Is it reasonable for the factory to announce an indefinite holiday and require employees to clock in

Hello, the company can announce an indefinite holiday because of the production and operation situation, and the factory will pay the basic salary of employees during the holiday. However, it is unreasonable to require employees to clock in on time every day, because employees can no longer be required to clock in and out on time after the holidays, and if employees clock in on time, it is normal attendance.

This depends on the management system of the factory, if there is such a system, employees need to abide by it, and they can resign if they don't want to do it, which is in line with the law and regulations, and there is no problem.

The request is reasonable! The factory pays you a salary, this punch requirement is not excessive, just to prove that you are working, otherwise how to pay you a salary!

It's still more reasonable, after all, you are taking the basic salary of someone's family, and this basic salary must also have more than 1,000 yuan, and then it is normal to punch in every day, which is more reasonable.

Plausible. Although it is immoral, but people are not breaking the law, but the company can't do it, and it is consumed.

Is it reasonable for the factory to announce an indefinite holiday and require employees to clock in on time every day to get a basic salary Basically, this is the rhythm of catching people! Don't let you go to work, you have to punch in! Only the minimum wage is paid! Make it clear that you will take the initiative to resign and leave, and the company will not have to pay compensation!

It's basically the rhythm of the rush!

Don't let you go to work, you have to punch in!

Only the minimum wage is paid!

Make it clear that you will take the initiative to resign and leave, and the company will not have to pay compensation!

From the above, your factory should have no goods to do, so it will give you a holiday, so it is reasonable to be able to give you a basic salary during this period.

In fact, it is illegal to deal with absenteeism as a shift, punching in is the company's management system, and if there are other penalties, it is an internal problem of the enterprise, as long as it is not illegal, it should be respected, but the system of absenteeism is obviously beyond the scope of enterprise autonomy, so it is not legal. Article 3 of the Labor Law of the People's Republic of China Workers enjoy the right to equal employment and choice of occupation, the right to receive labor remuneration, the right to rest and vacation, the right to labor safety and health protection, the right to receive vocational skills training, the right to enjoy social insurance and welfare, the right to submit labor disputes for handling, and other labor rights provided by law.

Summary. It is not legal for an employee to forget to clock in and out of work.

It is not legal for an employee to forget to clock in and out of work.

If you just forget to clock in and go to work normally, it should not be counted as absenteeism, and the employee has the right to be paid for his work, and the employee cannot be deprived of the right to be paid because of the clock-in system. Although you forget to punch in and out, but you still provide de facto labor and normal labor, you have the right to receive the corresponding labor remuneration, and the enterprise is also obliged to pay the day's wages, otherwise it is a deduction or arrears of wages without reason.

Article 50 Wages shall be paid to the workers themselves in the form of money on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

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Summary. If there is a holiday due to the employer, the employer shall pay the living expenses.

If there is a holiday due to the employer, the employer shall pay the living expenses.

At present, the factory has been notified to have a 45-day holiday, so what is the standard for paying living expenses?

At present, the factory has been notified to have a 45-day holiday, so what is the standard for paying living expenses?

The employer shall pay the wages of the suspended employee during the suspension period in accordance with the following standards: (1) if the employee is suspended for less than one month, 80% of the employee's standard salary; (2) If work is suspended for more than one month, it shall be paid at a rate of not less than 80% of the minimum wage. Article 35 of the Regulations of Guangdong Province on the Payment of Wages stipulates that if the employer suspends work or production for reasons not attributable to the employee, and does not exceed one wage payment cycle (up to 30 days), the employer shall pay wages according to normal working hours.

If the period of payment of wages exceeds one period, wages may be paid according to the labor provided by the laborers and according to the newly agreed standards between the two parties; If the employer does not arrange for the employee to work as a worker, it shall pay the employee's living allowance at a rate not lower than 80% of the local minimum wage, and the living allowance shall be paid until the enterprise resumes work, resumes production, or terminates the labor relationship.

What if workers are paid on a piece-rate basis, at the average wage, or at the local legal minimum wage?

Let's pay it at the average wage.

So is it based on the average annual salary of an individual, or the average salary of employees on the entire workshop? By the way, are there any relevant laws and regulations.

According to Article 12 of the Interim Provisions on Payment of Wages, "if the employer suspends work or production within one week of wage payment due to reasons not attributable to the employee, the employer shall pay the employee wages according to the standard stipulated in the labor contract. If the worker fails to provide normal labor, it shall be handled in accordance with the relevant regulations of the state. "Since the company's suspension of work and holidays is not due to the employee's reason, the company should pay the employee's salary according to the standard stipulated in the labor contract within one week of the wage payment period.

In view of the fact that the company still did not provide normal labor to the employees after that, the company should "handle the return in accordance with the relevant national regulations". According to the provisions of the "Notice on Doing a Good Job in the Basic Living Security of Employees and Retirees of State-owned Enterprises" issued by the General Office of the People's Republic of China, when an enterprise has difficulties in paying wages, it shall pay the basic living expenses to its employees, and the specific standards shall be determined by each region and relevant department according to the actual situation. In principle, the required funds shall be raised by the enterprises themselves.

If the enterprise has difficulties in raising funds on its own, the competent department and the financial department shall give appropriate assistance. At present, the standard of basic living expenses should not be lower than the local minimum living allowance standard per person per month. Therefore, the company may refer to this provision to make corresponding requirements.

Has the basic salary in Guangdong Province been adjusted on the 1st of this month?

Yes. So now the factory needs to pay the basic living expenses of the employees, is it according to the original payment, or according to the latest (adjusted) standard?

It should be in accordance with the adjusted.