Being active, as far as employment is, it is always a reason for joy, since being productive for society is beneficial for many reasons, but an important and transcendent is that of the economic income that is perceived. The negotiation of that salary at the time the contract is signedis part of the hiring itself, once it is rubric, emoluments are charged and as time goes by that amount is growing.
But although it is not the most frequentthere is also the possibility that in certain cases the opposite happensof this decision, to lower the salary of a worker, cannot be carried out arbitrarily or in any way, since there must be, within the scope of the company causes that justify that decision.
You have to look at article 41 of the Workers' Statute
And it is that for the decline of wages of a worker we must go to article 41 of the workers. In it you can read how the company is right to lower the salary, But there are economic, organizational, organizational causes techniques or production that justify such fact and must be well documented.
In this case, the company or company has to demonstrate that it is going through a complicated economic situation, which has lost clients substantially or that needs an internal reorganization so that it can continue to work. In addition, it is not only necessary to reduce costs with a justificationalso this reduction procedure Salaries must be adjusted to current regulations.
This data is important since, for example, salary decrease cannot be applied immediately. It must be communicated 15 days in advance, a consultation with the workers' representatives must be opened (if the reduction is collective) and give the option that employees can challenge the measure if they disagree, so that it can be used to the courts and, if necessary, that it is a judge that determines if it conforms to law or not the salary descent.
There is no salary decline limit
As for the amount described on the salary, the law does not rule a minimum, but that limits of proportionality and justice appear in the text, in addition to that It cannot be reduced below the interprofessional minimum salary, except partial days where the proportional part will prevail. Nor is it allowed to reduce salary to a symbolic level.
If you are not satisfied with the reduction, the employee has the option to accept, challenge the same or request the termination of the contract, this last option known as 'self -aspido' that entitles the corresponding compensation of 20 days per year worked with a cap of nine monthly payments and accept the unemployment benefit.
