Consult the Labor Code on training costs and compensatory leave and sick leave

1.That training fee, according to what you said, is training, if it is a contract for 2 years of service, and you leave the company, then it depends on how long you have served, and the training fee will be paid proportionally.

2.If you can prove it, or have that application form, you can prove that it is overtime, and the salary should be paid as overtime. That document has the force of law.

3.You can take out this thing and use it, but the burden of proof is on the unit, not on you, so the attendance thing is proved by the company.

It is recommended that you seek help from the labor union as soon as possible, and if this does not work, you can go directly to the labor department to file a labor arbitration.

1. Pre-job training labor law is limited to "professional technology";

2. Sick leave pay shall be handled in accordance with the following provisions:

Article 59 of the Ministry of Labor's "Opinions on Several Issues Concerning the Implementation of the Labor Law of the People's Republic of China" (1995) No. 309 stipulates that "during the period of illness or non-work-related injury, the enterprise shall pay the sick leave pay or sickness relief expenses in accordance with the relevant provisions during the specified medical treatment period, and the sick leave wages or sickness relief expenses may be paid lower than the local minimum wage standard, but not less than 80 of the minimum wage standard." ”

Labor Law of the People's Republic of China" vocational training.

Article 66: The State is to adopt various channels and measures to develop vocational training and labor.

The vocational skills of the movers will improve the quality of workers and enhance the employability and work ability of workers.

Article 67: The people at all levels shall include the development of vocational training in their plans for social and economic development.

Encourage and support qualified enterprises, public institutions, social groups and individuals to carry out various forms of vocational training.

Article 68: Employers shall establish a vocational training system and extract and use occupations in accordance with State provisions.

Training funds: Vocational training for workers shall be carried out in a planned manner according to the actual conditions of the unit.

Workers engaged in skilled jobs must undergo training before taking up their posts.

Article 69: The State determines occupational classifications, formulates vocational skill standards for prescribed occupations, and implements occupations.

In the qualification certificate system, the approved assessment and appraisal agency is responsible for the implementation of vocational skills assessment for workers.

Decide. Chapter IX Social Insurance and Welfare.

Article 70 The State shall develop social insurance, establish a social insurance system, and establish social insurance** so that workers can receive assistance and compensation in the event of old age, illness, work-related injury, unemployment, childbirth, etc.

Article 71: The level of social insurance shall be commensurate with the level of social and economic development and the capacity of society to bear it.

Article 72 Social insurance** shall determine the funds according to the type of insurance**, and gradually implement social pooling.

Employers and workers must participate in social insurance and pay social insurance premiums in accordance with the law.

Article 73 Workers shall enjoy social insurance benefits in accordance with law under the following circumstances:

a) retirement; 2) Illness or injury;

3) Suffering from work-related disability or occupational disease;

iv) unemployment; 5) Childbearing.

After the death of a worker, his surviving family members are entitled to survivors' allowances in accordance with the law.

The conditions and standards for workers to enjoy social insurance benefits shall be prescribed by laws and regulations.

Social insurance contributions must be paid in full and on time.

Article 74: Social insurance agencies shall collect and collect, administer and operate social insurance in accordance with the provisions of law.

and has the responsibility to maintain and increase the value of social insurance.

In accordance with the provisions of the law, the social insurance supervision agency shall implement the receipts and expenditures, management and operation of social insurance.

Supervision. The establishment and functions of social insurance agencies and social insurance supervision bodies shall be prescribed by law.

No organization or individual may misappropriate social insurance**.

Article 75 The State encourages employers to establish supplementary insurance for their workers in accordance with the actual conditions of their employers.

The State encourages individual workers to carry out savings insurance.

Article 76: The State develops social welfare undertakings, builds public welfare facilities, and provides rest and rest for laborers.

conditions for recuperation and recuperation.

Employers should create conditions to improve collective welfare and improve the welfare benefits of employees.

1. The pre-job training room carried out by the company does not require employees to pay for it, which is the norm. If you want to pay for expenses, it is also proportional, the company has a large proportion, and you are small.

2. It is okay to work overtime, the voluntary overtime application form, as long as it has the signature of the leader or the company's seal, it has legal effect, and the salary = overtime pay - leave time Overtime should be optimistic about whether it is 2 times the salary or 3 times the salary Overtime time is different Overtime pay is different.

There are some problems that I don't understand, and I can't help you if you mean what you mean.

