Avoid Becoming Bosses In The Workplace.

　　 Boss and Workers It has always been in the opposite position in today's workplace society. No matter how good a boss is, plus how to lay off good workers, as long as you are in the working state, do not think that your boss will become your workplace. Never regard bosses as good people. They increase their value by using the skills created by their employees. Sales volume If your waist is bulging, your boss will be happy; otherwise, think about your consequences.

Never turn bosses into workplace bosses.

1, the trick is to use annual salary as bait.

Tina job hopping to a company as head of operations department, the company hired her, gave the "annual salary of 100 thousand yuan" commitment, and promised annual wage increase of 5000~10000 yuan, year-end bonus, half a month's rest every year, the company will also organize regular departments to participate in all kinds of free training.

Tina decided to enter the company by taking all kinds of attractive promises. However, none of these promises were faithfully fulfilled. If you don't say that the annual salary of 100 thousand yuan is not paid, the company says that 100 thousand yuan is only a percentage, including the performance determined Commission, vacation, training, and training. But these promises were only oral, without legal effect, and Tina could only swallow them up.

Alarm bell:

"Annual salary N million" is now a fashionable and attractive word, but it has a certain deceptive nature, and enterprises and employees can make a completely different understanding of it. Employees believe that the annual salary is 12 months' salary plus, which is to divide the annual salary into 12 parts and divide them into 13 parts (including year-end salary). But this is not the explanation for enterprises. They think that the annual salary is the maximum amount of money that can be obtained after a year, and at the same time, it is necessary to accept many conditions to get it. Why is there a difference in understanding? This is because "annual salary" is a new word, without rules and regulations defining or restricting it, and thus becomes a pretext for enterprises to exploit loopholes.

How to get annual salary trap What can we do to reduce our losses?

First of all, don't be confused by "annual salary". You must know what the monthly salary is. Because the annual salary is small or medium-sized enterprises or private enterprises, annual salary is often the boss can change a word, if can not start to protect their interests, and so on the money, he will say that the business is not good, no money to send, then you will be very passive. The advertisement says that the annual salary is only tens of thousands of dollars, just to attract talents.

Secondly, if the above methods can not be negotiated, they can be specified by indicators, according to the completion of the task and assessment of the situation. But for senior management is not very applicable, because the management system is not well established, the boss will often find many problems, you want to get the agreed annual salary will often come to nothing.

Third, it is the question of taxation. At this stage, the state only has to pay the monthly tax standard. If you calculate the annual income according to the income tax, your annual salary will be 20% tax payable. When you discuss the annual salary with your boss, you must discuss how to pay taxes, which will determine whether he can give you the real annual salary.

There is a relatively simple way to make it hard for you to fall into a trap. It is to say hello to the proportion of the annual salary of the total monthly salary. The total monthly salary in general accounts for more than 80% of the annual salary, which accounts for 50% to 80% of the annual salary. It is doubtful that the annual salary will be less than 50%.

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2, the trick is to pay you high wages, no matter what the insurance is.

Tang Ni has worked as an advertising interactive designer for 3 years. He has accumulated a lot of experience and won a good reputation in the industry. Not long ago, a private advertising company took a high salary of 13 thousand yuan a month to dig her. When consulting the wage amount, the company chief said, "our company is not responsible for paying four of the employees. First of all, because the industry has strong liquidity, it is not very meaningful to transfer the files. Secondly, you are all high-quality talents and are very popular in the talent market. Even if you leave the company, you will be able to find a job right away. Over the past few years, no employee of the company has been unemployed since he left the company. Now that he will not lose his job, will he pay the unemployment insurance premium instead of paying it? And I will give you a high salary, which includes money for commercial life insurance and commercial medical insurance. I hope you can reach agreement with the company. "

Tang Ni thought about what the boss said was right, so he agreed. When we met at school, we were very concerned about the treatment of Tang Nixin. When she learned this, one of her classmates reminded me: "it seems to be illegal, and it is also bad for you. Who is right in the future?

But Tang Ni thought, the boss said that it would be OK for both sides to reach a consensus. This is something you and I would like to do. Besides, I have already promised to say that it is not right and wrong.

Alarm bell:

The company's practices and Tang Ni's ideas are wrong. To participate in social insurance and to pay unemployment insurance premiums is by no means a non participation by employers, and it can be waived by the consent of the workers. The labor law clearly stipulates that employing units and workers must participate in social insurance according to law and pay social insurance premiums, which is mandatory. Many companies refuse to provide insurance for their employees on the grounds that the files are not transferred. In fact, there is no such provision in the labor law. Where files are kept is entirely up to you, but companies must insure their employees, which is not directly related to where your files are located.

