「同一賃金」法改正へ議論 待遇差の説明義務 焦点に
厚生労働省の有識者検討会は7日、政府の働き方改革実現会議がまとめた同一労働同一賃金のガイドライン案に沿った法改正について議論を始めた。待遇差に関し、説明義務や裁判でどのように立証するかが焦点となる。政府が3月中にまとめる働き方改革の実行計画に反映させる。
3月上旬をメドに論点整理をする。政府は昨年12月に同一労働同一賃金のガイドライン案を示した。法改正ではその根拠となる条文を整備する。労働契約、パートタイム労働、派遣労働者の3法が対象となる。
(2017.2.8 日本経済新聞)
政府の進める働き方改革の柱の1つが「同一労働同一賃金」です。昨年12月にガイドライン案が発表されましたが、やや驚いたのが賞与の取扱いです。
<問題となる例②>
・賞与について、D社においては、無期雇用フルタイム労働者には職務内容や貢献等にかかわらず全員に支給しているが、有期雇用労働者又はパートタイム労働者には支給していない。
パートタイム労働者については、賞与を支給していない企業が大半だと思いますが、ガイドライン案は、会社の業績等への貢献に応じて賞与を支給する会社では、上記の通り、有期雇用労働者又はパートタイム労働者に賞与を支給しないのは「問題となる例」としています。
引用の記事の通り、労働契約法などの法改正については、これから議論されるところですが、ガイドライン案に沿って法改正されるのであれば、現場に落とし込むのにかなり苦労しそうな感じです。
同一労働同一賃金の実現にあたって、正社員の待遇が不利益変更されるのは本末転倒だというのが政府の見解ですが、各企業とも人件費に割ける金額は限られており、どのような着地点が望ましいのか、我々も知恵を絞らなければいけなくなるでしょうね。
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