1. Management of enterprise employee wages. ① Zibo City implemented "elasticity and linkage" macro-management for the wages of enterprise employees, meaning that elastic plans were applied to districts and counties, while "efficiency-wage linkage" measures were applied to large city-owned enterprises; some enterprises adopted total wage contracting or independently determined their wage levels. ② Internal distribution within enterprises was relaxed and invigorated, allowing enterprises to autonomously determine their wage distribution methods, with labor departments guiding enterprises in improving their distribution systems and vigorously promoting the post-skill wage system. ③ According to the requirements of the Labor Law of the People's Republic of China, employers must pay employees their wages monthly in currency form; to protect the legitimate rights of workers, Zibo City promulgated the "Zibo Minimum Wage Standard" in 1995, stipulating that as long as workers provide normal labor within legal hours, their units must pay them a minimum labor remuneration. The minimum wage standard: 180 yuan for the five districts plus Huantai County, and 150 yuan for Yiyuan and Gaoqing Counties; in 1997, the minimum wage standard was adjusted to 240 yuan for the five districts and one county, and 180 yuan for the other two counties.
2. Employee sick leave benefits. For enterprise employees who are sick or injured outside of work and need medical treatment for up to 180 days cumulatively within a year, they will receive 70-95% of their standard wage as sick injury leave wages; if it exceeds 180 days cumulatively within a year, they will receive 60-80% of their standard wage as sick injury relief fees. Specific standards are calculated based on the employee's continuous service years and pension contribution years. Employees who have received national or provincial (including state ministries and commissions) model worker titles and hero titles from military units at the army level or above, and who have maintained their honors, as well as employees with continuous service or retirement pension contributions of over 25 years, will continue to receive their standard wages if they take sick leave for up to 180 days cumulatively within a year, and if it exceeds 180 days, they will receive 85% of their standard wage as sick injury relief fees. Employees who participated in revolutionary work before the founding of the country will continue to receive their standard wages regardless of the length of their sick leave during medical treatment.
For employees on sick leave, the vacation time is calculated cumulatively, and those exceeding 180 days cumulatively within a year will enjoy disease relief fees as long-term sick leave employees. When resuming work, a trial period should be set, usually 2 to 3 months, and if the illness recurs during the trial period, the sick leave time will be merged and calculated. Long-term sick leave employees need to apply for extended leave procedures, with each extension not exceeding one month.
3. Work-related injury insurance benefits. ① Employees injured on the job receive full reimbursement for registration fees, hospitalization fees, medical fees, drug fees, and travel expenses for treating work-related injuries or occupational diseases; if hospitalization is required, 2/3 of the local business trip food allowance standard will be given as a hospitalization food allowance; if approved to transfer to another location for treatment, transportation and accommodation expenses will be reimbursed according to the standard for business trips of enterprise employees. ② Employees injured on the job or suffering from occupational diseases requiring cessation of work for treatment will undergo a work-related injury medical period, generally determined to be between 1-24 months depending on the severity of the injury, with a maximum of no more than 36 months; after the period ends, if further treatment is still needed, the employee continues to enjoy work-related injury medical benefits. ③ During the work-related injury medical period, wages are stopped and monthly work-related injury allowances are issued instead, calculated based on the average monthly income of the last 12 months before the injury; after the period ends, disability benefits are enjoyed. ④ If an injured employee is rated as needing care after evaluation, monthly care fees will be issued, calculated at 50%, 40%, or 30% of the previous year's local average monthly wage depending on the care level. ⑤ Employees rated as having disabilities from level one to four due to work-related injuries should withdraw from production or work positions, terminate their labor relationship with the enterprise, be issued a work-related injury disability pension certificate, and enjoy the following benefits: monthly disability pensions are issued based on 90-75% of their own wages; a one-time disability subsidy is also issued, equivalent to 18-24 months of their own wages, with level one being 24 months, level two 22 months, level three 20 months, and level four 18 months. ⑥ Employees rated as having disabilities from level five to ten are generally arranged suitable work by the enterprise and enjoy the following benefits: a one-time disability subsidy is issued based on 6-16 months of their own wages. Employees rated as having disabilities at level five and six may be arranged suitable work by the enterprise; if they voluntarily choose so, the enterprise may issue a monthly disability pension equivalent to 70% of their own wages. During this period, the enterprise and individual continue to pay old-age insurance premiums, and upon reaching the statutory retirement age, retirement is processed according to national regulations. Employees rated as having disabilities at level seven to ten who request to terminate or dissolve the labor contract and are approved by the enterprise will be issued a one-time disability employment subsidy by the enterprise, equivalent to 25-10 months of their own wages, with specific standards being: 25 months for level seven, 20 months for level eight, 15 months for level nine, and 10 months for level ten.
4. Death benefit standards. ① In case of death due to work-related injuries, a one-time death benefit equivalent to 48-60 months of the province's average monthly wage of the previous year is issued. Specific standards: 48 months for those without dependents, 52 months for those with one dependent, 56 months for two dependents, and 60 months for three or more dependents. For employees rated as having disabilities from level one to four due to work-related injuries who die while receiving disability pensions, a one-time death benefit is issued at 50% of the above standard. In case of death due to work-related injuries, a funeral allowance equivalent to six months of the province's average monthly wage of the previous year is issued. ② In case of death due to illness or non-work-related reasons, a relief fee equivalent to 10 months of the province's average monthly wage of the previous year is issued; the funeral allowance is fixed at 500 yuan.
5. Dependent benefit standards after the death of enterprise employees. After the death of an employee, their supported direct relatives residing in urban areas of provincial municipalities will receive a monthly subsidy of 90 yuan per person; those residing in county (city) towns will receive 80 yuan per month; and those residing in rural townships will receive 70 yuan per month. Spouses and parents without other children of deceased individuals who participated in revolutionary work during the land revolution, anti-Japanese war, and liberation war can receive additional subsidies of 30 yuan, 20 yuan, and 10 yuan respectively based on local subsidy standards. Supported direct relatives receiving regular living hardship subsidies who are sole survivors will receive an additional 10 yuan per month based on the above standards.