石破首相『通勤手当』をもらうと”社会保険料が上がる” 仕組みを問われ「そ、そ、そうですかね？」ネットでコメント殺到「通勤手当に課税するなら車検、任意保険、夏タイヤ、スタッドレスレスタイヤ、オイル交換、自動車税もかかってるから上乗せしてほしいんだが」 「課税するなら通勤時間も労働にいれてくれ」

通勤手当をもらうと社会保険料が上がる日本の仕組みが話題に

国会で「通勤手当」の扱いについて議論が交わされる中、石破茂首相の率直な反応が注目を集めています。

27日の国会審議で、立憲民主党の吉川沙織議員は「通勤手当が支給されているからといって可処分所得が増えるわけでもなく、それで標準報酬月額が増加するというのは納得感という意味ではそれに乏しい仕組みではないでしょうか」と質問しました。

これに対し石破首相は「私も定期を使って通勤しておった時期って結構ございます。感覚からすれば実費弁償なんだろうね。感覚からすればね。これを、報酬と言われるとそ、そ、そ、そうですかね？というか」と答弁。自身のサラリーマン経験に触れながら、通勤手当が「報酬」として扱われることへの違和感を素直に表現しました。

現在の制度では、通勤手当は月15万円までは所得税の課税対象にならない「非課税」とされています。これは通勤手当が収入ではなく、会社に来てもらうための「必要経費」という考え方に基づいています。

一方で、社会保険料を計算する際の「標準報酬月額」には通勤手当が含まれるため、通勤手当をもらうことで社会保険料の負担が増えるという矛盾した仕組みになっています。

石破首相は答弁の中で、これまで政府内でも様々な議論があったとしたうえで、「納得いただけるものを見出す努力をする」と述べ、この問題に取り組む姿勢を示しました。

この話題に寄せられたネットの声

「課税するなら通勤時間も労働にいれてくれ」

「実際に必要な「通勤費用」にまで課税するという発想自体が極めて恐ろしい」

「税金払う為に仕事やらされているのかって思う」

「税収が過去最高なのはむしり取ってるから」

「通勤手当に課税するなら車検、任意保険、夏タイヤ、スタッドレスレスタイヤ、オイル交換、自動車税もかかってるから上乗せしてほしいんだが」

「議員特典の鉄道無料や政府が移動に使うジェットや移動の車についてもしっかり課税すればいいと思う」

この話題には数多くの批判的なコメントが寄せられていました。

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6 Signs You’re a Star at Work, Says Top HR Executive With Over 35 Years of Experience

• Michael Doolin has accumulated 36 years of experience in human resources at firms including PwC, British Airways, and DPD.
• He mentioned that workers frequently do not receive the acknowledgment or input they desire from their supervisors.
• The seasoned HR professional offers insights into the indicators that show employees are excelling in their roles.

This essay, presented as told by him, is based on a transcription of a discussion with Michael Doolin, who serves as the CEO of Clover HR And previously served as a human resources director at PwC, British Airways, and DPD in Ireland. The excerpt below has been condensed for brevity and clarity.

Following 36 years in human resources, several insights into human behavior become clear. In my view, half of the employees come to work with the intention of performing well and just desire a basic "Thanks" once their shift ends. Unfortunately, numerous managers overlook how such a straightforward recognition can significantly help maintain staff engagement.

Individuals often lack clarity about their workplace standing concerning their performance. Those driven by career progression may seek acknowledgment every day. Small signals such as a manager asking someone out for lunch or allocating extra attention to another employee could create perceptions of unfairness, potentially intensifying emotions of tension, worry, and self-doubt.

Performance management, similar to evaluations, ought to occur more frequently than just annually. Instead, it should represent an continuous dialogue between you and your supervisor. A former manager of mine had a fantastic motto: "There shouldn’t be any shocks." Ensuring this, managers should engage in conversations and conduct performance assessments all through the year.

To excel in your role means focusing on personal growth, contributing valuable input, and receiving acknowledgment for your efforts. Should your supervisor not frequently comment on your productivity, this could indicate that you’re doing well in your position.

Working efficiently

How smoothly you accomplish your tasks—whether they feel easy or cumbersome—is often an indicator of your performance level. You may notice that your inbox is clearing out more quickly than usual, or perhaps you finish earlier each day, week, or month due to exceeding expectations.

On the contrary, if you store additional paperwork in the lower-left drawer due to not having addressed it yet, this could indicate that you might be underperforming.

In spite of this, an overflowing inbox does not necessarily indicate poor performance. Maximize automation and adopt new technologies and improved methods—these reflect a forward-thinking attitude. Establish email filters to ensure you only view crucial messages.

Proper planning

Organizing and prioritizing tasks indicates effective work habits. You should aim for your supervisor to have no unexpected developments. Delaying until the final moment and offering hasty replies doesn’t demonstrate capability.

You could be providing regular reports and updates, along with ensuring punctual attendance at your workplace.

Positive feedback

When your coworkers, clients, and customers offer favorable feedback regarding professional tasks, it indicates that you're on the right track.

Engagement

A key indicator of performance is your level of engagement both officially and unofficially at work. This involvement can manifest through several signs such as punctuality, grooming standards, teamwork with peers, fluctuations in email activity, and showing interest or contributing during office discussions, events, or conferences.

For an employer, understanding your team members and their working styles is essential. This aspect is often underestimated.

Individuals behave distinctively when faced with stress. Managers can pinpoint these pressure areas more effectively if they understand that individual’s drives and emotional states. The most effective method for achieving this understanding is through quality interaction and engagement.

