Due to the isolation of epidemic prevention and control, the company issued a notice saying that it would reduce the salary, and said that it was isolated for personal reasons, so it was deducted more

Due to the isolation of epidemic prevention and control, the company issued a notice saying that it would reduce the salary, and said that it was isolated for personal reasons, so it was deducted more. Is this legal? It is illegal for the company to reduce its salary because of epidemic prevention and isolation.

If the employing unit has difficulties in production and operation due to the epidemic, it can stabilize its work by adjusting its posts and wages through consultation with the workers.

Without consensus, neither party to a labor contract has the right to unilaterally change the contents of the labor contract. However, within a fair and reasonable range, the employer may exercise appropriate unilateral post adjustment rights to the workers. If the labor contract expires during the period of isolation treatment or medical observation of employees, or during the period when the government implements isolation measures or other emergency measures, it shall be postponed to the period of medical treatment, medical observation, isolation or the end of emergency measures taken by the government respectively.

An employing unit that unilaterally transfers workers shall meet the following conditions and be reasonable:

1, the post adjustment is based on the production and operation needs of the employer or due to factors such as the personal ability and work attitude of the workers;

2. Wages and benefits before and after post adjustment should be equal. Although the employer has certain autonomy in employment, it is still not allowed to unilaterally reduce the wages and benefits of workers without consensus;

3. Whether the post adjustment increases the labor cost of workers. That is, the change of the geographical location of the workplace should not cause a greater burden on the work cost of taking care of the family and commuting;

4, shall not be insulting and punitive. The employer's unilateral transfer of workers must be for the legitimate and reasonable needs of its operation, and cannot be insulting or punitive for other unreasonable reasons.