Respected seniors,
Is salary/wages deduction permissible due to late coming to office, to what extent, and if yes, requested to please provide references of clauses.
I am grateful for your early advise.
Regards
From India
10Is salary/wages deduction permissible due to late coming to office, to what extent, and if yes, requested to please provide references of clauses.
I am grateful for your early advise.
Regards
From India
Hi,
As per my thinking..Formulate a policy wherein employees who are late for more than specific number times will be penalized with LEAVES deduction.
For eg: If an employee is late for more than 3 times in a month then 1 day leave deduction.It can be Casual or Earned leave.
In case if leaves are not available then go for PAY deduction method.
Again you can calculate the number of hours late and then make deduction from Gross Salary proportionately.
As per my thinking..Formulate a policy wherein employees who are late for more than specific number times will be penalized with LEAVES deduction.
For eg: If an employee is late for more than 3 times in a month then 1 day leave deduction.It can be Casual or Earned leave.
In case if leaves are not available then go for PAY deduction method.
Again you can calculate the number of hours late and then make deduction from Gross Salary proportionately.
Hi,
We do have a policy formulated on late login. Its purely depends on management and the industry which you belongs to. In general most of the organizaition follow this in order to make the organization to be of a discipline one. But they cannot implement the policy as such. HR should design and roll out a policy specifically for this and based on that they could go ahead and implement it. Please let me know if you need any further clarifications in it.
From India, Tiruchchirappalli
We do have a policy formulated on late login. Its purely depends on management and the industry which you belongs to. In general most of the organizaition follow this in order to make the organization to be of a discipline one. But they cannot implement the policy as such. HR should design and roll out a policy specifically for this and based on that they could go ahead and implement it. Please let me know if you need any further clarifications in it.
From India, Tiruchchirappalli
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