标题：南京玄武法院审结一起“隐性加班”劳动争议案，微信办公是否应支付加班工资引发热议
南京市玄武区人民法院近日审结了一起关于“隐性加班”的劳动争议案件，引发了社会各界对于劳动者在“八小时之外”利用微信等社交软件打卡、汇报工作事宜是否算作“隐性加班”，以及用人单位是否应当支付加班工资的热议。
据了解，该案中，劳动者在规定的工作时间内完成工作任务后，利用微信等社交软件进行工作汇报、交流，甚至在非工作时间处理工作事务，被申请人以这种方式对劳动者进行了管理。然而，这种管理方式是否构成“隐性加班”，以及用人单位是否应当支付加班工资，成为了争议焦点。
法院审理后认为，劳动者的工作性质和工作量是决定其是否加班的关键因素。如果劳动者的工作性质决定了其在非工作时间也需要处理工作事务，那么这就构成了“隐性加班”。同时，根据《中华人民共和国劳动法》的规定，用人单位应当支付加班工资。
此案件的审结，为解决类似的劳动争议提供了参考。但具体到个案，如何界定“隐性加班”，以及如何确定加班工资的计算方式，还需要根据具体情况和相关法律法规进行判断。
英语如下：
Title: “WeChat Work Controversy: Hidden Overtime or Legal Rights? Nanjing Xuanwu Court Issues a Ruling”
Keywords: WeChat work, overtime pay, labor dispute
Content: Title: Nanjing Xuanwu Court Settles a Labor Dispute Case on “Concealed Overtime”, Raising Debate on Whether WeChat and Other Social Software Should Pay Overtime Pay
Nanjing Xuanwu District People’s Court recently concluded a labor dispute case involving the issue of whether using social software like WeChat for work report and communication outside the prescribed working hours constitutes “concealed overtime”, and whether the employer should pay overtime pay. This has sparked heated discussions among all sectors of society regarding this matter.
It is understood that in this case, after the worker completed their tasks within the prescribed working hours, they used social software such as WeChat for work reports and communication, and even handled work matters outside of working hours. The respondent managed the worker in this way. However, whether this management method constitutes “concealed overtime”, and whether the employer should pay overtime pay, has become the focus of controversy.
After trial, the court held that the key factor in determining whether a worker works overtime is their job nature and workload. If the worker’s job nature determines that they need to handle work affairs outside of working hours, then this constitutes “concealed overtime”. At the same time, according to the provisions of the “Labor Law of the People’s Republic of China”, employers shall pay overtime pay.
The conclusion of this case provides reference for resolving similar labor disputes. However, in specific cases, how to define “concealed overtime”, and how to determine the calculation method of overtime pay still needs to be judged according to specific circumstances and relevant laws and regulations.
【来源】https://new.qq.com/rain/a/20240117A00N8W00
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