How can enterprises effectively prevent employees from operating illegally?

How can enterprises effectively prevent employees from operating illegally? Reprint the following information for your reference.

How to effectively prevent habitual operation

What is a habitual violation? In short, it is the inherent bad work behavior and work habits, long-term violations. For example, wearing a safety helmet, some construction workers often don't wear it, or wear it, and the safety helmet can't be buckled. Because habit becomes nature, it is more harmful. It is not uncommon for some construction workers to be injured by falling hooks because they don't wear safety helmets during lifting operations. Therefore, in the safety process control of the construction site, it is particularly important to prevent habitual violations. Based on the safety management work in recent years, the author briefly discusses how to prevent habitual violations.

1. Strengthen the education of safety production awareness. The policy of safe production is "safety first, prevention first". For habitual violations, we should also strengthen prevention. Mainly through safety awareness education, including safety construction skills training. Train workers to form the behavior habit of obeying rules and discipline and safe construction, and don't have the idea of "saying important, doing secondary, being busy is unnecessary". Especially in the high-risk construction industry, safety education cannot be relaxed at all. We should establish the idea of "people-oriented, safe production".

2. Pay special attention to the safety production process control. Safety management pays attention to all-weather, all-staff and whole-process tracking control, and is good at discovering and discovering habitual illegal behaviors of construction personnel. The occurrence of safety accidents cannot be excused by "accidents". Before they happen, there is a process of formation and occurrence, similar to the formation, occurrence and development of tornadoes. Therefore, it is necessary to monitor the signs of habitual violations and eliminate them in the bud.

3. To prevent habitual violations, we must dare to be "true" for a long time. Workers' habitual violations of rules and regulations are deeply rooted, and sometimes several punishments can't produce the expected results, which requires that we must persistently achieve "winning the face, winning the hand and winning the heart". According to the principle of "four don't let go", those responsible for the accident will be punished, and those who violate the rules will be punished mercilessly.

In short, in safety construction management, adhering to the above points and putting an end to habitual violations can effectively protect the life and health of construction workers and property safety, and also help protect the benign development of enterprises and achieve the goal of creating a harmonious and civilized construction site.

First, provide vocational training for employees, especially new employees, strengthen safety awareness and improve self-protection ability.

Second, improve the scientific management system and implement various safety protection measures.

III. Timely distribution of labor protection articles.

Fourth, when arranging employees to work overtime, the physical endurance of employees should be considered.

Five, regular inspection and maintenance of enterprise production equipment, to prevent accidents due to production equipment.

Six, actively participate in enterprise industrial injury insurance, reduce the losses caused by industrial accidents.

Seven, appropriate for employees to buy commercial accident insurance, share the economic burden of enterprises and employees.

How to put an end to illegal command, illegal operation and employee violation is the basic requirement to put an end to the "three violations" of safety production.

Illegal command means that leaders shall not violate the rules and regulations of production safety when arranging, directing and supervising production operations; Non-illegal operation means that the operator should strictly abide by the post safety operation procedures in the operation process and put an end to illegal operation; Not violating labor discipline actually means not violating process discipline and labor discipline, including wearing labor protection articles normally, not smoking in non-smoking places, not leaving the post without authorization, etc.

How to prevent illegal operation 1: Don't follow too close when traffic jams or waiting for lights. Unless someone wants to block it, at least leave a distance to break through, in case the front car breaks down and you are added in the middle. This is what an old driver told me. He stayed with the front car on the Third Ring Road for half an hour.

2. When driving normally, it is definitely not a good thing that the front car suddenly merges to give way to you. Our current drivers haven't realized this yet. Do not overtake with oil. It is best to loosen the oil immediately and prepare for braking. At the same time, quickly observe the rearview mirrors on both sides to determine which side to merge. There may be something ahead.

3: When you have trouble looking at other cars in the rearview mirror, you should turn on the light, not to see the road clearly, but to let others see you, especially when it rains during the day! If you like, you should also turn on the light when the speed exceeds 100, which is what I did anyway.

