How do you think the 996 working system should be effectively controlled?

We can understand that the labor law has made relevant provisions on standard working hours, and the 996 working system should violate the labor law, so it is really necessary to formulate rules and regulations to control the 996 working system. The 996 working system is a working system in which employees work from 9: 00 a.m. to 9: 00 p.m. and work six days a week, that is, excluding lunch and dinner breaks, employees work 65,438+00 hours a day and 60 hours a week. This severity has exceeded the time stipulated in the labor law. How should the enterprise pay overtime pay 1, irregular working system: if the work exceeds 40 hours per week, the unit needs to pay overtime pay. "The flexible working hours system is implemented, and the working hours are not limited by the daily extension time standard and the monthly extension time standard stipulated in Article 4 1 of the Labor Law. There is no fixed time limit for employees to go to work every working day, but if the overall working hours exceed the 40-hour working week stipulated by the labor law (no more than 166 per month). 64 hours), the unit shall pay overtime pay. " The implementation of flexible working hours system does not mean that employers can arrange employees' work at will, but violates the provisions of the Labor Law on working hours. The employing unit shall arrange the work of employees according to the working hours of standard working days. If the overall working hours of employees exceed 40 hours per week as stipulated in the Labor Law, the unit shall pay overtime wages; In addition, if you work on legal holidays, the unit will pay no less than 300% of the salary. If the employing unit implements the irregular working system, the employees shall, in principle, work 8 hours a day on average, with at least a weekly rest 1 day. 2. Exceeding the statutory total working hours: the unit pays overtime pay, which is not less than 150% of the salary. For the system of comprehensive calculation of working hours, the period of calculating working hours by the employer is not in days, but in weeks, months, quarters and years. That is to say, if the actual working hours on a specific day (or week) in a comprehensive calculation period exceed 8 hours (or 40 hours), but the total actual working hours in the comprehensive calculation period do not exceed the total legal standard working hours, overtime is not counted, employees work on public holidays, and the unit does not need to pay 200% overtime pay. If the total working hours of employees during this period exceed the total legal standard time, the unit shall pay overtime pay not less than 150% of the salary; At the same time, employees who work on statutory holidays are regarded as overtime, and the unit should pay no less than 300% of the salary. 3. No matter what kind of working hours system the unit adopts, if workers are arranged to work on statutory holidays, they shall be paid no less than 300% of their wages.