Is it reasonable to be opaque in wages Is it legal for a unit to be opaque?

Of course, it is unreasonable, in the early nineties, the wages were transparent, and the relationship between colleagues was relatively harmonious, at that time, the high wages were done by their own ability, and now the salary is all up to the leader.

Legal analysis: It is legal for the employer to not disclose the salary, and the salary is personal privacy, and it is not allowed to be disclosed.

Legal basis: Article 18 of the Interim Regulations on the Payment of Wages Article 18 Labor administrative departments at all levels have the right to supervise the payment of wages by employers. If an employer commits any of the following acts that infringe upon the legitimate rights and interests of a worker, the labor administrative department shall order the employer to pay the wages and economic compensation to the worker, and may also order the employer to pay compensation:

1) Withholding or defaulting on the wages of workers without reason; (2) Refusal to pay wages for extended working hours; (3) Paying wages to workers lower than the local minimum wage standard.

Legal Analysis: It is not illegal for an enterprise not to disclose the wages of its employees, and the enterprise can take confidentiality measures against the salary. However, when enterprises take confidentiality measures and formulate corresponding rules and regulations, they should pay attention to a certain degree of rationality.

Legal basis: Labor Law of the People's Republic of China Article 91 If an employer infringes upon the lawful rights and interests of a worker in any of the following circumstances, the labor administrative department shall order the employer to pay the worker's wages and remuneration and economic compensation, and may also order the payment of compensation: (1) Withholding or defaulting on the wages of the worker without reason; (2) Refusal to pay wages and remuneration for extended working hours; (3) Paying wages to workers lower than the local minimum wage standard. (4) After the termination of the labor contract, the employee is not given economic compensation in accordance with the provisions of this Law.

Legal Analysis: The Labor Law stipulates that the wages owed to workers shall not be deducted or ridiculed without reason. Therefore, it is generally illegal to withhold wages.

However, under any of the following circumstances, the employer may withhold the wages of the employee: (1) the individual income tax withheld and paid by the employer; (2) The social insurance premiums withheld and paid by the employer and shall be borne by the employee; (3) alimony and alimony required to be withheld in court judgments and rulings; (4) Other expenses that can be deducted from the wages of employees according to laws and regulations.

Legal basis: Labor Law of the People's Republic of China

Article 50 Wages shall be paid to the workers themselves in the form of money on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

Article 91 Where an employer infringes upon the lawful rights and interests of a worker in any of the following circumstances, the labor administrative department shall order the payment of wages and remuneration and economic compensation to the worker, and may also order the payment of compensation: (1) the employee is deducted or in arrears of wages without reason; (2) refusing to pay wages and remuneration for extended working hours; (3) Paying wages to workers lower than the local minimum wage standard. (4) After the termination of the labor contract, the employee is not given economic compensation in accordance with the provisions of this Law.

Brand model: Lenovo Xiaoxin Pro16 2022.

System version: Windows 10

Software version: Browser.

The report of wage opacity can be found in the function of checking the payment of wages of labor and employment, and the specific steps are as follows:

1. Click on the legal person serviceGo to the webpage and the page of the Labor and Wage Payment Inspection Officer, and click on the legal person service.

2. Click EmploymentGo to the legal person service page and click Employment.

3. Click on the payment of labor and wagesEnter the employment page and click on the labor and employment staff to call Liang to check the payment status.

4. You can queryEnter the labor and wage payment inspection page, and click on the service guide to inquire.

Labor Law of the People's Republic of China Article 91 Where an employer infringes upon the lawful rights and interests of a worker in any of the following circumstances, the labor administrative department shall order it to pay the worker's wages and remuneration and economic compensation, and may also order the payment of compensation:

1) Withholding or defaulting on the wages of workers without reason;

(2) Refusal to pay wages and remuneration for extended working hours;

(3) Paying wages to workers lower than the local minimum wage standard.

4) After the termination of the labor contract, the scumbag of labor is not compensated in accordance with the provisions of this Law.

