标签： 西安耍耍论坛

　　□ Our reporter Zhu Ningning

　　Near the Qingming holiday, many people have no plans to travel. Since this year’s Qingming holiday coincides with Wednesday, a short day has made many people give up the idea of going out for a holiday directly. In fact, in the past, the practice of "taking a break" to make up a small holiday also attracted many people to "spit", and related topics often rushed to hot search. Therefore, for a long time, there has been a constant call for implementing the paid annual leave system and realizing off-peak travel.

　　As early as 1994, China established the legal system of paid annual leave in the Labor Law. In 2008, the State Council promulgated the Regulations on Paid Annual Leave for Employees (hereinafter referred to as the Regulations), which clarified the rights of employees to paid annual leave in the form of the State Council Order. However, for a long time, the implementation of paid annual leave for employees in practice is worrying, especially the situation that employees in manufacturing enterprises enjoy paid annual leave is very unsatisfactory, and even becomes a "paper right".

　　"China is accelerating the construction of a new development pattern with the domestic big cycle as the main body and the domestic and international double cycles promoting each other. The new development pattern needs to establish an effective system to expand domestic demand and fully implement paid annual leave. " Wang Xianyong, a professor at the School of Civil and Commercial Economics of China University of Political Science and Law, pointed out in an interview with the reporter of Rule of Law Daily that speeding up the process of amending the law and amending the Regulations in a timely manner will provide legal protection for the paid annual leave to truly land and protect the rights of workers.

　　Many factors make it impossible to realize paid annual leave effectively.

　　According to a survey data of the Ministry of Human Resources and Social Security, nearly half of the people did not enjoy paid annual leave. According to calculate length, a working employee, China’s per capita paid annual leave is about 10 days, but in fact, the per capita paid annual leave is only 6.29 days, and the employees in private enterprises are even less than 4 days. More than 72% of the employees in private enterprises have not fully enjoyed the Chinese New Year leave.

　　"The statutory obligation of the employer to take paid annual leave has been transformed into an alternative economic compensation obligation, which directly leads to the failure to realize paid annual leave." Analyzing the reasons for the difficulty in landing paid annual leave, Wang Xianyong believes that this is one of the main reasons.

　　According to the Regulations, if an employer fails to arrange annual leave or pay alternative economic compensation, the labor administrative department shall order it to make corrections within a time limit. If it fails to make corrections within the time limit, in addition to ordering the employer to pay annual leave salary, the employer shall also pay compensation to the workers according to the amount of annual leave salary. However, this provision is somewhat "deformed" in reality. In practice, it often happens that paid annual leave is equal to money compensation. Taking into account various factors such as enterprise benefits and labor shortage, some employers calculate the "economic account" and directly use compensation instead of giving employees a holiday, while some workers are willing to voluntarily give up paid annual leave and replace it with monetary compensation for overtime pay.

　　In addition, in Wang Xianyong’s view, the implementation mechanism of administrative intervention in labor disputes is difficult to achieve effectively, which is also an important reason why paid annual leave cannot be fully implemented.

　　"According to the regulations, the labor administrative department shall investigate the legal consequences of illegal acts through labor inspection. However, labor inspection alone cannot effectively implement the legal system of paid annual leave. " Wang Xianyong said, on the one hand, in the face of a large number of employers and all kinds of illegal acts within the scope of the labor law, labor inspection is often inadequate. On the other hand, because the supervision cost and litigation risk should be borne by the labor administrative department, it is easy to lead to the subjective reluctance of the labor administrative department to intervene in supervision, hoping that the workers can solve it through labor arbitration or litigation.

　　Give full play to the role of paid annual leave to promote the development of tourism market

　　"Better rest" is to "work better". Paid annual leave not only helps to safeguard the workers’ right to rest and vacation, but also improves their quality of life. In 2022, the National Federation of Trade Unions’ "Network Special Survey of Workers’ Quality of Life" data showed that nearly 60% of workers thought that "more leisure time and richer spiritual and cultural life" was the main embodiment of the quality of life, ranking second only to income.

　　At the same time, off-peak vacations can also ease holiday traffic congestion and further stimulate tourism consumption. According to a survey, 76.31% of employees in manufacturing enterprises want to travel, read, watch exhibitions or watch movies during their leisure time due to their high work intensity, and increase spending on cultural and leisure activities in the future.

