A company arranged the employees a one-hour overtime work from Monday to Thursday and a half-day off in Friday. When the employees asked for their overtime wages, the company said they had arranged the compensatory leave on Friday and needed not to pay any overtime wages. China Center experts expressed that according to the Labor Contract Law; daily overtime work should be paid 150% overtime wages and should not be replaced by compensatory leave.

Li worked in a textile factory in Gao Tong, after pregnancy, she asked to transfer her job duo to the labor intense and noise in the workshop will affect the fetal health, but was refused. After Li applied for arbitration, according to the provisions on protection of women workers, the textile factory adjusted Li’s position through mediation.  

An employee and the company were in the labor dispute duo to payment of overtime wages. The company did not provide any proof or respond for the appearance after arbitration hearing and was fined for RMB 7,000 as the overtime wages. The company still did not prosecute, and the arbitrage was effect. China Center expert, Ms. Yang Zhe expressed that enterprises did not provide any proof and actively responding to the case was bound to bear the adverse consequences.

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