Yesterday was payday, which should have been a good thing. I firmly believed there would be no issues, so I didn't check my salary. However, in the afternoon, someone mentioned that their salary was short, and only then did I check mine. Upon seeing the amount, I couldn't help but frown; it didn't seem right.
After repeated calculations, I found that it was issued according to the probation salary standard, but I had already been confirmed last month. This left me very puzzled, as this shouldn't have happened. A colleague comforted me, saying that perhaps the high-temperature allowance and other benefits weren't issued. I said that was impossible; I had signed for it last time, and it started in June. The colleague suggested that maybe it only started this month. I replied that it was unlikely since the signing was done before the salary was issued, and the relevant reports also started from June.
So I went through the entire salary account again and sent the specific calculation process and results to General Manager Zhu. He said he would check the payslip and then verify with me. Since we don't have access to the payslip, we could only find issues through calculations. I discovered that if calculated according to the probation salary, there was no problem, so I believed the issue was that last month’s salary was not calculated according to the confirmed salary.
Later, Supervisor You passed by, and I asked him if there was a high-temperature allowance last month. Supervisor You replied, of course there was. His answer made me more certain that there was a problem with the salary. The salary structure is very simple, including basic salary, overtime pay, statutory holiday overtime pay, and high-temperature allowance, so it's also very easy to calculate. After his calculations, he found that the problem was also with the basic salary.
Supervisor You then told me that I had already submitted my confirmation for last month, so I should send him a screenshot of my salary, and then inform him that the confirmed salary was not added, and he would give me feedback.
After a long time, Supervisor You returned from outside and said that my issue was because the assessment form was not submitted. His words felt like I had opened a blind box, and I hurriedly asked if I was supposed to fill out the assessment form or someone else. I had never seen it.
Supervisor You said it was me who filled it out. Then he walked away. So I said from behind that he needed to handle this issue; he couldn't push the responsibility onto me.
Supervisor You vaguely said that I didn't have an assessment last month. This made me feel like he was trying to shirk responsibility, so I asked General Manager Zhu via WeChat how to resolve last month's issue.
Feeling that his words were inappropriate, Supervisor You returned to me and quietly said that my salary would be compensated.
After a while, General Manager Zhu replied, saying that the confirmed salary would be compensated to me next month. It seems they were already aware of the problem, but General Manager Zhu did not proactively explain the reasons. He only replied that it would be compensated next month when I directly inquired about how to resolve it.
At this time, another colleague came in, saying that his salary was also short. I asked him if his issue was resolved. He showed me the chat records, and according to the chat records, the solution was still to compensate the difference next month. If my situation was due to an operational error, then it was unbelievable that his calculation was also short.
Such problems seem to have no responsible person throughout the entire process until the cause was discovered. No one said sorry to you; it felt like these issues were meant to happen. Once you discovered them, they would just tell you how to correct them according to the right method. Throughout the process, I felt like I wasn't a worker; I was a beggar who was given less than what I should have received, and once I discovered it, I was expected to be grateful that they were willing to compensate me next time. The master doesn't need to apologize to the beggar, nor does he need to have a better tone.
Therefore, I did not reply in a timely manner. After nearly an hour, the other party couldn't help but send a message asking if I could reply. Clearly, there was a hint of anger. As a manager, when such a problem arises, at the very least, there should be some degree of apology for the matter, rather than attempting to confuse or shirk responsibility, or having a nonchalant attitude of resolving it later since you discovered it.
This incident made me reflect on various things that have happened to me since I joined the company. These things now seem like a management blind box, slowly revealing their secrets.
I joined on April 16, and according to the 30 days of April, I had just completed half a month, so I had reason to believe I should enjoy half of the rights.
On my first day, I was scheduled to arrive before 7:50 AM, officially start work at 7:55 AM, and finish at 5:30 PM. I thought I had to follow this schedule, as no one informed me of the attendance arrangements, and nothing was posted in the group. So for three consecutive days, I worked like this until the fourth day when the attendance arrangement was posted in the group. I found out that for the past three days, there was a schedule for me to start work at 8:30 AM and also a schedule for me to work overtime until 8 PM. Is it right to notify me after the fact? Am I supposed to predict how the actual arrangements will be?
Even though some colleagues told me not to worry about it, saying that according to their calculations, I could get an extra two hours, I still disagreed with this plan. I reported this issue to my supervisor, asking for a correction. I didn't know about this arrangement for the past three days, and ultimately, the other party adjusted it according to my actual shifts for those days.
Having such a problem right after starting work, while other colleagues seemed to have gotten used to it, felt indifferent and said it was normal, that it was very chaotic, and that my situation was typical.
Assuming six days off each month, I naturally thought I should have three days off in half a month, but I was actually scheduled for only two days off. So I inquired about the rules for time off, and the supervisor said that time off is also paid.
Time off is also paid? Are they calculating wages based on the natural month? So I insisted that I should be scheduled for three days off. The supervisor said that it couldn't be arranged and then added that it was mainly due to insufficient current staff, and that it could be handled as overtime.
Later, when the salary was issued, I found that it was not calculated based on one day's overtime pay. If calculated as overtime, it should be based on seventeen days, but they seemed unable to understand this logic.
Later, the supervisor reported this issue to General Manager Zhu for clarification. General Manager Zhu said that the logic for work and rest arrangements is not as you think, meaning that it is possible to have two days off in half a month, but six days off in a whole month.
Regarding the salary dispute, General Manager Zhu said that they calculate the salary based on the actual working days; however many days you work is how many days you are paid for.
In this case, it means that time off is unpaid, which contradicts what the supervisor originally said. Calculating based on actual attendance days is naturally unfavorable to me; I would prefer to have normal time off. But since they said it this way, I decided to let it go.
At the same time, I also raised questions about the confirmation issue, as I was informed before joining that it would take one month to confirm. After hesitating for a while, General Manager Zhu said that I could receive the confirmed salary in May, or I could receive the probation salary for last month and the confirmed salary for the second half of the month.