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在遭遇疫情這樣一個(gè)生產(chǎn)經(jīng)營(yíng)危機(jī)的情況下，企業(yè)可以通過(guò)降低職工薪酬的方式削減企業(yè)的人力資源成本，這個(gè)方式對(duì)于緩解企業(yè)的現(xiàn)金流有立竿見(jiàn)影的效果。但是，因?yàn)槁毠さ男劫Y涉及職工的切身利益，根據(jù)勞動(dòng)法律，企業(yè)不能單方面降低職工的薪酬，而是需要通過(guò)動(dòng)員、溝通等方式與職工協(xié)商并達(dá)成一致。共克時(shí)艱以勞資雙方互信為前提，不合法的調(diào)薪方式可能導(dǎo)致企業(yè)面臨更大的危機(jī)，企業(yè)應(yīng)避免為之。

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Under such a production and operation crisis, companies can reduce the cost of human resources by cutting employee’s salary. It will achieve an immediate relief of the tension of the companies’ cash flow. However, as the salary is vital to the employee, a company cannot reduce the salary of its employees at will according to labor laws; instead, it should negotiate with employees and reach agreements with them. Illegal salary reduction may lead to greater crisis for companies, which, of course, should be avoided.

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在2008年金融危機(jī)時(shí)，很多外資企業(yè)都將"做五休二"變更為"做四休三"或"做三休四"，與此同時(shí)，企業(yè)也將職工的工資作相應(yīng)的減少。這個(gè)方式在當(dāng)前困難的經(jīng)濟(jì)形勢(shì)下，仍然值得借鑒。

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縮短工時(shí)的另一種方式是縮短每一個(gè)工作日的工作時(shí)間，由每日工作8小時(shí)減少為5小時(shí)或6小時(shí)，企業(yè)再根據(jù)減少工時(shí)的比例相應(yīng)降低職工工資。與減少工作日相比，縮短每日的工作時(shí)間在當(dāng)下未必是最優(yōu)的選擇，畢竟，減少工作日可以節(jié)約路途時(shí)間和成本，避免人員流動(dòng)和人員集中，對(duì)控制疫情有很大的幫助。

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During the financial crisis in 2008, many foreign-invested companies changed their workdays from "work five days and rest two days" to "work four days and rest three days" or "work three days and rest four days". At the same time, the companies also reduced the salary of employees accordingly. This approach is still workable in the current frustrating economic reality.

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Another way is to shorten the working hours of each workday, from standard 8 hours a day to 5 hours or 6 hours a day, and then the companies may reduce the salary of the employees on a pro-rata basis. Reducing the number of working hours a day may not be the best option at present, compared with reducing the number of working days. After all, reducing working days can save commuting time and cost, avoid population mobility and gathering, and control the spread of COVID-19.

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目前，大多數(shù)企業(yè)在薪資發(fā)放方面依然采用固定金額的結(jié)構(gòu)，固定金額不利于調(diào)動(dòng)員工的工作積極性。困難時(shí)期，企業(yè)的發(fā)展及效益存在極大的不確定性，企業(yè)可考慮將單純的固定薪資結(jié)構(gòu)變更為基本工資和績(jī)效工資相結(jié)合的薪資結(jié)構(gòu)，其中，績(jī)效工資的考核因素應(yīng)包括企業(yè)的效益、部門(mén)工作的完成情況和職工個(gè)人的工作表現(xiàn)。新的薪資結(jié)構(gòu)一方面可以降低企業(yè)的成本壓力，另一方面也可以刺激職工的生產(chǎn)積極性，將企業(yè)的命運(yùn)和職工的收入捆綁在一起，實(shí)現(xiàn)企業(yè)和職工雙贏，避免單純的降薪引發(fā)職工的不滿。

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At present, most companies still adopt the fixed amount salary mode, which is not conducive to mobilizing the initiative of employees. In this difficult period, the future interests companies can earn in this year is highly uncertain, thus, companies may consider changing the fixed salary mode into a salary structure combining basic salary and performance salary. The assessment factors of performance salary should include the economic performance of the company, the completion of departmental work targets, and the performance of the individual employee. On the one hand, the new salary structure can address the cost pressure of the company; on the other hand, it can also mobilize the enthusiasm of employees, to achieve a win-win situation for both the company and the employees, and to reduce the frustration of the employees from salary cut.

