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无故将工资降低4000元 劳动者不从便被辞退 工会伸援手 被辞职工重回单位上班

2017-05-15 08:05:59   

争议双方和解

职工重回单位上班

仲裁庭审现场。

关芋菲陈述仲裁请求事项后,代表鈤经技术公司参加庭审的该公司人事部赵经理说:“我们不同意申请人的请求,因为在公司制定的绩效考核方案上,有她的签字,这表明她已确认同意按此标准对其进行考核。她在2016年12月没有达到业绩指标,所以,公司才提出解除劳动关系。对于解除劳动合同的原因,就是关芋菲不符合岗位要求。”

在举证质证环节,关芋菲提交了与公司签订的劳动合同、被解除劳动合同通知书、公司决定正式聘用她的offer,单位对这三项证据的真实性、证明目的均予认可。

仔细看了单位提交的绩效考核制度后,徐云律师说:“我方认可此证据的真实性,但不认可其合法性。该制度的内容违反法律相关规定,即使按照这一绩效考核方案,公司也不应与关芋菲解除劳动关系。”

赵经理反驳道:“从入职起,她就一直没完成公司规定的业绩指标,所以才辞退她。”

徐云律师说:“公司是违法解除。单位没有提供证据来证明申请人应完成销售业绩的标准是多少,相差多少额度。公司制定的绩效考核制度规定,员工在转正后出现三次不达标公司可解除劳动关系,而考核是按照季度进行的,即员工在转正后连续9个月未完成公司下达的业绩指标才能将其辞退。关芋菲是在2016年9月1日入职的,劳动合同规定试用期3个月,试用期间不考核业绩也不支付绩效奖金。从2016年12月1日起她才转正,即使按公司所说她业绩未达标,也只有一个月,根本没达到考核期限,所以公司与她解除劳动关系是违法解除。关芋菲不同意解除劳动合同,要求继续履行劳动关系。”

见赵经理不说话,徐云律师继续说:“赵经理长期从事人力资源工作应该明白,关芋菲在劳动关系存续期间没发生过任何过错,单位却要单方解除劳动合同,属于违法解除,对申请人不产生法律效力,当申请人要求继续履行劳动合同时,会得到法律支持的。”

见此情景,在双方均同意的情况下,仲裁员开始为他们进行调解。随后,赵经理代表鈤经技术公司与关芋菲签订调解协议书,同意继续履行劳动合同。

■工会说法

降薪属于变更劳动合同

须双方协商同意

目前已重新回到单位上班的关芋菲说:“其实我心里明白,公司以我不符合岗位要求为由来解除劳动合同只是个借口,无非是我不同意降薪罢了。”用人单位因效益不好给员工降薪,在现实中也是存在的,对于这个问题,北京市总工会法律服务中心的杨雪峰告诉记者,工资等劳动报酬是劳动合同的必备条款,依据《劳动合同法》第35条规定,用人单位与劳动者协商一致,可以变更劳动合同约定的内容。变更劳动合同,应当采用书面形式。变更后的劳动合同文本由用人单位和劳动者各执一份。

这就是说,用人单位要想给员工降薪,必须与对方协商,双方达成一致后采取书面形式进行更变。若员工不同意降薪,企业不能强行降低员工工资。鈤经技术公司因关芋菲不同意降薪就找其他借口解除劳动关系,这种行为有悖法律规定,构成违法解除。北京市高级人民法院、北京市劳动人事争议仲裁委员会在《关于审理劳动争议案件法律适用问题的解答》中明确答复,用人单位违法解除劳动合同,劳动者要求继续履行劳动合同的,一般应予以支持。所以,本案是以调解结案,双方握手言和,即使单位不同意调解,仲裁委仍可裁决支持关芋菲的请求事项。(本文当事人为化名)

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