李英锋

知道“值班”和“加班”的区别吗？有用人单位在这个问题上玩文字游戏，打了“擦边球”。据《扬子晚报》报道，近日，江苏扬州市中级人民法院法官以该院判决的一起典型案例释法，提醒用人单位对劳动者值班加以规范。

上述案例中，某家电公司在法定节假日制作《假期值班表》，要求员工居某按照该表上班。值班期间，居某工作内容与正常工作并无差别，均根据公司派出的工单从事家电维修工作，但公司未发放加班费。居某因此与公司对簿公堂，要求公司支付节假日值班期间的加班工资。法院支持了居某的诉求，维护了劳动者的加班权益，并以此案例引导用人单位和劳动者准确理解和把握加班与值班的概念、性质、区别和联系，守住加班与值班的权利义务边界。

在节假日或夜间，哪些值班算加班，哪些值班又只算值班呢？评判值班的性质，不看用人单位赋予了值班怎样的外在概念和形式，把值班排进了哪种表里，而看用人单位安排劳动者在值班期间干了哪些工作，或劳动者提供了哪些实质性的劳动。

如果劳动者在值班期间从事与本职工作无关的工作，只是完成安全值守、接听值班电话、值班信息反馈等例行值班任务，或者虽然从事与本职工作有关的工作，但工作强度和压力明显低于日常工作，且在值班期间可以休息，值班就不属于加班。如果劳动者在值班期间的工作内容与日常工作无异，属于日常工作的正常延续，或者劳动者提供了实质性劳动（不论实质性劳动是否与日常本职工作相关），且劳动数量和强度与日常工作相当，甚至超出了日常工作，劳动者的值班就具有了加班的属性，用人单位就应该按照法定标准向劳动者发放值班期间的加班工资。当然，如果劳动者在休息日值班，用人单位也可先安排劳动者补休。

一些用人单位因法律意识淡薄、规避加班责任等原因，模糊了加班与值班的概念与边界，把“加班”排进“值班表”，给“加班”披上“值班”外衣，并不能从根本上改变劳动者加班的实质，不能抹杀劳动者的加班付出和加班权益。如果用人单位以“加班”是“值班”为由拒绝承担支付加班费等责任，就侵犯了劳动者的加班权益。对此，劳动者应该在留存值班表、值班工作记录等信息的基础上，通过与用人单位协商、求助工会、向劳动监察部门投诉举报或提请劳动争议仲裁、起诉等方式维权。

法院、劳动监察部门、工会等有必要面向用人单位和劳动者强化普法宣传，讲清加班和值班的法理和情理，督促、教育用人单位增强自律意识，规范劳动管理行为，让值班的归值班，让加班的归加班，保障好劳动者在值班期间的合法权益；鼓励、支持劳动者算准加班账，全面、积极认领值班期间的加班权益，用足用好维权武器。劳动监察部门、工会等应畅通投诉举报渠道，提升对投诉举报线索的调查处置质效，加强对用人单位的监督检查，联合律师协会把用人单位的值班权益保障纳入法治体检范畴，向劳动者提供维权法律援助，当好劳动者的维权后盾。

维护劳动者值班期间的加班权益，还需要法律措施的进一步完善。立法机关、人社部门、最高法等可通过修法、出台细则或法律解释等方式，明确加班与值班的定性规则、概念、区别，明确值班算加班的情形、范围、表现形式等，明确用人单位和劳动者在值班和加班情形下的权利义务，为用人单位规范劳动管理、劳动者维权以及外力监督提供依据和指南。供图/视觉中国

新闻译文：

Li Yingfeng

Do you know the difference between "on duty" and "overtime"? The useful unit played a word game on this issue and played a borderline game. according to the Yangtze Evening News, recently, a judge from the Intermediate People's court of Yangzhou City, Jiangsu Province, used a typical case judgment from the court to interpret the law, reminding employers to regulate the duty of workers.

In the above case, a certain home appliance company made a "Holiday Duty Form" during statutory holidays and required employees to work according to the form. During the duty period, Ju's job responsibilities were no different from normal work, and he was engaged in home appliance maintenance work according to the work orders sent by the company, but the company did not pay overtime pay. Ju filed a lawsuit with the company, demanding that the company pay overtime pay during the holiday duty period. The court supported Ju's claim, safeguarded the overtime rights and interests of workers, and guided employers and workers to accurately understand and grasp the concept, nature, differences, and connections between overtime and duty based on this case, while maintaining the boundaries of rights and obligations between overtime and duty.

Which shifts are considered overtime during holidays or nights, and which shifts are only considered shifts? The nature of duty evaluation is not based on the external concepts and forms assigned by the employer to the duty, but on the work assigned by the employer to the workers during the duty period or the substantive labor provided by the workers.

