What should I do if they are forcibly transferred by the enterprise and cut salary reduction?

If this is a problem that many employees will encounter. Many companies want to force employees to resign and leave them by this way. Of course, this approach does not meet the labor contract law, but how do we need to deal with as employees?
First of all, the transfer of posts and salary reduction belongs to the change of labor contracts. I. If the company has legal reasons, it can be transferred, but it is necessary to ensure that the transfer is not punished, targeted, and insulted.
. The salary reduction must be approved by the employee. If the salary reduction is not forced without consent, it is a deduction salary.
Secondly, what should we do for the company's mandatory post salary reduction? In fact, there are two ways.
. The company is required to restore the original position and salary.
This is required to do a good job of evidence. When the evidence is sufficient, send a letter to the salary, and the company is required to provide labor conditions and salary benefits in accordance with the labor contract. If the company ignores it, apply for arbitration, and the goal only requires restoration of the original position and salary. In this way, regardless of the victory or defeat, the labor relationship will not be lifted, and it will be considered to leave a back road.
. The application for the laborer contract on the grounds of not providing labor conditions and deducting wages.
It what is the disadvantage of this method is that once the arbitration fails, the labor relationship will be lifted. So there is no very grasp and evidence, don't use this method easily. Generally, a letter is sent to inform the company to correct the time limit. If the company does not correct it, and then send a letter to apply for forced to leave, the next step is to apply for labor arbitration, and the company will ask the company to pay economic compensation.
I answers, I hope to help you!

Although more than half in 2020, the butterfly effect of the epidemic is still downturn because of the butterfly effect brought by the epidemic. Many companies' economic benefits have fallen sharply. In order to protect themselves, these companies have adopted layoffs and salary reduction and other means to maintain the company's main body.
So many people in the workplace encountered a sudden salary reduction, and the income shrunk sharply, but the expenditure did not decrease at all. At this time, we must not panic, let alone leave. So what should be the correct response?
On the reasons for salary reduction
We need to figure out first. This time, the sudden salary reduction is for your personal or facing the group. In order to let everyone leave the long -term salary reduction.
The reason is very important for the workplace in the workplace of the main income source. It is to judge the degree of risk faced by each choice. Short -term salary reduction does not have much impact on life, and long -term salary reduction will greatly affect the quality of life.
INK acceptance, making the most favorable choice
Is when the company issues salary reduction regulations, it must be considered by many parties, and there is no room for turning. At this time, even if we are unhappy, we must accept the facts, and we cannot always indulge in the dissatisfaction emotions.
we need to choose risk judgment on the possible after salary reduction. If you do not leave, how long you can support your salary reduction; if you leave, whether you can find the next family, what type of company should you do.
we must analyze from various aspects such as economic conditions, future development, and solution feasibility, and choose the most favorable path from it.
The depth review to prevent the next crisis
The epidemic has brought countless troubles to everyone, but also sounded the alarm to the people in the workplace. Facing the crisis, whether we have the power to protect and whether we have enough anti -risk ability.
we need to conduct in -depth analysis of ourselves, understand our own advantages and disadvantages, give full play to their advantages, and make up for the disadvantages. Formulate an effective action plan to improve your ability to resist risk.
and strive to improve your skills and comprehensive strength, and improve your own core competitiveness. In this way, in the face of the crisis, we can calmly.
The epidemic is an unexpected "black swan" incident. The loss brought about is inestimable, and the adverse effects have continued to this day. Therefore, at this time we are likely to encounter many unexpected emergencies before.
don't panic, calmly weighing the advantages and disadvantages, and make the most favorable choice for yourself as much as possible. You can also try to change the track and choose a different path.
Ar Huanghuang
Specific analysis of specific problems.
. Is the post -adjustment effective?
The name name agreed in the labor contract is very specific, such as the director of the office, the mandatory tutoring is invalid; if it is very vague, such as clerks, technicians, etc., it is more disadvantaged. The job is associated. If there is something related and there is no obvious conflict agreed in the contract, new positions need to be accepted.

. Is the post -adjustment be accompanied by salary reduction?
has no necessary connection between tutoring and salary reduction. Although there is a statement of salary with the job, this is not stipulated by the Labor Contract Law, but in the internal statement of the enterprise. According to the understanding of the Labor Contract Law, enterprises cannot reduce salary of employees unilaterally, unless the two parties negotiate.

. Reasonable posting features
3.1 Both parties negotiate
3.2 Tips Ahead and rear posts are correlation
3.3 Salary has not changed greatly r r
only adjustment of the above conditions is a legal adjustment.

