Essay on Human Capital Management
Remuneration is all payments and remuneration made to a worker for their functions and work performed in a company. Regardless of how that sum of money has been calculated (for working hours, for hours or by sales commission), it can be delivered in cash or in kind, and also, it can be an ordinary or extraordinary payment. Remuneration also includes payments for bonuses, vacation premiums, social benefits, among other reasons. For workers’ remuneration there are also rules, or legal aspects under which you can give or not to give remuneration that is the objective of this document show what are the legal aspects of remuneration.
Legal aspects of remuneration:
- Inelasticity down: another legal aspects of remuneration is that they cannot "get off". When one discovers that a person is receiving a salary greater than the one that will correspond to the position he occupies, he cannot correct the detour, it becomes a red point within the remuneration scheme. In this case, the businessman is facing two alternatives to fire the person and hire another with the remuneration that would correspond to him, to keep the red point while this person occupies this position. This point is one of the most weight arguments when analyzing the need to have a good remuneration determination system to prevent these eventualities.
- The same task, the same remuneration: this does not imply that they must gain exactly the same, but that the possible differences cannot exceed the justifiable due to differences in the performance of each of the occupants. An adequate remuneration system must allow us to weigh the different positions (set of tasks and responsibilities) in order not to expose the company to possible complaints in this regard. Remuneration systems are elaborations aimed at measuring a variable, that is, the importance or weight that each position has for the company. With correct measurements we manage to meet the principle of equal task, equal remuneration
- .Salary alternative payment variants: The case of labor cooperatives could be considered. In them the people who carry out the work are not strictly "employees", but are partners. That is why each partner does not receive a salary but a participation on the income of the cooperative. In addition to the cooperatives, this is usually the payment modality in the studies composed of several professionals. In these cases they are salaried and therefore, framing in a remuneration system. Employees and/or secretaries, professionals are usually partners and, therefore, not framing in the system. Your pay is proportional to your degree of participation in society and the income it has had.When we talk about a remuneration system, we talk about the one who covers the people they receive, as a counterpart to make their workforce available to the company, a salary.
Art. 14 bis, according to the National Constitution:
The Constitution of the Argentine Nation in article 14 bis says that “work in its various ways will enjoy the protection of laws, which will ensure the worker: decent and equitable conditions of work, limited day, rest and paid vacations, remunerationFair, mobile vital minimum salary, equal remuneration of equal task, participation in companies, with production control and collaboration in the management;protection against arbitrary dismissal;stability of the public employee;Free and democratic trade union organization, recognized for the simple registration in a special registry “stipulated by the Labor Contract Law, in its article 116, establishes: • Vital and mobile minimum salary.
The minimum income must be in cash for the workers included in the LCT and National Public Administration, over 18, with a normal day. Those under 14 to 18 are also included, by the Employment Council, set for less apprentices. It is set based on hours, days or months, so that workers are insured: adequate food, dignified housing, education, costumes, health care, transport and recreation, vacations and forecast. While there is no other applicable minimum, another. Any agreement of a lower salary is null, therefore, the vital minimum must be paid, but the remuneration of apprentices, minors or disabled is excepted.
The National Employment Council, Productivity and Minimum Salary, Vital Mobile, is made up of 33 AD Honoram members designated by the Executive Power. The employer representation is 16, two members by the State, two by the provinces, and 12 by the employers of the private sector, especially this last representation must be made up of the private and the public of the different branches of activity, forSet the minimum wage must be issued by two thirds of its members. This salary cannot be taken as an index for the quantitative determination of any other legal or conventional institute (compensation for dismissal), will be determined at the request of any of the sectors represented in the Council, and must be of dissemination and certainty about the authenticity ofYour text.
The aforementioned remuneration is unattachable in the proportion established by regulations except for food debts.
- Annual complementary salary (SAC) Aguinaldo, is a twelfth part of the greatest monthly remuneration for any concept during the calendar semester. It is paid on June 30 and December 31 or in the event of the termination of the contract, in this case, proportionally to the time worked. It is paid every 6 months. The small business, by agreement, can pay up to 3 periods.
- Reimbursement of expenses (per diem): The entry of the worker cannot be decreased by expenses originated in the fulfillment of the labor benefit. Transportation, normal deterioration of your clothes, tools, are in charge;On the other hand, the expenses to carry out the provision, mobility, food and room, when you must do it outside your home, are in charge of the employer. Viatic is the expense that will go to the employee the performance of your task outside the place of the headquarters or establishment to which it is linked. If the payment of the per diem is made by accountability, vouchers, it constitutes a reimbursement of expenses;Otherwise, it integrates the salary that is, a fixed sum. The SAC, plus, contributions and contributions to the forecast system must be settled.
- Way to determine the remuneration at the beginning, subsequent industrial revolution, the employer set the procedures. Then labor legislation put a limit to the application of labor autonomy. There is a new modality of collective bargaining, a liberalism of groups, through which working conditions are set according to the negotiation capacity of each one, it goes to a greater intervention of the State. Intervenes in the discussion, together with the parties and at a national economy level. It is about correcting the negotiation power of some depressed sectors, and it is about making income compatible with the global economic situation. Then taking it to the sector, harmonizing income and in order to avoid the effects of inflation. Salaries can be determined through:
- Negotiation between the worker and the employer privately.
- Collective agreements or arbitral awards.
- Official decision.
CONCLUSION
Each organization is free to decide what remuneration to grant their subordinates however it must be aware of the legal aspects that they entail. Normally different ways of appointing the economic compensation that a collaborator for the services provided to a company or organization are usually used: compensation, compensation, salary, reward, salary, among others. Remuneration has different senses or importance for the worker, the company or society. For the employee it represents a means of life, of subsistence, an economic recognition for their work that guarantees coverage to a greater or lesser extent of their needs. For the company, it first means a production cost -in some very high cases and that it must allow to carry out its activities.
Bibliographies
- scribd. (NA). scribd. Retrieved on 17 of 2019, from https: // is.scribd.com/Document/100461976/Legal-Legals-Las-Remuneration
- Vlex. (NA). Vlex.com. Retrieved on 17 of 2019, from https: // doctrine.Vlex.com.MX/VID/ASPECTS-TREATMENT-LEFT-SALARIES-514735646
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