After working in a private hotel for half a year, my salary was always delayed for the last two months, saying that I had no money. Now I quit my job and the money came again.

You can complain to the local labor inspection department or apply for arbitration directly. In addition, if you meet the conditions for obtaining economic compensation, you can claim it together.

The termination of the labor relationship between the employer and you (or dismissal or dismissal) can be divided into the following three situations. Decide what kind of situation you belong to, but you should pay economic compensation or compensation, and you can apply for labor arbitration within 1 year to safeguard your legitimate rights and interests:

1. If the employer terminates the labor relationship with you or pays any economic compensation without reason, you are not at fault, and there is no situation stipulated in Article 39 of the Labor Contract Law. You can conclude that the employer's behavior belongs to the illegal termination of the labor contract stipulated in Article 87 of the Labor Contract Law, and should pay you compensation, that is, pay you 2 months' salary for each year of work, 2n;

2. If the employer terminates the labor relationship with you according to the provisions of Article 19 of the Regulations for the Implementation of the Labor Contract Law, and if it meets the provisions of Article 46 of the Labor Contract Law, it shall pay you economic compensation, that is, pay you one month's salary for each year of work, n; According to Article 40 of the Labor Contract Law, you should also pay 1 month's salary as payment in lieu of notice, n+1, without notifying you in advance;

3. You have the circumstances stipulated in Article 39 of the Labor Contract Law. If the employer terminates the labor relationship with you, you don't need to pay any economic compensation and you don't need to inform you in advance; But this requires the employer to provide evidence and notify you in writing to terminate the labor relationship.

Relevant legal basis:

Labor Contract Law: Articles 39, 40, 46, 47 and 87.

Article 19 of the Regulations for the Implementation of the Labor Contract Law