4. When waiting in line, in order to prevent others from being blocked, leave half a car body beside the blocked car. For example, if you queue in the left lane, people often come from the straight lane to block it. You should try to press the right line of the left-turn lane with the right wheel, leave yourself room to go around to the left, and then follow the car in front, so it is difficult to get stuck.

5. Don't fill it up when you refuel. Just add 35 to a 40-liter tank. The estimated mileage is similar. In the aviation field, this phenomenon is called "fuel consumption". Don't waste money and pollute the environment.

6. Even if you are a novice, don't drive slowly on the expressway, and so do the Fourth Ring Road and the Fifth Ring Road. I often walk on the Fifth Ring Road, and I often see many big cars merging in order to overtake a car with a speed of only 40km/h, which is very dangerous! Big trucks are difficult to start and run, so truck drivers don't like to step on the brakes. He would rather overtake in parallel than slow down to third gear and then spend 10 minutes to increase to fifth gear.

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How to punish employees for work-related injuries caused by illegal operations is in line with the law.

China's industrial injury insurance implements no-fault liability compensation, and employees will not be affected by their own faults. However, if an employee causes an industrial accident due to his own fault, the employer can handle the accident according to the Law on Work Safety and the Regulations on Handling Safety Accidents in the State Council. Responsible personnel are not allowed to deal with it; The responsible person and the masses are not educated; If the rectification measures are not implemented, they will be punished according to "Four Failures".

Workers with work-related injuries enjoy work-related injury insurance benefits according to the principle of no fault, and are punished according to laws and regulations on production safety. The legal relationship is different and does not affect each other.

Safety production law

Article 104 Employees of production and business operation entities who disobey management and violate safety production rules and regulations or operating rules shall be criticized and educated by the production and business operation entities and punished in accordance with relevant rules and regulations; If the case constitutes a crime, criminal responsibility shall be investigated in accordance with the relevant provisions of the Criminal Law.

Ministry of Labour

Interim provisions on wage payment

Ministry of Labor No.489 [1994]

Article 16 If an employee causes economic losses to the employing unit due to his own reasons, the employing unit may demand compensation for the economic losses according to the stipulations of the labor contract. Compensation for economic losses can be deducted from the employee's own salary. However, the monthly deduction shall not exceed 20% of the employee's monthly salary. If the deducted surplus wage is lower than the local monthly minimum wage, it shall be paid according to the minimum wage.

Is it a work-related injury if an employee is injured by illegal operation? Employees who are accidentally injured in the course of work, even if they operate in violation of regulations, can also be identified as work-related injuries.

Regulations on industrial injury insurance

Fourteenth employees in any of the following circumstances, should be identified as work-related injuries:

(1) Being injured by an accident during working hours and in the workplace;

(two) before and after working hours, in the workplace, engaged in preparatory or finishing work related to the work and was injured by an accident;

(three) during working hours and workplaces, due to the performance of duties by violence and other accidental injuries;

(4) Suffering from occupational diseases;

(five) during the business trip, injured or missing due to work reasons;

(six) on the way to work, I was injured by a traffic accident or an urban rail transit, passenger ferry or train accident for which I was not primarily responsible;

(seven) other circumstances that should be recognized as work-related injuries as stipulated by laws and administrative regulations.

How to effectively manage post-80s and post-90s employees in enterprises Abstract: Post-80s and post-90s employees have become fresh blood injected into modern enterprises, and their characteristics of being brave in innovation and daring to think and do are indispensable factors in the process of enterprise reform and innovation. How to manage employees in this age group and create value for enterprises has become the focus of attention at present. Key words: post-80s and post-90s employees, management and concern. Analysis on the Characteristics of Post-80s and Post-90s Employees (1) They live in the Internet age and shuttle through the virtual space of online games, which helps them find "like-minded" friends more quickly.

Deeply understand the social and family background of post-80/90 employees and treat them as human beings.

