performed in each type of job offered or open in the company; the latter establishes the varieties and characteristics of the set of tasks to be performed or already performed by the worker in the required or established jobThe resulting forms of organization are valid, in general, for 30 out of 40 workers, since wage-earners represent approximately 75% of the economically active population (EAP) in Brazil. The other ten remaining individuals are or will be self-employed or entrepreneurs nearly 4 entrepreneurs and 8 self-employed, according IBGEs continuous National Household Sample Survey (PNAD) published in 2013.Thus, adding the total of wage-earners to the total of employers, we reach almost 80% of the EAP composed of individuals who are regulated and depended on the working relations and conditions of the market. The remaining 20% of self-employed are not necessarily outside those working relations and conditions. Either because they come and go in less or more promising times of the market in terms of labor gains, serving as a kind of temporary or occasional labor reserve. Or because they charge for their services at levels more or less compatible with the hours worked by wage-earners the working hour serving as a reference value for hours of service to be provided.In any case, wage-earners and employers, due to their weight in the EAP, determine the validity of the wage scales and occupational structures as prevailing standards in the market of hiring and promotion of employees. Thus, it is not out of place or context to claim that all wage scales and occupational structures of all companies and regions will constitute the reference framework for employment and payment of workers.Or that, on the whole, they will determine the final profile of the prevailing income scale and occupational structure in society. Or even the stratification of incomes and occupation. It follows that the scale and the structure lead to verification, evaluation and measuring of the profile of income inequality in society.So, workers and firms are in the market to establish among themselves the conditions and standards for hiring labor. The workers, on one side, with their levels of education, work experience, acquired knowledge and other individual characteristics. Companies, on the other side, with their contractual requirements, including the wage scale, already defined and the occupational structure also established.The workers conditions to bargain for better wages and occupations are limited unless some of them have exceptional qualifications that far surpass those of other applicants. Even so, their bargaining limits run into the scales and structures already established by the companies. In smaller and less organized companies, bargaining conditions are even worse because they have no capital turnover, nor enough revenue, to support payments of wages above the standards and to place workers in occupations that are better than those offered by the market.Even in the few cases in which workers can be hired above the standards, a general movement occurs in the market so that other companies in the industry will either also support this type of contract, even opening momentary exceptions, or end up reorganizing themselves in order