Determine the base of sick pay:

1) If there is an agreement in the labor contract, it shall be determined according to the wage standard corresponding to the position (position) of the worker as agreed in the labor contract. Where the standard determined in the collective contract (collective wage agreement) is higher than the standard agreed in the labor contract, it shall be determined in accordance with the standard of the collective contract (collective wage agreement).

2) If there is no stipulation in the labor contract or collective contract, the employer and the employee representatives may determine the wage through collective negotiation, and the result of the negotiation shall be a collective wage agreement.

3) If there is no agreement between the employer and the employee, the calculation base of the holiday pay shall be determined at 70% of the monthly salary of the employee's normal attendance at the post (position).

The holiday wage base calculated according to the above principles shall not be lower than the minimum wage standard stipulated by the city. Where laws and regulations provide otherwise, follow those provisions.

After determining the wage base, it is also necessary to know that the denominator in the calculation is the payday, not the uniform;

Payday refers to the working days of the system stipulated by the state plus statutory holidays.

Calculation method of daily wage: According to the provisions of the Notice on Issues Concerning the Conversion of Employees' Average Monthly Working Hours and Wages (No. 3 [2008] of the Ministry of Labor and Social Affairs on January 3, 2008), before January 1, 2008, the average monthly working days and working hours of employees throughout the year were adjusted to days and hours respectively, and the daily wages and hourly wages after January 1, 2008 were converted as follows

Daily wage: monthly wage income, monthly salary days;

Hourly wage: monthly salary income (8 hours of monthly pay days); Monthly payroll days = (365 days - 104 days) December = days.

Work-related injury leave pay: The employee shall be paid according to the salary during the medical treatment period due to the work-related injury.

Maternity leave pay: Female employees shall be paid their wages during their maternity leave (including abortion leave) and shall not be reduced during their pregnancy, childbirth or breastfeeding.

1. During the period of illness or non-work-related injury, the enterprise shall pay the sick leave salary or sickness relief fee in accordance with the relevant regulations within the specified medical treatment period, and the sick leave salary or sickness relief fee can be paid lower than the local minimum wage standard, but not less than 80% of the minimum wage standard.

2. Except for the circumstances stipulated in Article 25 of the Labor Law, the employer shall not terminate the labor contract when the term of the labor contract expires during the period of medical treatment, pregnancy, childbirth and breastfeeding. The term of the employment contract shall automatically extend until the expiration of the period of medical treatment, pregnancy, maternity and lactation.

3. Employees who take long sick leave can continue to perform the labor contract if they are able to engage in their original work after the expiration of the medical treatment period; If the employee is still unable to engage in the original job or work arranged by the unit after the expiration of the medical treatment period, the labor appraisal committee shall conduct an appraisal of the working ability with reference to the appraisal standards for the degree of disability caused by work-related injuries and occupational diseases. Those who have been identified as level 1 to 4 shall withdraw from their labor positions, terminate their labor relations, go through the formalities for retirement due to illness or non-work-related injuries, and enjoy corresponding retirement benefits; If the employee is assessed as a grade 5 to 10, the employer may terminate the labor contract and pay severance and medical subsidies in accordance with regulations.

4. The "minimum wage" in Article 48 of the Labor Law refers to the minimum labor remuneration paid by the employer on the premise that the worker has fulfilled his normal labor obligations within the statutory working hours. The minimum wage does not include wages and remuneration for extended working hours, housing and food subsidies paid by employers in monetary terms, allowances for special working environments and working conditions such as medium shifts, night shifts, high temperatures, low temperatures, underground, toxic and harmful, and social insurance benefits stipulated by national laws, regulations and rules.

5. If a worker is sick or injured not due to work, and the labor appraisal committee confirms that he is unable to perform his original job or perform the work arranged by the employer and terminates the labor contract, the employer shall pay him an economic compensation equivalent to one month's salary for each full year of his or her service in the employer, and shall also pay a medical subsidy of not less than six months' salary. In the case of serious illness and terminal illness, the medical subsidy shall also be increased, and the increase in the amount of serious illness shall not be less than 50 percent of the medical subsidy fee, and the increase in the amount of terminal illness shall not be less than 100 percent of the medical subsidy fee.

Opinions of the Ministry of Labor on Several Issues Concerning the Implementation of the Labor Law of the People's Republic of China (Lao Bu Fa No. 1995 No. 309 (August 4, 1995) Is it still valid? It is currently valid. It can be based on.