Generally speaking, we will compare our salary with other colleagues within the company (especially with the same position and its upstream and downstream), with external peers, and with our own efforts and returns. If there is a discrepancy, there will be fluctuations, and once they appear, it will affect more than one person, perhaps the unity and cohesion of the entire department. I believe that many people do not ask for a high salary (of course, the higher the better, but a high salary means a heavy burden), but only ask for at least proportional to the return, otherwise the tired and tired work, in the end, it is not higher than the person who sits in the office and plays the orchid finger with Erlang's legs and talks big, and naturally his heart is unbalanced.

In fact, wages cannot be kept secret, there is no impermeable wall, there will always be a few people full of curiosity about all kinds of inquiries and walks. The salary itself has an incentive effect, since it cannot be kept secret, then it is directly disclosed, according to the department, position, except for the leadership level and some sensitive positions, the rest of the basic salary, confidential commission and performance. At the same time, the promotion path is open, and the lower-level employees need to work hard and channel to achieve high salaries, so that employees can understand how to achieve such high salaries and levels, and also play a role in motivating, information is open and transparent, and employees are happy to do it, and see hope and upside.

Since the salary cannot be completely confidential, and the impact on employees is not small, when implementing the salary, we should: (1) have a professional salary and welfare system, and correspond to the salary and responsibility, and the bonus and performance to be reasonable and well-founded. (2) At least match the average salary of the industry, otherwise it is difficult to recruit people, and even if you recruit them, it is easy to lose.

3) Combined with personal dedication, encourage hard work, reward merit, clear rules, clear rewards and punishments. I suddenly had an idea, although you can get the approximate salary of the corresponding company and position through recruitment** and other channels, if someone starts a business to do such a **: upload their location, industry, and post payroll.

Basically, except for the interns, whose salaries are open and transparent, the salaries of the rest of the employees are not disclosed.

Generally speaking, a company's salary is basically in the form of a belt, and salary confidentiality is for the company's management.

First, it is to protect the enthusiasm of employees. In 1967, the American psychologist Adams put forward the famous fairness theory, which pointed out that "people's motivation to work is not only related to the actual remuneration of individuals, but also to whether people feel fair in the distribution of remuneration."

Based on the basic viewpoint of fairness theory, companies will take various measures, such as the payment of bonuses separately, to create a subjective sense of fairness among employees, so as to motivate employees to work.

The second is to protect employees. Because everyone's salary is different, for the convenience of management, salary confidentiality has become a way to protect employees. Protect the rights and interests of "high-paid" employees.

For relatively well-paid employees, if their wages are made public, they may be harassed and criticized by their colleagues. It also protects the rights and interests of employees with a relatively basic salary, and if the salary of employees with a relative basic salary is made public, they may also be despised by their colleagues, and the non-disclosure also takes care of their emotions.

The third is to protect the company's talents. This is the era of the free market, and both businesses and employees are two-way choices, and according to a 2019 survey, some white-collar workers said that they would change jobs because of unsatisfactory salary. If salaries are not kept secret, there is a risk that companies will engage in hostile competition for talent.

Salary is the best way to prove the ability of the workplace, if you have the ability to create more profits for the company, then you should be paid equally, and vice versa. Therefore, many people in the workplace now regard salary as a benchmark to measure their ability, and everyone will inevitably have curiosity to know and even compare their status with each other, and salary has become the only standard for everyone to compare, so there will definitely be an imbalance in the heart. If the employee makes a big deal at this time, it is not only detrimental to the unity between employees, but also may bring irreparable losses to the company.

Similarly, employees disclosing wages to each other is not conducive to the management of the company, because salary is a very sensitive topic, especially in today's money-ridden society, as long as the money person is mentioned, it will become very realistic, and the salary is high and low, how much ability you have, how much value you can create for the company, you can get the corresponding remuneration. But at the same time, the standard of this ability is also difficult to determine, and it is inevitable that there will be arrogant people who feel that they have enough value, but there is no corresponding return, and there is an unbalanced mentality, so whether it is from the perspective of the company or employees, it is not appropriate for employees to disclose salaries.

