How to negotiate the salary after three months of work

In fact, it stands to reason that the salary is clearly negotiated at the time of the interview, and the regulations of each company are different. Of course, there are also cases where you will increase your salary after the probationary period, depending on the performance of the probationary period. When talking about salary, I would like to suggest the following.

First, first investigate the approximate salary of the same position in the same industry, including small enterprises and large enterprises.

Second, reflect on yourself at what level of your abilities you are. How much value can we create for the company?

Third, after you have a clear scale in your heart, you can talk about the salary to your superiors, don't be embarrassed. Don't be snobbish either. Talk about it with a normal mindset.

Fourth, don't reduce the price, and don't easily reduce the price of your estimated value. Because you have to evaluate and consider it before you set a value for yourself. If your bottom line is broken, it will make the other party feel that your ability is limited.

Fifth, sometimes when the two sides are deadlocked on a point, they can not negotiate first. Go back and think about it before you decide. If you were going to agree to the other party's conditions at that time.

You also have to say go back and think about it. If the other party doesn't reply to you within a few hours of your return, you might as well take the initiative and deal with the party's conditions. Don't overdo it.

This requires a degree of grasp. If you don't grasp it well, you may lose a job.

Beijing's probationary salary is 1900 and 5000 is illegal after three months.

Labor Contract Law

Article 20. The salary of the employee during the probationary period shall not be less than 80% of the minimum wage of the same position in the employer or the wage agreed in the labor contract, and shall not be lower than the minimum wage standard of the place where the employer is located.

Legal analysis: It is generally calculated according to the working month, if you enter the job on June 9, then by the beginning of September, it will basically be three months. Under normal circumstances, as long as it is not a serious company, it will be counted as a positive on September 1.

When it's almost September, you can ask the HR department.

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

Article 19 Where the term of a labor contract is more than three months but less than one year, the probationary 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 worker during the probationary period shall not be lower than 80 percent of the minimum wage for the same position in the employer or the wage agreed in the labor contract, and shall not be lower than the minimum wage standard of the place where the employer is bumpered.

Legal analysis: It is not necessary to work for three months. If the term of the employment contract is more than three months but less than one year, the probationary 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.

Legal basis: Article 19 of the Labor Contract Law of the People's Republic of China If the term of the labor contract is more than three months but less than one year, the probationary period shall not exceed one month; If the term of the labor contract is more than one year but less than three hardships, the probationary period shall exceed two months; For fixed-term and indefinite-term labor contracts of more than three years, the probationary period shall not exceed six months.

Different companies have different rules and regulations.

In general, there are two methods:

1. The salary of the current month is calculated in stages, that is, the probationary period is calculated by the number of days, plus the grading salary after the regularization is calculated on a daily basis

Based on the daily wage = monthly salary income and the number of days of monthly salary calculation (calculate the daily wage after and before the regularization.)

Monthly salary = number of days of attendance after regularization * daily wage after regularization + number of days of attendance before regularization * daily wage before regularization.

2. Some employers will pay wages on a monthly basis according to your actual working hours, such as if you go to work on the 12th, and count one month at the end of the 11th of the month.

As long as the above two calculation methods do not violate the Labor Contract Law.

Article 20 is lawful.

Article 20 of the Labor Contract Law.

The salary of the employee during the probationary period shall not be less than 80% of the lowest level of the salary for the same position in the employer or the wage agreed in the labor contract, and shall not be lower than the minimum wage standard of the place where the employer is located.

The calculation of the working days of the system deducts the statutory holidays of the country.

The specific calculation method is as follows:

Annual working days: 365 days and 104 days (52 weeks of weekends a year.)

11 days (public holidays) = 250 days.

Monthly working days: 250 days December = days and months.

Number of working hours: 8 hours per day in a month or year.

"System pay days" refers to the number of monthly pay days used for the calculation of daily wages, and is related to many attendance items at the time of payroll, such as deducting personal leave and sick leave pay.

The calculation of overtime pay, the calculation of the wages of the bureau when the work is less than one month, etc., are all related to the "system pay day" and the number of daily wages.

The monthly payroll days are converted as follows:

Monthly salary days: (365 days 104 days) December = days (excluding 11 days of statutory holidays).

Different wage standards apply to regular wages and probationary state imitation wages or internship wages, and the rules and regulations of the enterprise clearly stipulate them.

Therefore, the calculation of regular and non-regular wages in the same month should be multiplied by the number of days worked by the respective daily wages, and the two can be added.

If the salary of the regular and non-regular is in the same month, the salary or posture of the regular is generally a little higher, and the salary of the regular is lower, and he calculates it according to the economy of the basic salary. Debate and training.

If the wages during the regularization period and the non-regularization period are in the same month, they will normally be settled separately, so the wages of the non-transfer period will be based on the salary base of the non-transfer period, and then the wages during the transfer period will be added. The basis can be calculated, the current month's salary, and the general financial will be calculated, so that the salary of the divine argument is simpler. It's not complicated to lose either.

The salary of the current month is calculated in stages, that is, the probationary period is calculated by the number of days, plus the graded salary after the regularization is calculated on a daily basis: according to the daily wage = monthly salary income and the number of days of monthly salary calculation (calculate the daily workers who are pure after the regular and before the transfer and the family.

The salary after the regularization is generally higher than that of the probationary period, and the employee and the employer will agree on the salary and remuneration when establishing a labor relationship, of which the salary for the probationary period shall not be less than 80% of the regular salary

The regular salary should be calculated from the next month, and the regular salary in this month is just to pave the way for you to get the regular salary next month.

The number of days of attendance can be calculated according to the attendance rate of the regular and non-regular attendance, and then calculated according to the agreed salary.

If it happens to turn positive on a certain day of the month, then the fairest algorithm is definitely to calculate it on a daily basis.

Legal Analysis: Yes. The month of conversion is the sum of the salary of the probationary period and the rollover of the regular salary, which is usually the number of days of the use period divided by the number of days of standard attendance multiplied by the salary of the probationary period, plus the empty capital of the University of Technology after the regularization divided by the number of standard attendance days multiplied by the regularization.

Legal basis: Article 50 of the 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.

Legal analysis: If a person resigns after being regularized, the salary after the regularization should be paid according to the salary of the regularization.

Legal basis: Calendar of Interim Provisions on Payment of Wages Article 9 When both parties to a labor relationship dissolve or terminate a labor contract in accordance with the law, the employer shall pay the employee's wages in full at the time of dissolution or termination.

Labor Contract Law of the People's Republic of China

Article 3 The conclusion of a labor contract shall follow the principles of legality, fairness, equality, voluntariness, consensus, and good faith. The labor contract concluded in accordance with the law is binding, and the employer and the employee shall perform the obligations stipulated in the labor contract.

Article 10 A written labor contract shall be concluded for the establishment of labor relations. If a labor relationship has been established and a written labor contract has not been concluded at the same time, a written labor contract shall be concluded within one month from the date of employment. If the employer and the employee conclude a labor contract before employment, the employment relationship shall be established from the date of employment.

Article 36 The employer and the employee may terminate the labor contract if they reach a consensus through consultation.