Why don t you pay me a salary, the company doesn t pay a salary

Don't be afraid, you should keep your work record and label first, and it is best to make a copy. At that time, if you really don't pay your salary, you can go to the labor bureau and sue him.

You can also get compensation if you are fired without cause.

It's really the owner of the black-hearted factory.

If a company violates labor laws, it can file a complaint or arbitrate in the following ways:

First collect relevant evidence that you have worked in the company, labor contracts (can be without), work records, salary slips, salary transfer records (WeChat, Alipay, banks, text messages), audio and video recordings about arrears of wages and claims for wages, punch-in records of working at work, work permits, entry and exit permits, work clothes issued by the unit, introducers, certifiers, etc. The more evidence, the better, and the better it will be for you.

Then you can go to the labor inspection brigade of the Human Resources and Social Security Bureau to complain and report (advantages: simple and fast. Cons:

The enforcement may not be strong, at most the wages can be recovered), and labor arbitration can also be taken (advantages: in addition to the recovery of wages, you can also claim economic compensation, double wages, triple wages, etc.; Disadvantages: It is a labor lawsuit, with many procedures, a long time, and the need for professional guidance), it is recommended to labor arbitration, so as to strive for the greatest rights and interests.

The main legal rights and interests that we can fight for through arbitration are:

1.To get your wages back. Basis: Wages should be paid on a monthly basis and must not be in arrears.

2.If you don't sign a contract, you will be paid double your salary. Basis: If the employer fails to conclude a written labor contract with the employee for more than one month but less than one year from the date of employment, it shall pay twice the monthly wage.

3.Double or triple salary. Basis: In any of the following circumstances, the employer shall pay the employee a wage remuneration higher than the wage for normal working hours according to the following standards:

2) If the worker is assigned to work on a rest day and cannot arrange a compensatory break, he shall be paid a wage remuneration of not less than 200% of the wage (the worker shall have at least one day off per week);

3) If a worker is assigned to work on a statutory holiday, he or she shall be paid a wage remuneration of not less than 300 percent of his wages.

4.Fight for compensation. Basis: If the employee is not dismissed in accordance with the regulations, the corresponding economic compensation shall be paid.

and a number of other rights ......

I was able to recover the wages I was owed through labor arbitration, and I also won compensation for more than twice my wages (twice the wages paid to me in the factory without a contract, three times the wages for unused holidays, etc.).

In addition, this kind of black-hearted boss should give him some color after winning these rights and interests, report him to the tax bureau, report his substandard products or illegal production to the market supervision and administration bureau, report his pollution problems to the environmental protection bureau, report his fire problems to the fire department, report to the labor inspection brigade of the human resources and social security bureau that he does not sign a written labor contract with the laborer, and does not pay three times the salary on holidays

As long as employees have labor, then employees must have wages to pay. If the employer does not pay the wages, the employee can file a complaint with the labor bureau or apply for arbitration. In accordance with Article 50 of the Labor Law:

Wages shall be paid to the worker in monetary form on a monthly basis. Wages shall not be deducted or unjustifiably delayed. Article 7 of the Interim Regulations on the Payment of Wages stipulates that:

Wages must be paid on the date agreed between the employer and the employee. In the case of a holiday or 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 9 of the Interim Regulations on the Payment of Wages stipulates that when both parties to an employment relationship dissolve or terminate a labor contract in accordance with the law, the employer shall pay the employee's wages in full at the time of dissolution or termination. Article 16 Where economic losses are caused to the employer due to the worker's own reasons, 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. 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 18 The labor administrative departments at all levels shall have the right to supervise the payment of wages by employers. If an employer commits any of the following acts that infringe upon the lawful rights and interests of a worker, the labor administrative department shall order the employer to pay the wages and economic compensation to the worker, and may also order the employer to pay compensation: (1) deducting or delaying the worker's wages without reason; (2) Refusal to pay wages for extended working hours; (3) Paying wages to workers lower than the local minimum wage standard.

The standards for economic compensation and compensation shall be implemented in accordance with the relevant provisions of the State. 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 law. If the applicant is dissatisfied with the arbitral award, he or she may file a lawsuit with the people's court.

1. Negotiate with the employer for arrears of wages, and we recommend that you first negotiate with the unit. However, the negotiation of such disputes is the most taboo and the reckless noise, which is often counterproductive. Therefore, we suggest that we should understand the relevant laws and regulations before negotiating with the unit, and make full theoretical preparations, so that the success rate of the negotiation will be relatively improved.

2. Seeking remedies from the labor administrative departmentAccording to Article 85 of the Labor Contract Law, if the employer fails to pay the employee's labor remuneration in full and in a timely manner in accordance with the provisions of the labor contract or the provisions of the state, the labor administrative department shall order the employee to pay the compensation within a time limit, and if the employer fails to pay within the time limit, the employer shall pay the employee additional compensation according to the standard of 50% to 100% of the amount payable. Therefore, when the employer owes wages, it is undoubtedly an effective way to seek rights relief from the labor department. 3. In addition to seeking relief from the relevant departments, the employee may also choose to terminate the labor contract on his own initiative, because according to Article 38 of the Labor Contract Law, if the employer "fails to pay the labor remuneration in full and in a timely manner", the employee may terminate the labor contract at any time, and in this case, the employer shall also pay the employee economic compensation in accordance with the statutory standard with reference to Article 46.

