Return Case ListLabor Dispute
Dispute over illegal probationary wage agreement at a Fujian-based technology company
Case Summary
原告张某于2024年1月1日入职被告福建某科技有限公司，担任销售专员一职，双方签订了书面劳动合同，约定合同期限3年，试用期6个月，转正后月工资8000元，试用期月工资5000元。原告入职后，发现被告约定的试用期工资低于法定标准，多次要求被告补足试用期工资差额，被告均拒绝。2024年6月30日，原告试用期转正后，诉至法院，要求被告补足2024年1月1日至2024年6月30日期间的试用期工资差额14400元。
Key Dispute
1.Does the probationary wage agreed upon by the defendant comply with legal standards?
2.Is there a legal basis for the plaintiff's claim regarding the difference in probationary wages?
3.Should the defendant make up the difference in the plaintiff's probationary period wages?
Case Strategy
1.Secure core evidence such as the fixed-term written labor contract, payroll records, and communication logs between both parties.
2.Produce evidence that the plaintiff and defendant agreed on a 6-month probation period, with a monthly salary of 8000 yuan after confirmation and 5000 yuan during the probation period.
3.Demonstrate that, in accordance with the Labor Contract Law, an employee's wage during the probation period must not be less than 80% of either the lowest wage for the same position within the unit or the wage stipulated in the labor contract, and must also not be lower than the local minimum wage standard.
4.Calculate the plaintiff's statutory minimum wage during the probation period. The monthly salary agreed upon in the labor contract after regularization is 8000 yuan; 80% of this amount is 6400 yuan. However, the defendant's agreed monthly probationary wage of 5000 yuan falls below the statutory standard. The monthly shortfall is 1400 yuan, totaling 8400 yuan over 6 months. Additionally, the defendant must pay economic compensation for unpaid wages of 6000 yuan, bringing the total to 14400 yuan, which complies with legal provisions.
Processing Result
法院判决被告福建某科技有限公司于判决生效之日起十日内，向原告张某补足2024年1月1日至2024年6月30日期间的试用期工资差额14400元；被告承担本案全部诉讼费。