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深圳修改工资支付条例 正常休假与正常工作同酬
　　深圳修改员工工资支付条例　“标准工资”改为“正常工作时间工资”　　昨天，深圳市人大常委会公布修改《深圳市员工工资支付条例》的决定。其最大的变化是将原条例中“标准工资”的说法统一调整为“正常工作时间工资”，并规定员工依法享受年休假、探亲假、婚假等假期的，用人单位应当视为提供正常劳动并支付工资。这意味着，劳动者休假时收入有望增加。　　“标准工资”界定模糊　　市人大常委会昨发布公告称，经省第十一届人大常委会第十二次会议批准，对《深圳市员工工资支付条例》进行修改，将原条例中“标准工资”的说法全部调整为“正常工作时间工资”。　　原来对何谓“标准工资”，劳资双方的理解可能不同。比如月收入如果由基本工资、住房补贴、交通补贴和双薪等组成，若按原条例，算加班费时资方可以不把双薪和住房补贴纳入基数，而劳动者则认为应按实际收入为基数来计算。　　而新条例明确“正常工作时间工资”，是指员工在正常工作时间内为用人单位提供正常劳动应得的劳动报酬。　　正常工作时间工资由用人单位和员工按照公平合理、诚实信用的原则在劳动合同中依法约定，没有设定具体项目，且这一工资水平不得低于市政府公布的最低工资标准。今后加班工资也统一以该基数为计算标准。　　在此基础上，新条例还明确“员工依法享受年休假、探亲假、婚假、丧假、产假、看护假、节育手术假等假期的，用人单位应当视为提供正常劳动并支付工资”。　　也就是说，根据原条例的规定，年休假、探亲假、婚假、丧假，只能按不低于本人标准工资的标准支付假期工资；但今后都必须按照“正常工作时间工资”支付。这意味着，劳动者依法休假时的收入有望增加，劳动者权益将得到更好保障。　　而条例的另一个重要变化是，将最低工资每年调整一次改为“每两年至少调整一次”。据悉，在实践中，每年调整一次，幅度难以掌握，调整过频也会给企业带来一定压力。　　此外，新条例还将民办非企业单位等组织和与之形成劳动关系的员工也纳入调整范围。
(来源：广州日报)
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一、员工是否存在婚假？答案是肯定的。
1、根据《劳动法》第五十一条　【假期工资】劳动者在法定休假日和婚丧假期间以及依法参加社会活动期间，用人单位应当依法支付工资。
2、根据《深圳市员工工资支付条例》第二十二条&&&员工依法享受产假、看护假、节育手术假等假期的，用人单位应当视为提供正常劳动并支付工资。　　员工依法享受年休假、探亲假、婚假、丧假等假期的，用人单位应当按照不低于员工本人标准工资的标准支付其假期的工资。
二、男女多少周岁才算晚婚？答案是：男25周岁，女23周岁。
1、《婚姻法》第六条　结婚年龄，男不得早于二十二周岁，女不得早于二十周岁。晚婚晚育应予鼓励。
2、《深圳经济特区计划生育管理办法》第九条　提倡晚婚，推行晚育。男25周岁、女23周岁以上初婚为晚婚；已婚妇女24周岁以上生育第1个子女为晚育。
三、深圳婚假到底是多少天？答案是：一般情况下固定的有3天，初晚晚婚的深圳增加10天，即总计13天。
&1、《国家劳动总局&财政部[80]劳总薪字29号、[80]财企字41号关于国营企业职工请婚丧假和路程假问题的通知》（原劳动部曾于日发布(59)中劳薪字第67号“通知”规定：企业单位的职工请婚丧假在三个工作日以内的，工资照发。）“一、职工本人结婚或职工的直系亲属（父母、配偶和子女）死亡时，可以根据具体情况，由本单位行政领导批准，酌情给予一至三天的婚丧假。”一般现行中以3天为准。
2、《中国人口与计划生育条例中国人口与计划生育条例》第25条公民晚婚晚育，可以获得延长婚假、生育假的奖励或者其他福利待遇。第29条本章规定的奖励措施，省、自治区、直辖市和较大的市的人民代表大会及其常务委员会或者人民政府可以依据本法和有关法律、行政法规的规定，结合当地实际情况，制定具体实施办法。
3、《广东省人口与计划生育条例》第三十五条　职工实行晚婚的，增加婚假十日；实行晚育的，增加产假十五日。城镇其他人员实行晚婚、晚育的，可由当地人民政府给予表扬和奖励。
4、《深圳经济特区计划生育管理办法》第三十四条　实行晚婚的在职国家机关工作人员、企事业单位员工（含劳务工，下同），增加婚假10日；实行晚育的，增加产假15日。农民及其他人员实行晚婚晚育的，由所在区、镇人民政府给予表扬和奖励。
四、婚假工资如何发放？答案是：工资照发。
1、《深圳经济特区计划生育管理办法》第三十六条　依本办法第三十四条、第三十五条享受婚假、产假的，所在单位应照发工资和全勤奖金，原有福利待遇不受影响。
2、可参照以上《劳动法》及《深圳市员工工资支付条例》。
五、婚假是否包括公休假和法定假。？答案是：看具体的情况。
1、一般如果只是三天，那就应是工作日，不包括公休假和法定假，因为根据
原劳动部曾于日发布(59)中劳薪字第67号“通知”规定：企业单位的职工请婚丧假在三个工作日以内的，工资照发。