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疫情期間，中央和地方政府出臺(tái)了一系列政策，企業(yè)的復(fù)工時(shí)間被推遲，有些企業(yè)為了防止疫情的擴(kuò)散，進(jìn)一步推遲了復(fù)工的時(shí)間。疫情解除的時(shí)間暫無(wú)法確定，但是企業(yè)的生產(chǎn)經(jīng)營(yíng)難以中斷，因此，一些有條件的企業(yè)已經(jīng)采取了遠(yuǎn)程辦公的模式，要求職工在家辦工。遠(yuǎn)程辦公可以在一定程度上幫助企業(yè)削減交通、午餐等實(shí)報(bào)實(shí)銷類補(bǔ)貼。另外，遠(yuǎn)程辦公也會(huì)減少水電的使用，在一定程度上進(jìn)一步降低企業(yè)成本。并且，企業(yè)也可以減少辦公場(chǎng)所的面積，從而降低房租等間接的人工成本。當(dāng)然，遠(yuǎn)程辦公對(duì)于企業(yè)的管理也提出了一些挑戰(zhàn)，包括考勤管理、績(jī)效考核等方面，企業(yè)在制定遠(yuǎn)程辦公的相關(guān)政策時(shí)需要謹(jǐn)慎考慮，在降低成本的同時(shí)提高職工的工作效率。

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During the outbreak of COVID-19, the governments introduced a series of policies to delay the resumption of work. In order to prevent the spread of the virus, some companies further delayed the resumption of work time out of their free will. When the COVID-19 outbreak can be over is uncertain, but the companies’ production and operation should not be interrupted. Therefore, some companies adopted the mode of working from home. Working from home can help companies reduce some reimbursable subsidies such as transportation and lunches. In addition, it will reduce some overhead expenses, such as water and electricity fees in the office. Meanwhile, companies can save some office rental due to less employees working in the office. Of course, working from home also poses some challenges to the management of the companies, including attendance management, performance appraisal, etc.. Thus, the companies need to carefully formulate policies related to the new mode of work, to reduce costs and improve the work efficiency simultaneously.

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在疫情防控的特殊時(shí)期，企業(yè)因無(wú)法復(fù)工、訂單減少等原因，可以采取停工停產(chǎn)的措施。根據(jù)《工資支付暫行規(guī)定》第十二條，非因職工原因造成企業(yè)停工、停產(chǎn)在一個(gè)工資支付周期內(nèi)的，企業(yè)應(yīng)按勞動(dòng)合同規(guī)定的標(biāo)準(zhǔn)支付職工工資；超過(guò)一個(gè)工資支付周期的，企業(yè)向職工支付生活費(fèi)。根據(jù)各地的規(guī)定，生活費(fèi)的支付標(biāo)準(zhǔn)通常為當(dāng)?shù)刈畹凸べY的70%-80%。需要注意的是，企業(yè)適用停工停產(chǎn)的對(duì)象應(yīng)當(dāng)是本企業(yè)的全體職工或某一部門(mén)的全體職工，而不能選取特定的個(gè)別職工。

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In this special period of COVID-19, companies may take measures to stop operation and production due to the reasons such as inability to resume work or decline of orders. According to Article 12 of the Interim Provisions on the Payment of Remuneration, where an employer's shutdown or production halt lasts within an interval of payment of remuneration not owing to employees, the employer shall pay remuneration to employees at the standard as stipulated in the labor contract; Where such shutdown or production halt lasts more than an interval of payment of remuneration, the employer shall pay employees living expenses. According to local regulations, living expenses are usually paid at 70-80% of the local minimum wage. It is worth noting that, the shutdown plan should apply to all employees of the company or all employees of it’s one department, instead of some specific individual employees.

