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員工按照企業規章制度按時上下班、提供勞動、接受企業管理、獲得勞動報酬，是員工關系的履行常態。然而，在企業用工管理過程中，亦存在員工關系的非正常履行，本文從員工待崗的廣義角度，探討企業如何支付工資。

工(gong)(gong)(gong)傷員(yuan)工(gong)(gong)(gong)待(dai)崗(gang)：員(yuan)工(gong)(gong)(gong)在工(gong)(gong)(gong)作時(shi)間(jian)、工(gong)(gong)(gong)作場合，因(yin)工(gong)(gong)(gong)作原(yuan)因(yin)受(shou)到傷害的(de)，屬(shu)于工(gong)(gong)(gong)傷，以及其他視同(tong)工(gong)(gong)(gong)傷的(de)情(qing)形，法律賦予了工(gong)(gong)(gong)傷職工(gong)(gong)(gong)停工(gong)(gong)(gong)留薪期(qi)待(dai)遇(yu)(yu)。停工(gong)(gong)(gong)留薪時(shi)，原(yuan)工(gong)(gong)(gong)資福(fu)利待(dai)遇(yu)(yu)不變(bian)。

約定停(ting)薪留職：在(zai)(zai)員工(gong)關系履(lv)行過程中，由于員工(gong)自身原因，致(zhi)使長時(shi)間(jian)不能(neng)到(dao)崗履(lv)職，與企業約定，保(bao)留崗位，暫停(ting)工(gong)資(zi)待遇。在(zai)(zai)此(ci)情況下，勞資(zi)雙方(fang)常常落實為書面的停(ting)薪留職協議，以明示雙方(fang)勞動(dong)權(quan)利(li)義(yi)務關系。

法(fa)定(ding)情(qing)形(xing)調崗(gang)(gang)：《勞(lao)(lao)動合(he)同(tong)法(fa)》賦(fu)予企業(ye)法(fa)定(ding)情(qing)形(xing)調崗(gang)(gang)權，如員工不(bu)勝任工作(zuo)的(de)，企業(ye)享有(you)(you)調崗(gang)(gang)權；員工醫療期滿后不(bu)能(neng)從事原工作(zuo)的(de)，企業(ye)享有(you)(you)調崗(gang)(gang)權。在企業(ye)行使(shi)法(fa)定(ding)情(qing)形(xing)調崗(gang)(gang)權時，員工未到新崗(gang)(gang)位(wei)履職，進而出現待崗(gang)(gang)行為的(de)，企業(ye)基于其未提供實際(ji)勞(lao)(lao)動，無需支付(fu)工資。

用(yong)工自主(zhu)權(quan)調(diao)崗(gang)(gang)(gang)：除(chu)上(shang)述法定情形調(diao)崗(gang)(gang)(gang)外，在企業實際用(yong)工過程(cheng)中，基于生產經(jing)營需要，可以合理調(diao)整(zheng)員工工作崗(gang)(gang)(gang)位(wei)(wei)，員工有服從的義務。當然，企業需要注(zhu)意調(diao)整(zheng)后崗(gang)(gang)(gang)位(wei)(wei)的合理性，包括(kuo)崗(gang)(gang)(gang)位(wei)(wei)性質(zhi)、工資(zi)待遇、勞動(dong)強(qiang)度與技能要求。在此(ci)情形下(xia)，員工未到(dao)新崗(gang)(gang)(gang)位(wei)(wei)履(lv)職，出(chu)現待崗(gang)(gang)(gang)行為的，企業同樣無需支付工資(zi)。

變(bian)相調崗(gang)：實踐(jian)中(zhong)部分企(qi)業(ye)(ye)為(wei)達(da)到解雇員(yuan)(yuan)工(gong)或變(bian)相裁員(yuan)(yuan)的目的，以行(xing)使(shi)調崗(gang)為(wei)手段，逼迫員(yuan)(yuan)工(gong)自己離職或致使(shi)員(yuan)(yuan)工(gong)關(guan)系陷(xian)入僵局的，違反《勞動合同法(fa)》法(fa)定情(qing)形調崗(gang)規定，亦不屬(shu)于(yu)行(xing)使(shi)企(qi)業(ye)(ye)用工(gong)自主權，系惡意、變(bian)相調崗(gang)。在該種情(qing)況下(xia)，員(yuan)(yuan)工(gong)對調崗(gang)表(biao)達(da)異議，出現待崗(gang)行(xing)為(wei)的，筆(bi)者認為(wei)，企(qi)業(ye)(ye)仍(reng)需正常支(zhi)付員(yuan)(yuan)工(gong)工(gong)資，恢復原崗(gang)位的履行(xing)。

