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中秋節(jie)是(shi)國(guo)家法(fa)定(ding)節(jie)假日，有些員工(gong)因單位(wei)生產(chan)原因無(wu)法(fa)安排休(xiu)(xiu)(xiu)息，如(ru)果中秋節(jie)不休(xiu)(xiu)(xiu)，加(jia)班工(gong)資應該怎么算(suan)？人社局(ju)表示，9月15日中秋節(jie)當(dang)天為(wei)法(fa)定(ding)節(jie)假日，用(yong)人單位(wei)要求勞動者加(jia)班的(de)(de)，應向(xiang)勞動者支(zhi)付3倍(bei)加(jia)班工(gong)資；9月16日、9月17日為(wei)休(xiu)(xiu)(xiu)息日，用(yong)人單位(wei)要求勞動者加(jia)班的(de)(de)，應當(dang)支(zhi)付2倍(bei)加(jia)班工(gong)資，用(yong)人單位(wei)不得以換休(xiu)(xiu)(xiu)和(he)調(diao)休(xiu)(xiu)(xiu)的(de)(de)名義拒付加(jia)班費。

記者了解到，根據(ju)國務院辦公(gong)(gong)廳《關于(yu)2016年部(bu)分(fen)節(jie)(jie)假日(ri)(ri)(ri)(ri)(ri)(ri)安排的(de)(de)通(tong)知(zhi)》，2016年中(zhong)秋(qiu)節(jie)(jie)放(fang)假安排為：9月(yue)(yue)(yue)15日(ri)(ri)(ri)(ri)(ri)(ri)至(zhi)17日(ri)(ri)(ri)(ri)(ri)(ri)放(fang)假調休(xiu)(xiu)，共3天；其(qi)中(zhong)，9月(yue)(yue)(yue)15日(ri)(ri)(ri)(ri)(ri)(ri)（星期(qi)四）為法定(ding)節(jie)(jie)假，9月(yue)(yue)(yue)16日(ri)(ri)(ri)(ri)(ri)(ri)、9月(yue)(yue)(yue)17日(ri)(ri)(ri)(ri)(ri)(ri)（星期(qi)五、星期(qi)六(liu)）為休(xiu)(xiu)息(xi)日(ri)(ri)(ri)(ri)(ri)(ri)（公(gong)(gong)休(xiu)(xiu)日(ri)(ri)(ri)(ri)(ri)(ri)）；9月(yue)(yue)(yue)18日(ri)(ri)(ri)(ri)(ri)(ri)（星期(qi)日(ri)(ri)(ri)(ri)(ri)(ri)）正(zheng)常上(shang)班(ban)。昨天，記者采訪市人社局(ju)相關部(bu)門工(gong)(gong)(gong)作人員了解到，依據(ju)《關于(yu)職工(gong)(gong)(gong)全(quan)年月(yue)(yue)(yue)平均工(gong)(gong)(gong)作時(shi)間(jian)和(he)工(gong)(gong)(gong)資(zi)折(zhe)算(suan)問(wen)題(ti)的(de)(de)通(tong)知(zhi)》和(he)《山(shan)東省(sheng)企業工(gong)(gong)(gong)資(zi)支(zhi)(zhi)付(fu)(fu)規定(ding)》，9月(yue)(yue)(yue)15日(ri)(ri)(ri)(ri)(ri)(ri)中(zhong)秋(qiu)節(jie)(jie)當(dang)天為法定(ding)節(jie)(jie)假日(ri)(ri)(ri)(ri)(ri)(ri)，用人單(dan)位(wei)要求勞動(dong)者加班(ban)的(de)(de)，應向勞動(dong)者支(zhi)(zhi)付(fu)(fu)不(bu)低于(yu)日(ri)(ri)(ri)(ri)(ri)(ri)或小時(shi)基(ji)數的(de)(de)300%支(zhi)(zhi)付(fu)(fu)加班(ban)工(gong)(gong)(gong)資(zi)，用人單(dan)位(wei)不(bu)得以換休(xiu)(xiu)和(he)調休(xiu)(xiu)的(de)(de)名義(yi)拒付(fu)(fu)加班(ban)費；9月(yue)(yue)(yue)16日(ri)(ri)(ri)(ri)(ri)(ri)、9月(yue)(yue)(yue)17日(ri)(ri)(ri)(ri)(ri)(ri)為休(xiu)(xiu)息(xi)日(ri)(ri)(ri)(ri)(ri)(ri)，用人單(dan)位(wei)要求勞動(dong)者加班(ban)的(de)(de)，應當(dang)安排同等時(shi)間(jian)的(de)(de)補(bu)(bu)休(xiu)(xiu)，如不(bu)能安排補(bu)(bu)休(xiu)(xiu)的(de)(de)，用人單(dan)位(wei)應向勞動(dong)者支(zhi)(zhi)付(fu)(fu)不(bu)低于(yu)日(ri)(ri)(ri)(ri)(ri)(ri)或者小時(shi)基(ji)數的(de)(de)200%支(zhi)(zhi)付(fu)(fu)加班(ban)工(gong)(gong)(gong)資(zi)。

