Employees work overtime involuntarily, and collective deduction of wages, is the boss s practice ill

The boss's behavior did violate the law, and the employee should be paid overtime if he was asked to work overtime, otherwise the employee could apply for labor arbitration. At one company in Zhengzhou, the boss often asked the employees to work overtime voluntarily, but did not pay them for overtime, much to the dissatisfaction of most employees. And this time, because the boss did not ask them to work overtime the day before, they did not voluntarily stay and work overtime, but went home immediately after work, and after the boss found out, he directly deducted their performance salary for one month.

Because most of the employees are post-90s, there is not much pressure to survive, and even if they quit, they can find similar jobs, so they want to leave.

But for the performance salary deducted by the boss, they wanted to get it back, so they came to ****. The person in charge of the company responded that they had told the employees that they needed to work overtime that day, but they left directly, and they would deduct their performance wages according to the company's regulations. Later, the reporter mediated between the two parties, and the boss also promised to pay the original performance salary to these departing employees.

Nowadays, many companies implement an overtime system, some companies will pay employees corresponding overtime wages, while some companies let employees work overtime without compensation, I am very disgusted by the way of letting employees voluntarily work overtime, because I think this kind of boss is very unconscionable.

After all, as a low-level employee, there are thousands of yuan of wages every month, which are not only used to pay rent, water and electricity, but also to eat and ride, and the boss occupies the personal time of the employees, and does not give the employees the corresponding wages, which can be said to treat the employees as cattle and sheep. But even cattle and sheep have to be grazed to survive. Companies that can't think about employees often can't keep people, and generally employees who don't dare to resign are older, while young employees have the courage to fight and dare to break through, and the boss is too weird, they can't tolerate it.

Overtime has become the norm for young people, but I don't think it's necessary to work overtime if we can complete our work tasks during the prescribed working hours. There are many employees who don't do anything serious when they work overtime, but are lazy and pretend to work hard. If we encounter a situation where the boss asks for unpaid overtime in the future, we must go to the relevant department to complain to him when we are ready to leave, so as to save more other employees from fire and water.

Of course, many employees will choose to silently endure the behavior of their boss in order not to lose their jobs, and if you are young, I don't think there is any need to put up with it, because you can find a better job than this.

The boss's practice is definitely illegal and illegal! The rights and interests of employees are protected by the Labor Law, and overtime work must be done in accordance with the employee's wishes, and the overtime work must be paid three times the usual wage. In addition, the other employees have not violated the company's regulations, and the boss is not entitled to deduct wages.

The boss's practices are violated. Overtime is inherently outside of the normal workload and cannot be mandatory, so I believe that employees have the option to refuse overtime.

Violated. The labor contract is violated, after all, the contract requires that the boss must not force the employee to work overtime for any reason.

This practice of the boss has violated the laws and regulations of the country, because he has forced overtime against the will of the employee, and it is also illegal to deduct wages without permission.

The boss's practice is illegal and illegal, and it is not right to take the collective deduction of wages because some employees are unwilling to work overtime.

Of course, it is illegal, the boss has violated the labor law, and the employee has the right to refuse to work overtime, and the boss cannot be fined for it.

Of course, the boss's approach violates the regulations, and I think the boss's approach is very harsh and inhumane, and it is also an oppression of employees, which is not conducive to the development of the enterprise.

Summary. 1. If the employer deducts or arrears the wages of the workers without reason, in addition to paying the wages of the workers in full within the specified time, it shall also pay an additional economic compensation equivalent to 25% of the wages and remunerations. 2. In any of the following circumstances, the labor administrative department shall order the employer to pay labor remuneration, overtime pay or economic compensation for the termination or termination of the labor contract within a time limit; If the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; If the payment is not made within the time limit, the employer shall be ordered to pay additional compensation to the employee according to the standard of between 50% and 100% of the amount payable

1) Failure to pay labor remuneration to workers in accordance with the provisions of the labor contract or in accordance with the provisions of this Law; (2) The wages of the workers are paid below the local minimum wage standard; (3) arranging overtime without paying overtime pay; (4) Dissolving or terminating the labor contract and failing to pay economic compensation to the employee in accordance with this regulation.

Hello! It's not illegal to kiss and not let employees work overtime. Our national law clearly stipulates that if there is mandatory overtime, then it is a violation of labor laws and regulations, but if the worker is not allowed to increase the loss of the parsley class, it is not an illegal behavior, which is mainly to protect the legitimate rights and interests of the laborer.

1. If the employer deducts or defaults on the wages of the workers without reason, in addition to paying the wages of the workers in full within the specified time, it shall also pay an additional economic compensation equivalent to 25% of the wages and remunerations. 2. In any of the following circumstances, the labor administrative department shall order the employer to pay labor remuneration, overtime pay or economic compensation for the termination or termination of the labor contract 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 according to the standard of 50% to 100% of the amount payable: (1) failing to pay the employee's labor remuneration in accordance with the provisions of the labor contract or in accordance with the provisions of this Law; (2) The wages of the workers are paid below the local minimum wage standard; (3) arranging 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.

Legal basis: According to the Interim Provisions on Payment of Wages, wages must be paid on the date agreed between the employer and the employee. In the event of a holiday or rest day, the settlement should be paid in advance on the nearest work day.

Wages are paid at least once a month, and weekly, daily, and hourly wage systems are implemented.

Employees who are unwilling to work overtime are not allowed to deduct wages. According to the law, employers shall strictly enforce the labor quota standards, and shall not force or covertly compel workers to work on additional shifts. Therefore, employees have the right to refuse overtime.

Article 31 of the Labor Contract Law of the People's Republic of China Employers shall strictly enforce the labor quota standards and shall not force or covertly compel workers to work overtime. If the employer arranges overtime, it shall pay the employee overtime pay in accordance with the relevant provisions of the state. Article 36 of the Labor Law of the People's Republic of China The State implements a system of working hours in which the daily working hours of workers shall not exceed eight hours and the average weekly working hours shall not exceed forty-four hours.

Article 41 of the Labor Law of the People's Republic of China An employer may, after consultation with the trade union and the workers, extend the working hours due to the needs of production and operation, and generally shall not exceed one hour per day; If it is necessary to extend the working hours due to special reasons, the extended working hours shall not exceed three hours per day, but shall not exceed thirty-six hours per month, provided that the health of the worker is guaranteed.

Legal analysis: It is generally not illegal to not allow overtime to work, and overtime pay is not required for voluntary overtime, and overtime pay is only required if the employer requires overtime. Overtime pay refers to the remuneration received by an employee for continuing to work or work beyond the prescribed working hours according to the needs of the employer's production and work.

Workers should be paid reasonable remuneration for working overtime, extended working hours, and increased the amount of additional labor. For workers, overtime pay is a form of compensation for excessive work; For employers, paying overtime pay can effectively discourage employers from arbitrarily extending working hours and protect the legitimate rights and interests of employees.

Legal basis: Article 41 of the Labor Law of the People's Republic of China Due to the needs of production and operation, an employer may extend the working hours after consultation with the labor union and the workers, which shall generally not exceed one hour per day; If it is necessary to extend the working hours due to special reasons, the extended working hours shall not exceed three hours per day, but shall not exceed thirty-six hours per month, provided that the health of the worker is guaranteed.