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收工開會放假培訓 上海公司拒付OT 員工怒告獲勝
12 Jan 2024

 

上海男子小姚（化名）加入某公司任職營運總監，自覺已全身心投入工作，下班後開會、週末出差培訓，犧牲許多休息時間，2個月後卻被公司以試用期不合格為由解僱。公司付了炒魷賠償，但不認可上述開會、出差、培訓是加班，拒付加班費。小姚告上法庭，獲裁定這些應當算是加班。

 

 

勞動報近日報道內地一宗勞資糾紛，小姚於2021年入職某公司，在法庭上，他表示多次週末被外派出差、參加培訓，另有多個工作日下午五點半後接到工作例會通知，不准請假又不調休。領導還會在週五晚上通知，要求他在周日晚之前完成工作任務，佔用週末休息時間。

 

 

該公司使用「釘釘」系統做考勤記錄，這些都有被記錄下來。但公司表示，根據員工手冊規定的制度，加班需要領導審批，小姚主張的項目都沒有經過審批，培訓則遵循自願原則，因此不能視為加班。

 

上海松江法院泗涇法庭張水紅法官認為，小姚能提供微信聊天記錄、釘釘打卡等證據，證明開會培訓都是由用人單位組織安排，確實佔用了勞動者的休息時間，應當計算加班工資。法官指出，只要員工能提出證據證明加班屬實，即使沒有審批也有權主張加班費。法院支持小姚申索平日延遲收工及休息日加班的工資1.2萬餘元。

 

內地法律規定，用人單位規章制度若將標準工時外的培訓定為不屬加班，應屬無效。審批操作也不可臨加班才填寫申請，待調休時才審批。碎片式工作」有可能屬於加班，但如果只是在下班後偶爾回復「嗯」「收到」「明天見」之類，一般不認定為加班。勞動者申索權益時，不可只出示外出培訓通知，或下班前十分鐘收到的一個參加短會的指令等，須證明實際有參加以及參加時間。

 

資料來源：星島日報

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