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員工按照企業規章制度按時上下班、提供勞動、接受企業管理、獲得勞動報酬，是員工關系的履行常態。然而，在企業用工管理過程中，亦存在員工關系的非正常履行，本文從員工待崗的廣義角度，探討企業如何支付工資。

工(gong)傷員工(gong)待崗：員工(gong)在工(gong)作(zuo)時(shi)間、工(gong)作(zuo)場(chang)合，因(yin)工(gong)作(zuo)原(yuan)因(yin)受到傷害的(de)，屬于工(gong)傷，以及其他視(shi)同(tong)工(gong)傷的(de)情(qing)形，法(fa)律賦予了(le)工(gong)傷職(zhi)工(gong)停(ting)工(gong)留薪(xin)期待遇。停(ting)工(gong)留薪(xin)時(shi)，原(yuan)工(gong)資福利待遇不變(bian)。

約定(ding)停(ting)薪留職：在(zai)員(yuan)工(gong)關系履(lv)行過(guo)程中，由于(yu)員(yuan)工(gong)自身(shen)原(yuan)因，致使長時(shi)間不能到崗(gang)履(lv)職，與企業約定(ding)，保留崗(gang)位，暫停(ting)工(gong)資(zi)(zi)待遇(yu)。在(zai)此情況下，勞資(zi)(zi)雙方常常落實(shi)為書(shu)面的(de)停(ting)薪留職協議，以(yi)明示雙方勞動權利義務關系。

法(fa)定情(qing)形調(diao)崗(gang)：《勞動合(he)同法(fa)》賦予企(qi)業法(fa)定情(qing)形調(diao)崗(gang)權(quan)，如員(yuan)工(gong)(gong)不(bu)勝任工(gong)(gong)作的(de)，企(qi)業享有調(diao)崗(gang)權(quan)；員(yuan)工(gong)(gong)醫療(liao)期滿(man)后(hou)不(bu)能(neng)從(cong)事(shi)原工(gong)(gong)作的(de)，企(qi)業享有調(diao)崗(gang)權(quan)。在(zai)企(qi)業行(xing)使法(fa)定情(qing)形調(diao)崗(gang)權(quan)時，員(yuan)工(gong)(gong)未到新崗(gang)位履職，進而出現待崗(gang)行(xing)為的(de)，企(qi)業基(ji)于其未提供實際勞動，無需(xu)支付工(gong)(gong)資。

用工(gong)自(zi)主權(quan)調(diao)崗(gang)(gang)：除上述法定情形調(diao)崗(gang)(gang)外，在企業實際用工(gong)過程中，基于生產經營需要，可以合(he)理調(diao)整(zheng)員工(gong)工(gong)作崗(gang)(gang)位，員工(gong)有服從(cong)的義(yi)務。當然，企業需要注(zhu)意調(diao)整(zheng)后崗(gang)(gang)位的合(he)理性，包括(kuo)崗(gang)(gang)位性質、工(gong)資待遇、勞動強度與技能要求。在此(ci)情形下(xia)，員工(gong)未到新(xin)崗(gang)(gang)位履職(zhi)，出現待崗(gang)(gang)行(xing)為的，企業同樣無(wu)需支付工(gong)資。

變相調(diao)崗(gang)：實踐中部(bu)分企(qi)業為(wei)(wei)達到解(jie)雇員(yuan)工(gong)(gong)(gong)或(huo)變相裁員(yuan)的目(mu)的，以行(xing)(xing)使(shi)(shi)調(diao)崗(gang)為(wei)(wei)手(shou)段，逼迫員(yuan)工(gong)(gong)(gong)自己(ji)離職或(huo)致(zhi)使(shi)(shi)員(yuan)工(gong)(gong)(gong)關系陷入僵局的，違反《勞(lao)動合同法》法定情形調(diao)崗(gang)規定，亦不屬于行(xing)(xing)使(shi)(shi)企(qi)業用工(gong)(gong)(gong)自主權，系惡意、變相調(diao)崗(gang)。在該(gai)種情況下，員(yuan)工(gong)(gong)(gong)對調(diao)崗(gang)表達異議，出(chu)現(xian)待崗(gang)行(xing)(xing)為(wei)(wei)的，筆者認為(wei)(wei)，企(qi)業仍需(xu)正常支(zhi)付(fu)員(yuan)工(gong)(gong)(gong)工(gong)(gong)(gong)資，恢復原崗(gang)位的履(lv)行(xing)(xing)。

