BSCI factory audits found legal deductions from employee wages

1. If the employee causes economic losses to the employer due to his/her own reasons, the employer may require the employee to compensate for the economic losses in accordance with the provisions of the labor contract. The compensation for economic losses can be deducted from the employee's salary, but the monthly deduction shall not exceed 20% of the employee's monthly salary. If the remaining salary after deduction is lower than the local monthly minimum wage standard, it shall be paid according to the minimum wage standard.
2. The employer shall deduct and pay various insurance expenses that should be borne by the employee personally;
3. Individual income tax of employees withheld and paid by the employer;
4. Child support and maintenance required to be withheld in court judgments and rulings;
A reduction in salary shall not be considered as a deduction of salary:
1. There are clear provisions in the labor contract signed in accordance with the law;
2. There are clear provisions in national laws and regulations;
3. There are clear provisions in the factory rules and regulations formulated by the employer in accordance with the law and approved by the workers' congress;
4. If the worker takes leave or other reasons, the worker’s salary will be reduced accordingly.
5. The total wages of an enterprise are related to its economic benefits. When the economic benefits decline, the wages must also decline. However, the wages paid to workers must not be lower than the local minimum wage standard.
Is it legal to deduct employees' wages when BSCI audits them? From the above, we can know that employers can only deduct workers' wages when the deduction is legally permitted; if the court prohibits deduction of wages, no agreement to deduct wages shall be made; even if the deduction is legally permitted, the amount of each deduction shall not exceed the legal limit. If the worker is seriously derelict of duty or seriously violates labor discipline, the employer can impose economic penalties or administrative sanctions on the worker, but cannot punish the worker by deducting the worker's wages.