雇主扣留我的薪水，要我赔钱，去找ＭＯＭ

YSun

我辞职了，因为合同说明１８个月内不能辞职，不然要赔剩下的薪水。雇主因为这个原因扣留我的薪水，下个星期４我去找ＭＯＭ．
就将

mike320

干嘛不做了？

fasang

看起来像你违约哦~~

mike320

看起来像你违约哦~~
fasang 发表于 22-7-2011 11:05 PM

    是咯

parttimedreamer

有black and white, 你赢不了的啦！

shiangkhee

回复 1# YSun


    你的last day在下个星期三啊？

shiangkhee

你拿什么准证？

lomei

你已经签了合同wor
有black and white, 你赢不了的啦！+1

YSun

看起来像你违约哦~~
fasang 发表于 22-7-2011 11:05 PM

吹meh

YSun

回复  YSun


    你的last day在下个星期三啊？
shiangkhee 发表于 22-7-2011 11:56 PM

    last day is yesterday

YSun

你拿什么准证？
shiangkhee 发表于 22-7-2011 11:57 PM

    PR

點解又系我

哈哈。。。你自己都没有担心。。。

YSun

你已经签了合同wor
有black and white, 你赢不了的啦！+1
lomei 发表于 22-7-2011 11:57 PM

   

有black and white, 你赢不了的啦！
parttimedreamer 发表于 22-7-2011 11:16 PM

Compensation from employees for terminating a contract
Contracts that require employees to pay a monetary compensation (in addition to notice pay) to the employer for terminating the contract before the completion of a specified period are not covered by the Employment Act. An employee can resign at any time by serving the required notice in accordance with the provisions in the employment contract.
The terms pertaining to monetary compensation (in addition to the notice pay) for terminating the contract prematurely is a contractual term and not governed by the Employment Act. Where there are disputes, the civil court will have jurisdiction in deciding the outcome.


http://www.mom.gov.sg/employment-practices/employment-rights-conditions/contract-of-service-termination/Pages/contracts-of-service-and-termination.aspx#cetc

我只是拿回薪水而已，至于赔偿，等被告咯

mike320

PR
YSun 发表于 23-7-2011 12:15 AM

    还好是PR

fasang

吹meh
YSun 发表于 23-7-2011 12:14 AM

果然是找咋的

mike320

果然是找咋的
fasang 发表于 23-7-2011 12:25 AM

    哈哈...

YSun

Employers can only deduct salary for reasons allowed under the Act, or if ordered by the Court. Compensation should generally be recovered directly from employees, rather than through a salary deduction.

Salary deductions allowed under the Act are:

a.For absence from work. For a monthly-rated employee, the deduction shall be calculated in accordance with the appropriate formula in the Third Schedule of the Act.
b.For damage to or loss of goods entrusted to an employee for his custody, or for loss of money which an employee is accountable for, where the damage or loss is directly attributable to his neglect or default. This is to be determined by an inquiry to be held by the employer. No deductions shall be made unless the employee has been given an opportunity to explain the cause of the damage or loss and his reasons why the deductions should not be made. Except with the permission of the Commissioner for Labour, the total amount of such deductions must not exceed 25% of the employee's one month's salary, and such deductions may only be made on a once-off basis.
c.For cost of meals supplied by the employer at the request of the employee.
d.For house accommodation or for amenities and services supplied by the employer and accepted by the employee. Deductions must not exceed the value of the accommodation, amenity or service supplied.
e.For the recovery of advances, loans or adjustment of overpayments of salary. Advances may be recovered in instalments by deductions from salary spread over not more than twelve months. Each instalment shall not exceed 25% of the salary due to the employee for the salary period.
f.For income tax payment.
g.For CPF contributions.
h.For contributions to superannuation scheme or provident fund or any other scheme at the request of the employee in writing. However, these schemes must be lawfully established for the benefit of the employee and are approved by the Commissioner for Labour.
i.For payments to any registered co-operative society with the written consent of the employee.
j.For any other purpose which may be approved upon application from time to time by the Minister for Manpower.

mike320

Employers can only deduct salary for reasons allowed under the Act, or if ordered by the Court. Comp ...
YSun 发表于 23-7-2011 12:36 AM

    很长.............

YSun

很长.............
mike320 发表于 23-7-2011 12:37 AM

    The terms pertaining to monetary compensation (in addition to the notice pay) for terminating the contract prematurely is a contractual term and not governed by the Employment Act.

Compensation should generally be recovered directly from employees, rather than through a salary deduction.

j.For any other purpose which may be approved upon application from time to time by the Minister for Manpower.

mike320

LZ,快快找工咯