Sihai network

Is there any marriage leave for second marriage in 2019? How to calculate salary during marriage lea

The golden week of marriage is coming soon. Whether the marriage leave is a problem that many young couples are very concerned about. Taking marriage leave is undoubtedly a very happy thing for many people who have just entered the marriage palace. Newlyweds can use this holiday to go to the places they want to play, get close to nature, and completely relax themselves. How about the salary during the marriage leave?

According to the marriage law and the family planning regulations, first married citizens who meet the legal marriage age can enjoy three days of legal marriage leave. On December 21, 2015, the 18th meeting of the Standing Committee of the National People's Congress deliberated the amendment to the population and family planning law of the people's Republic of China (Draft), which deleted the provisions on rewarding late married couples and parents of only child.

State regulations on marriage leave

1. Those who get married according to the legal marriage age (female 20 years old, male 22 years old) can enjoy 3 days of marriage leave.

2. Those who meet the age of late marriage (female 23 years old, male 25 years old) no longer enjoy 15 days of late marriage leave, but only 3 days of legal marriage leave.

3. If both men and women do not work in the same place at the time of marriage, the distance can be regarded as far and near, and the distance leave will be given.

4. If you get married during the period of family visit leave (parents visit), no additional leave will be granted.

5. Marriage leave includes public holiday and statutory leave.

6. Remarriage can enjoy legal marriage leave, not late marriage leave.

Salary between marriage leave and travel leave

During the marriage leave and journey leave, the salary will be paid, that is, paid leave. If you work in state organs, state-owned enterprises and institutions, you will get an extra 7-day leave in addition to the maximum 3-day marriage leave.

Regulations on second marriage leave

Remarriage and first marriage should enjoy marriage leave. According to China's relevant regulations, employees enjoy three days of marriage leave. The labor and social security departments have given a clear answer to the question of marriage leave for remarriages, that is, "according to the marriage law of the people's Republic of China and the spirit of the provisions on marriage leave for employees, remarriages have the same legal status as first married employees, and employers should give remarried employees the same treatment as first married employees according to the relevant provisions of the state.".

Marriage leave policy for late marriage, late childbearing and late childbearing in 2016

According to the draft amendment to the population and family planning law, if a child is born in accordance with the policy, he can get the reward of extended maternity leave or other welfare benefits. At the same time, the draft amendment removes the right to extend marriage leave, maternity leave or other benefits for late married and late childbearing couples.

The first paragraph of Article 18 of the population and family planning law will be amended as follows: the State encourages a couple to have two children; those who meet the requirements of laws and regulations may require the arrangement of having another child. Specific measures shall be formulated by the people's Congress of a province, autonomous region or municipality directly under the central government or its Standing Committee.

In line with the policy of childbirth, we can get the reward of extended maternity leave or other welfare benefits. At the same time, the draft amendment removes the right to extend marriage leave, maternity leave or other benefits for late married and late childbearing couples.

How to calculate the salary of marriage leave

Many units have their own "local policy" on the time and salary payment of marriage leave, so many netizens asked whether the state and Shanghai have unified regulations on this?

According to the law, the employer can formulate the rules and regulations of the unit, but the rules and regulations of each unit must comply with the national or regional laws and regulations. If the unit's land policy violates the existing laws, regulations and rules, the rules and regulations are illegal and invalid, and have no binding effect on the employees. If the unit insists on following the local policy, thus infringing upon the legitimate rights and interests of the employees, the employees can complain and report to the labor supervision department, and ask the unit to compensate for the losses.

On the issue of marriage leave, although the state has regulations on the rest and vacation of employees, the notice on the issue of marriage leave and funeral leave and journey leave for employees of state-owned enterprises stipulates that employees who marry themselves can be granted one to three days of marriage leave with the approval of the administrative leadership of the unit according to the specific situation. If the holiday is less than three working days, the salary will be paid as usual. &Hellip; & hellip; during the approved marriage and funeral leave and travel leave, employees' wages are paid as usual. On the way of the fare, etc., all by the staff. &Hellip; & hellip; but it does not specify the standard of wages. Therefore, there is no unified regulation applicable to the whole country on the wage standard of marriage leave. However, the "Shanghai enterprise wage payment method" implemented by Shanghai on July 1 last year has certain provisions on this issue.

According to the regulations of Shanghai enterprise wage payment method, the wage during marriage leave should be determined according to the following principles:

(1) if there is an agreement in the labor contract, it shall be determined according to the wage standard corresponding to the post (position) of the laborer, which is not lower than that agreed in the labor contract. If the standard determined in the collective contract (collective agreement on wages) is higher than that agreed in the labor contract, it shall be determined according to the standard of the collective contract (collective agreement on wages).

(2) If there is no agreement in the labor contract or collective contract, it can be determined through collective wage negotiation between the employer and the employee representatives, and the collective wage agreement shall be signed as a result of the negotiation.

(3) If there is no agreement between the employer and the employee, the calculation base of the holiday salary shall be 70% of the monthly salary of the employee's normal attendance.