NOHOME wrote: Good way to separate the wheat from the chaff. If it is voluntary, and it becomes obvious that the "no shows" start to disappear when times are tight or get stuck in a E36 M3 shift rut after a year or so, people will fall in line.
I got the feeling that the OP was trying to avoid typical dickish CEO thinking... 
NOHOME wrote: Good way to separate the wheat from the chaff. If it is voluntary, and it becomes obvious that the "no shows" start to disappear when times are tight or get stuck in a E36 M3 shift rut after a year or so, people will fall in line.
And that's when you start to get in trouble.
How are they normally paid? By the job? Or is it just straight-up by the hour? If the crew gets paid 8-4, I don't see what the difference is if you tell them there will now be a 30 min meeting on Monday morning before heading out into the field.
bearmtnmartin wrote: I think I am going to split the difference. I have to make it compulsory or some may choose not to attend. So it has to be part of the work day. We will meet at Timmy's on the clock for coffee instead. No breakfast. Thanks for the input.
I already decided what to do. I see from the responses that it is unreasonable to ask them to come to work early and not get paid for their time. And the idea is to improve morale or at least keep it up where it is, so I would not want to have an opposite impact.
NOHOME wrote: Good way to separate the wheat from the chaff. If it is voluntary, and it becomes obvious that the "no shows" start to disappear when times are tight or get stuck in a E36 M3 shift rut after a year or so, people will fall in line.
I would quickly disappear if I worked for a person with that attitude. Thinking like that is what created labor laws and unions.
NOHOME wrote: Good way to separate the wheat from the chaff. If it is voluntary, and it becomes obvious that the "no shows" start to disappear when times are tight or get stuck in a E36 M3 shift rut after a year or so, people will fall in line.
i would fall in line at a different employer.. i don't even want to talk about work when i'm on my paid breaks in the break room, i aint coming in early to talk about work for free..
The Hoff wrote:NOHOME wrote: Good way to separate the wheat from the chaff. If it is voluntary, and it becomes obvious that the "no shows" start to disappear when times are tight or get stuck in a E36 M3 shift rut after a year or so, people will fall in line.I would quickly disappear if I worked for a person with that attitude. Thinking like that is what created labor laws and unions.
In fairness, he's right. It separates the wheat from the chaff, but on the employer side. Any employer who does that is the chaff.
As far as employees go, it does no such thing. It chases away employees with professional attitudes. Most of them expect similar professional attitudes from their employers; passive aggressive "non-mandatory" mandatory meetings are a big red flag when it comes to measuring employer professionalism. Chasing those guys away is a pretty good start for creating a "times are tight" situation. At which point his method actively selects the kind of people who value participation awards over achievement. Probably not a way to right the ship.
NOHOME wrote: Good way to separate the wheat from the chaff. If it is voluntary, and it becomes obvious that the "no shows" start to disappear when times are tight or get stuck in a E36 M3 shift rut after a year or so, people will fall in line.
Yep. Because the good workers will have moved on to a better employer. All that'll be left is chaff.
I don't think there is much to discuss here.
In the US, this pretty clearly falls inside the FLSA. Assuming it is mandatory, if they are non-exempt (hourly), you are required to pay them. If it means they pass a threshold of more than 40 hours per week, you are required to pay them overtime. If they are exempt (salary), you probably are not required to pay them.
There is an exception (which I am not very familiar with). It sounds like you are referring to truck drivers. There is a Motor Carrier Exemption under the FLSA which may be applicable. Here it is if you'd like to read it:
Sounds like you've already made your decision, and I think you are doing the right thing.
NOHOME wrote: Good way to separate the wheat from the chaff. If it is voluntary, and it becomes obvious that the "no shows" start to disappear when times are tight or get stuck in a E36 M3 shift rut after a year or so, people will fall in line.
For every project manager that wants to have a super early meeting, I make sure to schedule a meeting at 23:30 at night for "code quality and testing review".
Just kidding, I've only done that once. The BEST way to separate the wheat from the chaff is to see who facilitates and enables other employees to do their job well. Trying to make everybody fall into lockstep only works if everybody has the same job description and the same hours.
I'm no early riser, but I can be motivated by food.
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