„ EFICIENŢĂ vs ECHITATE”

A big issue in economics is the tradeoff between efficiency and equity.

•Efficiency is concerned with the optimal production and allocation of resources given existing
factors of production. For example, producing at the lowest cost.
•Equity is concerned with how resources are distributed throughout society.

•https://www.economicshelp.org/blog/2473/economics/efficiency-vs-equity/ 30 November 2019 by Tejvan Pettinger

SALÁRIU, salarii, s. n. Contravaloarea muncii prestate de salariat în baza contractului individual de
muncă, care cuprinde salariul de bază, indemnizațiile, sporurile și alte adaosuri; leafă2. [Var.: (pop) salár s.
n.] – Din fr. salaire, lat. salarium. sursa: DEX '09 (2009)
SALÁRIU, salarii, s. n. Sumă de bani pe care o primește o persoană pentru munca depusă într-o perioadă
de timp (săptămână, lună); leafă2. [Var.: (pop.) salár s. n.] – Din fr. salaire, lat. salarium. sursa: DEX '98
(1998)
Salariu sn [At: MAIOR, IST. 260/30 / V:] (pop) salar, (înv) salarie sf, ~m, lat salarium, fr salaire] Plată pe
care o primește orice persoană angajată în mod regulat pentru contribuția la desfășurarea unei activități
sociale. Si: (pfm) leafă, (iuz) retribuție, (pop) simbrie sursa: MDA2 (2010); adăugată de LauraGellner
SALÁRIU, salarii, s. n. (Și în forma salar) Retribuție pe care o primește cineva regulat pentru munca pe
care o prestează undeva în mod permanent; leafă; (învechit) simbrie. sursa: DLRLC (1955-1957)
SALÁRIU s.n. Retribuție pe care o primește regulat cineva pentru munca depusă (în mod permanent
undeva); leafă. [Pron. -riu, var. salar s.n. / < fr. salaire, după lat. salarium]. sursa: DN (1986)
SALÁRIU s. n. retribuție pe care o primește regulat cineva pentru munca depusă; leafă. (< fr. salaire, lat.
salarium) sursa: MDN '00 (2000)
SALÁRIU ~i n. Plată în bani acordată unui angajat pentru munca prestată; leafă; remunerație; retribuție.
[Sil. -la-riu] /<lat. salarium, fr. Salaire sursa: NODEX (2002)
Art. 159. definiția legală a salariului şi egalitatea de tratament]
(1) Salariul reprezintă contraprestația muncii depuse de salariat în baza contractului individual de muncă.
(2) Pentru munca prestată în baza contractului individual de muncă fiecare salariat are dreptul la un salariu exprimat în bani.
(3) La stabilirea şi la acordarea salariului este interzisă orice discriminare pe criterii de sex, orientare sexuală, caracteristici
genetice, vârstă, apartenență națională, rasă, culoare, etnie, religie, opțiune politică, origine socială, handicap, situație sau
responsabilitate familială, apartenență ori activitate sindicală
https://www.codulmuncii.ro/titlul_4/capitolul_1/art_159_1.html