停(ting)(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)停(ting)(ting)(ting)(ting)(ting)(ting)產(chan)待(dai)崗：本文(wen)討論(lun)的停(ting)(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)停(ting)(ting)(ting)(ting)(ting)(ting)產(chan)，指非(fei)因勞(lao)(lao)(lao)(lao)(lao)動(dong)者(zhe)(zhe)(zhe)(zhe)原因停(ting)(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)停(ting)(ting)(ting)(ting)(ting)(ting)產(chan)，如企(qi)業(ye)(ye)進(jin)(jin)行(xing)重組(zu)、合(he)(he)并(bing)、分(fen)立等客觀情況，致使企(qi)業(ye)(ye)生產(chan)經營行(xing)為暫(zan)時(shi)停(ting)(ting)(ting)(ting)(ting)(ting)止。原勞(lao)(lao)(lao)(lao)(lao)動(dong)部《工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)(zhi)付(fu)暫(zan)行(xing)規(gui)(gui)(gui)定(ding)》第十二條規(gui)(gui)(gui)定(ding)：“非(fei)因勞(lao)(lao)(lao)(lao)(lao)動(dong)者(zhe)(zhe)(zhe)(zhe)原因造成(cheng)單位停(ting)(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)、停(ting)(ting)(ting)(ting)(ting)(ting)產(chan)在一個工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)(zhi)付(fu)周(zhou)期內的，用(yong)人單位應(ying)按(an)勞(lao)(lao)(lao)(lao)(lao)動(dong)合(he)(he)同(tong)規(gui)(gui)(gui)定(ding)的標準支(zhi)(zhi)付(fu)勞(lao)(lao)(lao)(lao)(lao)動(dong)者(zhe)(zhe)(zhe)(zhe)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)。超(chao)過(guo)一個工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)(zhi)付(fu)周(zhou)期的，若勞(lao)(lao)(lao)(lao)(lao)動(dong)者(zhe)(zhe)(zhe)(zhe)提供了正(zheng)常勞(lao)(lao)(lao)(lao)(lao)動(dong)，則支(zhi)(zhi)付(fu)給勞(lao)(lao)(lao)(lao)(lao)動(dong)者(zhe)(zhe)(zhe)(zhe)的勞(lao)(lao)(lao)(lao)(lao)動(dong)報(bao)酬(chou)不(bu)得低于(yu)當地(di)的最低工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)標準；若勞(lao)(lao)(lao)(lao)(lao)動(dong)者(zhe)(zhe)(zhe)(zhe)沒有(you)提供正(zheng)常勞(lao)(lao)(lao)(lao)(lao)動(dong)，應(ying)按(an)國家有(you)關規(gui)(gui)(gui)定(ding)辦理(li)。”《浙江省(sheng)企(qi)業(ye)(ye)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)(zhi)付(fu)管(guan)理(li)辦法》第二十二條進(jin)(jin)一步規(gui)(gui)(gui)定(ding)：“企(qi)業(ye)(ye)停(ting)(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)、停(ting)(ting)(ting)(ting)(ting)(ting)產(chan)、歇業(ye)(ye)，時(shi)間(jian)在1個工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)(zhi)付(fu)周(zhou)期內的，企(qi)業(ye)(ye)應(ying)當按(an)照(zhao)勞(lao)(lao)(lao)(lao)(lao)動(dong)合(he)(he)同(tong)的約(yue)定(ding)和國家、省(sheng)相關規(gui)(gui)(gui)定(ding)支(zhi)(zhi)付(fu)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)。企(qi)業(ye)(ye)停(ting)(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)、停(ting)(ting)(ting)(ting)(ting)(ting)產(chan)、歇業(ye)(ye)時(shi)間(jian)超(chao)過(guo)1個工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)(zhi)付(fu)周(zhou)期，勞(lao)(lao)(lao)(lao)(lao)動(dong)者(zhe)(zhe)(zhe)(zhe)付(fu)出了正(zheng)常勞(lao)(lao)(lao)(lao)(lao)動(dong)的，企(qi)業(ye)(ye)應(ying)當按(an)照(zhao)不(bu)低于(yu)當地(di)人民政府(fu)確(que)定(ding)的最低工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)標準支(zhi)(zhi)付(fu)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)；勞(lao)(lao)(lao)(lao)(lao)動(dong)者(zhe)(zhe)(zhe)(zhe)未付(fu)出正(zheng)常勞(lao)(lao)(lao)(lao)(lao)動(dong)的，企(qi)業(ye)(ye)應(ying)當按(an)照(zhao)不(bu)低于(yu)當地(di)人民政府(fu)確(que)定(ding)的最低工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)標準的80%支(zhi)(zhi)付(fu)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)。”

違法(fa)(fa)解雇(gu)待崗：《勞(lao)動(dong)合同(tong)(tong)(tong)法(fa)(fa)》第(di)三十九條賦予企業單(dan)(dan)方解除(chu)(chu)(chu)勞(lao)動(dong)合同(tong)(tong)(tong)的權利，但企業行(xing)使單(dan)(dan)方解除(chu)(chu)(chu)權，如解除(chu)(chu)(chu)事實、制度依據、解除(chu)(chu)(chu)程序(xu)不符(fu)合法(fa)(fa)律規(gui)定的，則(ze)屬于違法(fa)(fa)解除(chu)(chu)(chu)勞(lao)動(dong)合同(tong)(tong)(tong)行(xing)為(wei)。企業違法(fa)(fa)解除(chu)(chu)(chu)勞(lao)動(dong)合同(tong)(tong)(tong)的，不僅僅是向(xiang)員(yuan)工(gong)支付(fu)賠(pei)償(chang)金那么簡單(dan)(dan)，如員(yuan)工(gong)并不主張(zhang)賠(pei)償(chang)金，而(er)是要求企業繼續履行(xing)勞(lao)動(dong)合同(tong)(tong)(tong)，最終(zhong)得到(dao)勞(lao)動(dong)爭(zheng)議仲裁(cai)委或人(ren)民法(fa)(fa)院支持的，員(yuan)工(gong)可(ke)以同(tong)(tong)(tong)時主張(zhang)企業支付(fu)解除(chu)(chu)(chu)日至(zhi)履行(xing)日期間(jian)的待崗工(gong)資(zi)。