以待岗用工规避年假条件 To DaiGang recruitment to dodge annual leave

　　2007年4月，邢某到某科技公司任职，直到2010年5月与公司解除合同，邢某先后签订了四份劳动合同，且合同期限都不满一年。这些合同中约定，正常工作期间支付正常月工资，在生产任务不足的待工期间支付月生活费。

2007年4月,A xing to served as a technology company,May terminate the contract with the company until 2010,A xing has signed four of the labor contract,And the contract period is less than a year.These agreed in the contract,Pay normal monthly salary during the normal work,During the production task is insufficient DaiGong pay monthly cost of living.

　　在邢某与科技公司的劳动争议案件中，邢某向公司主张了自己的年休假补偿。不过，对此诉求，科技公司却提出，公司的主要业务是提供音像资料的编目服务，邢某所签订的劳动合同是以完成一定工作任务为期限的劳动合同。而且，邢某每年都有待岗时间，不存在连续工作满12个月的情形，不应当享受带薪年休假。

在邢某与科技公司的劳动争议案件中,A xing claims his annual leave compensation to the company.but,This appeal,Science and technology company is put forward,The company's main business is to provide audio and video data catalog service,Xing has signed labor contract is based on accomplish a certain task deadline labor contract.and,A xing DaiGang time every year,There is no continuous work full 12 months,Should not enjoy the annual vacation with pay.

　　但邢某认为，他在科技公司连续工作满三年，并不存在间断的情形，且双方所签订的也并不是以完成一定工作任务为期限的合同，自己依法应当享受带薪年休假。在公司没有安排休假的情况下，就应当支付未休年休假工资。案件审理过程中，邢某提供了其在公司连续工作的证明。

但邢某认为,He works in a technology company for three years,There is no gap,And signed by the two parties also is not complete a certain task for the duration of contract,His shall enjoy paid annual leave in accordance with the law.Under the condition of the company did not arrange holiday,Let him not Hugh annual leave pay.During the trial,A xing provides the proof of continuous work in the company.

　　法院最终认定，根据邢某提交的证据，其与科技公司之间的劳动关系已经连续存在一年以上，满足了劳动者享受带薪年休假的前提条件，在公司没有依法安排邢某带薪年休假的情况下，应当支付未休年休假工资。

法院最终认定,According to evidence submitted a xing,其与科技公司之间的劳动关Department of已经连续存在一年以上,Satisfied workers enjoy the premise condition of annual vacation with pay,The company did not arrange a xing in accordance with the circumstances of annual vacation with pay,Shall be paid not Hugh annual leave pay.

法官提示 The judge tip

待岗期间不能折抵假期 DaiGang cannot offset during the holiday

　　法官解释说，待岗是因为生产任务不足、生产条件不备，劳动者等待用人单位安排工作的状态；待岗期间，劳动者无需向用人单位提供劳动，用人单位则只向劳动者支付生活费。

法官解释说,DaiGang because of lack of production task/Production conditions unprepared,Workers wait for unit of choose and employ persons arranges the work state;DaiGang during,Workers do not need to provide to unit of choose and employ persons labor,Unit of choose and employ persons just pay living expenses to the employee.

　　但在用工实践中，部分单位却将待岗作为了规避自身责任的一个“砝码”。例如，一些用人单位利用待岗，人为地中断劳动者的连续工作年限，或者干脆以待岗期限折抵休假期限，从而达到规避安排带薪年休假义务的目的；也有部分单位，在与劳动者签订劳动合同时“不满签”，即合同的签约期限均不签足一年，制造劳动者并未连续工作的假象。而事实上，带薪年休假期间，劳动者享受的是正常的工资收入；而待岗期间，劳动者只能享受基本生活费，两者之间截然不同。

但在用工实践中,But DaiGang as part of the unit to evade their responsibilities"farmar".Such as the,Some employers use DaiGang,Artificially interrupted continuous working fixed number of year of labourers,Or simply to DaiGang deadline as the vacation period,To circumvent the purpose of the arrangement of annual vacation with pay duty;There are part of the unit,At the time of signing labor contract with laborer"Dissatisfaction with sign",The signing of the contract period shall not sign a full year,The appearance of manufacturing workers did not work continuously.As a matter of fact,During the annual vacation with pay,Workers enjoy is the normal wage income;During the period of the DaiGang,Workers can enjoy basic living expenses,Between the two very different.