Promoting Economic Equity: The Basic Income Approach

It is no accident or coincidence that just about every human society has had some mechanism to promote economic
equity. From the Old Testament’s redistribution of wealth through the Jubilee to the modern welfare state, a common feature
of human society has been the redistribution of wealth and incomes to account for those who have not been adequately
provided for by the given “rules of the game” that determine income allocation. This constant feature of social living
shows that there is a need to account for factors besides existing property rights in determining the ability of
individual community members to subsist and thrive. The reason that such redistribution schemes are a fundamental
feature of human societies is that wealth and incomes are collectively created, but often the rules that determine the
initial distribution of incomes, usually based on power and property rights, do not typically provide for the whole
community. Many people in the community are not currently economically productive but still need to be provided for to
ensure the economic sustainability of the community (children and the elderly). Furthermore, many factors besides what is
necessary to promote future production influence what the initial distribution of income will be (such as a lucky hunter), thus
it may be harmful to the health of the community to allow such inequalities to persist.
https://link.springer.com/chapter/10.1007%2F978-1-4615-0261-6_5
Remunerație
Remunerația e cantitatea de bani plătită în schimbul muncii prestate. Este, de obicei, principala formă de plată asupra căreia se
concentrează angajatul și angajatorul ca parte a negocierii contractului de muncă.
Etimologia cuvântului salariu. În vechime, una dintre formele timpurii de remunerație era sarea (cuvânt moștenit din latină: sal, salis, iar
în acuzativ salem). Cuvântul din română salariu este un împrumut din latină salarium[1]: „sumă de bani pentru cumpărarea sării, dată
soldaților, slujbașilor; soldă” (Pliniu cel Bătrân); „indemnizație dată magistraților”; „salariu, onorar” (Seneca)[2], eventual, prin intermediul
cuvântului din franceză salaire[1]:„salariu”. Potrivit lui Jean Fourastié[3], originea termenului o găsim într-o „alocație în monedă care
permitea soldaților din legiunile romane să cumpere un pic de sare pentru a-și conserva rația în zilele în care ea era abundentă în
carne”[4].
Folosirea termenului salariu. Cuvântul salariu e de obicei folosit atunci când plata se face regulat (săptămânal, lunar sau la fiecare
jumătate de lună). Când plata se face la fiecare jumătate de lună (la 15 zile), salariul se numește chenzină, din francezul quinzaine, derivat
din cuvântul din franceză „quinze”,[5] care înseamnă cincisprezece; prima plată se numește avans, iar a doua lichidare.
În funcție de structura și tradițiile diferitelor economii, remunerația e de obicei stabilită prin mecanismele economiei de piață libere sau
influențată de alți factori precum tradiția, structura socială, vechimea în muncă.
Unele țări impun prin legislație un salariu minim pe economie ca o încercare (discutabilă) de a preveni exploatarea angajaților cu salarii
mici. În unele cazuri remunerația e stabilită prin negocieri colective duse de sindicate în numele angajaților.
Legea mai prevede, în unele țări, ca pe lângă plata în bani, să se acorde și tichete de masă, bonuri cu valoare, ce pot fi folosite pentru
achiziționarea de produse alimentare.
Etimologie. Cuvântul remunerație provine din franceză rémunération, latină remuneratio, -onis:[1]„răsplată”, „recompensă”.[2] Substantivul
din latină: remuneratio, remunerationis este un derivat al verbului latin: remuneo, remunerare, care provine din latinescul munus, muneris:
„cadou”, „gratificație”.[6]
Legislația privind salariile în România. Salariul brut. Conform Codului Muncii, „salariul reprezintă contraprestația muncii depuse de
salariat în baza contractului individual de muncă”. Procentul de salariu brut care revine salariatului se numește salariu net, iar restul
venitului se împarte în funcție de legislația în vigoare in mai multe categorii.
https://ro.wikipedia.org/wiki/Remunera%C8%9Bie
Salary Is Important, But Here Are 5 Other Things You Shouldn't Ignore As A Job Seeker

Is salary the most important consideration when choosing a job? originally appeared on Quora: the
knowledge sharing network where compelling questions are answered by people with unique insights.
Compensation is important, it says a lot about the job and the company. Employers that pay well are likely
going to value their employees’ time more than those that don’t.

Salary is only one part of compensation. For some positions it’s not even the largest component. For instance,
senior positions at big tech companies often have an equity component that equals or exceeds the salary
component. Equity can be tricky to understand (a $200k equity package might sound like a lot but if it vests
over five years that’s $40k annually). Moreover, because of price fluctuations, it’s not always clear how it will
affect one’s overall financial situation.

Commissions and bonuses should also be figured into total compensation. As with equity, these figures can
be tough to predict. I’ve known a few recruiters who like to focus on the high end of the upside rather than
median values. While it may be possible to get $100k+ in bonuses at Google, the typical developer gets a
much more modest 15% of their base salary.
Salary Is Important, But Here Are 5 Other Things You Shouldn't Ignore As A Job Seeker

Benefits can also play a significant role in the larger financial picture. Google’s free breakfast, lunch, and dinner can add up to over $10k
of after-tax dollars a year. 401k matching can be another significant advantage. For Google the match is 50%, so for those that max out
their contributions, the benefit comes to an extra $9k a year. Benefits can also be tricky to evaluate. Some benefits are valued differently
by different employees. When I was in my 20’s I didn’t think health insurance was particularly important. Now that I have a daughter
I’m much more concerned about it. Plus, our combined healthcare costs are higher than when I was single. Some benefits have intrinsic
value. It’s hard to put a monetary value on the ability to do one’s laundry at work or to take a nap in a nap pod.

