4399免费视频

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)(gong)(gong)傷(shang)員工(gong)(gong)(gong)待崗(gang)：員工(gong)(gong)(gong)在(zai)工(gong)(gong)(gong)作時間、工(gong)(gong)(gong)作場合，因工(gong)(gong)(gong)作原因受到(dao)傷(shang)害的，屬于工(gong)(gong)(gong)傷(shang)，以及其他(ta)視(shi)同(tong)工(gong)(gong)(gong)傷(shang)的情形，法律賦予了工(gong)(gong)(gong)傷(shang)職工(gong)(gong)(gong)停工(gong)(gong)(gong)留薪(xin)期待遇。停工(gong)(gong)(gong)留薪(xin)時，原工(gong)(gong)(gong)資(zi)福利待遇不變。

約定(ding)停薪(xin)留職：在員工關(guan)系履(lv)(lv)行過程中，由(you)于員工自(zi)身原因，致(zhi)使長時間不能(neng)到崗(gang)履(lv)(lv)職，與企業(ye)約定(ding)，保(bao)留崗(gang)位，暫停工資待遇。在此情況下，勞(lao)資雙方(fang)常常落(luo)實為(wei)書面(mian)的(de)停薪(xin)留職協議(yi)，以明(ming)示雙方(fang)勞(lao)動權利義務關(guan)系。

法(fa)定情(qing)形調(diao)崗(gang)(gang)：《勞(lao)(lao)動合同(tong)法(fa)》賦予(yu)企(qi)業(ye)法(fa)定情(qing)形調(diao)崗(gang)(gang)權(quan)，如(ru)員工(gong)不(bu)勝(sheng)任工(gong)作的(de)，企(qi)業(ye)享(xiang)有調(diao)崗(gang)(gang)權(quan)；員工(gong)醫療期(qi)滿(man)后(hou)不(bu)能從(cong)事原工(gong)作的(de)，企(qi)業(ye)享(xiang)有調(diao)崗(gang)(gang)權(quan)。在企(qi)業(ye)行(xing)使法(fa)定情(qing)形調(diao)崗(gang)(gang)權(quan)時，員工(gong)未(wei)(wei)到新(xin)崗(gang)(gang)位履職(zhi)，進而出現(xian)待崗(gang)(gang)行(xing)為(wei)的(de)，企(qi)業(ye)基于其未(wei)(wei)提(ti)供實(shi)際勞(lao)(lao)動，無需支付工(gong)資(zi)。

用工(gong)(gong)自主權調(diao)崗：除上述法定情形(xing)調(diao)崗外，在企(qi)業實(shi)際(ji)用工(gong)(gong)過(guo)程中，基于生(sheng)產經營(ying)需(xu)要，可以(yi)合理(li)調(diao)整(zheng)員(yuan)工(gong)(gong)工(gong)(gong)作崗位(wei)，員(yuan)工(gong)(gong)有服從(cong)的(de)義務(wu)。當然，企(qi)業需(xu)要注意調(diao)整(zheng)后崗位(wei)的(de)合理(li)性，包括崗位(wei)性質、工(gong)(gong)資待(dai)遇、勞動(dong)強度與技(ji)能(neng)要求。在此情形(xing)下，員(yuan)工(gong)(gong)未到新崗位(wei)履職，出(chu)現待(dai)崗行為的(de)，企(qi)業同(tong)樣(yang)無(wu)需(xu)支付工(gong)(gong)資。

變(bian)相調(diao)崗(gang)：實踐中部分企業(ye)為(wei)達到解雇員(yuan)工(gong)(gong)或(huo)變(bian)相裁(cai)員(yuan)的(de)目的(de)，以行(xing)使(shi)調(diao)崗(gang)為(wei)手段，逼迫(po)員(yuan)工(gong)(gong)自(zi)己(ji)離職(zhi)或(huo)致(zhi)使(shi)員(yuan)工(gong)(gong)關系陷入僵局(ju)的(de)，違反(fan)《勞動合同法》法定情形(xing)調(diao)崗(gang)規定，亦不(bu)屬于行(xing)使(shi)企業(ye)用工(gong)(gong)自(zi)主權，系惡意、變(bian)相調(diao)崗(gang)。在該種情況(kuang)下，員(yuan)工(gong)(gong)對調(diao)崗(gang)表達異議，出現待(dai)崗(gang)行(xing)為(wei)的(de)，筆者認為(wei)，企業(ye)仍需正常(chang)支付員(yuan)工(gong)(gong)工(gong)(gong)資，恢復原崗(gang)位的(de)履行(xing)。

