We have found that construction companies are sometimes unclear about whether access control data can be used as a basis for salary payments.
The Finnish Construction Federation's collective agreement, which came into force on 1 May 2020, agreed that access control data CAN be used as a basis for salary payments. Before this, there was a TES recommendation in force, according to which salaries could not be paid based on access control data. This recommendation lost its relevance on 1 May 2020.
What should be considered when using access control data for payroll?
It is recommended that when implementing the system, main contractors hand over the site access control data they collect to subcontractors or subcontractors for the purpose of paying their employees.
Cooperation Act should be taken into account when implementing the system if your company employs at least 20 employees. Smaller companies that are not covered by the Employment Act due to their size must be provided with an opportunity to discuss the implementation of working time monitoring with the shop steward or all employees.
When implementing the working time tracking service, the different practices should be defined and employees should be clearly informed about them. For example, how to act in situations where working hours are exceeded or undershot, or how to pay slippages as wages. Short periods of overtime or undershot are likely to occur, so it is definitely worth defining separately how to handle them.
Employees should be provided with the opportunity to check their working time data and report errors easily and without delay. Access control data should not be used for inappropriate purposes, such as continuous monitoring of the employee. The working time tracking/access control system should naturally comply with the EU General Data Protection Regulation (GDPR) and the guidelines of the Data Protection Commissioner. on the protection of privacy in working life.
Read the press releases from May 1, 2020 regarding the collective agreement:
Why is it worth using access control for working time tracking?
According to the Working Hours Act, the employer has the right and obligation to organize working hours records and monitor compliance with working hours. Naturally, it is most economical and natural to implement this at the same time as normal construction site access control.
Time tracking based on access control ensures equal treatment for all employees, which improves trust and increases transparency for all parties. Since the stamps are made on the access control device, the information collected by the service can be used in various disagreement situations, for example about presence on the construction site. Working time is calculated from the arrival and departure times of the access control stamps, which minimizes errors and the need for manual recording.
If necessary, salary interpretations, such as overtime calculation, can be implemented for working time data, which facilitates salary calculation and resource management. If necessary, it is also easy to add a flexible working time policy to the service, which increases the employer's attractiveness in the recruitment market.
Are you looking for a solution that combines access control and time tracking?
With our main contractor access control service, you can organize both access control and working time tracking for your company at the same time:
Our service naturally also takes into account the terms and conditions related to the collective agreement in the construction industry:
Read more about working time tracking and the benefits of electronic working time tracking here.
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