Questions and answers on wages and salaries
Article 14.- All the inhabitants of the Nation enjoy the following rights in accordance with the laws that regulate their exercise, namely: to work and to exercise all lawful industries; to navigate and trade; …
Article 14. bis.- Labor in its various forms shall enjoy the protection of the laws, which shall ensure the worker: decent and equitable working conditions; limited working day; paid rest and vacations; fair remuneration; minimum living wage; equal pay for equal work; participation in the profits of enterprises, with control of production and collaboration in the management; protection against arbitrary dismissal; stability of public employees; free and democratic trade union organization, recognized by simple registration in a special register.
Labor and capital enjoy the protection of the State. The law shall regulate their relations by establishing rules on individual and collective contracts, minimum wage, maximum working day, work of women and minors, weekly and annual paid breaks, holidays, Christmas bonuses, bonuses or other systems of participation in the profits of the enterprise,
Relationship between salary and productivity
Page contentSpecial obligations of the employer Social SecurityLaw 100 of 1993 established the Integral Social Security System in order to provide coverage to the health, pension, and professional risk systems.Every employer must register its workers to the integral social security system, regardless of the form of remuneration and make the corresponding payments to the systems.
The system covers the contingencies affecting the health of the worker and his family established in the Obligatory Health Care Plan and maternity.the health contribution is 12.5% of the employee’s monthly salary, of which 8.5% corresponds to the employer and 4% to the worker.
This system covers accidents and illnesses caused by or in connection with work or occupational diseases and assumes the disability and death pensions generated by them.the total contribution for this concept is paid by the employer and its amount depends on the degree of occupational risk generated in the activity of the company, which may not be less than 0.348%, nor more than 8.7%, of the contribution base of the workers in charge of the respective employer.
Salary questions in a survey
But despite the ability to choose where and when we want to work, we remain slaves to the routines established by previous generations of workers. For most, the “norm” is still to have a fixed job at a fixed location with fixed face-to-face hours. In return for coming to work and performing their assigned tasks, people are paid a salary, enjoy a range of social benefits and some degree of financial security. But this model is increasingly seen as unproductive, unsatisfactory for the employee and ineffective for the employer.
Today we have a generation of young people entering the workforce who have not known a world without the Internet. They take it for granted that they will be able to communicate with their colleagues wherever they are and whenever they want. They don’t understand the traditionally established boundaries between work and private life or the need to be tied to an office in order to work. They question the culture of long working hours and the “presence-based” work model inherited from previous generations. In addition, they value their personal freedom, so they expect to have the power to make decisions about the prevalence that work should have in their lives.
Right to a fair and decent wage
These workers are covered, whatever the work they perform, whether manual or intellectual, or whatever the nature of the company, institution, service or person for whom they work; including private household workers and workers subject to apprenticeship contracts.
Those self-employed workers who receive incomes other than those established in Article 42 N°2 of the Income Tax Law, or who, receiving them, are not obliged to contribute, may voluntarily contribute to the Insurance of Law No. 16,744, provided that in the corresponding month they contribute for pensions and health.
Pursuant to Article 152 quater G of the Labor Code, “telecommuting” is that in which the worker renders his services, totally or partially, from his home or other place or places different from the establishments, facilities or tasks of the company and it is called “teleworking” when the services are rendered through the use of technological, computer or telecommunications means or when they must be reported through such means. Therefore, teleworking is a form of telecommuting.