企業(ye)調崗(gang)都需(xu)要(yao)征得員(yuan)工(gong)(gong)同(tong)意嗎？不一定(ding)(ding)(ding)。根據(ju)勞動(dong)合同(tong)法(fa)(fa)(fa)第三(san)十五條規定(ding)(ding)(ding)，企業(ye)變更勞動(dong)合同(tong)的(de)(de)(de)內(nei)容(rong)，需(xu)要(yao)和(he)員(yuan)工(gong)(gong)協(xie)商(shang)一致，并簽署相(xiang)關的(de)(de)(de)書面文件。但同(tong)時(shi)為(wei)了保證企業(ye)的(de)(de)(de)正常經(jing)營(ying)法(fa)(fa)(fa)律(lv)，也向用(yong)(yong)(yong)人單(dan)(dan)位(wei)賦予了一定(ding)(ding)(ding)的(de)(de)(de)用(yong)(yong)(yong)工(gong)(gong)自主(zhu)權(quan)。什么是用(yong)(yong)(yong)工(gong)(gong)自主(zhu)權(quan)？它是指用(yong)(yong)(yong)人單(dan)(dan)位(wei)在(zai)(zai)國(guo)家(jia)法(fa)(fa)(fa)律(lv)法(fa)(fa)(fa)規規定(ding)(ding)(ding)的(de)(de)(de)范圍內(nei)，根據(ju)經(jing)營(ying)管理的(de)(de)(de)需(xu)要(yao)和(he)勞動(dong)者(zhe)各方面的(de)(de)(de)表現情(qing)況，自主(zhu)決(jue)定(ding)(ding)(ding)用(yong)(yong)(yong)工(gong)(gong)形式、工(gong)(gong)作(zuo)辦法(fa)(fa)(fa)、用(yong)(yong)(yong)工(gong)(gong)數量、用(yong)(yong)(yong)工(gong)(gong)時(shi)間、用(yong)(yong)(yong)工(gong)(gong)條件、工(gong)(gong)作(zuo)地點、工(gong)(gong)作(zuo)崗(gang)位(wei)、工(gong)(gong)資(zi)報酬(chou)的(de)(de)(de)權(quan)利，所以用(yong)(yong)(yong)人單(dan)(dan)位(wei)調整勞動(dong)者(zhe)工(gong)(gong)作(zuo)崗(gang)位(wei)，同(tong)時(shi)符合以下三(san)種(zhong)情(qing)形的(de)(de)(de)，就可以視為(wei)用(yong)(yong)(yong)人單(dan)(dan)位(wei)在(zai)(zai)合法(fa)(fa)(fa)的(de)(de)(de)行使用(yong)(yong)(yong)工(gong)(gong)自主(zhu)權(quan)，哪三(san)種(zhong)情(qing)況？
一、調整勞動(dong)者工作崗(gang)位(wei)是(shi)用人(ren)單位(wei)生產(chan)經營(ying)的需要。
二、調整工(gong)(gong)作崗位后(hou)，勞(lao)動(dong)者的工(gong)(gong)資(zi)水平和原崗位基本相當。不(bu)(bu)能把別人(ren)的工(gong)(gong)資(zi)直接從(cong)八千降(jiang)到(dao)三千，這就不(bu)(bu)合理。
三、不具有(you)侮(wu)(wu)辱性和懲罰性。把一個銷售總監直接調整為庫管，那就是(shi)具有(you)侮(wu)(wu)辱性。
一旦企業能(neng)夠(gou)證明(ming)自(zi)己是(shi)在行使用(yong)(yong)工(gong)自(zi)主權(quan)(quan)，就(jiu)可(ke)以(yi)(yi)調整(zheng)(zheng)員工(gong)的(de)工(gong)作(zuo)崗位(wei)(wei)，那勞(lao)(lao)動(dong)(dong)者以(yi)(yi)用(yong)(yong)人(ren)單位(wei)(wei)擅自(zi)調整(zheng)(zheng)其(qi)(qi)工(gong)作(zuo)崗位(wei)(wei)為(wei)由，要(yao)(yao)求(qiu)解除(chu)勞(lao)(lao)動(dong)(dong)合(he)同，并請(qing)求(qiu)用(yong)(yong)人(ren)單位(wei)(wei)支(zhi)(zhi)付經(jing)濟補償的(de)，將不(bu)(bu)會得到支(zhi)(zhi)持。所以(yi)(yi)對于調崗是(shi)否一定(ding)(ding)需(xu)要(yao)(yao)協商(shang)一致的(de)判(pan)定(ding)(ding)，千萬不(bu)(bu)能(neng)一刀(dao)切，勞(lao)(lao)動(dong)(dong)者切勿認為(wei)自(zi)己一定(ding)(ding)占(zhan)理，盲目的(de)以(yi)(yi)曠(kuang)工(gong)等過激手段進行應對，否則用(yong)(yong)人(ren)單位(wei)(wei)可(ke)以(yi)(yi)直(zhi)接以(yi)(yi)勞(lao)(lao)動(dong)(dong)者嚴(yan)重(zhong)違反企業規章制度為(wei)由將其(qi)(qi)辭(ci)退(tui)，且不(bu)(bu)支(zhi)(zhi)付任何的(de)補償。當(dang)然，企業也不(bu)(bu)能(neng)因為(wei)有這個權(quan)(quan)利，就(jiu)隨意(yi)亂來，實(shi)踐中(zhong)要(yao)(yao)證明(ming)，自(zi)己在合(he)法使用(yong)(yong)用(yong)(yong)工(gong)自(zi)主權(quan)(quan)，也是(shi)不(bu)(bu)容易的(de)，和諧勞(lao)(lao)動(dong)(dong)關系，需(xu)要(yao)(yao)大家共(gong)同努力。
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