The work setting ought not to concentrate exclusively on the office space. It’s crucial to acknowledge that each person contributes distinctive skills. Hence, employers and employees alike benefit from viewing an individual holistically instead of merely focusing on their role-related duties during their everyday activities.

Bringing solutions, not problems

When you excel at your job, you tend to generate solutions rather than issues. You may attend meetings equipped with concepts that you’ve pondered over and investigated thoroughly. Proposing a carefully assessed resolution can be quite beneficial. Additionally, should an error occur, you would recognize it and possess an alternative plan ready.

Curiosity

A key indicator that your work is progressing smoothly is when you feel curious. You will likely pose many questions and show eagerness to acquire knowledge. You may also scrutinize internal procedures, wondering about their rationale with an aim to eliminate obstacles and foster new possibilities. This demonstrates your inquisitiveness as well as your desire to contribute additional value.

Seek input if you remain uncertain

Should you desire some input, request it directly. Inquire with your immediate superior or boss about your performance. Seek their insights on what strengths you possess and which areas might benefit from improvement. Inform them that you value periodic feedback and propose setting aside approximately 15 minutes towards the close of each workday to discuss this casually.

Similar to participating in a race, you can always define your personal best records and set your individual goals, such as reducing your inbox to zero messages or attracting a new client. This process can be achieved through maintaining a work journal or establishing your specific key performance indicators.

Gain some perspective as well. Numerous individuals concentrate on self-fulfillment through their careers rather than their overall life. Avoid measuring your value and standing solely based on your job role. Reflect on how great a son, daughter, spouse, mother, father, or companion you are.

If you liked this tale, make sure to follow Business Insider on Microsoft Start.

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International Edition: Mastering the Art of Salary Negotiation—Avoid These Mistakes for Success

• At what point should one consider requesting a salary increase, and how can they make sure their appeal is effective? These are questions frequently pondered by workers.
• HR professional James Ogweno Odhiambo said salary requests should be well timed and backed with strong evidence of employee contributions to the company
• Ogweno pointed out various common mistakes that often result in disqualification and offered a systematic approach for presenting a request with a strong likelihood of approval.

Roberto Muyela is a business journalist working for .co.ke, boasting more than nine years of expertise in digital media. He provides profound analyses of both Kenya’s and international economic patterns.

Asking for a raise can be an intimidating experience for numerous employees. Given the sharp rise in inflation, increasing costs of daily needs, and often extra duties at the workplace, it’s natural for staff members to feel compelled to seek a wage adjustment.

Each year, countless workers submit petitions for salary increases, yet success isn’t guaranteed for all. In Kenya, the government modifies the lowest wages as part of their Labor Day festivities; however, these changes affect only those at the lower end of the income spectrum.

This situation puts employees in various salary brackets at the whim of their employers' constrained finances, giving an advantage in securing raises to those who possess stronger negotiation abilities.

.co.ke reached out to James Ogweno Odhiambo, a Senior Associate Human Resources specialist at PKF Consulting (K) Limited, who provided perspectives on what staff members should keep in mind when requesting a salary increase.

There are multiple elements to consider from submitting the request at the appropriate time to demonstrating the value you've brought to the organization. Odhiambo pointed out typical errors workers frequently commit, resulting in their petitions getting rejected.

Main elements employers take into account during salary assessments

In determining whether to grant or reject a salary adjustment, employers consider various aspects. These include an employee's job performance, industry standards for compensation, the organization's economic condition, the individual's input into their role, as well as how long they have been with the company.

Employee performance

This typically tops the list. Key methods to strengthen a salary increase request include showing leadership qualities, surpassing goals regularly, and contributing quantifiable value. Moreover, organizations evaluate market trends and their own financial health to make sure compensation matches industry norms.

Ogweno mentioned that "The Employment Act of 2007 stresses equitable treatment; however, choices about wage assessments frequently rely on internal schedules."

What is an appropriate time to ask about salaries?

The timing is crucial for the effectiveness of salary reviews. As stated by Odhiambo, employees ought to ask for increases either at the time of their annual performance evaluations or following a notable quarter of good company performance.

"Timing plays a vital role when requesting a salary review, as it can greatly affect the result. A firm that has announced robust financial gains is more inclined to accept salary adjustments, since it possesses the means to compensate its staff," Odhiambo pointed out.

He stressed that workers should refrain from asking for raises during times of economic instability or when companies are implementing cost-saving strategies.

When preparing a presentation for a review, employees can bolster their argument by highlighting how their efforts correlate with the organization's achievements, such as increased revenues or the triumphant release of new products.

Organizing a Salary Review Request

Effectively organizing a salary discussion can have a substantial impact. According to Odhiambro, it's beneficial to begin the talk by highlighting your achievements and connecting your professional development to the company’s goals.

He stressed that quantifiable data, like higher sales figures or completed projects, ought to be highlighted.

He stated that employees should suggest a thoroughly researched compensation amount, supported by sector-specific information, while taking into account the organization's economic status.

"Aligning with Kenya’s Employment Act of 2007, which emphasizes equity and openness, this organized methodology showcases professional standards and respects both individual and organizational objectives," he continued.

Steering clear of typical errors in requesting salary reviews

Odhiambo pointed out typical mistakes employees make when requesting a salary increase. He cautioned that not being prepared, picking an inappropriate moment, or concentrating exclusively on individual monetary requirements instead of achievements could undermine the likelihood of a favorable outcome during the evaluation.

Rather than focusing elsewhere, he emphasized that requests ought to emphasize one's contributions to the company’s achievements. Showing flexibility and being amenable to negotiations can enhance the chances of achieving favorable results.

"It’s a error to adhere strictly to the suggested number. Staff members ought to engage in discussions with an open mind and adaptability, since this promotes a more favorable and cooperative result," he noted.

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