What do you think about the phenomenon of unequal pay for equal work in society today?

I think it's normal for the salary to be lower when you sign a contract than those who enter the career exams of others, because you haven't experienced other people's assessments.

The ultimate principle of work is efficiency, and if this theory is violated, it will be the fuse for the conflict between the company and the employees.

Some of them are because the asking price of each employee is different, and the company is not formal enough, so it is easy to have such a problem.

I don't think it's fair at all, they all do the same job, why is his salary higher than mine.

The salary of the later employees is different from that of the early employees, it is likely that the company has redrafted the contract, so you need to ask clearly.

To a large extent, it's unfair, and the temporary workers on the construction site are much worse treated than the kind of employees, but they don't do a lot of work.

It is that the enterprise squeezes labor in another way, and requires more labor, so in order to reduce costs, it directly adopts this way.

It is really an important factor that affects social stability and the healthy development of enterprises and countries, so it is really necessary to solve it in a timely manner.

It is true that there are some enterprises that have obvious gender discrimination, and men and women still have different salaries for the same workload, which should really attract the attention of the state.

Why is there so much unequal pay for equal work in the private sector?

The service personnel of government organs and institutions and the personnel in cadre management posts are under the same roof and work the same, but because of the difference in the number of fronts, earth-shaking changes have taken place in wages and political treatment, and they have been treated unfairly for a long time. The service personnel of party and government organs and public institutions cannot be transferred to other posts, cannot participate in public affairs, and cannot be promoted or appointed. In the past, the use of work as a substitute for cadres, transfer cadres, and hired cadres had already begun to be sorted out in the last century, and before 2006 they were completely stopped; even those who were promoted to the status of cadres at or above the deputy section level through substitution, transfer, and employment have stopped further promotion and promotion, and the treatment of personnel in the service establishment is the lowest.

This is often the "most heart-wrenching" way.

Fig. The workload of the service personnel of government agencies and institutions is very large, and they are often a vulnerable group that is seriously discriminated against, and the achievements of the administrative organs are inseparable from the service personnel, because some administrative work is often completed by the service personnel. Even the service personnel directly undertake the work tasks of civil servants, and their ability is not lower than that of civil servants, in fact, the quality of most service personnel is at least the same as that of civil servants.

Can a civil servant apply for early retirement after 30 years of service? Why can't workers retire early? Moreover, the wage reform has far increased the income and the number of workers.

Fig. Temporary workers are required to complete a certain job, and the recruitment time may be very short, and they will leave when they are done; Basically, the treatment is relatively low. There is no need to explain the regular work here, everyone should understand.

In government agencies, institutions, and enterprises, there is a term between temporary workers and regular workers. There is a big difference between temporary workers and regular workers under the same roof and the same workload.

For example, most units mainly let temporary workers do basic work, which is highly operable, and has a wide range of contacts with the masses, while some units have unwritten regulations that allow temporary workers to work "on shifts." In this way, as soon as something goes wrong, the hat is put on the head of the temporary worker. Especially in the enterprise, the regular worker, and the "establishment" are bound together, is the employee with the "enterprise identity"; Contract workers and contract workers are generally positions with a high degree of marketization; It is temporary, auxiliary, and substitutional.

The difference between the two is very large, which is a manifestation of unfairness. Ignoring the dedication of labor, there is a clear distinction between the noble and the lowly.

Fig. The same position, the salary is different, and in today's workplace, the phenomenon of unequal pay for equal work is very common. The workplace is dynamic, not static, and try to look at the current so-called dilemma from the perspective of long-term career planning.

With the improvement of personal comprehensive ability and other career improvements, personal development, salary will definitely have better development.

Because in the private sector, the most important thing is ability. The same job is not paid for the same job with different abilities.

Because everyone's ability is different, even if they do the same job, the benefits to the company are different, so the salary is different.

This is quite normal in actual work, becauseWhen you talk about the salary with the leader and the human resource during the interview, the natural result is that the salary is different.

When many companies are recruiting, he will not write out the position very obviously, how much is it, it will not be accurate to the end, he just said to give a range, for example, the company's financial salary 3000 5000, he did not say what kind of standard is 3000, what kind of standard is 5000, this is the problem that the employee and the human resource or the interviewer discuss, the company is very satisfied with the employee, and the decision can be hired, thenEmployees naturally talk to these leaders of the company about how to pay their salaries, which causes a difference at the beginning, and the salaries are naturally different in the end.

There is also a situation that there is a difference in the process of work, the leader thinks that someone has a stronger ability to work, he helps me more, he even said that he can be called my little secretary, I usually have something, just call him, he can be very convenient, and deal with it for me without mistakes, then I think this person can be cultivated, and I will naturally give him a salary increase. This is a phenomenon that cannot be stopped. It's normal to pay a salary according to ability, even if you have an unfair psychology, you can't help it, if you can get the appreciation of the leader, you can have stronger ability, then you can also increase your salary.

Therefore, many companies prohibit employees from discussing each other's salary issues in private, in order to reduce the unfairness of employees, I think this situation is acceptable, because the salary is mainly determined by the conditions that I negotiated with the company and the leader's recognition of my personal ability, although there are others, but very few, either endure to continue to work, or can't bear to resign and the company's leaders to talk about these problems can not be solved, Because the company leader thinks that you are not worth the salary increase, he will not give you a rise. If you can do it, continue to endure what you can't do, leave quickly, and don't try to let the leader solve the salary imbalance for you, because the vast majority of companies will have the phenomenon of unequal pay for equal work.

