Has Guangxi doubled its salary without a holiday on March 3?

March 3, the traditional festival in Guangxi Zhuang Autonomous Region, is a legal holiday, and there is no need to go to work. However, whether to double the holiday salary depends on the policy of the place where the enterprise is located, and the state has no regulations.

March 3rd in Guangxi Zhuang Autonomous Region is an important folk festival, which belongs to the legal holiday, and it is the legal holiday of all enterprises and institutions in the region, enjoying holiday treatment. The national labor law stipulates that there is no need to go to work and overtime compensation on legal holidays, but it does not stipulate whether double wages are needed. Therefore, whether to double the salary during the holidays needs to be determined according to the policy of the place where the enterprise is located or the agreement in the labor contract. If there are relevant agreements in the labor contract and enterprise rules and regulations, they shall be implemented as agreed. It should be noted that the employer should not take the minimum wage as the payment standard of holiday wages, but should refer to the actual wage payment cycle and working days to ensure that employees get the corresponding legal and reasonable remuneration.

If enterprises are unwilling to pay double holiday wages, how can workers protect their rights and interests? If the enterprise fails to give the laborer a reasonable double salary on holidays in accordance with the regulations, the laborer may complain to the local labor inspection department or file a labor arbitration. In addition, you can also seek legal aid through judicial channels to safeguard your rights and interests. It should be noted that protecting your legitimate rights and interests should be carried out in accordance with procedures and requirements, especially in legal procedures.

March 3rd in Guangxi Zhuang Autonomous Region is a legal holiday, so you can enjoy holiday treatment. Whether to double the holiday salary needs to be determined according to the policy and labor contract of the place where the enterprise is located. If the enterprise fails to give the workers a reasonable holiday double salary according to the regulations, the workers can take various ways to safeguard their legitimate rights and interests.

Legal basis:

Under any of the following circumstances in Article 44 of the Labor Law of People's Republic of China (PRC), the employing unit shall pay the wages higher than the wages of the workers in normal working hours according to the following standards: (1) If the workers are arranged to extend their working hours, they shall pay the wages not lower than 150% of the wages; (2) If workers are arranged to work on rest days but cannot be arranged for compensatory time off, they shall be paid a salary of not less than 200% of their wages; (3) If workers are arranged to work on legal holidays, they shall be paid no less than 300% of their wages. "Regulations on Labor Security Supervision" Article 10 The administrative department of labor security implements labor security supervision and performs the following duties: (1) Publicizing labor security laws, regulations and rules and urging the employing units to implement them; (two) check the employer's compliance with labor security laws, regulations and rules; (three) to accept reports and complaints about violations of labor security laws, regulations or rules; (four) to correct and investigate violations of labor security laws, regulations or rules according to law. People's Republic of China (PRC) Law on Mediation and Arbitration of Labor Disputes Article 2 This Law is applicable to the following labor disputes between employers and employees in People's Republic of China (PRC): (1) Disputes arising from the confirmation of labor relations; (2) Disputes arising from the conclusion, performance, alteration, dissolution and termination of labor contracts; (3) Disputes arising from delisting, dismissal, resignation or resignation; (4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training and labor protection; (five) disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation; (six) other labor disputes as prescribed by laws and regulations.