What should I do if migrant workers at Wanda Plaza in Yantai, Shandong are not paid their wages?

1. The national unified labor rights protection telephone number is 12333. The area code of each region must be added in front. If the labor rights of the employee are violated, or the employer does not pay wages, the employee can call the above number to lodge a complaint and request mediation or arbitration.

2. If a worker works for an employer, there are two ways to request payment of wages:

1. The worker can go to the labor inspection within the local Human Resources and Social Security Bureau Complaint; Advantages: The method is simple. Disadvantages: Law enforcement may not be very strong in some areas;

2. You can apply for arbitration to the labor dispute arbitration committee within the local Human Resources and Social Security Bureau and request payment of wages. If a labor contract has not been signed, the employee may be required to pay double the salary for which the labor contract was not signed. If the termination of the labor relationship is based on wage arrears, you can also request the payment of economic compensation. Advantages: In addition to wages, you can also claim for economic compensation, double wages, etc., and it can usually be resolved eventually; Disadvantages: Applying for labor arbitration is like filing a labor lawsuit, which requires a bit more procedures and requires professional guidance.

3. If you work for an individual, it does not count as a labor relationship. The party concerned can directly go to court to sue the individual boss and demand payment of labor remuneration.

Article 85 of the "Labor Contract Law" If an employer has any of the following circumstances, the labor administrative department shall order it to pay labor remuneration, overtime pay or economic compensation within a time limit; the labor remuneration is lower than the local minimum wage standard If the amount is not paid within the time limit, the employer shall be ordered to pay additional compensation to the employee at a rate of not less than 50% but not more than 100% of the amount payable:

(1) ) Failure to pay labor remuneration in full and on time as stipulated in the labor contract or national regulations;

(2) Paying labor wages below the local minimum wage standard;

( 3) Arranging overtime work without paying overtime pay;

(4) Removing or terminating the labor contract and failing to pay economic compensation to workers in accordance with this law.

Article 2 of the "Labor Dispute Mediation and Arbitration Law" This Law shall apply to the following labor disputes between employers and workers within the territory of the People's Republic of China:

(1) ) Disputes arising from the confirmation of labor relations;

(2) Disputes arising from the conclusion, performance, modification, rescission and termination of labor contracts;

(3) Disputes arising from removal, dismissal and Disputes arising from resignation or resignation;

(4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training and labor protection;

(V) Disputes arising from labor remuneration , disputes over medical expenses for work-related injuries, economic compensation or damages, etc.;

Article 50 of the "Labor Law" shall pay wages to the worker himself in the form of currency on a monthly basis. Workers shall not be deducted or delay wages without reason.

Article 18 of the "Interim Provisions on Wage Payment": Labor administrative departments at all levels have the right to supervise the employer's wage payment. If an employer commits 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 workers, and may also order it to pay compensation:

(1) Withholding or defaulting on arrears to workers without reason wages;

(2) Refusing to pay workers wages for extended working hours;

(3) Paying workers wages lower than the local minimum wage standard.

The standards of economic compensation and compensation shall be implemented in accordance with relevant national regulations.