Under what conditions the factory violated the labor law

Terminate the labor relationship without signing a labor contract, terminate the labor relationship without giving you advance notice, or other management appraisal systems that have not been discussed and approved by the labor union and employees... There will be many aspects, the key is what problem you are encountering now, we can help you refer to it.

Legal Analysis: If the factory violates the labor law, the worker can complain to the local labor inspection brigade, call the complaint**, or go to the office of the local labor department to complain in person. The complainant shall submit the complaint document to the labor and social security administrative department.

If it is truly difficult to write a complaint document, the complaint may be made orally, and the labor and social security supervision organ shall make a record and the complainant shall sign it.

Legal basis: Article 11 of the Regulations on the Supervision of Labor and Social Security The administrative department of labor and social security shall carry out labor security supervision on the following matters:

1) The employer's formulation of internal labor security rules and regulations, (2) the employer's conclusion of labor contracts with employees, (3) the employer's compliance with the provisions prohibiting the use of child labor, (4) the employer's compliance with the special labor protection regulations for female employees and juvenile workers, (5) the employer's compliance with the provisions on working hours, rest and vacation, (6) the employer's payment of wages to workers and the implementation of minimum wage standards, (7) the employer's participation in various social insurances and payment of social insurance premiums, and (8) employment agenciesVocational skills training institutions and vocational skills assessment and appraisal institutions comply with the provisions of the state on employment introduction, vocational skills training and vocational skills assessment and appraisal (9) Other labor security supervision matters stipulated by laws and regulations.

Summary. Hello, it's my pleasure to answer your <>

According to your question "Is there any provision in the labor law of a remote factory?", the following is the result of my analysis for you from a legal perspective: No, the labor law will not stipulate whether the place of work is remote or not, and the location and location of work depend on how the labor contract stipulates.

Is there a provision in the labor law of a remote factory?

Hello, it's my pleasure to answer your <>

According to your question [Is there any rules in the labor law of a remote factory?", the following is the result of my analysis for you from a legal perspective: No, the labor law will not stipulate whether the place of work is remote or not, and the location and location of the difficult place to go to work depends on how the labor contract stipulates.

Hello, the following is the relevant legal basis for Wang Qing that I have found for you, I hope it will be helpful to you: [Labor Law] Article 4 The employer shall establish and improve the rules and regulations in accordance with the law to ensure that the workers enjoy their labor rights and fulfill their labor obligations. Article 5 The State adopts various measures to promote labor employment, develop vocational education, formulate labor standards, regulate social income, improve social insurance, coordinate the labor system, and gradually improve the living standards of laborers.

Article 6: The State encourages laborers to participate in social compulsory labor, carries out labor competitions and rationalization suggestion activities, encourages and protects laborers to carry out scientific research, technological innovation, and inventions, and commends and rewards model workers and advanced workers. Article 7 Workers have the right to join and organize trade unions in accordance with law. Trade unions represent the pre-hardship and maintenance workers.

Kiss, still have questions? Can you elaborate on that? Or is there anything you'd like to talk about?

The Labor Law does not specify whether an employer can impose a fine on an employee if he or she violates the company's rules and regulations.

The Labor Law stipulates that if the company's economic losses are caused by the employee, the employee shall be liable for compensation, but the deduction shall not exceed 20% of the monthly wage, and the work paid to the employee shall not be lower than the minimum wage standard of the locality.

The Labor Law also stipulates that employers shall improve their rules and regulations in accordance with the law, and employees shall also abide by labor discipline and professional ethics.

According to the Labor Code

Article 3 Workers shall enjoy the right to equal employment and choice of occupation, the right to receive remuneration for labor, the right to rest and vacation, the right to labor safety and health protection, the right to receive vocational skills training, the right to enjoy social insurance and welfare, the right to submit labor disputes for settlement, and other labor rights provided for by law.

Workers shall complete labor tasks, improve professional skills, implement labor safety and health regulations, and abide by labor discipline and professional ethics.

Article 4 Employers shall establish and improve rules and regulations in accordance with law to ensure that workers enjoy labor rights and perform labor obligations.

In accordance with the Interim Provisions on Payment of Wages

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.

1. It is illegal to arbitrarily impose fines on workers, and it is recommended to complain to the labor inspection brigade in case of any occurrence;

2. Legal basis: Paragraph 1 of Article 15 of the Interim Provisions on Payment of Wages of the Ministry of Labor stipulates that the employer shall not deduct the wages of employees.

I used my colleague's access card to open the passage in and out of the factory, and I was caught by the security guard saying that I violated the rules and did not meet the personal access, and then imposed a fine of 2,000 yuan on me, should I appeal.

I inspected and damaged more than 500 meters of cloth in the factory, and the factory wanted to pay me 300 yuan and fire me.

OK. Not more than 30% of the monthly salary.