It is contrasted with piece wages, where each job, hour or other unit is paid separately, rather than on a periodic basis.
[1] A salary is a fixed amount of money or compensation paid to an employee by an employer in return for work performed.
More significantly, it presupposes the existence of organized employers—perhaps a government or a religious body—that would facilitate work-for-hire exchanges on a regular enough basis to constitute salaried work.
[1] A cuneiform inscribed clay tablet dated about 3100 BCE provides a record of the daily beer rations for workers in Mesopotamia.
[7] Regardless of the exact connection, the salarium paid to Roman soldiers has defined a form of work-for-hire ever since in the Western world, and gave rise to such expressions as "being worth one's salt".
[1] Within the Roman Empire or (later) medieval and pre-industrial Europe and its mercantile colonies, salaried employment appears to have been relatively rare and mostly limited to servants and higher status roles, especially in government service.
Many courtiers, such as valets de chambre, in late medieval courts were paid annual amounts, sometimes supplemented by large if unpredictable extra payments.
Such a remuneration scheme is still common today in accounting, investment, and law firm partnerships where the leading professionals are equity partners, and do not technically receive a salary, but rather make a periodic "draw" against their share of annual earnings.
[1] From 1870 to 1930, the Second Industrial Revolution gave rise to the modern business corporation powered by railroads, electricity and the telegraph and telephone.
This era saw the widespread emergence of a class of salaried executives and administrators who served the new, large-scale enterprises being created.
[1] As Japan rapidly industrialized in the 20th century, the idea of office work was novel enough that a new Japanese word (salaryman) was coined to describe those who performed it, as well as referencing their remuneration.
[1] Today, the concept of a salary continues to evolve as part of a system of the total compensation that employers offer to employees.
[citation needed] An increase in knowledge-based work has also led to pursuit of partner (as opposed to employee) like engagement.
The wages are to be paid during working hours at the place of employment, or in any other way, such as through a bank account with the consent of the employee.
Women on maternity leave are entitled to 25% of their salaries as stipulated by the Employment Act but the majority of the companies pay out at about 50% for the period.
Also a severance pay, "Trattamento di Fine Rapporto" (TFR), is required to be deposited by the employer to be paid to the employee on termination.
The political popularity of minimum wages stems in part from the fact that the policy offers a means for redistributing income without having to increase government spending or establish formal transfer mechanisms.
[25] The challenge to policymakers is to find that wage level that is considered fair given workers' needs and the cost of living, but does not harm employment or a country's global competitiveness.
Indeed, they reflect the huge gap in the South African society with a large proportion of the population under poverty line that does not have the same opportunities for employment.
Effective December 1, 2016 it says: The Final Rule sets the standard salary level at the 40th percentile of weekly earnings of full-time salaried workers in the lowest-wage Census Region, currently the South ($913 per week, equivalent to $47,476 per year for a full-year worker).
Since 1940, the Department's regulations have generally required each of three tests to be met for the FLSA's EAP exemption to apply: The Final Rule includes a mechanism to automatically update the standard salary level requirement every three years to ensure that it remains a meaningful test for distinguishing between overtime-protected white collar workers and bona fide EAP workers who may not be entitled to overtime pay and to provide predictability and more graduated salary changes for employers.
For the first time, employers will be able to use nondiscretionary bonuses and incentive payments (including commissions) to satisfy up to 10 percent of the standard salary level.
Since "dollarisation" (movement from the Zimbabwean dollar to USD) Zimbabwe has been moving toward a more informal sector and these are paid in 'brown envelopes'.
At the top end salaries are quite competitive and this is to be able to attract the right skills though the cost of living is high so it balances this out.
A top-earning Zimbabwean spends a lot more money on necessities than say a South African top earner.
The need to have a generator, borehole or buy water or take care of the extended family since there is no welfare given the government's financial position.
For example, an average farm employee probably earned the equivalent of $20 but could buy a basket of goods currently worth $500.
[36] In addition, the employer is able to feel more confident that they have hired an employee with strong interpersonal skills and the ability to deal with conflict.
The Constitution of the Republic of South Africa 239 provides for the right to fair labour practices in terms of article 23. article 9 of the Constitution makes provision for equality in the Bill of Rights, which an employee may raise in the event of an equal pay dispute.
In terms of article 9(1) “everyone is equal before the law and has the right to equal protection and benefit of the law'” Furthermore, “the state may not unfairly discriminate directly or indirectly against anyone on one or more grounds, including race, gender, sex, pregnancy, marital status, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, culture, language, and birth.”[41] South African employees who were in paid employment had median monthly earnings of R2 800.