Does the company violate the labor law by deducting wages for not cleaning?

It is illegal for the company to deduct wages for not cleaning, and it is illegal for employees to arbitrarily deduct wages. If the employee makes a mistake in his work, the employer may require the employee to bear compensation, but the employer cannot deduct the employee's wages on this ground.

Legal analysisIf the employer deducts the employee's wages without reason, the employee can file a complaint with the local labor bureau for labor inspection, or apply to the local labor bureau for arbitration to demand payment of wages. If the company does not make a mistake and there is no obvious reason for deducting the wage, it is illegal for the company to deduct the money in this way, and the relevant laws stipulate that the employer shall pay the wages to the employee in the form of money on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

If the employer defaults on the deduction of the employee's wages, the employee can request the settlement of the wages in the following ways: the employee can file a complaint with the labor inspection of the local human resources and social security bureau; You can apply for arbitration at the Labor Dispute Arbitration Committee of the local Human Resources and Social Security Bureau and demand payment of wages. If the employment relationship is terminated on the basis of wage deduction, the employee may also be required to pay severance compensation.

Wages refer to the remuneration paid by the employer or statutory employer to the employee in the form of money in accordance with the law, or the industry regulation, or according to the agreement with the employee. As long as the worker goes to work, the employer must pay the salary according to the working time. An employee who is absent from work shall be liable for compensation, and the employer shall not deduct the employee's wages on this ground.

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.

Legal basisArticle 50 of the Labor Law of the People's Republic of China Wages shall be paid to the workers themselves in the form of money on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

This is not illegal. The main thing is to violate the company's regulations.

Whatever the reason, the deduction is a violation of labor laws. If you do not clean and violate the company's system, the company cannot deduct the payment.

Answer: It is not right for the company to deduct wages because it does not clean, but for the sake of a hygienic environment, employees can pay the payment in a comfortable place.

This question should be done, and his deduction of wages is a kind of urging you to clean up in the future.

Isn't it normal to take turns doing hygiene? Keeping it clean is good for a better working environment.

Legal analysis: illegal, in violation of the relevant provisions of the Labor Contract Law, if you need legal help, you can directly ask again or bring relevant materials to consult with our team in person, and you need to know the details of the case to give you professional advice.

Legal basis: Labor Law of the People's Republic of China Article 3 Workers enjoy the right to equal employment and choice of occupation, the right to receive labor remuneration, the right to rest and vacation, the right to labor safety and health protection, the right to receive vocational skills training, the right to enjoy social insurance and welfare, the right to submit labor disputes for settlement, and other labor rights provided by law. Workers shall complete labor tasks, improve professional skills, implement labor safety and health regulations, and abide by labor discipline and professional ethics.

Legal analysis: The company's fine is illegal, because the company has no right to fine. If you cause losses to the company, the company can claim compensation within the scope of the loss.

The amount of compensation is limited to the amount of compensation you have caused to the company and cannot exceed this amount. If it is deducted from the salary, the amount deducted in the current month generally cannot exceed 20% of the salary, and the deduction that cannot be deducted in the current month will be allocated to the following months.

Legal basis: Article 91 of the Labor Law of the People's Republic of China Where an employer infringes upon the legitimate rights and interests of a worker in any of the following circumstances, the labor administrative department shall order it to pay the worker's wages and remuneration and economic compensation, and may also order the payment of compensation: (1) deducting or defaulting on the wages of the worker without reason; (2) Refusal to pay wages and remuneration for extended working hours; (3) Paying wages to workers lower than the local minimum wage standard; (4) Failing to give economic compensation to the worker in accordance with the provisions of this Law after the termination of the labor contract and the commotion of Li Tong.

Money can be deducted, but the monthly deduction shall not exceed 20% of the monthly salary of the labor-type bridge fighter. If the remaining part of the salary after deduction is lower than the local monthly minimum wage standard of silver lead, it will be paid according to the minimum wage standard.

Legal basis: Article 10 of the Interim Provisions on Payment of Wages stipulates that if the employer suffers economic losses 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.