“加班时间安排”规制的劳动基准立法:国际镜鉴与中国进路

Labor Standard Law for the Regulation of“Overtime Hours Arrangement”:International Reference and China's Approach

工时弹性化时代,西方发达国家采用变形工时制,实现加班时间的劳动基准弹性化规制,并通过扩张劳动者的时间自主权,减轻因缺乏加班时间上限的强制基准而产生的负面效应。为了解决我国加班时间安排劳动基准法律规制僵化的问题,《劳动法》应打破综合计算工时制与标准工时制的界限,将两者有机结合起来,拓展标准工时强制基准规制的灵活性。在此基础上,以现行的年工时总量为上限,实施以3个月为参考期的加班时间弹性化规制,降低年加班时间总量。同时,明确规定加班时间弹性化规制参考期内日和周的最高工时数,完善加班的补偿休息制度和加班安排的决定程序,确保劳动者的时间自主权。从而实现“加班时间安排”兼顾“弹性”与“安全”的规制目标。

In the era of flexible working hours,western countries generally adopt the transformed working hours system to realize the flexible regulation of labor benchmark of overtime hours,and mitigate the negative effects caused by the lack of mandatory benchmark of overtime hours by expanding workers'autonomy in working hours.In order to solve the problem of rigid legal regulations on the labor standard of overtime hours arrangement in China,the Labor Law should break the boundary between the comprehensively calculated working hour system and the standard working hour system,organically combine the two,expand the flexibility of the mandatory standard working hour benchmark application,and achieve the flexibility of overtime hours regulations.In order to reduce overtime hours,the current total annual working hours shall be used as the upper limit,and a flexible regulation of overtime hours with a reference period of 3 months shall be adopted,clearly stipulating the maximum number of working hours per day and per week during the reference period.At the same time,the compensatory rest system for work overtime and the determination process for work overtime arrangement shall also be improved to ensure the autonomy of workers'time,thus achieving the regulatory goal of balancing“flexibility”and“safety”in“overtime hours arrangement”.