Late last week, workers at an auto parts plant in Pune alleged that supervisors asked them to sign blank overtime sheets ahead of an internal audit. Employees said they feared that these sheets could later be filled with incorrect hours to manipulate compliance records. Some workers claimed that the practice was common during audit periods to demonstrate perfect documentation even when actual overtime patterns were inconsistent. After the allegations surfaced, labour groups requested district officers to inspect the plant and verify whether overtime compliance records were being falsified.
Workers described anxiety and helplessness, saying they did not feel empowered to refuse signing documents because they feared retaliation. Some said they had previously been scolded for questioning overtime calculations. Others said they were asked to sign multiple sheets at once even when they had not worked extra hours. The emotional environment at the plant was tense as workers felt they were being used to cover up documentation gaps that management had ignored for months.
From a compliance perspective, forcing workers to sign blank or misleading overtime sheets violates the Code on Wages, the OSH Code, and record keeping requirements under state Shops and Establishments Acts. Employers could face penalties, back wage orders, and investigations for falsifying statutory records. HR must immediately audit attendance and overtime logs, retrain supervisors, and implement digital tracking systems that cannot be altered manually. Leadership must enforce strict accountability and create safe reporting channels so workers can voice concerns without fear. Compliance records must reflect reality, not convenience.
How can companies create secure overtime tracking systems that prevent manipulation?
What protections should workers have when asked to sign inaccurate records?
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7Workers described anxiety and helplessness, saying they did not feel empowered to refuse signing documents because they feared retaliation. Some said they had previously been scolded for questioning overtime calculations. Others said they were asked to sign multiple sheets at once even when they had not worked extra hours. The emotional environment at the plant was tense as workers felt they were being used to cover up documentation gaps that management had ignored for months.
From a compliance perspective, forcing workers to sign blank or misleading overtime sheets violates the Code on Wages, the OSH Code, and record keeping requirements under state Shops and Establishments Acts. Employers could face penalties, back wage orders, and investigations for falsifying statutory records. HR must immediately audit attendance and overtime logs, retrain supervisors, and implement digital tracking systems that cannot be altered manually. Leadership must enforce strict accountability and create safe reporting channels so workers can voice concerns without fear. Compliance records must reflect reality, not convenience.
How can companies create secure overtime tracking systems that prevent manipulation?
What protections should workers have when asked to sign inaccurate records?
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