Is it legal for a company to only pay basic salary, and is it illegal to only pay basic salary

Legal, how much the company pays wages is the company's leaders have the final say, if you are too little, the leaders will say that you resign, the responsible leaders will pay more wages to the employees, and the irresponsible leaders who are greedy for money are reluctant to pay the employees when they earn money, which is not legally binding.

It is legally legal that the basic wage is the usual minimum wage, but if the value of your labor is more than the basic wage, it is stipulated in the contract, then it is not legal.

I think about this issue. Corporate Enforcement Base Salary. is legitimate.

Because you're in. this enterprise. Or work at work.

Time. No? Business Leadership.

Will talk to you about payroll. The base salary is the amount to be completed each month. But you are capable of this.

Scold. The yield was reached. Outside of the base salary.

There should be bonuses or commissions.

The company only pays the basic salary. He should also be in accordance with the law. If you sign with the company, you have this. contract. Then conventions. How is it? Salary. If he violates this contract, then he is breaking the law.

Of course it's legal. The base salary is the minimum wage in your location.

The company only pays the basic salary legally, and the income outside the basic salary is contracted by the company, and if you feel that the basic salary is too small, you can find another job.

The company only pays the basic salary, which is of course illegal, in which case you can complain to the Labor Bureau.

It should be legal for the company to only pay the basic salary.

Now all the requirements for signing a contract need to be written clearly, if not, just verbally, then there must be evidence to prove whether the company is legal.

Summary. Hello, I am glad to answer for you: it is illegal for the company to only pay the basic salary.

Bonuses are also part of the salary and should be paid. The salary shall be paid in accordance with the contract, and shall not be lower than the minimum wage standard, and if the minimum wage standard is lower, you can request a retroactive payment. The salary includes all expenses such as basic salary, bonuses, allowances, commissions, etc.

It is illegal to delay or withhold wages or change the form of wage payment, and you can demand that the full amount be paid in the manner agreed in the contract, and ask the employer to pay 25% of the arrears of wages as economic compensation. More than 15 days after the salary payment date agreed in the contract is considered arrears. It is recommended to negotiate with the company to settle the matter, and if the negotiation fails, you can apply for labor arbitration, and the application for labor arbitration should be applied to the labor arbitration commission in the place where the unit is registered.

It is also possible to appoint a lawyer to arbitrate on your behalf. The statute of limitations for labor arbitration is one year, which is calculated from the date on which the infringement was known or should have been known. I hope mine can help you and I wish you good health and all the best.

Hello, I am glad to answer for you: it is illegal for the company to only pay the basic salary. Bonuses are also part of the salary and should be paid.

The salary shall be paid in accordance with the contract, and shall not be lower than the minimum wage standard, and if the minimum wage standard is lower, you can request a retroactive payment. The salary includes all expenses such as basic salary, bonuses, allowances, commissions, etc. It is illegal to delay or withhold wages or change the form of wage payment, and you can demand full payment in accordance with the contract, and ask the employer to pay 25% of the arrears of wages as economic compensation.

If the number of spring closures exceeds the wage payment date agreed in the contract for more than 15 days, it is considered in arrears. It is recommended to negotiate with the company to settle the matter, and if the negotiation fails, you can apply for labor arbitration, and the application for labor arbitration should be applied to the labor arbitration commission in the place where the unit is registered. It is also possible to appoint a lawyer to arbitrate on your behalf.

The statute of limitations for labor arbitration is one year, which is calculated from the date on which the infringement was known or should have been known. I hope mine can help you and I wish you good health and all the best.

The salary consists of basic salary and performance salary, but the company only pays the basic salary, and the performance salary is not paid until the end of the year, is this legal?

The salary is composed of basic salary and performance salary, but the company only pays the basic salary, and the performance salary is not paid until the end of the year, which is unreasonable, but the law does not stipulate that this is an illegal parent. Because performance-based pay is based on the company's situation, whether or how much is paid. If the company says that the benefits are not good, so it does not pay performance wages, and it is difficult for workers to obtain support through arbitration and litigation.

