農曆新年即將到來，適用勞動基準法的勞工，其休假及薪資應如何計算？台北市政府勞工局說明，依據勞動基準法施行細則第23條規定，其他由中央主管機關規定應放假之日，春節為除夕以及農曆正月初一至初三，前述放假期間，如適逢勞資雙方約定的星期例假日，則應於2月17日補假一天。適用勞基法規範的外勞，亦應比照規定給假。
日前勞委會針對勞基法相關規定處分疑義，發文予各縣市政府，針對例假日在勞工同意下，是否得要求出勤進行說明。勞工局指出，依該會98年12月8日所發佈的函釋，其非因勞基法第40條所列天災、事變或突發事件等法定原因，縱使勞工同意，亦不得使勞工於該例假日工作，違反者可依違反勞基法第36條論處。
勞基法第37條明定，紀念日、勞動節日及其他由中央主管機關規定應放假之日，均應休假；在施行細則第23條所訂的假日，農曆春節包括除夕、初一至初三等四天。勞工局表示，外勞例假日視實際情況安排，依據每工作七天有一天做為例假日的原則，雖然大部分外勞固定休周日居多，但也有部份安排於其他時間。勞工局說明，只要所規定的農曆春節，適逢所約定的例休，即應補假。
但期間如因工廠趕工的需求，雇主得徵求外勞同意後，於該休假日出勤，但應依勞基法第39條規定，加倍給付工資。以基本工資新台幣17,280元計算，日薪為576元，當日薪資即1,152元。
另外，勞工局也提醒雇主，休假日與例假日並不相同，在勞基法施行細則所規定的休假日，以及勞工的特別休假，雇主得徵求勞工同意，要求出勤，惟薪資應加倍給付。但勞委會日前所發佈的函釋中說明，除非因天災、事變等因素，即使勞工同意，雇主不得要求勞工於例假日提供勞務，否則得依違反勞基法第36條，處以新台幣6千元以上6萬元以下罰鍰。
2010年2月10日 星期三
外勞轉換期間 雇主仍負安置責任 要求仲介代管生活照顧 需付費
外勞辦理轉換期間，外勞應該安置在那裡？對此勞委會表示，外勞等待轉換新雇主期間，其安置責任仍由原雇主負責，除非是雇主行蹤不明、有勞資爭議等符合收容要點中規定的原因，才得入住收容中心，若是要求仲介代管，則需視情況是由雇主付費抑或是勞資協議。
由於部分外勞在轉換期間面臨雇主不願負擔其膳宿，外勞又無處可去，往往雇主會要求仲介接手處理，但是需分其聘僱是否存續來說明。
勞委會表示，一般合意解約，原雇主同意外勞轉換新雇主，須等外勞被新雇主承接後，或等不到新雇主承接，過了轉換期遣返出境，原雇主與外勞的契約才算合意終止；外勞在等待轉換時，雇主仍須提供膳宿，若是有要求外勞提供勞務，原雇主仍需給付薪資。
勞委會說明，原雇主若是不願外勞在轉換期住宿家中，要求仲介代為管理，其外勞的膳宿費用則由雇主與仲介雙方協議金額。
不過，若是被看護者死亡，其聘僱就會被廢止後才辦理轉換事宜，常衍生從事許可以外工作之疑慮，這期間到底能否工作，勞委會日前曾討論未有定案，地方政府執行查察時各地標準不同，在未有明確規範時，應避免讓外勞工作，僅能處理外勞本身相關日常生活事務，但是雇主仍需負擔外勞的膳宿至返國或是完成轉換雇主為止，但因契約終止，膳宿費用則需外勞與雇主協議。
勞委會說明，雇主若是不願外勞在轉換期住宿家中，要求仲介代為管理，其外勞的膳宿費用則由雇主與外勞協議誰負擔後，再與仲介協議金額。
由於部分外勞在轉換期間面臨雇主不願負擔其膳宿，外勞又無處可去，往往雇主會要求仲介接手處理，但是需分其聘僱是否存續來說明。