　　In 2015, "Opinions of the Central Committee of the Communist Party of China and the State Council on Building Harmonious Labor Relations" regards the implementation of paid annual leave as an important task in building harmonious labor relations with China characteristics. In December 2019, the National Development and Reform Commission, the Ministry of Human Resources and Social Security and other nine departments jointly issued the "Implementation Opinions on Improving the Holiday Travel Environment and Promoting Tourism Consumption", proposing to intensify efforts to implement paid vacations for employees and promote off-peak travel. The 14th Five-Year Plan clearly proposes to improve the holiday system and fully implement the paid vacation system.

　　"From a micro point of view, the implementation of paid vacation may affect the interests of enterprises, but from a macro point of view, the implementation of paid vacation is an important means to promote tourism recovery and promote consumption, and it is also an important method to solve the obvious high and low peaks of tourism and the unbalanced allocation of public service resources." Hu Bin, member of the Expert Committee on the Rule of Law of the Ministry of Culture and Tourism and executive director of the zhejiang university city college Research Center on the Rule of Law of Culture and Tourism, believes that at present, the top-level design of the paid vacation system is basically available, and the key is to implement it. He suggested that the system should promote the docking of paid vacation with incentive tourism and welfare tourism, appropriately solve the worries of enterprises, and take the implementation of paid vacation as an important basis for enterprise rewards and punishments, credit and rating. At the same time, we should also promote the content of paid leave to be written into the labor format contract and enter the collective labor negotiation.

　　It is worth mentioning that during the two sessions of the National People’s Congress this year, many deputies paid attention to the issue of paid annual leave.

　　Wu Guoping, deputy to the National People’s Congress and chairman of Wuxi Nianhuawan Cultural Investment Development Co., Ltd., proposed that the paid vacation system should be truly implemented, so as to fundamentally solve the problem of balance in the off-peak season and improve the satisfaction of tourists in the peak season.

　　Jiang Guangping, member of Chinese People’s Political Consultative Conference, vice-chairman of the All-China Federation of Trade Unions and secretary of the Secretariat, suggested in the Proposal on Really Implementing the System of Paid Annual Leave that policies related to paid annual leave should be enforced, regulations on enterprises violating legal responsibilities should be improved, constraints on the implementation of annual leave should be strengthened, it is forbidden for enterprises to cancel employees’ annual leave by agreement unless there are special circumstances, and clear provisions should be made for cases where enterprises really cannot arrange employees’ annual leave due to work needs. At the same time, he suggested increasing the cost of illegal activities and appropriately raising the standard of administrative punishment for illegal activities. Strengthen the accountability of labor inspection departments, pay attention to the supervision function of trade unions, promptly punish enterprises and enterprise leaders who violate the provisions of paid annual leave for employees, and demand rectification within a time limit to effectively safeguard the rights and interests of employees.

　　It is suggested that the Regulations on Paid Annual Leave for Employees be revised in due course.

　　"The reason why employers want to give workers paid annual leave for a certain period of time is because annual leave is for workers to live ‘ The normal life that ordinary people should have ’ The minimum working conditions necessary to maintain the minimum living standard of workers. " Talking about why workers should be given paid annual leave for legal days, Wang Xianyong pointed out that paid annual leave has surpassed the private rights and interests of both employers and employees and entered the category of social public interest, which belongs to the scope of labor standards.

　　In his view, to fully implement paid annual leave, it is necessary to establish the principle of compulsory paid annual leave, change the current paid annual leave system model, and build an implementation mechanism for fully implementing paid annual leave.

　　"China’s current legal system of paid annual leave adopts the institutional model of confirming rights, setting alternative economic compensation obligations and administrative intervention in labor disputes. Under this model, whether the employer fails to fulfill its legal obligations in violation of the law or fulfills its legal obligations according to law, paid annual leave may not be effectively realized. " Wang Xianyong said. In view of this, he suggested that the "Regulations" should be revised in a timely manner, and the implementation mechanism of the right to paid annual leave with multiple comprehensive mechanisms should be established through the revision of the law.

