees ' year-end bonuses are reproduced, benefits are paid ... Million to the group's practice in return is, the promotion of enterprise centripetal force. This year when the Spring Festival comes, I heard that the company orders more, production situation is tense, the staff have asked to leave overtime.　　Some originally booked the return of the ticket, specifically withdrew the ticket to stay down. The "wage-sharing" mechanism has really benefited both employers and employees, and has achieved a total win for both staff and enterprises. As the "wage-sharing" stabilized the workforce, early last year's "layoffs" and the beginning of this year's "migrant workers shortage" in Zhejiang did not show clearly. Sourceph ">