Lawyer labor dispatch has no right to pay wagesAlthough dispatched employees should be paid by the dispatching unit after establishing a labor relationship with the dispatching unit, the actual wages

Lawyer labor dispatch has no right to pay wagesAlthough dispatched employees should be paid by the dispatching unit after establishing a labor relationship with the dispatching unit, the actual wages are reflected in the dispatch payment paid by the employer to the dispatching unit. Fee. In view of the provisions of Article 92 of the Labor Contract Law, if a dispatching unit violates legal provisions and infringes upon the rights and interests of dispatched employees, the employing unit shall bear joint and several liability. This includes situations where the dispatching unit misappropriates the wages of dispatched employees. Therefore, it is recommended that this part of employee wages be paid directly by the employer to the dispatched employees to prevent the illegal dispatch unit from escaping with the money. (1) Article 63 of the Labor Contract Law stipulates that dispatched workers have the right to equal pay for equal work as workers in the employing unit. If the employing unit does not have workers in similar positions, the labor remuneration of workers in the same or similar positions shall be determined with reference to the location of the employing unit. (2) Article 61 of the Labor Contract Law stipulates that if a labor dispatch unit dispatches workers across regions, the dispatched workers shall enjoy labor remuneration and working conditions according to the standards of the location of the employing unit. (3) The Labor Contract Law stipulates that the labor dispatch agreement shall stipulate the amount of social insurance premiums to be paid for the dispatched workers, the method of payment, and the liability for breach of the agreement. It can be seen that which party shall pay social insurance for labor dispatch personnel is determined through negotiation between the labor dispatch company and the actual employer. However, no matter what the agreement is, the labor dispatch unit or the employer must pay social insurance premiums for the labor dispatch personnel, and they cannot pass the buck and infringe on the rights and interests of the labor dispatch personnel. Extended reading of relevant knowledge: How to pay wages to special personnel (1) Payment of wages after workers are punished: Workers who are re-employed after being subject to administrative punishment (such as probation, demotion, etc.) or criminal punishment and are still working in the original unit. ) or re-employed after being subject to criminal punishment, the employer shall independently determine their wages and remuneration according to the specific circumstances; during the period when a worker is subject to criminal punishment, such as admission review, detention (custody), probation, supervised release, or reeducation through labor , and their treatment shall be implemented in accordance with relevant national regulations. (2) The wages and benefits of apprentices, skilled workers, and college graduates during the apprenticeship period, proficiency period, trainee period, and after becoming regular workers shall be determined by the employer. (3) The wages of newly employed demobilized servicemen are determined by the employer; the wages of transferred military cadres assigned to enterprises shall be in accordance with relevant national regulations. To sum up, this is the editor’s understanding and compilation of labor dispatch. You can read this article carefully and make wise decisions and treatments based on your own actual conditions. If you still don't understand anything or have other legal questions, you can come to this website for consultation. Professional lawyers will answer your questions and they will definitely solve your problems perfectly.