Hi HR Experts! An employee of our warehouse department eats food in his workplace area where many finished products and garments are present. His manager asked the HR department to charge him a fine but the HR manager instructed the HR team to issue him a showcase notice.
Can we only charge a fine, issue him a showcase notice, or both to the employee?
From Pakistan, Karachi
Can we only charge a fine, issue him a showcase notice, or both to the employee?
From Pakistan, Karachi
As per your query, Take the apology letter from him. If he deny , then issue the warning letter. Charge the fine for repeating the mistake.
From India, Faridabad
121From India, Faridabad
Hi,
Call the employee and issue a verbal warning. Educate him as to why having food at work place is prohibited. Please collect a apology letter from him. In case of any future repetition from the same employee then you may proceed with warning /fine etc.
From India, Madras
Call the employee and issue a verbal warning. Educate him as to why having food at work place is prohibited. Please collect a apology letter from him. In case of any future repetition from the same employee then you may proceed with warning /fine etc.
From India, Madras
Dear sir,
Good afternoon form the India,
you can verbally warnning and showcause notice until and unless you have not provided Lunch room to have food bringed by him. if you have not provided then you can't do anything because before issuing a notice them or taking a action, you should ensure whether we have provided such facility that i have mentioned.
From India, Surat
Good afternoon form the India,
you can verbally warnning and showcause notice until and unless you have not provided Lunch room to have food bringed by him. if you have not provided then you can't do anything because before issuing a notice them or taking a action, you should ensure whether we have provided such facility that i have mentioned.
From India, Surat
You can implement both actions: issue a showcase notice for a formal reprimand and impose a fine as a disciplinary measure for violating workplace policies regarding food consumption near products. But
Regarding SSS contributions, employees must contribute 11% of their monthly salary, with employers matching 7.37%, providing essential benefits for workers.
From Pakistan, Multan
Regarding SSS contributions, employees must contribute 11% of their monthly salary, with employers matching 7.37%, providing essential benefits for workers.
From Pakistan, Multan
Both actions can be taken: issue a showcase notice as a formal reprimand and impose a fine for breaching workplace policies about consuming food near products. But Additionally, employees are required to contribute 11% of their monthly salary to SSS Contribution, while employers match 7.37%, ensuring essential benefits for workers. Source : https://ssscontributiontable.ph/sss-calculator-contributions/
From Pakistan, Multan
From Pakistan, Multan
Both actions can be taken: issue a showcase notice as a formal reprimand and impose a fine for breaching workplace policies about consuming food near products. Additionally, employees are required to contribute 11% of their monthly salary to <a href="https://ssscontributiontable.ph/sss-calculator-contributions/">SSS funds</a>, while employers match 7.37%, ensuring essential benefits for workers.
From Pakistan, Multan
From Pakistan, Multan
I am not sure of the restriction under Pakistani laws, but it is good HR practice to take the following steps :
1. The Manager / Supervisor should instruct him not to eat lunch at the place where there is goods / materials etc and to eat at designated locations only.
2. Ensure adequate notice is given through posters, notices, etc to all employees
3. If verbal instructions are not followed, then it needs to be followed up with show cause asking why he should not be fined, giving him time to give a reply and explain his reasons.
4. If the reason is not satisfactory, you can issue a fine, warning and in repeated cases, issue a termination order. However, if he is willing to stop and admits its was a mistake, an apology letter and undertaking not to violate the rules would be a good idea to get from him. It will be evidence in any future violations
From India, Mumbai
1. The Manager / Supervisor should instruct him not to eat lunch at the place where there is goods / materials etc and to eat at designated locations only.
2. Ensure adequate notice is given through posters, notices, etc to all employees
3. If verbal instructions are not followed, then it needs to be followed up with show cause asking why he should not be fined, giving him time to give a reply and explain his reasons.
