996, 715, 007... A series of codes appear frequently on the Internet, all of which point to the closely guarded overtime phenomenon.
In order to "decent work and happy life" for workers, since March, many provinces have carried out centralized rectification actions to overtime and overtime, saying no to "996".
How is the remediation effect?
How to rectify abnormal overtime work?
Check and rectify overtime work in multiple places
On February 23, a 28-year-old Internet engineer, Wu Mou, suffered a sudden illness in the company and passed away after the rescue failed; The problem of "overtime working" on the platform has been repeatedly pushed to the public.
Since March, the human resources and social security departments of at least 9 provinces and cities including Beijing, Shandong, and Hubei have issued notices, focusing on enterprises in key industries that are prone to overtime overtime, and focus on investigating and rectifying the problem of overtime overtime.
On March 29, the Beijing Municipal Bureau of Human Resources and Social Security announced six cases of major labor security violations, two of which involved illegally extending the working hours of workers.
Banyuetan reporter visited a number of Internet companies and found that some companies have cancelled the "996" and "big and small weeks" system, some have been online for 4 hours of continuous work, and some have asked employees to leave work on time, and some have adjusted overtime employees, etc. .
An employee of an Internet company told Banyuetan reporters that the company does not require employees to work overtime, but each business department has different situations. If they have to work overtime to complete tasks on weekends in case of major projects or special circumstances, employees can take time off, but there is no overtime pay.
three blocking points
In the interview, many respondents said, "As a professional, I do not oppose overtime work, but the abnormal overtime work culture is opposed."
It is understood that the current governance overtime overtime blocking points are the following three.
Blocking point 1: The labor relationship is not clear, and the new business group is "unspeakable" to work overtime.
A delivery boy Zhou Jinglong said that although the online platform will remind him to rest for more than 10 hours a day, under the pressure of life, in order to work more, he still goes out at 8 o'clock in the morning and goes home at 10 o'clock in the evening. There is overtime."
Industry experts believe that most of the current employment groups in new formats have not established clear labor relations, and the working hours are not clearly defined. The effect of special inspections is relatively weak, which are not conducive to protecting the legitimate rights and interests of employees in new formats such as health and labor rights .
Blocking point 2: The struggle culture is one-sidedly "guided", and overtime work is more hidden.
Some interviewees told Banyuetan reporters that many companies have a deep-rooted idea of "working overtime and working overtime is glorious", and accepting overtime has become a helpless choice for employees not to be eliminated.
An employee of an Internet company said that the company linked performance evaluation with overtime and overtime, and deducted GPA according to the company's system.
In addition, some respondents said that at present, Internet companies "do not work overtime, indicating that the company's performance is not good."
Blocking point 3: The boundary between negotiated overtime and compulsory overtime is not easy to define.
During the interview, many respondents expressed their hope to improve their lives by working overtime to generate income.
So, can I still work overtime after rectifying overtime work?
Wang Xuefei, an associate professor at the Human Capital and Labor Economics Research Center of the Central University of Finance and Economics, said that the law stipulates that overtime can be negotiated, and that it is illegal to work overtime for more than 36 hours per month; companies cannot force or imply that employees work overtime.
It should be emphasized that mandatory overtime is a bottom-line issue, and overtime income generation is an online issue, which should be distinguished.
Governance takes a long time
Frozen three feet is not a day's cold, and it takes a long time to control the deformed overtime culture.
First of all, we must deal with the balance between management and care.
Li Changan, a professor at the National Institute of Opening-up at the University of International Business and Economics, said that there are three types of working hour systems for workers in my country: standard working hour system, irregular working hour system and comprehensive working hour system. Regulatory authorities can use laws and regulations as the criterion to open the door for enterprises to apply for special working hours. In order to better balance labor market relations while stimulating the vitality of enterprises and protecting market players.
Second, expand the channels for employees to supervise, report, and protect their rights.
In view of the group characteristics of overtime working, experts suggest exploring ways of public interest litigation, attaching importance to the organizational strength of trade unions and industry associations, and discussing the possibility of linking work-related injury insurance with overtime and overtime, so as to increase the cost of illegal enterprises.
In addition, it is necessary to guide enterprises to cultivate a people-oriented cultural atmosphere.
Wang Xuefei said that the current development of Internet companies is ushering in a new situation and facing new challenges. It should meet the needs of employees for "decent work and happy life", improve the labor relationship system, create a good atmosphere for healthy work, improve employees' labor efficiency and innovation ability, and let enterprises long-term benefit.
Source: "Ban Yue Tan" 2022 No. 9 original title "Say no to "996"?
Clear the block first"
Banyue Talk Reporter: Chen Xuyangna