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07:30 Thursday 14, 2024 World at Work Japan's overworked, underpaid truckers left behind in wage bonanza March 13, 202411:04 PM GMT+1Updated 8 hours ago TOKYO, March 14 - As Japan's big companies prepare to hand out their heftiest pay hikes in decades, trucking firm owner Ikuko Sakata feels like she inhabits a different reality. Despite facing some of the country's tightest labour markets and no shortage of demand, small delivery companies like Sakata's can barely afford to make ends meet. The Tokyo-based company that she runs pays its approximately 80 employees the minimum wage, putting their base salaries at around 280,000 yen ($1,900) a month before overtime. "That's the best we can do," said Sakata, who took over the 73-year-old family business from her father in 1995. She hopes to do better for the coming year but is afraid that might be difficult. Sakata's predicament contrasts starkly with the rosy picture emerging for workers' pay at brand-name companies such as Toyota Motor (7203.T), opens new tab and Nippon Steel (5401.T), opens new tab . It also raises questions about whether the time is right for Japan's central bank to finally normalise monetary policy, with sustainable wage increases seen as one of the conditions for an end to negative interest rates. Most economists expect the Bank of Japan to raise interest rates - for the first time in 17 years - either this month or next. Wrapping up their annual wage negotiations on Wednesday, Toyota, Panasonic (6752.T), opens new tab, Nippon Steel and Nissan (7201.T), opens new tab were among major firms that agreed to fully meet union demands. Workers at major firms have asked for annual increases of 5.85%, topping the 5% mark for the first time in 30 years, according to Japan's biggest trade union grouping, Rengo. The government is counting on such wage hikes to trickle down to smaller and medium-sized firms, which account for a whopping 99.7% of all enterprises and about 70% of the country's workforce. Wage talks for the bulk of small- to mid-sized companies are expected to conclude by the end of March. Page 1 continue Delivery trucks are parked at a parking area along the highway in Chiba, east of Tokyo, Japan April 6, 2023.

Navigating Japan's Minimum Wage Landscape in 2024: Your Comprehensive Guide 📈 | Discover how minimum wage functions in Japan, its determination process, and the latest rates for 2024. Our 'EXPLORING THE MINIMUM WAGE IN #JAPAN IN 2024: MASTER GUIDE' covers everything from exceptions, adjustments, to special work hours wages including overtime, holidays, and night shifts. Stay informed and ensure total compliance with INS Global's expert insights. #JapanMinimumWage #BusinessCompliance #INSGlobal #LaborLaw #GlobalExpansion https://lnkd.in/gyz4XyuE

The Fair Work Commission Annual Wage Review 2023–2024 Decision has come into effect, impacting wages and workplace conditions for many Australian workers. These adjustments aim to balance economic challenges with the need for fair compensation, impacting a wide range of industries. Summary of the Decision – National Minimum Wage: - Increased by 3.75% to $915.90 per week or $24.10 per hour, effective from 1 July 2024. All Modern Award Minimum Wages: - Increased by 3.75%, effective from 1 July 2024 - Will affect approximately 2.6 million employees and their employers Economic and Social Considerations: - Cost-of-living pressures, inflation rates, labour productivity and forthcoming tax cuts and superannuation increases influenced the decision - As previously announced by the ATO, from 1 July 2024, the superannuation guarantee rate has also increased to 11.5% Gender Equity Initiatives: - Announced forthcoming proceedings to address gender undervaluation issues in certain modern awards, with a focus on early childhood education, disability home care and other social services Consultation Process: - Submissions from various stakeholders were considered, including employer and employee organisations - However, the decision is an independent assessment by the Fair Work Commission. To read the Decision in full, please see the attached announcement from the FWC. Stay informed and proactive with these changes to ensure compliance and support your workforce effectively. If you have any questions about the Annual Wage Review and what the adjustments could mean for you or your business, please do not hesitate to contact Stevens & Associates Lawyers: https://lnkd.in/gCSHgjCx #MinimumWage #FairWorkCommission #ModernAwards #EmploymentUpdate #EmploymentLaw

