網上投稿
2020年1月27日，國務院辦公廳發布《關于延長2020年春節假期的通知》。同日，上海市人民政府發布《關于延遲本市企業復工和學校開學的通知》。基于上述兩通知以及上海市人力資源和社會保障局（“上海市人社局”）關于“新型肺炎”的規范性文件與相關解答，結合《中華人民共和國傳染病防治法》、《突發公共衛生事件應急條例》等相關法律規定，安杰勞動法團隊對于目前用人單位最為關注的五類問題進行政策解讀，供讀者參考。
On 27 January 2020, the General Office of the State Council issued the Circular on Extending the 2020 Spring Festive Holiday, and Shanghai Municipal People’s Government released the Circular on Delaying Return to Work and School in Shanghai Municipality. Pursuant to these two Circulars, policies and interpretation of Shanghai Municipal Human Resources and Social Security Bureau (“SHHRSS”) regarding novel coronavirus pneumonia, and the Law of PRC on Prevention and Treatment of Infectious Diseases and the Regulations on Emergent Measures for Public Hygiene Events, AnJie’s labour and employment department hereby presents its interpretation on the following 5 issues of employers’ most concerns.
一、關于休假/Extended Vacation
1. 國務院規定延長2020年春節假期至2月2日，企業是否必須執行？
Shall enterprises be obliged to extend the spring festival holiday of 2020 to February 2 as required by the State Council?
企業應當執行。按照原來的工作安排，1月31日為正常工作日、2月1日為休息日調休的工作日、2月2日為休息日。而根據目前國務院的通知，1月31日和2月1日也應安排員工進行休假，我們認為1月31日和2月1日的休假性質雖不屬于法定節假日，但屬于國家統一安排的特殊假期，企業應當遵照通知執行。
Yes, they shall. According to the previous schedule of statutory holidays, Jan 31 should have been a working day, Feb 1, a working day during the weekend, and Feb 2, a rest day. However, pursuant to the recent Circular of the State Council, employees shall have rest on Jan 31 and Feb 1. In our opinions, Jan 31 and Feb 1 are not statutory holidays but special holidays arranged by the country, therefore, employers shall extend the spring festive holiday as required by the Circular of the State Council.
2. 上海市人民政府發布《關于延遲本市企業復工和學校開學的通知》規定“本市區域內各類企業不早于2月9日24時前復工”，企業是否必須執行？工資如何結算？
Shall enterprises in Shanghai Municipality be obliged to “not have their employees return to work before Feb 9, 24 p.m.” as required by Shanghai Municipal People’s Government’s Circular on Delaying Return to Work and School in Shanghai Municipality? What about the standards for wage?
企業應當執行。除了通知中提到的涉及保障城市運行必需（供水、供氣、供電、通訊等行業）、疫情防控必需（醫療器械、藥品、防護品生產和銷售等行業）、群眾生活必需（超市賣場、食品生產和供應等行業）及其它涉及重要國計民生的相關企業，以及因各類監管部門要求復工的企業，出于疫情防控需要，其他企業應當遵照通知執行。對于因特殊原因確需在2月10日前提前復工的企業，需根據規定提供材料報相關部門批準后予以復工，并同時履行報備程序。
Yes, they shall, except for enterprises, as specified in the Circular, involving in industries necessary for ensuring running of the city (i.e. supply of water, gas, electricity and communication, etc.), for control of epidemic (i.e. production and sale of medical apparatus and instruments, medicine, and protection products), and for guaranteeing the people’s basic living, enterprises in other industries involving national welfare and the people's livelihood, and enterprises required by regulatory authorities to start work. Enterprises in real need for return to work before Feb 10 may do so subject to the approval of competent authorities.
根據上海市人社局的解答，延遲復工是出于疫情防控需要，這幾天屬于休息日。對于休息的員工，企業應按勞動合同約定的標準支付工資；對于承擔保障等任務正常工作的員工，應作為休息日加班給予補休或按規定支付加班工資。通俗地講，就是支付雙倍工資。
According to the official explanation of SHHRSS, the returning day for work is postponed due to epidemic control. These days are rest days. Employees off work shall be paid wage by employers according to the standards specified in their employment contracts; employees who work during these days for necessary tasks shall be deemed working overtime on rest days and be given deferred rest or overtime pay (i.e. 200% daily wage) according to the law.
3. 如果企業在2月9日24時前要求復工而員工拒絕，是否可以按照違紀處理？
In case an employer requires employees to return to work before Feb 9, 24 p.m. but the employees refuse, may the employer take disciplinary actions towards such employees?
一般企業不可以對員工進行違紀處分，有關復工的規定企業應當遵照執行，如員工拒絕復工的，企業也不得按照曠工等違紀條款予以處理。但如果涉及通知中提到的除外部分并經審批、備案后可以提前復工的企業，員工拒絕復工的，公司有權按照相關制度予以處理。
No, the employer may not. Employers shall abide by the circulars regarding return to work. Even if employees refuse to return to work as required by their employers, employers may not take disciplinary actions towards such employees by reason of absence from work or otherwise. However, employers exempted from the “return to work” requirement as specified in the above Circulars and with prior approval from competent authorities shall have the right to take disciplinary actions, according to their internal rules, towards the employees who refuse to go back to work.
