1, salary reduction due to violation of discipline
Employees who violate the company's labor discipline will be punished and their salaries will be reduced according to the system.
2. Not competent for salary reduction
The new employees of the company are proved to be incompetent during the probation period, but they are still incompetent after training. Reduce wages by reducing work content and reducing work content.
3. Post adjustment and pay reduction
Due to the needs of work, employees' wages will naturally decrease because of the different post values. For example, our company adjusted the platform manager of a drilling team to the deputy manager of the project department for various reasons. Because the post salary stipulated by the company is different, the salary of the deputy manager of the project department is at least 2000 yuan less than that of the platform manager of the drilling team.
4. Pay reduction for performance
The employee's monthly performance appraisal failed to meet the standards for three consecutive months, which met the company's salary management requirements, and the salary was downgraded and adjusted, resulting in a salary reduction.
5. Economic salary reduction
Due to the company's operational difficulties, it is unable to make ends meet. In order to reduce labor costs and tide over the crisis, the company carried out a salary reduction for all employees.
Second, the principle of salary reduction
1, pay reduction according to law
Pay reduction in strict accordance with labor-related laws and regulations.
2. Contract agreement
Make clear the salary reduction agreement in the employee's labor contract, and change the terms of the salary reduction contract in time.
3, the system is clear
As far as salary reduction companies are concerned, there should be relevant rules and regulations, which should be legal, reasonable and compliant.
Third, matters needing attention
1, do a good job in communication and coordination of salary reduction.
In the face of changes related to employees' vital interests, as HR, we should consider more from employees' standpoint, act cautiously according to law, fully explain the rationality and necessity of the changes to employees, give employees a complete explanation of the whole process of salary reduction standard, salary reduction range and reasons after making the decision, listen to employees' arguments, and be objective, fair and convincing, so as to persuade employees, eliminate their dissatisfaction and work hard.
2. Pay reduction and change procedures should be detailed.
First of all, HR should confirm the contents that need to be negotiated and changed in advance before salary reduction, which mainly includes: formulating the contents and methods of salary change.
Then send out the intention to change the contract to the employees in written form, explaining the legal basis and objective facts of the change.
Secondly, if the employee agrees to the change, it needs to be confirmed in writing, and the change content should be filled in the original labor contract change page and signed by both parties.
Finally, employees should be given a revised labor contract.