Can I be injured in the company, can the company deduct my salary?

What you say is unclear and cannot help you analyze. If you are injured during working hours or in the workplace, it should be a work-related injury, so why should the company deduct your effective wages? Is it your fault that caused the company a loss?

Your work injury and your fault are two different things. Work-related injuries shall go through the work-related injury insurance procedures in accordance with the regulations, and the losses caused by your fault shall be executed according to the contract. If you are not satisfied, you can apply for labor arbitration.

Yes, there is no performance-based pay, and only the basic salary is paid for work-related injuries, or even the local minimum wage.

The company can completely disobey the labor law, transfer you to another position, fire you without compensation, or something. The people do not raise the officials and do not hold them accountable.

If someone is injured in the company, it must be a work-related injury, how can you still deduct your salary?

If you are injured in the company, it is a work-related injury, and the company cannot deduct your wages. You can argue on your own merits, and you can file a complaint with the Labour Inspectorate.

I don't think the company should deduct wages if you are injured in the company, and if you are injured in the company, it depends on whether it is a work-related injury or your own responsibility, but I think that the company should not deduct wages if you are injured.

The company will not deduct your salary, you are injured in the company, it is a work-related injury, the company's wages and benefits should remain unchanged during the shutdown, and you should enjoy work-related injury benefits.

If it can be recognized as a work-related injury, the treatment during the period of recuperation shall be treated according to the work-related injury, and if it cannot be regarded as a work-related injury, it shall be treated as sick leave, and there will be no piece-rate wages.

If you are injured in the company, it is a work-related injury, and the company will not only not be able to deduct your salary, but also need to pay nutrition expenses, escort fees and other expenses.

It should be noted that the premise for the company to be able to deduct the amount is that the company can prove that the employee's behavior caused the company's loss, and can provide the basis for the calculation of the loss and the amount of economic loss. If no evidence can be adduced, the employee's salary cannot be deducted even if there is an objective loss. If you make a mistake in your work, the company has the right to deduct your salary, but you have to keep enough living expenses every month.

However, how much and how long to deduct depends on how big the loss is. Generally, the company will not do too much, after all, the employee mistakes, the company also has a failure in management.

The first type: if an employee makes a mistake in the process of work and causes heavy losses to the company, he or she shall bear the fault liability of labor according to the cause of the fault and the size of the responsibility, rather than the economic responsibility of civil compensation for socks. According to labor discipline, the company can punish employees who have committed major mistakes.

If it cannot be properly resolved, it may apply for labor arbitration.

If they are not satisfied with the labor arbitration, they shall file a lawsuit with the court. If an accident is caused due to illegal operation, it may be suspected of a criminal offense.

Pursue the corresponding criminal responsibility.

Second, if an employee causes losses to the company due to personal intention or gross negligence, the company has the right to require the employee to bear the liability for compensation. If the employee does not pay compensation, it can be deducted from the salary, but the amount of the monthly deduction does not exceed the total monthly salary of the employee.

20% of employees who are still in the job at the time. However, if the employee has left the company, the company has the right to claim a lump sum compensation, and if you leave the company after causing losses to the company, the company has the right to deduct the work from the amount you should compensate, and if there is any remaining after the deduction, you can claim payment from the company.

Summary: Labor Law.

stipulates that the company shall not impose fines on employees. The subject of the fine must be authorized by the state, for example, the traffic police can fine you. Not for corporations.

However, the state also stipulates that if the employer suffers economic losses due to the employee's own reasons, the employer may claim compensation from the employee. There are three requirements for the amount, one is not to exceed the actual loss, the second is not to exceed 20% of the employee's salary, and the third is not to be lower than the local minimum wage after deduction.

Of course, an employee can deduct wages if he causes a loss to the company, because he did something wrong, so the company has this situation.

It is definitely possible to deduct wages, because it is the employee who caused the company's loss, and the employee must be required to compensate part of it.

It is also allowed in the law to deduct wages, as long as there is behavior that damages the interests of the company, it has the right to deduct wages.

If a worker causes losses to the employer, the employer may deduct the employee's wages in accordance with the law. If the employee's fault causes the employer to suffer economic losses, the employer may require the employee to compensate for the losses in accordance with the provisions of the labor contract. Compensation for such economic losses can be deducted from the employee's salary.

However, the monthly deduction shall not exceed 20% of the employee's salary for that month.

Article 16 of the Interim Provisions on the Payment of Wages.

If the employee causes economic losses to the employer 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. Compensation for economic losses may be deducted from the employee's salary. However, the monthly deduction shall not exceed 20% of the employee's salary for that month.

If the remaining part of the salary after deduction is lower than the local monthly minimum wage, it will be paid according to the minimum wage.

