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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)傷(shang)(shang)員工(gong)(gong)待崗：員工(gong)(gong)在工(gong)(gong)作(zuo)時間、工(gong)(gong)作(zuo)場合，因工(gong)(gong)作(zuo)原因受到傷(shang)(shang)害(hai)的(de)，屬(shu)于工(gong)(gong)傷(shang)(shang)，以及其他視(shi)同(tong)工(gong)(gong)傷(shang)(shang)的(de)情形，法律賦予了工(gong)(gong)傷(shang)(shang)職(zhi)工(gong)(gong)停(ting)工(gong)(gong)留薪期待遇。停(ting)工(gong)(gong)留薪時，原工(gong)(gong)資福利待遇不變(bian)。

約定停(ting)薪留職：在員工(gong)關(guan)系(xi)履(lv)行過(guo)程(cheng)中，由(you)于員工(gong)自身原因，致使長時間不能(neng)到(dao)崗履(lv)職，與企業(ye)約定，保(bao)留崗位(wei)，暫停(ting)工(gong)資(zi)待遇。在此情(qing)況下(xia)，勞(lao)資(zi)雙方(fang)常常落實為書(shu)面(mian)的停(ting)薪留職協(xie)議，以明示雙方(fang)勞(lao)動權利(li)義務(wu)關(guan)系(xi)。

法(fa)定情(qing)形調(diao)崗(gang)(gang)：《勞動(dong)合同法(fa)》賦予(yu)企(qi)(qi)業(ye)法(fa)定情(qing)形調(diao)崗(gang)(gang)權(quan)，如員工(gong)(gong)不勝任工(gong)(gong)作(zuo)的，企(qi)(qi)業(ye)享有調(diao)崗(gang)(gang)權(quan)；員工(gong)(gong)醫療期滿后不能從事(shi)原工(gong)(gong)作(zuo)的，企(qi)(qi)業(ye)享有調(diao)崗(gang)(gang)權(quan)。在企(qi)(qi)業(ye)行使法(fa)定情(qing)形調(diao)崗(gang)(gang)權(quan)時，員工(gong)(gong)未到新崗(gang)(gang)位履職，進而出現待崗(gang)(gang)行為的，企(qi)(qi)業(ye)基于其未提供實際勞動(dong)，無(wu)需支付工(gong)(gong)資。

用工(gong)(gong)(gong)自主權調(diao)(diao)崗(gang)(gang)(gang)：除上述法定情形(xing)調(diao)(diao)崗(gang)(gang)(gang)外，在(zai)企(qi)業(ye)實際用工(gong)(gong)(gong)過(guo)程中，基于生產經營需要，可以合理調(diao)(diao)整員(yuan)工(gong)(gong)(gong)工(gong)(gong)(gong)作崗(gang)(gang)(gang)位，員(yuan)工(gong)(gong)(gong)有服從的義務(wu)。當然，企(qi)業(ye)需要注意調(diao)(diao)整后崗(gang)(gang)(gang)位的合理性，包括崗(gang)(gang)(gang)位性質、工(gong)(gong)(gong)資待(dai)遇、勞動(dong)強度(du)與技能要求。在(zai)此情形(xing)下，員(yuan)工(gong)(gong)(gong)未到新崗(gang)(gang)(gang)位履職，出現待(dai)崗(gang)(gang)(gang)行(xing)為的，企(qi)業(ye)同樣無(wu)需支付工(gong)(gong)(gong)資。

變(bian)相調崗(gang)(gang)：實踐中部分企(qi)業(ye)(ye)為達到(dao)解雇(gu)員(yuan)(yuan)工(gong)(gong)或(huo)變(bian)相裁員(yuan)(yuan)的目的，以行(xing)使調崗(gang)(gang)為手段，逼迫員(yuan)(yuan)工(gong)(gong)自己離職或(huo)致(zhi)使員(yuan)(yuan)工(gong)(gong)關系(xi)(xi)陷(xian)入(ru)僵(jiang)局的，違(wei)反《勞動合同法》法定情形調崗(gang)(gang)規定，亦不屬于行(xing)使企(qi)業(ye)(ye)用工(gong)(gong)自主權，系(xi)(xi)惡意(yi)、變(bian)相調崗(gang)(gang)。在該種情況下，員(yuan)(yuan)工(gong)(gong)對調崗(gang)(gang)表達異(yi)議(yi)，出現(xian)待崗(gang)(gang)行(xing)為的，筆者認為，企(qi)業(ye)(ye)仍需正常(chang)支付員(yuan)(yuan)工(gong)(gong)工(gong)(gong)資，恢復原崗(gang)(gang)位的履行(xing)。