2、如果是13天，那这个一般应该是包括公休假和法定假。虽说没有直接的外部法律法规去规定如何放，但因为新增加的天数是奖励的，而这个奖励是依据相关的计划生育条例，那么晚婚与晚育应该是同一个层面上的，而根据晚育的放假方式是连着放的，故此推出婚假十几天也是连着放，即是连着放，如遇公休日和法定日都可以照算。
六、其他注意事项
1、深圳市人民代表大会常务委员会关于废止《深圳经济特区劳务工条例》的决定（日深圳市第四届人民代表大会常务委员会第二十八次会议通过），故此从09年起就不能再引用《深圳经济特区劳务工条例》。
2、《婚姻法》并没有直接规定婚假多少天。
3、《计划生育条例》要看清楚是全国性的、广东省、山东、北京、安徽、河北等省还是广东省内的深圳、广州等。如果是全国性的只会规定一个指导性的，然后要求各地区根据地区具体情况来规定。婚假各地是不同的，有10、13、15、18、23、30天等都有。
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《深圳市员工工资支付条例》解读
导读：《深圳市员工工资支付条例》解读，第一条为了维护员工获得劳动报酬的权利，规范工资支付行为，结合深圳市实际，制定本条例，[解读]本条是关于本条例立法宗旨和立法依据的规定，本条例的立法宗旨是：维护员工获得劳动报酬的权利，是本条例的首要立法宗旨，应体现维护员工获得劳动报酬的权利的宗旨，都应体现维护员工获得劳动报酬的权利的宗旨，是为了实现维护员工获得劳动报酬的权利的首要立法宗旨，也是本条例的立法宗旨之一
《深圳市员工工资支付条例》解读
为了维护员工获得劳动报酬的权利，规范工资支付行为，依据《中华人民共和国劳动法》和其他有关法律、法规的规定，结合深圳市实际，制定本条例。
[解读]本条是关于本条例立法宗旨和立法依据的规定。
本条例的立法宗旨是：维护员工获得劳动报酬的权利，规范工资支付行为。
维护员工获得劳动报酬的权利，是本条例的首要立法宗旨。劳动者取得劳动报酬的权利，是《劳动法》规定的劳动者的的基本权利，只要劳动者付出了有效的劳动，就有权取得劳动报酬，国家和地方的劳动立法，应体现维护员工获得劳动报酬的权利的宗旨。劳动保障行政部门、劳动争议仲裁机构和人民法院在劳动执法和劳动司法过程中，都应体现维护员工获得劳动报酬的权利的宗旨。
范工资支付行为，是为了实现维护员工获得劳动报酬的权利的首要立法宗旨，也是本条例的立法宗旨之一。
本条例的立法依据是：《中华人民共和国劳动法》和其他有关法律、法规，并结合深圳市实际。
《中华人民共和国劳动法》是劳动法这一法律部门的基本法，是本条例的主要立法依据。其他有关法律、法规，如《工会法》、《女职工劳动保护规定》等，也是本条例的立法依据之一。
结合深圳市实际，也是本条例的立法依据之一。深圳经济特区是我国最早的经济特区，是我国改革开放的试验田，许多方面，包括有关立法，都走在全国前面。本条例结合深圳市的实际情况，有些规定，在全国是个首创，比如关于“标准工资”的规定。
本条例适用于本市行政区域内的企业、个体经济组织以及其他经济组织（以下统称用人单位）和与之形成劳动关系的员工。
国家机关、事业单位、社会团体和与之建立劳动关系的员工，依照本条例执行，但公务员、参照公务员管理的人员等除外。
[解读]本条是关于本条例适用范围的规定。
本条是从地域范围和适用对象来规定本条例的适用范围的。
本市行政区域，既包括深圳经济特区内的福田、罗湖、南山、盐田四区，也包非经济特区的宝安区和龙岗区。
企业，包括法人企业和非法人企业、国有企业和非国有企业、内资企业和外资企业等
个体经济组织，一般是指雇工在7人以下的个体工商户。
其他经济组织，一般是指民办非企业单位，如民办学校、民办医院、民办职业培训中心等。
国家机关，一般是指人大及其常委会、政府及其工作机构、法院及检察院等权力机关、行政机关、司法机关。
事业单位，一般是指利用国有资产举办的新闻、出版、学校、科研机构、医药卫生等社会服务组织。
社会团体，一般是指工会、共青团、妇联、文联等社会组织。
员工，泛指年满16周岁，具有劳动能力的自然人，包括我国公民、外国人和无国籍人。
国家机关、事业单位、社会团体及其员工，作为本条例的适用对象是有条件的。只有单位与员工之间建立的是劳动关系时，才适用本条例，公务员和参照公务员管理的人员不适用本条例。
本条例所称工资，是指用人单位依据国家有关规定和劳动关系双方的约定，以货币形式支付给员工的劳动报酬。但依据法律、法规、规章的规定，由用人单位承担或者支付给员工的下列费用不属于工资：
（一）社会保险费；（二）劳动保护费；（三）福利费；（四）用人单位与员工解除劳动关系时支付的一次性补偿费；（五）计划生育费；（六）其他不属于工资的费用。
本条是关于工资的定义及其范围的规定，
本条对工资定义和范围的规定与劳动部《关于贯彻执行〈劳动法〉若干问题的意见》第53条和国家统计局《关于工资总额组成的规定》的规定是基本一致的。
工资是劳动报酬，非劳动报酬不属于工资，如
社会保险费、劳动保护费、福利费、计划生育费等费用不属于工资的范围；工资是以货币形式支付的劳动报酬，非货币形式支付的劳动报酬，如给付的物品，不属于工资的范围。
