Consequences of suing the labor inspection brigade

Being sued by employees to the labor bureau may mainly face three consequences: it may adversely affect the integrity and image of the enterprise, the enterprise will pay a certain legal cost or legal responsibility, and the enterprise may face relevant administrative penalties.

Since employees go to the labor bureau to complain, it shows that there are some problems in the management of labor relations in enterprises. Related labor disputes to the labor bureau may have a certain impact on the integrity and image of enterprises.

Legal analysis: being sued by an employee to the labor bureau may mainly face three consequences: 1, which will adversely affect the integrity and image of the employer;

2. For the arbitration and litigation filed by employees, the employer will spend a certain amount of money and bear certain legal responsibilities;

3, if the labor inspection brigade in dealing with labor disputes, found that the employer improper operation. Then, the unit may face administrative punishment. Article 89 of the Labor Law stipulates that if the labor rules and regulations formulated by the employer violate the provisions of laws and regulations, the labor administrative department shall give a warning and order it to make corrections; If it causes damage to workers, it shall be liable for compensation.

Therefore, it may have a negative impact on the integrity and image of the enterprise, and the enterprise will pay a certain legal cost or legal responsibility, and the enterprise may face relevant administrative penalties. Since employees go to the labor bureau to complain, it shows that there are some problems in the management of labor relations in enterprises. Related labor disputes to the labor bureau may have a certain impact on the integrity and image of enterprises.

Related labor disputes to the labor bureau, enterprises must entrust employees or lawyers with relevant legal expertise to deal with, so this requires legal fees. If the enterprise is at fault in related labor disputes, it also needs to bear corresponding legal responsibilities.

Legal basis: Article 85 of the Labor Contract Law.

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 stipulations of 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.