How to Calculate Holiday Overtime Pay Constellation _ Holiday Overtime Pay Calculation Method

How to calculate overtime on holidays?

First, how to calculate overtime on holidays?

1. The regulations for overtime work on holidays are as follows:

(1) If the laborer is arranged to work longer hours, he shall be paid no less than 150% of the salary;

(2) If workers are arranged to work on rest days but cannot be arranged for compensatory time off, they shall be paid a salary of not less than 200% of their wages;

(3) If workers are arranged to work on legal holidays, they shall be paid no less than 300% of their wages;

(four) after consultation with the trade unions and workers, the working hours that can be extended shall generally not exceed one hour per day;

(5) If it is necessary to extend the working hours for special reasons, the extended working hours shall not exceed three hours a day and thirty-six hours a month under the condition of ensuring the health of the workers.

2. Legal basis: Article 36 of the Labor Law of People's Republic of China (PRC).

The state practices a working-hour system in which workers work no more than 8 hours a day and 44 hours a week on average.

Article 43

The employing unit shall not extend the working hours of laborers in violation of the provisions of this law.

Article 41

Due to the needs of production and operation, the employer may extend the working hours after consultation with the trade unions and workers, generally not exceeding one hour per day; If it is necessary to extend the working hours for special reasons, the extended working hours shall not exceed three hours a day and thirty-six hours a month under the condition of ensuring the health of the workers.

Second, the labor law does not pay overtime where to complain.

If you don't pay overtime, you can complain to the site labor inspection. As follows:

1, complainant's ID card;

2. Labor contract;

3. Work permit, service certificate and other documents that can prove the identity issued by the employer to the employee;

4, wage payment vouchers or records, pay social insurance records;

5. Recruitment registration forms, registration forms and other recruitment records filled out by employees;

6. Attendance record;

7. Other materials to prove labor relations.