Dongguan minimum wage standard 202 1 year

From the date of 202 1, 65438+2, 1, the minimum wage standard for enterprise employees and the hourly minimum wage standard for part-time employees in Guangdong Province will be adjusted. Among them, Guangzhou and Shenzhen implement Class I standards, and Guangzhou is adjusted to 2,300 yuan/month, and Shenzhen is adjusted to 2,360 yuan/month. The corresponding part-time hourly minimum wage in both cities is 22.2 yuan/hour.

1. What is the minimum wage?

The minimum wage refers to the minimum amount of labor remuneration paid by the employer (or employer) on the premise that the laborer provides normal labor within the legal working hours. The minimum wage does not include overtime pay, special working conditions and allowances under special conditions, nor does it include insurance, welfare benefits and various non-monetary incomes of workers. The minimum wage is generally stipulated by a country or region through legislation. In foreign countries, in addition to the government can set minimum wage standards, organizations in certain industries can also set minimum wage standards for their own industries. The minimum wage can be determined by monthly wage or hourly wage. The establishment of the minimum wage reflects the protection of workers' rights and interests by regulatory agencies. In foreign countries, the minimum wage is the legal intervention of the government in the labor market.

2. Under what circumstances does the minimum wage apply?

(1) In the labor contract, the clause that the employer can pay the employee's salary below the wage standard without completing the labor quota or the contracted tasks agreed by both parties has no legal effect. (2) After a laborer forms or establishes a labor relationship with the employer, the employer shall pay him wages not lower than the minimum wage if he provides normal labor during the probation period, proficiency period and probation period and within the legal working hours. (3) The enterprise shall pay the living expenses of the laid-off workers waiting for their posts in accordance with the relevant regulations of the local government, and the living expenses may be lower than the minimum wage. If laid-off workers are re-employed, the enterprise will stop paying their living expenses; If a female worker is dismissed due to childbirth or breastfeeding and takes a long vacation, she will receive maternity allowance according to law during the statutory maternity leave; Enterprises that have not participated in maternity insurance will be paid the original salary. (4) During the treatment of employees' illness or non-work-related injuries, the enterprise shall pay their sick pay or disease relief funds in accordance with relevant regulations within the prescribed medical treatment period. Sick pay or sickness relief can be lower than the local minimum wage, but not less than 80% of the minimum wage.