This year's Chinese New Year's Eve incident without triple pay needs to be evaluated from the following aspects. First of all, according to China's labor law, overtime work on statutory holidays should generally be paid at three times the usual wage, aiming to protect the legitimate rights and interests of workers and improve their motivation to work, but whether to pay three times the salary also depends on the policy and management of the enterprise. Therefore, when evaluating this event, it is necessary to understand whether the specific enterprise has clear policy provisions.
February** Dynamic Incentive Plan Secondly, giving triple wages is a kind of protection of rights and interests, which helps to safeguard the legitimate rights and interests of workers and promote work enthusiasm. Especially on important holidays such as Chinese New Year's Eve, many workers expect to be paid extra to make up for the lack of being able to spend the holidays with their families due to work. Therefore, it is fair and reasonable for those workers who go to work on statutory holidays to pay triple wages.
However, whether or not to triple the salary also needs to take into account the economic situation and operational needs of the business. This year, due to the impact of the new crown epidemic around the world, enterprises are generally facing economic pressure and market uncertainty. In particular, some industries, such as tourism and catering, have been severely impacted, resulting in a decrease in corporate revenue. In this case, the business may not be able to afford to pay triple wages, and it is understandable not to pay triple wages due to economic considerations.
In addition, the Chinese New Year's Eve festival itself has its own special characteristics. Traditionally, Chinese New Year's Eve is a time for family reunions and time together, and most companies try to avoid arranging employees to work on this day, in line with the general expectations and traditional values of society. However, in special circumstances, such as industries where demand is urgent, services must be sustained, or where employees voluntarily choose to work, companies may need to arrange for employees to work on Chinese New Year's Eve, and triple wages can be used as compensation.
To sum up, there are many factors to consider when evaluating the incident of not having triple pay at work on Chinese New Year's Eve this year. Although triple wages are a guarantee of rights and interests under the labour law, the decision to grant triple wages also depends on the policy and economic situation of the enterprise. In exceptional circumstances, it is understandable to make reasonable adjustments to remuneration. However, regardless of whether or not to triple the salary, enterprises should respect the provisions of the labor law and actively provide reasonable benefits to employees within the scope of the economy. At the same time, society should also strengthen the protection of workers' rights and interests and the promotion of the rule of law, and promote fair and harmonious labor relations.