Before answering the questions,
should first understand the “pay secrecy”.
most enterprises have regulations on wage secrecy.
When an employee signs a labor contract or an employee’s manual, he or she has already signed and confirmed the relevant salary confidentiality clause.
company usually stipulates that once a violation of the principle of wage secrecy is violated, the warning will be given lightly and the penalty shall be dismissed.
implement the principle of wage secrecy?
< p > in practice, it is difficult to measure the performance of some posts, and the salary can not reflect the absolute fairness of performance directly.
The < p > < strong > confidentiality pay system can give managers greater freedom to avoid some “unfair” sensitive issues.
< p > in addition, unknowledgeable employees are more likely to enjoy themselves, work well, and do not produce psychological disparity, negative slack, job-hopping, and make the supervisor raise salary.
At the same time, through salary confidentiality, the enterprise can give the employees who have strong ability, good performance and excellent performance relatively high salary to retain talents. The principle of salary confidentiality has a certain protective effect on those who need to be retained. Others do not know, then the employees with high salary will not be jealous and excluded.
pay secrecy come from?
has come from the practice of wage negotiations in western human resource management. At present, it has been widely applied in the first and second tier cities.
According to my experience, working in a company for a period of one and a half to two years is the most likely time to change jobs, because employees feel the situation of the company is almost the same, their own prices are clear, and naturally begin to price themselves. If the pay increases, the job hopping will happen.
therefore, the secrecy work of enterprises is still very necessary, otherwise the job hopping cycle will be shorter.
< p > In order to keep the salary confidential, the salary slips issued by the company are also confidential salary slips. Some are sealed in envelopes, some are shaded on both sides, and some are electronic salary slips.
OK, answer the above questions again.
Does the employer need to position the offer based on my previous salary?
This is the way most enterprises operate HR, which is based on your comprehensive ability, past salary, corporate budget, market quotations and many other factors give a reasonable proportion of the increase. < br > if you say, no, no one asked me about my previous salary when I was looking for a job, asked me what I expected, and hired me. There are several possibilities: < br > either your salary expectations are low, there’s no need to ask for your previous proof; < br > or your rank is low, your expectations are in the budget, and you don’t need to provide a salary proof, or even ask for your past salary; < br > there’s also the possibility that the company’s HR is not professional enough and all kinds of process operations are performed. It’s not the mainstream of the market – that’s your luck. < Li >< strong > As a person who needs and likes the job, what can we do if we can’t refuse the offer directly?
it is said that the United States really does not ask about past wages, it is entirely personal privacy.
, however, we still have to face the reality, of course, to provide wage certificates. Br > Ask any headhunter in the headhunting circle whether he or she gets 500,000 or several million dollars a year, and provide a salary certificate. Strict companies need bank pipelining, and companies need bank pipelining for salary processing.
you can not provide, of course, the company does not employ, it’s as simple as that.
Of course, I also heard that some big gods don’t provide current salary information, or only give a range, the headhunter side can pass, then the Offer still has to provide. It’s true that < br > doesn’t provide proof of pay, provided you’re really a rare god, and you’re not strong enough or in urgent need of your business. < li > < strong > My salary confidentiality agreement with my former company will not expire because I am not working there, nor will my disclosure be justified because the new company offered me an offer. Even new companies don’t want employees to disclose salary levels to other competitors after they leave, do they? < br > confidentiality agreements are valid, but nobody is enforcing them, and nobody is tracking the departure. The other is your position < br > that the nature of the pay confidentiality system is to maximize the interests of the business, not your own. Businesses don’t care whether you’re looking for a job or not. They disclose your salary to the new company, and they don’t have the energy to investigate. It’s just a constraint on you. Br > As for you, in the domestic job hunting, pay as privacy to operate, loyalty to all companies, no one wants to know your past salary information, brother, you still job-hopping? The fact is, when a headhunter or HR talks to you on the phone, they say, “This guy has a brain problem.” < Li >< strong > If the employee provides a fake bank flow statement and is not detected, and HR knows that this is not uncommon, then what is the point of making this request to the employee? < br > If you do not provide bank flow is your problem, not the problem of HR. < br > are you offering a fake flow, or is it your problem, or is it not HR problem, the company at least checks, eliminating candidates who can not provide, false compensation. The headhunters in the rivers and lakes all know how deep the water of wage false report is, and don’t go too far. Everyone opens one eye and closes one eye to make up a list.
Of course, if you lie about your salary, offer fake banking services, and get into the office, all the information you provide goes into your personal files, and you’re in the right place in the business. If someone wants to kill you, say you’re giving fake information and you’re GAME OVER — it’s actually just another card in the business. .
< p > Many companies use various tax avoidance methods to create a big gap between the card payroll and the actual income of many people. If other companies in the industry do the same, it is not a big problem to find a job, and other evidence can prove your income.
< p > Normally, formal companies only accept bank pipelining, which is to say, the entry of a paycard’s payroll record. Other forms of cash payment do not prove to be your income, and will also cause difficulties in future pay negotiations.
In short, in the formal company, pay salaries, pay a tax, job talks about money when the difficulty will be very little.
The status quo is that Offer wants you to provide banking pipelining, of course, and don’t think it’s useless without Niu X.