What should I do if Huansheng Electronics Factory doesn’t come to work and I haven’t been paid?

It is recommended to report and complain to the local labor inspection brigade with jurisdiction to collect unpaid wages. Ask for resolution. The Labor Inspection Brigade is a specialized agency for handling such disputes. When filing a case, you need to bring: 2 copies of the arbitration application, 1 copy of the applicant’s ID card; 2 copies of relevant evidence and a list of evidence; the employer’s industrial and commercial registration information. After submitting the materials, the arbitration committee will file the case within 5 working days. Then give both parties a period to present evidence and give the other party a period of defense; then a court hearing will be held, and then both of you will be mediated. If mediation fails, the arbitration committee will issue an award; the labor arbitration case will be concluded within 60 days; if the employee is not satisfied with the award, the employee can sue to court; < /p>

During the application for labor arbitration, the employee will not be delayed from going to work in the new unit.

The "Labor Law" stipulates that wages are paid monthly. The wages of the previous month can be paid in the same month. If the company defaults on wages, workers can complain to the Labor Inspection Brigade, which will order the employer to pay wages within a time limit.

Article 50 of the "Labor Law" stipulates: Wages shall be paid to the workers themselves in monetary form on a monthly basis. Workers shall not be deducted or delay wages without reason. Failure to pay labor remuneration in full and on time as stipulated in the labor contract or national regulations;

The labor administrative department shall order labor remuneration, overtime pay or economic compensation to be paid within a time limit; 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.