In managing performance and productivity, the principle of reward and punishment is still widely applied in various industries. In this case, late employee sanctions can be in the form of fines.
Regarding the nominal amount of fines that apply, this is the right of the company’s internal management.
But, in fact employers or leaders in the company cannot immediately give sanctions. Especially with regard to salary deductions, the company must know whether there are government regulations governing this matter.
However, the implementation of this policy only applies if there are already valid provisions in the Employment Agreement, Collective Labor Agreement, or Company Regulations. What about the problem of lateness at the company you currently work for?
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Effective Sanctions for Overcoming Late Employees
Employee tardiness can be a thing that affects the productivity of the performance of all teams. For some cases, the company can make a salary cut policy of a certain percentage. Any sanctions that apply are based on specific policies or rules that have gone through joint discussions.
In addition to imposing sanctions, the company also makes regulations late for work to minimize these violations. Then what is the content of these regulations?
Sanctions for Late Employees So that all employees can enter on time according to a set schedule, generally every company has regulations for coming to work. After these regulations were enacted and there were employees who still violated them, there were several sanctions they had to accept. Usually these sanctions are in the form of:
1. Eliminating Bonuses for Employees
Many companies give bonuses to employees because of discipline. The attendance appreciation bonus is indeed a small amount compared to other bonuses such as sales bonuses.
But with an attendance bonus like this, employees can be more competitive and motivated to be on time.
On the other hand, those who are late are not entitled to a bonus. The tolerance for the number of delays can vary, for example a maximum of 3 times a month. Likewise the duration or time of being late, for example 5-10 minutes every day.
2. Giving a Reprimand
Reprimands are very common when it comes to disciplining a team. This is the first step so that employees are not negligent. People who can reprimand, for example, HR, supervisors, or superiors who are obliged to manage HR every day.
In addition, you can use gradual warning letters to employees.
Not to make employees afraid or feel insecure, but superiors also need to understand the actual conditions experienced by employees. Moments like this do require good communication, so that the effect of a reprimand can last a long time.
3. Conducting Periodic Upgrading
Late sanctions do have a kind of deterrent effect so that they don’t repeat it again. But actually there is something fundamental, namely ensuring employee motivation. Upgrading regularly is an important step in increasing capacity and skills. Not only for the sake of the current job but also long-term self-actualization.
By upgrading, companies can increase employee motivation , so they are more enthusiastic about doing work. Ideally this is the case, although it also does not rule out technical factors.
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4. Solving Technical Problems
Apart from problems with employees, delays can also occur due to technical matters such as those related to attendance machines. In fact, offices that still use fingerprint attendance machines can experience problems. As we know, fingerprint requires periodic maintenance.
One day the fingerprint attendance machine could have an error and the company’s HR could not see the employee’s attendance data. Indeed, such a thing is an unintentional problem, but it should be handled more systematically. You can use online attendance for an automatic employee attendance system.
Being late for work is a mistake that is often violated by employees. Because of this violation, the company determines the calculation of salary deductions for being late as a sanction for employees who lack discipline in their work schedule.
5. Paying Fines
The first sanction that companies usually apply to employees who are late is to pay a fine. The nominal that must be paid by employees if they arrive late can be adjusted according to the time they are late.
For example, the company stipulates a fine of Rp. 10,000 per every 5 minutes of delay. So if an employee is late for 15 minutes, then they have to pay a fine of IDR 30,000.
6. Additional Working Time
As a result of arriving late, employees miss work time like other employees. Therefore, the second sanction is to add working time. Because of this additional working time, employees have to go home later than other employees who arrive on time.
7. Salary Cuts
The third sanction is the heaviest sanction an employee must receive, namely salary deduction. To teach a lesson and create a deterrent effect, companies can deduct employees’ salaries based on the time they are late.
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Rules Regarding Pay Deductions Due to Late Arrival for Work
One of the rules for being late to work is cutting wages. In terms of cutting wages, this is of course a sanction that can harm employees. However, the question is whether this policy can be implemented by the company?
The answer is that companies can apply rules to cut employee salaries for those who arrive late or work. This rule has been mentioned in Government Regulation Number 78 of 2015 which contains Wages, or more specifically in Article 57 Paragraph 1 of the Labor Law. Apart from that, Article 88 Paragraph 3 of the Labor Law also emphasizes that fines and salary deductions are part of remuneration.
The rule explains that the company has the right to cut employee salaries due to mistakes they have made and the deduction is a fine. So that lateness to work is a type of violation that requires employees to pay fines by cutting wages.
This rule will apply if the company stipulates it and writes it in the employment contract, company regulations or collective labor agreement. The amount of this salary deduction will be returned to company policy. Therefore, the company provides provisions for salary deductions based on attendance. Then, how do you calculate salary deductions for absences?
Provisions for Absence Based Salary Deductions
In the Labor Law no. 13 of 2003 Article 93 Paragraph 2, describes several conditions that prohibit companies from making salary deductions. Here are the details:
- Was sick so unable to work.
