How a German boss handles deducting wages for being late

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The foreign boss is named Dunffiker. So, he gave himself a very elegant Chinese name—Deng Feike. I heard it’s over fifty; he has thin hair and wears glasses. He doesn’t seem like someone with experience in on-site management; rather, he looks like a professor. At one point, my Chinese supervisor left the company, and Greater China sent him to be in charge of managing our branch. I’m very happy, because it was he who hired me for the company; after the interview, he gave me excellent feedback. I later found out that his interest in me stemmed from my previous military experience and my degree in mathematics. The HR director said he believed that military personnel have the best sense of discipline, and their logical thinking skills, developed through studying mathematics, must be excellent as well. Obviously, this is a typical German. What he wants is strictness and precision. I’ve been at the branch for several days, and every day I see his kind and friendly smile. “Good morning, madam! ”““Is everything okay, boy?” It’s common to hear him greeting his employees in a polite and courteous manner, very gentlemanly. That day, the payroll sheets for the branch were prepared and taken to his office for his signature. Knock and enter, then tell him where to sign. Seeing him busy, I asked him to sign and then call me to let me know when I could come and pick it up, after which I left right away. There is a lot of work to do in foreign companies; I didn’t know how long I had been busy when the phone rang. It was Mr. Dunffiker. “Hi, Lida!” “Yes, Mr. Dunffiker?” Mr. Dunffiker told me that he couldn’t quite understand the pay sheet and asked me to go to his office. Entering and walking over to stand beside him, Deng Feike pointed at a column and asked, \"Please tell me why there is a deduction item when we pay our employees’ salaries.\" ” I originally thought that I had miscalculated some data and that Deng Feike had noticed it; I was a bit worried, but hearing those words immediately relieved me. “Sir, it’s like this: according to the branch regulations, employees who are late for work are subject to a fine. The amount of the fine varies depending on how late one is; the longer the delay, the higher the fine. If the delay exceeds half an hour, it is counted as half a day of absence. When it comes to rules, how could there be anything that confuses me? The responses were fluent. Surprisingly, I found that Mr. Deng Feike’s usual smile was gone. Oh, unhappy? But I was just following the rules; it’s completely normal, isn’t it? “Rida, I have read the company’s employee handbook and didn’t find any provisions regarding fines for being late; there is no such clause in our contract with the employees either. ” “Mr. Deng Feike. This is the attendance management system formulated by the branch itself. Of course, we copied it from the Shanghai branch and made a few modifications. ” Mr. Deng Feike’s expression was extremely serious, even showing a hint of anger. “No! ”He raised his voice. “Has the headquarters given authority to the branches to establish their own rules and regulations? I’ve been at the company for over a decade, including in Germany, and none of the branches has ever received such authorization! ” For a moment, my head felt a bit dizzy. Is headquarters authorization needed to make such a rule? Isn’t such a system meant for effective corporate management? When did I hear that establishing a system also requires reporting to the German headquarters? The various branches in the Greater China region have a range of rules and regulations; how many of them are included in the employee handbook? “Sir, let me explain.” “No, I won’t listen.” Our branch exceeded its authority; it has no right to issue any regulations, except those stipulated by headquarters! ” “Okay. So, what do you think should be done? The introduction of this system was also approved by the former general manager. ” “Abolish immediately. Please go back and check whether there are any other rules and regulations; list everything that is not included in the employee handbook. Once I sign it, I will issue a directive to all branches to immediately stop such violations and cease implementing them! The salary standards are part of the contract between our company and its employees; how can money be deducted arbitrarily? ! You broke the law, you know? ! ” Well, Mr. Deng Feike, this is your German company; it’s up to you to decide what to do. Bookish foreigner! I was thinking to myself, feeling a bit angry. It’s taken to such extreme levels that it’s even illegal now! This is China, not your Germany! Overreacting; it’s unreasonable! Picking up my paybook, I turned and left. I was back, working on the pay sheet, when the phone rang again. “Rida! ”“What is it, Mr. Deng Feike? ”“You’re right; employees being late is unacceptable, and