How does the company determine the severity of employee violations? In life, I believe many friends want to make a career in their work, especially for some people who have just entered the workplace, but the most important thing in their work is their work attitude. Below, I sorted out how the company determines the severity of employee violations.
How does the company determine the severity of employee violations? 1. Strictly abide by the company's discipline, establish a sense of overall work, standardize work behavior and workflow, improve execution, punish violations, ensure the effective connection between various departments of the company and daily work, and prevent and resolve business risks. These Provisions are formulated in accordance with the relevant provisions of the company's management system and articles of association.
2. The employees mentioned in the Regulations refer to all companies and all personnel who have signed labor contracts with the company.
3. Employees who violate rules and regulations shall be dealt with according to these regulations, and those responsible for the incident shall be investigated for responsibility according to these regulations.
Principle: All companies, company heads, department heads and employees are responsible for the correlation between external and internal work events and safety events. The person in charge of the department mentioned in these Provisions refers to the principal person in charge of the department and the deputy leader of the department (including assistant).
Four. The handling of violations of discipline should adhere to the principle of justice, fairness, combining education with punishment, and be suitable for the nature and circumstances of violations of discipline and the degree of harm brought to the company. The facts are clear, the evidence is conclusive, the nature is accurate and the handling is proper.
Remarks: It shall be uniformly implemented by the Head Office and branches.
5. Employees who violate the rules and regulations will be given the following penalties depending on the seriousness of the case. There are six ways to deal with violations within the company:
1, verbal warning;
2. A written warning;
3. informed criticism;
4. Demotion;
5. Leave the post for inspection;
6. Be ordered to resign.
6. Detailed rules for handling employees who violate the company's internal rules and regulations.
Principle: The reputation of employees is a kind of glory, and everyone should be strictly self-disciplined.
1. Employees who have been verbally warned;
Principle: The parties who have made minor mistakes in their work duties (without defining the subjective and objective) and improper work behaviors should fully realize the serious problems reflected by the incident and conduct comprehensive introspection and self-review on their work duties or functions. Things are not the size, but the impact on the whole company and team after things happen.
The punishment decision will take effect in the current month, and 10% of the total salary of the current month will be deducted. The post and position shall not be changed within 3 months, the A-level evaluation shall be cancelled within 3 months, and any advanced title shall not be selected within 3 months.
2. Employees who have been warned in writing;
Principle: The parties who have made moderate mistakes (there is no definition of subjective and objective) and improper work behavior have unshirkable responsibility for the incident and are responsible for the process and result of the incident, which has affected the normal working system of the department;
Work sequence and workflow even affect the working atmosphere of the team. The occurrence and result of things need a clear explanation. The parties concerned send formal information and apologies to all employees in all departments of the company in writing by email.
The punishment decision will take effect in the current month, and the quarterly salary 15% will be deducted. The post and position shall not be changed within 6 months, the A-level evaluation shall be cancelled within 6 months, and any advanced title shall not be selected within 6 months.
3. The employee was punished by informed criticism;
Principle: it is a serious mistake in job responsibilities or a mistake in principle (subjective and objective are not defined), covering work accidents, work mistakes and improper work behavior. Related to the nature of the situation
The parties have direct responsibility, main responsibility and core related responsibility for the occurrence of the incident. The occurrence of the incident has directly or indirectly affected all levels of the company, and the occurrence of the incident has had a greater negative impact and risk on the operation of the company or department;
It seriously deviates from the core work category, and the parties have serious work mistakes in the overall situation of the company, internal and external affairs management, operation, supervision and supervision, risk management and control, and personal work responsibilities.
The punishment decision will take effect in the current month. After deducting 20% of the quarterly salary, the post and position shall not be changed within 12 months, the A-level evaluation shall be cancelled within 12 months, and any advanced title shall not be selected within 12 months. The year-end performance appraisal of that year is 30%, with cumulative assessment.
4. Employees subject to demotion;
Principle: According to the nature, influence, cumulative result, work behavior and attitude of the incident, the party concerned is defined as a serious violation of the company system and employee code of conduct, with serious, bad and wide influence. The incident has a direct or indirect negative impact on the market, the company and the team, and the overall working ability.
Moreover, the performance can not meet the actual requirements, and it is not suitable to stay in this position or there are factors in this position.
The punishment decision will take effect in the current month, and after deducting quarterly salary 10%, the post and position shall not be changed within 12 months, the A-level evaluation shall be cancelled within 12 months, and the advanced title shall not be selected within 12 months, and 50% of the year-end performance appraisal shall be conducted cumulatively.
5. Employees subject to off-site inspection and punishment;
Principle: According to the nature, influence, cumulative result, work behavior and attitude of the incident, the party concerned is defined as a serious violation of the company system and employee code of conduct, with serious, bad and wide influence.
The incident has a direct or indirect negative impact on the market, the company and the team, but it is restricted and influenced by the parties' special work reasons, special work status, special objective reasons, temporary emergencies, or the attitudes and emotions of the parties, but it must be handled.
The punishment decision takes effect in the same month, exempting all management posts and all administrative levels, stopping the evaluation of employees' development level, returning employees' identity and salary to the probation period, not becoming a full member within 3 months, redefining job responsibilities and scope, not changing posts and positions within 12 months after redefining responsibilities, and not selecting any senior titles. The year-end performance evaluation of that year was 0.
