Brief Introduction to the Case

    Xiao Wang joined Company B on September 24, 2020 as a department leader, and the two parties signed a fixed-term employment contract. The last employment contract period is from January 1, 2022 to December 31, 2024. Xiao Wang has been diligent and dedicated since joining Company B, and has completed his own work conscientiously. Even if he works overtime, he has no complaints. However, Company B ignored national laws and regulations, failed to pay Xiao Wang's wages in July, August and September 2022 for no reason, and owed Xiao Wang's wages from January to August 2, 2023, annual bonuses in 2021 and 2022, and quarterly performance in 2022 and 2023.

    In view of the fact that Company B has repeatedly defaulted on its labor remuneration, on August 2, 2023, Xiao Wang served Company B with a notice of termination of the employment contract on the grounds that it did not pay the labor remuneration in full and on time. Both parties agreed that the labor relationship would be terminated on August 2, 2023. Xiao Wang believed that Company B's actions seriously damaged its vital interests. For this reason, Xiao Wang initiated arbitration and asked Company B to pay its wages, performance bonuses, annual bonuses, and economic compensation for the termination of the employment contract.

Lawyer intervention

    Xiao Wang believes that Company B's long-term defaults on its labor remuneration have seriously violated national laws and damaged its legitimate rights and interests as a laborer, so Xiao Wang came to Beijing Rude Law Firm for help.

    Beijing Rude Law Firm assigned lawyer Zhou Dongxue to handle the case.

    Attorney Zhou Dongxue has a deep foundation in legal theory and rich practical experience in litigation and non-litigation. Since his practice, he has been focusing on corporate business, contract disputes, tort disputes, marriage and family, labor disputes related consulting and dispute resolution business, and has served as a legal consultant for many companies. He has accumulated rich experience in legal services in this field, and has also provided clients with a full range of high-quality legal services.

    He has handled many difficult and complex company, contract, marriage, family and labor dispute cases, safeguarding the legitimate rights and interests of clients.

 Case handling process

    After receiving the case, Zhou Dongxue conducted a detailed analysis of the case and relevant evidence, and believed that Company B had a long-term arrears in labor compensation for employees, and Xiao Wang had the right to demand that the company pay the wage difference, performance bonus and economic compensation for the termination of the employment contract. After Zhou Dongxue's lawyer argued vigorously, the labor and personnel dispute arbitration committee supported Xiao Wang's lawsuit and ruled that Company B paid A the wage difference, bonus, annual bonus and untaken annual leave salary, totaling more than 350,000 yuan. Rude Law Firm successfully safeguarded the legitimate rights and interests of the parties!

Lawyer reminder

    According to the law, the employer shall pay the labor remuneration in full to the laborers who have fulfilled the obligations and responsibilities stipulated in the employment contract and completed the production tasks with quality assurance. The right to obtain and use the wages of the laborers is protected by law, and the wages shall not be defaulted or deducted at will. Failure to pay or failure to pay the labor remuneration in full constitutes the act of "deducting" the wages of the laborers in the labor law, which shall be punished in accordance with relevant laws and regulations. It is recommended that laborers encounter similar difficult problems as soon as possible to consult a lawyer, protect their rights on their behalf, and protect their legitimate rights and interests as much as possible.