From February 25th, 2022, Anhui Province will adjust the minimum wage in the whole province. After the adjustment, the four grades of the monthly minimum wage standard are adjusted to 1650 yuan, 1500 yuan, 1430 yuan and 1340 yuan respectively. The minimum wage standards for part-time working hours are adjusted synchronously, namely, 20 yuan, 18 yuan, 17 yuan and 16 yuan. According to the Notice on Adjusting the Minimum Wage Standard in Anhui Province issued by the General Office of the People's Government of Anhui Province, Hefei and Tongling are the first files, with the monthly minimum wage standard of 1.650 yuan and the part-time hourly minimum wage standard of 20 yuan. Under the condition that workers provide normal labor, the wages paid by the employer shall not be lower than the local minimum wage.

First of all, the general structure of wages consists of four parts:

1, basic salary: it is the part of salary that guarantees the basic livelihood of workers and is necessary to maintain the reproduction of workers' labor force.

2. Post (post, technical) salary: determined according to the business technical requirements, working conditions, responsibilities and other factors of different posts (posts). With the change of work, the salary of the post (post, technology) also changes.

3. Annual salary: based on length of service, combined with attendance and work performance.

4. Floating salary: also known as performance salary, it is determined according to the operating efficiency of the enterprise and the performance of the individual.

Second, the benefits of post wage system

1, the salary distribution is fair. The post salary system is based on standardized job analysis, and the value of each post is determined through post evaluation to ensure the internal fairness of salary distribution; Through targeted market research on key positions, the external fairness of salary distribution can be realized.

2, concise and easy to understand, and strong operability. The post salary system clarifies the salary amount of each post, which is convenient for employees to understand and accept, and can increase the transparency of salary; The post salary system is easy to operate and maintain.

3. Easy to evaluate. Because the job responsibilities are clear and the responsibilities and rights match, it is easy to promote and achieve results in the performance appraisal of employees.

4. The cost is controllable and low. Because the post salary standard is clear and the post establishment is determined, it is more accurate and easier to calculate the post salary. In addition, because there is no reward for the ability to exceed the post requirements, the salary cost is relatively low.

Legal basis: Article 48 of the Labor Law of People's Republic of China (PRC). The state implements the minimum wage guarantee system. The specific standard of the minimum wage shall be formulated by the people's governments of provinces, autonomous regions and municipalities directly under the Central Government and reported to the State Council for the record. The wages paid by the employer to the workers shall not be lower than the local minimum wage.

People's Republic of China (PRC) labor contract law

Article 30 The employing unit shall, in accordance with the stipulations of the labor contract and the provisions of the state, pay the laborers' labor remuneration in full and on time. If the employer is in arrears or fails to pay the labor remuneration in full, the employee may apply to the local people's court for a payment order according to law, and the people's court shall issue a payment order according to law.