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案例2005年12月7日,北京某通信公司与侯某签订《员工聘用协议书》,期限自2005年12月7日至2006年12月7日,其中试用期3个月。2005年12月14日,该公司出台《市场部人员绩效工资标准(暂行)》,大幅度降低市场部人员的基本工资,提高了绩效工资的比例。侯某表示不予接受该标准。该公司遂于2006年1月1日作出《对侯某按自动离职处理通知》,称:侯某在试用期内违反公司纪律,不能完成本职工作,公司对其提出口头警告,并记入档案;侯某不执行该公司《市场部人员绩效工资标准(暂行)》,按自动离职处理。侯某向当地劳动争议仲裁委员会申诉,要求公司支付其解除劳动合同的经济补偿金。
Case On December 7, 2005, a telecommunications company in Beijing signed an Employee Employment Agreement with Hou Mou, from December 7, 2005 to December 7, 2006 with a probation period of 3 months. On December 14, 2005, the company promulgated the “Performance Standards for Temporary Personnel in Marketing Departments (Interim)”, which substantially reduced the basic salaries of marketing personnel and raised the proportion of performance salaries. Houmou said they will not accept the standard. The company then made in January 1, 2006 “Houmou press automatically leave notice”, saying: Houmou breach of company discipline during the probationary period, can not complete their work, the company made an oral warning and credited to the file ; Hou Mou does not implement the company “Marketing Department staff performance pay standards (Interim)”, according to automatic resignation. Hou Mou appealed to the local Labor Dispute Arbitration Commission, requiring the company to pay the economic compensation for canceling the labor contract.