1. negotiate with the boss: employees can communicate with the boss to solve the problem.
2. Seek legal aid: If employees think that the boss's behavior infringes their rights and interests, they can complain to the labor inspection department or seek legal aid from a lawyer.
3. Apply for arbitration: employees can apply to the labor arbitration department for arbitration and let professional arbitration institutions mediate and resolve disputes.
The boss's fine needs to meet the following conditions:
1. Violation of relevant regulations: the boss needs to violate relevant regulations or contract terms to be fined.
2. There is a fine basis: the boss needs to have a fine basis, which is generally clearly stipulated in relevant regulations or contract terms.
3. Reasonable fine amount: The fine amount should be reasonable, not too high or too low, and should match the severity of the violation.
4. Legal procedures: The fine procedures should be legal, including the procedures of informing the boss, hearing the defense and making a ruling, and should not violate the law.
5. Carry out according to law: The fine shall be carried out according to law and executed by the competent authority or arbitration institution, and the right to impose a fine shall not be exercised without authorization.
To sum up, employees should choose appropriate ways to safeguard their rights and interests according to their own specific conditions. At the same time, in daily work, employees should also protect their legitimate rights and interests and avoid being maliciously fined.
Legal basis:
Article 9 1 of People's Republic of China (PRC) Labor Law
Where an employing unit infringes upon the lawful rights and interests of a laborer in any of the following circumstances, the labor administrative department shall order it to pay wages and economic compensation to the laborer, and may also order it to pay compensation:
(1) Deducting or delaying the wages of workers without reason;
(2) Refusing to pay overtime wages to laborers;
(3) Paying workers' wages below the local minimum wage standard;
(4) Failing to give economic compensation to the laborer in accordance with the provisions of this Law after the termination of the labor contract.