Three types of salaries will increase from July 1st, 2024 The salary of officials and employees will increase by how much? The National Assembly has passed Resolution 104/2023/QH15 on the state budget estimate for 2024, which includes provisions on the implementation of salary reform from July 1, 2024. Under the new salary policy, the salary range for officials and employees will be expanded from the current range of 1 – 2.34 – 10 to 1 – 2.68 – 12. Administrative procedures. Photo: TTXVN With this expanded salary range, the minimum salary for officials and employees will increase significantly (compared to the current starting salary of VND 3.5 million for officials and employees with intermediate qualifications and a salary coefficient of 1.86). At the same time, the average salary for officials and employees will also have a higher starting coefficient of 2.68 (higher than the current coefficient of 2.34). It is known that with a coefficient of 2.34, officials and employees with university qualifications have a starting salary of over VND 4.2 million per month. The highest salary for officials and employees, corresponding to grade 3 of senior experts (equivalent to the Minister’s salary), will also be expanded from coefficient 10 to coefficient 12. Therefore, the new highest salary for officials and employees is expected to be higher (compared to the current amount of VND 18 million). Therefore, starting from July 1, 2024, the average salary for officials and employees will increase by about 30%. The specific salary increase for each target will depend on the position, job performance, etc. Proposal to increase minimum wage by 6% from July 1, 2024 On December 20, 2023, the National Wage Council voted to finalize the minimum wage increase for 2024 at 6%, with the effective date being from July 1, 2024. With an additional 6% adjustment to the minimum wage, the minimum wage will increase by an additional VND 200,000 to VND 280,000 depending on the region. Specifically, after the adjustment, the minimum wage in each region will be as follows: Region 1 will increase to VND 4,960,000; Region 2 will be VND 4,410,000; Region 3 will be VND 3,860,000; and Region 4 will reach VND 3,450,000. (Currently, the minimum wage ranges from VND 3,250,000 to VND 4,680,000) The hourly minimum wage will also increase by 6% from July 1, 2024. Specifically, Region 1 will increase to VND 23,800; Region 2 will be VND 21,200; Region 3 will be VND 18,600; Region 4 will be VND 16,600. Proposal to increase pensions, social insurance allowances from July 1, 2024 In addition to the salary reform for officials and employees, the resolution also mentions the increase in pensions and social insurance allowances. Accordingly, from July 1, 2024, the comprehensive reform of salary policies will be implemented in accordance with Resolution 27-NQ/TW dated May 21, 2018 of the 7th Party Central Committee, 12th tenure. At the same time, adjustments will b...

Annual Wage Review 2023-2024 The Fair Work Commission (FWC) has announced its decision for the 2023-2024 Annual Wage Review, conducted under section 285 of the Fair Work Act 2009. This review comprised the following two tasks: 1. National Minimum Wage Order To review and set the National Minimum Wage, which affects a small number of employees not covered by modern awards or enterprise agreements. 2. Modern Award Minimum Wages To review the minimum wages set by 121 modern awards. These awards impact approximately 20.7% of the Australian workforce, translating to around 2.6 million employees. Factors the FWC took into account include: 1. Employee Characteristics Those reliant on modern award minimum wages tend to be part-time workers, predominantly women, and almost half are casual employees, typically earning lower wages. 2. Economic Impact The total wage cost for this group constitutes less than 11% of the national wage bill. The economic effect is concentrated in four industry sectors, with negligible impact on others. 3. Other considerations The Fair Work Act mandates considerations such as living standards, needs of the low paid, workforce participation, economic performance, and gender equality. Submissions from various stakeholders, including employer and employee organisations and government bodies, were reviewed. Wage Increase Decision: The Commission has decided to increase both the National Minimum Wage and modern award minimum wage rates by 3.75%, effective from 1 July 2024. For a full-time worker (38 hours per week) that’s an hourly wage of $24.10 (or $915.90 per week). This decision was influenced by ongoing cost-of-living pressures and the need to avoid further reduction in real wage rates despite inflation being lower than last year. The increase aligns with forecasted wage growth and supports the anticipated return of inflation to below 3% in 2025. How our team can help: Ignite HR & Employment Law is here to support employers in navigating the complexities of the new wage review decision. Our team can provide comprehensive advice on how to implement the 3.75% wage increase in compliance with the updated regulations, ensuring that your business remains aligned with legal requirements. We offer tailored solutions for updating payroll systems, revising employment contracts, and managing employee communications to facilitate a smooth transition.