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20世紀(jì)80年代，停薪留職在計(jì)劃經(jīng)濟(jì)向市場(chǎng)經(jīng)濟(jì)轉(zhuǎn)型的過(guò)程中曾大量出現(xiàn)。停薪留職期間，職工無(wú)需向企業(yè)提供勞動(dòng)，企業(yè)也無(wú)需向職工支付工資。從法律角度來(lái)看，停薪留職在某種程度上可以理解為中止履行勞動(dòng)合同。企業(yè)在訂單減少、開(kāi)工率不足的情況下，可以借鑒此類操作方式，與部分職工協(xié)商簽署相關(guān)協(xié)議，實(shí)現(xiàn)以最低成本維持特殊時(shí)期的勞動(dòng)關(guān)系，待企業(yè)經(jīng)營(yíng)好轉(zhuǎn)以后再安排職工復(fù)崗。

盡管多地的高院在相應(yīng)的"司法解釋"中認(rèn)定疫情構(gòu)成商事合同履行中的不可抗力，也有專家認(rèn)為疫情構(gòu)成勞動(dòng)法意義上的不可抗力，但筆者認(rèn)為，在企業(yè)已經(jīng)普遍復(fù)工的情況下，僅僅以疫情作為不可抗力、拒不支付工資的理由可能難以成立，畢竟，不可抗力進(jìn)而免除履行自身義務(wù)（支付工資）也取決于不可抗力對(duì)履行合同造成的影響程度，不能以偏概全。

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In the 1980s, "retaining job position without pay" mode was very popular in the transition from a planned economy to a market economy. During the job retention period, the employee did not provide service to the company, and the company also did not need to pay salary to the employee. From the perspective of the law, "retaining job position without pay" can be understood, to some extent, as the suspension of the labor contract. In the current difficult times, the company may refer to this kind of operation, negotiating with some employees to suspend the employment contract, to maintain the labor relations with lowest cost. The company may request the employees to resume work when the economy recovers.

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雖然政府出臺(tái)了大量政策減免稅收、社會(huì)保險(xiǎn)費(fèi)用，希望維護(hù)勞資關(guān)系的穩(wěn)定，減少企業(yè)的裁員。但有些企業(yè)采取相應(yīng)措施后，可能仍需要通過(guò)裁員的方式降低企業(yè)的人工成本，實(shí)現(xiàn)自救。在疫情下，企業(yè)適用經(jīng)濟(jì)性裁員仍然需要滿足法定條件和法定程序，尤其是在法定程序方面，企業(yè)需要向勞動(dòng)行政部門(mén)備案。囿于疫情期間的政策方向，企業(yè)在制定裁員方案時(shí)應(yīng)當(dāng)盡量謹(jǐn)慎并征求多方意見(jiàn)，尤其是需要嚴(yán)格履行法定程序，避免因?yàn)椴脝T給企業(yè)帶來(lái)輿論危機(jī)和品牌危機(jī)。

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The government has adopted measures to cut taxes and social insurance fees, to maintain the stability of labor relations and reduce layoffs. However, after taking relieving measures, some companies may still need to alleviate their burden by laying off employees. Companies still need to meet legal requirements and procedures for economic layoffs during the epidemic. It is worth noting that, the company needs to file with the labor administrative department if it wants to conduct an economic lay off. Under the policy directions during this special period, companies should be much careful and solicit opinions from stakeholders when making layoff plans. In particular, companies should strictly follow legal procedures to avoid public crisis and brand crisis caused by layoffs.

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人力資源社會(huì)保障部、全國(guó)總工會(huì)、中國(guó)企業(yè)聯(lián)合會(huì)/中國(guó)企業(yè)家協(xié)會(huì)、全國(guó)工商聯(lián)在2020年2月7日聯(lián)合發(fā)布的《關(guān)于做好新型冠狀病毒感染肺炎疫情防控期間穩(wěn)定勞動(dòng)關(guān)系支持企業(yè)復(fù)工復(fù)產(chǎn)的意見(jiàn)》中提出，企業(yè)可以與職工協(xié)商優(yōu)先使用帶薪年休假、企業(yè)自設(shè)福利假期等各類假期。筆者認(rèn)為，根據(jù)《職工帶薪年休假條例》和《企業(yè)職工帶薪年休假實(shí)施辦法》，企業(yè)有權(quán)自主安排職工使用帶薪年休假。但是對(duì)于無(wú)薪假期，企業(yè)應(yīng)與職工協(xié)商一致，而不能擅自單方安排職工休無(wú)薪假期。

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On February 7, 2020, the Human Resources and Social Security Ministry, the National Federation of Trade Unions, the China Company Confederation/China Entrepreneurs Association and the National Federation of Industry and Commerce, jointly issued the Opinions on Stabilizing Employment Relations and Supporting Companies to Resume Production during the Prevention and Control of COVID-19, which provides that companies may negotiate with employees to take annual leave, benefit leave and other leaves at first. We are inclined to think that, according to the Regulations on Paid Annual Leaves of Employees and the Implementing Measures for the Paid Annual Leave of Employees, companies have the right to arrange employees to take paid annual leave. But for unpaid leave, no company can arrange employees to take unpaid leave without the consent of employees.

