Matters concerning health and safety Matters concerning vocational training. Matters relat to accident compensation and assistance. For non-occupational injuries and illnesses. Awards and sanctions Other matters applicable to all workers. However, if there is a bonus agreement in the labor contract individually conclud. With the worker, or if bonuses are paid as a custom, it is necessary to respond to equal pay for equal work. [Note 5] Ministry of Health, Labor and Welfare: Let’s create work rules 2-2. Non-regular workers cannot exempt from payment There is one point to aware of when the payment of bonuses is specifi in the rules of employment.
That is if there is a statement
In the rules of employment that “bonuses are not paid to non-regular workers (part-time workers),” it may violate the concept of equal Anguilla Email List pay for equal work. Equal pay for equal work requires that bonuses paid according to the content of the worker’s duties, regardless of the form of employment. Employment regulations are intend for all employees, and there is a risk that workers will perceive it as an unreasonable difference in treatment if written in a manner such as “part-time workers are uniformly exclud from payment.” However, if there is a reasonable difference in treatment (balanc treatment) according to the content of the work, it is acceptable.
Therefore if the content
Of duties differs tween full-time employees and part-time workers, it is possible to prevent misunderstandings about bonus payments by creating separate employment rules. 3. What are the penalties for equal pay for equal work? Two risks in case of violation RISK If the Equal Pay for Equal Work Penalty is violat, will there any penalties impos? In fact, the Part-Time/Fix-Term Employment Law does not stipulate fines or pena SG Phone List lties for companies that fail to comply with equal pay for equal work. However, violating equal pay for equal work and creating unreasonable differences in treatment expose companies to two risks.