Salaries
Political agreements made in 1997, known as "Ny Løn" (English: "new remuneration"), instigated a formal remuneration system that almost all employees in the Danish Government are employed under. An individual's remuneration consist of five components;

grundløn (lit. "base salary"): base salary derived from education level & seniority
kvalifikationsløn (lit. "qualification salary"): additional salary based on qualifications (additional formal or non-formal education, language or social skills etc.)
funktionstillæg (functional supplement): additional salary paid for responsibilities of the specific role not covered by the above
resultatillæg (achievement supplement): additional salary paid for specific predetermined achievements, typically used for long-term motivation of leadership
engangstillæg (one-time supplement): additional salary paid to honor an outstanding effort, typically paid yearly
There is no minimum salary determined by law. A salary is often discussed or given as a gross monthly salary ("månedlig bruttoløn") which is pre-tax but including any pension benefits required by collective agreements ("overenskomst") to be deposited by the employer. This typically amounts to 8-12% of the monthly net salary ("månedlig nettoløn"), of which the employee is also obligated to deposit a part, typically another 4-6%.

European Union: According to European law, the movement of capital, services and (human) resources is unlimited between member states. Salary determination, such as minimum wage, is still the prerogative of each member state. Other social benefits, associated with salaries are also determined on member-state level.

India: In India, salaries are generally paid on the last working day of the month (Government, Public sector departments, Multi-national organisations as well as majority of other private sector companies). According to the Payment of Wages Act, if a company has less than 1,000 Employees, salary is paid by the 7th of every month. If a company has more than 1,000 Employees, salary is paid by the 10th of every month.
Minimum wages in India are governed by the Minimum Wages Act, 1948. Employees in India are notified of their salary being increased through a hard copy letter given to them.

Italy: In Italy, the Constitution guarantees a minimum wage, as stated in Article 36, Paragraph 1

"Workers have the right to a remuneration commensurate to the quantity and quality of their work and in any case such as to ensure them and their families a free and dignified existence."
This constitutional guarantee is implemented not through a specific legislation, but rather through collective bargaining which sets minimum wage standards in a sector by sector basis. Collective bargaining is protected by trade unions, which have constitutional rights such as legal personality.
The Constitution also guarantees equal pay for women, as stated in Article 37, Paragraph 1

"Working women are entitled to equal rights and, for comparable jobs, equal pay as men."
A salary is often discussed or given in terms of "Retribuzione Annuale Lorda" (RAL), similar to gross annual salary. Also a severance pay, "Trattamento di Fine Rapporto" (TFR), is required to be deposited by the employer to be paid to the employee on termination.

Japan: In Japan, owners would notify employees of salary increases through "jirei". The concept still exists and has been replaced with an electronic form, or E-mail in larger companies.
The position and world of "salarymen" is open to only one third of Japanese men. From school age these young potentials are groomed and pre-selected to one day join a company as a "salaryman". The selection process is rigorous and thereafter the process initiation speaks of total dedication to the company.

Poland: Article 65 section 4 of Polish Constitution states that "the minimum amount of salary for work or the method of determining this amount will be specified by separate act". In consequence, Polish Parliament (Sejm) has enacted an Act of 10 October 2002 on the minimum salary for work, which determines the rules and the procedure of establishing minimum salary for each year. The amount of the minimum salary (for employment contracts) and the amount of minimum hourly rate (for service contacts) is announced by the Council of Ministers by September 15 each year in the Official Journal of the Republic of Poland "Monitor Polski". As a result, full-time employees cannot be offered monthly salary lower than the statutory minimum, part-time employees are also covered by the statutory minimum calculated proportionally.

South Africa: Minimum wages are used widely in developing countries to protect vulnerable workers, reduce wage inequality, and lift the working poor out of poverty. The political popularity of minimum wages stems in part from the fact that the policy offers a means for redistributing income without having to increase government spending or establish formal transfer mechanisms. The challenge to policymakers is to find that wage level that is considered fair given workers' needs and the cost of living, but does not harm employment or a country's global competitiveness.
South African median employee earning is R2800 a month (USD 189.45) and the average earning is around R8500. These figures are found in SA statistics. Indeed, they reflect the huge gap in the South African society with a large proportion of the population under poverty line that does not have the same opportunities for employment.
Median monthly earnings of white (R9500) and Indian/Asian (R6000) population were substantially higher
than the median monthly earnings of their coloured (R2652) and black African (R2167) counterparts. Black
Africans earned 22,% of what the white population earned; 36,1% of what Indians/Asians earned; and
81,7% of what the coloured population earned. In the bottom 5%, black Africans earned R500 or less per month while the white population earned R2 000 or less, while in the top 5% they earned R12 567 or more compared to the white population who earned R34000 or more per month.

The Netherlands: In the Netherlands the salary which occurs most frequently is referred to as Jan Modaal. The term "modaal" is derived from the statistical term Modus. If the government's macro economic policy negatively affects this "Modaal" income or salary-group often the policy is adjusted in order to protect this group of income earners. The Dutch word "soldij" can be directly linked to the word "soldaat" or soldier, which finds its origin in the word for the gold coin solidus, with which soldiers were paid during the Roman Empire.
The Netherlands is in the top 5 of the highest salary-paying countries in the EU. The focus has been on the salary levels and accompanying bonuses whereas secondary benefits, though present, has been downplayed yet that is changing. The Netherlands claims a 36th position when it comes to secondary benefits when compared to other countries in Europe.
The minimum wage is determined through collective labor negotiations (CAOs). The minimum wage is age dependent; the legal minimum wage for a 16-year-old is lower than, for instance, a 23-year-old (full minimum wage). Adjustments to the minimum wage are made twice a year; on January 1 and on July 1. The minimum wage for a 21-year-old on January 1, 2013, is 1,065.30 Euro netto per month and on July 1, 2013, this minimum wage is 1,071.40 Euro netto per month.
For a 23 year old on 1 January 2014 is 1485,60 Euro gross salary / month plus 8% holiday subsidy so 1604,45  Euro gross salary / month

United States: In the United States, the distinction between periodic salaries (which are normally paid regardless of hours worked) and hourly wages (meeting a minimum wage test and providing for overtime) was first codified by the Fair Labor Standards Act of 1938. At that time, five categories were identified as being "exempt" from minimum wage and overtime protections, and therefore salariable. In 1991, some computer workers were added as a sixth category but effective August 23, 2004 the categories were revised and reduced back down to five (executive, administrative, professional, computer, and outside sales employees).
In June 2015 the Department of Labor proposed raising "the salary threshold from $455 a week (the equivalent of $23,660 a year) to about $970 a week ($50,440 a year) in 2016"  On May 18, 2016, the Final rule updating the overtime regulations was announced.  Effective December 1, 2016 it says:

The Final Rule sets the standard salary level at the 40th percentile of weekly earnings of full-time salaried workers in the lowest-wage Census Region, currently the South ($913 per week, equivalent to $47,476 per year for a full-year worker).
The Final Rule sets the HCE total annual compensation level equal to the 90th percentile of earnings of full-time salaried workers nationally ($134,004 annually). To be exempt as an HCE, an employee must also receive at least the new standard salary amount of $913 per week on a salary or fee basis and pass a minimal duties test.
Although the FLSA ensures minimum wage and overtime pay protections for most employees covered by the Act, some workers, including bona fide EAP employees, are exempt from those protections.