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国务院作出《关于完善企业职工基本养老保险制度的决定》针对企业职工基本养老保险制度还存在个人账户没有做实、计发办法不尽合理、覆盖范围不够广泛等问题,国务院于2005年12月3日下发了《关于完善企业职工基本养老保险制度的决定》(国发[2005]38号)。现将主要内容摘录如下:一、完善企业职工基本养老保险制度的主要任务是:确保基本养老金按时足额发放,保障离退休人员基本生活;逐步做实个人账户,完善社会统筹与个人账户相结合的基本制度;统一城镇个体工商户和灵活就业人员参保缴费政策,扩大覆盖范围;改革基本养老金计发办法,建立参保缴费的…     

企业职工基本养老保险缴费基数申报存在的问题及改进意见

兵团职工基本养老保险制度从1986年起经过20多年的运行和发展，企业职工基本养老保险从师级统筹发展到兵团级统筹，其中缴费基数直接关系着企业及个人的切身利益。由于劳动制度改革和工资分配制度的改革不断深入，企业用工形式多样化，职工收入形式多样化，给缴费基数确认的准确性、真实性造成了一定的困难，导致在征缴管理上存在着少缴、漏缴基本养老保险金现象。主要表现在缴费基数申报不实上。     

试析利率对现行职工养老保险模式下养老保险基金平衡的影响

中国城市企业职工养老保险原来实行的是当年养老金收支平衡的现收现付筹资模式 ,退休职工养老金的数额按退休前工资的一定比例计发。随着人口老龄化的到来 ,为了适当减轻未来老龄化严重时期的社会养老负担 ,中国职工养老保险由现收现付模式改为部分积累模式 ,养老金计发则改为社会统筹和个人帐户相结合 (简称“统帐结合”)的养老金计发办法。实行“统帐结合”计发办法下的部分积累模式 ,这是中国对养老保险制度的创新。新的养老保险制度带来许多新情况和新问题。利率对养老保险基金平衡的影响则是其中最主要问题之一。在原来现收现付筹资模…     

人身意外伤害保险不能代替工伤保险

问：企业能否一次性结算离退休人员的退休金？答：1995年6月20日，原国家劳动部下发的《关于不得对企业离退休人员采取一次性结算离退休金的通知》规定：一、凡执行《国务院关于退休、退职的暂行办法》的地区，对于达到国家法定退休年龄和工龄条件，办理退休、退职手续的，必须严格按照国家有关规定，按月支付退休（退职）金，不得采取一次性结算退休（退职）金的办法。二、凡按照《国务院关于深化企业职工养老保险制度改革的通知》（国发[199516号），进行基本养老金计发办法改革的地区，对于达到国家法定退休年龄和缴费年限（含视同缴费年限）达到规定年限的人员，     

未来养老指望谁？——养老账户变动折射的利益纠葛

社保养老政策变化:从2006年1月1日起,个人账户的规模统一由本人缴费工资的 11％调整为8％,全部由个人缴费形成,单位缴费不再划入个人账户。同时,相应调整基本养老金计发办法。     

社会“大统筹” 个人“小帐户”─—刘志峰谈1995年社会保障体制改革

国家体改委副主任刘志峰近日在全国体政工作会上说，已经中央原则通过的城镇职工养老保险制度改革有以下几个方面内容：——职工基本养老保险费由人入和单位共同负担、在当前f、人缴费为本人工资2－3％的基础上，每两年增加一个百分点，最终达到历从由企业和人入各负担一半左右。——职工基本养老保险实行社会统筹和人人帐户相结合，职工个人缴纳的养老保险费记入个人帐户，单位缴费的一部分也记入人人帐户，其中一部分以本人工资为基数记入，一部分以本地月平均工资收入为基数记入。单位缴纳的养老保险费的另一部分作为社会统筹基金，主要…     

调整养老保险个人账户，影响退休后待遇吗？

问:听说从2006年1月1日起,养老保险个人账户的缴费比例由工资的11%调整为8%,全部由个人缴费形成,单位缴费不再纳入个人账户。这样调整会不会影响退休后的待遇?为什么要作这样的调整?谢子安等读者答:调整前,我国养老保险的缴费方式是,单位缴费原则上不超过职工工资总额的20%,个人缴费额为工资的8%,个人缴费额的8%全部纳入个人账户,单位20%的缴费中拿出3%纳入个人账户,这样个人账户的缴费总额为11%。调整后,原来企业缴入个人账户的3%不再纳入个人账户,而纳入社会统筹部分。很多人担心个人账户缴费额减少后,会相应减少退休后的待遇,这种担心是…     