　　不过，法官表示，只要劳动者能够提供证据，确认其连续工作时间，法院一般都会连续计算劳动者的工作年限，为劳动者争取最大的补偿利益。即便是在存在待岗的情况下，只要符合《职工带薪年休假条例》规定的休假条件，仍然是可以主张享受带薪年休假权利的。正因如此，劳动者在工作中，要努力收集有关连续工作时间的相关证据，以便在诉讼举证过程中赢得主动。

but,The judge said,As long as the worker is able to provide evidence,Confirm the continuous working time,The court usually continuous calculation length of service of the workers,To get the largest compensation benefit workers.Even in the presence of DaiGang,As long as you meet[The worker regulations of annual vacation with pay]Sets the conditions of vacation,Is still can enjoy the rights of annual vacation with pay.Because of this,Workers in the work,Try to collect relevant evidence of a continuous working time,In order to win the initiative in the process of litigation proof.

以无假承诺限制休假权利 With no false promises to limit holiday entitlements

　　张某是一名司机，2011年3月5日到某公司工作，双方签订了期限为两年的劳动合同。可在这份劳动合同之外，公司还要求张某签订了一份承诺书，这份承诺书中就规定了张某“无年假”。

张某是一名司机,On March 5, 2011 to work in a company,The both sides signed a labor contract period is two years.Can be in the labor contract,Company also asked zhang signed a letter of commitment,Provisions in this letter of commitment for zhang"No annual leave".

　　后来，张某与公司发生劳动争议，将公司告上了法庭。其中，张某主张，自己在2012年度没有享受年休假，要求单位支付未休的年休假工资。可对于这项请求，公司却显得“理直气壮”，一是认为张某已经签订了承诺书，认可其“无年假”的待遇；二是，张某作为司机，其负责开的车辆每周都有一天限行，车辆限行时间就应该可以折抵年假待遇。

后来,Zhang produce labor dispute with the company,The company to court.Among them,Zhang claims that,In 2012 no enjoy annual leave,Units will be asked to pay not Hugh annual leave wage.But for this request,Company is"Rightly,",One is that zhang has signed a letter of commitment,Its recognition"No annual leave"The treatment of;The second is,Zhang as a driver,It is responsible for the open vehicle one day every week,Vehicles should offset the restrictions of time annual leave pay.

　　但是，公司的理由并未获得法院的支持。法院根据双方劳动合同的内容，判断张某的工作内容除了开车以外，还要负责车辆维修、协助经理工作等，车辆限行期间虽然不能出车，但并不代表他可以不工作而享受休假待遇。因此，公司提出的车辆限行时间可以折抵年假待遇的主张不能成立。至于承诺书，法院指出，带薪年休假是劳动者的法定权利，双方之间关于劳动者无休假的约定根本就是无效约定。据此，法院支付了张某的诉求。

但是,The company's reason did not obtain the court's support.The court according to the content of the labor contract between the parties,Judge zhang work content in addition to driving,Responsible for vehicle maintenance/Help the manager to work, etc,During the vehicle limit line although not out of the car,But doesn't mean that he can enjoy holiday treatment does not work.so,The vehicle limit line offered to time can be converted into payment of claims to the annual leave benefits cannot be established.As for the letter of commitment,The court pointed out that,Is the laborer legal rights of annual vacation with pay,Between the two parties about worker no holiday prescribed is invalid.On the basis of,Paid for the zhang appeal court.

法官提示 The judge tip

承诺放弃年休假也无效 Promised to give up annual leave is also invalid

　　法官解释说，带薪年休假是劳动者享受的法定休假权利之一，且法律对于劳动者的带薪年假已经作出了最低标准的规定，任何用人单位都不能通过约定的方式降低劳动者依法应当享受的年休假待遇，否则这种约定就会因为违法而被认定为无效。此外，还有些劳动合同中约定了高于法定天数的年休假天数，但同时约定“一年内没休完作废”。对于这种规定，如果是高于法定天数的部分，一年内未休完的，即可根据双方的约定作废掉，但是法律所规定的最基本的年休假天数，法院仍然会予以保障。

法官解释说,Annual vacation with pay is one of the statutory holiday entitlements that labourers are entitled to,And the law for workers paid annual leave already made the provisions of the minimum standards,Any unit of choose and employ persons cannot through the agreed way to reduce worker shall enjoy the annual leave in accordance with the treatment,Because otherwise this convention will be illegal and is deemed to be null and void.In addition,Have an agreement in their Labour contract has been higher than the statutory number of days of annual vacation days,But at the same time agreed"Not the invalid for one year".For this kind of regulation,If is higher than the statutory number of parts,Within a year not to take up,To void the contract according to both sides,But the law stipulated the basic annual leave days,The court will still be guaranteed.

　　对此，法官建议，劳动者应当明确自己所享受的法定权利，在签订劳动合同以及其他附属协议时，要保持一定的警觉性。一旦用人单位要求劳动者签署的文件中有限制、剥夺法定权利的相关内容，劳动者可以积极行使法律手段维护自身合法权益，或者明确予以拒绝或者申请司法机关认定无效。

对此,The judge suggested that,The workers should be clear what they enjoy legal rights,When signing labor contract and other ancillary agreements,To maintain alertness.Once the file has signed by unit of choose and employ persons laborer/Deprived of their legal rights related content,Workers can actively exercise of legal means to safeguard their legitimate rights and interests,Or explicitly rejected or apply for judicial authority invalid.

