According to Article 4 of the Measures for Compensation for Breach of Contract, if a laborer terminates the labor contract in violation of these provisions or the stipulations of the labor contract, thus causing losses to the employer, the laborer shall compensate the employer for the following losses:
(a) the expenses paid by the employer for recruiting and employing them;
(two) the training fee paid by the employer, if otherwise agreed by both parties, shall be handled according to the agreement;
(3) Direct economic losses caused to production, operation and work;
(4) Other compensation expenses agreed in the labor contract.
Extended data:
According to the Interim Provisions on Wage Payment:
Article 15 The employing unit shall not deduct the wages of workers. Under any of the following circumstances, the employer may withhold the wages of the workers:
(1) Personal income tax withheld and remitted by the employer;
(two) social insurance premiums withheld by the employer and borne by the individual workers;
(3) The alimony and maintenance expenses required to be withheld by the court's judgment or ruling;
(four) other expenses that can be deducted from the wages of workers as stipulated by laws and regulations.
Article 16 If an employee causes economic losses to the employing unit due to his own reasons, the employing unit may demand compensation for the economic losses according to the stipulations of the labor contract. Compensation for economic losses can be deducted from the employee's own salary.
However, the monthly deduction shall not exceed 20% of the employee's monthly salary. If the deducted surplus wage is lower than the local monthly minimum wage, it shall be paid according to the minimum wage.
Article 17 The employing unit shall, in accordance with these Provisions, formulate an internal wage payment system through the staff and workers' congress, the staff and workers' congress or other forms of consultation, inform all the staff and workers of the unit, and send a copy to the local labor administrative department for the record.
Eighteenth labor administrative departments at all levels have the right to supervise the payment of wages by employers. If an employing unit commits one of the following acts that infringe upon the legitimate rights and interests of workers, the labor administrative department shall order it to pay wages and economic compensation to the workers, and may 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.
The standards of economic compensation and compensation shall be implemented in accordance with the relevant provisions of the state.
Article 19 In case of a labor dispute between a laborer and an employer due to the payment of wages, the parties concerned may apply to a labor dispute arbitration institution for arbitration according to law. Anyone who refuses to accept the arbitration award may bring a lawsuit to the people's court.
Article 13 If the employing unit arranges the laborers to work outside the legal standard working hours according to the actual needs after the laborers have completed the labor quota or the specified work tasks, the wages shall be paid according to the following standards:
(1) If the employing unit arranges the working hours of the workers in accordance with the law to exceed the Japanese legal standard working hours, it shall pay the wages of the workers not less than 150% of the hourly wage standard agreed in the labor contract;
(2) If the employing unit arranges the laborers to work on rest days according to law, but cannot arrange compensatory time off, it shall pay the laborers no less than 200% of the laborers' daily or hourly wages agreed in the labor contract;
(3) If the employing unit arranges the laborers to work on legal holidays according to law, it shall pay the laborers not less than 300% of the daily or hourly wages agreed in the labor contract.
Workers who implement piece-rate wages shall, after completing the task of piece-rate quota, be paid by the employing unit according to the above principles, respectively, according to 150%, 200% and 300% of the piece-rate price of their statutory working hours.
If the comprehensive working hours system is implemented with the approval of the labor administrative department, if the comprehensive working hours exceed the legal standard working hours, it shall be regarded as an extension of working hours, and the wages for extending working hours shall be paid to the workers according to these regulations.
Laborers who practice irregular working hours do not implement the above provisions.
Article 14 When an employer goes bankrupt according to law, workers have the right to receive wages. At the time of bankruptcy liquidation, the employing unit shall pay the wages owed to the employees in advance in accordance with the liquidation order stipulated in the Enterprise Bankruptcy Law of the People's Republic of China.
Baidu Encyclopedia-Compensation Measures for Violation of Labor Law and Labor Contract Terms