How to calculate the base of overtime pay 21 75

When calculating overtime wages, the daily wage is converted based on the average number of working days per month, and the hourly wage is divided by 8 hours on the basis of the daily wage——— overtime pay on holidays = the calculation base of overtime wages Overtime pay on rest days = the calculation base of overtime wages Overtime wages per hour are divided by 8 hours of daily wage. When determining the calculation base of overtime wages, if the labor contract clearly stipulates the wages, it shall be determined according to the wage standard not lower than that corresponding to the position of the employee. If there is no clear stipulation on wages in the labor contract, it shall be implemented in accordance with the provisions of the collective contract.

If there is no agreement between the employer and the employee, the monthly salary for normal attendance shall be determined according to the employee's own position. If the base amount calculated in accordance with the above provisions is lower than the minimum wage standard of the city, it shall be calculated according to the minimum wage standard of the city.

How much do you know about overtime? How is overtime pay calculated and how is the base determined?

If the employer arranges overtime work for the employee on holidays, it shall pay the employee overtime wages at a rate not less than 300% of the employee's daily or hourly wage; If the employer arranges for the employee to work overtime on the rest day, it may arrange compensatory rest for the employee without paying overtime wages, and if no compensatory rest is given, it shall pay overtime wages at a rate not less than 200% of the employee's daily or hourly wage.

The calculation method of overtime pay on working days: monthly wage, overtime hours, times;

Calculation method of overtime pay on weekends and weekends: 2 times the number of overtime hours of monthly wages;

The calculation method of overtime pay on statutory holidays is 3 times the monthly salary and overtime hours.

Evidence to prove overtime hours mainly includes: attendance sheets, timecards, overtime approval forms, overtime notices, surveillance videos, witness testimony, written records of the work done during overtime, e-mails, etc.

Article 44 of the Labor Law In any of the following circumstances, the employer shall pay the employee a wage remuneration higher than the wage for normal working hours according to the following standards:

1) Where a worker is arranged to work longer hours, a wage remuneration of not less than 150 percent of the wage shall be paid;

2) If a worker is assigned to work on a rest day and cannot be arranged for a compensatory holiday, a wage remuneration of not less than 200 percent of the wage shall be paid;

3) If a worker is assigned to work on a statutory holiday, he or she shall be paid a wage remuneration of not less than 300 percent of his wages.

Legal analysis: The overtime wage base of an employee who implements hourly wages shall be determined in the following ways: (1) in accordance with the employee's own wage standard agreed in the labor contract; (2) If there is no stipulation in the labor contract, it shall be determined in accordance with the overtime wage base agreed in the collective contract; (3) Where there is no stipulation in the labor contract or collective contract, it shall be determined in accordance with the wages due to the worker for normal work.

The calculation base of the employee's daily overtime wage can be uniformly divided by the number of days worked in the monthly system according to the above standard for conversion, and the monthly salary calculation time stipulated by the law of China is days, and the daily wage of the worker is divided by the monthly wage. If the employer arranges an extension of working hours for a worker who implements piecework after completing the piecework quota task, he or she shall be paid wages at a rate not less than % of the unit price of spare parts per mu of his legal working hours as agreed in the labor contract.

Legal basis: Article 13 of the Interim Provisions of the People's Republic of China on the Payment of Wages Article 13 If an employer arranges a worker to work beyond the statutory standard working hours according to actual needs after the worker has completed the labor quota or the prescribed work tasks, it shall pay the wages according to the following standards: (1) If the employer arranges the worker to work longer than the statutory standard working hours in accordance with the law, the employer shall pay the employee wages at a rate not lower than 150 of the employee's hourly wage standard as stipulated in the labor contract; (2) If the employer arranges for the worker to work on a rest day in accordance with the law, and is unable to arrange compensatory leave, the employer shall pay the worker a wage not lower than 200 yuan of the employee's daily or hourly wage as stipulated in the labor contract; (3) If the employer arranges for the employee to work on statutory holidays and holidays in accordance with the law, the employer shall pay the employee wages at a rate not lower than 300 pieces of the employee's daily or hourly wage as stipulated in the labor contract.

Workers who are subject to piece-rate wages shall, after completing the piece-rate quota task, be paid wages by the employer at a rate not lower than the unit price of the piece-rate working hours respectively in accordance with the principles stipulated above. With the approval of the labor administrative department to implement the system of comprehensive calculation of working hours, the part of the comprehensive calculation of working hours exceeding the statutory standard working hours shall be regarded as extended working hours, and the wages for the extended working hours shall be paid to the workers in accordance with these provisions. Employees who practice the irregular working hours system are not subject to the above provisions.

