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id="7tfvh"></form></style></em></menu></div> <div id="o7ofsm8" class="ad_top"></div> <div class="j9rcm8l" id="main"> <div id="xwpnsym" class="daohang"><a href="/" class="logo" title="應屆畢業(yè)生網(wǎng)" target="_blank"></a><a href='http://www.xianruitang.com/hr/' title="人力資源">人力資源</a> > <a href='http://www.xianruitang.com/hr/HRshizhan/' title="HR實(shí)戰">HR實(shí)戰</a> > 員工收入記錄不明，企業(yè)“后果很?chē)乐亍?/div> <div id="twvh2xt" class="ad_nav"></div> <div class="sb3ccm8" id="mainleft"> <div id="esmosys" class="mainleft_article"> <div id="hvm33gg" class="ad_content_top"></div> <h1 class="title">員工收入記錄不明，企業(yè)“后果很?chē)乐亍?/h1> <div id="utf9n73" class="count"><span id="fjvpwyp" class="time">發(fā)布時(shí)間:2017-05-18</span><span id="r84j8ff" class="from">編輯：</span><span id="lzw9k4t" class="phone"></span></div> <div id="camqr8u" class="content"> <div id="th8xmte" class="ad_top_left"></div> <div id="3lajqrd" class="blank1"></div> <div id="z3dnubs" class="ad_top_left2"></div> </p> <p> 隨著(zhù)房貸的收緊和首付比例的提高，<a href='http://www.xianruitang.com/hr/xinchouguanli/' target='_blank'><u>工資</u></a>證明上虛開(kāi)的工資收入為企業(yè)埋下許多安全隱患。同時(shí)，一些公司不注重工資領(lǐng)取簽字制度，也會(huì )在勞動(dòng)爭議訴訟案件中處于劣勢地位。這些管理上的漏洞給企業(yè)造成的損失不容小視。</p> <p> 為此，英才網(wǎng)聯(lián)旗下英才網(wǎng)舉辦了題為“員工工資與管理的風(fēng)險及應對技巧”的主題沙龍，特邀北京市天沐律師事務(wù)所張濤律師，結合生動(dòng)案例為醫藥行業(yè)的<a href='http://www.xianruitang.com/hr/' target='_blank'><u>HR</u></a>們詳細講解員工工資管理細節、風(fēng)險規避以及應對之策。</p> <p> <strong>因收入證明記載數據失實(shí)引起糾紛不容忽視</strong></p> <p> 案例：洪某2008年5月入職一家公司，擔任副總經(jīng)理職務(wù)。2009年4月，因與公司股東發(fā)生爭議，遂離職并未辦理工作交接。后提出勞動(dòng)仲裁，要求支付2008年6月至2009年4月期間未簽訂書(shū)面勞動(dòng)合同的雙倍工資。2008年7月，洪某為申請貸款購房，利用職務(wù)之便讓財務(wù)人員為其虛開(kāi)收入證明：洪某擔任公司副總經(jīng)理，固定月工資15000元，獎金和紅利等月平均10000元。洪某據此主張雙倍工資差額275000元。</p> <p> 此案申請勞動(dòng)爭議仲裁結果為，因洪某持有公司蓋章收入證明，判定收入證明記載為雙倍賠償工資基數，支持275000主張。而此案提交法院審理后，經(jīng)過(guò)嚴密調查認為：雙倍工資應為固定工資部分，且收入證明書(shū)寫(xiě)內容較含糊，并且未查到除15000月薪外其他獎金發(fā)放證據。因此，雙倍工資基數從應發(fā)和已發(fā)數固定工資數目來(lái)計算，故判決賠償150000元。</p> <p> 張律師指出，首先合同管理不善，導致勞動(dòng)者以此為由要求企業(yè)賠償，給企業(yè)造成一定損失。其次，工資收入證明失實(shí)導致企業(yè)在勞動(dòng)仲裁過(guò)程中處于不利地位。盡管最終由法院判決未予支持獎金數目，但整個(gè)訴訟過(guò)程必將耗費人力、物力資源，對企業(yè)生產(chǎn)經(jīng)營(yíng)產(chǎn)生一定不利影響。</p> <p> 為了規避此類(lèi)風(fēng)險，張律師提出，企業(yè)應嚴格管理勞動(dòng)合同簽訂及存放，從根本上杜絕此類(lèi)案件發(fā)生。在開(kāi)具收入證明時(shí)應謹慎，本著(zhù)真實(shí)原則。如因其他原因需要開(kāi)具與事實(shí)有出入的收入證明，企業(yè)應要求勞動(dòng)者寫(xiě)個(gè)人聲明或承諾，說(shuō)明該證明何時(shí)開(kāi)具，用于何種目的，工資數額不作為日后主張等。</p> <p> 另外，針對此案情節，張律師提醒HR注意，洪某提出雙倍工資補償，法院雖未采信獎金10000元主張，但如果洪某另行起訴，要求補發(fā)收入證明上載明的獎金與紅利數目，企業(yè)將承擔不利后果。</p> <p> <strong>未執行工資領(lǐng)取簽字制度，工資數目確定難</strong></p> <p> 工資發(fā)放形式主要有直接轉入員工工資卡和現金發(fā)放兩種。無(wú)論哪一種發(fā)放方式，均應由員工本人簽字確認。</p> <p> 案例：中關(guān)村一子企業(yè)創(chuàng )業(yè)伊始，人數較少，全體工作人員只有五人。高某大學(xué)畢業(yè)后，2008年10月進(jìn)入該公司擔任代表。期間月薪2500元以現金形式發(fā)放。由于公司人數較少，財務(wù)人員雖制作相關(guān)報表但并未執行簽字確認制度。2009年6月，因上半年沒(méi)有銷(xiāo)售業(yè)績(jì)高某提出辭職，并持有公司開(kāi)具離職證明。次月高某向勞動(dòng)仲裁委員會(huì )提出仲裁，聲稱(chēng)月薪4000元，公司未與之簽訂勞動(dòng)合同，要求公司支付7個(gè)月雙倍工資賠償。</p> <p> </div> <div 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