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2月3日，北京市人民政府辦公廳《關(guān)于進(jìn)一步支持打好新型冠狀病毒感染的肺炎疫情防控阻擊戰(zhàn)若干措施》提出了"實(shí)施靈活用工政策，允許企業(yè)綜合調(diào)劑使用年度內(nèi)的休息日"的指導(dǎo)意見(jiàn)。2月7日，《上海市全力防控疫情支持服務(wù)企業(yè)平穩(wěn)健康發(fā)展的若干政策措施》提出"綜合調(diào)劑使用年度內(nèi)休息日"這一方式穩(wěn)定工作崗位。深圳市、江蘇省等地也都提出了類似的書(shū)面倡議。這一舉措可以通俗的稱為"先休假后補(bǔ)班"，讓企業(yè)在沒(méi)有申請(qǐng)以年為統(tǒng)計(jì)周期的綜合工時(shí)制的情況下，將全年度的周末休息日調(diào)劑到疫情期間使用，這樣可以減輕企業(yè)的用工成本，也能夠讓職工在疫情期間帶薪在家休息?？梢灶A(yù)見(jiàn)的是，2020年可能有很多企業(yè)實(shí)施"做六休一"的作息制度。

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On February 3, the general office of the Beijing Municipal People's Government issued a guideline on "implementing flexible employment policies and allowing companies to comprehensively adjust the use of rest days during the year" in the Measures to Further Provide Support in the Battle for Prevention and Control of the COVID-19 Outbreak. On February 7, "comprehensive adjustment of annual rest days" was put forward in Several Policies and Measures to Prevent and Control the COVID-19 and Support the Stable and Healthy Development of Service Companies in Shanghai. Jiangsu Province and Shenzhen also promulgated similar policies. This measure allows companies to transfer the whole year's rest days to this period of COVID-19 outbreak without applying for the comprehensive working hour system with annual statistical cycle, so as to reduce the companies’ labor costs and allow employees to rest at home during the epidemic. It is foreseeable that in 2020, many companies may adopt the "work six days and rest one day" mode.

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我國(guó)的工時(shí)制度主要分為三類，即標(biāo)準(zhǔn)工時(shí)制、綜合工時(shí)制和不定時(shí)工時(shí)制。綜合工時(shí)制和不定時(shí)工時(shí)制均需要在獲得勞動(dòng)部門(mén)的行政審批后才能得以施行。疫情期間，諸如餐飲、旅游等行業(yè)幾乎沒(méi)有業(yè)務(wù)，職工自然也沒(méi)有工作可做，在這種情況下，筆者建議企業(yè)可以向相關(guān)部門(mén)申請(qǐng)綜合工時(shí)制，以減輕疫情期間及疫情結(jié)束后的用工成本。近期，北京、上海等多地政府也出臺(tái)了一系列的政策，簡(jiǎn)化綜合工時(shí)制的審批程序，給因疫情影響而臨時(shí)采取綜合工時(shí)制的企業(yè)提供便利。

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We have three working hours systems in China, namely standard working hours, comprehensive working hours, and flexible working hours. Neither the comprehensive working hours system nor the flexible working hours system can be implemented in a company until it is approved by the labor authorities. During this epidemic, sectors such as catering and tourism almost have no business, and employees have no work to do. Thus, we suggest the company apply for comprehensive working hours system, to reduce the labor costs during and after the epidemic. Recently, Beijing, Shanghai and other local governments have also introduced a series of policies to simplify the approval process of the comprehensive working hours system, providing convenience for the companies temporarily adopting the comprehensive working hours system due to the impact of the virus outbreak.

