疫情劳动法语音课堂语音目录

 

 

第一期：灵活用工

第二期：停工停产

第三期：解除劳动关系：客观情况发生重大变化

第四期：解除劳动关系：经济性裁员

第五期：终止劳动关系：提前解散

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本期疫情劳动法语音课堂由北京竞天公诚律师事务所上海分所连煜雄律师就停工停产问题与大家进行探讨和分享。

 

停工停产

Suspension of Operation

 

国家和地方的法律法规主要规定了停工停产期间用人单位如何支付工资待遇的问题，对于停工停产的适用条件、实施程序、停工停产的范围等均未作出明确规定。实践中，对于这些法律法规没有明确规定的内容，通常被认为属于用人单位自主经营权决策范畴。比如，如果用人单位受疫情影响生产经营发生严重困难，企业无法为员工继续提供劳动条件的，可考虑根据自身情形决定停工停产。

China’s laws and regulations on suspension of operation mainly deal with salary payment during the suspension period. They do not contain explicit rules on the conditions, processes, or scope for suspension. In practice, for matters on which the law is silent, employers are generally free to make their own decisions. For example, if the pandemic has affected operation so seriously that the enterprise cannot provide its workers with agreed labor conditions, operation can be suspended as the situation demands.

本期课堂中我们将针对企业停工停产涉及的一些常见问题进行分析和解答：

In this class, we answer some frequently asked questions regarding suspension of operation:

1. 企业实施停工停产是否需要理由？

Must there be a reason to suspend operation?

企业实施停工停产应当具备合理理由。比如，在疫情背景下，因订单减少而不存在生产经营任务、或者由于交通限制而不具备客观生产经营条件等。

There must be a proper reason for suspension, such as amid the pandemic outbreak, lack of need for production due to decreasing orders, inability to operate due to traffic restrictions, etc.

在与停工停产有关的劳动争议案件中，裁审机构往往会主动审查企业实施停工停产是否具备合理理由。如果裁审机构认为企业停工停产的理由不合理或者员工能够证明企业属于恶意进行停工停产，实际上是为了逼迫员工主动辞职，以便实现变相裁员、逃避支付经济补偿金的非法目的，裁审机构将很有可能支持员工的相关主张，比如要求企业补足其正常工资标准与停工停产生活费之间的差额，或者同时以企业未按照劳动合同约定提供劳动条件为由，按照《劳动合同法》第38条的规定行使单方解除权，并要求用人单位支付经济补偿金。

In a labor dispute related to suspension of operation, the adjudication body will often examine whether there are reasonable grounds for the suspension. If not, or if the employee can prove that the suspension is a disguised layoff maliciously designed to force employee resignation and avoid severance pay, the adjudication body will likely rule in the employee’s favor. In this case, the employer may, for example, be required to compensate its employees for the difference between their standard salary and the living subsidy they receive during suspension. In addition, the employee may be entitled to terminate his or her employment agreement and claim severance, on the ground that the employer has failed to provide the agreed labor conditions and in accordance with Article 38 of the Labor Contract Law.

2. 企业可否实施部分停工停产？

Could operation be partially suspended?

现行法律对于停工停产的范围并未进行明确规定。除了全体停工停产之外，企业是否可以要求部分员工（比如同公司某几个部门的员工或同一个部门的部分员工）停工停产，法律上并不明确。

The current law prescribes no limit on scope of suspension. And it is unclear whether an enterprise can legally require only a portion of its employees (i.e. all employees in some departments or some employees in the same department) to suspend work.

在劳动争议案件中，裁审机构往往会对停工停产的范围进行重点审查，如果裁审机构认定企业的部分停工停产缺乏合理性，员工有权要求企业补足工资差额，或者同时依据《劳动合同法》第38条解除劳动合同，要求企业支付经济补偿金。

In labor disputes, however, the tribunal will often scrutinize the scope of suspension. If it finds a partial suspension to be unreasonable, employees would be entitled to the difference between their standard salary and the living subsidy they receive during the suspension, as well as to terminate their employment agreements and claim severance in accordance with Article 38 of the Labor Contract Law.

因此，企业在制定部分停工停产方案时，需结合实际情况审慎考量哪些岗位或者部门需要被纳入到停工停产的范围，以及确定的范围是否具备合理的理由（比如，确实由于某个生产车间或某条生产线的停滞而需要部分停工停产）。

Thus, a plan for partial suspension must contain a careful assessment of the positions or departments to be suspended and determine whether there is a reasonable ground for their suspension (for example, suspension is necessary due to stagnation of a production workshop or a production line).

