Work style reform mechanism
What is work style reform?
Work style reform is to solve problems such as "decrease in productivity due to declining birthrate and aging population" and "labor shortage caused by population decline". It is a reform to be able to choose various work styles .Recently, work style reform has begun to be widely recognized not only by large companies but also by small and medium-sized enterprises and the world, and has become a very important management issue. Then, due to the influence of the new coronavirus, there was an opportunity to review the way of working again. We must take this opportunity to review our working environment. And you have to know about work style reform to review it.
Work style reform related law
The work style reform related law was made to promote work style reform . It's a law. This came into effect in April 2019. This is a collective revision of eight labor laws, including the Labor Standards Law.
From here, I would like to explain the three main points that support this work style reform-related law.
In addition, ①②③ in the figure are linked with the following explanation.
①Correcting long working hours
Until now, the Labor Standards Law has set the upper limit of working hours as 8 hours a day and 40 hours a week. However, if a * 36 agreement is signed between the company and employees, it is allowed to work beyond the principle, so to speak, it was stipulated that unlimited overtime work is allowed. Therefore, death from overwork was one of the major social problems in Japan.
However, due to this revision of the Work Style Reform Law, overtime hours are in principle "45 hours a month, 360 hours a year" Until . Penalties (employers up to six months in prison, fines up to 300,000 yen, etc.) will be imposed on the violating company.
However, if there are circumstances such as busy season, 100 hours a month, 2 to 6 months There is also an exception that allows you to work overtime up to an average of 80 hours a month and 720 hours a year.
* There is a document called 36 Agreement Notification, in which the representative describes the reason for overtime work, the number of workers, the work on legal holidays at that time, the validity period of the 36 Agreement, etc., and the representative supervises the Labor Standards Act. Can be concluded by submitting to the office
Until now, the Labor Standards Law has set the upper limit of working hours as 8 hours a day and 40 hours a week. However, if a * 36 agreement is signed between the company and employees, it is allowed to work beyond the principle, so to speak, it was stipulated that unlimited overtime work is allowed. Therefore, death from overwork was one of the major social problems in Japan.
However, due to this revision of the Work Style Reform Law, overtime hours are in principle "45 hours a month, 360 hours a year" Until . Penalties (employers up to six months in prison, fines up to 300,000 yen, etc.) will be imposed on the violating company.
However, if there are circumstances such as busy season, 100 hours a month, 2 to 6 months There is also an exception that allows you to work overtime up to an average of 80 hours a month and 720 hours a year.
* There is a document called 36 Agreement Notification, in which the representative describes the reason for overtime work, the number of workers, the work on legal holidays at that time, the validity period of the 36 Agreement, etc., and the representative supervises the Labor Standards Act. Can be concluded by submitting to the office
②Advanced professional system
A system that excludes human resources with advanced skills and expertise, and workers engaged in work that requires them, from the regulations on overtime pay, extra wages, working hours, etc. stipulated by the Labor Standards Act. . To put it simply, it can be said that the system is evaluated based on the results of work, regardless of working hours. As a result, you will be able to work in your free time without being tied to working hours, which is said to lead to improved productivity.
There are some conditions that apply to this system, and those conditions are for people with an annual income of 10.75 million yen or more (excluding bonuses for which the amount is not fixed). And the consent form of the person is required.
However, this highly professional system may cause long working hours and promote death from overwork.It is absolutely necessary to implement "health assurance measures" . The contents of "health assurance measures" are to take "holidays of 104 days or more per year" and
(1) secure working time intervals
(2) set an upper limit on working hours in units of one or three months
③ Securing holidays for two consecutive weeks
④ You can choose one from the four health examinations.
A system that excludes human resources with advanced skills and expertise, and workers engaged in work that requires them, from the regulations on overtime pay, extra wages, working hours, etc. stipulated by the Labor Standards Act. . To put it simply, it can be said that the system is evaluated based on the results of work, regardless of working hours. As a result, you will be able to work in your free time without being tied to working hours, which is said to lead to improved productivity.
There are some conditions that apply to this system, and those conditions are for people with an annual income of 10.75 million yen or more (excluding bonuses for which the amount is not fixed). And the consent form of the person is required.
However, this highly professional system may cause long working hours and promote death from overwork.It is absolutely necessary to implement "health assurance measures" . The contents of "health assurance measures" are to take "holidays of 104 days or more per year" and
(1) secure working time intervals
(2) set an upper limit on working hours in units of one or three months
③ Securing holidays for two consecutive weeks
④ You can choose one from the four health examinations.
③Equal pay for equal work
The idea of paying the same wages for the same job in order to eliminate the unreasonable treatment gap between regular workers and non-regular workers (part-time, fixed-term employment, dispatch) Based on this idea, the Work Style Reform Law has revised the provisions such as "Part-time • Fixed-term Employment Labor Law" and "Worker Dispatch Law" .
First, the "Part-time • Fixed-term Employment Labor Law" prohibits making differences in wages, welfare, and guidance in education among full-time employees, part-time workers, and fixed-term workers who work in the same company. I am.
In addition, if there is a difference in treatment due to such a thing, you can ask the company to explain the reason. In addition, if the unreasonable difference does not disappear, the prefectural labor bureau will carry out the procedure for conducting a trial for free and privately, and will support you to sue the company.
Next, the "Worker Dispatch Law" is required to secure either the "* Equal dispatch destination / equilibrium method" or the "* Labor-management agreement method". However, the "labor-management agreement method" must be equal to or higher than the "wage of general workers engaged in similar work".
The idea of paying the same wages for the same job in order to eliminate the unreasonable treatment gap between regular workers and non-regular workers (part-time, fixed-term employment, dispatch) Based on this idea, the Work Style Reform Law has revised the provisions such as "Part-time • Fixed-term Employment Labor Law" and "Worker Dispatch Law" .
First, the "Part-time • Fixed-term Employment Labor Law" prohibits making differences in wages, welfare, and guidance in education among full-time employees, part-time workers, and fixed-term workers who work in the same company. I am.
In addition, if there is a difference in treatment due to such a thing, you can ask the company to explain the reason. In addition, if the unreasonable difference does not disappear, the prefectural labor bureau will carry out the procedure for conducting a trial for free and privately, and will support you to sue the company.
Next, the "Worker Dispatch Law" is required to secure either the "* Equal dispatch destination / equilibrium method" or the "* Labor-management agreement method". However, the "labor-management agreement method" must be equal to or higher than the "wage of general workers engaged in similar work".
* Equal dispatch destination • Equilibrium method: Equal treatment of dispatched employees and regular employees • Method to maintain equilibrium
* Labor-management agreement method: A method to secure treatment by a labor-management agreement that meets certain requirements
* Labor-management agreement method: A method to secure treatment by a labor-management agreement that meets certain requirements
summary
• Work style reform aims to give workers more freedom to choose their work style.
• Work style reform related laws are laws designed to promote work style reform.
• The three notable points of the Labor Standards Law revised this time are "correction of long working hours," "advanced professional system," and "equal pay for equal work."
• Work style reform related laws are laws designed to promote work style reform.
• The three notable points of the Labor Standards Law revised this time are "correction of long working hours," "advanced professional system," and "equal pay for equal work."
