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Fire slack-off employee? illegal?

Fire slack-off employee? illegal? HACOS瀚客企服
2022-05-16
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导读：员工上班摸鱼，员工拿劳动合同威胁企业，企业如何维护自己合法权益？

近来，“摸鱼”这个词被新生代打工人们频繁使用。对于许多打工人而言，上班摸鱼似乎无可厚非，不过就是工作之余稍稍放松一下。
Recently, the word "摸鱼mō yú", which means slack off during working time, has been popular among the new generation of laborer in China. For many workers, slack off seems to be understandable, it is just to relax a little and no need to take it seriously. 
但是在企业老板眼里，员工摸鱼实为肉中刺，眼中沙，毕竟公司是实打实地支付每月工资，怎么可以拿着工资却不认真工作呢？
But in the eyes of bosses? It is not just a small thing. After all, they get paid! How can they take wages without working hard?

这截然不同的态度看似是一个角色站位的问题，作为企业，支付与员工劳动相当的薪水，并提供适当的员工福利以及人文文怀。作为员工，完成公司所交付的任务足矣。
This completely different attitude between employers and employee seems to be about different role position. As an enterprise, pay equivalently for employees' work, and provide some appropriate benefits and humanistic care to them. As an employee, complete the tasks assigned by the company.
实则，这绝不能单纯看作是角色站位不同。虽然《劳动法》有规定，“劳动者应当完成劳动任务，提高职业技能，遵守劳动纪律和职业道德。但我国并没有相关法律法规规定上班“摸鱼”是否属于违法，而且这种行为也不好界定。如果把摸鱼员工直接解雇了，员工甚至会拿劳动合同威胁企业，申请劳动仲裁，企业面临罚款整改的风险，使得不少企业主头疼万分。
In fact, it is not that simple. As the Labor Law stipulates, laborers shall complete their labor tasks, improve their professional skills, and abide by labor discipline and professional ethics. However, there are no relevant laws and regulations in China that stipulate whether it is illegal to slack off at work, and it is not easy to define this kind of behavior. If directly fire the slack-off employee, he/she may even threaten the enterprise with labor contracts and apply for labor arbitration, which may lead the enterprise into fines and rectification. What a trouble!
遇见这样的情况，企业是否只能束手无策呢？当然不，归根结底我们还是要利用好劳动合同这一手段。
Nothing the boss can do with such a situation? Of course not, we can take good advantage of the labor contract.
根据定义，劳动合同是指劳动者与用人单位之间确立劳动关系，明确双方权利和义务的协议。
By definition, a labor contract (or employment contract) is an agreement between an employee and an employer that forges a labor relationship and defines the rights and obligations of both parties.
只要约定内容不违反法律、行政法规的强制性规定，劳动合同依法订立即具有法律约束力，当事人必须履行劳动合同规定的义务。
As long as the content of the agreement does not violate the mandatory provisions of laws and administrative regulations, the labor contract is legally binding upon signing and the involving parties must perform the obligations stipulated in it

《劳动法》 the Labor Law
劳动者应当遵守劳动纪律和职业道德。
Employees shall abide by labor discipline and professional ethics.

《劳动合同法》第三条 Article 3 of the Labor Contract Law
订立劳动合同，应当遵循合法、公平、平等自愿、协商一致、诚实信用的原则。依法订立的劳动合同具有约束力，用人单位与劳动者应当履行劳动合同约定的义务。
A labor contract should be concluded on the basis of legality, equality, honesty, amicable consultation with both parties being voluntary for common abidance. The labor contract concluded in accordance with the law is legally binding and the involving parties must perform the obligations stipulated in it.
因此，关于员工摸鱼，企业其实是可以遵循这两条规定来维护自己权益的。劳动合同是同时保护雇主和雇员双方的，并不只是员工单边的护身符！只要在拟定合同时写明双方的义务，在后续出现分歧时，才能有据可证。
Therefore, with regard to slack-off employee, enterprises can actually follow these two regulations to protect their own rights and interests. A labor contract protects both the employer and the employee, not just a talisman for the employee only!
It is better to clearly state the obligations of both parties in a contract, which can be used as proof in the event of subsequent disagreements.


另一个问题，企业可以直接开除或处罚“摸鱼”员工吗？
Here comes another question: can the enterprise directly fire or punish slack-off employees?

对于开除和处罚员工，企业是有一定自主权的。但偶尔发现一次员工看工作以外的网站就将其开除，这样做肯定会引起劳动争议。
Companies have certain autonomy in firing and punishing employees. But firing an employee for surfing a non-work-related website is sure to cause labor disputes.

因此，企业关于员工违纪“摸鱼”的规定不应笼统概述，而应细致区分“摸鱼”行为的轻重程度以及相应的处罚措施。
Therefore, the enterprise’s regulations on employees slacking off during work should not be summarized in general but should be carefully distinguished regarding the severity of the behavior and the corresponding punishments.

例如，在《员工手册》中规定“员工在上班时间做工作以外之事，且造成严重影响的，用人单位可以解除劳动合同”，并对这里的“严重影响”应作具体解释。这样可有效避免滥用开除制度损害劳动者权益，后续引发劳动争议。
For example, you can demonstrate it in the Employee Handbook that if an employee does something other than work during working hours and causes a serious impact, the employer may terminate the labor contract, and the "serious impact" here should be explained in detail. This can effectively prevent the abuse of the dismissal system and avoid subsequent labor disputes.
因此，企业应当完善劳动合同以及规章制度，并有效利用好这些武器，平时也应当注意留存证据。
Enterprises should make efforts to bring their labor contracts and regulations to perfection, and make good use of them when a dispute occurs.



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