If employees can't provide normal labor after taking advantage of various holidays, the employer can negotiate with employees in accordance with the relevant provisions of the state on wage payment during shutdown: within a wage payment period, pay wages according to the standards agreed in the labor contract; If the payment period exceeds one salary, the employer shall pay the living expenses in accordance with the relevant provisions, and the living expenses standard shall not be less than 80% of the local minimum wage standard.
2. Due to the epidemic situation, the employer arranges employees to work online and at home, which is regarded as normal work and should be paid according to law. During the epidemic period, the employer can arrange employees to complete work tasks at home according to work needs. Employees who work at home also provide labor, and the employer shall pay the employees' wages according to the regulations. If the workload of employees does not decrease, the employer shall pay according to the normal wage standard; If the employee's workload is insufficient, the employer can negotiate with the employee the salary standard during working at home.
3. If an employee cannot return to work due to epidemic prevention and control, the salary during this period is based on the relatively fixed labor remuneration he can get during his normal work, but does not include overtime pay (except the fixed monthly overtime pay stipulated by the employer) and allowances, subsidies or bonuses that are not fixed under various special circumstances. Will the agreement between the employer and the employee that wages will not be paid before the end of the epidemic be deemed invalid?
An agreement between employers and employees that wages will not be paid until the epidemic is over may also be considered invalid. If the employer and the employee reach an agreement to adjust their wages during this period, the wages shall not be lower than the standards stipulated by laws and regulations, and the employer shall continue to pay social insurance for the employees, except for other preferential measures promulgated by the local government. However, it is valid for both parties to reduce or cancel the bonus payment through consultation.
To sum up, with regard to how to pay the wages of employees who closed stores in the epidemic situation, due to the impact of the epidemic situation, the employer arranged employees to work online and at home, which is regarded as normal work and should be paid according to law.
Legal basis: Interim Provisions on Wage Payment in People's Republic of China (PRC).
Article 18
Labor administrative departments at all levels have the right to supervise the payment of wages by employers. If an employing unit commits one of the following acts that infringe upon the legitimate rights and interests of workers, the labor administrative department shall order it to pay wages and economic compensation to the workers, and may order it to pay compensation:
(1) Deducting or delaying the wages of workers without reason;
(2) refusing to pay overtime wages to laborers;
(3) paying workers' wages below the local minimum wage standard.
The standards of economic compensation and compensation shall be implemented in accordance with the relevant provisions of the state.