What should I do if the salary promised by college students during recruitment is inconsistent with the salary in the labor contract?

1. The salary agreed in the interview has changed when the contract was signed. You can refuse to sign it and ask to write it into the labor contract according to the salary agreed by both parties. 2. If the wages written in the labor contract are lower than the agreed wages, once there is a dispute over the amount of wages, the workers will be at a disadvantage. 3. Especially some rewards, stock rights, welfare benefits, year-end awards, etc. Require a written agreement to protect the legitimate rights and interests of workers.

Let's not talk about other terms in the labor contract for the time being. I believe that no employee will ignore the wage agreement in the contract. Most people will find that the salary written in the contract is not the same as that told by the staff during the interview. In fact, those newcomers who enter the workplace for the first time do not know how to deal with the problem that the salary of the labor contract does not match the interview agreement. The following small series will give you a detailed introduction.

1. What should I do if the salary in the labor contract is inconsistent with the interview agreement?

1. The salary agreed in the interview has changed when the contract was signed. You can refuse to sign it and ask to write it into the labor contract according to the salary agreed by both parties.

2. If the wages written in the labor contract are lower than the agreed wages, once there is a dispute over the amount of wages, the workers will be at a disadvantage.

3, especially some rewards, equity, welfare benefits, year-end awards, etc. A written agreement is also needed to protect the legitimate rights and interests of workers!

2. What should I do if the employee's salary does not match the labor contract?

If there is evidence such as payment records to prove that the wages paid by the enterprise are inconsistent with the wages in the labor contract, once a dispute arises, the arbitration institution and the court will support the actual wages. In this case, workers must pay attention to retaining evidence when receiving wages.

1. Compensation starts from the second month of the date of employment. If you start working in the company before 2008 1, the company should pay you double salary from February.

In general, the salary paid should be the same as the agreed salary. If the wages paid are less than the agreed wages, the employer shall bear the legal responsibility for not paying the wages in full.

3. The law only stipulates that if the employee fails to sign a written labor contract from the date of employment 1 month or more 1 year, the employer shall pay twice the salary every month, and there is no specific regulation on the composition of salary. Theoretically speaking, wages, also known as labor remuneration, are closely related to the labor actually provided by workers. As long as the remuneration obtained from labor should be counted as "salary", such as basic salary, performance salary, etc., the monetary payment of welfare subsidies that are not directly related to labor is not included in the salary category. Due to the different workload, the monthly salary may be different in total, so the double salary of each month should be calculated by multiplying the actual salary of the month by 2.

Third, how to deal with the unclear wage agreement when concluding a labor contract?

When an employer signs a labor contract with a laborer, it should clearly stipulate the labor remuneration, but sometimes it does not rule out that the two sides have not made a specific agreement on wages and remuneration. What should we do at this time?

Article 11 of the Labor Contract Law stipulates: "If the employer fails to conclude a written labor contract at the same time of employment, and the labor remuneration agreed with the employee is not clear, the labor remuneration of the newly recruited employee shall be implemented according to the standards agreed in the collective contract; If there is no collective contract or collective contract, equal pay for equal work shall be implemented. "

The "equal pay for equal work" stipulated in this article means that the employer shall pay the same remuneration to the workers who do the same job, pay the same amount of labor and achieve the same work performance.

It is possible that the salary written in the contract is the final actual income after deducting all employees' five insurances and one gold. If so, it is normal to differ from the agreed salary. On the other hand, if it is found that the company says one thing and does another, and the actual labor relationship has not been really reached before the formal signing, it is recommended to choose another company. Because there is no labor relationship, there is no need to complain to the company because the salary in the contract is different from that stipulated in the interview.