一、新勞動法對加班的規定
《勞動合同法》第31條規定:用人單位應當嚴格執行勞動定額標準,不得強迫或者變相強迫勞動者加班。此外,《勞動(dong)法》第41條(tiao)規定:用(yong)人單位由(you)于生(sheng)產經(jing)(jing)營需要,經(jing)(jing)與工(gong)會和勞動(dong)者協(xie)商后可以延長工(gong)作時間,一般(ban)每日不得超過(guo)1小時。因特殊原因需要(yao)延(yan)長工作(zuo)時間的,在保障勞動者身體健康的條件(jian)下延(yan)長工作(zuo)時間每日(ri)不得超(chao)過3小(xiao)時,但是每月不得超(chao)過36小(xiao)時。
《勞動法》第38條規定:用人單位應當保證勞動者每周至少休息一日。對企業違反法律、法規強迫(po)勞動者延長(chang)工作時(shi)間的(de),勞動者有權(quan)拒絕。
二、新勞動法對加班費的規定
《勞動法》第四十四條規(gui)定, 有下(xia)(xia)列情形之一的,用人單位(wei)應當按照下(xia)(xia)列標準支付高于勞動者正常工作時(shi)間工資(zi)的工資(zi)報酬:
1、安(an)排勞動者延長工(gong)(gong)作時間的(de)(de),支(zhi)付不(bu)低于工(gong)(gong)資的(de)(de)百分之一百五十的(de)(de)工(gong)(gong)資報酬;
2、休息日安排(pai)勞動者工作又不能安排(pai)補休的(de)(de),支付不低于工資的(de)(de)百分之二百的(de)(de)工資報酬;
3、法定休假日(ri)安排勞(lao)動(dong)者工(gong)(gong)(gong)作(zuo)的,支(zhi)付不(bu)低于(yu)工(gong)(gong)(gong)資(zi)的百分(fen)之三(san)百的工(gong)(gong)(gong)資(zi)報酬(chou) 因此,對于(yu)實行標準(zhun)工(gong)(gong)(gong)時制的勞(lao)動(dong)者,如果在“五一”等法定節假日(ri)加班,加班費應(ying)(ying)當以不(bu)低于(yu)日(ri)工(gong)(gong)(gong)資(zi)基數的3倍(bei)支(zhi)付加班工(gong)(gong)(gong)資(zi),而在5月2日(ri)、3日(ri)加班應(ying)(ying)當以公休日(ri)加班的標準(zhun)給(gei)予雙倍(bei)支(zhi)付工(gong)(gong)(gong)資(zi)。
日工(gong)(gong)資基數(shu)的(de)(de)計算方法為:月工(gong)(gong)資除以一個月計薪的(de)(de)天數(shu),今(jin)年中國節假(jia)日調整后的(de)(de)月計薪天數(shu)為21.75天。
以一個約定月薪為1500元的職工為例,他(ta)的日加班基數(shu)就是1500元除(chu)以21.75天即(ji)69元;如果企業安排他(ta)在(zai)5月1日加班,則應支(zhi)付其不(bu)低于(yu)69元的3倍即(ji)207元的加班工資。
5月2日加班,單位首先應安排補休,否則(ze)須支付兩倍的(de)日工資基(ji)數。
此(ci)外,對于經過勞(lao)動保障部門批準,可以在明確工(gong)(gong)(gong)作(zuo)量(liang)的(de)前提下自主(zhu)安排工(gong)(gong)(gong)作(zuo)、休息(xi)時(shi)間(jian)的(de)“不定時(shi)工(gong)(gong)(gong)作(zuo)制”崗位(wei),用人單位(wei)可以不支付加班工(gong)(gong)(gong)資。
三、如何確定加班費的計算基數?
1、如(ru)果(guo)勞動(dong)合(he)同(tong)有明確約定工(gong)(gong)(gong)資(zi)(zi)數額(e)的(de)(de),應(ying)當(dang)以勞動(dong)合(he)同(tong)約定的(de)(de)工(gong)(gong)(gong)資(zi)(zi)作(zuo)為(wei)加班(ban)(ban)費計(ji)算基(ji)(ji)準。應(ying)當(dang)注意的(de)(de)是,如(ru)果(guo)勞動(dong)合(he)同(tong)的(de)(de)工(gong)(gong)(gong)資(zi)(zi)項(xiang)目(mu)分(fen)為(wei)“基(ji)(ji)本工(gong)(gong)(gong)資(zi)(zi)”、“崗位工(gong)(gong)(gong)資(zi)(zi)”、“職(zhi)(zhi)務工(gong)(gong)(gong)資(zi)(zi)”等,應(ying)當(dang)以各項(xiang)工(gong)(gong)(gong)資(zi)(zi)的(de)(de)總(zong)和作(zuo)為(wei)基(ji)(ji)數計(ji)發加班(ban)(ban)費,不能以“基(ji)(ji)本工(gong)(gong)(gong)資(zi)(zi)”、“崗位工(gong)(gong)(gong)資(zi)(zi)”或“職(zhi)(zhi)務工(gong)(gong)(gong)資(zi)(zi)”單獨一(yi)項(xiang)作(zuo)為(wei)計(ji)算基(ji)(ji)數。
