The company placed us in a subordinate company, and we demanded equal pay for equal work.

If yours. Equal pay for equal work.

It is the concept of equal pay for the same position.

Frankly, this one is unlikely.

The so-called equal pay for equal work is what it says:

1. The job position of the worker is the same.

2. Pay the same amount of labor as others in the same position.

3. The same workload has achieved the same work performance.

And in reality it is especially proven.

It is more difficult to achieve the same work performance with the same workload.

Labor dispatch refers to the conclusion of a labor contract between a labor dispatch agency and a dispatched worker, and the labor remuneration is paid to the dispatched worker by the dispatching enterprise (the actual employing unit), and the labor contract relationship exists between the labor dispatch agency and the dispatched worker, but the fact of labor payment occurs between the dispatched worker and the dispatching enterprise (the actual employing unit). Labor outsourcing refers to the outsourcing of part of its business or functional work to relevant institutions, which arrange personnel to complete the corresponding business or work according to the company's requirements. The amendment to the Labor Contract Law, which will come into effect on July 1, 2013, not only requires equal pay for equal work in labor dispatch, but also provides a clear explanation of "temporary, auxiliary and substitutional", stipulates strict control of the number of labor dispatch employees, and increases the penalties for corresponding violations.

Enterprises will inevitably solve problems"There are policies at the top and countermeasures at the bottom"。

You can ask not to go, you can negotiate financial compensation (commonly known as buying out seniority), and even better if you don't want to work. If the dispatch contract expires, the length of service before the outsourcing contract is renewed, or the contract with the new company is also signed. When an employer terminates a labor contract, it shall give the employee economic compensation.

Article 47 of the Labor Contract Law of the People's Republic of China

Severance shall be paid to the worker according to the number of years of service in the employer and one month's salary for each full year. where it is more than six months but less than one year, it is calculated as one year; If it is less than six months, the worker shall be paid half a month's salary.

If the monthly wage of a worker is three times higher than the average monthly wage of the employee in the previous year announced by the people of the municipality directly under the Central Government or the city divided into districts where the employer is located, the standard of severance shall be paid to him at the rate of three times the average monthly wage of the employee, and the maximum period of payment of severance shall not exceed 12 years.

The term "monthly wage" mentioned in this article refers to the average salary of an employee in the 12 months prior to the termination or dissolution of the labor contract.

1. As far as the current employment system is concerned, the current law is difficult to deal with in practice, and this situation mainly involves some large and medium-sized state-owned enterprises, and the balance of the law is one-sided. However, you can go to the local labor administration department and submit a labor arbitration application to try it. 2. Unequal pay for equal work is not only illegal or artificially created social injustice, but also divides employees into three, six, nine, etc., which violates the principle of remuneration according to work, constitutes discrimination against some workers, violates their rights and interests to obtain labor remuneration, and damages their enthusiasm for work.

3. At the same time, unequal pay for equal work is also easy to make high-paid employees have a sense of superiority and lose their enterprising spirit. Employers are not unaware of these reasons, and the reason why they ignore national laws is that, on the one hand, they are driven by economic interests, and unequal pay for equal work can greatly reduce salary expenses and labor costs; On the other hand, the vested interests in controlling social resources are unwilling to give up their vested interests and refuse to let people outside the system share the benefits within the system. 4. From this point of view, the fundamental reason for the existence of the phenomenon of unequal pay for equal work is that the transformation of the employment system is not in place.

To achieve equal pay for equal work, it is necessary to deepen the reform of the employment system, break the vested interests of a small number of people, and eliminate the identity differences of employees from the system.