From the perspective of humanism and humanity, combined with their characteristics, communicate effectively with them (this is the core of solving problems) and establish a relationship of mutual trust. Care, love and help them!

How to effectively deal with the resignation of employees after the Spring Festival is mainly due to the consideration of interests and timing, especially the interests. When the CPI index of 20 1 1 increases steadily, if the growth rate of employees' personal salary is not higher than 15%, there is no salary adjustment effect, and the starting salary of fresh graduates of 20 1 1 is higher than that of previous years. Employees who have worked hard for a year are expecting the year-end bonus figures to surprise them, but when they really see them, they are mixed. If they and their colleagues in the same industry take out the year-end awards to bask in the sun, a few people will be enthusiastic about their interests and then plan to resign. In view of the problem of employees leaving after the Spring Festival, no matter what kind of emotional cards are played to impress them to give up the idea of leaving, it is too late to communicate with them, especially for key employees, whose departure will have an impact on the whole team. In order not to make up for it, enterprises can do a good job in the following aspects and effectively deal with the problem of employee turnover after the Spring Festival. 1. Enterprises make full use of annual performance appraisal. At the end of the year, enterprises are fully prepared for the annual performance appraisal. After the assessment scores are counted, before the bonus is distributed, employees are divided into four categories: backbone employees, good employees, ordinary employees and employees whose work needs to be improved. Key employees are the most noteworthy group in the current enterprise development, and they should be given corresponding bonus distribution and future position promotion consideration. Even if you can't keep the backbone employees, you should break up with them amicably. In the future, some backbone employees may return to the enterprise, so that there will be room for each other. Employees who develop outside will also recommend outstanding employees to the enterprise in time, which is also good for the enterprise. Good and average employees are the backbone of future development, the group with the greatest potential for improving work performance, and the group most likely to leave after the Spring Festival. During the performance interview, collect their thoughts in time, affirm their work performance in the past year, and the department head helps them make a prospect for the next year's work plan; For employees whose work needs to be improved, we should listen to their ideas patiently and pay attention to them in time after giving them suggestions for improving their work. In short, when conducting annual performance interviews, the employing department can fully communicate with employees, grasp their ideological changes in time, understand their career development plans, give some views on the enterprise and their own development, and actively guide employees' emotions, so as to find out employees' turnover tendency in time and find out corresponding solutions quickly. At the same time, employees also have the opportunity to complain about their performance. Through performance appraisal, employees have a sense of belonging to work on the enterprise platform and get more attention and recognition. 2. Perfection and long-term incentive of enterprise welfare In addition to the traditional five insurances and one fund, telephone and food subsidies, the "special benefits" provided by the company, such as free parking spaces, issuance of various shopping cards, commercial supplementary insurance, dinners for employees' families, improvement of trade unions and regular organization of activities, can also gather employees' hearts in peacetime. Although the shopping card quota of several hundred yuan on holidays is not very high, it will give employees a little surprise and make them happier than panning for gold. In addition to these special benefits, long-term incentive policies such as equity, options and employees' access to university training opportunities are necessary policies for enterprises to retain talents for a long time. The combined use of these benefits and policies reflects the market differences in training development and salary and welfare structure of enterprises. Will enterprises with these benefits resign on a large scale after the Spring Festival? 3. year-end bonus payment arrangement Some enterprises are used to paying annual bonuses in one lump sum before the Spring Festival. This short-term incentive mechanism is not conducive to retaining employees. Usually, employees plan to quit after they have bonuses in their pockets. Enterprises can operate in batches and in time to avoid the artificial peak of personnel flow and give the employing department more time to adjust the staffing plan for the new year. Reduce the impact of employee turnover on the overall business progress, and at the same time, the human resources department has also obtained enough time to recruit personnel and spread the risks brought by centralized employee turnover. Author Rebecca, recruitment supervisor of Hanergy Holding Group Headquarters, has worked in human resources for 5 years and is familiar with human resources recruitment and salary module.