First of all, whether the company's salary reduction is legal depends on the specific situation. According to the provisions of the Labor Contract Law, when changing the terms of the labor contract, the employer shall reach an agreement with the laborer through consultation. If negotiation fails, the change is invalid. Therefore, before the salary reduction, the company should fully communicate and negotiate with the employees, and it will take effect only after being recognized by the employees and signing a supplementary agreement. Secondly, employees have the right to choose the company's salary reduction policy. Employees can choose to accept or reject the company's salary reduction decision. If they accept it, they should sign a supplementary agreement. If they don't agree, they can defend their rights and interests through collective bargaining and applying for arbitration. If the employee refuses the company's salary reduction request, the company can take measures such as dismissal and dismissal. Employees should know their rights and obligations and safeguard their legitimate rights and interests within the legal framework. Finally, employees should pay attention to the risks and effects of the company's salary reduction. Pay cuts may have a certain impact on employees' lives. Employees should learn to safeguard their rights and interests according to law and seek legal protection and compensation.
If the company forces a pay cut, how should employees defend their rights? In the case of forced salary reduction, employees can choose the following ways to defend their rights: 1. Collective negotiation: it is suggested that employees elect representatives to negotiate with the company and seek proper solutions on the premise of protecting their own interests. 2. Apply for arbitration: employees can apply to the labor dispute arbitration committee, requiring arbitration institutions to intervene in the mediation of disputes to ensure that their legitimate rights and interests are protected. 3. Bring a lawsuit to the court: If negotiation, negotiation and arbitration fail to solve the problem. Employees can bring a lawsuit to the court and seek legal rights protection and compensation through judicial procedures.
In the case of salary reduction, employees should know their rights and obligations, safeguard their legitimate rights and interests according to law, and resolve disputes through negotiation, negotiation and arbitration. At the same time, enterprises should also consider the livelihood of employees, fully communicate with employees and get their approval before the salary reduction, so as to avoid unnecessary contradictions and disputes. Ultimately achieve a win-win situation for enterprises and employees.
Legal basis:
People's Republic of China (PRC) labor contract law
Article 29 The employing unit and the laborer shall fully perform their respective obligations in accordance with the stipulations of the labor contract.
Article 35 The employer and the employee may change the contents agreed in the labor contract through consultation. Changes to the labor contract shall be made in written form. The revised text of the labor contract shall be held by the employer and the employee respectively. Labor law of the people's Republic of China
Article 50 Wages shall be paid to labourers themselves on a monthly basis in the form of currency. The wages of workers shall not be deducted or delayed without reason.