Minimum Wage/Pay Reform Act
A
Bill
To
Enable more ways for businesses to legally pay their employees fairly.
The Parliament of Stratham enacts:
Section 1. Short Title
(1) This Act is the Minimum Wage/Pay Reform Act.
Section 2. Commencement
(1) All provisions, except for Section 5, Section 6, and Section 7 sub-section 2, shall come into effect immediately after passage and signature
(2) Section 5, Section 6, and Section 7 sub-section 2, shall come into effect 24 hours after passage and signature.
Section 3. Reasoning & Definitions
(1) Currently the legality of commission based pay is very vague with no set amount labelled in this 'bill' (https://mcbusinesscraft.com/forum/threads/minimum-wage-edit-ii.5515/)
(2) This act will make split pay between commission and a wage possible
(3) An employee is referred to as a player that regularly does work/supplies goods for a company/another player and is, or is intended to be, hired by said company/player for more than 24 hours. A player automatically becomes an employee in regard to this act if they regularly, or intend to, complete work, or supply items, for more than 24 hours.
Wage = Reoccurring payment
Commission Based Pay = CBP
Section 4. Minimum Wage
(1) An employer must pay an employee a wage of at least 10kr every 15 minutes.
(a) This applies to all employees of the employer/company, as defined in Section 3, subsection 3.
(b) This does not apply when; A player is hired to do short term work that intends to, or does, last less than 24 hours, or; An employee is already given adequate CBP as outlined in Section 5, or; An employee is given a reduced wage along with reduced CBP as outlined in Section 6.
Section 5. Minimum Commission Based Pay
(1) An employer must pay an employee CBP of 50% the retail price for items supplied by the employee. The retail price is the price that the employer sells said item/s for in their shop. If the employer has multiple prices for different shops, then they need to use the highest price to determine pay.
(a) This applies when; An employer buys item/s off of an employee (usually referred to as a supplier) that they then directly sell in their shop.
(b) This does not apply when; An employee is already paid a wage as outlined in Section 4, or; An employee is already paid a reduced wage along with reduced CBP as outlined in Section 6.
(2) If an employer buys item/s from an employee using CBP, they must only use the bought goods to sell in their shops, or to make goods that they will sell in their shop. Items bought with CBP may not be used for personal use.
Section 6. Minimum Mixed Wage/Pay
(1) An employer may pay an employee a mix of a reduced wage and reduced CBP. This can be done by compensating the employee with one payment method from the equal loss of the other with examples found in Section 6 sub-section 2.
(a) This applies when; An employer is paying, or intends to pay, less than the minimum wage outlined in Section 4, or the minimum CBP outlined in Section 5.
(2) Examples:
(a) If an employee is paid 40% CBP (80% of the minimum CBP rate), then the employee needs to be compensated with 20% of the minimum wage which is 2kr. The employee needs to be given at least a 2kr wage and 40% CBP.
(b) If an employee is being paid a 6kr wage (60% of the minimum wage), then the employee needs to be compensated with 40% of the minimum CBP rate (50%), which is 20%. The employee needs to be paid a wage of at least 6kr and CBP of 20%
(c) The above sub-sections are examples on how to pay using a wage and CBP. If a player is unsure, they may reach out to the DoE to ensure they are paying their employees correctly.
Section 7. Worker’s Rights and Repercussions
(1) Players reserve the right, under this act, to reject job offers and terminate their employment for any reason, unless it is in violation of an agreed contract.
(2) If an employer/company is found to be in breach of any of the above sections:
(a) They will receive a warning and have 24 hours to be inline with the relevant Sections in this act. They will also need to compensate the employee for the lost income.
(b) If the employer doesn’t make the requested changes, or, hasn’t responded, or, this was their second (or more) offence; The employer will be fined double the amount that was under paid to the employee, along with compensating the employee with their lost income.
(c) If after 72 hours the employer doesn’t make the requested changes, or, hasn’t responded; The employer/company will immediately not be allowed to hire employees. This will persist for a period of 2 weeks after the fine has been paid, and, the employee has been compensated for with their lost income.
Authored by Crobi268 on behalf of myself.
