The Unit Of Punishment Should Be Treated According To The Regulations.

If workers are involved in black cars and extramarital affairs, can these situations be covered in the scope of labor discipline? When the production and operation order is not affected, is private life legitimate and legitimate, so long as it does not affect the operation of the company? Therefore, lawyers involved in the discussion believe that the labor law should be modesty, family planning is managed by laws and regulations related to family planning, and marital problems should be managed by the marriage law.

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Case 1: a staff member of a decoration company in Chongqing sent out a picture in the circle of friends, saying that the employees who had completed their performance at the weekend were "rewarded" by the leadership. They eat raw balsam pear in the eyes of the public. If one can not eat, they will be punished again until the whole root is eaten.

The company's responsible person explained that this is an incentive system for the company. Because employees are inefficient and poor in performance, they want to encourage their employees by eating bitter gourd. No one wants to eat bitter gourd. If they want to work hard, they have to work harder.

Such incentives are also known as "the best in the world" on the Internet.

Case two: in July 25, 2013, in the Dafeng shopping center of Yanfu people's market in Jiangsu, some female workers were led to corporal punishment in the shopping mall, forced to do push ups, and the dignity and image of female workers were damaged.

According to people familiar with the matter, some women workers working on the two floor of the mall, even though they face such corporal punishment, feel that their self-esteem has been greatly hurt, but they still dare to speak up.

A total of 20 cabinet units in the two floor of the shopping mall did not complete the sales task of the month, so the 40 leaders were punished. "

Let's make our own choice. Is it a fine of 15 yuan or a push up? "

A saleswoman who sells children's clothing says that doing push ups is a morning morning meeting. 40 people are divided into two batches and take turns for push ups.

The deputy general manager of the shopping center said that this kind of behavior is a kind of assessment. "Without the economic punishment, proper push ups are also an exercise for employees."

He also believes that, considering the limited strength of female employees, most of these push ups mean something, and do not strictly require action standards, which should be an incentive "game".

Analysis: lawyers believe that although enterprises can conduct a certain degree of discipline against employees according to their behavior.

However, the way to punish should be operated according to the specific rules and regulations of the enterprise.

General enterprise employment punishment is divided into two categories, one is non property punishment, which is divided into warning, notice criticism, post adjustment, suspension, dismissal and so on. The other is property punishment, which is divided into 4 categories: pay reduction, fines (deduction of wages), damages and liquidated damages.

According to

"Article fourth:" employers should establish and improve labor regulations in accordance with the law so as to ensure that workers enjoy the right to work and fulfill their labor obligations.

The employer is making, revising or deciding about...

When labor discipline and other rules and regulations or major matters directly related to the actual interests of workers should be discussed by the staff congress or all the staff members, the proposals and opinions shall be put forward, and shall be determined through consultation with the trade union or staff representatives on an equal footing.

The rules and regulations formulated by enterprises after passing the legal compliance procedures will apply reasonable disciplinary actions to all employees.

Some lawyers believe that the legality of the rules and regulations of some companies is beyond doubt, but the rationality remains to be discussed.

For example, a company will include "no smoking" in the rules and regulations, but this company is a chemical plant or an ordinary company, which has a great relationship with standardizing the behavior of employees.

Once the worker and the enterprise have different opinions on disciplinary action and enter the stage of labor arbitration, the arbitrator and the judge will decide whether the boundary is reasonable or not.

In addition to rules and regulations, honesty and professional ethics are more cited by judges and arbitrators, but there is still room for discretion.

Some lawyers suggested that laborers should be diligent in their work, that is, they should obey lawful and reasonable work instructions, fulfill their duties and fulfill their duties rationally and apply their labour skills rationally.

Laborers should abide by the rules of the company and complete their work as far as they can.

Lawyers also added that workers should also fulfill their duty of loyalty, namely, solidarity, cooperation, secrecy, no competition, honesty and trustworthiness.

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