Hi guys, I NEED your HELP please!!
I am a supervisor and I was given sanctions for an infraction, i.e., the act of requesting my agent to punch out my time card, although a violation of company rules, likewise does not constitute serious misconduct. Firstly, it was done by her in good faith considering that I requested her to perform a task outside the office, which was evidently for the benefit of the company, and not for my personal interest. I was alone at that time on the 25th floor because one of my agents was on vacation leave for a straight week, and I had to work overtime to finish all pending payouts and emails. I requested (not ordered) my staff Anna to punch out for me so after finishing my work I didn't need to drop to punch out at the 21st floor, because I also had an appointment waiting at that time after work. Secondly, it was my first time committing such an infraction during my 3 years and 7 months of service in the company. Lastly, the company did not lose anything by reason.
Sanctions Imposed by Management
The management gave me a memo detailing the sanctions as follows:
1. Debarring me from availing bonuses and allowances
2. No salary increase
3. No team-building activities
4. No promotion
5. Suspension for one (1) month
I would like to know your opinion if this is fair enough. The HR manager gave me 24 hours to sign the memo, but I refused. She asked for an explanation or reason why I am not signing it. I wrote there that I just need to seek a second opinion from labor if the given consequences are fair enough for my violation or legal in accordance with the (Philippines) labor law.
Thank you so much!
Regards, Hammered
From Philippines
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I am a supervisor and I was given sanctions for an infraction, i.e., the act of requesting my agent to punch out my time card, although a violation of company rules, likewise does not constitute serious misconduct. Firstly, it was done by her in good faith considering that I requested her to perform a task outside the office, which was evidently for the benefit of the company, and not for my personal interest. I was alone at that time on the 25th floor because one of my agents was on vacation leave for a straight week, and I had to work overtime to finish all pending payouts and emails. I requested (not ordered) my staff Anna to punch out for me so after finishing my work I didn't need to drop to punch out at the 21st floor, because I also had an appointment waiting at that time after work. Secondly, it was my first time committing such an infraction during my 3 years and 7 months of service in the company. Lastly, the company did not lose anything by reason.
Sanctions Imposed by Management
The management gave me a memo detailing the sanctions as follows:
1. Debarring me from availing bonuses and allowances
2. No salary increase
3. No team-building activities
4. No promotion
5. Suspension for one (1) month
I would like to know your opinion if this is fair enough. The HR manager gave me 24 hours to sign the memo, but I refused. She asked for an explanation or reason why I am not signing it. I wrote there that I just need to seek a second opinion from labor if the given consequences are fair enough for my violation or legal in accordance with the (Philippines) labor law.
Thank you so much!
Regards, Hammered
From Philippines
Acknowledge(0)Amend(0)
Proxy Punching: Misconduct and Consequences
Asking someone else to Punch-In or Punch-Out (proxy punching) is considered misconduct as per Indian rules and policies. An employee is not supposed to hand over their Punching Card to anybody else. Punching is needed to correctly record the In and Out time of the employee, and the concerned employee has to do the punching themselves. Proxy punching, if allowed, can easily mark an absent employee as present; hence, it is not allowed and is also treated as serious misconduct. Proxy punching is a violation of rules and is misconduct. However, I am not sure if the punishment meted out to you for that is justifiable and equivalent to misconduct. I am also not sure whether a domestic inquiry and any other procedures need to be followed as per Philippine law before punishing.
Hi guys, I NEED your HELP, please!! I am a supervisor, and I was given sanctions for an infraction, i.e., the act of requesting my agent to punch-out my time card, although a violation of company rules, likewise does not constitute serious misconduct. Firstly, it was done by her in good faith considering that I requested her to perform a task outside the office, which was evidently for the benefit of the company and not for my personal interest. I was alone on the 25th floor because one of my agents was on vacation leave for a straight week, and I had to work overtime to finish all pending payouts and emails. I requested (not ordered) my staff Anna to punch out for me so after finishing my work, I didn't need to drop to punch out at the 21st floor because I also had an appointment waiting at that time after work. Secondly, it was my first time committing such an infraction during my 3 years and 7 months of service in the company. Lastly, the company did not lose anything as a result.
The management gave me a memo for the sanctions, and here are the following:
1. Debarring me from availing bonuses and allowances
2. No salary increase
3. No team building
4. No promotion
5. Suspension for one (1) month
I would like to know your opinion if this is fair enough. The HR manager gave me 24 hours to sign the memo, but I refused. She asked for an explanation or reason why I was not signing it. I wrote there that I just need to seek a second opinion from labor if the given consequences are fair enough for my violation or legal in accordance with the Philippines labor law.
Thank you so much!
Regards,
Hammered
From India, Pune
Acknowledge(0)Amend(0)
35Asking someone else to Punch-In or Punch-Out (proxy punching) is considered misconduct as per Indian rules and policies. An employee is not supposed to hand over their Punching Card to anybody else. Punching is needed to correctly record the In and Out time of the employee, and the concerned employee has to do the punching themselves. Proxy punching, if allowed, can easily mark an absent employee as present; hence, it is not allowed and is also treated as serious misconduct. Proxy punching is a violation of rules and is misconduct. However, I am not sure if the punishment meted out to you for that is justifiable and equivalent to misconduct. I am also not sure whether a domestic inquiry and any other procedures need to be followed as per Philippine law before punishing.
Hi guys, I NEED your HELP, please!! I am a supervisor, and I was given sanctions for an infraction, i.e., the act of requesting my agent to punch-out my time card, although a violation of company rules, likewise does not constitute serious misconduct. Firstly, it was done by her in good faith considering that I requested her to perform a task outside the office, which was evidently for the benefit of the company and not for my personal interest. I was alone on the 25th floor because one of my agents was on vacation leave for a straight week, and I had to work overtime to finish all pending payouts and emails. I requested (not ordered) my staff Anna to punch out for me so after finishing my work, I didn't need to drop to punch out at the 21st floor because I also had an appointment waiting at that time after work. Secondly, it was my first time committing such an infraction during my 3 years and 7 months of service in the company. Lastly, the company did not lose anything as a result.
The management gave me a memo for the sanctions, and here are the following:
1. Debarring me from availing bonuses and allowances
2. No salary increase
3. No team building
4. No promotion
5. Suspension for one (1) month
I would like to know your opinion if this is fair enough. The HR manager gave me 24 hours to sign the memo, but I refused. She asked for an explanation or reason why I was not signing it. I wrote there that I just need to seek a second opinion from labor if the given consequences are fair enough for my violation or legal in accordance with the Philippines labor law.
Thank you so much!
Regards,
Hammered
From India, Pune
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