近日，哈尔滨市一家公司发布关于员工微信的使用管理规定，“若发现私聊微信，每次罚款100元/人”。哈尔滨市民陈女士（化名）将该公司的管理通知截图发在网上，引发网友热议。

A company in Harbin, Heilongjiang province, has sparked controversy by implementing a policy that fines employees 100 yuan for private WeChat chats during working hours.

通知截图显示：为提高工作质量和效率，员工在上班时间只允许通过微信聊工作，不允许私聊，如果家里人有事就打电话，每天进行检查。若发现私聊，每次罚款100元/人，月累计超过三次以上的，一次罚款500元，月累计超过5次的，给予辞退，公司不承担任何经济补偿。

The company's management notice, shared by a net user, states that only work-related communication is allowed on WeChat during work hours, and private chats are prohibited. Phone calls are permissible for emergency situations at home. The company plans to conduct daily inspections and impose a 100-yuan fine for each instance of private chat. If an employee accumulates more than three instances in a month, a 500-yuan fine will be imposed for each instance. Exceeding five instances may result in termination without any financial compensation.

10月28日，涉事的哈尔滨某信息技术有限公司工作人员回应媒体称：“目前还没有人查，只是公司是这么规定的。”

A staff member from the company clarified that while the policy is in place, no fines have been imposed yet.

当地人社局已要求企业立即纠正。

10月29日，哈尔滨@平房发布 官方微博发布通报：2023年10月28日，有网络媒体发布“哈尔滨一公司规定私聊微信每次罚款100元”。平房区人社局工作人员立即与该企业核实，经核查，情况属实，已要求企业立即纠正。企业表示将在法律框架下制定出台人性化管理措施，对造成的负面影响深表歉意。

The local authority has posted a notice on Sunday confirming the matter and saying that the Pingfang District Human Resources and Social Security Bureau has demanded the company to rectify the situation immediately. The company has expressed its commitment to implementing more humane management measures within the legal framework and has apologized for the negative impact caused.

重庆捷恒律师事务所李力律师表示，手机信息是属于员工的个人隐私，公司在未经员工本人同意的情况下无权查看。

Li Li, a lawyer from Chongqing Jieheng Law Firm, pointed out that an employee's mobile phone information is considered part of their personal privacy, and companies cannot access it without explicit consent.

根据相关规定，用人单位不能对员工进行罚款，如果员工对公司造成损失才可以主张赔偿，迟到旷工是因为没有提供劳动而扣减的报酬，也不属于罚款。

According to regulations, employers are prohibited from imposing fines on employees, and compensation claims can only be pursued if an employee causes losses to the company. Deducting wages for tardiness or absenteeism should not be treated as fines but as deductions due to unfulfilled labor.

另外，用人单位有非法搜查或者拘禁劳动者情形的，依法给予行政处罚；构成犯罪的，依法追究刑事责任；给劳动者造成损害的，应当承担赔偿责任。

Moreover, if an employer conducts unlawful searches or detains an employee, they can face administrative penalties. If such actions constitute a criminal offense, they may be held criminally liable according to the law. In case they cause harm to the worker, they are responsible for providing compensation.

本月初，同样一例涉及使用微信的案件，引发热议。据了解，2023年7月，武汉洪山区法院审结一起劳动争议案件，劳动者长时间在下班后用社交媒体处理工作事务，公司被判决向其支付加班费5000元。近日，二审法院维持原判，该判决现已生效。

承办法官介绍，随着经济发展及互联网技术的进步，劳动者工作模式越来越灵活，可以通过电脑、手机随时随地提供劳动。对于非工作时间的隐形加班问题，不应局限于用人单位的工作场所，应综合考虑劳动者是否在工作时间外处理工作事务，是否付出了实质性劳动，占用了劳动者休息时间。

编辑：田冉 左卓

来源：中国青年报 澎湃新闻 上游新闻 @平房发布

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