First of all, I need to confirm a few questions:
1. The basic salary of your company is five days a week, and you actually work for six days. Saturday is calculated at twice the basic salary, and Sunday is off. 2. Your post salary is 1500 yuan, which means that you work in a management position (if it is a technical job, it should be a skill subsidy), and the monthly post salary is not paid according to the agreed standard.
3. Your participation in performance appraisal means that you are above the middle level (it is unreasonable for ordinary employees to participate in performance appraisal). You don't know the monthly performance appraisal process until you get paid (this is unreasonable, and the examinee should participate in the appraisal process).
4, the company's poor efficiency is judged by feeling, not by various indicators and data.
Secondly, let's analyze it again:
1. It is ok to divide the total salary into three parts: basic salary, post salary and performance salary, but the sum of these three parts should be equal to the agreed salary, and the total salary after your split is not equal to the agreed 4,800 yuan, which you should discuss with the company.
2. The salary agreed between you and the company should be stated in the labor contract (I don't know if it has been done). The agreement in the labor contract is an effective basis and has legal effect.
3. Under the condition that the original job has not changed and the post has not changed, the post salary cannot be lowered casually. If you make mistakes in your work and cause economic losses, the company may (not necessarily) let you bear part or all of the losses, but you should deal with the results clearly every time, not just deduct a little when you pay. If you are not qualified for the original post, the company can tell you to adjust your post or take the form of post agency (which can reduce the post salary standard of formal posts).
4. Performance appraisal is a method used by most companies to evaluate the performance of various departments and managers. Performance appraisal is not just talk. There should be goals and indicators for many subjects. The quota of these targets and indicators should be recognized by both parties, and the monthly data should be collected, checked and audited by special personnel. The appraisal result shall be signed by the appraised person and finally approved by the company.
3. Suggestions for you and my conclusion:
1, post salary cannot be reduced unless you are not in the original post;
2. Performance pay requires the company to provide the basis of only taking 50%, 60%, 70% and 80%. Deduct wages in disguise without basis;
3. After the resignation application is approved, the salary of the last month can only be paid according to the basic salary standard, and if it does not conform to the labor law, it can apply to the labor department for arbitration;
4. Working five days a week and 8 yuan per hour, that is, 1344 yuan, is it up to the minimum wage in your place? If not, it is illegal for the company;
You can go to the labor bureau with the labor contract and monthly salary slip, and the labor bureau will ask the company to provide other evidence. If you can't provide unreasonable evidence, you can ask the company to provide legal evidence to do so. (This is the requirement of the new evidence law)
Good luck!