The National Human Rights Commission (NHRC) found that categorizing cleaning and security as "simple tasks" and excluding them from evaluation pay (performance pay) on that basis is discrimination.
On the 17th, according to the National Human Rights Commission (NHRC), B, an environmental management worker at Company A, filed a petition saying the worker was excluded from the annual management performance pay given to employees. Company A paid performance bonuses only to job-category employees even if they were on the same permanent contract.
Company A argued, "Job-category employees and environmental management employees differ in appointment qualifications, job authority and responsibility, duties performed, and working conditions," adding, "Environmental management employees are not at a disadvantage because a relatively higher base salary was set when converting to a permanent contract."
The National Human Rights Commission (NHRC) reached a different conclusion. The commission said the wage gap between job-category and environmental management positions stems from differences in employment type or primary duties and cannot justify different treatment on whether to pay performance bonuses. It also said the fact that a relatively higher base salary was set does not by itself justify not paying performance bonuses.
The National Human Rights Commission (NHRC) said, "Company A's failure to evaluate the work of environmental management employees is merely the result of an arbitrary judgment that treated the work as a 'simple task' and saw little connection to the institution's performance." It then recommended, "Revise the relevant rules so that performance bonuses can be paid to environmental management employees as well."