　　Regarding the key points of amending the law, Wang Xianyong pointed out that, first, it is clear that paid annual leave has the dual attributes of labor standards and claims. The benchmark of paid annual leave is a compulsory public law obligation borne by the employer to the state. Implement the principle that paid annual leave must be taken, and establish an administrative law enforcement implementation mechanism for the benchmark of paid annual leave. Secondly, the disputes over paid annual leave between workers and employers return to labor disputes, including the disputes over annual leave requesting actual leave, annual leave requesting payment of annual leave salary and annual leave requesting payment of alternative monetary compensation. Third, the law can authorize the labor administrative department to intervene in the paid annual leave dispute through administrative mediation. Fourth, trade unions help workers realize their rights and interests of paid annual leave through representative mechanism and legal supervision mechanism.

　　Comics/Li Xiaojun　　

Ethan Ruan

Zhao Youting

Two people shoot MV together

　　Ruan Jingtian and Zhao Youting, the two male protagonists of the movie "Mengka", filmed the MV together for the theme song "Let Down" on February 3. The two who played in the movie, in addition to continuing to fight for acting skills and figure, also "flirted" when shooting the MV, played ambiguous and successfully attracted attention.

　　In order to shoot the plot of the movie in the MV, Ruan Jingtian and Zhao Youting had to perform scenes such as wailing and tears, which was very hard. And Ruan Jingtian wanted to shoot the scene of being chased by the underworld, but the actual shooting method was that he was "fake running" on the treadmill, but he felt that something was wrong no matter how he ran, so he asked Zhao Youting for help. Zhao Youting said, "Look, what would you do if you had me?" Ruan Jingtian was curious about who the heroine of the MV was, and Zhao Youting said faintly, "It should be me." The two "flirted" and were very ambiguous.

　　The movie is about to be released, and both of them are looking forward to everyone’s reaction. They also hope that this MV will impress more fans and make the box office a success.

　　Strongly supporting, stimulating vitality, and accelerating innovation, China FAW achieved contrarian growth and strong growth –

　　A "reform" brings leap development

　　On the assembly line of the FAW Hongqi factory, the heroic "Hongqi" H9 cars caught the eye.

　　"Since the launch of this car, there has been a steady stream of orders." The staff told reporters, "Not only H9, but the sales of the entire’Hongqi ‘brand car exceeded 200,000 in 2020, an increase of 42 times in three years."

　　In the context of the continuous decline in sales in the global automobile industry and the impact of the epidemic, how can "red flag" vehicles rise against the trend and grow strongly? The answer of the employees is: "It comes from reform."

　　Concentrate on advantages to strengthen the brand

　　As the first high-end car in New China, the "Hongqi" car has always carried people’s high hopes for national cars. However, the brand has experienced ups and downs since the 1980s.

　　Significant changes began in 2017. That year, Xu Liuping was transferred to FAW and launched a new round of reform. The three independent brands, Hongqi, Pentium, and Jiefang, were re-organized and resourced. In particular, "Hongqi" cars were directly operated by FAW Group headquarters, concentrating the best forces to strengthen the brand.

　　"Before the reform, Hongqi Automobile was produced and operated as a branch. In 2017, after the brand was directly operated by the group headquarters, a factory dedicated to production was established, and the group headquarters was responsible for coordinating various resources." Wang Caiyun, director of the general management department of Hongqi Factory, said.

　　The headquarters of the group has actively optimized the coordination and mobilization of personnel and financial resources of the Hongqi brand, so that the product quality and production scale can be rapidly improved. In this regard, the employees of the Hongqi factory are deeply touched: "In the past, there were only more than 20 professionals on our production line. Now, there are more than 200 people just doing production preparation. In the past, the annual investment was at most a few million yuan, but now it can reach billions of yuan. Three workshops such as stamping, welding, and painting have been created from scratch. The scale of the production base has been expanded by 4 times, and digitalization has been fully realized…"

　　"After shouldering the operational function, the functional areas of business at the group headquarters were all demolished and redesigned. Almost all of them had task indicators linked to the development of the red flag, from’management ‘to’dry’." Zeng Xiaojun, director of the system management department/organization management department of FAW Group, said for example. "Although the headquarters had a brand marketing department in the past, it did not sell cars. After the reform, the department was abolished and the marketing center was re-established, which was not only directly responsible for sales, but also added pre-product planning and so on."

