I seem to be having a problem with a couple of my guys coming to work late frequently. I have always let them keep their time, but now everyone is going to clock in and out. What policy do any of you implement for being late. Our pay is calulated by the quarter hour either rounding up or rounding down. If they are late are they docked 15? What can u do, how do you guys handle it?
Always late
- Thread starter Cameron
- Start date
- Location
- Chapel Hill, NC
Being late is irresponsible... it costs OTHER people's time... likesay if you have 3 on time people waiting to head out and someone else is fifteen minutes late, that's man hour of production time lost. People act like being late is no big deal but it's a very big deal when other people's time is wasted by it.
Discipline is best when it's straightforward. Do it like disciplining a kid.
-First offense gets a warning and the consequences for a second offense are clearly communicated.
-Second offense? Time for those consequences and another warning/consequence.
-You can keep repeating the cycle or ultimately make the consequence termination.
The key is, clear warnings, clear consequences, NO PASSES. If you say you're going to dock them or whatever and they're late yet again, you HAVE to follow through... every single time.
I'm not a fan of docking pay. Once the employee has earned the money, they should be paid... but you can reduce their pay rate for a period of time... similar to grounding a dangerous climber. Sometimes it's good to have them lay out their own consequences... people tend to be harsh on themselves... it's something they'll remember.
Discipline is best when it's straightforward. Do it like disciplining a kid.
-First offense gets a warning and the consequences for a second offense are clearly communicated.
-Second offense? Time for those consequences and another warning/consequence.
-You can keep repeating the cycle or ultimately make the consequence termination.
The key is, clear warnings, clear consequences, NO PASSES. If you say you're going to dock them or whatever and they're late yet again, you HAVE to follow through... every single time.
I'm not a fan of docking pay. Once the employee has earned the money, they should be paid... but you can reduce their pay rate for a period of time... similar to grounding a dangerous climber. Sometimes it's good to have them lay out their own consequences... people tend to be harsh on themselves... it's something they'll remember.
rfwoodvt
New member
- Location
- This side of eternity.
We had/have that problem a lot. Because I'm in the office first thing dealing with calls and other crap I often show up at the equipment yard 15 minutes after checkin time for the employees. We've had a couple decide that if I'm not there they don't have to be which is subject unto itself.
The first thing I did to was to make sure that the trucks rolled out of the yard ontime...waiting for no-one.
If we pass a late comer on the way out? We keep on going. They can either catch up and follow or go home.
We still do that but we have also explained company policy plain and clear...tardiness and unexcused absences will not be tolerated.
That said, first offense, friendly reminder nothing recorded in the file.
Second offense stern reminder, recorded in the file
Third Offense, verbal reprimand and followed by a written warning stipulating that another offense will result in termination of employment. This goes in the file.
Haven't had to deal with the 4th offense yet.
The first thing I did to was to make sure that the trucks rolled out of the yard ontime...waiting for no-one.
If we pass a late comer on the way out? We keep on going. They can either catch up and follow or go home.
We still do that but we have also explained company policy plain and clear...tardiness and unexcused absences will not be tolerated.
That said, first offense, friendly reminder nothing recorded in the file.
Second offense stern reminder, recorded in the file
Third Offense, verbal reprimand and followed by a written warning stipulating that another offense will result in termination of employment. This goes in the file.
Haven't had to deal with the 4th offense yet.
- Location
- Newtown, CT
thats what i do documentation after the first reminder, three strikes you are out. all it takes is one person and every one gets the message.
I have a group of hard working guys that just seem to like being tardy. I think that they figure since we don't roll out of the yard til quarter after, after loading up equipment, that they can be a few minutes late. I just got burnt up because I purposely went out there a half hour early to load up so we could get a jump on things. They ended up being fifteen minutes late. So it was a waste of mine and the others that were in on time, not to mention company time and payroll.
- Location
- Retired in Minneapolis
I wonder how different things would be if the basic rule of baseball was 4,5 or 6 strikes you're out.
Not that tardiness or any other infraction of company policy or procedure should be ignored. the catch is that if you don't enforce a policy morale will go down. The perception will be that even the boss doesn't follow company policy. If that's true then why follow any policy? Or, do people get to pick and choose?
If the case of termination you had better be able to show that you followed your own policy, this time and every time. Otherwise, the courts could find you liable for unjust termination.
Not that tardiness or any other infraction of company policy or procedure should be ignored. the catch is that if you don't enforce a policy morale will go down. The perception will be that even the boss doesn't follow company policy. If that's true then why follow any policy? Or, do people get to pick and choose?
If the case of termination you had better be able to show that you followed your own policy, this time and every time. Otherwise, the courts could find you liable for unjust termination.
I like to be there early I have a long drive so I head out about 530 and get there around 630. I like to get my self peeped for the day the others role in from 645 to 710 including the boss. We start at 700.
tomthetreeman
Participating member
- Location
- Rhode Island
[ QUOTE ]
I like to get my self peeped for the day the others role in from 645 to 710 including the boss.
