The company claimed that it violated the company's trade secrets and withheld the salary. What should I do?

The employing unit shall pay the wages to the workers in full monthly, and shall not deduct or delay the wages of the workers without reason. In case of deduction or default, the laborer may take the following measures:

1. If you complain to the administrative department of labor security (labor inspection brigade), the labor inspection brigade shall order it to pay within a time limit. If it fails to pay within the time limit, it may request additional compensation. The compensation standard is more than 50% 100% of the payable amount.

According to Article 13 of Several Provisions on the Implementation of Labor Security Supervision Regulations, a complaint shall be submitted. If it is really difficult to write a complaint, you can make an oral complaint, which will be recorded by the labor security supervision institution and signed by the complainant. When making a complaint, you should provide a copy of your ID card and relevant evidence of wage arrears.

The complaint document shall include the following contents:

(a) the complainant's name, gender, age, occupation, work unit, domicile and contact information, the name and domicile of the complained employer, and the name and position of the legal representative or principal responsible person;

(two) the facts and complaints that the legitimate rights and interests of labor security have been violated.

2. Apply for labor arbitration to the labor dispute arbitration committee where the employer is located or where the labor contract is performed.

When applying for arbitration, an application for arbitration shall be submitted, with the number of copies: the number of respondents+1; List of evidence and corresponding evidence materials, the number of copies: the number of applicants+1, and the evidence materials mainly include labor contracts, salary bank bills, etc.; Copy of ID card: 1 copy. The application for arbitration shall contain the following items:

(a) the name, sex, age, occupation, work unit and domicile of the laborer, the name and domicile of the employer, and the name and position of the legal representative or principal responsible person;

(2) The arbitration claim and the facts and reasons on which it is based;

(3) Evidence and its sources, names and residences of witnesses.

If it is really difficult to write an arbitration application, you can apply orally, and the labor dispute arbitration Committee will record it and inform the other party.

If the employing unit believes that the employee divulges the company's business secrets, it shall bring a lawsuit to the people's court separately. In case of leakage, employees shall be liable for compensation.

Legal basis: labor law

Article 50 Wages shall be paid to labourers themselves on a monthly basis in the form of currency. The wages of workers shall not be deducted or delayed without reason.

Provisional regulations on wage payment

Seventh wages must be paid on the date agreed by the employer and the employee. In case of holidays or rest days, payment should be made in advance on the nearest working day. Wages are paid at least once a month. If the weekly, daily and hourly wage system is implemented, wages can be paid by the week, day and hour.

Labor Contract Law

Article 85 In any of the following circumstances, the employer shall be ordered by the labor administrative department to pay labor remuneration, overtime pay or economic compensation within a time limit; If the labor remuneration is lower than the local minimum wage, the difference shall be paid; If the payment is not made within the time limit, the employer shall be ordered to pay compensation to the employee according to the standard of more than 50% 100% of the payable amount:

(1) Failing to pay laborers' labor remuneration in full and on time in accordance with the labor contract or the provisions of the state;

(2) Paying workers' wages below the local minimum wage standard;

(3) Arranging overtime without paying overtime;

(four) the dissolution or termination of the labor contract, not in accordance with the provisions of this law to pay economic compensation to the workers.

Regulations on labor security supervision

Article 10 The administrative department of labor security shall carry out labor security supervision and perform the following duties:

(a) to publicize the laws, regulations and rules of labor security, and urge the employing units to implement them;

(two) check the employer's compliance with labor security laws, regulations and rules;

(three) to accept reports and complaints about violations of labor security laws, regulations or rules;

(four) to correct and investigate violations of labor security laws, regulations or rules according to law.

Law on mediation and arbitration of labor disputes

Article 2 This Law shall apply to the following labor disputes between employers and employees in People's Republic of China (PRC):

(a) labor relations confirmation dispute;

(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;

Other labor disputes stipulated by laws and regulations.

Article 5 In the event of a labor dispute, if the parties are unwilling to negotiate, fail to negotiate or fail to perform after reaching a settlement agreement, they may apply to a mediation organization for mediation; Unwilling to mediate, failing to mediate or failing to perform after reaching a mediation agreement, you may apply to the Labor Dispute Arbitration Committee for arbitration; Anyone who refuses to accept the arbitration award may bring a lawsuit to the people's court unless otherwise stipulated in this Law.