6. Being ordered to resign;
Principle: According to the nature of the incident, the impact of the incident, the result of the incident, and the attitude of work behavior, the parties seriously violated the company system and the employee's code of conduct, and the nature of the incident was extremely serious and bad, involving a wide range. The incident has a direct or indirect negative impact on the market, the company and the team, and the development and results of the incident are irreversible. In other words, the decision made by the person in charge of the company is due to the overall factors.
The disciplinary decision will take effect in the current month, and the resignation formalities will be completed within 1 month, and all performance appraisal and performance bonuses in the current month and year will be cancelled, and all advanced awards will be cancelled. If the incident affects the actual economic benefits of the company or violates judicial laws, it will resolutely investigate its economic and legal responsibilities.
How does the company determine the severity of employee violations? 2. How do employers collect evidence of employees' serious violations?
For the factual evidence of employees' serious violation of discipline, the employer may fix it in the following ways:
1. Self-criticism, repentance written by employees who violate discipline, information signed by employees, etc.
The leader in charge of the unit should talk to the employees after serious violation of discipline, point out the serious consequences of employees' behavior and put forward written requirements: the time and place of violation of discipline, the personnel or units involved, the reasons and process of violation of discipline, the damage consequences caused to the unit, etc. Written materials must be signed and dated by employees who violate discipline.
2. The fault sheet or disciplinary record signed by the employee who violates discipline.
The record of violation of discipline shall clearly record the facts of violation of discipline, the damage results caused and the specific provisions in the rules and regulations of the unit to which the violation of discipline refers. If possible, the disciplinary record shall be filled in by the disciplined employee himself;
If the employee can't write by himself, the unit staff shall inform the employee who violates the discipline by reading, and the employee who violates the discipline shall sign a similar language such as "I know all the contents in the form, and I recognize it". If it is difficult to sign, you can use a handprint instead.
3. Testimonies of other employees and insiders
Colleagues who work with employees who violate discipline know the behavior of employees who violate discipline best, and their testimony statements are closest to the truth. However, due to their close relationship with employees who violate discipline, their testimony is of low effectiveness and generally cannot be used as evidence to determine the facts alone.
If the unit has other auxiliary evidence and the evidence forms a complete chain of evidence, it can be used as the basis for ascertaining the facts. The witness testimony of non-unit employees has greater probative power than the testimony issued by unit employees.
4. Physical evidence
For example, items such as machinery and equipment damaged by employees who violate discipline are effective evidence to prove employees' violation of discipline.
5. Opinions, records and certificates of relevant government departments.
If the employee's violation of discipline has a serious impact on the enterprise and leads to administrative punishment, the relevant government departments will issue a decision on administrative punishment; If an employee violates discipline and causes the enterprise to compensate a third party for liquidated damages or other losses, the enterprise shall keep relevant written evidence.
Employees who violate the law (such as gambling, theft, etc.) You can ask the relevant government departments to handle it, and the conclusions or records of the relevant government departments may be strong evidence. For employees who violate the discipline of "not making big mistakes, making small mistakes constantly", they should be tracked at ordinary times.
6. Other relevant documentary evidence and audio-visual materials
If the monitoring video is installed inside the enterprise, the violation itself and the related video data during the processing can be used as evidence. In addition, there are photos, recorded testimony, WeChat, SMS and other evidence. When employees violate discipline, it indirectly proves that employees do have serious violations of discipline, but the evidence itself is easy to be modified, and it needs to form an evidence chain with other evidence before the evidence can be strengthened.
How does the company determine the severity of employee violations? 1. What are the employees' violations of discipline and law?
Enterprises should clearly inform workers which behaviors are in violation of discipline, and employees should have a good understanding and familiarity with the labor discipline of enterprises to avoid being exposed to "high-voltage lines" and being subject to administrative sanctions or economic penalties. So, specifically, what are the violations of law and discipline? Summary has the following points:
(a) violation of labor discipline, often late, early leave, absenteeism, passive slacking, and failure to complete production tasks or work tasks.
(two) do not obey the work assignment, transfer and command without justifiable reasons, or make trouble without reason, gather people to make trouble, fight, and affect the production order, work order and social order.
(3) Dereliction of duty, violation of technical operation regulations and safety regulations, or illegal command, resulting in accidents and people's lives and property losses.
(four) irresponsible work, often produce waste products, damage equipment and tools, waste raw materials and energy, resulting in economic losses, and so on.
Second, how to deal with employees who violate the law and discipline?
(A) the way to deal with
According to laws, contracts and internal rules and regulations, there are mainly the following ways to deal with employees who violate discipline:
1. Administrative sanctions: including warning, demerit recording, gross demerit recording, demotion, dismissal, probation, and dismissal.
2. Administrative treatment: dismissal due to violation of discipline.
3. Dissolve the labor contract in violation of discipline.
4. Economic penalties: including fines (not exceeding 20% of the salary of the current month); Economic compensation (the specific amount is determined by the employer, which can be delivered by the employee who violates the discipline or deducted from his salary, but the monthly deduction amount shall not exceed 20% of the salary of the current month); Liquidated damages (can be agreed in the contract, and the amount should be determined according to the employee's affordability, subject to local regulations).
5. adjust the post and reduce the salary.
(2) time limit
There is a time limit for administrative punishment, that is, from the date when the employee is proved to be wrong, the dismissal punishment shall not exceed 5 months, and other punishments shall not exceed 3 months.
There is no time limit for administrative handling, termination of contract in violation of discipline and economic punishment, but it should be handled in time.
(3) Processing requirements:
1, the factual evidence should be sufficient.
2. The applicable laws and regulations should be accurate.
3, processing files should be comprehensive and clear.