Deduction for being Late

Doesnt seem right - your pay should come from your clock in /clock out times so it would have to be manually adjusted if more was deducted unless you clocked out early aswell and are also been deducted for that - at least thats they way it in my job

Used to happen in my first job, there was production line and they wanted everybody there on time so that everybody was at their station. Once they introduced it though it kind of backfired, if you were 1 min late you went to the canteen got a coffee and clocked in at 14 minutes passed.

Not quite... you can't sign away your legal rights in a contract. Now, there is likely no law against doing this, but just in general.

That would absolutely have to be in their contracts. This WRC page covers the rules for such deductions in detail. An employer cannot unilaterally impose that sort of penalty wage deduction on their employees without their agreement and without having given a written record of that term to the employee before the act in question took place.

Are you not trying to operate above your station a bit? you've been given guidance by your supervisor, what the protocol is for people who clock in after the designated time. Whether or not its in their contract is a matter between the employer and the employee and the contents of their contract.

you do not need to be privy to every minute detail of same, as its outside your remit.

If the employee feels they've been done a wrong, they'll bring it to the attention of their manager.

If you arrive to work 10 minutes late for whatever reason, just take a 50 minute lunch break or stay back 10 minutes after your finish time... if I’m a manager I’d request / ensure this solution was achieved .... fücking around deducting pay because of lateness isn’t exactly a good look... if needed ie. it’s habitual... other solutions might be best administered.

In my experience, this kind of system is generally seen in factories where you can have a large amount of staff (between 20-60) coming on shift at a given time, Including a possible manager switchover as well.

If your job is operating a console or standing on a line, its not much good staying on 10 mins longer as your relief can't just dawdle for 10 mins while you earn your time back, and similarly, the person you were supposed to relieve can't go away until you arrive in the first place.

You state that the Payroll manager told you specifically what to do in that situation, but instead of doing it you are off on a crusade. Nobody asked you to, you don't know what their contracts are, and you are overstepping your authority.

And again, deducting time for being late is not bizarre, your lack of knowledge here really suggests that you tread carefully before making an arse of yourself in front of management.

The lesson here is stop being early. Its not valued. Be on time no more no less.

When I worked in Germany on a production line, we had to be 15 mins early to shift so we started on time. They did the same leaving though, everyone stopped 15mins early so they could clock out exactly at the same time.

Yeah, and shes been told about 4 times that it is legal depending on the contract with the employee, yet is still considering questioning it with her manager.

And this is a quote from the OP - I cant use this poxy new sites multi quote.

If the comment below isnt somebody acting outside their remit, then I dont know what is. Do the payroll like you were told, and leave the fairness of it to be a crusade for the unions or the employees themselves.

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"Unfortunately how I feel is that these employee's are been taken advantage of. I have no way to communicate with them to encourage them to question it further with the Manager.

I feel awful deducting 15 minutes from employee's who clock in 1 minute late but stay the next day and work 20 minutes more with no extra pay."

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Your feelings about company policy are irrelevant, unless it is breaking the law.

So if they are earning minimum wage, then losing 15 minutes pay while only working 1 minute less would technically put them on less than is legal, and you could and should question it.

I'm picking that they're not on minimum wage, though.

Of course they can, no job would I or any colleagues ever stay back because the person on the following shift hasn’t shown up...