How Far Is The Paid Vacation?

During the statutory holidays, people have become the peak of travel.

Just after the Mid Autumn Festival holiday, the city again appeared traffic flow, passenger flow "blowout", tourists "get together" phenomenon.

In this regard, some experts pointed out that paid annual leave can not only avoid people in small holiday, golden week concentrated travel, but also allow employees to enjoy more flexible.

Let the holidays be more flexible.

However, since the announcement of the regulations on paid annual leave for workers in 2008, for most workers, paid annual leave still falls on paper, and private customized holidays are still scarce.

Data show that 58% of the respondents did not enjoy paid annual leave, of which 50% of respondents although the unit has paid annual leave system, but the implementation rate is low, poor implementation, and did not enjoy paid annual leave.

This year, the Tianjin Federation of trade unions, in order to encourage employees to take paid leave, carry out the activity of "I pay for your vacation" activities. This is also one of the ten practical tasks of the Federation of trade unions for staff and workers.

The Municipal Federation of trade unions invested 1 million 800 thousand yuan. According to the way of online registration, according to the proportion of the number of cardholders, the advanced personages and front-line workers who worked in the Beidaihe labor sanatorium and the Jizhou training center at the City Federation of trade unions and the Jizhou training center were subsidized according to the standard of 120 yuan per person per day.

Up to now, there are 1800 advanced workers and first-line workers in sanatorium in Beidaihe.

In addition, on the basis of fully investigating and listening to the staff's opinions, the thirteen trade union of China's Hydropower Bureau added the relevant provisions of the national statutory leave system in the proposed collective contract in 2012.

The specific implementation rules are fully implemented in accordance with the national implementation measures for paid annual leave for enterprise employees, and are discussed and approved by the staff congress.

"I went to Hainan with my family on holiday this year to avoid the peak of holiday tourism and feel very relaxed."

Ms. Wang, who worked as an accountant in public institutions, said, "I have worked for 12 years, and I have 10 days' paid vacation in one year. The paid vacation system of the unit has been implemented very well, and I can apply for paid annual leave according to my actual working conditions."

However, Xiao Zhang, a worker in a private enterprise, mentioned the paid vacation and said with a helplessness: "I have worked in the company for 5 years. I have never enjoyed paid vacation, nor have I paid any compensation for annual vacation pay. I dare not ask the manpower department. In case of letting the boss know, it will also affect future development."

According to a survey conducted by the China Youth Daily Social Survey Center, less than half of the respondents were paid vacation, and 50.4% said they did not take paid vacation.

On the specific unit character, 74.3% of people thought that the implementation of paid vacation was the worst in private enterprises, followed by individual businesses.

In addition, workers in labor-intensive enterprises often voluntarily give up their vacation due to their own income and future.

Zhang Qiang is a first-line operator in an electronic product company. His salary is calculated according to the "basic wage + Royalty".

Referring to annual leave, he said: "the company has paid annual leave system, but I have almost no vacation with my colleagues. If I choose to take an annual leave in a month, then the full attendance award will not affect the monthly check and income."

However, like Zhang Qiang's unit, many workers are unwilling to exchange their holidays at the expense of salary and give up their right to leave.

According to the year of paid employees

"Article fifth stipulates that units can not arrange employees to take leave of absence because of their work needs. If they agree, they can not arrange annual leave for employees.

The number of days off should be paid by the worker, and the unit shall pay the annual leave pay in accordance with 300% of the wage income of the worker's day.

However, in reality, this regulation has been ignored by some employers, especially small and medium-sized private enterprises, and workers have chosen to remain silent for various reasons in the face of labor infringement.

Reporters interviewed learned that the main reason why private enterprises did not take paid vacation is that businesses and employees are fighting economic calculations: companies are unwilling to increase labor costs, and fear production is affected, and employees worry about income reduction.

Gu Yanyan, Minister of labor and legal affairs of Tianjin beat water law firm, said that in recent years, the appeals for paid leave of employees were basically the contents of the labor dispute cases in recent years.

That is to say, the implementation of the paid vacation is not in place, most of the workers have given up their rights and dare not protect their rights. Most of them are those who have resigned or are going to leave their posts. The employees on the job have voluntarily abandoned the right to take the legal leave of absence on account of their worries about unemployment or their own development and promotion.

In addition, Gu Yanyan introduced, in addition to the existing law, there is still a vague definition of the legal liability of the employer not implementing the annual leave with pay. The illegal cost of employing units is relatively low.

Labor supervision departments do not have enough supervision. Therefore, some small and medium-sized private enterprises generally do not take the initiative to ask employees to take annual leave.

The reporter has learned that the sixth regulations and second regulations of the regulations on paid annual leave for workers include: the trade union organizations shall safeguard the employees' annual leave right according to law.

Therefore, the trade union should formulate the implementation rules of the annual paid vacation system in the form of workers' Congress and so on, and play a bridge role in the process of consultation between the employers and employees in the paid annual leave. Once the dispute arises between the employers and the employees, the trade union should actively mediate such disputes.

Taking into account the particularity of the construction of hydropower industry, most workers choose to take paid annual leave to the rainy season and winter construction season, and rest with other statutory holidays.

In order to ensure the implementation of paid annual leave, every year, the trade union at all levels of the company conducts special surveys on satisfaction surveys during the investigation and staff representatives' inspection.

Lang Baoguo, vice chairman of the company's trade union, explained that every year, about 80% of employees can take paid leave, whether they are overseas, overseas or in Tianjin.

For various reasons, the company will pay the corresponding wages according to the state regulations.

"Over the past few years, companies have never occurred because their employees can not take paid annual leave, leading to emotional instability or complaints to the trade unions. The implementation of paid annual leave system has greatly improved their enthusiasm for work.