Is it reasonable for the store manager to say that I disobey the management and have to pay a fine?

It depends on the rules and regulations of the store, if the rules of the store clearly record the relevant penalty regulations, and you have signed an agreement to express your willingness to obey, then it can only be said that you still have to obey. If it is not revealed, but the leader of the store says that he will be punished, it will definitely not work, and you can defend your rights if necessary. Hope it helps.

If the store manager is involved in the financial punishment of subordinate employees, it should be based on your company's personnel management system. If there is no arbitrary punishment according to the system, of course, it is not legal. But you can't talk about it unless you're going to leave.

If you want to do it for a long time, the key is to have a good relationship with the leader, you have to conform to the leader, and you can't always lead to you. No way, this is the unspoken rule of the workplace, you have to learn this.

The provisions of the labor law are not allowed, but you must also abide by the rules of the store, otherwise how will the regulations be enforced? Isn't it a virtual reality?

Generally speaking, there is a rule of law, and punishment can be imposed within this range, but the final salary is legal as long as it is not lower than the local minimum living standard.

Managers need to keep in mind the degree of grasp. Sometimes we have to endure grievances and seek perfection, and sometimes we have to be resolute and tearful.

I didn't do a good job in interpersonal relationships, so I learned from experience this time, and there are many things in the workplace that are similar to officialdom.

1. Can the store manager be fined at will?

1. You can negotiate with the boss to deal with it, and if the negotiation fails, you can arbitrate it. Employees shall not be arbitrarily deducted from their wages, and it is illegal to deduct and fine employees' wages without permission. However, it is not illegal to deduct the incentive treatment of the employee because of the employee's violation of discipline.

2. Legal basis: Article 50 of the Labor Law of the People's Republic of China.

Executive Director] A limited liability company with a small number of shareholders or a small scale may have one executive director without a board of directors. An executive director can also act as a company manager.

The duties and powers of executive directors are stipulated in the articles of association.

Article 51.

Establishment and Composition of the Board of Supervisors] A limited liability company shall have a board of supervisors, which shall have no less than three members. A limited liability company with a small number of shareholders or a small scale may have one or two supervisors without a board of supervisors.

The board of supervisors shall include shareholder representatives and an appropriate proportion of employee representatives of the company, of which the proportion of employee representatives shall not be less than one-third, and the specific proportion shall be stipulated in the articles of association of the company. The employee representatives on the board of supervisors shall be democratically elected by the employees of the company through the employee congress, the employee congress or other forms.

The Board of Supervisors shall have a chairman, who shall be elected by more than half of all supervisors. The Chairman of the Board of Supervisors convenes and presides over the meetings of the Board of Supervisors; If the chairman of the board of supervisors is unable to perform his duties or fails to perform his duties, more than half of the supervisors shall jointly nominate one supervisor to convene and preside over the meeting of the board of supervisors.

Directors and senior managers shall not concurrently serve as supervisors.

2. How to deal with unreasonable fines.

1. The worker may negotiate with the employer, or ask the labor union or a third party to negotiate with the employer to reach a settlement agreement;

2. The worker may apply to the labor arbitration commission for arbitration;

3. If the person is not satisfied with the arbitration result, he or she may file a lawsuit with the people's court. The limitation period for applying for arbitration of labor disputes is one year, calculated from the date on which the parties knew or should have known that their rights had been infringed.

Summary. Hello, the clerk does not obey the management of the store manager, what to do, the solution is as follows.

1. As a manager, we must be fair and just; In real life, we will often see that some beauty store managers will squeeze out her opponents for their own management rights, so has she considered it, what about her employees? If you are the store manager, then you must have your own advantages, and she may not have them, as a manager, you should consider your own advantages, magnify your advantages, and cover up your shortcomings. Let all employees be impressed by your bearing.

What should I do if the clerk does not obey the management of the store manager?

Hello, the restaurant banquet chain staff does not obey the management of the store manager, what to do, the solution is as follows.

1. As a manager, we must be fair and just; In real life, we will often see that some beauty store managers will squeeze out her opponents for their own management rights, so has she considered it, what about her employees? If you are the store manager, then you must have your own advantages, and she may not have them, as a manager, you should consider your own advantages, magnify your advantages, and cover up your shortcomings. Let all employees be impressed by your bearing.

Clause. Second, the system I know that "there are no rules, there is no circle", store management should also have our own system, our beauty industry, you are like the assessment system, commission system and so on. Clause.

