In 20021year, the benchmark for the growth of corporate monetary wages in Sichuan Province is 7%, the upper line (warning line) is 10%, and the lower line is 3.5%. The baseline is applicable to enterprises with normal production development and economic benefits growth. Such enterprises refer to the baseline and properly arrange the normal growth of employees' wages; Online (early warning line) is suitable for enterprises with rapid economic growth, and it is the highest reference limit recommended by the government for enterprise wage growth; Offline is suitable for enterprises with declining economic benefits.
What are the policy bases for the 20021year enterprise wage guideline in Sichuan province? The relevant person in charge of the Labor Relations Department of the Department of Human Resources and Social Security introduced the wage guidance line of enterprises in Sichuan Province in 20021year. It is in accordance with the Opinions of the State Council on Reforming the Wage Determination Mechanism of State-owned Enterprises (Guo Fa [2018]16), the Implementation Opinions of Sichuan Provincial People's Government on Reforming the Wage Determination Mechanism of State-owned Enterprises (Chuan Fu Fa [2018] No.49) and the Trial Measures of the Ministry of Labor on Printing and Distributing the Wage Guidance Line System in Pilot Areas. 997 No.27) and the Notice of the People's Government of Sichuan Province on Printing and Distributing the Trial Measures for the Enterprise Wage Guidance Line System in Sichuan Province (Chuanfuhan [2002] No.295) are formulated in combination with the economic and social development of Sichuan Province.
Sichuan will co-ordinate the "Spring Breeze Action" of harmonious labor relations in the whole province, establish and improve the consultation and coordination mechanism of enterprise employees, and make efforts to strengthen the implementation of enterprise wage guidance lines from the aspects of reasonably determining the wage level of enterprise employees, giving full play to the role of collective wage consultation, standardizing wage management in state-owned enterprises, doing a good job in wage distribution in non-state-owned enterprises, and implementing and perfecting the wage guidance line system.
Enterprises should take the wage guidance line as an important basis for collective wage negotiation. Trade unions should take the initiative to initiate negotiation offers, and enterprises should respond positively. The two sides should determine the wage growth level and wage distribution plan of enterprises through collective wage negotiation and conclude a special collective wage contract (agreement). When carrying out collective wage negotiation, we should focus on the value of labor production factors in distribution, adapt to the wage price of the labor market, and make the wages of employees increase correspondingly with the growth of labor productivity and profit of enterprises.
In the aspect of salary management of state-owned enterprises, the total salary of state-owned enterprises is subject to budget management in accordance with the relevant regulations of the State Council and the provincial government, and it is implemented after the internal decision-making procedures are performed in accordance with the regulations and reported to the institution (or the competent department of the enterprise) that performs the responsibilities of the investor for filing or approval. Collective wage negotiations in state-owned enterprises should focus on deepening the reform of the internal distribution system of enterprises. Improve the post and performance-oriented salary distribution system, formulate the benchmarking management method of salary market, and reasonably determine the salary level of different posts. Improve the performance appraisal system for all employees, strengthen the close link between wage income and personal performance, and reasonably open the grade according to the contribution. In principle, the average wage growth rate of front-line workers is not lower than the average wage growth rate of employees in this enterprise, and the average wage growth rate of employees in the headquarters of enterprise groups is not higher than that of employees in this enterprise. The salary of the person in charge of state-owned enterprises shall be implemented in accordance with the relevant provisions of the state and local governments on the salary management of the person in charge of state-owned enterprises.
For non-state-owned enterprises, effective measures will be taken to promote collective bargaining according to law and further expand and consolidate the coverage of collective bargaining on wages. Non-state-owned enterprises that have not yet established a collective wage negotiation system should take the wage guidance line as an important reference for determining the increase of workers' wage level and create conditions to implement collective wage negotiation as soon as possible. Non-state-owned enterprises, while developing production and improving economic benefits, should reasonably raise the wage income level of enterprise employees, especially front-line employees, and the wage growth should be tilted to key posts, hard posts and skilled posts.
Sichuan Province will also promote qualified cities (states) to explore the establishment of an industry wage guidance line system, formulate and issue wage guidance lines for major or some industries in the region, provide reference standards for collective wage negotiations in regional and industrial sectors, and promote the implementation of wage growth for employees.