The state protects the right of women to work on equal terms with men , applies the principle of equal pay for equal work to men and women alike , and gives special protection to women during the menstrual period , pregnancy , maternity and breastfeeding 国家保护妇女享有与男子平等的劳动权利，实行男女同工同酬，并保障妇女在经期、孕期、产期和哺乳期受到特殊保护。
Claims of gender equality are laced with contradictions . the principal fallacy centers on the workplace and concept of equal pay for equal work . another , but no less important , aspect revolves around the entry of women into top management positions 性别平等的呼声中有少量自相矛盾的内容。最大的谬误在于工作场所和同工同酬的概念。另一个同样重要的方面与女性进入最高管理职位紧密相关。
Any reform cannot exclude the influence of the environment . through studying the history of the rear - service - system reform in our country , motivation of the reform and related national policies , especially understanding the basic idea and main approaches for the rear - service - system reform in the chinese academy of sciences , one can find and collect theoretical bases and practical guidance 根据中国科学院长春应用化学研究所的实际情况分析,论述了其后勤改制以“简化结构、精干队伍、同工同酬、身份转变”为目标,遵循“稳定过渡、逐步推进、改良机制、转变意识”的原则,采取了三个步骤进行。
But in recent years along with enterprise interior personnel structure change , postal service enterprise in salary system aspect contradiction day by day prominent , the wage level and the market price position come apart , the position wages cannot reflect the position value , the achievements system of examining and assessment lacked may operational , the assignment way still quite sole , different had the contradiction as a result of the staff status which the same labor different reward phenomenon initiated to be very prominent , neglects the different post to undertake the difference which the different work responsibility produced , still continued to use the tradition in the achievements inspection , take experiences judges as the main body achievements inspection method , the staff individual income and the contribution size is not close , the varying degree has the egalitarianism , 薪酬设计中既兼顾影响薪酬的各种因素,又突出重点。优化后的薪酬体系,以工作评价和工作分析为基础,通过对每一个岗位的职责、任职资格、工作成果进行清晰地界定,并确定与该职位相匹配的价值和报酬体系,为从事不同类属工作的员工设计相应的职业发展通道,同时根据员工业绩评估周期,将员工的薪酬与个人绩效和企业的持续发展紧密地联系在一起,体现了多劳多得的分配原则,实现同工同酬;建立一个能够激励员工不断奋发向上的心理环境;使员工能够与组织同分享因组织成长所带来收益。
