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브레이크뉴스 문홍철 기자= 10월 2일이 임시공휴일로 지정되면서 6일간의 추석 황금연휴가 생겼다. 하지만 모든 직장인이 임시공휴일에 쉬는 것은 아니다.
27일 인크루트에 따르면 직장인(5인 미만 영세기업 99명, 중소기업 467명, 중견기업 160명, 대기업 89명, 공공기관 112명) 927명을 대상으로 ‘10월 2일 임시공휴일 출근’에 대해 질문한 결과, 85.3%가 ‘출근하지 않는다’고 답했다. 응답자의 14.7%는 임시공휴일에 출근하는 것으로 나타났다.
출근한다고 밝힌 응답자는 △5인 미만 영세기업(33.3%) △중소기업(13.9%) △대기업(12.4%) △중견기업(11.9%) △공공기관(7.1%) 순이었다.
임시공휴일에 출근하는 이유는 ‘회사에서 출근하라고 해서’(46.3%)가 가장 많았고, ‘스케쥴 근무라서’(27.2%), ‘필수 최소 인원이 필요한 직종이라서’(16.9%) 등이었다. 스스로 자처해서 출근하는 인원은 7.4%였다.
5인 이상 사업장은 임시공휴일에 출근하면 필수로 휴일 근로 수당을 지급하거나 합의 하에 대체 휴가를 부여해야 한다.
추가 수당 지급 여부에 대해서는 ‘수당으로 받는다’ 41.9%, ‘대체휴가를 받는다’ 16.2%였다. 10명 중 약 4명(41.9%)은 모두 받지 않는다고 답했다.
휴일 근로 수당을 받지 못하는 응답자가 가장 많은 기업은 5인 미만 영세기업(69.7%)과 중소기업(38.5%)이었다.
5인 미만 사업장은 근로기준법 제56조의 적용 대상이 아니므로 수당을 받는 등의 보호를 받을 수 없다.
한편, 연차 소진 목적으로 공휴일 앞뒤에 강제로 연차를 사용하게 하는 제도에 대해서는 △매우 긍정(15.6%) △대체로 긍정(28.9%) △대체로 부정(27.2%) △매우 부정(28.3%)으로, 과반(55.5%)이 부정적인 의견을 피력했다.
break9874@naver.com
*아래는 위 기사를 '구글 번역'으로 번역한 영문 기사의 [전문]입니다. '구글번역'은 이해도 높이기를 위해 노력하고 있습니다. 영문 번역에 오류가 있을 수 있음을 전제로 합니다.<*The following is [the full text] of the English article translated by 'Google Translate'. 'Google Translate' is working hard to improve understanding. It is assumed that there may be errors in the English translation.>
Going to work on October 2nd is a temporary holiday. Which company does not receive holiday pay?
Break News Reporter Moon Hong-cheol= October 2nd was designated as a temporary public holiday, creating a six-day Chuseok golden holiday. However, not all office workers take off on temporary holidays.
According to Incruit on the 27th, 927 office workers (99 from small businesses with less than 5 employees, 467 from small and medium-sized businesses, 160 from mid-sized businesses, 89 from large corporations, 112 from public institutions) were asked about ‘going to work on October 2nd, a temporary holiday.’ As a result, 85.3% responded that they ‘do not go to work.’ 14.7% of respondents reported going to work on temporary holidays.
Respondents who reported going to work were in the following order: small businesses with less than five employees (33.3%), small businesses (13.9%), large businesses (12.4%), mid-sized businesses (11.9%), and public institutions (7.1%).
The most common reason for going to work on temporary holidays was ‘because the company told me to come to work’ (46.3%), ‘because it is a work schedule’ (27.2%), and ‘because it is a job that requires the required minimum number of people’ (16.9%). The number of people who voluntarily went to work was 7.4%.
Businesses with more than five employees must pay holiday work allowance or grant alternative leave upon agreement when employees work on temporary holidays.
Regarding whether additional allowances would be paid, 41.9% said they would ‘receive it as an allowance’ and 16.2% would ‘receive alternative leave’. About 4 out of 10 people (41.9%) responded that they did not receive it at all.
The companies with the largest number of respondents who did not receive holiday work allowance were micro-enterprises with less than five employees (69.7%) and small and medium-sized enterprises (38.5%).
Businesses with fewer than five employees are not subject to Article 56 of the Labor Standards Act and therefore cannot receive protection such as receiving allowances.
Meanwhile, regarding the system that forces annual leave to be used before and after public holidays in order to use up annual leave, the majority of respondents were △very positive (15.6%) △generally positive (28.9%) △generally negative (27.2%) △very negative (28.3%). (55.5%) expressed a negative opinion.
