Since the reform and opening-up for more than 20 years, the wage system of employees in Jilin Province has undergone fundamental changes, and a diversified income distribution pattern with distribution according to work as the main body and multiple distribution modes coexisting has emerged. However, in the process of transition from the traditional planned economy system to the socialist market economy system, the old distribution system has not been completely broken, and the new system adapted to the socialist market economy has not been fully established. There are still a series of problems in income distribution. This report analyzes several problems with regularity and tendency reflected in the wage income of employees in Jilin Province, and puts forward corresponding countermeasures and suggestions. I. Several Issues with Regularity Since the reform and opening up, the wage income level of employees in Jilin Province has been greatly improved. In 2004, the average wage of employees in the whole province was 19 times that of 1978, which brought benefits to employees. However, several problems with regularity in employees' wage income can not be ignored. First, the wage income of enterprise employees is lower than that of government agencies and institutions, and the gap is gradually widening. Second, in the national income distribution system, the increase of employee income is lower than the increase of GDP and fiscal revenue in the same period. Third, the income gap between industries is widening year by year, with high income in monopoly industries and generally low income in competitive industries. Fourth, the income level with developed areas has increased year by year. Fifth, the wage income of migrant workers is hovering at a low level, but there is not much gap with developed regions. Second, some tendentious problems 1. The state's macro-control of enterprise wages has changed from restraining the excessive distribution of national income to protecting the legitimate income of employees. Who will restrain the "invisible hand" of the market? With the emergence of restructured enterprises and private enterprises, wages are completely determined by the market; In addition, the state has fully liberalized the wages of state-owned enterprises, and enterprises have independently decided the wage level and distribution method. For enterprise employees, the power of wage distribution is actually given to operators, the benefits of enterprises and the market. The market realizes the effective allocation of resources through the "invisible hand", and the problem of excessive distribution of national income has been well solved. However, the market is not everything. For the purpose of saving costs and increasing benefits, enterprises try their best to depress, deduct and default on employees' wages, which has become a new major contradiction and has become increasingly prominent. At present, the wage growth of enterprises is not fast, and employees have not enjoyed the fruits of reform and development. The crux of the problem lies in the lack of basic control over market competition law. At present, governments at all levels have formulated minimum wage standards, but there is no guidance line for industry wage levels. The minimum standard is only the bottom line to maintain the survival of the labor force itself, which is not enough to ensure that * * * enjoys the fruits of reform and development. Who will restrain the "invisible hand" of the market is the key to reverse the slow wage growth of enterprise employees in recent years. 2. The income of enterprise managers is generally high, which has always been a problem that puzzles the general pattern of national income distribution. With the reform of enterprise system and the change of distribution mode, capital, technology, management and other production factors directly participate in distribution, and enterprise operators implement annual salary system, which further accelerates the income growth of operators, showing the typical characteristics of "the rich get richer and the poor get poorer". The excessive income gap between enterprises and workers will inevitably lead to polarization and related social problems. Then, who should control the high salary of business operators? Are the control measures effective? Here, we come to the conclusion that the "visible hand" and the "invisible hand" are temporarily missing. 3. Over-reliance on low-quality simple labor to produce products and low wages to maintain international competitiveness, how far can we go? Most of the production processes in our country are largely maintained by low-quality simple labor. The primary problem brought by low-quality simple labor is that employees' income is generally low. Compared with today, the income of migrant workers was similar 20 years ago. Over the years, although the wages of manual workers in enterprises have increased several times, their income is still low according to the average purchasing power discounted by the price index in the same period. Another problem brought by low-quality simple labor force is the lack of international competitiveness. At present, this is an advantage, but how long can products with low wages, labor-intensive and resource-intensive products persist in international competition? Therefore, improving the comprehensive quality of employees has become an unavoidable topic in front of Chinese people. 4. The income of migrant workers is generally low, coupled with the general lack of social security, labor laws and regulations are extremely weak in the face of social hidden rules. Migrant workers have made great contributions to different posts in the city and played an irreplaceable positive role. However, they were treated unfairly. There are many problems such as low wage level, lack of necessary social security, serious wage arrears and so on. In recent years, with the great concern and attention of the CPC Central Committee and the State Council, governments at all levels and society have also begun to strengthen the protection of the rights and interests of migrant workers. However, the relevant laws and regulations are still weak in the face of years of accumulation and complicated social hidden rules. For example, migrant workers work overtime, have no overtime pay, and have no social insurance problems, which is obviously a violation of the labor law. However, it is impossible to solve this problem within the scope of a province, a city or a county, because the labor force flows in the unified national market. Only by strengthening the supervision of the implementation of the labor law at the same time can it be effectively solved. Third, some thoughts and countermeasures 1. Establish a tripartite consultation mechanism among the government, enterprises and trade unions, strengthen the wage consultation system, and protect the legitimate rights and interests of employees' income to the maximum extent. (1) Establish a team of law enforcement, management and negotiation of labor wages of the government, enterprises and trade unions as soon as possible. At present, the biggest problem we are facing is that the government, enterprises and trade unions have not really formed a team of law enforcement, management and negotiation of labor wages that meets the requirements of the socialist market economy. Only perceptual knowledge can not fully express and safeguard the legitimate rights and interests of employees' income. Local, industry and enterprise trade unions should set up their own professional talent team according to the needs of trade union work, have knowledge of labor economics and human resource management, have negotiation ability, have a detailed understanding of relevant laws, regulations and data, be familiar with local and industry economy and enterprise management, and understand the salary status of posts and types of jobs set by enterprises, so as to truly safeguard the rights and interests of enterprise employees under the conditions of market economy.

