近期(qi)有(you)些企(qi)業因疫情(qing)(qing)影(ying)響而導致生(sheng)(sheng)產經營困(kun)難(nan)，想直接對(dui)員(yuan)工(gong)調(diao)(diao)崗(gang)調(diao)(diao)薪，這合(he)理(li)合(he)法(fa)嗎？答(da)：在(zai)未經員(yuan)工(gong)同意的(de)情(qing)(qing)況下進(jin)行調(diao)(diao)崗(gang)調(diao)(diao)薪是(shi)不合(he)法(fa)的(de)。企(qi)業或許(xu)存在(zai)著各方面(mian)的(de)生(sheng)(sheng)產經營困(kun)難(nan)問(wen)題，可以(yi)(yi)先和員(yuan)工(gong)進(jin)行協商，使(shi)員(yuan)工(gong)理(li)解企(qi)業的(de)困(kun)難(nan)，雙方意見(jian)達成一致且需要員(yuan)工(gong)進(jin)行書面(mian)確認，并需要將更改(gai)的(de)內容(rong)加入原(yuan)勞(lao)動合(he)同的(de)更改(gai)頁(ye)面(mian)后(hou)才可以(yi)(yi)對(dui)員(yuan)工(gong)調(diao)(diao)崗(gang)調(diao)(diao)薪。而未經過員(yuan)工(gong)同意就(jiu)進(jin)行調(diao)(diao)崗(gang)調(diao)(diao)薪是(shi)不合(he)理(li)也不合(he)法(fa)的(de)。

企業對員工進行調(diao)崗(gang)調(diao)薪，須滿(man)足兩個(ge)基(ji)本前提：

1、企業與員工雙方協商一致;

2、采取書面形式變更勞動合同，且雙方簽字確認。

二者缺一不可(ke)，用人單(dan)位若沒有經過協商一致而單(dan)方調崗(gang)，員(yuan)工有權(quan)拒絕。勞動合同應當按原約定(ding)繼續履行。

因生產經營困難，企業可否辭退部分員工？

依據《勞(lao)動合同法(fa)》規定，企業生產經(jing)營發生嚴(yan)重困難等原因(yin)時(shi)，需要裁(cai)減(jian)(jian)人(ren)員二(er)十(shi)(shi)人(ren)以(yi)上或者(zhe)(zhe)裁(cai)減(jian)(jian)不足二(er)十(shi)(shi)人(ren)但(dan)占企業職(zhi)工(gong)總(zong)數百分之十(shi)(shi)以(yi)上的(de)，用人(ren)單(dan)位(wei)提前三十(shi)(shi)日向(xiang)工(gong)會(hui)或者(zhe)(zhe)全體職(zhi)工(gong)說明情(qing)況，聽取工(gong)會(hui)或者(zhe)(zhe)職(zhi)工(gong)的(de)意(yi)見后，裁(cai)減(jian)(jian)人(ren)員方案經(jing)向(xiang)勞(lao)動行政部門報(bao)告，可以(yi)裁(cai)減(jian)(jian)人(ren)員。當(dang)然企業還可以(yi)通過與(yu)職(zhi)工(gong)協(xie)商一致(zhi)采取調整薪酬、輪崗(gang)輪休、縮短工(gong)時(shi)等其(qi)他(ta)方式穩(wen)定工(gong)作崗(gang)位(wei)，來度過經(jing)營困難期。

因生產經營困難，企業能否延期支付員工工資？

依據(ju)相關規定(ding)，用人單(dan)位(wei)因受(shou)疫(yi)情(qing)影響延遲(chi)發放工資(zi)未超過30天(tian)，或(huo)者未依法及時(shi)繳(jiao)納社會保險費，勞動者以(yi)此為由(you)解除勞動合(he)同并(bing)請求經濟(ji)補償的，不予(yu)支持。因此用人單(dan)位(wei)受(shou)疫(yi)情(qing)影響可以(yi)延遲(chi)發放工資(zi)，但延期(qi)不能超過30天(tian)。

因生產經營困難而導致停工停產，企業該如何支付員工工資？

據相(xiang)關規定(ding)(ding)，因受疫情(qing)影響導(dao)致停(ting)(ting)(ting)工(gong)(gong)(gong)(gong)停(ting)(ting)(ting)產(chan)的(de)，企業(ye)(ye)(ye)應(ying)當按(an)照以下(xia)規定(ding)(ding)發放(fang)勞動者停(ting)(ting)(ting)工(gong)(gong)(gong)(gong)停(ting)(ting)(ting)產(chan)期(qi)間的(de)工(gong)(gong)(gong)(gong)資(zi)(zi)：停(ting)(ting)(ting)工(gong)(gong)(gong)(gong)停(ting)(ting)(ting)產(chan)未超過一個工(gong)(gong)(gong)(gong)資(zi)(zi)支付(fu)周(zhou)(zhou)期(qi)的(de)，企業(ye)(ye)(ye)應(ying)當按(an)照勞動合同約(yue)定(ding)(ding)的(de)工(gong)(gong)(gong)(gong)資(zi)(zi)標(biao)準(zhun)(zhun)支付(fu)工(gong)(gong)(gong)(gong)資(zi)(zi)。停(ting)(ting)(ting)工(gong)(gong)(gong)(gong)停(ting)(ting)(ting)產(chan)超過一個工(gong)(gong)(gong)(gong)資(zi)(zi)支付(fu)周(zhou)(zhou)期(qi)的(de)，企業(ye)(ye)(ye)可以根據員工(gong)(gong)(gong)(gong)提供的(de)勞動，協商新的(de)工(gong)(gong)(gong)(gong)資(zi)(zi)標(biao)準(zhun)(zhun)。停(ting)(ting)(ting)工(gong)(gong)(gong)(gong)停(ting)(ting)(ting)產(chan)超過一個工(gong)(gong)(gong)(gong)資(zi)(zi)支付(fu)周(zhou)(zhou)期(qi)；企業(ye)(ye)(ye)沒有安排員工(gong)(gong)(gong)(gong)工(gong)(gong)(gong)(gong)作的(de)，應(ying)當按(an)照不低(di)于當地(di)最低(di)工(gong)(gong)(gong)(gong)資(zi)(zi)標(biao)準(zhun)(zhun)的(de)80%支付(fu)員工(gong)(gong)(gong)(gong)生活費，生活費發放(fang)至(zhi)企業(ye)(ye)(ye)復工(gong)(gong)(gong)(gong)復產(chan)或者解(jie)除勞動關系為(wei)止。

關于調崗調薪的更多相關知識，可以閱讀《企業如何合理進行調崗調薪呢？需要注意哪些風險？》這篇內容，其中對調崗調薪(xin)有較為(wei)詳細的介紹。