停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)停(ting)(ting)(ting)(ting)(ting)產(chan)(chan)待崗：本(ben)文討論(lun)的(de)停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)停(ting)(ting)(ting)(ting)(ting)產(chan)(chan)，指非因勞(lao)(lao)動(dong)(dong)(dong)(dong)者(zhe)(zhe)原(yuan)因停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)停(ting)(ting)(ting)(ting)(ting)產(chan)(chan)，如企(qi)業(ye)進(jin)行(xing)重(zhong)組、合(he)并、分立等客觀情況，致使企(qi)業(ye)生產(chan)(chan)經(jing)營行(xing)為暫時(shi)停(ting)(ting)(ting)(ting)(ting)止。原(yuan)勞(lao)(lao)動(dong)(dong)(dong)(dong)部《工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)支(zhi)(zhi)付(fu)(fu)(fu)暫行(xing)規定(ding)》第十(shi)二條規定(ding)：“非因勞(lao)(lao)動(dong)(dong)(dong)(dong)者(zhe)(zhe)原(yuan)因造成單(dan)位(wei)(wei)停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)、停(ting)(ting)(ting)(ting)(ting)產(chan)(chan)在(zai)一個工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)支(zhi)(zhi)付(fu)(fu)(fu)周期(qi)內的(de)，用人(ren)單(dan)位(wei)(wei)應(ying)按勞(lao)(lao)動(dong)(dong)(dong)(dong)合(he)同規定(ding)的(de)標(biao)(biao)準(zhun)支(zhi)(zhi)付(fu)(fu)(fu)勞(lao)(lao)動(dong)(dong)(dong)(dong)者(zhe)(zhe)工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)。超(chao)過(guo)一個工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)支(zhi)(zhi)付(fu)(fu)(fu)周期(qi)的(de)，若(ruo)勞(lao)(lao)動(dong)(dong)(dong)(dong)者(zhe)(zhe)提(ti)供了正常(chang)勞(lao)(lao)動(dong)(dong)(dong)(dong)，則支(zhi)(zhi)付(fu)(fu)(fu)給勞(lao)(lao)動(dong)(dong)(dong)(dong)者(zhe)(zhe)的(de)勞(lao)(lao)動(dong)(dong)(dong)(dong)報酬不(bu)得低(di)(di)(di)于(yu)當(dang)地的(de)最低(di)(di)(di)工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)標(biao)(biao)準(zhun)；若(ruo)勞(lao)(lao)動(dong)(dong)(dong)(dong)者(zhe)(zhe)沒有提(ti)供正常(chang)勞(lao)(lao)動(dong)(dong)(dong)(dong)，應(ying)按國(guo)家有關(guan)規定(ding)辦理。”《浙江省(sheng)(sheng)企(qi)業(ye)工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)支(zhi)(zhi)付(fu)(fu)(fu)管(guan)理辦法》第二十(shi)二條進(jin)一步規定(ding)：“企(qi)業(ye)停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)、停(ting)(ting)(ting)(ting)(ting)產(chan)(chan)、歇(xie)業(ye)，時(shi)間在(zai)1個工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)支(zhi)(zhi)付(fu)(fu)(fu)周期(qi)內的(de)，企(qi)業(ye)應(ying)當(dang)按照勞(lao)(lao)動(dong)(dong)(dong)(dong)合(he)同的(de)約定(ding)和國(guo)家、省(sheng)(sheng)相關(guan)規定(ding)支(zhi)(zhi)付(fu)(fu)(fu)工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)。企(qi)業(ye)停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)、停(ting)(ting)(ting)(ting)(ting)產(chan)(chan)、歇(xie)業(ye)時(shi)間超(chao)過(guo)1個工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)支(zhi)(zhi)付(fu)(fu)(fu)周期(qi)，勞(lao)(lao)動(dong)(dong)(dong)(dong)者(zhe)(zhe)付(fu)(fu)(fu)出了正常(chang)勞(lao)(lao)動(dong)(dong)(dong)(dong)的(de)，企(qi)業(ye)應(ying)當(dang)按照不(bu)低(di)(di)(di)于(yu)當(dang)地人(ren)民(min)政府確定(ding)的(de)最低(di)(di)(di)工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)標(biao)(biao)準(zhun)支(zhi)(zhi)付(fu)(fu)(fu)工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)；勞(lao)(lao)動(dong)(dong)(dong)(dong)者(zhe)(zhe)未付(fu)(fu)(fu)出正常(chang)勞(lao)(lao)動(dong)(dong)(dong)(dong)的(de)，企(qi)業(ye)應(ying)當(dang)按照不(bu)低(di)(di)(di)于(yu)當(dang)地人(ren)民(min)政府確定(ding)的(de)最低(di)(di)(di)工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)標(biao)(biao)準(zhun)的(de)80%支(zhi)(zhi)付(fu)(fu)(fu)工(gong)(gong)(gong)資(zi)(zi)(zi)(zi)(zi)(zi)。”

違法解(jie)(jie)雇待崗(gang)：《勞(lao)動合(he)同(tong)(tong)法》第(di)三十九條(tiao)賦予企(qi)(qi)業單方(fang)解(jie)(jie)除(chu)勞(lao)動合(he)同(tong)(tong)的(de)(de)權(quan)利，但企(qi)(qi)業行使(shi)單方(fang)解(jie)(jie)除(chu)權(quan)，如(ru)解(jie)(jie)除(chu)事實、制度依據、解(jie)(jie)除(chu)程序不(bu)(bu)(bu)符合(he)法律規(gui)定的(de)(de)，則屬(shu)于違法解(jie)(jie)除(chu)勞(lao)動合(he)同(tong)(tong)行為。企(qi)(qi)業違法解(jie)(jie)除(chu)勞(lao)動合(he)同(tong)(tong)的(de)(de)，不(bu)(bu)(bu)僅僅是向員工(gong)支付賠償金那么簡單，如(ru)員工(gong)并不(bu)(bu)(bu)主張(zhang)賠償金，而是要(yao)求企(qi)(qi)業繼(ji)續(xu)履行勞(lao)動合(he)同(tong)(tong)，最終得(de)到勞(lao)動爭議(yi)仲裁委或人民法院支持的(de)(de)，員工(gong)可以同(tong)(tong)時主張(zhang)企(qi)(qi)業支付解(jie)(jie)除(chu)日(ri)至(zhi)履行日(ri)期間的(de)(de)待崗(gang)工(gong)資。