Employers Should Not Extend Their Working Hours At Will.

The employer shall not extend the staff without authorization.

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However, in actual life and production process, employers can extend their working hours after consultation with trade unions and laborers because of the need for production and operation. They can not be more than one hour per day. For special reasons, the extension of working hours should not be more than three hours a day, but not more than thirty-six hours per month.

In case of any of the following circumstances, the extension of working hours shall not be subject to the above provisions.

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(1) occurrence

Accidents or other reasons that threaten workers' lives and health and property safety need urgent handling.

(2) failure of production equipment, pportation lines and public facilities, and image production and public interest must be promptly repaired.

(3) other circumstances stipulated by laws and administrative regulations.

The employer shall not extend the working hours of the workers in violation of the provisions of the labor law.

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Recently, Hunan, Gansu, Lanzhou and Heilongjiang Harbin have promulgated regulations on paid leave for staff and workers in organs and institutions.

Experts said that taking the lead in the implementation of paid vacation could lead to a certain lead and demonstration effect. In the future, more efforts should be made to promote the implementation of paid vacation for enterprise employees, and efforts should be made to increase the active supervision and accountability of labor supervision departments in order to solve the problem of "difficult implementation" of paid vacation.

In this year's government work report, we propose to implement the system of paid leave. All localities and departments respond positively and introduce rules for paid leave.

Experts said that taking the lead in the implementation of paid vacation could lead to a certain lead and demonstration effect, which is conducive to the implementation of paid vacation in the future.

Although the term "paid vacation" was clearly written into the labor law as early as 1994, followed by the regulations on paid annual leave for workers and so on, it continued to be strengthened, but in most professional people, it was merely a "right on paper".

First, as the division of work is becoming more and more detailed, every post is "a radish and a pit". Once someone is on vacation, it may not be replaced in a short period of time.

Two, because of the fierce competition, if you miss a chance or leave a bad impression on your boss because of your vacation, then the loss may not only be "salary", or even "rice bowl".

In particular, some leaders are not encouraged to take paid leave, which leads to some employees who want to rest and do not dare to rest.

Of course, we can not or dare not rest, in addition to the reality of constraints, but also related to ideas.

In some people's consciousness, those "old yellow cattle" who do not hurt the fire line and stick to illness and stick to their work have always been praised by public opinion. Those who voluntarily give up the rest time and work overtime selflessly are often praised and commended by leaders and units.

In such a social environment of value recognition, as a right that can be claimed according to law, paid vacation is difficult to become a universal choice. Otherwise, you may become an "alternative".

Just imagine, so many colleagues, "white, black" and "5+2" are selflessly working. They promise not to rest on Saturday, and Sunday does not guarantee rest, but you propose to take the annual leave. In their view, at least, they do not love their posts or work or pursue their comfort.

In fact, if a person is always in a state of intense work, it is difficult for him to relax and rest in a timely manner, which will affect both health and work efficiency.

On the contrary, if we can fully protect employees' leave right, we can not only make them work more energetic, but also enhance their loyalty to enterprises and units.

It can be seen that the implementation of paid vacation is not only a way to improve work efficiency and enhance team cohesion, but also a concrete manifestation of social development and progress.

Under the condition that our vacation system is relatively complete, it is particularly important to promote the further implementation of employees' "leave right" in addition to changing old ideas.

First, the labor and social security department has strengthened supervision over the implementation of annual leave for various units, and has been accountable to some units for refusing to implement the annual leave system.

The two is the trade union as a "family member" of the workers. We should change the function of "rubber stamp" and get rid of the situation of "unwilling to dare to safeguard the rights of workers", and really become employees' agents.

In this way, the policy of "paid leave" for people's livelihood can be better implemented.