Location, at least for some, is just as important as compensation. Not many would be willing to tack on an extra hour or two to their
commute. And while some may consider moving to a different area for a better job, there are many who are tied to a particular location
due to family or other obligations.
Related to location are the amount of travel involved and the ability to work from home. Some people love not having to put on pants
to go to work. Conversely, who wants to spend half their life in airports?

Hours and schedule flexibility can also be important factors. Time-shifting to accommodate a long commute, or being able to leave
early to pick up the kids can make a big difference in accommodating other aspects of a person’s life. Also, whether a job expects 40
hours or 60 hours a week can have a substantial impact on quality of life.

Company size and stability are also considerations. Working for a startup comes with the risk that the employee will have to look for
another job in a year or two. Large corporations tend to offer more stability but they come with administrative and organizational
challenges that can detract from the primary work.
Other factors like corporate culture, knowing other people at the company, or wanting to work with particular individuals in a field may
also play a role.

https://www.forbes.com/sites/forbes-personal-shopper/2020/10/20/iphone-12-pro-review/#20a3f2526a0c
THE HIGH COST OF LOW SALARIES: WHY PAYING A COMPETITIVE SALARY IS IMPORTANT

Wages may be classed as an operating expense, but like any good investment, strong staff salaries can deliver
healthy returns.
Your business may have a great product or service but the true strength of the firm lies with your people – and
top talent deserves to be well remunerated.
Salary levels are still a crucial element when it comes to attracting and retaining the best people.
Quite simply, companies that do not offer competitive pay packets can put themselves out of contention when it
comes to sourcing top talent.
The hidden cost of paying less
In the skilled and professional jobs arena, an employee’s departure can often cost their company more than
double their annual salary, without taking into account the intangible cost of lost productivity. Other sunk costs
associated with losing an employee include the expense of hiring and training a replacement, or having to spend
resources for onboarding programs.
These are financial repercussions that companies can avoid simply by instituting a competitive salary policy. A
high turnover rate also reflects poorly on a company, impacting the collective knowledge base, and
damaging staff morale. Let’s take a look at three ways that a smart salary policy towards paying a competitive
salary can support your business.
1. A competitive salary shows you care
Let’s approach the issue at a positive angle – a competitive salary package incentivises employees to do their best for the organisation, promoting employee
engagement and encourages loyalty. Having proper salary policies in place is a tangible way for a company to show its commitment in taking care of their
people, and this is likely to be reciprocated if and when the business finds itself in tough times. A carefully constructed salary policy shows you are committed to
your team, and this in itself can be a tremendous incentive for staff.
Your concern for the wellbeing of your employees filters through to office morale and productivity, and will hopefully be reciprocated if the business finds itself
facing tough times.
2. Low salaries are false economy
Successful employee retention should always be a core business goal. Higher remuneration however is still a key reason for leaving a job. In order to attract and
keep top talent on the payroll, proactive companies should adjust their remuneration policies to ensure their offers match or exceed averages in their location and
industry. When employees leave your company the impact on your organisation can be significant. Project timelines may suffer – costing the company additional
time and resources to resolve. Re-staffing comes with an additional cost burden. Because the recruitment process takes many resources like developing and
publishing a job ad, time for screening applications, invitations to interviews, rejection letters, time spent for the interview, onboarding and training costs etc., the
financial resources can easily escalate if companies need to find a new hire. As well, not having the right person on board may mean the company isn’t able to
reach its growth targets. The specific consequences of a bad hire however are not limited to an additional expense for recruiting again. It can also affect office
morale. These financial repercussions can be avoided simply by developing a competitive salary policy.
3. See your people as an asset – not an expense
It can help to view your employees as appreciating assets of the business. Sure, you’ll outlay costs initially but over time your team will bring knowledge,
experience and loyalty to their acumen – qualities that will add value to your firm. The challenge for business leaders is to stay up to speed with current
salaries,so do some research such as using an industry benchmark or Salary Guide.
Top talent are frequently courted and poached by hiring managers and head-hunters – a process made easier these days with professional job networks such as
LinkedIn. Even if your top people love what they do, they may have no qualms flitting off to the next best offer if they aren’t being rewarded with a competitive
salary.
Whenever key appointment-holders leave an organisation, project timelines tend to suffer, costing the company additional time and resources to resolve.
Take advantage of paying a competitive salary
As the employment market is constantly in flux, hiring managers should constantly evaluate and adjust compensation policies in order to be seen as a desirable
firm to work for – one that pays competitive salaries.
A good perspective is to see employees as an appreciating asset. Sure, they may start off as a cost to the company, but satisfied employees who enjoy what they
do become more valuable over time as they accrue new skills, knowledge and experience.
https://www.roberthalf.com.au/blog/employers/high-cost-low-salaries-why-paying-competitive-salary-important
M M M → muncă
↓ ↓ SB → Salariu brut
I → Impozit
SN → Salariu net
SB SB
SN=SB - Contribuții – I - Altele
↓ ↓
I I
- -
SN SN
 SN → Salariu net
SN SN
SN=SB - Contribuții – I - Altele

