In order to ensure the smooth progress of cleaning work, Lyon Metropolitan installed geolocation devices on its sweepers, aiming to monitor and optimize work efficiency in real time. However, this measure did not completely curb some staff from using their working time to do other things. For example, some people spend time on their mobile phones while on duty, or try to park their vehicles in hidden corners and wait for time to pass. In order to evade the monitoring of his superiors, a cleaner took extreme measures-installing a GPS signal jammer on his work vehicle, so that his superiors could not track his specific location.
This incident was exposed at the end of 2022, causing a lot of public opinion. Subsequently, the employee was severely sanctioned by the community: he was temporarily removed from the list for six months, including three months of suspension. His behavior not only violated the company's rules and regulations, but was also regarded as a deliberate act of undermining the integrity of the management system.
The employee refused to admit his mistake, claiming that he used the jammer only to avoid being followed during his break, Le Progress reported. He argued that the jammer was only activated when he was not working and did not have any impact on the actual work. However, this explanation was not widely accepted, especially in the eyes of his superiors and colleagues, who saw this behavior as an obvious evasion of responsibility.
The employee was dissatisfied with the punishment of Lyon Metropolitan
The employee was very angry about the punishment of being deprived of three months' salary, believing that this decision was too harsh. He decided to appeal to the Administrative Court to challenge the punishment of Lyon Metropolitan. His defense was based on his impeccable service record in the past and emphasized that the court did not impose further sanctions on him except for legal reminders when handling this case.
However, this strategy did not work. Administrative courts usually only focus on the strict implementation of legal provisions, rather than the emotional or human aspects of the case. Therefore, the judge rejected his appeal, believing that the sanctions imposed by Lyon Metropolitan were not excessive and even reasonable. This judgment emphasizes the seriousness of the law in the management of work discipline, and also sets a precedent for the handling of similar incidents, warning other employees to abide by the company's management system.