. What should I do after being forced to transfer salary reduction?
. 4.1 In writing (email) in writing (email), he shows his attitude and wants to correct it.
4.2 After 4.1 invalid, collect evidence (labor contract, wage flow, salary reduction notice), and unilateral salary reduction, hoping to supplement the difference in salary to initiate arbitration applications to the local labor department. It is best to inform the unit in advance to prepare for arbitration and leave the unit to make enough correction.
4.3 In general, simple salary cuts to arbitration, and the results are good for workers. Because salary is the core of the labor relationship, the salary at will is to destroy the labor relationship. This is strictly cracking down on the labor department, and it is controllable.
4.4 In general, it is not recommended to propose to restore original positions in arbitration, because the job is indeed strong, and the arbitration commission and even the court cannot forcibly interfere with the internal management of the enterprise and cannot be executed. The salary is different. If you deduct, you can make up as much as possible. There is a quantitative factor in it. It is controllable and executable.
. The amount of 4.5 should not exceed the local minimum wage*12. The purpose is to get the final arbitration in one step, and the opportunity to delay time to appeal.
4.6 If you lose, continue to appeal in the court. The court trial and arbitration trial are two different things, and the results of the arbitration can only be used as a reference basis. It's just a very consuming energy. Therefore, it is strongly recommended that during arbitration only apply for replenishment salary and amount control within the scope of the minimum wage*12, try to get a final ruling with legal effect during the arbitration stage.
. After 4.7 victory, decide the next step according to the attitude of the company. If the original salary is restored and the flags are stunned, you can go to work in a new post. After all, salary is the most important. If the enterprise continues to do what we do, then go to the court to apply for compulsory execution.
4.8 If the enforcement is not effective or only takes effect only this time, and then continue to deduct the salary, the labor law can be passively resigned on the grounds of Article 38 of the Labor Law, and then applying for economic compensation. Because of the first arbitration results as the basis, the company's move is already subjective and maliciously arrears, the nature is extremely bad, and the possibility of winning the lawsuit is greater.
4.9 to this step, it will inevitably continue until the results of the second instance of the court. During this period, special attention should be paid to the legitimacy of procedure and the fullness of evidence, and more learning legal provisions will be of great benefit to themselves.

. Keeping strong inner heart and a sober mind
often to anger you and make you excessive acting, such as actively departing or insufficient evidence Passive resignation. Therefore, it is necessary to understand that there is no need to be too excited about life and death. To clarify the cause and consequences, the victory will belong to those who comply with the rules and use the rules to defend the rules.
This is a disguised layoff. The purpose is to force you to take the initiative to resign. Even if you do not leave, you will reach vacancies (new funds and new funds) of supplementary demand.

How to do it?
. First, analyze yourself first.
At present, the entire market is in economic downturn. This year, corporate layoffs have become a trend. The Oracle layoffs some time ago, even if they compensated N 6, employees are still dissatisfied, protesting to continue working. In this way, small and medium -sized enterprises should not be said, this is reality and trend. In this case, if you have a good professional competitiveness, the best choice is to take the compensation to do another plan; if you lose this job, it is difficult to find a job, and it is the most important thing to retain existing work. of.
. How to do it.
1. As mentioned earlier, if you are in the workplace, you are not competitive in the workplace, or if you find a job information, or even find a more suitable job than this, then you must keep this job. To actively apply and strive to the company, it usually has been doing it for so long. It is a little room to ask for the shortcomings and efforts of the superior. I hope to give the opportunity to improve itself. For such employees, the company will generally consider temporarily. Or delayed treatment. In this way, there is also the hope of keeping this job. You cannot keep it in time. You can also mix a job similar to this salary and continue to work. rn 2、如果以上没有谈成，那就考虑是否接受强制调岗降薪的结果，自己要做全面的衡量，虽然不爽，但是毕竟自己还需要这份工作，那就暂且接受，然后You can prepare to find a more suitable job. If you find it, you will resign. The adult world is not easy to two words, but also to do it for the lives of the family. If conditions permit and there is no pressure burden, it is another matter.
3. If you don't want to do it, without any pressure, you want to get compensation, then operate. (1) Actively negotiating with the company (department supervisor, HR department, trade union, etc.), put forward their own dissatisfaction, and require reasonable demands, such as mandatory posting salary reduction is illegal, and requires their legitimate rights and interests. After applying, just do it, everything is as expected. (2) If the negotiation with the company is unsuccessful, a arbitration prosecution will be arbitrarily prosecuted to the labor management department. The company unilaterally mandates the salary reduction by the company without justification, without communicating with me, and without my consent. Unchanged, or give compensation to the labor contract in accordance with regulations. Waiting for arbitration.
4. Arbitration is generally coordinated in accordance with the law and hopes that the double hair will be consensus. If it is not consistent, it is beneficial to the workers in accordance with the legal referee. In your own situation, make your own choice, two ways, that's suitable for you, choose it, and process it according to the above ideas.
On wish!

