Vendor Profile
SHINSEI Publishing Co..Ltd.
| Address | 2-24-10 taitou Taitou-ku Tokyo, JAPAN ZIP:110-0016 |
|---|---|
| Representative Name | Yasuhiro Tominaga |
| Annual Revenue | closed |
| No. of Employees | 35 |
| Web Site URL | |
| SNS |
SD item code:11908318
| Detail | Price & Quantity | ||
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| S1 |
Yoshiki Shoji
 Original text before translation
荘司 芳樹
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JAN:9784405104266
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JAN:9784405104266
Wholesale Price: Members Only
1 pc /set
In Stock
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| Dimensions |
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*Size (cm): 21 x 14.8 x 1.7
*Number of pages: 272 |
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Country of manufacture: Japan
Material / component: Paper
Product tag: None
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Description
| Labor Standards Law as of April 1, 2023! From the basics of the Labor Standards Law to the changes that have been made to the revised law, explained in an easy-to-understand manner. From the basics of the Labor Standards Law to the changes that have been made to the revised law, explained in an easy-to-understand manner. Explanation of laws regarding working hours, premium wages, hiring, and dismissal, and how to create work rules that comply with these laws so that employees can work comfortably, enthusiastically, and efficiently. A must-have for employers and those in charge of personnel and labor affairs. With the Corona disaster, the number of employees and part-time workers who have a budding awareness of their rights is increasing, and labor-related problems are dramatically increasing. In this environment, knowledge of labor laws is essential for both managers and workers. [Major revisions in the 2023-2024 edition] Revision of laws related to labor reform: Abolition of deferment of premium wage rate for small and medium-sized enterprises. Effective April 2023, the premium wage rate for overtime work exceeding 60 hours per month will be increased to 50% (25% before the revision) for small and medium-sized enterprises. The rate was already applied to large companies in April 2010, but with this revision, the rate will be raised to 50% for both large and small companies. A. Lifting of the ban on digital payment of salaries In April 2023, the Enforcement Regulation of the Labor Standards Law was amended* and it will be possible to pay salaries digitally to the accounts of money transfer companies (e.g. PayPay, LINEPay, etc.). �B Minimum Wages The minimum wages by region for the fiscal year 2022 were revised (effective from October 1 to October 20, 2022, and applicable until revised in October 2023). Publication of the status of childcare leave taken In April 2023, the Child Care and Family Care Leave Law was revised, making it mandatory for companies with more than 1,000 employees to publicize the status of employees taking childcare leave. �D Employment adjustment subsidy (special exception due to the effects of the new coronavirus infection) A transitional measure (for employers who used the special corona exception during the emergency response period) will be implemented from December 1, 2009 to March 31, 2023. This subsidy is intended to partially subsidize employers who pay absence allowances to their workers. In addition, if a worker is transferred to another company to maintain his/her employment, he/she is also eligible for the employment adjustment subsidy. *The applicable period may be extended. |
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| Shipping Method | Estimated Arrival |
|---|---|
| Sea Mail | From May.31st to Aug.5th |
| Air Mail | From May.15th to May.17th |
| EMS | From May.14th to May.17th |
| Pantos Express | From May.16th to May.21st |
| DHL | From May.14th to May.16th |
| UPS | From May.14th to May.16th |
| FedEx | From May.14th to May.16th |
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Some trading conditions may be applicable only in Japan.
*Important Notice
Under the resale price maintenance system, publishers are legally allowed to specify the selling price of their books. We ask that your company also adhere to the sales price specified by us. In the unlikely event that you fail to do so, we will discontinue our business with you. We ask for your understanding in advance. [Regarding books with obis]. The obi design may be changed without notice, or the obi may be removed before shipping. Please understand this in advance. |
Other items from this category:
With the Corona disaster, the number of employees and part-time workers who have a budding awareness of their rights is increasing, and labor-related problems are dramatically increasing. In this environment, knowledge of labor laws is essential for both managers and workers.
[Major revisions in the 2023-2024 edition]
Revision of laws related to labor reform: Abolition of deferment of premium wage rate for small and medium-sized enterprises.
Effective April 2023, the premium wage rate for overtime work exceeding 60 hours per month will be increased to 50% (25% before the revision) for small and medium-sized enterprises. The rate was already applied to large companies in April 2010, but with this revision, the rate will be raised to 50% for both large and small companies.
A. Lifting of the ban on digital payment of salaries
In April 2023, the Enforcement Regulation of the Labor Standards Law was amended* and it will be possible to pay salaries digitally to the accounts of money transfer companies (e.g. PayPay, LINEPay, etc.).
�B Minimum Wages
The minimum wages by region for the fiscal year 2022 were revised (effective from October 1 to October 20, 2022, and applicable until revised in October 2023).
Publication of the status of childcare leave taken
In April 2023, the Child Care and Family Care Leave Law was revised, making it mandatory for companies with more than 1,000 employees to publicize the status of employees taking childcare leave.
�D Employment adjustment subsidy (special exception due to the effects of the new coronavirus infection)
A transitional measure (for employers who used the special corona exception during the emergency response period) will be implemented from December 1, 2009 to March 31, 2023. This subsidy is intended to partially subsidize employers who pay absence allowances to their workers. In addition, if a worker is transferred to another company to maintain his/her employment, he/she is also eligible for the employment adjustment subsidy. *The applicable period may be extended.
コロナ禍で、権利意識に芽生えた社員やパート労働者が増えており、労働関係のトラブルが激増しています。こうした環境下で、経営者、労働者の別なく労働法の知識は欠かせません。
〈2023−2024年版の主な改訂内容〉
�@働き方改革関連法の改正 中小企業に対する割増賃金率の適用猶予措置の廃止
令和5年4月より、中小企業における月60時間超の時間外労働に対する割増賃金率が50％（改正前は25％）に引き上げられます。大企業へは2010年4月に適用済みでしたが、この改正で大企業・中小企業ともに50％へと引上げとなります。
�A給与のデジタル払いの解禁
令和5年4月に労働基準法施行規則が改正・公布され、給与のデジタル払いとして、資金移動業者（例えばPayPayやLINEPayなど）の口座へ給与を支払うことが可能となります。
�B最低賃金
令和4年度地域別最低賃金が改定されました（令和4年10月1日〜20日発効、適用は令和5年10月改定まで）。
�C育児休業取得状況の公表
令和5年の4月から、育児介護休業法の改正により、従業員1,000人を超える企業の育児休業取得状況の公表が義務化されます。
�D雇用調整助成金（新型コロナウイルス感染症の影響に伴う特例）
令和4年12月1日〜令和5年3月31日まで経過措置（緊急対応期間にコロナ特例を利用した事業主が対象）が実施されます。この助成金は、労働者に休業手当を支払う場合に、事業主に、その一部が助成されるものです。また、労働者を出向させることで雇用を維持した場合も、雇用調整助成金の支給対象となります。※適用期間は延長の可能性あり。