The two parties have agreed that if they cannot pay wages on time, they can deduct the payment, and

If the two parties have agreed that if the wages cannot be paid on time, the payment for the goods can be deducted, and the signing of the agreement or contract is legal, and it belongs to the content of the wage payment agreed by the two parties, and the employee and the employer establish a labor relationship, and the 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.

Interim Regulations on the Payment of Wages

Article 5 Wages shall be paid in legal tender. Payment in kind and in alternative currency** may not be made.

Article 6 The employer shall pay wages to the workers themselves. If the worker is unable to receive wages for any reason, his relatives or entrusting others to collect the wages on his or her behalf.

The employer may entrust the bank to pay the wages on behalf of the employer.

The employer must keep a written record of the amount and time of payment of the employee's wages, the name and signature of the recipient, and keep it for at least two years for future reference. When paying wages, the employer shall provide the employee with a list of his or her personal 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.

Article 8 The employer shall, in accordance with the relevant agreements or contracts, pay wages to workers who have completed one-time temporary labor or a specific job.

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 legitimate 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) Withholding or defaulting on the wages of workers without reason;

2) Refusal to pay wages for extended working hours;

3) Paying wages to workers at a rate lower than the local minimum wage.

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.

The two parties have an agreement that if they cannot pay wages on time, they can deduct the payment for goods, and the agreement is in accordance with the law.

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Summary. Dear, the following is a related extension, I hope it will be helpful to you. Under the Labor Contract Law, it is illegal to deduct wages.

Wage deduction refers to the deduction of the employee's wages due to the employee without justifiable reasons (i.e., all the labor remuneration that the enterprise should pay to the employee according to the standard stipulated in the labor contract on the premise that the employee has provided normal work). The employer shall, in accordance with the provisions of the labor contract and state regulations, 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.

Hello dear, happy to answer for you; After signing the contract, Party A deducts wages for other reasons. Under the Labor Contract Law, it is illegal to deduct wages. The relevant laws of our country clearly stipulate that no unit can deduct the wages of employees under any unreasonable pretext, which is an illegal act, and the employee can apply to the local labor bureau for arbitration.

Dear, the following is a related extension, I hope it will be helpful to you. Under the Labor Contract Law, it is illegal to deduct wages. Wage deduction refers to the deduction of the employee's wages due to the employee without justifiable reasons (i.e., all the labor remuneration that the enterprise should pay to the employee according to the standard stipulated in the labor contract on the premise that the employee has provided normal work).

The employer shall, in accordance with the provisions of the labor contract and state regulations, 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.

Legal analysis: 1. The basic salary (excluding overtime pay) in the labor contract is legal as long as it is not lower than the minimum wage level required by the locality-level city. Write too much, if the company does not pay if there is no sufficient legal reason, you can ask for labor arbitration, which can increase your income.

2. The cost of social security has nothing to do with wages, and the social security base is also stipulated by the corresponding ** institution. Individuals contribute 8% of this base and companies 18%. For example, if the base is 1,000 yuan, then the individual pays 80 yuan and the company pays 180 yuan.

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

Article 20 The wages of a worker during the probationary period shall not be lower than 80 percent of the minimum wage for the same position in the employer or the wage agreed in the labor contract, and shall not be lower than the minimum wage standard in the place where the employer is located.

Article 85 In any of the following circumstances, the labor administrative department shall order an employer to pay labor remuneration, overtime pay or economic compensation within a specified period of time; 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 employee in full and in a timely manner in accordance with the provisions of the labor contract or the provisions of the state;

2. The wages of workers are paid lower than the local minimum wage standard;

3. Arrange overtime without paying overtime pay;

4. Dissolving or terminating the labor contract and failing to pay economic compensation to the employee in accordance with these regulations.