Hello, I am a production line employee of Mobi Technology (Xi'an) Co., Ltd. The company makes us work for 32 hours in a row without allowing us to rest.

As a production line employee of Mobi Technology (Xi’an) Co., Ltd., the company made us work for 32 hours consecutively and did not allow us to rest, which violated the relevant provisions of my country’s Labor Contract Law. Regulation.

It is recommended that you negotiate with your leader about overtime pay, etc. or make a direct complaint to the local labor department. Labor law is a law that specifically stipulates the behavioral norms between workers and employers.

Our country’s labor law clearly stipulates working hours. In Article 36, the country implements a working hour system in which workers’ daily working hours shall not exceed eight hours and the average weekly working time shall not exceed forty-four hours.

The "Labor Law of the People's Republic of China" stipulates working hours:

Article 36 The state implements a daily working time of no more than eight hours for workers, with an average of A working hours system in which working hours do not exceed forty-four hours per week.

Article 37 For workers who are paid on a piece-rate basis, the employer shall reasonably determine their labor quota and piece-rate remuneration standard in accordance with the working hours system stipulated in Article 36 of this Law.

Article 38 The employer shall ensure that workers have at least one day off per week.

Article 39 If an enterprise cannot implement the provisions of Articles 36 and 38 of this Law due to its production characteristics, it may implement other work and rest methods with the approval of the labor administrative department.

Article 41 Due to production and operation needs, the employer may extend working hours after consultation with the trade union and workers, generally not more than one hour per day; if working hours need to be extended due to special reasons, Under the conditions of protecting the health of workers, extended working hours shall not exceed three hours per day, but shall not exceed thirty-six hours per month.

Legal basis:

Article 36 of the "Labor Law" states that workers' daily working hours shall not exceed eight hours and the average weekly working hours shall not exceed forty-four hours. working hours system.

Extended information:

Detailed information of the Labor Contract Law:

1. General Principles of the Labor Contract Law:

1. "Labor Contract" The "other organizations" in Article 2 of the Law not only refer to enterprises, individual economic organizations, and private non-enterprise units within the territory of the People's Republic of China and the People's Republic of China, but also include accounting firms, law firms, foundations, and other entities registered in accordance with the law. An incorporated entity.

2. A branch company that has registered with the industrial and commercial administration department and obtained a business license can enter into contracts with employees in accordance with the law with the authorization or consent of the employer. When a branch company cannot fulfill its obligations to workers, the employer shall bear the responsibility.

3. When state agencies and social organizations recruit workers other than civil servants and civil servant management personnel, they have established a labor relationship with them and must conclude labor contracts in accordance with the law.

4. The workers referred to as labor should be over 16 years old and have not yet enjoyed basic pension insurance benefits or pensions.

5. Civil servants and personnel managed by civil servants, rural workers (except for employees of township enterprises and farmers who migrate to cities for work and business), active military personnel, nannies directly employed by families, and those who have enjoyed basic pension insurance benefits The Labor Contract Law does not apply to persons or pensioners.

6. When an employer recruits workers who maintain a full-time labor relationship with other units, it must conclude a labor contract in accordance with the law.

7. Employers who recruit veterans who choose their own careers and change jobs must conclude labor contracts in accordance with the law.

8. When an employer recruits foreigners, it must apply for a foreigner’s employment certificate and conclude a labor contract in accordance with the law.

9. When an employer recruits personnel from Hong Kong, Macao and Taiwan, it must apply for employment certificates for Hong Kong, Macao and Taiwan personnel and conclude a labor contract in accordance with the law.

1. The recruitment of workers by foreign enterprise offices in China, foreign embassies and consulates, and international organizations in China shall be handled in accordance with current relevant laws and regulations.

11. When an employer formulates, modifies or decides on rules and regulations or major matters that directly involve the vital interests of workers, it must be discussed by the employee representative conference or all employees.

Propose plans and opinions and consult with the trade union or employee representatives on an equal footing. After equal consultation with the trade union or employee representatives, the employer shall decide on the implementation of rules and regulations or major matters.

12. The head office requires its subsidiaries to implement the rules and regulations formulated by the head office in the form of a document issued by the head office. Only after the subsidiary company fulfills the procedures stipulated in Article 4 of the "Labor Contract Law" can the rules and regulations be regarded as a subsidiary company. The basis for the company’s employment management.

13. The rules and regulations or major matters decided by the employer through democratic procedures will automatically apply to newly recruited employees, but the employer must fulfill the obligation of publicity or notification.

During the implementation of rules and regulations or decisions on major matters, if the newly recruited employees think it is inappropriate, they have the right to propose it to the employer and modify it through consultation.

14. If it does not violate national laws, administrative regulations and policies, and has been announced or informed to employees, it can be used as the basis for the employer's employment management.

15. "Public announcement or notification" means that the employer's rules and regulations or decisions on major matters can be fully delivered to or communicated to workers through legally recognized means such as a manual for workers, study and training, etc.

16. The "major matters" in Article 4, Paragraph 2 of the "Labor Contract Law" refer to matters related to labor remuneration, working hours, rest and vacation, labor safety and health, insurance benefits, employee training, and labor discipline. .

As well as labor quota management and other matters directly related to the vital interests of workers.

17. If the trade union or employees believe that rules and regulations or major matters involving the vital interests of workers are inappropriate and raise opinions, the employer shall respond in writing within 3 days.