One,
Can you find out that the salary certificate is forged?
Yes For enterprises, "there is almost no certification that can't be bought"; For individuals, it seems that there are no documents that can't be bought-small advertisements for "applying for a certificate" are all over the streets, and local police have cracked cases of "false certificates" every once in a while. People who sell certificates or forge certificates will certainly be punished, but the reason why these false certificates are always unimpeded in real life is that the institutions that require people to provide these certificates, certificates and certificates often don't care so much about the authenticity of these certificates.
1, counterfeiting phenomenon
In daily life, one of the activities that ordinary people are most often asked to produce various supporting documents is to borrow money to buy a house. Interviewed zhangyan (pseudonym) thinks she is a "very disciplined" person, but there is still a little moisture in the loan application materials she provided to the bank.
2. Verification of fraud
There are fake resumes in the workplace and also in the officialdom. Officials who have been exposed to age fraud and academic fraud have also heard about it in recent years. 20 1 1 Wang Yali, secretary of the former Communist Youth League Committee of Shijiazhuang, was exposed to be suspected of making fraud in identity, age, resume and files. According to the resume,/kloc-joined the army at the age of 0/2 and became a pharmacist in a hospital of the PLA. He even pretended to be the daughter of a wealthy businessman in order to compete for other people's inheritance, and took the fraud to the extreme.
Therefore, it is actually more difficult to verify the salary certificate.
Third, the determination of the salary certificate
Principle of fairness
1, internal fairness
(1) The efforts, contributions and achievements of employees are equal to their remuneration;
(2) The salary is equal to that of internal employees in the same position or with the same ability.
Employees' inner sense of justice first comes from their own evaluation of "input" and "return". From the time point of view, they are used to comparing their efforts and returns during this period with their efforts and returns during the previous period. If the "return/input" ratio increases on the basis of the past, it will produce a sense of fairness, otherwise it will be dissatisfied.
In addition, employees will compare their "report/input" ratio with people with the same position and nature in the company, or with people with the same ability but different abilities. If their rights are equal to or higher than others, they will have a sense of fairness and satisfaction, otherwise they will be dissatisfied.
In terms of internal fairness, employees often have an interesting phenomenon. They always think that their pay is higher than other employees and their income is lower than others.
2. External fairness
Employees will compare their salary with other people or classmates and relatives in the same industry in their region, thus creating a sense of fairness. The remuneration of enterprises should ensure external fairness, that is, they should have corresponding competitiveness. When the salary of employees is higher than that of other companies in the same industry for a certain period of time, employees will feel satisfied. In this case, enterprises are conducive to attracting and retaining outstanding talents and gaining a strong competitive advantage in human resources.
(2) Abide by legal principles.
The wage policy must comply with the relevant laws and regulations formulated by the state and local governments. For example, China promulgated the Labor Law, the Minimum Wage Guarantee Law, and the Labor Contract and Employment Regulations of Shenzhen Special Economic Zone.
Some enterprises have many problems in employment and salary system payment. On the one hand, it damages the labor rights and interests of employees, on the other hand, it destroys the social image of enterprises. We often see in the media labor disputes caused by enterprises' arrears of employees' wages, unreasonable wage structure, untimely payment of wages, violation of minimum wage standards or failure to pay social insurance according to government regulations.
There is a private enterprise that produces furniture. The benefits of the company are good, and most of the employees are foreign employees. The company has a policy of working six days a week, and there is no overtime pay for going to work on Saturday. Employees are dissatisfied with the company's salary policy, and even some employees who are about to leave the company jointly report the company's violation of labor laws and regulations to the government labor department.
In fact, some adjustments can be made to the company's practices, such as lowering the wage standard, but according to the legal requirements, overtime pay is calculated for employees, which not only protects the legitimate rights and interests of employees, but also does not increase operating costs. The problem is that the managers of enterprises don't understand or pay enough attention to the relevant laws and regulations, which hurts the enthusiasm of employees and causes undue losses to enterprises and individuals.
(3) the principle of efficiency first
Enterprises want to spend the least money and produce the greatest benefits. However, in practice, many enterprises "decrease because of increase" and "spend money uncomfortably" because of simplifying problems. Employees will also "eat meat and scold mothers" because of improper business operations.
How can we "spend money on the cutting edge"? We should grasp the beauty of "just right" in operation strategy. For example, a small welfare full of human feelings is a good example. It costs less, highlights personality, is full of human feelings, and the effect is very ideal.
Our company has many practices worth popularizing. For example, taking the initiative to celebrate employees' birthdays every month, the company leaders hosted a simple reception to bring the employees who celebrated their birthdays that month together, which not only expressed the company's attention to employees, but also provided a rare exchange opportunity. A greeting card and a bunch of flowers are of low value, but this warm care will make employees feel the recognition and respect of the enterprise. Its actual effect is more effective than giving large bonuses or other benefits. In addition, when employees' family members are sick, the company will order flowers specially for them to send to their homes or hospitals.
(D) the principle of incentives and restrictions
Some companies with deep pockets, at any cost, will do bad things without strategy, which not only reduces the profit margin of enterprises, but also cannot motivate employees.
To sum up, the salary certificate is actually one of the ways and means for HR to conduct background checks, and there is not much legal risk. Although the answer to this question is uncertain, Bian Xiao still needs to remind you that because the industry circle is generally small, the fake salary certificate will not be discovered immediately, but it will bury hidden dangers for your credit and affect your career development. Finally, Bian Xiao suggested that you tell HR about your real situation, so as to gain a good image of honesty and benefit your development.