“上四休三但要降薪”，你愿意嗎？

近日，一名網(wǎng)友發(fā)帖稱，公司從7月開始實行“上四休三”，但扣基本工資，一天大概200元。該網(wǎng)友表示，自己之前到手5800元左右，現(xiàn)在估計只剩5000元。

A four-day workweek with three days off has sparked debate in China after some companies linked the arrangement to pay cuts.

據(jù)工人日報報道，記者在某社交平臺上搜索發(fā)現(xiàn)，不少實行“上四休三”工作制的企業(yè)，都將其與“降薪”掛鉤。

One employee said their company began the schedule in July, cutting their monthly take-home pay from about 5,800 yuan to an estimated 5,000 yuan. The Workers' Daily reported that several companies had similarly linked the arrangement to lower pay.

此事引發(fā)網(wǎng)友熱議，不少網(wǎng)友認為，相比于傳統(tǒng)的每周5天工作制，“上四休三”能夠大幅提高幸福感，愿意降薪換取“上四休三”。

也有網(wǎng)友認為薪資待遇更為重要。

還有網(wǎng)友擔憂，即便推行上四休三，倘若工作量不做調(diào)整，制度也難以真正落地。

Some people said they would accept lower pay for more time off, while others prioritized income. Some also questioned whether their workloads would be reduced accordingly.

“上四休三”但要降工資，合法嗎？

北京策略律師事務所執(zhí)業(yè)律師張燁陽表示，如果企業(yè)單方變更，需要告知員工，且員工有權(quán)拒絕企業(yè)的安排，并要求按照原來的約定繼續(xù)履行勞動合同。

Zhang Yeyang, a lawyer at a Beijing-based law firm, said employees can reject unilateral changes to their employment terms and ask employers to continue following the original labor contract.

對于部分企業(yè)提出“不降薪但減少福利”或“以福利替代部分薪酬”的做法，張燁陽指出，勞動法規(guī)定工資只能以法定貨幣形式發(fā)放，不能用實物或者其他形式代替。“工資是用人單位依法必須支付的勞動報酬，具有強制支付屬性；而福利是用人單位基于法律規(guī)定、集體約定或者自主福利政策給予勞動者的保障或待遇，不屬于勞動報酬本身。但與勞動者達成一致約定之后，企業(yè)同樣不能單方面取消?！?/p>

武漢大學法學院副教授班小輝認為，從勞動法價值取向看，“上四休三”有利于保障勞動者休息權(quán)、促進工作與生活平衡，符合勞動法倡導的體面勞動和職業(yè)健康的發(fā)展方向。

班小輝表示，是否適用“上四休三”，應綜合考慮企業(yè)的生產(chǎn)組織方式、崗位特點、人力資源配置和經(jīng)營承受能力。只要能夠通過科學排班、增加班組、優(yōu)化流程等方式保障正常運營，不同行業(yè)都有探索“上四休三”的可能。

Ban Xiaohui, an associate professor at Wuhan University's School of Law, said the arrangement could help protect employees' right to rest and improve work-life balance, provided companies can maintain normal operations through better scheduling and staffing.

“上四休三”但要降工資，你愿意嗎？

來源：中國青年報 工人日報

跟著China Daily

精讀英語新聞

“無痛”學英語，每天20分鐘就夠！