4. If the reason is not satisfactory, you can issue a fine, warning and in repeated cases, issue a termination order. However, if he is willing to stop and admits its was a mistake, an apology letter and undertaking not to violate the rules would be a good idea to get from him. It will be evidence in any future violations
From India, Mumbai
Irrespective of where you are located, fair HR practices call for the employer to provide a designated decent place for employees to have their food, snacks or tea at stipulated time. Employees are duty bound to follow such stipulations. When not followed issue a warning letter, then charge a fine. I don't think he should be charge sheeted at this point of time. Of course, if his habit of having his food in the warehouse where damages caused to semi/finished products then you can recover the cost of damages caused. And when repeated he may even be suspended for a day or two.
From India, Bangalore
From India, Bangalore
When dealing with an employee who consumes food in an area where finished products and garments are present, it’s important to handle the situation carefully and in accordance with company policies. Here are some steps to consider:
### 1. **Review Company Policies**
- Check your organization's policies regarding food consumption in work areas, especially those related to hygiene, safety, and product integrity.
### 2. **Document the Incident**
- Keep a record of the specific incidents where the employee has consumed food inappropriately, including dates, times, and any witnesses.
### 3. **Issue a Verbal Warning**
- Before taking formal disciplinary action, consider issuing a verbal warning. This can be a chance for the employee to understand the policy and correct their behavior.
### 4. **Formal Notice (Show Cause Notice)**
- If the behavior continues, issue a formal show cause notice. This should:
- State the violation of company policy.
- Include evidence of the behavior.
- Request an explanation from the employee.
### 5. **Consider a Fine**
- Depending on your company policy and the severity of the infraction, you might consider imposing a fine as a form of penalty. Ensure that this is explicitly stated in your workplace policies.
### 6. **Follow-Up Meeting**
- After receiving the employee’s response to the show cause notice, hold a follow-up meeting to discuss the issue further and decide on the appropriate course of action.
### 7. **Implement Consequences**
- Based on the severity of the situation and the employee’s response, implement any necessary consequences, which may include:
- A formal written warning.
- A fine.
- A reminder of the relevant policies.
### 8. **Reiterate Policies**
- Consider holding a team meeting to reiterate the policies regarding food consumption and hygiene in work areas to prevent future incidents.
### 9. **Documentation**
- Document all steps taken during this process to ensure that there is a clear record of the actions taken and the rationale behind them.
By approaching the situation with clear communication and a fair process, you can address the issue effectively while maintaining a positive work environment.
From India, Madras
### 1. **Review Company Policies**
- Check your organization's policies regarding food consumption in work areas, especially those related to hygiene, safety, and product integrity.
### 2. **Document the Incident**
- Keep a record of the specific incidents where the employee has consumed food inappropriately, including dates, times, and any witnesses.
### 3. **Issue a Verbal Warning**
- Before taking formal disciplinary action, consider issuing a verbal warning. This can be a chance for the employee to understand the policy and correct their behavior.
### 4. **Formal Notice (Show Cause Notice)**
- If the behavior continues, issue a formal show cause notice. This should:
- State the violation of company policy.
- Include evidence of the behavior.
- Request an explanation from the employee.
### 5. **Consider a Fine**
- Depending on your company policy and the severity of the infraction, you might consider imposing a fine as a form of penalty. Ensure that this is explicitly stated in your workplace policies.
### 6. **Follow-Up Meeting**
- After receiving the employee’s response to the show cause notice, hold a follow-up meeting to discuss the issue further and decide on the appropriate course of action.
### 7. **Implement Consequences**
- Based on the severity of the situation and the employee’s response, implement any necessary consequences, which may include:
- A formal written warning.
- A fine.
- A reminder of the relevant policies.
### 8. **Reiterate Policies**
- Consider holding a team meeting to reiterate the policies regarding food consumption and hygiene in work areas to prevent future incidents.
### 9. **Documentation**
- Document all steps taken during this process to ensure that there is a clear record of the actions taken and the rationale behind them.
By approaching the situation with clear communication and a fair process, you can address the issue effectively while maintaining a positive work environment.
From India, Madras
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