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问题,参考,回答 Question, Reference, Responses 7 years, 7 months ago #8

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灰色地带/问题:

如果工人在正常的工作日里休假8个小时,因为工作日工时不够40个小时,所以休假日要用来与休息日交换的。休息日工时(8小时)工资会按照正常工资率支付,而不是休息日的加班工资率。但是,在没有有效全面的工时豁免批准的条件下,这样的一个“休假抵消休息日的加班时间”的安排是可接受的吗?

参考法律:

适用法律法规:根据中华人民共和国劳动法第三十六条,国家实行劳动者每日工作时间不超过八小时、平均每周工作时间不超过四十四小时的工时制度。
适用法律法规:根据中华人民共和国劳动法第四十四条,有下列情形之一的,用人单位应当按照下列标准支付高于劳动者正常工作时间工资的工资报酬:
(一)安排劳动者延长工作时间的,支付不低于工资的百分之一百五十的工资报酬;
(二)休息日安排劳动者工作又不能安排补休的,支付不低于工资的百分之二百的工资报酬;
(三)法定休假日安排劳动者工作的,支付不低于工资的百分之三百的工资报酬。
根据上述第二条法律,如果不能安排补休,工厂需要支付百分之二百的工资。

可能的解释:

事假不能抵消休息日加班。

灰色地带委员会解释:

虽然法律解释是正确的,但是雇员合同或协定已经制定,此将具有法律效力。如果员工补休,一旦员工被要求在休息日工作,那么工厂需要支付员工加班费。如果员工休无薪假,并与工作日对调,那么工厂需要支付员工正常工资。

法律意见:

首先应当弄清楚员工工作日休息8小时是什么原因,如果是单位的原因要求员工工作日休息8小时,则他可以要求员工在休息日工作8小时;如果是员工请事假休息了8小时,则用人单位没有权利要求劳动者休息日再工作8小时,除非劳动者自愿倒换工作时间。


Grey Area/Question:

If a worker has an 8-hour leave within the normal working day, since the weekday working hours are not up to 40 hours, the leave day is swapped with the rest day. The working hours on the rest day (8 hours) will be counted according to a normal rate instead of the rest day overtime rate. However, is this arrangement accepted without a valid Comprehensive Working Hours Waiver?

Law Reference:

Applicable Law: In accordance with Article 36 of the Labor Law of the People’s Republic of China (with amendment in Order of State Council No. 174 dated March 25, 1995), employees shall work for 8 hours per day and 40 hours per week.
Applicable Law: In accordance with Article 44 of the Labor Law of the PRC the employer shall, according to the following standards, pay employees remuneration higher than those for statutory working hours under any of the following circumstances.
(1) To pay no less than 150% of the wages when extended working hours are assigned to employees;
(2) To pay no less than 200% of the wages when employees are assigned to work on rest days if no deferred rest can be taken; and
(3) To pay no less than 300% of the wages when employees are assigned to work on statutory holidays.
According to (2) of the above law, if no deferred rest can be taken, the factory needs to pay 200% of the wages.

Possible Interpretation:

Personal leave cannot be used to offset the rest day overtime.

Grey Area Committee Interpretation:

The legal interpretation is correct, however if the employee contract or agreement with the employee has been made, this will supersede the law. If the worker takes compensated leave, then once the worker is back to work and is asked to work on a rest day then the worker is paid at the premium rate. If the worker took unpaid leave and is “swapping” a workday then the is paid at the normal rate.

Legal Opinion:

First, the reason why laborers should have 8 hours rest on weekdays must be clarified. If the employing unit requires employees to rest 8 hours on weekdays, then he also can arrange employees to work 8 hours on weekdays. If employees ask for a leave of 8 hours due to a personal issue, the employing unit is not entitled to require them to work weekends.
Last Edit: 7 years, 7 months ago by Administrator.
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