哪位能人帮我翻译一下?Laws prohibiting employment discrimination on the federal, state and local levels govern US companies. There are big differences in salaries based on a person’s job and academic degrees, with only a very small range i

哪位能人帮我翻译一下?Laws prohibiting employment discrimination on the federal, state and local levels govern US companies. There are big differences in salaries based on a person’s job and academic degrees, with only a very small range i
哪位能人帮我翻译一下?
Laws prohibiting employment discrimination on the federal, state and local levels govern US companies. There are big differences in salaries based on a person’s job and academic degrees, with only a very small range in salary increase based on the years of service. Although there are some companies which provide salary increases based on the years of service, the range of salary increase is not very large, and there are bigger differences in salaries resulting from other formal factors. There are completely different salary tables for people occupying management positions and company executives, and regular workers, and also completely different ranges of salary between company executives and regular workers.
The basic concept for the hourly pay system applied to the blue-collar bracket is “job-based salary.” That is “the job is defined in detail, and the range of the per-hour amount paid in a certain job is determined based on the evaluation by each workplace.”
The actual salaries paid are determined based on the job performance and skills of the worker in question within the job-based salary range. Companies must pay workers to whom the hourly pay system applies based on federal and state regulations on overtime allowance of 50% over their normal pay for the hours exceeded in a 40-hour journey per week, based on the Fair Labor Standards Act. (This is called “non-exempt.”)
The white-collar bracket to which the system of annual salary applies basically has the same concept of “job-based salary.” As with the blue-collar bracket, the range of the annual salary amount for the worker engaged in the job in question is determined based on the evaluation by each workplace. Generally, a worker’s annual achievement objective is decided through discussion with
the worker’s senior, and that worker is evaluated based on the degree by which the objective has
been achieved. A worker’s salary increase for the following year is determined based on the
evaluation of management by objectives (MBO). Job types for which the system of annual salary has been adopted are not managed according to the system of hourly labor, and these workers are not paid an over-time allowance. (This bracket is called “exempt.”) By conducting “salary surveys” to find out the salary standards of other companies, companies perform maintenance of their own salary standards. Based on the findings of these “salary surveys,” companies establish their own pay policy.

哪位能人帮我翻译一下?Laws prohibiting employment discrimination on the federal, state and local levels govern US companies. There are big differences in salaries based on a person’s job and academic degrees, with only a very small range i
对联邦,州和地方各级管美国公司来说,法律,禁止就业歧视.薪水基于一个人的工作和学历有很大差异,只是一个很小的范围内,在工资增长的基础上,服务年资.虽然也有一些公司提供薪金增幅的基础上,服务年资而言,各种加薪,是不是非常大的作用,而且有较大的差异,在薪酬因其他正规的因素.有完全不同的薪资表人占领的管理职位和公司管理人员,并定期工作者,也完全不同幅度的薪水之间的公司主管和经常性工作者.
基本概念为每小时薪酬制度适用于蓝领阶层的支架是"基于工作的薪水" ,这就是"就业是指在细节方面,射程分别为每小时支付的数额,在一定的工作就是确定关于评价每一个工作场所" .
实际支付的工资定的基础上,工作绩效和技能的劳动者在质询内部基于工作的薪金范围.公司必须支付给工人的人每小时的工资制度适用的基础上,联邦和国家有关规定对超时工作津贴的50 ％ ,超过正常支付时间,超过40小时的旅程,每星期的基础上,公平劳动标准法.（这是所谓"非豁免" ） .
白领,蓝领括弧内为其中年薪制适用的,基本上都拥有同样的概念,"基于工作的薪酬" ,带有蓝色领托架,范围年薪数额,为职工从事的就业问题确定评价的基础上,由每个工作间.一般来说,一个工人的年度成就目标,是决定通过讨论与
工人的高层,该名工人是评价的基础上,学位,其中有客观
已经实现.一名工人的加薪幅度为次年定的基础上,
评价的目标管理（ MBO的） .工种,其中年薪制已被采纳并没有管理,按制度的每小时劳动,而这些工人不是付出了过多的时间津贴.（括弧内为这是所谓的"豁免" ） ,进行"薪金调查" ,摸清薪金标准的其他公司,公司履行维护自己的薪金标准.根据调查的结果,这些"薪金调查,"公司建立自己的薪酬政策.

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