(2) Establish and improve the tripartite consultation mechanism of labor relations as soon as possible. At present, the tripartite consultation mechanism of labor relations in China is in its infancy, and there is still a gap between the organizational system, operating mechanism and the actual requirements for coordinating labor relations. We should constantly innovate ideas, innovative mechanisms, innovative operating methods and sum up experience. If the increasingly perfect tripartite consultation mechanism can be fixed in the form of legislation, it will certainly play an active role in solving labor remuneration and welfare treatment, coordinating labor relations, promoting reform, development and stability, and building a harmonious socialist society under the new situation.

(3) Protect and safeguard the legitimate labor income of employees through legislation and law enforcement. The "Labor Law" only has simple provisions on workers' remuneration according to their work, which is not practical, and there are not many provisions on the principle of wage payment. At present, China urgently needs to formulate a "Wage Law" to make specific and mandatory provisions on the formation mechanism and guarantee mechanism of wage levels, so as to protect the rights of employees to obtain legitimate income. For qualified industrial enterprises, we can consider trying out the weekly wage payment system with reference to the world common rules. This is also the need of China's accession to the WTO, and the increasingly close labor cooperation with other countries to cope with the new situation and make up for the lack of supporting laws. It is necessary to solve the unfair treatment of informal employment groups in working hours, labor remuneration, labor safety, labor security and other aspects through serious law enforcement, and solve the problem that the hidden rules of society cannot blame the public. 2. Expand the coverage of trade unions and bring informal employment groups into the labor force, so that they can truly become the emerging army of the working class and the masters of the country. Expanding the coverage of trade unions, enhancing the cohesion of trade unions and absorbing informal employment groups into the working class as widely as possible are the strategic tasks of trade unions in the coming period. Trade unions at all levels should do everything possible to organize migrant workers into trade unions, so that they can regard trade union organizations as their "parents" and as "backers" to fight against those who violate their legitimate rights and interests. For migrant farmers with relatively stable and concentrated labor relations, they should be organized into trade unions in a timely manner by establishing grass-roots trade unions or grass-roots trade union federations; For those whose labor relations are unstable and mobile, the county trade union will issue a "green card for migrant workers' rights protection" and organize them into trade unions when conditions are ripe. In view of the characteristics of migrant workers' mobility, wide distribution, scattered employment and wide sources, we can explore the establishment of a cross-regional, cross-industry, cross-factory, cross-county, cross-city, cross-province and even national networking system for migrant workers' rights protection; In some small coal mines, small mines, small brick kilns, small building materials and other informal employment units with strong seasonality, dispersion and temporality, inconvenient transportation, remoteness and small scale, the system of trade union liaison officers and liaison officers can be implemented; Some export trade unions can send staff to follow, set up institutions, establish close contact systems with import trade unions, and try out such systems as "mobile membership system", "dual membership system" and "receiving and transferring membership system". 3. Pay attention to social equity, establish a sharing system of social development achievements, and strive to alleviate the trend of widening income distribution gap between regions and members of society. To narrow the income gap, we must gradually establish a fruit sharing system under the distribution principle of "giving priority to efficiency and giving consideration to fairness". In the process of coordinating labor relations, it is necessary to start from two levels and build a fruit sharing system. At the level of microeconomic organizations such as enterprises and institutions, we should pay more attention to the role of collective contracts on the basis of attaching importance to labor contracts. Through collective negotiation, the contract form of enjoying the fruits will be fixed, which will lay a legal foundation for both parties to abide by it. Attention should be paid to the analysis of labor contribution rate, industry and regional wage level, enterprise labor cost and the relationship between price and wage in collective bargaining, so that collective contracts can fully reflect the protection of labor contribution rights and interests in enterprise income distribution. At the macro-economic and social management level, it is necessary to highlight the scientific analysis of the income gap between workers in different industries and regions, the wage income gap and the non-wage income gap in the joint meeting between trade unions and the government and the tripartite consultation mechanism, and put forward scientific opinions and suggestions so that public policies such as finance and taxation can better reflect the protection of workers' interests. When an enterprise goes bankrupt, merges or reorganizes, the wages of employees should be included in the first liquidation order. Establish social wage guidelines in a timely manner, adjust the minimum wage standard, and pay special attention to the research and practice of how low-income groups increase their income and enjoy the fruits. 