Measures for the management and guarantee of the payment of wages to migrant workers

Legal analysis: The local people at or above the county level are responsible for the work of ensuring the payment of migrant workers' wages within their respective administrative regions, establish a coordination mechanism for ensuring the payment of migrant workers' wages, strengthen the construction of regulatory capacity, improve the responsibility system for ensuring the payment of migrant workers' wages, and include the content of the assessment and supervision of the relevant departments of the people's ** at the same level and the people at the lower levels. Township people's ** and neighborhood offices shall strengthen the investigation and mediation of contradictions in arrears of migrant workers' wages, prevent and resolve contradictions, and mediate disputes in a timely manner.

To ensure the payment of migrant workers' wages, it shall adhere to the responsibility of market entities, supervision in accordance with law, and coordinated supervision by society, and follow the requirements of treatment at the source, prevention first, prevention and treatment combined, and both symptoms and root causes, and the problem of arrears of migrant workers' wages in accordance with the law. Employers shall implement the real-name management system for the employment of migrant workers, and shall make written agreements with the recruited migrant workers or stipulate the wage payment standards, payment time, payment methods, etc.

Legal basis: Regulations on Guaranteeing the Payment of Wages to Migrant Workers

Article 1: These Regulations are formulated on the basis of the "Labor Law of the People's Republic of China" and relevant laws and regulations, so as to regulate the payment of wages to migrant workers and ensure that migrant workers receive their wages on time and in full.

Article 2: These Regulations apply to ensuring the payment of migrant workers' wages. "Migrant workers" as used in these Regulations refers to rural residents who provide labor for employers. For the purposes of these Regulations, the term "wages" refers to the remuneration that migrant workers should receive after providing labor for their employers.

Article 3: Migrant workers have the right to receive wages on time and in full. No unit or individual may be in arrears with the wages of migrant workers. Migrant workers shall abide by labor discipline and professional ethics, implement labor safety and health regulations, and complete labor tasks.

Wage payment guarantee is a series of rules on wage payment formulated to ensure the realization of employees' right to labor remuneration and prevent employers from abusing their right to wage distribution. There are clan groups as follows:1

Wages shall be paid in legal tender and shall not be paid in kind or in lieu of money**. 2.Wages shall be paid on the date agreed between the employer and the employee.

Wages are generally paid monthly, at least monthly. Where weekly, daily, or hourly wage systems are implemented, they may be paid on a weekly, daily, or hourly basis. 3.

During the period when the employee is entitled to annual leave, home leave, marriage leave, bereavement leave, and during the period of participating in social activities in accordance with the law, the employer shall pay wages according to the standards stipulated in the labor contract. 4.The wages shall be paid to the employee himself/herself, or the employee's family members or entrust others to collect the wages on behalf of the employee, and the employer may entrust the bank to pay the wages on behalf of the employee.

5.Wages shall be paid in full in accordance with the law, and it is strictly forbidden to illegally withhold or delay wages of workers without reason, except in cases where deduction of wages is permitted by law or agreement. 6.

Restrictions on withholding wages. The employer shall not illegally withhold the wages of the employees, and the employer may withhold the wages of the employees under any of the following circumstances: (1) the individual income tax withheld and paid by the employer; (2) the social insurance premiums withheld and paid by the employer that should be borne by the employee; (3) The employer shall deduct the employee's wages in accordance with the judgment or ruling of the adjudication authority.

In accordance with the people. The court makes a judgment or ruling that the employer may deduct alimony, alimony, child support and damages from the wages of the legally liable employee; (4) Other expenses that can be deducted from the wages of employees according to laws and regulations. 7.

Restrictions on the amount of deduction from wages. (1) If the employer suffers economic losses due to the employee's own reasons, the employer may require the employee to compensate for the economic losses in accordance with the provisions of the labor contract. The compensation for economic losses may be deducted from the employee's salary, but the monthly deduction amount shall not exceed 20% of the employee's monthly salary; If the balance after deduction is lower than the local monthly minimum wage, it shall be paid according to the minimum wage; (2) The fine imposed by the employer on the employee for violation of discipline shall generally not exceed 20% of the employee's monthly wage.

8.When an employer goes bankrupt under the Register of Employees, the employee is entitled to his or her wages. In the order of bankruptcy liquidation, the employer shall first pay the wages of its employees in accordance with the order of repayment stipulated in the Enterprise Bankruptcy Law.

Interim Provisions on Payment of Wages".

Article 7. Wages must be paid on the date agreed between the employer and the employee. In the case of a holiday or rest day, payment should be made in advance on the nearest working day. Wages are paid at least once a month, and weekly, daily, and hourly wage systems are implemented.