　　Since 2017, the major institutional adjustment of FAW Group headquarters has been carried out 6 times. After connecting with the market, the problem of headquarters institutionalization has also been solved. The satisfaction of FAW’s grassroots units with headquarters services rose to 91.59%.

　　Reform stimulates enterprise vitality

　　On the bookshelf of Wang Caiyun’s office, a military order stands out. This was signed by her in FAW’s new round of "All Stand Up, All Staff Compete" last September. Exceeding the performance targets in the military order may result in promotion and salary increase. If you fail to complete it, you may lose your job or even lose your job.

　　"All stand up, all employees compete for employment", which originates from FAW’s "four-energy" reform that began in 2017 and is competitive every three years. Wu Jintian, director of the group’s Human Resources compensation management department, told reporters that the core of this reform is value creation-based, performance-based measurement, to achieve "cadres can go up and down, salaries can be high and low, employees can come in and out, and institutions can increase and decrease".

　　"Competing for employment based on ability depends on how much value you have created for the enterprise, and you must speak with your results." In the eyes of many FAW cadres, this reform is tantamount to a "deep earthquake".

　　Mr. Liu is one of a group of capable young geniuses who want to work. After two rounds of competition in 2017 and 2020, he has become FAW’s youngest senior manager after nine years of work. Previously, it took 16 years at the fastest for employees to enter the senior manager position. The reform has reduced the average age of FAW’s middle-level cadres by about 5 years.

　　After the 1980s, Wang Caiyun also achieved a three-level jump in three years due to the "four-ability reform": from a second-level manager, to a senior director, and then to a department director. "Being able to go up and down, in and out, is a manifestation of the vitality of an enterprise," she said.

　　With the younger ranks of cadres, many post-80s and post-90s have been entrusted with important responsibilities, provoking the backbone in the research, production and sales system, and "red flag" cars have gradually entered the hearts of "new car buying forces".

　　Accelerate the pace of innovation across the board

　　When the reporter arrived at the FAW Innovation Technology Research Institute, Cao Lijun, the head of the Comprehensive Technology Management Department, was leading colleagues to study the "14th Five-Year" intellectual property plan.

　　In order to comprehensively strengthen its innovation capabilities, in September 2017, FAW kicked off the reform of its scientific research system and restructured the FAW Technology Center, which is known as the "Cradle of China’s Automotive R & D Talents". It established the Research and Development Institute, the Modeling Design Institute, the New Energy Development Institute, and the Intelligent Network Development Institute. In the past three years, it has successively established the Innovation Technology Research Institute, the Materials Research Institute, and the Testing and Testing Institute.

　　The overall scientific research structure has changed from "one center" to "Big Dipper", the research direction is more detailed, and the R & D responsibilities are clearer. At the same time, the development of "Hongqi" products has been strengthened. For example, the Design Institute is mainly responsible for the appearance design of the Hongqi brand.

　　Wang Caiyun said: "After the establishment of the Design Institute, the’Red Flag ‘has its own family design language, and these are the iconic symbols of the’Red Flag’ car."

　　The segmentation of the research and development field has also greatly accelerated the pace of FAW’s follow-up with the latest technologies and exploration of forward-looking technologies. Take the Intelligent Netlink Development Institute as an example, due to a group of personnel specializing in vehicle to everything, the intelligence of Hongqi has been continuously upgraded. The Hongqi EHS9, which was launched in December last year, has been praised by users as "killing many products of the same level in seconds".

　　"In the past, ‘Hongqi’ had a single product and not many models. Due to the reform of the scientific research system, new technologies in the industry were quickly reflected in the car, and the speed of product update and iteration has surpassed that of joint venture vehicles." The staff of the final assembly workshop of the Hongqi factory told reporters that the significant improvement in the development and design level not only gave Hongqi more and more "charm points", but also the manufacturability and equipability of products, which will help "Hongqi" usher in a big explosion in production and sales.

　　Through comprehensive deepening of reform, China FAW’s independent innovation ability has been significantly enhanced, and 3,508 patents were applied for in 2020, an increase of 19.8% year-on-year; in the past three years, vehicle sales have increased from 3.106 million to 3.706 million, with an average annual growth of 4.5%, and the market share has increased from 11.1% to 14.6%, an increase of 3.5 percentage points. (reporter
Peng Bing, Liu Shanshan)

　　Authors: Peng Bing, Liu Shanshan