工资由国家规定或用人单位与员工约定，包括计时工资、计件工资、奖金、津贴和补贴、加班加点工资、特殊情况下支付的工资。
计时工资是指按计时工资标准（包括地区生活费补贴）和工作时间支付给个人的劳动报酬。包括：
（一）对已做工作按计时工资标准支付的工资； （二）实行结构工资制的单位支付给职工的基础工资和职务（岗位）工资；（三）新参加工作职工的见习工资（学徒的生活费）；（四）运动员体育津贴。
计件工资是指对已做工作按计件单价支付的劳动报酬。包括：（一）实行超额累累进计件、直接无限计件、限额计件、超定额计件等工资制，按劳动部门或主管部门批准批准的定额和计件单价支付给个人的工资；（二）按工会任务包干方法支付给个人的工资；（三）按营业额提成或利润提成办法支付给个人的工资。
奖金是指支付给职工的超额劳动报酬和增收节支的劳动报酬。包括：（一）生产奖；（二）节约奖；
（三）劳动竞赛奖；（四）机关、事业单位的奖励工资； （五）其他奖金。
津贴和补贴是指为了补偿职工特殊或额外的劳动消耗和因其他特殊原因支付给职工的津贴，以及为了保证职工工资水平不受物价影响支付给职工的物价补贴。（一）津贴。包括：补偿职工特殊或额外劳动消耗的津贴，保健性津贴，技术性津贴，年功性津贴及其他津贴。（二）物价补贴。包括：为保证职工工资水平不受物价上涨或变动影响而支付的各种补贴。
加班加点工资是指按规定支付的加班工资和加点工资。包括平日加点工资、休息日和法定节假日加班工资等。
特殊情况下支付的工资。包括：（一）根据国家法律、法规和政策规定，因病、工伤、产假、计划生育假、婚丧假、事假、探亲假、定期休假、停工学习、执行国家或社会义务等原因按计时工资标准或计时工资标准的一定比例支付的工资；（二）附加工资、保留工资。
工资不包括的项目：依据法律、法规、规章的规定，由用人单位承担或者支付给员工的下列费用不属于工资：
（一）社会保险费；（二）劳动保护费；（三）福利费；（四）用人单位与员工解除劳动关系时支付的一次性补偿费；（五）计划生育费；（六）其他不属于工资的费用。
第四条 本条例所称标准工资，是指员工在正常工作时间内为用人单位提供正常劳动应得的劳动报酬，但不包括下列各项：
（一）支付周期超过一个月的劳动报酬，如季度奖、半年奖、年终奖、年底双薪以及按照季度、半年、年结算的业务提成等；（二）无确定支付周期的劳动报酬，如一次性的奖金、津贴、补贴等；用人单位支付给员工的标准工资不得低于最低工资。
[解读] 本条是关于标准工资的定义、范围及其支付的规定。
对标准工资的定义及其规定，可以说是深圳的首创。虽然国家统计局《关于工资总额组成的规定若干具体范围的解释》曾对标准工资（当时的称谓也叫基本工资）有过规定和定义，但定义不够明确具体。
本条对标准工资的定义作了明确的界定：标准工资是员工正常工作时间提供正常劳动应得的劳动报酬。非正常工作时间，如加班时间，所得的劳动报酬不属于标准工资的范围；非提供正常劳动，如正常工作时间内有停工和事假，其所得的工资不是标准工资。除此之外，支付周期超过一个月的劳动报酬，如季度奖、半年奖、年终奖、年底双薪以及按照季度、半年、年结算的业务提成等；无确定支付周期的劳动报酬，如一次性的奖金、津贴、补贴等不属于标准工资的范围。
标准工资的支付：不得低于最低工资。最低工资，是劳动者在法定工作时间内提供了正常劳动的前提下，用人单位支付给劳动者的最低劳动报酬。最低工资不包括加班工资、伙食补贴等工资或费用。
一般地，标准工资，大于或等于最低工资，小于或等于工资。
标准工资是计算加班工资、假期工资、特殊情况下的工资的依据（后面详解）
得注意的是，支付周期超过一个月的劳动报酬，如季度奖、半年奖、年终奖、年底双薪以及按照季度、半年、年结算的业务提成等；无确定支付周期的劳动报酬，如一次性的奖金、津贴、补贴等，虽然不属于标准工资的范围，但属于工资的范围。
用人单位应当按时、足额支付员工工资。
工资应当以货币形式支付，不得以实物等非货币形式支付。
用人单位应当至少每月向员工支付一次工资。
本两条是关于工资支付制度和工资保障制度的规定。
用人单位支付员工工资应遵守按时支付原则和足额支付原则，不得无故拖欠或者克扣员工工资。按时支付包括按法定时间支付和约定时间支付；足额支付包括法定和约定的各项工资（计时工资、计件工资、加班加点工资、奖金、津贴和补贴、特殊情况下支付的工资）。
用人单位支付员工工资还应遵守现金支付原则和按月支付原则，不得以实物、有价证券等非货币形式支付。实行月薪制的员工，工资必须按月发放，至少每月向员工支付一次工资。但实行小时工资制、日工资制、周工资制的单位，工资也可以按日或按周发放。
第七条 市、区人民政府劳动保障行政管理部门（以下简称劳动保障部门）负责对本条例的实施情况进行监督、检查。
公安、工商、建设等有关部门应当在各自职责范围内，协助劳动保障部门做好用人单位工资支付的监督管理工作。
本条是关于劳动保障行政部门对本条例的监督检查及政府有关部门对本条例的监督检查的规定。 劳动保障行政部门是国家统一管理劳动保障工作的主管部门，负责对企业执行劳动力管理、职工工资、福利、社会保险、劳动安全卫生、职业培训等法律、政策的情况进行监察检查。