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2月20日，人力資源和社會(huì)保障部等三部門(mén)下發(fā)《關(guān)于階段性減免企業(yè)社會(huì)保險(xiǎn)費(fèi)的通知》（以下簡(jiǎn)稱"《通知》"），《通知》規(guī)定，自2020年2月起，各省、自治區(qū)、直轄市（除湖北省外）及新疆生產(chǎn)建設(shè)兵團(tuán)可根據(jù)受疫情影響情況和基金承受能力，免征中小微企業(yè)三項(xiàng)社會(huì)保險(xiǎn)單位繳費(fèi)部分，免征期限不超過(guò)5個(gè)月；對(duì)大型企業(yè)等其他參保單位（不含機(jī)關(guān)事業(yè)單位）三項(xiàng)社會(huì)保險(xiǎn)單位繳費(fèi)部分可減半征收，減征期限不超過(guò)3個(gè)月?！锻ㄖ访鞔_，自2020年2月起，湖北省可免征各類參保單位（不含機(jī)關(guān)事業(yè)單位）三項(xiàng)社會(huì)保險(xiǎn)單位繳費(fèi)部分，免征期限不超過(guò)5個(gè)月。

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On 20 February, the Ministry of Human Resources and Social Security and two other ministries released the Notice on Reduction of Enterprise Social Security Premium Contribution in Phases ("Notice"). According to the Notice, with effect from February 2020, MSMEs outside of Hubei Province are exempt from paying three corporate social insurance premiums for no more than five months, and for large companies outside of Hubei Province, the payment of the three social insurance premiums will be halved for no more than three months. The Notice also states that with effect from February 2020, all companies in Hubei Province are exempt from paying the three social insurance premiums for no more than five months.

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另外，受疫情影響生產(chǎn)經(jīng)營(yíng)出現(xiàn)嚴(yán)重困難的企業(yè)，還可申請(qǐng)緩繳社會(huì)保險(xiǎn)費(fèi)，緩繳期限原則上不超過(guò)6個(gè)月，緩繳期間免收滯納金。

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In addition, enterprises, which encounter harsh difficulties in their production and business operation due to the epidemic, may apply for deferred contribution of social insurance premiums. The deferred period shall in principle not exceed six months, and late payment fine shall be exempt for the deferred period.

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因此，企業(yè)可以根據(jù)自身的情況，依照相關(guān)規(guī)定，申請(qǐng)減免社會(huì)保險(xiǎn)費(fèi)用，以降低企業(yè)的用工成本。

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Therefore, the enterprise can apply for reduction or exemption of social insurance premiums according to the relevant policies based on its own situation, which can help the enterprise to reduce labor costs.

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根據(jù)各地的政策，企業(yè)還可以通過(guò)緩繳住房公積金的方式來(lái)緩解企業(yè)現(xiàn)金流的壓力。例如，在上海，凡受疫情影響的企業(yè)都可申請(qǐng)緩繳2020年2月至2020年6月的住房公積金。對(duì)企業(yè)而言，對(duì)申請(qǐng)緩繳的企業(yè)不做欠繳處理，也不影響企業(yè)征信；對(duì)職工而言，企業(yè)緩繳期間，職工的繳存時(shí)間連續(xù)計(jì)算，不影響職工提取和住房公積金貸款權(quán)益。

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As per local policies, enterprises can also ease its cash flow pressure through deferred contribution of housing fund. For example, in Shanghai, an enterprise that is affected by the epidemic can apply for deferred contribution of housing fund for the period of February to June 2020. As to the enterprise, the application of deferred contribution will not be regarded as underpayment of housing fund, and the corporate credit will neither be affected; As to the employee, the contribution period will be calculated continuously during the period of deferred contribution of the enterprise, which will not affect the employee’s rights of withdrawing the housing fund and applying for housing fund loan.

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疫情期間，各地政府向企業(yè)推出了一系列補(bǔ)貼政策，如一次性吸納就業(yè)補(bǔ)貼、穩(wěn)崗補(bǔ)貼、崗位補(bǔ)貼等，筆者大致歸納和總結(jié)各地主要實(shí)施的該類臨時(shí)性補(bǔ)貼政策如下：

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During the epidemic, various local governments rolled out a series of subsidy policies tailored for the epidemic-affected enterprises, such as One-Off Employment Subsidy, Employment Stabilizing Subsidy, Employment Subsidy, etc., We preliminarily summarize the main temporary subsidy policies implemented by various places of the country as below:

