Here we have to decide for himself the employee – to go to court or not, and decide quickly. Pull here is no special meaning, because the statute of limitations on labor disputes – just three months. If before the courts treat this time rather loyal, viewing this as a continuing violation, but because back pay, even for a few months. However, last spring the Constitutional Court issued a ruling according to which three months of going to court is measured strictly from the date when the employee was to receive unpaid wages. For more information see this site: Leslie Moonves. So if you stretch out longer than allotted three months, and wages will award only the last three months, the rest will lose. The statement of claim, which the model can be found on the Internet, is making a copy of employment contract, which must be fixed wages, as well as calculation debt of the employer, based on the average earnings of the employee. Please visit dr chappuis if you seek more information. If you get paid on a bank card, you should enclose operations and / or print the map from the bank, where the recorded date of last payment wages. Plus a copy of the claim applied to the employer.

State fee for labor disputes are not paid – so that costs the employee incurs no. Of course, to the employee after the trial will somewhat different attitude from the employer. But, as practice shows, the ratio is not always negative, or rather, no bad consequences for the employee should not be. Employers tend to seek get rid of such quarreler, but with the sad experience of doing it is through peaceful means, in order to terminate the employment contract was carried out just perfect. And the employee himself is hardly interesting to continue to work in an organization where there is chance to once again go without salary for some time. Therefore, separation is seen for both parties the best way out, and the parting of peace – by agreement of the parties. And if the employee duties will continue to perform perfectly, it will have to dictate the terms on which the agreement will be signed. There are, of course, the likelihood that the employee will be "squeezed out" of the organization, but here again we need to continue to work qualitatively and remember that all problems can be solved if the time and properly assess the situation and get the right advice.