How Much Money Can The Textile Front-Line Workers Earn In Textile Province? This Report Says That It Is Thorough.

In recent years, two obvious changes have taken place in the textile industry. First, recruitment is difficult and difficult to maintain. Two, some enterprises choose to go out to the central and western regions, Southeast Asia or Africa for labor and employment reasons.

In 2018, the Jiangsu Provincial Federation of textile industry and trade union of the finance, trade and light textile Union started with the most concerned, most direct and realistic wage problems of the workers, and chose three jobs, namely, the textile industry with strong representativeness and wide coverage of the workers, sewing workers, and preservative workers. A continuous sampling survey of the income status of 1000 textile workers in the province was carried out.

The main business income of Jiangsu's textile industry accounts for about 1/5 of the whole country, and exports to the whole country third, accounting for about 1/6 of the whole country.

The province has more than more than 7000 textile enterprises and about 3000000 employees.

These valuable data reflect the internal links between the income of workers and the difficulties of recruitment and retention, which provides a basis and reference for the industry and enterprises to further promote decent work and promote the healthy development of the industry.

Wage level and growth rate are lower than the provincial average level.

80% workers indicated no job promotion.

Research shows that the wage level of the sample workers is low and the increase is small.

According to the statistics of the Provincial Bureau of statistics, the average annual wage of employed personnel in non private and private units in Jiangsu was 78267 yuan and 49345 yuan in 2017 respectively, up 9.4% and 4.6% respectively over the same period.

Textile workers should pay 48351 yuan, an increase of 0.9%, and the wage level and growth rate are lower than the average level of the province.

Post promotion stagnation and salary adjustment frequency are low.

In 2017, the overall salary adjustment frequency was mainly one year adjustment, with an average adjustment rate of 5.6%, while another 40% workers were not clear or unadjusted, and the overall staff awareness of salary situation was relatively low.

In the past two years, 80% workers showed no job promotion, an increase of 5.9% over the 2017 survey data.

The phenomenon of workers' overtime is generally lower than that of overtime in 2017.

In 2018, 74.4% of the workers said there was an overtime phenomenon, with an average of 7.4 hours overtime per week, which was 1.5 hours less than the 2017 survey data.

Among the overtime workers, 74.6% of the employees are mainly paid overtime wages, of which nearly 60% workers say overtime pay is calculated according to the national standard, which is 9.7% higher than the 2017 survey data.

Employees can basically receive full wages in time.

In 2018, 95% of workers received wages paid in full and in time.

According to the type of enterprises, state-owned enterprises and foreign businessmen, Hong Kong, Macao and Taiwan businessmen joint ventures / wholly foreign-owned enterprises basically pay wages in full and in time, and 7.6% of the employees in private enterprises show that there are not enough time in full or in time.

Textile enterprises have a high coverage rate and basically care for employees.

There are more than 90% of the employees in the enterprises have trade union organizations, of which 90% workers say that the unions offer holiday gifts, organize related training and activities, and have rich staff care measures.

The old age of the staff and the low willingness of young people to work.

Because of the large noise, dust, humidity and labor intensity in the textile industry, the work is divided into two or three stages, the contents are single and tedious, the overall remuneration and protection level of the industry is low, and it is difficult to realize self value.

"Machine substitution" is more common.

More than 50% of state-owned enterprises and foreign businessmen, Hong Kong, Macao and Taiwan joint ventures / sole proprietorship enterprises said there was a phenomenon of machine substitution.

The replacement is mainly for spinning workers, winding workers and sewing workers.

The workers who are replaced are mainly pferred to other types of work or operation and management of new machinery and equipment.

Earnestly lighten the burden of textile enterprises

Establishing a salary incentive and guidance mechanism for skilled workers

How can we change this situation?

The survey report pointed out that we should effectively reduce burdens and increase policy support for textile enterprises.

In recent years, many textile enterprises in Jiangsu province are at the edge of profit and loss. "Investing in technological pformation is to seek death.

Therefore, we should effectively reduce the burden on enterprises.

In addition, apart from a few brands such as Hai Lan's home and Boston, Jiangsu's textile industry also has the phenomenon of "only highland has no highland". We should increase the support of local independent brands, and guide more small and medium-sized textile enterprises to pform from OEM to independent R & D, and increase the added value of products.

Secondly, we must establish a salary incentive mechanism for skilled workers.

In accordance with the requirements of high technology and high demand, we should establish a scientific skill oriented incentive mechanism, and wage income should be tilted to high level and highly skilled personnel. We should take market means such as technology dividend and equity incentive to guide employees to establish "long skills", that is, the idea of "raising wages".

We should change the way of manpower and spare time, and increase the intensity of on-the-job training, so as to build a knowledge-based, technological and innovative workforce and enhance the core competitiveness of enterprises.

In addition, we must establish a macro leading mechanism for the wage of workers in the industry.

Trade unions and associations at all levels shall, through sample tracking and research, regularly issue the average wage level of workers in different regions and different types of work, and provide macro decision-making basis for promoting collective wage negotiations. At the same time, according to the economic benefits of enterprises, the average labor and capital water equality of the workers in the industry will be promoted, and the collective wage consultation of trade unions and administrative departments shall be carried out.

Research answers four major questions

Question 1: what is the income of textile workers?

