There are several reasons that foreign companies choose to set up manufacturing operations through a Mexico shelter company in the Bajio.
In a world of specialization, it makes more sense for smaller manufacturing operations to focus on what they do best, produce product, instead of investing in industrial buildings, international attorneys’ fees services, accountants and creating their own Mexican human resources infrastructure. Using a Mexico shelter company in the Bajio is a practical way for medium-sized companies to enter a growing market.
Reasons abound for choosing a Mexico shelter program to set up manufacturing operations in the Bajio, and elsewhere in Mexico. In addition to providing a wide range of services, a Mexico Shelter Company in the Bajio shelter company ensures foreign manufacturers’ compliance with Mexican labor law.
Mexican Labor law is guided by the Ley Federal de Trabajo and buttressed by other legislation. Although in some instances inflexible, it hasn´t prevented hundreds of foreign companies, and thousands of foreign sole proprietors, from profitably navigating the Mexican economy. Many manufacturers enter into partnerships with a Mexico shelter company in the Bajio, or elsewhere in the country, to help them do so.
It is important for any company entering Mexico to do business to understand both the present and historical implications of the Ley Federal and other important if less-known, legislation.
First, a synopsis:
The Mexican Revolution that began in 1910 led to the creation of Article 123 of the Constitution of 1917. That Article gave workers the right to unionize and strike. It also provided protection for women and children, the eight-hour workday and a living wage. It was not until 1931, however, that the Ley Federal was enacted. The law established Boards of Conciliation and Arbitration (Juntas de Conciliación y Arbitraje) made up of representatives of the government, employers, and unions. Those boards have changed little since their formation.
Among features of the Ley Federal and the more recent Social Security legislation that are addressed include:
Dismissing an employee
Dismissing an employee can be costly for manufacturers foreign to Mexico. In some instances, being in Mexico under the auspices of a shelter service provider can mitigate these costs to a certain degree.
If a worker is fired without just cause, he or she is to receive three months of wages. If that sum is not paid at the time of dismissal, then an employer may be liable for the original sum, plus all wages that would have accumulated had the worker been present in the meantime. If the employee has worked for less than a year, the employee is to be paid one half of the salary of the period he received from the employer. If this period is greater than one year, then the compensation is to be equivalent to a sum that is equal to six months’ salary of the first year and twenty days per year for each of the subsequent years of service. The compensation is based on the base salary of the employee during this period. Because a shelter company in the Bajio and the rest of Mexico is, for the purpose of Mexican labor law, the employer of record, the shelter company can, when possible, reallocate workers from companies from those that are laying off employees to other client companies that have an added demand for manufacturing workers.
The Mexican Work Day
For every six days of work (Monday through Saturday), employees are entitled to one day of rest with full pay.
Overtime in Mexico
If an employee works overtime on a holiday, he is to be paid at triple the normal hourly wage. Any hours worked over 8 for one day are paid at double time.
If an employee leaves a shelter company in the Bajio, or elsewhere in Mexico, the employer must pay him the proportionate part of his vacation and year-end profit-sharing. If an employee has worked for more than 15 years consecutively, the employee shall receive an additional sum equivalent to 12 days salary (calculated on the last salary received prior to resigning) for each year he has worked.
Mexican employees of a shelter company in the Bajio, and elsewhere, have a yearly vacation, which is not to be less than six working days. For every year an employee works, he is to receive an additional two working days. After four years, he is to receive two working days for every additional five years of experience. In addition, the employee will be paid no less than a 25% vacation premium calculation on his salary for the vacation period.
Employees are to receive 10 percent of the employers’ profits. Included are employees who worked 60 days or more during the period. The distribution is to be made within 60 days of the date workers are required to pay income taxes. These profit sharing funds do not count when it comes to determining annual salary amounts.
A labor union is permitted in a place of employment provided that at least 20% of the employees belong to it. Even so, the registry process is slow and complicated.
Mexican Social Security Law
The Mexican Federal Social Security system, which includes medical personnel and facilities nationwide, is funded by a mandatory charge paid by the employer. In addition, employers are required to contribute to Instituto Nacional para el Fomento a la Vivienda para Trabajadores, the national housing fund. Together, these charges account for about 29 percent of an employee’s base. As such, salary is considered to be 129 percent of base salary.
In addition to being a Mexico shelter company in the Bajio, the Tecma Group of companies offers its support services for manufacturing in Mexico on the border at Ciudad Juarez, Chihuahua and Tijuana, Baja California and Silao in the Bajio.
The reader is encourages to review our blog at Tecma.com.