Clear penalty regulations make treatment fair for everyone and make your decisions easier. Here are the requirements:
1. Approved and posted
They must be approved by PAM before being applied (Art. 36) and posted in a visible place (Art. 35).
2. Five rules for drafting them (Art. 35)
- Define each violation and its penalty.
- Penalties must be progressive.
- Only one penalty for each violation.
- No penalty for something discovered more than 15 days ago.
- A violation outside the workplace is not penalised unless it is related to work.
3. Before any penalty (Art. 37)
- Give the employee written notice.
- Hear the employee's account and defence.
- Keep a record in the employee's file.
- Notify the employee in writing of the penalty and its reason.
4. Deduction limits
- No more than 5 days per month; the remainder carries over to the following months (Art. 38).
- Suspension for investigation is a maximum of 10 days. If the employee is cleared, their wages are restored (Art. 39).
- Deducted amounts go to a fund for the benefit of workers, not the employer (Art. 40).