Jinjiang Dongshi Lianjie Printing and Dyeing Factory did not pay wages and maliciously delayed wages for several months. Such delayed wages are a bad thing.
Relevant government departments now have laws that stipulate that "wage arrears and wage deductions are illegal and criminal. Those who exceed 30,000 yuan or more than ten people are serious illegal and criminal. In serious cases, they will be sentenced to prison.", "Enterprises A labor agreement should be signed, and social security fees (five insurances and one fund) should be paid to each migrant worker. "Enterprises should pay wages directly to the migrant workers themselves, and are strictly prohibited from paying them to "contractors" or other incompetent workers." Organizations and individuals with employer qualifications. Enterprises can entrust banks to pay wages to migrant workers. "Companies (enterprises) must pay wages as agreed. Otherwise, government law enforcement departments will strictly punish illegal companies in accordance with the law." Private bosses who employ workers must also abide by national laws and pay their migrant workers the wages of migrant workers on time. It is also illegal and criminal for private bosses to default on wages, and the government will strictly deal with and punish them in accordance with the law.
The first step should be to seek a negotiated solution. You can go directly to the company's legal representative, company owner, financial department, or financial manager. It is best to resolve the matter through negotiation. If negotiation fails, complain and report to the relevant local government departments (labor inspection brigade, labor dispute arbitration committee, human resources and social security bureau, labor arbitration section of the labor bureau, industrial and commercial administration, construction bureau, court , the Ministry of Supervision, the 12345 complaint hotline, and the 12348 legal aid hotline are all acceptable, and you will get help from relevant government departments) Remember: there must be factual evidence, such as: agreements, contracts, recordings of wage arrears and wage demands, Video recordings, clock-in records of working at work, video recordings of working at work, various written materials, WeChat, text messages, insiders, witnesses, etc., can all be used as factual evidence.