工资法律制度的正义性研究

随着我国经济的高速发展，贫富差距越来越大，“同工不同酬”的现象屡屡出现，已经严重影响了社会公正的信念，对社会公正和社会稳定产生了严重的负面影响，其原因起源于工资法律制度，本文首先对我国工资法律制度进行分析，其次阐述正义性的工资法律制度在我国存在的必要性以及我国工资法律制度存在的问题，最后是对构建正义性工资法律制度提出建议。     

科学发展观视野下的社会公正

本文简单分析了现代社会中几种典型的不公正现象,如利益分配问题、政治方面不公正,并针对上述现象提出了几点改善措施,包括城乡及地区之间的统筹发展、实施政治民主化、改革社会福利制度等,为社会建设人员提供一定的参考与借鉴。     

8%,离安心养老有多远?

从2006年1月1日起,个人缴纳养老保险费的比例将 变为本人缴费工资的8％,整个养老保险将实行个人账户与 社会统筹分账管理。一时间,8％成为了大众和媒体关注的 焦点。 为了让个人对自己的养老有更明晰的认识和更确定的 安全感,《职业》特邀著名社会保险专家侯文若教授,就个 人缴费8％进行解读。     

Social security in the Middle East: a brief review

The countries of the Middle East all have traditional social insurance type social security programs. The move towards defined contribution individual accounts that is occurring in some regions has not affected this region The social security programs in the Middle East are not facing the problems of financing found in Europe and North America, in part because they still have relatively high fertility rates and are thus little affected by population aging. They tend to have low retirement ages and some of the wealthy countries of the region provide very generous benefits. Many of them need to consider reforms that raise retirement ages. A characteristic of many of the social security old-age benefit programs of the region is that they exclude foreign workers, who in some countries account for more than half the workforce.     

Social Security in the Middle East

Abstract

The countries of the Middle East all have traditional social insurance type social security programs. The move towards defined contribution individual accounts that is occurring in some regions has not affected this region The social security programs in the Middle East are not facing the problems of financing found in Europe and North America, in part because they still have relatively high fertility rates and are thus little affected by population aging. They tend to have low retirement ages and some of the wealthy countries of the region provide very generous benefits. Many of them need to consider reforms that raise retirement ages. A characteristic of many of the social security old-age benefit programs of the region is that they exclude foreign workers, who in some countries account for more than half the workforce.     

The Effects of Being Out of the Labor Market on Subsequent Wages: Evidence for Uruguay

Based on administrative data combining workers’ earnings histories and unemployment insurance benefits, we document short and long term wage losses for a large sample of Uruguayan formal workers with high tenure. The contribution of this paper is to provide original evidence about job separation costs in a developing country, based on a unique array of social security and unemployment insurance administrative micro-data. Our main findings indicate that workers lose around 38 % of their previous wages in the first quarter after separation, and 1 year after, losses are still more than 14 %. If we consider earnings plus unemployment insurance benefits, losses at the quarter of separation are considerable lower, amounting 22 % of previous wages. We also provide original evidence about how wage losses vary across age groups, gender, industry and size of the firm. Differences between switchers and non switchers, as well as the effects of the economic cycle are also analyzed.     

加快完善上海城乡基本社会保障机制研究

本文以促进上海城乡社会保障协调发展、提高上海社会保障效力为目标,研究完善上海社会保障机制的方法和策略,在对上海现行城乡社会保障机制进行现状评估的基础上,重点从三个方面进行突破：一是对上海社会保险项目重新进行目标定位、对覆盖的人群进行重新界定,进而对上海社会保障体系进行“顸层设计”,提出完善的上海城乡社会保险制度体系及内容;二是着重探讨上海社会保障城乡待遇的合理梯度和各基本社会保险项目之间的衔接机制,以探寻实现社会保障目标模式的路径及其手段;三是提出“十二五”时期上海市城乡社会保障机制建设的主要目标、任务,以及实现目标任务的时间表和保障措施,以期为政府决策提供咨询和参考。     

Trends in Employee Wage and Health Insurance Compensation for Employer-Sponsored Health Insurance (ESI) Coverage

Health insurance coverage continues to be an important benefit of employment and employer-sponsored insurance is the most prominent form of health coverage in the US. We examine trends in both employer and employee contributions to the costs of health insurance premium between 2002 and 2005 and assess these contributions relative to changes in worker wages. We do this for the US overall and for the 50 states plus the District of Columbia. We found a significant increase of 15.5% in the share of total compensation going toward health benefits (from 12.3–14.2%) for workers with individual coverage and an increase of 13.5% (from 20.6–23.4%) for workers with family coverage. Wages over this time period decreased 3.0% for workers with individual coverage and increased 0.8% for workers with family coverage.     