停(ting)(ting)工(gong)(gong)停(ting)(ting)產(chan)待(dai)崗(gang)：本文討論的(de)停(ting)(ting)工(gong)(gong)停(ting)(ting)產(chan)，指非(fei)因(yin)勞(lao)(lao)動(dong)(dong)者原因(yin)停(ting)(ting)工(gong)(gong)停(ting)(ting)產(chan)，如企(qi)業(ye)進行(xing)(xing)重組(zu)、合(he)并、分立等客觀情況(kuang)，致使企(qi)業(ye)生產(chan)經營(ying)行(xing)(xing)為暫時(shi)停(ting)(ting)止。原勞(lao)(lao)動(dong)(dong)部《工(gong)(gong)資(zi)(zi)支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)暫行(xing)(xing)規(gui)定(ding)》第十(shi)(shi)二(er)條規(gui)定(ding)：“非(fei)因(yin)勞(lao)(lao)動(dong)(dong)者原因(yin)造成單位停(ting)(ting)工(gong)(gong)、停(ting)(ting)產(chan)在一個(ge)工(gong)(gong)資(zi)(zi)支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)周(zhou)期(qi)內(nei)的(de)，用(yong)人(ren)(ren)單位應(ying)(ying)按(an)(an)勞(lao)(lao)動(dong)(dong)合(he)同規(gui)定(ding)的(de)標準(zhun)支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)勞(lao)(lao)動(dong)(dong)者工(gong)(gong)資(zi)(zi)。超(chao)過一個(ge)工(gong)(gong)資(zi)(zi)支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)周(zhou)期(qi)的(de)，若勞(lao)(lao)動(dong)(dong)者提供了正(zheng)(zheng)常(chang)(chang)勞(lao)(lao)動(dong)(dong)，則支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)給勞(lao)(lao)動(dong)(dong)者的(de)勞(lao)(lao)動(dong)(dong)報酬不得低(di)于(yu)當(dang)地的(de)最(zui)低(di)工(gong)(gong)資(zi)(zi)標準(zhun)；若勞(lao)(lao)動(dong)(dong)者沒有提供正(zheng)(zheng)常(chang)(chang)勞(lao)(lao)動(dong)(dong)，應(ying)(ying)按(an)(an)國(guo)家(jia)有關規(gui)定(ding)辦(ban)理(li)。”《浙江省(sheng)(sheng)企(qi)業(ye)工(gong)(gong)資(zi)(zi)支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)管(guan)理(li)辦(ban)法》第二(er)十(shi)(shi)二(er)條進一步規(gui)定(ding)：“企(qi)業(ye)停(ting)(ting)工(gong)(gong)、停(ting)(ting)產(chan)、歇(xie)(xie)業(ye)，時(shi)間在1個(ge)工(gong)(gong)資(zi)(zi)支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)周(zhou)期(qi)內(nei)的(de)，企(qi)業(ye)應(ying)(ying)當(dang)按(an)(an)照(zhao)勞(lao)(lao)動(dong)(dong)合(he)同的(de)約定(ding)和國(guo)家(jia)、省(sheng)(sheng)相(xiang)關規(gui)定(ding)支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)工(gong)(gong)資(zi)(zi)。企(qi)業(ye)停(ting)(ting)工(gong)(gong)、停(ting)(ting)產(chan)、歇(xie)(xie)業(ye)時(shi)間超(chao)過1個(ge)工(gong)(gong)資(zi)(zi)支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)周(zhou)期(qi)，勞(lao)(lao)動(dong)(dong)者付(fu)(fu)出了正(zheng)(zheng)常(chang)(chang)勞(lao)(lao)動(dong)(dong)的(de)，企(qi)業(ye)應(ying)(ying)當(dang)按(an)(an)照(zhao)不低(di)于(yu)當(dang)地人(ren)(ren)民政府確(que)(que)定(ding)的(de)最(zui)低(di)工(gong)(gong)資(zi)(zi)標準(zhun)支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)工(gong)(gong)資(zi)(zi)；勞(lao)(lao)動(dong)(dong)者未(wei)付(fu)(fu)出正(zheng)(zheng)常(chang)(chang)勞(lao)(lao)動(dong)(dong)的(de)，企(qi)業(ye)應(ying)(ying)當(dang)按(an)(an)照(zhao)不低(di)于(yu)當(dang)地人(ren)(ren)民政府確(que)(que)定(ding)的(de)最(zui)低(di)工(gong)(gong)資(zi)(zi)標準(zhun)的(de)80%支(zhi)(zhi)(zhi)(zhi)付(fu)(fu)工(gong)(gong)資(zi)(zi)。”

違(wei)(wei)法(fa)解雇待崗：《勞(lao)動(dong)合(he)(he)(he)同(tong)法(fa)》第三十九(jiu)條賦(fu)予企(qi)(qi)業(ye)單(dan)方(fang)解除勞(lao)動(dong)合(he)(he)(he)同(tong)的(de)(de)權利，但企(qi)(qi)業(ye)行(xing)使(shi)單(dan)方(fang)解除權，如(ru)(ru)解除事實、制度(du)依據(ju)、解除程序不符合(he)(he)(he)法(fa)律規定的(de)(de)，則屬于(yu)違(wei)(wei)法(fa)解除勞(lao)動(dong)合(he)(he)(he)同(tong)行(xing)為(wei)。企(qi)(qi)業(ye)違(wei)(wei)法(fa)解除勞(lao)動(dong)合(he)(he)(he)同(tong)的(de)(de)，不僅僅是向員工支(zhi)付(fu)賠償金那(nei)么(me)簡單(dan)，如(ru)(ru)員工并不主張賠償金，而是要求企(qi)(qi)業(ye)繼續(xu)履(lv)行(xing)勞(lao)動(dong)合(he)(he)(he)同(tong)，最終(zhong)得到勞(lao)動(dong)爭議仲裁委(wei)或人民法(fa)院支(zhi)持的(de)(de)，員工可(ke)以同(tong)時主張企(qi)(qi)業(ye)支(zhi)付(fu)解除日至(zhi)履(lv)行(xing)日期間的(de)(de)待崗工資。