Consult whether there is any problem with the company s payroll and whether there are any violations

1. First of all, the company violates the law, and you must sign a labor contract for 1 month, not a training agreement, otherwise you will need to pay double salary compensation from the second monthDouble pay for 13 days.

2. The salary again, according to what you say:

Training salary, 1 month, 30*30=900

The salary from the 20th of last month to the 20th of this month, the whole month, I took the 11th, so there are 9 days' salary, and the salary from the 20th of this month to the 20th of the next month, you only do it, so add another 20 days, add 29 days together, basically a month's salary.

3. In other words, you should get 3 wages in this company, 900 + 9 days + 20 days.

As for whether to arbitrate or not, depending on the cooperation of the enterprise, it doesn't matter if you are willing to compensate, and you will delay your time by making trouble.

There should be no problem with the salary, more than 900 training wages from October 12th to November 14th, and the normal salary from November 14th to November 20th from November 20th to November 20th. And November 20th to the current salary has not been settled, so it should not be paid until December 20, although it is two months of work, but it also has to be paid on the day of payroll, unless you don't do it, like you have worked for 29 days, but the company is the 30th day of each month to pay wages, which is explained to you in advance, what do you arbitrate? It's you yourself who didn't figure it out.

1. Hello! The basis for the payment of wages is the salary remuneration in the contract, and it is illegal to pay 200 yuan in the second month. Arbitration may be requested.

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

Interim Provisions on Payment of Wages".

Article 7 Wages must be paid on the date agreed between the employer and the worker. In the case of a holiday or a rest day, payment should be made in advance on the nearest working day. Wages are paid at least once a month, and weekly, daily, and hourly wage systems are implemented.

Article 8 The employer shall, in accordance with the provisions of the relevant agreement or contract, pay wages to a worker who has completed a one-time temporary work or a specific job.

If the company fails to pay the corresponding wages according to the actual position, it is a violation of the labor law, and the employee may be forced to resign on the grounds that the employer is in arrears and deducted wages without reason, and may request the employer to pay economic compensation.

Labor Contract Law of the People's Republic of China

Article 38 An employee may terminate a labor contract under any of the following circumstances:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

2) Failure to pay labor remuneration in full and in a timely manner;

3) Failing to pay social insurance premiums for workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

6) Other circumstances in which laws and administrative regulations provide that a worker may terminate his or her employment.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

Enterprises should strictly abide by the composition of the total amount of wages per mu stipulated by the state, and correctly calculate wages.

1) The original record of the settlement of wages.

The wages payable to employees by an enterprise within a certain period of time should be calculated on the basis of the relevant original records, and the original records for calculating wages mainly refer to attendance records and output records.

The company can not be transferred at will, must negotiate with the employee to reach an agreement before the transfer, the general position is written in the labor contract, the transfer is strictly speaking is to adjust the terms of the labor contract.

In other words, the company can pay according to the position in the contract, not according to the actual position.

If a contract is signed, it is a violation of labor law to pay wages as required.

Wages must be paid in accordance with the provisions of the contract, otherwise the contract may be terminated.

The key to this is whether the actual payment of wages is consistent with the employment contract.

Legal analysis: As long as the employee has an employment relationship with the company, the employer may not pay the employee's wages for any reason without paying the rent, even if the employee has caused losses to the employer, the employer can require the employee to compensate for the economic loss 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 basis: Article 50 of the Labor Law of the People's Republic of China Wages shall be paid in the form of money to the worker's own person on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

As long as the employee has an employment relationship with the company, there is no reason not to pay the employee's salary, even if the employee has caused losses to the employer, the employer may require the employee to compensate for the economic loss 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.

1. What should I do if the unit accompanies the elderly and imposes fines.

In general, the unit may file a complaint with the labor inspection brigade or apply for labor arbitration to claim its legitimate rights and interests. The employer shall pay wages in full and on time. 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.

2. Does the company have the right to deduct the payment?

The company does not have the right to deduct the money arbitrarily. The employer shall not deduct the employee's wages. Under any of the following circumstances, the employer may withhold the employee's wages:

1) Individual income tax withheld and paid by the employer; (2) All social insurance premiums withheld and paid by the employer that should be borne by the worker; (3) The maintenance or alimony required to be withheld in court judgments or rulings; (4) Other expenses that may be deducted from the wages of workers as stipulated by laws and regulations. In addition, 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.

3. How to compensate employees for work mistakes.

If an employee's job mistakes cause economic losses to the employer, the employer may require the employee to compensate for the economic losses in accordance with the provisions of the labor contract. It can 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.

Article 50 of the Labor Law of the People's Republic of China stipulates that wages shall be paid in the form of money to the laborers themselves on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

Legal Analysis: Appeal to the local labor inspection brigade and ask for a solution.

Legal basis: Labor Contract Law of the People's Republic of China

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 44 Under any of the following circumstances, the employer shall pay the wages and remunerations higher than the wages of the workers for normal working hours in accordance with the following standards: (1) if the workers are arranged to work longer hours, they shall be paid wages and remunerations of not less than 150 percent of the wages; (2) Where a worker is assigned to work on a rest day and cannot be arranged for compensatory leave, a wage remuneration of not less than 200 percent of the wage shall be paid; (3) If Gao Hui is arranged to work on statutory holidays, he shall be paid a wage remuneration of not less than 300% of his wages.

Article 50 Wages shall be paid to the laborers themselves in the form of money on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

Legal analysis: The employer may not stipulate that wages are not paid in violation of the law. As long as the employee has an employment relationship with the company, there is no reason not to pay the employee's salary, even if the employee causes damage to the unit, the employer can claim compensation for 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 basis: Article 50 of the Labor Law of the People's Republic of China shall pay wages to the workers themselves in the form of money on a monthly basis. Wages shall not be deducted or unjustifiably delayed.