- The female employees are menstruating on the first and second day and are unable to work.
- Employees have needs in terms of marriage, marriage, circumcision, baptism, childbirth, and miscarriage.
- Family members of employees, including husbands, wives, children, in-laws, parents, and others in the same house, pass away.
- Employees are carrying out obligations to the state.
- Doing worship ordered by religion.
- Employees are willing to work as promised, but employers have not hired them. Both due to their own mistakes and the existence of obstacles that should be avoided by entrepreneurs.
- Currently on the right to rest.
- Employees carry out the duties of the trade/labor union with the approval of the employer
- Currently undergoing educational assignments from the company.
You as an employee must also understand the rules above. So, never be absent from the office without a good reason! When you are unable to work, immediately notify HRD, so that your monthly salary will not be deducted in vain due to absences.
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How to Deal with Employees who are Often Late
When building a business or company, of course you want the business to be successful. However, to achieve this success there are many things that must be considered, one of which is having strong and passionate employees.
You must have this if you want the business you are running to grow and develop. This means that the employees you choose to hire must be educated in order to support the success of your business and this is especially true for employees who have a poor work ethic.
At this time, one of the most common problems that every business or company has is employee tardiness. If employees are starting to be late for work frequently, then some actions you should take to protect the company and improve the work ethic among the team.
As a business owner, you have the assumption that your employees are late for some reason such as a late train, their car has broken down, or they may have an emergency that they can’t leave.
Whatever the cause of the delay, business owners can still accept the reason if it’s occasional. However, managers and business owners cannot accept this situation if employees are consistently late for work.
If you notice that an employee is consistently late, this should be dealt with quickly, otherwise the employee may think that this is not a problem and assume that being late is a normal problem. In addition, if employees are frequently late, this can make other employees start to wonder why they bothered to arrive to work on time, and eventually rub off on other employees.
The problems may not end here, employees may become more relaxed with company rules and you may find that the quality of work and the team’s overall work ethic begin to decline.
If this happens, business owners or managers will have to pay employees for overtime to get all the work done. Therefore, if an employee arrives late, then indirectly they are seen as stealing time from the company. Employees who are late will make their work late to meet deadlines.
In addition, late employees can cause tension with other colleagues because team members who work alongside tardy employees may have to do more work to make up for what their colleagues lack which can cause emotions. A team will work effectively when they work together and communicate well.
To solve this problem, you can try the following ways to deal with employees who are often late:
1. Listening Well
Before you start scolding your employees for being late to the office, make sure you listen carefully to what they have to say. Give your employees a chance to explain why so you can suggest a suitable solution. Based on the employee’s reaction, steer your conversation toward a solution to the problem in a respectful and polite manner.
However, there are things you need to pay attention to when you want to talk to your late employees. Whenever you decide you want to go into more detail about their tardiness, make sure you pick the right venue.
Don’t raise concerns about the employee in the cafeteria or a public place where others can see you will arouse curiosity and this may embarrass your employee. Remember, employees are a valuable asset for your business and therefore choose an area or location that is not too many people so you can avoid some of these things.
2. Make Clear Rules
There are no easy and fast rules for dealing with an employee who is always late, every business owner has a different way as every employee has different problems and their personal situations.
However, there are steps you should take if you want to deal with latecomers and change their habit forever, one of which is to set clear rules.
Making regulations that can create a deterrent effect for employees who are late is quite effective. This regulation must contain the following points:
- Several standards are expected of an employee such as details of working hours, as well as a clear shift schedule.
- Procedure for reporting tardiness: if employees know they will be late, which department should they report to?
- Details on how work time will be tracked and recorded: are you using a remote work system or do employees need to physically come to work?
- Include ways in which employees can make up for lost time when arriving late.
- What potential disciplinary action can they take when they are consistently tardy.
Also make sure that these regulations are communicated to all employees and implemented fairly in your company. If this is something new for your company or if you have particular issues with employee tardiness, then consider running a debriefing or short employee seminar to highlight the impact tardiness has on your work cycle and business growth.
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3. Utilizing Attendance Machine Technology
With an increasingly advanced era, attendance activities in a company are automatically easier because you can take advantage of an attendance machine.
This attendance machine is very useful for detecting employee attendance effectively. Employees simply need to put their finger on the scanner (if using a fingerprint attendance machine) or attach their identity card (if using a magnetic card attendance machine) quickly.
In addition, companies that implement remote work systems, or those whose working hours are flexible, can take advantage of online attendance application technology that can store employee absence data and make it easier for employees to be absent from anywhere.
Then, this machine can also help your company to determine bonuses, payroll, and also penalties based on employee attendance data. This makes employees value their time more because if they are late, they will receive consequences in the form of salary deductions and also when they always arrive on time, they will get a bonus.
Coming late to the office is a problem that can have a big effect on your business. An employee who is late can cost the company time and money, as well as cause a decline in the performance of the rest of the team. Don’t let this problem continue, it is important to be proactive and find a solution to this problem. When someone shows up to the office on time it can help create a more positive and productive work atmosphere.