以旅游福利混淆休假事实 In tourism welfare confusion leave the facts

　　陆某在一家外企公司工作了将近三年，后解除劳动合同。在诉讼中，陆某主张，他在2010年度期间没有享受带薪年休假，要求公司支付未休年假工资。

陆某在一家外企公司工作了将近三年,After remove labor contract.In the lawsuit,Liu Mou claims,He didn't enjoy during the 2010 year of annual vacation with pay,Company will be asked to pay not Hugh annual leave wage.

　　可公司认为，陆某虽然没有单独休假，但单位在5月8日至15日期间安排他外出旅游，应当视为其已经享受了带薪年假。为了证明，公司还提交了当月的考勤记录、旅游照片、火车票等证据。

可公司认为,Liu Mou didn't leave alone,But the unit during the period of May 8 to 15 arranged for him to travel,Shall be deemed to be its already enjoy annual leave with pay.In order to prove,Company also submitted the monthly attendance record/Travel photos/Train tickets and other evidence.

　　对于参加单位安排的旅游的事实，陆某并不否认，可他不认为旅游福利就是年假待遇。

对于参加单位安排的旅游的事实,Liu Mou don't deny that,But he doesn't think tourism welfare is annual leave pay.

　　对此，法院则认为，外出旅游是单位为员工安排的福利待遇，并不能视为劳动者享受了年休假。而且，用人单位并没有提前向劳动者说明，旅游时间是要折抵年假天数的，因此公司的主张不能成立。

对此,The court argued,Traveling is a arrangement of benefits for employees,And not as a laborer to enjoy the annual leave.and,Unit of choose and employ persons did not advance to the laborers,Travel time is as the annual leave days,So the company claims that cannot be established.

法官提示 The judge tip

旅游作福利不能抵年假 Tourism benefits cannot for annual leave

　　法律规定劳动者所享有的休息权，就是劳动者在劳动中经过一定的体力和脑力消耗以后，依法享有获得恢复体力、脑力以及用于娱乐和自己支配的必要时间的权利。也就是说，劳动者的休假权是为了保障劳动者的身体健康和休息权，以提高工作效率而设立。而与此同时，很多用人单位为了激励员工劳动、提高员工待遇，还为员工专门安排有定期的外出旅游、报销旅游费用等福利待遇。这种福利待遇是用人单位高于法定标准之外给劳动者的权益，可从性质上讲，旅游福利毕竟不是纯粹的自由支配休息、放松时间，因此用人单位不能以福利待遇之名来剥夺劳动者的法定休假权利。

法律规定劳动者所享有的休息权,Workers in the labor after certain physical and mental consumption,Shall have the right to obtain restores the physical strength/Mental as well as for entertainment and own the rights of the necessary time.That is to say,The laborers' right to vacation is to protect workers' health and the right,In order to improve the work efficiency.At the same time,A lot of unit of choose and employ persons labor in order to motivate employees/Improve the staff treatment,Also specially arranged for employees regularly travel/Reimburse travel such as welfare benefits.The welfare treatment is unit of choose and employ persons is higher than outside the legal standard to the rights and interests of workers,Can tell from the nature,Tourism benefits not purely discretionary rest after all/Relaxation time,So that unit of choose and employ persons cannot be deprived of laborer in the name of welfare treatment of statutory holiday entitlements.

　　法官也建议说，用人单位应当制定详细的休假制度规范。如果用人单位有相应的以福利待遇折抵年假天数的规定，就应当提前向劳动者告知公示，以便劳动者可以在享受单位福利待遇或是享受法定年休假待遇之间作出明确的选择。

法官也建议说,Unit of choose and employ persons shall formulate detailed holiday system specifications.If unit of choose and employ persons have corresponding to benefits as the annual leave days,You should inform the workers of the public in advance,So that workers can enjoy enjoy statutory annual leave treatment unit welfare benefits or to make a clear choice between.

以入职年限漠视累计工龄 With induction of disregard for the cumulative length of service

　　2008年7月，李某正式进入新的公司工作，并与新公司签订了劳动合同，合同期限自2008年11月17日至2011年11月18日。而就在劳动合同期满前的一个月，李某因身体不适开始休病假，公司则根据法律的相关规定，安排李某可以享受6个月的医疗期。2012年4月，李某的医疗期满，公司也与李某终止了劳动合同。

2008年7月,Li mou formally entered a new company,And signed a labor contract with new company,Contract period from November 17, 2008 to November 18, 2011.Just a month before the labor contract expires,Li mou began to medical leave because of physical discomfort,Companies according to the related regulation of law,Arrange li mou can enjoy medical treatment period for 6 months.In April 2012,Li mou of medical treatment,With li mou to terminate the labor contract.

