Punishments like cutting salary for one/two days can be exercised for mistakes?

Hi, I would like to know if punishment like cutting salary for one or two days can be exercised on personnel who have committed a serious mistake.

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In response to your query, implementing a deduction in salary as a form of punishment for employees who have made significant errors is a complex issue that requires careful consideration. While such disciplinary actions may be permissible under certain circumstances, it is crucial to ensure that they are in line with company policies, employment laws, and fair labor practices.

Before implementing any salary deductions, it is essential to review the organization's policies and consult with HR professionals or legal experts to determine the appropriate course of action. Additionally, it is important to consider alternative disciplinary measures that focus on corrective action and employee development rather than solely punitive measures.

Ultimately, the decision to implement salary deductions as a form of punishment should be made thoughtfully and in accordance with legal and ethical considerations to maintain a positive work environment and uphold employee morale and motivation.

Dear Friend,

What is punishment? Why are you imposing punishment? Are you imposing any punishment for a dog if it fails to obey? Is the employee a dog or human? Unless you, prima facie, feel there is a gravity of the offense, you can give a serious warning for the first mistake. Disobedience attracts stringent reprimand, advice, and training to prevent laxity. Then, you may opt for loss of pay if the situation warrants it. You cannot simply punish for a serious mistake unless, as an authority, you find the work done or service rendered to be punishable. If the organization thinks so, like in olden days, it is meaningless to write this.

No one can be punished because the way you think is not the way others do things. The gravity of the offense attracts punishment.

Best of luck,

Punishments can be given for violations of rules/law, etc. No doubt about it. But one needs to follow the rules of natural justice in awarding punishments. Punishment is not a cure for all wrongs. The idea of punishment is to ensure a change of heart and avoid further repetition. So award punishment judiciously and with due proof of the error/wrongdoing.

Self-realization is a must for any mistake, whether it is deliberate or not. Deducting 1 or 2 days' salary would not help until the employee learns the proper way of doing the work.

A verbal or written warning can be given, or one can also put that employee on a performance improvement plan (PIP). If this does not help, then simply ask that person to leave the organization.

Thanks.

Hello Shardes,

What's the 'serious mistake' you are talking about? What's serious for YOU may be very light for me. It is suggested to provide more details about the ACTUAL ISSUE at hand. This will enable the members to give actionable suggestions. The two details you mentioned [cutting leaves & 'serious mistake'] leave a lot of scope for assumptions. Therefore, whatever suggestions you receive will be based on assumptions rather than the actual facts of the case.

Regards,
TS

Hi,

As per the act, no one has the right to punish an employee by cutting their salary. If an employee makes a major mistake or exhibits inappropriate behavior, the first step is to issue a warning letter. If the behavior persists, further actions will be taken against the employee as per the act.

Thank you.

A repetition of absenteeism is a serious mistake made by workers in our organization. After three warning letters, if a worker continues in absenteeism, a show-cause notice can be issued with a 24-hour time limit for clarification. If the clarification is satisfactory, it's acceptable. However, if no clarification is provided or if it is unsatisfactory, suspension will be imposed in such cases.

Thanks for your inputs. To clarify - they commit mistakes such as not following mandatory procedures, lack of integrity, incomplete records, errors in recording due to carelessness. When all these mistakes are done again and again by the same persons, it is frustrating. So I thought, what will pinch is not paying them for the day or two, as work is not done at all or not done satisfactorily. Sacking is seldom the solution unless the offense has very grave consequences, so punishment/penalty should work, I think. Why can't people just work as per established systems? I am unable to understand!

My question is - Is it legal to cut payments as a penalty, or will it be flouting any labor law or any other law? How best can this be documented? Records of offense/mistake will be available, and the personnel could also give in writing that they accept their mistake. I need to know this before I suggest to management.

Definitely, you can punish, but it needs a process. Remember your childhood; you were calmly handled by your parent on the first instance. The second time, there was a verbal warning, and the third time, there was a punishment to eradicate the issue. So, follow this process. Also, understand that you have to talk to employees as a parent. You have to create the same comfort zone where one is ready to admit a mistake and another one is ready to forgive the first mistake.

So, in simple words, talk verbally the first time, give a written warning the second time, and take action with proofs the third time. :)

Punishments in terms of deducting one or two days' salary are not going to serve any purpose. Instead, you should acknowledge the mistake and warn the individual about not repeating similar mistakes in the future. If a person has any remorse, they will definitely improve; otherwise, keep them aside for future reference.

Using the word "Serious" is not good with this even you will not get good performance from remaining employees also try to realize them realization will create a good work environment. Still, if you would like to go with “Serious” Punishment Company may less honest employs also.

For the repeated mistake after giving mild punishments, a fine can be imposed. However, it should be supported by the documents: charge sheet, domestic enquiry findings to the extent that the alleged charges have been proved, and order for the fine. Additionally, the amount of the fine is to be sent to the welfare board and should be entered in the register of fines.

Thank you for your inputs. We are also considering more awards for efficient working. The eligibility of such awards will be affected if such errors are committed repeatedly.

Thanks to all for your inputs. After reviewing the positive comments here, we are also considering more awards and linking eligibility of such awards to avoiding repeated mistakes. Non-conformities can be logged and tracked.

Punishments are a part and parcel of every administration, but positive inducements/recognitions are more powerful weapons in administration. Punishments should be inflicted only after following due process and hearing the wrongdoer. The punishment system should be fair. Similarly, have a reward and recognition system that recognizes true merit and achievement. This is a positive tool in the hands of management. Recognize the achievers in public; others will get inspired to do better.