加班、休假工资怎么算？劳动纠纷离职才敢维权？具体案例这样认定

Group 1 - The recent legislation in China aims to strengthen the rights protection of flexible employment and new employment forms, emphasizing the legal guarantee of workers' rights to rest and vacation [1][30] - The article discusses various practical issues faced by workers due to changes in employment forms, such as the legality of annual leave expiration and payment for overtime during holidays [1][27] - Specific cases illustrate the challenges workers face, including disputes over unpaid leave and overtime compensation [1][12][18] Group 2 - A case from Beijing highlights the illegality of a company's policy that states unused annual leave expires at the end of the year, which violates the mandatory provisions of the Paid Annual Leave Regulations [5][6] - The court ruled that annual leave can be carried over into the next year but not beyond that, and companies must compensate workers for unused leave at 300% of their daily wage [8][10][12] - Another case discusses the need for companies to pay overtime for work done during weekends and holidays, even if the employee did not formally request approval for the overtime [14][20][18] Group 3 - The rise of flexible employment has led to some companies misclassifying full-time workers as part-time or hourly workers to reduce costs, which raises legal concerns [21][30] - A case involving a worker who was misclassified as a part-time employee while performing full-time duties resulted in a court ruling that recognized the worker's full-time status and ordered compensation [22][26] - The article emphasizes the importance of establishing a balanced approach in policy-making that protects workers' rights while considering the interests of businesses [31][32]