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恒信律师 | Labor issues under COVID-19 疫情之下,企业的用工管理法律风险防范指引之工资篇
编辑:     时间: Mar 17, 2020     作者: 辽宁恒信律师事务所 贺冬梅 王健    浏览: 5466

No.1

How to pay salary at each stage from the original Spring Festival holiday to the time when a Company resumes the operation?

In order to reduce the pressure of COVID-19 on the cash flow of enterprises, the government has adopted measures to reduce, exempt, delay the payment and subsidize social insurance and public housing fund, in order to stabilize the workforce. As to the staff salary cost, the government encourages enterprises to discuss with employees through democratic procedure, arrange in priority the paid annual leave, corporate welfare leave and etc, and adopt various methods like adjusting the payment, job rotation and off-work rotation, shortening of work hours, remote office and etc to stabilize jobs. The enterprise shall keep written evidence of negotiation with staff.

Due to the impact of COVID-19, an enterprise will see that they shall treat salary differently for different stages: the original Spring Festival of 2020 was extended, extended Spring Festival and Delaying back to work period.

恒信-英文

Remarks:The calculation rules for overtime salary from 24th Jan. to 9th Feb is only applicable to employees under the Standard Working Hour System. As to employees under the Comprehensive Working Hour System, the Company shall determine whether there is overtime in view of the entire cycle. If there is overtime, the Company shall pay the overtime salary (i.e. 150%). As to employees under the Flexible Working Hour System, the Company doesn’t need to pay the overtime salary (except for statutory holidays).

No.2

If the employee is quarantined and/or in the medical observation period, how to pay the salary

As to COVID-19 patients, suspected patients or close contacts who can’t work in the quarantine and/or medical observation period, they are regarded as working during the quarantine and/or medical observation period, and the Company shall pay normal salary to employees. 

No.3

As to employees who still receive therapy and can’t come back to work after the quarantine and/or medical observation period, how to pay the salary?

The employee enters into the “Medical Period” if he/she still receives therapy and can’t come back to work after the quarantine and/or medical observation period. Medical period is a legal concept. To put it into simple terms, Medical Period is a legal protection period in which a Company can’t dissolve the labor contract of an employee because of illness. An employee has a medical period from 3 to 24 months. During an employee’s medical period, the Company shall pay the sick leave salary. If the labor contract or collective contract doesn’t specify the sick leave salary or the agreed sick leave salary is lower than 80% of the local minimum salary, a Company shall pay 80% of the local minimum salary as the employee’s sick leave salary (Dalian’s minimum salary is RMB 1810/month).

No.4

If an employee can’t return to work because the government adopts control measures, how to pay the salary?

After the “Delaying Back to Work Period” ends and an employee still can’t return to work because the government adopts emergent measures like locking down the Affected Area, and can’t work remotely or in other ways, the Company can make a choice from below:

(1)Follow the rules of paying salary during the shutdown period; i.e. paying the salary in accordance with the labor contract if the employee can’t return to work within one salary-paying cycle; paying the living allowance if the employee can’t return to work beyond one salary-paying cycle;

(2)The Company could negotiate with the employee and sign the “Holding the Position Agreement” or “Labor Contract Suspension Agreement” to agree on the salary, payment of social insurance, calculation of working years during the Holding the Position or Suspension period.

If a Company requests an employee (from severely affected area, employees at non-urgent positions, high-risk employees) to postpone the return trip in response to local government’s call, and if the employee can’t work in other ways, the Company and employee could negotiate and the Company could follow the government’s rules about salary for employees who can’t return to work because that the government adopts emergent measures.

No.5

If an employee self-quarantines for 14 days as requested by the government, how to pay the salary?

If an employee self-quarantines for 14 days (which belongs to the scenario that the government adopts the quarantine measures or other emergent measures, resulting in that employees can’t work normally), the Company shall pay the normal salary. If the self-quarantine period of an employee overlaps with the “Delaying Back to Work” period, the overlapped period isn’t calculated separately, and the Company shall pay the salary in accordance with rules for “Delaying Back to Work” period. 

 


 

No.1

2020年原定春节假期至企业复工之日,如何计付各阶段的工资?

为降低新冠疫情对企业造成的现金流压力,在社保和公积金方面,国家陆续出台减免、缓缴及稳岗补贴政策。在人员工资成本方面,鼓励企业通过民主程序与员工协商,在停工期间优先安排带薪年休假、企业福利假等假期,采取调整薪酬、轮岗轮休、缩短工时、远程办公等方式稳定工作岗位。企业应注意留存与员工协商的书面证据。

2020年春节后的企业复工时间,因疫情影响先后经历原定春节假期、延长春节休假、延迟复工几个阶段,恒信律师系统梳理前述不同阶段的工资计付方式(企业与员工另行协商调整的除外),以供企业参考:

恒信-0中文

备注:124-29日期间加班费的计算规则仅适用于施行标准工时制的员工。对于施行综合计算工时制的员工,应根据整个周期确定是否存在加班,如存在,企业应支付150%的加班费;对于施行不定时工时制的员工,企业无需支付加班费(法定节假日除外)。

No.2

员工处于隔离/医学观察期,如何计付工资?

对新冠状感染的肺炎患者、疑似病人、密切接触者在其隔离期间/医学观察期间,导致不能提供正常劳动的员工,在隔离期间/医学观察期间视同员工提供正常劳动,企业应正常计付员工工资。

No.3

员工在隔离/医学观察期结束后仍需停工接受治疗期间,如何计付工资?

如员工在隔离/医学观察期结束后仍需停工接受治疗的,则进入医疗期。医疗期是一个法律概念,简而言之,医疗期是禁止企业因职工患病而解除劳动合同的法律保护期。员工享有3~24个月不等的医疗期。员工在医疗期期间,企业应支付病假工资。如劳动合同或集体合同未约定病假工资或约定的病假工资低于当地最低工资标准的80%,则应按当地最低工资标准的80%支付职工病假工资(大连市最低工资标准1810/月)。

No.4

员工因政府采取防控措施导致无法按时返岗期间,如何计付工资?

在延迟复工期限届满后,因政府采取封锁疫区等紧急措施导致员工不能按期返岗,也不能通过远程办公等其他形式提供正常劳动的,企业可以选择如下一种处理方式:(1)参照关于停工、停产期间工资支付相关规定执行,即延迟复工在一个工资支付周期内,按照劳动合同规定的标准支付劳动者工资。超过一个工资支付周期的,企业应当发放生活费。(2)企业可与员工协商,签订《待岗协议》、《劳动关系中止协议》,约定待岗、劳动关系中止期间的工资、社保缴纳和工龄计算等事项。

因响应当地政府延期返程号召,企业要求有关员工(针对疫情高发地区人员、非紧迫工作岗位人员、高风险人员)延期返岗,如员工不能通过其他形式提供正常劳动,有关工资待遇由企业与职工协商确定,企业也可参照因政府采取紧急措施不能按期返岗职工在工资待遇方面的相关做法。

No.5

员工根据政府要求自行居家隔离的14天,如何计付工资?

员工根据政府要求自行居家隔离14天的,属于因政府实施隔离措施或采取其他紧急措施导致不能提供正常劳动的情形,企业应正常计付工资。如员工居家隔离期间与政府规定的延迟复工期间有重合,重合的期间不另行计算,按照延迟复工期间计付工资。