No Haze Allowance For Chinese Employees Based On Japanese Labor Law

Last week, a piece of news pushed Japanese electronics manufacturer Panasonic Corp to the cusp of the storm. According to media reports, the Panasonic Corp plans to issue "air pollution allowance" to employees who have come to Japan from Japan to compensate for the physical and mental harm caused by "PM2.5". "While Chinese employees are not issuing the list of objects." With the uproar of public opinion, "Chinese employees were excluded", "discriminated" and "double standards". The headwords in these media headlines hurt people's sensitive nerves under the current complex Sino Japanese relations.

In response to the accusation, Panasonic's first response was made in April 9th when it answered the verification of the people's network in Japan. The head of Japan's head office, Guang Bao, said that the subsidy granted by the scheme is not specific to China's "air pollution" and "public nuisance". Permanent resident overseas Part of the adjustment of the "living environment subsidy" determines the scope of application of the baseline irrelevant nationality.

　　 "Air pollution" allowance Where did it come from?

The Panasonic Corp said that the issue of the controversial media subsidy is not a separate response to China's environmental situation. It is only one of the contents of the "spring fight" in Japan, that is, the negotiation between the trade unions and the management side in the spring. In this year's "spring fight", Japanese domestic workers obtained many rights, such as an average salary increase of 2000 yen, a vacation to take care of sick family members and so on. Improving the living environment allowance for overseas permanent employees is also one of them. According to the company's regulations, the allowance for overseas permanent employees is adjusted every two years according to the changes in the living environment and the state of public security in the host country. Therefore, the "PM2.5" and "haze" problems in some cities in China were recorded as a basis for raising salaries. But it is said that the final payment of this allowance is not yet determined.

　　 Chinese nationality staff Be denied?

Compared with the "air pollution allowance", the Chinese media are more entangled in the issue of subsidies. Chinese employees do not apply for this allowance. For this reason, Matsushita headquarters explained: "the living environment subsidy" was originally designed to enable employees to work overseas more physically and mentally in different environments than in Japan. Therefore, the target audience is limited to staff sent to Japan from Japan. But at the same time, it is emphasized that the criteria for determining the scope of allowance are not nationality but employment conditions. Chinese employees who are hired and sent to China by Panasonic Japanese company also receive an allowance.

It is said that only 8 or 15 grades of "overseas danger allowance" are covered by all major Japanese commercial complexes, covering a large number of countries stationed in the country. In addition to North Africa, the Middle East, some South American countries, and Pakistan, Afghanistan and other "unstable regions" in Asia, and even India is also due to the impact of drinking water and diet on health may be included in the payment of the scope of the country. The benefits of employees are considerable. Japan's "labor times" statistics show that the 35 year old male resident in the electrical appliance industry in Shanghai, for example, can get an average subsidy of about 3300 dollars per month in addition to Japan's domestic wages, far exceeding the domestic salary standard. This generous treatment has prompted many business elite to go overseas to create more value for Japan.

For large multinational enterprises, the relevant treatment for the employees of their branch offices is more related to the relevant provisions of the country where the branch is located. The Panasonic's allowance for expatriates sent from Japan to China is based on labor regulations and labor practices in Japan. Therefore, the staff recruited in China are not in this area.