Labor
Labor Dispute
Gather Evidence First: Attendance Records, Pay Stubs, and Communication Logs
Service Overview
Handling unpaid wages, wrongful termination, overtime pay, work injury recognition, non-compete restrictions, and social security disputes across labor inspection complaints, arbitration, and litigation; also guiding enterprises on compliant hiring and termination processes.
Service Scope
Employee Side: Unpaid wages, double wages for failure to sign a contract, overtime pay, compensation for unlawful termination, unpaid social insurance, work injury recognition and benefits, and non-compete compensation.
Enterprise Side: Legality Review of Rules and Regulations, Job and Salary Adjustment Plans, Termination and Layoff Procedures, Collective Dispute Management.
Process Flow
Gather evidence of your employment relationship: labor contract, attendance records, payroll statements, work communications, and social security records.
After confirming the claim and timeline, choose labor inspection complaint, arbitration, or negotiation. Evaluate mediation potential before filing for arbitration.
Proceed through the first and second instances after litigation begins. Evaluate property leads separately during the enforcement phase.
Boundary Description
Compensation is limited by statutory standards and supporting evidence; no guarantee is made regarding the outcome.
Risks such as exceeding the arbitration statute of limitations or lacking essential evidence will be disclosed transparently. We do not encourage litigation without a reasonable chance of success.
Key Highlights
- First, confirm the labor relationship and applicable time limits, then decide whether to file a complaint or initiate arbitration.
- Meet the 30-day and 1-year deadlines for filing a work injury claim.
- Enterprise-side: Termination workflow and evidence checklist template