Source: half -month talk
Author: Ding Jing
One night before the Qingming holiday, an enterprise employee was asked to work overtime due to dissatisfaction during the festival. He spit in the WeChat group and got a number of colleagues in support, and quickly appeared on the hot search list.
This incident seems to be a case, but to a certain extent, it reflects a social phenomenon.In the Qingming Festival this year, in order to optimize the holiday arrangements, the relevant Chinese departments changed the practice of the Qingming holiday for three days.However, many units feel that "one day leave is not fake", and directly work overtime, and "steal" the rest time of employees in a murmur, causing dissatisfaction.
legal holidays are an important part of the national system.For example, the Qingming Festival, which carries the national culture and spiritual dependence of respectful ancestors and chasing far away, is not only conducive to promoting filial piety affection, but also to promote national cohesion and recognition.The default overtime, not only disregard the national institutional arrangement, but also violates national laws.Furthermore, Qingming's solar terms are new to all things, and the earth spring and Jingming are a good time for the youth tour and charging power.The default overtime seems to increase the working time, but in fact, over -consumption of the energy of the workers will damage the team's creativity and combat effectiveness.
According to laws and regulations, the bottom line and prerequisite for employers to hire workers.Related laws and regulations in China are clear, and workers of legal holidays have the right to leave.Of course, there are exceptions to some uninterrupted special industries.For overtime, it is clearer: Unless specific emergencies, generally extend the working hours daily, and must not exceed one hour, and each month must not exceed 36 hours.However, some companies at present will be normalized overtime, which seriously violates the rights and interests of the workers and is a complete illegal act.
For a period of time, the so -called "overtime culture" such as the default overtime, stealth overtime, "wolf culture", "996" and other so -called "overtime culture" have been repeatedly banned, which is inseparable from the "overtime promotion theory of growth".It is normal to encounter urgent and dangerous tasks in daily work, and the normalization of overtime will not only affect the physical and mental health of the workers, but also inhibit and damage the innovative ability of the whole society.In fierce market competition, the employer must fight for innovation, technology, quality, and management, rather than the physical strength and endurance of employees.Only by strictly observing the red line of law and attaching importance to employees can we create a positive team culture and have a steady stream of innovative vitality.As for the unnecessary overtime of people who are floating in and inefficient, it is not beneficial to unit development and economic growth.
To solve the problem of illegal overtime, it is not a matter of employer or this holiday.To allow the labor law to "grow teeth" and turn the expectations of the majority of workers into execution, the user's unit cannot be "willful" and dare not "willful", and is committed to solving problems, not those who solve problems.In this way, the influence of "overtime culture" is inevitable, and the legitimate rights and interests of workers are more guaranteed, and the people's pursuit of a happy life is even more confident.
