In a shocking revelation, a Singaporean employee has taken to social media to call out her employer for an unusual policy regarding late arrivals at work.

In a post shared on r/askSingapore, the worker detailed her frustration over the company's decision to deduct $5 from employees who are just 10 minutes late and a staggering $10 for being 10 to 20 minutes late.

The worker expressed her disbelief at the policy, asking, “Is it acceptable for an employer to deduct salary for lateness?” She took the initiative to research the legality of such a deduction on the Ministry of Manpower’s (MOM) website, only to find no clear regulations justifying this punitive measure for slight tardiness.

Her grievances didn't stop at the pay deductions; she revealed that all employees routinely work overtime, extending their hours beyond the official 9 AM to 6 PM.

Yet, she lamented that the overtime remained unpaid while the company enforces strict penalties for a few minutes of lateness. She emphasized her frustration by stating, “Office hours are 9-6, but we usually leave at 7-8. OT hours are also unpaid, yet they want to be stingy about 5-10 minutes lateness?”

Adding to her concerns, the worker pointed out that the company only offers seven days of annual leave, which she deemed "criminal in this economy."

She noted that her primary reason for remaining at the job was the need for steady income to fund her final semester in university, but she indicated that she would leave as soon as she graduates in April.

The response from fellow Redditors was a mix of support and skepticism. One commenter advised, “If they expect you to arrive on time, you should be able to leave on time. Also, 7 days of AL is very little. I’d suggest planning your exit.”

Another practical user highlighted MOM’s guidelines, stating that while employers can deduct salary for lateness, the amounts must correlate with the time missed; a deduction of $5 for a mere 10 minutes seemed excessive to many.

Employers do have the right to deduct pay for lateness, but the Ministry of Manpower stipulates that they must first inquire about the reason for the tardiness. If an employee presents a valid excuse—such as an emergency—docking their pay would not be permissible.

Importantly, employees share the responsibility of ensuring punctuality. If they foresee being late, informing the employer ahead of time is crucial to avoid potential misunderstandings.

The MOM has reminded employers to transparently communicate salary deduction policies and stated that employees who feel they have been unfairly penalized can reach out to the Tripartite Alliance for Dispute Management (TADM) for assistance.

In this age of heightened awareness about workplace conditions, this incident raises pressing questions about employee rights and employer responsibilities. How far is too far when it comes to workplace policies?

It seems that many employees are willing to stand up for fair treatment.

As discussions around labor rights evolve, this case underscores the need for progressive workplace practices that should not only respect punctuality but also equally value employee wellbeing.

Will this brave worker’s call for change inspire others to voice their concerns? Only time will tell!