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标题:
计件制职工未完成定额可否享受最低工资？
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作者:
rongyuan_123
时间:
2010-7-3 19:50
标题:
计件制职工未完成定额可否享受最低工资？
<p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">案例：</span><span lang="EN-US" style="font-size:10pt"><p></p></span></p><p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span lang="EN-US" style="font-size:10pt"><p> </p></span></p><p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">谈某与单位签订的劳动合同约定，谈某实行计件工资制，完成劳动定额每少</span><span lang="EN-US" style="font-size:10pt">10%</span><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">，其工资扣减</span><span lang="EN-US" style="font-size:10pt">20%</span><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">，直至扣完为止。某月，谈某因患病初愈，仅完成定额</span><span lang="EN-US" style="font-size:10pt">70%</span><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">，单位据此发放其当月工资</span><span lang="EN-US" style="font-size:10pt">800</span><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">元，双方发生劳动争议。谈某认为，自己因患病导致体力不足，但坚持工作，单位即使减发工资也不应低于最低工资标准。</span><span lang="EN-US" style="font-size:10pt"><p></p></span></p><p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span lang="EN-US" style="font-size:10pt"><p> </p></span></p><p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">专家说法：</span><span lang="EN-US" style="font-size:10pt"><p></p></span></p><p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span lang="EN-US" style="font-size:10pt"><p> </p></span></p><p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">劳动者只要正常出勤并在用人单位指挥下工作，均可认为是正常工作。对于劳动者因工作能力等原因未完成工作任务的，只要劳动者正常工作，其工资不应低于最低工资标准。</span><span lang="EN-US" style="font-size:10pt"><p></p></span></p><p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span lang="EN-US" style="font-size:10pt"><p> </p></span></p><p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">实行计件工资制的用人单位，必须在科学合理的劳动定额基础上，确定基本计件单价和超额计件单价。基本计件单价根据法定工作时间内应完成的正常劳动确定。劳动者提供正常劳动并按基本计件量计算的工资不得低于最低工资标准。超额计件单价用于计算劳动者超出正常劳动的工资报酬。</span><span lang="EN-US" style="font-size:10pt"><p></p></span></p><p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span lang="EN-US" style="font-size:10pt"><p> </p></span></p><p class="MsoNormal" style="text-indent:20pt;mso-char-indent-count:2.0"><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">案例中，若按双方的劳动合同约定，完成</span><span lang="EN-US" style="font-size:10pt">70%</span><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">的工作定额，谈某也只能拿到</span><span lang="EN-US" style="font-size:10pt">40%</span><span style="font-size:10pt;font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">的工资，这样的计件单价明显不合理，也不公平。对谈某来说，他已在工厂规定的工作时间内履行了正常的劳动义务，因此其工资不应低于最低工资标准</span></p>
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