Can I show the pay slip to others?

Article 39 of the Labor Contract Law stipulates that the employer may terminate the labor contract under any of the following circumstances: 1, the probation period does not meet the employment conditions; 2, a serious violation of the rules and regulations of the employer; 3, serious dereliction of duty, corruption, causing great damage to the employer; 4. Being investigated for criminal responsibility; ..... According to the provisions of Article 39 of the Labor Contract Law, when the labor contract is dissolved, the employer does not need to pay economic compensation to the employee, such as the employee being sentenced or seriously dereliction of duty, which makes it more difficult. Many employers want to dismiss employees without paying the cost, so they have the idea of "rules and regulations". Many companies write some strange clauses in the employee handbook for the simple purpose of dismissing the employee according to the regulations in the future. Case 1: It is illegal to disclose wage terms. Can employees be dismissed without compensation? Different places have different treatment methods. In fact, each case is different. The author found a case on the refereeing document online. Employees can't be fired for leaking wages. Case number: (20 18) Su 0583 Min Chunuo. 13538, Zhao joined a construction company on 20 13, and on 20 18, the company issued a notice to Zhao to dissolve the labor contract. Zhao believed that the company illegally dissolved the labor relationship and filed a labor arbitration. The company believes that Zhao has repeatedly violated the company management system. Zhao signed a letter of commitment to keep the bonus confidential, but after he got the bonus, he leaked his bonus to other employees, which violated the company's rules and regulations. The company may terminate the labor contract with Zhao according to Article 39 of the Labor Contract Law. The local arbitration commission supported the company and rejected all Zhao's arbitration requests. Zhao refused to accept and sued the company to the court. The court held that regarding Zhao's disclosure of wages and bonuses, according to Article 46 of the Labor Law (1), the distribution of wages should follow the principle of distribution according to work and equal pay for equal work. This system is the basic requirement of labor laws and regulations, and the disclosure of income is the premise of equal pay for equal work. The year-end bonus also belongs to the salary category. Therefore, the clause of "salary secrecy" in the company's rules and regulations is contrary to the legal provisions and cannot be used as the basis for trial. In the end, the court decided to support Zhao's claim.