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2012年3月,韩某应聘至某百货公司工作,并与公司签订了为期2年的劳动合同。合同约定试用期6个月,试用期内月工资为1100元,转正后月工资为1500元。10月份韩某无意中了解到,劳动合同期限不足3年的,试用期最长不得超过2个月。自己与公司签订了为期2年的劳动合同,试用期定为6个月明显违法,且试用期内的月工资比转正后每月少400元。超期4个月,自己就少收入1600元。于是,他向公司领导提出补发超出法定试用期限工资1600元的要求。遭到拒绝后,他诉至当地劳动争议仲裁院。仲裁院审理后,支持了韩某的请求。
In March 2012, Han recruited a department store to work and signed a two-year labor contract with the company. The contract stipulates that the probationary period should be 6 months. During the probationary period, the monthly salary is 1,100 yuan, and the monthly salary after the transfer is 1,500 yuan. In October Hanmou accidentally learned that the duration of the labor contract is less than 3 years, the probationary period of not more than 2 months. He and the company signed a two-year labor contract, the probation period of 6 months was clearly illegal, and the monthly salary during the probationary period is less than the monthly positive 400 yuan. Extended 4 months, their own income of 1,600 yuan less. So, he proposed to the company leadership reimbursement beyond the statutory probationary period wage 1,600 yuan requirements. After being denied, he sued to the local labor dispute arbitration court. After hearing the Arbitration Court, Han’s request was supported.