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随着《劳动合同法(修正案)》的尘埃落定,“同工同酬”问题再一次被推向舆论的风口浪尖。如果人力资源工作者对“同工同酬”没有一个清晰的界定,在实际工作中,特别是在劳动者薪酬管理上必将困难重重。案例一:徐某于2007年8月到某机械公司工作。因其尚不能独立当班,公司遂安排其与刘某共同工作。同年10月,徐某在工作中受伤。经鉴定,徐某构成八级伤残。因该公司未依法为徐某缴纳保险,徐某起诉要求公司赔偿其各项工伤保险待遇和停工留薪期间工资,共计15万余元。
With the “Labor Contract Law (Amendment)” settled, the issue of “equal pay for equal work” has once again been pushed to the cusp of public opinion. If the HR staff do not have a clear definition of “equal pay for work of equal value”, they will face many difficulties in their practical work, especially in the management of workers' pay. Case 1: Xu in August 2007 to a machinery company. Because they can not stand on their own, the company arranged for work with Liu. In the same year in October, Xu was injured in the work. Identified, Xu composed of eight disabled. Because the company failed to pay insurance for Xu, Xu sued the company to pay compensation for its work-related injury insurance and payroll salaries, a total of 15 million yuan.