we must put a stop to such behavior! ” Hey, you foreigner – didn’t you say you wouldn’t allow fines? Well, since his lateness is a fact now, how can I stop it? What to use to stop it? How can I stop him from being late? ! She replied to him with a half-smile, “Oh, that’s indeed a problem, Mr. Deng Feike.” How do you think employees should be prevented from being late? ” I even felt a bit schadenfreudic. Okay, let’s discuss it then. Chinese employees just tend to be late; do as you please. Anyway, I don’t dare break the law, as I can’t put you or your beloved German company in trouble. “Leda, let me think. “I’ll give you a solution.” “Okay! I’m waiting for your solution.” (Alright, I’m awaiting your solution.) After hanging up the phone, I laughed with my assistant for a long time. Foreigner who doesn’t turn around, please think it over slowly first; we’re going to the restaurant to eat. For an entire afternoon, no sound came from Deng Feike. I chuckled to myself; I wonder if his brain broke from all the thinking. There was a slight hint of sympathy. It’s almost time to leave work; there’s an email from him in my inbox. When opened, the following content appears: The following is a quoted excerpt: Hi, Lida! After some thought. Here is my suggestion for solutions to the problem of employees being late: First, in the case of a first-time lateness, the employee’s department manager should talk to him to understand the reason for the lateness. If it is due to understandable objective reasons rather than the employee’s own choice, then he should be asked to calculate the minimum time required to travel from his home to the company, including all factors that could cause him to be late. Ensure that tardiness does not happen again. Second, if an employee is late again, the deputy director of the department in charge shall have a conversation with them and listen to their reasons. If it is an excuse, it should be firmly pointed out that there are no longer any reasons for being late. In the event of an accident, a kind reminder can be given. Third, the employee is late for the third time. You talk to him, point out that his behavior constitutes a breach of contract, and give him an oral warning. Four, the employee is late for the fourth time. The branch manager spoke with him, giving him one final chance to make things right, and informed him that he would not be given another chance to be late. Five, the employee is late for the fifth time. It indicates that there is no hope left; go directly to your department to terminate the employment contract. Best regards. Deng Feike: Oh, my God! My dear German boss, you’re driving me to exhaustion! Will you spare us? Oh, dear colleagues, please do not be late again; otherwise, many discussions await you. Aren’t you afraid of that? I guess your bosses are even more scared than you are! While I was at a loss as to what to do, Mr. Deng Feike sent a second email. The content is as follows: Here is the quoted excerpt: Dear Rita: As the HR manager, you should be aware that the salaries that the company promises to its employees are protected by law. You have no right to deduct from employees’ legally protected wages. Furthermore, you must not abuse your authority on behalf of the company in violation of regulations; your wrongful actions cause damage to the company and expose it to legal risks. Furthermore, you should understand that there are two possible reasons for employees being late. First, if they are late accidentally due to objective reasons, it is understandable; their wages should not be deducted. We are not an unreasonable company – our corporate value lies in respecting our employees. You know this. Second, being late is a deliberate action by the employee. This means that the employees have failed to fulfill their duties and violated their contractual commitments. This must be pointed out to him, recorded, and a warning given. You should understand that the contract between a company and its employees is serious and protected by law. The commitments of both parties are established through the agreed terms. When employees agree to such working hours, it is a commitment not to be late; this is not something that can be discussed or permitted. If an employee’s salary is deducted for being late, it means he can buy back his working time, which is the time he agreed to let the company use in exchange for payment. So, can all the commitments between the two parties stipulated in the contract be traded with money? What has been agreed upon cannot be changed – that’s the principle! If you cannot understand properly and work in the way the company expects, then you are failing in your duties. Best wishes. Deng Feike: After reading this email, I didn’t laugh; I reflected. My colleagues read it too, and no one spoke anymore. Perhaps this is a minor conflict between Eastern and Western cultures and concepts, or maybe it is simply a difference in ways of thinking?