What should I do if I am demoted and my salary is reduced in the property management company?

The practice of an enterprise violates the stipulation that wages shall not be deducted without reason, and it can report to the relevant local labor administrative department or directly file a labor dispute arbitration, demanding that the wrong practice of the enterprise be corrected, the decision of the enterprise to deduct wages be revoked, and the wages that have been deducted be reissued.

Article 50 of China's "Labor Law" stipulates that workers' wages shall not be deducted or delayed without reason. Deducting workers' wages is an act that the employer violates the legal provisions or agreements and deducts workers' wages and remuneration without justifiable reasons. Except in cases where wages are allowed to be withheld by law, the employing unit shall not deduct or default the wages of workers without reason, otherwise, it shall bear the corresponding legal consequences.

Generally speaking, in any of the following circumstances, the employer may withhold the wages of the workers: the personal income tax withheld and remitted by the employer; Expenses withheld and remitted by the employer and borne by the laborer; The alimony, alimony and alimony required to be withheld by the court's judgment or ruling; Other expenses that can be deducted from the wages of workers as stipulated by laws and regulations. If it does not fall into the above circumstances, the employer shall not deduct the wages of the workers.

According to relevant labor laws and regulations, employers are allowed to reduce the wages of workers under the following circumstances:

(1) National laws and regulations clearly stipulate. For example, according to the Individual Income Tax Law of People's Republic of China (PRC), employers can withhold and remit the individual income tax payable by workers.

(2) clearly stipulated in the labor contract signed according to law. If both parties agree in the contract that employees can only enjoy sick pay, in this case, the salary can be reduced.

(3) It is clearly stipulated in the factory rules and regulations formulated by the employer according to law and adopted by the workers' congress. The factory regulations adopted by the workers' congress stipulate that employees who violate labor discipline may be fined (but not exceeding the deduction standard stipulated by the state).

(4) The total wages of enterprises are linked to economic benefits. When economic benefits go down, wages must go down (but the wages paid to workers shall not be lower than the local minimum wage standard).

(5) Wage reduction due to employee's personal leave and other reasons.

At the same time, the law limits the amount of wages deducted by employers: the amount of fines imposed by employers on employees for violations of discipline shall generally not exceed 20% of their monthly wages; If economic losses are caused to the employer due to the laborer's own reasons, the employer may compensate the economic losses according to the labor contract. Economic loss compensation can be deducted from the employee's own salary, but the monthly deduction shall not exceed 20% of the employee's own monthly salary. If the deducted surplus wage is lower than the local monthly minimum wage, it shall be paid according to the minimum wage.