4.000 lei 4.000 lei E corect? E adevărat?

familie familie E adevărat că trăiesc din
E corect să trăiască din 4.000 lei?
4.000 lei ambele familii ?
1 1+1+4+7 =13 Unul FOARTE BINE / 13 FOARTE RĂU?

Poate că DA NU …
primesc ajutoare de la stat
STAT Dezbatere:
EU: ar fi CORECT să trăiască din 4.000 lei, deși REALITATEA ESTE DIFERITĂ
VOI: așa cum este e CORECT – trebuie să-i ajutăm pe cei 13 chiar dacă
… nu este foarte corect!
E
M M ECHITATEA MUNCII
F M → muncă
I
F
A
↓ ↓ MUNCĂ EGALĂ vs. SALAR BRUT EGAL. M / SB SB → Salariu brut
C C I → Impozit
I E SB SB ECHITATEA SALARIZĂRII SN → Salariu net
E SALAR BRUT EGAL vs. MUNCĂ EGALĂ. SB / M SN=SB - Contribuții – I - Altele
P ↓ ↓
N I
Ţ A I I ECHITATE FISCALĂ
Ţ eficiență fiscală: SALAR BRUT EGAL vs. IMPOZIT EGAL
Ă -
A - echitate fiscală: SALAR BRUT EGAL vs. IMPOZIT DIFERIT

SN SN ECHITATEA MUNCII
E MUNCĂ EGALĂ vs. SALAR NET EGAL. M / SN
C Familie 13
Familie 1
H
I ECHITATE SOCIALĂ:
T
A ADEVĂRATA ECHITATE
T
E
STAT
E
ECHITATEA MUNCII MUNCĂ EGALĂ vs. SALAR BRUT EGAL. M / SB
F
F
I ECHITATEA MUNCII MUNCĂ EGALĂ vs. SALAR NET EGAL. M / SN
A
C C
I E ECHITATEA SALARIZĂRII SALAR BRUT EGAL vs. MUNCĂ EGALĂ. SB / M

E formă ale eficienței denumite echitate

P
ECHITATEA MUNCII
N I
ECHITATEA SALARIZĂRII
A
Ţ eficiență fiscală: SALAR BRUT EGAL vs. IMPOZIT EGAL
Ţ ECHITATE FISCALĂ
Ă A echitate fiscală: SALAR BRUT EGAL vs. IMPOZIT DIFERIT
Echitatea fiscală există doar ca echitate nu ca şi eficienţă

E S
C
F T
H
A A
I ECHITATE SOCIALĂ: ADEVĂRATA ECHITATE
T C T
A E U
T
E L