Is that tough?
Last Wednesday, personnel talked to me and told me that the company considered personnel performance and output ratio, and wanted to reduce my salary!
Opening your mouth is dropping 3000, I refused on the spot!
What's going on?
What happened
Today I saw a beautiful mother post on the Internet, sharing her tough things with the company! The beautiful mother's writing skills are so good, I actually opposed her withdrawal from the literary world back then!
The content is that last Wednesday, the company's personnel suddenly came to her workstation to talk to her!
Just arrived in the conference room, as soon as the two sat down, the personnel said: The leadership of these two companies has a meeting, the economic environment is not good, the company's operating conditions are also difficult, comprehensively considering the personnel performance and employee output ratio, to give me a salary reduction, and up is a drop of 3000!
The beautiful mother was hairy on the spot, and directly refused to say: Say so much, want to reduce my salary, no way!
Then the personnel consciously took care of the loss, but the task given above had to be carried out, and it could only be said: give you 2 days to think about it, just give an answer!
Later, I only have to consult a friend who does personnel, and the advice given by my friend is: no need to reply, wait for her to come to you!
But what kind of advice is this? I have some doubts in my heart!
Sure enough, no one came looking for themselves on Thursdays and Fridays!
As a result, when I opened the computer on the weekend, there was an email from a personnel who directly notified me of the salary cut! Also reversed black and white and said that she agreed!
What a riri, dog!
The backhand is a reply: if the salary is one point less, see you at the Labor Bureau!
So, the question is, is this considered rigid?
See what netizens think?
Withdraw soon?
A netizen from Beijing reminded the beautiful mother to quickly withdraw:
"Withdraw quickly!
Don't say "go to the labor bureau" and the like, this is equivalent to showing the card.
You just need to express [there is no consensus, I do not agree with the result of the "salary reduction"] and delete the phrase "if not, go to arbitration".
If the company forcibly deducts wages when paying wages, you will file an objection within one month of receiving the payslip (remember not to raise an objection for more than one month, and not objecting for more than one month will be regarded as a default that you agree with the salary increase).
The following results will follow, and you can respond according to the company's different reactions.
In the first case, the company sends you a notice of dismissal on the grounds that "you disobey the company's system or management". Congratulations, you can then prepare for arbitration and get financial compensation while looking for your next job.
The second situation: the company talks to you and tricks you into leaving voluntarily (you can leave unmoved)
The third situation: the company admits, pays you the underpaid salary, transfers the salary back to you, and does not mention the salary reduction in the future, and you continue to work (but this is the most unlikely scenario). ”
I feel that what this netizen said is quite pertinent and more rational!
If you encounter this kind of netizens, you can take a look and learn!
Can performance be reduced?
A netizen from Hubei asked the voices of many people:
"Since wages can't come down, can performance come down?
Although my income is fixed, most of it is counted as a performance bonus, is this impossible?"
Then the next great god replied:
You can fight for yourself from another angle:
Whether the performance appraisal standards have been publicly explained, whether you have participated in the briefing meeting, whether you have issued written determination standards, whether you have signed in writing to confirm, if none of the above, the company has no right to deduct your performance wages.
But the premise is that there is a clear amount of performance bonus in the employment contract,
If you only have a fixed part of the contract and don't determine the performance bonus amount, you can't help it!
"It's a bit difficult for the contract to not specify the amount of performance-based pay, so that the company will say that the previous performance part was a bonus, not a performance-based pay."
Unless you can find a work slip or salary document stating that it is performance pay, not performance bonus.
Because the bonus can be floated if there is no agreement, and the performance salary is part of the salary, the completion of the performance appraisal must be paid,
The performance appraisal method requires written proof that the employee has understood or signed to be valid, so you synthesize what you currently have,
If you still want to fight, you can consult the local labor department, of course, the basis of the consultation is that you insist that this part is performance pay,
And because you have not confirmed in writing, you do not approve of the company's assessment method, so the company has no right to deduct your performance pay. ”
Write at the end
So when we encounter that the company lowers your salary for no reason, we must be rational,
Don't let the company take control, and don't be too impulsive!
Protecting your own rights and interests comes first!
Have you ever encountered an unjustified salary cut by a company?
Is there reason to fight for their own interests?
Welcome to leave a message to discuss!
Manuscript I: I'm going to coo
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