公安、工商、建设等有关部门对用人单位执行各项劳动法律、法规的情况也有相应的监督检查权。
用人单位应当通过集体协商或者其他民主方式依法制定工资支付制度，并向本单位全体员工公布。
本条是关于工资支付制度的制定程序及公示方式的规定。
工资支付制度是指工资的具体发放办法的规定，是用人单位规章制度的重要组成部分。
用人单位制定工资支付制度可通过集体协商或者其他民主方式制定。集体协商是指职工一方的协商代表与用人单位一方的协商代表就双方需要协商解决的问题采取协商会议的形式进行协商约定。职工一方的协商代表由本单位工会选派。未建立工会的，由本单位职工民主推荐，并经本单位半数以上职工同意。用人单位一方的协商代表，由用人单位法定代表人（或者负责人）指派。
其他民主方式制定，通常是指由双方代表共同协商起草，经职工代表大会或职工大会通过。
工资支付制度制定通过后，还应当向全体员工公布，让全体员工知道。公布可通过张贴公告或每个员工发放《员工手册》等方式。
用人单位应当与员工约定工资及其支付周期、支付日等内容。
本条是关于工资支付制度的内容的规定。工资支付制度的内容包括：工资支付项目、工资支付水平、工资支付方式、工资支付对象、工资支付时间以及特殊情况下的工资支付。
用人单位与员工约定的工资应包括标准工资、加班工资、津贴和补贴、奖金、试用期及病、事假等期间的工资待遇等
用人单位与员工应当约定工资支付周期。工资支付周期是指每次支付工资的时间间隔。实行年、月、周薪制的，其工资支付周期分别为一年、一月、一周。一个人的工资可能有多个周期，如月工资的支付周期为月，季度奖、年终奖的周期则为一个季度和一年。
用人单位与员工应当约定工资支付日。工资支付日，是指工资的发放日期。
用人单位与员工约定的工资支付日不得违反本条例第十一条的规定。
实行年薪制或者按照考核周期支付工资的，应当每月按照不低于最低工资的标准预付部分工资。
加班工资支付周期不得超过一个月。
本条第一款规定的是关于年薪制、按考核周期支付工资等工资支付周期超过一个月的情况应如何发放员工工资。
由于约定的工资支付周期超过一个月，为保证员工日常工作生活需要，本条例强制规定：实行年薪制或者按照考核周期支付工资的，应当每月按照不低于最低工资的标准预付部分工资。除按规定预付的部分工资外，余下的工资可以按约定的支付周期支付。实行年薪制或者按照考核周期支付工资的企业，如果每月不按照不低于最低工资的标准预付部分工资，则属于违法情况。
本条第二款是关于加班工资支付周期的规定。无论工资支付周期是不满一个月还是超过一个月，但加班工资的支付周期都不得超过一个月。
工资支付周期不超过一个月的，约定的工资支付日不得超过支付周期期满后第七日；工资支付周期超过一个月不满一年的，约定的工资支付日不得超过支付周期期满后的一个月；工资支付周期在一年或者一年以上的，约定的工资支付日不得超过支付周期期满后的六个月。
工资支付日遇法定休假节日或者休息日的，应当在之前的工作日支付。
本条第一款是关于工资支付日如何约定的规定。
工资支付日，是指工资的发放日期。《劳动法》及有关劳动法规、规章虽然都规定用人单位应按月支付员工工资或规定至少每月向员工支付一次工资，但对工资的支付日期却不明确。本款明确规定了不同工资支付周期的工资支付日的约定。&工资支付周期不超过一个月&含&一个月&的情况；&工资支付周期超过一个月不满一年&不含&一个月、一年&的情况。
本条第二款规定的是工资支付日遇法定休假节日或者休息日时应如何发放工资。本款规定： 工资支付日遇法定休假节日或者休息日时，应当在法定休假节日或者休息日之前的工作日支付员工工资，而不能在法定休假节日或者休息日之后的工作日支付员工工资。
包含总结汇报、经管营销、出国留学、高中教育、表格模板、教学研究、自然科学以及《深圳市员工工资支付条例》解读等内容。本文共4页
相关内容搜索深圳市员工工资支付条例&英文版
深圳市员工工资支付条例 英文版
Regulations of the Shenzhen Municipality on the Wage Payment to
深圳市人民代表大会常务委员会116号
（No. 116）
颁布日期： 　实施日期： 　颁布单位：深圳市人大常委会
Regulations of the Shenzhen Municipality on the Wage Payment to
Employees was adopted at the Thirty-Third Meeting of the Standing
Committee of the Third Shenzhen Municipal People‘s Congress on
August 27， 2004， approved at the Thirteen Meeting of the Standing
Committee of the Tenth Guangdong Provincial People’s Congress on
September 24， 2004， and is now promulgated. It shall take effect as
of December 1， 2004.
