{"id":1117,"date":"2023-06-30T22:58:16","date_gmt":"2023-06-30T22:58:16","guid":{"rendered":"https:\/\/mudabicara.com\/en\/?p=1117"},"modified":"2023-06-30T22:58:16","modified_gmt":"2023-06-30T22:58:16","slug":"7-effective-sanctions-for-employee-is-always-late-to-work","status":"publish","type":"post","link":"https:\/\/mudabicara.com\/en\/7-effective-sanctions-for-employee-is-always-late-to-work\/","title":{"rendered":"7 Effective Sanctions For Employee Is Always Late To Work"},"content":{"rendered":"

In managing performance and productivity, the principle of reward and punishment is still widely applied in various industries. <\/span>In this case, late employee sanctions can be in the form of fines. <\/span><\/span><\/p>\n

Regarding the nominal amount of fines that apply, this is the right of the company’s internal management.<\/span><\/span><\/p>\n

But, in fact employers or leaders in the company cannot immediately give sanctions. <\/span>Especially with regard to salary deductions, the company must know whether there are government regulations governing this matter.<\/span><\/span><\/p>\n

However, the implementation of this policy only applies if there are already valid provisions in the Employment Agreement, Collective Labor Agreement, or Company Regulations. <\/span>What about the problem of lateness at the company you currently work for?<\/span><\/span><\/p>\n

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Effective Sanctions for Overcoming Late Employees<\/span><\/span><\/span><\/h2>\n
Employee tardiness can be a thing that affects the productivity of the performance of all teams. <\/span>For some cases, the company can make a salary cut policy of a certain percentage. <\/span>Any sanctions that apply are based on specific policies or rules that have gone through joint discussions.<\/span><\/span><\/p>\n
In addition to imposing sanctions, the company also makes regulations late for work to minimize these violations. <\/span>Then what is the content of these regulations?<\/span><\/span><\/p>\n
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. <\/span>After these regulations were enacted and there were employees who still violated them, there were several sanctions they had to accept. <\/span>Usually these sanctions are in the form of:<\/span><\/span><\/p>\n
1. Eliminating Bonuses for Employees<\/span><\/span><\/span><\/h3>\n
Many companies give bonuses to employees because of discipline. <\/span>The attendance appreciation bonus is indeed a small amount compared to other bonuses such as sales bonuses.<\/span><\/span><\/p>\n
But with an attendance bonus like this, employees can be more competitive and motivated to be on time.<\/span><\/span><\/p>\n
On the other hand, those who are late are not entitled to a bonus. <\/span>The tolerance for the number of delays can vary, for example a maximum of 3 times a month. <\/span>Likewise the duration or time of being late, for example 5-10 minutes every day.<\/span><\/span><\/p>\n
2. Giving a Reprimand<\/span><\/span><\/span><\/h3>\n
Reprimands are very common when it comes to disciplining a team. <\/span>This is the first step so that employees are not negligent. <\/span>People who can reprimand, for example, HR, supervisors, or superiors who are obliged to manage HR every day.<\/span><\/span><\/p>\n
In addition, you can use\u00a0 <\/span>\u00a0gradual <\/span><\/span>warning letters to employees.<\/span><\/span><\/p>\n
Not to make employees afraid or feel insecure, but superiors also need to understand the actual conditions experienced by employees. <\/span>Moments like this do require good communication, so that the effect of a reprimand can last a long time.<\/span><\/span><\/p>\n
3. Conducting Periodic Upgrading<\/span><\/span><\/span><\/h3>\n
Late sanctions do have a kind of deterrent effect so that they don’t repeat it again. <\/span>But actually there is something fundamental, namely ensuring employee motivation. <\/span>Upgrading regularly is an important step in increasing capacity and skills. <\/span>Not only for the sake of the current job but also long-term self-actualization.<\/span><\/span><\/p>\n
By upgrading, companies can\u00a0 <\/span><\/span>increase employee motivation<\/span><\/span> , so they are more enthusiastic about doing work. <\/span>Ideally this is the case, although it also does not rule out technical factors.<\/span><\/span><\/p>\n
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4. Solving Technical Problems<\/span><\/span><\/span><\/h3>\n
Apart from problems with employees, delays can also occur due to technical matters such as those related to attendance machines. <\/span>In fact, offices that still use fingerprint attendance machines can experience problems. <\/span>As we know, fingerprint requires periodic maintenance.<\/span><\/span><\/p>\n
One day the\u00a0 <\/span><\/span>fingerprint attendance<\/span><\/span> machine \u00a0could have an error and the company’s HR could not see the employee’s attendance data. <\/span>Indeed, such a thing is an unintentional problem, but it should be handled more systematically. <\/span>You can use\u00a0 <\/span><\/span>online attendance<\/span><\/span> \u00a0for an automatic employee attendance system.<\/span><\/span><\/p>\n
Being late for work is a mistake that is often violated by employees. <\/span>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.<\/span><\/span><\/p>\n
5. Paying Fines<\/span><\/span><\/span><\/h3>\n
The first sanction that companies usually apply to employees who are late is to pay a fine. <\/span>The nominal that must be paid by employees if they arrive late can be adjusted according to the time they are late.<\/span><\/span><\/p>\n
For example, the company stipulates a fine of Rp. 10,000 per every 5 minutes of delay. <\/span>So if an employee is late for 15 minutes, then they have to pay a fine of IDR 30,000.<\/span><\/span><\/p>\n
6. Additional Working Time<\/span><\/span><\/span><\/h3>\n
As a result of arriving late, employees miss work time like other employees. <\/span>Therefore, the second sanction is to add working time. <\/span>Because of this additional working time, employees have to go home later than other employees who arrive on time.<\/span><\/span><\/p>\n
7. Salary Cuts<\/span><\/span><\/span><\/h3>\n
The third sanction is the heaviest sanction an employee must receive, namely salary deduction. <\/span>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<\/span><\/span><\/span><\/h2>\n
One of the rules for being late to work is cutting wages. <\/span>In terms of cutting wages, this is of course a sanction that can harm employees. <\/span>However, the question is whether this policy can be implemented by the company?<\/span><\/span><\/p>\n
The answer is that companies can apply rules to cut employee salaries for those who arrive late or work. <\/span>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. <\/span>Apart from that, Article 88 Paragraph 3 of the Labor Law also emphasizes that fines and salary deductions are part of remuneration.<\/span><\/span><\/p>\n
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. <\/span>So that lateness to work is a type of violation that requires employees to pay fines by cutting wages.<\/span><\/span><\/p>\n
This rule will apply if the company stipulates it and writes it in the employment contract, company regulations or collective labor agreement. <\/span>The amount of this salary deduction will be returned to company policy. <\/span>Therefore, the company provides provisions for salary deductions based on attendance. <\/span>Then, how do you calculate salary deductions for absences?<\/span><\/span><\/p>\n
Provisions for Absence Based Salary Deductions<\/span><\/span><\/span><\/h2>\n
In the Labor Law no. <\/span>13 of 2003 Article 93 Paragraph 2, describes several conditions that prohibit companies from making salary deductions. <\/span>Here are the details:<\/span><\/span><\/p>\n