Legal analysis: the calculation base of overtime wages: if there is an agreement in the labor contract, it shall be agreed; if there is no stipulation in the labor contract, it shall be in accordance with the provisions of the collective contract; If there is no stipulation in the labor contract or collective contract, it may be determined at 70% of the monthly salary of the normal attendance of the position (position) where the worker is located.

It shall not be lower than the minimum wage standard set by each region.

Legal basis: Labor Law of the People's Republic of China Article 44 In any of the following circumstances, the employer shall pay the employee a wage remuneration higher than the wage for normal working hours according to the following standards: (1) If the employee is arranged to work longer hours, the employer shall pay a wage difference remuneration of not less than 150% of the wage; 2) If a worker is assigned to work on a rest day and cannot be arranged for a compensatory holiday, a wage remuneration of not less than 200 percent of the wage shall be paid; 3) If a worker is assigned to work on a statutory holiday, he or she shall be paid a wage remuneration of not less than 300 percent of his wages.

Summary. Hello dear! Calculation method of daily overtime wage: overtime wage on statutory holidays = monthly wage base days * 300% * overtime days, overtime wages are subject to individual income tax, and overtime wages are calculated in personal wages and salaries.

How to calculate overtime.

Hello dear, Zhenmo! Calculation method of overtime wages per day: overtime wages on statutory holidays = monthly wage base days * 300% * overtime days, overtime wages are subject to individual income tax, and the wages of regular shifts are calculated in personal wages and salaries.

Dear, <>

The following is the relevant legal basis for you to compile: Article 44 of the Labor Law of the People's Republic of China In the following circumstances, the employer shall pay the employee a wage remuneration higher than the wage for normal working hours according to the following standards: (1) If the employee is arranged to work longer hours, the employer shall pay the employee a remuneration of not less than 150% of the wage; 2) If a worker is assigned to work on a rest day and cannot be arranged for a compensatory holiday, a wage remuneration of not less than 200 percent of the wage shall be paid; (3) If a worker is arranged to work on a statutory holiday, he shall be paid a wage remuneration of not less than 300 percent of his wages.

Article 46 The distribution of wages shall follow the principle of distribution according to work, and equal pay for equal work shall be practiced.

Summary. Hello, it's my pleasure to answer your <>

According to your question [how to calculate overtime], the following is the result of my analysis for you from a legal perspective: "Qinqin" day overtime wage calculation method: statutory holiday overtime wage = monthly wage base days * 300% * overtime days; Overtime pay on rest days = monthly wage base days * 200% * number of overtime days.

How to calculate overtime.

Hello, very coincidental socks are honored to answer your <>

According to your question [how to calculate overtime], the following is the result of my analysis for you from a legal point of view: "Qinqin" daily overtime wage calculation method: overtime pay on statutory holidays = monthly wage base days * 300% * overtime days; Overtime pay on rest days = monthly wage base days * 200% * plus the number of days of the source shift.

Labor Law of the People's Republic of China Article 44 In any of the following circumstances, the employer shall pay wages and remuneration higher than the wages of the workers for normal working hours in accordance with the following standards: (1) Where the workers are arranged to work longer hours, they shall be paid wages and remunerations not less than 150% of the wages; 2) If a worker is assigned to work on a rest day and cannot be arranged for a compensatory holiday, a wage remuneration of not less than 200 percent of the wage shall be paid; (3) If a worker is assigned to work on a statutory leave day, he shall be paid a wage remuneration of not less than 3% of his wages. Article 46 The distribution of wages shall follow the principle of distribution according to work, and equal pay for equal work shall be implemented.

What does the company mean by giving me this.

That's what you multiply by 2 by the number of days you work overtime.

I work 12 hours a day and have 2 days off a month. Is it legal to do this on National Day?

Does multiplying by 2 count as double?

Yes, yes, it's legal, it's twice as much.

Isn't it a national holiday pressed three times.

Yes, oh, dear.

Kiss how much your salary is a month, divide it by 2, multiply it by 2, multiply it by the number of overtime days, oh kiss.

That's three times as much, oh kiss.

Is it the basic salary divided by it, or the salary at hand.

Yes, oh, dear.

Basic salary, oh dear.

Summary. For example, if an employee Wu's monthly salary is 960 yuan, and according to the current national system, the working days are days, then his hourly wage is calculated as 960 yuan, so Wu's usual hourly overtime salary is yuan; And his overtime pay for each hour on his rest day is yuan; The overtime wage for each hour on statutory holidays is RMB.

Overtime is divided by the base salary or the total amount due.

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For example, Huai Sui said that there is an employee Wu's monthly salary of 960 yuan, and according to the current national system, the working day is a day, so his hourly wage calculation method is 960 yuan, so Wu's usual hourly overtime salary is yuan; And his overtime pay for each hour on his rest day is yuan; The overtime wage for each hour on statutory holidays is RMB.

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