How to write an application for overtime during holidays?

Question 1: How to write the written document of overtime pay requirements for national statutory holidays? Complainant: Xiao Wang, male, Han nationality, address: Sichuanese, ID number: xxxxxxxxxxx, employee of the company.

Defendant:

Address:

Legal Representative: Chairman of the Board of Directors.

Requested items:

L, the defendant was sentenced to pay economic compensation of 1998 yuan from March 9 to June 30, 2004, and another economic compensation of 3,250 yuan (650,050%), totaling 9,750 yuan;

2. The defendant was sentenced to pay the Appellant 7,384 yuan for overtime pay on Sunday and 8,537 yuan for overtime pay on holidays 1 153 yuan from July 2002 to the termination of the contract;

3. The defendant was sentenced to pay 30,000 yuan for overtime pay for night shift security guards;

4. Judge the defendant to pay the pension, unemployment and work-related injury insurance fees since he joined the company;

The arbitration fee of this case shall be borne by the defendant.

Facts and reasons:

Plaintiff 1998 joined defendant on March 9, 1998. The defendant was originally a state-owned enterprise with the name of Guangzhou Hua Mao Sugar, Tobacco, Liquor and Food Company. After 2000, it was restructured into a non-public enterprise with full shareholding, and the company was renamed Guangzhou Qianjia Sugar, Tobacco, Liquor and Food Co., Ltd. Since 1998, the complainant and the company have signed a one-year labor contract with six copies for six years. The annual signing time is: June 2nd 1998, July 2nd 1999, July 26th, 2000, July 3rd1,2002 and August 25th, 2003.

See evidence 1 (agreement in sextuplicate) for the signing time and relevant contents of the contract. The agreed monthly salary is 900 yuan, and the actual salary paid is 1 1,000 yuan. See evidence 2 (the complainant's salary passbook). After the contract, the complainant worked day and night for the defendant, from 8 am to 5 pm every day, and was on duty the rest of the time. After signing the contract, the complainant stuck to his post during the daytime working hours and completed the tasks agreed in the contract, that is, buying food, cooking, cleaning the office of the company, three bags in front of the door, providing security for the company during the day, sending and receiving letters and newspapers, etc.

Be on duty in the company at night to protect the safety of company property and documents. From March 9, 1998 to June 30, 2004,/kloc-0, the complainant didn't take personal leave or sick leave, and worked day and night in the defendant's office, acting in full accordance with the contract without any complaints. However, around June 28th, 2004 1 1, Wu Xiaolian, the chief of the defendant's personnel and security department, verbally and suddenly informed the complainant to work until June 30th, and leave on July 1.

As the contract period did not expire, the complainant went to Wu Mou the next day and asked for a written notice. Later, Wu Mou was busy with his work, so he didn't give an explanation for canceling the contract. The plaintiff later found the defendant's general manager, Miss Ma. Because there was no room for discussion, at the complainant's repeated request, Mai Cai wrote a handwritten "notice" to terminate the labor relationship with the complainant in written form. The full text of the Notice is as follows: "I am sorry to announce that our company has laid off employees due to poor economic benefits and too many employees. Qianjia July 2004 1 day (see evidence 3). The complainant must leave the company before July 1 2004.

However, immediately after the incident, the company hired two employees to undertake the work done by the complainant alone. At this point, the complainant finally found that the defendant had other purposes to terminate the contract with the complainant in advance. At the same time, it can also be explained that the complainant's original job is seriously overloaded, so it is legal and reasonable that it should be done by two people, and the complainant has reason to get two salaries. Regrettably, however, the complainant has worked for the defendant for six years. In addition to starting to receive overtime pay, he has never received overtime pay in the last four years, and he has never received an overtime job. Undoubtedly, the respondent refused to terminate the contract and ignored the rights of employees, which made the complainant feel extremely sad.

In the past six years, the complainant has actually worked overtime on sundays for a total of 30 1 day (the calculation method is (365 days-10 legal holidays-20 days holidays agreed in the contract) ÷7× 1×6+(30 days × 3+22 days -3 legal holidays-/kloc) Overtime for 60 days on legal holidays (6 years × 10 days/year). And as long as the complainant goes to work, then the complainant becomes the defendant's employee and is on duty at night.

The complainant thinks that the defendant and the complainant ..... >; & gt

Question 2: I forgot to report my employees to work overtime. How can I write the reasons for applying for overtime? My 50-point salary is piece-rate salary. I work 15 hours every day, and I don't rest on Saturday and Sunday. What I want to ask is whether there is overtime pay for working more than 8 hours normally, and whether there is overtime pay on Saturday and Sunday. Can you list the legal basis and where it comes from? It is best to explain it in detail, please.

Question 3: Voluntary overtime on legal holidays is not overtime pay. Leave application commitment letter cannot be replaced by leave. You have to pay three times your salary. The commitment letter is simply a piece of waste paper.

Question 4: How to write the application for overtime pay during the Spring Festival? The practice of our company is to give you three times overtime pay as long as you go to work on all holidays. If you pay overtime, you won't be given compensatory time off, and you will be paid back a few working days less.

