General job changes are from good to bad. You can claim that the company has provided evidence that you are not qualified for the original position, and then you need targeted training and guidance. If it is still not suitable, you can use the first sentence to adjust your post.
If the company is not dissolved and the wages are not paid in full, it will apply for arbitration in the on-the-job status and fix the status quo in the name of wage difference. If possible, insist on attending the original post, constantly ask for the restoration of the original post, and keep all the negotiation evidence. Until the company is dissolved.
Regarding salary reduction, we should look at it separately. If the company can prove that the post adjustment is legal and reasonable, and the company has a clear post salary system, then the salary can be adjusted with the post. If the company can't prove the legitimacy of the post transfer, then the company's salary reduction belongs to the deduction of wages. Then we must collect relevant evidence and apply for labor arbitration as soon as possible to safeguard our legitimate rights and interests.
If you are forced to resign because of unreasonable post transfer, as long as you have evidence to prove your illegal post transfer and forced resignation, it is illegal for the unit to terminate the labor contract. At this time, you can ask the employer to pay you economic compensation at twice the legal compensation standard.
Whether the post adjustment is based on the production and operation needs of enterprises or the personal ability and work attitude of workers, that is, whether the post adjustment is necessary. In the case that the assessment management system is sound and feasible, enterprises have the right to train or adjust their posts if they have evidence to prove that their employees are incompetent.
That's all, I hope it will help your problem!