深圳龙华街道清湖社区一家物流公司与员工李某就试用期工资结算产生纠纷1。员工李某在职正常工作7天后申请离职，企业负责人却以试用期离职为由拒绝按标准核算发放工资1。
清湖社区人民调解委员会通过专业调解介入此案1。调解员向企业释明法律规定，强调试用期同样构成劳动关系，劳动者提供正常劳动后用人单位必须依法支付劳动报酬1。调解员进一步阐明，根据劳动合同法，试用期工资不得低于法定最低标准，不得因入职时间短或试用期离职而克扣或拖欠薪资1。经调解员的法律释法和柔性调解，企业最终改变态度，当场核算薪资，扣除预支款项后通过微信转账一次性结清剩余工资，矛盾得以化解1。
A dispute over trial period wages at a logistics company in Qinghu Community, Longhua Subdistrict, Shenzhen, has been resolved through professional mediation.1 An employee named Li worked for seven days before submitting a resignation request, but the company refused to pay his full wages, citing his trial period status as grounds for withholding compensation.1
Mediators from the Qinghu Community People's Mediation Committee intervened by explaining the relevant labor law provisions to the company's management.1 They clarified that trial periods establish a valid employment relationship and that employers must pay workers their full wages for labor performed during this period.1 Additionally, mediators cited provisions of the Labor Contract Law stating that trial period wages cannot fall below the statutory minimum wage standard and cannot be deducted or withheld due to short employment duration or early resignation during the trial period.1
The mediation proved effective, and the company subsequently calculated the employee's wages, deducted any advance payments already made, and transferred the remaining balance to Li via WeChat in a single transaction.1
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