2020年1月27日，国务院办公厅发布《关于延长2020年春节假期的通知》。同日，上海市人民政府发布《关于延迟本市企业复工和学校开学的通知》。基于上述两通知以及上海市人力资源和社会保障局（“上海市人社局”）关于“新型肺炎”的规范性文件与相关解答，结合《中华人民共和国传染病防治法》、《突发公共卫生事件应急条例》等相关法律规定，安杰劳动法团队对于目前用人单位最为关注的五类问题进行政策解读，供读者参考。

      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、关于休假/Extended Vacation

 

        1. 国务院规定延长2020年春节假期至2月2日，企业是否必须执行？

      Shall enterprises be obliged to extend the spring festival holiday of 2020 to February 2 as required by the State Council?

 

    企业应当执行。按照原来的工作安排，1月31日为正常工作日、2月1日为休息日调休的工作日、2月2日为休息日。而根据目前国务院的通知，1月31日和2月1日也应安排员工进行休假，我们认为1月31日和2月1日的休假性质虽不属于法定节假日，但属于国家统一安排的特殊假期，企业应当遵照通知执行。

       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. 上海市人民政府发布《关于延迟本市企业复工和学校开学的通知》规定“本市区域内各类企业不早于2月9日24时前复工”，企业是否必须执行？工资如何结算？

       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?

 

    企业应当执行。除了通知中提到的涉及保障城市运行必需（供水、供气、供电、通讯等行业）、疫情防控必需（医疗器械、药品、防护品生产和销售等行业）、群众生活必需（超市卖场、食品生产和供应等行业）及其它涉及重要国计民生的相关企业，以及因各类监管部门要求复工的企业，出于疫情防控需要，其他企业应当遵照通知执行。对于因特殊原因确需在2月10日前提前复工的企业，需根据规定提供材料报相关部门批准后予以复工，并同时履行报备程序。

     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.

 

    根据上海市人社局的解答，延迟复工是出于疫情防控需要，这几天属于休息日。对于休息的员工，企业应按劳动合同约定的标准支付工资；对于承担保障等任务正常工作的员工，应作为休息日加班给予补休或按规定支付加班工资。通俗地讲，就是支付双倍工资。

     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. 如果企业在2月9日24时前要求复工而员工拒绝，是否可以按照违纪处理？

     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?

 

    一般企业不可以对员工进行违纪处分，有关复工的规定企业应当遵照执行，如员工拒绝复工的，企业也不得按照旷工等违纪条款予以处理。但如果涉及通知中提到的除外部分并经审批、备案后可以提前复工的企业，员工拒绝复工的，公司有权按照相关制度予以处理。

       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、关于加班/Overtime Pay

 

        4. 如果1月31日至2月2日期间企业确因生产经营需要安排员工工作的，这段期间的未休假期应如何处理？

      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日属于国务院规定的临时延长的春节假期。国务院通知中明确“因疫情防控不能休假的职工，应根据《中华人民共和国劳动法》规定安排补休”。鉴于《中华人民共和国劳动法》中涉及补休的条款仅为休息日加班的情形，因此此次1月31日至2月2日期间如企业安排员工工作的，应安排员工补休，如不能补休的，可以参考休息日加班的情形，支付员工不低于工资的百分之二百的工资报酬。

      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日期间企业是否可以通知员工在家办公？在家办公是否要按照加班处理？

       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?

 

    根据上海市人社局的解答，延迟复工期间政府提倡企业安排员工在家办公，但对于在家正常办公的员工，应作为休息日加班，由企业给予补休或按规定支付加班工资。即该段时间员工在家办公可安排员工补休，不能补休的，应支付不低于工资的百分之二百的工资报酬。

    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、关于隔离/Quarantine

 

        6. 对于隔离治疗期间、医学观察期间以及因政府实施隔离措施或采取其他紧急措施导致不能提供正常劳动的员工，工资及劳动关系应如何处理？

     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.