勞委會表示，一般合意解約，原雇主同意外勞轉換新雇主，須等外勞被新雇主承接後，或等不到新雇主承接，過了轉換期遣返出境，原雇主與外勞的契約才算合意終止；外勞在等待轉換時，雇主仍須提供膳宿，若是有要求外勞提供勞務，原雇主仍需給付薪資。
勞委會說明，原雇主若是不願外勞在轉換期住宿家中，要求仲介代為管理，其外勞的膳宿費用則由雇主與仲介雙方協議金額。
不過，若是被看護者死亡，其聘僱就會被廢止後才辦理轉換事宜，常衍生從事許可以外工作之疑慮，這期間到底能否工作，勞委會日前曾討論未有定案，地方政府執行查察時各地標準不同，在未有明確規範時，應避免讓外勞工作，僅能處理外勞本身相關日常生活事務，但是雇主仍需負擔外勞的膳宿至返國或是完成轉換雇主為止，但因契約終止，膳宿費用則需外勞與雇主協議。
勞委會說明，雇主若是不願外勞在轉換期住宿家中，要求仲介代為管理，其外勞的膳宿費用則由雇主與外勞協議誰負擔後，再與仲介協議金額。
2010年2月9日 星期二
景氣回春？申請失業給付者 不降反升
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| 景氣復甦，就業市場好轉了嗎？經建會公布十二月景氣燈號，距離紅燈只差臨門一腳，不過，勞保局資料卻顯示，去年十二月份我國初次申請失業給付的人數卻是「不降反升」，再次請領失業給付的人數甚至比十一月增加近一成五。 請領給付 較11月多1.5成 專家認為，政府應持續觀察我國是否出現無就業復甦警訊。勞團則表示，目前政府的就業促進措施彷彿是「以債養債」，根本沒有實際創造就業機會，今年畢業季後，失業率恐將失控！ 根據勞保局統計，去年十二月份共有九千兩百八十四人申請失業初次認定，比十一月份的八千五百一十三件上升，也是近半年來首度上升。 此外，非初次申領失業給付的人數，十二月份勞保局共核付了六萬餘人，也比十一月份的五萬兩千多人，增加了將近一成五。上述數據與外界看好景氣好轉的聲浪，並不相符。 學者指出 基本面沒改善 台大經濟系教授林向愷指出，從個別景氣燈號指標變化就知道，這次復甦多是金融貨幣面的影響，並非實質基本面的改善。也因此，就業方面相關指標沒有顯著改善，這次可能是一個高失業的經濟復甦，失業率恐怕很難再有大幅度的改善。 台灣勞工陣線協會秘書長孫友聯指出，雖然近來輿論塑造出景氣大好、大家都有年終獎金可以發的氛圍，但仍不乏有企業趁年前進行人力調整，也因此影響失業給付的請領。 失業人口隱藏在就業計畫 孫友聯說：「令人憂心的是，很多失業人口被隱藏在公部門以及企業實習方案。」光是公部門的促進就業計畫至少就有八萬多人，企業實習方案還有三、四萬人，估 計這些人在七、八、九月可能陸續釋出，屆時再有一批大學畢業生投入就業市場，如果沒有新的就業機會出來，就業市場恐怕又是一場惡夢。 台大國發所副教授辛炳隆則認為，十二月份失業給付微幅增加，可能是歷經大量失業後，回歸正軌的小幅變動，或是急單結束後的效應。 部分產業復甦 難救中高齡失業 至於台灣是否會出現無就業復甦？主要是看產業復甦是否從金融面轉移到實質產業層面，目前看來確實似乎有不少產業已經復甦，因此台灣出現無就業復甦的機會不大；值得注意的是，如果復甦只侷限在科技等少數產業，則「復甦」一詞對於目前大量的中高齡長期失業人口將很難適用。 | |||
2010年2月5日 星期五
How should you respond to the new agency worker regulations?