停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)停(ting)(ting)(ting)(ting)(ting)產(chan)待(dai)崗：本文討論(lun)的(de)(de)停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)停(ting)(ting)(ting)(ting)(ting)產(chan)，指非(fei)因(yin)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)者(zhe)(zhe)(zhe)原因(yin)停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)停(ting)(ting)(ting)(ting)(ting)產(chan)，如(ru)企(qi)(qi)業(ye)(ye)進行(xing)(xing)重組、合(he)(he)并、分立等客(ke)觀(guan)情(qing)況，致使(shi)企(qi)(qi)業(ye)(ye)生(sheng)產(chan)經(jing)營行(xing)(xing)為暫時(shi)停(ting)(ting)(ting)(ting)(ting)止。原勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)部《工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)付(fu)(fu)暫行(xing)(xing)規(gui)(gui)定(ding)(ding)》第(di)(di)十(shi)二條(tiao)規(gui)(gui)定(ding)(ding)：“非(fei)因(yin)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)者(zhe)(zhe)(zhe)原因(yin)造成(cheng)單(dan)位停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)、停(ting)(ting)(ting)(ting)(ting)產(chan)在一(yi)個工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)付(fu)(fu)周期(qi)(qi)內的(de)(de)，用人(ren)(ren)單(dan)位應(ying)按勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)合(he)(he)同(tong)規(gui)(gui)定(ding)(ding)的(de)(de)標(biao)準支(zhi)付(fu)(fu)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)者(zhe)(zhe)(zhe)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)。超過(guo)一(yi)個工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)付(fu)(fu)周期(qi)(qi)的(de)(de)，若(ruo)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)者(zhe)(zhe)(zhe)提(ti)供(gong)了(le)正(zheng)常勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)，則支(zhi)付(fu)(fu)給勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)者(zhe)(zhe)(zhe)的(de)(de)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)報酬不得低于(yu)當(dang)(dang)地的(de)(de)最低工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)標(biao)準；若(ruo)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)者(zhe)(zhe)(zhe)沒(mei)有(you)提(ti)供(gong)正(zheng)常勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)，應(ying)按國家有(you)關(guan)規(gui)(gui)定(ding)(ding)辦理。”《浙江(jiang)省企(qi)(qi)業(ye)(ye)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)付(fu)(fu)管理辦法》第(di)(di)二十(shi)二條(tiao)進一(yi)步規(gui)(gui)定(ding)(ding)：“企(qi)(qi)業(ye)(ye)停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)、停(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)付(fu)(fu)周期(qi)(qi)內的(de)(de)，企(qi)(qi)業(ye)(ye)應(ying)當(dang)(dang)按照(zhao)勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)合(he)(he)同(tong)的(de)(de)約定(ding)(ding)和(he)國家、省相(xiang)關(guan)規(gui)(gui)定(ding)(ding)支(zhi)付(fu)(fu)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)。企(qi)(qi)業(ye)(ye)停(ting)(ting)(ting)(ting)(ting)工(gong)(gong)(gong)(gong)(gong)、停(ting)(ting)(ting)(ting)(ting)產(chan)、歇業(ye)(ye)時(shi)間(jian)超過(guo)1個工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)支(zhi)付(fu)(fu)周期(qi)(qi)，勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)者(zhe)(zhe)(zhe)付(fu)(fu)出了(le)正(zheng)常勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)的(de)(de)，企(qi)(qi)業(ye)(ye)應(ying)當(dang)(dang)按照(zhao)不低于(yu)當(dang)(dang)地人(ren)(ren)民(min)政府確定(ding)(ding)的(de)(de)最低工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)標(biao)準支(zhi)付(fu)(fu)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)；勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)者(zhe)(zhe)(zhe)未(wei)付(fu)(fu)出正(zheng)常勞(lao)(lao)(lao)動(dong)(dong)(dong)(dong)(dong)(dong)的(de)(de)，企(qi)(qi)業(ye)(ye)應(ying)當(dang)(dang)按照(zhao)不低于(yu)當(dang)(dang)地人(ren)(ren)民(min)政府確定(ding)(ding)的(de)(de)最低工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)標(biao)準的(de)(de)80%支(zhi)付(fu)(fu)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)。”

違法(fa)解(jie)(jie)雇(gu)待(dai)崗(gang)：《勞動(dong)(dong)(dong)合(he)同(tong)法(fa)》第三十(shi)九條賦予企業(ye)(ye)單(dan)方解(jie)(jie)除(chu)(chu)(chu)勞動(dong)(dong)(dong)合(he)同(tong)的權利，但企業(ye)(ye)行(xing)使單(dan)方解(jie)(jie)除(chu)(chu)(chu)權，如(ru)解(jie)(jie)除(chu)(chu)(chu)事實、制(zhi)度依據、解(jie)(jie)除(chu)(chu)(chu)程(cheng)序不符合(he)法(fa)律規定的，則屬(shu)于違法(fa)解(jie)(jie)除(chu)(chu)(chu)勞動(dong)(dong)(dong)合(he)同(tong)行(xing)為。企業(ye)(ye)違法(fa)解(jie)(jie)除(chu)(chu)(chu)勞動(dong)(dong)(dong)合(he)同(tong)的，不僅僅是(shi)(shi)向員(yuan)工(gong)(gong)支(zhi)付賠(pei)償金那么(me)簡單(dan)，如(ru)員(yuan)工(gong)(gong)并不主張賠(pei)償金，而是(shi)(shi)要(yao)求(qiu)企業(ye)(ye)繼續履(lv)(lv)行(xing)勞動(dong)(dong)(dong)合(he)同(tong)，最終得(de)到勞動(dong)(dong)(dong)爭議仲裁委或人民(min)法(fa)院支(zhi)持的，員(yuan)工(gong)(gong)可以同(tong)時主張企業(ye)(ye)支(zhi)付解(jie)(jie)除(chu)(chu)(chu)日至(zhi)履(lv)(lv)行(xing)日期間的待(dai)崗(gang)工(gong)(gong)資。