See you have to be lenient with employees before penalizing them, 1 minute late will not make a big difference in the company that you have to penalize. Failure to send daily report or failing to finish the task in due time, once in a while due to unavoidable circumstances can be forgiven, but if it is a practice of the employee then a warning in the initial stage thereafter disciplinary action follows.
From India, Ahmadabad
734From India, Ahmadabad
Legally, deduction / penalty is allowed for failure to report to,work on time.
However the punishment must not be excessive or out of line with general practice.
And the terms must be clearly specified in the standing orders or terms of employment / hr manual
Again, if the rules / standing orders allow the company to charge penalty for failure to submit reports (irrespective of reason), it is free to,do so. However, it must give the employee an opportunity if being heard. Further, it makes sense to be fair. If there was a medical emergency, penalising the employee would be unfair.
A lot would depend on whether the employee is really capable of taking a stand or legal action (can / will he take the risk of losing his job ?). If the penalty is not in the list of approved penalties under standing orders or under sec 6 & 7 of payment of wages act, the employee can very well challenge it. It is unlikely that the labour officer will approve such a fine.
If your employer is actually doing this, perhaps it's time to look for a better company to work for
From India, Mumbai
However the punishment must not be excessive or out of line with general practice.
And the terms must be clearly specified in the standing orders or terms of employment / hr manual
Again, if the rules / standing orders allow the company to charge penalty for failure to submit reports (irrespective of reason), it is free to,do so. However, it must give the employee an opportunity if being heard. Further, it makes sense to be fair. If there was a medical emergency, penalising the employee would be unfair.
A lot would depend on whether the employee is really capable of taking a stand or legal action (can / will he take the risk of losing his job ?). If the penalty is not in the list of approved penalties under standing orders or under sec 6 & 7 of payment of wages act, the employee can very well challenge it. It is unlikely that the labour officer will approve such a fine.
If your employer is actually doing this, perhaps it's time to look for a better company to work for
From India, Mumbai
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