[Editorial] Mandatory overtime is by no means an "internal thing"
It is hoped that the whole society can pay more attention to the problem of "one door is closed, I am the king" in some enterprises, break the thinking logic and infringement inertia of some people "this is an internal matter of the company", so that the legal rights protection of workers can be more effectively guaranteed and maintain.
According to multiple media reports including Blue Whale Finance, on September 3, a company in Shenzhen, Guangdong, asked employees to “donate” 300 yuan for less than 30 hours of overtime.
According to the reporter's verification, the overtime announcement issued by the company involved is true, which requires employees to work overtime for 30 hours per month, otherwise they will donate 300 yuan to the company.
The company's legal representative said in an interview that "this is an internal company matter."
At present, the Shenzhen Human Resources and Social Security Bureau has stated that it has paid attention to the relevant situation, attaches great importance to it and instructs the labor inspection department to investigate and verify, and will strictly deal with violations of laws and regulations by enterprises.
"The forced overtime and fines are said to be so harmless to humans and animals..." "Did you owe money at work?" This incident aroused ridicule from netizens, not only because the topic of overtime has hit people's pain points, but also because the companies involved can't be arrogant. man gesture.
For some time, overtime and forced overtime have become the target of public criticism.
The company involved said that "this is an internal business of the company", and the subtext was "nothing to do with the public", which is a typical "I am the master of my site" thinking, thinking that the company's affairs have nothing to do with the outside world, not even the law, it seems to be related to the The public draws a line, draws a line from law and morals.
The media has reported many strange regulations of enterprises.
Some companies ignore the law in their personnel system, and "will automatically resign when they become pregnant"; some are willful in terms of employee salary and treatment, "doing not participate in team building and company gatherings to deduct bonuses"; some lack humane care in daily management, " Go to the toilet for no more than 5 minutes"; some focus on employees' off-duty time and private areas, "mobile phones are turned on 24 hours a day, and the ringtone uses unified music", and so on.
"Internal affairs" has become a shield for some companies to infringe on the rights and interests of employees, mainly due to the thinking inertia of the bosses involved - I am the "gold master", and the company's rules and regulations "I have the final say."
In the stage or industry where the employment situation is not optimistic, the employment pressure has exacerbated the imbalance in the discourse power of both parties in the labor relationship, giving some enterprises greater confidence to do whatever they want.
At the same time, the lack of legal awareness of a few business managers is also a reason.
There is no doubt that enterprises have the right to operate and manage independently and formulate rules and regulations in accordance with the law, but the premise is within the framework of the law.
The labor law stipulates that the employer may extend the working hours after consultation with the trade union and the laborers due to the needs of production and operation, generally no more than one hour per day; if the working hours need to be extended due to special reasons, under the conditions of ensuring the health of the laborers. Extended working hours shall not exceed three hours per day and thirty-six hours per month.
The Labor Contract Law stipulates that the employer shall not force or force laborers to work overtime in a disguised form.
If the employer arranges overtime work, it shall pay overtime pay to the laborer in accordance with the relevant state regulations.
Negotiation, agreement, no overtime, and guaranteed remuneration are the essentials of relevant laws and regulations in regulating overtime for workers.
Regrettably, the problem of overtime and forced overtime still occurs from time to time.
To this end, we need more companies and relevant departments to jointly explore ways to solve the problem, and we also need to encourage employees who have been infringed to take up legal weapons to defend their rights.
But one of the key questions is whether there are more protective measures for employees to dare to say "no"?
At present, employees who have been infringed choose to swallow their voices, mostly because of helplessness. After all, wages, promotion opportunities, etc. are in the hands of the management.
It has been reported before that the HRs of some companies will enter a “blacklist” shared by local HRs for those who are disliked by the HRs, and implement an industry-wide no-entry boycott, which is undoubtedly a great harm to the relevant workers.
In this realistic context, it really takes more than courage to ask workers to say "no" to certain infringements of the company.
The development of an enterprise can never rely on embarrassing employees.
A healthy and progressive enterprise full of surging vitality should focus on stimulating the creativity and enthusiasm of employees, and protecting the legitimate rights and interests of employees is the premise.
This is also the necessary basis for the establishment of a modern enterprise system.
Regarding this incident, I look forward to the investigation by the relevant departments to respond to public concerns as soon as possible. At the same time, I hope that the whole society will pay more attention to the problem of "one door is closed, I am the king" in some enterprises, and break the thinking logic of some people "this is an internal matter of the company". And the inertia of infringement, so that the legal rights of laborers can be more effectively guaranteed and maintained.
Wu Di