My employer has a strict fines system. If you are late by even one minute, you have to come 15 minutes early on any day in the same month or pay a fine of $100.
If you don't wear your ID within 30 minutes of your arrival to work, you must pay $100, etc.
From India, Shillong
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If you don't wear your ID within 30 minutes of your arrival to work, you must pay $100, etc.
From India, Shillong
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Hi, As a corrective measure please try to follow the rules without fail so as to avoid fines. This will be the prudent act rather than looking for short cuts to evade the action.
From India, Madras
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1153From India, Madras
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But don't you feel it's to another level. Our work time is 9 - 6.30. Even if I miss 1 sec, I would have to pay a fine of $100. Whereas there is no count on log out. Time extends even till 10 sometimes. Why should we be charged a fine when we are late by 1 sec, whereas we are not let out at sharp 6.30 pm.
As an employee, we would feel it's not an organization to work for. Being in Bangalore, there are chances of being late sometimes. I feel it is the employer who has to understand the employee as well. If this is the condition, then we at these organizations will not have a work-life balance.
Can an employer charge such fines on an employee?
From India, Shillong
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As an employee, we would feel it's not an organization to work for. Being in Bangalore, there are chances of being late sometimes. I feel it is the employer who has to understand the employee as well. If this is the condition, then we at these organizations will not have a work-life balance.
Can an employer charge such fines on an employee?
From India, Shillong
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Hello,
Something must have compelled your employer to charge such fines. Check out the incidents in the past that must have led to this decision. Nevertheless, charging a fine for a few seconds' late arrival does not seem justified. Don't you have a system like a 'grace period' in your company? You may approach your employer/HR to initiate a discussion on this topic peacefully.
From India, Pune
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Something must have compelled your employer to charge such fines. Check out the incidents in the past that must have led to this decision. Nevertheless, charging a fine for a few seconds' late arrival does not seem justified. Don't you have a system like a 'grace period' in your company? You may approach your employer/HR to initiate a discussion on this topic peacefully.
From India, Pune
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Your employer has put a good system in place to curb the undisciplined employee. If the fine is giving you pain, then be disciplined and adhere rules & regulation of the organization.
From India, Mumbai
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From India, Mumbai
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Most of the respondents seem to have responded from the point of view of discipline rather than the limitations of an employer's statutory right to impose fines as well as his moral right to look into specs with a punitive attitude. As it is, I am quite unable to differ with them so far as discipline in employment is concerned. However, I should point out that most of the employers running certain types of industries do not adhere to the statutory working hours and do not pay any O.T wages for extra work, nor do they respect the notice clauses of the contract of employment and permit the employees to have a peaceful exit – this is the ground reality exhibited through frequent and similar painful questions raised on this website.
Coming to the present question raised from the frustration of a hapless employee created by ruthless bossing-over, I am not sure that as of now the poster falls within the purview of the definition "employed person" under the Payment of Wages Act, 1936, or a "workman" under the Industrial Employment (Standing Orders) Act, 1946, to seek appropriate legal relief against such actions of the employer. Fortunately, the yet-to-be-enforced Labor Code on Wages takes away the ceiling on wages/salary of the employees.
Of course, Sec.7(2)(a) of the PW Act, 1936 recognizes "fines" as an authorized deduction under the Act. But the levy of fines by the employer is subject to the conditions laid down in subsections (1) to (8) of Section 8 of the same Act. If the employer fails to comply with any of these statutory conditions, it will amount to an unauthorized deduction leading to a claim under Section 15 of the Act.
From India, Salem
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Coming to the present question raised from the frustration of a hapless employee created by ruthless bossing-over, I am not sure that as of now the poster falls within the purview of the definition "employed person" under the Payment of Wages Act, 1936, or a "workman" under the Industrial Employment (Standing Orders) Act, 1946, to seek appropriate legal relief against such actions of the employer. Fortunately, the yet-to-be-enforced Labor Code on Wages takes away the ceiling on wages/salary of the employees.
Of course, Sec.7(2)(a) of the PW Act, 1936 recognizes "fines" as an authorized deduction under the Act. But the levy of fines by the employer is subject to the conditions laid down in subsections (1) to (8) of Section 8 of the same Act. If the employer fails to comply with any of these statutory conditions, it will amount to an unauthorized deduction leading to a claim under Section 15 of the Act.
From India, Salem
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