1. If employees cause actual losses to the company, you should keep the evidence and deduct it according to this item. The salary can't exceed 20%, the labor bureau won't interfere too much, and the salary can't be lower than the local minimum wage. (Every region is different. I suggest your HR do a good job of investigation. )
2. Employees can take personal leave or deduct their daily wages, and sick leave requires proof;
3, such as attendance, late arrival and early departure, although the law does not allow the deduction of employees' wages, but the enterprise can stipulate in the labor contract, rules and regulations, employee code, to impose a certain degree of punishment on employees; Secondly, I am a legal adviser. This kind of document made by HR in too many enterprises has two major shortcomings: First, it can't prove its legal effect well. In many cases, when there is a dispute, employees will inform the situation without knowing it, resulting in losing the case. Therefore, it is necessary to prove that both parties to the agreement agree with each other and the employees know; Second, the rules and regulations and employee codes formulated by HR can be very detailed, but some service companies are too complicated, and many terms are not in compliance with the law at all, which leads to invalidity. Therefore, I strongly recommend that all your internal and external documents can be reviewed by lawyers to ensure their legitimacy;
Finally, workers should be paid for their labor. If employees make mistakes, how to avoid risks and reduce losses to ensure better management of employees behind them is also a problem that business owners should pay attention to. I hope your career is smooth sailing;