996, 715, 007... A series of codes appear frequently on the Internet, pointing to the phenomenon of overtime. For the sake of workers' "decent work and happy life", since March, many provinces have carried out centralized rectification of overtime work and said no to "996". How about the remediation effect? How to correct abnormal overtime?
Reporter: Chen xuyangna editor: Yuan Bixia
Overtime work in multiple places
On February 23, Wu, a 28 year old Internet engineer, died of a sudden illness in the company after ineffective rescue; On February 4, "sudden death of an employee on duty during the Spring Festival of a station" boarded the hot search... The frequent sudden death news repeatedly pushed the problem of "overtime" on the Internet platform to the public.
Since March, the human resources and social security departments of at least nine provinces and cities, including Beijing, Shandong and Hubei, have issued centralized notices, focusing on enterprises in key industries prone to overtime and focusing on the investigation and rectification of overtime.
On March 29, the Beijing Municipal Bureau of human resources and Social Security announced six major labor security violations, two of which involved illegal extension of workers' working hours. The reporter visited a number of Internet companies and found that some companies have cancelled the "996" and "big and small week" systems, some have been on-line to work continuously for 4 hours, some require employees to leave work on time, and some take compensatory leave for overtime employees.
An employee of an Internet enterprise told banyuetan that the company does not require employees to work overtime, but the situation of each business department is different. If they have to work overtime to complete tasks on weekends in case of large projects or special circumstances, employees can take time off, but there is no overtime pay.
Three blocking points
In the interview, a number of respondents said, "as a workplace person, I don't object to overtime, but to the abnormal overtime culture". It is understood that at present, there are the following three ways to manage overtime and blocking points.
Blocking point 1: labor relations are not clear, and the new business group "can't say" overtime.
Zhou Jinglong, a delivery boy, said that although the online platform will remind him to rest for more than 10 hours every day, under the pressure of life, in order to work more, he still went out at 8 o'clock early and came home at 10 o'clock late. "There is no overtime in our business.". Industry experts believe that at present, many new forms of employment groups have not established clear labor relations, working hours have not been clearly stipulated, and the effect of special inspection is relatively weak, which are not conducive to the protection of the health rights, labor rights and other legitimate rights and interests of employees in new forms of employment.
Blocking point 2: the struggle culture is one-sided "guidance", and overtime is more hidden.
Some interviewees told banyuetan that many enterprises have a deep-rooted idea of "working overtime is glorious", and accepting overtime has become a helpless choice for employees not to be eliminated. An Internet enterprise employee said that the enterprise linked the performance evaluation with overtime and deducted the performance points "reasonably" according to the company's system; Some even eliminate employees based on the length of working hours, "not working overtime is judged to damage the company". In addition, some respondents said that at present, Internet companies "do not work overtime, indicating that the company's efficiency is not good".
Blocking point 3: the boundary between negotiated overtime and forced overtime is not easy to define.
In the interview, many respondents said they hoped to improve their lives by working overtime to generate income. So, can you work overtime after overtime? Wang Xuefei, an associate professor at the research center of human capital and labor economy of the Central University of Finance and economics, said that the law stipulates that overtime can be negotiated, and it is illegal to work more than 36 hours a month; Enterprises cannot force or imply employees to work overtime. It should be emphasized that compulsory overtime is the bottom line problem, and overtime income generation is the online problem, which should be distinguished.
Governance must be done for a long time
Rome wasn't built in a day. It takes a long time to manage the abnormal overtime culture.
First of all, we should deal with the balance between management and care. Li Chang'an, a professor at the National Institute of opening up of the University of international business and economics, said that China's labor working hour system has three types: standard working hour system, irregular working hour system and comprehensive working hour system. The regulatory authorities can take laws and regulations as the yardstick, open the door for enterprises to apply for special working hours, and better balance the relationship between the labor market while stimulating the vitality of enterprises and ensuring the main body of the market.
Secondly, expand the supervision, reporting and rights protection channels of employees. In view of the group characteristics of overtime work, experts suggest exploring ways of public interest litigation, paying attention to the organizational strength of trade unions and industry associations, discussing the possibility of linking industrial injury insurance with overtime work, and increasing the illegal cost of enterprises.
In addition, enterprises should be guided to cultivate a people-oriented cultural atmosphere. Wang Xuefei said that at present, the development of Internet companies has ushered in a new situation and faced new challenges. They should comply with the needs of employees for "decent work and happy life", improve the labor relations system, create a good atmosphere for healthy work, improve employees' labor efficiency and innovation ability, and benefit enterprises for a long time.