Enterprises would rather pay overtime wages than recruit new people?

There are many reasons why enterprises would rather pay overtime wages than recruit new people, mainly considering cost and enterprise benefit.

First of all, it costs more to recruit new employees.

Usually, the cost of an employee includes: the salary of the work he has completed; Wages for paid time without work; Bonuses and tips; Daily meals and other expenses; Housing expenses (or housing accumulation fund) borne by enterprises due to work needs; Enterprises need to pay social insurance fees for employees; Expenditure of employees on vocational training, welfare services and miscellaneous expenses, such as transportation expenses, work clothes and labor insurance supplies, health recovery and taxes as labor costs, as well as management expenses borne by employees.

Therefore, when the enterprise recruits every new employee, it means that the timer of the new cost of the enterprise begins to start, and the use of old employees to work overtime basically does not need to bear other expenses except paying overtime.

Second, there are too many uncertainties in recruiting new employees.

In many job seekers, the quality can only be determined by the manager of the personnel department, and judging the quality of an employee can not be determined in a short time. It is only based on the initial impression and the information at hand to decide whether to hire, so that the newly hired employees will bring uncertainty to the enterprise.

Third, old employees, especially skilled employees, have very different tasks from recruiting new employees.

New employees need a process of understanding the enterprise, the working environment is unfamiliar, and the work content needs to be familiar. The specific work ability is usually not as skilled as the old employees, and the efficiency of completing the work is low. Coordination with colleagues also needs a process.

Fourth, it is necessary to train new employees, and the production task is difficult to guarantee.

New employees are usually unfamiliar with their jobs, and enterprises need to train them to be familiar with them, which not only increases costs, but also may affect production tasks and progress.

Five, through overtime, improve the treatment of employees, to provide protection for retaining employees.

In many cases, it is not always necessary to work overtime, and it is necessary to arrange short-term overtime to cope with the recent heavy production tasks. Once it is normal, employees don't need to work overtime, so if the production tasks are reduced after recruiting new employees, there is no need to worry about resettling employees.

The above are the main unfavorable factors brought by recruiting new employees to enterprises, so in the case of heavy production tasks, enterprises usually consider arranging employees to work overtime instead of recruiting new employees.

Of course, enterprises should be happy with the following factors when considering overtime pay instead of recruiting new employees:

1. Does the overtime cost exceed the recruitment of new employees?

Cost can not be saved by working overtime, because overtime usually requires more overtime, especially on holidays. China's relevant laws and regulations have specific provisions on overtime pay standards, which need to be implemented by enterprises.

(1) Eight-hour bonus:1Article 3 of the Regulations on Working Hours of Employees in the State Council, which came into effect on May, 19951,stipulates: "Employees work 8 hours a day and 40 hours a week." Therefore, if workers are arranged to work more than 8 hours a day, they should pay overtime wages in accordance with the first paragraph of Article 44 of the Labor Law, that is, overtime wages should not be lower than150% of wages;

(2) Overtime on rest days: If workers are arranged to work on rest days, overtime pay shall be paid in accordance with the provisions of paragraph 2 of Article 44 of the Labor Law, that is, overtime pay shall not be less than 200% of wages.

(3) Overtime on legal holidays: According to the latest labor law, workers in China enjoy legal holidays for one year. Where workers are arranged to work on statutory holidays, overtime pay shall be paid in accordance with the third paragraph of Article 44 of the Labor Law, that is, overtime pay shall not be less than 300% of their own salary.

(IV) Overtime in piece-rate wages: According to Article 13 of the Interim Provisions on Wage Payment: "If the employer arranges to extend the working hours after completing the task of piece-rate quota, the wages for the workers who implement piece-rate wages shall not be less than 150%, 200% and 300% of the piece-rate unit price of their legal working hours. If the comprehensive working hours system is implemented with the approval of the labor administrative department, if the comprehensive working hours exceed the legal standard working hours, it shall be regarded as an extension of working hours, and the wages for extending working hours shall be paid to the workers according to these regulations. Workers who implement irregular working hours do not implement the above provisions. "

Therefore, when arranging overtime, enterprises should comprehensively consider overtime costs to avoid rising costs instead of falling.

Usually, if the production task of an enterprise is heavy and the number of employees is insufficient for a long time, the recruitment of new employees will fundamentally solve the dilemma and bring stamina to the operation of the enterprise.

Second, whether just using overtime without recruiting new employees will adversely affect the development of enterprises.

Usually, new employees will also bring many benefits to enterprises. Generally speaking, new employees bring fresh blood and vitality to the enterprise, have active thinking, dare to think and do, have positive motivation and bring lively elements to the enterprise culture.

On the other hand, the development of enterprises needs to establish a talent plan and reserve talents to avoid the shortage of talents caused by brain drain or gradual retirement of employees.

Third, whether overtime is legal.

Overtime is not unlimited, even if it is paid. It is illegal to work overtime beyond the time stipulated by the state. China labor law stipulates:

Article 36 The state practices a working-hour system in which laborers work no more than eight hours a day and no more than 44 hours a week on average.

Article 38 The employing unit shall ensure that workers have at least one day off every week. ?

Article 39 If an enterprise is unable to implement the provisions of Articles 36 and 38 of this Law due to its production characteristics, it may take other measures for work and rest with the approval of the labor administrative department. ?

Article 41 The employing unit may, due to the needs of production and operation, extend the working hours after consultation with the trade unions and laborers, which shall generally not exceed one hour per day; If it is necessary to extend the working hours for special reasons, the extended working hours shall not exceed three hours a day and thirty-six hours a month under the condition of ensuring the health of the workers.

Therefore, enterprises should abide by the law when working overtime.