The final version of the agency worker regulations emerged in January 2010. The government estimates that the changes will increase employer costs by £18 billion a year and take up one and a half hours of HR management time per agency worker in terms of monitoring and administration
Mark Hammerton
Publication date: 4 February 2010
Source:
PM Online
Speculation on how European proposals on agency workers will apply in the UK finally ended recently with the publication of the Agency Workers Regulations 2010.
It may feel like the pressure is off because implementation of the regulations has been delayed until 1 October 2011. But this is a time for reflection and planning, not inertia. Since the regulations are estimated to cost 0.3 per cent of the UK pay bill, hirers should identify now what new working practices will be required to accommodate them.
There are few major policy changes in the final regulations, but there are some differences in detail from previous drafts - for example, the comparator and pay definitions, and in the anti-avoidance provisions.
Defining “temps”
Workers supplied by a temporary agency to work “temporarily for and under the supervision and direction of a hirer” – commonly referred to as "temps" – will be covered by the regulations. The definitions adopted are complex but are intended to exclude:
• the genuinely self-employed;
• those working through their own limited liability companies (provided they are genuinely self employed); and
• those working on “managed service contracts”.
Qualifying period
After completing 12 weeks in an assignment, agency workers will be entitled to the same basic working and employment conditions as if they had been recruited directly by the hirer on day one of the assignment, whether as an employee or a worker. Agency workers may compare their terms with the hirer’s direct recruits working in the “same or broadly similar” role – the comparators don’t have to be in the same office or establishment.
In some respects “basic working and employment conditions” is a simple concept. It will, for example, include:
• comparable salary, overtime or commission payments; and
• rest breaks and holidays entitlement.
In practice, calculating increased holiday entitlement or identifying commission owed to agency workers is likely to prove less straightforward.
Eligibility
The issue becomes more complicated in relation to the list of payments for which agency workers are not eligible. They will not get:
• company sick pay, redundancy pay and pension;
• bonuses, incentive payments or rewards “not directly attributable to the amount or quality of the work done”; and
• benefits in kind.
Drawing the line
A new provision in the regulations allows workers to receive vouchers or stamps of a fixed monetary value, such as luncheon vouchers. Will hirers know which employee payments or benefits apply? For example, will staff discounts be included or excluded? Although discounts are not intended to be caught, according to documents accompanying the regulations, the issue is not clear cut. Could discounts constitute payments or could they be issued as vouchers, to which agency workers are entitled? Or, where they are provided via an onsite shop, are they a collective facility to which agency workers should have equal access? Agency workers will have the right to access collective facilities (eg, staff canteen, creche, transport) from their first day on the same basis as employees and other workers.
While some of these issues will be clarified in a future government guidance document, the safest option for hirers will be to include agency workers in the benefits, introduce service qualifications for their employees or, more drastically, remove some benefits.
Costs
Many organisations have already started to review how compliance with the regulations will affect their costs and practices, and to consider whether there are more effective ways of meeting their flexible labour needs. These might include:
• moving to direct recruitment;
• engaging casuals through an “in house” bank of workers;
• using a third party (possibly an agency) to employ workers directly; or
• increasing the use of self-employed workers and managed service contracts.
Organisations with short-term staffing gaps will need to find ways of absorbing the increased costs. Negotiating exclusivity with fewer agency suppliers, while also renegotiating terms to reduce risks and costs, may help those hirers with sufficient purchasing power.
Avoidance
Some hirers may decide only to use agency workers for fewer than 12 weeks where feasible. However, repeating such practices, or moving workers between different jobs, will not be a viable means of avoiding the regulations. Any “structure of assignments”, such as placing agency workers on a series of 11-week contracts or varying their roles every few weeks, is prohibited and may attract a fine of up to £5,000.
Another alternative is for hirers to scrutinise the way in which their employee pay and benefits are packaged and decide whether they fall within the regulations’ equal treatment requirements or, with adjustment, can be excluded.
Suddenly, October 2011 does not seem so far away.
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