Chen Erdong, a 26-year-old migrant worker from Anhui Province, spent a leisurely golden week this year. He took advantage of the three-day statutory holidays to swim around Ruian Wansong Mountain and buy new clothes. Chen Erdong, a front-line employee of Huafeng Group, entered the company in February 2004 with a monthly salary of 1800 yuan. He said, "May Day is a three-day vacation, but you can still get the full salary in May. It feels good. I never thought about it before. Most of the villagers who come to Wenzhou to work at the same time with me take a day off and can't get their salary yet."
According to the reporter's investigation, there are quite a few Wenzhou enterprises which are similar to Huafeng's "paid vacation" for migrant workers. More commonly, it appears in large-scale enterprises and marketing enterprises.
Zhang Jiesheng, director of the Publicity Office of Senma Group, said that during the golden week, the company's administrative staff had six days off, while the staff in charge of logistics and distribution had two to three days off, and their salaries remained the same. Hongwei, general manager of Yidannu costumes, said that the company's administrative staff had six days off, while the overtime of the store staff was calculated on a three-day basis. Huang Caiwei, director of the office of Jinzhou Group, said that the company's vacation system is no different from that of civil servants, and the salary is paid as usual.
"Paid vacation" has long been regarded as a kind of welfare, generally only the state civil servants and formal employees of enterprises and institutions are eligible to enjoy. "It is certainly a good phenomenon for some private enterprises in Wenzhou to have migrant workers'paid vacation, but most of the production enterprises in Wenzhou have not implemented it." Zhang Qun, Labor and Wage Department of Wenzhou Labor and Social Security Bureau, told reporters, "In private enterprises, the more urgent problem is to solve the phenomenon of wage arrears."
In an interview with reporters, Chen Renzhu, Minister of the Ministry of Rights and Interests Protection of the Municipal Federation of Trade Unions, said that the protection of migrant workers'vacations by trade unions is mainly reflected in the examination and filing of "collective contracts". Judging from the collective contracts that have been filed at present,Zhengtai, Delicious, Huafeng, Cornell, Aokang, Jinzhou, Senma, Dongyi,Zhejiang Wanchao Electric Appliance Co.,Ltd. Jindi Shoes and other enterprises,On the collective contract, they negotiated and wrote: "On legal holidays, enterprises should arrange workers'vacation according to the regulations of the state", "enterprises should implement the system of paid annual vacation according to the working years of employees and the implementation of their own units".
Chen Renzhu said:According to 《The Constitution》 and《The Labour Law》,Vacation is a right that citizens should enjoy, but now many enterprises have not implemented it, which has also caused many labor safety accidents. In production enterprises, there are many cases of finger-breaking due to workers'fatigue.
According to statistics, there are more than 2 million migrant workers in Wenzhou. Nowadays, some private enterprises begin to take paid vacation and take the lead in setting an example. It is undoubtedly of great significance. Some peasant workers begin to change their living needs from working for a living to enjoying urban leisure. This requires enriching the rules of system implementation, improving the standardized management of enterprises and strengthening the supervision of management departments. Reporter Shi Shichao Dong Jenny
1.Article 45 of the Labor Law of the People's Republic of China: The State implements the system of paid annual leave. Workers who have worked continuously for more than one year shall be entitled to paid annual leave. Specific measures shall be formulated by the State Council.
2. The Circular of the Central Committee of the Communist Party of China and the State Council on Employees'Vacation Issues of June 15, 1991 stipulates that when determining the number of days of employees' vacation, there shall be differences according to their work tasks, qualifications of various types of personnel, posts and other different situations, and that the maximum number of days of employees'vacation shall not exceed two weeks.
3. In 1992, Zhejiang Provincial Notice on Employees'Leave Issues (Zhejiang Political Office  218), it was stipulated that employees' vacation in enterprises should be determined by enterprises according to specific conditions and actual conditions and in accordance with the spirit of the Notice.