October 28， 2004
Regulations of the Shenzhen Municipality on the Wage Payment to
（Adopted at the Thirty-Third Meeting of the Standing Committee
of the Third Shenzhen Municipal People‘s Congress on August 27，
2004， approved at the Thirteen Meeting of the Standing Committee of
the Tenth Guangdong Provincial People’s Congress on September 24，
Chapter I General Provisions
Article 1 In order to maintain the right of employees to have
remuneration for labor and standardize the acts of wage payment，
these regulations are hereby formulated in accordance with Labor
Law of the People‘s Republic of China and other related laws，
regulations， and in the light of the practical conditions of the
Shenzhen City.
Article 2 These regulations shall apply to the enterprises，
individual organizations and other economic organizations
（hereinafter referred to as employing units） within this
municipality‘s administrative areas as well as the employees who
have formed a labor relationship with these employing units.
These regulations shall be complied with in implementation by
government offices， institutions， social organizations and the
employees who have formed a labor relationship with these employing
units except civil servants， the personnel who are administered by
referring to the rules concerning civil servants， etc.
Article 3 The wage referred to in these regulations shall mean
the remuneration for labor paid to employees in a monetary form by
employing units according to the related rules of the state and an
agreement between both parties of a labor relationship. But the
following expenses which employing units bear for or pay to
employees according to laws， regulations， rules shall not fall into
（1） social insurance expenses； （2） labor protection expenses；
（3） welfare expenses； （4） a lump-sum severance pay for the
termination of a labor relationship between an employing unit and
an employee； （5） birth control expenses； （6） other expenses that
are not part of wages.
Article 4 The standard wage referred to in these regulations
shall mean the remuneration for labor that an employee earns by
providing normal labor for an employing unit within normal working
hours， but not including the following items：
（1） the remuneration for labor which has a payment term
exceeding 1 month such as quarterly bonus， half year bonus，
year-end bonus， year-end double pay， business royalty calculated on
the basis of quarter， half year， year； （2） the remuneration for
labor which has no regular payment term such as lump-sum bonuses，
allowances， subsidies， etc.； the standard wage paid by an employing
unit to an employee shall not be lower than the minimum wage.
Article 5 An employing unit shall pay its employees wages on
time and in full.
Article 6 Wages shall be paid in a monetary form， and it shall
not be allowed to pay wages in non-monetary form such as pay in
kind， etc.
An employing unit shall pay wages to employees at least once
every month.
Article 7 The administrative departments of labor security of
the municipal， district people‘s governments （hereinafter referred
to as the department of labor security） shall be responsible for
supervision and inspection of the implementation of these
regulations.
The related departments of public security， industrial and
commercial administration， construction shall， within their
respective authorities， help the departments of labor security to
have the wage payment of employing units well supervised and
administered.
Chapter II General Rules on Wage Payment
Article 8 An employing unit shall formulate a wage payment
system according to law through collective consultation or in other
democratic ways， and make it public to all the employees of the
Article 9 An employing unit shall have agreements with employees
on wages， payment term， date of payment， etc.
Article 10 If an employing unit has a yearly salary system or it
pays wages according to an assessment term， the unit shall pay part
of wages in advance every month which should not be lower than the
minimum wage.
The payment term of overtime wages shall not exceed one
Article 11 If a wage payment term is less than 1 month， an
agreed date of wage payment shall not be later than the 7th day
after the term expires； if a wage payment term is more than 1 month
but less than 1 year， an agreed date of wage payment shall not be
later than 1 month after the term expires； if a wage payment term
is 1 year or more than 1 year， an agreed date of wage payment shall
not be later than 6 months after the term expires.
If a date of wage payment happens to be a legal holiday or a
non-business day， the payment shall be made in a preceding business
Article 12 If an employing unit is not able to pay wages at an
agreed date of wage payment for a reason， the date of wage payment
may be extended for 5 days； if the extension has to be more than 5
days because of difficulties in production and operation， a written
agreement with the unit‘s trade union or employees themselves shall
be reached， but the extension shall be no more than 15 days.
Article 13 When a labor relationship between an employing unit
and an employee is canceled or terminated according to law， the
wages shall be paid in full within 3 business days from the date of
cancellation or termination of the labor relationship if the wage
payment term is less than 1 month； if the wage payment term is more
than 1 month， the wages may be paid on an agreed date of wage
Article 14 An employee‘s wages shall be calculated to be paid
from the date of starting a labor relationship with an employing
unit to the date of cancellation or termination of such
relationship.