Therefore, Tang Ni should put forward the requirement of "four risks" to the unit. If the unit is willing to act arbitrarily, and Tang Ni is worried about his work and unwilling to "offend" the boss, he can also report to the relevant departments, or even apply for arbitration when he is leaving the enterprise later. The eighty-second provision of the labor law stipulates that "the party who submitted the arbitration request shall submit a written application to the labor dispute arbitration committee within 60 days from the date of the occurrence of the labor dispute." The so-called "day of labor dispute" is the day when the party "knows or should know" that his rights are infringed. From this point of view, Tang Ni can also set a record of "behind the scenes" and "sit down and talk" with him within 60 days after "goodbye" with his boss. In this way, we can keep "four risks" and do not worry about being retaliated by the boss.

Remember to keep your employment contract signed with the company, which will be an important "giving evidence". Remember that when the company is negotiating with you privately, "give a certain amount of compensation, no matter how it is renewed", refuse it solemnly - because it is a very troublesome thing to do it yourself.

3, the usual tactics increase workload, salary is not added.

At first, Michelle came to this magazine as an editor of the process. For a while, the magazine staffs were in short supply, so Michelle had been working at the front desk. One day, when the boss learned that she was studying for a finance related course, she handed over part of the accounting work to the magazine. From then on, Michelle began her busy days, and the workload was astonishing. She had to use a lot of private time to work overtime, but she couldn't finish everything. Michelle has asked her boss to reflect several times, but the boss has always used various excuses to prevaricate her, but he always refused to raise salary. There was no reason to do a lot of work, wages did not see the rise, Michelle was mad.

Alarm bell:

Remind yourself every now and then that your salary should be directly proportional to the work you do. If the boss just increases your workload and refuses to get a raise, it is also a disguised squeeze.

Countermeasures:

1. record your extra tasks and time.

20 million understand that increasing workload does not necessarily mean being entrusted with heavy responsibilities. You may be a "soft persimmon" who has been pinched because of his good temper. Only if you prove that you have undertaken the extra work in a more efficient and creative way, and have made progress in the work process, can you be a bargaining chip in asking for a raise.

Never mind the idea of getting more work and more money, hoping that the boss will find his conscience. Take the courage to speak frankly with your boss. The salary increase may still be a distant dream, but the boss may make you lighten some of the workload. At least, let the boss notice that you are doing extra things, letting the boss know your name, which is always buried behind the pile of papers. This name refers to the name on your ID card, it is the name on your salary card, not the "Linda" or "Lily".

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4, the usual trick is not to pay wages.

Peng Peng's company has always kept a fairly "confidential" income for its employees, and wages have been paid to the bank through the bank without any pay slips. If you need money, you can go to the bank and never make notes. Sometimes I get a salary bonus, a bonus, a commission, and the total monthly income. She herself is also a "confused account". In short, it is fluctuating in a certain amount, with a difference of one hundred or two hundred yuan.

Later, Peng Peng intends to quit his studies and submit his resignation to the boss. The company does not agree, and has been dragging away from the relevant procedures. This dragged on for two months, during which Peng had been working, but after the company agreed to her resignation, two months' wages and commission were not given. Peng was indignant and applied for arbitration. However, when the arbitration tribunal asked for a contract and a salary slip, he failed to take it out, and the lawsuit dragged on for a long time.

Alarm bell:

Many people do not care much about the pay slips. After signing the finance department, they throw the little note into the garbage can. Some companies are looking for young people to care about their efforts. They simply don't even pay wages. As long as the wages are good, no one will come to the finance department for trouble. However, what you should understand is that you have the right to know and supervise your income, and the salary bar is the best form of expression. As one of the evidence, the wage bar will also play a voucher role in determining whether the enterprise will pay the wages on time. Therefore, we must keep good wages, if the enterprises do not provide wages, it is a tort.

Also, if you want to look at the pay slips, you must pay attention to the following three points:

Look at the total

Wages must be paid in full. The total monthly salary is fixed. It should be consistent with the amount signed in the labor contract, and no monetary wage can be replaced in kind. The Ministry of labor stipulates that enterprises can only deduct the insurance premium, housing accumulation fund and personal income tax of their employees in the wages, and other items can not be deducted unless they are in special circumstances.

Look at "four risks and one gold" and personal income tax

Looking at endowment insurance, medical insurance, industrial injury insurance, unemployment insurance and housing provident fund, whether these five items have been deducted from wages, whether they have entered your personal accounts, and the tax starting point of individual income tax in each city is different.

