The employee remuneration

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The base salary should be at least equal to the minimum wage (136 Mt). Base salary is generally monthly, but can also be reported to an hourly wage using 174 hours for a full-time job. A part-time salary will be calculated by reference to the resulting hourly wage.

The base salary does not include bonuses provided by law, for Sundays, holidays, or working at night for example.

The salary may be fixed for a period worked, but may also include a share paid to the task.

Piecework

Wages can also be attached to the task, that is to say by reference a number of parts produced or handled personally by the employee. Such an option should be explicitly mentioned in the employment contract (Mt 137). The salary equal to 100% of the standard must be at least equal to the minimum wage.

An employment contract only providing a salary for the task must have been a special clause written and even if the standards are not met must grant the employee at least 50% of the minimum wage.

Production standards are set in advance by the employer and must be achievable 100% under full-time job, taking into account the actual work organization and technical means available.

Production of the employee should not be embarrassed by his working environment or by technical problem. In case of conflict, the employer must demonstrate that the non-fulfillment of production norms is not due to discomfort of the work environment or a technical problem.

The remuneration that depends on achieving common goal of income level necessarily involving people other than the employee does not meet the definition of pay for the job. It will then be variable salary, bonus and diverse gratification.

One can also conclude a mixed contract of employment, where pay is the sum of a fixed schedule and a supplementary part of the task.

 

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