3.企业实施停工停产是否需要履行额外程序？

Does the law require any particular procedure to carry out a suspension?

停工停产计划通常都会涉及员工工作时间、休息时间、工资待遇等方面的调整，属于直接涉及员工切身利益的重大事项变更。因此，我们认为企业在实施停工停产计划前应按照《劳动合同法》第4条的规定履行民主协商和公示告知程序。我们建议，企业决定停工停产的，应当以书面方式向员工说明停工停产原因、期限、所涉人员和岗位范围、停工停产期间的工作任务安排以及停工停产的工资支付安排等情况，听取员工的意见，并解答员工的疑问。

Since suspension of operation involves issues touching upon employees’ vital interest (such as adjustment to work schedule, rest, compensation, etc.), an enterprise planning a suspension is advised to follow the consultation and public notification procedures outlined in Article 4 of the Labor Contract Law. An enterprise deciding to suspend operation should explain to employees, in writing, (1) the reason for and length of the suspension, (2) personnel and positions that will be affected, (3) tasks to be fulfilled, and (4) compensation standard during the suspension period. The enterprise must also hear its employees’ opinions and answer their questions.

另外，虽然法律法规并未明文要求企业应提前向劳动保障部门报备停工停产，我们了解到部分地区的劳动部门在操作口径上要求企业提前告知停工停产计划。结合我们的实操经验，我们建议企业在决定停工停产之前与所在地劳动保障部门进行事先沟通，获取支持，并在其指引下实施停工停产的相关工作。

Though the law does not explicitly require enterprises to send any report to the labor and social security department prior to a suspension, some regions request an advanced notice. Based on our practical experience, we recommend that an enterprise communicate with its local labor and social security department in advance, obtain their support, and operate under their guidance.

4. 停工停产期间企业如何支付工资待遇？

How should employees be paid during a suspension?

停工停产在一个工资支付周期内的，企业应按照劳动合同规定的标准支付工资；超过一个工资支付周期的，可以根据员工提供的劳动，按照双方新约定的标准支付工资，但不得低于当地最低工资标准。如果员工未提供劳动的，企业则应按照有关规定发放生活费。对于生活费的标准，各地执行不一。其中，在上海地区，发放的生活费不应低于上海市最低工资，而在江苏和浙江地区则不应低于当地最低工资的80%。

For a suspension that is within one pay period, the enterprise must pay the rates stipulated in the employment contract. If the suspension lasts longer, the enterprise may pay based on the amount of work done according to a new rate agreed with its employee (but it cannot be lower than the local minimum rate). For employees without work, the enterprise should pay a living subsidy in accordance with local standards, which vary from region to region. In Shanghai, the subsidy must not be less than the city’s minimum wage. In Jiangsu and Zhejiang provinces, it should be no less than 80% of the local minimum wage.

对于“工资支付周期”的理解，由于国家层面和大多数地区的法律法规均未作出明确界定，实践中争议较大。实践中主要存在三种解读；1）“工资计薪周期”；2）“工资发放周期”；3）停工停产之日起一个自然月。

However, there is considerable dispute surrounding what constitutes a “pay period” due to lack of a clear legal standard at the national level and in most regions. In practice, a pay period is interpreted based on one of the following: (1) the calendar period in which the employee is scheduled to perform work; (2) the calendar period in which the employer is supposed to pay its workers; or (3) the calendar month following the date of suspension.

在司法实践中，在当地没有明确规定的前提下，裁审机构一般都会支持和尊重用人单位自行决定的对工资支付周期的界定。不过，我们提醒企业应至少做到遵循以往的工资发放惯例，避免采取临时变更工资支付周期（例如，将月薪制改为周薪制）以达到尽快进入停工停产的第二个工资支付周期的方式来损害员工的合法权益。另外，从风险控制的角度，我们也建议企业结合自身情况在其制定的停工停产方案中明确本企业“一个工资支付周期”的具体期限以及对应工资待遇标准。

In judicial practice, where there is no clear local regulation on this point, the tribunal would ordinarily accept an employer’s interpretation of pay period. However, we recommend that enterprises at least follow their past payment practices and avoid temporarily changing pay period (e.g. switching from monthly pay to weekly pay) for an early entry into the next period that damages employees’ legitimate interests. Additionally, to minimize risk, we suggest that enterprises clearly outline, in their suspension plan, the start and end date of its pay period and corresponding compensation standard.

