Is it reasonable for security companies to charge clothing fees?

It is certainly unreasonable for property companies to charge security guards for clothing. As employees of the property management company, the property management company has the obligation to provide work clothes for the parties. The "Labor Contract Law" also explicitly prohibits employers from demanding property from workers under various pretexts, and workers can complain to the local labor inspection brigade.

1. Is it reasonable to charge the security clothing fee for the property?

1. It is unreasonable for a property to charge for security clothing, as stipulated in Article 9 of the People's Republic of China (PRC) Labor Contract Law.

2. When employing workers, the employer shall not detain the workers' resident identity cards and other documents, and shall not require the workers to provide guarantees or collect property from them in other names.

3. If the company deducts wages without authorization, it can complain and report to the labor inspection brigade. Enterprises should not deduct employees' wages in any way, which is actually unreasonable. In principle, the employer shall not deduct the wages of workers, unless the workers have caused actual economic losses to the employer, or according to the rules and regulations, the employer may impose economic penalties on the workers, but it shall not exceed 20% of the monthly wages.

2. What is the process of applying for labor arbitration?

1. If a labor security party files an arbitration, it shall submit a written application to the Arbitration Commission within one year from the date of the labor dispute.

2. The Arbitration Commission shall make a decision on acceptance or rejection within five days from the date of receiving the complaint. If it is accepted, it shall serve a copy of the application to the respondent within five days from the date of decision, and form an arbitration tribunal. If it decides not to accept it, it shall make a notice of rejection and explain the reasons for rejection. The respondent shall submit the defense and relevant evidence within ten days from the date of receiving the copy of the application. If the defendant fails to submit the defense on time, it will not affect the trial of the case.

3. The arbitration tribunal shall serve a written notice of the time and place of the hearing on the parties five days before the hearing. If, after receiving the written notice, the party refuses to appear in court or withdraws from court without the consent of the arbitration tribunal, the application shall be rejected, and the respondent may make an award by default.

4. When handling a labor dispute case, the arbitration tribunal shall close the case within 45 days from the date of formation of the arbitration tribunal. If the case is complicated and it is really necessary to postpone it, it may be postponed appropriately with the approval of the Arbitration Commission, but the longest time shall not exceed 15 days.

5. The arbitration tribunal shall mediate in handling labor disputes first. If an agreement is reached through mediation, the arbitration tribunal shall make a conciliation statement according to the contents of the agreement, and the conciliation statement shall take legal effect from the date of service.

6. If a party refuses to accept the arbitration award, it may bring a lawsuit to the people's court within 15 days from the date of receiving the award. If no prosecution is brought at the expiration of the time limit, the ruling will take legal effect.

7. The parties shall perform the legally effective conciliation statement and award within the prescribed time limit. If one party fails to perform within the time limit, the other party may apply to the people's court for compulsory execution.

The relationship between property management companies and security guards is also a kind of labor relationship. Even if the security guards have reached the legal retirement age, Chinese investors in labor relations have no right to ask employees for any property at will. In addition to requiring the parties to bear their own clothing expenses, they can also require employees to pay the so-called deposit, which is against the law.