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穩(wěn)崗補(bǔ)貼：2020年1月24日，人社部在《關(guān)于妥善處理新型冠狀病毒感染的肺炎疫情防控期間勞動(dòng)關(guān)系問(wèn)題的通知》中明確，符合條件的企業(yè)可按規(guī)定申請(qǐng)和享受穩(wěn)崗補(bǔ)貼。2020年2月2日，蘇州市人民政府出臺(tái)了《蘇州市人民政府關(guān)于應(yīng)對(duì)新型冠狀病毒感染的肺炎疫情支持中小企業(yè)共渡難關(guān)的十條政策意見(jiàn)》，也明確提出實(shí)施援企穩(wěn)崗政策。2020年2月3日，上海市人力資源和社會(huì)保障局也出臺(tái)了本市企業(yè)減負(fù)的相關(guān)政策，其中明確：2020年將繼續(xù)對(duì)不裁員、少裁員、符合條件的用人單位返還單位及其職工上年度實(shí)際繳納失業(yè)保險(xiǎn)費(fèi)總額的50%。

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Employment Stabilizing Subsidy: On 24 January 2020, the Ministry of Human Resources and Social Security issued the Notice on Properly Handling Labor Relation Issues during the Period for Prevention and Control of Covid-19-infected Pneumonia Epidemic and made it clear that qualified enterprises may apply for and receive the Employment Stabilizing Subsidy. On 2 February 2020, Suzhou Government released Ten Policy Opinions on Coping with Covid-19-infected Pneumonia Epidemic and Supporting Medium and Small Sized Enterprises to Go Through the Difficulty, which also put forward to implement the policy of assisting enterprises to stabilize employment. On 3 February 2020, the Shanghai Municipal Human Resources and Social Security Bureau also issued relevant policy on reducing cost for enterprises in Shanghai, setting forth that in 2020, the Municipality shall continue to refund to the employer which does not lay off staff or rarely reduces staff number 50% of the total unemployment insurance premiums actually paid by the employer and its employees in the preceding year.

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一次性吸納就業(yè)補(bǔ)貼：北京市出臺(tái)相關(guān)政策，為急需物資的企業(yè)提供一次性吸納就業(yè)補(bǔ)貼，即從2020年春節(jié)起到2020年2月9日期間，開(kāi)工生產(chǎn)、配送疫情防控急需物資的企業(yè)，符合條件的享有一次性吸納就業(yè)補(bǔ)貼，按照1000元/人的標(biāo)準(zhǔn)。

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One-Off Employment Subsidy: Relevant policies have been released in Beijing to provide One-Off Employment Subsidy to enterprises that are in urgent need of materials. Based on the policy, enterprises that start production and distribute urgently needed materials for epidemic prevention and control during the Spring Festival (up to 9 February 2020) may be given One-Off Employment Subsidies with the standard of RMB1,000 for each person if they meet the requirements.

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崗位補(bǔ)貼:北京市的企業(yè)招用本市登記失業(yè)人員和城鄉(xiāng)就業(yè)困難人員，依法簽訂一年及以上期限勞動(dòng)合同且按規(guī)定繳納職工社會(huì)保險(xiǎn)、按月足額發(fā)放不低于本市職工最低工資標(biāo)準(zhǔn)1.2倍工資的，可按規(guī)定申請(qǐng)享受崗位補(bǔ)貼、社會(huì)保險(xiǎn)補(bǔ)貼。

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Employment Subsidy: Enterprises in Beijing that meet the following requirements can apply for Employment Subsidy and Social Security Subsidy according to the relevant regulation: The enterprise should hire the unemployed staff registered in the city and staff in urban and rural areas that are difficult to get jobs; conclude employment contract with the employee for one year or longer terms; contribute social security premium for the employee in accordance with the law; and pay monthly salary to the employee in full amount with the standard of no less than 1.2 times of the local minimum wage.

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因此，企業(yè)可以關(guān)注當(dāng)?shù)氐难a(bǔ)貼政策，根據(jù)自身的情況申請(qǐng)政府的各類補(bǔ)貼，在一定程度上緩解企業(yè)的資金壓力。

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Therefore, the enterprise can pay close attention to the local subsidy policies and apply for governmental subsidies based on its own situation, which can relieve its financial pressure to some extent.

