Require suggestions for setting punctuality standards for a small company ?

Question

We currently have a company policy/standard where “if you are late to work you will need to make up this late time and also do a 30 minute penalty”.Eg. If you arrive at 9:20am then work until 6:50pm. (20 mins lateness, and 30 mins to cover for the prejudice)

But this policy is under scrutiny from time to time as employees regularly worked overtime (less than 1 hour) on a daily basis and could not use this to offset their late arrival for the next day etc.

Punctuality is required for any professional position and people who come late to work cannot be tolerated.

So can you please give a practical solution to this?
So, can do you suggest a good solution for this?

Answer 1

You can keep a limit.. like the deadline to arrive to office can be graced by 10-15 mins. If you are more late than that, then you will marked with "Late Arrival" and for 03 Late Arrivals in a month, can be penalized with deduction of half day leave

Answer 2

We currently have a company policy/standard where “if you are late to work you will need to make up this late time and also do a 30 minute penalty”.Eg. If you arrive at 9:20am then work until 6:50pm. (20 mins lateness, and 30 mins to cover for the prejudice)

Dude, is that even legal? Certainly not for non-exempts.


But this policy is under scrutiny from time to time as employees regularly worked overtime (less than 1 hour) on a daily basis and could not use this to offset their late arrival for the next day etc.

I can see why. If ya did that to me, I would take every single minute of break and lunch no matter how important the phone call or (insert activity name here).


Punctuality is required for any professional position and people who come late to work cannot be tolerated.

You sound a tad uptight. There are lots of places that are relaxed and professional. Context, sir, the key is to look at context. What exactly are they late for? Are they keeping customers waiting in line? Sick people who can't get into the ER? Nobody to catch the chocolates that are falling off the conveyor belt? Well, that would be a big deal.

Or are they just getting on your last nerve, ya megalomaniac? Hey, it's your company, but if you want to indulge that indiosyncracy, you will pay for it in the form of lost talent and motivation.


So can you please give a practical solution to this?
Yeah, lighten up unless you are talking about something really necessary. And even then, come up with something fair. For examle, if you're late x number of times, you trigger progressive discipline up to and including termination.

Answer 3

First of all, that thirty (30) minute penalty is confusing people. I've read your attendance program, being a union member for years, I've picked up a few things about that subject. Here go's: DO AWAY WITH THAT PENALTY THING!! Most company's have an attendance program, so you're not doing something new. If you're into having employees "pay back any late time" that will work. Once you get rid of the penalty, start keeping a chart of late employees, you can let it run for a week, two weeks, or a month Agree on a weekend day Sat. or Sun. I'm sure you have a job that everyone hates to do, have the late people do that. Instead of the penalty "double the lateness" ie 22 minutes late payback 44 minutes. Keep your program away from "overtime" all together, between that penalty and overtime I'm sure you had people who would try to "fast math" you, this way, it can't happen. Just sitting here I've come up with a complete plan. You can "E" me at "[e-mail]" if you're interested.....LATER>>

Answer 4

You need to examine where your problems occur. Are you just looking to punish those who are more than say 10 minutes late or do you have trouble with folks who are habitually a minute behind. I would have a schedule of increasing penalties each time a person is late. I would link it directly to their next pay raise. Each minute they are late takes a minute percentage of salary away until they are left with no raise at all.

In a small company, you might want to look at offering small incentives for being on time. You could have a monthly drawing for a $10 or 20 gift certificate for employees without any latenesses. I know it seems silly to pay people when you're already paying them but $10 for all your employees is really getting off pretty cheap.

The way you have it set up is just asking for legal scrutiny. In most places you cannot require unpaid overtime. You can call it penalty time but all the lawyers will care about is that hours were worked but not paid.

Answer 5

There are only two ways thing don't get done. You either don't know how to or you don't want to. If you don't know, I will teach you. If you don't want to, I will try to convince you. If you still don't want to, I will replace you. So share with them why it is so important to your company and your clients that the staff be on time.

Then there is the mutual expectations. You need to share with them that if they can expect the pay check to be there every Friday like clock work, what can the company reasonably expect out of the employees in terms of work habits, performance, punctuality etc, and what are the consequences for non- performance including being habitually late.

Document the infractions and have a warning system. This will separate the habitual tardiness and the occasional crises situation. It will make it easier if you need to discipline someone and will also avoid the charges of playing favorites.

Answer 6

I think there's another problem you may not have considered. I think that federal and state wage and labor laws would take serious issue with you having employees work free, or "off the clock" in half-hour increments as punishment time for being late. You can have employees make up their time, but not assign punitive work time.
Why don't you consider a point system? You can either start all employees with a set amount of points and detract, or start everyone with no points and assign penalty points.
After establishing the point system, you would assess a point each time an employee was late (and make the make up the time within the same work week -- not necessarily that day.) You would establish set progressive penalties for reaching a certain number of points, such as a verbal warning, written warning, then a written warning with the possibility of up two days off without pay, written warning with the possibility of up to one week off without pay, written warning with the possibility of punitive action up to and including termination. I think the employees will take this a good bit more seriously than just having to make up their time, or even than doing punitive time (although I'm pretty sure it's illegal.)

Answer 7

The only thing I can think of is that you must install a time clock. People would have to clock in at a certain time and clock out at a certain time and only get paid for the time they worked. At a meeting, tell your employees these time slips would be checked weekly and there would be a low tolerance for people coming in late and leaving early. You would probably have to set a "no overtime" policy because if you didn't, that could lead to a lot of problems, not only with the employees but with overtime pay. Good luck.

Answer 8

First really show respect and value for all your employees during the workday. Tell them when they are doing good like you mean it. Make the workplace as like able as possible and still be productive.
If your employees like and respect management they will want to be early to work.
If an employee has a good record, personally take him or her out to lunch - just the two of you. That way he feels special. You might get some valuable feedback in a comfortable lunch atmosphere. Today people feel like they
are just being used and really don't want to do anymore than they have to. I always worked more for a person I liked and respected.

Everybody is different so be pragmatic in how you correct someone. Ask them what they would do to correct the problem. That way it shows you respect their opinion. I really think good communication skills solve most problems.
Good luck

Answer 9

If you have employees and you are paying their wages on time, they should be arriving at work on time. Penalties may not be legal and that policy could lead to trouble. It is not the Army after all.
Set a rule and follow it:
Three times late to work equals one day of work missed.]
Three days missed, Means the person will be discharged, no ands, no ifs, no buts.

This rule does not include normal sick days, It refers only to being late for work.

Jere are a lot of people looking for work so you do not have to put up with the aggravation, nor the extra bookkeeping.

Jaread

Answer 10

I opened my own business in 1980 through 1998 and employeed several people. One of the regulations I set forth was that they had from starting time...(7:00) until 7:08 to arrive for work. Anytime after that they were docked 15 minutes off of their daily time or they put in the necessary 8 minutes of work when the work day ended. That way they became more productive at the end of their shift. And also, they knew up front what was expected of them. Time cards of course were necessary for this standard. No harping at them....and no complaining at me. Worked wonders.