Paid Annual Leave Will Be Included In The Important Content Of Labour Supervision.

The provincial government recently issued opinions on further accelerating the reform and development of the tourism industry, and proposed that the government, enterprises and institutions should effectively implement the annual leave system for employees with pay, and encourage enterprises to arrange leisure and welfare for workers and staff members as incentives and welfare measures.

Under the condition that the total amount of teaching time is constant, colleges and universities can adjust the summer and summer vacation time according to the actual conditions, and the primary and secondary schools may arrange according to relevant regulations.

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It is clear that the people's governments at all levels in our province should put the implementation of paid annual leave system on the agenda as an important part of the daily inspection of labor supervision and the protection of workers' rights and interests.

The Department of human resources and social security should regularly inspect the implementation of paid annual leave in the province's organs and enterprises.

encourage

Conditional regions and units can explore flexible work and rest system under the premise of observing the actual working conditions and observing the standard working hours.

The implementation of the project of tourism benefiting people, in strict accordance with the provisions of minors, school students, the elderly, military personnel, disabled persons and other scenic spots to reduce the cost of admission tickets.

We should encourage the implementation of the regional destination linking system and promote the free opening of public welfare urban parks, museums and popular science education bases.

Play a decisive role in the allocation of resources in the market, in addition to the provisions can not be decentralized, other provincial tourism administrative examination and approval matters are decentralized to city and state;

All kinds of tourism elements and markets are fully open to social capital.

At the same time, we must continue to carry out the regulation of the tourism market order, severely crack down on inducement, deception and forced consumption of tourists, and resolutely curb the outstanding problems of disrupting the tourism market order, such as "unreasonable low price travel" and the high rebate involved in the travel shopping market.

We should implement the "mysterious visitor" investigation system, establish and perfect the "blacklist", drop star, delisting and other disciplinary mechanisms, and earnestly safeguard the legitimate rights and interests of tourists.

We should speed up the establishment of a credit union disciplinary mechanism in tourism industry and improve the publicity system of tourism credit information.

We should strengthen civilized tourism education and enhance citizens' sense of civilized tourism and rational consumption.

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Event: Xiao Li entered a private hospital in Shenyang in April 2013 and signed a labor contract for 3 years with the hospital in October 2013.

In November 2013, the hospital took charge of Xiao Li's licensed pharmacist certificate on the grounds of making medical advertisements.

In November 2015, Xiao Li resigned for personal reasons. After many consultations with the hospital, he failed to cancel the contract. He sent the resignation report to the hospital in the form of registered letters in December of the same year, and left the hospital a month later.

Court hearing: in February 2016, Xiao Li complained to the local labor and social security supervision agency and asked the hospital to return the seized documents.

Finally, the labor and social security supervision organization ordered the hospital to return the documents seized by Xiao Li for a limited time, and at the same time imposed a fine of 1000 yuan on the hospital.

Statement: Liu Ancai, a lawyer at the Shenyang Legal Aid Center for workers and staff, pointed out that the ninth provision of the labor contract law stipulates that employers should not employ workers' identity cards and other certificates, nor require workers to provide guarantees or to collect property from workers in other names.

The forty-eighth provision of the labor contract law stipulates that if the employing unit violates the provisions of this law, it shall be ordered by the labor administrative department to return the labourer's identity card and other documents to the laborer within a prescribed time limit, and shall be punished in accordance with the relevant laws.

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