5. 企业发放的停工停产生活费是否应包含社会保险费和公积金的个人部分？

Should the living subsidy during suspension incorporate the social insurance premium and housing provident fund paid by employees?

国家层面未对该问题做出明确规定，各地方对此主要有两种意见，第一种是企业发放的生活费应包含由员工个人缴纳的社会保险费和公积金，持该意见的以浙江为代表；第二种是不包含，以江苏和上海为代表。

Laws at the national level are silent on this issue. Some regions (particularly the Zhejiang Province) take the view that the living subsidy during suspension should include the social insurance premium and housing provident fund paid by employees, while others (such as Shanghai and the Jiangsu Province) believe they should not.

我们建议企业事先查询其所在地是否对此有明确的地方规定，如有则参照执行；如果没有，企业可以咨询所在地劳动保障部门以了解当地的实操口径。另外，从风险控制的角度，企业也可将生活费是否包含个人缴纳的社保和公积金的问题明确列入停工停产方案中，与员工充分沟通和协商。

We suggest that enterprises research local regulations and follow any rules directly on this point. If no local rules exist, they are advised to consult with the local labor and social security department for instructions. In addition, it would be prudent for an enterprise to negotiate with their employees and stipulate explicitly, in their suspension plan, whether the living subsidy include the payments of social insurance premium and housing provident fund made by employees.

6. 停工停产是否存在员工根据劳动合同法第38条（未提供劳动条件、未及时足额支付工资）解除劳动合同，主张经济补偿金的风险？

Could employees terminate their employment agreements and claim severance (on the ground that the employer, by suspending operation, has failed to provide the agreed labor conditions or to fully and timely pay salary) in accordance with Article 38 of the Labor Contract Law?

我们前面提到，停工停产属于企业行使经营自主权的范畴。只要用人单位的停工停产具有合理性，企业并未恶意实施停工停产，以实现倒逼员工辞职，变相裁员，逃避支付经济补偿金的目的，并且企业在停工停产期间也及时足额向员工支付了相关工资待遇（包括支付生活费、缴纳社保和公积金等），员工以企业未提供劳动条件、未及时足额支付工资为由，按《劳动合同法》第38条解除劳动合同，要求支付经济补偿金，一般无法得到支持。

As mentioned above, it is up to the enterprise to decide whether to suspend operation. Generally, as long as the enterprise (1) has reasonable grounds, (2) not maliciously suspend to force employee resignation and avoid severance pay, and (3) make all required compensation payment (including living subsidy, social insurance premium, housing provident fund, etc.), the adjudication body will not support an employee’s request for termination and related severance claim.  

7. 计算劳动合同解除或终止的经济补偿金时是否需要剔除停工停产期间？

Should the period of suspension be excluded when calculating severance pay?

停工停产的员工后续可能涉及到劳动合同解除或终止的问题。按照《劳动合同法》的相关规定，计算解除或终止的经济补偿金时，应以员工的月工资作为基数，而月工资是指劳动者在劳动合同解除或者终止前十二个月的平均工资。如果解除或终止前十二个月包括未正常发放工资的停工停产期间，关于是否要剔除该期间的问题，司法实践中存在两种截然不同的观点。认为不应剔除的主要理由是，《劳动合同法》第47条对经济补偿金的工资计算标准的表述提及前12个月时，并未特别说明或强调前12个月应属于“正常工作期间”。认为应当剔除的则主要是从保护劳动者利益的角度出发。持该种观点的典型代表地区是浙江。值得注意的是，在某些地区，比如上海，法院对这个问题的态度并不统一，有支持扣除的，也有不支持扣除的。

Suspension of operation may subsequently lead to a layoff. Under the Labor Contract Law, an employee’s severance pay should be calculated based on his or her average monthly salary in the 12 months prior to termination. Judicial opinions vary as to whether a period of suspension (with no or reduced salary payment) should be excluded from the 12-month time frame. Opponents argue that Article 47 of the Labor Contract Law does not explicitly require the 12 months be "normal working period". Proponents (typically Zhejiang Province) think the period should be excluded for the benefit of workers. Note that in some regions, such as Shanghai, courts in the same jurisdiction have opposite views on this issue: some support exclusion while others do not.

为降低风险，我们建议企业一方面要遵循当地的明确规定和司法实践倾向，另一方面，企业也最好能在员工的协商解除协议中或集体协商方案中将是否剔除的问题予以明确。

To reduce risk, we suggest that an enterprise act in accordance with local rules and practices, in addition to specifying the issue of exclusion in mutual termination agreements or group negotiation plans.