2、如果(guo)勞動合(he)同沒有明(ming)確約定工(gong)(gong)資(zi)(zi)(zi)(zi)(zi)數額(e),或者合(he)同約定不明(ming)確時,應(ying)當(dang)以實(shi)際工(gong)(gong)資(zi)(zi)(zi)(zi)(zi)作(zuo)為(wei)(wei)計算基(ji)數。凡是用(yong)人(ren)單位直接支(zhi)付(fu)給職工(gong)(gong)的工(gong)(gong)資(zi)(zi)(zi)(zi)(zi)、獎金、津貼、補(bu)貼等都(dou)屬于實(shi)際工(gong)(gong)資(zi)(zi)(zi)(zi)(zi),具體包括(kuo)國家統計局(ju)《關(guan)于工(gong)(gong)資(zi)(zi)(zi)(zi)(zi)總額(e)組(zu)成的規定若干具體范圍的解釋》 中規定“工(gong)(gong)資(zi)(zi)(zi)(zi)(zi)總額(e)”的幾個(ge)組(zu)成部分。但是應(ying)當(dang)注意(yi)一點(dian),在以實(shi)際工(gong)(gong)資(zi)(zi)(zi)(zi)(zi)都(dou)可作(zuo)為(wei)(wei)加(jia)班費(fei)計算基(ji)數時,加(jia)班費(fei)、伙食(shi)補(bu)助和(he)勞動保護補(bu)貼等應(ying)當(dang)扣除,不能列入計算范圍。
3、在確定(ding)職(zhi)工(gong)日平(ping)均(jun)工(gong)資和(he)小時(shi)平(ping)均(jun)工(gong)資時(shi),應當(dang)按照勞動和(he)社會(hui)保障部《關于職(zhi)工(gong)全(quan)年月平(ping)均(jun)工(gong)作時(shi)間和(he)工(gong)資折算問題的(de)通知》規定(ding) ,進(jin)行折算。
4、實行計件(jian)(jian)工資的(de)(de),應當以法定(ding)時(shi)間內(nei)的(de)(de)計件(jian)(jian)單價(jia)為加班費的(de)(de)計算基數。
5、加班(ban)費的(de)計算基(ji)數低于(yu)當地當年的(de)最(zui)(zui)低工(gong)(gong)資(zi)標(biao)準的(de),應當以(yi)日、時最(zui)(zui)低工(gong)(gong)資(zi)標(biao)準為基(ji)數。
四、補休代替加班費合法嗎?
職工正常工作時(shi)間(jian)為每日工作8小(xiao)時(shi),每周工作40小(xiao)時(shi)。
《勞動法》規定,休息日(ri)安排(pai)勞動者(zhe)工(gong)作又不能安排(pai)補休的(de),支付(fu)不低于工(gong)資200%的(de)工(gong)資報酬。
由此(ci)可見,休(xiu)(xiu)息日(ri)(ri)安排(pai)勞動(dong)者工作,企業(ye)可以(yi)首先安排(pai)補休(xiu)(xiu)。在無法安排(pai)補休(xiu)(xiu)時(shi),才支付不低(di)于工資(zi)200%的加班費(fei)。休(xiu)(xiu)息日(ri)(ri)一般是指雙(shuang)休(xiu)(xiu)日(ri)(ri)。
當企業能夠安(an)排職(zhi)工(gong)補休時(shi),職(zhi)工(gong)應(ying)當服從(cong)。這既(ji)保護(hu)了勞動者(zhe)的休息權,又利于(yu)職(zhi)工(gong)的身體健康(kang),也使職(zhi)工(gong)及時(shi)恢復體力投入新(xin)的工(gong)作,有利于(yu)安(an)全生產。
法定節(jie)假日加班(ban),不能以安排補休(xiu)為由拒付(fu)加班(ban)工資,單位必(bi)須按照日工資基數的300%支付(fu)加班(ban)工資。
五、未經批準自愿加班能索要加班費嗎?
根據《勞動法》規(gui)定,企業可以制(zhi)(zhi)(zhi)訂與國家(jia)法律不相抵(di)觸的加(jia)班(ban)制(zhi)(zhi)(zhi)度(du)(du),對符合加(jia)班(ban)制(zhi)(zhi)(zhi)度(du)(du)的加(jia)班(ban)情況支(zhi)付不低(di)于法定標準(zhun)的加(jia)班(ban)工資。
可見,用(yong)人(ren)(ren)單(dan)位支付(fu)加(jia)班工(gong)(gong)資的前(qian)提是(shi)“用(yong)人(ren)(ren)單(dan)位根據實際需要(yao)安排勞動者(zhe)在法定(ding)(ding)標準工(gong)(gong)作時(shi)間以(yi)外工(gong)(gong)作”,勞動者(zhe)自愿加(jia)班的,用(yong)人(ren)(ren)單(dan)位依(yi)據以(yi)上規定(ding)(ding)可以(yi)不支付(fu)加(jia)班工(gong)(gong)資。
六、職工最低工資標準內能包含加班費嗎?
職工(gong)(gong)(gong)的(de)(de)(de)最(zui)低(di)(di)工(gong)(gong)(gong)資(zi)標準(zhun)不應包含加班(ban)費。勞(lao)(lao)動(dong)和社會保障部頒布的(de)(de)(de)《最(zui)低(di)(di)工(gong)(gong)(gong)資(zi)規定(ding)(ding)》規定(ding)(ding):“在(zai)勞(lao)(lao)動(dong)者提供正常勞(lao)(lao)動(dong)的(de)(de)(de)情況下,用人單位(wei)應支付(fu)給勞(lao)(lao)動(dong)者的(de)(de)(de)工(gong)(gong)(gong)資(zi)在(zai)剔除下列(lie)各項(xiang)以后,不得低(di)(di)于當地最(zui)低(di)(di)工(gong)(gong)(gong)資(zi)標準(zhun):(一)延(yan)長(chang)工(gong)(gong)(gong)作時(shi)間工(gong)(gong)(gong)資(zi);……”據此,延(yan)長(chang)工(gong)(gong)(gong)作時(shi)間工(gong)(gong)(gong)資(zi)(即加班(ban)費)不能(neng)作為最(zui)低(di)(di)工(gong)(gong)(gong)資(zi)的(de)(de)(de)組成部分。