Post trial questions, frequently asked questions during the trial period

There is no way to bargain in this case. Barely being able to do so will only lead to undesirable consequences.

First, if you insist on him adding, the company will have an absolute aversion to you, which will leave a bad impression on you when you stay and do it.

Second, if you stay at 3000, this may directly affect your salary increase in the future, because this time not only does it not increase, but it decreases, which shows that the company does not trust your work.

Thirdly, do you understand that if you are committed to staying, does it have great prospects for the development of your work? Will it make you miss out on better development opportunities?

On the other hand, you are very clear about how you position yourself in the interview, whether it is high or low, and you can evaluate whether it is too high, and if it is already high, you can also consider staying and developing. If you are sure of your ability to work, you can also directly change jobs.

Is it clearly cheating? Can you find out the original agreement, doesn't it clearly state the probationary period and the salary after that? If he is not satisfied, he can go to the labor bureau to sue him.

If you don't sign an agreement, then you can only see if the salary is relatively high in your local area, and if you leave, can you find a position with a similar or higher salary than this, and if you can find it, you should resign. Such an untrustworthy company will not develop for a long time, what do you say?

Finally, I wish you to get rid of your troubles!

The first thing you have to do now is to gather evidence of your employment with the company, such as your work permit. Attendance records, pay slips, and more.

It's also best to have evidence of your overtime.

However, at this time of the year, it is recommended that you finish it first, and then go out to see if there is a suitable job when the economy recovers, after all, the risk and cost of changing jobs are much higher than usual.

It seems that the company is not serious.

Have you signed a contract?

If there is a contract, it is best to study the contract well, and if they do not conform to the contract, sue them, ask for money and leave. (provided that you find a good next home).

If there is no contract, it can also be reported to the labor department.

In short, this company is clearly cheating you. But don't quit your job until you find your next home.

Find evidence of your presence with the company, such as contracts, payroll cards, work permits, signed business contracts, customer information, etc. Prove that there is this company, whether the name of the boss is true, and you can only say it with evidence? There are many companies like this in China, so why not look for one again if you have the talent?

When looking for a job, the most important thing is to find the right company! ·

It's good to follow the right person

Now you're like this, I don't know how to help you! ·

It's okay if you don't do it!

On the issue of the probationary period, the following points need to be emphasized:

1) The probationary period is an agreed clause, and if the parties have not agreed in advance, the employer cannot terminate the employment contract on the grounds of the probationary period.

The parties to the employment contract, the employer and the employee must fully negotiate and reach an agreement on the probationary period clause before the probationary clause can be established. A contract is the result of the agreement of the two parties, and is an agreement reached after fully expressing their respective opinions on the basis of mutual benefit and reciprocity, and reaching an agreement on the terms of the contract. Therefore, neither party shall override the other party, shall not impose its will on the other party, and shall not sign the probationary period clause of the labor contract by means of coercion or coercion.

2) At the same time, the Labor Contract Law limits the agreed conditions for the probationary period, and the employee shall enjoy all labor rights during the probationary period.

These rights include the right to remuneration for labor, the right to rest and vacation, the right to occupational safety and health protection, the right to receive vocational skills training, the right to enjoy social insurance and welfare, the right to submit labor disputes for settlement, and other labor rights provided by law. It also includes the right to participate in democratic management or to negotiate with employers on an equal footing on the protection of the legitimate rights and interests of workers in accordance with the law, through the workers' congress, the workers' congress or other forms. The probationary period cannot be restricted and treated differently from other workers because of their status.

3) The probationary period is included in the term of the labor contract.

In other words, regardless of whether the parties to the employment contract enter into a one-year employment contract or a three-year or five-year employment contract, if a probationary period is agreed, the period before the employment contract (for example, it may be three days, five days, or a week, or one month or two months) is the probationary period, and the probationary period is included in the entire term of the employment contract. Regardless of whether the employment contract is continued after the probationary period or not, it is not allowed to separately stipulate the probationary period.

4) The provisions of the Labor Contract Law on the probationary period reflect the general equality of the rights and obligations of both parties to the labor contract.

For example, it is stipulated in the Termination of the Labor Contract that the employee may notify the employer to terminate the labor contract during the probationary period; If the employee is proved to be ineligible for employment during the probationary period, the employer may also terminate the employment contract.

5) It is forbidden to set a disguised probationary period.

In order to circumvent the law, some employers stipulate probationary periods, adaptation periods, and internship periods, which are all disguised probationary periods, the purpose of which is nothing more than to reduce the employee's treatment and facilitate the termination of the labor contract. In order to protect the legitimate rights and interests of employees, it should be clarified that these situations should be treated as probationary periods.

During the probationary period, employees can apply for resignation, but they cannot resign at any time if they wish. Instead, they must follow the company's rules. First, if the public official has the idea of resigning, the employment relationship with the employer can be formally terminated only after the resignation is followed up.

Employees who leave at any time may not be paid after they leave the company.

Legal Analysis: Frequently Asked Questions on Probationary Period:

1. Whether the "above" and "dissatisfied" stipulated in the Labor Law include this number.

2. If an employee joins the same unit for the second time, can the probation period be re-agreed?

3. If the position changes, if you are promoted and adjusted, can you re-agree on the probation period?

4. How to understand that the salary during the probation period is not less than the lowest wage or 80% of the salary agreed in the labor contract.

Legal basis: Article 19 of the Labor Contract Law of the People's Republic of China stipulates that if the term of the labor contract is more than three months but less than one year, the probation period shall not exceed one month; If the term of the labor contract is more than one year but less than three years, the probationary period shall not exceed two months; For fixed-term and indefinite-term labor contracts of more than three years, the probationary period shall not exceed six months. The same employer and the same employee can only agree on a probationary period once.

Where a labor contract is for the completion of a certain work task or where the term of the labor contract is less than three months, a probationary period must not be stipulated. The probationary period is included in the term of the employment contract. If the labor contract only stipulates a probationary period, the probationary period shall not be established, and the period shall be the term of the labor contract.

Article 20 The wages of a laborer during the probationary period shall not be lower than 80 percent of the minimum wage for the same post in the unit or the wage agreed in the labor contract, and shall not be lower than the minimum wage standard in the place where the employer is located.

Article 21 During the probationary period, the employer shall not terminate the labor contract except for the circumstances provided for in Article 39 and Paragraphs 1 and 2 of Article 40 of this Law. If the employer terminates the labor contract during the probationary period, it shall explain the reasons to the employee.