A
Bill
To
Enable more ways for businesses to legally pay their employees fairly.
The Parliament of Stratham enacts:
Section 1. Short Title
(1) This Act is the Minimum Wage/Pay Reform Act.
Section 2. Commencement
(1) All provisions, except for Section 5, Section 6, and Section 7 sub-section 2, shall come into effect immediately after passage and signature
(2) Section 5, Section 6, and Section 7 sub-section 2, shall come into effect 24 hours after passage and signature.
Section 3. Reasoning & Definitions
(1) Currently the legality of commission based pay is very vague with no set amount labelled in this 'bill' (https://mcbusinesscraft.com/forum/threads/minimum-wage-edit-ii.5515/)
(2) This act will make split pay between commission and a wage possible
(3) An employee is referred to as a player that regularly does work/supplies goods for a company/another player and is, or is intended to be, hired by said company/player for more than 24 hours. A player automatically becomes an employee in regard to this act if they regularly, or intend to, complete work, or supply items, for more than 24 hours.
Wage = Reoccurring payment
Commission Based Pay = CBP
Section 4. Minimum Wage
(1) An employer must pay an employee a wage of at least 10kr every 15 minutes.
(a) This applies to all employees of the employer/company, as defined in Section 3, subsection 3.
(b) This does not apply when; A player is hired to do short term work that intends to, or does, last less than 24 hours, or; An employee is already given adequate CBP as outlined in Section 5, or; An employee is given a reduced wage along with reduced CBP as outlined in Section 6.
Section 5. Minimum Commission Based Pay
(1) An employer must pay an employee CBP of 50% the retail price for items supplied by the employee. The retail price is the price that the employer sells said item/s for in their shop. If the employer has multiple prices for different shops, then they need to use the highest price to determine pay.
(a) This applies when; An employer buys item/s off of an employee (usually referred to as a supplier) that they then directly sell in their shop.
(b) This does not apply when; An employee is already paid a wage as outlined in Section 4, or; An employee is already paid a reduced wage along with reduced CBP as outlined in Section 6.
(2) If an employer buys item/s from an employee using CBP, they must only use the bought goods to sell in their shops, or to make goods that they will sell in their shop. Items bought with CBP may not be used for personal use.
Section 6. Minimum Mixed Wage/Pay
(1) An employer may pay an employee a mix of a reduced wage and reduced CBP. This can be done by compensating the employee with one payment method from the equal loss of the other with examples found in Section 6 sub-section 2.
(a) This applies when; An employer is paying, or intends to pay, less than the minimum wage outlined in Section 4, or the minimum CBP outlined in Section 5.
(2) Examples:
(a) If an employee is paid 40% CBP (80% of the minimum CBP rate), then the employee needs to be compensated with 20% of the minimum wage which is 2kr. The employee needs to be given at least a 2kr wage and 40% CBP.
(b) If an employee is being paid a 6kr wage (60% of the minimum wage), then the employee needs to be compensated with 40% of the minimum CBP rate (50%), which is 20%. The employee needs to be paid a wage of at least 6kr and CBP of 20%
(c) The above sub-sections are examples on how to pay using a wage and CBP. If a player is unsure, they may reach out to the DoE to ensure they are paying their employees correctly.
Section 7. Worker’s Rights and Repercussions
(1) Players reserve the right, under this act, to reject job offers and terminate their employment for any reason, unless it is in violation of an agreed contract.
(2) If an employer/company is found to be in breach of any of the above sections:
(a) They will receive a warning and have 24 hours to be inline with the relevant Sections in this act. They will also need to compensate the employee for the lost income.
(b) If the employer doesn’t make the requested changes, or, hasn’t responded, or, this was their second (or more) offence; The employer will be fined double the amount that was under paid to the employee, along with compensating the employee with their lost income.
(c) If after 72 hours the employer doesn’t make the requested changes, or, hasn’t responded; The employer/company will immediately not be allowed to hire employees. This will persist for a period of 2 weeks after the fine has been paid, and, the employee has been compensated for with their lost income.
Authored by Crobi268 on behalf of myself.
Last edited:
