With regard to double pay, companies and employees should grasp the following points:
[double pay is not salary] it is actually a kind of legal punishment, it is a sanction that the unit did not sign a written labor contract with the laborer within the legal time limit. The labor law compels the employing unit to sign the labor contract, is in order to manage the labor relation better, also facilitates the laborer to prove the labor relation. If the unit violated this regulation, it could have been fined, but the State transferred the benefits of such sanctions to the laborer. At the time of calculation, it is calculated according to the employee's salary, so it is called "double wage".
[up to 11 months] the penalty of double pay should have a reasonable range, be commensurate with the extent of the violation, and cannot be expanded indefinitely. Since this is the second month of one year and 12 months, only 11 months can be counted. In the case of an automatic conversion to an open-ended labour relationship after one year, although the law also provides for double wages, it cannot exceed 11 months, otherwise the penalty is excessive.
[calculate cardinal number] according to oneself salary amount calculate 1 times again, for example the total of 11 months salary is 30,000 yuan, want to add 30,000 yuan again. The overtime pay and subsidy in the original salary should not be counted, some place deducts, only calculates the basic salary. Some places don't buckle, count everything in. The question is, how can the scale of punishment be reasonable? Neither too low nor too high. Some executives pay tens of thousands or even hundreds of thousands a month, double the salary will be outrageous, must be excessive punishment. However, the law has not yet made this very clear.
[statute of limitations for arbitration] as mentioned above, double wages are not wages, so they cannot be dealt with in accordance with the limitation of remuneration for work. They can only be raised within one year's limitation period. This year generally starts from the last month. For example, in March 1st, 2010s, double wages were calculated from April 1st to 11 months in March 1st 2017. So, no matter whether the employee leaves or not, must apply for the labor arbitration before March 1st 2018, this item will not be extended.
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关于双倍工资，公司和员工应当掌握下面这些要点：
【双倍工资不是工资】它实际上是一种法律处罚，是对单位没有在法定期限内和劳动者签订书面劳动合同的一种制裁。劳动法强制用人单位签订劳动合同，是为了更好地管理劳动关系，也便于劳动者举证证明劳动关系。如果单位违反了这种管理规定，本来是可以罚款的，但国家把这种制裁利益转让让给了劳动者。在计算的时候，按照员工的工资来计算，所以才叫做“双倍工资”。
【最长11个月】双倍工资这种处罚要有一个合理的幅度，要与违法的程度相适应，不能无限扩大。因为是从1年12个月中的第2个月开始计算，所以只能计算11个月。对于1年以后自动转为无固定期限劳动关系的情况，法律虽然也规定了双倍工资，但也不能超过11个月，否则就是处罚过度了。
【计算基数】按照本人工资数额再算1倍就行，例如11个月的工资总和是3万元，就要再加3万元。原来工资中的加班费和补贴要不要计算在内，有的地方扣除，只计算基本工资。有的地方不扣，把所有的都算进去。问题还是这种处罚的幅度怎么才算合理？既不能太低，也不能太高。有的高管月薪几万甚至十几万，双倍工资就会高得离谱，肯定是处罚过度了。但法律还没有对此作出十分明确的规定。
【仲裁时效】上面说过，双倍工资不是工资，所以就不能按照劳动报酬的时效来处理，只能在1年时效内提出来。这个1年一般从最后一个月开始计算。例如，201年3月1日入职，从4月1日开始计算双倍工资，到2017年3月1日满11个月。那么，不管员工有没有离职,都要在2018年3月1日之前申请劳动仲裁，超期这一项就要不到了。
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