别拿绩效工资说事儿诚然,为增强员工积极性、提高企业效益,在劳资双方签订的合同中,可就绩效条件作出规定,但“甲方布置的阶段性或临时性工作要求”应限定在合理合法的范围之内。因为法律规定“用人单位免除自己的法定责任、排除劳动者权利的”劳动合同无效或者部分无效。也就是说,一般情况下,这些“量化工作”能为员工顺利完成, Do not take performance pay to say things Indeed, in order to enhance the enthusiasm of staff and improve the effectiveness of enterprises in the contract signed by both employers and employees, the performance conditions may be provided, but “Party A arranged the stage or temporary work requirements” should Limited to a reasonable and legal scope. Because the law provides “Employing units to exempt their legal responsibilities to exclude the rights of workers,” the labor contract is invalid or partially invalid. In other words, under normal circumstances, these “quantitative work” can be successfully completed for employees,