How to write an application for overtime pay

Is there overtime pay? How to apply? How to write an application for overtime pay? Come and follow me and read the following. I hope it will be helpful to you. help.

Overtime Pay Application Form

Application Department: ____________

Applicant Employee: ____________

Overtime Date: _____year_____month_____day

Overtime hours: morning____:____ to____:____afternoon____:____to____:____

Late ____:____ to ____:____

Applicant’s name:

Reason for working overtime:

Department manager’s signature: _______________ Approver’s signature: _______________

Extended knowledge:

Overtime Application Form Sample

Due to work needs, all the staff of this department (*** ten people in total) will work on xx, month xx, xxxx year Overtime work every day, from 9:00 to 17:30. Please approve.

Applicant

Date of xx, xx, xx

Related links: What are the legal provisions on overtime pay

1. "China Labor Law of the People's Republic of China

Article 40 The employer shall arrange vacations for workers during the following holidays in accordance with the law:

(1) New Year's Day; (2) Spring Festival; (3) International Labor Day; (4) National Day; (5) Other holidays specified by laws and regulations.

Article 44 Under any of the following circumstances, the employer shall pay wages higher than the worker’s wages for normal working hours according to the following standards:

(1) Arrangement of labor If workers extend their working hours, they shall be paid no less than 150% of their wages;

(2) If workers are arranged to work on rest days but cannot arrange compensatory time off, they shall be paid no less than 150% of their wages;

200% of the salary;

(3) If workers are arranged to work on statutory holidays, they shall be paid no less than 300% of the salary.

That is, the overtime pay for weekday nights is 150% of my salary, weekends are 200%, and national statutory holidays are 300%. But this is only the proportion stipulated by the state. The key to the amount of overtime pay is the salary base.

The base amount of overtime pay for employees can be determined through negotiation between the enterprise and the employees. Otherwise, the enterprise should determine it based on the wages that the workers themselves deserve for their normal work. When an enterprise calculates overtime wages, the wage base should first be determined in accordance with the wage standards corresponding to the position of the employee as stipulated in the labor contract. If there is no stipulation in the labor contract or collective contract, employee representatives can negotiate with the employer through collective wage negotiations, and the result of the negotiation should be signed into a collective wage agreement (if the employer is approved to implement an irregular working system, the above provisions will not be implemented). The daily salary is calculated by dividing the base number by the average monthly system working days of 21.75 days (for convenience, some companies calculate based on 21 days per month).

2. "Labor Contract Law of the People's Republic of China"

Article 31 Employers shall strictly implement labor quota standards and shall not force or force workers in disguised form to work overtime. . If an employer arranges overtime work, it shall pay overtime pay to workers in accordance with relevant national regulations.

Article 62 The employer shall perform the following obligations: (3) Pay overtime pay

Article 85 If the employer has any of the following circumstances, the labor administration department shall Order the labor remuneration, overtime pay or economic compensation to be paid within a time limit; if the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; if payment is not made within the time limit, the employer shall be ordered to pay more than 50% and 100% of the amount payable. Additional compensation shall be paid to workers according to the following standards:

(3) Arrangements for overtime work without payment of overtime pay

Article 13 of the [1994] "Interim Provisions on Wage Payment" issued by the Ministry of Labor : If the employer arranges the workers to work outside the legal standard working hours according to actual needs after the workers have completed the labor quota or prescribed work tasks, the employer shall pay wages according to the following standards: (1) The employer arranges the workers to work outside the legal standard working hours in accordance with the law. If working hours are extended beyond working hours, the employee's wages shall be paid at no less than 150% of the employee's hourly wage standard stipulated in the labor contract; (2) The employer arranges for the employee to work on rest days in accordance with the law, but cannot arrange compensatory leave. If the employer arranges for employees to work on statutory holidays and holidays in accordance with the law, the wages shall be paid at a rate of no less than 200% of the daily or hourly wages stipulated in the labor contract; 300% of the daily or hourly wage rate of the worker shall be paid to the worker.

For workers who are subject to piece-rate wages, if the employer arranges to extend their working hours after completing the piece-rate quota tasks, the wages shall be based on the above-mentioned principles and shall be paid at a rate of no less than 150%, 200%, and 300 of the piece-rate unit price for their legal time respectively. % pay their wages.

If the comprehensive calculation of working hours is implemented with the approval of the labor administrative department, the part of the comprehensive calculation of working hours that exceeds the legal standard working hours shall be regarded as wages for extended working hours.

Article 62 of the Ministry of Labor [1995] No. 309: For employees of enterprises that implement the comprehensive calculation of working hours, if the working day happens to be a weekly rest day, it is considered normal work: if the working day happens to be a statutory holiday, the employee must Employees’ wages and remuneration shall be paid in accordance with the provisions of Article 44 (3) of the Labor Law.

Overtime pay provisions of the Labor Law

Article 31 Employers shall strictly implement labor quota standards and shall not force or force workers in disguised form to work overtime. If an employer arranges overtime work, it shall pay overtime pay to workers in accordance with relevant national regulations.

The overtime pay paid by the unit to employees is determined based on the overtime work performed by the employees during that time period. If you work overtime on weekdays, the overtime pay will be 150% of your salary; if you work overtime on weekends, you will not be paid overtime pay if compensatory time off is arranged; if no compensatory time off is arranged, the overtime pay will be 200% of your salary; if you work overtime on statutory holidays, even if compensatory time off is arranged, the overtime pay will be paid. You still have to pay 300% of your salary as overtime pay.

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