The company deducts wages every month, and says that it will be given at the end of the year, in cas

Every month, you have to remember how much salary the company deducts from you every month, and then settle with him at the end of the year.

First of all, you have to collect all your evidence, and if you don't give it, you can take it out.

You'd better keep your monthly payslips in good order, and if you don't give them at the end of the year, you will have evidence to sue directly.

The company deducts wages every month, saying that it will be paid at the end of the year, since the company promises to pay at the end of the year, it should be able to fulfill its promises, after all, the company's employees are not you alone, everyone is like this, and it is the best evidence, so you don't have to worry, you can guarantee the monthly salary income, and calculate the missing part, and have a number in your heart!

The company deducts wages every month, which is itself an illegal act and cannot be allowed. If you agree, you must sign an agreement with the company. If not, you can go to the local labor department to file a complaint.

The monthly salary will not be given 10,000 this year, and if it is not given, the one who goes to stay will be left one and the other will be kept.

The salary is deducted every month, and the contract should be signed at the end of the year. An agreement, in this case, if it is not given at the end of the year, you can also go to the labor arbitration department to complain.

If you don't give it, you can consider going through this kind of arbitration, labor arbitration bureau or the legal route, so you can do it.

Hello, if you have signed a labor contract, if he does not give you can complain to them.

The company deducts wages every month, says that it will be given at the end of the year, in case you don't pay, you need to keep your pay slips, as well as the transfer records of the salary card, as well as your clock-in and sign-in records.

1. Written labor contract.

2. Payroll flow.

3. Actual collection of turnover.

Legal Analysis: Unreasonable. The so-called basic salary is the minimum guarantee, that is, the minimum wage.

The so-called performance salary means that the company takes out a part of the money for bonuses under the premise of guaranteeing the basic salary. Individual income tax is withheld and paid only by the employer; The social insurance premiums withheld and paid by the employer shall be borne by the employee; The wages of the employee may be withheld from the alimony and alimony required in the judgment or ruling of the court.

Legal basis: Article 15 of the Interim Provisions of the People's Republic of China on the Payment of Wages Article 15 An employer shall not deduct the wages of an employee. 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.

Legal Analysis: Not Legal. If an employee's wages are deducted by the employer for no reason, the employee can either report and complain to the labor inspection department, or apply to the labor arbitration commission for labor arbitration and claim wages from the employer.

If the employer deducts wages for the purpose of terminating the labor contract, it is also required to pay the employee severance for the termination of the labor contract. There are two criteria for an employer to deduct an employee's wages: one is to see whether the employee has provided normal work; The second is to see whether the employer has a legitimate reason. If the employee provides normal work without fault in accordance with the provisions of the labor contract, and the employer does not have the legal reason for deducting wages, it is considered to be deducting the employee's wages.

The act of deducting workers' wages is an illegal act and an infringement of workers' right to wages.

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.

Article 85 of the Labor Contract Law of the People's Republic of China If an employer falls under any of the following circumstances, the labor administrative department shall order it 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) Failure 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) Pay wages to workers below the local minimum wage.

3) Arrange overtime without paying overtime pay.

4) Dissolving or terminating a labor contract and failing to pay economic compensation to the worker in accordance with this Regulation.

Interim Regulations on the 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 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.

Legal tease analysis: unreasonable. The so-called basic salary is the minimum guarantee, that is, the minimum wage. The so-called performance salary means that the company takes out a part of the money to sell the bonus branches under the premise of ensuring the basic salary.

Legal basis: Article 15 of the Interim Provisions on the Payment of Wages Article 15 The employer shall not deduct the wages of the laborer. 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.

It is illegal for an employer to deduct one month's wages without reason, and the employee may file a complaint with the local labor inspection department or apply for labor arbitration if the employer deducts wages without reason. 1. If you work for an employer, there are two ways to request payment of wages: 1. The worker can file a complaint with the labor inspection of the local human resources and social security bureau; Pros:

It's simple. Disadvantages: Enforcement may not be very strong in various places; 2. You can apply for arbitration at the Labor Dispute Arbitration Committee of the local Human Resources and Social Security Bureau and request payment of wages.

If you have not signed a labor contract, you can ask your friend to pay double the salary of the unsigned labor contract. If the termination of the employment relationship is based on arrears of wages, the employee may also be required to pay severance payments. Pros:

In addition to wages, you can also claim economic compensation, double claims for double wages, etc., and generally can be finally resolved; Disadvantages: Second, if it is a job for an individual, it is not considered a labor relationship, and you can directly go to the court to sue the individual boss and demand payment of labor remuneration. Article 2 of the Labor Dispute Mediation and Arbitration Law This Law shall apply to the following labor disputes between employers and workers within the territory of the People's Republic of China:

1) Disputes arising from the confirmation of labor relations; (2) Disputes arising from the conclusion, performance, modification, rescission or termination of labor contracts; (3) Disputes arising from removal, dismissal, resignation, or resignation; (4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training, and labor protection; (5) Disputes arising from labor compensation, medical expenses for work-related injuries, economic compensation, and land or compensation; Article 50 of the Labor Law stipulates that wages shall be paid to the worker himself on a monthly basis in the form of money. Wages shall not be deducted or unjustifiably delayed. Article 18 of the Interim Provisions on the Payment of Wages stipulates that labor administrative departments at all levels 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 50 of the Labor Law stipulates that wages shall be paid to the worker himself on a monthly basis in the form of money. Wages shall not be deducted or unjustifiably delayed.

Legal Analysis: No. Wages shall be paid to the worker in monetary form on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

Legal basis: "Lao Hui Rubber Law of the People's Republic of China".

Article 50 Wages shall be paid to the workers themselves in the form of money on a monthly basis. No wages shall be deducted or owed to workers without reason.

Article 91 Where an employer infringes upon the lawful 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 workers 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.