Many enterprises do not pay the actual wages of employees as the base of social insurance premiums, but only take part of the wages of employees, or even the minimum wage of the city as the base to pay social insurance premiums. Such behavior has seriously infringed upon the legitimate rights and interests of employees, and has posed a hidden danger for these employees to enjoy social insurance benefits in the future. The payment base of various social insurance is mainly determined by the total wages of the employees in the previous year. The total wages of the employed staff consist of six parts, namely, time wages, piecework wages, bonuses, allowances and allowances, overtime wages and wages paid under special circumstances. The cash and objects issued by various units in a variety of names should be regarded as wage statistics as long as they belong to the nature of labor remuneration and are not specified in the current statistical system.

Look at the time.

Whether the employer should pay at least once a month in accordance with the time stipulated in the labor contract, and in case of a statutory holiday or rest day, the wages paid through the bank shall not be delayed. Wages shall be paid in advance if the wages are paid directly. If a late day's salary is paid every month, it will be less than a month's salary after a few years.

5, the common trick is "last elimination".

Xiao Cao, a teacher at a private school, was very depressed recently because she had taught the two class final exam results in the last and the last third of the grade, which affected her annual performance appraisal. Xiao Cao felt very grieved because when she took over, the two classes were the worst grades. After her efforts, the average score had improved a lot, but because of the poor foundation, she was left behind in the rest of the class. Little Cao thought, I have done my best, and the students' performance has been steadily rising, and there is no irregularities. Why should I let them go?

Alarm bell:

Many enterprises are now implementing the "final elimination system" as a supervision of employees. However, according to the labor department, it is necessary for the enterprises to analyze the specific circumstances in order to terminate the labor contract on the grounds of "elimination of the last resort". There are two kinds of "last position" in the assessment of employees: one is not being able to work and is at the last position; the other is that although it is in the "last position", the "last position" still belongs to the scope of competence. For those employees who are not at work and at the end, even if they can implement the "elimination of the last position", they should strictly follow the procedures stipulated in the labor law.

The labor law clearly stipulates that the laborers are not competent, and the employers must train or adjust their jobs. Through training or adjusting the workers who are still not competent for the work, the employer should notify the worker himself in writing 30 days in advance, before the labor contract can be terminate. In addition, it must be explained that employers should implement the "elimination of the last resort" to terminate the labor contract according to the law, and pay the economic compensation to the employees according to the prescribed standards. That is, according to the working life of the employees in their units, the working hours will be given to the employees every year for a full month, and the economic compensation will be equivalent to one month's salary, which will not exceed 12 months at most.

If the employee is considered competent and eliminated by the last position, he may apply for labor arbitration to the labor dispute arbitration committee.

6, the usual tactics of resignation? Be fired? First fill in the "leave application"!

Wen Jie was a good salesman. After resigning from his less desirable job, she moved to a foreign company that was newly stationed in Shanghai. Who knows she met her former boss at a communications industry fair. Before she could speak, the new boss came up to them. They had known each other for a long time. The old boss took a look at Wen Jie, his face showing a smile.

From the second day, the bad luck fell on Wen Jie's head. First, the well done area was assigned to others. Then the plan that she had gone abroad to train was cancelled, and her colleagues at the same floor always had meetings when she was away. She was completely empty. Wen Jie knew that she had been treated so unfairly by her former boss, so that the supervisor later talked to her and told her that it was much better to leave than to stay. When Wen Jie was opened, the director of personnel asked her to fill out an application for leave. Wen Jie had no idea. She didn't know what would happen if she did so.

Alarm bell:

Some employers make their employees fill in the so-called resignation application when relieving labor relations with their employees. There were employees who resigned because of the problem of economic compensation and the original company's court. The company took out an application form filled out and signed by employees, proving that the unit's disengagement from employees is based on the employee's resignation. According to the law, the employer can not pay the economic compensation. Finally, the employee's hope was lost. Therefore, no matter whether the company is fired or fired by the company, do not think that completing the resignation application form is just a kind of resignation procedure. Once it is in black and white, it will bring bad consequences to itself.

Besides, you can not claim unemployment benefits. Because the unemployment insurance Ordinance stipulates that unemployment benefits can only be obtained if the employment is not interrupted because of my wish. Here, the "non self employment interruption of employment" refers to the following personnel: if the employer terminates the labor contract, the employer's expulsion, delisting and dismissal shall be made. Obviously, the employee's resignation is not a "non self employment interruption". According to the state regulations, unemployment benefits can not be enjoyed.