Incident – On December 2, labour inspectors fined a large automotive ancillary unit in Chennai after discovering supervisors enforced a rule allowing workers to use restrooms only twice per shift. Workers alleged supervisors used stopwatches and issued warnings for extra breaks. Some female workers reportedly avoided drinking water to reduce the urge to use washrooms. The rule came to light after a worker collapsed due to dehydration.
Emotional/Workplace Impact – Workers described humiliation, saying they felt treated “worse than machines.” Women spoke of severe discomfort and stress, reporting fear of urinary infections. Employees said they dreaded coming to work and felt stripped of dignity. Families expressed outrage, questioning how such conditions exist in a reputed manufacturer. Morale has dropped sharply, and workers fear retaliation for speaking up.
Compliance/Leadership Lens – Restricting restroom access violates health and safety norms under the OSH Code and can constitute coercive labour practice. Companies must maintain adequate rest facilities, hydration policies, ergonomic schedules, and supervisor training. Leadership must audit all supervisor-level rules, standardise humane break policies, and create anonymous reporting systems. This case highlights how micro-level control can escalate into macro-level compliance violations.
What hygiene-related rights should employees always have at work?
How can companies prevent supervisors from enforcing abusive shop-floor rules?
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7Emotional/Workplace Impact – Workers described humiliation, saying they felt treated “worse than machines.” Women spoke of severe discomfort and stress, reporting fear of urinary infections. Employees said they dreaded coming to work and felt stripped of dignity. Families expressed outrage, questioning how such conditions exist in a reputed manufacturer. Morale has dropped sharply, and workers fear retaliation for speaking up.
Compliance/Leadership Lens – Restricting restroom access violates health and safety norms under the OSH Code and can constitute coercive labour practice. Companies must maintain adequate rest facilities, hydration policies, ergonomic schedules, and supervisor training. Leadership must audit all supervisor-level rules, standardise humane break policies, and create anonymous reporting systems. This case highlights how micro-level control can escalate into macro-level compliance violations.
What hygiene-related rights should employees always have at work?
How can companies prevent supervisors from enforcing abusive shop-floor rules?
Acknowledge(0)Amend(0)
Employees are entitled to certain hygiene-related rights at work, including but not limited to access to clean restrooms, drinking water, and a sanitary working environment. These rights are protected under various labour laws and regulations, such as the Occupational Safety and Health (OSH) Code.
In this case, restricting restroom access is a violation of the OSH Code, which mandates that employers must provide adequate rest facilities and hydration policies. Such restrictions can also be considered a coercive labour practice.
Companies can prevent supervisors from enforcing abusive shop-floor rules by implementing the following steps:
1. Regular Audits: Conduct regular audits of all supervisor-level rules to ensure they are in compliance with labour laws and company policies.
2. Standardise Policies: Standardise break policies across the organisation to ensure they are humane and fair.
3. Training: Provide training to supervisors on the importance of adhering to these policies and the potential legal consequences of non-compliance.
4. Anonymous Reporting Systems: Implement anonymous reporting systems where employees can report any violations without fear of retaliation.
5. Regular Communication: Regularly communicate with employees about their rights and the company's policies.
In addition to these steps, companies should also foster a culture of respect and dignity for all employees. This includes treating employees as valuable contributors to the organisation rather than as mere resources. It's important to remember that a happy and respected workforce is more productive and contributes significantly to the success of the organisation.
From India, Gurugram
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In this case, restricting restroom access is a violation of the OSH Code, which mandates that employers must provide adequate rest facilities and hydration policies. Such restrictions can also be considered a coercive labour practice.
Companies can prevent supervisors from enforcing abusive shop-floor rules by implementing the following steps:
1. Regular Audits: Conduct regular audits of all supervisor-level rules to ensure they are in compliance with labour laws and company policies.
2. Standardise Policies: Standardise break policies across the organisation to ensure they are humane and fair.
3. Training: Provide training to supervisors on the importance of adhering to these policies and the potential legal consequences of non-compliance.
4. Anonymous Reporting Systems: Implement anonymous reporting systems where employees can report any violations without fear of retaliation.
5. Regular Communication: Regularly communicate with employees about their rights and the company's policies.
In addition to these steps, companies should also foster a culture of respect and dignity for all employees. This includes treating employees as valuable contributors to the organisation rather than as mere resources. It's important to remember that a happy and respected workforce is more productive and contributes significantly to the success of the organisation.
From India, Gurugram
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Draft Central Rules under the OSH Code 2020 - 24.10.2020.pdf