案例1:2011年6月,陈某与某公司签订了5年期的劳动合同。合同约定,陈某任公司某项目开发部经理,月工资为1万元。2014年7月,该项目在运作了3年后,因宏观政策和市场环境等因素的变化而被迫终止,项目部也随之撤销。公司发文,决定对原项目部员工给予调岗安排。陈某被调整到另一新成立的部门担任主管,月工资标准为8000元。陈某虽到新部门报到就任,但对降薪一事耿耿于怀。几个月后, Case 1: June 2011, Chen and a company signed a five-year labor contract. Contract, Chen as a project manager of a project development, the monthly salary of 10,000 yuan. In July 2014, after 3 years of operation, the project was forced to terminate due to changes in macroeconomic policies and market conditions, and the project department was also canceled. Company issued a document, the decision to the original project staff to give Kong Gang arrangements. Chen was adjusted to another newly formed department as a supervisor, monthly salary of 8,000 yuan. Although Chen reported to the new department took office, but on the issue of pay cut to heart. A few months later,