Defined contribution health benefits

This Issue Brief discusses the emerging issue of "defined contribution" (DC) health benefits. The term "defined contribution" is used to describe a wide variety of approaches to the provision of health benefits, all of which have in common a shift in the responsibility for payment and selection of health care services from employers to employees. DC health benefits often are mentioned in the context of enabling employers to control their outlay for health benefits by avoiding increases in health care costs. DC health benefits may also shift responsibility for choosing a health plan and the associated risks of choosing a plan from employers to employees. There are three primary reasons why some employers currently are considering some sort of DC approach. First, they are once again looking for ways to keep their health care cost increases in line with overall inflation. Second, some employers are concerned that the public "backlash" against managed care will result in new legislation, regulations, and litigation that will further increase their health care costs if they do not distance themselves from health care decisions. Third, employers have modified not only most employee benefit plans, but labor market practices in general, by giving workers more choice, control, and flexibility. DC-type health benefits have existed as cafeteria plans since the 1980s. A cafeteria plan gives each employee the opportunity to determine the allocation of his or her total compensation (within employer-defined limits) among various employee benefits (primarily retirement or health). Most types of DC health benefits currently being discussed could be provided within the existing employment-based health insurance system, with or without the use of cafeteria plans. They could also allow employees to purchase health insurance directly from insurers, or they could drive new technologies and new forms of risk pooling through which health care services are provided and financed. DC health benefits differ from DC retirement plans. Under a DC health plan, employees may face different premiums based on their personal health risk and perhaps other factors such as age and geographic location. Their ability to afford health insurance may depend on how premiums are regulated by the state and how much money their employer provides. In contrast, under a DC retirement plan, employers' contributions are based on the same percentage of income for all employees, but employees are not subject to paying different prices for the same investment.     

Economic security for the elderly in India: an overview

The basic concept of social security is not new in India. Traditionally, a sort of moral economy existed to provide security to older destitute and other vulnerable groups in society. However, gradually, traditional support systems are disappearing, and state-based social security systems have come into existence. Under standardized economic security policies, government is covering retirement benefits for those in the organized sector; economic security benefits for those in the unorganized sector; and old-age pension for rural elderly. These are contributory as well as non-contributory programs. Besides life insurance approaches, savings-linked insurance and Annapurna (food security) are other important programs. However, in terms of coverage, program quality and effectiveness have been largely criticized by social security experts, suggesting immediate reforms to old-age programs.     

A Global Perspective on Social Security Programmes for Disabled People

By the mid-1990s, 163 countries had statutory general disability programmes. Most have adopted social insurance as their primary policy instrument, which restricts coverage to those in paid formal employment, makes benefit eligibility dependent upon the satisfying of specific minimum contribution period requirements and provides earnings-related pensions. Many countries also provide supplementary and special need benefits. Programme funding comes overwhelmingly from employer and employee contributions, with a majority of countries providing government subsidies. Using a methodology that assesses national statutory social security intentions, a ranking of these disability programmes reveals that Australia has the best designed one.     

农村居民养老保险财政补贴的福利效应研究

财政补贴是农村居民养老保险制度的核心,是农村居民养老保险制度推行和发展的关键。本研究从保障农民基本生活、调节收入分配、促进农村消费和激励农民参保缴费等4个维度对农村居民养老保险财政补贴的福利效应进行分析,发现当前补贴政策存在保障水平不高,地区分配不均,可持续性不强,激励约束不到位等问题。认为通过加大财政补贴支持力度,明确养老待遇调整机制,改善基金运营监管,调整参保缴费激励方案等多重措施,可以更好地发挥农村养老保险制度的福利效应,实现制度从规模扩张向高质量发展的转变。     

Economic Security for the Elderly in India

Summary

The basic concept of social security is not new in India. Traditionally, a sort of moral economy existed to provide security to older destitute and other vulnerable groups in society. However, gradually, traditional support systems are disappearing, and state-based social security systems have come into existence. Under standardized economic security policies, government is covering retirement benefits for those in the organized sector; economic security benefits for those in the unorganized sector; and old-age pension for rural elderly. These are contributory as well as non-contributory programs. Besides life insurance approaches, savings-linked insurance and Annapurna (food security) are other important programs. However, in terms of coverage, program quality and effectiveness have been largely criticized by social security experts, suggesting immediate reforms to old-age programs.