I went to work at a certain company, and the company said I could take six days off in a month. I started working on the sixteenth of April, which is exactly half a month, as everyone knows April has thirty days.

According to the principle of fairness, I should be allocated three days of rest. In fact, those who started two or three days earlier than me were all given three days off, while I was only assigned two days off.

Naturally, I was unhappy with the supervisor's decision. I wanted to give feedback to the supervisor, saying that since I had exactly half a month of employment, I should be given three days off based on the calculation of six days off in a month.

At that time, the supervisor was displeased and said that the reason others got three days off was that they had come in three days earlier.

I was also unhappy with such a response, so I said that since I had exactly half a month, I should naturally have three days off for half a month with six days off in a month.

Of course, before arguing about this issue, I specifically asked other questions, and he said that rest days are also paid, which made me feel unbalanced and led to the aforementioned argument.

Then he looked at the attendance schedule and said, "I'll count you as having worked one day of overtime," and added that it was mainly due to a lack of manpower, so this arrangement was made.

I thought since they counted me as having worked overtime, I would let it go and not pursue it further. Although I hoped to get some rest, I remember the last day I was assigned to rest was the twenty-fifth, and I didn't get a day off until the seventh of the next month. In fact, I worked and did overtime for eleven consecutive days, which really exhausted me.

When it was time to pay salaries the next month, I calculated and found that I was shorted a day's salary. So I sent a message to the supervisor again to report this issue, and the supervisor relayed it to the responsible leader. That morning, the responsible leader came to find me and said, "Your calculation is incorrect; it's not that you get three days off for half a month; it depends on the arrangement."

It seemed obvious that they were trying to avoid paying. So I said, "Last month, the supervisor said I would be counted as having worked one day of overtime and that it was due to a lack of manpower that this arrangement was made."

Immediately, the responsible leader lost his temper and said, "I'll check it for you later. If your salary is indeed short, it will be compensated."

Then he explained that we calculate based on accumulated attendance, meaning you get paid for the number of days you attended.

At that time, I didn't pay much attention. I thought, according to this calculation, I had attended a total of thirteen days, so I should be paid for thirteen days, right? Unfortunately, the calculation seemed incorrect. So at that moment, I asked the responsible leader what my normal working salary was, and after calculating, I found that it seemed to be overpaid?

The responsible leader was also confused and came back in the afternoon to ask me, "You attended twelve days last month, right?"

I said, "No, I took two days off and attended thirteen days."

He thought for a moment and said, "Oh, right."

Then he asked, "How many days of overtime did you work?"

He thought I had worked very little overtime, so he asked like that. I said I often worked four hours of overtime each day. Then he walked away, deep in thought.

I was also confused. I attended thirteen days? So it was calculated based on thirteen days? But I felt something was off; they couldn't possibly have overpaid me.

The next morning, I suddenly realized I was short one day of rest. The day I was supposed to rest was counted as overtime, and it would be impossible for them to give me another day off in the future. This meant my salary should be calculated based on fourteen days of attendance.

So I calculated based on this fourteen days of attendance and found that I was shorted several dozen yuan. At this point, I didn't want to argue anymore, but the responsible leader probably just didn't understand the principle behind it; he might still think I had attended thirteen days.

Many people can easily suffer losses regarding this issue. I remember many years ago at a factory in Linyi, there were often people assigned to work on their rest days, and then their attendance was accumulated for calculation. On the surface, it seemed fine, but in reality, it was detrimental to the workers.

Because for salaries, many irregular private enterprises have two calculation methods: one method calculates your salary based on the number of days you attended, while the other considers rest days as employee benefits, still counting them as paid.

In my case, they considered rest days as employee benefits, which could still be paid. So if a rest day was occupied, it meant the company owed you a rest day. If that rest day was not compensated, then they should give you an additional day's salary.

Many private enterprises claim that rest days are employee benefits, but when they are occupied for work, they are unwilling to calculate salaries correctly, directly stealing your money.

More than a decade ago, some private workshops or small factories often used this trick to exploit the surplus value of employees. For example, if a month has four rest days and the base salary is six thousand yuan, due to some urgent business, the company occupies two of the employee's rest days and is only willing to increase the employee's average salary for two days, which effectively steals the employee's benefits.

Because the employee's two rest days are originally benefits, which include average salary, but these two days are occupied again. It seems that the boss is paying for two days of salary fairly, but in reality, they are paying half less. Because the company will not compensate you with two more rest days in the future.

However, many people will think deeply about the logic behind this, and they are basically deceived by the statement, "You get paid for the number of days you attended."

In addition to considering rest days as employee benefits that can be paid, there is also a belief that only attendance days can earn wages, and non-attendance days do not earn wages.

Many ordinary workers also understand it this way. It seems very fair, but in reality, there are tricks involved. This first denies the rights of some workers, believing that workers' rest days are not benefits but rather a loss of income. Therefore, they encourage workers to use holidays to work and earn money, otherwise, the value and meaning of holidays are lost.

Secondly, they will use two sets of standards and apply a company-friendly approach during implementation. This calculation method raises the cost of employees taking leave, but when employees work on rest days, the company often uses the natural monthly average salary calculation to provide compensation.

They will say, "Yes, rest days do not earn money, but our company's financial calculation method is based on the natural monthly average daily wage." This calculation is also fair.

Do you see? If this is how it is calculated, then doesn't it mean that the base salary also covers rest days? However, when they encroach on these people's interests, they say this calculation is fair. When employees are unwilling to work on rest days, they say, "You earned less," isn't this contradictory?

So, in this state, rest days become unpaid time given to the company, which is hidden excess profit.

There is also a disguised form of exploitation based on labor distribution. Theoretically, it seems fair to earn more for working more, but in reality, factors such as the skill level of personnel, fatigue, and the advancement of equipment will all affect the results of labor distribution. If they attempt to occupy all employees' rest days and say, "It's based on labor distribution; you shouldn't object," this actually violates labor laws.