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Q我们公司分布在上海、北京两地,公司在规章制度中直接定义加班工资或者病假工资的基数等于基本工资,这样的规定有法律风险吗?A在上述地区,在规章制度中直接定义加班工资、病假工资的基数等于基本工资,都会存在一定的法律风险。上海地区根据上海市2016年8月1日起生效实施的《企业工资交付办法》规定,企业安排劳动者加班的,应当按规定支付加班工资。劳动者在依法享受婚假、丧假、探亲假、病假等假期期间,企业应当按规
Q Our company is located in Shanghai, Beijing, the company in the rules and regulations directly define the overtime pay or the basic salary of sick leave is equal to the basic salary, such a legal risk? A in the above areas, the rules and regulations directly define overtime pay , The basis of sick pay is equal to the basic salary, there will be some legal risk. According to the Shanghai Measures on Enterprise Wages Delivery effective from August 1, 2016, enterprises that arrange for workers to work overtime should pay overtime wages as required. Workers in accordance with the law to enjoy the wedding leave, bereavement, visiting relatives leave, sick leave and other holidays, the enterprise should be regulated