The employee has left the company, how to get the money back if he still owes the company?

Although the employee has left the company, the money owed to the company is a legal liability.

If the employee himself refuses to repay the arrears, then the company can take judicial measures to file a lawsuit with the court, and the court will try according to the clues.

If the employee has left the company and still owes the company money and wants to get it back, notify the employee to repay the money first, and if he does not pay it back, he will sue to the court, which will affect the employee's personal credit in the future, and the general employee will pay it back.

If an employee leaves the company and still owes the company, as long as there is an IOU, the company can ask for a direct return, and if it is not repaid, it can only be sued to the court for enforcement.

Send written materials to the employee requesting that they be returned within a time limit, and if they cannot be returned, they shall be recovered through the labor inspection agency or the court.

If the employee owes a small amount of money and has a risk deposit, it will be deducted from the risk fund. If you owe a lot of money, you can just ask him directly.

If you don't have a lot of money, just call the employee directly and ask him to pay back the money.

The employee owes money to the company, but he leaves the company, and asks him to take the initiative to return it in advance, otherwise he will go to the court to sue him, and the court will sue him, and his continued non-return will have an impact on his credit investigation.

Send someone to his house to ask for it, and if you have any difficulties at once, you can return it in installments.

The employee has left the company, and you have not gone through the relevant loan procedures? Notify him to pay back the money normally, and if it doesn't work, the court will sue you!

You can call him directly, and if he doesn't pay it back, you can use the law to warn him.

The employee has left the company and still owes money to the company, which can be negotiated for restitution or settled in court.

If an employee has left the company and still owes the company money, how does this money be owed? If you say that this is owed by wages, or you give more money, then you can recover from him through legal proceedings, then if you think you owe him or not, then how can you ask for this money? No way, I want it.

If there is an IOU, you can deduct it from the employee's salary, and then call ** to inform the employee.

Labor debts. Send someone to repent. If you really don't give. Available Laws**. Rights.

The employee has left the company and still owes the company money directly to the company's financial reconciliation.

Look for a new job, and after earning the money, you will return it to his original company to pay off the debt.

Ask the legal department to collect the money first, and if you don't pay him back, sue him directly.

Let's go back directly, after all, it is already a civil legal liability if you don't pay off your debts.

Now employees have to go through resignation procedures, and the company will only pay wages in January, how can they owe money to the company, and only make loans to pay IOUs.

I left my job, I don't agree to return it, and I want to go back to the legal process.

Summary. When an employee resigns, there is generally a period of handover, which is to solve some things between the employee and the company, if the employee owes the company money, the company should find the employee to solve this time period.

Hello, I would like to ask if there is an employee who has not worked for 15 days and needs to bear his own social security, what should I do if the social security money is not given to me.

When an employee resigns, there is generally a period of handover, which is to solve some things between the employee and the company, if the employee owes the company money, the company should find the employee to solve this time period.

If the amount is small, after contacting the employee to confirm that he is unwilling to repay, he does not need to be held accountable, and writes off the bad debts directly in the book, if the amount is large, it will not affect the company if it is not recovered in time, and it should take the initiative to contact the other party and let it return the money to the company. Timely recovery of funds through legal means to reduce the company's losses.

It can be deducted from his salary.

Or hit ** to negotiate with him.

What should I do if the social security payment is not enough to deduct the total 1750 salary, and she doesn't want to give it.

Isn't it specified in your employment contract?

In the event of a dispute between the employer and the departing employee over the labor rights and obligations during the existence of the labor relationship, the employer may first contact the departing employee for negotiation, and if the negotiation fails, the employee may apply for labor arbitration.

Legal analysis: If you owe money to the company, you can leave your job, and there is no necessary relationship between owing money and resignation, which is two kinds of civil acts, and the money owed can be repaid by the parties at an agreed time through negotiation with the company; If an employee resigns in accordance with the relevant laws and regulations, if he is a regular employee, he or she may terminate the labor contract by notifying the company in writing 30 days in advance. If you are a probationary employee, you only need to notify the company in writing three days in advance.

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

Article 31 A worker who terminates a labor contract shall notify the employer in writing 30 days in advance.

Article 37 A worker may terminate a labor contract by notifying the employer in writing 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probationary period.

Summary. In the event of a dispute between the employer and the departing employee over the labor rights and obligations during the existence of the labor relationship, you can first contact the departing employee for negotiation, and if the negotiation fails, you can apply for labor arbitration.

The legal basis is as follows:

Paragraph 2 of Article 50 of the Labor Contract Law of the People's Republic of China states that "the worker shall handle the handover of work in accordance with the agreement between the two parties." Where an employer shall pay economic compensation to an employee in accordance with the relevant provisions of this Law, it shall do so at the time of completion of the work handover. ”

Article 5 of the Law of the People's Republic of China on Labor Dispute Mediation and Arbitration provides that "in the event of a labor dispute, if the parties are unwilling to negotiate, fail to negotiate or fail to perform after reaching a settlement agreement, they may apply to the mediation organization for mediation;

If the applicant is unwilling to mediate, fails to mediate, or fails to perform after reaching a mediation agreement, he or she may apply to the Labor Dispute Arbitration Commission for arbitration; If a person is dissatisfied with an arbitral award, he or she may file a lawsuit in the people's court, except as otherwise provided by this Law. ”

Extended information: The Labor Contract Law of the People's Republic of China also states:

Article 51 The employees of an enterprise and the employer may, through consultation on an equal footing, conclude a collective contract on matters such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and benefits, etc. Collectively.

What should I do if the company finds out that the employee still owes the company money after the employee resigns?