Therefore, when the employee agrees on the salary with the company, it is best not to take the form of basic salary + performance salary.

Legal Analysis: The employer should pay the employee's wages in full on the agreed date, and if only the basic salary is paid, it is also an act of arrears of wages and an illegal act. If you file a complaint with the labor and social security administrative department (labor inspection brigade), the labor inspection brigade will order you to pay within a time limit, and if you fail to pay within the time limit, you may request additional compensation, and the compensation standard:

Between 50% and 100% of the amount payable. When making a complaint, a copy of the applicant's ID card and evidence of the relevant arrears of wages should be provided.

Legal basis: Article 7 of the Interim Regulations on the Payment of 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 wages can be paid on a weekly, daily, and hourly basis if the weekly, daily, and hourly wage system is implemented.

Labor Contract Law of the People's Republic of China Article 38 An employee may terminate a labor contract under any of the following circumstances:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

2) Failure to pay labor remuneration in full and in a timely manner;

3) Failure to pay social insurance premiums for workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

6) Other circumstances in which the labor contract may be terminated by laws and administrative regulations.

If an employer compels a laborer to work by means of violence, threats or illegal restriction of personal freedom, or if the employer violates rules and regulations and orders risky work that endangers the employee's personal safety, the employee may terminate the labor contract immediately without prior notice to the employer.

1. Is it legal for the company to not have a basic salary?

1. It is illegal for the company to have no basic salary. In accordance with the relevant laws and regulations, the employer must provide the employee with a minimum wage of not less than the minimum subsistence guarantee in the region. 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.

2. Legal basis: Article 38 of the Labor Contract Law of the People's Republic of China.

The employee may terminate the labor contract under any of the following circumstances:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

2) Failure to pay labor remuneration in full and in a timely manner;

3) Failure to pay social insurance premiums for workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

6) Other circumstances under which the labor contract may be terminated by laws and administrative regulations.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

Second, is it legal not to mess with the ants to pay social security?

It is illegal not to pay social security. Employers and workers must participate in social insurance, and the employer shall apply for a new registration with the social insurance agency within 30 days from the date of employment, and pay social insurance premiums from the date of employment, and the employer shall withhold and pay the part borne by the employee. If it is verified or reported that the payment is not paid, in addition to the supplementary payment, a late fee will be levied and a fine will be imposed.

It is illegal not to pay pay slipsArticle 6 of the Interim Provisions on Payment of Wages.

The employer must keep a written record of the amount of wages paid to the employee, 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 the wages of the individual tenants.

According to the Labor Law, employees have the right to know and supervise the wage distribution plan stipulated by the enterprise.

Therefore, employees have the right to know what their benefits and wages are made of, and it is a tort for a company not to provide pay stubs.

It is illegal for the company not to pay wages.

According to the labor law, the company should pay the wages of the workers in accordance with the law, which is the basic obligation of the company and the main right of the workers.

In accordance with the relevant laws and regulations, the employer must provide the employee with a guaranteed minimum wage that is not lower than the minimum subsistence guarantee in the region. 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. Labor Contract Law of the People's Republic of China Article 38 An employee may terminate a labor contract under any of the following circumstances: (1) failing to provide labor protection or working conditions in accordance with the labor contract; 2) Failure to pay labor remuneration in full and in a timely manner; 3) Failure to pay social insurance premiums for workers in accordance with the law; (4) The rules and regulations of the employer violate the provisions of laws and regulations, harming the rights and interests of the workers who are in arrears; 5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law; 6) Other circumstances under which the labor contract may be terminated by laws and administrative regulations.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or injuriously instructs or forces the employee to perform risky work in violation of rules and regulations, the employee may terminate the labor contract immediately without prior notice to the employer.