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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(shang)員工(gong)(gong)(gong)待(dai)崗：員工(gong)(gong)(gong)在工(gong)(gong)(gong)作(zuo)(zuo)時間、工(gong)(gong)(gong)作(zuo)(zuo)場合(he)，因(yin)工(gong)(gong)(gong)作(zuo)(zuo)原(yuan)因(yin)受到傷(shang)害(hai)的(de)，屬于工(gong)(gong)(gong)傷(shang)，以及(ji)其他視同(tong)工(gong)(gong)(gong)傷(shang)的(de)情(qing)形(xing)，法律(lv)賦予(yu)了(le)工(gong)(gong)(gong)傷(shang)職工(gong)(gong)(gong)停工(gong)(gong)(gong)留(liu)薪(xin)(xin)期(qi)待(dai)遇。停工(gong)(gong)(gong)留(liu)薪(xin)(xin)時，原(yuan)工(gong)(gong)(gong)資福利待(dai)遇不變。

約(yue)定停(ting)薪留職：在員工關系(xi)履行過程中，由(you)于員工自身原(yuan)因(yin)，致使長時間不能到崗履職，與企業約(yue)定，保留崗位，暫停(ting)工資待遇。在此情況下，勞(lao)資雙方常(chang)常(chang)落實為書(shu)面的停(ting)薪留職協議，以明示雙方勞(lao)動權(quan)利義務關系(xi)。

法(fa)定情(qing)形調(diao)崗(gang)：《勞動合(he)同法(fa)》賦予企業(ye)法(fa)定情(qing)形調(diao)崗(gang)權(quan)(quan)，如員(yuan)工(gong)不勝任工(gong)作(zuo)的，企業(ye)享有調(diao)崗(gang)權(quan)(quan)；員(yuan)工(gong)醫療(liao)期滿(man)后不能從事原工(gong)作(zuo)的，企業(ye)享有調(diao)崗(gang)權(quan)(quan)。在企業(ye)行(xing)使法(fa)定情(qing)形調(diao)崗(gang)權(quan)(quan)時(shi)，員(yuan)工(gong)未到新崗(gang)位(wei)履職，進而出(chu)現(xian)待崗(gang)行(xing)為的，企業(ye)基于(yu)其(qi)未提(ti)供實際勞動，無需支付(fu)工(gong)資。

用工(gong)自主權調(diao)崗(gang)(gang)(gang)：除上(shang)述(shu)法(fa)定情(qing)形調(diao)崗(gang)(gang)(gang)外，在企業實(shi)際用工(gong)過(guo)程中，基于生產經(jing)營(ying)需(xu)要，可以合理(li)調(diao)整(zheng)員(yuan)工(gong)工(gong)作崗(gang)(gang)(gang)位，員(yuan)工(gong)有(you)服從的義務。當然(ran)，企業需(xu)要注意調(diao)整(zheng)后崗(gang)(gang)(gang)位的合理(li)性，包括(kuo)崗(gang)(gang)(gang)位性質、工(gong)資(zi)待遇、勞動強(qiang)度與技(ji)能要求。在此(ci)情(qing)形下(xia)，員(yuan)工(gong)未到新崗(gang)(gang)(gang)位履職，出現待崗(gang)(gang)(gang)行為的，企業同樣無(wu)需(xu)支付工(gong)資(zi)。

變(bian)(bian)相(xiang)調崗(gang)：實踐(jian)中部分企業為達到解雇(gu)員(yuan)(yuan)工或變(bian)(bian)相(xiang)裁員(yuan)(yuan)的目(mu)的，以行(xing)使(shi)調崗(gang)為手(shou)段，逼(bi)迫員(yuan)(yuan)工自(zi)己(ji)離職或致使(shi)員(yuan)(yuan)工關系陷入僵(jiang)局的，違反《勞動(dong)合同法》法定(ding)情形調崗(gang)規(gui)定(ding)，亦(yi)不屬于(yu)行(xing)使(shi)企業用工自(zi)主權，系惡意、變(bian)(bian)相(xiang)調崗(gang)。在該種情況(kuang)下，員(yuan)(yuan)工對調崗(gang)表達異議，出(chu)現待崗(gang)行(xing)為的，筆者認為，企業仍需正(zheng)常(chang)支付員(yuan)(yuan)工工資，恢(hui)復(fu)原崗(gang)位的履行(xing)。

