近日，北京市高级人民法院工作报告中提到了一起利用微信等社交软件工作牵出的「隐形加班」案件。据悉，该案是全国首例在裁判文书中明确「隐形加班」问题的案件。在这起案件中，公司因员工下班后回复工作消息被判赔3万元加班费。这一判决引发了广泛关注，也让人们开始从法律角度看待这一现象。
在这起案件中，一名员工在下班后继续回复工作消息，付出了实质性劳动。法院认为，这种行为属于加班范畴，应当依法给予相应的加班费。这一判决不仅保障了劳动者的权益，也为其他企业提供了一个明确的法律指导。
事实上，随着互联网和移动通信技术的发展，越来越多的人开始在下班后通过手机、电脑等设备处理工作事务。这种现象被称为「隐形加班」，其背后涉及到的法律法规问题也逐渐引起了社会的关注。在这个背景下，北京高院的这一判决具有很强的示范意义。
从法律角度来看，这起案件再次确认了我国《劳动法》等相关法律法规对于加班费的规定。根据《劳动法》第二十六条规定，用人单位安排劳动者延长工作时间的，应当按照不低于工资的百分之一百五十支付加班费。而在本案中，员工在下班后通过微信等社交软件回复工作消息，实际上是在履行用人单位分配的工作任务，因此应视为加班。
此外，这起案件还引发了关于劳动者权益保护的讨论。在网络时代，「隐形加班」现象普遍存在，许多员工在不知情的情况下默默地为公司付出。这种情况下，如何保障劳动者的权益，成为了一个亟待解决的问题。北京高院的这一判决无疑是对劳动者权益的一种有力保障，也为其他地区和企业提供了一个可借鉴的案例。
总之，这起全国首例「隐形加班」案件为我们提供了一个从法律角度看待这一现象的视角。在未来，我们需要进一步加强对这类现象的关注和研究，以便更好地保护劳动者的合法权益。同时，企业也应当自觉遵守相关法律法规，合理安排员工的工作时间，切实保障员工的权益。
英语如下：
Title: “Beijing Court’s First Verdict: WeChat’s “Invisible Overtime” Receives 30,000 RMB as Compensation, Safeguarding the Rights and Interests of Workers!”
Keywords: Invisible overtime, WeChat work, Court judgment
News content: Recently, in a report by the Beijing Higher People’s Court, a case involving “invisible overtime” using social media apps such as WeChat was mentioned. It is reported that this case is the first national case to explicitly address the issue of “invisible overtime” in a judicial document. In this case, the company was fined 30,000 RMB for employees who continued to reply to work messages after leaving work. This verdict has attracted widespread attention and has led people to view this phenomenon from a legal perspective.
In this case, an employee continued to reply to work messages after leaving work, which involved substantive labor. The court believed that this behavior belonged to the category of overtime and should be entitled to corresponding overtime pay according to law. This judgment not only safeguarded the rights and interests of workers but also provided a clear legal guidance for other enterprises.
In fact, with the development of Internet and mobile communication technology, more and more people are starting to handle work affairs through mobile phones, computers and other devices after work. This phenomenon is called “invisible overtime”, and the legal issues it involves have gradually attracted attention from society. Against this background, the judgment of the Beijing Higher People’s Court has significant exemplary significance.
From a legal perspective, this case once again confirms the provisions of China’s Labor Law and other relevant laws and regulations regarding overtime pay. According to Article 26 of the Labor Law, if an employer arranges for employees to extend their working hours, they shall pay overtime pay no less than one-hundred and fifty percent of their salary. In this case, the employee’s reply to work messages through WeChat and other social media apps after leaving work actually performed the assigned work tasks of the employer, thus constituting overtime.
In addition, this case has also triggered discussions on the protection of workers’ rights and interests. In the network era, the phenomenon of “invisible overtime” is common, and many employees silently contribute to the company without knowing it. In this case, how to protect the rights and interests of workers has become an urgent problem to be solved. The judgment of the Beijing Higher People’s Court is undoubtedly a powerful guarantee for the rights and interests of workers and provides a reference case for other regions and enterprises.
In summary, this first national case of “invisible overtime” provides us with a perspective to view this phenomenon from a legal angle. In the future, we need to further strengthen our attention and research on this phenomenon in order to better protect the legitimate rights and interests of workers. At the same time, enterprises should consciously comply with relevant laws and regulations, reasonably arrange employees’ working hours, and effectively safeguard their rights and interests.
【来源】https://www.zhihu.com/question/640804999
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