Hi Aarti, In ur late coming policy u have to follow that strictly, and issue them warning ltr, in payslip u need to show amount deducted due to late coming. In absentism u need to aware them and issue them warning ltr for indiscipliany act. In uninformed absentism need to consider lwp whether employee has leave balance or not and issue 1-3 ltr of absentism.
From India, New Delhi
19From India, New Delhi
I am fully agree with Mr. Kapil Dev Singh. Deduction of salary would be negative decision particularly those employee who has been late due to external facts like road traffic etc.
In our company we have policy of 'Short Leave' where employees are considered two days in a month coming late in office max for 2 hours and going off two hours prior to the duty. Like either they come office late or leave office early by two hours, twice in a salary month. The employee has to regularise attendance after availing the facility or prior to take the facility. Availing Short Leave more than two (in a month), half day CL is consider from third time onward for late coming. If CL gets finished off then Absenteeism is marked provided the employees have option for the leave as Sick Leave upon managing his/her senior's approval.
In regional office , I started one Gandhigiri Policy for those who used to come late in office intentionally and regularly. I made a attendance sheet (month wise) and put on the notice board located back side of my workstation; in that sheet each employees' in-time and out-time attendance are recorded manually and updated which is displayed. If anyone came late first two times his/her attendance use to get Orange color marking and more than two late come - Red color marking used to be done. And very next day at our morning meeting I used to award Chocolate to the late coming person in front of all due to his/her late come (intentionally even sometimes more than four times in a months). I arrange special gift to those who his the punctual most in the month and did no availed any leave.
Now a days 90% employee are become punctual and confines their late come within permissible limit.
I feel, building sense of awareness of punctuality in someone is more important than to punish them.
From India, Gurgaon
In our company we have policy of 'Short Leave' where employees are considered two days in a month coming late in office max for 2 hours and going off two hours prior to the duty. Like either they come office late or leave office early by two hours, twice in a salary month. The employee has to regularise attendance after availing the facility or prior to take the facility. Availing Short Leave more than two (in a month), half day CL is consider from third time onward for late coming. If CL gets finished off then Absenteeism is marked provided the employees have option for the leave as Sick Leave upon managing his/her senior's approval.
In regional office , I started one Gandhigiri Policy for those who used to come late in office intentionally and regularly. I made a attendance sheet (month wise) and put on the notice board located back side of my workstation; in that sheet each employees' in-time and out-time attendance are recorded manually and updated which is displayed. If anyone came late first two times his/her attendance use to get Orange color marking and more than two late come - Red color marking used to be done. And very next day at our morning meeting I used to award Chocolate to the late coming person in front of all due to his/her late come (intentionally even sometimes more than four times in a months). I arrange special gift to those who his the punctual most in the month and did no availed any leave.
Now a days 90% employee are become punctual and confines their late come within permissible limit.
I feel, building sense of awareness of punctuality in someone is more important than to punish them.
From India, Gurgaon
Hi Arti,
1)Late coming - in this case you need to do some change in your late coming policy after the approval of management, and strictly follow the rules of modified policy.
2)Absentism Issue- Employees who are regularly doing the same thing in organisation you need to issue them warning letter for indisciplinary act.
3)If an smploee doesnot inform that he/she will not be coming to office i.e. Uninformed absentism- have to issue them 1-3 letter of absentism and finally terminated the services from the organisation to improve the status.
Thanks & Regards
Sunil Sharma
Mo; 9910126718
From India, New Delhi
1)Late coming - in this case you need to do some change in your late coming policy after the approval of management, and strictly follow the rules of modified policy.
2)Absentism Issue- Employees who are regularly doing the same thing in organisation you need to issue them warning letter for indisciplinary act.
3)If an smploee doesnot inform that he/she will not be coming to office i.e. Uninformed absentism- have to issue them 1-3 letter of absentism and finally terminated the services from the organisation to improve the status.
Thanks & Regards
Sunil Sharma
Mo; 9910126718
From India, New Delhi
Hi Aarti,
First and the foremost, Do observe, investigate and if it seems to be legitimate reason then try to squeeze him in an alternative shift. However, if this still persist (if the reason is not legitimate) do give a 2-verbal warning and third should be written warning ( from second warning it should be taken as Disciplinary Procedure). After written warning, The employment terminates. As due to Absenteeism lot of work load is been transferred to another employees which is not fair on their part. If the employee who is on the verge of retrenchment does perform well. must be retained by making alternative like starting late and ending late.