Question 5: How to write New Year's Day for Tomb-Sweeping Day's overtime application? There are 65,438+0 days (Spring Festival 65,438+0 days), 3 days in Tomb-Sweeping Day (Lunar New Year's Eve, the first day of the first month and the second day of the first month), 65,438+0 days (Labor Day in Tomb-Sweeping Day) and 65,438+0 days (May 65,438). Holiday 1 day (the day of the Mid-Autumn Festival in the lunar calendar) National Day, holiday for 3 days (10, 1, 2, 3 days) According to the published national statutory holiday adjustment plan, the main contents of the adjustment include: 1. The total number of national statutory holidays increased by 1 day, that is, from the current 10 day to 65400 days. Second, adjust the schedule of national statutory holidays: New Year's Day holiday 1 day unchanged; The Spring Festival holiday will remain unchanged for 3 days, but the start time of the holiday will be adjusted from the first day of the first lunar month to New Year's Eve. "May 1" International Labor Day was adjusted from 3 days to 1 day, a decrease of 2 days; The "Eleventh" National Day holiday will remain unchanged for 3 days; Tomb-Sweeping Day, Dragon Boat Festival and Mid-Autumn Festival are added as national statutory holidays, each 1 day (the first month of the lunar calendar is closed in the leap month).

Question 6: Write the overtime application form directly.

Let the leaders approve.

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Question 7: The company requires employees to write overtime application forms on legal holidays, but they are not given overtime pay. Company, right? What should I do? If the company has signed a formal labor contract in accordance with the labor law (some small companies or companies do not follow the labor law), then it is definitely illegal to do so. You can refuse such a request. If you work overtime but don't get overtime pay, you can communicate with the company. If communication fails, you can seek help or mediation through relevant local departments.

Remember to adopt

Question 8: Commitment letter, you need to write a commitment letter of voluntary overtime. Entry undertaking

Shenzhen XXXXXX Company adheres to the law-abiding operation and regards it as one of the company's operating principles. In the course of business operation, the laws and regulations of our country shall be implemented, and children under the age of 16 shall not be recruited. My name: age: one year old:, ID number: to ensure that the submitted identity documents are true, legal and valid, and the academic certificate is a series of national academic certificates, and to ensure the authenticity and validity of the certificate. If it is false or untrue, I will bear the following responsibilities:

1. I agree that Shenzhen XXXXXX Company has the right to unilaterally terminate the labor contract with me, and will not bear any compensation liability;

2. The company has the right to report the case to the public security organ according to Article 280 1 of the Criminal Law of China, and shall be investigated for the crime of forging the company according to law.

Crime of sealing up enterprises, institutions and people's organizations;

3. I confirm that Shenzhen XXXXXX Company did not charge me any referral fee when recruiting;

4. I guarantee that I have reached the age of 16 and meet the legal working age, and the above information is true. If it is false, I am willing to accept it.

Bear all legal responsibilities.

Signature of Guarantor (by handprint):

ID number:

Date:

Question 9: The official calculation method of overtime pay in overtime table format.

Basic calculation of overtime pay

Overtime pay at night is 65438+ 050% of my salary, 200% on weekends and 300% on national holidays. But this is only the proportion stipulated by the state, and the key to the amount of overtime pay is the salary base.

The base of overtime pay for employees can be determined through consultation between the enterprise and the employees, otherwise, the enterprise shall determine it according to the wages due to the employees' normal labor. The salary base for an enterprise to calculate overtime pay shall first be determined according to the salary standard corresponding to the employee's post as agreed in the labor contract. If there is no agreement in the labor contract or collective contract, the employee representatives can negotiate with the employer through collective wage negotiation, and the result of the negotiation should be a collective wage agreement (if the employer is approved to implement the flexible working hours system, the above provisions will not be implemented). If there is no agreement between the employer and the employee, the calculation base of holiday salary shall be determined according to 70% of the employee's monthly salary for normal attendance. The daily wage is calculated by dividing the base by the monthly average system working days of 20.92 days.

Make up vacation or pay overtime?

The Labor Law stipulates that if workers are arranged to work on rest days, but the main shaft cannot be arranged to rest, they shall be paid no less than 200% of their wages. It can be seen that after working overtime on rest days, enterprises can arrange compensatory time off first. If compensatory time off cannot be arranged, they will only pay overtime pay not less than 200% of their wages. In other words, after working overtime on weekends, it is up to the enterprise to decide whether to arrange compensatory time off or pay overtime, and employees have no choice. According to the provisions of relevant laws and regulations, the overtime wages that the employer must pay are limited to ordinary nights and national legal holidays. National Day has a total of seven days off, but according to the current national regulations, only 10, 1, 2 and 3 are national legal holidays, and the remaining four days are changed from the previous weekends to weekends. Therefore, overtime work on 1 ~ 3 is a national holiday, and overtime pay must be paid (calculated by 300%). The other four days are weekends, and the enterprise decides whether to arrange compensatory time off or pay overtime.

Four kinds of overtime work that cannot be refused

Under normal circumstances, overtime requires the consent of the workers, but the law also stipulates that overtime is required in the following four situations, and it is not necessary to seek the opinions of the workers.

● Natural disasters, accidents or other reasons seriously threaten people's safety, health and state property and need urgent treatment;

● Production equipment, traffic lines and public facilities are out of order, which affects production and public interests and must be repaired in time;

● During the shutdown period of legal holidays or public holidays, equipment must be overhauled and maintained;

● In order to complete the national defense emergency task, or other emergency production tasks arranged by the superior outside the national plan, as well as commercial and supply and marketing enterprises in the peak season. ...

You can report directly to the labor inspection department of the local labor bureau.

Question 10: How to apply for rest days and overtime pay? Because of family financial difficulties, retired employees subsidize their families, work outside the home and work by the hour. They work 12 hours a day and they work 24 hours a day. There is no rest day, and employees will have another day off after legal holidays. Their jobs are stable and they get paid by the month. They obey the management of the enterprise, and they don't do it or not. Can you ask the court to extend the working hours and overtime pay on holidays and rest days?