It Is Difficult To Protect The Rights And Interests Of Employees At The Grass-Roots Level.

Shanxi Yuncheng Federation of trade unions found that 40% of the units were not implemented.

System; the unit can not arrange the annual turnover of cadres and workers because of the need of work; the workers enjoy very little remuneration for 300% salaries; 1/3 private enterprise managers do not understand the system of paid leave, and some leaders and owners are unwilling or unwilling to implement the system of paid annual leave.

According to the introduction, 275 different types of units were investigated. Among them, 111 were organs and institutions, 48 were state-owned enterprises, 116 were private non public enterprises and 116 individual businesses, involving 17706 employees, and 2220 questionnaires were issued and recovered.

Of the 275 units surveyed, more than 80% of the workers knew the system of paid annual leave, and the number of them was not clear. 60% of the units were able to implement the paid annual leave system, and 40% units could not or could not perform well.

From the perspective of the nature of the unit, party and government organs, public institutions, state-owned enterprises and well - run private enterprises are better implemented. From the perspective of vacation, institutions and institutions generally adopt one-off or subsection vacation.

It is relatively flexible, generally using the off-season production or off-line maintenance period of concentrated leave, segmented vacation, busy season or red and white leave to offset holidays.

Judging from the identity of the 2220 people involved in the survey, the cadres and workers generally hold the expectation and welcome attitude towards paid leave.

More influence on work and normal production, unconsciously or unwilling to implement the system of paid annual leave.

In the 275 research institutions, 131 items were included in the relevant provisions of the paid annual leave system as the essential contents of the labor contract and the collective contract. The annual paid annual leave system for employees was 61 as the thematic motion of the staff committee, and it was very few for the units that they could not arrange the annual turnover of the cadres and workers because of their work needs. They should enjoy 300% salary.

The general survey of Yuncheng found that the reasons why it is difficult to guarantee the annual pay system for employees is complex:

First, the popularization of policy knowledge is not in place.

Nearly 1/3 of the managers of private enterprises do not understand this system, and the legal liability for not carrying out the system is even more unclear. Some enterprises and institutions leaders do not implement the annual paid vacation rights of workers for various reasons and excuses.

Two, workers' awareness of safeguarding their rights is not strong enough.

Some workers in the enterprises prefer to sacrifice their annual leave in order to increase their income. In some organs and institutions, some units leaders do not take the lead in implementing the annual paid annual leave system for their employees. The general staff and workers are afraid that the leaders will have their own views on the annual leave and affect the promotion, so the employer will give up the right to leave. In order to get the job, the workers have to promise the employer to give up the requirement of the annual leave. Most of the migrant workers do not pay attention to and enjoy the right to leave.

Three, different types of units.

The difference is large, which leads to difficulties in implementing the annual leave system.

Research finds that the difficulties faced by different types of units are difficult to carry out and difficult to carry out. Specifically, some party and government units are busy, some institutions are short of people, and many private enterprises have a strong ban. Workers can only guarantee their jobs by sacrificing their rights and interests.

Four, the grass-roots trade unions lack the right to speak, and the supervision and punishment of relevant departments are not enough enough, resulting in insufficient play in promoting the implementation of the system.

In view of the results of the survey, the general suggestion of Yuncheng city should increase publicity, ensure the implementation of the right of vacation with the system, constantly innovate methods, strengthen the flexibility and maneuverability of the annual vacation system, and have to play the role of trade unions at all levels, strengthen the supervision and punishment, and urge the implementation of the annual vacation system.