How to write the application for transfer and demotion?

There are laws to support the demotion, compensation for post difference and overtime pay for questions 1: 1 and 2N+ 1, and overtime pay needs to be proved. 2. Demotion and salary reduction need to be determined in writing after consultation with employees. If the employee disagrees, he can report it to the superior department. However, if the company has evidence that it needs to be transferred according to the company's current situation, employees should accept it.

Question 2: What should the company do if it demotes or changes jobs for no reason? If the company is demoted or transferred for no reason, and you think your rights and interests have been infringed, you can apply to the local labor arbitration committee for arbitration, or you can report to the labor inspection brigade and ask the law enforcement department for help.

Question 3: What is the reason for demotion, salary reduction and post transfer 1? If the company is not operating well, it will naturally have such measures. Accept it if you can. If you don't accept it, the contract will be terminated, and you can choose.

I experienced the crisis in 2008. Comparatively speaking, it is more economical to terminate the contract, and compensation and unemployment benefits can be taken, which is not worse than salary reduction.

If the employee does something wrong, he will be fined, paid and demoted.

Question 4: I don't want the company to be transferred and demoted. The company's refusal to transfer to the company is a change of the labor contract. If you don't negotiate and sign a change labor contract with you according to Article 35 of the Labor Contract Law, you can't change it forcibly, otherwise it will violate the Labor Contract Law. The employer dissolves or terminates the labor contract, except in special circumstances (such as serious violation of the rules and regulations of the employer; Serious dereliction of duty, graft, causing great damage to the employer; Be investigated for criminal responsibility according to law. ), of course there should be economic compensation or compensation. In accordance with the provisions of the labor contract law and the labor contract, the employer shall pay economic compensation to the workers in accordance with the provisions of Articles 46 and 47 of the Labor Contract Law; In case of violation of the Labor Contract Law and the Labor Contract, the employing unit shall, in accordance with the provisions of Articles 48 and 87 of the Labor Contract Law, pay the laborer compensation equivalent to twice the economic compensation. See Article 27 of the Regulations for the Implementation of the Labor Contract Law for the calculation scope of economic compensation. If the employer fails to notify the employee in writing 30 days in advance, it shall also pay the employee an extra month's salary according to the provisions of Article 40 of the Labor Contract Law. The employing unit shall also provide you with the certificate of dissolution of the labor contract stipulated in Article 50 of the Labor Contract Law, and the contents of the certificate shall conform to the provisions of Article 24 of the Regulations for the Implementation of the Labor Contract Law. Please refer to Article 9 of the Interim Provisions on Payment of Wages and Article 50 of the Labor Contract Law for the time of paying economic compensation when dissolving the labor contract. If the payment is not made on time, the employer may be required to implement Article 3, Article 10 of the Measures for Economic Compensation for Violation and Termination of Labor Contracts and Article 85 of the Labor Contract Law. If you carefully look at the content of my answer above, you can fully understand the meaning of my answer. You can search these contents online to find the full text.

Question 5: Under what circumstances can the company arrange employees to wait for posts or affect the company's operating conditions (but it is still operating normally at present), the property management company has withdrawn a residential area, and the company has recently arranged dozens of employees and managers to wait for posts (80% of the minimum wage, no fixed term, no written notice, and they have to sign in to the company every day). If you don't want to wait for the post, arrange to do chores (pull weeds and sweep the floor). Wages are paid according to the minimum wage standard, and they will be ignored if they don't want to, or the company has arranged to put on record in the labor department for waiting for jobs, and the company has the support of * * * *. Some employees hope that the company will directly dismiss them and give them the compensation they deserve, but the company does not agree, saying that the company has not dismissed anyone, but just arranged for waiting for posts, and will not care if they are unwilling. Someone went to the labor department to complain, and the answer was that there were too many complaints now, and it would be too late to deal with them when the others were handled. Basically, these people who are arranged to wait for work will resign automatically. Is this arrangement legal for the company? What should these people do?

One more thing: the company signed a labor contract with employees before, but signed a new contract before it expired at the end of last year, and all the wages above 1.300 yuan were rewritten as 1.300 yuan. Everyone knows it's illegal, but the actual salary has not changed, and there is no other way but to sign it.

Question 6: If you are demoted and forced to fill in the resignation application, you may not obey or write a resignation letter. Unilateral transfer of posts without mutual agreement is a unilateral change of labor contract, and it is illegal to fail to provide working conditions according to the original contract.

According to Article 29 of the Labor Contract Law, the employer and the employee shall fully perform their respective obligations in accordance with the labor contract.

Article 35 The employer and the employee may change the contents agreed in the labor contract through consultation. Changes to the labor contract shall be made in written form.

The revised text of the labor contract shall be held by the employer and the employee respectively.

Question 7: How about demotion with pay * * * Hello:

According to the driver's explanation in the Supreme People's Court's Labor Contract Law, if the company unilaterally adjusts the post and reduces the salary, if you don't agree, you'd better file a written objection within one month and keep the relevant objection evidence, otherwise it is likely to be regarded as your acquiescence. In addition, if the company pays according to the reduced salary, you should also submit the notice of paying the salary difference to the company in time and keep the relevant evidence. If the company still doesn't correct it by then, you can ask the company for compensation.

In addition, if the company dismissed you at that time, you can claim illegal termination of compensation.

Question 8: Can the company apply for labor arbitration for demotion or transfer from post on the grounds of quarrel? The company was demoted and transferred from its post on the grounds of quarrel, which did not conform to the provisions of the labor law. This reason is not sufficient, and it is illegal to demote and transfer them from their posts. You can disagree or directly apply for labor arbitration to safeguard your legitimate rights and interests.

Question 9: What should I do if the company forces me to leave my job by means of post adjustment, demotion and salary reduction? In fact, there are four possibilities for this situation. One possibility is that you think too much and the company's efficiency is not good. Many positions are unnecessary, so they will be transferred and demoted. The second possibility is that your working ability is really limited, you can't complete the tasks and requirements of your current position, and you don't meet the standards, so you have to be transferred, demoted and reduced in salary; The third possibility is that, as you said, the company will force you to leave by transferring posts, demoting and reducing salary; There is one last possibility. Maybe the superior wants to test you to see how you handle the pressure, whether you can love the company without regrets and obey the arrangement, so you should analyze which one. If it is the first and last one, I suggest you continue to work hard. This is a kind of exercise. If it is the second, you should work hard to improve your ability and make yourself stronger. Then, if you want to stay, stay. If you don't want to stay, there will be better companies to use you. In the third case, it is meaningless to stay. Be ready to find your next job, but don't leave until you find it. You should enjoy your salary and strive for more rights and interests for yourself.