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此次疫情爆發(fā)的時(shí)間正好在春節(jié)假期前后，也恰逢大學(xué)生就業(yè)季，有些企業(yè)在春節(jié)前招聘了一些職工，約定入職時(shí)間為春節(jié)后，但是對(duì)于疫情導(dǎo)致需求萎縮的行業(yè)，企業(yè)需要考慮凍結(jié)當(dāng)期的招聘，直至取消已經(jīng)發(fā)出的錄用通知。當(dāng)然，取消錄用的企業(yè)需要承擔(dān)賠償責(zé)任。司法實(shí)踐中，上海地區(qū)的法院一般判決由新公司向職工支付不超過(guò)3個(gè)月的約定工資/原雇主工資作為補(bǔ)償，北京則是酌定1-2個(gè)月約定工資。

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This virus outbreak occurs during the Spring Festival Holiday, which is also the time for university students to seek for jobs. Some enterprises have already hired some employees and agreed with the employees that they can start to work after the Spring Festival. However, some enterprises’ market demand shrank sharply due to the epidemic outbreak, and they need to consider to freeze current recruitment and even cancel the offer letters which have been already sent out. Of course, the enterprise needs to undertake liability for compensation if it cancels the positions which have been already offered to the employees. In judicial practice, courts in Shanghai usually hold that the employer should pay no more than 3 months of the agreed salary/salary of the previous employer as compensation, while courts in Beijing may hold that the employer is obligated to pay 1-2 months of the agreed salary as compensation.

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另外，企業(yè)也可以根據(jù)當(dāng)前的政策在合理范圍內(nèi)調(diào)整職工的入職日期，這樣既有利于疫情防控，又未顯著損害職工的利益，也避免了賠償責(zé)任。

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Furthermore, the enterprise can also adjust the entry date of the employee within reasonable range according to the current policy, which is not only beneficial to the prevention and control of the epidemic, but also avoids the compensation liability as it doesn’t damage the interest of the employee.

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人才是一個(gè)現(xiàn)代企業(yè)的核心競(jìng)爭(zhēng)力，很多企業(yè)平時(shí)都會(huì)對(duì)職工進(jìn)行各類培訓(xùn)，以提高職工的職業(yè)技能。由于此次疫情停工的企業(yè)，正好可以利用疫情的停工時(shí)期，對(duì)職工進(jìn)行線上培訓(xùn)。許多地方政府也鼓勵(lì)企業(yè)對(duì)職工進(jìn)行線上培訓(xùn)，并給予補(bǔ)貼。例如，上海市規(guī)定，對(duì)受疫情影響的本市各類企業(yè)，在停工期間組織職工參加各類線上職業(yè)培訓(xùn)的，納入各區(qū)補(bǔ)貼范圍，按實(shí)際培訓(xùn)費(fèi)用享受95%的補(bǔ)貼。

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Talent is the core competitiveness of a modern enterprise. Many enterprises usually provide the employees with trainings to improve their professional skills. The enterprises that suspend work due to the epidemic can provide the employees with online training during the suspension of production and operation. Many local governments also encourage the employers to provide the employees with online training by offering the employers certain subsidy. For example, under the regulation in Shanghai, where the enterprises in Shanghai affected by the epidemic organize their employees to participate in online trainings during the work suspension, such activities shall be brought into the scope of special funding of each district, and they will receive a subsidy at 95% of the actual training expenses.

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股權(quán)激勵(lì)作為企業(yè)最常用的激勵(lì)職工的方法之一，在很多企業(yè)里得到應(yīng)用。對(duì)于在疫情期間現(xiàn)金流出現(xiàn)困難的企業(yè)來(lái)說(shuō)，也可以通過(guò)將職工的部分薪酬轉(zhuǎn)變?yōu)楣蓹?quán)激勵(lì)的方式，既減輕企業(yè)的當(dāng)期現(xiàn)金流壓力，也可以留住核心人才，為企業(yè)后續(xù)的發(fā)展增添活力。通過(guò)這樣一種方式降低職工的當(dāng)期薪酬，也更能被職工接受。

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Equity incentive is used by many enterprises as the most common method to motivate the employees. An enterprise that encounters difficulty in cash flow during the epidemic can also convert part of its employee’s remuneration into equity incentive, which not only relieves its current cash flow pressure, but also helps to retain the core talent and injects vitality into its subsequent development. Such way of pay cut is more likely to be accepted by the employees.