二、關于加班/Overtime Pay
4. 如果1月31日至2月2日期間企業確因生產經營需要安排員工工作的，這段期間的未休假期應如何處理？
What if employers have to arrange employees back to work during Jan 31 to Feb 2 due to urgent need for production and operation?
1月31日至2月2日屬于國務院規定的臨時延長的春節假期。國務院通知中明確“因疫情防控不能休假的職工，應根據《中華人民共和國勞動法》規定安排補休”。鑒于《中華人民共和國勞動法》中涉及補休的條款僅為休息日加班的情形，因此此次1月31日至2月2日期間如企業安排員工工作的，應安排員工補休，如不能補休的，可以參考休息日加班的情形，支付員工不低于工資的百分之二百的工資報酬。
Days from Jan 31 to Feb 2 are temporarily extended spring festive holidays required by the State Council. Circular of the State Council provides that “employees unable to take holidays due to control of the epidemic shall be given deferred rest pursuant to the PRC Labour Law.” Considering the “deferred rest” specified in the PRC Labour Law applies only to overtime on rest days, employees who are required to work during Jan 31 to Feb 2 shall be given deferred rest, and in case deferred rest is impossible, employers may pay such employees no less than 200% of their daily wage for each day’s work.
5. 2月3日至2月9日期間企業是否可以通知員工在家辦公？在家辦公是否要按照加班處理？
May employers require employees to work from home during Feb 3 to Feb 9? If so, shall such work from home be considered overtime work?
根據上海市人社局的解答，延遲復工期間政府提倡企業安排員工在家辦公，但對于在家正常辦公的員工，應作為休息日加班，由企業給予補休或按規定支付加班工資。即該段時間員工在家辦公可安排員工補休，不能補休的，應支付不低于工資的百分之二百的工資報酬。
According to the official explanation of SHHRSS, during the postponement, the government encourages employers to have their employees work from home. Employees working from home shall be deemed working overtime on rest days, and therefore shall be given deferred rest or overtime pay of no less than 200% of their daily wage for each day’s work.
三、關于隔離/Quarantine
6. 對于隔離治療期間、醫學觀察期間以及因政府實施隔離措施或采取其他緊急措施導致不能提供正常勞動的員工，工資及勞動關系應如何處理？
Wage and employment relationship of employees unable to work regularly during the period of quarantine treatment, medical observation or due to quarantine measures or other emergency measures implemented by the government.
《中華人民共和國傳染病防治法》第四十一條規定，被隔離人員有工作單位的，所在單位不得停止支付其隔離期間的工作報酬。
Article 41 of the PRC Law on Prevention and Treatment of Infectious Diseases provides that for those under quarantine who have employers, the employers shall not stop the payment of their wages during the period of quarantine.
上海市人社局發布的《關于應對新型冠狀病毒感染肺炎疫情實施支持保障措施的通知》規定，在上述期間，“企業應當按正常出勤支付工資報酬”，且“不得依據勞動合同法第四十條、四十一條與職工解除勞動合同。在此期間，勞動合同到期的，分別順延至職工醫療期期滿、醫學觀察期期滿、隔離期期滿或者政府采取的緊急措施結束”。
The Circular on Implementing Support and Safeguard Measures in Response to the Epidemic of Novel Coronavirus Pneumonia issued by SHHRSS provides that employers shall pay employees’ wage as they work regularly and shall not terminate their employment contracts according to Article 40 and 41 of the PRC Employment Contract Law. If their employment contracts expire during the above-mentioned periods, the term of employment contracts shall be extended to the expiration of the medical treatment period, medical observation period, or quarantine period, or the termination of the emergency measures taken by the government.
另外，對于在湖北無法返回人員，北京市明確規定企業經與員工協商一致，可以安排職工待崗，待崗期間，企業應當按照不低于北京市最低工資標準的70%支付基本生活費。上海文件中并未明確提及，而湖北采取的所謂“封城”是否屬于上海人社局文件中提及的“因政府實施隔離措施或采取其他緊急措施”目前并未有明確的說法。因此，我們建議對于該類人員，有條件的企業可安排員工在家辦公，但需注意2月9日24時之前在家辦公仍需要按照休息日加班處理；如果無法實現在家辦公的，可參照上海市有關停工待崗的待遇規定執行，后續如上海市相關部門明確湖北員工屬于“應當按正常出勤支付工資報酬”的，可予以補發。
For employees unable to return from Hubei, according to relevant circulars issued by Beijing, upon consultation with employees, employers may arrange for such employees to await job assignment, and during the awaiting period, employers shall pay the employees basic allowances no less than 70% of the minimum wage standard of Beijing. However, policies issued by Shanghai did not specify how to deal with this situation. And it is not clear whether locking down the city, as Hubei Providence did, is one of the “quarantine measures or other emergency measures implemented by the government” under the circulars of SHHRSS. Therefore, we suggest that employers, if conditions permit, arrange for such employees to work from home (note: work from home before 24:00 on February 9 would be regarded as overtime work during rest days); if work from home is not possible, enterprises may follow relevant provisions on wage payment during the suspension of business and work in Shanghai, and enterprises may reimburse the wage if competent Shanghai authorities later make it clear that those employees should be paid as they are when they work regularly.
