Although the dispatched employees establish labor relations with the dispatching unit, the dispatching unit should pay wages, but in fact the wages are reflected in the dispatching expenses paid by the employer to the dispatching unit. In view of Article 92 of the Labor Contract Law, if the dispatching unit violates the rights and interests of the dispatched employees, the employing unit shall bear joint liability. This includes the situation that the dispatching unit deducts the wages of the dispatched employees. Therefore, it is suggested that the employer directly pay the employee's salary to the dispatched employee to avoid the illegal dispatching unit from escaping.

(1) Article 63 of the Labor Contract Law stipulates that dispatched workers have the right to receive equal pay for equal work with employees of the employing unit. If the employing unit has no workers in the same position, it shall be determined by reference to the labor remuneration of workers in the same or similar positions where the employing unit is located.

(2) Article 61 of the Labor Contract Law stipulates that if a labor dispatch unit dispatches workers across regions, the labor remuneration and working conditions enjoyed by the dispatched workers shall be implemented according to the standards of the place where the employing unit is located.

(3) The Labor Contract Law stipulates that the labor dispatch agreement shall stipulate the amount and payment method of the social insurance premium of the dispatched personnel and the liability for breach of the agreement. It can be seen that which party pays all kinds of social insurance for the labor dispatch personnel is determined by the labor dispatch company and the actual employer through consultation. However, in any case, the labor dispatch unit or the employing unit must pay various social insurance premiums for the labor dispatch personnel, and cannot shirk and infringe on the rights and interests of the labor dispatch personnel. Extended reading of related knowledge: how to pay the wages of special personnel

(1) Wage payment of workers after being punished: workers still work in their original units after being punished by administrative measures (such as probation, demotion, etc.). ) or re-employment after being punished by criminal measures, the employer shall independently determine its salary and remuneration according to the specific circumstances; During the period of criminal punishment such as detention review, detention (detention), probation, execution outside prison, reeducation through labor, etc., their treatment shall be implemented in accordance with relevant state regulations.

(2) The wages and benefits of apprentices, skilled workers and college graduates during the apprenticeship, skilled period, probation period and after graduation shall be determined by the employer independently.

(three) the wages and benefits of newly employed retired soldiers are determined by the employer; The wages and benefits of demobilized military cadres assigned to enterprises shall be implemented in accordance with relevant state regulations.