Labor law provisions on leave:

1. According to the provisions of the Notice of the Ministry of Labor on the Average Monthly Working Hours and Wage Conversion of Employees throughout the Year;

2. The average monthly working days and working hours of employees throughout the year are adjusted to days and hours respectively, and the average daily wage of employees can be converted accordingly.

3. With the approval of the company, employees can take unpaid personal leave, but no more than 10 working days in a year; Personal leave of more than 5 days is submitted for one week;

4. If the employee's personal leave exceeds the maximum period stipulated by the company, which affects the normal work of the company, the company will regard him or her as a voluntary resignation.

5. The salary deduction formula is (basic salary + subsidy) and the number of days of personal leave.

6. Personal leave (monthly calculation period: from the 18th of this month to the 17th of the next month): Any employee who takes personal leave will not have a full attendance bonus in this month;

7. For sick leave pay, the employer may agree with the employee in the contract, as long as it is not less than 80% of the local minimum wage.

Whether and how much salary will be deducted from leave is determined by the reason for leave

Leave. According to the regulations, the amount of salary deducted for one day of personal leave = monthly salary is the number of monthly salary days stipulated in the labor law.

Monthly payroll days = (365 days - 104 days) December = days.

The leave system for personal leave is generally formulated by the employer, and there is no clear provision for personal leave in the labor law.

Employees who need to take leave for personal or family reasons can take personal leave, which is unpaid leave, and personal leave is calculated in days or hours.

The salary deduction standard for each day of personal leave taken by an employee is:

Monthly basic salary days;

The salary deduction standard for each hour of personal leave taken by an employee is:

Monthly basic pay is 8 hours a day.

1. Statutory holidays.

According to the provisions of the National Festival and Memorial Day Holiday Measures (Revised in 2007), all citizens of our country have a total of 11 days of holidays. A holiday for all citizens, if it falls on a week.

6. On Sundays, compensatory holidays shall be made on working days. Some citizens have a holiday if it falls on a week.

6. On Sundays, there will be no compensatory holidays.

Festivals and anniversaries for some citizens: 1. Women's Day (March 8), women have a half-day holiday; 2. Youth Day (May 4), young people over the age of 14 have a half-day holiday; 3. Children's Day (June 1), children under the age of 14 will have a one-day holiday; 4. On the anniversary of the founding of the Chinese People's Liberation Army (August 1), active military personnel have a half-day holiday.

2. Paid annual leave.

Article 3 of the Regulations on Paid Annual Leave for Employees No. 514 of the Order of the People's Republic of China stipulates that if an employee has worked for 1 year but less than 10 years, he or she shall take 5 days of annual leave; 10 days of annual leave for those who have completed 10 years but are less than 20 years; Those who have completed 20 years of leave will take 15 days of annual leave.

3. Sick leave. According to the Regulations on the Medical Treatment Period for Sick or Non-work-related Injuries of Employees of Enterprises, the sick leave of sick or non-work-related injured employees shall be granted a medical treatment period of three months to 24 months according to their actual working years and working years in the unit.

4. Family Leave:

At present, the state has not made specific provisions on family visit leave for employees of foreign-invested enterprises and other non-public enterprises.

5. Marriage leave. If you marry according to the legal age of marriage (20 years old for women and 22 years old for men), you can enjoy 3 days of marriage leave. Those who meet the age of late marriage (23 years old for women and 25 years old for men) can enjoy 15 days of late marriage leave (including 3 days of statutory marriage leave). If both the man and the woman are not working in the same place at the time of marriage, they may be granted travel leave depending on the distance traveled.

If you get married during the period of family visit leave (parental visit), no additional leave will be granted. Marriage leave includes public holidays and statutory leave. Those who remarry can enjoy statutory marriage leave, but cannot enjoy late marriage leave.

6. Maternity leave for female employees.

According to the "Labor Law" and the "Provisions on the Labor Protection of Female Employees" issued by the People's Republic of China, female employees of any employer are entitled to maternity leave for 98 days, including weekends and statutory holidays. 15 days of prenatal leave. In case of difficult birth, the maternity leave shall be increased by 15 days.

1. Sick leave: The sick leave of sick or non-work-related injured employees in the "Regulations on the Medical Treatment Period for Sick or Non-work-related Injuries of Enterprise Employees" shall be given a medical treatment period of three months to 24 months according to the actual working years and working years in the unit. 2. Personal leave, employees who need to take leave for personal reasons can take personal leave, personal leave is unpaid leave, and personal leave is calculated in days or hours.