中秋(qiu)(qiu)節加(jia)班(ban)(ban)(ban)費計(ji)算(suan)實例：以勞(lao)動(dong)者(zhe)上一月(yue)份(fen)提供(gong)正(zheng)常勞(lao)動(dong)所得實際工資(zi)扣除該月(yue)加(jia)班(ban)(ban)(ban)工資(zi)后的(de)數額1700元為例，如果9月(yue)15日加(jia)班(ban)(ban)(ban)，用人單位支付(fu)(fu)加(jia)班(ban)(ban)(ban)工資(zi)不低于(yu)（1700÷21.75）×300%，即234元，9月(yue)16日或9月(yue)17日安排加(jia)班(ban)(ban)(ban)，用人單位不能安排補休(xiu)的(de)，支付(fu)(fu)加(jia)班(ban)(ban)(ban)工資(zi)分別不低于(yu)（1700÷21.75）×200%，即156元。這樣(yang)算(suan)來，如果中秋(qiu)(qiu)節3天均(jun)加(jia)班(ban)(ban)(ban)，總計(ji)可多領546元。

記者(zhe)(zhe)(zhe)在(zai)(zai)采訪時了解到，實(shi)行計件(jian)工(gong)(gong)(gong)(gong)資制(zhi)的(de)企(qi)(qi)業(ye)(ye)(ye)，應當(dang)(dang)依照(zhao)國家或者(zhe)(zhe)(zhe)行業(ye)(ye)(ye)制(zhi)定(ding)的(de)勞(lao)動定(ding)額(e)標準，結(jie)合(he)(he)本企(qi)(qi)業(ye)(ye)(ye)實(shi)際(ji)，經(jing)征求企(qi)(qi)業(ye)(ye)(ye)工(gong)(gong)(gong)(gong)會或者(zhe)(zhe)(zhe)職(zhi)工(gong)(gong)(gong)(gong)代(dai)表的(de)意見，合(he)(he)理確定(ding)勞(lao)動定(ding)額(e)和(he)計件(jian)單(dan)(dan)價。勞(lao)動者(zhe)(zhe)(zhe)完成計件(jian)定(ding)額(e)后，企(qi)(qi)業(ye)(ye)(ye)安排其在(zai)(zai)法定(ding)標準工(gong)(gong)(gong)(gong)作(zuo)時間以外工(gong)(gong)(gong)(gong)作(zuo)的(de)，應當(dang)(dang)按照(zhao)以上(shang)政策條款的(de)規定(ding)，分(fen)別按照(zhao)不低于計件(jian)單(dan)(dan)位的(de)200%、300%支(zhi)付加班工(gong)(gong)(gong)(gong)資。加班工(gong)(gong)(gong)(gong)資支(zhi)付應當(dang)(dang)在(zai)(zai)下一個工(gong)(gong)(gong)(gong)資發(fa)放(fang)日前發(fa)放(fang)給勞(lao)動者(zhe)(zhe)(zhe)，如果企(qi)(qi)業(ye)(ye)(ye)拒不支(zhi)付的(de)，企(qi)(qi)業(ye)(ye)(ye)職(zhi)工(gong)(gong)(gong)(gong)可以向當(dang)(dang)地勞(lao)動監察(cha)部門(men)投(tou)訴。

加班工資計發基數

根(gen)據《山東省企業工(gong)資(zi)支付規(gui)定》：“企業應當按照勞(lao)動(dong)(dong)者(zhe)上一月(yue)(yue)份(fen)提(ti)供(gong)(gong)正常(chang)勞(lao)動(dong)(dong)所(suo)得(de)(de)實際(ji)工(gong)資(zi)扣除該月(yue)(yue)加班(ban)工(gong)資(zi)后(hou)的數(shu)額確定（但不得(de)(de)低(di)(di)于當地最低(di)(di)工(gong)資(zi)標準）；勞(lao)動(dong)(dong)者(zhe)上一月(yue)(yue)份(fen)沒有提(ti)供(gong)(gong)正常(chang)勞(lao)動(dong)(dong)的，按照向(xiang)前順推至其提(ti)供(gong)(gong)正常(chang)勞(lao)動(dong)(dong)月(yue)(yue)份(fen)所(suo)得(de)(de)實際(ji)工(gong)資(zi)扣除該月(yue)(yue)加班(ban)工(gong)資(zi)后(hou)的數(shu)額確定。”

加班工資適用范圍

根據《山(shan)東省企業(ye)工(gong)資支(zhi)付(fu)規定(ding)》：“經批準實行(xing)綜合計算(suan)工(gong)時(shi)(shi)(shi)工(gong)作制(zhi)度的(de)(de)(de)企業(ye)，在綜合計算(suan)工(gong)時(shi)(shi)(shi)周(zhou)期內實際工(gong)作時(shi)(shi)(shi)間超過法(fa)定(ding)標(biao)準工(gong)作時(shi)(shi)(shi)間的(de)(de)(de)部分(fen)應當視(shi)為(wei)加班，用人單位按不(bu)低(di)于(yu)勞動(dong)者(zhe)本人小時(shi)(shi)(shi)工(gong)資標(biao)準的(de)(de)(de)150%支(zhi)付(fu)加班工(gong)資。如果用人單位是在法(fa)定(ding)節假(jia)日(ri)安排勞動(dong)者(zhe)工(gong)作的(de)(de)(de)，應按照不(bu)低(di)于(yu)勞動(dong)者(zhe)本人日(ri)或(huo)小時(shi)(shi)(shi)工(gong)資的(de)(de)(de)300%另行(xing)支(zhi)付(fu)加班工(gong)資。實行(xing)不(bu)定(ding)時(shi)(shi)(shi)工(gong)時(shi)(shi)(shi)制(zhi)的(de)(de)(de)企業(ye)，不(bu)適(shi)用有關加班工(gong)資的(de)(de)(de)規定(ding)。”