Fines at work
Fines at work as punishment are actively used inmany modern companies. It is believed that if an employee feels a punishment on his own pocket, it will help him to correct the mistake more quickly and not to repeat it again. But, whether such a penalty is lawful? And is it really effective fines at work, as it seems to employers?
According to the law, there is no such penalty for "negligent" workers as a disciplinary fine. The employer can attract an employee tomaterial liability only if the employee has caused his direct damage to him. The law, for the punishment of disciplinary violations, provides only comments, reprimands and, as an extreme measure of impact, dismissal.
Nevertheless, fines at work among HR specialists They are considered very effective tools of negative motivation of employees. Usually, fines for delay -the most frequent disciplinary violation. Also, fines at work can be assigned for non-compliance with the dress code, failure to comply with customer service rules, etc.
Penalties at work can vary in size, from purely symbolic to very impressive. Of course, the attitude in the workforce tofines will depend on their size too: it is unlikely that someone will like the "cut" almost twice the salary after deducting all the fines, but most likely, small fines will be fairly well received.
It also matters what the fines are assigned for. If fines at work are assigned for damageproperty of the company, non-observance of the deadlines for the delivery of work, alcohol consumption during working hours and other serious violations, this measure of punishment will be perceived by the team with understanding. But workers are unlikely to be sympathetic to fines for "creative" confusion in the workplace or to penalties for overspending of paper and ink.
However, even "ridiculous" fines at work can have a serious basisif "innocent" misdeeds turn around forcompany big problems. For example, if a cashier in the supermarket's sales area, instead of servicing a queue of customers, suddenly starts talking on the phone, this will prevent him from fulfilling his immediate duties. And if a client approaches a bank employee and sees a "creative" mess on his desk, this will have a bad effect on the reputation of the whole bank.
Fines at work It is not always possible to apply as an effective tool for managing labor discipline. In certain collectives, fines at work are notonly will not help to strengthen discipline, but in general they will destroy the entire work process. In such cases, you can try to replace the system of penalties at work with de-inflation.
Usually for the good performance of their workersthe employee receives a premium. In case of violation of any internal regulations of the company or improper performance of official duties an employee may be deprived of a premium (in whole or in part) - this is what depressing is.
Whichever penalty system is chosen, fines at work or depreciation, in any case, every worker must accuratelyKnow for which violations he can be fined or deprived of the prize, and for what his actions - on the contrary - are encouraged. Only then can we expect that negative motivation will work in the right direction and will stimulate employees to a good performance of their work duties.