　　事后，李某将公司告上法庭，称自己2011年度没有休法定的年休假10天，公司也没有支付年休假工资，为此向公司要求补偿。为了证明自己的主张，李某从人才服务中心开具了一份《工龄证明》，证明其累计工作已满10年。

事后,Li mou will company to court,Claimed 2011 not to take the statutory annual leave for ten days,Company did not pay annual leave pay,Demand compensation from the company for this purpose.In order to prove his claims,Li mou from hr service center to open a[Length of service certificate],Prove its cumulative work has reached the age of 10 years.

　　可公司在诉讼过程中却指出，李某到公司工作期限尚短，依法只能享受5天的法定带薪年休假，并认为人才服务中心出具的《工龄证明》并不能证明李某累计工龄的情况。

可公司在诉讼过程中却指出,Li mou to work period is short,In accordance with the law can only enjoy statutory paid annual leave of 5 days,And that issued by the hr service center[Length of service certificate]Does not prove that li mou the cumulative length of service.

　　法院经过审理后并没有支持公司的理由，法官最终根据李某所提交的《工龄证明》，以及对公司安排的医疗期时间进行反向推算，认定李某的累计工作年限已经达到10年，应当享受10天的法定年休假。

法院经过审理后并没有支持公司的理由,The judge finally submitted according to the area[Length of service certificate],And the reverse calculation on medical treatment time assigned by the company,That li mou has reached 10 years accumulative total working years,Shall enjoy the legal annual leave for ten days.

法官提示 The judge tip

年假天数按累计工龄算 Annual leave days according to the cumulative length of service

　　我国《职工带薪年休假条例》中明确规定：“职工累计工作已满1年不满10年的，年休假5天；已满10年不满20年的，年休假10天；已满20年的，年休假15天。国家法定休假日、休息日不计入年休假的假期。”

我国[The worker regulations of annual vacation with pay]Specified in the:"Worker cumulative work is full 1 year of less than 10 years,5 days annual leave;Have full 10 years less than 20 years,Annual leave for ten days;Has reached the age of 20 years of,15 days annual leave.The national legal holiday/Day of rest is not included in the annual leave holiday."

　　由此可见，年休假与工龄密切相关，劳动者工龄的长短直接关系到其可享受的年休假的天数。而且，这里所讲的工龄指的是劳动者的累计工龄，并非指在某一单位的工作年限。可实践中却经常发生，部分用人单位为了缩短劳动者应当享受的休假权利，漠视劳动者的累计工作年限，只按照劳动者在本单位的工作年限作为计算年休假天数标准。

由此可见,Annual leave is closely related to the length of service,劳动者工龄的长短直接关Department of到其可享受的年休假的天数.and,Told by length of service here refers to the cumulative length of service workers,Not to point to in a length of service of the unit.But in practice it often happen,Part of unit of choose and employ persons to reduce workers should enjoy holiday entitlements,Disregard the accumulative total fixed number of year of the work of the workers,Only according to the laborer's length of service in this unit as the standard calculation of annual vacation days.

　　法官解释说，事实上单位的上述做法是站不住脚的，一旦发生争议，只要劳动者能够举证证明自己在入职前的工作年限，法院就能够支持劳动者的合法主张。而且，这种举证并不复杂，有些劳动部门就可以出具相应的工龄证明，同时之前任职的劳动合同、工资记录、缴纳社会保险的记录等，也都可以作为证据。

法官解释说,In fact units of the above approach is untenable,Once there is a dispute,As long as workers can proof to prove themselves before the induction of working years,The court is able to support workers' legal position.and,The proof is not complicated,Some of the labor department can issue a certificate of the corresponding length of service,At the same time before the labor contract/Payroll records/Pay social insurance records, etc,Also can serve as evidence.

　　法官同时还提醒说，劳动者在入职时就应该与用人单位明确约定入职后应当享受的带薪年休假天数。此外，双方约定的带薪年休假天数可以高于法定的年休假天数，但不可以比法定标准低。（记者 黄洁 通讯员 朱华阳）

法官同时还提醒说,Workers at the time of entry should have definite agreement after induction with unit of choose and employ persons shall enjoy paid annual vacation days.In addition,Both sides agreed number of days of annual vacation with pay may be higher than the statutory annual leave days,But can not be lower than the statutory standard.(The reporter Huang Jie correspondent Zhu Huayang)

　　作者：黄洁 朱华阳

作者:Huang Jie Zhu Huayang

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