Wages are not paid!! The owner was reasonable

You can go to the labor bureau to sue for this.

He doesn't give money, so it's reasonable!

If you don't sign a labor contract, it's useless to look for a job in the future, and you feel that you can do it for a longer time.

Don't show weakness, the salary is what you deserve, and make it clear to them that you are not a bully.

It's really not good, just stay in the company and ask for money, let customers see how they operate, don't even pay employees' salaries, don't think that you can get money by reasoning with them, I don't think you have much money, so you can get it back.

In the end, if it really doesn't work, go to the labor bureau to complain.

Wage arrears are a common problem that you can solve by:

1. Report to the labor administrative department (usually the labor management and inspection team).

2. You can also apply for arbitration directly (the arbitration fee is 200-300 yuan, and if you win, all will be borne by the company).

3. If you are not satisfied with the arbitration result, you can file a lawsuit in court within 15 days after receiving the arbitration letter.

4. In accordance with the provisions of the state, in the case of arbitration or litigation, you may request that in addition to the full payment of the wages and remuneration of the employee within the specified time, an additional economic compensation equivalent to 25% of the wages and remuneration shall be paid.

If you are in arrears of wages, you can call 12333** to complain if you do not pay wages or deduct wages, which is the ** of the Human Resources and Social Security Bureau. You can also file a complaint with the Labor Bureau's Inspection Brigade.

Since the company fails to pay labor remuneration on time, the party concerned may apply for termination of the labor contract and labor relationship, and demand economic compensation. The parties concerned may file a complaint with the local labor inspection administrative department, and the labor inspection brigade shall order the employer to pay wages, and if the labor inspection brigade fails to coordinate with the employee, the worker may apply for labor arbitration.

Article 85 of the Labor Contract Law: In any of the following circumstances, the labor administrative department shall order the employer to pay labor remuneration, overtime pay or economic compensation within a time limit; If the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; If the employer fails to pay within the time limit, the employer shall be ordered to pay additional compensation to the employee at the rate of not less than 50% but not more than 100% of the amount payable

1) Failing to pay the labor remuneration of the worker in full and in a timely manner in accordance with the provisions of the labor contract or the provisions of the state;

2) Paying wages to workers at a rate lower than the local minimum wage standard;

3) arranging overtime work without paying overtime pay;

4) Dissolving or terminating a labor contract without paying economic compensation to the worker in accordance with these Regulations.

Resolutely go to the industrial and commercial bureau to sue him, don't be afraid that this little thing will not be accepted, it will help you rest assured.

Your kitchen knife has another purpose besides cutting vegetables, cutting him stupid.

Bubble his daughter's salary is gone.

Monthly wages and overtime wages can be calculated according to the following provisions:

1, "Country. Business. Article 3 of the Provisions of the Hospital on the Working Hours of Employees.

2. Article 44 of the Labor Law of the People's Republic of China.

3. Notice on the Average Monthly Working Hours and Wage Conversion of Employees throughout the Year.

Looking at the "Interim Provisions on the Payment of Wages" and the "Supplementary Provisions on Issues Concerning the Interim Provisions on the Payment of Wages," there are clear definitions for arrears and deduction of wages. If labor remuneration or overtime wages are in arrears or deducted, it may be resolved in accordance with Article 3 of the Measures for Economic Compensation for Violation and Termination of Labor Contracts or Article 85 of the Labor Contract Law. The difference is that the former can be claimed directly, while the latter can only be claimed if the labor department still fails to pay after being ordered by the labor department.

Since it is a comprehensive working hour, many aspects need to be clearly written.

If you just look at what you write, your annual salary is:

If you have just signed a contract and the date of signing is the same day. Then you were paid double your salary for the second month from the time you went to work.

If you are dismissed without cause, you will be paid double the compensation, regardless of whether it is a probationary period or not.

If you give up on the same day and don't give you a month, then you can apply for another month's salary in lieu of notice. That is, you have the right to work for one month after receiving the notice of dismissal, and if the employer does not allow you to work for one month, you will have to pay your salary.

57 days' wages, if the employer does not have special instructions (for example, there is no single processing, there is no actual work content and the employee has been discussed), the full salary should be paid. The state supports the minimum wage.

If the probationary contract you signed before was not provided to you, you can ask for it back. If a separate probationary contract is signed, the probationary period shall not be established and shall be regarded as a formal contract without a probationary period.

1. The first question, if you don't get the contract, you can sue the court, and ask your ex-boss to show the relevant contract through the court, if he can't provide it, things will be easy, he is an illegal helper, and he is fully legally responsible. If the contract is presented, it will be handled in accordance with the contract. 2. You can get one month's salary compensation.

This month's compensation is the average of your previous months' salary plus bonuses.

The company must give you one month's notice to dismiss you, whether you need additional compensation, it depends on whether it causes you losses, nothing else, only one month's salary compensation.

1. Whether it is a written notice of dismissal, or a notice of dismissal, or other oral dismissal, if you are not allowed to continue working after the notice, it is a de facto dismissal, and dismissal without cause is an illegal termination of the labor contract.

2. After returning to work, he signed a written contract, and his salary was subject to what was agreed in the contract.

Three. Compensation:

1.If the salary during the holiday period is lower than the local minimum wage, you can request to make up the amount

2.If a written employment contract is not signed from November 28, 2011 to February 27, 2012, an additional two months' salary may be requested (Article 82 of the Labor Contract Law).

3.Dismissal without cause is an illegal termination of the labor contract, and one month's salary may be demanded (Article 87 of the Labor Contract Law).

4.If you do not have social security, you can ask for a supplementary payment

1. During the holiday, you can get a full salary, and you can also get at least 60% of the living allowance of the salary;

2. If the employer cannot produce your labor contract, as long as you can provide proof that you have a de facto labor relationship, you can be required to pay you double wages;

3. Dismissal without cause is a breach of contract, and you can ask for economic compensation, in addition to giving you one month's salary, you also need to pay you one month of economic compensation for one year.

4. Written documents are required.

5. Legal.

The enterprise may be required to pay economic compensation and economic compensation, and shall be paid during the holiday.

1. Is there a written certificate of termination of labor relations in case of dismissal?

2. If the dismissal is illegal, double economic compensation shall be paid.

Dismissal must be made in writing.

Among the seven-day Spring Festival holidays, only the first three days are national holidays, and the last four days are weekends.

During the period from the first day of the Lunar New Year to the third day of the Lunar New Year, the employer shall pay the employee overtime wages at a rate not less than 300% of the employee's daily or hourly wage.

On the 4 days from the fourth day of the Lunar New Year to the seventh day of the Lunar New Year, if overtime work is arranged, the employee may be given compensatory leave without overtime wages, and if no compensatory rest is given, overtime wages shall be paid at 200% of the employee's daily or hourly wage. According to the regulations, when calculating overtime wages, the daily wage is equal to the monthly wage income and the number of monthly salary days (days).

Statutory holidays overtime wages = monthly wage base days 300% overtime days.

Overtime pay on rest days = monthly wage base days 200% overtime days.