Do Employees Who Violate Discipline Need To Protect Their Income?

Comrade Ma: I am a unit personnel cadre of a company. Recently, we have punished a worker, and the result has aroused controversy.

The employee is very unstable. He usually likes to drink. Once he drinks high, he will abuse his colleagues and disobey management, but later he will regret it.

For this reason, we severely buckled his salary bonus and only sent him 800 yuan as the basic living expenses.

He used to work for more than 6000 yuan, but the boss said that such a person must be punished for his heartache.

Considering that he has done well in technology, we have not done any dismissal, hoping that he can learn something and make some changes.

Unexpectedly, the unit's good intentions failed to work. The workers are now complains everywhere, claiming that their wages are below the 2190 yuan standard stipulated by the state, and the unit is illegal.

Do we have to protect the income of our employees who violate discipline? I can not understand this point. I would like to ask you for advice.

Thank you!

For disciplinary punishment,

There are various purposes, for example, some are intentional.

Some are in good faith or open to the outside world; others are arbitrary or puny.

This leads to a question: how to properly implement punishment? Although this is an old problem, it often leads to some controversy. I will give you a brief introduction to your question.

First, there must be penalties.

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The system described here includes two aspects: first, the existing laws and regulations of the state; and two, the various codes of conduct established by enterprises through legitimate procedures.

If the law fails or the system does not take effect, it can not be regarded as the basis for punishment. This is the first thing to pay attention to.

Second, we must give appropriate punishment to the provisions of the system.

For example, if the system stipulates that 50 bucks should not be deducted 100 yuan, the system should not be able to recall the warning, which should be easy to understand.

If some behaviors are expected to be lighter, we should set a lighter situation in the system. Similarly, some behaviors should be aggravated by punishment. It should also be clarified in the system, and under what circumstances should the punishment be upgraded so as to achieve balance before and after, and avoid the difference between people.

Third, there is also a bottom line standard for economic penalties.

First, I can deduce from your introduction that the punishment of your unit is improper.

If we should dismiss and not dismiss, what will happen to other employees? All of them will also be fined. Two, drinking has caused some consequences. Do you have any deductions standard in your system? Now it seems arbitrary.

Three, whether it is arbitrary or the system does have a regulation, it is against the law to issue only 800 yuan now.

In this regard, the "Shanghai enterprise wage payment method" clearly stipulates: workers violate labor discipline or rules and regulations, enterprises to reduce their wages, reduced wages can not be lower than the minimum wage standards stipulated in this Municipality.