A fundamental transformation is taking place in the Cuban economy. After the first time raised the base salary for two-three years, the government decided to introduce a system of remuneration in the form of productivity bonuses. These premiums may be calculated collectively (increase capped at 30% of base salary) and individually, based on criteria such as number of hours worked, qualifications for the position, responsibilities, and productivity as such. All this through the inevitable emulation.
A construction worker can earn a base salary of 400 Cuban pesos (the equivalent of 15 dollars), which, reinforced by these emulations premiums will reach the end of the month 800 or 1000 pesos.
As we had occasion to observe during the site visit on Wednesday, some salaries are calculated in ways difficult to understand, the workman painter working on a 4-story building that we interviewed winning two times more than working on a 24-storey, under conditions similar security.
bonuses linked to productivity depend also the supply of raw materials, which may be an element highly discriminating based sites where workers are located. Delivery is supposed to be done equally and proportionally to all sites, but there are differences, however, and through.
This payment system productivity, widely supported and defended by unions, seems in general to benefit from the approval of workers. It must be said that wages, despite recent increases in all sectors, remain so low that any measure to make ends months are welcome.
An important clarification: the office workers in the construction industry, whose work is less painful, are located on a salary level the lowest in the industry, and also correspondingly lower premiums (premiums collective ceiling of 15% overall productivity, as against 30% for workers). For example, the salary of a secretary in the offices of a construction company will be 350 pesos, against 530 for a mason base.
The role of instructors in union business includes global and detailed explanation of this new system, its ins and outs, and remedies that exist in the event of a dispute between a worker and direction (the entire production undertaken by a worker, and her hours worked, are included in a registry that tracks the path of productivity throughout the month, and have objective data on which to build when in doubt. This, in theory. It is possible that the real effectiveness of this control is sometimes less accurate.)
A meeting was held in the company prior to the application of this system to explain the objectives and criteria for it, and it is established that if a consensus of workers on the new measure.
A majority of sectors already seems to have approved and implemented. To be continued ...
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