If an employee‘s monthly bonus， quarterly bonus， year-end bonus
have not become due on the date of cancellation or termination of
the labor relationship， they shall be calculated and paid according
to the actual working hours.
Article 15 An employing unit shall formulate a wage payment
table for paying wages.
A wage payment table shall have records of the name of the unit
to make payments， period of wage calculation and payment， date of
wage payment， names of employees， normal working hours， overtime
working hours， items payable such as standard wages， overtime
wages， etc.， and items of deduction， amount， and account numbers of
wages， etc.
A wage payment table shall be kept at least for 2 years.
When paying employees wages， an employing unit shall provide pay
lists for the employees who should sign after receiving their pay
lists. The contents of pay lists shall be in accord with those of
wage payment tables， if employees take issue on their pay lists， an
employing unit shall reply.
Article 16 An employing unit shall pay wages to employees
themselves.
If an employing unit entrust a bank with wage payment， the wages
shall be deposited into employees‘ personal accounts.
If an employing unit makes wage payment to employees by cash，
the employees shall take their wages in person and sing on the wage
payment tables. If an employee cannot take wages in person for a
reason， other persons may be entrusted with taking the wages
instead， but a written authorization shall be provided. If an
employee died， the heir or the devisee of this employee shall take
the wages.
Article 17 If an employing unit pays its employees wages on the
basis of week， day， hour， the wages shall be calculated according 8
hours per day， 40 hours per week， 21.75 days per month on an
Chapter III Rates of Overtime Wage Payment
Article 18 If an employing unit is in one of the following
situations， overtime wages shall be paid to employees according to
the following rates：
（1） in case of arrangement for an employee to work at the time
beyond normal working hours， the overtime pay shall be no less than
150% of the employee‘s standard wage or piecework wage； （2） in case
of arrangement for an employee to work on a non-business day， the
pay shall be no less than 200% of the employee’s standard wage or
piecework wage； （3） in case of arrangement for an employee to work
on legal holidays， the pay shall be no less than 300% of the
employee‘s standard wage or piecework wage.
Article 19 Within the term of comprehensive calculation of
working hours for the employees under the work system of
comprehensive calculation of working hours， if an employing unit
makes an arrangement for such an employee to work after the actual
working hours of this employee have reached the normal working
hours， it shall be regarded as overtime working， and the overtime
pay shall be no less than 150% of the employee‘s standard wage or
piecework wage.
If an employing unit arranges for an employee under the work
system of comprehensive calculation of working hours to work on a
legal holiday， the overtime pay shall be no less than 300% of the
employee‘s standard wage or piecework wage.
Article 20 If an employing unit arranges for an employee under
the work system of non-scheduled working hours to work on a legal
holiday， the overtime pay shall be no less than 300% of the
employee‘s standard wage or piecework wage.
Chapter IV Rates of Vacation Wage Payment
Article 21 If an employee takes a vacation on legal holidays， an
employing unit shall pay wages.
If an employee under the hourly wage system， day wage system and
piecework wage system takes a vacation on legal holidays， an
employing unit shall pay this employee the wages during the legal
holidays which should be no less than the employee‘s own standard
Article 22 When an employee enjoys a maternity leave， a nursing
leave， a leave for birth control surgery， etc.， according to law，
an employing unit shall see it as providing normal labor and pay
When an employee enjoys a yearly vacation， a home leave， a
marriage leave， a funeral leave， etc.， according to law， an
employing unit shall pay the employee the vacation wage which
should be no less than the employee‘s own standard wage.
Article 23 If an employee is ill or injured for a reason not
related to work and has to stop working for medical treatment， an
employing unit shall， within the period of medical treatment
prescribed by the state， pay the employee the wages for sick or
injury leave which should be no less than the 60% of the employee‘s
own standard wage， but may not be less than 80% of the minimum
Article 24 If an employee is injured in line of duty， the wages
or work-related injury benefits shall be paid according to the
related rules of employment injury insurance.
Article 25 If an employee takes a leave for private affairs， an
employing unit may not pay the employee wages during the leave.
Article 26 Within the term of comprehensive calculation of
working hours for the employees under the work system of
comprehensive calculation of working hours， taking a break after
the actual working hours have reached the normal working hours
shall be seen by an employing unit as providing normal labor and
the wage shall be paid for the break.
Chapter V Wage Payment in Special Situations
Article 27 If an employee is in one of the following situation
within normal working hours， an employing unit shall regard it as
providing normal labor and pay wages：
（1） exercising the right to vote and stand for election； （2）
attending the meetings of the organizations such as the peoples
congress and its standing committee， governments， parties， labor
unions， Communist Youth League， Women‘s Federation， etc. at
district level or higher levers as an elected representative or
member； （3） participating in trials as a people’s juror or taking
part in the activities of litigation， arbitration as a witness； （4）
participating in the activities of a trade union as a member of a
grassroots committee of the trade union who is not released from
production according to Law of the People‘s Republic of China on
Trade Unions； （5） other situations stipulated by laws，
regulations.
Article 28 If an employing unit partly or entirely suspends
production， operation
for a reason which is not employee‘s own fault， the employing
unit shall pay wages to the employee suspended from work during the
period of suspension according to the following rates：
（1） in case of being suspended from work for less than 1 month，
the pay shall be 80% of the employee‘s own standard wage； （2） in
case of being suspended from work for more than 1 month， the pay
shall be no less than 80% of the employee’s own standard wage.
