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6月6日(ri)，記者從山(shan)東(dong)(dong)(dong)省濰坊市人社局獲悉，按照山(shan)東(dong)(dong)(dong)省政府有關文件要求，根據國家、山(shan)東(dong)(dong)(dong)省現行(xing)收入分配政策，濰坊市結合實(shi)際情況(kuang)，出臺了2013年企業(ye)工資指(zhi)導線。

據(ju)山東省濰(wei)坊(fang)市(shi)人社局工(gong)(gong)作人員介紹，根據(ju)濰(wei)坊(fang)市(shi)企(qi)(qi)(qi)業(ye)(ye)(ye)工(gong)(gong)資(zi)指導(dao)線(xian)方(fang)案，濰(wei)坊(fang)市(shi)企(qi)(qi)(qi)業(ye)(ye)(ye)可以2012年全市(shi)企(qi)(qi)(qi)業(ye)(ye)(ye)（城鎮非私營）在崗職(zhi)(zhi)工(gong)(gong)平(ping)均(jun)(jun)工(gong)(gong)資(zi)38543元為(wei)基數(shu)，也可以本企(qi)(qi)(qi)業(ye)(ye)(ye)2012年在崗職(zhi)(zhi)工(gong)(gong)平(ping)均(jun)(jun)工(gong)(gong)資(zi)為(wei)基數(shu)，確定2013年企(qi)(qi)(qi)業(ye)(ye)(ye)工(gong)(gong)資(zi)指導(dao)線(xian)為(wei)：（一）企(qi)(qi)(qi)業(ye)(ye)(ye)職(zhi)(zhi)工(gong)(gong)貨(huo)幣工(gong)(gong)資(zi)增長(chang)基準線(xian)：15%；（二(er)）企(qi)(qi)(qi)業(ye)(ye)(ye)職(zhi)(zhi)工(gong)(gong)貨(huo)幣工(gong)(gong)資(zi)增長(chang)上線(xian)（預(yu)警線(xian)）：22%；（三）企(qi)(qi)(qi)業(ye)(ye)(ye)職(zhi)(zhi)工(gong)(gong)貨(huo)幣工(gong)(gong)資(zi)增長(chang)下線(xian)：6%。

對(dui)(dui)于競爭性國(guo)有和國(guo)有控股企業（含(han)國(guo)有相對(dui)(dui)控股企業，下(xia)同），本年度職(zhi)工工資增(zeng)長不得突(tu)破上線（預警(jing)線）。職(zhi)工平(ping)均工資低于2012年全市企業（城鎮非(fei)私營(ying)）在(zai)崗(gang)職(zhi)工平(ping)均工資（38543元）的，在(zai)效益等(deng)條(tiao)件允(yun)許的前提下(xia)，可(ke)按照上線增(zeng)加職(zhi)工工資。

壟斷企(qi)業及國家財政補貼(tie)的(de)國有(you)和國有(you)控股企(qi)業，職工(gong)平(ping)均工(gong)資(zi)增長幅度不得(de)突破(po)基準(zhun)線(xian)(xian)(xian)。上(shang)年工(gong)資(zi)水平(ping)高(gao)于全(quan)市(shi)企(qi)業在(zai)崗(gang)職工(gong)平(ping)均工(gong)資(zi)3倍的(de)，職工(gong)平(ping)均工(gong)資(zi)增長必須在(zai)基準(zhun)線(xian)(xian)(xian)以下安排；上(shang)年工(gong)資(zi)水平(ping)高(gao)于全(quan)市(shi)企(qi)業在(zai)崗(gang)職工(gong)工(gong)資(zi)3倍且經濟效益下降幅度較大或虧損(sun)的(de)，職工(gong)工(gong)資(zi)增長不得(de)突破(po)下線(xian)(xian)(xian)。

職(zhi)(zhi)(zhi)工(gong)(gong)(gong)工(gong)(gong)(gong)資(zi)水平(ping)(ping)相對偏低(di)的企(qi)業（2012年(nian)(nian)(nian)職(zhi)(zhi)(zhi)工(gong)(gong)(gong)平(ping)(ping)均(jun)工(gong)(gong)(gong)資(zi)低(di)于(yu)全市(shi)企(qi)業在崗(gang)職(zhi)(zhi)(zhi)工(gong)(gong)(gong)平(ping)(ping)均(jun)工(gong)(gong)(gong)資(zi)水平(ping)(ping)或低(di)于(yu)當年(nian)(nian)(nian)同行業職(zhi)(zhi)(zhi)工(gong)(gong)(gong)平(ping)(ping)均(jun)工(gong)(gong)(gong)資(zi)），且連續2年(nian)(nian)(nian)實現利潤(run)增(zeng)長(chang)并贏利，預(yu)計2013年(nian)(nian)(nian)經濟效(xiao)益有(you)一定增(zeng)長(chang)的，職(zhi)(zhi)(zhi)工(gong)(gong)(gong)工(gong)(gong)(gong)資(zi)增(zeng)長(chang)不應低(di)于(yu)基(ji)準(zhun)線。

國有和國有控股企業工(gong)(gong)資增(zeng)長達不到工(gong)(gong)資指導線要求的(de)，要同(tong)比例扣(kou)減企業負責(ze)人(ren)收入；企業在崗(gang)職工(gong)(gong)平均(jun)工(gong)(gong)資低于(yu)濰(wei)坊市在崗(gang)職工(gong)(gong)平均(jun)工(gong)(gong)資的(de)，企業負責(ze)人(ren)收入增(zeng)幅(fu)不得高(gao)于(yu)本企業職工(gong)(gong)平均(jun)工(gong)(gong)資增(zeng)幅(fu)。

工(gong)(gong)(gong)(gong)作人員(yuan)表示，工(gong)(gong)(gong)(gong)資(zi)(zi)指導(dao)線制(zhi)(zhi)度是社(she)會主義(yi)(yi)市場(chang)經濟條件(jian)下政府(fu)調控企業(ye)工(gong)(gong)(gong)(gong)資(zi)(zi)分配、引導(dao)企業(ye)職(zhi)工(gong)(gong)(gong)(gong)工(gong)(gong)(gong)(gong)資(zi)(zi)合理增(zeng)長(chang)的一項重要制(zhi)(zhi)度。對(dui)于(yu)指導(dao)企業(ye)在生產發展、經濟效益提(ti)(ti)高(gao)的基礎上，合理確定(ding)工(gong)(gong)(gong)(gong)資(zi)(zi)增(zeng)長(chang)水平，促進企業(ye)建立職(zhi)工(gong)(gong)(gong)(gong)工(gong)(gong)(gong)(gong)資(zi)(zi)收入隨企業(ye)經濟效益提(ti)(ti)高(gao)而逐步提(ti)(ti)高(gao)的工(gong)(gong)(gong)(gong)資(zi)(zi)增(zeng)長(chang)機制(zhi)(zhi)有非常(chang)重要的意義(yi)(yi)。各類企業(ye)對(dui)提(ti)(ti)供正常(chang)勞(lao)動的職(zhi)工(gong)(gong)(gong)(gong)支付的工(gong)(gong)(gong)(gong)資(zi)(zi)不(bu)得低于(yu)我市最低工(gong)(gong)(gong)(gong)資(zi)(zi)標準。