| Looks good to me. I'll try to title each aspect and kick the tires from a compliance standpoint: - Work Late, Sleep Late. This reminds me of policies for truck drivers and pilots, which make sense to me--you don't want employees to "crash" product. A bit of a pain to track hours, but there are plenty of hour-tracking systems, and tracking hours can be a great tool go back and review your own productivity. (Caveat: I have to track every hour.) - Daily Overtime. This is in some ways a reality in several countries' labor laws. We have seen labor lawsuits (e.g., in China) where the employee prevails on unpaid overtime because it is the employer's responsibility to keep track of overtime. And in some countries' labor laws, overtime = any time over the daily AND weekly max (e.g., Brazil). Again, we are tracking and accounting for hours, but I am someone who loves to hit the clock and see what I got done yesterday, last week, last month. - Your Time is Worth More Than Ours. I love it. I think 1.5x or 2x time is more reasonable than 4x time on the weekends, but the eventual number, whether 1.5x or 10x, is somewhat arbitrary. The point is that this policy screams that the employer values people's lives and makes a company think twice before making people give up their spouse, partner, kids, family, friends, health, hobbies, etc. - Clock Management. This is a great policy, which we've seen elsewhere and written for employers. Bottom line, I think: if your team is always working nights and weekend, something is out of balance. I agree that it is better to have a rule in place and an objective way to track it than it is to have a disgruntled team for even a second. I think a red light should flash and a foghorn sound when a team goes over budget on time. I know it does in my line of work if I were to exceed a client's time budget. It's by no means unforgivable, but it almost always a management shortfall. Overall, I see two themes--time tracking and employer responsibility--in your suggestions, which interrelate. My main thoughts are: 1. How would it go over with teams if we asked them to hit a digital clock and log their hours? 2. Could we brand this as part of our identity as an employer that doesn't wants incredibly efficient employees and management? 3. Do you see this in already in one form or another in your other workplaces? (I do.) 4. Could we brand this as in the employees' interests and not Big Brother making the employees punch their time cards? 5. Could we couch all of this as the employer's responsibility and not one more task we pile on our employees? |