Article 29 If an employee is suspended from work for the
employee‘s own fault， an employing unit may not pay the employee
wages during the period of suspension except that the suspension is
verified as a result of a work-related injury.
Article 30 If an employee is sentenced to public surveillance or
penal servitude， placed on probation for fixed-term imprisonment or
paroled， serving a sentence outside prison， out on bail to await
trial with restricted liberty of moving， and the labor relationship
has not been canceled， an employing unit shall pay wages according
to the labor that the employee provides.
Article 31 If enforcement measures have been taken to restrict
an employee‘s right to freedom of the person because the employee
is suspected of violating law or an administrative penalty to
restrict the employee’s right to freedom of the person has been
imposed， an employing unit may not pay wages during the period when
the employee‘s right to freedom of the person is restricted.
Article 32 When an employing unit goes into liquidation
according to law because of bankruptcy， dissolution， or being
terminated， the liquidating organization shall， according to the
liquidation order stipulated by the related laws， pay the wages due
to employees first.
Chapter VI Withholding and Deduction of Wages
Article 33 An employing unit shall withhold or pay the following
expenses from employees wages on behalf of the employees according
（1） the personal income taxes of the employees‘ own wages； （2）
the social insurance premiums born by the employees themselves； （3）
the expenses of bringing up children， expenses of supporting family
members， expenses of supporting parents and grandparents which
should be paid by the employees according to a court decision put
into execution with assistance of the employing unit； （4） other
expenses that should be withheld or paid from the employees wages
by the employing unit according to laws， regulations.
Article 34 An employing unit may deduct the following expenses
from& employee‘s wages：
（1） the compensation for the economic loss of the employing unit
caused by the employees themselves； （2） the economic penalties for
violation of disciplines imposed on the employees by the employing
unit in compliance with the regulations and rules formulated
according to law； （3） other expenses agreed on by the employee
themselves.
The remaining sum of an employee‘s wages after every month’s
deduction by an employing unit of the expenses referred to in Items
（1）， （2） of the preceding section shall not be lower than the
minimum wage.
Chapter VII Minimum Wage
Article 35 The minimum wage referred to in these regulations
shall mean the minimum remuneration of labor that an employing unit
should pay after an employee has provided normal labor within
normal working hours. But the following items shall not be included
as part of the minimum wage：
（1） overtime wage； （2） allowances for working in special
conditions of night shift， high temperature， low temperature，
underpit operation， exposure to toxic and harmful materials， etc.；
（3）other expenses which do not fall into wages according to the
Article 36 The minimum wage shall be determined by taking the
minimum living cost of employees themselves and their supported
family members on an average as a base and taking the following
factors into comprehensive consideration：
（1） the average wage level of a society； （2） the level of labor
productivity and the level of economic development； （3） the state
of employment； （4） the social insurance standards.
The municipal department of labor security shall， jointly with
the municipal department of state assets management， municipal
federation of trade unions， municipal federation of chambers of
commerce， study and determine the minimum wage， and report it to
the municipal people‘s government （hereinafter referred to as the
municipal government） for approval.
Article 37 The minimum wage shall be adjusted once every year.
The methods of such adjustment shall be decided separately by the
municipal government.
Article 38 The minimum wage shall be announced during the last
ten days of June every year by the municipal government
respectively in this city‘s major newspapers， radio stations and
television stations. The units of press shall publish， broadcast it
Article 39 An implementation year of the minimum wage shall be
from July 1 of the year to June 30 of the next year.
Article 40 The minimum wage shall take hourly wage as its basic
form. As for the wage forms such as piecework wages or deduction
wages， etc.， their hourly wages shall be calculated according to
normal working hours， and the corresponding sum as a result of
calculation shall not be lower than the minimum hourly wage.
Article 41 The municipal government may fix different minimum
wages for the different administrative areas of this municipality
on the basis of their specific conditions.
Article 42 Within one month from the date when the municipal
government announces the minimum wages， an employing unit shall
notify its employees in writing of the rules of the municipal
government on the minimum wages of the current year.
Chapter VIII Supervision and Inspection
Article 43 The municipal， district people‘s governments shall
establish a system to monitor the wage payments of employing units
and to supervise and inspect the credit information of the wage
payments of these units.
Article 44 The departments of labor security shall supervise and
inspect the wage payments of employing units， and deal with illegal
acts according to law. Employing units shall make truthful reports
and provide the related materials and evidence when accepting such
supervision and inspection.
Article 45 When the departments of labor security supervise and
inspect the wage payments of employing units according to law， the
related departments of public security， industrial and commercial
administration， and construction， etc.， shall give assistance at
the request of the departments of labor security.
Article 46 The trade unions at various levels shall supervise
the acts of wage payment of employing units according to law， have
the right to stop the illegal acts of employing units and ask the
departments of labor security to deal with the illegal acts of
employing units.
Article 47 Any organizations and individuals shall have the
right to report to the departments of labor security and indict for
the acts violating the laws， regulations on the wage payment.
