How does the employee arbitration company deal with it?
When an employee has a labor dispute with the company, the employee can apply to the labor dispute arbitration commission for arbitration. Labor dispute arbitration refers to disputes arising from differences in labor rights and obligations between parties to an employment relationship. In accordance with the Labor Law, the Labor Contract Law and other laws and regulations, the labor dispute arbitration commission shall resolve labor disputes fairly and reasonably and protect the legitimate rights and interests of both parties on the basis of ascertaining the facts and in accordance with the provisions of laws, regulations and policies.
In order to protect vulnerable groups, labor dispute arbitration only charges 50 yuan or 10 yuan regardless of the size of the subject matter, and even employees can apply for arbitration free of charge.
Employees apply for arbitration mainly in several situations: claiming wages, overtime pay, social security payments, severance or compensation, bonus commissions, and resignation certificates.
As a company, when an employee applies for arbitration, it is necessary to actively deal with it, because once the lawsuit is lost, it means that other employees may imitate it, and it must be the same arbitration institution, with the same facts and reasons, and the award result is basically the same.
After obtaining the Arbitration Application from the employee, the company actively collects relevant evidence based on the above facts and reasons, finds the legal basis, and prepares to respond to the lawsuit.
Of course, it is best if you can negotiate with the employees to solve it, because the employees are not willing to go through arbitration, the first instance, the second instance to toss, not to mention that the employees also need the company to issue a "resignation certificate", if the company mentions a sentence of arbitration in the "resignation certificate", it is not conducive to the employee to find a home, because the company is unwilling to recruit those who are not good at management or thorny employees.
Of course, when encountering an employee with a lion's mouth wide open, the company must actively respond to the lawsuit at any cost, even if the ruling is not in favor of the company, it does not matter, immediately file a lawsuit with the court, and then go through the court's two-instance procedure to see if it can be recovered.
In short, the company cannot fail to deal with the case seriously because the subject matter of the case is small, and loopholes in the company's management can be found through arbitration, and the company can be urged to improve its management level to avoid the recurrence of similar situations.