According to Article 3 of the Supplementary Provisions on Relevant Issues, the "deduction" in Article 15 of the Interim Provisions on Wage Payment means that the employer deducts the wages due to the workers without justifiable reasons (that is, on the premise that the workers have provided normal labor, the employer should pay all the labor remuneration to the workers according to the standards agreed in the labor contract).

2. The publicity of enterprise rules and regulations shall follow the following democratic procedures. In practice, the employer will fulfill the obligation of informing through notification confirmation, rules and regulations training, employee handbook signing and bulletin board posting.

According to Article 4 of the Labor Contract Law of People's Republic of China (PRC), rules and regulations concerning the vital interests of laborers shall be formulated through democratic procedures and publicized to laborers. The enterprise rules and regulations should follow the following democratic procedures: (1) hold a staff meeting or a staff representative meeting for discussion; (two) put forward plans and opinions, and negotiate on an equal footing with trade unions or employee representatives; (3) publicity. The publicity procedure means that the employer should fulfill the obligation to inform and protect the employees' right to know the rules and regulations closely related to it.

According to Article 19 of the Interpretation of the Supreme People's Court and the Supreme People's Court on Several Issues Concerning the Application of Laws in the Trial of Labor Dispute Cases, the rules and regulations formulated by the employing unit through democratic procedures in accordance with Article 4 of the Labor Law do not violate national laws, administrative regulations and policies, and have been publicized to workers, which can be used as the basis for the people's courts to try labor dispute cases.

Extended data:

Article 16 of the Interim Provisions on Wage Payment stipulates that if the employer suffers economic losses due to the laborer's own reasons, the employer may claim compensation for the economic losses according to the labor contract. Economic loss compensation can be deducted from the employee's own salary, but the monthly deduction shall not exceed 20% of the employee's own monthly salary. If the deducted surplus wage is lower than the local monthly minimum wage, it shall be paid according to the minimum wage.

The premise that the company can deduct money is that the company can prove that the employee's behavior caused the company's losses, and can provide the basis for calculating the losses and the amount of economic losses. If there is no proof, even if there is an objective loss, it cannot be directly deducted from the employee's salary, otherwise there will be certain risks.

References:

Ruzhou Municipal People's Government-Supplementary Provisions on Interim Provisions on Wage Payment

China Renshe-Labor Contract Law

Heilongjiang Longjiang county court network-explanation on some problems of applying law in hearing labor dispute cases

China Renshe-Labor Law

Hangzhou People's Society-Interim Provisions on Wage Payment