Is the company dormitory charge legal?

It is legal for the company to charge employees dormitory fees. Unless the labor contract clearly stipulates that the company provides dormitory for employees free of charge, it is legal to charge normal fees in other cases except that it is illegal to charge fees at this time. Especially in developed areas, land resources are scarce, but local wages and benefits are high, and there is no problem in paying rent. Dormitory fees can be levied to reduce the burden on enterprises. Legal. A labor contract is an agreement between a laborer and an employer to establish a labor relationship and clarify the rights and obligations of both parties. There is no such legal provision; The unit has no obligation to provide employees with free dormitories and public facilities. What is illegal? It is illegal for the company to deduct wages on the grounds that the dormitory is dirty. The employer may include the dirty dormitory in the performance appraisal, deduct the corresponding performance salary, and may not deduct the basic salary of the workers. If there is a labor dispute between the employee and the employer due to the payment of wages, the parties may apply to the labor dispute arbitration organ for arbitration according to law. Anyone who refuses to accept the arbitration award may bring a lawsuit to the people's court. It is reasonable for the company to charge a deposit for accommodation, because many items you stay in can be damaged, and the deposit will be charged for compensation after the damage. Of course, if there is no damage, the deposit will be refunded to you.

To sum up, the company's dormitory charges are legal, and this issue needs to be comprehensively judged by combining the property area, property rent and the number of houses in the area where the investor is located. The company shall collect dormitory fees in strict accordance with relevant national laws and regulations.

Legal basis: People's Republic of China (PRC) Labor Law.

Article 16 A labor contract is an agreement between a laborer and an employer to establish a labor relationship and clarify the rights and obligations of both parties.

To establish labor relations, a labor contract shall be concluded.

Article 17 The conclusion and modification of labor contracts shall follow the principles of equality, voluntariness and consensus through consultation, and shall not violate the provisions of laws and administrative regulations.

After a labor contract is concluded in accordance with the law, it is legally binding, and the parties must fulfill their obligations under the labor contract.

Article 26 Under any of the following circumstances, the employer may terminate the labor contract, but it shall notify the employee in writing 30 days in advance:

(1) The employee suffers from illness or non-work-related injury, and after the medical treatment expires, he can't engage in the original job or other jobs arranged by the employer;

(two) the laborer is not competent for the job, and he is still not competent for the job after training or adjusting his post;

(3) The objective conditions on which the dynamic contract is concluded have changed greatly, which makes the original labor contract unable to be performed, and the parties cannot reach an agreement on changing the labor contract through consultation.