[/ QUOTE ]
You like to get yourself 'peeped?' Is that what you kids are calling it these days?
-Tom
I like to get my self peeped for the day the others role in from 645 to 710 including the boss.
[/ QUOTE ]
You like to get yourself 'peeped?' Is that what you kids are calling it these days?
-Tom
yeah peeped and pooped
- Location
- California
Totally agree with the posts, though I'm not sure about getting "peeped" in the morning. What does that involve? Do I really want to know?
Clear communication, fair discipline, consistant throughout the company, and document.
Clear communication, fair discipline, consistant throughout the company, and document.
classictruckman
Participating member
- Location
- Ottawa Valley, Ontario, Canada
One technique a local tree service uses is bonuses, I forget the exact numbers, but say that the guys get a $1800 bonus at christmas, well anything they break or lose(tool and property wise)gets deducted from that, every time they're late $600 gets deducted from that as well.
So far it has worked really well for him, he told me that the first year one problem guy was late one time and that was it. He was a good enough example for the rest of them.
So far it has worked really well for him, he told me that the first year one problem guy was late one time and that was it. He was a good enough example for the rest of them.
rfwoodvt
New member
- Location
- This side of eternity.
Classic, I like that idea, the only problem I see is that sometimes bonuses like that, where all they have to do is show up and not screw up, are considered wages and so there are rules on how that can be docked...
Still though a very workable idea.
Still though a very workable idea.
treehumper
Carpal tunnel level member
- Location
- Ridgefield, NJ
Talk to him first about why the late start? Then outline the cost for the company and discuss what he can do to get there earlier. The bonus idea is good if you have one.
Don't wait for them.
Don't wait for them.
classictruckman
Participating member
- Location
- Ottawa Valley, Ontario, Canada
[ QUOTE ]
Classic, I like that idea, the only problem I see is that sometimes bonuses like that, where all they have to do is show up and not screw up, are considered wages and so there are rules on how that can be docked...
Still though a very workable idea.
[/ QUOTE ]
Yes wages exactly, you get paid wages when you show up for the job
Classic, I like that idea, the only problem I see is that sometimes bonuses like that, where all they have to do is show up and not screw up, are considered wages and so there are rules on how that can be docked...
Still though a very workable idea.
[/ QUOTE ]
Yes wages exactly, you get paid wages when you show up for the job
rfwoodvt
New member
- Location
- This side of eternity.
Actually Classic the scenario I've seen as the biggest problem is with Christmas Bonuses.
If the company had paid them with out any stipulated earning criteria and then one year decided not to pay the bonus, no matter the legitimate reason, the courts have ruled that because there was no condition to earning them and that they had become a regular and expected payment then the company could not not pay them. Thus the court ruled the company must pay them.
My point is that you have to be very careful how you set up the "bonus" and the attached requirements.
Here in the US, I have been advised, as long as you have an employment contract that stipulates pay can be docked for various infractions pay can therefore be docked. However, any pay cannot fall below the minimum wage for hours worked that pay period.
If the company had paid them with out any stipulated earning criteria and then one year decided not to pay the bonus, no matter the legitimate reason, the courts have ruled that because there was no condition to earning them and that they had become a regular and expected payment then the company could not not pay them. Thus the court ruled the company must pay them.
My point is that you have to be very careful how you set up the "bonus" and the attached requirements.
Here in the US, I have been advised, as long as you have an employment contract that stipulates pay can be docked for various infractions pay can therefore be docked. However, any pay cannot fall below the minimum wage for hours worked that pay period.
- Location
- Chapel Hill, NC
So, if you have a good few years and kick out bonuses because the company has some profit to spread around and then have a bad year, you STILL have to pay the bonus?
Brilliant.
Brilliant.
treehumper
Carpal tunnel level member
- Location
- Ridgefield, NJ
Blinky, the stipulation is that there are no conditions to the bonus thus it isn't a bonus per se. In the case you're citing it is on condition of a certain level of profit.
Like everything else, communication is the key.
Going back to the original issue. Why would anyone be paid for the time they aren't there? This isn't a matter of docking them but paying for the actual time they are there. If they start 10 min. late and you round to the nearest 15 min. then it's going to be their actual work hours, no docking needed.
Like everything else, communication is the key.
Going back to the original issue. Why would anyone be paid for the time they aren't there? This isn't a matter of docking them but paying for the actual time they are there. If they start 10 min. late and you round to the nearest 15 min. then it's going to be their actual work hours, no docking needed.
- Location
- NJ
Why not just tell the selcet guys you have changed your start time from 7:00 to 6:30. This way when they are 15 mins late they'll be on time. It's not rocket science, they show up 15mins late cuase they don't want to help load the tools for the day, DUH!!!!!
treehumper
Carpal tunnel level member
- Location
- Ridgefield, NJ
If you don't show up at the stated start time regardless of the reason then you're late. Dock them the 15 mins. and if it's a matter of not wanting to do the prep work, shift that to the end of the day. They can't dodge that.
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