Help settle the overtime pay under the company s overtime pay

From 10/10/06 to 12/9/06, I worked for 2 months.

2 months' salary, probationary salary, 700 months, so it's 700*2=1400 deducting half a day's salary is a block (a day's salary is 700 divided by.

Probationary salary:

From 12/10/06 to 05/08/07, I worked for 5 months in 2 days.

5 months' salary, 800 months, so 800 * 5 = 4000 deduction of 2 days' wages is a block (one day's wages are 800 divided by the subtraction and 14 days of wages for the New Year (this salary is calculated together with the overtime pay later, which is subtracted here first).

Formal salary: RMB.

Then calculate the overtime pay for the New Year and 51.

Chinese New Year: 7 days a day, 5 hours a day, overtime pay is three times the usual (usually each hour wage is divided by 12 = about a dollar) So the New Year is to multiply 7 days by 5 hours multiplied by three times plus the basic salary.

New Year's salary and overtime pay: 7*5*3* yuan (Is the overtime pay for 7 days 3 times the New Year?) If so, count it as such).

May Day: The first 3 days are 3 times the salary. The last 4 days are double (usually the hourly wage is divided by 12 = about 1 yuan) So the salary of May Day is multiplied by the first 3 days by 3 hours multiplied by three times plus the next four days multiplied by 3 hours multiplied by twice as much:

3*3*3*Basic salary: 8*yuan (He undercounts you.) 468-385=83)

The total salary is: yuan.

It's time to divide me into eight. It's hard work. Some of the data is still not available.

I don't know if you count a month by days.

I am now counting the standard days in a month, which means that the number of days left in a year except holidays and public holidays is divided by 12!

If the probationary period is 700 divided by it, a day is 31 quick money. If it is official, after 800 divided by the day is almost a day. You are dividing your daily wages by working hours for one hour of probationary period. Officially, the day after is one hour!

The overtime pay on holidays is twice as much as usual, and it is twice as much as usual during the May Day period and the New Year, and your own hourly wage multiplied by the time you go to work is your overtime salary!

When settling wages, you only need to remember how many days of work and overtime you have attended, and you let the person who settles the money for you count for you, and there may be some deductions or something, and then calculate it clearly, and then make up for the mistakes, and the management regulations of each company are different. The method of calculation is also different.

Calculation standard of overtime pay: (1) If an employee is arranged to work overtime on a normal working day, he or she shall be paid a wage remuneration of not less than 150% of the employee's own salary. (2) If the worker is arranged to work on a rest day and cannot arrange a compensatory break, the worker shall be paid 200% of the normal daily wage.

3) If the employee is assigned to work on a statutory holiday, he or she shall be paid a wage remuneration of not less than 300% of the wage. Moreover, Dana shall not be replaced by compensatory leave or compensatory leave. During the seven-day holiday stipulated during the Spring Festival, overtime pay during the Spring Festival was at the beginning.

First, the beginning. The second and third days of junior high school are triple the salary, and the other four days are only twice the salary.

Legal basisArticle 44 of the Labor Law of the People's Republic of China stipulates that under any of the following circumstances, the employer shall pay the employee a wage remuneration higher than the wage for normal working hours in accordance with the following standards: (1) If the employee is arranged to work longer hours, the employer shall pay a wage remuneration of not less than 150% of the wage; (2) Where a worker is assigned to work on a rest day and cannot be arranged for compensatory leave, a wage remuneration of not less than 200 percent of the wage shall be paid; (3) Where 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.

Calculation standard of overtime pay: (1) If a worker is arranged to work overtime on a normal working day, he shall be paid a wage remuneration of not less than £150 of the worker's original salary. (2) If a worker is arranged to work on a rest day and cannot be arranged for a compensatory break, the worker shall be paid a normal daily wage of 200 yuan.

3) If a worker is assigned to work on a day next to a statutory holiday, he shall be paid a wage remuneration of not less than 300 yuan of the worker's salary. And it cannot be replaced with rest or supplemental rest. Seven days, overtime pay for the Spring Festival.

One, two, three times, and the other four days only twice. Article 44 of the Labor Law of the People's Republic of China stipulates that under any of the following circumstances, the employer shall pay the employee a wage remuneration higher than the wage for normal working hours in accordance with the following standards: (1) If the employee is arranged to work longer hours, the employer shall pay a wage remuneration of not less than 150% of the wage; (2) Where a worker is assigned to work on a rest day and cannot be arranged for compensatory leave, a wage remuneration of not less than 200 percent of the wage shall be paid; (3) Where 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.

Article 44 of the Labor Law stipulates that the standard for paying overtime pay is: if an employee is arranged to work for an extended period of time, he shall be paid a wage remuneration of not less than 150 percent of the wage; If the worker is assigned to work on a rest day and cannot arrange a compensatory break, he shall be paid a wage remuneration of not less than 200% of the wage; If an employee 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.

According to the Interim Provisions on Payment of Wages, if an employer arranges an employee to work on statutory holidays in accordance with the law, it shall pay the employee wages at a rate not lower than 300% of the employee's daily or hourly wage as stipulated in the labor contract. The current minimum wage standard in Shanghai is 2021 yuan, that is to say, the employer arranges overtime during these three days, and full-time employees can get the minimum overtime pay

2021 yuan month day 3 days 300% = yuan. This is the answer to the overtime pay calculation method.

Article 44 of the Labor Law.

Under any of the following circumstances, the employer shall pay the employee a wage higher than the employee's normal working hour wage in accordance with 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 compensatory leave, he shall be paid a wage remuneration of not less than 2% of the wage;

(3) Where 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.

Article 13 of the Circular of the Ministry of Labor on Printing and Distributing the Interim Provisions on the Payment of Wages.

If the employer arranges the employee to work beyond the statutory standard working hours according to actual needs after the employee has completed the labor quota or prescribed work tasks, it shall pay the employee wages according to the following standards: (1) If the employer arranges the employee to work longer hours beyond 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 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, but cannot arrange a compensatory break, the employer shall pay the worker a wage not lower than 200 per day 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 a wage not lower than 300 yuan of the employee's daily or hourly wage as stipulated in the labor contract. If the employer arranges to extend the working hours of the labor rubber chain that implements piece-rate wages after completing the piece-rate quota task, it shall, in accordance with the principles stipulated above, pay its wages according to the unit price of the piece-rate working hours not lower than the unit price of the piece-rate working hours of the employee.

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.

Overtime work on working days and weekends is not subject to overtime pay, but it can be compensated for time off, which is in accordance with the law and is not improper.

However, the practice of "having a lot of overtime time not compensated at the end of the year, and the company not converting it into overtime pay" violates the provisions of Article 44 of the Labor Law and infringes on the legitimate rights and interests of employees, which is unacceptable.

Overtime pay shall be calculated at multiple of the daily hourly wage.

The calculation of overtime pay is clearly stipulated in the national labor law.

Article 44 Under 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 the working hours of the arranged-type waiter are extended, the wage remuneration shall not be less than 150 percent of the wage;

(2) Where a worker is assigned to work on a rest day and cannot be arranged for compensatory leave, 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% of his wages.