I can t come to work when I go home for three months, and the boss hasn t paid me for three months?

I think you should go back to the construction site and explain it to the boss. I think the boss is understandable. In this way, the boss will pay you how much according to the situation.

If you don't go back and stand directly from home, and you don't have a contract, I don't think it's really easy to do. Because as a meritorious work on the construction site, there should be four or five thousand yuan for more than 20 days. So you have to make time to get back to the construction site so that there is a solution.

You collect evidence by yourself, or have a co-worker to prove it, go to labor arbitration to explain how much work you have done, and it will be given to you, but there is no rule on how much, because you are good at leaving your post, and remember that no matter what you do, you must have a beginning and an end, although it is an urgent matter at home, you must also take care of it, and have a letter of resignation afterwards, which is beneficial to yourself.

If you go home and can't go to work, have you already asked for leave from the company before you go home? Then take a look at your company's management regulations, are there any regulations? Generally speaking, if it is a private enterprise that does not go to work, it is really impossible to pay wages, if it is a state-owned enterprise and other enterprises, it may be implemented in accordance with the relevant regulations, if it is sick leave, it will be given according to the provisions of sick leave, sick pay.

You have something at home and you can't go to work? That is to say, if it means that the boss approves it, then it is considered personal leave. Now you say that this is not for him for three months, you are doing practical things, then Dad will definitely not pay you a salary, you know!

Some times for a long time, you don't go back, the boss is still ready for you to remember how this doesn't mean that the delivery and payment of wages are not said? It's the same thing whether you keep your salary or not, you know?

It doesn't matter if you're taking a leave of absence, what kind of leave you are taking, or if you want to resign, or if you want to leave your job. You have to negotiate with your boss first, how to deal with this matter? Dragging is not the way to go. If the negotiation fails, then the only way to do it is to go through the legal route.

Enterprises pay wages based on attendance, and generally do not pay wages without attendance, but it also depends on the provisions of the labor contract.

You must return to the construction site and ask the boss to settle the salary at his discretion.

You can only explain the situation to the boss and ask him to pay you back the salary you deserve.

If you have a family and go back to work, you can't go to work in the next day, and you have a boss for three months, what should you do if you don't pay your salary? Go to the local arbitration commission to apply for arbitration.

It's been a long time since I was paid.

If it can be proved that there is actual employment in BAI, such as a unified ** or a signed work card.

In the case of DAO, you can report to the labor inspection department and request labor dispute arbitration from the labor arbitration department with the right to prove the employment and salary benefits.

However, if you do fail to give 30 days' notice to the employer to terminate the labor contract relationship, you should also bear the actual losses caused by the employer, and the actual losses must be proved by the employer, but it is generally possible to deduct half a month to one month's salary.

Therefore, in view of your situation, it is also recommended to negotiate with the boss, after all, there is an urgent matter at home, which is human nature, and I hope to get the sympathy of your boss. I wish you a speedy resolution of this matter.

The labor law stipulates that the probationary period is raised, and the resignation only needs to be raised by three days, and the boss can go to the labor bureau to report the cave banquet if he does not pay.

I'll tell you something practical, your half-month's salary will definitely not come back. From the legal aspect, you should be paid, but in fact, you are owed half a month's salary and you have no choice. If you go to the relevant department to complain, the relevant department will not accept it, and if you go to the court to file a lawsuit, the court will not accept it.

You can only consider yourself unlucky.

This situation depends on yourself and your father-in-law.

Copy division is not a written contract or something, if there is nothing it is a little difficult to say, the reality is that this kind of company abounds now, and it will be a long lesson in the future, the main thing is that the time is not long, there is not much money, if you are angry, you can take a way:

Directly and manage the person to play **, said that if you don't pay wages on the Internet, and the relevant departments **, if you are lucky, you can get the return you deserve, if you still don't give, the landlord still admits it, so as not to hurt the body and laborious, the society is this society, the landlord is lucky.

Hello, to the problem you described, the lawyer replied as follows:

First of all, you need to confirm the facts of the employment relationship with the employer, such as pay stubs, attendance records, and documents in the course of work.

Second, after the labor relationship is confirmed, the employer can be required to pay back social insurance and wages.

Third, the employer shall notify the employee one month in advance when terminating the labor contract, otherwise it shall pay one month's severance as a payment in lieu of payment.

Fourth, if a written labor contract is not signed to pay double wages, a written labor contract shall be signed within one month from the date of employment.

Fifth, if an employer illegally terminates a labor contract, it may claim economic compensation, which is twice the amount of economic compensation.