3 Reasons To Pay Above the Minimum Wage Enacted in 1938, the Fair Labor Standards Act governs the federal minimum wage, among other things. Last increased in 2009, the federal minimum wage stands at $7.25 per hour. Many states and some localities have their own minimum wage laws that set the minimum higher than the national rate. Minimum wage laws represent only the legal bare minimum. It does not mean that employers should not pay more. Below are three reasons to pay above the minimum wage. 1. The minimum wage might not be a livable wage. According to a congressional report, "The real value of the federal minimum wage has declined 24% since 1968. Today, the federal minimum of $7.25 leaves an adult with two children thousands of dollars below the federal poverty threshold. This is unacceptable." While some policymakers are pushing to raise the federal minimum wage for private-sector workers, the effort has been unsuccessful thus far. It's worth noting that an executive order raising the minimum wage to $15 per hour for federal workers and contractors is now in effect. In addition, many states and some localities have a minimum wage higher than that mandated by federal law. But the increases are oftentimes incremental and spread out over a period of years. 2. Higher wages improve morale and productivity. A major concern for small businesses especially is that paying more than the minimum wage could eat away at their profits. Experts say this line of thinking is counterproductive because low wages are associated with various negative outcomes. For example, employees may: - Become financially stressed. - Feel demoralized. - Call in sick more frequently. - Perform poorly at work. - Leave the company for more competitive wages Note that financial stress is linked to physical ailments such as: - Migraines - Anxiety - Digestive issues - High blood pressure - A weakened immune system - Muscle tension - Heart arrhythmia Along with enhancing employee well-being, higher wages improve organizational health by mitigating the costs of turnover. 3. Paying higher wages boosts quality of hire. Jobs that pay the minimum wage are commonly found in the restaurant, hospitality and retail industries. One could argue that such jobs do not require much education or high-paying skills, therefore, low pay is justified. However, it's important to remember that even if the job does not require much in the way of education or technical skills, other factors are vital to employee success. This includes soft skills like punctuality and reliability, the ability to follow instructions, trustworthiness, collaboration capabilities, and customer service etiquette. Employers that pay only the minimum wage may find it difficult to attract qualified candidates with these attributes.

3 Reasons To Pay Above the Minimum Wage Enacted in 1938, the Fair Labor Standards Act governs the federal minimum wage, among other things. Last increased in 2009, the federal minimum wage stands at $7.25 per hour. Many states and some localities have their own minimum wage laws that set the minimum higher than the national rate. Minimum wage laws represent only the legal bare minimum. It does not mean that employers should not pay more. Below are three reasons to pay above the minimum wage. 1. The minimum wage might not be a livable wage. According to a congressional report, "The real value of the federal minimum wage has declined 24% since 1968. Today, the federal minimum of $7.25 leaves an adult with two children thousands of dollars below the federal poverty threshold. This is unacceptable." While some policymakers are pushing to raise the federal minimum wage for private-sector workers, the effort has been unsuccessful thus far. It's worth noting that an executive order raising the minimum wage to $15 per hour for federal workers and contractors is now in effect. In addition, many states and some localities have a minimum wage higher than that mandated by federal law. But the increases are oftentimes incremental and spread out over a period of years. 2. Higher wages improve morale and productivity. A major concern for small businesses especially is that paying more than the minimum wage could eat away at their profits. Experts say this line of thinking is counterproductive because low wages are associated with various negative outcomes. For example, employees may: - Become financially stressed. - Feel demoralized. - Call in sick more frequently. - Perform poorly at work. - Leave the company for more competitive wages Note that financial stress is linked to physical ailments such as: - Migraines - Anxiety - Digestive issues - High blood pressure - A weakened immune system - Muscle tension - Heart arrhythmia Along with enhancing employee well-being, higher wages improve organizational health by mitigating the costs of turnover. 3. Paying higher wages boosts quality of hire. Jobs that pay the minimum wage are commonly found in the restaurant, hospitality and retail industries. One could argue that such jobs do not require much education or high-paying skills, therefore, low pay is justified. However, it's important to remember that even if the job does not require much in the way of education or technical skills, other factors are vital to employee success. This includes soft skills like punctuality and reliability, the ability to follow instructions, trustworthiness, collaboration capabilities, and customer service etiquette. Employers that pay only the minimum wage may find it difficult to attract qualified candidates with these attributes.

