What should employees do if they don't have a holiday during the Dragon Boat Festival?

Article 44 of the Labor Law clearly stipulates that if workers are arranged to work on statutory holidays, they will be paid no less than 300% of their wages.

The provisions of this clause are very clear. If workers are arranged to work on statutory holidays, they can only pay no less than three times their wages, and they cannot be solved by taking compensatory holidays or other alternative ways.

It is illegal for companies not to pay overtime wages on legal holidays, especially listed companies. Failure to act in accordance with the law will affect the company's reputation, and the capital market may react, thus affecting the company's share price.

Grasping the unit is afraid of affecting the reputation, and workers can solve the problem through complaints. There are two kinds of complaints: complaining to the labor inspection department; Complain to the unit trade union. If the illegal circumstances are true, the labor inspection department may issue a notice to the illegal unit to order correction, and the unit with serious illegal circumstances may also be subject to labor administrative punishment;

The trade union is an organization that protects the rights and interests of employees in this unit. In principle, it represents the interests of employees. If employees complain about overtime pay, the trade union should negotiate with the unit on behalf of employees.

Extended data

The issue of overtime pay belongs to the category of labor disputes, which can be arbitrated. The Labor Dispute Mediation and Arbitration Law stipulates that the limitation period for applying for labor dispute arbitration is one year. The limitation period for arbitration shall be counted from the date when the parties know or should know that their rights have been infringed.

However, workers are under the management of the unit, and it is inevitable that they will have concerns when they are on the job. Lawmakers have also considered this situation. It is specially stipulated that if there is a dispute over the arrears of labor remuneration during the existence of labor relations, the laborer's application for arbitration is not limited by the one-year arbitration limitation;

However, if the labor relationship is terminated, it shall be proposed within one year from the date of termination of the labor relationship. Therefore, there is no need to be afraid of making things difficult for the unit. Arbitration is valid for one year from the date of resignation.