When I'm faced with unequal pay for equal work, I look for reasons. Is it because of my lack of experience or my lack of good enough? If there is no valid reason, I will ask for an explanation.

I'm going to figure out why, and I'm not going to let myself suffer. After all, one's own labor should be respected.

In this case, I will consult with the old staff to see what the situation is. On the other hand, I also reflect on myself, whether I have done something badly and how to improve it better.

I think it's very unfair, but I have to talk about personnel in my next job.

I'll be empowered to speak again, and if it's not my problem, mine will leave my job.

There must be some ideas in the psychology, but if you change jobs, then you will have to face a new environment and colleagues, and I am relatively comfortable with the situation, if the gap is not too big, I will generally stick to the original position.

I will check and reflect on my work problems, and if I am really not as good as others, then I will catch up.

Will try to stand out and be the one who doesn't discriminate.

First go and reflect on yourself, and then ask the boss on the side.

I just talked to a friend about this last night.

When it comes to the phenomenon of unequal pay for equal work, many people like to talk about a lot of theories about different abilities and different qualifications.

Specifically, although some people are in the same position as you, their efficiency or output is several times higher than yours, and they deserve a higher salary.

In other words, although people have the same position as you and the output is the same as you, they have certificates! Do you have one? People graduated from prestigious schools, and you graduated from **? People have high educational qualifications!

But in reality, those who will complain about the phenomenon of "unequal pay for equal work" generally encounter the situation that everyone has the same ability, the same output, and the same qualifications and background, but the salary is different.

This is generally caused by two situations, one is that the company gives a higher premium in order to recruit this person when recruiting. Or the person being hired has to get a higher ** when negotiating a salary. And some people don't know how to talk about salary, so they get a lower **.

Although many companies now pay salaries according to their positions and ranks, there will not be much difference between the ranks, but there will still be companies that are not like this.

There is also a kind of salary that the one with the higher salary is newly recruited, and you are an old employee, and the new employee can negotiate a better salary when he joins the company, and the old employee can only go through the company's normal salary increase process. For part-time workers, the more enterprises in the same industry, of course, the better, so that they can raise wages by jumping jobs every once in a while.

The last one is workplace discrimination, the same type of work and the same output, the leader just thinks he is better than you, give him a salary increase, don't give you a rise, or give him a lot of money, find a lot of unconvincing reasons, this is actually the same as the same position in the workplace, give different wages to employees of different races, he just thinks who deserves a higher salary, this is a kind of discrimination.

For individuals, in many cases, these are difficult to change on their own, and they can only seek choices to maximize their personal interests under the pressure of reality, such as the salary in the company cannot be raised.

Equal pay for equal work means that in the same position, the labor intensity and skills are basically the same, which stipulates equal pay for equal work. And unequal pay for equal work is the same position with different skills or different performance, so there should be unequal pay for equal work, otherwise it will be unfair and eat a big pot of rice. Unequal pay for equal work in many industries today is more a reflection of hierarchies, identity discrimination and economic exploitation.

For example, the same station on the road to direct traffic, this is the same work, the money taken by the auxiliary police is not the same as the money taken by the police officers, and to put it a little more extremely, the "land workers" of some public institutions are included in the official establishment, but they can only do some miscellaneous work, while those temporary workers and hired workers are doing professional work, and as a result, the salary of the handyman in the staff is much higher than that of professionals. Can you say that land workers don't have a good job because they study hard, while professionals don't have a good job because they don't work to study?

There are a number of factors that may have contributed to this. Some are because they have a special relationship with the corporate owner of the company, such as relatives and friends. Or it was introduced by relatives and friends. There are also because it is not easy to recruit people in the same position, so the salary of those who come later is higher.

There are other possible situations where the boss has a different level of recognition for each employee, so the salary set is also different. In short, it should be due to a variety of reasons.

2. Generally speaking, the content of equal pay for equal work includes the following aspects:

1. Men and women work equally with the same pay. Gender discrimination in the distribution of labor remuneration has a long history and is difficult.

2. People of different races, ethnicities, and identities receive equal pay for equal work. To this day, this kind of distributive discrimination still exists in some countries and regions. Since the liberation of our country, this phenomenon of discrimination has been basically eliminated.

3. Equal pay for equal work between regions, industries and departments. Due to the great differences in economic standards and living standards in various localities, and the characteristics of various industries and departments, there is a phenomenon of "unequal pay for equal work" among regions, industries, and departments.

3. What are the ways for employees with equal pay for different jobs to protect their rights?

1. The dispatched worker directly negotiates with the person in charge of the company and reaches an agreement on raising the wage standard.

2. The dispatched employee shall complain or report to the labor and social security supervision agency with jurisdiction, and request the company to pay the difference and compensation.

3. Submit an arbitration application to a labor dispute arbitration institution with jurisdiction, and protect rights through legal channels in accordance with the law.

Guangdong Zhaocaitong hereby reminds workers with equal pay for different jobs that no matter which way they take to protect their rights, they must pay attention to collecting relevant evidence such as wage payment slips in advance. If you still don't understand something, please call the provincial human resources and social security consultation **12333.

In fact, there are many phenomena of unequal pay for equal work in each company, but according to the individual's education and contributions, don't be entangled in this matter, just feel that your efforts are proportional to the company's returns, and don't care too much about the gains and losses of others, so that your mood will naturally be cheerful and you will work well.