I went to work in a certain company and the company said it was a six-day rest a month. It happened to be April when I went there, and everyone knows that April is thirty days in total. I went to work on the 16th, so it took just half a month to be impartial.

According to the principle of fairness, I should allocate three days of rest time. In fact, people who went there two or three days earlier than me arranged three days of rest time after that, and I was just arranged two days of rest time.

I was naturally unhappy with the supervisor's decision. I think the supervisor reported that I was only half a month in the job. Based on the six-day period of one month, I should be given three days of rest.

The supervisor was not happy at that time. He said that the reason he gave other people three days off was because others came earlier.

I was naturally not happy with such an answer, so I said that I just took half a month to rest for six days a month, and naturally I had to rest for three days a month.

Of course, before arguing about this issue, I asked other questions specifically. He said that there is also a salary on holidays, which also led to my unbalancedness, which led to the above argument.

So he looked at the attendance schedule again and said, "You will work overtime for one day, and you will work overtime for you." He also said, "The main reason is that there is not enough manpower, so you can only arrange this."

I think since I'm working overtime, then forget it, I won't care anymore. Although I hope I can get a rest. I remember that the last day of rest was on the twenty-five, and I didn’t arrange rest until the seventh day of next month. I actually went to work and worked overtime for 11 days in a row, but in fact I was really exhausted.

When the salary was paid the next month, I calculated the wrong thing and gave me a day's salary less. So I sent a message to the supervisor again to feedback the matter, and the supervisor fed back the matter to the leader in charge. The leader in charge found me that morning and said, "It's wrong for your calculations like this. You don't give you three days off in half a month, it depends on the arrangement."

It seems that this is obviously a waste of money. So I said that last month the supervisor said he would give me a day of overtime, and said that it was because of insufficient staff.

The leader in charge suddenly lost his temper, so he said, go back and calculate it for you, and if the salary is indeed reduced, it will be paid to you.

Then he also explained that we calculate based on the cumulative attendance, which means you calculate the number of days you attend.

I didn't care at that time. I thought I would calculate based on this to be the total number of thirteen days of attendance, so I would calculate the salary of thirteen days? Unfortunately, what was calculated seems to be wrong. So at this time, I asked the leader in charge how much my normal working salary was. The leader in charge told me a number. After I calculated it, I found that it seemed that I had paid too much?

The leader in charge was also confused and came over to ask me again in the afternoon and said, "You attended for twelve days last month, right?"

I said, no, I took two days off and attended for thirteen days.

He thought for a moment, oh, right.

Then I asked, how many days have you worked overtime?

He thought I had very little overtime, so he asked this question. I said that more people work overtime for four hours a day. Then he walked away with a little thought.

I was also confused at that time. I have been in attendance for thirteen days? Just calculate it in thirteen days? But I always feel that something is wrong, and it is impossible for the other party to send me more.

When I woke up the next morning, I suddenly realized that I had lost one day of rest. The rest that I had lost was taken as overtime, and it was impossible for me to rest one day in the future. In other words, my salary should be calculated based on fourteen days of attendance.

So I calculated based on the fourteen-day attendance and found that I had given me a few dozen yuan less. Now I don’t want to worry about it anymore, but the leader in charge may not have understood the principle of this, and he may still think that I was attending for thirteen days.

Many people are prone to suffer losses when it comes to this problem. I remember that many years ago when I was in the Linyi factory, people were often arranged for work on the rest day, and then calculated based on the accumulated attendance. There was no problem in form, but in fact, it was a disadvantage for the workers.

Because for wages, many inconsistent private enterprises have two calculation methods. One calculation method believes that you can calculate the salary for as many days as you attend, and the other calculation method believes that the rest day is the benefit of the employee, and it is still calculated to earn wages.

In my case, they think that the rest day is a benefit for employees and they can still get their salary. So if you occupy a rest day, it means that the company owes you a rest day. If this rest day is not reissued to you, you should add another one day of salary.

Many private companies say that rest days are the benefits of employees, but when they are occupied as work, they are unwilling to calculate your salary in the right way and steal your money directly.

More than a decade ago, some private workshops or small factories often used this trick to squeeze the surplus value of employees. For example, if you have four days off a month, the basic salary is 6,000 yuan. Due to some business tension, the company occupies two days of rest for employees and is only willing to increase the average salary of two days to the employees. This actually steals the benefits of employees in disguise.

Because the employee's two-day rest comes to Japan as a welfare day, the average salary is included, but the two days have been occupied again. It seems that the boss paid the two days of salary very fairly, but in fact he just paid half of it. Because the company will not make up for you two more days off in the future.

But many people will think deeply about the logic here, and basically they are fooled by the sentence, how many days you attend, how many days you calculate your salary.

In addition to thinking that rest days are employee benefits, you can get an average salary. There is another belief that only the attendance day can you get a salary, and that if you don’t attend, you don’t get a salary.

Many ordinary workers also understand this way. It seems very fair, but in fact there are some tricks. This first negates the rights and interests of some workers, believing that workers' rest days are not only not welfare, but also make less money. Therefore, they encourage workers to use holidays to make money at work, otherwise the value and significance of holidays will be.

Secondly, he will follow two sets of standards and then use a company-friendly method when implementing it in detail. With this calculation method, the cost of employees taking leave will increase, but when employees are working on their rest days, the company often uses the algorithm of natural monthly average salary to pay.

They would say, yes, there is no money to get off days, but our company's financial calculation method is based on the natural monthly average daily wage. This calculation is fair.

Have you seen it? Since this is the calculation, does it mean that the basic salary is full of rest days? However, when they invade the interests of these people, they say that the calculation is fair. When employees are unwilling to go to work on a day off, they say, "You have made less money. Is this a contradiction?"

So, in this state, the rest day becomes a free time for the company to pay, which is the hidden excess profit.

There is also a disguised method of squeezing according to work. In theory, it is fair to have more work. In fact, the technical proficiency of personnel, fatigue status, advanced equipment, etc. will affect the results of squeezing according to work. If you try to occupy all the rest days of employees and say that it is squeezing according to work, you should not object, which actually violates the labor law.