Wechat group of boys' company questioned that salary performance was terminated.
Tang Moumou is an employee of a technology company in Chengdu. He just joined the company a year ago. Recently, the employee's labor contract clearly stipulates that the salary will be paid every month 10, but the salary should have been paid from 10 to 10/0/0. So I asked about it in the company's internal WeChat group, complaining that my monthly salary had been delayed until 15, and my credit card was overdue. After learning the situation, the company's leading department immediately terminated the young man's contract, saying that the young man's excessive remarks seriously interfered with the normal work order. I didn't think they understood, so I consulted a lawyer. The lawyer said if? Violation of company regulations? The dismissal must be clearly stipulated, otherwise it will be invalid.
The company's practice is illegal.
It is an equal thing for the company to recruit employees to contribute to the company and get paid. If it is unreasonable to dismiss them on the premise of signing a labor contract, the relevant person in charge said in an interview that the issue of salary payment is mainly in the human resources department and will be dealt with seriously after understanding the situation.
How to treat this problem from a legal point of view? Laborers should learn to keep evidence in the process of work, and only in this way can they be in an invincible position. The company shall pay wages on time, and shall bear corresponding legal responsibilities for arrears of wages. In this incident, the company announced the information of canceling their labor contracts in the group, and there were words that were not confirmed by Tang Moumou, and compensation should be given. According to the Labor Contract Law and the Labor Dispute Arbitration and Mediation Law, labor arbitration should be filed at the first time to safeguard rights according to law and protect their legitimate rights and interests from infringement.