Summary. Hello, it's my pleasure to answer your <>

According to your question, "In addition to my salary, does the company still have to compensate me for my injury?" Here's what I analyzed for you from a legal point of view: Yes.

In addition to the work-related injury insurance compensation, the employer needs to compensate. After the work-related injury insurance compensation, the unit shall pay: ** wages during the period, appropriate subsidies.

If the labor law is followed, then the company cannot unilaterally dismiss the injured employee.

In addition to my salary, does the company still have to compensate me for my injury?

Hello, it's my pleasure to answer your <>

According to your question, "In addition to my salary, does the company still have to compensate me for my injury?" The following argument is the result of my analysis of the wheel from a legal point of view: Yes.

In addition to the work-related injury insurance compensation, the employer needs to compensate. After the work-related injury insurance compensation, the unit shall pay: ** wages during the period, appropriate subsidies.

If the labor law is followed, then the company cannot unilaterally dismiss the injured employee.

Hello, the following is the relevant legal basis I have found for you, I hope it will be helpful to you: Article 3 of the Labor Contract Law: The conclusion of a labor contract shall follow the principles of legality, fairness, equality, voluntariness, consensus, and good faith.

The labor contract concluded in accordance with the law is binding, and the employer and the employee shall perform the obligations stipulated in the labor contract. Article 4 Employers shall, in accordance with the law, establish and improve rules and regulations for the number of workers to ensure that workers enjoy their labor rights and perform their labor obligations. Employers are in formulating, revising or deciding on labor remuneration, working hours, rest and vacation, labor safety and health, insurance and benefits, and employee training.

When labor discipline and labor quota management and other rules and regulations directly related to the vital interests of workers or major matters, they shall be discussed by the workers' congress or all employees, put forward plans and opinions, and negotiate with the trade union or employee representatives on an equal footing. In the process of implementing the rules and regulations and decisions on major matters, if the trade union or employees deem it inappropriate, they have the right to submit it to the renting unit and revise and improve it through consultation.

Kiss, still have questions? Can you elaborate on that? Or is there anything you'd like to talk about?

In the case of broken tendons and ligaments in my right thumb, how much can the company compensate me?

Relatives are generally compensated by insurance, broken tendons may constitute a 10-level disability, generally compensate 10,000 yuan for disability and compensation, about 4,000 yuan for mental damages, compensation according to the level of increase. If the tendon is broken, the specific compensation is mostly small and small, and the disability appraisal must be done first. Civil compensation items include:

Medical expenses, lost work expenses, nursing expenses, transportation expenses, accommodation expenses, hospital meal subsidies, and necessary nutrition expenses. If the victim is disabled due to injury, the necessary expenses incurred by the victim due to the increase in his or her living needs and the loss of income due to the loss of the ability to work. Including disability compensation, disability assistive device expenses, living expenses of dependents, as well as necessary expenses, nursing expenses, and follow-up expenses actually incurred due to nursing and continuation, the compensation obligor shall also compensate.

Summary. Hello dear, I have received your question and am happy to answer it for you, the answer is as follows: <>

<> you are injured in the company, in addition to your salary, the company will also compensate you. If the employer participates in the work-related injury insurance, when the employee suffers a work-related injury, the labor and social security administrative department determines the work-related injury or makes an appraisal of the working ability, and the following items can be paid from the work-related injury insurance**: disability allowance, living care expenses, food allowance for work-related injury hospitalization**, transportation expenses, and accommodation expenses for medical treatment in other places.

In addition to my salary, does the company still have to compensate me for my injury?

Hello dear, I have received your question, I am happy to answer it for you, and the answer is as follows: <>

<> you are injured in the company in addition to wages, the company also wants to compensate you. If the employer participates in the work-related injury insurance, when the employee suffers a work-related injury, and the labor and social security administrative department determines the work-related injury or makes a labor ability appraisal, the following items can be paid from the work-related injury insurance**: disability allowance, living care expenses, work-related injury hospitalization** food transportation allowance, transportation expenses, and accommodation expenses for medical treatment in other places.

Legal basis: According to Article 4 of the Labor Contract Law of the People's Republic of China, the employer shall establish and improve the rules and regulations for labor disorder in accordance with the law to ensure that employees enjoy labor rights and fulfill labor obligations. Employers are formulating, revising or deciding on the first level of remuneration for surplus work, working hours, rest and vacation, labor safety and health, insurance and benefits, and employee training.

If my thumb tendon and ligament are broken, how much compensation can I generally get in this case, and what kind of compensation does the company need to pay?

Hello dear, the medical expenses are paid in full by the employer, and the wages will be paid according to the original treatment during the period of suspension of work (work-related injury**, ** period).