In addition, part of the reason is the "shady" phenomenon in the company, some people rely on their family connections to sit in the coveted position of others, and take the salary that others can only get for several years of hard work, once this situation is known by employees, it will also cause a lot of impact.

First of all, it should be affirmed that there is a practice of disclosing some or even all of the salary levels of certain positions, but the practice of disclosing all positions is almost non-existent.

Generally speaking, salary disclosure has a certain positive incentive effect, and salary secrecy has a certain negative incentive effect. However, due to the disclosure of the amount of remuneration of comparable objects, the results of salary payment will inevitably produce Adams comparison, which is mainly a horizontal comparison, and the results of the comparison are generally difficult to have a sense of fairness when the responsibility for the output results of the work is unclear or not easy to measure, but in the case of the implementation of average wages, the unfairness of those who work more is stronger, and in the case of differential wages, the unfairness of those who work less is stronger. Here's why:

Fairness is first and foremost related to the subjective judgment of the individual.

It is difficult for people to use a standard to measure anything objectively, your standard may not be recognized by the other party, and the big consequence after the announcement is that the whole is mired in endless comparative discussions, and there is no way to do anything else if you want to disclose a part of the salary of all positions. There are at least a few obvious disadvantages: first, it will cause unnecessary contradictions

People at the lower level see that the basic salary of the people at the higher level is much higher, must they be convinced? People who are at a higher level feel that their salary is not higher than that of a person who is lower than they expected, must they have no idea? Will there be a difference between people at the same level?

If so, how? At the same time, a large number of contradictions will also be concentrated on the scientific nature of the formulation of ranks.

If the salary of employees is regarded as a cost expenditure, the asymmetry of salary information is convenient for enterprise management, and the income of new and old employees, qualified vs fresh graduates is sometimes not much different, which may be caused by past reasons (salary adjustment speed), different starting salary points in different years, differences in work ability, etc. In order to facilitate employee management and reduce labor remuneration expenses (for example, if the salary adjustment rate of old employees in the company is slower than that of the market, it is a very high cost to make up for this difference; The cost of losing employees due to low salaries is also high), and it will not allow employees to compare, and even affect the enthusiasm of employees, so it will not be transparent.

There is another reason, the main one is that the company's human resource management system is not perfect, if the company has a corresponding talent development promotion channel and a fair and just performance appraisal system, so that every employee knows that excellent employees can get higher remuneration, the salary will be relatively transparent.

The company's wages are not transparent, so I think it should be to protect the privacy of individuals.

If you are good enough, your salary will definitely be high. If you don't have the ability and just fish in troubled waters every day, the salary won't be particularly high.

After all, every company needs excellent employees and employees who can create economic benefits for the company. If you can bring enough economic benefits to the company, then your salary will not be low.

Instead of questioning the opacity of the company's salary system here, it is better to promote yourself and work hard!

um.Some companies are not transparent about their salary choices, and in order to make their employees feel happy, they will feel very happy without comparing how much money the company gives them, which can also break the comparison of employees in terms of wages. Income is not very important to employees, what matters is whether employees are respected in this company.

Employees don't have much idea about how much they earn, and they want their company to be paid enough to support their families.

The wages of some enterprises are not transparent and confidential, because their salaries are quite different, and they are not according to rank, but according to personal contributions, so they are not transparent about the wages of employees for the stability and unity of the enterprise.

Because the wages and salaries of some enterprises are confidential, the wage reform and system are stored as official secret documents of the enterprise. In particular, at different stages of development, different types of personnel recruited into the company and different age structures, the salary does not reach the same pay for equal work, or the importance of different positions in different nationalities and countries is one person, one salary, and the two parties negotiate it. Many companies have developed complex assets and have not achieved the modern management model of equal pay for equal work, so some enterprises cannot achieve full and transparent wages.

The main purpose is to avoid management imbalances, or the phenomenon of comparison and negative emotions.