3. Find employees and reasons for disobedience; According to the employee's disobedience performance, find out the reason for disobedience to management, depending on whether she has a frank personality or has to work against you. We have to deal with it on a case-by-case basis. In the face of problems, don't be anxious, and deal with them calmly, so as to better solve the problem of Xiaotong.

In your spare time, you can find this subordinate and make two cups of tea to communicate with him, listen to his thoughts, understand his inner world, and what makes him have such a funny performance.

Hello, I am the new store manager of clothing sales, an employee entered the store in March, at that time we had a store manager, at that time I was a store assistant, after a few months of assessment, I passed the assessment, and now Hong Zao Chao is the store manager, this clerk has been disobedient to me, every day to see me, not happy.

It's not nice to see you every day.

Is there anything she does not do well at work?

It's okay to do performance, that is, you arrange her to do something, she doesn't listen to it at all, and she brings a new employee to ruin, and she has to follow her for everything, so she is happy.

Isn't she very capable?

Have you talked to her privately?

She has a strong temper.

She should be unconvinced, disobedient to you, and thinks that she is more capable than you, and she thinks that she should be the store manager, so she can't get used to you.

She only values her performance, and she doesn't do anything else, and other leaders will not look at the wrong person.

Then why don't your leaders manage her?

The leader of the family will not misunderstand what it means to be a person.

Our leader is not in the store.

You think you're better than her, do you?

Then you didn't report the problem to the above either?

It is impossible to be as strong as I am.

You should reflect the issue to the above.

And you have to establish a majesty as a store manager.

A new broom sweeps clean.

Light a fire for them.

Hold them down.

Get a rule of law.

Summary. Dear, glad to answer for you! If the supervisor doesn't listen to the management, then the system will evaluate him!

If a person manages a subordinate, sometimes it is hindered by the face of the person, and the other party will continue to relax, if you come up with a system, you don't have to blush with him sometimes, if he does not do it right, then punish according to the system, if he does well, then reward according to the system, if the rewards and punishments are clear, then the supervisor will be very obedient!

The store manager does not obey the management, what to do as long as the reward.

Dear, glad to answer for you! If the supervisor doesn't listen to the management, then the system will evaluate him! If you come up with a system, you don't have to blush with him sometimes, if he doesn't do it right, then punish according to the system, if he does it well, then reward according to the system, if the rewards and punishments are clear, then the supervisor will be very obedient!

Dear, glad to answer for you! It is to tell him directly about his mistake and guide it in the right course. For example, once you do not obey the management, then the leader must give the cadres a correct guidance, and only the correct guidance can better manage the cadres.

I'm afraid that once some cadres make a mistake, the leader will not make a correct demonstration, but blindly punish or blame, then this old shouting seems to be a useless mind. Instead of punishing, it is better to give him a correct demonstration and correct guidance first, so that he can be better managed in the future.

Legal Analysis: If the employee causes economic losses to the employer due to the employee's own reasons, the employer may require the employee to compensate for the economic losses in accordance with the provisions of the labor contract.

Legal Ethan Photographs:

Administrative Punishment Law of the People's Republic of China》 Article 8: Where citizens, legal persons, or other organizations receive administrative punishments for illegal conduct, and their illegal conduct causes harm to others, they shall bear civil liability in accordance with law.

Where the illegal conduct constitutes a crime and criminal responsibility shall be pursued in accordance with law, administrative punishment must not be substituted for criminal punishment. Let the envy.

Interim Provisions on Payment of Wages Article 16 Where an employee causes economic losses to the employer due to his or her own reasons, the employer may require the employee to compensate for the economic losses in accordance with the provisions of the labor contract. Compensation for economic losses may be deducted from the employee's salary. However, the monthly deduction shall not exceed 20% of the employee's salary for that month.

If the remaining part of the salary after deduction is lower than the local monthly minimum wage, it will be paid according to the minimum wage.

Legal analysis: whether the fine can be imposed depends on the company's rules and regulations, and whether the rules and regulations are legal and effective is determined by: 1

Whether it is discussed by the workers' congress or all employees, put forward plans and opinions, and negotiated with the trade union or employee representatives on an equal footing. 2.Whether the employer publicizes or informs the employee of the loss.

In the past, the "Regulations on Rewards and Punishments for Employees of Enterprises" was used as the legal basis for the financial penalties imposed by companies and enterprises. However, this regulation was repealed in early 2008. In other words, there is no legal basis for companies to impose financial penalties on employees.

Legal basis: "Administrative Punishment Law of the People's Republic of China" Article 2: Administrative punishment refers to the conduct of administrative organs to punish citizens, legal persons or other organizations that violate the order of administrative management in accordance with law by reducing rights and interests or increasing obligations.