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La r\u00e9mun\u00e9ration du travail est la principale obligation de l'employeur \u00e0 l'\u00e9gard des travailleurs. Cette r\u00e9mun\u00e9ration du travail vient en contrepartie du travail fourni.<\/div>

<\/div><\/div>

\u00c9l\u00e9ment principal de la r\u00e9mun\u00e9ration du travail<\/strong> : le salaire. Il est important de bien d\u00e9finir la notion de salaire afin de v\u00e9rifier si les r\u00e8gles qui lui sont applicables quant \u00e0 la date de paiement, au montant, aux garanties, sont bien respect\u00e9es.<\/p>\n

Mais le salaire n’est pas l’unique mode de r\u00e9mun\u00e9ration du travail<\/em>. Le salari\u00e9 peut, en effet, recevoir des primes et gratifications dont certaines n’ont pas le caract\u00e8re juridique de salaire.<\/p>\n

Parfois,\u00a0l’employeur offre\u00a0\u00e0 ses salari\u00e9s des avantages en nature, tels qu’appartements de fonction, v\u00e9hicule de fonction. Certains avantages de ce type sont d’ailleurs accord\u00e9s en cas de mobilit\u00e9 internationale.<\/p>\n

Plusieurs dispositifs d’\u00e9pargne et d’actionnariat des salari\u00e9s\u00a0(compte \u00e9pargne temps, participation, int\u00e9ressement, actionnariat salari\u00e9) permettent d’augmenter la r\u00e9mun\u00e9ration des salari\u00e9s concern\u00e9s : ce sont les r\u00e9mun\u00e9ration compl\u00e9mentaires.<\/p>\n

<\/div><\/div><\/div><\/div><\/div><\/p>\n","protected":false},"excerpt":{"rendered":"
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