If the employer does not agree, it can also seek assistance from the labor dispute arbitration commission and the people's court. In addition, Article 30 of the Labor Contract Law also stipulates that "if an employer is in arrears or fails to pay labor remuneration in full, the employee 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." ”

Hello, I'm glad to answer for you According to your description: The handling methods for non-payment of wages are as follows: 1. Local Labor Law Enforcement Supervision Brigade.

The easiest way is to file a complaint with the local labor law enforcement inspection brigade, who will supervise and inspect the employer in accordance with the "Labor Security Supervision Regulations" and order it to pay the arrears of wages. Complaints and reports** Consult the local labor department for details. 2. Local people's courts.

Article 30 of the Labor Contract Law stipulates that if an employer defaults on or fails to pay labor remuneration in full, the employee 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. 3. Local labor administrative department. The most effective way is to apply for labor arbitration directly to the local labor administrative department, and through the award issued by the labor arbitration, claim compensation from the unit, and if the compensation is not paid, you can apply to the court for enforcement.

Statute of limitations for initiating labor arbitration: 60 days; That is, the employee shall apply to the labor arbitration commission for arbitration within 60 days from the date of occurrence of the labor dispute. According to the Second Judicial Interpretation on Labor Disputes, disputes over wage arrears shall be calculated from the date on which the employee receives the written notice of refusal to pay wages from the employer, otherwise the date on which the employee claims his rights shall be the standard.

4. Civil litigation in the local people's court. If the labor arbitration is not accepted or the arbitration is unfair, a civil lawsuit can also be filed with the court within 15 days, and the court judgment can be directly enforced.

Questions. From July to now, if you don't pay your salary, will it work to hit **?

Hello, it is a pleasure to answer for you according to your description: useful dear.

I hope mine can help you, I wish you a happy life If you have any questions, you can come to consult If not, I hope you can give a 5-star thumbs up Thank you.

Hello, it is a pleasure to answer for you according to your description: useful dear.

Questions. Please help, please tell me what to play?

Hello, happy to answer for you According to your description: You can call 12315 citizens****.

I hope mine can help you, I wish you a happy life If you have any questions, you can come to consult If not, I hope you can give a 5-star thumbs up Thank you.

Questions. This ** you are talking about is a local **, not a citizen****.

Questions. Oh, thank you.

I hope mine can help you, I wish you a happy life If you have any questions, you can come to consult If not, I hope you can give a 5-star thumbs up Thank you.

Great work. Questions.

Can you solve this **?

Yes, dear.

I hope mine can help you, I wish you a happy life If you have any questions, you can come to consult If not, I hope you can give a 5-star thumbs up Thank you.

If the employer delays or fails to pay wages, it can file a complaint with the security supervision brigade of the labor department, or it can directly apply for labor arbitration to demand the payment of the wages it should receive.

Ask the boss of the company the reason for not paying wages, and if the unit can't solve it, it will return to the labor replanting.

Legal analysis: whether it is incumbent or resigned, whether it is arrears or no wages for no reason, you should first communicate and negotiate with the main person in charge of the company through normal channels, find out the reasons for arrears or non-payment, and then choose a reasonable method to deal with it, leaving room for the company and individuals.

Legal basis: Labor Contract Law of the People's Republic of China Article 38 An employer may terminate a labor contract under any of the following circumstances: (1) failing 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 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 provided for in the first paragraph of Article 26 of this Law; (6) Other circumstances in which the labor contract may be terminated as provided by laws and administrative regulations.

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

Legal analysis: If the boss does not pay wages, he can generally recover wages through coordination, complaints, and arbitrary rulings. If the employee resigns and does not pay the salary, the employee can first negotiate with the employer to settle the problem, and if the negotiation fails, he can go to the local labor bureau to file a complaint for labor inspection, or he can apply to the local labor bureau for arbitration to demand payment of wages, and he can also apply to the court for a payment order or directly go to the court to file a labor lawsuit to recover his own wages and remuneration.

Legal basis: Article 50 of the Labor Law of the People's Republic of China Wages shall be paid to the worker himself in the form of money on a monthly basis. No wages shall be deducted or owed to workers without reason.

Labor Law of the People's Republic of China

Article 91.

If an employer infringes upon the lawful rights and interests of a worker in any of the following circumstances, the labor administrative department shall order the employer to pay the worker's wages and remuneration and economic compensation, and may also order the payment of compensation:

1) Withholding or arrears of wages for unjustified arrears of wages;

2) Refusal to pay wages and remuneration for extended working hours;

3) Paying the wages of the losers at a rate lower than the local minimum wage;

4) Failing to give economic compensation to the worker in accordance with the provisions of this Law after the termination of the labor contract.

Legal analysis: If the boss does not pay the wages and fails to negotiate and demand, he can complain to the labor administrative department and apply for labor arbitration to protect his rights. If an employer violates state regulations by defaulting on or failing to pay labor remuneration in full, or by defaulting on medical expenses, economic compensation or compensation for work-related injuries, the worker may file a complaint with the labor administrative department, which shall handle it in accordance with law.

Legal basis: Article 30 of the Labor Contract Law of the People's Republic of China The employer shall, in accordance with the provisions of the labor contract and the provisions of the state, pay the labor remuneration to the employee 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.