讲唐 | 第84讲企业如何管理适用不定时工时制员工？

贾律师 2017-05-22

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企业如何管理适用不定时工时制员工？

第84讲 | 专业视角实务分享

来自启盛讲唐

00:00 04:49

启盛讲唐

How to Effectively Manage Employees under the Non-Fixed Working Hours System

Overtime Management

The non-fixed working hours system (NFWHS) generally refers to a special working hours system implemented for employees whose work cannot be measured by standard working hours or who need to work flexibly due to production features, special need for work or scope of duty. Under the NFWHS, employees are no longer entitled to a pay for overtime work performed on work days or rest days, and whether they are entitled to a pay for work performed on statutory holidays depends on the local regulations. According to Article 13 of the revised Measures for the Payment of Wages by Enterprises in Shanghai Municipality, which has taken effect as of 1 August 2016, where a NFWHS is implemented for an employee with the prior approval of the competent human resources & social security administrative department, and the employer requires such employee to work on statutory holidays, the overtime pay shall be no less than 300% of the employee's daily or hourly wages. Employees under the NFWHS (especially executives) usually receive relatively high wages. The employer shall therefore strengthen overtime management over such employees. In particular, a written application shall be required for overtime work on statutory holidays, an express reason for the same shall be given, and no work may be commenced on statutory holidays unless a written approval is secured from the employer.

Attendance Management

As mentioned above, NFWHS is a kind of special working hours system that applies to employees whose work cannot be measured by standard working hours or who need to work flexibly. Enterprises generally shall not impose the same attendance requirements on the said employees as those under the standard working hours system. However, that doesn't mean there shall be no attendance check. In order to facilitate work management and communication, enterprises would better not let the employees who are under the NFWHS work at home. Instead, such employees shall be required to work in the office unless they have field assignments.

Itinerary Management

Employees under the NFWHS, such as senior executives and salesmen, may need to go out for visiting clients, discussing cooperation issues or promoting products. In practice, we found that some employees under the NFWHS took advantage of the opportunities to go out for personal affairs or go on travels or didn’t promptly contact the employer. In consequence, business opportunities were lost. Therefore, employees under the NFWHS shall be required to submit a written itinerary and report truthfully to the employer before they go out.

如何有效管理适用不定时工作时员工

加班管理

不定时工时制，一般是指是针对因生产特点、工作特殊需要或职责范围的关系，无法按标准工作时间衡量或需要机动作业的职工所采用的一种工时制度。适用不定时工时制的员工，不再有延时加班工资与休息日加班工资，但能否获得法定节假日加班工资，各地口径不同。根据2016年8月1日正式施行的新版《上海市企业工资支付办法》第十三条之规定，经人力资源社会保障行政部门批准实行不定时工时制的劳动者，在法定休假节日由企业安排工作的，按照不低于劳动者本人日或小时工资的300%支付。不定时工时制的员工，特别是企业高管，薪资待遇较高，企业应加强加班管理，法定节假日需加班的应提交书面申请，明确加班事由，经企业书面批准的方可于法定节假日加班。

出勤管理

如前所述，不定时工时制是一种“无法按标准工作时间衡量或需要机动作业”的特殊工时制度，所以一般，企业不宜按照标准工时制对适用不定时工作制的员工每天进行考勤管理，但这不代表企业不能对前述员工进行出勤管理。对于适用不定时工作制的员工，为便于工作管理和沟通交流，企业最好不要放任其在家办公，在没有外勤任务时，应要求其在办公室办公。

行程管理

适用不定时工时制的员工，如高管、销售员等，需要外出拜访客户、洽谈合作、推销商品等。实务中，曾发现有的员工借机外出办私事，甚至旅游度假，或者外出而未通报，以至于企业无法及时与其沟通，贻误商机。故企业应要求适用不定时工时制的员工于外出前，提交书面的行程单，如实向企业汇报。