1, workers can go to the local human resources and social security bureau to complain about labor inspection; Advantages: The method is simple. Disadvantages: law enforcement in various places may not be very strong;
2. You can apply to the Labor Dispute Arbitration Committee of the local Human Resources and Social Security Bureau for arbitration and demand payment of wages. If a labor contract is not signed, you can ask for double salary without signing a labor contract. If the termination of labor relations is based on unpaid wages, you can also ask for economic compensation. Advantages: In addition to wages, you can also advocate economic compensation and double wages. , and generally can be finally solved; Disadvantages: applying for labor arbitration is a labor lawsuit, which requires more procedures and professional guidance.
3. If there is an iou, you can directly sue to the court and demand payment of the wages in the iou.
Labor administrative departments at all levels have the right to supervise the payment of wages by employers. If an employing unit commits one of the following acts that infringe upon the legitimate rights and interests of workers, the labor administrative department shall order it to pay wages and economic compensation to the workers, and may order it to pay compensation:
1, deducting or unreasonably delaying the wages of workers;
2. Refusing to pay workers wages for extended working hours;
3, below the local minimum wage standard to pay the wages of workers. The standards of economic compensation and compensation shall be implemented in accordance with the relevant provisions of the state.
To sum up, we all want to get paid when we work, but many people like to cheat or cheat workers, so it is very important to say that contracts or related agreements can be complained to relevant departments or consulted according to different situations.
Legal basis:
"People's Republic of China (PRC) labor dispute mediation and arbitration law" second.
This Law is applicable to the following labor disputes between employers and employees in People's Republic of China (PRC):
(1) Disputes arising from the confirmation of labor relations;
(2) Disputes arising from the conclusion, performance, alteration, dissolution and termination of labor contracts;
(3) Disputes arising from delisting, dismissal, resignation or resignation;
(4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training and labor protection;
(five) disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation;
(six) other labor disputes as prescribed by laws and regulations.