"A few days ago, I just decided to change departments with the company leaders, and negotiated the transfer grade and salary." Not long ago, Li Chen (pseudonym), who works at an Internet company in Shanghai, told reporters that in order to make this job transfer negotiation meet expectations, Knowing the salary levels of colleagues in the same industry or at the same level in advance is key. However, due to the company's confidentiality regulations on employee salaries, Li Chen's preparations could only be carried out "secretly." In recent years, "confidential salary system" regulations such as "prohibiting employees from exchanging personal salary information" have been written into the management systems of many companies, and some of them are even directly reflected in labor contracts. (See "Worker Daily" on April 1)
Nowadays, it is a common practice for some companies to implement a "secret salary system". Relevant news caused by this system have repeatedly appeared in the media. In April 2023, a piece of news that "an employee was fired for disclosing his salary to a former colleague" also made the rounds. Hot search.
Why do employers favor the "secret salary system"? On the one hand, it can avoid salary comparisons among employees, thereby reducing vicious competition or crowding out, preventing employees from changing jobs due to mental imbalance, and helping to maintain employment stability. On the other hand, the incentive effect of salary can be better exerted. In the view of some companies, the salary of core technical positions and positions that are difficult to quantitatively assess should be linked to personal abilities, work performance, overtime status and even the value generated by human resources. The implementation of a "secret salary system" will help newcomers in the workplace enjoy To achieve a higher salary than that of "elderly people", the motivational effect of salary can be better utilized.
How do the majority of employees view the "secret salary system"? A few people believe that salary is personal privacy, and employers do not disclose it or even stipulate that they cannot inquire about each other's salary to protect personal privacy. More people believe that the "secret salary system" may hide unfair distribution, such as unequal pay for equal work - new employees have strong bargaining power and are paid much higher than old employees; another example is who will be given a salary increase and how much. The decision-making power lies in the hands of the leaders of each department, and the "secret salary system" can easily become a bargaining chip to form cliques and maintain small circles. In addition, the "secret salary system" is not conducive to employees finding their own position, clarifying their individual value and room for improvement when adjusting their positions, so that they can communicate and negotiate with the employer with a clear understanding of salary negotiations.
It can be seen that the "secret salary system" facilitates the management and development of the employer, but for employees, it may mean information asymmetry and deprivation of the right to know about labor remuneration. To satisfy employees' right to know their remuneration, employers should let employees know whether equal pay is equal for equal work. Even if full equal pay for equal work is not possible, employees should be informed of the differences and their relative position in the organization.
According to a lawyer, the current law does not clearly stipulate the salary confidentiality system, nor does it restrict salary confidentiality as a labor contract clause, so the "confidential salary system" does not violate the mandatory provisions of the law. Despite this, the salary confidentiality system must also follow the principles of rationality, scientificity, and completeness. First, whether to implement a "secret salary system" must play a role in the deliberation and voting of the employee representative conference; secondly, the "secret salary system" must be properly managed. Even if this system is implemented, the amount can only be kept secret, and the salary rules should be made public; thirdly, the "secret salary system" cannot be abused. If an enterprise fires employees on the grounds of so-called "leakage", it is suspected of infringing on workers. Legitimate interests.
In recent years, as young people "rectify the workplace", more and more people believe that exploring an open and reasonable salary disclosure system is in line with the development trend. In the final analysis, the key to reducing staff turnover may not lie in salary confidentiality, but in the openness and transparency of salary grades, structures, and standards. By allowing employees to make money clearly, labor relations can be more harmonious, and personal careers and unit businesses can achieve better development.
He Yonghai
(Worker Daily)