The parties to an employment contract may either indicate the basic hourly wage or the basic monthly wage.
If a basic hourly wage is indicated, the employer is required to remunerate the employee according to the hours which he has actually worked during a month.
If a basic monthly wage is indicated, the employer is required to pay that basic salary each month, even in the case of months were the employee works fewer than 173 hours.
Under the current legislation, it is not specified what coefficient applies to an employee paid on a monthly basis, with a base monthly salary exceeding the non-qualified minimum social wage.
As regards remuneration, the labour courts take the view that the wage paid by the employer constitutes the quid pro quo for the work done by the employee on behalf of the employer.
Thus, in the event of unjustified absence of an employee, and only in such cases, the employer is not required to pay for hours of unjustified absence. The employer will be required to pay only for the hours actually worked.