What happens when an expatriate worker pays his or her salary, showing that his or her previous fact

It means that you have not terminated the labor relationship with the original employer, so you should now have some specific labor with the new unit. Dispute.

If the last labor contract has not expired, it can be regarded as a cooperative relationship between the previous labor service company and the current husband.

It may be that when you pay the wages of the expatriate workers, the previous factory did not terminate the labor contract, and you should go to terminate it, so that it is okay.

The reason for this may be that your employment contract has not been terminated and you have been replaced by another person.

This may be recorded by the system, and the last contract needs to confirm the time and end period of sign-in, and you can find the original unit to cancel.

It may be that you have not completely freed the labor contract with the previous factory, and you should go to the previous factory to go through the procedures for terminating the labor contract.

If you have not finished the contract, it is of course impossible to terminate the contract. There is still work to be done.

You can ask about this in the HR department. Actually, I think it's enough to pay you a salary. You can have a contract now. You didn't lift the original release, so don't bother with him.

If it shows like this, then you should go to your last factory and ask to find out about this matter, otherwise it will be very troublesome, you can also ask, what is going on with the company that pays you wages?

Then you should go to the previous factory, completely terminate the labor contract, and complete the formalities and register online, so that it can be displayed.

Hit **Ask the previous company!

It's better to sort out this relationship first, and it will be better.

When the expatriate worker pays his salary, he shows that his labor contract from the previous factory has not been terminated, so you have to ask yourself what happened? Have you received your salary? Did you terminate the contract in front of you?

The salary of the expatriate shows that the previous long service contract has not been terminated, and this situation is reflected in the contract.

When I was dispatched to the process, I showed that my last labor contract was not terminated, and I did not terminate it again.

When the expatriate worker pays his salary, he shows that the labor contract of his previous factory has not been terminated, which means that he has no intention of terminating the labor contract.

When the migrant worker pays his salary, he shows that he has a labor contract from the previous factory, and he has not terminated it, and there is identification on the salary card.

When the expatriate worker pays his salary, it shows that the labor contract of his previous factory has not been terminated, it may be that the labor contract of your previous factory has not been terminated by himself, and he should go to the previous factory to terminate the labor contract.

What happens when an expatriate worker pays his or her salary, showing that his or her previous factory's labor contract has not been terminated? The labor contract between you and the previous factory has not been terminated, and only you know that the labor contract must not be terminated.

In addition to the matters prescribed by law, the labor contract concluded between the labor dispatch unit and the dispatched worker shall also specify the employing unit of the dispatched worker, the dispatch period, the job position, etc.

The labor dispatch unit shall conclude a fixed-term labor contract with the dispatched worker for more than two years, and pay the labor remuneration on a monthly basis.

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

Article 58 A labor dispatch unit is an employer as used in this Law and shall perform its obligations to its workers. In addition to the matters specified in Article 17 of this Law, the labor contract concluded between the labor dispatch unit and the dispatched worker shall also specify the employing unit of the dispatched worker, the dispatch period, the position and other circumstances.

The labor dispatch unit shall conclude a fixed-term labor contract with the dispatched worker for a period of more than two years, and pay the labor remuneration on a monthly basis; During the period when the dispatched worker is not working, the labor dispatch unit shall pay him monthly remuneration in accordance with the minimum wage standard stipulated by the local people.

Article 59 A labor dispatch entity shall enter into a labor dispatch agreement with the unit that accepts the employment in the form of labor dispatch (hereinafter referred to as the "employing entity"). The labor dispatch agreement shall stipulate the number of posts and personnel to be dispatched, the duration of the dispatch, the amount and payment method of labor remuneration and social insurance premiums, and the liability for violating the agreement.

The employer shall determine the dispatch period with the labor dispatch unit according to the actual needs of the job, and shall not divide the continuous employment period into several short-term labor dispatch agreements.

Article 60 The labor dispatch unit shall inform the dispatched worker of the contents of the labor dispatch agreement.

Labor dispatch units shall not deduct the labor remuneration paid by the employing unit to the dispatched workers in accordance with the labor service dispatch agreement.

Labor dispatch units and employing units shall not collect fees from dispatched workers.

If the employee's labor service company contract has not expired, but the employer fails to arrange work or changes the contract, resulting in the employee being unable to work normally and being deducted from wages, the following measures may be taken:

1.Investigate the situation, analyze the causes, clarify the responsibility and claim compensation accordingly;

2.Negotiate with the employer, bring the problem to the negotiation table, and mediate to resolve it;

3.Door-to-door consultation with the labor and social security department, and protect their rights and interests through legal means;

4.Take early steps to protect your rights and interests in accordance with the law.

Of course, in the process of taking the above measures, it is necessary to pay attention to retaining relevant evidence, such as work records, employment agreements, etc., so as to finally obtain the corresponding compensation. At the same time, they should maintain communication with the labor service company and the employing unit, pay close attention to the development trend of the whole matter, and take timely countermeasures to ensure that their rights and interests are substantively protected.

Report directly to the labor company, and if you do not solve the problem, resign immediately.

Negotiate with the labor company to resolve the decision and change the employer...

If the employee terminates the labor contract within the term of the labor contract, the employer has no right to deduct wages.

Resignation does not require the consent of the employer. It is also not mandatory to fill out a resignation letter from the company.

1. Normal resignation. According to Article 37 of the Labor Contract Law, if you submit a written request to terminate the employment relationship 30 days in advance, you can leave the company without the approval of the employer. Among them, the probationary period is proposed in writing 3 days in advance; The employer is obliged to settle the salary and go through the resignation procedures.

Second, quick resignation. If the employer has any of the circumstances specified in Article 38 of the Labor Contract Law (e.g., failure to pay social insurance, arrears of wages, etc.), you may leave immediately after terminating the employment relationship in writing, without the approval of the employer, and may request payment of the remaining wages and severance (the standard is one month's salary for every one year of service).

If the employer does not pay wages and economic compensation, and does not go through the resignation procedures, you can apply for labor arbitration.

Hello, you can definitely get paid for your work.

Is it a resignation or the factory is not ......Resignation requires an early application for ......

1. First, according to the second paragraph of Article 58 of the Labor Contract Law, the labor dispatch entity shall enter into a fixed-term labor contract with the dispatched worker for a fixed period of more than two years and pay the labor remuneration on a monthly basis; During the period when the dispatched worker is not working, the labor dispatch unit shall pay him monthly remuneration in accordance with the minimum wage standard stipulated by the local people.

After the worker is dismissed by the employer, before the dispatched worker is dispatched to a new job, that is, during the period when the dispatched worker is not working, the labor dispatch unit shall pay the worker monthly remuneration in accordance with the minimum wage standard stipulated by the local people. Of course, if the labor contract is higher, it will be paid according to the agreement.

Second, if the labor dispatch unit deducts wages from the employer, it is in violation of the Labor Contract Law. Article 60 of the Labor Contract Law stipulates that a labor dispatch entity shall not deduct the labor remuneration paid by the employer to the dispatched worker in accordance with the labor dispatch agreement.

Labor dispatch units and employing units shall not collect fees from dispatched workers.