四、關于年休假/Annual Leave
7. 2月3日至2月9日期間企業安排員工休息的，是否可以沖抵年休假？
If enterprises arrange employees to take holidays from Feb 3 to Feb 9, may such holidays be deducted from the employees’ annual leave?
鑒于上海市人社局所作解釋中已經將延長復工期間界定為休息日，則企業不應使用員工的年休假沖抵。
As SHHRSS has defined the days commencing the end of extended spring festive holiday until the returning day of work as rest days, enterprises shall not deduct the holidays during this period from their employees' annual leave.
8. 如果在春節假期前已經申請1月31日至2月9日年休假的員工，年休假如何處理？是否可以撤銷年休假申請？
What if employees have requested for annual leave from Jan 31 to Feb 9 before the spring festival holiday? May they withdraw the request?
如上述問題的分析，1月31日和2月1日屬于國家規定的延長春節假期，2月3日至2月9日上海市人民政府規定的延長復工期間屬于休息日，因此不應使用員工的年休假沖抵，如員工申請了上述期間休年休假的，我們認為可以撤銷年休假申請。
As analyzed above, Jan 31 and Feb 1 are extended spring festival holidays arranged by the government, and days from Feb 3 to Feb 9 are rest days, neither of which may be deducted from employees’ annual leave. In our opinions, employees having requested for annual leaves to be taken during the above period may withdraw such request.
五、關于個人信息征集/Collection of Personal Information
9. 上海市人民政府通知要求“各相關部門和所在單位要加強檢疫查驗和健康防護，所在單位要及時報告相關信息，對來自或去過疫情重點地區的人員一律嚴格落實醫學觀察、隔離等措施，做到全覆蓋”。企業可以要求員工提供哪些個人信息？
The Shanghai government requires "all relevant departments and employers shall strengthen quarantine inspection and health protection; employers shall report relevant information in a timely manner, and strictly implement medical observation and quarantine, etc. to cover all personnel originated from or having visited areas of severe outbreak of Novel Pneumonia". What kind of personal information may enterprises ask employees to provide?
在本次疫情防護工作中，企業為了落實主管部門要求，可以要求員工提供與本次事件相關的信息，包括姓名、地址、郵件地址、位置信息、行蹤軌跡、健康信息、出行計劃、與特定人員接觸情況、與野生動物接觸情況等。
In the prevention and control of Novel Pneumonia, in order to meet the requirements of government agencies, employers may ask employees to provide information related to epidemic control, including their name, address, email address, location, whereabouts, health information, travel plan, contact with specific personnel and wild animals, etc.
10. 如果員工拒絕向企業提供上述信息，企業應如何處理？
What if employees refuse to provide the above-mentioned information?
我們認為企業對員工并無行政管理權限，無法強制員工提供信息。但如員工拒絕提供信息的，或者隱瞞、緩報或者謊報，企業應明確向其告知可能承擔的行政或刑事法律責任，依據《傳染病防治法》、《突發公共衛生事件應急條例》規定，個人未履行報告職責，不配合調查的，可能承擔行政處分或者紀律處分；造成傳染病傳播、流行，給他人人身、財產造成損害依法承擔民事責任；構成違反治安管理行為的，由公安機關依法予以處罰；如構成犯罪的，將承擔刑事責任。如員工的行為構成犯罪并被依法追究刑事責任，則企業可依據《勞動合同法》第三十九條的規定單方解除勞動合同。
We don’t think the employers have administrative authority to force employees to provide such information. Employers should clearly inform the employees that if they refuse to provide, or conceal or defer the provision of, the required information, or provide false information, they may be subjected to administrative or criminal responsibilities. In accordance with the PRC Law on the Prevention and Treatment of Infectious Diseases and the Regulations on Emergency measures for Public Hygiene Events, individuals who fail to perform reporting duties and cooperate with investigation may be subjected to administrative or disciplinary sanctions; those whose default of the reporting duties leads to the spread and prevalence of infectious diseases and causes personal and/or financial damages to others shall be subjected to civil responsibilities; those committing any violation of the Public Security Administration Punishment Law shall be subjected to penalties by the public security organs according to law; in case any crime is committed, they shall be subjected to criminal liabilities. In case of employees committing crime and prosecuted, the employers may terminate their employment contracts in accordance with Article 39 of the PRC Employment Contract Law.
我們希望上述分析和建議對您的工作有所幫助。
We hope that the above analysis and suggestions are helpful to you.
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