Employer's liability for non-payment of payment
When an employer delays the final payment, liability is not limited to mere formality. https://nssd.su/blog/chto-delat-esli-ne-vyplatili-raschet-pri-uvolnenii / - for a particular person, this often becomes stressful and a real threat to financial stability. In the legal field, an employer's responsibility can take several forms, and it is important to understand what consequences the company faces and what rights the employee has.
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Financial liability and interest accrual. The law provides for compensation for the delay: the employer is obliged not only to pay the amount due, but also to pay interest for each day of delay. These sanctions are aimed at compensating for the employee's lost profits and encouraging the employer to meet deadlines.
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Administrative responsibility. In some cases, violations of labor laws result in fines from the labor inspectorate. The size and grounds for fines depend on the scale of the violation and whether it was systematic.
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Civil liability. The employee has the right to demand through the court not only unpaid amounts, but also moral damage, if he can prove the actual damage caused by the delay in payments.
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Criminal liability. In extreme cases, when non-payment is protracted and is accompanied by concealment of property, fictitious bankruptcy or other signs of intentional harm to an employee, the act may qualify as a crime. The practice of criminal prosecution is rare, but it is possible with the provable intent of the employer.
For most people, the real consequences start with simple things: failure to receive a salary and pay makes it difficult to repay loans, pay for utilities, and purchase vital goods. An employer who ignores requests for payment violates not only the norms of law, but also the basic norms of business ethics.
Collection procedure and practical steps of the employee
When an employee is faced with non-payment of a settlement, the first actions determine the further conflict resolution scenario. A clear and consistent approach increases the chances of successful recovery and reduces the psychological burden.
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Collecting documents and recording facts. First of all, you need to collect an employment contract, a termination order, bank statements, payslips and correspondence with the employer. It is important to record the date when the payment was made or when the employer promised the payment. If there are witnesses, their contacts will also be useful.
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