In every company or organization, whatever its dedication, there are workers who at some point fail to fulfill their obligations and duties, that is why, if it is the case, it is necessary to implement a certain type of labor penalties according to what is the fault that he has committed, so that he is seen in the responsibility of not to breach in any way with his work tasks.
Therefore, sanctions exist as a way in which the employer seeks to correct important faults of a worker, whether minor or serious, since if an employee occupies a job they must fulfill the responsibilities that correspond to you with the position in which he is.
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There are different labor penalties that regardless of the type of company in which they are, the worker must have the knowledge of what they are, and in this way be aware of the consequences that any lack or unfulfilled activity brings in their job.
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In this article you will find:
Types of labor penalties
The sanctions will be implemented according to the type of offense that the employee has presented, these offenses are classified as:
- Slight faults
- Serious misconduct
- Very serious offenses
The different faults will be established according to the boss or the company where the person executes the position, since they They will have the power to define each of them as they consider them within their laws and internal regulations, however, the labor penalties in most cases they are:
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Penalties for minor offenses
These are usually the most normal, common and less severe sanctions, generally suspends the person's employment and salary for up to two daysThese reprimands do not exceed this time and are usually for very frequent absences in most of the employees and considered light or tenuous.
Penalties for fouls considered serious
On the other hand, penalties for serious breaches They can bring with them suspension of salary also from employment in a time of up to 20 days, if the lack is not so serious but neither falls into the “mild” category, the employer may consider a suspension from 2 to 20 days if the type of offense required.
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Penalties for very serious fouls
The penalties for offenses considered very serious, most of the time they include:
- Suspension of employment for a long time between a month, up to 60 days, months or even a longer period of less than 6 months.
- Loss of promotion opportunities, salary increases or clauses that gave some type of benefit to the employee.
- Elimination of salary during the same period of suspension, or more.
- Change of place of work, transfer to a headquarters or demotion.
When the employee has a very serious misconduct with the company or his workplace, it can result in the total dismissal of the same.
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Sanctions that should not be imposed
Whatever the case of the employee at that time according to the fault that he may have committed, Sanctions that require the payment of some type of corrective should not be carried outmonetary, as this is against any law that favors the employee and therefore could be considered a labor abuse.
In addition, the following should not be included in the sanctions:
- Elimination of mandatory rest time as a warning.
- Decrease in the hours that are used as vacations by the employee.
- Elimination of mandatory vacations or work breaks that are included within the labor rights of all employees
Regardless of the particular case of the worker, this should not be penalized multiple times for the same work offenseHowever, if it is a worker who repeatedly defaults and commits offenses of different kinds at different times, it is the responsibility of the boss. impose mandatory sanctions for their correction, as long as they comply with the labor laws that your company or organization has established.
Aspects to be considered by the boss
Any boss or higher-ranking employee who has within his work impose sanctions on workers who fail to comply with his activities, must consider that each and every one of the serious or very serious penalties, must be documented in writing, where the following details of the offense committed are described in detail:
- Hour
- Date
- Place
- Cause
- Sanction
If the company has a workers' union, any fault must be duly documented and sent to said union, if, on the contrary, the person who fails to comply with its activities is a hierarchy worker, the procedure for the sanction must be contrary to the union and in this way it will be possible to respond to the defenses or reasoning of the affected.
Finally, as for the worker, he has the right for 20 days to give a response or a clear, objective and written defense of the sanction imposed. so that he can refute the reasons why he is being reprimanded and demand a response and timely treatment of his case by the guild labor.
