Forcing overtime is by no means "internal things in the company"

I hope that the whole society can pay more attention to the issue of some enterprises "Gate, I am the king", and break the thinking logic and infringement inertia of some people's "this is the company's internal affairs", so that the legitimate rights protection of the workers can be more powerful protection and maintain.

According to a number of media reports such as Blue Whale Finance, on September 3, a company in Shenzhen, Guangdong asked employees to work for less than 30 hours of "music donation" 300 yuan. According to the reporter's verification, the overtime announcement issued by the company involved is true. Among them, it is required that employees must reach 30 hours per month, otherwise they will donate 300 yuan to the company. The company's legal representative stated in an interview that "this is a matter of internal company." At present, the Shenzhen Human Resources and Social Affairs Bureau has stated that it has paid attention to the relevant situation, attaches great importance to and instructed the labor supervision department to investigate and verify, and it will be severely dealt with in violations of laws and regulations.

"Speaking of compulsory overtime and fines that are so harmless ..." "Going to work to owe money?" This incident caused netizens to laugh at people, not only because of the pain points of people in the overtime topic, but also in the pain points of people, but also the pride that the enterprises involved in the enterprises involved in the business involved. People.

For a period of time, overtime overtime and mandatory overtime have become the target of public criticism. The company involved said "this is a matter internal in the company", and the subtext is "nothing to do with the public". This is a typical thinking of "I am the master". The public delineates a boundary to draw a line with the law and morality.

Media reports have stipulated many companies. Some companies ignore the law in the personnel system and "automatically resign if they are pregnant"; some will be willful in their salary of employees, "do not participate in the group building and company gatherings deducting bonuses"; some lack human care in daily management, " Go to the toilet for more than 5 minutes "; some are staring at employees' get off work hours and private fields.

"Internal affairs" has become a shields for some enterprises to infringe employees' rights and interests, mainly due to the inertia of thinking of the boss involved -I am a "gold master", and the company's rules and regulations "I have the final say." At the stage or industry that is not optimistic about the employment situation, the pressure of employment has exacerbated the imbalance between the right to speak between the two parties, and gives some enterprises a greater confidence. At the same time, a small number of enterprise operators have insufficient legal awareness concepts, which is also a reason.

There is no doubt that the enterprise has the right to independently operate, manage independently, and formulate rules and regulations in accordance with the law, but its premise is within the framework of the law. The labor law stipulates that the employer can extend the working time after negotiation with the trade union and workers due to the needs of production and operation, and generally not exceed one hour daily; if the working time needs to be extended by special reasons, the working time is required to ensure the health of the worker's health. The extended working hours must not exceed three hours a day, and each month must not exceed 36 hours. The Labor Contract Law stipulates that employers must not force or forced workers to work overtime. If an employer arranges overtime, the overtime pay shall be paid to the workers in accordance with relevant national regulations.

Consultation, consent, no timeout, and guarantee compensation, these are the essence of relevant laws and regulations on regulating workers' overtime issues. Unfortunately, overtime overtime and compulsory overtime still occur from time to time.

To this end, we need more enterprises, relevant departments, etc. to discuss the way out of cracking problems, and we also need to encourage the infringement employees to take the courage to pick up legal weapons to protect their rights. But one of the key issues is that at the same time that employees dare to say "no", are there any more protective measures?

Right now, the infringed employees choose to swallow the voices, because of helplessness. After all, wages, promotion opportunities, etc. are in the hands of management. The cost of "unrealistic" may be unemployed, and a family of Chai rice oil and salt will not fall. Earlier reports have been reported that some companies' HR will enter a "blacklist" shared by the local HR sharing to implement the inbood and resistance of the entire industry, which is undoubtedly a great harm to related workers. In this reality context, letting workers say "no" to certain infringements of the enterprise, really not just courage.

The development of enterprises has always been difficult to rely on employees. A healthy and surging enterprise should focus on stimulating the creativity and enthusiasm of employees, and protecting the legitimate rights and interests of employees is the prerequisite. This is also a necessary foundation for establishing a modern enterprise system.

In this regard, we look forward to the investigation of relevant departments to respond to public concerns as soon as possible. At the same time, I hope that the whole society can pay more attention to the issue of some enterprises "door -level, I am king", and break the thinking logic of some people "this is the company's internal affairs". And infringement inertia allows workers' legitimate rights protection to be more strongly guaranteed and maintained.

Wu Di

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