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Anonymous users2024-02-13You're in this situation! This company is a bit dark! You can go to the labor bureau to sue him, but you can't get much compensation, but you can let the labor bureau add him to the blacklist, you have to collect evidence, that is, he used to work overtime, did he pay enough overtime pay?
The labor law stipulates that he is not allowed to exceed 40 hours per month, if he exceeds 40 hours, you can sue him, and have you bought five insurances and one housing fund? Do you pay you double your pay on Saturday and Sunday? Collect previous evidence, you can go to the labor bureau to sue him, and then ask him to compensate you, and what does the contract you signed when you enter the company say?
Did you sign a contract? If you don't sign a contract, then you will send it, at least you can lose a lot of money, and how long have you been in this company? If it's a long time, go and sue him, if it's a few months, then you forget it, because in this case, you will definitely have to file a lawsuit, if you do it for a few years, you must sue it, you will definitely get a compensation, and you must collect certain evidence.
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Anonymous users2024-02-12Summary. Hello dear! Now for you to answer <>
If an employee of the company forcibly requires the training of illegal relatives after work, it should be made clear that the company's training that occupies the employee's rest time and has compulsory xing is unreasonable and illegal. Secondly, the training that occupies the employees' rest time and has compulsory xing shall be regarded as overtime in accordance with the provisions of the Labor Law and relevant laws and regulations, and the company shall pay the employees overtime wages.
Is it legal for company employees to forcibly require training after work?
Hello dear! Now for you to answer <>
If an employee of the company forcibly asks for training after work, it should be made clear that the company's training that takes up the employee's rest time and has compulsory xing is unreasonable and illegal. Secondly, in accordance with the provisions of the Labor Law and relevant laws and regulations, the company should pay the employees overtime wages if they occupy their rest time and have compulsory training.
Is it legal for the company's employees to forcibly ask for training after work, and if they don't participate, they will deduct money.
Legal basis: Article 41 of the Labor Law of the People's Republic of China on the restriction of extended working hours includes overtime for normal work, rest and statutory leave. That is, the total number of overtime hours of overtime for monthly working RIs, rest RIs, and statutory leave RIs shall not exceed 36 hours.
Article 44 Where a worker is arranged to work overtime during a break, he or she shall first be given compensatory leave, and if he is unable to take a compensatory leave, he shall be paid a wage remuneration of not less than 200% of his wages. The distribution time of the compensatory bridge should be equivalent to the overtime time. If an employee is arranged to work overtime on statutory leave, he or she shall be paid an additional wage remuneration of not less than 300% of the wage, and generally no compensatory leave shall be arranged.
Then you can sue his relatives.
The teacher can help you write a complaint and send it to you to go directly to the court.
It is illegal for the company's employees to forcibly require training after work.
Got it, thanks.
The teacher can help you write a complaint and send it to you to go directly to the court.
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Anonymous users2024-02-11Employees who occupy their rest time and have mandatory training shall be regarded as overtime in accordance with the provisions of the Labor Law and relevant laws and regulations, and the company shall pay the employees overtime wages.
Legal basis] 1. Article 41 of the Labor Law stipulates that the restrictions on extended working hours include overtime on normal working days, rest days and statutory holidays. That is, the total number of overtime hours on working days, rest days and statutory holidays in each month shall not exceed 36 hours.
According to Article 44 of the Labor Law, if an employee is arranged to work overtime on a rest day, he or she shall first be arranged to take a compensatory break, and if he cannot take a compensatory break, he shall be paid a wage remuneration of not less than 200% of his wages. Compensatory time off shall be equivalent to overtime time. If an employee is arranged to work overtime on a statutory holiday, he or she shall be paid an additional wage remuneration of not less than 300% of the wage, and generally no compensatory leave shall be arranged.
3. Circular of the Ministry of Labor on Printing and Distributing the "Opinions on Several Issues Concerning the Implementation of the Labor Law of the People's Republic of China".
Lao Bu Fa No. 1995 No. 309) (this document is now in effect) stipulates:
70. If an employee is assigned to work on a rest day, he or she shall first be arranged to take a compensatory rest at the same time, and if a compensatory rest cannot be arranged, the employee shall be paid wages and remuneration for the extended working hours in accordance with the provisions of Article 44 (2) of the Labor Law. If an employee is assigned to work on statutory holidays (New Year's Day, Spring Festival, Labor Day, National Day), the employee shall be paid wages and remuneration for extended working hours in accordance with Article 44 (3) of the Labor Law.
71 Negotiation is the procedure for an enterprise to decide to extend working hours (except for Article 42 of the Labor Law and Article 7 of the Implementation Measures of the Ministry of Labor for Implementing the Provisions on Working Hours of Employees). After consultation, the enterprise may decide to extend the working hours within the number of extended working hours set by the Labor Law, and the employee has the right to refuse if the enterprise violates laws and regulations to force the employee to extend the working hours. If a labor dispute arises as a result, it may be submitted to the labor dispute settlement agency for handling.
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