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自疫情爆發(fā)以來(lái)，有的行業(yè)遭遇寒冬，業(yè)內(nèi)企業(yè)幾乎都面臨生產(chǎn)經(jīng)營(yíng)危機(jī)；有的行業(yè)卻面臨爆發(fā)式的增長(zhǎng)，企業(yè)陷入用工荒。近期"共享員工"一詞也成為熱點(diǎn)。盒馬鮮生率先通過(guò)聯(lián)手傳統(tǒng)餐飲業(yè)的方式，讓部分餐飲業(yè)的員工來(lái)本企業(yè)上班，既緩解了自身的用工荒等問(wèn)題，也為傳統(tǒng)餐飲業(yè)降低了疫情時(shí)期的人力成本。當(dāng)然，企業(yè)使用共享員工的模式，在疫情期間將自己的員工共享出去，而疫情結(jié)束后，如何避免因共享員工產(chǎn)生的人力資源流失風(fēng)險(xiǎn)，也是企業(yè)需要考慮的現(xiàn)實(shí)問(wèn)題。

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Since the outbreak of the epidemic, some industries have entered a slump, and almost all enterprises in such industries are facing production and operation crisis. However, a couple of industries are facing explosive growth in market demand and are falling into workforce crunch. Recently "shared staff" has become a hot topic. By jointly cooperating with the traditional catering sector, Freshippo hired some employees of the catering sector to work in Freshippo, which not only eases its shortage of workforce, but also reduces the labor cost of the catering sector during the epidemic. While sharing employees to other enterprises during the epidemic, the employer should also consider the practical method to avoid the risk of workforce loss arising out of the cooperation mode of shared staff.

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對(duì)于一些業(yè)務(wù)流程相對(duì)獨(dú)立和容易切割的企業(yè)，可以將這些業(yè)務(wù)部門(mén)的職工獨(dú)立出去，讓他們注冊(cè)成為個(gè)人獨(dú)資企業(yè)或個(gè)體工商戶，由個(gè)體工商戶或個(gè)人獨(dú)資企業(yè)向原來(lái)的企業(yè)提供勞務(wù)。這樣既可以減少社會(huì)保險(xiǎn)、住房公積金等費(fèi)用，節(jié)省企業(yè)的用工成本，也可以讓這部分人保留向其他客戶提供服務(wù)的可能性，增加他們的收入。當(dāng)然，企業(yè)在設(shè)計(jì)這一用工模式時(shí)需要格外慎重，避免被認(rèn)定為"假委托、真勞動(dòng)"或"假外包、真派遣"，反而增加了企業(yè)的成本和法律風(fēng)險(xiǎn)。

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As to the enterprise with business units which are relatively independent and separable, the enterprise can consider to separate the employees of these business units. These employees can register as sole proprietorships or individual businesses (similar to freelancer) and provide service to the enterprise. The advantage of the employment mode change on one hand, can reduce labor cost including social insurance premiums, housing provident fund, etc., and on the other hand, allow these employees to provide service to other clients, which can increase their income. Of course, the enterprise needs to be very prudent when designing this employment mode, to avoid to be deemed as "concealing the real employment relationship through the manner of entrusting an agent" or "concealing the real labor dispatch through outsourcing service" which will increase the cost and legal risk of the enterprise on the contrary.

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大家可能已經(jīng)注意到，上述十八個(gè)方案各有利弊，甚至蘊(yùn)含著潛在的法律風(fēng)險(xiǎn)。企業(yè)在具體實(shí)施的過(guò)程中，建議在事前、事中、事后都應(yīng)適時(shí)引入及借助外腦，聘請(qǐng)資深的勞動(dòng)法律師對(duì)方案作謹(jǐn)慎論證和評(píng)估，對(duì)職工的關(guān)切及時(shí)予以回應(yīng)，并在方案實(shí)施完畢后關(guān)注職工的動(dòng)態(tài)，真正實(shí)現(xiàn)防疫和發(fā)展兩不誤，企業(yè)和職工彼此成就。

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You may have been aware that each of the eighteen measures mentioned above has its advantages and disadvantages, and legal risks may even lie in each of them. Therefore, it is advised that the enterprise should consult the expert before, during and after implementation of the measure by engaging experienced employment lawyers to prove and evaluate the legality of the measure cautiously. In the meantime, the enterprise should also respond to the concerns of the employees in a timely manner and keep track of their feedback. In this way, the epidemic prevention and corporate development can be achieved simultaneously, and both the enterprise and its employees will be mutually benefited.?