Eating at Work: Should We Fine, Issue a Show-Cause Notice, or Both?

Hi HR Experts! An employee in our warehouse department is eating food in his workplace area, where many finished products and garments are present. His manager asked the HR department to charge him a fine, but the HR manager instructed the HR team to issue him a show-cause notice.

Can we only charge a fine, issue him a show-cause notice, or both to the employee?

As per your query, take the apology letter from him. If he denies, then issue the warning letter. Charge the fine for repeating the mistake.

Hi, call the employee and issue a verbal warning. Educate him on why having food at the workplace is prohibited. Please collect an apology letter from him. In case of any future repetition from the same employee, you may proceed with a warning or fine, etc.

Dear sir, good afternoon from India. You can verbally warn and issue a show-cause notice unless you have provided a lunchroom for the individual to bring their food. If you have not provided this facility, you cannot take any action. Before issuing a notice or taking any action, you should ensure that we have provided the mentioned facility.

You can implement both actions: issue a showcase notice for a formal reprimand and impose a fine as a disciplinary measure for violating workplace policies regarding food consumption near products.

Regarding SSS contributions, employees must contribute 11% of their monthly salary, with employers matching 7.37%, providing essential benefits for workers.

Both actions can be taken: issue a show-cause notice as a formal reprimand and impose a fine for breaching workplace policies about consuming food near products. Additionally, employees are required to contribute 11% of their monthly salary to SSS Contribution, while employers match 7.37%, ensuring essential benefits for workers. Source: https://ssscontributiontable.ph/sss-...contributions/

Both actions can be taken: issue a show-cause notice as a formal reprimand and impose a fine for breaching workplace policies about consuming food near products. Additionally, employees are required to contribute 11% of their monthly salary to https://ssscontributiontable.ph/sss-...contributions/ SSS funds, while employers match 7.37%, ensuring essential benefits for workers.

I am not sure of the restrictions under Pakistani laws, but it is good HR practice to take the following steps:

1. The Manager/Supervisor should instruct him not to eat lunch where there are goods/materials, etc., and to eat at designated locations only.

2. Ensure adequate notice is given through posters, notices, etc., to all employees.

3. If verbal instructions are not followed, then they need to be followed up with a show cause asking why the individual should not be fined, giving him time to reply and explain his reasons.

4. If the reason is not satisfactory, you can issue a fine, warning, and in repeated cases, issue a termination order. However, if he is willing to stop and admits it was a mistake, an apology letter and undertaking not to violate the rules would be a good idea to get from him. It will be evidence in any future violations.

Irrespective of where you are located, fair HR practices call for the employer to provide a designated decent place for employees to have their food, snacks, or tea at a stipulated time. Employees are duty-bound to follow such stipulations. When not followed, issue a warning letter, then charge a fine. I don't think he should be charged at this point in time. Of course, if his habit of having his food in the warehouse causes damage to semi/finished products, then you can recover the cost of damages. If this behavior is repeated, he may even be suspended for a day or two.

When dealing with an employee who consumes food in an area where finished products and garments are present, it's important to handle the situation carefully and in accordance with company policies. Here are some steps to consider:

Review Company Policies
- Check your organization's policies regarding food consumption in work areas, especially those related to hygiene, safety, and product integrity.

Document the Incident
- Keep a record of the specific incidents where the employee has consumed food inappropriately, including dates, times, and any witnesses.

Issue a Verbal Warning
- Before taking formal disciplinary action, consider issuing a verbal warning. This can be a chance for the employee to understand the policy and correct their behavior.

Formal Notice (Show Cause Notice)
- If the behavior continues, issue a formal show cause notice. This should:
- State the violation of company policy.
- Include evidence of the behavior.
- Request an explanation from the employee.

Consider a Fine
- Depending on your company policy and the severity of the infraction, you might consider imposing a fine as a form of penalty. Ensure that this is explicitly stated in your workplace policies.

Follow-Up Meeting
- After receiving the employee's response to the show cause notice, hold a follow-up meeting to discuss the issue further and decide on the appropriate course of action.

Implement Consequences
- Based on the severity of the situation and the employee's response, implement any necessary consequences, which may include:
- A formal written warning.
- A fine.
- A reminder of the relevant policies.

Reiterate Policies
- Consider holding a team meeting to reiterate the policies regarding food consumption and hygiene in work areas to prevent future incidents.

Documentation
- Document all steps taken during this process to ensure that there is a clear record of the actions taken and the rationale behind them.

By approaching the situation with clear communication and a fair process, you can address the issue effectively while maintaining a positive work environment.