𝗠𝗶𝗻𝗶𝗺𝘂𝗺 𝘄𝗮𝗴𝗲 𝘁𝗼 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝘁𝗼 𝟯,𝟳𝟬𝟬 𝗥𝗢𝗡 𝗳𝗿𝗼𝗺 𝟭𝘀𝘁 𝗼𝗳 𝗝𝘂𝗹𝘆 According to a press release issued on 8th of April 2024, the Ministry of Labour and Social Security announced that starting with 1st of July 2024, the minimum wage will increase from the current 3,300 RON gross to 3,700 RON gross. Government representatives also pointed out that a mechanism for setting the minimum wage is currently being developed in order for Romania to align with the European Directive 2.041/2022. This means that the level of the minimum wage will no longer be set following a negotiation between the Government and representatives of trade unions and employers, but based on a clear mechanism of calculation, which will take into account several factors (social and economic conditions, purchasing power, level of productivity and the evolution of macroeconomic indicators at national level) so that predictability exists for both employers and employees. European Directive No 2.041/2022, should be transposed into national law by 15th of November 2024. 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗺𝗶𝗻𝗶𝗺𝘂𝗺 𝘄𝗮𝗴𝗲 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲 - 𝗼𝗯𝗹𝗶𝗴𝗮𝘁𝗶𝗼𝗻𝘀 𝗳𝗼𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝟭. 𝗖𝗼𝗻𝗰𝗹𝘂𝗱𝗶𝗻𝗴 𝗮𝗻 𝗮𝗱𝗱𝗲𝗻𝗱𝘂𝗺 𝘁𝗼 𝘁𝗵𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝘀 Any change during the performance of the individual employment contract requires the conclusion of an addendum to the contract before the change occurs. This means that if the minimum wage increases on 1st of July 2024, the formal change must be made by 31st of June 2024 at the latest. 𝟮. 𝗥𝗲𝗰𝗼𝗿𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗥𝗲𝗴𝗶𝘀𝘁𝗿𝘆 (𝗥𝗘𝗩𝗜𝗦𝗔𝗟) Employers will have a maximum of 20 working days from 1st of July 2024 to register changes to the gross minimum wage increase with Revisal. Failure to submit the modifications related to the salary increase on time may be sanctioned by the labour inspectors with a fine from 5,000 RON to 8,000 RON. 𝟯. 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝗻𝘀𝗵𝗶𝗽 𝗮𝗹𝗹𝗼𝘄𝗮𝗻𝗰𝗲 Law No 176/2018 on internship establishes that an intern must be paid at least half of the gross minimum wage in proportion to the time worked. Therefore, from 1st of July 2024, companies will refer to at least 1,850 RON when calculating the intern`s income. 𝟰. 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗻𝗰𝗼𝗺𝗲 𝗼𝗳 𝗱𝗮𝘆 𝘄𝗼𝗿𝗸𝗲𝗿𝘀 Day workers also benefit from the increase of the gross minimum wage, as the law governing the work of day labourers has established a direct link between their pay and the minimum wage, so that the minimum hourly pay that can be paid to day labourers is equivalent to the minimum hourly pay of employees receiving the minimum wage. >>> https://shorturl.at/opsS1 #minimumwage #increase #employmentcontract #newrule #directive

