New tactics for punishing workers who violate discipline (seems pretty harsh)
Thread Content
Today, a safety production meeting was held to discuss the persistent issue of workshop workers violating discipline. The last expert came up with a solution: the worker who violated the rules was asked to undergo safety training, taken to a small room, given some materials, and forced to study them for 8 hours. That day’s attendance will be counted as personal leave! No extra fine needed! 8 hours! They’re allowed to use the restroom and go to the cafeteria; they’re there the rest of the time! With the door open, everyone can see people sleeping, using their phones, and so on. I have plenty of safety materials here! And then there’s still a test – a test paper is given, and those who fail must continue studying the next day! Both punishment and education are ensured! What a genius! Then, after that expert came up with the idea, everyone present agreed to it unanimously! Then that guy shouted that nobody should say it was his idea: L
The new measures are indeed strict, but it’s discipline that the workers have violated, while he has broken the law
It would be even better to add a thorough summary of one’s thoughts: lol
That’s also fine. As for whether what the moderator on the 2nd floor mentioned is illegal or not, I think it’s fine to pay the basic salary as usual, or at least at the local minimum wage level; there should be no bonuses or benefits, and nothing else seems problematic. The company in question’s safety measures are clearly in a “critical state”; otherwise, they wouldn’t resort to such extreme measures.
Break the law? Illegal detention? No, I just had him learn*, I didn’t restrict his personal freedom; the doors to the office were always open. If doing this is also illegal, then doesn’t school violate the law every day when we are there?
With the door open, everyone can see people sleeping or using their phones, which feels a bit like asking poor students to hold stools and squat down or something like that. It seems a bit bad for adults
It’s not really harsh; it’s done for the safety of the employees. This is far better than imposing fines, and it also serves as a lesson to others.
In fact, focusing on safety is, on one hand, aimed at ensuring safe production, but mostly it is for personal safety; taking some measures is necessary. The military even has detention as a punishment, so this isn’t really equivalent to detention either – everyone will understand
This post was last edited by singer.h on 2012-1-11 at 11:13. Isn’t this moderator working in security management at a company? Actually, we have good workers, but there are indeed some who are difficult to manage; they’re extremely cheeky. They keep repeating the same mistakes; low penalties are ineffective, while high penalties lead them to ask for sick leave! I quit! This results in high foot traffic, which has a significant impact on production. Here, there’s a company whose workshop wasn’t managed properly; when one company started hiring, everyone in that workshop went to apply for those positions, and as a result the workshop came to a complete standstill! As a result, workshop supervisors actually tend to protect these workers, which makes our safety management rather passive. Moreover, from the perspective of safety management, I have always considered financial penalties to be a very poor approach. First, workers earn their money through hard work; deducting it means at least a day’s worth of work goes unrewarded ； Secondly, safety officers and workers are inherently in conflict; there’s no need to say things like “everyone is acting for the safety of the employees.” We know that, and they know it as well. But in reality, it’s a relationship of opposition and contradiction; just like when teachers supervise us – we know they do it for our own good, but yet we hate them. There’s nothing that can be done about it. If there are too many economic penalties, it will exacerbate this antagonistic relationship, making future management more difficult. So, I’m really tempted by the solution proposed by this expert. Both penalties and training are taken into account. As for whether it involves an issue of face, if he cares about it, then he shouldn’t make that mistake again in the future. If he doesn’t care, dismissal is even possible; losing face is a minor concern in that case!
Reply 2# woliaibo Agree! Safety training must be counted as attendance – why should it be treated as time off?……
This approach is acceptable and can be used as a reference by departments, but I advocate focusing on education. For employees who are relatively lazy, my personal suggestion is to transfer them from their positions.