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Guide to Wage Payment during the Epidemic Prevention and Control in Tianjin
Published on: 2022-04-01
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COVID-19 patients, suspected patients, pathogen carriers, close contacts and other people who are quarantined by medical institutions and the government and can not work as usual should be paid their regular wages during their quarantine, according to the city's human resources and social security authority.
 

This guide summarizes the current wage payment principles for employees in Tianjin for employers’ reference.
 

For the confirmed cases, suspected cases, and close contacts during their isolation treatment, medical observation, or other quarantine measures:

The employee shall be considered as working normally and receive his or her full normal pay.
 

For employees who need to take a break from work and get a medical treatment after medical observation, isolation treatment, or other emergency measures expire:

The employee shall get a sick pay.
 

For the shutdown period of the office:

Within one wage payment period, staff shall be full paid; for more than one wage payment period, companies should pay the “living expenses” to employees, which is no less than 80% of Tianjin's minimum wage standard.
 

For the employees required to stay home due to NAT testing or lockdown:

If the employee works remotely, the employees shall be paid in accordance with his or her normal attendance.
 

If the employee cannot work remotely, the employer shall pay the employee the fixed components of wage such as the basic wage and post wage in the employee’s normal working period, and may not pay the performance-related pay, bonus, commission and other non-fixed components of labour compensation as well as car allowance and meal allowance related to actual attendance. The payment shall not be lower than the city’s minimum wage.
 

If the employee undergoes isolation treatment or medical observation due to his or her violation of the epidemic prevention and control policy, the employee’s absence can be viewed as a no pay personal leave.
 

隔离期、治疗期、停工期工资这样算

2020年1月,人社部曾发布《关于妥善处理新型冠状病毒感染的肺炎疫情防控期间劳动关系问题的通知》,对多种情形下工资支付标准做出规定。
 

进入2022年,上海、辽宁、吉林等6地再度明确:隔离期、治疗期、停工期工资这样算↓
 

隔离期:按正常劳动发
 

上海市人社局28日发布“支持抗疫16条政策措施”提到,由医疗机构或政府依法对新冠肺炎患者、病原携带者、疑似病人、密切接触者等实施隔离措施,导致劳动者不能提供正常劳动的,企业按正常劳动支付其在隔离期间的工资。
 

2022年内,辽宁、吉林、广东、天津、苏州5地也先后明确类似规定。
 

需要注意的是,广东省人社厅官方微信号1月7日发文强调,对劳动者不遵守政府疫情防控规定,导致被隔离治疗或者医学观察,劳动者请求该期间工资报酬的,不予支持。
 

治疗期:按病假工资发
 

上海、广东、辽宁、天津4地明确,隔离期结束后,对仍需停止工作进行治疗的劳动者,企业按照职工患病的医疗期有关规定支付其工资。
 

吉林省人社厅副厅长张立福3月26日新闻发布会上表示,隔离期结束后,对仍需停止工作进行治疗的,在规定医疗期内,企业应根据《吉林省企业工资支付办法》的规定,按照不低于当地最低工资标准的80%支付其病假工资。
 

停工期:区分多种情况
 

相较于隔离期、治疗期,停工停产期工资支付标准划分更为细致,根据是否提供正常劳动、是否超过一个工资支付周期,区分多种情况。
 

其中,吉林省明确,对于不能复工复产的企业,停工停产在一个工资支付周期内的,要按照与职工签订的劳动合同规定的标准支付职工工资;
 

停工停产超过一个工资支付周期的,若职工提供了正常劳动,企业支付给职工的工资不得低于当地最低工资标准;
 

若职工没有提供正常劳动,根据《吉林省企业工资支付办法》的相关规定,按照不低于企业所在地最低工资标准的70%发放生活费。
 

天津则仅依据“是否超过一个工资支付周期”划分:一个周期内按照劳动合同规定的标准支付工资;超过一个周期的,按照不低于天津市最低工资标准的80%支付生活费。
 

其他情形这样规定
 

值得一提的是,疫情期间,部分劳动者不属于新冠肺炎患者、病原携带者、疑似病人、密切接触者被依法隔离情形,但属于政府依法采取统一组织核酸检测、封锁疫区等紧急措施的情形,导致不能正常到岗工作。
 

对于上述情况,天津、深圳人社部门规定:企业可安排劳动者通过电话、网络等远程方式提供正常劳动,按正常劳动支付工资;
 

劳动者无法远程办公的,企业可安排劳动者休带薪年休假、企业自设福利假等各类假,并按相关规定支付其工资;
 

劳动者无法通过其他方式提供正常劳动,且未休相关假期的,企业参照关于停工停产期间工资支付相关规定与劳动者协商。

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