停(ting)(ting)工(gong)(gong)(gong)(gong)停(ting)(ting)產(chan)(chan)待崗：本文討論的(de)(de)停(ting)(ting)工(gong)(gong)(gong)(gong)停(ting)(ting)產(chan)(chan)，指非因(yin)(yin)勞(lao)(lao)動(dong)(dong)者(zhe)(zhe)原(yuan)(yuan)因(yin)(yin)停(ting)(ting)工(gong)(gong)(gong)(gong)停(ting)(ting)產(chan)(chan)，如企(qi)(qi)業(ye)(ye)進行重組(zu)、合(he)并、分立(li)等(deng)客觀情況(kuang)，致(zhi)使(shi)企(qi)(qi)業(ye)(ye)生產(chan)(chan)經營(ying)行為暫時(shi)(shi)停(ting)(ting)止(zhi)。原(yuan)(yuan)勞(lao)(lao)動(dong)(dong)部《工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)支(zhi)付(fu)(fu)(fu)暫行規(gui)(gui)(gui)定(ding)(ding)》第十(shi)二條(tiao)規(gui)(gui)(gui)定(ding)(ding)：“非因(yin)(yin)勞(lao)(lao)動(dong)(dong)者(zhe)(zhe)原(yuan)(yuan)因(yin)(yin)造成(cheng)單位停(ting)(ting)工(gong)(gong)(gong)(gong)、停(ting)(ting)產(chan)(chan)在一個(ge)工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)支(zhi)付(fu)(fu)(fu)周期內的(de)(de)，用人(ren)單位應按(an)(an)(an)勞(lao)(lao)動(dong)(dong)合(he)同規(gui)(gui)(gui)定(ding)(ding)的(de)(de)標準支(zhi)付(fu)(fu)(fu)勞(lao)(lao)動(dong)(dong)者(zhe)(zhe)工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)。超(chao)過一個(ge)工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)支(zhi)付(fu)(fu)(fu)周期的(de)(de)，若(ruo)(ruo)勞(lao)(lao)動(dong)(dong)者(zhe)(zhe)提供(gong)了正常勞(lao)(lao)動(dong)(dong)，則支(zhi)付(fu)(fu)(fu)給勞(lao)(lao)動(dong)(dong)者(zhe)(zhe)的(de)(de)勞(lao)(lao)動(dong)(dong)報酬不得低于當(dang)地的(de)(de)最低工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)標準；若(ruo)(ruo)勞(lao)(lao)動(dong)(dong)者(zhe)(zhe)沒(mei)有提供(gong)正常勞(lao)(lao)動(dong)(dong)，應按(an)(an)(an)國家有關規(gui)(gui)(gui)定(ding)(ding)辦(ban)理(li)。”《浙江省企(qi)(qi)業(ye)(ye)工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)支(zhi)付(fu)(fu)(fu)管理(li)辦(ban)法(fa)》第二十(shi)二條(tiao)進一步規(gui)(gui)(gui)定(ding)(ding)：“企(qi)(qi)業(ye)(ye)停(ting)(ting)工(gong)(gong)(gong)(gong)、停(ting)(ting)產(chan)(chan)、歇業(ye)(ye)，時(shi)(shi)間(jian)在1個(ge)工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)支(zhi)付(fu)(fu)(fu)周期內的(de)(de)，企(qi)(qi)業(ye)(ye)應當(dang)按(an)(an)(an)照勞(lao)(lao)動(dong)(dong)合(he)同的(de)(de)約(yue)定(ding)(ding)和國家、省相關規(gui)(gui)(gui)定(ding)(ding)支(zhi)付(fu)(fu)(fu)工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)。企(qi)(qi)業(ye)(ye)停(ting)(ting)工(gong)(gong)(gong)(gong)、停(ting)(ting)產(chan)(chan)、歇業(ye)(ye)時(shi)(shi)間(jian)超(chao)過1個(ge)工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)支(zhi)付(fu)(fu)(fu)周期，勞(lao)(lao)動(dong)(dong)者(zhe)(zhe)付(fu)(fu)(fu)出(chu)了正常勞(lao)(lao)動(dong)(dong)的(de)(de)，企(qi)(qi)業(ye)(ye)應當(dang)按(an)(an)(an)照不低于當(dang)地人(ren)民(min)(min)政(zheng)府確定(ding)(ding)的(de)(de)最低工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)標準支(zhi)付(fu)(fu)(fu)工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)；勞(lao)(lao)動(dong)(dong)者(zhe)(zhe)未付(fu)(fu)(fu)出(chu)正常勞(lao)(lao)動(dong)(dong)的(de)(de)，企(qi)(qi)業(ye)(ye)應當(dang)按(an)(an)(an)照不低于當(dang)地人(ren)民(min)(min)政(zheng)府確定(ding)(ding)的(de)(de)最低工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)標準的(de)(de)80%支(zhi)付(fu)(fu)(fu)工(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)。”

違(wei)法(fa)解雇待崗(gang)：《勞(lao)動合同(tong)法(fa)》第三十九條賦予企(qi)業(ye)(ye)單方解除(chu)(chu)勞(lao)動合同(tong)的(de)(de)權利，但企(qi)業(ye)(ye)行(xing)(xing)使單方解除(chu)(chu)權，如(ru)解除(chu)(chu)事實、制度依據、解除(chu)(chu)程序不符(fu)合法(fa)律規定的(de)(de)，則屬于違(wei)法(fa)解除(chu)(chu)勞(lao)動合同(tong)行(xing)(xing)為。企(qi)業(ye)(ye)違(wei)法(fa)解除(chu)(chu)勞(lao)動合同(tong)的(de)(de)，不僅(jin)僅(jin)是(shi)向(xiang)員工(gong)支付賠(pei)(pei)償(chang)(chang)金那么簡單，如(ru)員工(gong)并不主張賠(pei)(pei)償(chang)(chang)金，而是(shi)要求企(qi)業(ye)(ye)繼續履行(xing)(xing)勞(lao)動合同(tong)，最終得(de)到勞(lao)動爭議仲(zhong)裁委或人民法(fa)院支持的(de)(de)，員工(gong)可以同(tong)時主張企(qi)業(ye)(ye)支付解除(chu)(chu)日至履行(xing)(xing)日期間的(de)(de)待崗(gang)工(gong)資。