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Employee Liability for Fines & Penalties Policy

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Employee Liability for Fines & Penalties

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1. What is the primary purpose of the Employee Liability for Fines and Penalties Policy?
A. To ensure all fines are shared equally across the department. B. To promote accountability and ensure negligent employees bear the cost of penalties imposed on the company. C. To increase departmental penalties for non-compliance. D. To automatically deduct all fines from employee salaries.
2. Which of the following situations would make an employee personally liable for a fine?
A. When the employee was unaware of their responsibilities. B. When negligence, omission, or failure to act responsibly caused the fine. C. When the company system failed to issue reminders. D. When the fine resulted from external economic conditions.
3. What is the first action required when a fine or penalty notice is received from an authority?
A. Wait for the next staff meeting to discuss it. B. Notify the Managing Director directly. C. Log it in the Odoo Compliance Register and notify Risk & Compliance and HR. D. Pay the fine immediately to avoid escalation.
4. Who forms part of the Internal Review Committee (IRC) for cases involving general staff (below D1)?
A. The Managing Director, HR Manager, and Finance Director. B. HR Officer, Department Head, Finance Representative, and Risk & Compliance Officer. C. Only the Department Head and Supervisor. D. External auditor and Legal Counsel.
5. What is the role of the Executive Committee (Exco) or Managing Director in this policy?
A. To approve or modify the liability decision after IRC recommendation. B. To personally investigate every fine. C. To negotiate fines with authorities directly. D. To deduct the fine immediately from payroll without process.
6. What is the maximum percentage of an employee’s gross monthly pay that can be deducted to recover a fine, unless otherwise authorised?
A. 10% B. 20% C. 25% D. 50%
7. Which of the following actions is classified as gross misconduct under this policy?
A. Late submission of timesheets. B. Attempting to regularise a fine without Executive Committee or Managing Director approval. C. Missing a meeting with the HR department. D. Submitting a report one day late.
8. For managerial employees (D1–D3), who gives the final approval on liability and recovery decisions?
A. Human Resources Manager. . B. Managing Director or delegated Exco Member. C. Department Head. D. Risk & Compliance Manager
9. Which of the following is an example of negligence under the Motor Vehicles and Logistics function?
A. Attending defensive driving training. B. Timely renewal of vehicle insurance. C. Allowing an unlicensed driver to operate a company vehicle. D. Conducting monthly vehicle checks.
10. What must be done when systemic or process failures contribute to a fine?
A. Penalise the responsible employee immediately. B. Ignore the systemic issue and only handle the employee. C. File the issue in archives for future review. D. Develop a Corrective Action Plan (CAP) to address root causes.