Dispute over probationary wages below minimum wage standard at a technology company in Xiamen
Case Summary
The plaintiff, Zhang, joined the defendant, Xiamen Certain Technology Co., Ltd., as an intern on 2024/1/1. Both parties signed an internship agreement stipulating a duration of 3 months and a monthly wage of 1800 yuan. After joining, the plaintiff learned that the minimum wage in Xiamen for 2024 was 2030 yuan/month. The defendant's agreed internship wage fell below this statutory minimum. Despite multiple requests to make up the difference, the defendant refused. Following the conclusion of the internship on 2024/3/31, the plaintiff filed a lawsuit demanding payment of the wage difference of 690 yuan for the period from 2024/1/1 to 2024/3/31, plus economic compensation of 300 yuan, totaling 990 yuan.
Key Dispute
Case Strategy
Processing Result
The court ordered the defendant, Xiamen [Company Name] Technology Co., Ltd., to pay the plaintiff, Zhang, a wage difference of 690 yuan and severance compensation of 300 yuan within 10 days from the effective date of this judgment, totaling 990 yuan. The defendant shall bear all litigation costs for this case.
Encountering a similar legal issue?
Free AI case analysis: Get professional legal advice in 30 seconds to evaluate your case's chances of success and risks.
Recommended Related Cases
Dispute over double wage difference for failure to sign a labor contract by a technology company in Xiamen
The employer failed to execute a written labor contract with the employee. The employee sued for double wages, and the court ruled in favor of the employee.
Labor DisputeDispute over compensation for illegal termination of labor contract involving a trading company in Fujian
The company unilaterally terminated the employment contract without legal justification. The employee sued for compensation for unlawful termination, and the court ruled in favor of the employee.
Labor DisputeOvertime Pay Dispute Case Involving a Manufacturing Company in Xiamen
The company failed to fully pay overtime wages to the employee. The employee sued for the unpaid overtime, and the court ruled in their favor.