𝗠𝗶𝗻𝗶𝗺𝘂𝗺 𝘄𝗮𝗴𝗲 𝘁𝗼 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝘁𝗼 𝟯,𝟳𝟬𝟬 𝗥𝗢𝗡 𝗳𝗿𝗼𝗺 𝟭𝘀𝘁 𝗼𝗳 𝗝𝘂𝗹𝘆 According to a press release issued on 8th of April 2024, the Ministry of Labour and Social Security announced that starting with 1st of July 2024, the minimum wage will increase from the current 3,300 RON gross to 3,700 RON gross. Government representatives also pointed out that a mechanism for setting the minimum wage is currently being developed in order for Romania to align with the European Directive 2.041/2022. This means that the level of the minimum wage will no longer be set following a negotiation between the Government and representatives of trade unions and employers, but based on a clear mechanism of calculation, which will take into account several factors (social and economic conditions, purchasing power, level of productivity and the evolution of macroeconomic indicators at national level) so that predictability exists for both employers and employees. European Directive No 2.041/2022, should be transposed into national law by 15th of November 2024. 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗺𝗶𝗻𝗶𝗺𝘂𝗺 𝘄𝗮𝗴𝗲 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲 - 𝗼𝗯𝗹𝗶𝗴𝗮𝘁𝗶𝗼𝗻𝘀 𝗳𝗼𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝟭. 𝗖𝗼𝗻𝗰𝗹𝘂𝗱𝗶𝗻𝗴 𝗮𝗻 𝗮𝗱𝗱𝗲𝗻𝗱𝘂𝗺 𝘁𝗼 𝘁𝗵𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝘀 Any change during the performance of the individual employment contract requires the conclusion of an addendum to the contract before the change occurs. This means that if the minimum wage increases on 1st of July 2024, the formal change must be made by 31st of June 2024 at the latest. 𝟮. 𝗥𝗲𝗰𝗼𝗿𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗥𝗲𝗴𝗶𝘀𝘁𝗿𝘆 (𝗥𝗘𝗩𝗜𝗦𝗔𝗟) Employers will have a maximum of 20 working days from 1st of July 2024 to register changes to the gross minimum wage increase with Revisal. Failure to submit the modifications related to the salary increase on time may be sanctioned by the labour inspectors with a fine from 5,000 RON to 8,000 RON. 𝟯. 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝗻𝘀𝗵𝗶𝗽 𝗮𝗹𝗹𝗼𝘄𝗮𝗻𝗰𝗲 Law No 176/2018 on internship establishes that an intern must be paid at least half of the gross minimum wage in proportion to the time worked. Therefore, from 1st of July 2024, companies will refer to at least 1,850 RON when calculating the intern`s income. 𝟰. 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗻𝗰𝗼𝗺𝗲 𝗼𝗳 𝗱𝗮𝘆 𝘄𝗼𝗿𝗸𝗲𝗿𝘀 Day workers also benefit from the increase of the gross minimum wage, as the law governing the work of day labourers has established a direct link between their pay and the minimum wage, so that the minimum hourly pay that can be paid to day labourers is equivalent to the minimum hourly pay of employees receiving the minimum wage. >>> https://shorturl.at/opsS1 #minimumwage #increase #employmentcontract #newrule #directive

After realizing that the minimum wage in its home country left some workers at breaking point, French tire-maker Michelin has taken matters into its own hands to give employees a hefty pay raise. Michelin is rolling out its own living wage to its 132,000 employees, the company said in a press release shared with Fortune and first reported by French publication Le Figaro. It follows a three-year battle by the tire-maker’s boss to get buy-in and convince decision-makers at the group that a pay raise was needed to help staff members he described as being left in “survival mode.” The 134-year-old group, which makes heavy-duty tires for construction and freight-handling companies, has set living wages for employees based on their location to correlate with living costs. The calculation for the living wage was also made based on what employees needed to provide for their family’s “essential needs.” Read more: https://lnkd.in/d_aKwvq2