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Whether to really achieve in Japan "equal pay for equal work" is?

Whether to really achieve in Japan "equal pay for equal work" is?

10 November 2017 | 11:30 pm

The government is listed as one of the pillars of the “working style reform”, great interest in the reform of “equal pay for equal work” has gathered. In the background, it is that there is a disparity in the treatment lying between regular and non-regular employees. In 2016 December, the government draft guidelines for the improvement measures have been announced. Such as the original purpose and aim, I tried to explore the current situation. Raise the consumption in wages up, activation aim of economy The “equal pay for equal work”, in case work and job description is the same, is the idea that we should pay the same wages. However, according to different industries and across company size, the wage gap is obtained there. The government mainly aims to “rectify between regular and non-regular employees within the same company.” According to the Ministry of Health, Labor and Welfare, the current state of workers, is already about 40% of non-regular. Among the non-regular, reality is head of household or single people is greater than 10%. Conventional non-regular will no longer be able to be allowed to leave without improvement hourly wage is cheap housewife part, and. Increasing number of those who are supporting the household in a non-regular income, have now caused a great social disparities. Original purpose this system reform, correction of the disparity is, of course, raise the wages to its destination, located in activating the economy in a bottom-up of consumption. In the European Union 1997 year, we established the “equal pay for equal work” in part-time work directive. According to the National Diet Library, non-regular wages in Japan is just under 60% of full-time is the status quo. However, the level of European countries accounted for 90% from 80%. Therefore, as the government, through the realization of this “equal pay for equal work”, after 10 years you want closer to the European par, and so on. It is difficult to introduce the employment “membership type” in Japan? Europe to “equal pay for equal work” that has been introduced in various countries, as well as introduced in Japan, to achieve is difficult, has been the need to be modified. This is because, in Japan of employment’ll leave the appropriate work “Membership type”, in the West because there is a difference between “job type” to be adopted when skills and knowledge required to work. The people of central Japan, what company has joined the company as important, if it is adopted become a member of the company, also work given variety. Employment is guaranteed until retirement, reward has been adopted by the “professional supply” by the job ability. In the way of thinking is different from Western for work, work content and skills, the post is specified, adopted to clarify the duties. Compensation is also based on a clear “job sheet”. Normally in Japan, young people are seen when the cheap wages compared to the work, mature the current membership type of case often seems to be too got the wages when compared to the contribution. Under such circumstances, if the same work pay the same wages, the introduction of a new system that there are indications that there is a problem. Making it difficult to introduce even “within the enterprise trade union” of Japan The form of the labor union of Japan at the center is “within the enterprise trade union”, many regular employees have been the subject. On the other hand, in Europe, typically “industrial unionism” is in the center, to determine the wage levels within the same industry and in the job. If it is this European union form, full to non-regular employees of the time work it is easy to application of the equal pay for equal work, easy system to set the same wages if the same work. Also the difference in the form of this union, seems to be the reason for the difficult the introduction of equal pay for equal work in Japan. From the case and rationality the treatment difference is allowed The government draft guidelines on “equal pay for equal work”, which was announced at the end of last year for the four areas of “base salary”, “bonus and benefits,” “welfare,” “education, training and safety management”, the gap between regular and non-regular employees shows what guidelines if deemed reasonable. The “base salary”, the presentation ① work experience and capabilities, ② performance and results, the three evaluation criteria of ③ years of service. However, if from differences in career course, it is difficult in reality to be the same wages for the same work, the difference will be recognized. “Bonuses and benefits” is, and that “to be paid the same amount if the same contribution, content that depressed than ever. Position allowance or overtime premium, commuting allowance, also thought the same for bachelor allowance. “Education and training” is, regular and non-regular opportunities if job description is the same has been the same. If these are realized, will and operational approaches to the “benefits” also including “equal pay for equal work”, is going to be a big step forward in the treatment difference improvement. Whether specifically what thing is a reasonable difference that is allowed, interpreted by the company, there is a possibility that the operation is divided. In addition, if the description of the treatment difference is difficult in reality, in nominal terms to comply with the laws and regulations of regular and non-regular is “segregation of duties” might be carried out. Sonaruto, road from non-regular to regular employees is closed, possibility to fix the low wages of non-regular There is also, we will wait for further discussion in the future. 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