Hope this information helps.
with Regards
Gaurav Patel
From United Kingdom, London
First and the foremost, Do observe, investigate and if it seems to be legitimate reason then try to squeeze him in an alternative shift. However, if this still persist (if the reason is not legitimate) do give a 2-verbal warning and third should be written warning ( from second warning it should be taken as Disciplinary Procedure). After written warning, The employment terminates. As due to Absenteeism lot of work load is been transferred to another employees which is not fair on their part. If the employee who is on the verge of retrenchment does perform well. must be retained by making alternative like starting late and ending late.
Hope this information helps.
with Regards
Gaurav Patel
From United Kingdom, London
Hi Aarti,
First and the foremost, Do observe, investigate and if it seems to be legitimate reason then try to squeeze him in an alternative shift. However, if this still persist (if the reason is not legitimate) do give a 2-verbal warning and third should be written warning ( from second warning it should be taken as Disciplinary Procedure). After written warning, The employment terminates. As due to Absenteeism lot of work load is been transferred to another employees which is not fair on their part. If the employee who is on the verge of retrenchment does perform well. must be retained by making alternative like starting late and ending late.
Hope this information helps.
From United Kingdom, London
First and the foremost, Do observe, investigate and if it seems to be legitimate reason then try to squeeze him in an alternative shift. However, if this still persist (if the reason is not legitimate) do give a 2-verbal warning and third should be written warning ( from second warning it should be taken as Disciplinary Procedure). After written warning, The employment terminates. As due to Absenteeism lot of work load is been transferred to another employees which is not fair on their part. If the employee who is on the verge of retrenchment does perform well. must be retained by making alternative like starting late and ending late.
Hope this information helps.
From United Kingdom, London
HI, Thanx everyone or the reply. Hi Octavious, Sorry for the subject line mentioned incorrectly...will surely take care nxt time.
From India, Pune
From India, Pune
Dear Kapil Dev,
1)My boss will never for the late sitting of the employees.
2)As u said we are doing the same but the employees are still taking leaves.
3)I think this is perfect...let me forward it to my boss..
please suggest something for 1st two as well.
Thanx a ton.
From India, Pune
1)My boss will never for the late sitting of the employees.
2)As u said we are doing the same but the employees are still taking leaves.
3)I think this is perfect...let me forward it to my boss..
please suggest something for 1st two as well.
Thanx a ton.
From India, Pune
Dear Soniya, we are already following : that 3 latemarks are allowed and on the 4th latemark half day’s salary gets deducted. but still this issue
From India, Pune
From India, Pune
Hi all,
I have recently completed my final year project of MBA on same topic. I believe that you do not need to go emotional, i strongly agree with all who suggested you to get strong evidence, then go to your top management confidentially as it seems there in no policy of Sexual Harassment is under regulation in your firm therefore HR manager is also unable to do anything. "Any thing is legal untill its proven to be illegal"
you are initiating for a new step which can lead towards implementation of SH policy but for t at his you need to go very careful and active simultaneously, as the consequences will be for you as well..
All the best!
From Pakistan, Karachi
I have recently completed my final year project of MBA on same topic. I believe that you do not need to go emotional, i strongly agree with all who suggested you to get strong evidence, then go to your top management confidentially as it seems there in no policy of Sexual Harassment is under regulation in your firm therefore HR manager is also unable to do anything. "Any thing is legal untill its proven to be illegal"
you are initiating for a new step which can lead towards implementation of SH policy but for t at his you need to go very careful and active simultaneously, as the consequences will be for you as well..
All the best!
From Pakistan, Karachi
Dear Aarti,
Provide classes on the importance of punctuality and other motivational aspects.And then prepare policies in order to stop the late coming and absenteeism.
For example,
In punch late by 15 minutes-3O minutes salary will be cut
Early out punch by 15 minutes-3O minutes salary will be cut
and create system where in they have the employees have to enter their late coming details and early leaving details has to be entered and get approved by their immediate head,else their full day salary will be cut.And also if there is no 8 hrs presence in the office without approval from the immediate head through the system ,an employee won't get that day's salary.
Incase of uninformed absence,you should consider it as absence.Don't let them apply for leave.
These are the only ways to stop this practices and bring discipline in the office
Regards,
Anita George
From India, Bangalore
Provide classes on the importance of punctuality and other motivational aspects.And then prepare policies in order to stop the late coming and absenteeism.
For example,
In punch late by 15 minutes-3O minutes salary will be cut
Early out punch by 15 minutes-3O minutes salary will be cut
and create system where in they have the employees have to enter their late coming details and early leaving details has to be entered and get approved by their immediate head,else their full day salary will be cut.And also if there is no 8 hrs presence in the office without approval from the immediate head through the system ,an employee won't get that day's salary.
Incase of uninformed absence,you should consider it as absence.Don't let them apply for leave.
These are the only ways to stop this practices and bring discipline in the office
Regards,
Anita George
From India, Bangalore
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
LATE COMING.doc