4. In view of the reality of China's entry into WTO and participation in economic globalization, we should increase the research on the influence of the international market on the rights and interests of Chinese employees and apply WTO rules to protect the labor rights and interests of Chinese employees. According to international practice, trade unions in China must intervene and participate in global trade, conduct trade investigations involving workers' rights and interests in a timely manner, and put forward anti-dumping requirements to the government in a timely manner for dumping acts that cause a large number of workers in China to lose their jobs or reduce their wages. Before the government or enterprises sign large-scale trade contracts and agreements with foreign countries, trade unions should participate in opinions from the perspective of the impact on employees. The most urgent problem in reality is that the functions of trade unions in China should be adjusted accordingly. It is necessary to increase anti-dumping investigation departments, especially industrial trade unions at all levels, to undertake this function, investigate and study the influence of foreign dumping on employees in this industry from the industrial point of view, and put forward anti-dumping suggestions to the government in time. The advantage of China's foreign trade lies in the low labor cost of products, which is also the main reason for the anti-dumping investigation. Therefore, solving the so-called "sweatshop" problem and protecting employees' rights to employment, rest, safety and health and fair income are not only necessary to maintain social stability, but also related to China's foreign trade and international image. In this regard, trade unions should play an active role, the government should attach great importance to it, and enterprises should actively cooperate to establish a new mechanism to safeguard the legitimate rights and interests of China workers in international trade. 5. To realize the 11th Five-Year Plan, we must take Scientific Outlook on Development as the leader and improve the independent innovation ability of enterprises and the overall quality of the working class. The key to completing the Eleventh Five-Year Plan is to improve the ability of independent innovation, and the key to improving the ability of independent innovation is to improve the overall quality of the working class. In recent years, with the growth of the working class, it has also brought a problem, that is, the proportion of low-quality simple workers has not declined, but has shown an upward trend, leading to structural contradictions in the labor market. A large number of low-quality workers have low income and high unemployment rate due to vicious competition. In this regard, we must take Scientific Outlook on Development as the guide, carry forward the advanced nature of the working class, and take improving the independent innovation ability of enterprises and the comprehensive quality of employees as the important embodiment and core content of training employees and model workers in the new period. The key to independent innovation lies in the improvement of the overall quality of the working class. As a trade union organization, we should carry out mass economic and technological innovation projects with the main content of improving independent innovation ability, carry out "innovation" activities, and strive to create glorious labor, lofty knowledge, valuable talents and great social atmosphere. It is necessary to continuously improve the independent innovation ability of employees by carrying out activities such as self-study for employees, striving to be experts and demonstration posts for employees' economic and technological innovation, on-the-job training and technical exchange for employees, and evaluation of outstanding technological innovation achievements and advanced operation methods for employees. It is necessary to establish a four-in-one employee training system of government, enterprises, trade unions and society, and broaden the education and training base through government support, counterpart support from public schools, social autonomy, and integration of social idle educational resources; According to the workers' education level and labor skill level, the workers' schools, cultural palace clubs and other educational positions affiliated to the trade unions are used to train them in knowledge and skills, labor relations and legal knowledge.