In the event of a dispute between the employer and the departing employee over the labor rights and obligations during the existence of the labor relationship, you can first contact the departing employee for negotiation, and if the negotiation fails, you can apply for labor arbitration. The legal basis is as follows: Article 50, Paragraph 2 of the Labor Contract Law of the People's Republic of China states that "the employee shall handle the handover of work in accordance with the agreement between the two parties."

Where an employer shall pay economic compensation to an employee in accordance with the relevant provisions of this Law, it shall do so at the time of completion of the work handover. Article 5 of the Law of the People's Republic of China on Labor Dispute Mediation and Arbitration provides that "in the event of a labor dispute, if the parties are unwilling to negotiate, fail to negotiate or fail to perform after reaching a settlement agreement, they may apply to the mediation organization for mediation; If the applicant is unwilling to mediate, fails to mediate, or fails to perform after reaching a mediation agreement, he or she may apply to the Labor Dispute Arbitration Commission for arbitration; If a person is dissatisfied with an arbitral award, he or she may file a lawsuit in the people's court, except as otherwise provided by this Law. "Extended Information:

At the same time, the Labor Contract Law of the People's Republic of China points out that Article 51 An employee of an enterprise and an employer may, through consultation on an equal footing, conclude a collective contract on matters such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and benefits, etc. Collectively.

Employees or out-of-town have already gone back.

Hello dear, if my is helpful to you, please give a thumbs up to your little hands to make a fortune, thank you, I wish you a happy life.

Article 99 of the Labor Law of the People's Republic of China provides that if an employer recruits a worker whose labor contract has not been terminated and causes economic losses to the original employer, the employer shall be jointly and severally liable for compensation in accordance with the law. Compensation for violations of the provisions of the Labor Law on labor contracts. Article 6 If an employer recruits a worker whose labor contract has not been terminated and causes economic losses to the original employer, the employer shall be jointly and severally liable for compensation in addition to the direct liability for compensation (the share of joint and several compensation borne by the employer shall not be less than 70 percent of the total economic losses caused to the original employer; )。

The share of joint and several compensation shall not be less than 70% of the total economic losses caused to the original employer. Compensate the original employer for the following losses: (1) Direct economic losses caused to production, business operations and work; (2) The economic losses caused to the original employer by obtaining trade secrets.

Compensation for the losses provided for in item (2) of this article shall be implemented in accordance with the provisions of Article 20 of the Anti-Unfair Competition Law. Relevant knowledge Under what circumstances an employee can resign at any time: (1) Failure 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) Failing to pay social insurance premiums for workers in accordance with 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 provided for in the first paragraph of Article 26 of this Law; (6) Other circumstances in which the labor contract may be terminated as provided by laws and administrative regulations.

If the employer forces the employee to work by means of violence, threat or illegal restriction of personal freedom, or if the employer violates the rules and regulations and orders the risky work that endangers the employee's personal safety, the employee may terminate the labor contract immediately without prior notice to the employer and without waiting for one month.

I have encountered this situation, the employee always borrows money from the company's employees, when he leaves, the company specially notifies all employees, saying that the employee is leaving, if there is a loan that has not been returned, to the personnel registration, personnel will check with the employee, the employee confirms that these loans, will be deducted from the employee's last salary. However, if the employee does not recognize the unpaid loan, the company can only let the employee report to the police.

If an employee leaves the company and owes money to the employee, the debtor can demand that it be returned, otherwise it will be resolved through legal means.

Summary. Hello, for you to find out that the employee owes the company class, but does not need to pay back the resignation, and it also depends on the specific situation. For example, because of the company. You don't have to pay it back, unless it's your personal leave of absence, I hope it can help you.

The employee owes the company class, but does he need to pay back the money after leaving the company?

Hello, for you to find out that the employee owes the company class, but there is no need to pay back the split money after resigning, and it also depends on the specific situation of Liang Gaihanha. For example, because of the company. You don't have to pay it back, unless it's your personal leave of absence, I hope it can help you.

The situation is like this, we are stationed in Shanghai during the epidemic.

Later, the company took a holiday for about two months, but now you are leaving, and the company wants you to make up the money you owe to the shift.

Hello, wages should be paid regardless of the situation of land and travel, if there is arrears or delay in the payment of wages, you can complain to the labor bureau. Or the material mill directly terminated the labor contract on the grounds of non-payment of wages and arrears of wages, and demanded economic compensation. If my answer is helpful to you, please give it a thumbs up (rate it in the bottom left corner)...

Is there a difference between full payment and guaranteed payment? It was the company's reasons that caused the holiday.

Still have questions, dear, we don't have free here.

Pro, there is a difference between the full amount and the guaranteed hair, the full amount is your full attendance, the guaranteed hair is issued to you according to the minimum wage, it is the company's reason that causes the type of leave, that is, the guarantee is issued to you, this you have to negotiate with the company to solve, I hope to help you guess the balance.

The employer shall pay the labor remuneration according to law for the value of the labor provided by the employee.

1. Immediately send the resignation notice to the employer by EMS and write: The employer is hereby notified to terminate the labor relationship due to the employer's violation of Article 38 of the Labor Contract Law. Keep the acknowledgment slip as evidence.

2. Bring the written labor contract and evidence of the employer's arrears of wages, apply to the court for a payment order, and at the same time apply for property preservation, **12333.

Of course, you can come back, but there are two issues involved, the first is that the wages owed to you must be paid to you, and the second is that you left the company without resigning, and you should be given a certain penalty according to the contract.

Of course you can go back. It is only natural to repay debts. According to the labor law, the employer must perform its duties and pay labor remuneration. You need to prepare salary receipts, attendance records and other materials to the labor inspection brigade to complain, and the arbitration will be carried out, and you will be supported to recover the labor remuneration.

Of course, if you want it back, the boss is in arrears of wages, you can bring your salary card and proof that you work in that company, and go to the labor bureau to apply for labor arbitration