Keppel Nantong Shipyard is late in arrears with workers’ wages for the Chinese New Year. Keppel says the shipyard’s performance is not good and wages will not be paid. What the fuck, your performance

Keppel Nantong Shipyard is late in arrears with workers’ wages for the Chinese New Year. Keppel says the shipyard’s performance is not good and wages will not be paid. What the fuck, your performance is not good and the workers are counting on it.

Salaries are paid monthly. It is illegal to pay every other month. It is legal to pay this month’s salary next month.

Article 50 of the "Labor Law": Wages shall be paid to the laborer in the form of currency on a monthly basis. Workers shall not be deducted or delay wages without reason.

Article 7 of the "Interim Provisions on Wage Payment": Wages must be paid on the date agreed between the employer and the employee. Workers with wage arrears, non-payment of wages, or wage theft can complain by calling 12333, which is the phone number of the Human Resources and Social Security Bureau. You can also make a complaint to the Labor Bureau Supervision Team.

Because the company fails to pay labor remuneration on time, workers can resign and demand financial compensation. Workers can report to the local labor inspection administrative department, and the labor inspection brigade will order the employer to pay wages. If the labor inspection brigade fails to coordinate, the worker can apply for labor arbitration. If you refuse to implement a labor arbitration award, you may apply to the court for compulsory enforcement.

Article 85 of the "Labor Contract Law": If the 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 If the compensation exceeds the standard, the balance shall be paid; if payment is not made within the time limit, the employer shall be ordered to pay additional compensation to the employee at a standard 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.