 

   《中华人民共和国传染病防治法》第四十一条规定，被隔离人员有工作单位的，所在单位不得停止支付其隔离期间的工作报酬。

       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.

 

    上海市人社局发布的《关于应对新型冠状病毒感染肺炎疫情实施支持保障措施的通知》规定，在上述期间，“企业应当按正常出勤支付工资报酬”，且“不得依据劳动合同法第四十条、四十一条与职工解除劳动合同。在此期间，劳动合同到期的，分别顺延至职工医疗期期满、医学观察期期满、隔离期期满或者政府采取的紧急措施结束”。

     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，对于在湖北无法返回人员，北京市明确规定企业经与员工协商一致，可以安排职工待岗，待岗期间，企业应当按照不低于北京市最低工资标准的70%支付基本生活费。上海文件中并未明确提及，而湖北采取的所谓“封城”是否属于上海人社局文件中提及的“因政府实施隔离措施或采取其他紧急措施”目前并未有明确的说法。因此，我们建议对于该类人员，有条件的企业可安排员工在家办公，但需注意2月9日24时之前在家办公仍需要按照休息日加班处理；如果无法实现在家办公的，可参照上海市有关停工待岗的待遇规定执行，后续如上海市相关部门明确湖北员工属于“应当按正常出勤支付工资报酬”的，可予以补发。

     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、关于年休假/Annual Leave

 

      7. 2月3日至2月9日期间企业安排员工休息的，是否可以冲抵年休假？

       If enterprises arrange employees to take holidays from Feb 3 to Feb 9, may such holidays be deducted from the employees’ annual leave?

 

   鉴于上海市人社局所作解释中已经将延长复工期间界定为休息日，则企业不应使用员工的年休假冲抵。

      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. 如果在春节假期前已经申请1月31日至2月9日年休假的员工，年休假如何处理？是否可以撤销年休假申请？

      What if employees have requested for annual leave from Jan 31 to Feb 9 before the spring festival holiday? May they withdraw the request?

 

   如上述问题的分析，1月31日和2月1日属于国家规定的延长春节假期，2月3日至2月9日上海市人民政府规定的延长复工期间属于休息日，因此不应使用员工的年休假冲抵，如员工申请了上述期间休年休假的，我们认为可以撤销年休假申请。

       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、关于个人信息征集/Collection of Personal Information

 

       9. 上海市人民政府通知要求“各相关部门和所在单位要加强检疫查验和健康防护，所在单位要及时报告相关信息，对来自或去过疫情重点地区的人员一律严格落实医学观察、隔离等措施，做到全覆盖”。企业可以要求员工提供哪些个人信息？

    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?

 

    在本次疫情防护工作中，企业为了落实主管部门要求，可以要求员工提供与本次事件相关的信息，包括姓名、地址、邮件地址、位置信息、行踪轨迹、健康信息、出行计划、与特定人员接触情况、与野生动物接触情况等。

       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. 如果员工拒绝向企业提供上述信息，企业应如何处理？

        What if employees refuse to provide the above-mentioned information?

 

    我们认为企业对员工并无行政管理权限，无法强制员工提供信息。但如员工拒绝提供信息的，或者隐瞒、缓报或者谎报，企业应明确向其告知可能承担的行政或刑事法律责任，依据《传染病防治法》、《突发公共卫生事件应急条例》规定，个人未履行报告职责，不配合调查的，可能承担行政处分或者纪律处分；造成传染病传播、流行，给他人人身、财产造成损害依法承担民事责任；构成违反治安管理行为的，由公安机关依法予以处罚；如构成犯罪的，将承担刑事责任。如员工的行为构成犯罪并被依法追究刑事责任，则企业可依据《劳动合同法》第三十九条的规定单方解除劳动合同。

     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.

 

    我们希望上述分析和建议对您的工作有所帮助。

       We hope that the above analysis and suggestions are helpful to you.