Sixth, if the negotiation fails, bring the relevant materials to the labor inspection department to complain, or directly to the labor arbitration commission where the unit is located to file labor arbitration. Blessing!

Call 110 and ask the police to help you out.

Guangdong lawyer Hu:

You can go directly to the labor bureau to report the company for unpaid wages.

It is really not possible to apply for labor arbitration first, and then go through the judicial route.

If you have not paid your wages at the end of one month, you are in arrears of wages and you can report it.

1. Complain to the local labor inspection department, or call **12333.

2. Apply for labor arbitration at the Human Resources and Social Security Bureau.

3. Go to the local people's court to file a lawsuit and apply for a payment order.

In accordance with the Labor Contract Law

Article 30 The employer shall, in accordance with the provisions of the labor contract and the provisions of the State, pay the labor remuneration to the worker 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.

Article 77 Where the lawful rights and interests of a worker are infringed upon, he or she has the right to request the relevant departments to handle the matter in accordance with law, or to apply for arbitration or file a lawsuit in accordance with law.

Article 85 In any of the following circumstances, the labor administrative department shall order an employer to pay labor remuneration, overtime pay or economic compensation within a specified period of time; 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.

Wages are paid monthly, and it is illegal to pay them every other month, and it is legal to pay this month's wages next month. Workers who are in arrears of wages, do not pay wages, or deduct wages can call 12,333 <>

Complaints, which are those of the Human Resources and Social Security Administration. You can also file a complaint with the Labor Bureau's Inspection Brigade.

If the company fails to pay the remuneration on time, the employee can apply for the termination of the labor contract and labor relationship, and demand economic compensation. The worker may file a complaint with the local labor inspection administrative department, and the labor inspection brigade shall order the employer to pay wages. If the labor arbitration conclusion is refused, it may apply to the court for compulsory enforcement.

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.

In the case of wage arrears, you can also first file a complaint with the Labor Bureau, and if the complaint fails, you can apply for labor arbitration.

1. According to Article 40 of the "Opinions on Several Issues Concerning the Implementation of the Labor Law of the People's Republic of China" issued by the Ministry of Labor, the employer may not pay severance to the employee if he terminates the labor contract (terminates the labor relationship during the probationary period) in accordance with Paragraph 1 of Article 32 of the Labor Law, but shall pay the wages according to the actual number of days worked by the employee.

2. According to Article 9 of the Interim Provisions on Payment of Wages promulgated by the Ministry of Labor, 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 dissolved or terminated.

3. If the unit does not pay wages, you can first complain to the local labor law enforcement inspection brigade, and they will supervise and inspect in accordance with the "Labor Security Supervision Regulations" and order corrections; If this is not possible, you can directly apply for labor arbitration to the labor administrative department to protect your legitimate rights and interests.

Take the evidence to the labor arbitration commission and ask the arbitration company to pay wages.

In accordance with the Interim Provisions on Payment of Wages

Article 9 When both parties to the labor relationship terminate or terminate the labor contract in accordance with the law, the employer shall pay the wages of the employee in full at the time of dissolution or termination.

Article 19 Where a labor dispute arises between a worker and an employer over the payment of wages, the parties concerned may apply to the labor dispute arbitration authority for arbitration in accordance with the lenient closed-chain law. If Shen Sun is not satisfied with the arbitral award, he may file a lawsuit with the people's court.

If you are not at fault, you can claim financial compensation.

Article 46 of the Labor Contract Law The employer shall pay economic compensation to the employee under any of the following circumstances:

1) The worker terminates the labor contract in accordance with the provisions of Article 38 of this Law;

2) The employer proposes to terminate the labor contract to the employee in accordance with the provisions of Article 36 of this Law and terminates the labor contract through consultation with the employee;

3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;

4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;

5) Terminating a fixed-term labor contract in accordance with the provisions of Paragraph 1 of Article 44 of this Law, except in the case where the employer maintains or improves the agreed conditions of the labor contract and the employee does not agree to renew the labor contract;

6) Termination of the labor contract in accordance with the provisions of Paragraphs 4 and 5 of Article 44 of this Law;

7) Other circumstances provided for by laws and administrative regulations.

Article 47 of the Labor Contract Law of Chaiga shall pay economic compensation to the employee 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 worker shall be compensated with half a month's salary. If the monthly wage of the 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 economic compensation shall be paid to him at the rate of three times the average monthly salary of the employee, and the maximum number of years of economic compensation shall not exceed 12 years.

The term "monthly wage" mentioned in this article refers to the average salary of an employee in the 12 months prior to the termination or dissolution of the labor contract.