this is unreasonable, and the salary should be paid normally at 111%. Of course, the premise is to complete the work tasks agreed in the contract. For home office workers, the enterprise shall pay the remuneration to the workers during this period, and shall not terminate the labor contract with the workers without reason. If the enterprise encounters difficulties in production and operation due to special circumstances, it can stabilize the job position by adjusting salary, rotating posts and taking breaks, shortening working hours, etc. through consultation with employees, and try not to lay off employees or lay off fewer employees.

eligible enterprises can enjoy job security subsidies according to regulations. If the enterprise stops production within a wage payment period, the enterprise shall pay the wages of its employees according to the standards stipulated in the labor contract. If the salary payment period exceeds one, if the employee provides normal labor, the salary paid by the enterprise to the employee shall not be lower than the local minimum wage standard. If the employees fail to provide normal labor, the enterprise shall pay living expenses, and the standard of living expenses shall be implemented in accordance with the measures stipulated by the provinces, autonomous regions and municipalities directly under the Central Government. Due to special circumstances, the parties cannot apply for arbitration of labor and personnel disputes within the statutory limitation period, and the limitation period of arbitration shall be suspended. The limitation period of arbitration shall continue to be counted from the date when the reasons for suspension of limitation are eliminated. Due to the epidemic situation, it is difficult for labor and personnel dispute arbitration institutions to hear cases within the statutory time limit, and the time limit for hearing can be extended accordingly.

under what circumstances does the employer need to pay employee compensation?

1. Failing to pay the laborer's labor remuneration in full and on time according to the stipulations of the labor contract or the provisions of the state;

2. Paying workers' wages below the local minimum wage standard;

3. arranging overtime without paying overtime;

4. Dissolving or terminating the labor contract without paying economic compensation to the employee in accordance with relevant laws and regulations.

Legal basis:

Interim Provisions on Payment of Wages

Article 18 Labor administrative departments at all levels have the right to monitor the payment of wages by employers. If an employing unit commits any of the following acts that infringe upon the legitimate rights and interests of workers, the labor administrative department shall order it to pay wages and economic compensation to the workers, and may also order it to pay compensation:

(1) Deducting wages from the workers or failing to pay them without reason;

(2) refusing to pay overtime wages to workers;

(3) paying workers' wages below the local minimum wage standard. The standards of economic compensation and compensation shall be implemented in accordance with the relevant provisions of the state.