Article 48 If an employing unit is in one of the following
situations， employees shall have the right to report to the
departments of labor security：
（1） the paid wages are lower than the minimum wage； （2）
embezzling or defaulting employees‘ wages without reason； （3） the
legal representative or the person in charge of operation has
diverted assets， or escaped， hidden so that the wage payment to
employees might be affected； （4） other situations which might
affect the wage payments to employees.
Article 49 After receiving a report， a department of labor
security shall deal with and finish the case within 30 days from
the date of accepting the case； if the circumstances are
complicated， the deadline to close the case may be extended， but
the longest time limit shall be no more than 60 days， and the
reporter shall have a feedback on the settlement.
Article 50 If an employing unit has embezzled， defaulted
employees‘ wages without reason， or paid wages which are lower than
the minimum wage， a department of labor security shall have the
authority to ask the employing unit to submit the wage payment
tables on the regular basis within one year.
Article 51 If an employing unit has embezzled， defaulted
employees‘ wages without reason， or paid wages which are lower than
the minimum wage， a department of labor security may make it public
according to the seriousness of circumstances.
Chapter IX Legal Liabilities
Article 52 If an employing unit is a partnership， its partners
shall have joint and several liability， a partner who paid the
defaulted wages first may recover the payment from other partners
later according to law.
Article 53 When undertaking construction activities， if units
such as a unit in charge of construction， an enterprise as a
general contractor of construction， etc.， have given out a
contract， subcontract or subletting contract， in violation of law，
to an organization or individual unqualified as an employing
subject for failure to go through industrial and commercial
registration or unqualified in terms of appropriate aptitude， and
this organization or individual has defaulted employees‘ wages， the
unit giving out the contract shall pay the defaulted wages of
employees for such an organization or individual.
Article 54 In case of contracted management of an employing
unit， if a contractor defaults employees‘ wages， the party giving
out contract shall bear the corresponding legal responsibility
according to law.
Article 55 If an employing unit is in one of the following
situations， a department of labor security shall give a warning，
order correction by a deadline； in case of failure to make
correction after the deadline， a fine of more than 10，000 but less
than 50，000 RMB　shall be imposed：
（1）failure to make or keep the wage payment tables according to
these regulations； （2） failure to provide the pay lists for
employees according to these regulations； （3） failure to provide
the wage payment tables for employees to sign when paying wages by
Article 56 If an employing unit is in one of the following
situations， a department of labor security shall order correction
by a deadline； in case of failure to make correction after the
deadline， a fine of more than 30，000 but less than 50，000 RMB shall
be imposed according to the seriousness of circumstances：
（1） paying employees wages lower than the minimum wage； （2）
embezzling or defaulting employees‘ wages without reason； （3）
paying employees wages in non-monetary forms such as wage in kind，
Article 57 If an employing unit has paid employees wages lower
than the minimum wage， the deficiency shall be made up， and the
economic compensation equivalent to 200% of the gross amount of the
deficiency shall be paid to employees as well.
Article 58 If an employing unit has embezzled or defaulted
employees‘ wages without reason， the employees’ wages shall be paid
in full， and the economic compensation equivalent to 25% of the
gross amount of the embezzled or defaulted wages shall be paid to
employees as well.
Article 59 If an employing unit， whose violation is reported，
complained of， has refused to provide the related materials of the
wage payments of the unit or hidden facts， provided false materials
or hidden， destroyed the related materials when a department of
labor security is supervising and inspecting the wage payments， a
department of labor security shall impose a fine of more than
10，000 but less than 50，000 RMB according to the seriousness of
circumstances， and may also impose a fine of more than 5，000 but
less than 20，000 RMB on the chief responsible person and directly
responsible persons of the employing unit.
Article 60 If the party concerned has refused to accept a
decision on administrative penalties made by a department of labor
security， an application for administrative review may be filed
according to law or an administrative action may be taken. If the
party concerned has failed to apply for administrative review， to
take administrative action， and to carry out the decision on
administrative penalties， the department of labor security shall
apply for coercive execution to the people‘s court according to
Article 61 When supervising and inspecting the wage payments of
employing units， the personnel of the departments of labor security
and the related departments shall abide by the related rules and
present valid certificates.
Article 62 If the departments of labor security and the related
departments have failed to execute duties according to these
regulations， administrative sanctions shall be imposed on directly
responsible chief officers and directly responsible persons
according to law.
If the personnel of the departments of labor security and the
related departments have abused power， practiced favoritism and
engaged in irregularities， and neglected duties， administrative
sanctions shall be imposed according to law； if a crime has been
constituted， the criminal responsibility shall be ascertained
according to law.
Chapter X Supplementary Provisions
Article 63 The meaning of the following terms used in these
regulations shall be as follows：
（1）　normal working hours shall mean the working hours fixed by
an employing unit within legal working hours；
（2） normal labor shall mean the labor that employees provide
within normal working hours according to an agreement of both
parties of the labor relationship；
（3） embezzling wages shall mean the acts of an employing unit to
withhold and cut employees‘ wages in violation of these
regulations；
（4） defaulting wages without reason shall mean the acts of an
employing unit to fail to pay or to pay in full employees’ wages
not because of force majeure after a deadline stipulated or
endorsed by these regulations.
Article 64 The municipal government may formulate detailed
implementation rules according to these regulations.
Article 65 These regulations shall take effect as of December 1，
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