It if the salary reduction is not very large, you can accept it, and there is no other better job, then you continue to work. Of course, the following is to analyze and maintain rights from the law.
First, according to the provisions of the Labor Contract Law, if the employer changes the labor contract, it will negotiate with the workers and sign a written change of the labor contract agreement. The employers that the two parties have not negotiated should not change the labor contract unilaterally, mainly for labor remuneration and work. Can employers change their jobs? In fact, there is a lot of controversy, which involves the self -employment power of the enterprise and the change of the labor contract.
The second, the employer units, change the terms of labor contracts, and reduce labor remuneration. As a worker, if you are dissatisfied with the behavior of the unit, and you are also prepared to terminate the labor contract, you can solve it through labor arbitration.
For workers who change the labor contract in the unit unilaterally, if they do not accept it, they can be proposed in one month to apply for labor arbitration to confirm the unilateral change of labor contract illegal, or workers, and change the labor contract by the employer unilaterally to change the labor contract. For the reason, the labor contract is terminated and the unit is required to pay the economic compensation. As for how to deal with it, the workers will make a decision after weighing the advantages and disadvantages of the specific situation.

This is a card that fired you and forced his resignation. If there are 3 to 5 years, retirement. It is recommended to bear it, otherwise, first find the boss to talk about ideas or opinions. Do more self -criticism, take a look, do you have the signs of turning? Secondly, make an early plan, find a good way, use the previous connections and wealth, and implement it as soon as possible. If a group of personnel adjust their salary and reduce their salary, it is another situation. To you, your boss is ready to answer. If you don't go away. It must have all aspects of strength. Including these years, you have held up those dead points. Those small dislikes, those fatal tricks.
The company has no right to mandate post -post salary reduction.
but if you do n’t go to work, the company will immediately expel you on the grounds of absenteeism and absenteeism, because you are expelled from you for no reason, you may not get compensation.
It you need to continue to work, or you can go to a new post, but do not hand in any information, do not sign any documents, insist on receiving a month or months of salary, and then you can unilaterally unilaterally withdraw the salary of the unit to unilaterally terminate the unilateral relief. The labor contract (resignation), and then go to the Labor Arbitration Commission where the unit is located to submit an application for labor arbitration, asking the company to make up for wages and pay compensation. If the arbitration ruling does not support you, you can file a lawsuit of labor disputes to the court where the arbitration agency is located.
Special explanation: To avoid different results caused by regional differences, it is recommended that you go to the labor arbitration agency where the company is located in advance for consultation. If you have no money, ask a lawyer to apply for legal aid lawyers.
This no money to quit TMD, as the so -called here is not left here. If you lack money, you can reflect on it. Why not pay for the increase of TMD? Is it possible that the company itself is not developing, or there is a problem with its own development. In short, making yourself an irreplaceable person, at least the person who replaces a higher cost. One penalty for a point. If there is no harvest, the environment may not be good, or the company is wrong. Generally speaking, you have to pay, growing itself

The purpose of the company's doing this is nothing more than a force employee Take the initiative to resign to achieve the purpose of not paying any economic compensation or compensation, so employees must not allow the company to succeed. What should I do in the face of the company's compulsory post -post salary reduction employees?
First of all, employees must reject the company's unreasonable requirements in writing, keep relevant evidence, and apply for labor arbitration. Applying for labor arbitration is very important. Evidence directly determines the success or failure of the arbitration. Employees must proof the basic labor relationship and some basic facts of the case. Therefore, workers should pay attention to collecting and preserve the evidence to prepare for the need for later protection.
Secondly, the adjustment and salary reduction are major changes to the labor contract, which requires the company and workers to negotiate. However, in practice, the company’s reasonable post -adjustment court will support Salary, then employees can adopt the following two schemes during arbitration:
Plan 1: It is required to continue to provide labor conditions and pay for the company according to the original contract.
The plan 2: In the provisions of Article 30 of the Labor Contract Law, it is forced to leave the job and requires the company to pay economic compensation.

above the above solutions for workers to choose from. Employees must remember not to resist the company’s unreasonable post -job salary and reduce salary and reduce salary. Foundation, this is troublesome.

If you go to the company to make money, you will be in trouble!
If you go to the company how many companies you work, you will fall into poverty!
If you go to the company, you ca n’t solve it in the company, you will be marginalized by the company!
If this matter is still sent to the Internet, the answer is not sure, then other companies will not welcome you!