Jiangsu textile industry sample workers should pay 48351 yuan in 2017, an increase of 4% compared with the 2016 survey data last year, and the actual wage is 42973 yuan, which is 0.9% higher than the 2016 survey data surveyed last year.

In 2017, the average salary of workers in South of Jiangsu's textile industry was the highest, 46775 yuan, 1.1 times that of the Central Soviet Area (41090 yuan), and 1.2 times that of the northern Jiangsu region (37750 yuan).

Compared with the survey data in 2016, wages in North Jiangsu increased by 5 percentage points, South of Jiangsu fell 2.2%, and central Jiangsu declined 3.5%.

The average wages of the sample workers of state-owned enterprises and foreign businessmen, Hong Kong, Macao and Taiwan businessmen are 45000 yuan or above, and the private sector is 41758 yuan.

The average wage for sewing workers is the highest, which is 45680 yuan, followed by the maintenance worker.

The wages of coarse sand workers are the lowest, accounting for 80% of the average wage of the sewing workers.

The salary of sample workers is roughly proportional to their education level, and the average real wage is lower in junior middle school and below. The higher the education level, the higher the average real wages.

For the sample workers who have worked for less than 10 years, there is a positive correlation between the actual wages and the employment time. The wages of employees who have worked for 5-10 years have reached the highest level of 44546 yuan.

The number of employees who worked for 10 years or more showed a slight drop in real wages.

The average real wages and age groups are roughly inverted U distribution. The average wage of workers aged 31-40 is higher than that of 44528 yuan, and the average real wages of workers aged 41-50 and 51-60 decrease one by one.

Question two: how about the insurance payment?

Social insurance: the textile enterprises in Jiangsu accounted for 52.9% of the "five risks and one gold" for their employees.

The proportion of "five risks and one gold" paid by enterprises in South of Jiangsu is the highest, which is 57.7%, higher than 8.2% in Northern Jiangsu and 11.5% in Central Jiangsu.

More than 50% of the sample workers who pay insurance include textile workers who pay insurance according to the minimum standard of social security payment base.

Housing provident fund: 54.6% of the sample workers' enterprises are paying housing provident fund for them.

In the enjoyment of housing provident fund workers, the province's average wage in accordance with 8.4% of workers for housing provident fund.

Other insurance: 34.4% of the sample workers in the textile industry have other social insurance for employees, and accident insurance accounts for 21.3% of all other insurance accounts.

58% of the employees in state-owned enterprises say that other insurance is handled by enterprises, which is higher than that of private enterprises and foreign businessmen, Hong Kong, Macao and Taiwan businessmen.

Employee subsidies or benefits: 97.7% of the employees in the company grant subsidies to employees.

Among the benefits, free meal or meal allowance and high temperature allowance are relatively high, which is higher than 70%, followed by work clothes, physical examination, vocational skills training, overtime allowance, holiday, birthday consolation gifts or gifts and free accommodation or housing allowance, accounting for more than 50%.

Question three: is the labor contract signed?

Signing rate: the labor contract signing rate of textile workers in Jiangsu is 99.5%.

94.3% of the workers signed labor contracts with the enterprise, 3.5% of them signed contracts with the labor dispatching companies, mainly concentrated in the central Jiangsu area, accounting for nearly 70% of the total.

Contract period: 34.6% of the employees said there was no fixed deadline; 64.5% of the employees agreed on specific deadlines with the enterprise, and 0.9% of the employees completed the task for a certain period.

From a regional perspective, the proportion of non fixed period in Central Jiangsu is 39%, which is higher than that in South of Jiangsu and Northern Jiangsu.

The remuneration agreement in the contract: 24.3% of the employees have no specific agreement, and 22.7% of the employees agree on the basic salary, performance bonus, royalty, year-end bonus and other detailed wage system.

50% of the staff members of state-owned enterprises said that the labor contract signed was only agreed not to be lower than the local minimum wage standard; the labor contracts signed by foreign businessmen, Hong Kong, Macao and Taiwan businessmen in joint venture / sole proprietorship were mainly stipulated in the detailed wage system, such as basic salary, performance bonus, commission and year-end bonus, which accounted for more than 40%.

There are nearly 30% workers in private enterprises. The contract signed has no specific agreement on the amount of remuneration for labor.

Question four: is collective wage consultation universal?

The coverage of collective wage consultation: 40.7% of employees indicated that their enterprises had conducted collective wage consultations.

57% of the joint ventures and sole proprietorships of foreign businessmen and Hong Kong, Macao and Taiwan businessmen have conducted collective wage negotiations, accounting for the highest proportion, about 1.6 times that of state-owned enterprises and private enterprises.

Nearly 40% workers in state-owned enterprises have not been launched, and nearly 40% employees in private enterprises are not clear.

The effect of wage collective contract evaluation: 51.5% of the employees in the sample workers did not know the effect of collective wage negotiation, and 36.4% of the employees indicated that the wages of employees increased according to the provisions of collective contracts.

The role of collective bargaining in the joint venture and sole proprietorship of foreign businessmen and Hong Kong, Macao and Taiwan businessmen is more obvious than that in state-owned and private enterprises. 20% of the joint ventures and wholly foreign-owned enterprises in foreign businessmen, Hong Kong, Macao and Taiwan have indicated that wage growth exceeds the provisions of collective contracts, and that more than half of the employees in private enterprises and state-owned enterprises are not clear.

Report of Jiangsu finance and Trade Light Textile Union