Commission refers to the remuneration paid by the enterprise to the middleman when the sales business occurs. Intermediaries must be units or individuals that have the right to engage in intermediary services, but do not include employees of enterprises;

Wage refers to the labor remuneration that public officials in socialist countries get from society in the form of monetary wages.

2. Differences involved

Commissions include stock commissions, international trade commissions and sales commissions.

Salary includes salary, dividend, year-end bonus, welfare and other forms.

3. The applicable law is different.

The salary is in line with Article 16 of the Labor Law: employees who sign labor contracts enjoy the rights and obligations of the Labor Law, and there is an employment relationship with the employer. In addition to paying wages, the employer should also fulfill the obligation to pay social insurance;

Commission has no such relationship, its labor is independent and free, and its behavior is regulated by the Contract Law.

Extended data:

Perceptual factors of fairness:

1, fairness factor of salary distribution

Employees' perception of distribution fairness comes from two aspects: whether the salary is balanced with their own performance and contribution; Whether the salary is balanced with the standards of others or organizations.

Therefore, fair distribution requires that the salary grade standard should be based on job analysis and performance appraisal, and also reduce the human error in the evaluation results.

2. Fair factors in the remuneration process

Employees should have a certain right to speak and participate in salary management, so as to help employees get fair treatment. It is considered that the procedural fairness factors in salary management are summarized in the following five points:

(1). The design and implementation of salary management system should adopt employees' suggestions;

(2) There is two-way communication in the management process;

(3) employees have the ability to question or refute the management process or management results;

(4) Managers are familiar with employees' work;

(5) The adopted standards are consistent.

3. Interpersonal fairness of salary.

Interpersonal justice is employees' perception of their superiors' attitude, whether the superiors treat their subordinates politely, whether they respect their dignity, and whether employees trust, admire and obey their superiors' orders.

References:

Baidu encyclopedia-commission

References:

Baidu encyclopedia-salary