Each supervisor must exist a couple of penalties for delinquent employee.What is the punishment he will choose, it depends only on the loyalty of its personnel and law-abiding.However, most methods of influence on employees, used in Russian companies, did not fit into the framework of the Labour Code, although it helps to rein in negligent employee.
Deprived premiums
Despite the fact that the dashing nineties are long gone, the practice of depriving workers of premiums for any faults remain.However, this method is found less and usually in small companies.In such organizations, most of the premium is paid in salaries and "gray" form, that is in fact the employer is free to dispose of the money as he wants.For example, late for work for 5 minutes - deducted from the salary of one thousand rubles.On the site you entrusted revealed shortage - you lose two or three thousand rubles.Of course, the risk of losing a major part of their salary is a strong argument for the staff to work so they tend to come always on time, and completed tasks checked several times.However, not all workers are thinking about the fact that such deductions from wages are illegal.Article 137 of the Labour Code clearly stipulates all times when the employer is entitled to withhold any part of the salaries of their subordinates:
- for reimbursement of unfinished advance issued to the employee on account of wages;
- for repayment of unspent and not promptly returned Advances paid in connection with official business or transfer to another job in another locality;
- to return amounts unduly paid to the employee as a result of the computation errors, as well as the amounts unduly paid to the employee;
- when dismissing an employee before the end of the working year in respect of which it has received an annual paid leave for unearned vacation days.
The volume of all deductions should not be more than 20% of salary.Also, the employer has the right to withhold the salaries of employees in the event that the court ordered the employee to pay alimony to minor children or compensate for the damage caused to other persons or property.The volume can hold up to 70% of the employee's salary.
Expert Commentary:
Lydia Ryashentseva, director of personnel of the corporation Sela : «In any company is always clearly spelled out conditions for obtaining premiums - they are registered in the" Regulation on the awarding of "enterprise.The document stated for any action you performed this award receive.And it's not that the employee was guilty or not, but if he did not fulfill certain conditions (criteria, key performance indicators) that are a condition of charging premiums that he did not get what is legal and not contrary to the Labour Code.Any employee who doubts the correctness of payments, should carefully read the locally-normative acts of the organization, ask for a payslip in accounting and head for comment.As a rule, it's enough to misunderstandings if they allow.
Remember : the Labour Code of the Russian Federation there are only three kinds of disciplinary sanctions: remark, reprimand and dismissal.Any other sanctions against illegal employee. "
Friendly Court
One of the few types of disciplinary action, "approved" by the Labour Code, is to write explanatory notes delinquent employee.The method is quite boring and not particularly effective: as a rule, the ultimate goal of these "messages" - the head of the table, and they very rarely reach the director or the personnel department, and therefore little effect on the offender.Moreover, some of the staff, knowing that this paper does not represent virtually no value, from the usual explanatory manage to create a very witty pieces of music that are rapidly becoming available to all users of the Russian Internet.
Nevertheless, some companies, executives are not limited to collecting the usual explanatory notes of his subordinates.Each new "guilt" is required to read out to the whole department, and then to all employees, so that the offender felt a public reprimand that colleagues have expressed their malevolent glances.For particularly shy employees this measure is really strong punishment and there is no desire to break the rules at all.However, the majority of workers perceive a nationwide publicity absolutely calm and does not think it is any serious punishment.
Office boon
idea that a person who is close can be used to perform the boring and uninteresting work, was born, probably, with the advent of society.Oddly enough, but the idea of operating guilty successfully exists in the most progressive companies.The essence of punishment is simple: a negligent employee for some time (from one day to several weeks) is required to do all the same "black" desk job.For example, to scan annual or quarterly reports, to make useless graphics, sending fax hundreds of documents.However, the use of such punishment is both for the company and for the employee.Colleagues are pleased that the most boring and routine work for them carries someone else, and the offender after two or three hours of standing at the copier starts to feel like a slave in the galleys, and, of course, aware of the gravity of his offense.
Sweet punishment
If your manual refers to the loyal employees, then for their sins can only get rid of "sweet" fine - chocolate, a box of chocolates or other treats.Usually, sweets are eaten together in a team during the first break, and with the participation of the offender.Of course, such a measure is used for soft minor violations - for example, a five-minute delay.But if you have smoked in the accounts and accidentally burned all the documents together with the cashier, it is unlikely to get rid of chocolate.
Nevertheless, from such a sweet penalty can be severe.For example, one of our readers told as a punishment for the loss of an important client management ordered him to "put down" to colleagues box is not very cheap champagne.As a result, the amount spent on the sparkling wine was much higher than premiums written.Champagne, of course, was drunk the whole team, sounded Toast in honor of the perpetrator (in the truest sense of the word) the celebration, but an unpleasant aftertaste in the offending employee still remained.
in the narrow family circle
perhaps in the best position are employees of companies which exist between colleagues warm and friendly relations.Typically, in such teams penalties are purely formal.For example, the employee must punished all day to cook coffee or colleagues a few days to go shopping in the store.In this case, it all depends on the collective imagination.For example, in one of the Moscow firms guilty officer had all day to stand on the porch of the office and open the door to all visitors, fulfilling the duties of porter.Despite the fact that such sanctions are rather playful and entertaining way, they still perform their function - very few people want to again stand all day under the hot July sun, opening the door to every incoming.In addition, small groups often labor relations are not based on the statutes of the company, and on the friendship and sympathy of the members of the team.Therefore, for multiple violations of labor discipline the employee threatens not reprimand or dismissal and loss of friends.
Of course, many of these methods of punishment of negligent workers contrary to the Labour Code, and thus illegal.In this case, the employee has the right to refuse to perform a particular sentence, and, if desired, may even go to court.Moreover, if an employer violates the law directly (for example, keeping part of the salary for the delay of the personnel), the employee shall notify the higher authorities.But the majority of the office of punishment does not affect the physical and material state of the offender, because the main purpose of all sanctions - avoid repeated breaches of discipline.Experience shows that such measures are not only disciplined employees, but also help to avoid disputes and disagreements with colleagues.The main requirement - all penalties shall be laid down in advance the whole team, so that each employee knew what to expect after rule violations.
Alex Kindyalov
Articles Source: rabota.ru
