When should the salary be settled after being dismissed by the employer?

According to the regulations, it should be settled at the time of work handover, but generally the unit will settle it when the salary is paid in the next month.

If an employee is dismissed by the company, compensation shall be made according to the following standards:

The company does not need compensation or compensation for the dismissal of an employee in the following circumstances:

2) Seriously violating the rules and regulations of the employer;

3) Serious dereliction of duty, malpractice for personal gain, causing major damage to the employer;

4) The worker establishes labor relations with other employers at the same time, causing a serious impact on the completion of the work tasks of the employer, or refuses to make corrections upon the employer's request;

6) Those who have been pursued for criminal responsibility in accordance with law.

In China, the remuneration of part-time employees should be calculated according to the working hours of such personnel. Workers may work 4 hours in the same workplace and 24 hours in a week. Before work, both parties should make corresponding agreements on such salaries to protect their legitimate rights and interests.

If a normal employee is dismissed by the employer, the employer shall pay the employee all wages in a lump sum when the labor contract is terminated.

However, some companies will specify in the agreement that the salary will be paid together with the monthly payroll time, that is, the next month's company payment time.

If the employer dismisses, the salary should be settled on the spot and given to the worker, so as to comply with the provisions of the law, he will dismiss you, he will not settle the account with you, you will not leave, and when the money reaches your pocket, you will leave.

Salary accounting to the last day of resignation, the settlement depends on the company's system, generally followed by the next month's salary paid at a unified time, and there are also cases where the company pays it in the same month.

The payroll settlement time should be the day of dismissal, which is only the time of payment, which is usually the normal uniform payday.

If you are dismissed by the employer, the employer will settle all the salaries with you as soon as possible.

If you are dismissed by the employer, the salary must be settled at the same time as the formal dismissal.

Under normal circumstances, it will be paid at the time of the previous payroll.

If you don't settle it, you can go to human resources management to complain, or call 12333, if you really can't go to the people's court to sue, it should be solved quickly.

In this case, it should be handled in accordance with the company's normal resignation procedures.

You go and look for the property, and he will tell you the truth! It is usually settled in the next month!

Legal Analysis: The wages of the dismissed employee should be paid in full at the time of termination of the employment contract. If the company dismisses an employee in violation of the law, it should also pay the employee severance payment.

Legal basis: Article 9 of the Interim Provisions on the Payment of Wages When both parties to the labor relationship dissolve or terminate the labor contract in accordance with the law, the employer shall pay the employee's wages in a lump sum when the labor contract is terminated or terminated.

When the employer dismisses the employee, it shall pay the employee's salary in a lump sum when the employee is dismissed. However, considering the actual situation, in fact, when many companies dismiss employees, they often pay wages at the next time when wages are paid.

Legal analysisEmployees should be paid in a lump sum at the time of dismissal. The employer shall issue a certificate of dissolution or termination of the labor contract when dissolving or terminating the labor contract, and complete the formalities for the transfer of the employee's file and social insurance relationship within 15 days. Severance shall be paid to the worker according to the number of years of service in the employer and one month's salary for each full year.

where it is more than six months but less than one year, it is calculated as one year; If it is less than six months, the economic compensation of half a month's salary shall be paid to the laborer. If the monthly wage of a worker is three times higher than the average monthly wage of the employee in the previous year announced by the people of the municipality directly under the Central Government or the city divided into districts where the employer is located, the standard of severance shall be paid to him at the rate of three times the average monthly wage of the employee, and the maximum period of payment of severance shall not exceed 12 years. 1.

Severance payment for negotiated termination = monthly salary for years of service (more than 12 years, calculated as 12 years) 2Severance for dismissal due to illness or non-work-related injury = years of service, monthly salary, medical subsidy (not less than 6 months' salary, 50% for serious illness, 100% for terminal illness) 3Incompetent termination severance = years of service monthly salary (more than 12 years, calculated as 12 years) 4

Objective change severance = years of service 5Economic redundancy severance payment = years of service monthly salary 6Late payment of severance = original severance additional severance (50% of the original severance payment), when the general employee is dismissed by the company, the salary due to him or her shall be paid from the date of dismissal.

If the employee is dismissed by the company without cause, he or she shall pay compensation for the illegal termination of the labor and boredom relationship. In addition, the employer can deduct the amount that should be deducted from the employee's salary, such as the part of the individual income tax and social security expenses that should be borne by the individual.

Legal basisInterim Provisions on Payment of Wages Article 9 When both parties to a labor relationship dissolve or terminate a labor contract in accordance with the law, the employer shall pay the employee's wages in full at the time of dissolution or termination.

Legal analysis: According to the regulations, the salary should be settled and the formalities should be completed within 15 days.

Legal basis: Article 50 of the Labor Contract Law of the People's Republic of China The employer shall, upon dissolution or termination of the labor contract, issue a certificate of termination of the labor contract by the person who has terminated the labor contract or if it is aware of the closure, and complete the formalities for the transfer of the employee's file and social insurance relationship within 15 days. The worker shall handle the handover of work in accordance with the agreement between the two parties.

Where the employer shall pay economic compensation to the worker in accordance with the relevant provisions of this Law, it shall be paid at the time of completion of the work handover.

Legal Analysis: If an employee resigns, the employer shall pay the employee all wages at the time of termination of the labor contract.

Legal basis: Article 30 of the Labor Contract Law of the People's Republic of China The employer shall, in accordance with the provisions of the labor contract and the provisions of the state, pay the labor remuneration to the employee in full and in a timely manner.

If the employer is in arrears or fails to pay the labor remuneration in full, the worker may apply to the local people's court for a payment order in accordance with the law, and the people's court shall issue a payment order in accordance with the law.