If the worker is engaged in work unrelated to their job during the duty period and only completes routine duty tasks such as safety duty, answering duty phone calls, and providing duty information feedback, or although they are engaged in work related to their job, their work intensity and pressure are significantly lower than daily work, and they can rest during the duty period, the duty does not constitute overtime. If the work content of the worker during the duty period is no different from daily work, it belongs to the normal continuation of daily work, or if the worker provides substantive labor (whether substantive labor is related to daily work or not), and the quantity and intensity of labor are equivalent to daily work, or even exceed daily work, the worker's duty has the attribute of overtime. The employer should pay the worker overtime wages during the duty period in accordance with legal standards. Of course, if the worker is on duty on a rest day, the employer can also arrange for the worker to take compensatory leave first.

Due to weak legal awareness and avoidance of overtime responsibilities, some employers have blurred the concept and boundary between overtime and on duty, and have included "overtime" in the "on duty table". Putting "overtime" under the guise of "on duty" cannot fundamentally change the essence of overtime for workers, nor can it erase the overtime pay and rights of workers. If the employer refuses to bear the responsibility of paying overtime pay and other responsibilities on the grounds that "overtime" is "on duty," it will infringe on the overtime rights and interests of the workers. In this regard, workers should protect their rights through consultation with employers, seeking help from trade unions, complaining and reporting to labor supervision departments, or submitting labor disputes for arbitration or prosecution, based on the retention of duty forms, duty work records, and other information.

It is necessary for courts, labor supervision departments, trade unions, etc. to strengthen legal education and publicity to employers and workers, clarify the legal and emotional principles of overtime and on duty, urge and educate employers to enhance their self-discipline awareness, standardize labor management behavior, and ensure that those on duty return to work, and those who work overtime return to work overtime, in order to protect the legitimate rights and interests of workers during their duty period; Encourage and support workers to accurately calculate overtime accounts, fully and actively claim overtime rights during their duty period, and make full use of their rights protection weapons. The labor supervision department, trade unions, etc. should smooth the channels for complaints and reports, improve the quality and efficiency of investigation and handling of complaint and report clues, strengthen supervision and inspection of employers, and work together with the Bar association to include the protection of duty rights and interests of employers in the scope of legal medical examinations. They should provide legal assistance for workers to protect their rights and be a good support for workers to protect their rights.

Further legal measures are needed to protect the overtime rights of workers during their duty period. Legislatures, human resources and social security departments, and the Supreme Court can clarify the qualitative rules, concepts, and differences between overtime and on duty through amending laws, issuing detailed rules, or legal interpretations. They can also clarify the situations, scope, and forms of overtime calculated as on duty, clarify the rights and obligations of employers and workers in the context of on duty and overtime, and provide a basis and guidance for employers to standardize labor management, protect workers' rights, and external supervision. Image/Visual China

重点词汇

• 文字游戏 Word games ; paronomasia ; playing/juggling with words

• 擦边球 edge ball ; touch ball

• 扬州市 Yangzhou City

• 中级人民法院 intermediate People's Court

• 用人单位 employing unit

• 工作内容 work ; Tasks ; job content ; Job Description

• 正常工作 Normal operation ; function ; 【机】regular work

• 维修工作 Maintenance work ; maintenance task

• 加班费 overtime pay

• 加班工资 see also 加班费

句子成分分析：

[Of course], if the worker is on duty [on a rest day], || the employer can also arrange for the worker to take 

compensatory leave [first].

句子语法结构详解：

* if 为连词，引导条件状语从句。
* is 为系动词作谓语，采用一般现在时。
* 第2个 the 开头为陈述句。
* arrange 为谓语。
* to take 为不定式，作状语。
* can 为情态动词。the 为定冠词。a 为不定冠词。

句子相关词汇解释：

Phrase:

Vocabulary:

句子成分分析：

If the employer refuses tobear the responsibility (of paying overtime pay and other responsibilities [on the grounds (that 

"overtime" is "on duty,")]) || it will infringe on the overtime rights and interests (of the workers).

句子语法结构详解：

* if 为连词，引导条件状语从句。
* refuses 为谓语，采用一般现在时。动词采用第三人称单数形式。
* to bear 为不定式，作宾语。
* paying 为动名词，作介词宾语。
* that 为连词，引导同位语从句。
* is 为系动词作谓语，采用一般现在时。
* it 开头为陈述句。
* infringe 为谓语，采用一般将来时。
* will 为情态动词。the 为定冠词。

句子相关词汇解释：

Phrase:

Vocabulary:

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