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Anonymous users2024-02-08The Labor Law clearly stipulates that the employer shall not detain the employee's ID card and other documents in any form, and shall be liable for any losses caused. Arbitrate.
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Anonymous users2024-02-07You can go to the labor bureau for help! It's really not okay to let 110 coordinate together!
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Anonymous users2024-02-06It can be reported to the local labour inspection brigade.
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Anonymous users2024-02-05Article 9 of the Labor Contract Law stipulates that when an employer recruits a worker, it shall not seize the worker's resident ID card and other documents, and shall not require the worker to provide a guarantee or collect property from the worker in other names.
Article 84 of the Labor Contract Law stipulates that if an employer violates the provisions of this Law by seizing the employee's resident identity card and other documents, the labor administrative department shall order the employee to return the employee within a specified period of time and impose a penalty in accordance with the relevant laws and regulations.
If an employer violates the provisions of this Law by collecting property from a worker in the form of a guarantee or in other names, the labor administrative department shall order the employee to return it within a specified period of time and impose a fine of not less than RMB 500 but not more than RMB 2,000 per person; If any damage is caused to the worker, he shall be liable for compensation.
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Anonymous users2024-02-04Legal Analysis: Illegal, the company has no right to seize the employee's original ID card. In the course of performing their duties or providing services, the staff of state organs or relevant units shall verify the consistency of the person and certificate of the resident identity card on the spot, and must not record the personal information of citizens recorded in the resident identity card without authorization, must not copy or scan the resident identity card without authorization, and must not withhold or mortgage the citizen's resident identity card.
Legal basis: "Labor and Travel Contract Law of the People's Republic of China" Article 9 When an employer recruits a worker, it shall not seize the worker's resident identity card and other documents, and shall not require the worker to provide a guarantee or collect property from the worker in any other name.
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Anonymous users2024-02-03Legal Analysis: Illegal, the company has no right to seize the employee's original ID card. In the course of performing their duties or providing services, the staff of state organs or relevant units shall verify the consistency of the person and the certificate of the resident identity card on the spot, and must not record the personal information of citizens recorded in the resident identity file without authorization, must not make copies or scan the resident identity card without authorization, and must not detain or mortgage the citizen's resident identity card.
Legal basis: Labor Contract Law of the People's Republic of China Article 9 When an employer recruits a worker, it shall not seize the worker's resident identity card and other documents, and shall not require the worker to provide a guarantee or collect property from the worker in any other name.
Employees cannot be dismissed arbitrarily, and the Labor Law stipulates that employees can be dismissed unless there is gross negligence and the impact and adverse consequences are caused to the employer. Under normal circumstances, the employee needs to be notified by the employer in advance to terminate the contract. >>>More
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No, there is a fixed standard for workers' compensation and it does not include mental damage.
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It is the obligation of the employer to pay the labor remuneration in full and in a timely manner, and if the employer violates the agreement and deducts or arrears the wages of the employee without reason, it shall bear the corresponding responsibility. 1. If the employer deducts or arrears the wages of the employee without reason, or refuses to pay the employee the wages and remuneration for extended working hours, the employee may terminate the labor contract at any time by notifying the employer and request compensation from the employer. In addition to paying the employee's wages and remuneration in full within the prescribed time, the employer shall also pay an additional severance equivalent to 25% of the wages and remuneration. >>>More