Legal analysis: the company's behavior is obviously illegal. No matter the probation period or the probation period, the employer can't default or deduct how many days' wages as it does. You can bring a labor arbitration or a labor lawsuit. Meanwhile, did the company sign a labor contract with you? If you don't sign a labor contract, you have the right to ask the company to double your salary when you leave, but the company may deny your labor relationship, and you need to collect other evidence to prove your labor relationship, such as work clothes, work tags and punch records. I am a lawyer specializing in labor disputes. The communication efficiency here is low. I hope to call me to discuss it in detail. I can send a lawyer's letter to the company asking for timely payment of wages and compensation. If the company doesn't cooperate, I will help you file a labor arbitration or a labor lawsuit.

Legal basis: Article 48 of the Labor Law of People's Republic of China (PRC). The state implements the minimum wage guarantee system. The specific standard of the minimum wage shall be formulated by the people's governments of provinces, autonomous regions and municipalities directly under the Central Government and reported to the State Council for the record. The wages paid by the employer to the workers shall not be lower than the local minimum wage.

People's Republic of China (PRC) labor contract law

Article 30 The employing unit shall, in accordance with the stipulations of the labor contract and the provisions of the state, pay the laborers' labor remuneration in full and on time. If the employer is in arrears or fails to pay the labor remuneration in full, the employee may apply to the local people's court for a payment order according to law, and the people's court shall issue a payment order according to law.

Article 44 Under any of the following circumstances, the employing unit shall pay the wages higher than the wages of the workers during their normal working hours according to the following standards: (1) If the workers are arranged to extend their working hours, they shall pay the wages not less than 150% of the wages; (2) If workers are arranged to work on rest days but cannot be arranged for compensatory time off, they shall be paid a salary of not less than 200% of their wages; (3) If workers are arranged to work on legal holidays, they shall be paid no less than 300% of their wages.